CAREER PLANNING FOR INDIVIDUALS--CAREER PREFERENCE OUTLINE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000900060026-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 12
• Document Creation Date: December 9, 2016
• Document Release Date: May 20, 1998
• Sequence Number: 26
• Publication Date: May 3, 1956
• Content Type: MEMO

proved For Release 2001/09/04: CIDP80-01826R000900060026-3
STAFF
Q O_kAA.A-
DOCUMENT NO.
1O CHANGE tN CLASS. C'
ECLASSME.O
CLASS. CHANOEW TO, S C
NEXT REVIEW LATE:
AUTH: ~ji~ TV
DATE: `3` ? -__ AEVIENFEM: D29 7 ,25
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 Approved For File se 2001 /0-'-" 80-01826R 900060026-3
3 ' 1956
CIA-Career Council
SUBJECT. Career Planning for Individuals--Career Preference Outline
:Recomendations for the -approval of the CIA Career Council are
contained in paragraph 6, page 7
1$ PROJ3LEN
To establish an Agency-wide program of career planning for
individuals on en orderly basis,
2. ASSUMPTIONS:
a. Proposals for an individual's training and assignments for the
foreseeable future serve as an incentive for the individual to
do better work and to direct his interests to a long-term career
in the Agency.
b. Proposals set forth in a Career Preference Outline, which are
compatible with an individual's known ability or his demonstrable
potential, if des .gned in terms of the needs of the Agency,
increase the individual's potentiaal contributions to the mission
of CIA.
c. Statements of career, preferences accompanied b the comments of
appropriate officials, when made a matter of official record,
assist Agency officials in rieotirg present and future personnel
requirements. Such documents also serve as a basis for estimating
ma npcwor pot ntial for future intelligence activities.
d. Supervisors and officials responsible for he career planning of
individuals will apply sound principles of personnel, a nagement.
In the performance of their counseling function they will emphasize
that career progression is dependent upon the initiative reflected
in an indiv?iduaal..'s perfo--m ance and self-development.
o. Individuals and s parv sons will recognize that continuity of
career interest and consistently satisfactory performance rather
than rotation from area to area or f tnnction to function are basic
in career parogression. Career planing does not imply that pro-
posals for reassig ent or formal training are inherent or must
be included in a Career Preference Outline?DOCUMENTNO.
NO CHANGE IN CLASS. ^
^ 6ECLASSIFIED
CLASS. CHANGED TO: T5 S 2,0 011
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 Approved For Re
SUBJECT: Career Planning for Irdivi.dt:al --Car, eer Preference Outline
3. FACTS:,
a. Each member of the CIA Career Staff :l.s assured that at tena tio:.
will be given to his personal progress. The Application for
Membership in the Career Staff of CIA states: ". . . that
w th continuing satisfactory work performance and cone uct on
my part, just and equitable attention will be accorded niy
personal progress during my tenure in the Career Staff."
b. Regulation No.
Career Services:
VMQDIVNIWM
places responsibility upon the Heads of
(1) To plan the utilization and development of members of heir
Service, including their training, assignment, rotation,
and advancement ; and
(2) To plan the rotation and reassigi lent of members of their
Service so as to enable the Career Service to meet long-
range personnel requirements through orderly processes.
c. Some Career Se` vices have made great strides in establishing
programs calling for written plans for the assignment, :raining,
and development of -individuals under their jurisdiction but on
the whole career planning is currently in its initial stage.
Approximately _ Individual career plans using different pro-
cedures, formats, ?nd planning criteria have been reported.
However, there is no accurate way to determine to what exte at
career plearming has been effected or for what percent of the
employees no plans of any kind have been made.
DISCUSSION:
a. Career planning in the Agency Is at present carried out, for ? the
most part, in an Informal manner. Plans for groups or certain
categories of pat`: ornel are made, sometimes with--and many times
i -1thout-.-the respective individuals in these groups participating
on a witting basis. Long-range planning is confined, to a great
extent, to a few specialists in the several functional fields.
In general, care,.-:,r planning for the individual is considered the
responsibility of the immediate szapervisor, who may ar may not
have perspective or interest in the long-range dovelo zsen W of
individuals.
b. An Agency policy which provides uniformity in career planning
requirements is desirable. in order to furnish guidance to tho
Heads of Career Services for the performance of their career
planning function.
