SUMMARY REPORT OF THE ACTIVITIES OF THE CAREER SERVICES 1 JANUARY 1955 TO 30 JUNE 1955

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000900020003-2
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 54
• Document Creation Date: December 22, 2016
• Document Release Date: October 9, 2002
• Sequence Number: 3
• Publication Date: June 30, 1955
• Content Type: REPORT

Approved For
STM4ARY REPORT
of the
ACTIVITIES OF THE CA R EFRVICES
1 January 1955 to 30 June 1955
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SUM MY EE PORT
of the
ACTIVITIES OF ' CAREER SERVICES
1 January 1955 to 30 June 1955
Page
SECTION I CLANDESTINE SERVICES CAREER SERVICE
A . ORGANIZATION . . . . . . . . . . . . . . . . . 1
B . ACTIVITIES
General.. . . . . . . . . . . . . . . . . . 2
Clandestine Services Career Service Board. 3
Clandestine Services Career Service Panel. 4
Fl Career Service Panel. . . . . . . . . . . 4
PP Career Service Panel. . . . . . . . . . . 5
TSS Career Service Panel . . . . . . . . . . 6
Clerical Career Service Panel . . . . . . . . 7
A A. ORGAN;T ATION ? . . . . . . . . . . . 8
B B. ACTIVITIES
Intelligence Production Career Service . 'd 9
ONE Career Service Bodrd . . . . . . . . . . 9
OCI Career Service Board. . . . . . . . . . 10
OSI Career Service Board . . . . . . . . . 13
ORB Career Service Board . . . . . . . 000900020003-2
25X1
B. ACTIVITIES
1. Administration Career Board
The quarterly reports submitted by the Deputy Director (Support)
cover career service policy matters acted upon by the Administration
Career Board which pertain to all the Career Services in the Deputy
Director Support organization as well as the aetivi'':ies cor,cerni eg
SD-SA employees under the jurisdiction of the Admin 4straticn Career
Board.
a. Service Designations
(1) During the first quarter the Deputy Director (Support)
with the recommendation oa the Administration Career
Board, approved the use of the letter "S': as a prefix to
the Sea-:ice Designation of Career Services centered in the
Deputy Director S Mort organization. incorporated in re-
vision of in the second quarter-3
(2) The Deputy Director (Support) informed the Administra-
tionCareer Board that he favored continued study of
the possibility of expanding the present system of Service
Designations to permit these Designations to reflect supple-
mentary considerations in other Career Services.
(3) Considerable attention was devoted during the first
quarter to examining the personnel folders of employees
assigned to overseas positions in order to verify that their
Service Designations were correct, and reflected the area in
which their career had developed and should develop.
(!s.) During the first quarter there was constant activity
in performing the function of assigning most appropriate_
Service Designations to headquarters employees in the DDS
organization. There was also a good deal of activity in ad-
justing Service Designations to positions within the Clan-
destine Services.
(5) At the end of the second quarterly reporting period the
transfer of a group of approximately 125 :personnel and
their positions in grade GS-7 and below from SD-SA to SD-DS
was being finalized. Under study, were other gds whose
Service Designations should also probably be changed to pro-_
duce more effective planning annd reassignment. 12d quarter-1
b. Review of Personnel Actions
(l) All proposed personnel actionsl which concern SD-SA
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personnel or positions are reviewed by the Administration
Career Board or by its Secretariat (actions involving grade
GS-13 and below).
(2) During the first quarter the volume of activity in re-
viewing proposed personnel actions was normal except
that, for reasons not well understood, there were more than
an average number of changes involving personnel in grade
GS-9 and below.
C. Assignment and Reassignment of Personnel
(1) Procedures
The Administration Career Board recommends the a.rysi, -
ment and reassignment of SD-SA personnel in the DDS a DDP
organizations. The Bd.'s Secretariat maintains records of
all existing and forthcoming assignment opportunities and
vacancies.' The Secretariat reports to the Board the vacan-
cies and submits rosters of suitable candidates. In assem-
bling these rosters the Secretariat considers qualifications
of the individuals, Individual Career Developaner:?:t Plans (if
they exist) and. the comments or concurrences of the gaining
and losing components as well as the individual concerned.
(2) "Cross Fertilization" Reassignment Policy
During the second quarter the Administration Career
Board iucreasir ly emphasized the. importance of "cross fer-
tilization" in the reassignment of personnel.. It constantly
demonstrates in recommending reassignments that an employee
within a given component, and with a given Service Desig-
nation need by no means be limited to either in the proper
development of his career.
