DCI BRIEFINGS ON PROGRAM MANAGEMENT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00780R001200200027-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 58
• Document Creation Date: December 14, 2016
• Document Release Date: August 19, 2002
• Sequence Number: 27
• Publication Date: September 14, 1966
• Content Type: MF

cur E
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D D /'S fir
F I L E
14 September UL~_,__'
MEMORANDUM FOR: Deputy Director for Support
SUBJECT : DCI Briefings on Program Management
1. The Director has asked that a system of periodic progress
reports be initiated on program management in the Agency. For the
Support Directorate, these reports will update the major activities of
the Program-Wide Program Memorandum. The reports will be presented
orally, using appropriate graphic material, and planned so that each
session does not exceed two hours. The participation of your Planning
Officers in developing these briefings is important since the presentation
will constitute interim reports on the status of the programs you have
incorporated in the Agency's planning, programming, and budgeting
system and on future program plans. The first report for the Support
Directorate is tentatively scheduled for early November 1966.
2. Progress reports should be organized to report on:
Objectives
Summary of major new program objectives for FY 1967/68
Accomplishments
Significant accomplishments in FY 1966 and FY 1967
Status of Programs
a. Distribution of resources to major program targets
(e. g. , funds and manpower against Communist China)
b. Current and anticipated funding problems (e. g. ,
programs requiring additional funds not provided
for in budget)
c. Significant program or project changes (e. g. ,
termination of programs or projects)
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downgrading and
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d. New program proposals and expected costs
(those not included in budgets)
e. Proposed reprogramming actions (significant
transfers of funds between programs and projects,
particularly as related to c. and d. above)
Status of Personnel
a. Serious understaffing and shortage of skills
b. Proposed reprogramming (transfers) of personnel
c. Status of training
Organization Matters
Proposed organization changes -- creation of new units,
merging of existing units, etc. , including proprietary
organizations.
Special Subjects
Individual treatment of operational or management
matters of special significance.
3. In your response to the Combined Program Call several subjects
were identified, shown below, which should be given special treatment
in your first progress report. In some cases you may prefer to schedule
separate briefings to permit adequate treatment of these subjects.
a. Agency procurement and inventory practices
b. Headquarters space and construction requirements
c. Support systems study
At this time, I would like also a report on the progress of the study of
the length of overseas tours of CIA personnel.
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SECRET
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Chief, Program Analysis Branch, O/PPB, and work out the details and
scheduling of the presentations.
4. You should have your Planning Officer contact
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L. K. White
Executive Director -Comptroller
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The Support Directorate's situation has changed considerably since
the submission of the Program Memoranda in June. Nevertheless, our major
objectives and goals remain the same. We must always be geared to anticipate
and fulfill the Support requirements of the other Directorates. We realize
that you look to us also to provide the leadership in maintaining the Agency's
staff of carefully selected, properly trained, and highly motivated personnel.
We must maintain our security standards, our swift communication system,
our specialized financial matters and channels and effective logistics support.
In my presentation this morning I will assume that money and man-
power will continue to be restricted for the foreseeable future. While not
in the exact order in which they appear in the Program -Wide Memorandum,
I will touch on each of the important Program Memorandum items in the
course of my presentation.
In June we foresaw that the acquisition and training of personnel was
the largest issue confronting the Agency in the next five years. This is
equally true today in spite of the ceilings which have been imposed for the
current fiscal year, and it underscores the importance of selectivity as
opposed to mere numbers in our recruitment and training programs. Our
new ceilings have cut us to the point that we now have only 493"vacancies
to fill in the entire Agency.
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Losses predicted for the balance of FY 1967 az1 [ppli-
/Vov J0
cants in process on October-&f. I met recently with the other Deputy Directors
to discuss our policies with regard to the recruiting of personnel, and they all
realize that we have a real job to do in securing the best possible applicants
for the relatively few vacancies we will have.
In the Support Directorate I haven board on 30 November against
a revised ceiling ofi f these Support personnel were at Headquarters
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andi_ vere in the field.
It is against this background that I will talk about the recruitment and
training of personnel.
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PERSONNEL PLANNING AND FORECASTING:
1. PREDICT SCOPE AND PACE OF RECRUITMENT TO REPLACE
LOSSES AND REACH PLANNED LEVELS
2. HOPE TO HAVE A NEW FORECAST ON A MONTHLY BASIS
RECRUITMENT:
1.. HAVE CONSOLIDATED RECRUITMENT, CORRESPONDENCE,
ADVERTISING, INVITEE TRAVEL AND APPLICANT PROCESSING AND
PLACEMENT
PRE-EMPLOYMENT INTERVIEWS:
1. ONE. DAY FOR . Pwwwkmk
2. TWO DAYS FOR MEDICAL AND SECURITY INTERVIEWS
3. POLYGRAPH LAST - USED TO BE 1 F 3 CAME. ON DUTY -
NOW 3 $41- V6V
4. PLAN TO CONTINUE USE OF PRE-EMPLOYMENT INTERVIEWS
PLACEMENT AND THE SKILLS BANK
1. WANT TO GET PROMPT DECISION
2. FILES IN CENTRAL POINT
3. GET AND EXPEDITED REVIEW
UNIVERSITY ASSOCIATES
1. HAVE CONTINUED AND HOPE TO INCREASE FROM 26 TO 40
2. FEAR DEMONSTRATIONS MAY DETER ADMINISTRATORS, DEANS
AND DEPARTMENT CHAIRMEN
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DEMONSTRATION
1. HAVE INCREASED
2. STARTING TO IMPEDE RECRUITMENT EFFORTS
OVERSEAS TOUR OF DUTY STUDY
4. SHOULD BE ABLE TO IMPLEMENT IN FY 1968
INTEGRATION OF RETIREMENT UNITS
1. TO ESTABLISH LENGTH OF TOUR
2. COST OF TOUR
3. ESTABLISH POLICY
ILLEGI
1. WILL MERGE CIVIL SERVICE AND AGENCY SYSTEMS
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2. [:::~CREENED BY END OF FY 1966
3. TO DATE THIS YEAR AN ADDITIONAL
4. OTHERS CONSTANTLY BECOMING ELIGIBLE
CAREER TRAINEES
1. 156 ENTERED ON DUTY IN 1966
2. 108 SO FAR THIS YEAR.
