AUTHORITY FOR TRAINING OR EDUCATION OF CERTAIN EMPLOYEES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP81M00980R001400020035-7
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 16, 2016
• Document Release Date: December 1, 2004
• Sequence Number: 35
• Publication Date: March 13, 1978
• Content Type: FORM

ROUTING AND RECORD SHEET ~G - X03
SUBJECT: (optic Wd I proved For Release 2004/12/22 : CIA-RDP81 M0098OR001400020035-7
Authority for Training or Education of Certain Employees
FROM: John F. Blake
EXTENSION
NO. DDA 78-0971/1
Deputy Director for Administration
7D24, Hqs.
DATE
13 h1AR 1978
TO: (Officer designation, room number, and
DATE
building)
OFFICER'S
COMMENTS (Number each comment to show from hom
RECEIVED
FORWARDED
INITIALS
to whom. Draw a line across column after each comment.)
Associate Director of
Paul-.
NNFAC for Management
=
z -
The Office of Personnel
has proposed in the attached
memorandums that we seek to
3.
incorporate in the pending
charter legislation authority
-
to use appropriated funds to
4.
W-
train employees terminated for.
Agency convenience and left
without marketable skills.
s.
The proposal has merit, and I
believe it should be included
in our proposals for modifica
6.
Lion of the Senate proposal
S.252S. I am not submitting
the memorandum to the Director
7.
as proposed by the Office of
Personnel, but I am routing a
copy of this to him to let him
a.
know that we will be proposing,
this to the SSCI staff.
John F. Blake
10.
Att: a/s
11.
cc: VdC
OP
12.
13.
14.
15.
1- 1 1 U u,VS ^ (~ INTERNAL
3-62 EDITIONS SECRET COiNFIDE." 71A1. bud i3iKLASS1r1ED
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 Approved For Release 2004/12/22 : CIA-RDP81 M00980R001400020035-7
7 MAR 1978
MEMORANDUM FOR: Director of Central Intelligence
of Personnel
SUBJECT: Authority for Training or Education of
Certain Employees
1. Action Requested. That the Agency seek to incorporate into
the pending c arter legislation, S-2525, authority to expend appro-
priated funds for the training or education of employees whose
employment is terminated for the convenience of the Agency and who
must continue to work elsewhere but whose service with the Agency
has not provided them with marketable skills or has not enabled them
to keep once-marketable skills up to date.
2. Background. Some Agency employees whose employment is
terminated foor` the convenience of the Agency have spent years
developing skills that may not be marketable elsewhere in Government
or in private business. As a result, if they have to continue working,
they find that they are at a distinct disadvantage in competing for
other employment. This includes people who were recruited by the Agency
at a young age before they had the opportunity to acquire other skills
and those who had significant skills but whose skills became obsolescent
as a result of unique Agency service. In both instances, these
employees developed their highest skill levels in fields peculiar to
the Agency with no ready transferability to the civilian market place..
'flie.Agency has, at various times, been concerned with this
problem. In 1965, the Director of Personnel asked the Office of General
Counsel for an opinion as to the legality and propriety of expending
funds to train or educate prospective retirees in order to improve their
qualifications for other employment. The opinion stated that such a
program might be authorized under the Director's authority under
Section 102(c) of the National Security Act of 1947 and Section 8 of the
CIA Act of 1949 if it was based on security considerations and limited
in scope.
In 1977, because of the DDO personnel reductions, we asked
CGC to re-examine the earlier opinion in terms of "retooling" resignees
or early retirees. 0CC stated that such a program would not be supportable
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 unde~` R"g ~a~'r ~ ~ s / l/s2~iis F inP he Oeaxl R001o4pO nion 35-At
most, those authorities could be relied on to justify expenditures
on a case-by-case basis, taking into account the special and
individualized circumstances of the employee(s) involved. It was
OGC's recommendation that a specific appropriation be sought to
give the Agency a standing authority to approve such training.
We have looked elsewhere in government to see if other
departments or agencies have such authority. We find that, except
for FAA, they do not. The Federal Aviation Administration had specific
legislation enacted for this purpose in 1972. The FAA bill provides
that the Secretary of Transportation may provide up to two years of
training to assist air traffic controllers in qualifying for other
employment if they must be removed from their duties because of medical
disqualification, or removal is required to protect the physical and
mental well-being of the controllers,'or if they are unable to maintain
their technical proficiency.
3. Staff Position. We believe the Agency should have clear
authority to provide training to employees whose careers are terminated
for the convenience of the Agency and who either have no marketable
skills. or whose marketable skills are obsolescent, and that specific
legislation be sought for this purpose.
A m;nimim, of 10 years of experience in skills peculiar to the
Agency is suggested as a prerequisite to the approval of retraining or
re-education. Because such a program would facilitate necessary termina-
?tions or encourage voluntary attrition, it would serve an important
management purpose. Such a program would also discharge a humane
obligation to assist loyal and dedicated employees to qualify themselves
so as to be able to pursue their livelihood elsewhere..
This program would apply to Agency employees of any component
or career service and in either retirement system. The receipt of an
annuity would not necessarily be a bar to such training but would be an
important factor considered in any approval. Only those who must
continue to work would be eligible. Training would not be given for
personal growth, cultural enrichment or the pursuit of hobbies, and
would have to have some relationship to the person's background or
aptitudes, relevance to the job market, a clear connection to reasonable
employment objectives and a reasonable expectation that the training
actually would assist in qualifying the person for employment in a
field related to the training.
The matter of an annuity in relation to approval for such
training would be considered in the context of the person's goals,
circumstances and responsibilities. A person who, for example, is
single, whose employment is terminated and who will receive an annuity
of $18,000 is a case quite different from that of a married person with
the same annuity but having four children, even though both persons may
indicate a need to continue working.
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 Appro d fdo Mlhase 20Ndt21 GI t1 9 0QJAA~W0 -T-evieca
of requests for training and for the approval and monitoring of such
training. At the present time we envision that the career services
would either nominate employees to receive this type of training or
would make recommendations on employees' requests for training. A
special board would be established to review and approve requests.
Board membership should consist of representatives from each
Directorate and from the Office of Training with the Board chaired
by the Director of Personnel or his designee. Representatives from
OGC, Central Cover Staff and the Office of Security would act as
advisors. Once training was approved, the Office of Training would
assume responsibility for monitoring the training to ensure that the
person actually enrolls and continues in training and performs at a
satisfactory level and that the training objectives are being met.
4. Recommendation. That you authorize the Office of Personnel,
in conjunction wit t e Offices of Legislative Counsel and General
Counsel to initiate an amendment to the pending legislation to provide
for this special training authority.
APPROVE:
DISAPPROVE:
DATE:
Distribution:
0-ret to O/D/Pers
1-ER
l-DDCI
1-DDA
1-DD/Pers/SP
1- C/RAD/SP
1-OGC
1-OLC
1-D/Training
1-DD/Pers/PEC
DD/PersJ
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