(3) Overseas Personnel
The Deputy Director (Support) has given a high priority
to efforts to develop a most efficient, system for .vingng
administrative personnel to overseas posts nnd their next assignments well in advance of their return.
(a) Reassignment of Overseas Returnees
The return, dates of all ST)-SA personnel overseas
have been determined and are verified repeatedly. AP-
proximately eight months before the return of an SD-SA
employee the Secretariat begins actively planning for
his next assigunt. At the end of the first quarter
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reassignments were determined for al .1 - employees
overseas above grade GS -9 who were scheduled to return
within the next seven months, with only one exception.
The "In-Casual" rate continues to be very low; at the
end of the second quarter there was only one individual
who has been in that status for more than 30 days.
(b) Rotation Plans
During the first quarter the following plans wee. e
affirmed or reaffirmed in order that greater numbers
of administrative personnel may acquire overseas e per--
fenceb
(1) Personnel selected for overseas assignments
will ordinarily be those without prior over-
seas experience with the Agency.
(2) 'Administrative personnel, both general ( M)
and specialized. (e.g., SD-SL, SD-SF), will
normally be returned to headquarters upon completing
a single overseas tour. This policy refers to com-
plete tours of duty rather than extensions of tours,,
{3) Problems
The Board is experiencing difficulty in plan-
ning next assignments of overseas employees in
grade GS-9 and below. There are more than three
times as many positions in this grade: range in the
field than there are in headquarters. Only avery
small percentage of present incumbents of head-
quarters positions are willing to serve overseas
and of those who are willing a number establish
numerous conditions. The. Board rust take action
to assure that headquarters positions in grade.
ranges of C5-9 and below are occupied by employeas
willing to serve overseas, This can only be accom-
plished by moving the present reluctant incumbents
to positions elsewhere in the Agency in which they
are not part of the overseas stream.
d. Promotion Policies
During the first quarter the Board submitted recoumiendationa
regarding Agency promotion principles to the Deputy Director
(Support) for submission to the CIA Career Council. These recom-
mendations, in brief, are as follows r.
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(1) promotion should be based on consideration of demon-
strated abilities of individuals in relation to
Agency needs.
(2) The length of time an employee has served in his cur-
rent grade may normally be considered as the length
of time which his ability to perform at that grade level
or a higher grade level, has been observed.
(3) An employee is considered "eligible" for promotion
when he has served in his current grade for a speci-
fied time. He may be promoted, however, only when he has
demonstrated his ability to perform work of a higher grade.
(11) The ability of an employee should be recognized by his
super'viso ? and his Career Board regardless of his
"time in grade." An employee should always be "being con-
sidered for promotion."
(5) ri'he ability of each Agency employee to perform work
at a higher grade should be formally evaluated and
reviewed at least once each year, regardless of Whether or
not he is eligible in terms of other requirements.
The Board also made recoa ndations concerning the responsibil-
ities of supervisors and Career Boards in regard to i lenient ing
the above-stated policies.
e. Promotion to Super-grade Status
At the conclusion of the first quarter a study at the re-
quest of the Deputy Director (Suppaxt) was being prepared as to
opting procedures for identifying and ranking those personnel
who are under the. Jurisdiction of the Board and who should be
considered for advancement to super-grade status.
f. Individual Career Development Plans
(1) Prior to the first quarter reporting period the Ad-
ministration Career Board and the Deputy Director
(Support) h d approved a procedure for developing Individual.
Career Development Plans for SO-SA personnel, a rd the per-
sonnel of the other Career Services centered in the former
Deputy Director (Administration) organization. These pro-
cedures are outlined in the report submitted by the Deputy
Director (Support) for the first quarter.
(2) During the first quarter two completed Individh ual.
ra3
Career Development Plans were approved
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and fifteen additiotl Plans were being prepared for sub -
mission to the Board.
Senior Career Development Progres WD)
The Administration Career Board d the Dcxuty Director
(support) approved a special plan whereby an Administrative Of-
ficer of the Deputy Director (Plans) organization would be
assigned to a Senior Development position and would receive
training for approximately two years as an Fl Operations Officer .