3. QUALITY IS BETTER - GREATER INPUT WITH FEWER CLEARANCES
4. CLASSES OF 92 to 95 TO BEGIN EACH MARCH, JULY AND NOVEMBER
5. TRAINING EXTENDED TO TWO YEARS
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LANGUAGE TRAINING
1. NEW POLICY ON 1 FEBRUARY 1966
2. ON 30 NOVEMBER ALL BUT MPLOYEES HAD BEEN TESTED
SUPPORT SCHOOL
1. CENTRALIZED ADMINISTRATORS OF SUPPORT COURSES
2. DEVELOPED ORIENTATION IN ADP
3. NOW HAVE A SUPPORT REVIEW COURSE - TRENDS AND HIGHLIGHTS
TRAINING FILM PRODUCTION
1. ACADEMY ANONYMOUS
2. HOSTILE AUDIO COUNTERMEASURES
PROGRAM ASSISTED INSTRUCTION
1. DIRECTED BY MR. BAIRD
2. CONTRACTED WITH
3. LANGUAGE SCHOOL AND INTELLIGENCE SCHOOL
4. INSTRUCTORS SENT TO PROGRAMMING COURSES
AGENCY FILM BEING PRODUCED
DD/PSURVEILLANCE FILM BEING PRODUCED
FINANCE:
1. INITIATED A CENTRALIZED ALLOTMENT CONTROL SYSTEM
USING ADP
2. FURTHER DECENTRALIZED CERTIFYING AUTHORITY
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3. SUPPORTED S..E. ASIA
4. IMPLEMENTED MAILING OF PAYCHECKS TO BANKS
5. DEVELOPED PROCEDURES IN SETTING UP CIA RETIREMENT AND
DISABILITY FUND
6. CONDUCTED SURVEYS OF BUDGET AND FISCAL OFFICES
7. IS PARTICIPATING IN SURVEY OF PROPRIETARIES
8. WILL REVISE REGULATIONS REGARDING SHORTAGES AND LOSSES
OF OFFICIAL FUNDS
9. HAVE SCHEDULED 52 ADDITIONAL WORK PROCESSES TO ADP
NCEDICAL c
1. AMES BUILDING MEDICAL ACTIVITY WAS ACTIVATED 6 DECEMBER
2. IN 1967 WILL HAVE A REGIONAL MEDICAL OFFICER WORKING OUT
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ILLEGIB LOGISTICS
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1. RECOMMENDATIONS MADE BYI
SPACE (CHART)
2. OUR REPLY TO THESE COMMENTS
1. FOURTH BUILDING
2. NPIC BUILDING
3. MOVEMENT TO ACCOMMODATE DDS&T
4. NEED FOR SPECIAL PURPOSE BUILDING AT HEADQUARTERS
PRINTING SERVICES BUILDING
1. DATE OF ANTICIPATED MOVE
2. BUILDINGS TO BE GIVEN UP AS A RESULT OF THE MOVE
PURCHASE OF SURPLUS MATERIALS
OUR USE OF RECONDITIONED PROPERTY FROM OTHER AGENCIES
CONSTRUCTION
1. COMPLETED
2. IN PROCESS
3. ANTICIPATED
COMMO
WORKLOAD
MAXII AND MAX III
1. MAX II TO BE INSTALLED IN BASEMENT REAL SOON
2. MAX III TO BE INSTALLED BELOW
ILLEGI
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shifts and changes in the Offices and Divisions resulting from. transfers,
separations, and promotions. The Personnel Forecast should be developed
so that we can come out with a new forecast on a monthly basis.
RECRUITMENT
During Fiscal Year 1966 the Office of Personnel combined under one
Deputy Director those functions that directly contribute to the acquisition
of new employees. These key functions; namely, recruitment, corres -
pondence, advertising, invitee travel, and applicant processing and place-
m.ent were merged together in order that we could be more responsive to
our applicants and to our Agency component customers.
PRE-EMPLOYMENT INTERVIEWS
We have established as a standard practice the inviting of pro -
fessional and technical candidates to Headquarters for pre-employment
interviews. These visits to Headquarters include one day for personnel
interviews and two days for medical and security interviews. Medical
and security interviews are scheduled insofar as possible to insure econom-
ical use of the available services of physicians and polygraph operators.
Except in unusual cases, polygraph interviews are arranged as the final
step in the selection process afftpersonnel considerations and medical
evaluations are completed. Although this practice has increased expenditures
for invitee travel, it has proven to be more efficient than the old practice of
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placing the polygraph interview earlier in the selection process. Under
the prior arrangement an average of one out of three invitees who were
polygraphed entered on duty while under our current practicethree out of
four invitees who are polygraphed enter on duty.
During the remainder of FY 1967 and FY 1968 we would anticipate
a need to conduct our pre -employment interviews as in FY 1966, providing
sufficient funds are available. Without our pre-employment screening inter-
views it would be difficult to acquire the quality of employees we need let
alone please Agency operating officials.
PLACEMENT AND THE SKILLS BANK
In merging together the placement and recruitment functions under
one personnel directorate, it was felt that new concepts must be explored
and implemented when appropriate in order to meet our recruitment goals
in this tight labor market.
The result was that during late FY 1966 and early FY 1967 we planned
and implemented the Skills Bank technique. Our objective was to screen the
qualifications of available candidates against Agency needs and to genera
prompt decisions as to their employment by the Agency. The component
still makes the judgment whether they want someone or not, but they do
this within time limits established by the Director of Personnel. This is
critically important when it comes to putting the right candidates into clear-
ance at the right time.
ILLEGI
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In the Skills Bank concept, the selection mechanism is oriented to the
category of skills which are required by the Agency and in terms of the
availability of such skills among candidates for employment. The important
thing is to group your skills together, expedite the review by your customer,
and expedite the clearances and processing of each applicant - the end goal
being faster processing of applicants with the anticipation that the take will
be greater and more responsive and faster service to the component customer.
During FY 1968 we hope to develop and implement a plan that will facil-
itate greater flexibility in the movement of personnel between career services.
This we feel will permit more effective utilization of some of our human assets
with the net gain in morale, work production, and overall Agency gain.
UNIVERSITY ASSOCIATES
We have continued our utilization of our University Associates as an
adjunct to our recruitment mechanism.. During the remainder of FY 1967,
and the first quarter of FY 1968, we hope to increase our Associates from
26 to 40.
As a note of caution, we are a little concerned at this time that the
student demonstrations and the possible "fingering" of our men, such as
may make it more difficult
to attract qualified administrators, deans, and department chairmen to our
banner because of the possibility of what they may regard as adverse publicity
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for them, or the school they represent.
Demonstrations in Fiscal Year 1967 - Increase in demonstrations and
hostility is increasing. It is starting to impede in a small way our recruit-
ment efforts - i.e. - interviewing on campuses.
Demonstrations in Fiscal Year 1968
a. Probably continue
b. Our alternate plans of action if demonstrations become a serious
handicap.
OVERSEAS TOUR OF DUTY STUDY
During FY 1967 we are conducting an overseas tour of duty study designed
to develop basic statistics which will establish the actual length of tour served
by area, the TDY and supplementary expenses involved in change of station
which can be costed out by the Office of Finance to determine a tour of duty
policy and maximum, cost effectiveness.
RESULT: The result would be a tour of duty policy, which when approved,
we would hope to implement sometime in Fiscal Year 1968.
INTEGRATION OF RETIREMENT UNITS
During the remainder of FY 1967 we plan on completely merging the
two units in BSD that work on retirement matters. The present Retirement
Branch is concerned with all aspects of Civil Service Retirement and the
processing of retirement applications submitted by Agency employees under
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the CIA Retirement and Disability System.; the present CIA Retirement Staff
is handling those matters pertaining to participation of Agency employees
under the CIA Retirement and Disability System. The screening process to
determine which Agency employees qualify for participation in the CIA System
is nearly complete. For this reason, the separation of the responsibility for
handling retirement matters no longer appears necessary. Within a short
period of time we intend to integrate the two units into a single Retirement
Branch, which will be responsible for all retirement matters - whether under
the Civil Service Retirement Act or the CIA Retirement System..
