PERSONNEL POLICY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000300060060-0
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 2
• Document Creation Date: December 19, 2016
• Document Release Date: December 12, 2001
• Sequence Number: 60
• Publication Date: December 7, 1977
• Content Type: MF

Approved For Release 2006/09/28: CIA-RDP82-00357R000300060060-0
MEMORANDUM FOR Deputy Director of Central Intelligence
Deputy Director for Adminstration
Deputy Director for Operations
Deputy Director for Science & Technology
Deputy Director for Intelligence
FROM : Director of Central Intelligence
1. A fair and workable career management system is one
of the most important contributions to the health and morale
of any organization. Beyond having an effective means for
evaluating performance and recognizing superior performers,
there must be room in the organization for capable individuals
to rise to positions of greater responsibility. This
implies an inherent personnel flow which can exist only
if there is ample recruitment of new talent at the bottom,
a vigorously enforced "up or out" policy at all levels,
and the option for early retirement. Each of these,areas
is being carefully studied at this time.
2. However, it is expected OMB will impose personnel
ceilings in the coming year which will require personnel
reductions. The least equitable means of accomplishing
these reduction, it seems to me, would be to impose across-
the-board cuts in all directorates. A more equitable and
less disruptive means would be to enforce extant policies
in our career management system. Two policies in particular
hold the potential for personnel reduction and at the same-
time opportunity to enhance personnel quality: careful
monitoring of the probationary period for new employees and
separation of those who have demonstrated the least potential
for advancement at any level.
Approved For Release 2006/09/28: CIA-RDP82-00357R000300060060-0
 Approved For Release 2006/09/28: CIA-RDP82-003578000300060060-0
3. The Deputy Director for Administration is directed:
a. to ensure effective supervisory action is taken
to carefully evaluate the present performance
and potential for future advancement of all
new employees during the three year probationary
period. If at any time during that period
it becomes apparent that the employee consistently,
and despite reasonable counselling, fails to
perform satisfactorily or lacks promise of future
growth, employment will be terminated.
1). to give 90 days notice of termination of
employment to the 78 individuals who have ranked
in the lowest 3% for the past 3 years.
c. to notify formally the 91 individuals who have
ranked in the lowest 3% for 2 years that should
they be so ranked for a third year their employment
will be terminated.
d. to provide me Frith an assessment of the impact
an. immediate reactivation of the service retirement
option would have on each directorate.
STANSFIELD TURNER
Director
Approved For Release 2006/09/28: CIA-RDP82-00357R000300060060-0