THE SELECTION AND TRAINING OF PROFESSIONAL TRAINEES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400110016-3
• Release Decision: RIFPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: June 16, 1998
• Sequence Number: 16
• Publication Date: May 29, 1952
• Content Type: REPORT

proved For Release 20011023: CIA-RT80-01826R0004001100 6-
Security Information
, y 1952
T SELECTION AND TRAINING
Of
PRO MSIONAL T tA.INEES
With regard to trainees for overt activities, including over
personnel assigned to covert Offices, it is recoznnended tea,.."
a,, All new personnel recruited to fill professional positions in
the Agency be required to go through a training program in
order to give them an adequate basic intelligence background.
]Exceptions may be made for individuals who have had previous
hig `k-level intelligence experience.
b, The present Professional Training Program in the CIA Intelligence
School be reorientated and expanded as speedily as possible Into
a Professional Selection and Training Program to give all new
professional personnel a broad yet intensive intelligence training.
Specialized training,, including lang ge, area and operational
trai ing, will be handled in other parts of the training program0
The curriculum of the CIA Intelligence School, including recommended
reading,, be revised to cover subjects of particular interest to
Offices and be coordinated with TRS to reduce duplication in the
curricula o
do A selection board to be known as the Professional Selection Panel
be established under the direction of the CIA Career Service
Board, It would consist of five voting members and three advisory
members as follows:
(1) Twc representatives from the overt Offices,,
(2) Two renresentativea from the covert offices,,
(3) one representative from a Deputy Director o s office - each of
the Deputy Directors - DD/.P,, DD/A and DD/I - to be successively
represented?
(t) Three advisory representatives., one each from the 0#640424*
s, the Inspection and Security Office and the Office
of Training
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The Pane3 will review selection standards for and the qualif3.-
Cations of all candidates up to and including the grade GS'U
for overt and semi-covert professional; positions in both the
overt and covert offices and will finally approve on behalf of
the Agency the selection of all professional personnel in these
categories. In case of an adverse finding against an applicant
by the Panels the appropriate Assistant Director may appeal to
his Deputy Director, whose decision will be final4. The Panel
will also, when requested by an Assistant Directors, arrange for
testing a ~w~i~ .of a prospective employee in the GS?1,2 - 15
31
e ? ~reviewhis qualifications$ and make recommendations to
44-
e, Personnel requirement f Offices for professional) positions be
submitted to the O&M m mm" ___ l which will inform the
Professional :election Panel and the Office of Training of tha
estimated intake so that they may plan accordingly, All recruit-
ment Vil.l. be undertaken against authorized slots in consumer
Offices, except that a small number of slots will be sat aside
for the temporary accommodation of draft.-eligible candidates who
are brought here for indoctrination before entering the Armed
Services,
.f, The program to establish consultant-contacts in colleges and
universities (Project Review Committee Project T RN/ADP-92-52, of
22 October 1951) to recruit undergraduate and graduate students
be vigorously implemented and ultimately expanded,
go No subsidy be given to university students prior to their CIA
employment. No specific substantive guidance be given by the
oonsuitant-contacts to undergraduate students, In certain cases,
consultant-contacts may suggest that selected graduate students
specialize in practical subjects or foreign aspects of their
fields which might be useful if they should enter the intelligence
field,
h0 Consultant-contacts be briefed regarding the relation between
recrui.tin for overt use in both overt and covert offices and
that for deep-cover activities,,
i~ Special security measures be taken to prevent subversive infi2tra-
tian into the Agency through the trainee system and that I8a5
Office be given adequate backing in money and personnel to carry
out these measures. Consultant-contacts be briefed thoroughly
regarding the danger of subversive infiltration into the Agency
through the trainee system,
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jo Approaches by CIA representatives to universities or companies
in the, United Sates,, for the recruitment or training of overt
personnel,, including overt personnel, for the covert offices,, be
coordinated with the Contact Division,, Office of Operations
ko No organized publicity be given the trainee recruiting program
and that publicity of any kind regarding any aspects of the
Professional Selection and Training Program be discouraged,
, All candidates for professional positions in grades up to and
including OS-1l be given a ?ne-day battery of tests before final.
commitments for employment are made; this testing to be given
after the-applicant has been recommended by recruiters and after
f and other forms have been reviewed by the
universities by competent consultants (or by a field unit) and
in Washington 'by a headquarters unit,
including k S
no?
reviewed in order th F.- tt+~asse oce s -~ assent the policy
that all yes for professional positionse throe grade
ea assessed according to validated techniques,
The sequence of events in carrying out the Professional Selection
and Training Program should be as followsg
(1) Statement by Offices and other components of their needs
for new personnel to fill professional positions in the GS-5
through 0541 categories.
(2) ration, contacting,, and screening of candidates in univer-
sities,, industries' and the Armed Services by the Personnel
Office through consultant-contacts or by other recruitment
techniques,
(3) Pro-security check by 100.
in Washingtnn
o
as the preliminary sc ng-b through
by comparison of
in the Agency with the assessmen
UIELP, Director (Personnel) take
P
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(b) Testing of candidates periodically at selected locations in
the field and continuously in Headquarters.
(5) Screening and shopping of candidates to offices by the
Personnel office o ajqh tit _ ~ ~ A+ t *C~)
(6) Assessment a (To be carried out
between s e s 5 and 10).
,f 1%
(7) obligation of slots by Offices.
2?
(8) Security investigation initiated by I&SO.
(9) Security Clearanced
(10) Review and decision by Professional Selection Panel.
(11) Notification to candidate by Personnel office.
(1,2) PAD
(13) Entrance in CIA Intelligence School.,
(lit) Review of Training record by Professional Selection Panel,
(15) Assumption of duty status in Office obligating slot Step 7)o
With, regard to trainees for deep cover activities, it is recommended
tha :
Recruiting and training of deep-cover candidates be conducted by
the covert Offices separately from the ProfessionaJ. Selection and
Training Program.
b? A focal point be established
cp. A focal point be established ixr the O$GA&*.e#-Personnen to
coordinate overt and semi-covert and deep-cover recruiting in
the field in order to avoid confusion and minimize security risk
d0 After initial selection of deep-cover candidates, no further
overt or obv.oue CIA contact be made with them.
e4 Covert training be coordinated with the Professional Selection
and Training Program in order to make maximum practicable use of
trainingg curriculum and staff o'
te
Security Information
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