A PROGRAM FOR THE ESTABLISHMENT OF A CAREER CORPS IN CIA

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00022R000200160069-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 22, 2016
• Document Release Date: March 21, 2012
• Sequence Number: 69
• Publication Date: August 31, 1951
• Content Type: MEMO

A Mr w . err 1 r
Declassified in Part - Sanitized Copy Approved for Release 2012/03/21 : CIA-RDP84-00022R000200160069-1
31 August 1951
ONE
M AATDUM FOR THE DOCTOR OF TRAINING
SUBJECTS A Program for the Establishment of a Career Corps in CIA
REFERS CE z Director of Training memorandum dated 7 August 1951,
transmitting a Proposal to Establish and Implement a
Career Corps Program in CIA
0/E comments on subject proposal follow. In transmitting
these commute we could point out that we have deliberately
Oplesed the to us objectionable features of your proposals. We
stand red to help you in ssW wad we can.
1. General.
a. The report is an iYrpMi4ant, commendable and valuable
oantx bution to a systematic approach to the personnel problems
of the agency. However, three separate though related problems
have been grouped somewhat confusingly under one heading. These
40ear to bes (a) a proposal for recruitment_prooedures; (b)
a proposal for an agency-wide career stem jmeent program l and (c) a
proposal for a elite *career corps". ?It.Ie not clear from the
report whether there is to be a separate, smaller elite "career
corps" within the larger career managexeent program, or whether
the career corps is gradual]? to be expanded to cover all
professional personnel of certain grades. We therefore suggest
a redrafting of the proposal to clearly separate these three
aspects. We believe,.in general that the proposed recruiting
procedures are excellent and could be implemented. We also
favor an agency-wide career management program. We are opposed,
however, to the creation of a small elite "career corps".
b. Moreover, the proposal seems overly a1 bitious and
afeneive in maM respects. There is, in our opinion, too
emphasis on over elaborate testing techniques, schools,
ete. The progrea- seems to reflect more familiarity with
personnel .aeir+cini.stration than with substantive intelligence, needs.
Phis is a TEMPORARY DO"ENT
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..A 't -HISTORICAL REVIEW P
This do L.1.. r,:` tit. ha- .v:..
approved f= release
the RIS TORIC_AL M JIEW
the Central Inteliigi bcz
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Declassified in Part - Sanitized Copy Approved for Release 2012/03/21 : CIA-RDP84-00022R000200160069-1
 Declassified in Part - Sanitized Copy Approved for Release 2012/03/21 : CIA-RDP84-00022R000200160069-1
2. Recruitment.
a. `.%e concur in the proposals made. for the recruit'nemt of
Fofyaasional trainees.
b. 06s factor soaking it difficult to review the proposal
its tarns of the magnitude of the required effort is the lack of
attar estimate of our annual requirement for new personnel. Assuming
moderate expansion and normal turnover, we could note that it is
important to gear the publicity given the program in the various
colleges with the =umber of vacancies likely to be available.
There is sae danger in arousing interest and hopes in , ny
students if the intake is going to be restricted to a few,
c. In listing the most popular colleges you have not ex-
haastsd the list of schools from which the agency could obtain
studsnts with special. and needed qualifications. Furthermore,
yu r list of schools probably should be reaonbidered on the
ground that it is not nationally representative.
d. The part to be pis sd by women professional erw)loyees
ought`'to be oarefblly reviewed.
e. Insofar as this involves an outlq' of CIA funds, we
believe the emphasis should be shifted from pre-seleotion training
to post-selectmen training. It is frequently wasteful and expensive
to spend funds on people Mho may not actually join the agency*
where training is given sel,ectees, we e,uld recommend that they
be required to obligate themselves either to serve the agency for
a given period or to reinbarse the agerwy for outlays made on
their beehilfo
f. Vs would coition againt selection on the basis of the
breakaoiei of the group of trainee" sett forth in Appendix A (p. 19).
The coatbinatieon of qualifications to stress seems to us to be t
good brain, imagination, fwd good training.
g It is Important that university contacts be Y vide to feel
that They are members of the ftlub", with full awarenesr of
security requirements and restrictions, and adequately miunerated.
Carew M* a nt
r..r
a. 0/Ng conrnsrs in the proposal for the inauguration of a
career -t program and believes that it should be. implemented
at once. This, particularly in the sense that efforts are to be
made to widen the experience of CIA personnel, to inc;r 'ase the
possibilities for gaining experience in the field mu for advanced
education, to the end that a competent individual cm- aavancc. to
positions of greater responsibility within the agency,
Declassified in Part - Sanitized Copy Approved for Release 2012/03/21 : CIA-RDP84-00022R000200160069-1
 Declassified in Part - Sanitized Copy Approved for Release 2012/03/21 : CIA-RDP84-00022R000200160069-1
r 3 -
be We-wt .3,d question the exteensivee use of tooter 4_u-ea
to dele ne the rotation plan for an individual once he has been
with CIA for ieresee time and favor the more direct method of selection
an the basis of a review of individual performance. We have been
pattiaal.rly iapresesd by the varied backgrounds and personalities
of People euoeaseAul in intelli~ae work.
