WHAT A CAREER IN CIA MEANS TO YOU

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000900040039-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 16
• Document Creation Date: December 9, 2016
• Document Release Date: August 13, 2001
• Sequence Number: 39
• Content Type: REPORT

_RDP8026R0009000400A9-1
WHAT A CAREER IH CIA ;MEANS TO r4U
This booklet has been designed primarily for
new CIA employees in order that they may
better understand the full meaning of a career
of service with the Agency. Those employees
who have been longer with CIA will already be
aware of mach of the information presented
herein, and many of them have actively partici-
pated in developing various aspects of the
Agency's Career Service Program. In the belief,
however, that even the "old hands" will find
the booklet interesting and informative, it is
being given to all employees.
This is the story of and his career with CIA. It's actual-
ly ma h more than the story of one man. It's a description of a Career Service
Program that is unique to the Government. This booklet describes the program
t
career employee. Finally,
25X1A9a
o
primarily in terms of what it means
this is your story. Everything which happen to
can or will happen
25X1A9a
to you.
The Career Service Program of CIA bas now been developing within the
Agency for several years. It is well under way and will continue to improve. It
is primarily your program, not a management device or a product of a benevolent
or paternal association. It will be what you make it as you participate in it.
25X1A9a has, in this booklet, a variety of different experiences.
All of them are possible to the career employee of CIA, but here in this one pack-
age all of them do happen to This could be the story of
too, because in CIA women share equally with men the opportunity for a
It is necessary to point out that all of the things which happen to
in this booklet are not necessarily authorized by Regulations, at the present time.
Some of the processes he finds himself in, some of the benefits he receives, and
some of the things which, in general, happen to him are not possible at the moment
this booklet was prepared. Some are almost ready and others are still just being
studied.. Together, however, they form a picture of a program, parts of which are
already in operation and other parts of which are being prepared at the present
As we first see he has no association with CIA. He could
be an employee of another Govern*e t agency. He could be an instructor in a
university. He could be a big game hunter or a university student. For the pur-
25X1A9a pose of this story, however,
has had a general education, some foreign
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travel, staff work in a government agency, experience as a platoon leader in the
Army, and extensive experience in liaison and public relations work for a trade
association.
25X1A9a The prelude to his connection with CIA comes about in a way that won't
begin to touch directly until somewaht later. The Office of Collection
and Dissemination submits a requisition for Mr, or rather, for some 25X1A9a
potential careerist like him. Under the Career Service Program of CIA there are
several interesting and unique things about this requisition. First, an examination
of responsibilities and work load has indicated that a certain type of individual
is required to assume a set of duties and responsibilities, and this information
has been incorporated into a personnel requisition. The fact that a requisition is
submitted means that the requester knows of no other career employee in the Agency
who is both available and qualified for the specific job or type of activity that
has to be done. Secondly, the requisition reflects a decision that there is a
permanent, continuing need for a career employee of this sort. It reflects the
decision that there is a career for the person to be employed with gainful product-
ive work for him to accomplish.
Perhaps your specialty is clerical or secretarial work. You also were
selected for your potentiality and your capacity to develop your skills and your
value to the Agency, and the requisition which concerned you indicated that there
was a permanent continuing need for a career employee like you. One of the Agency's
greatest hopes with respect to clerical and secretarial personnel is that these
employees will seek a career with CIA and will seize the opportunity to develop
themselves to assume progressively more responsible duties in administration and
in the "professional" activities of the Agency.
It is to be noted that the requisition described above would not neces-
sarily be accomplished for a certain type of agency career personnel. You may have
been brought into CIA as a Junior Officer Trainee. This meant that you were not
the subject of a requisition for a certain type of position which should be filled
by a career employee. Under these circumstances you came in because of.the
recognition by the Agency that there is a need for Junior Officers who have perhaps
no specialization and who are not requisitioned to fill a specific position, but
who will be able, with appropriate training and experience, to assume perhaps many
different kinds of positions. Such personnel are selected for their characteristics
and potentiality rather than for specific occupational experience.
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To continue with the story of the Agency is taking action
to find their man or woman to meet the requisition.
may be contacted and. the exact method in his case is not important.
