CAREER PLANNING IN THE OFFICE OF SECURITY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83B00823R000600260066-2
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: December 9, 2016
• Document Release Date: March 14, 2000
• Sequence Number: 66
• Content Type: MEMO

Approved For ReI a 2002/05/024:,tlA-i!bP83B00823R 00260066-2
DRAFT
OFFICE OF SECURITY NOTICE NO.
FOR : All Office of Security Professional Employees
SUBJECT: Career Planning in the Office of Security
1. There has never been a written policy in the Office of
Security concerning Career Planning. In light of the recent entrance
on duty of a large number of new Office of Security employees, an
event which has not occurred for several years, I feel this to be an
opportune time to set out a few ideas on this subject. In doing so,
may I emphasize that the thoughts set clown in this Notice are not
intended to become hard and fast rules. They are to serve as
guidelines to those charged with managing the Office of Security
and to the individual professional employee who, I feel, is basically
responsible for the shaping of his own career.
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2. The professional Career Security Officer, as he has evolved
over the years, divides into two basic categories; namely, the
"Generalist" and the "Specialist. " We know from a management
standpoint that both categories are essential to the operation of the
Office of Security. Yet we also know from experience that the
"Generalist" tends to meet the demands of the higher levels of
management in the Office of Security. It is my opinion, therefore,
that the Career Security Officer must determine which road he
wishes to follow. There are satisfactions to be experienced in
each course pursued. There are different demands and challenges
to be met by each. Each employee has his own personal considera-
tions involving health, family, etc. It is conceivable that during
the course of an employee's career he might veer from "Specialist" to
"Generalist" to "Specialist" or visa versa .
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3. The experience factor in the Office of Security is that,
generally, it is the "Generalist" who ultimately reaches the higher
levels of management. In other words, it is the employee, who,
during the course of his career, has acquired experience in the
investigative, personnel security and physical security areas of our
job and who has had command experience. Moreover, by the time a
professional employee has reached a senior level in the Office of
Security he should have demonstrated his proficiency as a "Generalist; "
should have shown flexibility; should have acquired a reasonable level
of capability by Agency standards in a foreign language; and, preferably
should have had an overseas assignment.
4. To assist every employee in building and shaping his
career in the Office of Security, it is my desire that my Deputy
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Directors and Staff Chiefs arrange for the proper training of their
employees, thus aiding their career development. Furthermore, a
Career Assignment Questionnaire has been designed to afford a
much more complete picture of the availability and desires of the
individual employee. It is my hope that this form, if used as
intended, will help management in generally placing personnel in
line with their career development goals.
5. In all candor, it must also be recognized that the needs
of the Office of Security will still have to come first and as a result
there will always be exceptions to the rule. Nevertheless, I want
each professional employee in the Office of Security to be primarily
responsible for the shaping and direction of his career.
6. I feel assured that in following these guidelines on career
planning, the Office of Security will continue to turn in exemplary
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performances and its Career Security Officers will experience
more fully the personal satisfaction resulting from the personal
contribution each has made in this total team effort.
Howard J. Osborn
Director of Security
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CONFIDENTIAL
(When Filled In)
CAREER ASSIGNMENT QUESTIONNAIRE
1. NAME (Last, First, Middle)
2. CURRENT POSITION, TITLE, GRADE
3. NUMBER AND AGES OF DEPENDENTS
4. PERSONAL CIRCUMSTANCES THAT SHOULD BE CONSIDERED
IN DETERMINING NEXT ASSIGNMENT
5. MAJOR AGENCY DUTIES, EXPERIENCE, AND PAST
ASSIGNMENTS
6. SIGNIFICANT NON-AGENCY EXPERIENCE
7. LANGUAGE PROFICIENCY
a. Agency Tested, Date, Level.
b. Non-Agency Acquired
8. TRAINING DESIRED (What Training You Believe You Should
Have During the Next Several Years)
9. CAREER DEVELOPMENT PLANS (Indicate What Direction You
Would Like Your Career to Take (i. e. , Generalist vs Specialist,
Line vs Staff; Supervisory vs Nora-Supervisory; Overseas or
Headquarters; etc.) During the Next Several
Years. )
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