The Board also checked periodically the program of two
administrative employees receiving training in the SCD Program
under the sponsorship of the Board. let quarter]
h. Junior Career Development Program ()
The Administration Career Board conducted an intensive in-
vestigation of the basic concepts and procedures of the JCD
Program, particularly the standards and criteria for selecting
junior personnel for development to meet the weds of the Ad-
ministrative Career Services. It was concluded that it is not
deairable to change the final selection criteria. It was also
concluded that the development of junior personnel can be readily
accomplished for planned rotation am training progr m for `n-
dividusl.s who do not necessarily meet the specific shards for
the JCI) Program.
:L. Training
(1) The Administration Career Board recommended to the
Deputy Director (Support) that an Administrative
Officer Training Course be established to train specia'.-
ized personnel (e.g., Finance, Security officers) to per?
form the duties of a Junior Administrative Officer. The
Deputy Director (Support) indi 4ed that :'le was taking
action to obtain more information regarding the needs and
requirements for such a course. ( let quarter j F=xten-
siv6 research was completed during the second quarter for
a training program for the first Junior Officer Trainee
in the field of Administration. This program may
as a guide for subsequent trainees' who wish to tec
general Administration Officers.
(2) The Director of Training pa'es :rated to tine Admtn .-
strationa Career Board the needs, of (IB for e e2' iefl2O
adwWstrative personnel to serve r,s inatraactors. 'Vie
Board agreed on the des:i rsbility of rotat.nk :? .mini arid..
tive personnel to OTR for specified. tows of duty as
instructors.
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kw to
(3) The Deputy Director (Support) transmitted to the,
Director of Training the requirements for personnel
to develop and Instruct administrative training courses
for the next 12 months . Action has been taken to meet
these requirements. (1st quarter
(4) The Board discussed procedures whereby personnel
are selected for the more significant senior exter-
nal training opportunities (e.g. the Harvard Advanced
Management Program and the Senior Service Schools). The
possibility of Agency-wide screening was discussed. It
was agreed that the supervisory echelon and particularly
the Heads of Career Services should accept the p ? ="7
responsibility for making nominations for key development,
and training programs. let quarter 7
(1) The Administration Career Board continued to review
applications for membership in the Career Staff.
This review involves the verification that applications
are endorsed by the individual's supervisor or heads of
compo nts2 and a careful examination of the individual's
official Personnel Folder.
(2) The backlog of applications has been reduced sub-
stantially. At the end of the second quarter there
were only fourteen applications reviewed which have not
been acted upon by the Board.
Prior to the first quarter the Administration Career Board
and the Deputy Director (Support) had requested that the Direc-
tor of Personnel accomplish a major survey of all administrative-
type positions, both domestic and foreign. The compilation of
this information is an essential part of the planning for the
career development of individuals. During the first quarter the
study was launched by means of representative desk audits and a
widespread dissemination of qualification questionnaires.. The
progress of the survey is being followed by the Secretariat
the Administration Career Board.
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2. Office of the Cozas stx l.l.er Caree:
a. Meetings (Not reported)
b. CIA Career. Staff
25X9A2
The Chairman of the Board recommended to the CIA Selection
Board that it consider including in the criteria govex .ng de-
termination of suitability for selection into the CIA Career
Staff a requirement that each applicant's record with respect
to the discharge of responsibility has been satisfactorily dis-
charged. The determination in this matter should include review
of the official financial records maintained by the Office of the
CCaptroller. This proposal was accepted by the Selection Board
and all cases are now reviewed by the Office of the Comptroller
for determination of those cases that should be called to the
attention of the Selection Board because the records reflect
delinquency.
W . Training
The Board reported that a total of 0 SD-SF employees com-
pleted training courses during the first six months of 1955.
Internal Training External Training ..
Internal Training External 'Training
d. Financial V ge nt Handbook
Finmajal Management Handbook.
e. Statistical S,.Lmmary of Board. Operations*
Deputy Director (Plans) in the preparation an issuance of a
the Office of Training and representatives of the Office of
25X9A2
(1st quaarter)
(2d quarter) 25X9A2
Two employees were given the assignment of wor1ing with
CIA Career Staff Applications . . .
Special Fitness Reports . . . . . .
Waiver Tests for R sloyees Sched-
uled for BCC "raining. . . . .
Assignment to the Field . . . . . .
Reassignment of Overseas
Returnees . . . . . . . . . . .
let
uaxter
This statistical report was compiled from items
of information included in the quarterly reports
and does not reflect al...l the activities of the
Board.