The Agency finds him and determines that he is interested in a career with the 25X1A9a
Agency, and that he appears to be the man needed. As a result, enters
the process known as initial selection.
The initial selection of career employees is one of the most painstaking
and important personnel operations which this Agency conducts. It is not the in-
tention of this booklet to describe it in detail. In brief, however, he and his
background are examined carefully by security officers. medical officers check his
physical capacity and condition for long-range service with the Agency. Personnel
officers review his qualifications and determine the degree to which he matches the
personnel requisition. It is recognized that this is a very brief picture of ex- 25X1A9a
tensive procedures adopted by and developed within CIA. Nevertheless,
the candidate for career employment, is screened with exceptional care to make sure
that he has the potential and the qualities that the Agency needs.
In order to tell of an important aspect of the initial selection process,
it is necessary to indicate that Scot is being considered for employment as an In-
telligence Contacts Specialist (International Conferences) in the Office of Collection
and Dissemination. Within OCD there is a certain group of persons who will be in
closer and closer contact with Scot as his career progresses. This group is the OCD
Career Service Board. It is one of a number of Career Service Boards throughout
There are many ways in which
the Agency, each concerned with a particular type of career employee. In one major
component a Clerical Career Service Board has been established to concern itself
exclusively with the utilization and development of all clerical and secretarial
career employees within the ccMponent, and other major components are considering
the establishment of similar Boards for clerical personnel. To return to the
25X1A9a
Board which most concerns the Assistant Director/Collection and
,
Dissemination is the Chairman of the OCD Career Service Board. The members of the
Board are all top division and staff chiefs in OCD, and the senior men in those 25X1A9a
specialties. They may play a direct part in the initial selection of
They may provide each office and person involved in the initial selection process
with a set of standards to guide them when selecting persons for OCD activities.
As a result is being considered for employment in the light of the standards
developed by the Career Service Board which will be most directly concerned in
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his career with the Agency. In this way the Board contributes to selecting new
employees who have the desired potential for a lifetime career with the Agency.
The OCD Career Service Board has its counterpart in each major sub-
division of the Agency. There are more than 20 Career Service Boards, and each
is responsible for planning the utilization and career development of a group of
career employees. Coordinating these Boards is the CIA Career Service Board.
It provides the others with policies, it monitors and reviews their activities,
and it gives needed advice and guidance. Its members are the most senior officials
in the Agency who serve "in addition to their primary duties". Every decision
which they make has a direct bearing on you and your career, and they meet very
frequently.
passes all of the selection processes with flying colors
and is employed by the Agency. Although he has entered on duty he is nevertheless
in a provisional period of employment. He cannot yet be called a career employee.
Before he attains full career status of the type that we have in CIA he must suc-
cessfully complete his provisional service and be accepted for "career status"
with the Agency.
By the time that you enter on duty, the Agency has already made a size-
able investment in time, effort and money. This is only the beginning of the much
greater investment the Agency makes in each career employee. for 25X1A9a
example, like any employee is rather soon exposed to Agency indoctrination and
orientation. He attends courses on the organization, mission and functions of CIA.
He receives security briefings. He is briefed on personal and personnel affairs.
After he finishes this training he realizes the Agency's strong interest in
training and may expect that as he assumes his first duties he will also receive
on-the-job training. This is quite true, but something else may happen to
before he is placed on the job. He may find himself engaged in a
3 month rotation type of training during which he goes to different OCD activities
as both an observer and a trainee. This rotation training was planned by the
OCD Career Service Board even though he may never have had the chance yet to meet
the Board. This happens because the Board and the Agency both have made the
assumption that Scot is going to be with CIA for a long time and that this
rotation training within his specialized area would give him a good start. An
interesting thing to note is that the rotation training given to 25X1A9a
was tailor-made for him and was designed to provide him with the specific
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kind of orientation and indoctrination which he, as an individual, seemed to need.
During all of this training, whether standard Agency training courses or special
training arranged by the OCD Career Service Board, _is continuously evaluated
to measure both his performance and the potentiality which he displays. The re-
sults of these evaluations become part of his record and are significant guides
to his further assignment and training.