. We hay, further reservations about the trainin;,. am.
Can it be desmoastrated that we are lustitied in giving ev--z7 - t
trainee teslve weeks of Rjaian langwW? in the mixture of
graemwa" and graduate school proposed are there in tact certain
stlmdanentala of intelligence*, that on be imparted?
d. The appraisal y'sten end rating fors s proposed raise
all tEe eeld question. about =,aeo r~a~~~tinDowns of eyateme
hays been devised, but tZhey areewweeekeaaause rating is a
aab3eotive affair* These schemes work fairly well where you have
saaurab]re work loads, but in an agency like CVA, you have numerous
aipervtuora rating on non-eaaaurable qualities.
We consider the division made between the eneralls to
and i aliests _ as somewhat arbitrary and, in any case, a
distinction which should not be made too early in the career of
the intelligent* officer. We consider the distinction as perhaps
valid for some fields, such as the scientific field.. By and large,
however, intelligence work Is a mixture. We feel that often the
thing %hioh a generalist needs more is an insight into the job of
the specialist or ev perhaps sows intensive specialist training.
fur the "we to Oen, the specialist u$io knows all the trees, ought
to know what the woods lodk likee
t. The distinction between ~t and specialist, if any,
WO b.Tts,. Will come about not as a rlesult o az +'il?~r v designation
or election bat as a result of individual expression throug s normal
development processes and reaction to training. The milt of the
ovelnti atnsty process of acquiring more experience in intelligence
11111 naturslly lead to the selection of the individual to positions
for whibh be is qualified, be they positions requiring specialization
or general background and experience. The main contribution of
career aanagerAnt lies in malting it possible for individuals to
prepare themselves and to make available opportunities for those
w have= prepared.
ji, We would question the over-elaboration of training schools
in t e upper brackets.. We consider it wholly inadvisable to set
sap a CIA school at the National Intelligence lev"l, any fail to
see what ue.f i purpose "_ In our view, an atteavt
to do this would result either in duplicating the work of tic
National War College and established civilian in:stitations.,, or
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 Declassified in Part'- Sanitized Copy Approved for Release 2012/03/21 : CIA-RDP84-00022R000200160069-1
-4-
iN hating a wound-rate ourricu1 of questionable Value. At this
lsvs1 a year of omrthe-Job-training would be much more valuable
than a year spout in a super-into ugus a sllthool.
4, career Corps.
a. We consider it inadvisable to set up a 'bareer corps" if
this swam the formation of a a -e EVl nt in
CIA should be aa- career
, in general, bat the creation of an elite
corps within the agency would also create a morale problem among
e.ploees not in the blob". It would pile up personnel problems
for the future as well, as the Foreign Service has recently found.
b, If it is envisaged that sort euplgy-ess would initially
or eventually be in the corps, thin there is no need to establish
a special corps. You would amply be applying a collective name
to the total of CIA emp]ayreea.
It it is decided nevertheless that there is to be a
em ear corps,~ i"t_ should be a relatively small and elite group
(5 - 10% of total agency Personnel). We concur that rich a group
should be United to those eel,ected Eton employees who have been
with CIA at lgaa Tars. -...,'3u h a program should be handled quietly
rather than publicised no an to minimize the adverse morale effects
on those not included. ftreover, in view of the past lack of a
*eitoz recruiting and promotion policy within the agency, we
seriously question *ether there should be arbitrary grade and
no liai.t+atluatns on the candidates to be selected.
5, RIM- --wations.
a. That the general proposals affecting agency recruitment
policies be adopted and vigorously ii lemecnted.
b.. That the proposals affecting the establishment of a career
aansg'ensut program be adopted and implemented as soon as praccticable,
details to be reviewed in the light of consasranta received and expexience
-- in operation. In the implenentation of training proposals # emphasis
shall-be placed on a mixture of training through rotation and schooling
,fouteide the acencyo
G* That the specific proporal for the creation of a suPer -
intelZ'igence school be rejected.
CRE *
Declassified in Part - Sanitized Copy Approved for Release 2012/03/21 : CIA-RDP84-00022R000200160069-1
 Declassified in Part - Sanitized Copy Approved for Release 2012/03/21 : CIA-RDP84-00022R000200160069-1
d. That the proposal to a b] teh a c areer corps r SO
ode
be 8srsd at a la'~ ' darts in ~ t5~a the
present effort.
with the ear.. ' jet p='aw'"
FOR THE ASSIMART DIRECTOR FOR HATIQF1AL ESTIMATES
Declassified in Part - Sanitized Copy Approved for Release 2012/03/21 : CIA-RDP84-00022R000200160069-1