SUMMARY OF OFFICE OF PERSONNEL HISTORY
Document Type:
Collection:
Document Number (FOIA) /ESDN (CREST):
CIA-RDP80-01826R001000060001-8
Release Decision:
RIPPUB
Original Classification:
K
Document Page Count:
44
Document Creation Date:
December 15, 2016
Document Release Date:
October 9, 2002
Sequence Number:
1
Case Number:
Publication Date:
June 1, 1955
Content Type:
SUMMARY
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,Background for -this paper is con1eined in notss i.ritten
'for HS/I CI by rersonnel Office in 1952 and for those lther'
? Clark C3rT nittee, August 19514, in addition to miaaeUar ad to
i t Fli
material Ced up in".1.952 by HC1,
2oo'1BO0t60oo1 T
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THE OFFICE OF PERSONNEL
,'25X,1 A9A
The Office of Personnel, CIA, did not cone into being as such with the
formation of the Agency in 19147, but had its origin in CIO, with the ,ab-
Ull :ra' f..a r;t
liehment ofjho Personnel and Administrative Branch,Axhich was charged with
the responsibilitr of developing an organization.
and from the Ward Department (including 't'he 'Air .Corps); which supplied 79.
were drawn equ y from State and Navy
The staff of; .the Central Intelligence Go up totaled l65 persons. These
I I second draft, Pe.'sohnel Office/
The Strategic Services Unit (descendent of the OSS) was still in axis-
tenoe, with the Overt section ` (The - Research end Analysis Division? Group?)
transferred to the State Deparbaint and the covert (the SSU) taken over by
I
the War Department.
It was the smal,l+; 'olaseitioation unit in this :Latter
group which worked on position descripticns for : the UIO Table of, th ,; -.dza..
Lion in oo3lahoration with the Person e1 and 'dministrative 'Prwich, CIG,
and which was subsequently , transferred toy that Branch. Memo, Melooa
Jackson, 13 Dbo 54, Bubi t History, Office' Personmel; CIA./:::. There was no
-- ---- _ .. ......,. ...aag %aiv -L-,L.r. uava January `40 .Q~,i;~~hf:,y
CIG Znin Order cto6er- 3:n A in arde s 25X1
The following sec nn were esliehod: Class & 1 nth 'iS it es.
Services! Prot r n fieg'}e~ .Medical
'
ux
ement rani, Assessment; Transacti
with He;-.* d ons and Rea,~rd Y~" ? ? f
an
T
rair _rg T,0(7,e tiler
Hq. Dot.+ and Na1rz1 gyp arid acid Q3
``~nnploy* e la-ti:418 ..:. ,,:. :... _ Sectjon.
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1 Attention Was therefore' directed in eor1.y racxui.t1 ent. t:x) rotor-a
Departrre of U t. tE, fia
transfer ofpdrsonnel-and fact- ties fran th~a ?
1946 aid no formal recru3iment'or procuIrQnnent ERct.c:~ s 3tic' ricr tt.
Septen*er, 1946 F) since the dir6ctive eetal~l_ sr:~x1?> (IC r~rv`~ci` d for
procurement. Some individuals; `were brought to the
s 3
(indistiduslly) by direct interview and negotiation w ya;s c.=
rersomnel and Ad~n3iz3 etrative Branch,: but this still appm:r,3sa;e
agency transaction. Certain other w.ts of CIG were of
transfers' from other orrgards iions. ? (Neloon; to aCt:.:,, `,h)
Qk~ag_'4 Onie of the diffiob`lties of this a;rrargm,,cnt was that the Di
f tYe c' mtra7_ Intelligence Croup had h6rit` of ?are or fire.
w..
Sal., ri
interested
and t xpetiees:of the, Group were, to;,be borne, by the three gee
-t "eerab ahd,' nor rag the authority c
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_r t3/2J
disburse any funds gut at disposal. Each department was held respor. L,
for the clearing of the personnel it would send, with its security officer
having the right of review. The 'final decision in every case rested with
the DCI. The suggestion that there be an interdepartmental screenAng
committee! fof this purpo ie did not'. most approval,' and e t the screening of V
individual agency did rot prove satisfactory, the directive establishing
this was *escinded h October 1946 LL
Ills page 5i.,/ The CIO itself
then took Ifuli responsibi1ity'for;alearing its personnel.
The in of hiring or firing at will aatuallyntook away 1==Part-
from the D rector his authotity oar the Group, since each intelligence
agency worrced along the lines of interest. to its own Department, J-6 was
not easy to secure the necessary personnel; by rec tisitiosi fr an the depart-
ments,, and fthe DCI. felt for reasons ,of security as well'as of, efficiencp
ho should be given fu71 charge of 'selection and direction of his personnel:
TPA 13-16; III, page'? 13/ ? This he Wa~able to effectuate .L
19146. (September?)
with the c a0ability of the CIG,,to hire its own personnel., and subse-
quently wit!} the establishment of the' C".f;A4 personnel was conaiderah ,y in-
creased and programs were in iite4to teaks personnel operations more
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efficient? It was. difficult to :obtain. qualified person'nol # etef f ties:
programs, however.
