SELECTIVE ROTATION PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000600040005-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 10
• Document Creation Date: November 17, 2016
• Document Release Date: August 11, 2000
• Sequence Number: 5
• Publication Date: February 4, 1954
• Content Type: MEMO

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TO : Director of Central Intelligence
THRGUGH: Chairman, CIA Career Service Board
SUBJECT: Selective Rotation Program
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1, PROBLEM: To establish a program for the selection and systematic
rotation of a predetermined number of highly qualified Agency employees.
2, ASSUMPTIONS:
ao CIA will have a continuing requirement for a reservoir of carefully-
selected,, highly-qualified, and well-trained individuals who are
thoroughly acquainted with Agency activities and who will be available
for assignment to positions of increasing responsibility as the need
arises,
b,
We to the specialized nature of Agency activities, such individuals
cannot ordinarily be recruited from outside the Agency, and to assure
the existence of such a reservoir, a systematic program for internally
developing selected Agency personnel must be instituted,
Individuals should be considered for this program only an the basis of
demonstrated ability and potential for intelligence work from among
Agency on-duty personnel, and no individual should be recruited into
the Agency for the specific purpose of entering the program.
Individuals accepted for the program should be within the younger age
range, in order to allow time for full development at a sufficiently
early age.
Participation in the program should represent no assurance to the indi-
vidual of eventual advancement, or assignment to any particular position,
Future assignments for individuals who have participated in the program
should depend on the requirements and circumstances existing at the time,
One of the basic techniques to facilitate the proper development of the
type of individual desired is systematic rotation among the various
Agency components, and since an individual rotational assignment would
be of rather extended duration, such assignments' crust be for productive
as well as career development purposes,
The only way to assure the success of such a program as this is to fix
definite responsibility and to grant the responsible office sufficient
authority for its implementationo
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3. FACTS:
a. At the twentieth meeting of the CIA Career Service Board, on 4 February
1954, the desirability of such a program was discussed and agreed upon,
bo The present Career Development Slot system is designed primarily for
individual career development purposes, dependent upon the needs of
individual offices, and does not serve the objectives of an Agency-wide
Selective Rotation Program.
a, The present Junior Officer Training Program is a comparatively short-
range training program designed to attract and infuse into the Agency
well-rounded individuals having outstanding educational backgrounds,
and, likewise, does not accomplish the objectives of a Selective
Rotation Program.
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a0. There is little question that if CIA is to have available for assignment
to its top-level positions, individuals who are well qualified and well
rounded in the highly specialized fields of intelligence and clandestine
activities, the Agency must take steps now to develop such individuals.
A1thou& other agencies can recruit top-level talent from outside, this
ordinarily is not the case with CIA because of the unique nature of the
Agency's functions. The problem of securing top-level talent is one that
is always with us and, therefore, it is only prudent that the matter be
considered in long-range terms and that the availability of expert, top-
level general intelligence officers in from ten to twenty years not be
left to chance.
b. There are continuously available in the ranks of CIA a considerable
number of younger men and women with excellent educational backgrounds
and promising work records, who show tremendous aptitude for the intelli-
gence business. It is possible to select from this group a number of the
best for a concentrated career development effort. Another advantage in
recruiting from this group is that the Agency has already had an opportunity
to observe these individuals in action, and to determine their aptitude for
intelligence work. Once the need for a program such as this is agreed
upon, there remains only the matter of selecting the desired individuals
from this group and proceeding with the implementation of the program.
c. Rotation as a means for career development is not a new idea. This
device has been and is being employed throughout the Agency as a means
for developing skills and abilities which can best be acquired in this
fashion. However, most of the rotation now current in the Agency is
aimed at individual career development and depends on the requirements
and needs of individual offices. The Selective Rotation Program dis-
cussed here is intended to serve an Agency need as distinguished from
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the needs of individual Agency offices, and the specific policies. and
procedures proposed herein are designed accordingly. For instance,
since the program would be set up to cope with an Agent problem, it
is proposed that a special Table of Organization be sus a-blished to
accommodate all individuals while participating in the program. The
program contemplates that a participant undergo a period of rotation
which would cover a period of no more than five years, depending on the
length and diversity of the person's prior Agency service. Therefore,
it is believed that the T/0 of the office originally employing the indi-
vidual should not be incumbered with that individual while he is undergoing
rotation. To carry the individual on the office T/O would not only repre-
sent an unwarranted burden on the office, but would inevitably serve as a
deterrent in getting individual offices to cooperate with the program.
Any program of this type must recognize during the initial stages that
there are already in the Agency individuals whose careers, whether
accidentally or by design, have tended in the general direction contem-
plated by the program. Certain of these individuals may at the moment
exceed the maximum age and grade requirements considered proper for an
established program. In order for the Agency to take full advantage
of the availability of such individuals, and also to avoid a possible
morale problem in this group, it is believed that following the Install-
ation of the program there should be a temporary period during which such
individuals may submit their applications and be considered. A period of
approximately one year appears to be adequate for this purpose.
