CIA CAREER COUNCIL 20TH MEETING THURSDAY, 15 MARCH 1956 DCI CONFERENCE ROOM, ADMINISTRATION BUILDING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000700130001-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 19
• Document Creation Date: December 9, 2016
• Document Release Date: August 4, 2000
• Sequence Number: 1
• Publication Date: March 15, 1956
• Content Type: REPORT

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CIA CAREER COUNCIL
20th Meeting
Thursday, 15 March 1950
DCI Conference P.oom, Administration Building
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CIA CAREER COUNCIL
20th Meeting
Thursday, 15 March 1956
DCI Conference Room, Administration Building
Present
Lyman B. Kirkpatrick
IG, Acting Chairman
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C/PPCS/DDP, Alternate for DD/P, Member
A/DDI/AD, Alternate for DD/I, Member
AD/TR., Alternate for DTR, Member
AD/Pers, Alternate for D/Pers, Member
Lawrence K. White
DD/S, Member
Executive Secretary
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25X1A9a
Reporter
Member of Task Force on Incentive Awards
ember of Task Force on Incentive Awards
eputy General Counsel
Office of Personnel
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Agenda
Item
No.
Subject Page
1 Approval of minutes of the 19th meeting,
1 March 1956 . . . . . . . . . . . . . . .
2 Staff Study, "Incentive and Honor Awards,"
dated 7 ,arch 1956 . . . . . . . . . . . . .
3 New Business:
Proposed itew for agenda for next meeting
of Council rAids to Personnel
Management J . , . . . . . . ? . . . . . 14
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Reprinting of Fitness Report Handbook . . . 15
Suggestion for informal discussion on
Career Service - to be held at
............... 15
Adjournment . . . . . . . . . . . . . . . . . 16
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. The 20th meeting of the CIA Career Council convened at 4+:OO p.m.,
Thursday, 15 March 1956, in the DCI Conference Room, Administration Building, with
Mr. Lyman B. Kirkpatrick presiding . . . .
MR. KIRKPATRICK: Shall we come to order, gentlemen?
The first item on the agenda are the minutes of the meeting of 1
March. Are there any comments or corrections to be made? If not, do I hear a motion
that they be approved as submitted?
. . . Motion was so made, seconded, and passed . . .
MR. KIRKPATRICK: The second item on the agenda is the Staff Study on
Incentive and Honor Awards, submitted by Messrs.-
25X1A9a Mr. - do you have anything to say?
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MR. - No, but my colleagues, Mr. do.
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25X1A9a MR. KIRKPATRICK: Mr.- the floor is yours.
MR.- The two other members of your Task Force asked me to do this
job for the Task Force.
First, you see here some exhibits which show, on the right side,
some of the operations of the Incentive Awards Committee. And there are some illus-
trations of certificates of award. The one on the right side is for outstanding
?5X1 A9a
performance and the other is for improvement suggestions. There are also copies
of the letters we use. One is a turn-down and one is a commendation. On the left
are some of the activities"--the other Board in this field. You can look
at them at your leisure.
The heart of it is here: the Distinguished Intelligence Cross, the
' Intelligence Star, the Intelligence Medal of Merit, and the Distinguished Intelligence
Medal. I will deal with those particularly.
Now, I want about eight or nine minutes, possibly - if I can have it.
On the face of it this may appear to you to be a complex matter. It
probably is, but this is written in the best fashion the three of us could do. What
I propose here is to take you through only the highlights, with some interpolation
and perhaps one or two sentences of quote, because the quotation is the best way
of putting the point. I would personally like very much if you would look at what
I say first as the preamble, in this light: The Committee deems this whole matter
to be of importance in the field of personnel administration, of high importance on
the plus side if handled properly, and equally bad if' handled poorly. This matter
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that we have here to consider is only one facet in the complex and professional
field of personnel administration, and we think it is an important one.