2d
gager
25X9A2
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Office of c ni.cations Career Service Board
a. Meetings (tot reported. 7
b. Fitness Reports
The Fitness Report was discussed is detail, with particular
regard for the wide variance of standards pro sent ly applied by
the evaluating officers. It was determined that a mitice would
be distributed throughout the Office of Commmications potntin.
out the deficiencies noted in the Fitness Repots r ceived to
date. Another such notice will be published If a .d.:.tio de-
ficiencies are noted in the future. flat q axter `'
a. Career Program for Military Personnel
The Board discussed the possibility of for'vlatin, a career
program for those military personnel pvosently on duty with the
Office of Co t+x ications who have been approached with regard to
`"civili? nizing" upon copletion. of their military tours. It is
.
believed that such a program would ensure career consideration
along with civilian contemporaries. The Administrative Staff
has been. requested to submit a proposed program to the Board for
consideration.
d. Rotation
(1) The procedure has been established and impleannted
whereby copies of Board actions pertaining to
rotation will be forwarded to the field. This procedure
will eliminate the mazy separate papers (evaluations., bio-
graphical information, etc.) now being see v. One copy of
the Board action will, be sent to the individual's present
location which will inform lair of his next a.ssi t, and
one copy will be sent to the. area to which the individual
will be rotated, which will notify the Chief of the Area
of an individual in process for his Area.
(2) To strengthen the Office of Ccmmmications' one-man
stations, the policy has been adopted that onal.y
second-tor individuals will be rotated to fill these
positions.
e. Service Designations
The advantages and disadvantages of having the career
designation. of personnel occupying administrative positions con-
verted from "CO" to "A" were discussed. It was determined that
the problem will be presented to the /S senior Board as soon as
possible. (1st quarter)
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f. CIA Career Staff
The Board adopted the policy of recommending that A.l.--
cations for Membership in the Career Staff of personnel married
to foreign nationals be tabled until such time as the earlQyee 4 a
cryptographic clearance is reinstated. It was further decided
that the Board will not recom nd personnel. for medlicership in the
Career Staff unless they are agreeable to accepting overseas
assinta within conditions specified in the Application for
Membership in the Career Staff . (2d quarter, 7
Tr?an?nafers of Personnel
(1) Transfers of Office of Coaa3m.inicatiOus personnel to
other CIA offices have been. suspended i:w"A l the
present critical shortage of personnel is alleviated. Re-
quests for shopping are still being processed with the
stipulation that the individual. cannot be released ,at this
time. (1st quarter
(2) For the resslotting or transferring of personnel where
no promotion or change ia post is i rolved, the
following policies were adopted:
(a) The division or staff concerned may approve
intea-divisional or intraa-area transfers up
to GS-13-
(b) A Career Service Board actions is required' for
inter-divisional or intra-aarea transfers up
to GS-13-
(c) Ad Hoc Comittee approval is required for
transfers of personnel 08-13 and above.
h. Career Development Programs
25X1 A9A Mn Office of Personnel, was invited to
the Board to discuss various career development Program pres-
ently operating in the Agency. Eligibility criteria and other
aspects of Junior Officer Trainning were J nior Career Development,
and Career Development proms
1. Statistical Sum of Board Operations 2d
t
Rotation. . . . . . . . e e ? . a
Promotion . . . . . ., . . . ? . .
Extra-Scheduled. Promotion Requests.
1s
carter uarter
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loyr ut Prospects Reviered . . .
Tours Extended . . . . . . . . . . .
Requests for Release. . . . . . . .
Requests .. P x r?iage to Foreign
Nationals . . . . . . . . . .
CIA Career Staff Applications . . .
Requests for Equivalent Military
Training Program . . . .
Non-Agency Training Requests . . . .
Ad Hoe Con .ttee Actions Reviewed .
Cases Tabled . . . . . . . . . . . .
Total Humber of Cases . . . . . . .
1st 2d
SO IftrtPr Oim.rtp i.
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4. Logistics Career 'Board
a. 2Meetingss: let quarter - three; 2d quarter - three.
b. Assignment: Policies and Procedures
(l) Members of the Logistics Career Service are now
being selected by the office of Logistics for
specific field and headquarters assignments. The old
panel system that a .lowed Area Divisions to make a
selection from s several employees has been abolish-
ed. (lsst quarter)
(2) A "rotation and reassig .ent plan" was developed
by the Career Management Officer Logistics, and
adopted by the Board. n et quarter This plan has
aided in reducing the number of Logistics in-casuals by
compelling the area divisions to consider LO designees
completing field tours, and to provide appropriate
positions for them.