Our future plans for this Retirement Branch for FY 1968 include assign-
ment of responsibility for developing or reviewing retirement plans proposed
for proprietary organizations and for establishing supplemental retirement
plans for individuals for whom. such additional retirement benefits are sought
and approved.
CIA Retirement and Disability Act: As of the end of F& 1966,
employees had been appropriately$creened for either eligibility or non-
eligibility for participation in the CIA Retirement System..
From the beginning of FY 1967, we have screened an additional
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We now have 99 cases in process and of the present total number of employees
to be appropriately screened to be declared eligible, ineligible and then sub-
sequently designated participants or non-participants in the System, there
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are 23 cases still in the hands of the career services.
During FY 1967 additional employees will be reaching 25 years of age
or have five years of service or both. This will, of course, require similar
processing work as occured during FY 1966. In addition, there will be:
a. a review verification of claimed qualifying service and pro-
cessing of nominations of employees who had previously been declared
ineligible,
b. conducting necessary follow-up and review in order to ensure
that participants in the System continue to meet the criteria for parti-
cipation,
c. conducting necessary follow-up and review to ensure that a
proper review is made six months prior to a participant completing
16 years of service, and that participants whose careers are adjudged
by the Director of Personnel to be qualifying for the System. are given
the opportunity to exercising their vested right of remaining in the
System..
During FY 1968 the activity will be similar to that of FY 1967.
CAREER. TRAINEES
During Fiscal Year 1966 156 new employees entered on duty in the
Career Training Program against a targeof 175.
During the first five months of Fiscal Year 1967 108 new employees have
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entered on duty in the Career Training Program against a target of approx-
imately 225 for the year. This i~ more than twice the number (48) who
entered on duty during the first five months of Fiscal Year 1966.
There is some evidence that our recruitment and selection procedures
are more efficient than they were in the past. For example, in spite of the
greater input, we have initiated 47 fewer security clearances for prospective
CT's during the first five months of FY 1967 than we did during the first
five months of FY 1966 and there are 50 fewer CT candidates in process
as of 30 November 1966 than there were on 30 November 1965. We have made
a positive effort to screen applications carefully before they are referred
for consideration by officials of the Career Training Program..
Henceforth there will be three CT classes of 92 to 95 each beginning
in March, July and November each year. From the number of CT candidates
min process and the rate at which we have been initiating security clearances
on new candidates, it appears that there will be no difficulty in meeting the
external recruitment requirements of 72 to 75 EOD's for the next class in
March 1967 and for subsequent classes in FY 1968.
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requirements provision was met during August 1966. As of 30 November o~
TRAINING
Agency Foreign Language Policy. Effective 1 February 1966, Mr.
Helms approved a new foreign language policy for the Agency. Major provi-
sions include: the identification by Directorate of foreign language require-
ments, including required proficiency levels; and the testing of all Agency ILLEGI
employees claiming a foreign language to determine their proficiency, The
the employees claiming a proficiency, 86 remain to be tested or di
claimed. Fifty-six of these are scheduled for testing during December.
CT Training. By adjusting the length and substance oft
courses, and the cycling of these courses to spread instructor work load
over a 12-month period, we will be able to handle additional trainees, the
Agency Foreign Language Policy, and new skills courses without an increase
in existing personnel and facilities. The formal training span, plus desk
experience, for DDP CTs has been expanded to approximately two years
(approved 25 August 1966). The first extended training program for DDP
CTs began with the October 1966 class.
Establishment of Support School. By concentrating the competence
and experience in the broad support field under centralized administration,
we expect a better utilization of manpower and more effective contribution
to support-type training.
Within the Support School a new three-day course has been developed
to provide orientation in ADP. The first running of this course was given
6-8 December 1966.
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A Support Review Course - - Trends and Highlights was offered for
the first time during September 1966. This course is for personnel of the
Support Directorate and is designed to bring them up to date on new develop-
ments in Agency support. We plan to give the course seven times during
calendar year 1967 with an enrollment of 50 to 55 students per class.
Training Film Production. "Academy Anonymous" and "Hostile
Audio Countermeasures" were completed during FY 1966. Also, during
this period a film was produced for the Office of Security on the destruction
of classified material.
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46 b off-the-shelf language programs are being studied for possible
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use in the Language School. These include programs by Encyclopedia Britannica,
German and French; Paul Pimsleur, French and Spanish; and Language
Laboratories, Inc. (LLINC), Spanish and French. The LLINC program,
consisting of 24 students, is expected to be completed by the end of this
calendar year.
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been sent to a programming school. Similarly, three instructors from the
Intelligence School have attended a programming course. A two-week
programming course is planned to be offered in January by
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instructors and other interested Agency personnel.
management. A course is unaer aeveiopment wnicn is expectea to r
provide an introduction to the planning, programming and budgeting system QTV
as this system applies to the Agency. The first course of one week's duration
is planned for mid-April 1967.
Unclassified Film on the Agency and DDP Surveillance Film. A
written treatment of the film (story line) has been completed. This has been
discussed and research has begun for the purpose of writing a script. It is
expected that research and script will be completed by 1 April 1967. Barring
budgetary restrictions, production of the film should begin in April or May 1967.
OTR is also working on a surveillance film for DDP but work on this
film has been set aside until the script of the unclassified film on the Agency
has been completed.
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Rotation of Instructor Personnel. We hope to improve the procedures
for the rotation of CS, DDS, and DDI instructor personnel into the OTR as
well as OTR personnel into the respective Directorates.
Establishment of a Data Base. In order to identify better our capabilities
and permit more effective utilization of our resources, we plan to establish
such a data base.
Revitalize OTR Career Service. Given the age of the old hands and
the expected attrition pattern, we plan to infuse young expertise into our
career service.
The Office of Finance has accomplished many technical and accounting
improvements during FY 1966 and the first portion of FY 1967. Tenn of the_
more important of such improvements were listed in the Agency report for the
Bureau. of the Budget dated 22 July 1966 on financial management improvement
activities. fi~l
Initiated a uniform centralized allotment control system
for the Agency utilizing automatic data processing and providing for
greater use of machines in preparing financial reports of obligation
and expenditure data. This resulted in the discontinuance of manual
detailed confidential fund obligation records maintained by allottees.
b. Certifying authority for selected types of transactions
previously delegated to finance career employees assigned to major
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operating components at headquarters has been extended to additional
types of transactions in order to increase operating efficiency, pro-
vide better service to operating components, and enhance security
in handling sensitive transactions.
There are other significant accomplishments of the Office of Finance
not listgdJn the Financial Management Improvement Report. Some of these
a. Provided a variety of additional services in support of
Southeast Asia programs and activities including:
(1) Assignment of additional Finance Officers to Saigon
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(3) Provided assistance for participation in "Task" force
team engaged in overall planning effort for Vietnam.
