COMMENTS ON CERTAIN SECTIONS OF THE INSPECTOR GENERAL'S REPORT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R001100090017-7
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 2
• Document Creation Date: December 9, 2016
• Document Release Date: April 13, 2001
• Sequence Number: 17
• Publication Date: July 14, 1964
• Content Type: MEMO

Approved For Release 2001/051) : CIA-RDP80-01 1"10D090017
14 July 1964
141Frti DB1NDUM FOR: Director of Personnel
FIt)M : Chief, Personnel Recruitment Division
SUBJECT Comments on certain Sections of the Inspector General's
Report
1. Wherein the Inspector General recommends (PecmTriendation No. 1 in
Section C) that the Director of Personnel develop a current statement to be
used by field recruiters to describe CIA to applicants for employment, we
agree wholeheartedly and have taken steps to comply; (See Tab A).
2. With respect to Section 2 (Personnel Recruitment Division), and
Section C (Personnel Processing Costs), I an attaching the comments (Tab B)
of the Chief, Field Rem-uitm nt Branch, which offer Sege food for thought,
particularly in the area of oorcputer retrieval of former applicant files
which may fit current requirements, and also in the clerical area wherein
current requirements could be serviced automatically through a CIA punch
card system tied in with the USES offices, business schools, and junior col-
leges that are automated to receive and feed back our standards in terms of
qualified applicants. Wherein suggests in the earlier part of 25X1A
his memo that certain of our recruiters could be converted to Headquarters'
specialists in the niore technical areas of the DDS&T offices, I would not
agree. This type of a recruitment for NPIC, under last year, 25X1A
worked very well indeed, but, in my opinion, it was a sing component pack-
age that lent itself precisely to the type of program mounted 25X1A
and carried out so successfully. By contrast, the DDS&T requirements are
so widely scattered and at such high levels, by and large, that I would
question the possibility of trying to specialize a recruiter in this area.
3. Wherein the Inspector General's report cites in Section 2, paragraph
4a the wide differences in productivity of recruiters and implies that the
new recruiters who. re hired during 1963 have been disappointing, I would
have to argue that any new recruiter's productivity is bound to be disap-
pointing. ,I am convinced that recruiting for CIA is not something that can
A 2 05 6A-RDP80-01826R001100090017-7
BY ~.
GROUP 1
Excluded from automalil
downgrading and
declassification
 Approved For Release 2001/05LflV : CIA-RDP80-01826R001100090017-
SUBJECT: Ccn ants on Certain Sections of the Inspector General's
Report
be learned by anyone over night. With the best of material for 25X1 A
example) I think it takes three years to produce a real producer. This is a
problem we have to face up to in a different way than simply hiring recruiters
and assigning them a territory. I think the good recruiter of the future
should be spotted ncxa and moved into either VW) or Placement Branch for a
prolonged period of in-house training, supplanted by specific OTR training,
before he is put an the road.
Attachments: A/S
Approved For Release 2001/05/01: CIA-RDP80-01826RO01100090017-7
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