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SUBJECT: Career Planning for Individuals-Career Preference Outline
c~ The Heads of Career Services have submitted reports on their
policies and accomplishments in regard to career planning.
These reports include comments and suggestions and Indicate
the need for an Agency-wide policy for individual career
planning
There has been much concern over the fact that career planning
is so commonly considered to be rotation and that if an indi--
vidual prepares a plan, it means that sometime in the predict-.
able future he .Moves some place This misconception of career
planning can be corrected by proper counseling on the part of
supervisors. It would be normal if more than fifty percent of
Career Preference Outlines prepared were to propose retention
in present assignments for the immediate future. Anphasis must
be placed on the fact that career planning is a personnel manage-
ment procedure to provide for better utilization of manpower--
first for the greatest benefit to the Agency and second for the
greatest benefit to the individual. The object in preparing a
Career Preference Outline is to project the activities of an
individual in order to direct and stabilize his planting for the
future and to encourage him to give serious consideration to his
skills, interests, aptitudes and performance in relation to tha
needs of the Agency An Outline prepared within the framework of
these objectives serves as an incentive fo? the individual to do
better work in his present assignment and recognizes that the
development of a career is predicated from tae beginning upon the
individual's performance, consistent endeavor, and potential?
e0 Concern has also been expressed that proposals in a Career Prefer-
ence Outline may be considered contractual agreements between the
individual and the Agency. In establishing an Agency-wide program
of career planning for individuals, various means must be used to
emphasize the fact that stated proposals are not commitments for
the individual or the Agency but guides to be considered In
making future personnel decisions affecting the individual,
f. A Career Preference Outline consists of statements by the individual
of his career interests to which are appended the comments of his
supervisors and his Career Service. Such Out-lines would serve as
personnel management tools to effect better utilization of manpower
and would provide data for estimating the future manpower potential
of the Agency. If personnel planning is to be effective for the
Agency and the individual H Career Preference Outlines must be
prepared in a realistic manner. Individuals must be given assistance
and counseling in preparing their statements of career preferences..
3
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SUBJECT- Career Planning for Individuals--Career Preference Outline
Reviewing officials must apply sound principles of personnel
management in evaluating the individual's proposals in terms of
his potential and the needs of the Agency. This brings up the
question of showing the individual the comments of the reviewing
officials. In some situations,, it would be ill-advised to show
the individual these comments and in other instances, most desir-
able. Regardless of the policy established in reference to showing
the comments, discussions with the individual concerning the
feasibility of implementing his proposals should be encouraged,
g. The following basic principles must be considered in the develop-
ment of policies and procedures for career planning for individuals:
(1) Career Preference Outline
DEF ITION
A Career Preference Outline for an individual is a documented
description of proposed career activities for him for an
appropriate specified period. It serves as a guide for future
personnel actions.,
DESCRIPTION:
(a) A Career Preference Outline consists of statements by the
individual of his career interests to which are appended
the comments of his supervisors and his Career Service.
(b) The proposals may include suggested retention in present
position, reassignment,, or training. Such proposals may
be specific or general in terms of time and place.
Although reassignment and formal training may be proposed,
the function of career planning for individuals does not
imply that such actions are inherent or required for
career progression,.
(2) Supervisors and officials assisting in the preparation of
Outlines or reviewing proposals for future personnel actions
must ensure that the real needs and potential of the individual
are coordinated with the present and future requirements of the
Agency.
(3) Specific proposals for reassignment and training included in
Outlines are not to be considered as commitments on the part of
the individual or the Agency_ The expression of the individual's
career interests and proposals made in the Outline is a guide for
future major personnel and training actions affecting the indi-
vidual and must be subsequently considered by officials when
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d&M
SU& J a : Career Planning for Individuals--Career g refereaoe Outline
approving such actions, This is not .intended to restrict
desirable flexibility of action but rather to ensure that
major actions which deviate from the proposals in an Out-
line are taken after serious consideration of all pertinent
factors Q In line with this requirement, Career Preference
Outlines should be made a part of an official record (i.e.,
placed in the individual's Official Personnel Folder) so
they are available to all officials responsible for initia-
ting and aporoving subsequent personnel actions.
(L) The preparation of Outlines for all employees in the Agency
is not practical or necessary. However,, formal exclusion of
individuals or groups from career plarming activvit`.ez is
undesirable and could easily cause a major morale problem.