(4) Devised and adapted special procedures and systems for
financial property accounting activities in Vietnam.
b. Devised and implemented changes in payroll programs re-
quired by changes in Federal and D.C. statutes and regulations.
c. Extended as an additional service to Agency employees on
vouchered fund payrolls the option of having their paychecks mailed
directly to a bank or other address. The number of employees who are
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exercising this option has increased from an initiall o over
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at present. In connection with extending this benefit, an envelope
stuffing machine was purchased which not only stuffs the vouchered
fund checks but also eliminated the man hours formerly required to
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payrolls.
d. Assumed the additional responsibilities and developed new
procedures involved in activating the CIA Retirement and Disability
System. This includes payments of annuities, accounting for the
retirement funds, transfers of funds from and to the Civil Service
Commission in a secure manner, and investment of retirement funds
in securities of the United States. The amount of f such
funds is invested currently in U. S. securities.
e. Achieved significant increases and improvements in the
industrial contract audit area, particularly with respect to cost analyses
and financial surveys. The volume of reports concerning the latter has
more than tripled-Wince Fiscal Year 1963. This resulted from both
strengthening of the staff and improved techniques.
f. Conducted surveys of the Budget and Fiscal Offices of seven
DDP divisions to determine compliance with Agency financial policy
and procedures and to determine areas where improvements are possible.
Plans of this Office for accomplishments during the remainder of 1967
and during 1968 Fiscal. Years will include the following:
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a. Participate with other components in a comprehensive survey,
under the direction of the Inspector General, to evaluate proprietary
projects including the financial management aspects. Develop a pro-
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b. Revise regulatory requirements concerning the settlement
of cases involving shortages and losses of official funds as recommended
by the Inspector General report.
c. Improve the application of computer activities to increase
efficiency, conserve manpower, provide management with prompt,
useful and meaningful financial reports. The Office of Finance has
developed, defined, and scheduled 52 additional work processes to be
adapted to Automatic Data Processing as fast as the Office of Computer
Services can program these activities. These include: combining
vouchered and unvouchered accounting systems, mechanization of
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individual retirement records, payroll and leave records for additional
groups of personnel, maintaining financial accounts applicable to billings
from other Government agencies, and maintaining controls of property
requisitioning authorizations made to individual components.
d. Extend the type of surveys made in the DDP divisions concerning
compliance with Agency financial policies and procedures to as many
other offices as possible such as the National Photographic Interpretation
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MEDICAL SERVICES
Ames Building. The Ames Building Medical Facility was activated
6 December 1966. Although ultimately planned as a separate selection processing
facility where initial type (Pre -employment and EOD) examinations will be per -
formed, the present functions of the ABMF will be limited to (1) Dependent
in
examinations and (2) Health services for employees working/the Rosslyn area.
We shall continue to plan for the expansion of this facility into its intended
functions at such time as the necessary additional capabilities become available.
Regional Medical Officers. We have reached agreement with the WH
Division for the establishment in 1967 of a Regional Medical Officer working
25X1 A Medical Officer with experience in this area has already
been designated for this assignment.
Improvement of Our Professional Capabilities
A Psychological Consultant Panel has been established and has just com-
pleted its first meeting. The purpose of this panel is to review on a continuing
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6
basis our Psychological Services Program to assure its continuing effectiveness.
This panel is the psychology counterpart to the Psychiatric Consultant Panel
(established in 1965) which also met at headquarters in November.
Operational Support
a. Plans have been completed for the expansion of thelvledical 25
25X1
Facility to enable us to provide out -patient care to the entire U. S. official
25
25
?
A task force was originally formed early in 1965 (calendar year) with
part time details from several Support Offices because: existing systems were
inadequate and outdated; the several Support Offices were developing new and
widely varied plans for additional computer applications, many of which were
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0 CS, d_
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found to be duplicative and overlapping; the Directors of Support Offices and
their customers were dissatisfied with existing systems; audit reports had
been seriously critical of existing systems and recommended modernization;
and the Office of Computer Services was projecting plans for updating its
equipment capability which would have required that we reprogram and
redesign systems in any case.
The problem was divided conventionally into men, money, and materiel
and the principal objective was to develop integrated systems to the maximum
extent practicable. We are proceeding on the basis of total planning and
sequential implementation of applications designed in reasonable orders of
magnitude over a period of the next several years.
We have completed the analysis of existing systems and have developed
a conceptual model design in the materiel resources sub-system. We are
in the process of developing conceptual model designs in the Human and
Financial Resources Systems, all of which must ultimately be integrally
related if we are to be able to produce the kinds of program, planning, and
budgeting information increasingly required by our modern government
management techniques. We expect to begin data conversion in parts of the
materiel resources system. within the next several weeks. Programing for
some of the sub-systems will begin before the end of the fiscal year 1967.
We expect complete implementation of the Materiel Resources System,
domestically during the fourth quarter of fiscal year 1969. Implementation
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of the Financial and Human Resources Systems is projected for fiscal year
25X1
(20)
These systems will not represent the totality of the Support Directorate
requirement for use of computing equipment. Our first cut in the Human
Resources area, for example, has been limited to staff employees as we
move forward. We are not attempting at this time to handle Credit Union,
Insurance, and similar applications peripheral to the main business of man-
power management. In the Materiel Resources area we are not attempting
at this time to handle Real Estate Accountability or other more specialized
interests.
We are reviewing all requests for computer services critically to
ensure that there is a real need to use the computing capability and that the
requirement cannot be effectively satisfied at less cost by some other means.
ORGANIZATION
The Support Services Staff was created in August 1966 by combining
Records Administration, Regulations Control, and Information Processing
performed by small units previously a part of the immediate Office of the
DD/S. Records Administration has eight people at Headquarters and seventeen
at the Records Center (carried on the staffing complement
have been dedicated to Information Processing. All of these units have a
I
Regulations Control has six positions; and six positions
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direct functional relationship. The development and implementation of new
data processing and information systems will require changes in policy and
procedure which will have to be reflected in the Agency Regulatory System.
Conversely, changes in policy inevitably must be reflected in the manner in
which our information is processed. The implementation of new systems will
also require redesign and development of new forms and will have a significant
impact upon our other methods and techniques of Records Administration and
paper work management. The Chief, Support Services Staff has also been
designated as the Information Processing Coordinator for the Support Directorate.
RECORDS ADMINISTRATION
Paper work management and Records Administration is increasingly
the focus of attention by the Congress and the President. In response to a
specific directive from the President we propose to conduct an Agency-wide file
and paper work clean up campaign during the first three months of calendar
year 1967. (A proposal for the approval of the Director is being coordinated
and I hope we will be able to send it forward before you give this briefing).
