ACTION MEMORANDUM # 412

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80B01676R000200040028-8
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 16
• Document Creation Date: December 12, 2016
• Document Release Date: June 17, 2002
• Sequence Number: 28
• Publication Date: August 21, 1964
• Content Type: MEMO

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
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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
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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
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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) .
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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 $i reectorate) . to hand 1a this, Of wreu l d need an
allocation of four positions in order to provide the Management
Training 1-s ity with two additional senior Instructors. an
adminlstratOr and a clerk typist. The cost of this option Is
estimated to fall betwaeen
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CONGU MCK s
/_s/, L. K. White
ty D$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
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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.
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? ?
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,
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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