SPECIAL MEETING OF THE PROFESSIONAL SELECTION PANEL ON 8 MAY 1953

Document Type: 
Collection: 
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
Case Number: 
Publication Date: 
May 11, 1953
Content Type: 
MFR
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PDF icon CIA-RDP80-01826R000600190018-1.pdf331.33 KB
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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"@ _ etc REV BATE 1961: , sy 9 725 ORIG COMP OPi _ TYPE Approved For Release 2001/08/01: AIMMA2 I eQ 9911950INOGrs _ -5 REV CLASS '-L JUST *EXT REV [L__ AUTHi HR 10.2 Approved For Released /0 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 2 Approved For Release 2001/08/01 : CIA- DP80-01826R0006 9 - 14 _ 18'26+019 018-1 1/08/01 :. CIA-6 Approved For Releas 0 V -WOMMOMM 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", ?3 Approved For Release 2001/08/01 : 000600190018-1 IA-RDP80- 01826R R Fi~T Approved For ReleaQ001/08/01CIA-RDP80-0188226ER0006, 190018-1 A Sldi~T~.&y~&~ 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" Approved For Release 2001/08/01 : CIA-RDP80-01826R000600190018-1 ('(110!~In[:NlT1 n I ~K % 4-11 1L_ Approved For Release 2 60D190018-1 MOI~ 8ecW&F' M i 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. Approved For Release 2001/08/01 : CIA~~ T 26 R000600190018-1