INTER-DIRECTORATE TRANSFERS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000600070044-5
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: December 12, 2016
• Document Release Date: April 8, 2002
• Sequence Number: 44
• Publication Date: November 21, 1969
• Content Type: MF

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Approved ForRelease 2002/05/09 : CIA-RDP82-00357000600070044-5
MEMORANDUM FOR: Executive Director-Comptroller
THROUGH : Deputy Director for Support i$(gl-~ 21 NO 1,969
SUBJECT : Inter-Directorate Transfers
1. Pursuant to your request, this memorandum provides
proposals to facilitate the assignments of certain employees
across Directorate lines.
2. Currently there are 398 employees serving in
assignments resulting from transfers across Directorate
lines. Also, there is a total of 604 employees serving in
positions with Career Services other than their own. These
employees represent a variety of functions and all grade
levels. The assignments have, for the most part, been occa-
sioned by the need to fill critical vacancies or the need
between two components to share a particular kind of quali-
fication.
3. Very few of the assignments mentioned above were
arranged for the purpose of broadening the individual employ-
ee's Agency knowledge with the intention of eventually pro-
viding to the Agency managerial talent experienced in the
various missions of the separate Directorates. There are
senior officers of the Agency today who have had the advantage
in the past of such broad experience, but, for the most part,
this has not happened as a result of long-range planning or as
the result of a coordinated effort among the Directorates to
identify officers of executive potential and to work with one
another in providing such officers with inter-Directorate ex-
perience. To a certain extent, inter-component assignment
within Directorates has followed a similar pattern.
4. The Agency has reached a point in its history where
we must now concentrate, much more than we have in the past,
upon the development of on-board personnel resources. The
expected losses among senior managerial ranks in the next
decade must be replaced. In the next five years, 96 execu-
tives at super-grade rank will retire mandatorily. The best
source for replacements lies in our experienced personnel,
and careful attention must be given to the effort to identify
and develop existing talent. This can be done successfully
only to the extent to which current senior management shares
an attitude of common concern.
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 Approved For Release 2002/05/.Q9 rJit DP82-00357R000600070044-5
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5. An administrative structure is considered necessary
to assist the several Directorates in such a program. The
following structure is suggested:
Directorate Reassignment Panels
Each Deputy Director will establish a Directorate
Reassignment Panel, chaired by a senior officer of
his immediate staff. Panel membership need not be
large but should include at least three senior offi-
cers from the Directorate. A secretariat should be
provided for each panel.
Agency Reassignment Board
An Agency Reassignment Board will be established,
chaired by the Director of Personnel, with a member-
ship composed of the four Chairmen of the Directorate
Reassignment Panels and a representative of the Office
of the Inspector General. The Director of Personnel
will provide a permanent secretariat and necessary
staff support. The Agency Reassignment Board will
report to the Executive Director-Comptroller.
6. The responsibilities of the Directorate Reassignment
Panels are threefold.
a. To identify Directorate officers with managerial
potential and to plan for developmental assignments be-
tween components of the Directorate for the specific
purpose of broadening Individual experience.
b. To identify employees, and normally these
employees would come from the reservoir of employees
Mentioned in (a) above, who have, in the view of the
Panel, the potential for ultimate senior Agency mana-
gerial responsibilities. Information on these officers
would be provided to the Agency Reassignment Board.
c. To identify positions within the Directorate
which could be filled by the assignment for a tour of
duty of an employee from another Directorate.
7. It will be the responsibility of the Agency Reassign-
ment Board to share among the Directorates the information
provided by the four Directorate Reassignment Panels and to
recommend to the Deputy Directors action which will provide
for the movement between Directorates of personnel for tours
Approved For Release 2002/05/09 : CIA-RDP82-00357R000600070044-5
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Approved For Release 2002/05/09 : :O82-003578000600070044-5
of duty which will broaden their Agency knowledge and
experience. The Agency Reassignment Board will report to
the Executive Director-Comptroller on the progress of this
program.
B. The suggested administrative structure of Directorate
Reassignment Panels and the Agency Reassignment Board has been
kept purposely broad in concept. It is anticipated that, if
the concept is acceptable, the Deputy Directors will wish to
establish their own detailed procedures to implement this pro-
gram within the larger policy framework. In addition, there
are many procedural matters which will have to be worked out
between the Directorate Reassignment Panels and the Agency
Reassignment Board--procedures which must adjust questions of
grade range, functional categories of personnel, position iden-
tification, and the assessment of personnel resources within
the broad policy suggested in this memorandum.
implementing instructions to the Deputies for your signature.
9. If the above concept is approved we will pra
25X1A9A
Acting Director of Personnel
Distribution:
'Ori& - Addressee
2 - DDS
- EO/OP
1 - D/Pers Chrono
On/Pers,
Approved For Release 2002/05/
(19 Nov 1969)
-ODP82-00357ROO0600070044-5
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