THE CAREER SERVICE OF THE CENTRAL INTELLIGENCE AGENCY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000600110006-2
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 11
• Document Creation Date: December 9, 2016
• Document Release Date: August 14, 2000
• Sequence Number: 6
• Publication Date: April 26, 1954
• Content Type: REGULATION

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Thi1 Draft
26 April 1954
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T 1 CAREER SERVIC!
or 'M
CINT'RAL INTELLICfIC:" Atf1C'Y
General
2. Definitions
3. Policy
4, Organization of the CIS Selection
Board and Panel of Examiners
1Q GENERAL
Responsibili ties
Careere Selection Report
Procedures
This Regulation establishes the Career Service of the f nt. i Intelligence
Agency effective 1 July '155; and prescribes related policies,, responsibilities
and procechres, Membership iii the Career Service w ,l be limited ':o Staff
Employees who ?re al gible for +..onsideraticr in accordaa ce w .t -; the j ro isicns
of this Regulation v
2 o DET ITIO'I5
ao The 'Career Ser-rice
carefully selec ed.
of th3 fentral Intelligence Agency" is a group
nd triined indivi& is Ahq ff pt
getion to devote themselv3e to the needs of =,ertelligcnce
and who hive the expectancy of a cnreer in the CIA'.
b, "Trial service period" consie s of the first year of service i.n the CIA
I
as defined in E
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Active serer veer, Sri ff ctiv date of ei,,i trarsce 12 Wt V"'.
C:, rProvision .1. Period" consists of three years active service in the
CIA watch is a pr squai.site i-,o considerati n or members hip in the
Career Berrien,:
do ?' .ctive seas .ce" Lor the p cpose of 2e. above, need not be continuum'
service and will. ina:lud9 any of the following periods
(1)
or after IS Sep rber 19l~? GAS
(2)
Absen-ce on leave With pay;
(3) Abr enc on leave withr at, pay which does not exceed 22 days in
the aggreZate wit.,hLn a calendar year; except, that absence on
le=ive without pay fcr .1g;encyrsprrn? dared o,atside training will be
fully counted
e;, 'eict,:ive ser ice", for the pu repose of 2c above may, it the discretion of
the CIA 11, ctio:~ Board,, ins .ude sea vice in the Agency w i:.e on m ..l.ita ?
detail, or rilitary service if the employee left the kgermy during the
provi: ion'l. period to enter the ' rmpd Forces a,
3, POLICY
a The Agency rir1. rrairstain a "ar r Service consisting of personnel selected
from among ` t aff E np? oyees 4, Perdsocsnoi self.,ct :d for membership will be
afforded wa,.tn the fr.'mewc$t of applicable 4 .we preferential cons{ des ; ticnn
or oppor tanAty tc advance V-vir careers In the CIS, by ut&lzing the bene-
fits and f-ciB. ti e^ now arc ` hereafter pre t4pi c ed for members of the Career
Service including promotion,, tmaureb, t:~?vaining, rotatic i or assigranentb and
o ffer pr sxr -ms designed to ir' pr?ave their value to the Agency.
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bd Personnel o are accepted for meembecr p in the Career Service WM
have the obligation to aerva arryieh.rs and at any time and for ax
kited of duty az; r tear ti iad the needs of CIA and they, are sued
that, in order t : caa?x . ix t this policy of tea are ? ervico? full
consideration will be to their particular capabilities,, interests
and person al circ?umastarxk2ee.
c, The selection przces 42.1- enocapaza the evaluation and development of
each Staff i loye a during his r%rov ,:s_iorai period; In this mmuaer,
the i r. it i dcta3_ r s awls. l,eaa ,, capabi 1 , less and deficiencies wi: .
evaluated i t order to deter . e his uritabi l.ty for selection into
the Career Service. The selection process will include these aatagea
of employee eialuat orr and deael r K:;rty
A review, and determination of ea oh it dlv1tiuai* a suitability for
continued Agency employment prior to the eatpiration of the trial
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`
(2) Ths preparation of su h Career S ele ion Reports are as herein
prescribed,
(3) A review of each application for selection into the Carew Servia
after the individual concerned gains eligibility for consideration
b, cc*npleting the provisional. period,,
(j) The provioion of :o rrt:_nui ng ire truck : on and developmental guidaa
and assistance to a tea;'-, indi v ~:u al. tha?roaaghout the pravi s1 onal jod
in order that he m ,y remonstrate 'tis au:itWbi: ity f or mesibers ip in
the 'Pa-se ^ Sorv'tce a I to. e trtti nr+tes or s' tisfactor1.1y resolve any
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Consideration for selection into the Career Service will be based upon
he will be given assistance and g~.,idance in order to correct or elimin=ate
not accepted, he will be :hnformed of the reasons for the rejection an t
e. If nn individs al applies :'or membership in the Career Service and is
advantages expressly reserved to members of the Career Service.
