JUNIOR OFFICER TRAINING PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000800070034-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 9
• Document Creation Date: December 22, 2016
• Document Release Date: October 29, 2002
• Sequence Number: 34
• Publication Date: May 1, 1958
• Content Type: REGULATION

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SYNOPSIS: This regulation prescribes the general
policies governing the Junior Officer Training Pro-
gram, the qualifications and procedures for entrance
therein, and the responsibilities of Agency officials
in carrying out the purposes of this program.
Rescission: Regulation
dated 15 August 1956
Page
GENERAL . . . . . . . . . . . . . . . . . . . .
POLICIES . . . . . . . . . . . . . . . . . . . .
RESPONSIBILITIES . . . . . . . . . . . . . . . .
PROCEDURES . . . . . . . . . . . . . . . . . . .
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1. GENERAL
a. THE PROBLEMS
The Agency faces two problems in the development of its professional man-
power: It has to meet the heavy current demands put upon it by the intel-
ligence consumer and it has to prepare its manpower to meet future demands
at an increasingly higher level of professional skill. It has not often
been able to withhold employees from the immediate task until they are
trained to perform at a level equal to the exacting requirements of a truly
professional intelligence service. National intelligence is a relatively
new profession in the United States and one whose doctrine and techniques
are neither taught nor widely known outside the intelligence community.
This means that, although the newly recruited intelligence officer brings
some academic competence to his job, he is suddenly called on to relate
his abilities to the peculiar requirements of intelligence, and he must
~o ~h4s learn techniques and procedures while meeting insistent consumer
demand for a finished professional product.
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b. THE PROGRAM
The Agency has established the Junior Officer Training Program (JOTP) as
one meads of meeting these problems. This program aims at identifying new
recruits and on-duty personnel with high potential for career development;
assigning them to a training status; equipping them, through formal training
and controlled duty assignments, with skills appropriate to Agency needs;
and then releasing them for permanent placement. The program is based on
~ejo {t%o f ~f Xhj SrXn?i~l~ ~h Lt the following principles: Part of the
Agency's personnel resources must always be invested against future needs
and anticipated attrition. 41 ~h t ~t~ Professional personnel must be
given the training and preparation required to discharge the Agency's
j.aJdyrsjd~d OijsXoyi. complex responsibilities. The effective use of man-
power depends on placement appropriate to the individual's abilities.
The individual who e*,periences the incentive of an appropriate assignment
will develop attitudes toward the service which will impel him to become
a member of the Career Staff.
2. POLICIES
a. PURPOSE
The purpose of the JOTP is to select and prepare highly qualified young
men and women for a professional career in the Agency. This purpose will
be carried out through:
(1) Analysis of their professional potential; and
(2) Development and direction of flexible programs of career preparation,
~p,rop~i~t adapted to Agency needs and Yaldrd fitted to the individ-
ual's capacity, leads to ~SenPnt ~apppp~ro~ppr~iat~eplacement.
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b. ON-DVT7C PERSONNEL
All on-duty Agency personnel who meet the qualifications described in this
regulation are encouraged to apply for admission into the JOTP. Agency
officials ) Ill Xh~r?fOrj ~mjlOy Xhj ,`OtP (s $ 9 e~ o ~f 9 eyeXo~iA Xh~
j rOfjc/i/nnl o%e,t%q f r /s,/4_ej ?u/r jnXi j el Xhhei t 14i~ddc%if6n
Of jr/vi dIn0 Xh rn wItg %h~ jp~c~4i/e~ ~n jdit c$a Xr~igi .g %h?y xl ~e~d
are also encouraged to provide opportunity for such personnel to enter the
JOTP. This proari affords an excellent means of developing the professional
potential of qualified personnel to fill positions of increasingly greater
responvibility within the Agency.
c. FOR! AL TRAINING PUADE
The foi n :1, t o^.inirg phase of the JOTP will be built around a basic curriculum
in the principles andinethods of intelligence production, operations, and
support activities, thus imparting the basic professional knowledge that
the well-equipped intelligence officer should possess. It will be followed
by a tailored program of controlled duty assignments and advanced training.
Since the tour in the JOTP will be the equivalent of a regular duty
assignment, the Junior Officer Trainee (JOT) will have opportunity for
promotion, based on the quality of his performance, within the framework
of Agency regulations.
d. DURATION
The length of time the JOT spends in the JOTP, normally about two years,
will depend on such factors ac:
(1) Analysis of the JOT's potential and aptitudes;
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(2)
(3)
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The quality of his performance in training courses and duty assign-
ments; and
The eventual assignment for which he is being prepared and the training
required for such assignment which, in the case of intensive language
and area training for example, may extend over a prolonged period.
When the JOT is prepared to undertake a permanent assignment, he will be
recommended for transfer and released from the JOTP. If at any time the
JOT fails to meet the standards established for the JOTP, he may be dropped
from the program. In such event, he may be referred to the Office of
Personnel for reassignment or his employment may be terminated )y %h~ Lc/
~iOn fs p tX4 f sAu1ffXc~tIo~)f OrfSp~rftXoA f4eftXcXeAcf)j Xn
gc?o/d~n e%Fi h/R~g)kl. tjo~ in accordance with the regulations 25X1
which govern the separation of all Agency employees.
