SPECIAL MEETING OF THE PROFESSIONAL SELECTION PANEL ON 8 MAY 1953

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000600190018-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 9, 2016
• Document Release Date: July 13, 2001
• Sequence Number: 18
• Publication Date: May 11, 1953
• Content Type: MFR

Approved For- Relea
U May 1953
N1CI,SORPJflMJM FOR THE HECW
SUBJECTS Special Meeting of the profsssicnal Seleetion Panel an 8 my 1953
25X1A
1. Presents
Security
Comptroller
ONE
Personnel
CCD
OBI
00
Ofd. ~l
001
M/a
Security.
Medloal
ORR
PPMI 25X1A9a
comb
00
0CD
DD/P
IUD
Porsaana'l
ONE
FI
25X1A9a 20 Wo -- opened the meting by stating the pwpow* and
25X1A
25X1A9a
functions of the Professional. sele coon Panelo The three responsibility .ee
defined in CIA Noticed (formulating criteria, determining suitability
of marginal applicants and trial period employees and notifying the
Assistant Director (Personnel)-and other appropriate officials of the
panel's recommendation). were discussed. Mrs IdEntified each of 25X1 A9a
the Panel'o members and advisors and indicated how these individuals had
been selected, He then intz~ced Mco and turned the meeting 25X1A9a
over to himr,
3a Mro - stated that the Panel had been requested by the CIA
Career Service Boehd to reconcile the comment of the five command units
corning the oral Eoamination Staff Sttub~ originally presented by the
Personnel Office, and that the Panel's recommendations to the Board ,ears
the subject of today's discussion' The Objective of the Paneiss reocoto
mendatiotas was to establish a clear out policy framework within which a
selection process for professional personnel could be developedo He
cautioned those present that the Panel was not prepared to disuses proz
cod am which might result f m adoption of the proposed pol$syo
25X1 A9a Mr ointed out that he had discussed the Panel's proposal with
several operating people and that they seemed to be concerned because
they believed that the Panel was proposing po,ioies which would result
in the creation of an "elite carps", He stated that the Panel's proposal
was aimed at improving the process of selecting new members of the career
staff and wDuld not of itself create an "elite corps"@
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25X1A9a Ito Men made a brief scat. tnt in which he defined what he
believed to be obje dives of the prrgpoealo
a. To avoid e:reating an elite corps and
bo To avoid placing an vadue burden an the eels shoo pt9ftes.
25X1A9a stressed the fact that suitability only refers to basic
qual tisss such an integrity and, emotional. ad.jnstmento It is not within
the province of the Panel to assess the technical competence of an
individual. The meeting we then opened -to questiar* fray the More
5o For the pin pose of this msmaarasadua+~ the Panel's conclusions as
given in paragraph 3 of the Report,, will be taken in order with eat
followed by a suematy of the discussion an that point.
ao "Appointments' to the Carver Staff shall be made an a
trialservtce basis"*
use of the tam "career staff" refers to CIA Regulation
which had bat been published at the time of this meeting,
There were several questions directed at defining this term.
Several individuals appeared to be fearful that this category
identified a group w aller than all staff agents and staff
employeeso At this point questions were asked about the intent
to form an "elite corps"o After the career staff had been
defined the main problem become that of explaining how the
proposal differed from the now existing policy and procedures o
be "The trial-service period shall be two years"o
The Chairman pointed out that the Veterans Preference Act
of 9.91e4 and other legal factors would prohibit the extension of
the trial-service period from one to two years and that it might
not be possible to adopt this recommendation. Several persons
voiced their belief that a one year trda1eservioe period Was
perfectly adequate for Agency purposes.
so "3)a exceptional individual asses the initial trial-Gervift
period mat be extended".
There was no discussion of this point,*
do non completion of the trialrmervice period a final dew
tion shall be made as to mbether the individual is suitable for
career employment" o
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8sr i individuals appeared not to be able to see how this
differed wish the present procedure or how the Professional
8ele otion Panel could be in a position to mast sush a deetermina
riot for the Agencyo It was pointed out that the supervisor oe
an individual is in the best position to make a determination an
that individual's suitability for a career in the Agreneye,
"It found suitable his status as a permanent member of the
career staff stall be cottiared".