I hope to be able to strengthen the paper work management and records
administration program during 1967 and 1968 in all of the basic elements of
forms, reports, correspondence, filing systems, filing equipment, vital
records and records disposition. Emphasis will be placed on the records
creation phases of the program to restrict the growth of paper; particular
attention will be paid to correspondence and reports management. Attempts
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will be made to eliminate duplication and overlapping of records particularly
where manual methods have been automated and where additional copies have
been created by office duplicating machines. Arrangements will be finalized
with GSA for the use of storage space for inactive records as the new Federal
Records Center at Suitland, Maryland, thereby avoiding the need for the ex-
penditure of about one-half million dollars of Agency money to enlarge our
25X1 Records Center
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PURCHASE OF SURPLUS MATERIALS
Since the early 1950's, the Office of Logistics has conducted an active
program to acquire excess property from the Department of Defense (DOD).
Through continued liaison with the Defense Supply Agency and the separate
military departments, information is obtained as to actual or potential DOD
excesses. Our requirements are levied on the appropriate activity and the
materiel is acquired without cost except for packing, handling, and transpor-
tation charges. Such charges normally average four to six per cent of the
book value. The succeeding paragraphs summarize the OL effort in this
field for the past two fiscal years and Fiscal Year 1967 to date.
During Fiscal Year 1965, excess materiel with a book value of
approximately $5, 000, 000 was obtained from DOD. In Fiscal Year 1966,
this figure rose to approximately $5, 600, 000. Thus, far in Fiscal Year
1967, requisitions have been processed to acquire materiel valued at
approximately $4, 000, 000. The attachment shows representative items
acquired during each of the fiscal years reported. Three examples will
serve to highlight the magnitude of the acquisitions reflected in the
attachment:
First, during Fiscal Years 1965 and 1966, over thirty million
rounds of carbine ammunition valued at approximately $1,100, 000
were acquired. Because of DOD's expanded commitment in South
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Vietnam, items such as this are no longer available through
excess channels and in fact are now in short supply.
The second example is parachutes. During Fiscal Years
1965 through 1966, approximately 17, 000 personnel parachutes
were acquired. The great majority of these were troop type
personnel parachutes which no longer met military standards.
These were then converted in Agency facilities to a cargo
configuration. Unfortunately, this source is "drying up" as the
Army has instituted its own conversion program.
A third example concerns approximately $1,500, 000 worth
of clothing, field equipment, and heavy wool uniform material
acquired during the same time period. (The uniform material
was converted to blankets for use in Laos and Vietnam.)
The savings that result from the acquisitions through DOD excess
channels are passed on to the operational elements in the form of minimal
costs for materiel. Our pricing policy on materiel acquired through these
channels has been to establish a price representative of the organization
investment in the item. When materiel acquired through this source is
adequate to- cover our current and foreseeable future requirements, this
minimal price prevails. The policy of pricing such acquisitions at the
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investment cost only is a flexible policy that, under certain circumstances,
requires modification. If the excess acquired is only a portion of the total
requirement, and the remainder must be procured at normal cost, the items
acquired from excess should be carried in the inventory at a realistic
replacement cost. Similarly, when replenishment of an item previously
obtained from excess is necessary within a given fiscal year and the
replenishment cost will be the current military price, we will immediately
amend the price to reflect the current actual cost.
The excess program has been a successful one and has resulted
in considerable cost avoidance to the Agency. We hope to continue
acquiring materiel from these channels; however, with the current military
requirements resulting from Southeast Asia activities, we may not be
quite as successful in getting excess items in the future and, therefore,
it is imperative that we be prepared to pay the normal cost for the item.
In summary, the policy is to pass on savings to the area divisions but,
at the same time, we must be alert to the need for additional funding
from the Office of Planning, Programming and Budgeting to procure
materiel at normal cost if excess. is not available from the military.
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l .'
25X9
C O'&4M v
WORKLOAD
The world-wide volume of messages handled over the CIA system
for itself and others in FY -66 was about 6.3% higher than in FY -65, and
over 23% greater than the FY-64 volume. Full-time Communications
personnel were assigned to
upgraded facilities at a number of overseas posts as will be detailed
below, and we have further seen during this period, the initiation of
secure voice service in the Washington area and the beginning of secure
voice service to posts in Southeast Asia. Additionally, we have seen the
establishment of secure facsimile circuits in the Washington area.
We expect, in the period from 1 December 1966 through Fiscal Year
1968, further expansion and sophistication of the Staff Communications
network responding to additional volume, time and crisis pressure. We
foresee further automation of our major staff communications relay stations
and extension of secure voice capabilities both domestic and overseas. We
anticipate the initiation of staff data communications links in support of
Agency computer based operations both domestic and overseas.
MAX II AND MAX III
Planning for hardware and software of the next generation of
Message Automatic Exchange (MAX) was completed with particular emphasis
25
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25X1
on systems for Headquarters
25
25X1
Specifications were written and a purchase contract
was let in FY -1966 for one system. This will be installed in the Headquarters
communications center in FY-1968 following preparatory renovations. Site
preparation for the second system which will be installe 25X1
I I
accomplished during the remainder of this fiscal year.
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will be initiated in FY-1968 based on A'&E Work to be
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EXPANSION
Staffing increases in the next two years are planned in:
25X1 Southeast Asia)
Ito meet the Vietnam war expansion.
25
Latin America, to meet the expected increase in traffic and
hours of coverage at a number of the field stations.
Headquarters Staffs to meet the new program developing that
will require communications support for the transmission of secure
voice, computer data, and facsimile information. As the use of
ADP equipment and techniques increase in the Agency, the need for
additional communications support will increase also. Communications
will be a vital factor in the total effectiveness of the ADP activities
that are planned to be employed in the Agency and the Intelligence
Community.
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SECURITY
Reinvestigation Program
The Reinvestigation Program has been accelerated from 25
25X9
per month to
per month. At this rate, the Program will
be on a current basis within two years. After the two years, some-
25X9 what less thac---~ases per month will require reinvestigation in
order to keep the Program up to date.
25
Polygraph
During this period, the Interrogation Research Division handled
a case load which increased)
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25X1
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Conversion of Security Index
In FY 1966 the Security Records and Communications Division
completed the conversion of 1, 700, 000 index records to magnetic
tape in order to establish a computer name tracing.system. Full
implementation of the system awaits the completion of the "up date"
program by the Office of Computer Services (the "up date" program
is needed to add, delete, and change records in the master file).
Minimal use is being made of the systems research program to
ascertain file numbers pertaining to unnumbered correspondence.
It is planned that this program will be operational in 1967.
25
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 DRAFT
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INTRODUCTION
Assume that manpower and money will continue to be problems.
During the course of presentation will mention more important
items highlighted in the Program. Memoranda.
MANPOWER
Chart on new DDS ceiling
MONEY
Chart on new 1967 allocations
REORGANIZATION
Establishment of Support Services Staff
A. Report on ADP Program.
B. Paperwork Management Program
PERSONNEL
A. Recruiting
1. Overall policy under present restriction
2. Skills Bank
3. University Cooperation
4. Demonstrations at Universities
5. Pre-employment Interview Program.
6. Interim. Assignment Section
ILLEGI
ILLEGI
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ILLEGIB
C T cm 1111
D. Retirement
E. Employee Benefits and Services
LOGISTICS
25X1 A.
