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December 12, 2016
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June 17, 2002
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August 21, 1964
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Approved For Rd SUBJECT : 21 August 1964 REFERENCE: SUSPENSE DATE: LBK:drm Distribution: O&1 - Addressee; 2 SECRET R; 1-ExDir (CLASSIFICATION) GROUP I Excluded true autamatit downgrading and deciassliicatiaa Approved For Release 2002/08/21 : CIA-RDP80BO1676R000200040028-8 The recent supervisors ` reorientation periods have evoked management training. i therefore believe it considerable questiors;s as to m for marsageent training with is incumbent upon us to work out a program specific courses, maternal or external, recOre~ch s b&jtejs,ro f rvdi oa for example. one for 'section chiefs' ? for supervisors' chiefs. etc- Further. I believe we should have a basic ervisory position. _ourse for all individuals when they first requirement that this be for new and I would ir-cludsa as a mandatory }erviso Y positions. employees being brought yen re re for me a program for management train- 2, Could P be fitted into the program of OTX' ins with indicattcsam-s;t as to how this will I would be hsapPY to manpower and money problems for you. if this poses manp la d. Before you cor mence the discuss them with a rcaeosaabiy open we sbouid discuss the matter. preparatic of any report: perhaps /08/21 :CIA-RDP8OB01676 (CLASSIFICATION) OFFICE OF THE DIRECTOR Action Memorandum No. 9 A 964 Approved For Release 2002/08/21 : CIA-RDP80B01676R000200040028 TF2 ;" -S I t ~? Z f :TY i 1IDLM FORt t mcutiva Director-COmptrotlrrr Tlii R s iieputy Director for support 3i16.iET A Program for fans nt Training itEftf llCiiS s Action i a -412, + agament Training", tlQlt ftmorondum 64"'4435. nacres subject 1. iearargraeph 13 contains a eycomm "dation for your approval, sub- mitted in response, to the action requested to referenced memoranda. 2. We are assuag ing that the main objective of raanags r+t training Agency ,s erforrnance is increased efficiency and effectiveness ~i`i w s on apv?iuntary of its eat ssion. Although the exposure of individuals ccer,tr ibute to tary basis to various typos of management training may what dividual performance, too ofteen the students are npt able to apply vlh&t Aimwt i *..&* i n to their actual working s amiliari zed, or isc they have t e+ierned managers and supervisors have been oriented, s#st. trained in tht laest ton years, but management Problems stilt par (see Attachment 1) of all the kinds of malt training currently being 3. A study is and teaching practiced has lad us to the conclusion that iirid" offer the bast Prospects methods embed l od In the W CO l l od ` mr sRemaent process (sea Attach- for a material improvement of the Agency's rent ii - r #ahagorial srid"}, if used on a planned. systematic bests. 4. we therefore feet that the first step in a planned program of management training should be the, administration of~ see tuani+ Itooof l results t d method to i loo urf . Attach nnt Agency, l i s the row prof 25X1 before r fther ocoedi t submitted byl or eject or an ce w t the conduct and appraisal of a pilot preje~is?ry jobs. . The of j ect bras one hundred iee in managerial and superr t trat+s#ec #n our listed by are, highly appr+apr lots for maseaeg kind of orga-a+isat on. 5. A single pilot project could be accomplished by Ilandch ~ ~ the present let gaining faculty of 0TA, but the re a project Weald not be known for a year and a half after its beginning, A Approved For Release 2002/08/21 : CIA-RDP80B01676R000200040028-8 Approved For Release 2002/08/21 : CIA-RDP80B01.676R000200040028-8 and even then might have I #ttie Impact on other parts of the Agency. A bolder and to us a such more desirable effort w uid call l for four one pilot projects at the SOW Use (a foreign division of DD/P, p; foie off ice each fro. the 0/10 tho /S. a the $$/So , even though effort would mire more staff and a substantial saga of money. 6. The second element In our $ **port progress calls for two Senior Management Smsinars each year with the objective of bringing to senior off icors a do*W rstasseffing of managerial behavior. Although the Mr. 25X1 $eminars are currently studying the "Msnagorill grid" from future with Mr 'ems s. other subject setter Is not necessarily precl ! if worthwhi to p 'ams can be identified. These Seminars should be staged, however, by outside cos ltants. it Is doubtful that more tan two Seminars a year can be supported at this time; the number could l increased If need arises. I. The th i r d part of 00 program consists Of a "Supervision Course" s t Course" for QS-11 through 68-14. for 1#&-5 through !S"' I tl MW i l+Itan~+ those coos*' being one seek In length and substantially similar to those currently offered by 0'M. Their objective would be to introduce basic knowlo~ Of the subject, to afford so a practice in basic skills, and to encourage right attitudes toward work and workers. These courses year, which should more than take can be offered up to twelve tisssas ~isory positions for the first time. care of atl i persons moving into s~ 8. The fourth part of our program consists of external coursee$ offered by universities, management sPedi$l fists, and government orgsnt- ido i.s+di- zations. Those would be used to wsot the d~ M cstrafecon need prov of viduals for specialised instruction beyond it is plenlod to me" the needs of aldcarearlst5 for manages t sis on actual Agency problales In the MIdcsreer Executive D.vel ids C ourse, and by a prsrequ i s 1 to basic course. 