In order that inequities would not be set up, an Agency
career planning policy should not exclude any employee or
group of employees. The career planning program should be
directed initially to certain groups or categories of personnel
since the work load will initially be large. Selective criteria
must be established to determine what groups would be required
to have Career Preference Outlines. Factors such as age, gram.,
length. ' of service in the Agency, and needs of the Agency would
be considered in establishing priorities for processing cutli es,
The practice of directing the career planning function initially
to persons in recognizable priority groups would get the program
under way in the Agency on a gradual and realistic basis, with
the objec t:a.ve of eventually establishing career planning as a
necessary persormel management practice for all career employees.
h. An Agency form designed to provide information for consideration by
the employee's Career Service regarding his career interests is
necessary to standardize the function of career planning for indi-
viduals. Various forms are currently being used in the Agency. The
proposed form, "Career Preference Outline," (Attachment A) is confined
to inf orrraticn on the career interests and preferences of the individual
with respect to both assignments and training and comments of the
supervisor and the individual's Career Service.
5. CONCLUSIONS :
The following conclusions are formulated:
a, Career planning for individuals is a necessary personnel management
procedure which provides guides for future personnel actions for
individuals In order that job continuity and better utilization of
manpower in the Agency may be effected.
5
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SUBJECT; Career Planning for Individuals--Career Preference Outline
b. An Agency policy on career planning for individuals which provides
guidance to the Heads of Career Services for the performance of
their career planning responsibilities should be established. The
following principles for career planning for employees should be
approved as Agency policy.;
(1) Career Preference Outlines may be prepared for = staff
employee or staff agent, if in the opinion of the individual
and/or his supervisor such documentation for the individual.
is required or desirable. Heads of Career Services may require
Outlines for persons in their Service as considered necessary.
(2) Career Preference Outlines for members of the CIA Career Staff
presently in grades GS-11 and GS-12 should be given first
priority by the respective Career Services in determining the
sequence for processing Outlines.
(3) Career Preference Outlines should be filed, subsequent to review
by appropriate officials, in the Official Personnel Folder of
the individual concerned.,
(4), The Career Preference Outline, along with the annual Fitness
Report, should be subsequently considered in connection with
the approval of major personnel and training actions affecting
the individual,
c. The following general responsibilities and procedures for the
preparation and review of Career Preference Outlines should be
followed in all Career Services:
(1) The Heads of Career Services will be responsible for initiating
the preparation of Career Preference Outlines for members of
their Service,
(2) Operating Officials will ensure that immediate supervisors or
other appropriate officials work in collaboration with the
individuals concerned and the appropriate Career Management
Officers in the preparation of Career Preference Outlines.
(3) Heads of Career Services will ensure that Career Boards, Panels,
or appropriate senior officials review all Career Preference
Outlines and prepare comments on the career preferences of the
individual,
(4) The comments of the supervisor and of the individual's Career
Service need not be shown to the individual,
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 Approved For a ease 2001/09/04 : CI ~P80-01826FW0900060026-3
SUBJECT: Career Pl aa..uing for individuals--Career Preference Outline
() Heads of Career Services will ensure that the original of the
Career Preference Outline, when appropriately endorsed, is
forwarded to the Office of Personnel for inclusion in the
individual's Official. Personnel Folder. A copy of the Outline
will be retained by the Career Service responsible for career
plating for the individual.
(6) Proposals for changes in the Career Preference Outline may be
initiated by the individual or the Read of his Career Service
any tine subsequent to the initial preparation of the Outline.
Major changes or revisions will be subject to the same review
as Is required in the processing of the original Outline.
d. The fora, "Career Preference Outline" (see Attachment A) should be
adopted as the basic career planning document for all. Career Services.
6. R~ o? ON14: 4D.ATIONS :
It is reco. riended that:
a.. The conclusions in paragraph 5 be approved.
b. The Council schedule a special meeting to which the Heads of Career
Services and Operating Officials are invited to discuss career plan-
ning f. or individuals.
.c. An Agency Zegulation on Individual Career Planning be prepared by
the Director of Personnel and sub fitted to the Council for approval.
FOR THE DIP,. 'RR OF PFSONNEI :
for Planning and Developaent
APPROVED: CIA Career Council on 3 May 1956
7
Approved For Release 2001/09/ 9~
 CAREER PREFERENCE OUTLINE.