For my money--and this is my own view, as I have looked at our
activities in the last five years--it's long past time when this and many other
facets or mainsprings of personnel administration were picked up, rehabilitated and
received a couple of transfusions, and I feel very strongly about it. I know I
am not alone in this concern. The concern is that of our dealings with our No. 1
asset, our people. But I also know equally well that there are too few of us that
have this concern. This point of view that I have springs out of the numbers of
people, young men and seniors, who talk in very serious terms of personal unhappi-
ness and dissatisfaction as to their dealings with "the company"--with our Agency--
in this field, and it is very, very disturbing to me. It happens every week. With-
in the past seven days a senior officer expressed himself about our deficiencies in
this field. I would like to have you contemplate this one facet from that point
of view, particularly.
Now the paper which you have presents the unanimous and strong views
of your Task Force, made up of Your problem is prin- 25X1 A9a
cipally in three fields: first, the confusion we now have in policy and admini-
stration in this whole field of recognition of the individual; second, the basic
philosophy. with respect to personal recognition; third, what to do with cash as a
factor in this field. And then, for my money - and the other two members don't know
that I am going to say this - I think we are too conservative altogether in the
field of recognition. I don't intend to deal with that matter here, but you can
worry about that, too.
I propose now to pull out of this paper the principal factors that
we feel--or that I feel, as I did this part of it--you must have in mind in order
to pass upon the thing intelligently. I can't know whether you have all read this
paper or studied it, but I will refer to the complexity of it.
Now the first important thing that this paper does is to challenge
the way we now deal, policy-wise as well as administratively, with these two quite
different matters, the matter of merit as such and the matter of what I would term
"improvement suggestions."
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. . . Mr. -joined the meeting . . .
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MR. _ (Continuing): We feel that the meritorious performance, or a
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single meritorious act, and the Honor Awards Program as we have it set up, are all
within the same basic context and they should be dealt with together; in other
words, merit versus improvement suggestion.
Now then, in passing here I might also note--and I am pulling from
various parts of this paper--the fact that we have got the Management Staff, so to
speak, in the field of merit as well as suggestions. And it is my very strong view
and proposal that I don't belong there, that the meritorious performance feature
of this legislation and of what we want to do about it, belongs to the Director of
Personnel, and the other, the improvement suggestions, properly belongs to me.
Next, we feel very strongly that in the field of meritorious perform-
ance the cash award in the upper grades is inappropriate in this Agency. Secondly,
we feel that in the field of improvement suggestions the cash award is equally in-
appropriate in the upper grades, but we don't take as severe a view there as we do
otherwise in respect to merit, as you will see from the recommendations. But the
philosophy and principal points of departure are contained in the above points. Now,
subsidiary thereto, we deal here with the question of the contribution within a man's
job responsibility as well as outside of it. You will have noted that industry pays
nothing, gives no recognition within a man's job responsibility, but does recognize
a contribution outside of it. The significance of this lies in the fact that we are
going to propose departure from the strict interpretation of the law.
Now then, in addition, when dealing with a matter that is within an
employee's responsibility, the appropriateness of the award - or no award - is par-
ticularly important. It's a morale question. It contains a high negative aspect
unless handled properly. It could even be said that one could lay oneself open even
to a "racket."
The next most significant point. We would like to suggest to you
that the GS-11 level begins the true executive group. Correspondingly, below the
GS-11 is that great body of employees who in my view are what I term the "non-promot-
ables" - in other words, that great body of employees who not ever or only over
long time are eligible for a particular gain or benefit. They are, in some cases,
technicians permanently, or they are secretaries, typists, and in the lower level of
performance, predominantly - and you will see how I want to use that in a minute.
Now I'd like to quote one sentence because this is the best way that
I know how to put it, and it is of high importance:
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"A cash award for sustained superior or meritorious
performance or for a single meritorious act or service,
especially in the higher grades, waters down the attitude
which is so important to promote in the Agency, namely
sense of mission, job-pride and dedication. To a degree,
.such pricing also vitiates 'job-pride' and that kind of
performance which comes only from the internal personal
satisfaction of doing well and better than the other
fellow."
I don't know whether you men believe in that or not. We do.
"This point is perhaps sharply made within the questions:
What are we being paid for in base salary? Is the intangible
factor of mission, loyalty, devotion, and integrity properly
compensable outside of position with its accompanying emolu-
ments?"
