DETERMINATION OF SUITABILITY FOR PERMANENT APPOINTMENT TO THE CAREER STAFF

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000600210008-9
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: December 9, 2016
• Document Release Date: August 11, 2000
• Sequence Number: 8
• Publication Date: August 4, 1953
• Content Type: REPORT

Approved For ReIb''se 2001/03/04: CIA-RDP80-018R000600210008-9
Ma~
Secur orrrg
4 August 1953
ECTMOM4iCN CV SUIT&BILITT FCll PEMU"T APP T
TO TO CARS STAFF
COMM tea, as defined in Cu Regulation Noes shell
be selected for the Career Staff as a result of a tree,-step
process, as follows:
1. Identification, recruitment and election of indivi 1' -' " an
thi basis of. their capability and suitability for provisional
appointownt to the Career Staff*
25X1A
2n A period of planned instruction and development during which
f
or
the employee demonstrates his capability and auitabili.t4yr
career emp1oymenta
A review at the and of the provisional period to tins31,y`
select IrAl idualo on the basis of their capability and
srtitabi2i for permanent appointment to the Career Staff o
GM =t a. The term "provisional period" is used in
lieu of other similer ter in order to
avoid conflict or confusion with an7 Of
the concepts, legal or traditional, vbich
pro-
are associated with such terms. (is.
bationary period, trial service period)
Properly administered, the provisional
period supplements and validates the pro-
cedures which resulted in initially selecting
the new employee, The performenoe, behavior
and attitud a manifested by provisional
employees furnishes the most reliable infor-
mation upon which to base the decision that
a provisional appointee should or should not
be confirmed for career emplaymaatn It Is
Maly important, therefore,, that the pro-
visional period be of sufficient duration
to yield enough data for making this dreisionm
No uniform period of time is applicable to all
positions if the aim of the previsional period
are to be fully realised. An adequate provisional
period depends upon such factors as (1) dels7 in
re rtin to regular assignment because of initial
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seaur~ty oration
f llotime training, (2) relatively prompt
,asses aesigmmsnt after appoin t,
pnst6,aularl,~r if close, directs or
super idon cannot be assureds and()) otb ar
ocs .tiooe which prscb gds the davalapa u * et
tdr
snltici nt data dRSring normal PO W10016 of
AD M add Direotor of Training. The CIA 3e2aotLan board shall
be raspooeible to the CIA Career Service Board and shall carry
out the functions set forth herein. The AD/P shall provide the
Selection Board with an Executive Seoretarsr and such clerical
and administrative personnel as are needed to perform, its ftmetionso
COMMENT g a. The voting membership of the Board is designed to
give voice in the selection process to each of.t
major components of the Agency,
ba Since this Board will, among other funotions,, assume
the duties now performed by the Professional Selection
Panel, the Panel will be abolished when the Selection
Board is established,
M. Office Career Service Boards shall be made responsible for reco,anending
the duration of the provisional period to be established for the
posit ins which comprise the career service for which the Boards have
jurisdiction, The knowledge which the m ers of these Boards have
regarding the positions in their career service best equips them to
make these recommendations. The CU Selection Board will review
recomeendations made by the Office Boards, . and determine what
period shall apply to each position. The provisional periods so
determined, if longer than twelve months, shall be pint into effect
as soon as possible after the removal of existing legislative
restrictions, Meanwhile, the provisional period for all CU
positions shall be not longer than twelve months,
CO-MN?: a. Until remedial legislation is obtained, it will not
Alt agate will be appointed by each at tlra ft
U. am dou to esbsb]iehsd a CIA Selection Board, eeedslydng of
Im waif ti and an alternate appointed by a at qtr
generally be possible to enforce decisions made at
the and of the provisional period which are adverse
to veteran status employees, if the provisional
period exceeds twelve months. Veterans may be
separated after completion of their first year of
service only upon presentation of charges which
recite specifically and in detail the incidents
10 20
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Q s+n'n 1 d
Secur!ty `oxmatLcn
of inrtfici~nay or id ebehav .or 'dsstasd Saffioientiy
ssrion to warrant torndnnatian. To attain the
eb3sotives of the CIA provisional period, it ron1d
be necessary to sat upon standards 96d6h as"s not
noo4pvdssd as apprcpriats cause for separating
Nt.rons oho have completed taelw month at
ssrioe. The Civil Servioo CaMtssion bss
lotion to bear veterans' appeals fras
Npa:attOUB. The Comd ssi on has eoessntw tV
vqulxed Federal Agencies, inolanng OIL, is
confers to its standards for deslding If a
veteran has been properly separatade
bo In establishing the duration of provisional
periods for Agency positd.ons, the limit of
twelve months will have to be observed mntil
the Congress enacts legislation consistent
with the objective of fitting the period to
the requirements of the position-e- To
differentiate between veterans and non-veterans
would create serious problems of employes morale.
Similarly, it would be patently unsound to sot
up provisional periods of such duration that it
is known in advance that no possibility exists
for giving effect to the conclusions which
be reached at the and of the period.
IT. Prior to the completion of the provisional period, a determina-
tion shall be made as to *ether an individual is suitable for
pmt appointment as a member of the Career Staff. It
found iinauitable, his employment shall be terminated.
CCm]NI_tT: ao The termination of the provisional period should
be highlighted as a time when something signifi?
~ cant takes place in the. career of the employee.