To increase the efficiency of the
more an more demands, were made, pon ity changes were read:. ;,, t.:hf? 1 tc tim
organiz tional -structure and size' of the varir us sepmc' its of the Office.
ing
ff l January 1949 with the general. a c imie trative change t aline
As'
vlace in the AEetav. the' overatir nal :"eleripnts' of the personnel manaaexn nt
`function were decentralized to . tqo' personnel' divisions thin admi ri.s-
x i
trative 3orgmizations c r }~e v! rt (Sp cita:L Support Sty ~` '', and
overt (Administrative Support Staff) components of the Agency, re ec tip
Staff personnel management responsibilities.,- including final position.
Hist P0, 1954 classifjcationauthority, were located ins separate personnel
version
ataff.:: At the same time, a Petsonnel ' Staff, etas` establishedfo provide
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1.7 y qre~ policy guidance to the Executive of the - Agercy on personnel matters.
In October, 19,O, the organization of various adrrini,,^,trative
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was" again altered in an effort to improve service to operating uni
two' .'orsonnel Divisions (overt and covert) together with the Parson:'
Staff were united ender the-Personnel Director aid reorgard ed tnd.sr
follo,Wng semi-functional bacist Personnel Divisitiu (Overt) was N;-t-
to provide placement, personnels relations,. and transactior. and recor
service for the overt offices and a 'clerical pool and testing serer' ce
the' Agency; Personnel Division (Cov
rt) was established to provide p1.
still, in ef- personnel relations,. and transactions and records t.,3rvice for the coy
feet 19 Dan
offices. The following were' set up! as central servwc~ s; ~:l.aszif5 ca~-
i
and$ Wage Divijdon for a central ,Mge and s~if. ,ry ads :` r:
Nr
tiofi programs Personnel` Procurement Division, for c.+mntral raorv A,jrc-
service for the Agency, .replacing the recruitment services formerly' 1.
"bye ks-!-ge~aeY Branches of .the two Personnel. Divi.ttcm
by the Placement
Personnel Division, previoua.Ly located in the overt rvtsviu,e*! visic
want set up independently to continue its f"unotion as The- central mils
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There are many unique problems which cannot be solved by following
customary Federal peaaonnel policies, procedures and practices, and for this
reasa the Agency has been exempted from various requirements generally
.established for Federal agencies; for example, the Civil Service Commission
in September of 1947 excepted the Agency from all civil service -_rrr;;tive
examination and certification procedures which are' normally followed in
making Federal appointments. In addition, in October of 1949 Congress
exempted CIA from the Federal poeiton classification and e compensation
system, and despite other provisic*13 of few governing the separation or
rennvai or Federal employees, the National Security Jot of 1947 has vested
in the DCI auhorityto effect ter .nations of employment wherever deemed
"neLessary or advisable in the interests of the United States."
the etceptt ons' and exemptions accorded the Agency have determined the
sbaracter'of the Office of`Personnel.;
Its own lack' of staff made it:dmpossible for tne Personnel Office to
g1ve _t1} -& major' pro grams w 41, eh L t e lzv b e~
.~
/Ytle
r good management ,practice, ee Mart rearaitn.ent co; li--go
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Sosraa l.. Tin, recruitZmenti j too,...the dearth of personnel on : t r r .aff
hindered proper fulfillment of its functions. There r'o"i r -j organize
attempt/ to i.ve priority to search for given types o professions which
seemed to be most needed. " Because of the press of need for rsr 1, ti
Personnel Office was forced to.; "recruit individuals, without knowing whet
tha se- i va .e Mould- adequ ~."
serve the
gency's r^ciirement for
effective? productive 'n;. The necessity #,rr placement follrit:>- iq
establtahnient of qualification, standards to insure thE~ obtaining a: int.
-J, CA (I
zatior of the best qualified i dtaiz establishment of cl assificatior
standards to insure equal pay' for substantially similar work -- all the
were realized and desired in those early years, but could not be concert
upon because of the press of more immediate problems.
