CAREER PLANNING FOR INDIVIDUALS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000900060027-2
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 11
• Document Creation Date: December 9, 2016
• Document Release Date: May 20, 1998
• Sequence Number: 27
• Publication Date: April 26, 1956
• Content Type: BRIEF

Approved FcRelease 2001/P80-01800900060027-2
26 April 1956
H
BRIEF FOR: CIA Career Council
SUBJECT: Career Planning for Individuals
1. The Staff Study, "Career Planning for Individuals," has been
revised in accordance with the instructions of the Council at its
meeting on 19 April 1956 as follows:
a. The career planning document is entitled "Career Prefer-
ence Outline" rather than "Individual Career Plan."
b. The comments of the supervisor and the individual's
Career Service need not be shown to the individual,
co The preferences and proposals for career activities
included in the Career Preference Outlines serve as guides for
future personnel discussions and are not commitments of the
individual or the Agency. This principle has been emphasized
in the Staff Study and in the new proposed career planning form.
d. A new form "Career Preference Outline" (Attachment A to
the Staff Study) is submitted by the Task Force appointed by the
Council. The caveat on the form has been strengthened and instruc-
tions added. These instructions emphasize the guide approach"
mentioned above.
2. The attached revised version of the Staff Study includes the
following additions and changes:
ao Paragraph 4 DISCUSSION
(1) Subparagraphs a and f have been added
(2) Subparagraph g (1) has been revised.
b. Paragraph 5 CONCLUSIONS
Subparagraphs c (3) and c (4) have been revised.
c. Minor editorial and technical changes have been made in the
text to conform with the change in then name of the planning document.
x 3. Attention is invited to a typographical error and omission in the
z u ' i I "Instructions" an the form, "Career Preference Outline" (Attachment A to
the Staff Study). The last sentence of the "Instructions" should read as
follows: "The original will be filed in the employee's Official Personnel
Folder; the copy will be retained by the Career Service." At the request of
the Director of Communications, .proposed additional instructions to be placed
on the back of the first page will be available at the Council. Nesting.,
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 Approved Fo Release 2001/0 0-01826R000900060027-2
26 April 1956
TO; CIA Career Council
SUBJECT: Career Planning for Individuals
Recommendations for the approval of the CIA Career Council are
contained in paragraph 6, page 7-
1, PROBLEM:
To establish an Agency-wide program of career planning for
individuals on an orderly basis.
2. ASSUMPTIONS:
a. A plan containing proposals for an individual's training and
assignments for the foreseeable future serves as an incentive
for the individual to do better work and to direct his interests
to a long-term career in the Agency.
b. A plan, which is compatible with an individual's known ability
or his demonstrable potential, if designed in terms of the needs
of the Agency, increases the individual's potential contributions
to the mission of CIA.
c. Career plans for individuals, reviewed by appropriate officials
and made a matter of official record, assist Agency officials in
meeting present and future personnel requirements and serve as a
basis for estimating manpower potential for future intelligence
activities,
d. Supervisors and officials responsible for the career planning of
individuals will apply sound principles of personnel management.
In the performance of their counseling function they will emphasize
that career progression is dependent upon the initiative reflected
in an individuals performance and self-development.
e. Individuals and supervisors will recognize that continuity of
career stently satisfactory performance rather
,t.aan ro o area or function to function are basic
in Care areer planning does not imply that pro-
posals for reassignment or formal training are inherent or must
be included in a plan.
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 SUBJECT: Career Planning for Individuals
3. FACTS:
a. Each member of the CIA Career Staff is assured that attention
will be given to his personal progress. The Application for
Membership in the Career Staff of CIA states: "a C o that
with continuing satisfactory work performance and conduct on
my part, Just and equitable attention will be accorded my
personal progress during my tenure in the Career Staff."
b. Regulation No. places responsibility upon the Heads of
Career Services:
(1) To plan the utilization and development of members of their
Service, including their training, assignment, rotation,
and advancement; and
(2) To plan the rotation and reassignment of members of their
Service so as to enable the Career Service to meet long-
range personnel requirements through orderly processes.
c. Some Career Services have made great strides in establishing
programs calling for written plans for the assignment, training,
and development of individuals under their jurisdiction but on
the whole career lanning is currently in its initial stage.
