TENURE, JOB SECURITY AND REDUCTION IN FORCE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000900120019-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: December 9, 2016
• Document Release Date: October 27, 2000
• Sequence Number: 19
• Publication Date: October 1, 1953
• Content Type: MEMO

Approved Fob Release 2001/03/04: CIA-RDP8Q1826R000900120019-4
Sec'y~formai
I October =1-953
Director of Central intelligence
qON: Legislative Task Force
:' &NCT: Tenure, Job Security and Reduction in Force
1., EROI3LEM: To determine whether additional. Iegislation is refired
the Agency with respect to establishing the to ire and job secur* ty of
arc er er eloyees and to conducting necessary reductions in force.
a. It is the Agency t s objective to develop and maintain a group
of dedicated people who are carefully selected and r?ogressively trained,
who desire to devote themselves permanently to the needs of the inteii:igen"
se ice of the U0 Se Goverrume it, who enjoy the satisfaction of a job well.
done, who look forward to the emoluments and benefits appropriate to such
,,service, and who have the expectancy of a permanent career in CIA.
bo Career employees of the Agency will not, be affected Ily rre
ductions in force until all practicable rec uctions "lave been ac .onipi1syaef~
among other categories of personnel,,
c o Such external review of the Agency, , s , ~_~rsonnel activi to es as
would reveal intelligence methods and sources i.s uadeairabler
d0 The Director wcul d use his authority urs.der section 102(
the National Security Act of 1947 to separate any err plcyee when nece spa r?/
to avoid the risk of such outside review as would reveal intelligence so rtes
and methods.
3, FACTS WA RING ON THE PROBLEM:
ap The sire of certain career organ zatioans in the Federea strur?tur.re
(for example, military services, Foreign Service, and permanent civ-11. service
employees) is,perioc:3i.cally established by legislative limitations,.
aragraph 2a(l) states that 41the size
ation~
l
R
b
p
egu
.
@ Agency
of this career staff (i0ea, the CIA career staff) will be determined by tja 25X1A
long range needs of the Agency rather than by its more variable temporar
requirements n"
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4ec4iG1 15fax ation
o, The provisions of the Veterans Preference Act and its
implementing procedures apply to personnel activities of the Agenicy;
db The Director has authority under section 1-02(c) of the
National Security Act of 1947 to separate any eanp1oyee of ti.. Agenc, thc
he determines that such action is in the national interest,
.,, DISCUSSION:
a s "Tenure" has been considered to mean an emnlayee & s exoK~ c?tau
of a long term career in the Agency. This expectancy should be lim-i t eci
only by the possibility of:
(1) Resignation or death of the individual;
(2) Failure on the part of the individual to meet .ge s :j-?
requirements for performance, conduct, security or health; or
(3) A necessary reduction in forcer
The concept of tenure and job security Is inconsistent with frequen?=
.fluctuations in the size of a career group,, since they depend in 1.e
pert, upon the e cterbt to which the size of that career group Conform',,
t ~
the long range needs of the organization au any given time.
b, Although the size of career organisations in the Feder ''
structure is sometimes established by legislative action such acticr,
quires Congressional review of the manpower plans and regaa:remen":.
ka a organization and penaits the possible introdaactiori of politica :
siderations in such deter ni..natinns( Further, since any caaMIMC-) in is
aataadmu>.ra limitation established by. statute must be effected a-I anend;~,cli
of the statute, the heads of such career organizations have no latitude
:d th respect to increasing, the stated limitation without subrfdtting ;-,prjra:-
pri.ate justification for Congressional review., The undesirability of --lub._
mnitting Agency manpower plans and requirements to Congressional and a;ubi_a.c
scrutiny would seers to offset any advantage which might be gained through
the estab1ishrient of statutory limitations on the size of the Ages c, i 's
career staffs
v.. The Agency's objective of retain _xag dedicated ca:reor ea. }icree
wcaii.d not be served by policies which would retrain any i.nctividua1 ufli~4-) lacks
an active personal interest in an Agency careers Nor would this obE'ect".ve
be seared if separations of career employees were arbitrary or friir(.,Ioaas
The continued association of a career employee with the Agency is a.,' a.ac rarrb g~
both to the Agency and to the individual, A decision to ter-innate -~h1u
association should be of at least as great inaortarce as a decision to
establish such a relationship. Therefore, it should be reached otil after
careful consideration of all pertinent facts both by the Agency and by the
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Secua ity7In#arpn-ation
individual concerned, The decision to terminate a career employee should
be made by a central authority established to make such decisions or by the
Director, Under present Agency practice, this central authority is carried
out by the Director in-the exercise of his authority under P.L. 253, 102(c)
and in cases within the scope of Executive order. 10450, and in all ok~hercases by the Assistant Director (Personnel). All decisions to terminate
are made with consideration of the advice of appropriate Agency officials,
~d0 It follows that eternal control is necessary to insure, at
the Agency level, that all pegtirlent facts have been impartially considered
before a decision to separate a career employee is made, It has been argued
that such controls are restrictive and burdensome to operating officials
requiring them to justify their separation proposals to the satisfaction of
a central Agency authority. Nonetheless such controls are essential in a
career service, It should not be "easy" to separate a career employce