NOTES ON MEETING OF 1 JULY 1954

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R001000130012-8
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 3
• Document Creation Date: December 14, 2016
• Document Release Date: November 4, 2002
• Sequence Number: 12
• Publication Date: July 2, 1954
• Content Type: NOTES

Approved For Relea s
THE
Ch., Junior Officer Training D,.vision, OTR
ILLEGIB
Notes on Meeting of I July 1954
2 July 1954
These are my own notes of decisions reached at the meeting
of the Director of Training and the Assistant Director for Personnel
on 1 July 1954.
1. For the sake of brevity we are calling the Program for
the Career Development of Junior Personnel the Junior Career
Development Progratn (J'CD).
2. Since the purpose of this Programn is to develop high ILLEGIB
potential personnel, its policies sh u be consonant
with those of the CIA Career `'service Bo4rd.
3. in the light of 2. above, candidates must be cleared
by the Medical Office for General Duty,. Those finally restricted
to Departmental Only cannot be considered for the Program. It is
recognized that any requests for medical clearance have been for
Departmental Only, and therefore, those carrying this designation
may be eligible for General Duty. PUD will be responsible for
determining the final status of candidates from the `ledical Office.
P80-01861000130012-8
L. in the selection of candidates preference will be given
to those wtio have been in the AR cy three years or more. Other
things being equal, preferen also be given to those ap-
proaching the upper limits of the age restrictions.
5. Selection will be on the basis of the qualifications of
the individual. lehile his career plan will 4,ive significant
indication of his insight and interests, it is not to be an
important factor in the selection processing.
6. The Comrnttee, including the representative of the in-
dividual's home office,) will consider the validity of the career
plan after the individual has been selected and eventually approve
7. The Committee will not attempt to interview all candidates 25X1;
but only those in whom it shows interest.
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8. C/JOT and C/PUD will nominate 32 candidates from whom
the Committee will choose 16 to be assessed. This relates to
the program suggested by C7 &E Staff for testing and assessment,
as noted in his memo of 28 June 1954.
9. Of the 22 slots assigned to JOTU, 60 will be reserved
for the JOT Program; Q for the JO17 Program.
10. It is planned to select candidates on a quarterly basis.
The number of slots to be assigned to a given quarter will be
determined as experience and the number of slots available
dictate.
U. I:TR strongly opposed the idea of converting Career
Development slots to JCD use.
12. It was finally agreed that some women should be selected
for the Program if they were qualified. For internal purposes
only it was agreed that as an operating principle, those selected
should be in the more mature range of the age limit, preferably
thirty years or more.
13. Promotion. recommendations will be initiated by DxR but
must have the approval of the individual's home office.
114. Participants whose performance is unsatisfactory or not
in line with expectations may be removed from the Program at the
discretion of M.
15. It was decided that for those who had not had a }'course
in basic intelligence, such as DIC,' it would be preferable for
them to take such a course before a decision is made on their
applications rather than to include it as a part of their career
development plans. PIP, suggested that in such cases Part 1 of
BIC could be waived. Those applying for a pro ram. in the DDI
would take BIG Part !I; those planning for a program in the DD?
would take the Operations Course; those planning for a program
in the T would have their choice between BIC Part II and the
Operations Course.
16. Authority to screen out candidates down to the 32 referred
to in paragraph 8 was granted to C/JOT and C/PUD. ..This. step can
take place at any time in the testing and evaluation processes
upon concurrence of both men in the decision. Screening out would
be based on such factors, among others, as medical holds, low test
results, unsatisfactory analyses of Work Attitudes inventory and
Temperament }'Schedule, previous assessments by A 'Staff, unsatis-
factory results in training courses already taken, adverse material
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in the file as applicable, and adverse security reports.
17. Administrative procedures will be handled by C/PUD;
matters concerning testing and evaluation will be handled by
C/JO'TD.
25X1A9A
0TR/WLE:je
cc: DTR
y C/PUD
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