FUNCTIONAL RESPONSIBILITIES OF THE PROFESSIONAL SELECTION PANEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000600190068-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 9, 2016
• Document Release Date: July 13, 2001
• Sequence Number: 68
• Publication Date: October 25, 1952
• Content Type: MF

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DRAFT ariBrailm
Security Information
?INID be, .4F le
25 October 1952
MEMORANDUM FOR: Chairman CIA Career Service Board
Functional Responsibilities of the Profesaional
Selection Panel
SUBJECT:
?
During its first :our meetings, the Professional Selection Panel
gave considerable attention to developing a clear understanding of its
functional responsibilities and their relationship to those. of the Office
of Security, the Medical Office, the Personnel Office, the Office of
Training p and Career Service Boards. The Panel hes reviewed its functional
responsibilities as outlined in the Final Report of the Career Service
Committee and the definition of "professional positions" 413 included in
the Executive Secretary's Report approved by the CIA Career Service Board
at ite first meeting
As a result of these deliberations, the Profeeeional Selection
Panel concluded that certain witdifications of its basic charter would serve
the interest of the Career Service Program. The Panel recommends
a, That its name be changed to "Intelligence Career Selection
Panel". The Panel is of the opinion that this designation would
reflect mere aceurstely the purpose of its mission according to the
intent of the Director of Central Intelligence and the CIA Career
Service Board,
b. That "professional position-en RS used in the Final Report of
the Career Service Committee be redesignated "intelligence career
positions". The Panel believes that this redeaignatima would
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Security Informs:Am)
emphasize the significance of the 12121110Ese aspects of CIA
positions eel support the professional intelligencceeoncepto
.co That intelligence career pa tions be redefined ac "those
positions which offer direct opportunity for career service by
developing an individual's understanding or skill in the use of
intelligence techniques". The Penal considers all positions
grade GS-7 and above to fall within this definition And proposed
? that the Classification and Wage Division of the Personnel Office
mays upon consultation with the Panel and the Office concernedl
'add additional positions at lower grades.
do That the following principles be Endorsed as being valid
as a-proper charter for the Panel in carrying out its responsibiIities
(1) In so far as selection is coneernodlo the fundamental
implication of career is thrt all individuals are sub,-;ected
to the same screening process.
(2) The Panel is to give primary attention to the
selection of individuals on the basis of their suitability
for career employment.
(3) Suitability can and must be detentined ()rayon the
basis of all available facts, infammationp and appraimale of
an individnalo
(4) The Panel should concern itself %tabs
c.,71
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(a) The initial selection for empIoymeat of alt
cendidates for intelligence career positions,
(b) the -evaluation of rm'sonnel sereeng trial periods
-in intelli.gence career positions to detervrine their suite
ilityior rer??dention ir. such positions, wed
(c) the selection of setployees for assignment ir.
iutelligenee career poeitions few other type of positione
within tile Agency.
3,, Jr. the basis of these assumptione, the Panolls appreach t ita
Zesponsibilaties would be ale7ued as followse
ee The Ter-Leary rea of concern for the Selection Panel -le that
e,eitabilietye lelsofee as this is given am considoration levier the
pr:eeent syetere it is the reslgonsibility of the employing office3 Howe
cree?, material valuable to determination of suitability nuee be and is
being, produced bPereenneele l'iedice.1? and Security precessee, and by
the -office of Training on thoee people in a trial servize periede At
the present time there i no neohani,se for .insuring that this material
is properly evaluated icor for Insuring that the pressure of time or
noel does not override the implications of such material*
bc, The determination of suitability mast be on the grounde
of vecoeeeful passage by an applicant of the oneeezer valves of
Ste:Trite-, Personnel, m-Ad Medical screenings, 2.1.2E the intengiblea
variously described as emotional maturity? motevationt seouritee.
aiededness, ettte, In order to imake the determination regarding . ?
auiteetility, the Pe/eel mist have the peripheral material prodext
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illegefer."
Securittr Informtioz
Try the Persons.el Medical, and Security' ?rocoseea, addlti.cm
to
fundamentai svaluptions made in the course of tivlse :t104.10VME
This meens that the r'tmel, in order proptrly to discharg.
responsibilities: ilast be oonfidant that proper steneares seLt,4; find
are being applied 73,,T the offices responsiblo and must, know T.-ehat th,
iniplicsations are :f:or myy inedvIdual having pamee. acs-A-R7
of th.c30 proceesel. It fo1low:1, therefore, that the Panel unst have
the rizlat o revIA7r,s through it achrisors? of the sttaxiards Vnich do
alzict, and Vas mar ter in thich .,:hey are applied, tald, fxa11 thc,
rielt to rr-orreeo.d chrrigos in, or reorientation of, i;hor,c st4rsdardso
the Panel must, with tale sasistalce of all compcnerLo cf the
e,ency, determine nhat those rectors are vhlch coniprlso
stability
end develop stanr12::.dz; r.'or evaluating them)
00 In contrtot -alth the above, the prc3ent proccd-tree ha,
consciously or otherviare, these fundamental assumptions::
(1) The Security process says, in clearing man, that he ie
an acceptable risk in the position to:.' -3hich ho ie being cc:4161401*d;
(2) the Nedical process says thrt the individual in pivsicelly
qualified for the job under consids7mtion;
(3) the 'Perot-sane1 procedime as that the ivdividual is
qualified. for The proposed duties;
(4) the CI npi.tving office makes the determinAim that the
indivichlal ii21 for the pa...ticrlar job they intend to give hic
'kw aza
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StEMT
Security InZormat:lon
ThetotaI eifecl, ofttis: approach Ia that noTthore 1 deatIon
eiven to the qmt7tion of Whether the mal? on phly.stcal? sec rity?
and per SOT171e... C7C1Tild is valified a1 accertnble 'Ilk/ for a. specific
job Vat for ac;zree.-7in Intellig,ence. It wou".Y. sem appropriate
therefore, for ite Ps'ael to re-cam:lid that in its re-ec with its
advisors tzrdards it atteqpt to reericat thsse ?rocesses in
orde-e that the g.:r,v!!.. assumptiaa discussed bflVC1 i, that career
Auplies that ola, siibjected to the same gemming:, ba .properly
sravvad.
is/
Chairman
Professienta 1cion Panel
5
err " t tp +I rjOrt
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