THE CAREER STAFF OF THE CENTRAL INTELLIGENCE AGENCY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000900050015-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 13
• Document Creation Date: December 9, 2016
• Document Release Date: April 17, 2001
• Sequence Number: 15
• Publication Date: January 1, 1958
• Content Type: REGULATION

25X1A
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*me CONFIDENTIAL"
25X1A
PERSONNEL
1958
THE CAREER STAFF
OF THE
CENTRAL INTELLIGENCE AGENCY
25X1 A Rescissions: (1) Mted 6 December l955,_Raieed-10 July 1957
(2) dated 15 October 1954
Page
GENERAL . . . . . . . . . . . . . . . . . .
DEFINITIONS . . . . . . . . . . . . ... . .
CREDITABLE SERVICE . . . . . . . . . . . .
POLICY . . . . . . . . . . . . . . . . . .
ORGANIZATION OF THE CIA SELECTION BOARD
AND PANEL OF EXAMINERS . . . . . . . . .
RESPONSIBILITIES . . . . . . . . . . . . .
PROCEDURES . . . . . . . . . . . . . . . .
1. GENERAL
The Career Staff of the Central Intelligence Agency was established effective
1 July 1954. This regulation prescribes policies, responsibilities and pro-
cedures with respect to the Career Staff. Membership in the Career Staff w4 .
16
limited to United States citizen Xtaff ~mployees andtaffents who are
eligible for consideration and accepted for membership in accordance with the
provisions of this regulation.
2. DEFINITIONS
a. THE CAREER STAFF
A group of carefully selected and trained individuals who accept an obliga-
tion to devote themselves to the needs of ) the Ageaey)r and who intend to
make a career with the Agency.
The first year of service in CIA, as defined in section I of 25X1A
Three years' active service in CIA which is a prerequisite to consideration
for membership in the Career Staff. n
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i a2 2 otL
and
For the purpose of.2c above, active service need not be continuous
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1958
-v-irgA includeSany of the periods defined or qualified in paragraph 3 below.
3. CREDITABLE SERVICE
tit 0.224,-ro 6 .t SR-2v icy Fe-l.
a. 110,-P134,1pT active service
b. Active service, for the purpose o2c move, may include other service not
f
A
to exceed two years in the Agency in a civilian or military status/ when
detailed to the Agency, provided:
(1) Such service was performed on detail under military orders or on
official civilian detail from another Government agency,,,aaA
(2) Such service was in a capacity essentially similar to that to which the
detailed individual was subsequently assigned as a /taff $mployee or
(1)1?ime on duty, under one or more appointments as a %taff nployee or
on or after 18 September 19)47, the official date of the
,taff gent, and
(2) Absence on leave with pay.
(3) Continuous absence on leave without pay which does not exceed 30
successive calendar days, except that absence on leave without pay for
Agency-approved external training will be fully counted.
a&- -zA k
(3)
establishment of the Central Intelligence Agency,
tkTo r -t Fo1.L.4.w . 0~~2gro2 ~s 1
. i-hcludes anj- of the following periods :
ice-----1
such service be credited unti o e full year -3een-
P I=- At
as a taff ,nployeee or ,taff ent and t e has pass e8
the erne-year trial period.
c. Military service of a ~taff iployee or fitaff ,ent who has been restored to
civilian employment with CIA after military duty will be counted.
d. Service which includes the following categories; career agent, contract
employee, contract agent, field agent, consultant, and other types of
associations can be credited, when requested by the Head of the appropriate
Ca r e ice a taff Inoee or taff Agent toward the required
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three-year provisional period only after review and decision by the
CIA Selection Board in each individual case.
e. An individual who is rgemployed by CIA must serve another three-year
provisional period before becoming eligible to apply for membership in the
Career Staff if his prior resignation was not in the 'best interests of CIA."
')~est interests of CIA" efinc ''- include5,(a) resignation at the insti-
gation of CIA to gain employment elsewhere for cover purposes, education,
or for additional experience if the reasons were made a matter of record at
the time of resignation; and (b) resignation to accompany spouse to new
duty station, if the spouse is an employee of the Agency. Effective dates
of membership in such cases v&ll includtt service under all appointments.
PERSONNEL
1958
obligateen-to serve anywhere ) and at any time) and for any kind of duty as
Staff will be designated as Career Employees.
-4M Career
b. 6CG--p-bed for 3LG11~V V embe19a1titN-~s.saa ~/sx~+
~r--W .itf 6TH
G A
k. POLICY
a. The Career Staff of the Central Intelligence Agency vd&l consists of personnel
selected from among taff #mployees and'taff gents/ I' _ s_rme_ eele te?
for membershi ill be afforded, within the framework of applicable laws,
preferential consideration for job security and special training as well
as other benefits and facilities now or hereafter provided for members of
the Career Staff. 'Erne individuals selected for membership in the Career
determined by the needs of CIA and they are assured that, in -erdar-- ,o carrybL
2 k~ ~2x -~..c?~
out this full consideration will be given to their particular capa-
bilities, interests, and personal circumstances.