25X9 Approximately individual career plans using different pro-
cedures, forma s, and planning criteria have been reported.
However, there is no accurate way to determine to what extent
career planning has been effected or for what percent of the
employees no plans of any kind have been made.
4. 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 personnel are made, sometimes with--and many times
without--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, career planning for the individual is considered the
responsibility of the immediate supervisor, who may or may not
have perspective or interest in the long-range development of
individuals.
b. An Agency policy which provides uniformity in career planning
requirements is desirable in order to furnish guidance to the
Heads of Career Services for the performance of their career
planning function.
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SUBJECT: Career Planning for Individuals
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.
d. 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
the plans prepared were to propose retention in present assign-
ments for the immediate future. Fbtphasis must be placed on the
fact that career planning is a personnel management 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
plan is to project the activities of an individual in order to
direct and stabilize his planning for the future and to encourage
him to give serious consideration to his skills, interests,
aptitudes and performance in relation to the needs of the Agency.
A plan prepared within the framework of these objectives serves
as an incentive for the individual to do better work in his present
assignment and recognizes that the development of a career is
predicated from the beginning upon the individual's performance,
consistent endeavor, and potential.
e. Concern has also been expressed that a career plan for an indi-
vidual may be considered a contractual agreement 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 are guides to be considered in
making future personnel decisions affecting the individual. Con-
sideration should be given to entitling the document outlining
proposals for future activities by some title, other than plan.
Such a document could be known as the "Career Preference Outline."
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 Outlines 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. It personnel planning is to be effective for the
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 Approved Fo~&lease 2001/09/04: CIA-RDP80-0182UR~00900060027-2
SUBJECT: Career Planning for Individuals
Agency and the Individual, Career Preference Outlines must be
prepared in a realistic manner. Individuals must be given
assistance and counseling in preparing their statements of
career preferences. 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 com-
ments of the reviewing officials. In some situations, it would
be ill-advised to show the individual these comments and in other
instances, most desirable. Regardless of the policy established
in reference to showing the comments, discussions with the indi-
vidual concerning the feasibility of implementing his proposals
should be encouraged.
The following basic principles must be considered in the develop-
ment of policies and procedures for career planning for individuals:
(1) career Preference Outline
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.
(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 votential of the individual
are coordinated with the present and future requirements of the
Agency.
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SUBJECT' Career Planning for Individuals
(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 individual and must be subsequently
considered by officials when 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 Outline are taken after serious consid-
eration of all pertinent factors. In line with this require-
ment 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 initiating and approving subsequent personnel
actions.
(4) The preparation of Outlines for all employees in the Agency is
not practical or necessary. However, formal exclusion of
individuals or groups from career planning activities 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, grade.
length of service in the Agency, and needs of the Agency would
be considered in establishing priorities for processing plans.
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 objective of eventually establishing career planning as a
necessary personnel 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 information 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.
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SUBJECT: Career Planning for Individuals
5, CONCLUSIONS:
The following conclusions are formulated;
ao Career planning for individuals is a necessary personnel manage-
ment procedure which provides guides for future personnel actions
for individuals in order that job continuity and better utiliza-
tion of manpower in the Agency may be effected.
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 should be eventually required for
S1. members of the C3A Areestaff except supergrade employees.
taff
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utlines may
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employee or staff agent, if in the opinion of the individuaf`'
or his supervisor such documentation for the individual is
1 required or desirable. J" 1( &,'~
(3) Career Preference Outlines for. persons presently in grades
(S-11 and CB-12 should be given first priority by the respec-
tive Career Services in determining the sequence for processing
Outlines.
(4) Career Preference Outlines should be filed, subsequent to review
by appropriate officials, in the Official Personnel Folder of
the individual concerned.
(5) 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.
ca 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.
