INDIVIDUAL CAREER PLANNING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000900070012-7
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 7
• Document Creation Date: December 9, 2016
• Document Release Date: April 4, 2001
• Sequence Number: 12
• Publication Date: October 13, 1955
• Content Type: MEMO

Approved For Release 2001/05/01 : CIA-RDP80-01826R00090 070012-7
13 October 19,i
O3 F1CE OF PERrON L a~`--: O AM NO. 20-110-7
S18S;T: Ind ,vidual. Career Planning
L. OEI+IERAL
a.r A fowl nY: or?!n of career planning for members of the Personnel Career
Ser',rice is established In order tc) effect indiv:ld aJ career planning
and development on an orderly basis. This program implements the policy STATINTL
of the Agency carer program set forth in-a
h,. This memo anduia includes career planning procedua?es for individuals with
the Service Designation of SP in headquarters and the field regardless
of their assignment- or the rapacity in which they are serving. The pxoo-
,risions of this i s3orandt are not applicable to tidividuals who have
attained ut,iergrade ranksc Personnel actions affecting supergrade ern
ployces are governad by
c c The objective of career planning is to outline the general direction of
an individual0 s fu pure d velopraent and to specify the type of work assign
dents and training which will contribute to his progrf;s toward a planned
grab An 'sndi.viduazi. Career Development Plan provides he individual an
opportunity to fon-i? .ate and discuss his immediate and :.ong-range career
j1a and to receire coin eel and guidance in reference t) the possibility
and means of impliuoientin such plans. Approved Plans or record will
assist thy; Agency/ -.1n rmee;ing requirements for qualified personnel and at
,sae same time further the progress of individuals in work areas in which
they are intereratedo
STATINTL
Effective, as of 1 ap>ri.l 1956, an Individual Career Develap;a.-:nt Plan
approved by the Head of the Personnel Career Service will. be. required
.,.or each 5.P =esigno=3 assigned to a headquarters position who 1s a member
af the Utz jareer Staffo An individual serving overseas (PCS,I will not
be expect >f to prepare a Career Development Plan until he has t:-turned
` to headquarters, and the individual may be granted a period, n5t to
exceed six months, in which to prepare a Plan upon his return :rem overseas.
e,. A formal Career Fi a:aa will not be required unti.1 an employee haf achieved
CIA Career Staff status -,zaess in the opinion of the individual or his
supervisor(s), the docur ntation of a plan for the individual is required
or desirable.
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i An Individual Career Development Plan will cover a period ranging from two
to five years, as determined by the individual concerned and the officials
responsible for counseling and collaborating with his in the preparation of
his Plane. It will contain his proposals for training,, rotations reassign-
ment or retention in his present aasigximent.
This Plan will serve as a basis for a discussion between the individuals
the Career Management Officers, and the Chief of Staff or Division concerned
in the preparation of the final draft of the Plano
o. Individual Career Development Plans will consist of proposals which, upon
isplementation, would increase the individual?s capacity for service to
the Agencyc Each Plan will be compatible with the individuales current
and prospective capabilities and, insofar as possible& with his career
interests in terms of the present and anticipated personnel needs of the
.Agency.
An individual?s approved Career Plan will be subsequently considered in
connection with the approval of all personnel and training actions affect-
ing him. This is not iatended to restrict desirable flexibility of action
but rather to ensure that any actions which deviate from an individual?s
Plan are taken after serious consideration of all pertinent factors. The
approval of major changes in the course of an individual? s progress will
be accompanied by appropriate modification of his Career Plan.
Individual Career Plans will be reviewed annually in terms of the pro-
gress of the individuals concerned toward the goals planned,.
30 i sPONSIBIDITIE
The Personnel Career Board will prescribe standards for training indivi-
duals during their trial service and provisional periods and for pro-
viding them with experience in a variety of assignmento
b. Executive Committee of the Personnel Career Board
The L-mutive Committee of the Personnel Career Board will review Indivi-
dual Career Development Plans at the time of submission and annually
thereafter, on or about the anniversary date of approval by the Head of
the Personnel Career Service, in accordance with this memorandum and will
evaluate the progress of the individuals concerned toward the goals planned,
C'I A I-N-T E-R-N A-I, -S=E O?=N-L-Y
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co Personnel Career Management Officer
(1) The Personnel Career Management Officer will arrange for the con-
sideration and review of Individual Career Development Plans and
will be responsible for the final preparation and submission of
such Planso In order to regulate the flow of Career Plans being
processed, the Career Management Officer will determine priorities
in reference to the processing of Plans. He will collaborate with
the Chiefs of the Staffs or Divisions in reference to the deter-
mination of priorities for the processing of Individual Career
Development Planso
(2) The Career Management Officer will notify. in writing the individual,
through his Staff or Division Chief, that the preparation of his
Carper Plan is to be initiated for consideration and final prepara-
tion in accordance with paragraphs ha and bb; provide the individual
with a Biographic Brief based on information contained in the
Official Personnel Folder; and provide instructions relative to
the initial preparation of his Plano
do Chiefs of Staffs and Divisions., Office of Personnel
Chiefs of Staffs and Divisions of the Office of Personnel are responsible
for ensuring that individuals under their jurisdiction initiate their
Plans and that immediate supervisors or other appropriate officials 'assist
the individuals and the Career Management Officer in the preparation of
such Plans.
