APPROACHES TO ACHIEVING DCI PERSONNEL OBJECTIVES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000800190009-8
• Release Decision: RIFPUB
• Original Classification: U
• Document Page Count: 5
• Document Creation Date: December 19, 2016
• Document Release Date: November 26, 2001
• Sequence Number: 9
• Publication Date: April 20, 1974
• Content Type: REQ

Approved For Release 2006/09/28: CIA-RDP82-00357R000800190009-8
uC ca_
TECTIVES opt I r x > a a ? ^
t Ida.,
OBJECTIVE NO. 1 "Recruit, with full attention to equal opportunity policies, the best
qualified individuals to fill personnel requirements."
APPROACHES
METHODS OF ACCOMPLISHMENT
1. Consolidate component Advance Staffing Plans 1. The Annual Personnel Plan and the Advance Staffing Plan
should be mutually consistent at the time of preparation of
the former.
2. Promote the use of Vacancy Notices in and ')e- 2. The Vacancy Notice system is available to assist the
Senior Personnel Resource Boards in filling their Directorate's
personnel requiremen+s.
3. Increase the hiring of professional employees 3. OP will increase recruitment efforts in schools where
ti
from recognized minority groups in order to realize
Directorate goals as stipulated in the APP.
there is a large minority representation enrolled, and develop an
ongoing program designed to strengthen the Agency's ability to
acquire minority employees.
To the extent that funds can be made available, OP will in-
stitute,a program to bring selected Black applicants into Head-
quarters for interview by interested operating components. OP
will vigorously pursue minority Co-op applicants as a source for
increasing the employment of minorities in professional jobs in
the Agency.
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 Approved For Release 2006/0 /28: CIA-RDP82-00357R000800190009-8
ADMINISTRATIVE INTERNAL USE ONLY
Consideration will be given by the components and Directorates
1.. Examine ways of improving the selection
process, including the possible testing of applicants
for 'pecific occupational groups.
to the use of specially tailored training and rotation plans as
an integral part of the employment of Black applicants for
professional jobs, e.g., language and area training assignments.
4. OP and PSS/OMS have initiated relevant efforts.
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 Approved For Release 2006/09/28: CIA-RDP82-00357R000800190009-8
AVYi11V1STRATIVE - 1iv Ei,;AL USE ONLY
OBJECTIVE NO. 2 "Maintain and enhance Agency professionalism at all employee levels by the
planning of future personnel requirements, the acquisition of needed skill mixes,
and by the training and qualifications updating of employees (as deemed necessary
to insure their qualifications-readiness for current and future assignments)."
APPROACHES METHODS OF ACCOMPLISHMENT
1. More systematically plan future personnel staff- 1. The Deputies and Component Heads, with the assistance of
ing tterns and personnel flows in the Directorate and the Director of Personnel as appropriate, should evaluate their
components. future work force characteristics and staffing needs in order to
2. Provide for the continued training and
qual4 ications updating of employees on duty to
assure their readiness to meet current and future
requirements.
more effectively meet personnel requirements and assure qualified
employees for future tasks. The Directorates can provide
necessary guidelines on potential aggregate changes in manpower,
grade structure and requisite skill mix and have an active role
to play in the preparation of the APP.
2. The PDP exists as a major mechanism to serve this purpose,
and is moving from an orientation on executive development toward
a more comprehensive coverage of a wider mix of grades and
occupations. For those groups not included in the PDP, an important
role can be played by career counseling within the Career Service
evaluation system. In general, training models or guidances should
be provided for developing the necessary progression of skills
and on-the-job experience.
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 T R.'',I Ii 1I. 1-1 Jt- I L E FC 2 Approved For Release`2006/O9I28 CIA=RDP82-003578000800190009-8
2.
PHASE: Initial
CODE NO:
DEVELOPMENTAL OBJECTIVES
Orientation to the Intelligence
Community and CIA's relationship
to the Community
Organization of CIA - missions and
functions of each office
An in depth orientation to the
collection and production offices
of the Agency
Basic operations procedures and
philosophy
Effective writing if deemed appro-
priate
Intelligence Analysis as it relates
to reports writing
Area familiarization - specific work
assignment and that same general
area of world
Intensive training in a world languag
if not recruited with the proficiency
Part-time training in the language of
his job orientation
ACTION
COMPONENT
CODE I:G:
DEVELOPMENTAL TRAINING
"Intelligence in World Affairs"
"Intelligence in World Affairs"
*"Intelligence Research and Techniques
Course"
*"Introduction to Operations"
( 6 weeks)
*"Writing Workshop" tailored to DDO
needs
"Intelligence Writing Workshop"
"Eastern Europe and USSR"
Part-time academic courses at
local universities
Language Learning Center,
full-time instruction
Language Learning Center
or external at local universities
FACILITY
external
OTR
OTR/
external
Approved For Release 2006/09/28: CIA-RDP82-00357R000800190009-8
 TRAINING PROFILE : _R:
HA;SEAdj, t
:ODE NO:
1f-'ports IL i c x
DEVELOPMENTAL OBJECTIVES
1. Preparation for a rotation to case
officer assignment, full time or
part-time
2. World language brought to advanced
levels
3. Specific language of work assignment
brought to good reading level
4. Update on CIA and Intelligence
Conununi ty
5. Effective writing if deemed
appropriate
6. Effective briefing if deemed
appropriate
CODE NO:
DEVELOPMENTAL TRAINING
*"Introduction to Operations"
( 6 weeks)
Language Learning Center or
Foreign Service Institute
Language Learning Center,
part-time reading instruction
"CIA Today and Tomorrow"
"Effective Writing Workshop"
*"Effective Briefing Workshop"
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ACT ION
COMPONENT
FACILITY