We don't think so.
Any substantial contribution could possibly call for one or more
of the forms of award for which provision is made in our two existing regulations.
The term used in the Honor Awards Regulation - and I quote it: "singularly important
contribution to the national intelligence effort" - is broad enough to fall within
the jurisdiction of either the Incentive Awards Committee, the Incentive Awards 25X1A9a
Panel or the Honor Awards Board, or all of them. And to that end and I have
25X1A9geen collaborating for some months, but we feel collaboration is not enough, and we
want to do something better about it. You have noted there are two groups here. We
have the cash and no medal and has the medal and no cash. We have, net, a
confused situation not only under the new law but also under previous laws and under
our two regulations.
We have four honor awards within our control, and there is a par-
ticular value in letting me detail these very briefly. Two of them are for heroism;
one, the Distinguished Intelligence Medal, is for outstanding services of distinct-
ively exceptional nature as to constitute a major contribution to the missions of
CIA. Ask yourselves here: "Who is a potential recipient? What grade and what
quality of individual would get into that eligibility category?" The other one, the
last one - the Intelligence Medal of Merit - is for meritorious service or act, above
normal duties, requiring initiative and extra effort, which have contributed to the
accomplishment of the missions of CIA. More people can get into that category; but,
actually, because these two medals are so narrow in application, potentially, your
Task Force feels that we should have another one, which we will deal with, but this
would be a certificate of merit with a cash award, and to be applied in the lower
grades.
In addition, of course, we have all kinds of cash. The law, if you
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will have noted, gives us a lot of money - within the power of the Agency, up to
$5,000, and, with the approval of the Civil Service Commission, up to $25,000, and
you go on from there to the Presidential citation.
So much for the general briefing.
I would like to turn now to the recommendations. There is a correction,
which you have received, in the first recommendation. I See memorandum for Members
of the CIA Career Council, Subject: Staff Study, "Incentive and Honor Awards",
dated l4+ March 1956, signed by It now stands the way we want
25X1A9a
I'd like to run through the recommendations in the Staff Study, page
Staff Study re Incentive and Honor Awards, dated 7 March 1956)
"It is recommended:
"a. That, in accordance with Public Law No. 763, the Agency
create an Incentive Awards Program under the general juris-
diction of the Deputy Director (Support), composed of
"(1) An honor awards element under the supervision of the
Director of Personnel dealing with meritorious per-
formance and valor; and
"(2) A suggestion awards element under the supervision of
the Chief, Management Staff dealing with improvement
suggestions, i.e., efficiency, morale, safety,
security, etc."
The second recommendation is that there be created a fifth award,
an award for meritorious performance, to consist of a Certificate of Merit and
accompanied by a flat unvarying emolument of $100.
Next, that the administration of the two elements of the Program be
continued as at present by an Honor Awards Board and a Suggestion Awards Committee.
We will change the name, you see.
Next, that the Honor Awards Board be informally directed that no
cash award shall be made to any employee in grades GS-11 and above for sustained
superior meritorious performance or for a single meritorious act or service, and
that the Certificate of Merit be awarded only to employees in grades GS-10 and below.
Next, that the Suggestion Awards Committee be informally directed
Y that no cash awards shall be given for improvement suggestions to employees in grades
GS-15 and above, except upon approval by the DCI, on a most exceptional basis. That
last is something we thought ought to be in.
I Finally, that no member of the Suggestion Awards Staff, the Records
Management Staff, or the Organization and Methods Staff, shall be eligible for an
award for an improvement suggestion.
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Now we tried graphically to show you some of this on these charts
here. On the left side here is the GS level, starting from 1 to 18. And we
separated our existing medals under the Honor Awards Board. Here are the two merit
ones, and there are the two valor ones indicating on graphicJ. Please ignore
the disproportion here in width and size. That was a mistake. Then, on the other
side we have a "Suggestion Awards Committee," the new name. What we are trying to
show here is the potential of eligibility, primarily. I said there were two of our
existing medals applicable in the field of merit, but the potential of getting them
we feel, as noted in this one, is only down to here (indicatingJ, because these
people below couldn't possibly meet the standards as set forth in existing regu-
lations, and we don't propose to change the standards. So this is to try to show
the eligibility potential.
