STATUS OF ACTION ON RECRUITMENT AND TESTING PROGRAMS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00780R002300180020-8
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 10
• Document Creation Date: December 14, 2016
• Document Release Date: September 23, 2002
• Sequence Number: 20
• Publication Date: June 7, 1968
• Content Type: MF

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7 June 1968
MEMORANDUM FOR:
Deputy Director for Support
'THROUGH :
Director of Personnel
SUBJECT
Status of Action on Recruitment and
Testing; Programs
REFERENCE
A.
B.
DD/S Memo to D/Pers, dated 21 May 1968,
Subje t: "Report of the Committee on
Proles ional Manpower"
DD/S Mem to D/MS and D/Pers, dated
27 May 19 3, Subjects "Applicant
Testing Pr`ggram"
1. This memorandum is for i formation. It reports
action taken and to be taken, aloe lines indicated in the
references, toward accomplishing re isions in the field
recruitment and applicant testing pr grams.
2. As background for discussion
attached at Tab A a description of cur
niques, including advertising. This r
nt methods and tech-
to paragraph 6 of reference A. At Tab B
of the Cooperative Education and Summer
which includes discussion of recruitment
nds particularly
s a summary report
tern Programs
urces and methods.
3. With respect to colleges and univei*ities upon
which to focus recruitment efforts we based cur review on
-
the o wrng aa:
a. An analysis of the 294 schools whi'h were pro-
posed on 30 April 1968 by Chief, Recruitment Division
for coverage by field recruiters, in terms of the
degrees held from each by current Agency employees.
This gave us a measure of the relative productivity of
these schools as sources. (Tab C)
b. Lists of schools recommended as productive
sources by heads of three major substantive off ides:
Dr. E. L. Allen D/OER; Mr. James A. Brammell, D/BGI;
25X1 and DD/OSI. (Tab D)
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ct . 1
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c. The A&E Staff list of 69 "quality" schools,
prepared for the Committee on Professional Manpower.
(Tab E)
d. Recommendations of the recruiters with respect
to the quality/productivity of schools in their respec-
tive areas,.
After comparing and cross-checking this material we drew up
a revised list of academic institutions which appear to be
the most productive ounces of high quality personnel.
These we subdivided to three categories according to the
priority of attention No be given each. The revised list,
arranged alphabetically by category and by recruitment
region, is attached at TT~b F. Category I schools, 115, are
those upon which major re ruitment effort should be placed.
Category 11, 140, should g t perhaps one visit per year.
Category III, 34, should be contacted primarily through
correspondence and advertisi It should be noted that six
schools, marked with an aster k, one in Category I and five
in Category II, are predominan y Negro institutions (Howard,
Dillard and~Grambling Universit es, Jackson State, Morgan
4. With respect to applicant\testing, the following
~ pti o
have
lug u
ns
b e
a. C/A&E completed his revision of the FCIP and
submitted it to you for review an coordination on
3 June. It is now undergoing revi w.0
b. Action has been completed t obtain and have
available when needed space for test ng purposes in
Federal buildings in eight locations New York,
Philadelphia, Boston, Minneapolis, Chicago, Austin,
Los Angeles and San Francisco.
a, In connection with our review of\,the proposed
recruitment coverage of colleges and universities, we
re-examined the list of Test Center locations.
Although we might anticipate safe use of campus test
centers in most areas, including some campu es where we
will not interview, we concluded that it wou d be wise
to move now to Federal space in those areas ere there
appears to be any likelihood of questioning o obstruc-
tionism. We have asked the Office of Logistic , there-
fore, to arrange with GSA for access to YederaI space
in sixteen (16) additional locations;
g ~
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Madison, Wisconsin
Ann Arbor, Michigan
`,East Lansing, Michigan
Honolulu, Hawaii
Springfield, Mass.
Albany, New York
Prov4dence, R. I.
Denve'N-, Colorado
Action is under '\way by telephone
accomplish the necessary surveys
Gainesville, Florida
Indianapolis, Indiana
Iowa City, Iowa
New Haven, Conn.
Buffalo, New York
Rochester, New York
Syracuse, New York
Ithaca, New York
and by letter to
and coordination.
d. We obtained from the A Staff and from the
Civil Service Commission copies of the Federal Service
Entrance Examination,\ the Foreign Service Officer
Examination and the NSA Professional Applicant Test,
plus explanatory and ev#luative comment. In addition,
OP, met\with Dr. Al Maslow and Mr. John
Beckman of the Commission , for discussion of the FSEE.