3. RESPONSIBILITIES
a. DEPUTY DIRECTOR (SUPPORT)
The Deputy Director (Support) will fix the ceiling on the number of JOT's
at any given time.
b. DIRECTOR OF TRAINING
The Director of Training will:
(1) In collaboration with the Director of Personnel:
(a) Plan, direct, and administer the JOTP;
(b) In concert with the Deputy Director concerned, determine which
of the professional positions in the Agency can be appropriately
filled by JOT's; and
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(c) Recommend to the Deputy Director (Support) the number of JOT's
to be entered into the JGTP at any given time;
(2) Select JOT's, and prescribe and supervise their programs of training
and career preparation;
(3) Determine the length of time the JOT spends in the JOTP, in accordance
with his projected assignment and the training appropriate to it; and
(4+) Recommend permanent placement to the Director of Personnel.
c. DIRECTOR OF PERSONNEL
The Director of Personnel will:
(1) Be responsible for the external recruitment of candidates for the JOTP;
(2) .Assist the Director of Training ~ngl )hg; Pe~uuy Ai~ejt$rA in identify-
ing qualified JOT candidates from among on-duty Agency personnel; and
(3) Upon the recommendation of the Director of Training, accomplish
through the appropriate Career Service the permanent placement of
all JOT's when they have completed their programs of career preparation.
d. DEPUTY DIRECTORS
Deputy Directors will:
(1)
(2)
(3)
Identify and make available for the JOTP on-duty Agency personnel
of high career potential,
Accommodate and supervise JOT's in temporary duty assignments as
prescribed in their programs of career preparation, and
Report periodically to the Director of Training on the quality of
the JOT's performance.
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(4+) Nominate a representative to serve on an advisory panel which will
assist the Director of Training in the selection of candidates for
the Junior Officer Training Program.
1+. PROCEDURES
a. ELIGIBILITY FACTORS
(1)
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To be eligible for the JOTP, a candidate must:
(a) Have a college education or, in the case of on-duty Agency
personnel, its equivalent in experience;
(b) Be medically qualified for full duty/general;
(c) Be qualified to undertake assignments of any degree of sensitivity;
(d) Be willing to undertake any assignment, anywhere, at the convenience
of the Agency (in each instance, the Director of Training will
give full consideration to the particular capabilities, interests,
and personal circumstances of the individual); and
(e) Possess a high degree of professional potential, as determined
by the Director of Training after analysis of all available data.
(2) In those cases where a candidate is otherwise highly qualified, the
Deputy Director (Support) may grant waivers to the conditions set
forth in sub-paragraphs (b) and (c) Immediately above.
(3) JOT's will, in general, be in grades GS-5 through GS-12 and be between
the ages of 21 and 35. However, exceptions may be made in respect to
both grade and age by the Deputy Director (Support).
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b. IDENTIFICATION AND NOMINATION OF ON-DUTY PERSONNEL
(1) Potential JOT'S may be identified from among on-duty Agency personnel
in any one of various ways, including the following:
(a) By application of the individual;
(b) By supervisors;
(c) By Heads of Career Services;
(d) By the Director of Personnel, on the basis of his analysis of
Fitness Reports and other records of performance in the Agency; or
(e) By the Director of Training, on the basis of his analysis of
professional testing results, assessment programs, and training-
course evaluations.
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Xo/tide S4c~ r#s 9e~c}i~e~ v~, Oa?h D,pJ tj obi./e?t~r ado fii} 4e`
u ! }do ~eft~ %4n tide ~a (d4d~t?s` ~eOt 'n$ Xh~ u$lIf4'cftXoA
ifs%aal%s$e~ `o/ ~h? ,'O%P/ `r*/*ok Xh~ ~e~s~i*ej ~n~e~ gii j ?a. a#r
$ejc? Ju 'i jdIcXi~n.
(3) In all cases, the application or nomination will be submitted to the
Head of the appropriate Career Service who will indorse it to the
Director of Training, through the Director of Personnel. The Director
of Personnel will review the application or nomination and recommend
action to the Director of Training.
c . SELECTION
After analyzing the individual's career potential, the Director of Training
will select JOT's on the following bases.
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(1) Inspection of the personnel file, including college and university
records, the recruiter's report of interview, and, where appropriate,
that of the university consultant. In the case of present employees,
special attention will be given to Fitness Reports and other records
of performance in the Agency;
(2) Assessment and Evaluation Staff, Office of Training reports;
(3) Personal interviews;
(it) Reports of medical clearance; and
(5) Reports of security clearance.
d. SERVICE DESIGNATION
When a candidate is selected for the JOTP from external sources, he will
be assigned to the Office of Training and will receive an ST service
designation for his tenure in the JOTP. Individuals selected for the
JOTP from among on-duty personnel will be assigned to the Office of
Training and may retain their service designations.
e. 14ILITARY DUTY
Draft eligibles and members of ROTC programs may be selected for the JOTP,
in accordance with Agency agreements with the military services. The JOT
will not be relieved of his military obligation but will discharge it
through active duty, normally including service on detail to the Agency
in a military capacity.
f. OVERSEAS DUTY
With the concurrence of the Deputy Director (Plans), an overseas assignment
may be part of the JOT's career preparation. His tour will be of the same
length as that prescribed for all Agency personnel.
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PLACEMENT IN PERMANENT ASSIGNMENTS
(1) The JOT, on completion of his program of career preparation, will
be recommended for permanent placement by the Director of Training.
This recommendation will be based on prior consultation between the
Director of Training and officials of the relevant Agency office.
(2) The Director of Personnel, through the appropriate Career Service,
will accomplish the permanent placement of the JOT.
(3) A JOT selected from among on-duty personnel will be permanently
placed in accordance with his individual capabilities and the best
interests of the Agency and will not necessarily rejoin his original
office on completion of his tour in the JOTP.
FOR THE DIRECTOR OF CENTRAL INTELLIGENCE:
L. K. WHITE
Deputy Director
(support)
DISTRIBUTION: AB
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