AGENDA FOR THE CIA CAREER COUNCIL 6TH MEETING, THURSDAY, 24 FEBRUARY 1955 AT 4:00 P. M. DCI CONFERENCE ROOM, ADMINISTRATION BUILDING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000700040012-2
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 20
• Document Creation Date: December 9, 2016
• Document Release Date: June 16, 2000
• Sequence Number: 12
• Publication Date: February 21, 1955
• Content Type: AG

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LEM
FDR THE
CIA CAREER COUNCIL
7th Meetingi, Thursday, 24 February 1955 at 4:00 P. M.
DCI Conference Room, Administration Building
80-01826W7000 J0012-2
2E
21 FEB! 1955
t
1. Minutes of the 6th meeting; (attached) for approval.
2. Oral report by the Chairman on the status of
a. One step promotion policy
b. Reporting procedure for Component Career Boards
c. Clarification of overtime policy
d. Procedure concerning distribution and clasification of
Personnel Actions
V e. Financial assistance (welfare) to employees
f. Fitness Report studies.
3. Report (with briefs) on Applications for Department of
Defense Colleges, dated 15 February 1955; (attached) for
selection of candidates.
4. Career Development position for (OTR) to
be detailed to ONE; (oral presentation) for approval.
5. "Program for Career Development of Junior Personnel,"
dated 26 January 1955; (attached) for discussion.
6. "Notification of Membership in the Career Staff of the Central
Intelligence Agency"; (Form 511, attached) for information.
7.k"Staff Study on Decoration for Non-CIA Personnel," dated
9 February 1955; (attached) for approval.'
8. New business.
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MiTES.
OF THE
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CIA CAREER COUNCIL
6thigeeting, Tuesday, 21 December 1954, at 4:00 P. M.1
DCI Conference Room, Administration Building
Present: Harrison G. Reynolds, AD/P, Chairman
Matthew Baird. D/TR, Member
I COPS-DD/P, Alt. for DD/P? Member
Lyman B. Kirkpatrick, IG, Member
H. Gates Lloyd.ADD /A, Alt. for DD/A. Member
AD/CO, Member 1
SA/DD/I, Alt. for DD/X, Member
utive Secretary
Office of the General !Counsel . Guest
ce of the Comptroller Guest
Office of Personnel -Guest
eporter
1. The minutes of the 5th meeting of the Career Council were approved
as distributed.
2. The first item for discussion was that of the desirability of a
uniform policy for the payment of overtime in the senior grades. It was
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pointed out thatI lot 22 October 1954 had been the Subject
of rather broad interpretation in various Agency components, and that
individual Office policies created to implement the Notice varied to a consider-
able degree. It was agreed that uniform treatment of the overtime question
was in the best interests of employee morale, but it was recognized that there
should be nd abbolute-limitations, other than the availability of funds, since
requirements levied on personnel in certain areas of the Agency in regard to
overtime work varied considerably. The Council unanimously agreed that
a. the present Agency policy be reaffirmed in regard te the granting
of compensatory time off instead of overtime pay for those personnel GS-11
and above who are required to work overtime
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b. a clarifying notice should be issued which would provide supple-
mentary interpretation of this policy, and that such clarifidation follow
in general the implementing instructions presently in force in the Deputy
Director/Plans area. This is:
"If the individual L65-11 and abovg is in an essential position,
cannot use annual leave that he has already accrued, and, therefore,
would not be able to use compensatory leave, payment for overtime
will be authorized by the approving authority (the Chief of a Senior
Staff. or' Area Division). If, however, he would be able to make use
of compensatory leave, the authorization for payment of Overtime will
. generally not be given."
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c? exception should be omvided for those specific activities that
require continued or intermittent overtime hen the granting of compen-
satory time off would have adverse effect upon the efficiency of the
operations.
In connection with the overall problem of overtime, and the need therefor,
it was pointed out that in a soundly managed organization, the only overtime
that would be justified would be in instances of emergency, and that chronic use
of overtime was evidence of either an inadequate T/0 or of poor management of
the existing workload. It was agreed that the workload should be accomplished
in the normal working day, but that at present this is not always possible.
