SCHEDULE FOR JANUARY-MARCH 1984 EXECUTIVE COMMITTEE MEETINGS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP85B01152R001001300002-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: December 21, 2016
• Document Release Date: June 27, 2008
• Sequence Number: 2
• Publication Date: December 23, 1983
• Content Type: MEMO

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DD/A Registry,
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EXCOM 83-018
23 December 1983
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MEMORANDUM FOR: Executive Committee Members
FROM: Executive Assistant to the Executive Director
SUBJECT: Schedule for January-March 1984 Executive
.Committee Meetings
1. The.Chairman of the.Executive Committee has approved the
attached schedule for meetings in January through March.
2. Please have action officers contact the Executive
25X1 Committee Executive Secretary
support for these meetings.
Attachment:
As stated
cc: Inspector General
ALL PORTIONS OF THIS DX-UNIENT
CLASSIFIED:;S.ECRET
with regard to staff
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.Overseas Security
25X1
CT Program
:Future of Economic
Intelligence
Emergency Planning
EXECUTIVE COMMITTEE SCHEDULE
. Date
Action
12 January
DDA
12 January
DDO*
26 January
.DDA*
9 February
DDI*
23 February
DDS&T*
1 March
PS*
planning.
* To permit review by Committee members, briefing. papersa:should:be submitted, to O/ExDir
ten working. da-ys..in advance,;.of the. meeting: date.
NOTE: All meetings will be held in the.:DCI .Conference'Room (7D64), at 1430-1530 hours,
.unless otherwise ~noted.
Purpose
Decision - On
recommendations of the
panel an overseas
construction and space.
Review - Status of
cohabitation policy
implementation and
revision of
Decision - To implement
planning for an Agency-
wide CT program.
Decision - To refine
requirements, collection,
and analysis programs for
economic intelligence.
Decision - On
organization and staffing
Information - Report on
the status of CIA
emergency (continuity)
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ADMINISTRATION CAREER TRAINEE PROGRAM
BACKGROUND
The Career Training Program is virtually the only selection,
entry and training program for Operations Directorate junior
officers. It also serves as the entry program for some DDA, DDI
and DDS&T officers. Its objective is the careful selection, extensive
training, and job placement of junior officers to optimize the
individual's work performance and job satisfaction.
The use of CT's in DDA Offices and the MG Career Service has
involved three basic stages. In January 1965 the first group of
25 entered on duty for the support services. The concept was that
the CT's would start as generalists, serve overseas as support
officers in small stations and after about six years they would pick
a specific'career field in one of the DDA Offices. By February 1968
approximately 125 CT's had been hired under the generalist concept.
It was necessary to change the policy at that time because ceiling
reductions and BALPA sharply reduced the number of general
administrative positions overseas. In the second stage the CT's
began as members of a functional support career service, acquired
the professional skills of that Career Service, and moved
up their managerial path.
The second stage of DDA participa.ti:on in the CT Program did not
last very long. There was a need to absorb a large number of the
generalists into the functional specialties within the DDA Offices.
Then personnel reductions in the ensuing years severely reduced the
input of junior officers. The third stage that followed has been
relatively unstructured from a directorate standpoint with the DDA
Offices and MG Career Service each participating independently and
on a very limited scale.
Today there are several very good reasons why the Administration
Directorate needs to re-establish the CT Program as a significant
source of professional employees. There is an increasing need for
promising junior officers in a majority of DDA Offices. Use of the
CT Program would establish a uniformly high standard for directorate
officers. A perception also persists that many DDA officers spend
their careers in rather narrow specialties and that this results in
a parochial viewpoint. CT training would provide officers a broader
perspective and understanding of the Agency early in their careers.
Finally, there is an increasing need for I)DA offices to work closely
together to achieve common goals. Joint participation in,the CT Program
would widen acquaintences among officers and foster future cooperation.
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RECOMMENDATIONS
In order to implement the coordinated use of Career Trainees
in the Administration Directorate, it is recommended that the
following program be approved:
1. TITLE: Administration Career Trainee Program (ACT)
2. POLICY: The ACT Program is being established in order
to ensure the input of high quality junior
professional employees for DDA Offices and the
MG Career Subgroup; broaden the perspectives
of future office managers and to foster the
mutual understanding and achievement of Agency
goals and objectives, Office Directors and
the MG Subgroup will determine annually the
proportion of new professional employees required
to enter their respective organization through
this system to meet these objectives.
3. ADMINISTRATION: The DDA Career Management Staff will be
responsible for overall coordination of the ACT
Program, obtaining annual input requirements
from DDA Offices and the MG Subgroup, maintaining
records of participants and preparing periodic
reports of program accomplishments. Participants
in ACT will be selected by DDA Offices and the
MG Career Subgroup from both internal and external
candidates who meet appropriate CT standards. Pay
rates will be established in accordance with CT
Guidelines. Individuals will be assigned to a
Training Development Complement of the sponsoring
Career Subgroup during the first year of CT training
and -interim assignments. They will then be
assigned to. regular. staffing complement positions.
The CT positions required for one year of training
and interim assignments will be described in the
first appropriate budget submission and additional
ceiling requested for FY-86 or the first available
opportunity. In the interim, the sponsoring
components will have to absorb the charge to
personnel ceiling.
4. PROGRAM CONTENT: The ACT Program will consist of the
foollowing elements:
a. CT Development Course - 10 weeks
? b.
c. :Interim I (DDO) - 12 weeks
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d, DDA Development Module - 4 weeks
e. Interim II (DDT or DDSFT) - 12 weeks
f. Interim III (sponsor's choice) - 12 weeks
TOTAL - 52 weeks
g. Initial 2 year assignment
h, Participants will complete the ACT Program
after three years.
5. EVALUATION: An evaluation will be made by the sponsoring
component of the relative success of the Program
for each participant. The evaluation will include
brief narrative comments and the following
ratings:
Complete Below Above Complete
Failure -Average Average Average Success
Employee Appears to Have
High Potential.
Employee Exhibits a Broad
Perspective.
Employee is Conscious of
Common Component Goals
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