the benefits deriving from Agency employment,, except those benefits or
the Veterans Preference ?act as amended In addition, they will. receive
the benefits accorded to It. S. Government employees by law, including
ention or whose applicitior.s arc not accepted will continue to possess
formal application by eligible personnel? Those who fail to make tippli
the causes of his rejection and to have an opportunity to demonstrate
his suitability for future application and selection into the Career
Service.
f.. Each Staff Enplcyee on duty as of 1 July 1954 who has three years of
active service in
the CIA will be accepted into
the Career Service
I
application will be considered if forma]. action is pending which may led
Service without further review upon corspl:,ction of three years of active
service in the CIA and upon receipt of his completed application, NO
years of active service i'i the CIA will be accepted into the Career
without further rovi,ew, upon receipt of his completed application?
Each Staff Employee on duty as of 1 July 1954 who has less than three
to ter;inatlon of the indiv:iduales employment.
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voting member and one alternate member from each of the major
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OROANIZATI OF THE CIA SELECTI{lN BOARD AND FANFL OF EXAMINERS
a. CIA SELECTION BOARD
(1) The CIA Selection Board is established and -will consist of one
(2)
will be named to the Panel from each Career Component.
as of the beginning of each fiscal yew,, At least one member -
consist of members of
(a) Each Career Ccmponent in the Agency vill have proportional
representatior on the Panel based on its personnel strength
components,- Appointments will be made for a fiscal year by the
Director of Central Intelligence Agency officials appointed
to the Board may be reappointed, however, at the expiration of
their period of service. The Assistant Director for Personnel
will serve as the Chairman of the CIA Selection Board*
for Personnel.
Director will function under the direction of the Assistant Director
and clerical personnel as are required by the Board. The Executive
of a full-time Faceccutive Director and such other acbsiristrative
The CIA Selection Board will be provided a Fecretariat consisting
b. PANEL OF EXAMII
(1) A Panel of Examiners is.established and wil
the Career Service, GS-14 and above.
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(2)
Director or his designee will serve ns non-voting chairman on each
Examining Panel,,
5. RFSPO_ SIBI 'LITuZ
as ASSISTANT DIRECTOR FOR P1,716MVEL
that r 'iU,.ekppropriatt:lr represent
the Exec?4-, ve Direct r, Examiner9 w Il chosen in a OW-Me
P~:R-5O~F EL
(b) ~Menbers of the Panel of F.xad.3ners will be appointed by
the Director of Central Intelligence from among those
nominated by the Career Compionen4 for a fisca, year
period after he has received the recou iendatiorw of
the CIA Selection Board,,
Examining Panels,, convened in individual c=saes pursuant to this
Regu1=ition,, will coneist of three voting ethers selected by
ILLEGIB ti
ILLEGIB The .Assistant, +trector for Personnel sponsibiZt--for
ILLEGIB the selection program herein established
and will ensure ,hat the program is administered in accordance with
personnel policies of the Agency. In order to achieve these purposes,,
he Is responsible for fax ,ishing advice and. guidance to the CIA Selection
Board and for reconendinf.,; to the Director of Central Intelligence such
additicnal'policies and procedures as he may consider necessary. The
Assistant Director for Pe,4nc,ireeel is r ;porisible for notifying employees
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who satisfactorily complete their trial and provisional periods and
for advising eligible, personnel of their ipportunity to apply for
seler:t.i.on i.n.to the Career Ser.*ice,
The CIA Selection Board is responsible for foratil ating appropriate
criteria for selection into the Career Serrrioe and for performing the
activities assigned to it as specified In this Regulation.
ctl PANEL OF EXA E
d,
Subject to the direction of the CIA Selection Board,, tht Panel of
Fbumd.ners is responsible for performing the activities assigned to
it as specified In this Regulation.
SUPERVIS
Immediate supervisors are responsible for co p3etiro Career Selec-
tion Reports on employees wider their juriadiction d for recon.
mending that such. employvee either be tai,ed in Agency employment
or be separated from CIA prior to the expiration of their trial
period or at any time thereafter. Supervisors rears in line will
sign Career Selection Reports.
(2) Immediate supervisors are primarily responsible for assisting and
instructing employees under their jurisdiction to @'Uminate any
general weaknesses or specific deficiesecet ee in perfomeance detected
during their trial period, T mediate sra;.,~ervisors are also respon-
aible for assisting e rl$ayees who ~,,, .t cR tleted their trial period
(1)
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to overcome any inadecjuacies that might prevent their eventual
Heads of Career Components are responsible for reviewing and comanensting
selection into the Career Service,
RAM OF CkR . R COMPc i",
on the recommendations of stpervisors specified it d above and for
referring appropriate cases to the Assistant Director for Personnel
Q
for further review and action as herein descried
CAREFR SELEC TIC I REPORT
The Career Selection Reports, Form No. 37-189 (Attachment A), will be
used to evnlu to Staff Employees during their trial and provisional
periods,
b, Career Selection Reports will be executed for Back Staff Employee
upon the completion of the following periods of service from t he
effective date of their entrance
(1) Nine months' service,
% '2) Twenty-one months' sEar ice,
on duty:
and
(3) Thirty-three months: service.