-C3g-
g E
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c. The relationship between an jndIA;4d -3 wemb",eof the Career 4~ trod the
Agency is one of good faith on the part of each--a determination on the part
LO_Vte e4z LQ e -e
of the individual- t'b serve faithfully and understand the Agency's needs and
a determination on the part of the Agency to act objectively and humanely in
furthering the careers of its members. All employees who p apsoaaI desire
and intend to make a career with CIA ~e-applieat#en for membership in
the Career Staff in good conscience even though personal circumstances or
family responsibilities might limit their freedom to serve in some assignments.
?taff 1mployee eatet~taff ,gent during his provisionalperioddC In-ths
cs of MA
d. The selection process encompass th& evaluation1 and development of
aqaaer7 -1
the i nd J;-pi du ' 5
apabilities)s>w4-deficiencies
order to determine his suitability for selection into the Career Staff. The
Fo1.L,, -'
selection process will include then stages of employee evaluation and
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development: r
I I SioI F ~' o,,:ee~c oft S1o-FF mce,~TS
(1) -* review and determines each InddA suitability, in
accordance with for continued Agency employment prior to
the expiration of the trial period.
1 K Fo21u No.4S
(2) -the preparabi n of Fitness Reportfd, as required by 25X1A
-`~2a avc- &.A. 'tvO Lk4i
(3) based on the selection criteria of job performance, personal
conduct, and evidence of intent to fulfill the obligations of Career
rl'v-0110 "f I.,
Service/ after the ledi #dus~ll ^ concetned gains eligibility for con-
sideration by completing the provisional period. .IzZ evaluating an
employee's suitability for membership in the Career Staff At may be
tau difficult '_t _ ___it_bi1*t-- if he has not been within
the purview of CIA for a considerable period
6*- r- 0"_'V_
i e l&teI pl io ~~
t,#me he applies for membership.
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(#) $tc proviso-aC continuing instruction and developmental guidance and
assistance to each f t&oughout the provisional period, in
order that he may demonstrate his suitability for membership in the
Career Staff or eliminate or satisfactorily resolve any deficiencies.
e. Consideration for selection into the Career Staff will be based upon formal
l,o ~~rs o2 a- *..?S
application by-pay .l who have completed the provisional period. Those
who fail to make application or whose applications are not accepted will
continue to possess the benefits accorded by law to employees of the
United- ftater Government.
f. After oensidereo4tes #a selection
h~~.w Co ~s r le.T
has
into the Career Staff, one of the follow-
ing types of action will be taken for each applicant:
(1) Acceptance in the Career Staff (Type A);-'
(2) Action deferred (Type B)Kor
(3) Acceptance into the Career Staff denied (Type C).
Q -' ?e- - a2 C+ c~4.a~
g. If an imAvic? applies for membership in the Career Staff and is not
accepted, he will be informed of the reasons for the rejection or defer-
ment and he :: be given assistance and guidance epder-te correct or
eliminate the causes of his rejection or deferment-se thet he-ma?y have an..
opportunity to demonstrate his suitability for membership in the Career
Staff. In such cases, the Selection Board may entertain an appeal by the
o cWki
at his initiative, to appear before the Board or, at its
bJ-Fom-e 2 u es1 0-cio - vF (, i'S
discretion,,an Examining Panel to consider the case.
h. The Director of Personnel will be responsible for giving preferential
consideration for r6mployment to Qmee women who were members of the
Career Staff and whe had to resign staff employment in order to accompany
UJ o'VAIL ?
a CIA spouse to a new duty station. These i #s will not only be
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given preferential consideration for vacancies within their former Career Service,
but also for any Agency vacancy for which they are qualified.
ORGANIZATION OF THE CIA SELECTION BOARD AND PANEL OF EXAMINERS
CIA SELECTION BOARD
(1) The CIA Selection Board is established and will consist of seven voting
members or their alternates including the Director of Personnel who will
act as permanent Chairman. A quorum. of the Board aball consists of four
present voting members or their alternates. The Director of Central
Intelligence w appoln1stwo voting members and two alternates each from
the Offices of the Deputy Directors (Plans), (Intelligence), and (Support).
These appointments vpc- made for one fiscal year in each case. Indi-
viduals appointed to the Board may be reappointed, however, at the ex-
piration of their period of service. In the event that the Director of
Personnel is temporarily unable to serve as Chairman, he will designate an
acting chairman from among the members or alternates
T_ I=
i'
(2) The CIA Selection Board a provided a Secretariat consisting of an
Executive Director and such other administrative and clerical personnel as
are requiredbl-the Beard. The Executive Director will be selected by and
function under the direction of the Director of Personnel.
b. PANEL OF EXAMINERS
A Panel of Examiners is established and w+Il- consistsof members of the Career
Staff, GS-14 and above.
(1) Each of the Career Services in the Agency fie-generally proportional
representation on the Panel based on the personnel strength of the Career
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Services and their anticipated workloads as of the beginning of each fiscal
"5
year, except that at least one member will ll be named to the Panel from each
Career Service.
cL,2sZ_
(2) Members of the Panel of Examiners *0 6" by the Director of
Aloulb
Central Intelligences a ~.#ll gives due consideration to those nominated
by the Heads of Career Services after he B&Feet -has received the recom-
mendations of the CIA Selection Board.
c. EXAMINING PANELS
Examining Panels convened pursuant to this regulation isAft consist of at least
OF 7k.& CAA Sz 1.