TRAINING OF PROFESSIONAL EMPLOYEES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400080062-6
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 8
• Document Creation Date: December 9, 2016
• Document Release Date: June 16, 1998
• Sequence Number: 62
• Publication Date: August 28, 1962
• Content Type: REGULATION

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Office Regulatio
TRAINING OF PROFESSIONAL EMPLOYEES
RESCISSION: Office Regulation R25-lO, dated 15 January 1957
I. POLICY
A. The improvement of employees' knowledge and skills can
contribute greatly to the quality and quantity of the intelligence
produced by the Office of Research and Reports, in fulfilling its
assigned mission. ORR policy, therefore, is to provide appropriate
training opportunities within the framework of Agency policy and
to encourage employees to take advantage of these opportunities.
B. By filling gaps in his training, an employee is enabled
to carry out his assignment more effectively. His flexibility is
increased and his broader understanding helps to prepare him for
advancement. Training alone does not qualify an individual for
promotion, but improvement resulting from such training is an
important factor in considering promotion actions.
C. Although this regulation is directed t'o the training of
professional employees engaged in economic and geographic/carto-
graphic research, the policy and procedures set forth also apply to
the training of other professional employees within those fields
that have a direct relationship to their assigned responsibilities.
D. Types of Training
1. The fields of economic and geographic intelligence
production are broad and still developing. Research and
analysis in support thereof require a variety of skills and
knowledge. Some of these can only be developed on the job
or from equivalent outside experience. However, it is not
the purpose of this regulation to discuss on-the-job training,
which is largely custom tailored to an individual component's
needs and responsibilities.
GROUP 1
Excluded from automatic down-
grading and declassification
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28 August 1962 Office Regulation-&8
2. This regulation is intended to cover primarily
(a) external training and (b) internal training in languages.
In addition, the ability to write clearly and concisely is a
most important skill. Training in this skill, however, is
less formal and includes a large element of on-the-job guidance
by supervisors and the editorial staff.
E. Training in Basic Disciplines
1. Inasmuch as the primary mission of ORR is to produce
economic and geographic intelligence, it is desired that all
professional employees directly engaged in research in these
fields have or acquire a minimum foundation, as appropriate,
in economics and statistics, or in specific aspects of
professional geography as the case may be, (For economic
research, this minimum consists of one year of principles and
a year of intermediate economic theory, plus a year of
statistics.)
2. It is ORR policy actively to encourage employees to
acquire additional training, with or without Agency sponsor-
ship. Agency sponsorship of academic training is a privilege
based on demonstrated competence and initiative of the
employee and on the judgment of supervisors that the training
to be undertaken will be of net benefit to the Agency.
3. Completion of theses and dissertations by employees
who have completed all other requirements for the M.A. or Ph.D.
degree in a social science can in some cases be assisted. If
the subject is of direct interest to the Agency, and the
necessary research data are unclassified, an employee's
research and manuscript preparation may be arranged as part
of his job assignment. In such cases, the Agency normally
publishes the resulting study as an ORR report.
F. Other Full-time Training
1. Because of the diverse nature of the research
activities of the Office of Research and Reports, full-time
external training programs of varying duration in a variety
of applied fields are pertinent to individual research assign-
ments. The value of and justification for such courses of
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study rest largely on the intention of the individual analyst
to spend several years in a specialized research area. Such
full-time training might include for economic research
courses in operations analysis, economics of national security,
or mathematics, and area and advanced cartographic courses for
geographic research.
2. Additionally, courses given by manufacturing companie s$
such as those which some of our people have taken in electronics
and aircraft production scheduling, can contribute most valuable
training where they are applicable. Supervisory personnel as
well as analysts whose immediate work assignments justify a
need to know may be selected for advanced weapons familiarization
courses.
G. Language Training
1. The ability to read a pertinent foreign language is a
most useful research tool for analysts in ORR. In general,
an analyst is expected to acquire a reading knowledge at the
intermediate level or better of the language of the country
which is his primary research responsibility. This principle
applies especially to analysts working on the Soviet economy,
who are expected to carry out daily research in original
Russian language materials. Although the ability to speak
and write a foreign language is not normally required for
research, employees are encouraged to study a language
comprehensively.
2. Recognizing that few employees will enter on duty with
the desired language skills, the Agency, through its Office
of Training, offers a wide selection of language courses both
during duty hours and outside duty hours. When an employee
is studying the language of the country of his primary research
assignment, he may be permitted to attend classes during duty
hours. Supervisors take such training assignments into account
in planning the employee's work load, and supervisors and
employees alike are expected to regard such language training
as an integral part of the employee's work assignment.