The Intelligence Medal of Merit is more easily obtainable, but we
show the triangle to tell you that you have to be darn good to get it if you are
down in this category L indicatingJ, because commonly the person in that category
is not the quality of the person up here f-indicatingJ. Anybody can get the In-
x telligence Cross, regardless of his mental competence; and the Intelligence Star -
the same thing. Forget the widths of these, they should be very small. On the
other side, what we now do or can do is pay cash to everybody, including the DCI,
under law. Our proposal is shown here with this dotted line, and the cut-off at
GS-15; and we propose to use the letter of commendation or a certificate, without
cash, for the GS-15 and above, and with cash below GS-15, as appropriate. That is
txe heart of the whole thing.
I rest.
MR. KIRKPATRICK: Bob, do you want to add anything? 25X1A9a
COLONEL There is practically nothing to add to John's discussion,
Kirk, except to point out that we have progressed to the level shown, in the
acquisition of our medals for use with the Honor Awards Program. At the present
> moment the certificates are in rough-draft form and are subject to review by the
Honor Awards Board, for slight modification, etc. The medals are being struck by
the Mint of Philadelphia. We have lead impressions taken from the dies, and those
are the disks you see on the panel rindicatingJ. The one on the bottom is the
reverse design for all of them. The pigskin case is the one we propose to acquire
when the logistics people have gotten to the point they are impressed with the fact
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this is the one we want to use to house each of the four levels of medal. The
progress of the Honor Awards Board and the quantity of work done is shown in the
appendix here.
I stand ready, of course, to answer any questions that may develop in
connection with the Honor Awards Board and its program.
The ribbons have been approved by the Honor Awards Board, and they
are the representation of General Cabell's desire that a ribbon be available for
association with each of the medallions. At the present time there has been no de-
cision nor no action taken in regard to wearing those ribbons, either by the members
of the Agency or members of the Armed Forces who may receive the Agency's award.
They have not been manufactured, they are simply in the design stage at the moment.
MR. KIRKPATRICK: Any questions for either Mr.
COLONEL WHITE: Just one. I noticed John emphasized the recommenda-
tion that the advice as to these levels of certain awards be informal. Why was the
emphasis on advice?
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MR. - That is in accordance with General Counsel's view. He
said, in effect, we could do as we chose in departure from the strict interpretation
of Civil Service Commission's dissemination, but we should not do it in regulation
but should do it informally; in other words, this Council to instruct the chairmen
as to its decision, and the chairman will then use that instruction within the com-
mittee, rather than putting it in a regulation - formal recognition.
MR. KIRKPATRICK: I think it's also desirable to allow flexibility
for most unusual cases which we may not be able to envisage.
COLONEL WHITE: This probably is a straw man that will never come up,
but I was wondering if that was quite cricket with all the employees - if you are
not going to consider grade 11's and below for certain things or above that grade for
certain other things, is it right at the same time to encourage them, by implication
or otherwise, to submit suggestions?
25X1A9a
IM.- I don't think that is the intent, Red. The intent is
that rather than have a hard and fast regulation on the books that certain groups
not be eligible--this you will find under Tab I, the opinion of the Civil Service
Commission and of the General Counsel--the intent is that it be policy that if the
Certificate of Merit is created that it not be available for persons grade 11 and
above, but, instead, the Intelligence Medal of Merit would be given to persons in
grade 11 or above, and the Intelligence Medal of Merit not carrying any cash award
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but the Certificate of Merit carrying :x100 as a flat fee--
iAf?. KIRKPATRICK: In simplest terms, what you are saying in effect is that
when the regulation is written it would be something to the effect that it is general
policy that--etc., etc.--but it would not bind and tie us up.
25X1 A9a . 1,1R. - I think a very good answer. is that a rightful concern lies
in the interpretation of the Board as to the worth of the suggestion made, with due
consideration as to the grade of the r:lan who makes it. We already depart on line-of-
work. Today I signed two turn-dons because the man should be expected in his line
of work to have made these accomplishments. So there is latitude in intelligence in-
terpretation in these quarters.
