EQUAL EMPLOYMENT OPPORTUNITY PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000600010043-2
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 8
• Document Creation Date: December 12, 2016
• Document Release Date: March 13, 2002
• Sequence Number: 43
• Publication Date: May 8, 1974
• Content Type: MF

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YIE14ORkNDUM FOR: Director of Central Intelligence
THROUGH : Deputy Director for ilanagement and Services /.9' /'c
SUBJECT : Equal Employment opportunity Program
REFERENCE : Your Memorandum for the Record dated 10 April
1974; Subject: Conversation with Dr. Frank
Snowden, Howard University, 4 April 1974
1. We appreciate the opportunity to comment on the content
of your meeting with Dr. Frank Snowden of Howard University and
would also like to use this chance to include other observations
concerning the scope and thrust of the Agency's current EEO effort.
2. To the Office of Personnel, it would seem that this is
the first year that increasing the number of black Agency employees
is being taken seriously by the Agency. This, of course, results
from your personal expressions of concern about the past record.
Your determination and commitment to improve that record have now
initiated an unprecedented Agency-wide receptivity. Assuming we
can keep this receptivity open and continuing, there will be in-
evitably a payoff in the increased number of new black employees
entered on duty. For our part, we are treating black EOD's as
a matter of top priority.
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S. At the same time, however, we want to ensure that the
new attitudes and eagerness concerning EEO.do not produce a
simple "bandwagon" response -- a quickness now to consider and
even hire black applicants because this is the current theme or
r _,c fad, however momentary. A "shotgun" approach does not offer a
UJ long-torm solution. The challen a now is to create an Agency
p to en~c ate w ere all ra es can 1vur'sh
environment and em
so oaf` progrss t Is area will last sufficiently lon to
achieve an wain ain t s os a anca. Now Wait gency offI-
c Lis ave f na y reac ed a s a e o m nd where there is a will-
ingness not merely to talk about EEO, we can actually get on with
a program. Toward that end, we offer the following comments:
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a. In attempting to nae-t the challenge of increasing
the number of qualified black employees, we feel it in-
porative that tho best interests of both the Agency and
the individuals be considered. ;his means hiring black
applicants with solid potential for "raking it" 'in the
Agency on a career basis.
(1) Our task would be sir-ple if we were
interested only in increasing the nw ber of
black.enployees without regard for long tern
consequences. Ile have evidence of this ap-
proach in areas of private industry where
blacks have been hired at relatively high
salaries, given work of little substance, and
no provision wade for their career dovelopnent.
Diaenchantri nt has quickly followed. The indi-
vidual foals he has been "had" and soon beconos
critical of the arranger-ant,
(2) Even if initial training or external
schooling is required, in the long run black
employoes must be capable of handling increas-
ing responsibility, of rising to challenge, and
of competing for promotions with white counter-
In CIA ke can #Ccapt nothing less. The
parts.
type of black employees we are seeking will do-
rand nothing less.
(3) 1e are in complete agreerent with Dr.
Snowden on not loverina our ciaploynent standards.
This is not to say that there may not be differ-
-ences between the techniques involved in hiring
blacks and whites. As you know, for some months
nom we have not included PATB test results In
black a l cant olde.rs. interests eor-ponents
ar re erred to t .Ye ice of Medical Services
for a cozplets analys.s-a t e test results.
iYudngac ground ~vns cfernt on. We believe
t the use o the PA'FB in this manner is more
conducive to our search for quality black appli-
cants than- was formerly the case.
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b. Every effort should be made now to exploit our
new EEO receptivity. The employment of black applicants
will, by their presence, qualifications and skills, them-
selves increase the receptivity and make it lasting. We
are now in the process of attempting to ensure a continu-
ing supply of qualified black applicants in a program=tic
manner. yonetheless,-we are concerned lest an impression
be formed within and outside the Agency that "black fever"
has us running in all directions simply to find soue blacks
for hire. Some examples follow.
