INDIVIDUAL CAREER PLANNING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000700140008-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 18
• Document Creation Date: December 9, 2016
• Document Release Date: August 18, 2000
• Sequence Number: 8
• Publication Date: April 12, 1956
• Content Type: REPORT

Approved For ReWove 2001/04/0 -01WR000700140008-6
12 April 1956
,15-?
TO: CIA Career Council
SUBJECT: Individual Career Planning
Recommendations for the approval of the CIA Career Council are
contained in paragraph 6, page 6.
1.
PROBLEM:-
To establish an Agency-wide program of individual career planning
on an orderly basis.
2. ASSUMPTIONS:
a.
b.
A plan containing propoeals for an individual's training and
assignments for the foreseeable future serves as an incentive
for the individual to do better work and to direct his interests
to a long-term career in the Agency.
A plan, which is compatible with an individual's known ability
or his demonstrable potential, if designed in terms of the needs
of the Agency, inereases the individual's potential contributions
to the mission of CIA.
c. Iedividual Career Plans, reviewed by appropriate officials and
made a matter of official record, assist Agency officials in
meeting present and future personnel requirements and serve as
a basis for estimating manpower potential for future intelligence
activities.
? d. Supervisors and official* respensible for the individual career
planning function will apply sound principlee of personnel manage-
ment. In the performance of their counseling function they will
emphasize that career progression is dependent upon the initiative
reflected in an individual's performance and self-development.
e.
Individuals and supervisors will recognize that continuity of
career interest and consistently satisfactory performance rather
than rotation from area to area or function to function are baeic-
in career progression. Individual career planning does not itply
___rror_y_t_Rosals for reassignment or formal training are inherent
peammer mus !Irs, included in a plan.
NO WHOA IN CS.
CLASS. CHANCED TO: fit
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OSCLASSIFIES ? Ts s "?
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25X1A
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SUBJECT; Individual Career Planning
3.
FACTS;
,QONF1DENTIAL
a. Each member of the CIA Career Staff is assured that attention
will be given to his personal progress. The Application for
Membership in the Career Staff of CIA states : ...that with
continuing satisfactory work performance and conduct on my
part, just and equitable attention will be accorded iny personal
progress during my tenure in the Career Staff."
b. Regulation places responsibility upon the Heads of
Career Services:
c.
(1) To plan the utilization and development of members of their
Service, including their training. aesignment, rotation,
and advancement; and
(2) To plan the rotation and reassignment of members of their
Service so as to enable the Career Service to meet long-
range personnel requirements through orderly proceeses.
Some Career Services have made great strides in establishing
programs calling for written plans for the assignment, training,
and development of individuals under their jurisdiction but on
the whole individual career planning is currently in its initial
stage. Approximately 1500 Individual Career Plans using different
procedures, formats, and planning criteria have been reported.
However there is no accurate way to determine to what extent
career planning has been effected or for what percent of the
employees no plans of any kind have been made.
4. DISCUSSION:
a. Career planning in the Agency is at present carried outs for the
most part, in an informal manner. Plane for groups or certain
categories of personnel are made, sometimes with - and many times
without - the respective individuals in these groups participating
on a witting basis. Long-range planning is confined, to a great
extent, to a few specialists in the several functional fields. In
generel, individual career planning is considered the responsibility
of the immediate supervisor, who may or may not have perspective or
interest in the long-range development of individuals.
b. An Agency policy which provides uniformity in individual career
planning requirements is desirable in order to furnish guidance
to the Heads of Career Services for the performance of their
career planning function.
CONFIDENia
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SUBJECT: Individual Career Planning
c. The Heads of Career Services have submitted reports on their
policies and accomplishments in regard to career planning.
Theee reports include eomments and suggestions and indicate
the need for an Agency-wide policy for individual career
planning.
d. The following basic principles must be considered in the
development of policies and procedures for individual career
planning:
(l) An Individual Career Plan
DEFINITION: An Individual Career Plan is a documented
description of an employee's proposed career
activities for an appropriate specified
period and serves as a guide for future
personnel actions affecting him.
DESCRIPTION: An Individual Career Plan should be com-
patible with the employee's current and
prospective capabilitiee and the needs of
the Ageney and, insofar as possible. with
his career interests.
A Plan may include proposals for retention
in present position, for reassignment, or for
training. Such proposals may be specific or
general in terms of time and place. Although
reassignment and formal training may be pro-
posed in a Plan, the function of individual
career planning does not imply that such
actions are inherent or required for career
progreselon.