?5X1A9a COLONE~ It might also be emphasized that in no place in our pro-
posal is anyone barred from receiving any honor awards.
COLONEL WHITE: It's just the cash.
25X1A9a COLONEL - Only the cash. The graph shows the logical distribution
of these awards. But Pvt. Lockhart at Pearl Harbor got a DSM, the only one of World
War II and maybe the only one that will ever be awarded, because he was in a position
of great responsibility at the moment. But there is nothing to prevent a similar
situation occurring. again.
25X1A9a t, The restriction is cash for upper levels rather than no
medals for lower levels.
25X1A9a MR. KIRKPATRICK: Any other questions?
25X1A9a What was the reason for giving a flat 4">100?
We arrived at that this way. The in-grade step increase for
a GS-1 is :;35.04; the highest in-grade step increase of GS-10 is $135. So we struck
a round figure of an in-grade step increase in the area of GS-1 to GS-10. Now, you
could say :200 or $250, or whatever you want to, but that was the reasoning behind
25X1A9a
it.
25X1A9a I wasn't questioning the amount, I was questioning
why cash at all? It's for meritorious performance.
MR? - Its recognition of the fact that at the lower grade levels
there is a greater economic pressure, or what have you, and therefore a flat fee -
rather than an attempt to price or to determine that this performance is worth so
much - a flat fee is welcome to a GS-5 or GS-l+. 25X1A6a
25X1A9a
I was thinking of the difficulties of administering
it. Let me ask these people who have had experience. 1V4 7e had three people in
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2gX1re operators and a station chief, and they had to live there "in prison" in
under most difficult conditions for a long time. They volunteered to
stay; in fact, one of them had volunteered to come in. And they worked seven days
a week. Now, what do they get? Not heroism.
25X1A9a MR. Off-hand I would say the Intelligence Medal for Merit. I
an, the Recorder of the Honor Awards Board and I don't take part in their decisions,
but I would think the Honor Awards Board would not hesitate at all at that kind of
devotion to duty.
25X1A9a
But this happens so much, with the shortage of
cryptographers. I suppose half of them overseas are working seven days a week and
being called in on Sundays. They get overtime but--
25X1A9a I'M. Personally I see no reason why 100 Certificates of Iierit a
year shouldn't be given. That would be '610,000.
25X1A9a I know one man where it was repeated three times in
one tour in Southeast Asia, way above and beyond the call of duty. He volunteered.
What do you give a man who was on PBSUCCESS out in the jungles of Nicaragua and he
got appendicitis. They rushed him to the hospital, and seven days later he was back
at the key. They had a couch there for him. He just wouldn't leave his key. It's
not heroism.
25X1A9a
COLONEL - In the finest tradition of duty, and it's that fine per-
formance we hope our medal would recognize.
25X1A9a
I think that boy would have been disgusted with ;100.
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25X1A9a
He is eligible for the Intelligence Medal of Merit.
I think if there could be something like what they
have in the military, where there are some general policy rules covering the Legion
of Merit or the Bronze Star or the DSMv! - something in that field.
25X1A9aMR. You could have a groundrule that for meritorious superior
performance in headquarters at the lower level it's the Certificate of Merit, and for
overseas its the Intelligence Medal of Merit - I mean, as a starting point for
discussion.
25X1A9a
25X1A9a
It's the cash business that worries me--
MR. I would think those are obviously medal cases that the
General is talking about. But I question drawing the line between 10 and 11. I
wonder if the 11's don't perhaps belong in the lower category, and the line drawn
between the 11's and 12's. When you talk about an executive group beginning with the
11's, that seems to be pretty low to start. You don't find many branch chiefs who
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are below 12 or 13, for that matter. And it also seems to me that the 11's are a
group where '100 is pleasantly received.
25X1A9a but. - One thin; we want to avoid is any sliding scale of money, so
you don't have to get into the business of trying to evaluate one performance versus
another, with a different price tag on it. That would be poison.
HE. KIRKPATRICK: Any support for Von's argument?