(1) We share your concern over the absence of
blacks in higher level positions. fo cannot make
headway on. this, however, by simply identifying or
even recruiting applicants for senior positions and
forcing senior management to review applicants -where STATINTL
no vacancy or requirement exists. For example, we - STATINTL
had referred to us recontl a r sty a black
fepzalfl currently a GS-1S
sne S an ea Can or the r*c or, bbo or
t!'oa.au Coordinator. Ton HHolzes, who also reviewed
the rose.-ze, noted that both positions were encun-.
bared. Our response also noted that the individual
was ideally qualified for certain senior positions
in the Office of Personnel, but that these also were
nccnbered. Lateral entry at the higher levels prob-
ably can be acco4plished most effectively in the
technical/scientific area or in a few other disciplines
where a well qualified black can be matched against a
specific substantive requirement. Eventually, some
of- these employees nay exhibit the general ability
required to rove Into senior managerial positions
within a career service structure. Of the many
aspects of our EEO objective, the improvement of
the blacks' share of the higher grades is one of
the more difficult and delicate and must be treated
)carefully. Lateral entry at these higher grades,
except where a specific requirement is not, can
destroy the career aspirations of employees who
have earned the right of advancement to these
positions, oven though they may be white. Deuoral-
ization can quickly result. Such a practice would
also have all the ingredients of tokenism.- Even
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the blacks thus brought in would probably realize
that they entered the Agency at a level above others
perhaps more qualified than they. Except in those
few instances whero specific requirements cannot
be met and recruitment must take place, the steady
2.-and continuing solution to the problem of black
advancement to senior positions is time and an
equal chance'for blacks to be considered for pro-
motion. If we are successful in developing EEO
consciousness on a permanent basis, qualified'
blacks will compete with others for advancement
and they will properly move into the mid- and
senior-level positions on their own merits.
The suggestion that we develop a minority
group "summer intern" program is another example
of a well-intentioned proposal, but one that
creates more problems. Our response to the
Deputy Director for Operations on this is
attached for your information.
(2) We like your suggestion that Agency employees
contact faculty members at their alma maters. He
would expect, however, that once such contact has
been made, the "lead source" be turned over to our
regional recruiter for further development and use.
Otherwise, we have a serious concern. Unannounced
and uncoordinated visits to college campuses by
Agency employees tend to jeopardize longstanding
relationships we have developed with placement
directors. The placement directors are jealous
of their responsibility for knowing who is on the
campus for recruitment purposes. They are most
sensitive to slights, even though inadvertent.
We ask, therefore, that when an Agency employee
plans to visit a college for the purpose of estab-
lishing or reestablishing contact with a faculty
member, the employee first contact Chief, Recruitment
Division, Office of Personnel. He, in turn, will
advise both the appropriate college officials and
the regional recruiter. If desirable, the recruiter
stands ready to join the employee during the visit.
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c, Over the_ long hauls we believe that our
recruiters will provide fhe long-term solution to
the Agency's black hiring problem. This Agency has
been competing for quality employees since its crea-
tion and has done remarkably well. With the new
receptivity to blacks and the intensified recruitment
effort already initiated, we believe we can EQD a
proper number of qualified black applicants on a
continuing basis. Attachment A shows the increased
activity since the first of the year. Especially
meaningful are the figures on the top and bottom
two lines of the chart. In another three or four
months, we will know how much of this activity is
translated into actual EOD's; we are presently
optimistic. In this context, it is worth noting
that the Agency's total requirements for new pro-
fessional EOD's in FY 1974 is only 299.
d. We are in basic agreement with Dr. Snowden
about recruiting from a substantive base. Inter-
viewing for technical, scientific, and advance
degree positions can be done well by those Agency
employees having substantive job knowledge. For
many years representatives of OER/DDI have accom-
panied our recruiters to the college campus. Repre-
sentatives of OTS/DDS&T have recently accompanied
two of our regional recruiters on extensive trips
throughout the country in their search for qualified
engineers. There are other examples. In addition,
our,recruiters keep in close contact with the offices
to whom applicant files ultimately will be directed
and work from written recruitment guides that specify
job requirements in detail.
