CAREER TRAINING PROGRAM (CTP)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83-00058R000100100019-5
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 14, 2016
• Document Release Date: February 5, 2003
• Sequence Number: 19
• Publication Date: April 7, 1977
• Content Type: MF

ADAUV15THATIVE - INTERNAL USE O sY q1 1
Approver Release 2003/04/29: CIA-RDP8 0 5 oid4"
COMPT
April 1977
MEMORANDUM FOR: Chairman, Executive Advisory Group
VIA: Deputy Director for Administration
VIA: Comptroller
FROM:' Harry E. Fitzwater
Director of Training
SUBJECT: Career Training Program (CTP)
The attachment contains background information on the
Career Training Program. It is provided for your review
prior to the Executive Advisory Group meeting on 14 April 1977.
J
Attachment:
CTP Background
ar 1 ater
Distribution:
Orig E 6 - EAG Members, w/atts
1 - Executive Regis ry, w/att
1 - w/att
1 - t
1 - t
1 -
1 -
1 - Compt Subject, w/att
STAT
Approved For ,wRA9964129[ i 4 '@PPLRO R000100100019-5
 ADMINISTRATIVE - INTERNAL USE ONLY
Approved FoLelease 2003/04/29 : CIA-RDP83-00058~R, 000100100019-5
April 1977
CAREER TRAINING PROGRAM
Purpose: Selection, training, and early career development
of a small number (10-15% of professionals hired) of Agency
junior professionals who have the potential to assume top
managerial positions. Supplements but does not supplant the
Agency's direct hiring of professionals. Program is currently
the DDO's main source of future case officers.
Histor : Program began 9 July 1951 - 1st class of 16 men
an one woman--Program now in its 26th year. Total entered
many e the Program to tultu military obligation.
Average Average
Assignments . Number Percent ra Age
DDO
DDI
12.6
36.2 12.9
DDA
37.8 12.9
DDSFT
37.8 13.1
ODCI
40.7 14.5
37.6 12.7
*Of this number,I re Chiefs of Station or Base.
"Does not include those 50 CTs still on OTR rolls.
Selection: Via recruiters, skills bank, referrals, direct
application; e.g., in CY 1976, Program Officers reviewed 800
files which resulted in 283 applicant interviews, which in
turn produced 83 CTs who were accepted for further testing
and interviews. After medical, psychological, and security
processing, 50 CTs were finally selected for the two classes
in 1976. This selectivity assures excellence.
CriT tea: Primary emphasis is on personal characteristics;
i.e., intellectual ability as shown by academic record,
integrity, leadership ability, emotional stability, adapta-
bility and versatility, motivation to national service and
the intelligence profession, plus a demonstrated interest in
world affairs. Writing ability and language proficiency
and/or strong aptitude is evident.
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In selecting a potential operations officer, a judgment
is made that the aspirant has the ability to recruit and
handle agents.
In selecting a potential analyst, we look for intelligence,
writing skills, the ability to think quickly, to conceptualize,
to be objective, and to work under pressure.
Trainin : A sequenced program of regular OTR courses
me igence Process, Introduction to Operations, Operational
Records and Desk Orientation, Information Science, International
Economics, and the Operations Course for DDO-bound CTs)
interspersed by two three-month interim assignments. These
assignments consist of productive jobs arranged by the
Program Officers primarily in DDO and DDI offices. The CT's
performance is evaluated by the supervisor.
Two classes (January and June) are run each year. Time
in training totals 58 weeks for DDO officers; 41 weeks for
those assigned to DDI, DDS&T, and DDA.
Typical Class:
Size
25
Military Experience
50%
Average Age
27
Internals
20%
Average Grade
9.5
Competence in one language
90%
Graduate Work
75%
Females
20%
Minorities
5-10%
OTR Staff: Five professionals (two DDO, one DDI, two OTR)
plus t ree clericals take up where recruiters stop to select,
assign, monitor, and counsel CTs for up to a two-year period.
GS Grades of CTs on Duty:
- GS-18 plus 1 EP-5 I
I
- GS-14
I
- GS-10 STATINTL
- GS-17 I
G
I
- GS-13
- GS-09 STATINTL
-
S-16 I
I
- GS-12 I
I
- GS-08
- GS-15
- GS-11
Current Requirements by Directorates per Year:
DDO 30 (which includes 7-10 for Pilot Program)
DDI 12-16
DDSET 2-4
DDA 3-4
Total 47-54
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Attrition Rate: The Career Trainee attrition rate is markedly
lower than t at of Agency professionals. The latter runs
approximately 8% per year, while the CT figures are less
than 5%. The Program has literally lived up to the "career"
portion of its title. Be inning with the January 1972 class
through November 1976,1l officers have entered the Agency
via the Career Training Program. Onlylof this number, or STATINTL
4.4%, have left the Agency.
Performance: The CTs over the years have created an enviable
reputation as a bright, hard-working group. The CT label
does not assure success, but it is apparent that success is
a hallmark of those in the Program. A recent (June 1 )
study in the Near East Division showed that of STAT
management jobs--including Chief of Station, Deputy Chief of
Station, and Chief of Base responsibilities-II or approximately STAT
two-thirds, are occupied by former Career Trainees. Twenty
CT classes, beginning with the January 1956 class, were
represented in the NE field station positions covered in the
survey.
The above study is typical of CT progress in the DDO.
A 1975 study of CT promotion progress indicates that CTs
spent less time moving from their EOD grade to their 1975
grade than non-CT professionals. CTs in the DDO reached the
GS-10 to GS-13 bracket from 20 to 66 months sooner than the
norm. In the DDI, the CT's advantage is not pronounced.
This is undoubtedly due to the fact that his non-CT counter-
part is close to CT level in age and education and is therefore
a strong competitor to the CT for promotion.
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