25X1A9a
MB Yes. I had the feeling the 11 was too low and that the true
executive group would be higher. Furthermore, it's a very large group and the question
is what is there to give them? It comes down to the fact that they can't get the Cer-
tificate of Merit and most of them will not get the Intelligence Medal-
-10,. KIRKPATRICK: Yost of them aren't going to get anything. This is for
the exception--
25X1A9a MR.- As I see here, only three were given out in the last couple
of years. If nobody is going to get anything then it isn't much of a program.
25X1A9a Three what?
Three Medals of Merit.
25X1A9a
COLONEL- There are a number of other recommendations that are
awaiting approval now.
25X1A9a hR. - I was wondering what impact this would have on that group
in the 11 or 12 bracket.
t ,T,. KIRJ ATRICK: Let me ask this question: Doesn't the Panel agree that
in addition to the regulations there should probably be some fairly good groundrules
that are used and have been approved, say, by the Council, but aren't generally
recognized--
Particularly if you are going to have ',U00. 25X1 A9a
COLONEL WHITE: I was going to ask a question about something that isn't
in here but you can read it between the lines. I get the feeling, with which I
agree, that the cash awards should be resorted to usually when the man is up against
his ceiling and there is not too much opportunity for promotion, and you tie that
into this question that Bob and Von have raised, not because we did something last
week and so we have to do it again this week, but last week we agreed the grades
11 and 12 group was the group for which we had the most opportunity to plan and had
the greatest opportunity for further advancement and. promotion, so that group probably
has a lot of opportunity for promotion. But I personally don't have any very strong
views on whether the break should be between the 10 or the 11.
1B2. KIRKPATRICK: John, did you have any specific reason for breaking it
there? 10
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MR. No. We would take the 12.
NB. The in-grade step increase breaks from the 52d week to the
78th week, at that level. And what was the other factor?
25X1A9a
25X1A
COLONEL Overtime.
Overtime is on a different basis, above and below the 10-11
level. Those were the reasons we picked that level. We picked those out of the
blue as a precedent for setting the level rather than just picking the level without
regard to any previous factors - the in-grade step increase and the overtime rule.
25X1A9a I had a feeling when a man got to be an 11 he was
an officer.
MR. KIRKPATRICK: I have that feeling. We have a general rule on our staff--
there are a couple of girls who are 11's and 12's, and they don't draw overtime, at
least they're not supposed to.
25X1A9a That is the way I work it, unless it's continuous
overtime, week in and week out.
25X1A9a MR. KIRKPATRICK: Any other comment on the paper?
GENERAL This might not mean anything, but I notice you have on the
suggestion side the letters of commendation. That doesn't bar them from getting them
on the other side, does it? Over here on the suggestion side if you make a nice
suggestion--but if you do something meritorious aren't you going to get a commen-
dation for it?
NB. KIRKPATRICK: You get an engraved job then.
25X1A9a We are talking about a formal letter of commendation; in
other words, an Agency commendation, rather than one from a supervisor - which is
appropriate at any level. 25X1A9a
COLONEL- It has been our thought we would like to stay away from
letters of commendation, as another element in the Honor Awards Board structure.
The letters of commendation from a supervisor we encourage, but we would rather not
have them as a formal part of the awards we have.
PNiB. KIRKPATRICK: Do I hear a motion that the memorandum as presented to
the Council be approved?
COLONEL WHITE: One question about the administration of this business.
You recommend that it be put together and then you have the two committees, and if
you went into this program these two would be worked as a unit together? Is that
the intention of this paper? From reading it, it looks partly like that.
25X1A9a NB.- It would be the other way--
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25X1A9a
1,M. - They can't be worked as a unit because the material with
which they work is so different. It's a procedural thing within the two boards,
but from a policy point of view and from a coordination--
25X1 A9a GENERAL
They should be dealt with together in policy and admini-
stration, it says in the first conclusion here.
25X1A9a NB. _ Those are the merit aspects.
25X4A9a COLONEL
All improvement suggestions are in a separate group, and
the meritorious cases that come to that group would be referred to the honor awards
Group, if you will, and vice versa.
25X1A9a MR.
And all wrapped up under the supervision of the DD/S.