(2) Supervisors and officials assisting in the preparation of
individual career plans or reviewing specific proposals
for future personnel actions must ensure that the real
needs and potential of the individual are coordinated with
the present and future requirements of the Agency.
(3) Specific proposals for reassignment and training included
in Plans are not to be considered as commitments on the
part of the individual or the Agency. The expression-of--
the individual's career interest e and ppeis made in
plans are guides for future major
e 1 and training
actions affecting the individual and must be subsequently
considered by officials when approving such actions. This
?
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SUBJECT: Individual Career Planning
CONFIDENTIAL
is not intended to restrict desirable flexibility of action
but rather to ensure that major actions which deviate from
the proposals in an individual's plan are taken after serious
consideration of all pertinent factors. In line with this
requirement, individual career plans should be made a part
of an official record (i.e., placed in the individual's
Official Personnel Folder) so they are available to all
officials responsible for initiating and approving eubsequent
personnel actions.
(4) The preparation of Plans for all employees in the Agency is
not practical or necessary. over, formal exclueion of
individuals or groups from career planning activities is
undesirable and could easily cause a major morale problem.
In order that inequities would not be set up, an Agency
career planning policy should not exclude any employee or
groat of employees. The individual career planning program
should be directed initially to certain groups or categories
of personnel since the work load will initially be large.
Selective criteria must be established to determine what
groups would be required to have career plans. Factors such
as age, grade, length of service in the Agency, and needs of
the Agency would be considered in establishing priorities for
processing plans. The practice of directing the individual
career planning function initially to persons in recognizable
priority groups would get the program under way in the Agency
on a gradual and realistic basis, with the objective of even-
tually establishing individual career planning as a necessary
personnel management practice for all career employees.
e. An Agency form for the preparation of Iadividual Career Plans to
be used ny all Career Services is necessary to standardize the
function of career planning for individuals. Various forms are
currently being used in the Agency. Copies of some of, these forms
are attached as Appendix A. Most of them provide for the entry of
blographic.date items as well as proposels for future personnel
actions for the individual concerned. It is thought that these
forms do not include sufficient background data, to provide a basis
for determining future plans for the individual. They would neces-
sarily have to be supplemented with arbioeraphec brief or Worm.-
tion free the Official Persennel Folder. The proposed form "Cdneer
Plan" attached as Appendix B is a one-page sheet confined to infor-
mation on the career interests of the individual and proposals for
his future assignments and training. Space is provided for the
comments of officials concerned in the career planning of the indi-
vidual. Uniform administrative procedures can be developed once
there is a standard form for individual career plannin in uge
throughout the Agency. FIDENTEAL
4
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wameuestirer=""
.,ONFIDENTIm
19 April 19,0 4,1E.
PROPOSED ADDITIONS TO STAFF STUDY,
"INDIVIDUAL CAREER PLANNING," DATED 12 APRIL 1936
Add to paragraph 4 DISCUSSION the following:
f. There has been much concern over the fact that career
planning is so commonly considered to be rotation and
that if an individual prepares a plan, it means that
sometime in the predictable future he moves some place.
This misconception of career planning can be corrected
by proper counseling on the part of supervisors. It
would be normal if more than fifty percent of the plans
prepared were to propose retention in present assign-
ments for the immediate future. Emphasis must be placed
on the fact that career planning is a personnel manage-
ment procedure to provide for better utilization of man-
power - first for the greatest benefit to the Agency and
second for the greatest benefit to the individual. The
object in preparing a career plan is to project the
activities of an individual in order to direct and
stabilize his planning for the future and to encourage
him to give serious consideration to his skills, interests,
aptitudes and performance in relation to the needs of
the Agency. A plan prepared within the framework of these
objectives serves as an incentive for the individual to
do better work in his present assignment and recognizes
that the development of a career is predicated from the
beginning upon the individual's performance, consistent
endeavor, and potential..
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Add to paragraph 5 CONCLUSIONS the following:
a. Individual Career Planning is a necessary personnel
management procedure which provides guides for future
personnel actions for individuals in order that job
continuity and better utilization of manpower in the
Agency- may be effected.
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Now ,
SUBJECT: individual Career Planning
5, CONCLUSIONS:
The following conclusions are forMulated:
Ao An Agency policy on individual career planning which provides
guidance to the Heads of Career Services for the performance
of their career planning function should be established, In
order to effect uniformity in all the Career Services, the
following principles for making and implementing career plena
for employees should be approved as Agency policy:
(1) Individual Career Plans should be eventually required for
all members of the CIA Career Staff exeept supergrade employees,
(2) Individual Career Plans may be prepared for ItEy: staff employee
or staff agents if in the opinion of the individual or his
supervisor the documentation of a plan for the individual is
required or desirable:.
