EXCERPT FROM SUMMARY REPORT OF THE SUPPORT CAREER SERVICE ACTIVITIES 26 APRIL 1955

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000900060057-9
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 2
• Document Creation Date: December 9, 2016
• Document Release Date: May 20, 1998
• Sequence Number: 57
• Publication Date: April 26, 1955
• Content Type: REPORT

Approved For Release 2001/09/04: CIA-RDP80-0182000900060057-9
Excerpt from Summary Report of the Support Career Service Activites 26 April 19,55
Individual Career Development Plans
Prior to the report period the Administration Career Board and the
Deputy Director (Support) had approved a procedure for developing Individual
Career Development Plans for SD-A personnel, and the personnel of the other
Career Services centered in the former Deputy Director (Administration)
organization. A summary of these procedures is as follows:
a. All positions under the jurisdiction of the Administration
Career Services are identified and position descriptions are obtained.
The qualification requirements on the individualto occupy each suca
position are determined. The grade, title, and original location of
each position is ascertained.
b. On the basis of duty, descriptions, and qualification
requirements the positions are categorized into the definite types
of administrative activities (e.g., Organization and Methods work,
executive Secretariat and Communications processing work, Records
Management, General Administrative) Project Administrative Planning).
For each type of administrative activity there is recorded the number
of positions in each grade level.
c. For each type of administrative activity (see above) the
existing requirement is projected insofar as is possible into the
future in the light of anticipated changes in the activity and
function of the Agency. These projected figures (not to exceed
five years) therefore will represent the number of persons at
different grade levels for eac'AL type of administrative activity
which must be available and trained and available when needed at
that point in the future. These then are the requirements for
different types of administrative specialists and also represent
the goals for development of administrative personnel. The positions
themselves represent the channels in which administrative personnel
can acquire the experience which they will need.
d. Individuals are selected to be the subjects of separate and
different career development plans. Armed with his knowledge of
requirements and opportunities, the Career Management Officer obtains
the complete information to be used as a basis for planning the
development of an individual. This information consists of all data
available in the individual's personnel folder, training evaluations,
results of special testing and other assessment for evaluation, comments
and opinions of supervisors at the moment and in the past. The Career
Management Officer also interviews at length an employee concerned to
ascertain insofar as is possible, his deepest interests, his likes and
dislikes, his preferences for organizational components, his goals and
motivations, and his own analysis of the experience which he has
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acquired up to the point of the interview. In the light of require-
ments and opportunities the Career Management Officer then recommends
the program of Career Development for the individual. The Program
is in the form of a statement as to the type of assignment and
-level of assignment in which the individual ideally should find himself
at a point approximately four or five years in the future. The Sian
also presents the type of consecutive assignments and training which
will lead the employee to the goal and which will equip him with the
knowledge and experience which he will require.
e. The final recommendations of the Career Management Officer
are commented on by the employee's supervisor and by the employee
himself prior to submission to the Administration Career Board,
and these comments are part of the presentation.
f. An Individual Career Development Plan which has been approved
by the Administration Career Board and the Deputy Director (Support)
is offered as a guide to the future assignment and training to be
offered to the employee. It is not a fixed, inflexible plan for specific
assignments but represents certain objectives which the Board will
follow insofar as it can when utilizing and assigning SD-A personnel.
During the reporting period two completed plans were submitted
to the Board for comment. Both the plans and the procedures which
produced them were approved by the Board. Approximately fifteen
additional plans are nearly ready for Board review and will be
-presented with a slight revision of format as requested by the Board.
a. The Administration Career Board and the Deputy Director
(support) also approved a special plan whereby an Administrative
Officer of the DD/P organization would be assigned to a Senior
t
ainin
for
r
g
if, at the
d to other
conc uslon o
than administrative wore, his extensive background ?in adni.nistration,
,r ll rake him a More valuable irnerations Officer. I:', on tine contrary,
he returns to administrative work in the DD/P oraa,.nizati on, his
;aerations training will make him a better administrator. For
these reasons, the program is endorsed and sponsored.
Tlae Board also checked periodically the progress of two
other administrative employees who are receiving training in Senior
Career Development Positions under the sponsorship of the Board.
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