3. The Council than turned to the next item on the Agenda, that of the
classification of the application for membership in the Career Staff.. and of
the notification of acceptance of membership. It was agreed that the applica-
tion as an unclassified document, but that, once signed, it should be classified
SECRET It was also agreed that any notification of acceptance in the Career
Staff would likewise be classified. Further, the Council agreed that the question
of classification of all personnel documents, and of avert recognition of Agency
affiliation for Headquarters personnel and in certain field installations (i.e..
in 1 'should be re-examined especially since pre-
vailing outside knowledge and opinion concerning CIA activities has shifted in
recent years, The Chairman stated that he would take action in this area in
line with the Council's discussion.
4. The next subject for discussion was that of legislation for Career
Service. Mr. Kirkpatrick outlined the general progress since approval of the
Legislative Task Force Report last spring. 1 11 reviewed the varioua5x1A9
proposals of the Administration, especially the so-called Durlon bill, that
had a bearing on the matter, and described the preparation of alternative
methods of implementing the program submission of which, to the Bureau of the
Budget and to the Congress, depended in large part on the reception accorded
the Administration's proposals. The Council reaffirmed the recommendations of
the Legislative Task Force and requested that legislation be prepared on those
portions of the program not covered by pending proposals that apply to the
government generally.
5. The meeting adjourned at 5:10 P. M.
Executi e Secretary ,
MINUTES
6th Meeting i
21 Dec. 154
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TO : CIA Career Council
FROM : Chairman, Selection Panel
SUBJECT: Report of Panel to Review Applications for
Department of Defense Colleges
Daq;et Feb 15, 1955
1. The applications of candidates for the five senior Department
of Defense Colleges were considered by a panel convened in the Conference
25X1A Room, on the afternoon of 14 February 1955 to recommend
those deemed best qualified to the CIA Career Council. Members of the
Panel were:
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IV, Matthew Baird. Chairman
2. Panel representatives agreed to nominate from major Agency!
components up to three principal candidates for each of the Department
of Defense Colleges. The Panel recommended that the Career Council!
consider selection for 1955-56 from the following lists:
a. For the National Wer College (Agency quota: 3)
1221.1 DD/P nn/s
CSEt
b,
1,392jI
1.
.14-mum:mai uollege of the Armed Forces (Agency quote: 1)
2,
7.2.12
None
c. For the Army War College (Agency quota: 2)
WE.
None10
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d. For the Naval War College (Agency quota:. 1)
MVP
None
2.
e. For the Air War
1)D 11
College (Agency
P.1-2112
None
1.
quota: 1)
DD IS
3. - Of the ILl candidates for the National War College, the panel
deemed p2t22..2E.2.321Lzalifiet_i in _the tstank rd_.2.indicated:
( tie
4. The original applications, plus twelve sets of qualifications
briefs on candidates, are forwarded. The papers requesting a Career
Development Slot for 4 are attached to his application for
the National War College, All. Training Request Forms, and supporting
endorsements or transmittal sheets attached, should be returned to the
Language and External Training School office? Room 2129 I Building.,
Panel Members:
Representative or DD/I
LaA
Representative of DD71-7-7--
Rep esemaxave oI vuio
?
is/ Matthew Baird
MATTHEW BAD
Director of Tminirig
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RELATION OF REQUESTED TRAININ3 TO CURRENT OR PROSPECTIVE DUTIASSIGNkENT
"The candidate on his return will be rotated to one of the top itaft
positions in 0/NE, He will profit from his experience at the War College
by being better able to gear national intelligence estimates to the heeds
of the NSC, as a result of his having: (a) broadened his knowledge of the
major strategic, military, economic and political problems facing the US;
CO acquired broader perspective bearing on the production of national
intelligence; (c) increased the number of key personal contacts in other
agencies with whom a continuing contact will facilitate inter-departmental
cooperation for years to come; (d) seen what contribution intelligence can
make to policy, and make his own contribution on the basis of his own
experience! Equally important NWC experience would also broaden senior
ONE staff member/8 qualifications for rotation to senior intelligence
posts elsewhere in the DD/I complex or with DA/P.11
OTHER PERTINENT INFORMATION
Approved by 0/VE Career Board as first choice of two office candidates!
