(UNTITLED)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R001100080003-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: December 9, 2016
• Document Release Date: July 20, 2000
• Sequence Number: 3
• Publication Date: May 26, 1967
• Content Type: LIST

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Approved For Relea 2001/03/0'i- CIA-RDP80-018261 001100080003-3
25X1A FOR:
26 May 1967
(a) The Headquarters work assignments given three
(3) recruiters in 1963 and three (3) others in 1966 are
being followed up with five (5) recruiters being assigned to
work details in the Skills Bank during the period 29 May -
4 August; as to formal Headquarters training, two (2) new
recruiters are scheduled for the three-weeks Intelligence
Techniques course starting 24 July and we have agreed whole-
heartedly to schedule all professional recruiters for the
two-weeks Intelligence Review course over the next two or
three years, hoping to enroll the first increment of ten
(10) recruiters in the May 1968 running of the course.
Summer is the only period during which we can really spare
recruiters for training and, unfortunately, the OTR curricu-
lum is relatively light during these months.
(b) We have enrolled the Deputy Chief of Recruitment
in the next running of the six-weeks Mid-Career Executive
Development Program, but we do not view this Program as
being appropriate for most of our recruiters, and, therefore,
would want to proceed selectively in terms of the younger
recruiters who may one day be reassigned to a Headquarters
element.
Recommendation No. 4
The Chief, CTP has agreed to prepare, maintain, and
furnish a brief up-to-date description of the CT Program for
use by recruiters; and we recommend that the Executive
Director-Comptroller request the Assistant to the Director
(Mr. Goodwin) likewise to prepare, maintain, and provide the
recruiters a description of the workings of the Agency for
the recruiters' use in field interviews.
a. The role of the University Associates is clearly
defined as that of a "sounding-board on the academic
community" for the Director and other senior officials,
including the Directors of Personnel and Training rather
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than serving singly as a tool of Recruitment per se.
b. The present Director has told the University
Associates that, in addition to encouraging good students to
apply with the Agency, he expects them to be willing to
"stand up and be counted" in any faculty, administration, or
student confrontations wherein the Agency's raison d'etre is
questioned. By these terms, it would be unthinkable, in the
public relations sense, to "cut out marginal consultants" or
otherwise run the program as though it were a highly
structured functional pro'ect. We have reason to believe
25X1A that our dropped out of the program
because he was not one of those willing "to be counted," and
we miss no opportunities to drop marginal performers when
the opportunity presents itself by reason of a transfer of
an Associate from one institution to another, but to take
the initiative in weeding out the non-producers, as it were,
would be a distasteful and unwise exercise at a time when we
need all the friends we can find in the academic community.
As to the appointment of new Associates, this is being
accomplished, by the Director's instruction, but by expanding
membership to effect a wider and better geographic balance.
We non-concur in any proposal that would deprive the
recruiters of ammunition that can be utilized effectively in
the highly competitive market in which we are recruiting
today. Wherein more or less automatic time-in-grade
promotions are managed by the Career Training Program, the
recruiters must be privileged to communicate this information
to a candidate. Chief, CTP has agreed to furnish Chief, RD
a statement of "CTP promotion policy" that the recruiters can
adhere to in this connection.
A recommendation for revising upward the starting
salaries for CT's has been forwarded for hoped-for early
approval; it is our considered judgment that the quality of
CTP input will tend to lower if we do not bring our starting
salary offers into closer alignment with those of our com-
petitors in industry, academia, and other government
agencies.
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Recommendation No. 14
a(1) The Office of Personnel and the Career
Training Program are working jointly toward the objective of
tightening briefing procedures to minimize security and
cover problems.
(2) The Director of Personnel has requested the
Director of Security to detail an officer(s) to make a study
and recommendations for correcting existing procedures that
may undul
y reveal Agency interest in a CT appli
25X1A
Deputy Director of Personnel
for
Recruitment and Placement
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