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 Approved FoQP lease 2001/09/ 018268 00900060027-2
SUBJECT: Career Planning for Individuals
(2) Operating Officials will ensure that immediate supervisors
or other appropriate officials work in collaboration with
the individuals concerned and the appropriate Career Manage-
ment 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 him.
(5) Heads of Career Services will ensure that the original of
the Career Preference Outline, when appropriately endorsed,
is forRrrarded 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
planning for the individual.
(6) Proposals for changes in the Career Preference Outline may be
initiated by the individual or the Head of his Career Service
any time 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 form, "Career Preference Outline" (see Attachment A) should be
adopted as the basic career planning document for all Career Services.
6. HFCONI MDATIONS:
It is recomrr,ended that:
a. The conclusions in paragraph 5 be approved.
b4 The Council schedule a special meeting to which the Heads of Career
Services and Operating Officials are invited to discuss career plan-
ning for individuals.
oo An Agency Regulation on Individual Career Planning be prepared by the
Director of Personnel and submitted to the Council for approval.
FOR THE DIRECTOR OF PERSONNEL:
for Planning and DSV01OPment
Approved For Release 2001/09/04: CIA-FTDP80-016
TA L
 LURVAt
Pit CE CAREER OUTLINE
I
This outline is design to provide information, for consideration by the employee's
Career Service regarding his career interests. It will be completed and forwarded
through normal. eels to the )mod of his Career Service in two copies. The orig-
inal copy will be filed in the eioyee"s Official Personnel Folder;
e2IMee will. complete its I throu& 32)
LEn
T? NAME OF EMPLOYEE ~AS;Ir-IFEFFS;T-MAdflRE.
SERVICE GESIMAT104
3:. D`A'TE OF BAIRTH' '.GRADE ?,ORGANIZATION'A'L. TITLE AND OCCUPATIONAL CODE
6?_DFFICE OF ASSIGNMENT
S 1 lO11 IA C1iREER Al RERESTS
't GENERAL TYPE OF ACTIVIITY' {
a~ SREC'?IIFIC TYPE OF A.CTF.VI!TY' E1KZ1-UO4NG A'SSIGNMEXTI I
4. IMMEDIATE (40THGNI NEXT T TO) 2 YEARS':
B. LONG RANGE (WI!TH'!IN! FOLLOWING 3 TO) g YEARSh
SECTION. B' TRAt!N'I;NG
9.. INDICATE WHAT TRAINING YOU!BELIIEVE YOU SHOULD HAVE IN: ORDER, TO INCREASE YOUR VALUE TO THE ORGAN;IZATION'. (INCLUDE
ORGAN'IZATIONA'L, EXTERNAL AND ON-THE-.108+ TRA1iN1.NG!f
A. IMMEDIATE (WVTH':IN NEXT 1' TO 2' YEARSIH
Bt LONG RANGE (WTTH!UN' FOLLOWING 3 TO' 5 YEA.RSI't
1:O . A'DD I T I:ONA'L COMMENTS
I PFECOGNtZE THAT, THE IMP 1ENTATION! OF IW CARLER PREFERENCES MOIST OEPEND UPON THE NEEDS OF THE ORGANIZATION AS
WELL AS UPON! MW PERFORMANCE, CAA'A9ILITIES AND INIIER 5t ,-
1i1 DATE COMPLETEl3 Approv ff_ M Me t'7 9I04 : CIA-RDP80-01826R000900060027-2
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lease 200119004A
