PROGRAM MANAGER'S GUIDANCE FOR THE CIVILIAN GENERAL INTELLIGENCE CAREER DEVELOPMENT PROGRAM (ICDP)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83M00171R000200210010-2
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 5
• Document Creation Date: December 16, 2016
• Document Release Date: March 4, 2005
• Sequence Number: 10
• Content Type: REQ

CIA-RDP83M0017 00200210010-2
Program Manager's Guidance for the Civilian General Intelligence Career
Development Program (ICDP).
1. Enclosed are three ICDP objectives which are recommended for in-
clusion in the Program Manager's Guidance for the FY 80-84 POM.
2. While these goals are closely related, each has been prepared as a
separate submission. The following composite is proposed for inclusior
in the Guidance Memorandum:
"The ICDP goals and objectives are to motivate civilian careerists
toward an improved intelligence product by providing opportunities
to increase skills, broaden experiences, and improve career develor-
ment through education, training, and rotational assignments.
Services and DIA should allocate sufficient funds to achieve the
following goals:
-- provide for the acquisition of interns that will equal 2.5%
of their authorized ICDP workforce in each program year;
-- provide the resources to support and accomplish a rotational
assignment program for 1% of their ICDP workforce each program
year;
-- establish plans whereby the number of careerists with at least
a baccalaureate degree will be increased by 2% each program
year.
Time-phased implementation plans, to include resource levels, will
be submitted with the POM."
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.INTERNS
BACKGROUND:
The intake of highly qualified civilian personnel into the general int~Fi-
gence career program on a planned basis i, essential to replace departinu
personnel and to assure the maintenance and operation of an effective
general intelligence program and product. The ICDP requires the Services
and DIA to establish a system for identifying and meeting intake reeQui'-e-
ments and to provide the means for training these personnel. Continue,
emphasis on and-commitment to these intern/trainee programs is necessary
to provide highly educated and trained personnel in sufficient numbers.
During FY 75, 76, and 7T, intern spaces filled accounted for approximately
2.4% of the total ICDP population. (Army's interns were 5% of their I(,DP
personnel and interns in the Navy, Air Force, and DIA each were 1` of
their totals.) ICDP attrition through transfers, resignations, retirement.
etc., during CY 1975 was 232 (7% of the workforce) and during CY 1976, it
was 312 (9%). Additionally, 895 personnel (26% of the January 1977 ICIP
workforce) will be eligible for retirement during the CY 1977-1981 period.
The intake projections, as stated by the Services and DIA in their Carper
Trainee Reports for FY 77-81, will not be adequate to compensate for the
anticipated losses and will not assure a uniform and consistent flow of
new personnel into the DoD-Wide ICDP.
RECOMMENDATION:
"The Services and DIA should provide for the acquisition of interns that
will equal 2.5% of their authorized ICDP workforce in each program vear_"
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BACKGROUND:
ROTATIONAL ASSIGNMENTS
A program for temporary rotational assignments for career development is
an integral part of the ICDP. These assignments, which can last from (
months to 3 years, can be accomplished within and between DoD and other
Federal organizations. Under the authority of the CSC-DoD Special Train-
ing Agreement; 27 rotational assignments were completed in 1975 (.B` of
the ICDP population) and 15 in 1976 (.5? of ICDP personnel). The greater,
difficulties encountered in this program have been the lack of TDY funds
and the reluctance to temporarily lose an employee, particularly durinc
periods of reducing manpower resources. Benefits to both management and
employees will result from an increased emphasis on and participation in
the rotational assignments for career development.
RECOMMENDATION:
"The Services and DIA should provide the resources to support and accomplish
a rotational assignment program for 1% of their ICDP workforce in each
program year."
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EDUCATIONAL. LEVELS
BACKGROUND:
The overall educational achievement level-of the ICDP population, parti,-
ularly in the GS-0132 and Intelligence Related series, is a continuirg
source of concern. Only 7111' of the registrants in the total community
had a baccalaureate or advanced degree in CY 76 as compared to 70' it
CY 75. Increased emphasis in the recruitment of intelligence interns
with advanced degrees in conjunction with increased stress to train
and educate the intelligence workforce should facilitate meeting this
goal. Accomplishment of the planned milestones will result in a higher
average education level and, in turn, contribute to the overall ICDP
goal of an improved intelligence product.
RECOMMENDATION:
"The Services and DIA should establish plans and milestones whereby tie
number of careerists with at a least a baccalaureate degree will be
increased by 2% each program year."
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REMARKS
DO NOT use this form as a RECORD of approvals, concurrences. disposals,
clearances, and similar actions
FROM: LName. org. symbol, Agency/Post)
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AR) Qfl'kjFa,ROQ 00210010-2
*U.S. G.P.O. 1977-241-530/3090 PPrMR(41G01-11.206