B. Space
C. Printing Services' Building
D. Restrictions on Procurement
TRAINING
A. CT Program
B. Language Requirements
C. Seminar in PPB
D. New Support Review Course
E. Management Grid
F. Matt Baird Program.
G. CIA Film
25X1
COMMUNICATIONS
A. Max I II
B. Expansion in Africa
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I. STATUS OF PERSONNEL
A. REORGANIZATION, OFFICE OF PERSONNEL
B. PERSONNEL PLANNING AND FORECASTING
C. PLACEMENT AND "SKILLS BANK"
D. RECRUITMENT PROCESSING
STREAMLING SYSTEM -- EARLY DECISION POINTS -- PRE-CASE REVIEW --
PRE-EMPLOYMENT INTERVIEWS AND DECISIONS
If. CAREER TRAINEE PROGRAM -(CHART)-
156 ENTERED ON DUTY FY 66 -- 108 SO FAR THIS YEAR -- QUALITY IS HIGH --
EOD's AGAINST LESSER CLEARANCES.
CLASSES OF 92 TO BEGIN EACH MARCH, JULY, NOVEMBER.
ILLEGIB
STATUS- -QUALITY OF TRAINEE.
III. TRAINING -(CHART)-
A. THREE CYCLE TRAINING -- INCREASES STUDENT CAPACITY
WITHOUT INCREASE IN INSTRUCTIONS STAFF
B. LANGUAGE TRAINING POLICY
NEW POLICY 1 FEBRUARY 1966
REFLECTION LANGUAGE TRAINING IN NEW TRAINING CYCLE
LANGUAGE TESTING 30 NOVEMBER 1966
25X1
PROFICIENCY, 86 YET TO BE TESTED.
EMPLOYEES CLAIMING
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25X9
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C. SUPPORT SCHOOL ORGANIZED -- ALL ADMINISTRATIVE TRAINING --
EXECUTIVE TRAINING COURSES, ADP AND PPB INCLUDED IN ON SCHOOL.
CONCENTRATES TRAINING COMPETENCE AND EXPERIENCE IN THE
BROAD SUPPORT FIELD.
ESTABLISHED SUPPORT REVIEW COURSE, TRENDS AND HIGHLIGHTS,
FOR SUPPORT PERSONNEL.
DEVELOP ADP ORIENTATION COURSE.
DEVELOPING PPB ORIENTATION COURSE.
D. PROGRAM ASSISTED INSTRUCTION
STUDY GROUP -- MATT BAIRD
DD/S&T LIGHT SCIENCE DIVISION
CONTRACT WITH
SURVEYING FOR POSSIBLE APPLICATION -- WILL BE A TIME SAVER --
REMOTE TRAINING AID -- INCREASE COMPREHENSION.
FIRST APPLICATIONS CLERICAL SKILLS AND LANGUAGE TRAINING.
SURVEYING ALL SCHOOLS FOR APPLICATION.
TRAINING INSTRUCTORS IN PAI .
FUTURE APPLICATION COMPUTER ASSISTED INSTRUCTION.
E. TRAINING FILM PRODUCTION
ACADE A-ANONYMOUS - HOSTILE AUDIO COUNTERMEASURES
AGENCY FILM.
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ILLEGII
IV. AGENCY SPACE PROBLEMS (CHART)
a. PERSONNEL LOCATIONS
B. FOURTH BUILDING ROSSLYN 60, 000 SQUARE FEET
C. NPIC BUILDING CANCELLED
D. SERIOUS SPACE CONDITION HEADQUARTERS
EXPANSION SPECIAL PURPOSE FACILITIES--COMPUTER CENTER AND
FILE ROOMS
E. NEED FOR SPECIAL PURPOSE BUILDING AT HEADQUARTERS. STUDY
GROUP SPACE PLANNING.
25X'IV. STUDY OF PROCUREMENT SYSTEMS OF AGENCY. REPORT BY
X 1966).
I
A. BASIC FINDINGS - 2 PROCUREMENT SYSTEMS AGENCY - NRO AgNrVt6j
`.!
NEED FOR TEAM CONCEPT, TECHNICAL,
CONTRACTING ILLEGI
OFFICER, AUDITOR AND SEEK MOST EFFECTIVE EED FOR PROCUREMENT
MANAGEMENT INFORMATION SYSTEM - PROBLEMS IN RESEARCH AND DEVELOPMENT=
S
RECOMMENDATIONS: SPECIAL ASSISTANT TO DD/S - CONTRACT REVIEW BOARD
-- CENTRALIZED R&D PROCUREMENT IN DD/S&T -- CENTRALIZED CONTRACT
-- AUDITING - CONSULTATION WITH EACH DIRECTORATE - DD/S
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I
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REALIGHNMENT PROCUREMENT SYSTEM - KEEP SEPARATE NRO AND AGENCY
SYSTEMS - DIRECTOR OF LOGISTICS RESPONSIBLE AGENCY PROCUREMENT --
(CONTRACT REVIEW BOARD - OVER $200, 000 DELEGATION TO DIRECTORATES UP
ILLEGIB
TO $200, 000 CONTRACTING OFFICERS, AUDITORS,
ESTABLISHMENT MANAGEMENT INFORMATION SYSTEM -- DD/S&T, NRO
INCLUDED, OGISTICS ALL LAND
PREVIOUS PROCUREMENT.
ILLEGIB
VI. DD/S AUTOMATIC DATA SYSTEMS STUDY - PROBLEM: AUTOMATIC
DATA BASE DD/S MANAGEMENT INFORMATION, PERSONNEL, SECURITY, TRAINING,
MEDICAL, LOGISTICS AND FINANCE -- FOR USE ALL AGENCY MANAGERS.
EXISTING DATA SYSTEMS OUTDATE.>AND INADEQUATE FOR INFORMATION
ORGANIZED TASK FORCE 1965--ALL DD/S OFFICES WITH ASSISTANCE OF OFFICE
OF COMPUTER SERVICES PROGRAM - 3 PHASES -- MATERIEL, AND
HUMAN RESOURCES SYSTEM. OBJECTIVE TO DEVELOP INTEGRATED INFORMATION
SYSTEMS TO EXTENT FEASIBLE (1--PHASINC/4CONCEPTUAL DESIGN - COMPUTER
PROGRAM DESIGN - THEN DATA CONVERSION )- EXPECT COMPLETE IMPLEMENTATION
MANAGERIAL RESOURCES SYSTEM END OF FY 69 AND OTHERS IN FY 70 -
IMPLEMENTED SIMILAR SUBSYSTEMS NOW--PROCUREMENT INFORMATION SYSTEM-
STOCK CATALOG -- WE CAN INDEX AND SERIES OF OTHERS.
PROBLEMS: MOST OF DD/S INFORMATION NOW DONE ON 501 COMPUTER--
M A
"+++_?+~ i'-"' ?= 11\J Jna r~ i~t1 Y --1J arJ (..lA L!ZED. QUESTION
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Next 1 Page(s) In Document Exempt
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OF OUR PROCESSING PIPELINE.