 Approved For Fase 2001/09VMN OIIA RDP80-01826R00 900060027-2
CAREER PREFERENCE OUTLINE
(Continued)
13. NA"IE OF EMPLOYEE LAST-F I RST-MI DDLEI y - ~ 14. DATE OF BIRTH 15.SEPVICE DESIGNATION
SECTION C COMMENTS BY SUPERVISOR
16. RELATIVE TO CAREER INTERESTS OF EMPLOYEE
17 RELATIVE TO TRAINING FOR EMPLOYEE
18_TYPED OR PRINTED NAME OF SUPERVISOR
TITLE
SECTION D
19. SIGNATURE
21. DATE
FOR USE OF CAREER SERVICE
i
22.TYPED OR PRINTED NAME
24. T I T LE
23.SIGNATURE~
2 5, DATE "
_ ------------_---~ - -
SECTION E FOR USE OF OFFICE OF PERSONNEL
26. TYPED OR PRINTED NAME
27. SIGNATURE
28. T I TLE Approved For Release 2001/09/04: Cl
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 CAREER PREFERENCE OUApp -oved FoLelease 2001,j11 bP80-01826R000900060027-2
INSTRUCTION SHEET
DETAILED INSTRUCTIONS
I PURPOSE: THE ORGANIZATION, THROUGH THE CAREER PLANNING PROGRAM, MAINTAINS AN INVENTORY OF INDIVIDUALS' PREFER-
ENCES IN REGARD TO CAREER INTERESTS AND DESIRED TRAINING FOR USE IN PLANNING UTILIZATION OF MANPOWER, THE
PREFERENCES ARE REVIEWED AND EVALUATED BY SUPERVISORS AND THE CAREER SERVICE IN TERMS OF THE INDIVIDUAL'S
POTENTIAL AND THE NEEDS OF THE AGENCY. THE STATEMENTS OF PREFERENCES AND THE APPENDED COMMENTS SERVE AS A
GUIDE FOR FUTURE PERSONNEL ACTIONS.
II PREPARATION: AN INDIVIDUAL IS ENCOURAGED TO DISCUSS HIS CAREER INTERESTS AND PROPOSALS FOR TRAINING WITH HIS
SUPERVISOR, CAREER MANAGEMENT OFFICER, AND TRAINING LIAISON OFFICER WHEN PREPARING CAREER PREFERENCE OUTLINE.
SPECIFIC INSTRUCTIONS CONCERNING CERTAIN ITEMS ARE LISTED BELOW:
ITEMS 1 THROUGH 4 ARE SELF-EXPLANATORY.
ITEM 5 ORGANIZATIONAL TITLE - INDICATE THE TITLE YOU USE IN SIGNING OFFICIAL CORRESPONDENCE. INDICATE 1INONEtt
IF NO ORGANIZATIONAL TITLE IS ASSIGNED TO YOU.
OCCUPATIONAL CODE - INDICATE POSITION TITLE AND CODE, E.G., INTELLIGENCE OFFICER (GEN.) GS-0132.06.
POSITION TILE AND CODE APPEAR ON ?ITOlt SIDE OF SF-52.
ITEM 6 OFFICE OF ASSIGNMENT - INDICATE COMPONENT, DIVISION OR STAFF, AND BRANCH OR SECTION, E.G.,
OP/PAD/SUPPORT BRANCH.
SECTION A - CAREER INTERESTS
ITEM 7 GENERAL TYPE OF ACTIVITY - INDICATE THE GENERAL AREA OF WORK IN WHICH YOU ARE INTERESTED AND PREFER TO
FOLLOW IN THE FUTURE, E.G., COLLECTION OF INTELLIGENCE, COMMUNICATING, PERSONNEL ADMINISTRATION, REPORTS
ANALYSIS, ETC.
ITEM 8 SPECIFIC TYPE OF ACTIVITY - 1 C ASSIGNMENTS WHICH ARE YOUR IMMEDIATE AND
LONG-RANGE OBJECTIVES, E.G., PLACEMENT OFFICER, INTELLIGENCE OFFICER,
(BIOCHEMISTRY), ETC. (USE T 0 CLASSIFICATION TITLES AND CODES.)
ITEM 9 GIVE NAME OF COURSE AND LOCATION, IF EXTERNAL. (USE OTR CATALOG OF COURSES FOR INTERNAL TRAINING.)
ITEM 10 - INULUUt ANT INFUHMATION NOT INCLUDED ELSEWHERE WHICH MIGHT BE USEFUL IN CONSID-
ERATION OF ASSIGNMENTS AND TRAINING FOR YOU IN THE FUTURE,
ITEMS 11 AND 12 ARE SELF-EXPLANATORY.
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