PROCF.IU RES
EVAIIJ ATI S It1 RI'~1 G THE PROV SION1 AL Pr-RIOD
(1) Career Selection Reports will be prepared' for each St-ff Employee
in accordance with p rngraph 6b (above),
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_%ppeI*r recess'ry, !nctton will be tyken in iceordance with existing
(2) If in conjunction Adith the preppr-ition of these Reports separation
Agency procedures
APPLICATrO FOR SFZ :C'F'IQ V 'i'RF CIA CA!R SERVIt
(1)
Upon the completion of the three-year provisional period, an indi-
vidual is entitled to rn ke application for migmbership (Attachment
B) in the Career Service unless formal. action is pending which may
lead to termination, of the individuAlle employment-, Failure to
apply for membership in the C3renr Service at the end"of the prop-
it to make future
application, The effective date of selection into the Career Service
will be either the dice of applic',tian or the com2lrtion of the
provisional period at the discretion of the CIA Selection Board
(See section (4)(d) below)
(2) An official notification of an employee's eligibility to apply for
membership will be fon:arled by the Ase -tAnt Director for Pers nrel.
to the individual conesrnedo The in ti.vi&A will be required to
sake applioation or to reply by memorRndum stating that he does
not desire to become -A me"ber of the Carer Service*
(3)
(h) Detex*.1 -%tians of the gutt.ebility of rtetf plcyees will be prom
Applications will be forurrrded by the, individual through official
s nel to the Rend of the Career Component C.Oncernedo
ceased is follows t
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ET
(a)
The Head of she C+ er Component con; erned will. review the
aPPli t. on a iJ obt- i..n the cvmaer4ts of the Component Career
Service Board if s'w h com nts are desired He will forward
the app1i:ceati.,),i together with axis re nendati.on to the
Executive D r-sr ' + ; of the U A Selection Board,,
(b) Upon receipt tx., the apdp.l.i,cattiou~t the E'Aeca-tVre Director wi11
ass? sb1 all available dormentatJon pertinent to the case
and will ccnva3r an 1 amiriir Panel to consider the pli-
cati on ,
The Fxa .rging Pg nel will t-) si der all pertim. xt information
concerning the r .Acyee> i :eiudibng information furnished by
the office of v,ersonnel, :7'ei e:rity- Offices Office of Traiani,ngi,
Medical Staff and tha components having administrative acid
career jur diction per the Individual, If' necessary., the
Panel, may request further inform ton from the offic as cor-
cernedo The Exa .ni: g Panel i:Il Interview t'de individual
and,, if desired, his supe i,sor or other Agan employees,
Responsibility for i-iterviewirg appliomts (is-6 and below
may be delegated t-y the CIA Selection BctArrt to Cop ont
Career Service Bewrds,
(d) If the. i ndl vidu&. is overseas at the time he becomes eli gib
for membership, is the Cartier 'd4rvi.d;e w they interview by the
':rxirag Panel ?d the corn pxent decision, on the acc: tans
of his apt .>.. ~ ., r '&"car merit Y. _P In the., Cm-per Service Vial..
,)r deterred ,m.ti tr ae is pFcysic i lye available in Heac4u.art sra,
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(g)
(h)
P S N1b
If the Head of a Career Component requests conaide ration of
an individual application prior to his departure overseas,,
he may be inter .,owed by an ExarUi.ng Panel at any time
following the ? zccessful. completion of the second year of
his provisional periodQ If the an loyee is recommended for
>ember ship at that time,, his rn her chip. in the Career a er ..t; e
rhs t finally approved will be effective ns of the campl.etiorn
of his provisional period,,
V110 Exminin Tanel Ali recozaend to the CIA Selection
Board inner that the a xl.oyee be appointed to the Career
Service or that his selecUon be disapprov d,,
The CIA Sels,ztion Heard on behalf of the Director of Central
Intell ..gepc wtU take formal action on the recc mendation
of the Rrmmiadng Panel.
When the finding of the CIA Selection Board 13 in disagree-
merit with that of the Head of the Career Cwponent, this
fact; shall be ;?c.yported to him,; He may either accept the
Board d. ciait y i or refer the caa~n ~ within ten working days=,,
for final dect:ts on by the Direct-or of Cerntral, Intelligenc e.
The .sUst&rnt Director for Personnel will off"cia1iy nct l1 -
the individual of the action of the CIA Sete i i nn Board ai
wj . place a of its datermir t.ti rt In hie
Person-vial 'Fn"' -
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