RECOMMENDATIONS CONCERNING THE ORGANIZATION OF PERSONNEL STAFF SUPPORT TO THE DD/P

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R001000100005-9
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 22, 2016
• Document Release Date: October 16, 2002
• Sequence Number: 5
• Publication Date: February 4, 1958
• Content Type: MF

Approved For Release 2003/01/27 : CIA-RDP80-01826ROO1000100005-9
DRAFT
25X1A9A rec
4 Feb 58
COirHDENIJA[
MEMORANDUM FOR: Chairman, Clandestine Services Career Service Board
SUBJECT: Recommendations Concerning the Organization of
Personnel Staff Support to the DD/P
1. The purpose of this paper is to analyze the kind of staff support
which the DD/'P requires in relation to his responsibilities for personnel
management and to recommend an efficient way of organizing this support
to accomplish current objectives. Most of these needs have been
recognized at some time during the evolution of DD/P's role in personnel
management and are now represented by some staff element functioning at
the DD/P level. However, the resulting overall structure is probably
more effective in presenting a picture of the history of this evolution
than it is as a mechanism for conducting necessary personnel management
activities for the DD/P. It lacks the necessary cohesion to function
efficiently under present circumstances. We need to pull together these
bits and pieces of personnel staff work and form an integrated mechanism
which is designed specifically to meet current DD/P needs.
2. The general awareness that we are approaching maturity as an
organization has focused attention on this problem from many directions.
There is growing recognition that those people who make up the Clandestine
Services Career Service today are, for practical purposes, those who
will manage and conduct the operations of this organization for the
OOC _~- REV DATE Rr
ORIG CEM! -- ON _ TY
ORIG CLASS -S PAGES ~,,, ~~EEY t SS _L -
-JUST IIEXT REV AUTM: HR h?e
25X1
Approved For Release 2003/01/27 ~: cIA RDP8O-.O1826ROO1 OOO1 OOOO5-9
 Approved For Release 200310 CIA-RDP80-018268001000100005-9
C
foreseeable future. This fact dictates the need for a personnel staff
mechanism which can cope effectively with long-range aspects of personnel
management as well as with the fluctuations of specific requirements
for individuals. We can no longer do with a system which has functioned
principally as an employment service for the several DD/P components.
Our concern today and for the foreseeable future is with the intelligent
development and maintenance of groups of career officers and support
personnel who can be expected to carry on the long-range programs and
be redeployed as necessary from time to time so as to use their abilities
most effectively in relation to changing personnel requirements. This
cannot be done efficiently through the activities of thirteen semi-
autonomous organizat.ciia1uiits with effective independent control over
the selection and relase of individual members of the Career Service.
The situation is complicated further by the fact of frequent rotation
of individuals among the key assignments responsible for directing
day-to-day personnel activities. For example, the Chiefs of most of
the Staffs and Divisions have changed during the past year and, in most
cases, the Chiefs of Support and the senior Personnel Officers of
those components have also been rotated. In order to assist the DD/P
in the long-range problems of personnel management, we need to establish
a rather definite structure for the personnel management which is
centered at the DD/P level and can lend stability to the personnel
program in spite of these changing personalities and personnel requirements.
Approved For Release 2003/01/27 : CIA-RDP80-01826R001000100005-9
 Approved For Release 2003/01/27 : CIA-RDP80-01826R001000100005-9
3. The DD/P's responsibilities in personnel management fall into
two primary categories:
a. Those involving the DD;/P's managerial and supervisory
responsibilities concerning all personnel assigned to the DD/P
organization; and
b. Those involving the DD/P's long-term responsibilities in
relation to the development and utilization of the members of
the Clandestine Services Career Service.
Since almost any DD/P decision concerning personnel administration will
have a direct influence in both of these areas, DD/P should look to a
single staff unit for personnel support.
4. In relation to the DD/P's managerial responsibilities, this staff
unit should be equipped to:
a. Provide staff advice to the DD/P through the review or
development of proposals involving personnel policies or procedures
through making recommendations to the DD/P concerning specific
personnel decisions or actions;
b. Provide staff guidance to DD/P operating officials on
personnel matters;
c. Represent the DD/P in liaison with the Office of Personnel
concerning Office of Personnel support to the DD/P;
d. Exercise such specific delegations of authority on behalf
of the DD/P as appropriate.
Approved For Release 2003/01/27 : CIA-RDP80-01826R001000100005-9
 Approved For Release 2003/Q,'V,
f .. a .
5. The staff responsibilities assigned to the Clandestine Services
25X1 Career Management Officer re essentially sound and can be
modified
It is also essential to establish and maintain such personnel records
as are necessary to provide the DD;%'P with current information and to
serve as a basis for research in both areas of the DD/P's responsibilities.
Approved For Release 2003/01/27 :'CIA-RDP80-01826 R001000100005-9