When is finally placed on the job he is still in a provi-
sional service period. During this period he is observed carefully. His
performance is evaluated. The qualities and characteristics which he displays
are noted. His supervisors are watching and analyzing him, not with the idea of
trying to find him unproductive or ineffective, but rather for the purpose of
helping him in every way that they can. They hope that he demonstrates that he
has the qualities which CIA requires of its people. To them he represents a
potential life-time career employee. He represents commercially perhaps tens
of thousands of dollars but, much more importantly, he is a part of the national
intelligence effort. Therefore, during his provisional service period he receives
constant guidance. For example, several months after he assumes his set of duties
he is contacted by a Placement Officer who, by interviewing both - and his 25X1A
supervisor, determines that he is correctly placed and is functioning effective-
ly. If he is not, the Placement Officer recommends reassignment or other action.
There is a great deal of effort during this provisional service -period to help
the new employee and also to verify that he is the sort of employee to whom
the Agency wishes to offer a career.
Shortly before the end of his provisional service period several things
25X1A9a happen in rapid succession to First his supervisor prepares a
final report of his evaluations of Scot throughout their association. This
report may include ratings on various qualities, a discussion of his attitudes
and motivations, a report of his performance in his job, a review of his charac-
teristics, or other methods for indicating whether or not - seems suitable 25X1A
for long-term career service. The next thing that happens is that _ OCD 25X1A
Career Service Board independently evaluates him. The members of the Board may
have a broader point of view than the supervisor because they are thinking
of his suitability for career service both throughout OCD and Agency wide.
The third step in this career selection process is that all information
25X1A9a concerning is reviewed by a selected panel of examiners
in a procedure somewhat similar to that of the Foreign Service of the State
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Department. The examiners in his case will have no connection with OCD.
The purpose of their examination of his record, and possibly their interview
with him, is to determine whether or not he is suitable for a career of
service with CIA. It is to determine if he has the potentiality for develop-
ment. It is to determine if he possesses the personal qualities desired by
the Agency. The examiners review all the information in the hands of the
officers and offices who participated in the preliminary selection of - the 25X1A
results of the evaluations by his supervisors, and the information concerning
Scot which was prepared by the Career Service Board. Their decision for the
CIA Selection Board is the final step in the process.
25X1A9a
A significant change in the status of is accomplished. He
officially assumes the status of a career employee. His records are so noted. He
begins to receive the benefits, rights and provileges which go with his career
status in the Agency. He also assumes certain obligations to the Agency which
25X1A9a
accompany his status. When passed the CIA Selection Board and there-
fore was approved by the Director of Central Intelligence for membership in the
Agency's career service, he was in effect joining, with career intentions, a
unique Federal activity. He can expect certain obligations to be imposed on him
as a result of the unusual nature of the national intelligence activity, but he also
will receive substantial benefits, both directly and indirectly. Career status with
CIA has been described as a sort of contract between you and the Agency with the
mutual intention of a long-term association, as joining a group of people who work
together in a dedicated effort to accomplish the national intelligence goals, and
as forming an association in which you will receive advancement commensurate with
demonstrated ability, and an opportunity for a satisfying and rewarding life-time
career. Perhaps the simplest way to paint this picture is to continue with the
25X1A9a
story of
25X1A9a if were a Logistics specialist, he would have been given
the career designation of that Board--"CD-LOI' (Career Designation, Logistics).
25X1A Since =is with the OCD Career Service Board, he has been given the career
designation of CD-CD (Career Designation, Collection and Dissemination). As
long as he carries this career designation the OCD Career Service Board will be
closely concerned with his utilization, training and development, and will be
taking other action to provide him with a rewarding career during which he can
expect to work productively.
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learns that one of the most significant features of the
career service program within the Agency is the individual career development
plan. There will be such a plan for you. Your plan is a logical estimate and
prediction as to where in your career you should be years from now. It is more
than a prediction. It is a schedule and a series of recommendations for getting
you there. It is based upon an analysis of your qualifications, performance and
potential. It is the best estimate of the type of work and the kinds of positions
in which you have the greatest value now and the greatest potential ability for
the future. It is based to a large extent upon your own wishes and your occupation-
al goals and interests. It is considered when personnel actions concerning you are
proposed and it serves as a guide to your assignment and reassignment, to your
training, to your rotation, and to other aspects of your development. It is a
statement of the direction in which your career will probably develop most effect-
ively for the next few years and it is an outline of the actions required for this
development. In summary, your career development plan is a frequently reviewed
recommendation as to how you may be developed to be of most value to the Agency
and to have a rewarding and satisfying association with the Agency throughout
your career.