H. Eligibility
Training may be acquired in the following ways:
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Office Regulation 25-dfl
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Office Regulation 255-tO-
1. Employees may attend a local university during non-duty
hours. After one year of employment, the Agency will pay
tuition and registration fees for courses considered by the
employee's supervisors to be job-related.*
2. After one year with the Agency, an employee, following
review by appropriate officials of his performance and career
intentions, may be considered for out-of-town university
training, normally for one calendar year. The objective of
this program is to maximize training benefits, both to the
Agency and the individual, through advanced study under some
of the best qualified professors in the country. Before
applying for such training, it is essential for employees
to satisfy the essential prerequisites for admission to
advanced courses. This means planning ahead for an extended
period and often requires prior consultation with the faculty
of the university provisionally selected for full-time training.
For employees selected under this program, the Agency will pay
the full salary, plus all educational expenses and the costs
of transportation. The following minimum considerations govern
the selection and training of persons under this program:
a. An individual must have entered on duty before
1 September to be eligible to start the year of training
in September (Fall semester) of the following year. In
general, the year of training will begin with the Fall
semester, and not with the Spring semester.
b. The individual must have demonstrated a better than
satisfactory performance.
c, The proposed academic training program (specific
courses) must be recommended by the Branch and Division
Chiefs concerned, concurred in by the appropriate Area
Chief, and the ORR Career Service Board, and approved
by the Director of Training.
In this connection, we have developed a standard "hard core"
30-hour graduate program in economics with American University, part
of which will be given at Langley using office of Training classrooms.
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Office Regulation
d. The institution selected shall be mutually agree-
able to the employee, his. supervisors, and the Director
of Training.
e. An individual who fails to maintain a satisfactory
(B) grade average during the first semester may be
reassigned to headquarters at the discretion of the Agency.
f. The individual must execute an Agency training
agreement, in which he expresses an intent to remain with
the Agency, after completion of his training, for a
specified period. This specified period is normally set
at three times the length of the period of sponsored
training.
g. Should an individual desire to continue in a
training status after completing a calendar year under
Agency sponsorship, a leave without pay arrangement may
be arranged if intent to continue a career with the Agency
is clearly evident.
II. PROCEDURES
A. General
1. Each supervisor is ready to provide counsel and
assistance in helping analysts determine their priority training
needs. In carrying out his responsibilities, the supervisor
recommends training to analysts in his component with two
purposes in mind: (a) to improve the over-all professional
competence of the component for which he is responsible; and
(b) to further the career opportunities of the individual
analyst. At the same time, each analyst must recognize that
he himself plays a key role in his own career development.
The extent to which he takes advantage of opportunities for
further training rests largely on his own initiative and
desire to prepare himself for improved performance and for
increased responsibility. The supervisor must weigh the long-
term advantages to the Agency of his recommendations of train-
ing for his analysts against the immediate demands for maintain-
ing adequate on-the-job analytical strengths.
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28 August 1962 Office Regulation-E5-t0
2. In carrying out their responsibilities with respect to
training, Branch Chiefs -- in consultation with Division Chiefs
and the appropriate Area Chief -- shall:
a. Develop and discuss with each new employee a
program of training in economics, geography and related
subjects and languages appropriate to the needs of the
individuals. Normally, this initial program should be
planned three or four months after the employee enters
on duty.
b. Review the training needs of all employees at
least once each year. Progress should be discussed with
employees when fitness reports are prepared as well as
when a specific proposal for training is initiated,
either by the employee or by his supervisor.
B. Internal Training
1. All requests for internal training are to be submitted
on Form 73. The form is to be signed by the employee's Branch
Chief and submitted to the Chief, Administrative Staff, ORR,
through the responsible Division Chief and the appropriate
Area Chief.
2. An employee who withdraws from any internal training
program, including language courses, shall submit a memorandum
to the Chief, Administrative Staff, ORR, through normal command
channels, giving the title and date of the course, the instructor's
name, and the reasons for withdrawal.
C. External Training
1. All requests for external training to be sponsored by
the Agency are submitted on Form 136, and forwarded to Chief,
Administrative Staff, ORR, through Branch Chief, Division
Chief, and the appropriate Area Chief.
2. Upon completion of Agency-sponsored training at a non-
CIA facility, all trainees must submit a report on Form 1049
(in four copies) to the Director of Training through normal
command channels and the ORR Training Officer.
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28 August 1962 Office Regulation Q5-1O
3. Individuals desiring to take training at their own
expense are required to submit a request for security clearance
in accordance with ORR Regulation 10-25.
4. Immediately upon determining that an employee must
withdraw from any Agency-sponsored external training course,
a written request for permission to withdraw must be submitted
by the trainee's supervisor (under unusual circumstances a
request for permission to withdraw may be originated by the
trainee) through channels (Division or Staff Chief, Area Chief,
and Administrative Staff) to the Director of Training. The
request shall include: (a) course title, inclusive dates of
course, location of training facility, and instructor's name;
(b) a brief statement giving the reasons for withdrawal.
OTTO E. GUTE47
Assistant Direc or
Distribution No. 3B
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