As a minimum, a personnel action should be pre-
pared to indicate that a career employee has
completed his provisional period and to show his
permanent appointment to the Career Staff and
he should appear before a panel of examiners of
the Selection Board*
b o The separation of those found unsuitable will
contribute to the maintenance of at generallY high
level of Age y perf ?
competent people from the outside, and will contri?
bute significantly to the morale of employees who
are doing good wonta
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Security` Tc& n Lion
4. The am criteria for determirdng ovw-all suitability for
eavew ~t shall be applied with respect to all OW 107908,*
tltetbe! In professional or non-mrofeasional positions. These
m'itirI* & a31 be formulated by the CIA Selectiob Eoard and
appr'owd t r the CIA user Service Board.
CC_Mt . It is intended that a imitable statement of approved
suite ria for career suitability trill be videiy distrir
bated ir use by Office Career Service awards, the
Office of pesreonnel, Security, and Training, and by
ioovidtial supervisors throughout CIA.
VI. For the pta'poees of this peeper, professional positions shall
mean all positions classified 0S4 and above, occupied by
staff employees, and certain specified positions in grades
03-5 asst osa64
VII0 With respect to employees in non-professional positions, the
determination of suitability referred to in paragraph IV shall
be made by such persons and in such a manner an shall be dire-
eeted by the office Head and the Office Career Service Board
having Jurisdiction over the employee, provided, however, that
the system for making such determination as devised by each
Office shall be submitted to the CIA Selection Board for
approval prior to its implementaticno
Co:2I mo,: 1 file a degree of flexibility in the determination of
enitability at this level is desirable, it is felt that
the CIA Selection Board should approve the system devised
by each office in order to prevent too much disparity be-
tween offices.
Till. With reapeat to employees in professional positions, the determina-
tion referred to in paragraph IV shall be made as follows prior to
the expiration of the anployee's provisional periodr
1a The employee's supervisor shall prepare and submit to the office
Career Service Board having Jurisdiction over the individual's
statist planning, through the reviewing official, a Personnel
Evaluation Report in accordance with CIA Rsgulation
Nether tRtth a recomendation as to the employee's sultabLUTW
for permanent appointment as a member of the Career Staff., The
reeaninendation shall include a special evaluation of the
ind .vidual in terms of the established criteria for overall
suitability for career employment,
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Secur!ty Inormetion
The Offiai Career Service Board shall revi.v for rsoaneada.
UM in the ligbt at all available informatics can tbs
and make a recomendation to the CU OdUwilcu
the aND14 nee be amadated an a erae~bar at am Owner
Stan', Cr (b) the empl yse be separated.
oktims of the Office Career Service bb!d
rii+mred tq- the moucutive secretary ad the Cu tie t +l m
Dss3d to an Exo dning Peel for review. The ioodaft 1wi4
shill oessider all pertinent infc4satian aoemoet~I ft lb
in pouoosiaa of to Prreanna] Office, Seeuriir t EMm, Mmftal
O[fios, (Ifflee at Training and the Operating Offlaos.
7he
wing Panel shall interview the evlayea, and ble supervisor
when appropriate.
The Examining Penal shall make a recommendation that (a) the
employee be appointed as a member of the Career Staff, or
( 3 4 his career employment be deniede
When the recommendation of the Examining Panel is in disagreement
with that of the Office Career Service Board it shall be reported
to the subject Office Board which shall (3) accept the Atnsl'e
recommendation, or (b) if it disagrees with the reaaldation,
refer the cause, within tan working days, to the CIA S.1eati+
Board, whose decision in the case shall be subject cn]y to
review by the DCI. Review of a case by the DCI, if desired,
not be requested within ten wcuidng days of the Selection
Beard's decision, by the DD/I, DD/P, DD/A, AD/Cone, or
Director of Training.
The Examining Poole referred to herein shall cmeiat of t
a) three voting examiners representing Offices other than
that hav.3ng jurisdiction over the employee; and, b) a not..
voting weber of the Selection BoardIs permanent secretmz1.at.
The membership of the Panels will be - selected by the Executive
Secretary of the CIA Selection Board from that Board's Pawl of
ere in such a manner as to assure appropriate rspresmts-
tion of the Agency components.
XL, The Panel of Examiners of the CIA Selection Board shall be composed
of experienced. members (GS-14 and above) of the Career Staff chosen
by the CTA Selection Board from lists of nominees submitted by the
Career Service Boards, Examnnera referred to in paragraph VIII above
ahaU be chosen from this Panel.
CONK: a? Much in to be gained through the system of utilising
the skill and experience of a sizable number of senior
operating officials for the purpose of a in1ng and
rendering opinion on . speoeifia camee. This should not
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Sscuz tg !nFo tion
be f u33.t bw dutr r. The mount it dosi for
iedtvidmal rill lass him oantast vd* op t
b. 3h wow to not the worst lad all
1
.
t
ASMW# iftip miners, draan troa all +~o S f
*ht be requsrea. "to +ra 4
psi
Mmdnw tip is at the order, at tm am PM
with or perbap thr+es wcit nd ~? .
This aattvit7 Yazld be p arart
VOWUM md In 1w
man - Boards
ao The CIA Selection Board should have tbs respcmnai.
bi1j of makUg Mal selection frm among the
ncmineee of the several Career 3ervift Boards,
S
Judisioun kill in disorlard ratio n, maturity, int g,
$ense of CIA zdAnion &Ionld be the criteria for
eeleoti m of Bxaaainera,
d. It is believed that this extra Ckty for these senior
Peop2m Is an effective and practtea eaeitUis develOp?
Mont q.
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