The OCD Career Service Board develops an individual career development
plan for It is made to his specifications in the sense that a
tailor designs a suit of clothing. It represented the results of the OCD Career
25X1A9a
Service Board's evaluation of It is based upon the Board's knowledge
of the future personnel requirements of OCD and other Agency activities. It could
25X1A9a
even (and frequently does) recommend that a be developed for another
type of activity within the Agency rather than in OCD. The plan presents recom-
25X1A mendations as to how can be groomed and developed so that he advances in
accordance with Agency requirements. It specifies training courses to develop
him for the future, assignments to equip him with the knowledge he should possess,
rotation training to broaden his experience and overseas duty he should experience.
The essential feature of all career development plans is that they are
25X1A9a
25X1A9a individually designed. The plan for is not just like the plan for
25X1A
anyone else, just as differs from all other people. The plan is revised
25X1A9a whenever necessary. It is extended or it is changed. It will be changed if
fails at a certain type of work, or when a certain type of activity is
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found to be of lesser importance because of changed emphasis in the National In-
telligence objectives. It will change if shows new potentialities 25X1A9a
or develops new interests. It is flexible and adjustable, but is continuously
projected into the years ahead and represents a systematic plan for individual
development.
The career development plan for is submitted to his or-
with respect to Finally, a record of the plan is kept by the Career
Service Board in order that they may consider it whenever faced with proposals
concerning his utilization and development.
The question has been asked: "Do I have anything to say about what
appears in nay plan or is it all a paternalistic, benevolent decision by a Career
Service Board?" As presently conceived, you will definitely have something to
say about what your plan recommends. Some Career Service Boards are already es-
tablishing ar-angements whereby the career employee is interviewed with respect
to his career development plan. During the interview he tells what his occupation-
al interests are, what types of work and activities he likes and dislikes, what
kind of offices he prefers to be associated with, and similar information. Such
information must be considered by a Board when preparing development plans, because
in the long run the individual does his best work when he is engaged in work which
ganizational component with the recommendation by the Board that it be implement-
ed. A copy of the plan is placed in the official personnel folder in order that
those who consult the folder may be aware of the planning which has taken place
25X1A9a
he likes and in which he is interested.
Many things happen to during the years in which his career
with CIA unfolds, just as many things will happen to you. For example, he is
recommended by his supervisor and his office for a training course. A decision of
this sort is made carefully and with full consideration of the interests of the 25X1A9a
office and the Agency. Nevertheless, has the career designation of
the OCD Career Service Board, and therefore this Board reviews the training request.
25X1A9a
Is this training course an appropriate development action for
Would this training course conform to the career development plan developed for
Does it represent a proper utilization and development of him, and
an action suitable to his own career interests? Does this training steer him
perhaps in the wrong direction considering the future personnel requirements of
the Agency? The OCD Career Service Board considers these points and others when
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25X1A9a
reviewing and approving training requests for .
The Agency' s career program embraces many types of training. The Office
of Training conducts regular courses on Intelligence subjects. Arrangements are
frequently made for career members to attend established courses at U.S. colleges
and universities. Language training is given, attendance is provided at Service
25X1A9a
schools including the National War College
Clerical train-
ing and clerical refresher courses of several types are offered, as well as special-
ized administrative training courses. These few examples are only illustrative of
the very wide variety of different types of training offered by the Office of Train-
ing, or for which it makes arrangements.