(3)
Individual Career Plans for persons presently in gradea OS-11
and GS-12 should be given first priority by the respective
Career Services in determining the sequence for processing
plans.
Individual Career Plans should be filed subsequent to review
by appropriate officials, in the Official Personnel Folder of
the individual concerned.
The Individual Career Plano along with the annual Fitness
Reports should be subsequently considered in connection with
the approval of major personnel and training actions affeating
the individual.
(6) A major thange in status's such as reassignments promotiono
change in duty between headquarters and fields should trigger
the review and extension of a Plan,
b? The attached Form ?Career Plan (see Appendix B) should be used as
a model in developing the basic individual career planning document
r all Career Services.
c, The following general responsibilities and procedures for the
preparation and review of Individual Career Plane should be fo
in all Career Services:
(-e) The Heads of Career Services will be responeible for initiating
the preparation of Individual Career Plans for members of their
Service.
coivri
TIAravi.oed)
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STJBJXT: Individual Career Planning
cONFIDENTIAL
CONCLUSIONS:
The following conclusions are formulated:
a. Agency policy on individual career planning which provides
gu ance to the Beads of Career Services for the performance
of t eir career planning function should be established. In
order to effect uniformity in all the Career Services, the
folio g principles for making and implementing career plane
for empl eels should be approved as Agency policy:
(1) Indivi al Career Plans should be eventually required for
elleeem rs of theigA?Cereer Staff except supergrade employees.
W Individual. areer Plans may be prepared for au staff employee
or staff age , if in the opinion of the individual or hip
supervisor the documentation of .a plan for the individual is
required or des able.
(3) Individual Career ans for persons presently in gradesAlS-11
and GS-12 should be iven first priority by the respective
Career Services in de mining the sequence for processing
plans.
(4) Individual Career Plans sh Uld be filed,' subsequent to review
by appropriate officials, t the Official Personnel Folder of
the individual concerned.
(5) The Individual Career Plan, alo with the annual Fitness
Report, should be subsequently co idered in connection with
the approval of major personnel an training actions affecting
the individual.
(6) A major change in status, such as reass nment, promotion,
change in duty between headquarters and eld, should trigger .
the review and extension of a Plan,
ewe, Avila
b. The attached Poem "Career Plan" (see Appendix B) as
bef-the basic individual career planning document for al Career Services.
c. The following general responsibilities and procedures r the
preparation and review of Individual Career Plans should ? e followed
in all Career Service:
(1) The Beads of Career Services will be responsible for in iating
the preparation of Individual Career Plans for members o their
Service.
r,ONFIDE\TIAL
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SUBJECT: Individual Career Planning
(2) Operating Officials will ensure that immediate supervisors
or other appropriate officials work in collaboration with
the individuals concerned and the appropriate Career Manage-
ment Officers in the preparation Of the Plans.
(3) Heads of Career Services will ensure that Career Boards,
Panels, or appropriate Senior Officials review all Individual
Career Plans.
(4) The original of the Individual Career Plan, subsequent to
review and endorsement by appropriate supervisors and officials,
will be shown to and noted by the individual concerned.
(5) Heads of Career Services will ensure that the original of the
Individual Career Plan, when appropriately endorsed, is forwarded
to the Office of Personnel for inclusion in the individual's
Official Personnel Felder. A copy of the Plan will be retained
by the Career Servide responsible for career planning for the
Individual.
(6) Proposals for changes in a Plan may be initiated by the
individual or the Head of his Career Service any time
subsequent to the initial preparation of the Plan. Najor
changes or revisions will be subject to the eame review
as is required in the processing of the original Plan. -
RECOMMENDATIONS:
It is recommended that:
a. The conclusions in paragraph 5 be approved.
b. An Agency Regulation on Individual Career Planning be prepared by
the Director of Personnel and submitted to the Council for approval.
0. The Council schedule a special meeting to which the Heads of
Career Services and Operating Officials are invited to discuss
the implementation of the Individual Career Planning Program.
FOE TU DIRECTOR OF PERSONNEL:
25X1A9a
Deputy Director of Fersonnel
for Planning and Development
6 cav
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APPENDIX A
to
STAFF STUDr.
on
Individual Career Planning,
12 April 1956
INDIVIDUAL CAREER PLANNING FORMS
1. Attached are copies of forms, listed below, which are used for
individual career planning.