INSTRUCTIONS
This outline is designed to provide information regarding the employee's career
interests for consideration by his Career Service. It will be completed and forwarded
through normal channels to the Head of his Career Service. The original will be filed
in the employee's Official Personnel Folder.
(Employee will complete items 1 through 14)
DATE OF BIRTH 3. SERVICE DESIGNATION 4. GRADE
1.' NAME OF EMPLOYEE (LAST-FIRST-MIDDLE) -~-
D
50ORGANIZATIONAL TITLE
6. POSITION TITLE
7. OCCUPATIONAL CODE
8. OFFICE OF ASSIGNMENT
SECTIOM A CAREER INTERESTS
I
W
9. GENERAL TYPE OF ACTIVITY
10. SPECIFIC TYPE OF ACTIVITY (INCLUDING ASSIGNMENTS)
A. IMMEDIATE (WITHIN NEXT 1 TO 2 YEARS):
B. LONG-RANGE (WITHIN FOLLOWING 3 TO 5 YEARS):
SECTION B TRAINING
11. INDICATE WHAT TRAINING YOU BELIEVE YOU SHOULD HAVE IN ORDER TO INCREASE YOUR VALUE TO THE ORGANIZATION (INCLUDE
ORGANIZATIONAL, EXTERNAL, AND ON-THE-JOB TRAINING)'
A. IMMEDIATE (WITHIN NEXT 1 TO 2 YEARS):
B. LONG-RANGE (WITHIN FOLLOWING 3 TO 5 YEARS):
12. ADDITIONAL COMMENTS
0 CONTINUED ON REVERSE SIDE
.1 RECOGNIZE THAT THE IMPLEMENTATION OF MY CAREER PREFERENCES MUST DEPEND UPON THE NEEDS OF THE ORGANIZATION.
I UNDERSTAND THAT MY PERFORMANCE, CAPABILITIES AND INTERESTS WILL BE GIVEN DUE CONSIDERATION.
13. DATE COMPLET Approved F 1'FRef+ > " L29(Pf/Q" /9 EECIA-RD.P80-01826R000900060026-3
FORM NO.
T
(Part I)
 Annrnv d Fnr ,elease--2$A1/$9/94--:--EF
DETAILED INSTRUCTIONS (PART I)
PURPOSE- THE ORGANIZATION, THROUGH THE CAREER PLANNING PROGRAM, MAINTAINS AN INVENTORY OF EMPLOYEES' PREFERENCES
FOR USE IN PLANNING UTILIZATION OF MANPOWER, PREFERENCES ARE REVIEWED AND EVALUATED BY THE EMPLOYEEI.S
SUPERVISOR AND HIS CAREER SERVICE IN TERMS OF HIS POTENTIAL AND THE NEEDS OF THE AGENCY, THE STATEMENTS
OF PREFERENCES AND THE APPENDED COMMENTS SERVE AS A GUIDE FOR FUTURE PERSONNEL ACTIONS,
PREPARATION- AN EMPLOYEE IS ENCOURAGED TO DISCUSS HIS CAREER INTERESTS AND PROPOSALS FOR TRAINING WITH HIS SUPER-
VISOR, CAREER MANAGEMENT OFFICER, AND TRAINING LIAISON OFFICER, SPECIFIC INSTRUCTIONS ARE LISTED BELOW*
ITEMS ? THROUGH 4 -- SELF-EXPLANATORY,
ITEM 5 ORGANIZATIONAL TITLE --- INDICATE THE TITLE YOU USE IN SIGNING OFFICIAL CORRESPONDENCE, INDICATE
II ONE' IF NO ORGANIZATIONAL TITLE IS ASSIGNED TO YOU, INTELLIGENCE
ITEMS 6 AND 7 POSITION TITLE -- OCCUPATIONAL CODE --INDICATE POSITION TITLE AND CODE, E.G.,
OFFICER GEN, GS-0132,06, POSITION TITLE AND CODE APPEAR ON "TO" SIDE OF SF-52.
ITEM 8 OFFICE OF ASSIGNMENT -- INDICATE COMPONENT, DIVISION AND STAFF, AND BRANCH OR SECTION, E,G ?