25X1A9a is recommended for promotion by his supervisor and by his
office. Such actions are carefully reviewed by the Personnel Office which certifies,
among other things, that he is qualified for the position to which he is being pro-
moted. Nevertheless his Career Service Board must review the recommendation for
promotion. It is possible that a single Career Service Board, such as the OCD
Board, may have developed special requirements for promotion of people with that
career designation. It must develop such requirements, for example, in order to
insure that there is fairness of promotion throughout OCD activities. They must ad-
just requirements for such matters as promotion to the specific needs of OCD
personnel and their development. It is not in the business of trying to stop or
slow down promotions for personnel carrying its career designation. The Central
Intelligence Agency is now a maturing organization and it is quite possible that
the general promotion rate will be slowed down somewhat, but no Career Service
Board will review promotions solely from the point of view of making them more
difficult. Its purpose is to make them equitable and suitable for known needs. 25X1A9a
It is quite possible, of course, that as progresses through
his career he may find at a certain time that he has not been recommended for
promotion even though he has had several years in grade and believes that he is
performing quite effectively. His Career Service Board may observe this lack of
advancement and become concerned about the reasons therefor. It questions his
organizational component concerning the reasons for his failure to be recommended
for promotion. Is it true that he is not good enough to promote? Has he reached
his peak? Perhaps there is simply no opportunity for promotion in the office
where he is assigned and in such cases it is possible that his Career Service Board
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could recommend him for certain reassignments which might give him a chance to
obtain the promotion he merits. It is also possible that his Career Service
Board would discover that he needs more training and that the lack of such train-
ing has prevented him from being effective; in such cases the Career Service
Board may determine the type of training which would help him. The Board may
discover upon inquiry that he is in a line of work which he simply doesn't like
and that as a result he is not performing too satisfactorily. If the Career
Service Board believes that he has the necessary potential they might in such
25X1A9a
cases recommend that be reassigned to a kind of work which he would
like more and in which he would be more effective. These actions by the Board
may happen to and to each one of you.
Fthen is recommended by his office for reassignment his
Career Service Board will review the recommendation carefully. It determines
answers to such questions as the following: Does this reassignment for which
is proposed conform to his career development plan? Is it in the
long-range interests of the Agency that he take this assignment? Is it in his
25X1A9a
25X1A9a
own interest? Would this proposed assignment waste too many of his skills? The
Career Service Board recognizes that it is quite possible for a man to be assigned
to a job for which he is well-qualified but that there may be other work which
needs to be done and which would utilize a great deal more of his abilities and
talents and is more important. The Board, still considering the interests of
the individual, will question whether or not the proposed reassignment would
place in a type of work which they know he likes and does well.
25
The Board will determine if the proposed new assignment means that
is actually starting in a new career direction, perhaps outside OCD activities,
and will decide whether such change would be in the best interests of the
Agency. Many such things are considered by his Career Service Board when
is proposed for reassignment. These sane things are considered for
each career employee by his Career Service Board in similar circumstances.
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As his career progresses, finds that service with the
Central Intelligence Agency is not always easy and relaxing. Those who serve
with CIA may encounter trying personal difficulties and hardships. It is
possible that you may be injured, hospitalized or incapacitated. Your wife
or husband might become ill while you are in another country. Your dependent
children may not be able to go to school if the local schools are inadequate
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or are far too expensive. Perhaps a portion of your life insurance will not
be valid under all conditions of employment. You may find that the type of
work in which you have specialized has been terminated by the Agency. You
might find any one or more of these difficulties during a career with CIA.
In such circumstances you and will find that the Agency will do
what it can to take the best possible care of you. It will attempt to help
you overcome such troublesome circumstances as it can. It recognizes such
troubles, and when it can't do anything about them directly, it may be able
to provide compensation for them in the form of special benefits or allowances.
It wishes to help its career employees find solutions to problems which result
from their service with the Agency. If your difficulties are caused because
you are with CIA, the Agency recognizes the fact and wants to do something
about it.
What are some of the programs and plans which assist career employees
of the Agency in meeting these problems? As the first example, medical assistance
is available to career employees. Wherever stationed, you are covered by the
Federal Employees Compensation Act. When employees are injured in the per-
formance of duty, full medical care and hospitalization are assured. If injury
sustained in the performance of duty results in permanent disability, the em-
25X1A
ployee continues to receive two thirds of his basic pay, and in the event of
25X1A
death liberal payments would be made for the support of dependents.
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Because Agency personnel may experience difficulty in obtaining full
coverage under regular life insurance programs, term insurance is made avail-
able for career employees who may be called upon to serve overseas. Employees
may participate in this insurance program even though an overseas assignment
is not imminent at time of application. You will find that the premiums are
scaled to a most reasonable plan.
