PROBLEMS OF MOBILIZATION & REDEPLOYMENT OF PERSONNEL FOR CIA NATIONAL AND THEATER HEADQUARTERS AND SUPPORTING FACILITIES IN TIME OF WAR: THE EVACUATION PROBLEM AND ITS RELATIONSHIP TO THE REDEPLOYMENT PROBLEM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP86-01129R000100100008-4
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 7
• Document Creation Date: December 12, 2016
• Document Release Date: November 9, 2001
• Sequence Number: 8
• Publication Date: December 15, 1954
• Content Type: REPORT

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PROBLEMS OF MOBILIZATION & REDEPLOYMENT OF PERSONNEL
FOR CIA NATIONAL AND THEATER HEADQUARTERS AND SUPPORTING FACILITIES
IN TIME OF WAR:
THE EVACUATION PROBLEM AND ITS RELATIONSHIP TO THE REDEPLOYMENT PROBLEM
Opening Introductory Statement
4 e its
Approximately two months ago I presented a,,discussion to
a group of Agency war plans students on this same general subject of "Personnel
Mobilization Planning". During the early part of my discussion I made the
innocent summary statement to the effect that personnel planning involves "bulk
personnel planning as well as detailed, individual planning'". One of the alert
students in the back row raised his hand and with considered and serious concern
expressed the view that "I never have agreed with Personnel Office people that
individuals should be treated as mere 'bodies' and 'bulk' statistics." My reply
was then, and I would like to restate it here, that "the treatment of a person
as a mere body or a statistic constitutes anything but good personnel planning."
Good personnel planning, and I'm sure I speak for the rest of the Office
of Personnel, is and must be based on the fundamental fact and understanding
that persons or personnel are human beings, each having his or her own likes,
dislikes, concerns, worries, family problems, etc. As such, our planning for any
individual, including plans for any composite group of individuals, must give
credence to these basic human interest factors as much as possible, consistent
with operational objectives and missions to be accomplished. To obtain both
individual desires and to support fully the demands of mission accomplishments,
is seldom possible in the form desired by either the individual or the operator.
Accordingly, personnel planners, whether it be for mobilization planning purposes
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or day-to-day operations, find themselves in the "middle". A steel bolt can
be sized, shaped and stored away for a rainy day, but people are human beings
and cannot be stored in status quo.
This brings me to the .point of my basic topic today, which is: Problems
of Mobilization & Redeployment of Personnel for CIA National and Theater Head-
quarters and Supporting Facilities in Time of War. However, before I state or
discuss specific problems involved in mobilization and redeployment of CIA
personnel, let me first establish the basis for CIA personnel planning, procure-
ment, deployment and resulting support for either cold or hot war missions and
objectives. Fundamentally, all phases of CIA personnel support and support
planning are, like that of the Armed Forces, based primarily on accepted or
planned operational missions and objectives, many of which are the same or
similar to those of the Armed Forces. However, the personnel problems of CIA
are in many respects quite different. In fact, I sometimes think we have all
the problems they have and 'the added problems created by their problems. I'm
sure I would have a difficult time justifying this statement fully and satis-
factorily to DOD personnel planners; however, let me attempt to clarify this
somewhat by discussing with you our military reserve components' program.
(End of formal statement. Rest of presentation to
be based on discussion from following outline.)
II. Armed Forces Reserve Component Programs
A. Discussion of the Armed. Forces Reserve Act of 1952 which established the
Ready Reserve, Standby Reserve and Retired Reserve categories. Also, the
designation of active 'vs inactive reserve status.
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Discussion of problems and inequities resulting from non-uniform
implementation of the Act of 1952 by the three basic Services:
Army Navy Air__ Force
(1) Annual active duty for training Yes No No
with pay
(2) Annual active duty for training No Yes No
without pay (policy) (JAG option)
(3) Uniform allowance Yes No j Yes
(No funds)
for attendance at regular meetings
(5) Retirement and retention points Yes No
for authorized instruction
(6) Authorized more than one retirement Yes No
and retention point per week
(4) Retirement and retention points Yes Yes Yes
(7) Inactive duty training pay for Yes No
attendance at CIA training activity
meetings
(8)
Promotion based. on .position vacancy No
C. Steps being taken by CLA to appeal to DOD for more uniform policies through
the establishment of a true composite CIA training group for all CIA
it
active reservists.
D. Existing agreements with the Army, Navy, and Air Force as to the retention
of CIA active reservists for duty with CIA upon mobilization.
E. Problem of senior officials of the Agency holding Junior military reserve
rank which, upon mobilization, create serious command and protocol problems.
III.'Sources of Military Manpower Requireh1ents for CIA National and Theater
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Headquarters and Supporting Facilities in Time of War.
A. Recall to active duty of CIA active reservists.
Call of qualified CIA inactive and retired reservists to military duty -
voluntary under Presidential proclamation, involuntary if Declaration of
War and if qualified.
Induction of CIA veterans and non-veterans into military service through
Selective Service System.
D. Direct appointment to military service of CIA key employees.
E. Levy on the DOD (Army, Navy, Air Force) for military requirements to supplement
sources referred to in III A, B, C and.D above.
IV. Sources of Civilian Manpower Mobilization Requirements to Supplement Current
CIA Civilian Personnel.
A. Deferment of draft eligible CIA employees.
B. Normal CIA procurement channels (recruitment).
C. Civilian manpower reserve pool (planning stage).
(1) Re-employable alumni
(2) Security-cleared applicants
(3) Consultants and former consultants
(4) Earmarking of key scarce category personnel via ODM.
(Discussion of problems involved in establishing a civilian manpower
reserve pool, including security clearance, training, ever-changing
employment status) ever-changing status in levels of responsibility,
attrition factor Lvoluntary or involuntary], etc.)
V. CIA Personnel Distribution & Redeployment in Time of War
A. Initial allocation of personnel for CIA National Headquarters, Theater
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Headquarters, and supporting facilities based on predetermined plans.
B. Planned evacuation and redeployment of CIA personnel.
C. Unplanned (emergency) evacuation and redeployments of CIA personnel (problems).
D. Replacement stream to compensate for normal attrition, battle casualties,
non-battle casualties, exploiting opportunities of special creation, etc.
VI. Question and Answer Period
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