(3) To further implement rotation, reasssigs nt, and
career planning, a visual. index control system ha.1
been established for all 1,0 desagnated positions in the
Deputy Director (Plans) org ni. ,ation. ]logistics Posi-
tions within the Deputy Director (Support) organization
and elsewhere in the Agency are currently being identi-
fied. OF-4B cards (Personnel data cards) have been
established on al -I --SL loyeess. A flagging system
h been established in cor: junction. with the previously
mentioned index system that en8bles the office to flag
positions where the incumbents are due to rotate ' ithin
the ensuing eight months. The DDP Area Divisions are
querried by the C, Logisst ics, regarding these cases
as the necessary Field Reassaignmeft questionnaire, Form
No. 202 or vacenzy reports have not always been received.
As of 30 June this procedure enabled the Logistics Office
to staff the field positions in the. DDP Areas throe. ;h
September, 1955.
(4) Tileposition rove=.ntory Record reflecting essential
information concerning all, LO designated positions
(field and departmental) has been established. This
record plus the Roster of Staff. Employees with
assigned )-SL, vhich is supplied monthly by the Office
will be
of Personnel, ensures that all SL designees
periodically considered by the Board for reassignment,
rotation, or promotion in a systematic mnner. Estab-
lishment and use of thIss recore:i '.crass considerably improved
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the quality of career management being afforded, SL
designees, One problem in the rrr:.i arena ee of this record
involves a lack of current info daljon concerning I
designated positions and employees outside the Office at
Logistics in both field and depsrtmanta1 C s one :,-ts. To
resolve this problem, request hv.s been : ,dde of tc Ct [c
of Personnel that the Office of Logistics be placed on
distribution lists to receive T /O change autbox?L2atio, s r
S'a5O's and approved SF-52`s concerning 17. posit-Was wad
employees located outside the Office of Logistic .
C. Reassignment of Overseas i etu
In compliance with Logistics earaployees serving
overseas are being advised regarding their next assignments prior
to the completion of their field tour.
d. Extensions of Tours of Field Duty
During the first quarter the mod established the policy
that extensions of two-year tours of duty for Logistics employees
serving overseas are not being granted except in unusual circum-
stances .
e. Service Designations
Effort is being made to correct improper Service Desig..
nations assigned employees within the Office of Logistics.
f. Statistical Spry of Board Operations
CIA Career Staff Applications rt
Assignments to Area Divisions for
Specific Field Assignments
Notifications of Reassig nt
for Overseas Returnees . .
Reassignment Actions. . . ., . . .
1st 2d
9MMI&C Suarter
25X1
25X1A9A
/-Not
reported 7
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a. Meetings: lst quarter - eleven; 2d quarter - eight.
Policies and procedures for the recruitment of physicians
and psychiatrists, respectively, were reviewed during the first
quarter. This has developed into an extremely helpful oper-
ation, fuYr?nishing the necessary link between procurement and
career development.
C. Policy for Review of Personnel
(1) A periodic review of all medical personnel to ensure
proper grade and assignment was initiated during the
first quarter. The annual Fitness Report is the occasion
for this review. Documents reviewed are Fitness Reports,
Career Service questionnaires, date of Grade List, and list
of current and future vacancies.
(2) Special Fitness Reports are reviewed by the Board.
(3) Career development planning is is licit in the annual
review of each individual. Longer-range career
planning for all personnel, i.e., for as much as five years
is viewed at this time with some misgiving.
d. Problems - Shortage of Personnel and Grades for Non Physician
Personnel
(1) Shortage of personnel is perhaps the greatest single
problem of the Medical Staff Career Program; thus
many opportunities of a training or career development
nature have been necessarily forfeited. Action has been
initiated with the Office of Personnel regarding this prob-
lem.- (2d quarter]
(2) A second problem is that of the paucity of grades for
non-physician personnel above the grade GS-9 level.
This has resulted in a distorted distribution of grades
and less opportunity for the promotion and development of
capable and deserving personnel. Actions have been initiated
with the Manv&ement Staff that should improve this situation.