B. PERSONNEL PLANNING AND FORECASTING
- IN PAST - NO APPROVED FIGURES FOR PROJECTIONS THUS DID
NOT PERMIT DEVELOPMENT OF REALISTIC TARGETS SHOWING
RECRUITMENT MIX. THIS CREATED 'RIPPLE EFFECT"
- SYSTEM NOW WELL UNDER WAY. AGENCY FORECASTS COMPLETED.
WORKING WITH COMPONENTS ON DETAILED BACK-UP. FORECASTS
TO BE UPDATED MONTHLY. BY FY '68 EXPECT APPLY ADP TECH-
NIQUES MORE FULLY.
- SYSTEM IMPORTANT FOR PLANNING IN OTHER OFFICES - MEDICAL
SERVICES, SECURITY, TRAINING, LOGISTICS.
C. PLACEMENT AND ''SKILLS BANK"
NUMM13ER STEPS TAKEN TO STREAMLINE PLACEMENT SYSTEM
AND TIGHTEN OPERATION. MOST IMPORTANT - DEVELOPMENT
OF "SKILLS BANK" WHERE NEW APPLICATIONS AND SPECIAL CASES
BROUGHT TOGETHER IN ONE LOCATION - GROUPED BY SKILLS -
FOR COMPONENTS TO REVIEW. ELIMINATES MOST "FILE SHOPPING. "
PERMITS WIDER REVIEW OF APPLICANTS, BETTER SELECTIVITY,
AND SPEEDS WHOLE PROCESS.
ALL APPLICANTS EXCEPT THOSE RECRUITED BY A COMPONENT,
AND CT'S, GO TO SKILLS BANK. PERSONNEL RESOLVES COMPETING
REQUIREMENTS
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D. REC'Rl'1 TMENT PR.(.)CESSING
HAVE CONSOLIDATED RECRUITMENT \DVER'TISING. I\'VI TEE.
TRAVEL, CORRESPONDENCE. AND APPLICANT. STRENI IOL'S
EFFORTS MADE TO STREAMLINE SYSTEM.. RECRUITERS MORE
SELECTIVE. (OT\T REVIEW OF APPLJCA77% iO:NS. HOT PL RSU T
AND FOL.L1)W-LT CORRESPONDENCE.
PVE-EMPLOYMENT' LN TERVIEWS I DAY FOR PERSONNEL, 1
1)\ YS FOR MErX.CAL AND SECURJ.T'Y. POLYGRAPH LAST - ONLY
I Of 3 (ISE1) FO EOD, NOW 3 OUT OF 4.
RESULTS NOW REFLECTING - PA RT:Ci'L-\R.LY WI TIJ CT S -
HIGHER PROPORTION EOD S AMONG THOSF IN PROCESS. 11115 IS
THE PAYOFF.
11., CARER F RA INI NC PROGRAM
CHi-IN RT I)EP!CT'S IOTAL NVMF3ER OF It N;CR_ OFFICFPS E1)
Ifii ROL!G}1 PROGRAM - FHOSE STILL Wl7H L.S - AND THEIR 1)ISTR'ft1'-I'1ON
BY DIRE C` ORATE. AN IMPRESSIVE RECORD.
IS' I N; ERED ON DUTY F1 '60 - 1.39 SO F.\R TI11S E 11 DEC).
I'.\PEC I TO MEET FULL QUOTA OF 1'S HE?FORE '3n 'I JNE,
Qt LAL'TY REMAINS I-1F:":H. GREATER PROPOIT'.O\ 1 HC\SF. 1\
PP, CUSS F:\PFCIED FO FOD THIS NEAR THAN 1 RL'F=. IN P,\ST.
'1` fir;.',? (.F - FRAI\VN . CL.\SS! S PFR r[: ',IZ V1'!Ll. III'(-,!.N \,'F.NT
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M-.RCII JULY, NOVEMBER. THLS NECESSARY IN ORDER DEVELOP
EFFICIENT SCIEDULE
NOW IN PROGRAM.
FOR LARGE It NUMBER TRAINEES
TICI1T CEILING AND BUDGET LIMITATIONS ON PROGRAM THIS
YEAR PRESENT MANACEMENT PROBLEMS. BUT PROJECTIONS JUST
COMPLE TED INDICATE CAN HANDLE - WITH FEW ADTUS I-MENTS EiEING
WORKED OUT WITH DIRECTORATES.
WITH RECENT INCREASES IN SIZE PROGRAM - FROM TARGET
150 TO 225 I.N FY '65 - AND 2?5 IN FY '67 - IIAVE SELECTION STANDARDS
BEEN MAINTAINED? OR HAS "QUALITY" BEEN AFFECTED? AS,F STAFF
REVIEWED TEST RECORDS ON CT S LAST 9 YEARS - 1958 1 HROI_,C11 196h -
SHOWED THAT VERBAL SKILLS (MEASURED BY VOCABULARY, READING
COMPREHENSION AND ARTIFICIAL LANGI'A(.'E TESTS) HAVE (,'.`NI? DOWN
SOME WILA1l BEC;I ';INNING IN 1962,
NON -VERBALSKILLS (,MEASURED BY MA'1 H AND OTHER TESTS)
IIA"'i-. REMAINED ABOUT SAME. LEVEL. ATTITUDE ?ND PERSONALITY
MEASURES HA\'EN''T CHANGED SIGNiFICAN1 I,Y -1 H0,'GH INTEREST
M '1SURES SHOW MORE NOW INCLINED TOWARD S1.,\U ZA NON
1)?\R I IC l: LARL i SUPPORT.
A&E CONCLUDES LARGER PROGRAM NOW PROD!'C!NG ESSEN"I'1\LLti'.
tiAMF GROUP AS BEFORE GU'I HAVE BROADENED SPECTRUM AND
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ADfT?D NUMBER TRAINEES wiT4i MORE SPECTAL'ZED INTERESTS.
NCTW TH.ST'AND:NG SLIGHT DR!Fr ON VERBAL TESTS, STILL HIGHLY
RESPECTABLE GROUP AS COMPARED WITH GENERAL AGENCY PoPULATiON4
O TRAINING
CHART SHOWS HOW WE RUN A THREE CYCLE CAREER TRAINING
PROGRAM )N WHICH A DD/I TRAINEE GETS 23 WEEXS fNSTRUCTION,
DT,)/-, 4R WFFKS, DD/P 92 WEEKS.
A,. T IPREE CYCLE TRATNTNC - PVCREASFS STL!DENT CAPACU'Y
W'T Rio' "T INCREASE I'%' 1?4STRL. ,-T'1O!NAL STAFP. THR F E '.YC L ES HAS
ALLOWED ECONOMIES Y MAKJ*iG BE1 'ER':SR. OF
FAC;IL!T'I'S? CAN HANDL
B. LANGUAGE TRA(NTNG POI: CY - DIRECTORATES ML"-,.TT
'DENTIFY FOREJGN LANGUAGE REQJIRE.MFNTS AND PROP'CTEN Y
REQ!;!RFD, RA`.-E REFLECTED LANGUAGE TRA'NLNC 'N 1'FW TR.KN'tir'
C (Cl.E, TH;S HHA.S BEEN GEARFD TO THE THREE CYCLES OF THE
CAREER TRAINING PRO(;RAM.