ApprovedbyDD/I0
For academie years 1953-54 and 195445, was not selected by CIA Career
Council as a candidate for the National War College!
Applicant lists following books and articles:
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otire Iss0 ?tfter, IRS
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MEMORANDUM FOR: CIA CAREER COUNCIL
SUBJECT:
25X1A REFERENCE:
CO PT.Fn MIN Mk
26 January 1955
Program for Career Development of Junior Personnel
Program for Career Development.
of Junior Personnel, dated 26 May 1954
1. After the selection of the first candidates to participate in the
program prescribed by the abeve Notice, the Committee for Career Development
considers it appropriate to apprise the Career Council of the progress of the
program to date.
2. Subseqnent to the publication of subject Notice, the Assistant
Director for Personnel and the Director of Training entered into an agreement
concerning procedures required in implementing the Notice. In addition, it
was mutually agreed by the undersigned and the Deputy Director for
Administration that, on 16 December 1934, the positions to be encumbered
by the Junior Career Development participants would be included in the Office
of Personnel Tip instead of that of the Office of Training. Administrative
responsibility for this Program (as well as for the 40 Career Development
positions) is now vested in the Office of Personnel.
3. Application forms for the. Junior Career Development Program were
printed and distributed during the month of July 1934. By the end of November
1954, a total of only 15 applications had been received by the Office of
Personnel. These applications were processed in accordance with prodedures
previously established and involved a very thorough qualitative examination
of each applicant, including a personal interview and assessment by the
Aseessment & Evaluation Stafr (OTR), if appropriate. Only P individuals
were scheduled for assessment. A final evaluation was made, based on all
the data, including assessment results, and on 12 January 1955 the Committee
met and selected two individuals for participation in the Program. Career
plans are currently being developed for these two individuale.
4. The Committee is frankly disappointed in the quality of candidates
in the first group of applicants. It is obvious that either the Agency coma
ponents are not nominating their best people or that the most promising
individuals are not being encouraged to apply. The underlying purpose of
the program is to identify executive potential and to develop such individuals
as systematically and effectively as possible in the best interests of this
Agency. If the program is to succeed, responsible officials of the Agency
should make certain that the very best employees under their jurisdiction
are encouraged to apply.
5. The Committee welcomes discussion concerning the points raised in
Paragraph Z. above, as well as suggestions relative to means of encouraging
better qualified persona to make application for the program.
/11/ /s/
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Director of Training Assistant Director for Personnel
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Nkwor
(WHEN FILLED IN)
NOTIFICATION OF MEMBERSHIP IN THE CAREER STAFF OF THE CENTRAL INTELLIGENCE AGENCY
NAME EFFECTIVE DATE SERVICE DESIGN. COMPONENT
AGENCY HAS BEEN ACCEPTED, ON BEHALF OF THE DIRECTOR OF CENTRAL INTELLIGENCE, BY THE CIA SELECTION BOARD. YOUR ATTENTION
IS INVITED TO THE SECURITY CLASSIFICATION OF THIS NOTIFICATION AND TO THE FACT THAT INFORMATION CONCERNING YOUR MEM-
BERSHIP IN THE CAREER STAFF IS FOR C/A INTERNAL USE ONLY.
PLEASE INDICATE RECEIPT OF THIS NOTIFICATION BY SIGNING IN THE SPACE PROVIDED BELOW AND RETURN IT TO THE HEAD OF
YOUR CAREER SERVICE WHO WILL FORWARD IT TO THE EXECUTIVE DIRECTOR OF THE CIA SELECTION BOARD.