(2d quarter
e. Fitness Reports
The Board recommended that action be taken to correct the
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demonstrable inadequacy of the current Agency Fitness Report.
(1st quarter)
f. Copies of Personnel Actions
The Board recommended that the parent career component be
furnished an information copy of all Office of Personnel de-
cisions affecting personnel assigned outside their parent office.
(1st quarter
g. Training
(1) The semi-snnual review of policies and procedures con-
cerning the training program for medical personnel was
conducted during the second quarter. This review revealed
that although 21% of the Medical Staff received some form
of Agency-sponsored training during the calendar year 1954,
the number of personnel in training each month was well
below the percentage recommended by the Office of Training.
It was the feeling of the Board that the current action
being taken to augment the Medical Staff Table of Organi-
zation with the current effort will soon enable the Medical
Staff to place more personnel in Agency training.
(2) The Board requested that the Office of Training be
contacted concerning the problem presented by the
short-term physicians used by the Agency. Shorter or
part-time courses are recommended in such cases. ( 2d
quarter
h. Reassignment of Career Planning for Overseas Returnees
A procedure has been developed whereby the receipt and re-
view of a Field Reassignment Questionnaire, Form No. 202, by the
Board is followed by a letter to the individual concerned from
the Chairman of the Board. The letter acknowledges receipt of
the questionnaire, assures the individual that his preferences
for assignment will be duly considered, and informs him, if
appropriate, of what career planning is being done on his behalf.
This letter should arrive approximately six months prior to the
individual's return to headquarters. Several such letters have
already been dispatched, and indications are that they have
produced a salutary effect.
i. Assistance to the Board
The Board has received singularly effective assistance
from the Technicians' Panel and the Placement Officer from the
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Office of Personnel. The attendance of the Placement Officer
at Board meetings has been remrkably satisfactory; technical
matters that previously might be deferred for consultation with
Personnel officials are now settled at once.
J. Statistical Summary of BoaaNI Operations
lst 2d
Quarter Quarter
Assignment .Actions. . .. . . . . . .
Promotion Actions . . . . . . . . .
Training Requests . . . . . . . . .
Career .0.,taff Applications
Field Reassignment Questionnaires
reviewed. . . . . . . . . . . .
Fitness Reports reviewed. . . . . .
Training Evaluation Reports
reviewed . . . . . . . . . . .
Requests for extension of overseas
tours . . . . . . .. . . . . . .
Requests for attendance at
professional conferences . . .
#1
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Personnel Career Board
a. Meetings: lst quarter - one; 2d. quarter one.
b. Reorganization
During the second quarter the Personnel Career Board (PC)3)
was reorganized. The new charter, set forth in
established the Executive Committee of the PCB and the Planning
Panel. The Executive Committee of the PCB acts for the Board
when it is Impracticable to call, a full meeting of the Board.
The Planning Panel is a subordinate Panel. of the Board to assist
the Read of the Personnel Career Service in implementing the
personnel career program for SD-SP employees.
(1) A series of 37 lectures was conducted to broaden
the professional personnel knowledge of members of
the Personnel Career Service. All members of the Office
of Personnel and other SD-SP individuals were eligible
to participate. Presentations were scheduled from 4:OO
to 6:OO p.m., Tuesday-Wednesday-Prix each week. The
enrollment was greater than expected but attendance soon
dwindled to approximately 35 per class. A survey revealed
that pressure of work, lack of transportation, and other
commitments and annual leave were major reasons for ab-
sences.
(2) Plans are in progress for the continuation of the
Personnel Lecture Series this fall.
d. Instruction in Classification and W Ze Administration
The Classification end Wage Division of the Office of
Personnel plans to sponsor a course of instruction in classi-
fication and wage administration for SD- individuals at the
junior level, probably grade 08.5 through grade G11-3-11. It Is
planned that this course will, be started in October with 20
half-d sessions, and will include practical problems relating
to job audits and surveys.
G. Trainee Program
(1) An Office of Personnel intern-type training program
for specially selected individuals was conducted
during the reporting period. As of 31 March 1955, ten
trainees were assigned to the program at C8-5 and GS-7
grade levels. The purpose of this program is to provide
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the Trainees with thorough familiarization training in
all of the major functions of the Office of Personnel.
Upon the completion of this training, the Trainees should
be qualified for a variety of assignments in the field of
civilian personnel administration.
(2) The most significant measure of success of the program
is the number of requests that have come from Division
and Staff Chiefs of the Office of Personnel for the assign-
ment of these individuals to their respective areas.