Acceptance into the program should represent no assurance to the indi-
vidual that he will be continued in the program. Obviously, an individual
should be expected to continue high level performance or be eliminated.
The Agency can be assured of such performance through the application of
a modified personnel evaluation report procedure to individuals partici-
pating in the program. Offices to which participants are assigned would
complete such reports and submit them to the Assistant Director for
Personnel for review. Participants would also be interviewed by a
representative or by representatives of the Office of Personnel on a
periodic basis, probably after the submission of the periodic evaluation
report by the office of assignment, Corrective action would be initiated
at any time the need for such became apparenta
f. Individuals who satisfactorily complete the program would not be lost
sight of by the Agency, The names of such individuals would be entered
in the Junior Executive Inventory, which would be available to top manage-
ment when they are considering individuals for key assignments.
It should be emphasized that the success of a program such as that
discussed herein depends as much on the manner in which it is admini-
stered as on the blueprint or plan upon which it is based. While the
mechanics or procedures underlying such a program are important, any
problems related thereto can readily be resolved, provided the office
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charged with the administration of the program has been given sufficient
authority, plus the necessary staff, In this connection,, it is believed
that the staffing requirements of the Office of Personnel would have to
be increased only slightly to assume responsibility for the program. A
minimum estimate would be three positions, two administrative and one
clerical.
b.
A "Selective Rotation Program" would serve to meet the long-range Agency
requirements for well-qualified, well-rounded individuals.
The means for implementing such a program are readily available within
the Agency once a decision is made to proceeds The total cost of such a
program would be minimal compared with its importance to the Agency.
Funds would be required for approximately 120 positions, plus funds for
an estimated three additional positions for the Office of Personnel to
cover administration of the program.
A group representing no more of Agency strength at an
one time would be adequate for such a program. An increase of
d.
the Agency personnel ceiling would be required to accommodate this group.
Responsibility for activating and administering this program should be
assigned to the Assistant Director for Personnel, whose office would
require only minor supplementation for this purpose.
DATICNS:
It is recommended that:
The proposed "Selective Rotation Program" attached hereto as Tab A
be approved.
The Assistant Director for Personnel be authorized and instructed to
proceed with the activation and administration of the program.
The Agency personnel ceiling be increased by= to accommodate the
program.
/8/
HARRISC 10. RE IOL
Assistant Director for Personnel.
3-E-GR-3-T
25X9
25X1A
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Eaolosures
Tab A
C~TCURRECEs
Chairmaa, CL& Career Service Hoard
Dates
ACTIQI EI APPRO~d AUTHORITIs
APPROVED&
Director o? Central Intelligence
Dates
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PLAN
FOR
CIA SELECTIVE ROTATIQd PROQRAM
to Pu_ r
The CIA Selective Protatiou Program 3s designed to identify and
provide for the systematic indoctrination and development through
planned rotation of a highly select group of Agency employees who
have the capacity and potential to profit from such dev+alop~ent~ to
the end that there shall be contiauausly available a reservoir of
individuals both extensively and intensiTrely acquainted with ~.gency
aetivitiee who will be available for assignment to more responsible
positions in accordance with Agency requirementso
2a 9c?.~
ao The program is available to a highly select group of
men and women having staff employee or staff agent status,, and
entrance into the program is ordinarily limited to persans~ at
the 3unior professional levels. ?he total number of parsons
in the program At any one time will not ordinarily exceed one
percent of total Agency strengtho Although Fixed quott~s will.
not be assigned to individual offices, they will be expected
to nominate individuals for participation in the program in
proportion to their share of total Age?cy strength,
bo Ibdividuals selected for the program shall be reas33grsed
to a special Table of Organization which shalt be managed by the
Assistant Director for Personnelm
30 ~ility Criteria
,__._.
ao To be considered for entrance into the program an
individual musts
(1} Have staff employee or staff a ant status.
2 Be between the ages of 25 or 35~, inclusive,
(3) Occupy a position at grads GS-~ through GS-11,
inclusive,
(fit) Have at least one year of prior CIA service
other than in a training status, and have successfully
cQmnpleted the trial period,
(5) Have completed an intensive training course in
basic intelligence, such as the BIC,
(6) Possess at least a Baoheloros degree, or its
equivalent, from an accredited college or university,
(?) .Agree to serve the Agency wherever assignedo
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bo For a period of one year following the date of activation
of the program, waivers may be granted in connection with the
formal age and grade requirements set forth in Paragraph a above
to individuals possessing other desired qualificationso
1~, Responsibility
Responsibility for implementing and operating the Selective ,.