OP/PAD/SUPPORT BRANCH,
SECTION A - CAREER INTERESTS
ITEM 9 GENERAL TYPE OF ACTIVITY -- INDICATE THE GENERAL AREA OF WORK IN WHICH YOU ARE INTERESTED, E.G.,
COLLECTION OF INTELLIGENCE, COMMUNICATING, PERSONNEL ADMINISTRATION, REPORTS ANALYSIS, ETC,
ITEM SPECIFIC TYPE OF ACTIVITY -- IN 1 ULAR TYPE OF ASSIGNMENTS WHICH ARE YOUR IMMEDIATE
AND LONG-RANGE OBJECTIVES, E.G. PLACEMENT OFFICER, INTELLIGEr~ ee~EEq
OFFICER (BIOCHEMISTRY), ETC, ( SE TH CLASSIFICATION TITLES AND CtiE S',
IF AVAILABLE.)
SECTION B - TRAINING
ITEM 11 FOR ORGANIZATIONAL TRAINING USE OTR CATALOG OF COURSES, IF AVAILABLE. FOR EXTERNAL TRAINING GIVE
A. IMMEDIATE, E.G., READING IMPROVEMENT, EFFECTIVE WRITING, LOGISTICS COURSE, BASIC ORIENTA-
ITEM 2 ADDITIONAL COMMENTS -- INCLUDE ANY INFORMATION NOT GIVEN ELSEWHERE WHICH MIGHT BE USEFUL IN
CONSIDERATION OF ASSIGNMENTS AND TRAINING FOR YOU IN THE FUTURE,
NATORY,
ITEMS :3 AND 14 -- SELF-EXPL
A
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CAREER
PREFERENCE OUTLINE
15
NAME OF
EMPI..OYEE (LAST=FIRST-MIDDLE)
16 DATE OF BIRTH
17 SERVICE DESIGNATION
SECTION C
-COMMENTS BY SUP RVIS
18.
, RELATIVE
TO CAREER INTERESTS OF EMPLOYEE
^ CONTINUED ON REVERSE SIDE
19.
RELATIVE
10 TRAUN?NG FOR EMPLOYEE
CAREER PREFERENCE OUTS NE HAS
BEEN DISCUSSED W-:YH THE EMPLOYEE ^ YES
^ NO
COMMENTS kN SECTION C HAVE
BEEN SHOWN TO THE EMPLOYEE
^ YES ^ NO
20,
TYPED OR
PRINTED NAME OF SUPERVISOR
21. SIGNATURE
22,
I 1 LE
23 DATE
SECTION D
FOR USE OF CAREER SERVICE
24.
COMMENTS
COMMENTS IN SECTION D HAVE
BEEN SHOWN TO THE EMPLOYEE
^ YES ^ NO
25
TYPED OR
PRINTED NAME
26, SIGNATURE
2
TBILE
26 DATE
FAME BLANK
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ITEM 18 (CONTINUED)
DETAILED INSTRUCTIONS (PART II)
SECTION C - COMMENTS BY SUPERVISOR
ITEMS 18 AND 19 -- THE SUPERVISOR SHOULD COMMENT ON THE EMPLOYEE'S STATEMENTS OF HIS CAREER INTERES$~A N
DESIRED TRAINING, HE WILL INCLUDE SPECIFIC RECOMMENDATIONS, IF POSSIBLE, FOR THE EMPLOYEE
FIITIIP UTILIZATION. THE OUTLINE SHOULD SERVE AS A BASIS FOR A DISCUSSION WITH THE EMPLOYEE OF
_, , .." er Qwr)WM TO THE
SECTION D -- FOR USE OF CAREER SERVICE
ITEM 24 CAREER SERVICE OFFICIALS WILL REVIEW THE EMPLOYEE'S STATEMENTS OF PREFERENCE AND THE SUPER-
VISOR'S COMMENTS IN TERMS OF THE NEEDS OF THE EMPLOYEE AND THE ORGANIZATION, COMMENTS MADE
IN SECTION 0 WILL NOT BE SHOWN TO THE EMPLOYEE WITHOUT THE APPROVAL OF THE HEAD OF HIS CAREER
SERVICE.
DISTRIBUTION- THE ORIGINAL OF THE CAREER PREFERENCE OUTLINE (PARTS i AND II) WILL BE FORWARDED TO THE OF PE OUTLINER MAY BERSSONNEHOWNLORANDDIFISTRLEID
CAREER SERVICE, TO OFFICIALS IN OTHER CAREER SERVICES WHO MAY BE CONCERNED WITH HIS DEVELOP-
MENT AND UTILIZATION. L