One to ten-day briefings set the standard pattern of orien-
tation requests fulfilled by the Office of Personnel. Thirty-
three persons in 1955 have received these orientation briefings.
Since each briefing had to be geared to the individual's needs,
many man-hours were involved in the planning and the briefing,
but the program is considered worthwhile.
g. Personnel Newsletter
The Office of Personnel Training Officer developed a monthly
personnel information publication for distribution to all SD-SP
individuals. Three issues of the Newsletter have been published.
The July issue, which was distributed to all administrative
offices in the Agency as well as SD-SP employees, had as its
central theme the reorganization of the Office of Personnel.
h. Individual Career Development
The Board is studying a proposal for a Career Planning Pro-
gram for individuals in the Personnel Career Service. A draft
of an Office Memorandum outlining the policies and procedures
for the preparation and implementation of Individual Career De-
velopment Plans is currently being coordinated within the Office
of Personnel. (2d quarterJ
i. Statistical Spry of Board Operations'
lot 2d
quarter quarter
CIA Career Staff Applications . . .
Vacancy Requests. . . . . . . .
Rotation Plans. . . . . . . . .
Reassignment Plans. . . . . . . . .
Junior Career Development
Applications . . . . . . . . .
is statistical summary was compiled from items of
information included in the quarterly reports.
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ce of Security Career Service Bor' it
a.. Meetings 1st quarter ._ three; 2d quarter ... six W
b. Career P laming for Personnel to be Assigned Overseas
A major accomplishment of the ilia during the first quarter
was the implementation of a program of t electio and traini of
personnel on a long-range basis for :fc r-,ure asai at nts tc rtertairt
Security Officer slots at overseas stations. The personnel in-
volveei are ten candidates for the FE area, nine. candidates for the
EE area, and two additional eamiidattes aca substitutes or reserves
for other possible assignments which ma; becse requirements in
the future. This program allows su.ffficient time for objective
study and selection of appropriate individuals for particular
assignments and also affords sugale ti for the proper training
of such personnel for their fixture d .Ries a To this connection,
twelve of the selected persons were given a three- reek special
Security Officer Field Course in April. It is believed that this
program of .bang-range selection and training w$.11. prone valuable
not only in prca;riding the Agency with competent, well-trained aza,
experienced security officers at overseas stations,; but by
affording the individuals 'so assigned sufficient time to per.
their personal affairs adequately to fit into Agency plans anet
also assure the incumbent security officers overseas of prom.
and capable replacements at the end of their tours.
c. Assignments
Replacements and assignments for overseas security officers
were planned by the Board, personnel, were selected and arrange-
ments made for the scheduling of traaining in order to fulfill
their assignments at appropriate times. '2d. quarsaerJ
d. Reassignments for Overseas Returnees
Domestic assignments were made for ten Security Careerists
scheduled to return from overseas during the period between
January and November, 1955. These assignments were based on
the reviews of Field Reassignment questionnaires., Foxe: No. 202,
submitted by the personnel concerned, their service records, and
other information contained ir their Office administrc tiive files.
The individuals were notified of their next, prospective assign-
A.
ments upon completion of their current tours of duty.: ('1squarter'
e. Fitness Reports
A representative number of Reports on headquarters and
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field personnel were reviewed to observe and compare the stand-
ards set by various evaluations, and in some instances to in-
spect the accuracy of the Reports:, rlst guarterJ
(1) During the first quarter the Board reviewed all
promotion recommendations submitted by other offices
for Security Careerists assigned to their components. It
also reviewed a selected number of recommendations for
promotions in high grades within the Office of Security.
As a guide in these reviews, in order to avoid overlooking
the advancement of better qualified persons, consideration
was given, on a comparative basis, to other eligible per-
sooel on such subjects as educational background, non-
specialized experience, specialized experience, length of
time in grade, personal qualifications, and service records.
This method of review affords a means to insure the con-
sideration for development of all eligible personnel.
(2) During the second quarter eleven promotion recommend-
ations submitted by other offices for Security Career-
ists assigned to their components were reviewed and appro-
priate action was taken in each case. The Board, in con-
sidering these cases, compared their records of educational
background, longevity, experience and fitness reports with
the records of others within the Office of Security to
insure proper consideration of all'employees.