25X1 A9a GENERAL I think that is all right.
MR. KIRKPATRICK: I think the corrected page on this straightened that
out. I don't know whether you got those corrections or not.
25X1A9a
GENERAL - Yes, I got a copy.
25X1A9a
VSR. KIRKPATRICK: Any other comments on the paper?
P, t. I probably am much in minority here, but I didn't feel the
cash award was as degrading as suggested here, and some of the people I know would
be very pleased to get the cash and would recognize it as an indication on the part
of the Agency that their services had been recognized. The point has been made in
here whether the intangible factor is properly compensable, but I don't think that
is what is in question in a number of these cases of meritorious acts. We have a lot
of people who have loyalty, devotion and integrity, but they will never yet an award
because that is all they have. It seems to me there is a lot more involved in getting
recognition for meritorious service. It might be on the basis of creativeness, or
something of that sort. If it is actually resented then I think it's a little in-
consistent to give cash for improvement suggestions up to grade 15.
MR. KIPKPATRICK: I don't agree with you, Bob. I think perhaps what may
have resulted is that we are talking about two different things in this one paper,
and I think the philosophy as expressed in both is pretty accurate. I don't know
whether I would go along with this 7-man Gallup poll, because decorations in the
military service are one thing and in a civilian organization they are quite another.
25X1A9a Kn.- I had a feeling that was irrelevant.
NNB. KIRKPATRICK: But I do think where we have field operations--provided,
as John was hinting at in his dissertation, we can get Security to be reasonable
about somebody in later life demonstrating the fact that they overthrew the government
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of Lower Slobovia--a meritorious award is much more significant.
25X1A9a
Al
MR. LI did not mean in later life.J One factor we mustn't for-
get, too, is that the Agency doesn't know anything about the Honor Awards Program.
We haven't done anything about it. We haven't given the medals. Therefore, the
evaluation we put on cash versus that kind of recognition - we can't do that today.
MR. KIRK PATRICK: I was under the impression, John, that quite a few
months ago, in discussing this same program this same Council urged that greater
advertising be done on these programs. 25X1A5a1
25X1A9a
MR. KIRKPATRICK: You mean you hired
25X1A9a b h Ch
d KT" T was beating
t
25X1A9a
n
e airman a .~
#1311. I remem er
that drum and I was slapped down by you and Mr. You said you didn't want to--
1,1R. KIRKPATRICK: Not the program. We're mixing apples and oranges here.
It's not the program we're saying don't advertise, it was this other aspect of
wearing the medals in the Agency. I'm talking about after the guy is retired and
he's back on the farm--
25X1A9a. _ PM;y point on security is how far can we go right now? But I
don't want to open up that subject. Here is a piece of publicity we have had on
hand for a number of weeks, and there is the piece that goes with it, and our con-
25X1A5a1
5X1A5atultants were- in the person of . We are all ready.
But the biggest promotion is in the field of Honor Awards.
COLONEL WHITE: I sent over to the Director this morning--and we could
bring it here, too--John's quarterly report on incentive awards, graphically presented,
which will show you there is quite a lot more going on than most of us realize. You
don't realize it until you see it presented graphically. The Honor Awards business
probably needs more publicity.
25X1A9a COLOTu'EL _ We would like to see these things of ours get the repre-
sentation this thing has C"Soldier"J, on a localized basis. I don't think anybody
questions the identification of this.
MR. KIRKPATRICK: We have a problem there which is endemic in the DD/P
area, and I think the DD/P better come up with some agreement on it so we will know
how far the DD/P wants to go in advertising individual awards. The whole Incentive
Awards Program should be advertised, but let's get a strong and sound recorcmendation
from the DD/P on how far they are willing to go on it.
