Final Report of the Panel

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000500190003-8
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: August 16, 2000
• Sequence Number: 3
• Publication Date: January 8, 1954
• Content Type: MF

8 aan ary 1954
MT iORANTAJM FOR: Chairman., Panel on Career Service for Women
SUBJECT: Final Report of the Panel
objective suuay. i.,eLLerfl 01 CvnIInenaablvn
the I3oardvs conclusionsb
24 The Board commends the Panel for its car a mg~thodical and
ld The Panels Report was reviewed by the CIA Career Service
Board at its meeting on 23 November 19530 The Board decided to take
no action on the Report until each member of the Board had reviewed it
in detail and had had an opportunity to formulate his comments. At its
meeting cn ]4 January the CIA Career Service Board again reviewed the
Report giving consideration to the comments of the members? It is the
desire of the CIA Career Service Board that your group be apprised of ILLEGIB
dAcopf4s will be placed in then Official trersonnel
ng to that P nel pfd
t t! rieri were th etims (o an Age pattern bt discrimination
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3Q The Board believes that the status of women in the Agency does
not call for urgent corrective actio)butwrather for considered and
deliberate improvement primarily through the education of supervisors,.
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The following comments are directed to the specific reconnendations
contained in the Report.
a,. he Agency regulations currently provide that., "The
most competent persons shall be recruited,, selected and pro-
moted an the basis of merit for positions at all levels? There
shall be no discrimination regarding personnel because of fa.vor-
25X1A
itism, marital status, sex,, race,, color, religion or external
statement is not necessary, H ,
i
pressure," (see CIA Regulation W ? Thus, a new policy
ice
b, The Board is recomrnendin that the Assistant Director
for Personnel establish a procedure for reviewing recruitment
requests which indicate q preference for male or for female
personnel, The procedure will require supervisors who initi^te
recruitment requests that state preferences for either sex,, to
include with the request a justification for the preference in-
dicated. The purpose is to remind supervisors of the Agency
policy and to re^uire then to Znalyze the reasons for the require-
ments rather than to discourage them from making indication of
specific preferences or requirements where these are ws,rrantedo
c,, The Board believes that individuals should he selected
for positions on the basis of merit,, ordinarily without regard
m2=
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to sex,, but it must be recognized that sex may be a legitimate
and necessary consideration, Women should be considered on
the same basis as men for any and all vacancies,, provided the
particular situation does not require one sex or the otherf,
d0 A full-time counsellor for the Interim Assignment
Branch is not believed necessaryv There area in the Personnel
Office,. Placement Officers and Personnel Relations Officers,
some of whom are women,, who are available in the same building
to consult with personnel assigned to the Interim Assignment
Branch? These individuals are full-time specialists and are
fully nua.lified to deal with any personnel utilization or re-
l?itions problem that may arise,
e.. The appointment of a specialist in each major component
to deal with problems of clerical personnel would tend to interfere
with regular supervision, Any special attention needed by
clerical personnel can best be provided in the process of day-by-
day supervision. If the supervisor encounters special problems
among his clerical personnel,, which he is unable to handles, he
has direct access to specialists in the Personnel Office who will
assist him with the solution of these problems.
o3-
S_E4 ~
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*Noe
fo It is present Agency policy that each supervisor
provide continuing orientation for All personnel under his
supervision.
g, The AgencyQe career service po'Dtcies and procedures
apply to all staff emplOes, inclurUng c1orioal personnelo
Nothing should be said or written which would suggest otherwise.
Office CAreer Service Boards should devote attention to career
planning for clerical personnel as they would for professional
personnel. Designating a p-irtieuljr Board member to give special
attention to career planning for clerical personnel might be help-
ful.9 but it is believed that this is a matter for the Office card
cerned and not a subject for uniform Agency procedure,
ho The Board agrees That a serteus need for supervisory
training exists within the Agencyd To this ends, increasing
emphasis is being placed upon training for supervisors at all
levels in the organization. The pe1icy statement of the Deputy
Director on this subject,, Ranted L January 19548 is attached for
your inforr tiono
I The Board recognizes the merit of the suggestions in paragraph
III B and C of the Report Since the suggestions apply equally to men
and women,, the Board will encourage the appropriate Agency components
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