LANGUAGE TESTING TO 30 NOVEMBER 66 -I MPLOYEES
!tAll CLAIMED YROFICTENCY, 86 YET TO BE TESTED
IT.SCL)kIMED
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D. SUPPORT SCHOOL ORGANIZATION - ALL ADMINISTRATTYE
TRAINNC; CONSOLIDATED IN EXECUTNE TRAINING COURSES, ADP
AND NEW P} COURSES INCLUDED IN TKIS SCHOOL. CONCENTRATES
TRAINING COMPETENCE AND EXPERIENCES IN THE BROAD SUPPORT
FIELD.
1. ESTABLISHED SUPPORT REVIEW COURSE, TRENDS AND
{.C'fL c.trrs FOR SUPPORT PERSONNEL HAVE HAD THREF RU N-.Nc:,S
T 0 IDA''F. A V E.R 1' SUCCESSFUL COURSE.
2. DFVELOYADP OR!ENITATTON COURSE TITIS WILL BF FROM
Z9E vTEWPO;NT OF AGENCY APPLICATION.
3, FFVELOPING PPS ORIENTATION COURSE - TIIES WILL BE
STRUCTURED ALONG THE SAME LINES AS THE MANAGEMENT CRIB
COURSE.
E. PRO;; RAM ASS$TSD INSTRUCTION
Srt DY CROUP - MATT BAIRD
DDS&T LIFE SCIENCE DIVISION
C'ONTRAC'T' WrrH
S,JR'd EYING FOR POSSIBLE APPLICATION - WILL BE A T;NE SAVER -
REMOTE TRAINING AID ? INCREASE COMPREli PNS+ON
FIRST APPL!CATIONS CLERICAL SK.?L.LS AND LANt;!'A!"E "1 RA'-N.'\,.,
!JR`'F''.N; ALL;C'?'OOLS FOR APrLCAT'0 n1,
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R.1'"vr ('`? INf.-JT t;CTORS TN PA.I1,
F''TU.RE APPLIC AT:ION COjAF rrER ASSISTED !.NTrR!r - 1.ON,
V. T R A'.N':NG FILM PRODUCTION
ACADEMY ANONYMOUS -A. REAL GOOD MOV`F - IIOSTTLE
A! `D'O C'O'.'NT E,R M RASUR ES AGENCY FILM.
' AC:ENCY SPACE PROBLEMS CHART
THE CHARTSTOWS TIIF Bt."Lf?NC.S WKcC'- ARE PR ESFNTL f'
ILLEGIR;, 1-.F D. TFII' 1`R I.N'' SPRV"+CES' Rt,'1:I.D.y^u W!(c~,'ta WF WILL MOB
E
I IA.NI) ALSO T'4E SEYE.RAL RUILI)N('S W!1'CH WF itl'v I..
RFi FN'TLV'PEL.FAfzEh
A. FI?rTsONINEI, LOCATIONS YOU WILL NCaT'E Till-' NUMPER 017
PFOPLIE I>A('l1 nI-' T'i{E RU:'LD-x S PRESENTLY O''C''P EDr
!3, F(-)!:R'. N IsL'LDINC - ROSSLYN 6O ')OO SQLUARF FFF:T,
tiT O? A'' O'T'C A.k I' C'1 'RR ENTL l,' UNDER WA'r 10 ORT'A, V A PART OF
ANOTHER RI';LDlI\ . 'N' THE ROSSI.Y'N COMPLEX
NRC 13I1+LD(NC CANCELED - ECONOMIES FORCEr T'H;.
(TAN` .e LLA'r'ON .
D- cEtit O:'S SPACE CONDTTTON - I AM CURRENTLY PLANN'.N(., THrr
Mr), ! n!' `+~,iF ''I' MY `)p9CFS TO THE ROSSLYN AREA. IN "RDER TO
AL's ~ ELI-~'.~ 4 i T" I C. ", T'ANDIt C' R(Y)M ONLY" C7OND'1 'O'. !.'\, PDS& I
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't)L1 ' -+ (~;7'T y W ,.LL NOTE THAT WF -RA'.F A LA R( F AM1O
OF SPr!-'AL f RPOSE SPACE AT HEADQUARTERS. RFQ(JiRPw1ENTS FOR
SPR.C:-AI. P, RPpcE SPACF CON VUE COMPUTER CENTER AND FILE
ROOMS.
F? NEED FOR SPECIAL PURPOSE BLUTLDTNC; AT' HFADQUkRT ERS ..
ST' DY :RO'.'P ON SPACE PLANING.
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Next 1 Page(s) In Document Exempt
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'C PROCESSING S\ S'TEMS STUDY
A. INFORMATION PROBLEMS:
1. NEEDED AUTOMATED DATA BASE FOR DD,'S MANAGEMENT
`\FORMAY!ON (PERSONNEL, SECURITY, TRAINING, MEDICAL, LOGISTICS
AND FINANCE) FOR USE OF ALL AGENCY MANAGERS
2. EXISTING DATA SYSTEMS OUTDATED AND 1 ADEQUATE
FOR .N ORMATION REQUIRED
B. ORGANIZED TASK FORCE 65 -- ALL DD/S OFFICES WITH
ASSISTANCE OF OFFICE OF COMPLIER SERVICES.
1. PROGRAM - IN THREE PHASES -- MATERIEL, FINANCE AND
If;MAN RESOURCES SYSTEMS
2. O13)' CT TO DEVELOP 'NT"EC-RATED INFORMATION SYSTEMS
TO EXTENT FEAS:BLE
3. P-4-ASi'NC: A. ANALYSIS EX:.TrLNG SYSTEM, B. CONCEPT :'AL
JES.:CIN, COMA, 71 ER PROGRAM DESIGN, D. DATA CONVERSION
LM PLE M E ^T A'T'ION
C. EXPECT COMPLETED ,'MPLEMENTArON OF MATERIAL RESOURCES
S': SrE'tii END OF F" 11969 AND THE OTHERS IN FY 1970.
WE ARE DESIGN NG SOME i;NTERIM FIRST PHASE SL,'BSYSTFMS
NOW 1'RO~ Uit"r_'LII-_'VT i-N ORMAT'.ON SYSTEM - STOCK CATALOGUE-
AND WE PLAN 1 O MIASE OTt-IERS TN SEQUENCE
D. OPERATTONAL PROBLEMS: MOST OF DD,/S.INF0RMAT;C)N NOW
ON -50: COMP-TER IS fRSOI-.F-: F - OPERATES 24 HOURS A DAN - `.S
S PECLA.._.-Z E D
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1 S ft l,..iLD (.O DLk E- Ll O ibti1
FASTER AND MORE SOPtUSi ;-.1-FD AS WE fl4PLEMEN:" OUR NEW
S::PPCR;' SiS; EM.
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