IMPLEMENTATION OF INSPECTOR GENERAL'S RECOMMENDATIONS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R001100090048-3
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 9, 2016
• Document Release Date: April 13, 2001
• Sequence Number: 48
• Content Type: MEMO

AW
Approved For Release 2001/05#01 : CIA-RDP80-01826RO0110009004$;,
7361
MEMORANDUM FOR : Director of Personnel
SUBJECT
implementation of Inspector General's
Recommendations
REFERENCE : Your memo dated 21 September 1961;
Subject: Resignees in grade GS-12 or
higher
1. The first recommendation "to establish a program of confer-
ences between future resignees joining educational institutions and
selected senior staff employees" can be accomplished without strain.
The number of such resignees is small (five in FY 1961) and the time
devoted to improving their attitude toward the Agency will impose no
hardship on anyone concerned. As soon as the Deputy Directors notify
us of the names of their designated officials, I will convene the group
to review the problem and outline a course of action. I believe Chief.
POD, also should be invited to participate in this public relations pro-
gram. The efforts we make to alleviate a possible adverse impact on
his recruiting program should have the benefit of his experience.
2.? Extending the scope of this program to include all resignees
is highly desirable. It is in the Agency's interest to have all departing
employees, regardless of grade, leave with a favorable attitude toward
the Agency. This is one of the goals of BSD in performing its exit
processing functions. An extra effort should be applied to those more
senior in grade who will be assuming positions of responsibility in in-
dustry or other government agencies and whose continuing good will is
a matter of greater importance. It is my hope for the future that BSD
will be able to handle such cases as well. For the time being, however,
we are not equipped to do the whole job and I suggest that the group
organized to deal with resignees joining educational institutions also
concern itself with other voluntary resignees in grades GS-12 and above.
3. The IG'e recommendation "to prepare a program for the con-
tinuing analysis of employee motivation,' is very broad and will require
a more precise definition of objectives to reduce it to manageable pro-
Approved For Release 2001/05/01 : CIA-RDP80-01826RO01100090048-3
 Approved For Release 200UQ 1 : CIA-RDP80-01826RO01100090OU
portions. To attempt to cover the whole field in terms of grade level,
age, sox, types of occupation, education and background probably
would require a sampling of two or three thousand employees. This
y lead to an overcommittment of Office of Personnel capa-
bilities and the program would founder. I suggest, therefore, that
reasonable goals be established, at least initially, which would serve
C or disprove some of the patterns distinguishable in the IC's
of resignees. For example, we could focus on males in a
able age group, say 33 to 4S, who are engaged in activities of a
professional nature and are in grade GS-14 or below. A sampling- of
three to four hundred should give us the answers we are seeking and
provide ample data on which sound management judgement could be based.
4. As we gain in experience the program can be expanded in scope
and the number of participants increased. To start with, however. I
at a panel of six senior members of the Office of Personnel each
would undertake to interview a minimum of six employees per
month. I am giving consideration to the fact that these officers already
have very full schedules and we are asking them to set aside what amounts
STATINTL^
to about one working day each month to this purpose. I would like to
recommend for your consideration the following officers to be appointed
to the pane
. We will need a guide for the use of the panel in conducting inter-
views to make sure that all pertinent information is obtained. W. also
could profit by some indoctrination in the technique of elicitation so that
could be conducted objectively and as free as possible of bias
*list. For this purpose I propose to draw upon the talents of
6. The selection of persons to be interviewed can be made by
machine run and each panelist provided with a list of six names, with
alternates if necessary, on the first of each month. He can then arrange
interviews to suit his convenience. Reports of the results of the inter-
views should be forwarded to me. Analyses of the reports will be made
periodically and a formal composite report will be prepared at the year's
ead.
Approved For Release 2001/05/01 : CIA-RDP80-01826RO01100090048-3
 Approved For Release 200lPM01 : CIA-RDP80-01826RO011000901,48r3-
7. A program of this kind has great potential for exploring other
problem areas and I would like to see it developed to its fullest extent.
I urge, however, that we take modest steps in the beginning and de-
velop the program only as we develop our capability to handle it pro-
perly.
Chief, Benefits and Services Division
Approved For Release 2001/05/01 : CIA-RDP80-01826RO01100090048-3