25X1A9a I' d like to make a comment. In the military you
wear the decorations and they're recognized. You Get a Distinguished Service Cross
MR.~ I have my advertising pieces all ready to show you. 25X1A9a
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and even if in later life you're a bum, you're still respected because you have
that decoration, and I can understand that. But here you can't wear it. If you
could display that medallion on your desk and lock it up every night in the safe,
and if an announcement went out that so and so was awarded the Intelligence Star
for heroism in a particular. operation, without defining the operation, then every-
body in at least his component or in the area division would know this man had done
something outstanding. And I think that is the only thing you have in lieu of
wearing a medal, because after you retire--I know I have my medals in plush cases
somewhere in my house--you can't display them, and they are of no use whatsoever to
you unless you go to England and put "DSM with a cluster" back of your name, like
they do all the British decorations, then that means something, even if you're re-
tired. So I think by publicizing it, if you have an announcement like the notice
"Designation of Key Officials," or maybe the whole list of four or five that come out
in a month, and then let them have the medallion to put on their desk.
10. KIRKPATRICK: And then the other thing is when the award is given
have their division chief present. That is where the satisfaction comes. But I
think the DD/P has to come up with a plan like that, otherwise when it gets to this
Council it's not Going to be debated on its true issues.
.,. Off the record . . .
IMM. KIRKPATRICK: Any objections to this Staff Study? Do I hear a motion
that it be approved?
. . . Notion was so made, seconded and passed . . .
5X1A9a
MR. KIRKPATRICK: Who gets the implementation action?
Np? -; tiay I ask if the Director has to approve this new Certifi-
cate of Merit with the da100?
25X1A9a
MIR. MI really think the Director would have to do so, yes.
NCR. We have about five meritorious suggestions. Can we act
on those or shall we wait until the Director has approved?
25X1A9a P, . KIRKPATRICK:
You've been acting on them--
Pte. But we will now have to wait until the Director approves
before we can act.
MR. KIRKPATRICK: 4Te will get this to him tomorrow.
Is there anything else on incentive awards? Any new business? Any
comments on this paper that was circulated, on "Personnel P~anagement"?
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25X1A9a
Are we going to adjourn at 5:00?
25X1A9a
Then I wouldn't want to start my comments. They are
not derogatory, but there is a lot of meat in it that should be considered.
MIR. KIRKPATRICK: To my mind it was very thought-provoking. And I have an
lot of respect for the man who wrote it. He has had a long time in the Agency, as
long as anybody has, and he has had training in teaching in the academic field, and
he knows what he is talking about.
25X1A9a
It is good.
hit. KIRKPATRICK: But I thought this was a good thought-provoker, particu-
larly when we get to career planning.
When are we going to have the paper on career planning, Mr.
25X1A9a MR.- Two or three weeks?
25X1A9a
IM. KIRKPATRICK: Let's say two weeks - two weeks from today a Council
meeting
25X1A9a
25X1A9a
: I'll try.
MR. KIRKPATRICK: Any other new business?
MR. - The Fitness Report Handbook, unfortunately, has become a
best seller. That is a tongue-in-cheek crack, because I think we want it to be.
This perhaps is a matter you could handle without the Council f indicating Colonel
White) - but anyway there are so many demands for the Fitness Report Handbook that
stocks have been exhausted. So should it be reprinted and should we give it as
wide a distribution as is wanted?
COLONEL WHITE: There is no reason why it can't be reprinted, and I would
give it as wide a distribution as necessary. I don't see why any supervisor who
has to make out a Fitness Report shouldn't have it if he wants it.
25X1A9a Ate.- Then there's no problem.
PAR. KIRKPATRICK: Would you put this "Aids to Personnel Management" on
the agenda for two weeks from today?
The only other thing I have in the way of new business is that this
past week a senior officer from the DD/P area, for whom I have considerable respect,
carne us and said he had been talking with his Division Chief and other senior
officers down there and they were very interested in having a general discussion
on Career Service in the Agency, but they didn't want to do it on a formal basis.
And they suggested, Bob, that a weekend at with a group might be advisable.
I report it to the Council with the thought that if this does materialize as many
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of the Council as could get down there would find this most beneficial. I think
Matt Baird and Sherman Kent and myself, and others, feel that some of these
sessions we have spent down there on the Doctrine of Intelligence have been extremely
fruitful, and I recommend it for relaxed and sage observations.
Any other new business? C13o response.?
We stand adjourned.
. . . The meeting adjourned at 4:55 p.m. . .
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