MEMORANDUM OF UNDERSTANDING OF ADDITIONAL POLICIES AND PROCEDURES FOR ADMINISTERING PROGRAM FOR CAREER DEVELOPMENT OF JUNIOR PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R001000130015-5
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 14, 2016
• Document Release Date: November 4, 2002
• Sequence Number: 15
• Content Type: MEMO

Approved For`ease 00 /P 11/g
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AND P1)CEDURE8 FOR, ADMINISTERING PROGRAM FOR
~Y CAS DEVELOPMENT OF JUNIOR PERSONNEL
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1. Agency Notice No.
DP80-01828RQ 1000130015-5
Uri OF UNDERSTANDING OF ADDITIONAL POLICIES
establishes a program for the
career development of junior personnel and places certain responsibilities
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in the Assistant
Director for Personnel, the Director of Training and a Committee for
Career Development of Junior Personnel, By the terms of the Notice, the
AD/' and the DTR share responsibility with the Head of the Career Service
of the individual concerned in discharging the specified functions of the
Committee.
2. In consonance with the separate and joint responsibilities imposed
upon us as the-'AD/P and'DTR, we agree to the following additional policies
and procedures in order to adequately discharge our responsibilities to
implement the basic policies and procedures contained in the Notice and to
ensure'a joint approach and liaison between our respective offices:
a. Junior Career Development Slots (JCD)
30 Junior Career Development slots (JCD) will be available for
encumbrance during the calendar year beginning with the date of initial
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a propo io a e y greater number not to exceed may
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b e the
b. Selection of Participants on Quarterly Basis
The Committee for Career Development of Junior Personnel will
meet quarterly to select individuals for participation in the Program.
Official notice will be given of Committee meetings.
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c. Additional Criteria for Selection in Program
(1) The following a for selection will be. observed
in addition to those specified in
O
(a) Each applicant must have completed phase 2 of
the BIC course
{1) DD/I Personnel - DD/I phase 2
(2) IUD/P Personnel - DD/P phase 2
(3) DD/i1PPersornel - DD/I phase 2 or DD/P phase 2
to i (3 or more years.__ oZ CIA e~ erier,~,_ic e )
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(2) The Placement and Utilization Division, Office of Personnel,
(IPA) and the Junior Officer Train*JpZ Di pion, Office of Training,
ications, such as medical requirements and security clearances,
% *additional a must be approved by the AD/P and DTR,
d. Procedures for Screening and Processing Applications
(1) PUD will receive all applications initially and will
immediately forward a copy of the application to JOTD. PUD will
review applications to determine that they fully comply with
I
the requirements prescribed in and such additional
criteria as are provided for in 2c above. For this purpose, PUD
will check the eligibility of each applicant for consideration
and will contact the individual concerned and the appropriate
official (or officials) to obtain any additional information
needed t k on any data requiring verification.
(2) PUD will jointly decide whether applicants
will be tested individually or in groups, taking into account the
volume of applications the testing and assessment facilities
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available, the next meeting date of the Committee and the slots
available for selection of participants. JOTD will advise PUD
of the date and time for testing of of each applicant and PUD
will transmit this information to the individual concerned.
(3) PUB will acknowledge the receipt of each application
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and will advise the applicant in the acknowledgement or subseouent
memorandum, as appropriate, concerning th
wh
() PUD will act as the general liaison with applicants and
operating offices on matters pertaining to the processing, selec-
tion and rejection of applications , OTR will have jurisdiction
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participants in the Program.
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Comni-ttee. the Chie s. lilttwil.l screen all pending
applications, an t approximate
candidates for initial review by the and INTR.
These names will be submitted to the AD/P and DTR
sufficiently in advance of the quarterly meeting of the Com-
mittee to permit subsequentssessments to be made of approxi-
wi-1.1 not'fy. all other applicants
mately ~ individuals
[
at the next meeting of
the Committee*
p erio
Chiefs,
AD/P and
and JO9,
TR relative
t'thImayof son of
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one-half of the individuals to receive assessment.
(7) Personnel designated by the /P and DTR will be
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,
assessed and' evalua e on the corclus on of this process, the
Chiefs,81@ will jointly discuss all available documenta-
tion on each of the individuals assessed.
(8) The Ch1.e TDB,, will submit a memorandum to the AD/P and Z TC
-submit- a memax-a
]containing
recommendations on each individual assessed and a ranking of such
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e. Committee Action
(1) Upon receipt of these memoranda, the Committee will meet
in a quarterly meeting and select a number of personnel, pursuant
to 24 above, for participation in the Program.
(2) The Committee will review the Career Development Plan of
each individual selected and, after appropriate consultation with
the individual and the operating officials concerned, it will approve
a final Plan and training program for the participant.
(3) The Committee will not attempt to define additional
standards for selection in the Program but will rely upon documenta-
tion and evaluations obtained in the highly selective and competitive
process detailed herein.
(4) The Committee will interview each person who is assessed.
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urn ,.a a coo a ea o e Career
participants pursuant to the provisions of
Service concerned, initiate appropriate prompton actions on
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(2) Decisions to terminate', individuals from further partici-
pation in the Program, are within the purview of the responsibility
of the DTR and may be made at any time if participants fail to
maintain a reasonable standard of performance and progress.
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(t) The potential of applicants for positions of increased
supervisory responsibility will be evaluated during the assessment
process.
M Selection of individuals for participation in the Program,
including the screening process, is primarily the responsibility
of the AD/P and DTR. Selection of the participant's Program will
be developed and approved by the Committee, which includes the
Head of the individual's Career Service.
3. Based upon experience gained in the administration of the Program,
the procedural elements contained in this memorandum are subject to altera-
tion or refinement at any time by joint agreement of the undersigned.
Assistant hector or ersonne Director of Training
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