OP ACTION ITEM FROM IG'S REPORT ON TRAINING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R001100070015-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 12, 2016
• Document Release Date: January 30, 2002
• Sequence Number: 15
• Content Type: REPORT

Approved
or Release
OP ACTION ITEM 1-PORT
2
OA-RDP80-011826R001100070015-1
Alt42m.egdmIALL Personnel Operationa Division ELL/V-102,3240ot No- 13-4
a ti The Directors of Personnel and Training together with represents.
operating components take a fresh look at the overall problem of clerical
usage and make recolisendations for a more effective system. This should be followed
by an 07R reaesessment of the clerical training program.
D s Comment: Agree. We believe that primary responsibility for this study
be ass d to the Director of Personnel and that the study should be
broadened to include all aspects of clerical recruitment, selection, training,
end utilization.
We consider that such a study would include an examination and evaluation
of recruitment sources and techniques, an analysis of experienced attrition, a
review of the levels of intellect, education, and clerical skills actually re-
quired in the performance of Agenoy clerical positions, a revive of testing
standards and other screening techniques, and a systematic survey of the use
being made of clerical personnel. We mould expect such a study to provide a
factual basis for necessary adjestments in amy of these aspects of the clerical
employment program. (Dalanoe of fl/Pars comment corrected misunderstanding on
attrition, rates.)
DD/S Otmeeepts Concur-. While within the DD/S area there is mixed reaction as to
the degree Of need for such a re.examination, it is agreed that it will be
beneficial.
DDCI Aotiort: Aglevove.
Pro sad um Action: Suggested that DTR and D/Pers fleet with senior training
o core o- Deputy rectoretes to establish term of reference and instructions
to a working group; Deputy Directorates select each one representative for a
working group to accomplish appropriate survey end prepare recommendations to
DTR and fl/Pars. DTR pass recommendations to CABS and C/IS as basis for their
reassessment of clerical training.
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military and there is an unending array of croso-disciplinary roeius on
igemce rcher to think
constructively.1
Clerical training raises ,i1
questions for which thaTe-
simple answers. The basic factor
14.,SOU!stAg policy, is the difficult market
-
ng present C
clerinal
he ?Agency,?
has a large requirement for clerical support overseas and out of its own
, ;14
anel State Department -experience has reachid,the conclusion that clerical
employees under 21 years of age are apt t41":te too immature to adjust satis-
factorily to the living conditions and work pressures of overseas assign-
*ants. This limitation and its high standards in recruitment generally
throw the Agency into the competition for the highest quality personnel
on the market. There are, of course, many other complications, including
salary competition and high living costs plus difficult living conditions
in the headquarters area. The most important additional factor is the
Agency's large-scale employment of young women who are marriageable or,
if married, contribute a major element of the attrition rate by reason of
childbearing. CIA recruited in excess of 800 clerical personnel during
1959 and could expect according to current experience to have the average
clerical employee resign after only 18 months of service.
11. The initial location and screening of clerical candidates
for employment is performed by CIA field recruiters. These men look in
particular to the heads of responsible commercial training schools for
leads on desirable candidates. Applicants are required to take United
States Employment Service proficiency tests wherever possible, where this
is not feasible the testing may be waived until EOD on presentation of
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Alertification,ofproficiency by a high school or commerciel training,
4natitution.8.tith certification unfortunately has trtuently Proved'.
able. The recruiters themielves preiee
:Assessment end Evaluation Itaff covering basic l'
.144titent Period for poor test scores and otheedeficiendiet.' The
Aisit for security clearance is a factor at this point in holding desirable
candidates and the Office of Personnel has found it necessary from 1948'
forward to bring about half of its clerical recruits on duty in an interim
assignment pool in advance of clearance.
12. UP to this point the Agency has exercised options on the
rigorousness of its testing and the decision to EOD in advance of full
clearance. It is perhaps inevitable that the recruiters, the clerical
trainers and the consumers differ on the policies involved. The trainers
understandably hope to start with personnel of high proficiency, instead
they frequently meet up with recruits who fail to demonstrate their
certified qualifications. The recruiters, with intimate knowledge of
the market and in view of the high CIA attrition rate, question the need
and results of the A&E testing and the, to them, unrealistic rate of
rejection of candidates. Both parties attest to the frequent waste of
quality personnel in inadequate assignments. An off-the-cuff estimate
is that eight out of ten secretaries with Shorthand make little or no
use of their skill because their executives do not dictate their
correspondence.
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13. The clerical faculty offers inittruction
usige, and geography. A three?
.01erica1.s cleared fbr office duty.
,r4t induction for individuals aunt
Arialniqg at this point is three veekis the ange is from
A ,
'weeks. AL second pmcket of omurses is provided as ?refresher instruct
25X1C
25X1C
in typing, shorthand,
. for individuals seeking to qualify for more responsible assignments
This training runs
20 - 30 hours part-time.
14. In summary, clerical training must be weighed in the broader
oontext of clerical recruitment, job assignment, utilization and attrition.
fAlet the Agency hire employees who require extensive training in typing
\Land shorthand immediately following entrance on duty? Does the A&E test-
.
ing applied to clerical candidates justify itself in the light of present-
day attrition rates? Are the reCL-uiters reaching segments of the market
less subject to attrition due to marriage and childbearing? What portion
of clerical loss is due to waste of talent in low quality assignments?
The evidence on these matters must be regularly reassessed.
It is recommended that:
The Directcrw.of Personnel and Training together with representa-
tives from operating components take a fresh look at the over-all
problem of clerical usage and make recommendations for a more effec:
tive system. This should be followed by an OTR reassessment of the
clerical training program.
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.versiviiiisarfs."
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