Rotation Program is assigned to the Assistant Director for Persannelo
5o Selection Procedure
a, Any staff agent or staff employee meeting the basic
eligibility criteria set forth in Paragraph 3 may submit an
application for admission into the Selective Rotation Programo
Applications shall be submitted on a prescribed form and forwarded
through channels to the Assistant Director for Personnelo Appli-
cations must include the recommendation of the office in which
the individual is employQd and shall be forwarded to the office
of ?ersonnel~ regardless of whether the recommendation of the
employing office is affirmative or negatived Eaah application
shall also include a rotation plan proposed by the individual and
commented upon by the office of assignmento
b, Applications feceived by the Assistant Director for
Personnel will be referred to the Rotation Selection Board for
review and recommendation, This Board is appointed by the
Director of Central Intelli ence and composed of one representative
of each ma3or component (DD/gI' DD/P~ DD/A, AD/C, DTR and AD/P)
with the Assistant Director .for Personnel, or his designee, serving
as permanent chairmano Zhe Board will make its review and base
its recommendation on the individuals overall suitability for
the programs as determined by the followings
(1) Possession of basic eligibility qualifications,
(2) Evaluation of data in applicants official
personnel folder.
(3) Personal interview by the Board, which shall
include a discussion of the individual-s proposed rotation
P~
(!~) Any special reports which the Board or the
Assistant Director for Personnel may request from the
Director of Security the Director of Training or the
Chiefs tdedical Staff.
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e. Following receipt of a recommendation from tea Rotation
Selection Board, the Assistant Director for Personnel wi]1 make
a determination as to the individuals acceptabil.i.tq for the
program and wi11 advise the individual of-the decision. This
advice will include an indication as tQ whether or not the
individual has been accepted! and, if re~ecteds whether or not
the re~eetion is permanent or if another application may be sub-
mitted at some later date. The individual will also be given a
copy of the approvod rotation plan, and a schedule for its
implementation.
b. Rotation Plans
a. For each individual accepted into the program there shal].
be an approved "Rotation Plan:" which shall be a blueprint of the
various rotational assignments which are cantemplatsd for the indi-
vidual, Theae plans shall be designed on an individual basis but
shall take into account the general ob3ective of the program to
assure general familiarity with all segments of the Agencyo
b. Rota~tian plena are developed by the Assistant Director
for Personnel, However, in 'the course of such d?v+elop~aent, the
plan proposed by the individual and/or office of assignment will
be given full consideration, and the individual will have an
opgortunity to discuss his plan with a representative of the
Assistant Director for Personnel and the Rotation Selection Board.
e. Rotation plans must meet the following m3.nimum standardes
(1) must be written.
(2) Must have fine concurrence of the individual. The
concurrence of OTR and SO will also be required on formal
trainin and security aspects' respectively.
(3~ Dist provide for rotation to all mayor oomponents
of the Agenoy~ both operating and administrative, eonsisteat
Stith the over-all rota t~3.ae plan o
(lt} Must reflect an over-all period of rotation of,
generally no more than five years' depending upcri the
length and divers~.ty of the individualas prior CIA service,
Individual assignments shall be of sufficient duration to
permit both the desired indoctrination and also a period of
productive work,
7o Initial Indoctr3.nativn
Each individual accepted for the program shall undergo an initial
period of indoctrination sufficient for the purpose of acquainting him
with the ab~ectives of the program and other matters pertaining thereto.
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8. Rota agement
Individuals shall. be under the general management of the Assistant
Director for Personnel while participating in the program. To assure
adherence to approved rotation plans and attainment of the overall
objectives of the program, the Assistant Director for Personnel7: poi].].
assure that action is taken to move participants from one assignment
to another in accordance with previously approved plans. Since the
success of 4he prngram depends a]most entirely aQ this point
deviation Pram approwd plans will be the exception rather than the
tale and all e~aceptians will haw the personal approval of the Assistant
Director for Personnel.
4. ~ Per3.odia Ebaluati~ Participants
Individuals participating in the program will be evaluated an a
semi-annual basis and/or upon completion of each assignment by the
office to which they are currently assigned. For this purpose a
special personnel evaluation report will be completed and transmitted
to the Assistant Direotor for Personnel, Following co~apletian of each
periodic evaluation report, par'~icipants will be interviewed by a
representative or by representatives of the Assistant Director for
Personnel far a review of their progress. Individuals who do not
demonstrate satisfactory progress, or who otherwise became disqualified,
may be released frog the program at any time by the Assistant Director
for P~rsonnal~ who will be responsible for initiating action to terminate
the Agency employment of anyone separated for reasons warranting such
action, Participants may also be released fro~a the program at their
own request, with or without prejudice, as determined by the Assistant
Director for Personnel.
10: Promotion of Persons Participating in Program
Individuals may be promoted while actively participating in the
program if, in the ~adgment of the Assistant Director for Personnel,
promotion action is merited. In considering a participant for pro-
motion, the Assistant Director for Personnel will give due regard toe
the Agency policy on promotions including any applicable time in grad8
requirements; the quality of the individuals over-all performance in
the program; and the recommendation of the office of current assignmment,
11. Completion of Program
.~._...
Certificates showing satisfactory completion of their prescribed
Rotation Plans will be 3.ncluded in the personnel folders of those
individuals who successfully complete the program. At the same bane
their names wi71 also be inc]uded in the Junior T~aaecutive Inve~atory,
which will be available for the use of top Agency officials:
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