CAREER SERVICE LETTER NO. 1

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000500080008-5
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 9, 2016
• Document Release Date: August 14, 2000
• Sequence Number: 8
• Content Type: LETTER

Approved For Release 2001/04/05: CIA-RDP80-01826R000
R STATINTL
CAREER SERVICE LETTER NO. 1
It has come to my attention that the Career Service Boards desire
guidance on certain matters under their congnizance. This is in the nature
of such guidance. If this missive proves of interest and value, it will
be followed by others.
1. It should be recognized that qareer Service Boards are advisory
to the Executive in charge of the office. Their mission is stated in
Regulation . Their job is to assist each office in developing its
part of the CIA career service. The agency Personnel regulations lay down
the policy on most matters, and each Career Service Board member should
be thoroughly familiar with these regulations. But Career Service Boards
go further than the cold printed word of regulations. They are the
embodiment of the agency's desire to encourage all employees to make their
work with this organization a career; the agency's recognition that skilled
personnel are CIA's most valuable asset; the assurance to all employees
that their future is under the watchful and understanding eye of associates
who are directly interested in and concerned by their accomplishments.
2. It should be understood that everybody in the agency is not a
career employee, although everybody has an equal opportunity to beome one.
A certain percentage of employees are probationary--some of these will
not qualify for career service, and others will lose their interest. Another
group of employees are here by agreement or preference only for limited
periods. Only those who are qualified and dedicated to a career service
will be so considered.
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3. There appears to be some confusion about promotion policy.
While it is inadvisable to lay down arbitrary rules about the time in grade
required for promotions, it is nevertheless only practical that a fairly
uniform practice be followed by the different offices. It is. ) therefore
suggested that the following rule of thumb be used--up through GS-9, at
least six months in grade; from GS-9 through GS-15, a year or more in grade.
most
BUT the/ important factor that should be understood by all
Career Service Boards and stressed by them to all supervisors is that
promotions are based on demonstrated ability to perform work of a higher
grade, and are not given simply for serving in grade a certain period of
time. Further, there should be complete frankness with all employees on
the subject of their capabilities and chances of advancement--that is
what PER (the Personnel Evaluation Report) is for--use it.
In fact, we may soon reach the stage, particularly in higher
grades, where promotions will be on a competitive basis.
!t. Career planning is one of the most vital aspects of Career
Service Board work. We should strive toward the goal of mapping out for
each individual a career program extending several years in advance,
recognizing of course that demands of the agency or failure of the
individual to measure up might alter the program. Employees should be
given all possible opportunities to broaden the base of their careers by
gaining experience in different offices of the agency. If, for example,
an ONE careerist desires experience in FI, is qualified and can be utilized,
he should get that tour of duty, retaining his career designation of ONE
but being judged by the FI supervisor on his performance while doing FI
work. Also, changes in career designation should be granted where the
individual desires and the gaining board concurs.
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.
5. Training will play an increasingly vital role in the development
of our career service, Career Service Boards when considering reassignments
and promotions should give careful evaluation to the training the individual
has received. This not only includes the courses offered by the Office of
Training, but also the opportunities offered agency personnel to attend
the National War College, Armed Forces Staff College, and the Army, Navy
and Air War Colleges. These service courses, which are open only to the
most highly qualified individuals, are important to those ,qgency personnel
who are to serve under or be closely associated with military commands.
6. The Career Service Boards should give adequate attention to
developing the possibilities for women making a career with the agency,
and do insure that the steps up the professional ladder are always open
to qualified and able women.
the
7. Finally, it is/desire of the CIA Career Service Board to reduce
to the absolute minimum the volume of paper work sent to the other Career
Service Boards. It is recognized that during these early stages a certain
amount of the development of our program must be on a trial and error
basis. However, it is " that soon the principles will be
well established, and the boards will have all of the necessary material
with which to work. We hope that by September we can present a paper to
all employees on the subject "What Career Service in the Central Intelligence
Agency Means toou". We would be pleased to have members of any Career
Service Board atten4 as observers the regularly scheduled meetings of this
, oard.
Lyman B. Kirkpatrick
Chairman
Career Service Board
Approved For Release 2001/04/05: CIA-RDP80-01826R000500080008-5