Sri the and of and of itself the expansion of recruitment forced the
establishment of an adequate personnel organization, whic*a reflected 1
those' operations, the names of which bespeak the duties performed. These
units are: personnel procurement, placement, personnel relations,
i,ransaotions and records, central processing, classification and %,e ai
istration; pool administration, testing and tred.ning; military personne
administration; career service, and a peosonnel. Studies and Procedures
The growth of these will be discussed in the-,**i4 paragraph
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Personnel With the expansion of the Agency, the increasing demand for qualified
Procurement
applicants had, grown so urgent, that in late 1950, the personnel procurenet
function of the former Prootirement and Placement Branches was separated
from these; Branches and was. establi$hed in the Personnel Procurement
As hag been stated before, lack of people on its owr staff presented the
Personnel Office from adequately carrying o u t its duties. In *IL' ,,s connec-
tion,, the task of the early recruiter was tremendous. J r of !. Dec 'eber,
the ftigres for the following years looked like tt?_s:
1947' .. ? . ? 1 recruiter, ??part-time
1948 ..... 1 "
ri
4i ,
In 1950s with the eetablishmesit of the Personnel Procarc::mrlr.` -. Di
the T/0 6f the now unit was authorized at 19 positions, a?ub start:t afl v mo.: e
1949 . ?. 2 recruiters, plus ohe addilk.nai., pa -tir ii
than that formerly allotted to recruitment. There was an increase to 109
& - .ee authorized positions in
were these 8
full- or
part time?
=' Y~:: i t t: _, oer
recruiters,, plus one part-time, tiritil. September; and e1 ,):,,h`,
to December, inclusive. In 1951, there were 18 through r'ay'; as of
31 December 1951, 45 recruiters and one 'oondultapt on dutr. It was conten.
w { ~y
plated tMt ~y 30 June ' 19 2, there wand be ~72 ;.,.cm liters and 25 consul.taa:
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some of whom would be only part-time emplcyo: portio?r. :if thesc r
cruiters. would be general recruiters; some of tnei:, be .'c f pJ '
offices. In January of 1952 there was at lerast one; sx )cia:'j. z,z^us:;:cre:~~r
official for each office of the Agency. By June 3953, the tuat,
25X1.A6A
/identical?
changed in any respect? /
rvey and re-evaluation of the functions and accomplishrrietits of
Personnel Prot iement D3visd.c-'t was conducted, in April and Nair of 1951.
In the resultant; rear~!Q r r ,n of cTt.tie :t 5>] reco, Y,ition wn.s -Ton to fact that field rermitment mtat be intensified; that these recsm::;.
to be= responsible eitia,ena of"'broad acquaintance Jr, i ndtistry, businesj.
education' sciences an4pecialized fields of endeavor; and that this st,
should be allowed maximum flexibility and freedom,' consistent with secum
quirementa, in ocntacting potential candidates for ve a vacancies.
Colleges and urdverait3ea; technical ' and vocational schools; high school
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commercial schools; overseas scholarship holders (Rhodes,'Fulbright,
Rotary International, etc.) all these were_..tapVd- as ppssjs,=1.e Mr 0
for personne]?1?)Ihe Junior Chamber of Comi erce ~a-J3 Y irony prc-mi 3i n?
young citizens of towns where it has chapters.
Field recruitment has been supplemented by local recruitment in
Washington via the Personnel` Office itself, and by suggested et=es of
qualified candidates from the personnel presently on duty.
saving gotten the, name o'f, the candidate anc having lea his person ril
form completed, and forwarded$ Procurement was really not done ..:ith t}
mattor until the individual wa? actually on the ,job, for c^nce.vabl i
long waiting for clearance, an individualfmight ,et tired of we.
pressed by circumstance or any numbers of ui,no1wn factors,--W
a position elsewhere and slip away, thus leaving the w cruite .
star his task again.
,'thin was one problem. Other problems ..associated with p w , 3-onr al p.
went} in this Agency art inherent within the' work itself s t"r perso.-rnl-
regsairements are varied. One, cannot. go to, a Civil service reg1 tor. a,
request individuals for certain Types of 'work., for t~-7es ar4 ot
Covered in the o rdinary' rou# a Beourity. i e.`s li dting fa o v r. "1 aT1~,
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.1;01
Is this cor.o,
root?
Covert , 1 The proce4vx ?,;w
oti rwise uesirabLe candidates are disqual.itied for this reazor,
considerable amount of time and money has been spent (v-j ~.hem. 'i'}i
of the work and personnel may be time r j-: ~,i ve to a car . , : n type 0",
*entality. Personnel must be Willing to serve a ioro at any' tim
must' have' familiarity with' the problems-of agencies CTA
$~: r
Me youth of our organization and the changes 'vyw, . r certaz my :a} '..
is a' special relationship with other branches- of t`._e Qovor.as ant ar.,t,
wailed during the early years keys made more difficult the recx-u._t=
holdixig of personnel. lhe.'Dulles Report' (pages J1:. , ,
as of June i;'53 was
The Personnel. Procurement Division L-a-4-w s tabi:fized to provide
program of overt and covert person el.procurement and to inclA:d:s the
oi*nent of recruitment sourdes and the procurement of qualifisa pers
m 'at the Agencyta staffs ~'equirem9nta,.
l ~:i ..r;31n 0.[ c:yt ~i -tf porn, _n
F)1 is genorkl y
at the outset to that; of 'osrert. Personnel procua ement bot, l ' i , i