FOR THE DIRECTOR OF CENTRAL INTELLIGENCE:
NOTED:
HARRISON G. REYNOLDS
CHAIRMAN, CIA SELECTION BOARD
IT IS MY PLEASURE TO INFORM YOU THAT YOUR APPLICATION FOR MEMBERSHIP IN THE CAREER STAFF OF THE CENTRAL INTELLIGENCE
ORM NO.
1 FEB 55
511
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CONFI
9 February 1955
MI:MEAN= OR !Ssistant Director for Personnel
SUBJECT:
-3taff Study on Decorations for Non-CIA Personnel
1. The attached staff study. has been prepared by the Honor
Awards Board, in response to a request by the Director for a policy
paper on the award of intelligence decorations to personnel of
other departments and agencies:
2. This problem arose initially in connection with project
PBSUCCESS when the suggestion was made to the Board that the Legion
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Board pointed out that civilians are not eligible for award of the
Legion of Merit. Subsequently ? suggestions were made that the
National Security Medal be awarded to the or, in lieu
thereof, that a CIA Medal be awarded him.
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3. The Board exoressed to the Deputy Director the opinion
This suggestion engendered the request or a more compresionalvy!b4uw
of the matter,
4. It is suggested that this staff study be submitted to the
CIA Career Council for review since the recommended policy may I
affect 411 components of the Agency.
Chairman, CIA Honor Awards Board,
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TO: Director of Central Intelligence
SUBJECT: Staff StUdy on Intelligence Decorations
1. PROUD!:
9 February 1955
To establish policy regarding award by CIA of intelligence decrations
to. personnel of other U. S. Government Departments and Agencies,
-*
The purpose of oat awards programs is recognition of outstanding
performance. Such recognition usually includes public announcement
and tangible evidence of the award.
b. Ulthin CIA recognition must be adjusted to security requirements. To
ancomplish this the four CIA decorations were created to recognize
outstanding performance by CIA personnel in the intelligence field.
The National Security Medal and the Medal of Freedom my also e awarded
for such service in accordance with the governing Executive Orders.
c. Military and Fbreign Service personnel may also warrant recognition
for service performed for CIA. Fer military personnel the practice
of CIA has been to recommend to the parent service the award qf a
military decoration on the assUmption that such decorations are of
greater value career-wise for these personnel than are CIA deCorations.
Farther, when such action is taken, public recognition presents a
lesser security problem. A secure channel has been established to
allper for eral presentations by CIA representatives to milita*Y
tt4rds boards,
?
2.= FACTS BEARING ON THE PROBLEM:
d.
3*
a.
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c. The i telligence connotation attached to the National Security Medal
would categorize it with CIA decorations in the situations outlined
above- No such connotation is attached to the Medal of Freedom.
CONCI (SIGNS:
a. That IA Honor Awards be reserved for CIA personnel, and that such
aware ; should not be made to personnel of other agencies.
b. That ,he present method of recommending military decorations for
milituei personnel detailed to CIA is sound.
That, as required, CIA develop liaison similar to that existing with
the Department of Defense with other agencies for the purpose of obtain-
ing recognition for personnel cooperating with (or detailed to) CIA.
d. That existence of such liaison should not preclude CIA froi awarding
CIA decorations to detailed personnel if parent agency action is deemed
inappropriate.
RECOMMENDATIONS:
a. That it shall be the general policy of CIA to award CIA"deCorations for
service in the intelligence field only to CIA personnel, 1
be That such service performed by personnel of other agencies in cooperation
with or in support of CIA shall be recognized by a recommendation to the
parent agency for the award of an appropriate decoration and that channels
be established for such action. .
co That when action as outlined in b. is inadvisable, it shall be the policy
to consider award of CIA decorations for outstanding service by personnel
detailed to CIA' (both military and civilian).
? d. That CIA will not recommend awards of the National Security Medal to
Personnel of other government departments and agencies in those cases
where the intelligence connotation of such awards would be, damaging.
/8/
Chairman,
? CIA Honor Awards Beard
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Date: Dates
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