Under certain conditions the Central Intelligence Agency provides
educational costs for school-age dependents of its overseas personnel. There
are some circumstances in which the Agency lacks authority to pay education
expenses and, therefore, the Agency is asking Congress for the necessary
authority to provide such benefits in a consistent and equitable manner.
in common % th all other career employees of the
Central Intelligence Agency, is eligible for the benefits included under the
Civil Service Retirement Act. The Agency has been intensively studying the
adequacy of this retirement program in relation to the obligations of service
imposed on career employees and it has been concluded that a liberalized
retirement system should be established for CIA.
Personnel readjustments occur in almost every form of organization
unless it has been frozen in a rigid mold. The changing emphasis given to
individual work programs from time to time produces the necessity for such
readjustments in the Central Intelligence Agency. Persons like
or you, who expect a permanent career in CIA, would naturally like to know
what the Agency would do with employees if their positions must be eliminated
because a particular work program may have been curtailed. The Agency has
developed procedures which guarantee career employees opportunities for
placement in other positions for which they may qualify. If additional
training is required in order to develop the skills necessary to perform in
such positions, the Agency will make every reasonable effort to furnish such
training. Only as a last resort, when the reduction of funds appropriated to
the Agency offers no other alternative, will the Agency invoke a reduction in
force. Such staff reductions will be made in accordance with a system which
insures that you will not be separated by whim or caprice.
If the Agency believes that a career employee should be separated
from employment, this will be done only after he has been given a statement
of reasons for the proposed action, and has had an opportunity to reply,
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including the right to present such reply before an impartial hearing group.
While the Agency hopes to eliminate any basis for complaint by
career employees, it recognizes that sometimes questions will arise which
cannot be satisfactorily answered by supervisors. You should feel free to
express your complaints on any subject to the Inspector General, without
fear of repercussions or reprisal for having stated such a complaint.
These, in summary, are some of the benefits and programs which
should give you confidence that the Agency wants to satisfy your expectancy
of a lifetime of service to the CIA. 25X1A9a
At frequent intervals throughout his career, is the
subject of a Personnel Evaluation Report. This report concerning -(and 25X1A
every other career employee) is prepared annually, and also whenever he changes
supervisors. In the first part of the report the career Employee states
exactly what his duties have been, and also what kind of work he would like
to do and believes he is best-suited to do. He indicates his interests, and
states forthrightly what he wants in his career. In the second part of the
Personnel Evaluation Report, the supervisor of the career employee formally
"evaluates" him by summarizing the conclusions he has reached during his
constant association with the Employee throughout the period covered by the
report. In your report your supervisor summarizes how well you performed
each of your major duties. He states in what ways you have been more than
satisfactory as an employee and as a person. He may describe your attitude,
your significant characteristics, and the working relationships which you have
formed during the course of your duties. He indicates in what respects you
need further improvement or development. He also may recommend you for
specific training courses, for reassignment to another component or a different
kind of work, or for rotation training whether within or outside the office to
which you are assigned. After your supervisor has recorded this evaluation of
you, he discusses it with you in detail, in order that you may be aware of his
opinions and thus know in which ways you must strive for self-improvement and
advance your career. After this discussion, your supervisor presents the report
to his supervisor who reviews it and indicates his own evaluation of you if it
differs from that of your supervisor.
Your Personnel Evaluation Report receives a lot of attention. The
head of the component to which you are assigned may review it to keep informed
of your development, and perhaps to direct action to improve the way in which
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 you are being utilized and developed. The Placement Officer who provides
service to your component will review the report to keep informed of your
progress and your interests, and to recommend appropriate assignments and
reassignments for you. The report is placed in your official personnel
folder in order that it may be examined whenever you are being considered
for training, reassignment or other personnel actions.
A copy of the Personnel Evaluation Report for goes to
his Career Service Board. There it is examined carefully. If - super- 25X1A
visor reports certain weaknesses or certain skills which need improvement,
the Board may take action to recommend plans for improving his weak points
by appropriate training or reassignment, or other development action. If
the report shows that he is not performing his work satisfactorily, the Board
finds out what action is being planned for him. It may recommend that he be
reassigned to other work in which he might be more effective. The Board may
determine that is malassigned and therefore it recommends
certain new assignments for him in which he might perform more satisfactorily.