There we lithe discussion of this as a statement of
principled The use of the terms "permanent member" and "Career
staff" was questioned again in reference to the establishment
of an "elite corps"0
"If found unsuitable his eanplayment as a member _ of the
career staff shell. be terminated0 SUGh tormitrration shall not
render the individual Ineligible for emplquent by the Agency
in another oategoa:o
The discussion here Centered on how an individual mould be
ea: lap d. by the Agency in another category* This proposal
appearole to sang members of the group, to lead to the creation
of "second Class oiti.aseoship rights" for some employees 0 The
g o agreed that this was an undesirable situationo Various
Members of the Panel pointed out that there agree at present,
individuals employed by the Agency as staff' employees who have
indicated that they do not Intend to make a career with the
Agency (professors on sabatical leave j as an example) and ' that
there should be some means of. disatitngl ing those persons from
the Carew avlope, it was agreed that statement be ol~3~fledoa*dear awsi~l the this nnt needed
implications of second
close oitisenehip" and "elite ca rips"e
?o "Daubers of the career staff may, occupy either ncts-profea?
sierra. or professional positions"?
The definition of a professional position was disowned
particularly as it referred to noacclarical positions of grades
tl and GS-6.. There was general agreement that the term "nonn
clerical positions" referred primari]y to trainee peaitionc
Which lead into professional positions GS -7 or higher0
f0 "The final determination of suitability for career emplgy.
meat (in d above) shall., for employees in professional positions,
be made by a special selection process",
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go Ondnm restricted discussion an this point sines the
epeiaal souse Lm process can be determined only aft the
polis y frame of reference Me been ostabliehedo
60 Conclusions
Although this meeting was called by the Professional Ssls *&on
Pas-ekfar the Purpose of di souasing Pane]. reconoaasndations the discussion
was concerned, in the main, with the over sll.Career Service. Prograia is
CXAC "U direott appears to haw been taken in consideration of the
fella ing fa+otasrs e
a*' The Pansies recommendations are basis to the Career Service
Propam as well as to the method of setting new employees o
bc, On various levels of vaedsrstending about the methods : and
Objectives of the Career Service Program represented in the grovp?
7 Su mar
no foa"egoing statements have pertained to the broad nature at
the Panel ea conclusions and resoarnsndationso It is necessary nms, to
deal briefly with the lack of umsrstanding of the Career Service Programo
ap The discussion revealed consid~erabloe resistanoee an the part
of some members of the group,, to any actions by the CIA Career Sergi'
vice Board which would restrict the autonom{y- of the apesrating Officse
This resistance was most apparent in the discussion concerning the
euitabillt r
review of triabPaer oe employees and the determination of
for career servi0e0 Yt was emphasised that under the existing system
eVW7 new enplayae ( eept, a voetera who has already served his
trial-servics period elmeOw a under the V terane Preference A .et,) is
en probation until he has completed a ? one year trial period. I%s
aixpei'T or determines whether the individual shall stay on as a
~peireaaneaaA employee and in making this determination the euperviaer
considers the same factors which are of interest to the Pgnelo The
Person Evaluation Report that is prepared prior to the termination
of the trialuservioe period re seats an evaluat.on of the individual
which the Office Career Service Boards can use to. identify umsuitable
employmee in sufficient time to take actiono
bo There were several ohs directed at the system of
ioatioos need .fear disseminating information about the Career
Service Programo It was rated that although individuals in the
Field had heard of the career Service program they had little or no
idea of hot the Program affected tome on the other hand one W j"
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epmpls#asd about the Urge amount of written materials being cir?
snbite . in Headquarters. (nos individual stated that there was so
much per that he didnot try to read it all. Several individu
objected to the varietians is terminnology that hmVe been used in
written materials prepared sines CIA Notice It was suggested 25X1A
that these variations have caused soft oonfu~s on so to what the
Weer service program actually meanao
so Pinalu? maur of the re*rks indicated that there Is a
need for areas taugtb a benefits which will ocnvincs the first liM
.mplayess that the Career Service program has iMsanfng for tbslao St
tool argued that a CIA Career service Progrmn, to, be eff,ativse mat
contain advantages for the average emplgyee which are not obtainable
In other government emplrpmento Some of the brzfits d .scussed serer
(1) Thsurence coverage for dependents and personal effects
of ensplo"sso
(2) Tenure of amplgpmsnt far career emplap-ess.
(3) 24 our duty concept of employment to permit ca* 10"
madiaal coverage.
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