Attached at Tab G are brie descriptions of these tests;
a summary of PATS and a co of the r ' urrent
contract with the for PATB
administration; a memoranda for the record
concerning conversations with Messrs. Maslow and
e. During the past two or ree weeks I have had
discussions, individually and in groups, with Directorate
representatives concerning their eds for and the uses
made of the professional applicant test results. They
i
l
d
nc
u
e:
CRO'iP 1
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It is evic'?ent that there is no uni orr ity 1 ho Y;,-,y
-ustomcrs re zird the test nor i 4;here :t.s,,ree . po a
,hey v a: ue of the individual items in the battery. Uses
riade'of the results in employment decisions range from
practically none ire DDS&T to an e na erated ovorreeliance
in. Q, CTP is the customer which raz t cs the most t: on-
9istent 'use of all the test information in its selec-
tion decisions, but : iw ; s in relation to other data
concert %r-, ,the rcpplica nt and as only one part of the
ovideaee. acre are only two generr41i. .ations upon
whi.ceh there was majority aap reement :
(i.) Gi\v
would like
it contains
they might :ta
their preferences, most customers
ep the whole test battery because:
think for everybody and they fear
ething if it were changed ;
(2) t'i it b carne necessary to give half the
test in the field with the other half available at
Readquartors as seeded they could live with it.
i thh.' respect to than ecruitment program, if you
a ree with the 'Lists of schcro i proposed for ;overage our
a, Deeve,_op arid issue a evised academic recruit-
mraat schedule for :geld recru ters.
k . Work out with the subst nt .ve offices a plan
for =coordinating our campus cont. cts and arranginff.
Joint recruitment visits where fez?sibie.
c. ?opare an advertisi.ag sc eulc for next year.
`n have had discussions of ""b." \ctith DAY and DDS&T
rcpresentftives ::.nd have re,ceived full arernent in princi-
ple. Th : next stop will be t ho scheduling; bf specific
:1:ti . At the same time we have begun to review the
recruitment requisition system to explore ? a:.yp of providing:
=tier and more timely uidanc:o to rocruiters a
h. With respect to the testing program, atever the
deci^ .on may be on abbreviating or dividing the PATS, action
rent/ III- aag includ'=s :
a. Completion of arranc~;em.ents to procure the
additional off-rc cmpus to .t bites. This will b donne
Kw cruitruent Division through O:t. and GSA.
GIMP a
Ex:!atlas
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IV
25X1
b. ReAegotia.tion of the contract to cover
changes in the location of test sites and changes in
the length o~r content of the test. This will be done
by A&E Staff 4sknd OL.
c. Briefing of campus authorities concerning PATE
at those school6\ncore testing will be continued. This
will be done by fie 1d recruiters.
25X1 d. De Livery to''
centers, of the reviod test materials.
test
7. Action on the foregoing items will be reported as
it is completed.
Deputy
irector of Personnel
for
Recrui'tment and Placement
-I-
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Sbuii"~
DD/S 68-2567
2 1 MAY 1958
MEMORANDUM FOR: Director of Personnel
SUBJECT
: Report of the Committee on Professional Manpower
1. At the Deputies' meeting on 16 May 1968 the Executive Director-
Comptroller discussed some of the findings of he Report of the Committee on
Professional Manpower. Suggestions were offered on ways to improve both
the quality of personnel and the recruitment procedure. The Executive Director
specifically emphasized improvement of the recruitment procedure and the
injection of new techniques and new methods of getting at applicants.
2. 1 proposedhat the following action would be taken in concert with
representatives of the other Directorates:
a. A special group will be convened under the direction of
25X1 with representatives from the other
Directorates, to draft a Recruitment Program emphasizing the
following considerations:
(1) Reducing the numbers of colleges and universities
to be visited by recruiters thereby concentrating recruiting
on the most productive sources and permitting the recruiters
to spend more time with promising individuals in the recruit-
ment interview process. The list of 68 universities set forth
in Tab J of the Report are those which tend to show a correlation
between the career potential of an applicant and the quality
of he educational institution and should be considered in the
review. I pointed out that such a list would not be static but
would continuously change in accordance with developments at
the universities and as requirements for recruitment may
vary. There are various ways of analyzing the list of productive
universities but the consensus of the group was that a considerable
reduction in university and college campuses to be visited
would permit a greater concentration on quality.
cas''
Ezclud~r: 7 .