46 PBOC DUFMS
a, Initial Preparation of Plan
(i) SP designees will initially prepare., in quadruplicate., their Indivi-
dual Career Development Plan., when requested to do so by the Career
#iana.2gement Officero Upon receipt of a request from the Career
Management Officer., together with the Biographic Brief., the indivi-
dual concerned will prepare his Plan in consonance with the pro-
visions of this memorandumo (There is attached a suggested outline
which may be followed or modified, as appropriate,, in the preparation
of the Plano)
(2) If the Biographic Brief submitted to the individual by the Career
Management Officer is not complete., the individual will submit such
additional information as is necessary for inclusion in his Official
Personnel Folder,
(3) Individual Career Development Plans will be prepared initially by
SP designees assigned to the Office of Personnel with the assistance
?3-
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of their supervisors (Chiefs of Staffs or Divisions, or their designees)o
For SP designees assigned to headquarters positions outside the Office
of Personnel, the Chief Administrative Officer of the component to
which an individual is assigned will be requested by the Head of the
Personnel Career Service, or his designee, to assist the individual
in the initial preparation of his Plane
b~, Final Preparation of Plan
(1)
Plan,9 of SP Designees Assigned to the Office of Personnel
The Career Management Officer,, the Chief of Staff or Division or the
Executive Officer, having jurisdiction over the individual concerned,
will collaborate with and counsel the individual in the final prepara-
tion of his Plano
(2) Plans of SP Designees Assigned Outside the Office of Personnel
The Personnel Career Management Officer and one appropriate senior
offic.-ial designated by the Head of the Personnel Career Service will
collaborate with and counsel the SP designee assigned to a head-
quarters position outside the Office of Personnel in the final
preparation of his Plano
co Review and Approval of Plans
(l )
(2)
(3)
The original and first two copies of both the Plan and the Biographic
Brief will be submitted to the Executive Committee of the Personnel
Career Board and the third copies of the Plan and Brief will be held
by the Career Management Officer as references during the processing.
They will be destroyed upon completion of the prooessingo
The original and two copies of the Plan will be endorsed, with or
without comment, by the individual concerned, the Career Management
Officer and the Division or Staff Chief, or Executive Officer, as
app ropriated
The Individual Career Plan will be reviewed by the Executive Com-
mittee and approved by the Head of the Personnel Career Serviced
&, Final Processing of the Plan
Subsequent to the approval by the Head of the Personnel Career Service
the original and first two copies of the Plan and the Biographic Brief
will be processed as follows:
4-
C-ImA I-N?T-EmH?N -A-'L U S?E O?N'L--X
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(1)
The original copy (including the Biographic Brief) will be filed
in the Official Personnel Folder of the individual concerned,
(2) The second copy will be returned to the Career Management Officer
who will review the approved aspects of the Plan requiring formal
maple ntation and appropriately record necessary action to be
taken. This copy will then be filed in the records of the Personnel
Career Board.
(3)
The third copy will be returned through command, channels to the
individual concerned.
A proposal for changes in a Plan may be initiated by an individual at
any time subsequent to the initial preparation of his Plano Major
changes or revisions are subject to the saute review and approval as
are required in the processing of the original Plan.
STATINTL
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Approved Po ' IeisI !ITk1 .-~IA- AO-R `>f&R;00900070012-7
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INDIVIDUAL CAM H DE P 1EI ' PLAN,
In a career planning program it is recognized that the individ-
ual is primarily responsible for his or her own professional develop-
ment and that no plan can obviate the necessity for individual ini-
tiative and resourcefulness. Since individual differences and per-
sonal circumstances are basic factors in determining the future plans
of individuals., career planning cannot conform to any preconceived
?pattern. Some individuals have not yet determined their major career
interestf3 and are currently in no position to make long-range plans,
and may or may not be able to be very specific in terns of short-
range plans. Other persons may have definite ideas in connection
with their ultiarale objectives but need assistance in making Imme-
diate plans to lead to these objectives.
Individual Career Development Plans are generally made for a
period of five years (two years in detail and three years in general)
and are subject to change by the individual or Agency officials in
light of existing conditions and circumstances. Individual Plans
should not be made for the sake of ".,making a Plante but.are devices
for assisting individuals in planning their personal progress in the
Agency. They are also guides to Agency officials in effecting future
personnel actions. These actions should be in accordance with the
career plan of the individual whenever it is possible.
The following outline is a general guide for the preparation
of an. Individual. Career Development Plano This outline suggests
the type of information supervisory, reviewing and personnel manage-
ment officials need to know in order to assist the individual in
planning and iniplementing his career in the Agencyc
OPM 511.55
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SUGGESTED OUTLINE
FOR
INDIVIDUAL CAREER DEVELOPMENT PLAN
Name
Position Title
Grade
Organizational
Component Assigned To
to ANALYSIS OF EXPERIENCE IN CIA
The analysis of experience in CIA should be a summary of knowledge
gained in your assignments in CIA to supplement the chronological
suwaxy of your experience with CIA included in the biographic brief.
20 CAREER INTEREST OR INTERESTS
Write a brief statement indicating the general area of work in
which you are interested and expect to follow in the futures Include
in this statement reasons for your choice of this type of work. Indi-
cate the particular type and level of assignment which is your objective
in the immediate futures and state your preference, if any., for the
Agency organizational component to which you would like to be assigned.
30- EXk'ERIEIEs TRAINING, OR KNXULEDGE NEEDED
Discuss the types of work experiences training, or knowledge which
you consider that you will need on a long - or short-range basis in order
to further your career interesteo Indicate any individual study, such
as outside training courses, readings or other activities in rich you
are participating or expect to participates which will further advance-
ment in your career. _
4. SUGGESTED PLANS
Outline suggested plans for the next two to five years. Include
plans for reassignment or retention in present assignment, on-the-job
training, formal training., or job rotation if such activities are
proposed. Give approximate dates and describe any conditions or
circumstances which may be determining or limiting factors to the
proposed plans.
OPM 54?55
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