Office of Training Form No. 839 dated 1 November 1955
Office of Communications - Attachment to OC Order No. 3.55
dated 5 January 1955
Office of Personnel - Suggested Outline for Individual Career
Development Plan, Attachment to OPN No.
20-110-7 dated 13 October 1955.
2. There may be other informal formats in use but the forms listed
above are the only ones that have been reported.
3. The Field Reassignment Questionnaire, Form No. 202
is a valuable tool in planning assignments following overseas
duty. It is not adaptable to career planning for headquarters
personnel.
?
25X1 A
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?
CAREER SERVICE BOARD ACTION
NAME OF EMPLOYEE
.
After consideration by the Career Service Board of your Career Development Plan and the comments of
your supervisors, the Board has taken the following action subject to limitations which may arise
out of consideration of your capacity to perform, growth potential, the effect of your career devel-
opment plan on the operation of the Office of Training and overriding budgetary limitations or per-
sonnel ceilings of the Agency.
FIVE YEAR GOAL
TRAINING
APPROVED
FOR COMING 2 YEARS
FOR SUCCEEDING 3 YEARS
JOB
ASSIGNMENTS
APPROVED
FOR COMING 2 YEARS
FOR SUCCEEDING 3 YEARS
COMMENTS
DATE
SIGNATURE OF SECRETARY, OTR CAREER SERVICE BOARD
I UNDERSTAND MY CAREER DEVELOPMENT PLAN
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SUBJECT
(ame) (Action)
Present Static/tit
Position Title 3
Present Grade and Date of Grade
Present T/0 Slim Number and Grade
Date of 13irt4______
Education, (Beyond High School Level)
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SUGGESTED OUTLINE
FOR
INDIVIDUAL CAREER DEVELOPMENT PLAN
Name
Position Title
Grade
VIIMMOIMAIIIIVOMPIONIRTM
Organizational
Component Assigned To
16 ANALYSIS OF EXPERIEME IN CIA
The analysis of experience in GIA should be a summary of knowledge
gained in your assignments in CIA to supplement the chronological
summary of your experience with CIA included in the biographic brief?
26 CAREER INTEREST OR INTERESTS
Write a brief statement indicating the general area of work in
which you are interested and expect to follow in the future ? Include
in this statement reasons for yourchoice of this type of work? Indi-
cate the particular type and level of Assignment which is your objective
in the immediate future, and state Your preference& if any, for the
Agency organizational component to which .you would like to be assigned?
30 EXiERIENCE, TRAINING, OR KNOWLEDGE NEEDED
Diecuss the types of Work experience, training, or knowledge which
you consider that you will need on a long - or short-range basis in order
to further your career interests Indicate any individnal study, such
as outside training courses, reading, or other activities in Which you
are participating or expect to participate, which will further advance-
ment in your career6
40 SUGGESTED PLANS
Outline suggested plans for the next two to five years. Include
plans for reassignment or retention in present assignment, on-the-job
training, formal training, or job rotation if such activities are
proposed? Give approximate dates and describe any conditions or
circumstances which may be determining or limiting factors to the
proposed plan80
cem 54-55
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AGE
GRADE
JO TITLE
OFFICE OF ASSIGNMENT .
WEER 0 ERESTS OF EMPLOYEE__
ACTIVITY
GENERAL AREA OF
SPECIFIC AREA OF ACTIVITY
CAREER OBJECTIVES OF EMPLOYEE
DESIRED TRAMNO (PARAGRAPH A - IMMEDIATE (I TO 2 YEAR S)9 PARAGRAPH B - LONG RANGE)
DGREO JOS ASSIGNMENTS (PARAGRAPH A - IMMEDIATE (1 TO 2 VERS) p PARAGRAPH B - LONG RANGE)
COMMENTS
DATE INITIALS
COMMENTS OF SUPERVISOR
s21 N_______ww5IBL___,.__.__._
COMMENTS OF CAREER SERVICE
'PIAVE -. SIGNATURE
I UNDERSTAND THAT
MY PERFORMANCE,
Annmvpri
THE IMPLEMENTATION OF MT CAREER PLN MAY ME AFFECTED ST THE NEEDS OF THE AGENCY' AG WELL AS SY
CAPASILITIES AND INTERESTSP
Fnr Pcslanen .7nni mA mg ? [MC% onmonn4o,whi4944P1F71153 MAW, ,.______.
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