e. We were delighted with Dr. Snowdents interest
in our co-op and summer intern programs. Our Coor-
dinator for Co-operative Programs has been making a
massive effort during the last year to establish a
solid working relationship with predominantly black
schools that co-op in our areas of interest and those
non-black schools having a large proportion of black
students. ?Much developmental work has been accom-
plished. Again, initial results are encouraging;
but it will be several months before we can realisti-
cally evaluate our efforts. The objective here is also
to create a series of relationships that will ensure a
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continuing supply of well qualified and notivatod
black co-ops able to compote with their AgInncyo peers
in the porformance of challenging tasks.
3 April 1974 rionorandun.to the Deputy Director for
Operations, a copy of which was forwarded to you,
we set down our thoughts on the Agency's Summer
Intern Program. (See Attachment B.) They are
similar in nature to those concerning the Co-op
Program.
f. We have been thinking for soars time of an
outside panel of the type suggested by Dr. Snowden.
We suggest that n opportunityetoeaasessathex
months until we have a
success or failure of our current processing of
applicants. If sufficient nunbors EOD, we may be
het the steps already initiated
d
t
ei
filling to conclu
su iy of qualified blacks
ensure a continu ng PP
it %t ones and that these may be depended
are the r 1;x
upon to provide black candidates who can success-
fully compete with white candidates for the relatively
case, crae night be set of 197S.
few
any case, wo
for panel consideration.
g. We recognize that personnel reductions suffered
to date in FY 1974 and contemplated for will 191S are an
obstacle to our EEO objectives. applicants
be difficult for components to place black appplcane
to
at a time when they may find it necessary
surplus employees who, except for ceiling reductions,
could continue to sdodteDeputydiJirector
that you have already indicated to the
for Hanage;sent and Services that surplus programs should
not be considered merely to nake room Sforoblac applii-can
cants, and we agree wholeheartedly. recruitment
ensure the continuing y through applicants who can
of a responsive number of black acompete with anyone else for available positions, and
so long as coxtponents maintain their current willing-
ness to consider blacks, blacksewill~~be steadyeand's
progress in the h g
continuing.
h. Dr. Snowden also commented on the rccruit=ant
of blacks who attend non-black colleges. As a natter
of fact, we have long recognised this, and the main
thrust of our black recruitment effort to date is at
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non-black colleges. Over the years our regional
recruiters have developed excellent working relation-
ships with placement directors, department heads, and
key graduate school advisors at all of the major uni-
versities in the country. We are no.t ovphasizing to
then our desire to interview black seniors and graduate
students in those disciplines for which we have rcquiro-
no:ats, Purthercore, the recruiters are intensifying
their contacts and sources in these circles and thoi
efforts are beginning to bear fruit.
4. To s warize, we believe that the new EEO onsciousness
prevalent throughout the Agenc provides a unique opportunity
for the Agency to resolve its historical proble of inadequate
black euployAent. At the sago tiro, we must 1aid any solution
which rcnumbers the primary,(izechanism' for c
iaent foce should be considered the
and identifying qualified black applicants. This does not
mean that other efforts should not be used, but they should be
oordinated with the office of Personnel to avoid uncontrolled 4,
or independent actions which could, in the end, harm us. our
suggested approach to the challenge of increasing black repre-
sentation in the Agency can best be summarized by the following
Job j ect ive s
"To plan and initiate an Agency program that
will foster a positive relationship with individuals,
institutions. organizations, connunity elements and
the like, for the purpose of insuring a continuing
source of qualified professional and technical black
applicants, with growth potential, for CIA employment
consideration."
Attachment C lists the steps we have taken in the last several
nonths with that objective in =Ind. with some progress already
made, we are optimistic that these steps will result. during
the next six to twelve months, in an acceptable EOD black hiring
rate within the constraints of p rsonnel reductions.
t~. el-1112HP0
F. V1. g 1-1-Apazy
F. W. H. Jatutcy
Director of Personnel
Attach eats
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