SUMMARY OF THE ORGANIZATION AND OPERATION OF THE CIA CAREER SERVICE PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400110004-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: June 16, 1998
• Sequence Number: 4
• Content Type: REPORT

Approved For Rele 2001/06/09: CIA-RDP80-01826R0004p0110004-6
SUMMARY of the ORGANIZATION and OPERATION
Of The
CIA CAREER SERVICE PROGRAM
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CIA CAREERSERVICE PROGRAM (f ?`
1. The CTA Career Servile Progr s contr led by a CIA Career
-. the Assistant Direc or for Per onnel, the Director of Training
and, on a rotating basis, UAmwAssistaft Directorso ices
Service Board, consisting of he `.
The rotating members of the Board
each serve for si m s there being at all times one each from the
overt office group, he covert office group and MV.-e- -_ ce -.
Their tours of duty are staggered so that there is continuity. The CIA
Career Service Board will meet once a month. The Career Development Staff
of the Personnel office serves as the. Secretariat of the Board and the
Chief of the Career Development Staff acts as the Boardts Executive
Secretary.
lt~
2. The CIA Career Service Board is responsible to
developing policy governing the Career Sev'ice Progra
Executive Inventory, sakes recommendatio
in the Executive Inventory from one Off)
positions in the Agency, reviews evalua
programs for their further development
teed3 an addition, tam on longer range review and
tied.. It is concerned primarily with policy, not with
_. 3. The /l'Sffice7Career Service Boards are located in each of the major
Offices and units or CIA and are responsible to their respective Assistant
Directors or Office Heads for the operation of the Career Service Program
in accordance with policy established by the CIA Career Service Board.
They are also responsible for collaboration with other Coffice7 Boards on
inter-Office Career Service problems. It is at this level and through the
functioning of these /Uffice7 Boards that the rotation, training, advance-
ment and assignment pan recommended for the individual by his supervisor
is reviewed for the approval of the Assisaant Director or office Head,
These Boards are concerned primarily with the implementation of policy and
with the review of detailed recommendations concerned with the careers of
individuals.
~e, v
.-.- I X L.
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the DCI for '
establishes and maintains an
for the transfer of personnel
(ce to another in order to fill key
ions of such persons and rotation
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4 The following /Uffice7Career Service Boards will be established:
Approximate Number of Persons
To be Serviced
(On Duty Strength as of i march 1952)
OSO Career Service Board
OPC it rt n
C01 W It it It
00 it It It
ORR It it it
OCD it it it
I& tt It it
General Services `ar it rt
*Administration n' It It
Training tr it . ` tt
Procurement it f it
OCI tt it it
Personnel tt tt ft
Finance - `tt
TSS ft ft
ONE it it
he Administration Career Service Board will be concerned
with the personnel in several of tI.e smaller units in the
support office group not otherwise cgvered,i as follows:
DD/A
Medical
Audit
General Counsel
Personnel Pool
5, Re'sb` ins ble to the CIA Career Service Roard are subordinate
runctional Boards wtiic .' .nc?Lude, but are not limited to, the foll ig:
Hazardous Duty Board, Honor Awards - Board,t Service School ?1setfbn Boards,
Professional Selection Panel, etc. :,.est"oort the CIA Career
responsible,f the-Agency as a whole.
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6. All new junior personnel recruited and selected to fill
"professional" positions (e. g., all new personnel up to and including
GS-11 to fill slots designated as professional positions) will be
screened by the Professional Selection Panel with respect to over-all
suitability to work in CIA on a career basis. If their selection is
confirmed by the Panel (which will operate on the basis of personal
interview in a manner similar to that employed by the Board at Examiners
of the Foreign Service or the Rhodes Scholarship Committee) they will all
enter the CIA Intelligence School. prior to assignment to duty status in
their respective Offices. Exception to this procedure may be made on
written certification of exception by the appropriate Deputy Director.
7. All new senior personnel recruited and selected to fill
"professionals positions (e. g., all new "lateral-entry" personnel, GS-12
and above, to fill slots designated as professional positions) will not be
screened or interviewed by the Professional Selection Panel, unless at the
request of their respective Assistant Directors, However, all new senior
professional personnel will enter the CIA Intelligence School at the first
session commencing after their EOD. Exception to this procedure may be
made on written certification of exception by the appropriate Deputy
Director.
8. Annually, or as often as required, each person is evaluated by
his supervisor. The Personnel Evaluation Report deals with:
a. The job being done.
b. The performance on the job.
C. The pdtential for assuming greater responsibilities.
d. The recommended program for development,
The report is reviewed by a senior reviewing official and the
supervisor who prepared it. It also forms the basis for a frank and detailed
discussion between the supervisor and the person being evaluated. The Office
of Training and the Personnel Office jointly conduct training seminars and
briefing sessions in supervisor-employee relationships in order to make this
discussion more effective and to improve supervisory techniques. The super-
visor states on the Personnel Evaluation Report that he has discussed the
evaluation with the subject, and the report becomes a matter of permanent
record in the latter 's Official Personnel Folder. The report, with special
emphasis on the recommended development program, is reviewed by the Office
Career Service Board for the approval of the Assistant Director or office
Head.
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