STATUS OF THE PROMOTION PROGRAM OF THE CLANDESTINE SERVICES CAREER SERVICE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000800070039-9
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 1
• Document Creation Date: November 11, 2016
• Document Release Date: September 8, 1998
• Sequence Number: 39
• Publication Date: December 23, 1957
• Content Type: MF

Approved For Release 1999/09/08 : CIA-RDP80-01826R000800070039-9
COPY Sri" *MW COPY
December 23, 1957
SUBJECT: Status of the Promotion Program of the
Clandestine Services Career Service
1. We have extended competitive selection procedures within the
Clandestine Services Career Service to include the promotion of senior
individuals in grades GS-12, 13 and 14. At the same time, the promotions
of persons in lower grades are subject to careful individual review and
approval by appropriate Career Service elements. The members of the Clandestine
Services Career Service Board have reviewed this program and are satisfied
that it meets our needs. They are unanimous in the opinion that it would
be most unwise to apply competitive selection at lower grades, either
through extending the activities of our Career Panel structure or by de-
centralizing selection authority to DD/P components by designating them as
distinct areas of competition.
2. I recognize that these conclusions are at variance with some of
the concepts which prevailed at an earlier stage of our thinking. However,
we have had to consider promotions in relation to other aspects of personnel
management and have designed our program to meet the particular requirements
of this Career Service. We must expect quite different things of a promotion
program at the junior and senior grade levels. On the one hand, we need to
promote based on a careful appraisal of the individual progress and
potential of junior personnel during the period of their developmental
experience in diverse activities which do not lend themselves to competi-
tive comparison. On the other hand, it is both desirable and practicable
to select officers in the senior grades for promotion based on a competitive
evaluation of their demonstrated competence. Our current program meets
both of these objectives and places responsibility for selection at the
Career Panel level where other career management responsiblities are
centered. Although we expect to refine this program as we gain additional
experience, I am convinced that the basic procedures which we are now
following are those best suited to the requirements of this Career Service.
3. I would welcome any comments or suggestions which you may have
concerning this aspect of our Career Service program.
(si
Chief of Operations, DD/P
Approved For Release 1999/09"460-k"O 0-01826R000800070039-9