FINAL REPORT OF THE JUNIOR OFFICERS COMMITTEE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R001000130030-8
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 2
• Document Creation Date: December 14, 2016
• Document Release Date: November 4, 2002
• Sequence Number: 30
• Publication Date: December 28, 1953
• Content Type: MF

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MEMORANDUM FOR: Chairman, CIA Career Service Board
SUBJECT : Final Report of the Junior Officers' Committee
1. From my review of the report of the Junior Officers' Committee
I am inclined to believe that little has been.added to our knowledge of
the problems of morale among junior officer personnel. Unfortunately,
the group appears to have been content to base its findings upon data
obtained from questionable and uncontrolled methods of opinion research.
We have no assurance, and indeed the evidence points to the contrary, that
the junior officer personnel whose views were solicited were representative
of this category of personnel. The report gives no evidence that the
Committee conducted the careful firsthand observation, study and analysis
of the various personnel management procedures which the scope of its
investigation warranted. Instead the report reflects a preconception
of conclusions for which necessary supporting quotations were assembled.
The value of even this effort is .'-further diminished when some of these
quotations and the conclusions based theron are contrary to known facts.
As a consequence, on an over-all basis, the report is superficial and
unrealistic.
2. In view of the research methodology, it is perhaps inevitable
that the Committee's report contains statements of alleged facts which
have long since been overtaken by new conditions. For example, had
the Committee made an objective survey of current recruitment prac-
tices, it would have learned that its description of over-zealous re-
cruitment practices was no longer applicable. Likewise, college graduates
are now, and have been for some time, signed up for employment to lower
grade jobs only after written certification that such employment is de-
sired despite their awareness of the non-professional duties to which
they will be assigned, and despite the fact that no promises of promotion
are given.
3. Generally, the Committee's recommendations reflect an immaturity
of understanding of management principles. On the one hand, it is stated
that supervisors should be encouraged to participate in "personnel manage-
ment" courses and that the Career Service Boards must refrain from sup-
planting the role of the supervisor. At the same time, almost every major
aspect of personnel management would be transferred from the supervisor
to the jurisdiction of the Boards. Almost without exception, the ex-
periment of stripping supervisors of personnel management responsibility
and authority, along the lines proposed by the Committee, has produced
unfortunate results. Where this has been tried supervisors have become
aware that they are deprived of something which contributes even more to
their successful performance than their job knowledge.
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4. Despite the shortcomings referred to in the preceding paragraphs,
the Committee report documents or summarizes problems of personnel
management for which solutions must be found. The Career Service machinery
proposed by the Committee does not provide a realistic solution. As
already noted, the effect would be to transfer functions which are in-
trinsically intermingled with general line authority to staff officials
and boards who share no responsibility for accomplishing program results.
I believe that a satisfactory solution depends on acceptance by line
supervision and staff Career Service Boards of their rightful responsi-
bility in the personnel management field. This involves a positive
recognition of the need-to program systematically, insofar as possible,
personnel assignments in accordance with detailed individual career plans.
Acting through the CIA Career Service Board, and through regular command
channels, every possible effort should be exercised to stimulate recognition
of this task.
FOIAB3B
L. K. I
Acting Deputy Director
(Administration)
Approved For Release 2002/11/20 : CIA-RDP80-01826R001000130030-8