ZV"r-r- - -
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(2) It was suggested that the present informal
arrangement whereby DD/S&T and DD/I personnel contact
specific individuals on the campuses for recruitment
purposes be formalized and coordinated into a regular
system . This would utilize the technique of a scientist
recruiting a scientist or an economist recruiting an
economist. The consensus of the group is that the present
informal arrangement might be greatly improved by putting
this on an organized basis at the direction of the Recruitment
Division and specifically calling upon the various components
to directly participate in the recruiting of technical and special
categories.
(3) The now-existing liaison and contact arrangements
between elements of the Agency such as DD/I and DD/S&T with
certain schools and departments of quality universities should
be exploited by the Recruitment Division. It was suggested
the Recruitment Division call upon these officers to Introduce
the recruiters through advance contactor or directly participate
or seek out the names of potential applicants. Mr. Gordon
Stewart stated that this was an area where existing contacts
could be more beneficially exploited.
(4) There are In the Manpower Report a number of
other recommendations, questions or sdt
to the recruitment ggestion: pertaining
system which should be considered for
incorporation into he recruitment program.
(5) It Is understood that the number of applicants to be
recruited in the next several years will be considerably reduced
from present requirements and the refinement of recruitment
techniques should be for the targeted approach rather than the
"shot gun" approach.
(6) Please make certain that you include in your proposal
the various recruitment approaches and techniques of locating
potential applicants as are currently employed In the recruitment
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program. I refer to the newspaper advertising, the solicitation
through professional societies and organizations, the cooperative
program, the summer-intern program, liaison with be selective
service system, the arrangements with the military services
at their Separation Centers, the industrial and business contacts
and other similar sources. In regard to the newspaper and
magazine recruitment advertising, please structure this in a
time-phased organized program which would fit within the
recruitment cycle. It appears sometimes that recruitment
advertising is the result of a momentary inspiration rather
than an organized program that fits within the whole cycle of
recruitment.
b. The subjects of career management, Midcareer Program
and the Agency's image were not considered by the Deputies' group
and accordingly should not be considered in the recruitment program
to be considered by the special group.
3. It is requested that action on this proposal be undertaken immediately
and I ask your advice as to the earliest date on which the completed proposal
can be expected. I must advise the Executive Director as he will want to make
this the subject of an early meeting of the Deputies' group.
SIGNED R. L. Bannerman
R. L. Bannerman
Deputy Director
for Support
DD/S:RLB:maq (20 May 68)
Distribution :
Orig & 1 - Adse
~- DD/S Subject
1 - DD/S Chrono
SEC
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CONFIDENT IAL
DD/S 68-2667
2 7 MAY 1968
MEMORANDUM FOR: Director of Medical Service.
Director of Personnel
SUBJECT : Applicant Testing Program
1. At our meeting on 20 May 1968, 1 reclue*teed that the
of Personnel for Recruitmu and Placement chair a working group ftc eofor
Per*" nei and Office of Medical Services group of Owe of
in eettablfahing a revised A personnel to discuss basic problems
in several cities around the countryTesting grant on Various campuses and
2. The discussion at the meeting clearly indicated a need to consider
alternative methods and Matures to accomplish testing Agency customers and our program of applicant analysis. expect the group
to examine various alternative,,, considerbg campus ea m IMP
exerted, allegations that some tests may be contrary to t~a may
Ervin Bill, the length and composition of field testing, cost factors involved
in :field testing vs Headguarteers tasting, etc.
3. I recognize that our target of 1 Jul 1968 for renewal Agency T ~m y renewal of our
gram may not be entirely attainable. We should move forward
with this Program, as soon as possible however, and I would therefore like to have
an interim report from the working group by 7 June 1968.
SIGNED R. L Bannerman
R. L. Bannerman
Deputy Director
for Support
SA-DD/S:RBVJ:dlk (2.2 May 68)
Distribution:
Orig - D/MS
I - D/Pers
DD/S Subject
1 - DD/S Chrono
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