ADJUSTMENTS TO CAREER SERVICE PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400100009-2
• Release Decision: RIFPUB
• Original Classification: C
• Document Page Count: 3
• Document Creation Date: December 12, 2016
• Document Release Date: December 10, 2001
• Sequence Number: 9
• Publication Date: April 8, 1952
• Content Type: MEMO

Approved For Base 2002/01/24: CIA-RDP80-01826R040010 009-2
OQNFEDE;NTIAL
Security Information
8 April 1952
ME &)RANDUM' TO: Chairman., Working group on TRAINEES
Chairman, Working Group on ROTATION
Chairman, Working Group on CAREER BENEfTS
Chairman, Working Group on PERSON EL DEVEIDPT(ENT PROGRAM
FROM : Chi, Career Service Committee
SUBJECT : Adjustments to Career Service Program
1 a A request has been received rom the that adjustments C be made
to the Career Service Program as presented to him by the revised
Progress Report of 22 January. In order that the Program may
with full consideration of the possible impact of these changes on various
elements of the Program and in order that the background and wide experience
which the Working Groups have acquired may be fully utilzed, the Career
Service Committee requests that your Working. Groups consider the following
requirements and provide the Committee with an appropriate redraft of ymr
final reports. Your revision should incorporate these requirements and
ensure full coordination between the various elements and phases of the
Program from an over-all point of views
2, You will adhere as closely possible to these requix'ements.
However, if you feel that it is necessary to do so, you may submit an
alternative plan with full and explicit reasons why the stated requirement
should be modified.
3, The changes required and the.assignments to the Working Groups
are as follows:
a. Assigned to Working Group on Personnel Development Program
Eliminate the proposed statement of policy, Tab Bs mid
substitute a directive simply appointing the CIA Career
Service Board, as constituted in your Tab G. One addi-
tional function of the CIA Career Service Board should be
to act as the rating board for all AD's and DAD''s, and
that within each Office the AD, DAD, and one of the
division chiefs. on a rotating basis will have to act as
the rating board for the other staff or division chiefs.
For officers below the grade of staff or division chief,
the Office boards would function but it would be desirable
to add as a member in each Office one officer below the
grade of a division head and, to obtain uniformity of
practice, to have each Office board include at least one
member selected from another Office, if only as an observrer.
CONFIDENTIAL
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CONFIDENTIAL
Security Information
b, Assigned to Working Group on Rotation
Rewrite Tab C. eliminating the introduction and providing
separate prograns for the following classes of personnels
1,. Clerical and administrative (the latter being positions
l
can
of greater responsibility to rhich the clerica
attain, i.e. Staff Officers).
Specialists, whose sole value to the Agency is,presumably
in the specialty (this group ranging from translators
and oommo technicians to chauffeurs).
3, Professionals,` i.e. Officers.
Generally speaking, normal Civil Service procedures provide
adequately for the career benefits of Classes 1 and 2. The
problems which are special to this Agency, as contrasted with
other agencies of Government, relate basically to Class 3,
though it must also be recognized that in some cases people
rated within Class 1, and even in Class 2, will perform
functions comparable with those of Class 3 and, for our pur-
poses, should therefore be placed in the Class 3 program,
The Class 3 program should be applied to all professional
intelligence officers from the time they enter the service
and the program should determine the system of selection,
training, promotion, and rewrards. Written agreement of the
intent to make a career with the Agency should not be required
nor do any special security concurrences seem necessary as
part of this program. The Intent to follow the career of
intelligence officer must sand will be a matter of primary
concern` to the Career Board.
a. Assigned to Working Group on Personnel Development Program
Retain the simplicity of the proposed rating form, but then
is question whether the rated officer should see the super-
visor's rating and comments on the reverse side of these
reports. Such continents should be confidential. It is proper,
however,. to have the rating officer state that he has discussed
any shortcomings with the officer. Consider the attached pro-
wl of s Personnel Evaluation Report that is not shown to
the employee and a Career. Development Guide that.
CONFXDENTIAL
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COWF.IDMNTM AL
Security Information
..3 .
d. 'Assigned to Working Group on Rotation
it would be helpful to have much more specifio suggestions
as to what is meant by rotation, answering such questions as:
(1)
.Do you recommend limiting overseas duty to particular
number of y3ars?
(2) Do you reoorn d bringing all foreign Personnel home,
(3)
any, one year in eEach four or at any other intervals?
Do you recommend moving officers as a matter of policy
from Office to Office within the Agency or do you mean
from division to division within an Office?
At what rank dots the rotation by the Career Service
Board stop?
Assigned to Working (coup on Career Benefits
Do not include additional pay for hazardous duty as part
of the career servic? benefits (Part II of Tab E) and limit
the meritorious awari system to Classes 1 and 2 tinder 3,b, above,
Further, because of the legislative difficulties, I would at
this eliminate d from your Tab E. relating to special
compensation to depiudents of personnel engaged in hazardous
duty who are the--e.' ire a exposed to hazard, and would eliminate
for the same waason e in this Tab, relating to death gratuities
to depanden-s of CIA ,ersonnel whose death occurs overseas,
Our legir ative requests will be difficult enough if limited
to your subparagraphs :-, g and h in Tab E0,
As-,agzaed to Working Group on Trainees
Exsure that the recommendations with respect to Trainees are
consonant with the required changes and coordinate with Working
(group on Rotation particularly with respect to paragraph b,,aboveo
4. It is important that the recommendations of the several Working Groups
concerning these requirements be closely coordinated* From the point of view
of timing, it is desired that your recommendations be in hand by the close of
business Friday, 11 April, if that is at all possibleo.
ac: Members, Career Service Committee /s/ F. Trubee Davison
co: Chairman and Members of Working
Groups on Trainees, Rotntion, F. TRUBEE DAVISON
Career. Benefits and Personnel Chairman., Career Service Committee
Development Program
CONFI DENTI AL
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