Examination of the Personnel Evaluation Report may indicate to the OCD Career
Service Board that strongly wants a different kind of assignment
or a certain training course, but that his supervisor did not so recommend when
he completed his part of the report form. In such cases the Board may arrange
for to be interviewed to obtain further information concerning
his desires and what he meant to indicate on the Personnel Evaluation Report.
Under certain circumstances the Board may recommend that he receive certain
training or assignments. Finally., examination of the Personnel Evaluation
Report may indicate to the Board that supervisor wishes him to
receive specific training or reassignment. If the Board concurs, it will
take action to insure that the recommendations are carried out. If it does
not concur in the supervisorts proposals, it will indicate that it does not
concur and why. Each of your Personnel Evaluation Reports gets this sort of
careful examination by your Career Service Board.
Despite the evidence of their activity, Career Service Boards do not
exist to push along the man who has no initiative. A Career Service Board
does not arrange for you to be trained; it does arrange opportunity for you
to train yourself. The knowledge and experience which come from a planned
assignment are not automatically imparted to you; you must work for him and
gain them. A career development action is only offered to the individual
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%a %j I V-1-1
when it is believed that he will work at it and benefit from it.
soon learns that the entire career service program is designed not so much to
develop you as it is to give you a chance to develop yourself. 25X1A9a
It is quite difficult for the Agency to offer to and to
other career employees the full measure of recognition which they might like.
Because of the security conditions in an intelligence organization it is not
possible to make public the recognition for accomplishment or heroism which
may be your due. For those career employees who follow professional pursuits
which are organized nationally in terms of societies and in which recognition
is gained by reporting results or findings, the Agency cannot always permit the
fullest measure of recognition. Recognition received by these and other career
employees for achievement, for work well done, or for heroic acts, must be com-
pletely internal. In addition to the more intangible recognition of your
accomplishments by your associates, the Agency is developing more tangible
forms of recognition. Career Employees under specified circumstances may be
awarded the National Security Medal and the Medal of Freedom for both achieve-
ment and valor. CIA awards for both achievement and valor are being established;
these are gold, silver and bronze medals for accomplishments both in the United
States and overseas. Since such forms of recognition may not be completely
adequate substitutes for the recognition possible to those outside the intelli-
gence family, this problem is being studied carefully and there will be improve-
ments within the limitations of security.
Although the career employee receives a number of benefits and privi-
leges that accompany a career with the Agency, he also experiences and assumes
certain obligations. The career service program is, however, not a plan-whereby
in exchange for every obligation imposed there is a special benefit as a form
of compensation. Certain obligations will always be imposed upon people who
dedicate themselves to a career in an intelligence organization. The most
obvious obligation, of course, are dictated for security reasons. Mere is
the necessary anonymity and cover. There is a need to live security. There
is the compartmentation of knowledge from activity to activity, and the
acquisition of knowledge only on a "need-to-know" basis. These obligations
and others are assumed when employment with CIA is accepted. The benefits
of the career service program are not attempts solely to make up for the
obligations. They represent efforts on the part of the Agency to attain the
maximum interest of its people in their work. They are methods of management
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and of cooperative work. The program attempts to achieve optimum conditions
under which personnel can work together effectively and in a common cause,
and attempts to make CIA careers satisfying and rewarding so that people
will desire them. The program benefits the individual career employee, and
it also benefits the organization as a whole; thus it helps the national
intelligence mission. The program isn't designed to be paternalistic or to
be a form of benevolent dictatorship under which people sacrifice certain
rights in order to achieve certain rewards. It is a program designed to
attract the most competent people, to motivate them to a maximum effort,
to develop and advance them commensurate with their abilities, to reward
them and to make them enjoy and find their own forms of satisfaction in
their association with the Agency. The career service is a group of dedi-
cated people, carefully selected and extensively trained, who accept an
obligation to devote themselves permanently to the needs of the intelligence
service of the United States. In return, they receive the satisfaction of
a job well done, and such emoluments and benefits as are appropriate such a
service, including the expectancy of a permanent career in CIA.
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