10. The above described faun' part program is a modest one grad# escaeplo. with that of the Federal Aviation Agency or the Internal Revonw stepping up of the present ~'~ for g~l~. it it essentially a stepping - I l cot P rograw-. i t cane?t man-esaosit tto# n i ng. with the add i t i men rs In the of the Agency who have hod no cope with the total number of ssssssaga but wss iiimanagementlove atlNrt any trainingy ( ~see~snAtt*chmeflt IV on i ts to be trained), ed u i scion of this training should be po P the pilot Program has been assessed. It. to s erry? our management training plan calls for three h &W wh 1d+ stabilil d continul eierants which are already bud'sfed for Att+W whi can be handled with no increase in staff or facilities (sea V on Funds) . Approved For Release 2002/08/21 : CIA-RDP80BO1676R000200040028-.8 ,Approved For Release 2002/08/21 : CIA-RDP80BO1676 0200040028-8 Is. eve *s training plan outlined in paragraph i I I Dow* the Prove"' for four pilot projects b. approve In owl option)..ubjact to a solution of the staffing and financial Problems. MIM 04#11 for of Training two gag=W" janigg- ~ (OS-15 and above) W yeearo a. conducted by outs do consul tents. for a mix fn of ^ parsons; 25X1 b. Twive ennwwsek courses per year apportioned as reeiutrod between Ig biIs (OS 5-10) and WSgIMI (GS 11-14)1 conducted by M for a ;wxImum of 400 people; one or the otherr to be m. ndator'y for all persons entering supervisory positions for the first ties. c. UltarrAl JJ&IA to special i zad aspects of management where neead car. be demonstrateed. 11. 'tio fourth element of our pion, and the most significant for Increasing managerial eff?ctlvarere:s, consists of training one or more offices Ire Phases I and Ii of the ileegerIaI or 14 program: a. r s a single pilot pt ect. as outlined in Attachment III. This could be handled by the present tier a+gemont Trat+ning fowls of in addition to Its other programs. The mon ey (about fowl has not been" budgeted and would have to be provided from Bonne appropriate source, b. i Lids, four concurrent pilot projects (one from each D ty $i reectorate) . to hand 1a this, Of wreu l d need an allocation of four positions in order to provide the Management Training 1-s ity with two additional senior Instructors. an adminlstratOr and a clerk typist. The cost of this option Is estimated to fall betwaeen Approved For Release 2002/08/21 : CIA-RDP80BO1676R000200040028-8 Approved For Rise 2002/08/21 : CIA-RDP80B01676F200040028-8 CONGU MCK s /_s/, L. K. White ty D$rsctor for The rec ndattai canto l a t In p*r*graph 13 Is approved. (Signed) Lyman B. t wcutlve tor^?Cemtroi Isr DI$T*I$11TIOWs Original ? 1 (w/bisls) I ? #x.catly. I Istry (w/basIc) 2 < Deputy g # r ctor for Support (w/Da l c', 3 ? Office of Training (w/baslc) 10 NOV 1964 Date Approved For Release 2002/08/21 : CIA-RDP80B01676R000200040028-8 Approved For Release 2002/08/21 CIA-RDP80BO1676ROO 200040028-8 I. During the period Mart--dares 1 *4, the $anagieaent Training faculty of on divided its classes Into to" of 6 or 7, and asked them to "decide as a team what major manager Iii prob oms are preventing the Agency (as you know it) from being fully effective." The objective was to learn if the teaching was related to merAViment problems M gKS$jnW k% the students. slo fdi~tssi~ts The sample is iiit and answers may refloat classrm rertheleu, a eartoln pattern appeared which may be exercise evokedwook Interest. mW serious the ft f ram the sstudonts at1 levels. in 16 they tended to see the problems jb= their ow =11 . doss not give actual responses, but groups The, edMwrt,on 00 next Pop the team ansrrdrs In general:_c.tegories. The ors show the times that teams side rrspamses fitting Into 4646 category. In apswer to the question posed by the Deputy Director for i -ort, these student responses, may or may not have a relationship to the effective- ness of Agency wagers generally, but they do suggest areas of weakness, feud by students through the narration of many of rah t eth its been actual cases. 01* superviolon and maiamooment courses can help Individuals to become better supervises and manage u, we have reason to believe. But training cannot provide sure-fire correction of weakness". class cannot the trainee's boss Is a critical factor; what is learnod In be applied on the job if the boss is uninformed or unable tort on xa ptlee. students at ail levels tell the instructor : "I with my this course." OTA courses obvloe>ly cannot provide students with to broad t. Agency problems in the areas of formal organisaetion and personnel Out one of the reasons we favor the Managerlol Grid approach I. that It offers hope of finding solutions to manager 101 problems which are beyond an ladtvtdual rs capacity to solve. Approved For Release 2002/08/21 : CIA-RDP80BO1676R000200040028-8 ,Approved For Release 2002/08/21 : CIA-RDP80BO1676R000200040028-8 ? ? Ill. Cwt of Yom responses according to levels it wig i~ 11-1 ~ IrS t~-18 f evertlcallateral; between individuals; MOM Cgumu, rs 1 $ a. career serviee; career developaesat l 3 t l b. Personnel pallet" and procedvr;s (assignment4 fitness 4 7 4 3 reports, prcmvtlon, M a. bu ttc III* (carer. rtmentodi warfare betwssn units; 3 S ! 8 lnflrwibtllty; mist change. etc. b. forest organtsatton and primes (overlapping; planning; 6 1 6 t 1 r+stwetmes to 40 eeyets, face conflict, own decisions; load ershlp; 8 5 2 t poor str les; lack of managmtent skills, Approved For Release 2002/08/21 : CIA-RDP80BO1676R000200040028-8 Approved For Release 2002/08/21 : CIA-RDP80BO1676R000200040028-8 AT'T*CMT V I I Siam" I =00 MUM M1 i LIU !? 1. The ' %sknegar )a l ON" approach to msnagemen t training to favored by the isenegiaent Training Faculty of $T* for the following reasons: a. It sins at improving the effectiveness of on entire organl