PERSONNEL SELECTION OUT PROCEDURES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP81-00314R000600180001-1
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 5
• Document Creation Date: November 16, 2016
• Document Release Date: February 11, 2000
• Sequence Number: 1
• Publication Date: February 17, 1958
• Content Type: MF

Approved For Ruse 2000/05/16 :CIA-RDP81-0~9 4R0006001 ~Q;p~'F~1
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~'fI i~14RAPTDUM FOR : Deputy Director (Coordination )
Deputy Director (Intelligence)
Deputy Director (flans)
Deputy Director-(Support)
1'j February 1958
1. In the management of the Agency's mission, we must have a continuing
awareness that the vital objectives to which we ac2dress ourselves cannot be
fully met unless each individual j.n the l',.gency is malting a real. contribution.
Our personnel policies r~uat reflect a similar awareness in lteeping pace with
wrest will be the requirersents and tests of the future. tide were forced to
increase our personnel at too rapj.d a rate during ,the pert ~d of the Korean G'ar.
Accordingly, I am approving certa3.n procedures the purpose of which is to iden-
tif~ ~uzd release frorn employment persons whose effectiveness is subatandcicd
(that is, persons who cannot meet Agency standards of work efficiency or conduct).
Considerations of fairr_ess to the individuals a~Pfected, the impact on Agcrcy
morale, the position of the Agency in relation to the inevitable external pres-
ourea generated in behal3 of the persons identified and released impose upon the
Agency a lii~ responsibility to e~;ercise this pror~?am with painatakin~ objectivity.
'ine procedures established are those designed~to ensure ,judicious and careful
deliberation on all cases.
2. ..The procedures for identii'yi.ng personnel for selection out, i.e.,
termination of employment,`comprise the followin.principal elements;
:~.. Deputy Directors and heads of Career Services are responsible
fa-r identification of personnel wino should be selected out in the
interests of the Agency's programs, operations, and activities. Deputy
Directors and IIeads of Career Services will insure that the Formal
reviews for such identification, as described herein, are completed
within ninety days from the date of this menorandum, and that similar
reviews will be conducted annually thereafter. In addition to Formal
reviews for identification of personnel who should be selected out,
each :deputy Director and Head of a Career Service will ~utomatieally
advise the Personnel 01'fice of an individual who fails to meet Agency
standards at the time that failure is first noted.
STATINTL
b. For assistance in cas?ryiz~, out this responaibil.ity, Ik:puty
Directors and fIeads of Career Sex?vicea have available the existing
advisory mechanisms of the Career Service Boards and the Competitive
?,valuation Panels ~~aich are used to review- cancl.idates for competitive
promotion in the grades (curz?ently CS-9 through GS-15) specified in
Review of the qualifications of personnel below
these grads for selection out purposes'w*il1 be accomplished by the
liead:~ of the Career Services in collaboration with the operating
of~?icials responsible for their performance.
Approved For F~el~e~se22~QiQ/~~'~ AC~IA~t~P~81o0~~1~R000600180001-1
 Approved For Ruse 2000/05/16 :CIA-RDP81.-0~9~I48000600180001-1
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3U}3JI;CT: Personnel Selection Out Procedures
c . 4Jtien the Advisory c:crvices of the Corapetitiva ~:valuo.tion Panel
ur+: u c4 in order to c.c3isi; in the identification of pcraannel for selec-
lion out, toe action of the Panel mwy cancist of a listing of personnel
in the C~.reer Service a~rra,r~;e:d in rams order by grade aceordfnL to those
whose cases ~-.o~,t w,r.r rant Action for release from A~{cncy employment.
d. General questions oP suitfzbility, effeetivenesr,, or pote~:tic.l
off' a.n individtk^.1 will autom~z,tic l.l.y occasion review of hi:, cs,:.e under
thr:se procedures. Additionally, Deputy IYlrectors and Heads o:~ Career
Services will review cwrefully the records of pcrsox~ wha3c: pron;otion
pra~ress ha.o slowed down. Because of the x~a.ture off' the many tsxska
performed in the l~ency, it is to be expected thst a con,sidcrcble number
of v?..l.uable employees- will repeatedly come under review wrien this cri-
terion is applied.. The continued cmplayment of a number of these
individuals, despite the fact that they are not promoted, in no wrzy
runs counter to the ob~ectivos of thaw procedures. .
e. ~rTiten Pu.nel review of cosec, is requested by the Deputy Director
or He4d of the Cr~.reer Service, the rESUlts should norm::.71y be communi-
c~ted to the Deputy Director or Head of the Career Service through the
appropriate Cancer Service Board. Tf the reeommendatiors : of the Bas.rd
vary fron the report of the Panel, the Deputy Director or Head of the
Cancer Service should be nppriaed of such diflferences t~nc~n they occur.
f. When t~ Deputy Director or Hesd of a Career Service dccide3
to propose an individual for selection out, he will in;.ure thwt the
pc:raon concerned is informed of this decision and the reasons therefor...
in formulating this expl,tion he brill consult with the Director of
Personnel for `uha purpose of determinin ~?rhether tbQ s,ction fu.l.la in
the category oi? eases of inefx^ieiency and~or unsatinfa.ctory conduct,
or if it steps from the individual' a laclc, of qualifications for con-
tinued employment in the li(;ht of the A,ency' a etaffin