ACCESSION OF JOT'S TO THE CLANDESTINE SERVICES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00780R000500090017-2
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 12, 2016
• Document Release Date: June 26, 2002
• Sequence Number: 17
• Publication Date: February 1, 1964
• Content Type: MF

STAT Approved For Release 2002/08/15 : CIA-RDP84-0078OR000500090017-2
Approved For Release 2002/08/15 : CIA-RDP84-0078OR000500090017-2
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MEMORANDUM FOR: D i rector of Personnel
SUBJECT Accession of JOT's to the Clandestine Services
REFERS : (1) Memorandum for Ex. D i r.-(loop . , 6 Jan 1964,
from D/Personnel, Subject: Recruitment of
Young Officers
(2) Memorandum for Ex.0ir.-Comp., 15 Jan 1964,
from Dir. of Budget, Program Analysis and
Manpower, Approved by Ex.Olr.-Oomp.,
IT Jan 1964.
25X9
1. + This memorandum submits comments and recommendations in
regard to the proposed expansion of the JOT program as outlined In
Reference (1).
2. The Clandestine Services has long been the principal
"sor of the JOT program. We have more than 400 JOT graduates
now on duty and have had for the last several years.a standing
requIrement for 90 JOT's to enter the CS annue II y. I f and when
feasible, the continuance of this input of young bffleers is
recognized as desirable as one of the means for achifving a balanced
distribution of CS officers by age groups. We continue to advocate
the 50-20 Retirement Plan as another means directed toward adjustment
over the years of the large numbers of officers-now In the 35-49 year
age groups. In addition we will be working with your to improve the
efficacy of selection out.procedurss %M=Weandum bated 9 January 1964
from DOP to DCI) to Identify and separate officers who should be
released in their own best interests and that of the Clandestine
Services. At the same time, we must not lose sight oi- the fact that
In dealing with human beings, we cannot shape an entire program
around measures solely engendered b statistical considerations.
3. We see no reason why the proposal it forth in Reference (1)
shouldlnot generally be 'put Into effect and-are pleased to learn
that the other parts of the Agency now plan to use the JOT program
to obtain more than a minimal number of officers each year. The
lowered ceiling I Iwhich the COP has the responsibility for
meeting by June -50, 1965, rpquires.a sharp reduction In. on-duty
strength (a difficult task at best and an Impossible one If OOP Is
not 'in contro l of oil categories of personnel input, Including those1
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available from the JOT Program). To achieve our ceiling goals,
therefore, the proposed plan Must be al tered I n some digrse.
4. We have since November 1963 reduced our strength about
60 i? n numbers largely through attr i t 1 do coupled with cutting-off
input of new clerical nel. Our on-duty strength at
31 January 1964 was clerical
are now at the point that demandsiby
the operating offices for clerical personnel' are booming urgent,
and It-is apparent that it will not be practical t? continue the
present moratorium on clerical. innput. We estimate that from I March
onward it will be necessary to match clerical attrition*eeth clerical
input. During the period from now until the end of FY 65, we are
asked to bring In about 150 JOV s presently qs th OTR ceiling and.
payroll and in various stages of training. To provide skills not
otherwise attainable, other essential officer Input will be a
minimum of 20 personnel for TSO, Ft/F_J RIO, etc. Our professional
attrition for this period will be OW-1.70o tt?woarid allpear, tbM r*-
fore, that unless some action Is taken to Increase professional
attrition, our strengthwill remain at about the present level and
we shall fail to meet our ceiling requirement-by about 100 If we
bring in. the 150 JOT's. Steps are now being taken to review
possibilities in cutting back on the number of military personnel
and personnel In positions designated to othef Career Services. We
are also instituting other economies to eliminate the length of
overlapping assignments, and to cut down on other overhead charges.
These measures, however, do not. promise to be sufficient to take
care of-the full overage.
5. We propose therefore the following mod i f i cart i on of the
JOT proposal. we recommend that 85 selected Jynior Clandestine.
Services officers be transferred to the JOT Program for JOT. training
of-one year's duration. Thiirty-five could ewer the Jun. J964 class
.and 50-enter the'Januery 1965 class. The training would be the
regular JOT series of courses (including the Operations Course-for
males; Operations Fam i I i ar i zat i on for females) for the first.six.
'months; followed by six months of spec Iatized_coarse and/or onrthe-
job training in areas other than thb component from which each
officer came. Upon completion of the yew's trsining,.the officers
would - return to the CS ceiling but. not necessarily to their
previous assigpment i The JOT program would then resume normal
practices in recruiting end training subsequent classes of JOrt's.
The timing of.the transfers would be as foil 791
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Eebr u rw-.loos 1964
Traraafe' to CS
Tom= -to JOT
45 JOT's 35 CS Officers
(Jan 63 Class) (for June 64 Cl'ass)*
8alande of class would consist *of recruits
already oo^rsltttad. Other recruits I n process
would be delayed until the June 1965 class.
.luIl
:Ia+uar y- u
119945
60 JOT's
(July 63 Class)
50 JOT's
50 CS Officers
(for Jan 65 Class)
u I V 1965
(Jan 64 Class).
35 CS Officers
J atrr 1966
15 JOT's
(June 64 Ol asst)
50 CS Officers
(Jan 65 Class)
6. The plan wou 1 d have the effect of ra ov i ng 85 CS Officers
from calling until FY 66;4 they would return better trained and Metter
equipped and the sadhieery of the JOT'P ogrom Would rouein substantially
Intact. By and large the CS 9f f I cars se 1 acted whul d teopo~rar I I y be
replaced-by the ' I noam i ag JOT' b o, so that no serious Internal personnel
shortages should occur. The CS ? Of f i cers chosen for framing wou l d
.=crooned by the+ WP Training Officer, the CS Personnel Management
Ittee, and OI'R to-ensure that the training would be useful.
Severe 1 humored polrentl a 11 y qua 1 I f 1 ad candidates have been i dent i f I ed
they range In grade from 05-05 to 85-12, have collage degrees or the
equivalent, and are from 23 ,to 35 years of ape.
?, 7. The propose 1. outland is consistent wi1% the recommendation
of the D i rect r of the -Budget, Program Analysis, and Manpower, ? whc ,,
stated In paragraph 8, Reference (2). "The DO/P should also bef
encouraged t o i norasse the- rwmiber of current l4q a l i f 1 ad CS personnel
placed Into incoming classes of the JOT progr . Such action, if
operationally possible shou'Id reduce the need to recruit JOT's
externally over, say, the next year. This approach.......is consistent
with the productivity principles laid down by the WhOte _l u;e."
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8. I f the. abvs proposal 19 -adapted (and- In or- view tisn
is .no. acceptable .1terartiws), we-'am no room uadsr pe~rsnt
circuwtanoss why the Clandestine Ssrviow worl*not ht In.a"pasltioa
to . bri rig ? i n 90 JOT` s annually subssqupnt to -tps:oospletion of 'the .
training of the group of CS oftleers.
9. We hive restrlated our ccznts to the prsdaasl IMp.
aspects of 'Reference (1), reserving our 4os os of, or o rrrsoa
with, the a anc I us I ons of the Staff Study attaol#e~i. The Stu" osnld,1 us :
iwuch of Interest and of value but at the sz-tlns the.vslldlty of
certain of Its asswgtlons 1 ead i ng to pint Ia 1.r coao 1 us Ions ? Is open -
to quest 1 on.
Rloh. Holm
Drput'y O11setor for Purrs
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