During the reporting period. Applications for Member-
25X1 ship in the CIA Career Staff - lst quarter; 12d quarters7
were reviewed, approved and forwarded by the Board. During the
second quarter one person, who had previously indicated an un-
willingness to accept the responsibilities of membership, in the
Career Staff for personal reasons, was interviewed. His intent
to make a career with CIA and to fulfill the obligations of mem-
bership in the Career Staff were clarified in a mem~nrsndum which
he later submitted to the Selection Board..
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8. Office of Training Career Service Board
a. Meetings*. 1st quarter - six; 2d quarter - six.
b. Individual Career Development Plans
(1) The Board reported that the most significant activity
during the orting period was the. implementation. of
which requires the preparation of
career development plans by all employees in the Office of
Training. During the first quarter all persons in the
Office of Training prepared vrittteu. career? plans covering
job assignments, rotation and training for the next five
years. As of 30 June 1955, the Board has reviewed the
plans of over half of the OTR employees.
(2) Certain policies regarding eligibility and sponsor-
ship of external training, rotation of clerical and
administrative personnel, and tours of duty have evolved
out of the discussions on individual plans . Procedures
have also been developed to facilitate the presentation and
review of the plans. (2d quarter]
(3) The Secretary of the Board has prepared for the Board
. a study proposing a system of initiating and keeping
current career plans for OTR employees who are on rotation-
al assignments in other components of the Agency. It is
anticipated that these persons will be sent specific in-
structions on career planning during the month of August.
c. Rotation
(1) The Chairman of the Board directed that a staff study
be prepared regarding the problems of rotation of
instructor personnel between OTR and the other components
of the Agency. Such a rotation is vital to the Office of
'Training because its mission can be accomplished only if
it has a continuing influx of experienced personnel who can
teach the latest doctrine and practices. As an interim
measure, the Board requested the Deputy Director (Plans)
to publish a notice to 'the effect that a tour of duty in
the Office of Training by DDP personnel would be valuable
for the person's career development. (This notice -
was published 14 March 1955.1
f
(2) During the second quarter the Board approved OTR
This regulation. outlines the
policies and procedures in the rotation of OTR instruct-
ors, with the Board approving release dates and conditions
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~~ordi tt t x ",.h' of t i ':$a
and the Perso l Section
other Agen ,y cO onents
25X1A2G
25X1A2G
x
,
t
enters .4 exte .ed external t Ei Eb wk+T ,aZ i. ~
? io i t.c?r ~ahr a a P, s' '.
;
he Agency pro otion
offices of
tern al. Training School was a rlue ited. tr r l p ?rasori
tr r mis practices of proazaot,t'N pa rsoP;p
k2) 1he e r'et ?y prep&red a . r .t " study the
ate the selection, with the
pates arise. ,C` . q er ,
a g+a_ ation pof.Tats out that rrac arf . a will be fl' 10-c T eDcl.oyeee where possible, .?es the Pi r n e1
Offtcer the authority to rer{:c d c, 4 i.d tes ,;3d coo. ?dt..'a-
versa.?. potions within the off 1 e ? Tra.ni d 171Lx u
d. 'r1o ?,b T"iOO.
fh i ,
(1) e r approved
OTR
str a:';:i.shed a for=2 9,1i.? r : egar4:?, 4c r s t ;:.. n .
gut e uw_5
(3) Ina staff stay, the Board fc, ,x cry ec4 r?w -
nendatio of the Secretary :NY , a i=aa . wage Gerd
personnel et It vas -ec.ex& ell that, cma'y
outst in? persons be 'nominated for pr; y;i.s n to the
fourth step, that each norm tiof.a hh= co y3etei: ?w stifieed,
and that after approval at they be. rev.iewed Yd
the. Personnel Section, Headq x e.ar. , for the Director o T
Training. (1st qr ^te:rJ'
(4) The Board and the Clerical 'rc>fessia l Pro-
ion Panels revieved each rit'h a al pe ?sc)ns who
had completed the time in grade ;-ectxire ts for pro-
motions. When deserving persons cannot be placed in prw:wu,
aotahle slots, the Board eupha.si; ed, car ".-Y. p. anrdng to
give the person an opportunity to d,evel.op in, additional
areas. The Board approved. 38 prta ..tio , incIme.Ing 11
Junior Officer Trainees on military duty, during the
first quarter. During the. seconi quarter ,).4 persons
reccc ndca for promotion by the C . rig a