INFORMATION FOR DDCI'S CONFIRMATION

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP92G00017R000700210002-6
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 3
• Document Creation Date: December 23, 2016
• Document Release Date: December 4, 2013
• Sequence Number: 2
• Publication Date: February 3, 1989
• Content Type: MISC

Declassified in Part - Sanitized Copy Approved for Release 2013/12/04: CIA-RDP92G00017R000700210002-6
STAT
STAT
STAT
STAT
STAT
ROUTING AND RECORD
Siliki
SUBJECT: (Optional)
Request from
for Information for-DDCT Cmifirmqtion
Heari
FRom:
Director of Fmploymeot
EXTENSION
NO.
Dp/A Resistry

DATE
3 February
,mir. ArA.
1988-
Associate Deputy
TO: (Officer designotion, room number, and
building)
DATE
OFFICER'S
INITIALS
COMMENTS (Number eoch comment to show from whom
to whom. Draw a line ocross column after each comment.)
RECEIVED
FORWARDED
1.
Deputy Director for
Administration
Rae:
We had a real short deadline
this one so had it handcarried
on
to
too.
.
at the same time
you are getting
I provided
this one.
Hank with a copy,
.
_
.
.
'
.
.......-.-
.
.
.
.
10.
11.
12.
1 4.
15.
FORM 6110 USE PREVIOUS
7-79 EDITIONS
Declassified in Part - Sanitized Copy Approved for Release 2013/12/04: CIA-RDP92G00017R000700210002-6
Declassified in Part- Sanitized Copy Approved forRelease2013/12/04 : CIA-RDP92G00017R000700210002-6
TA-td c-4 -
STAT
STAT
STAT
STAT
STAT
ROUTING AND RECORD SHEET
SUBJECT: (Optional)
Request from
for Information for DDCI Confirmation Hearing
FROM:
EXTENSION
NO.
DD/.4 Raliatrl
-
DATE
yk:
'
Associate Deputy Director of Employment
3 February 1988 ?
TO: (Officer designation, room number, and
building)
? DATE
OFFICER'S
INITIALS
COMMENTS (Number each comment to show horn whom
to whom. Draw a line across column after each comment.)
RECEIVED
FORWARDED
1.
ADDA
Hank:
?
,
We had a real short deadline on
this one so had it handcarried
to
at the same time
you are getting this one. I
provided the DDA a copy as well
4.
?
,
?
.
?
.
10.
11.
12.
13.
14.
:.
."
15.
FORM 610 USE PREVIOUS
1.79 EDITIONS
Declassified in Part - Sanitized Copy Approved for Release 2013/12/04: CIA-RDP92G00017R000700210002-6
Declassified in Part- Sanitized Copy Approved forRelease2013/12/04 : CIA-RDP92G00017R000700210002-6
STAT
STAT
3 February 1989
Information for DDCI's Confirmation
Are We Reaching Recruitment and Retention Goals in the Agency?
For the past several fiscal years, the Agency has been able to meet its
overall hiring goals. In FY-87, we ended the year more than employees
over ceiling. In FY-88, we were only 27 short of ceiling. At this time, we
believe we will be close to ceiling at the end of FY89.
Despite these numbers, however, some disciplines or job categories have been
more difficult to staff than others. Our most difficult targets are
Operations Officers for our Career Training Program, engineers with three or
more years of applicable experience for our technical programs, and
secretaries. These are difficult targets for completely different reasons.
Operations Officers require a rare combination of skills -- high intellectual
and academic achievement, an active interest in international affairs,
experience in overseas living or desire to live overseas, knowledge of a
foreign language, strong interpersonal skills, and a strong sense of
dedication without the need for public recognition.
Entry-level and experienced engineers are difficult to attract primarily
because of the somewhat less-than-competitive compensation package offered by
the federal government as compared with that available in private industry.
The secretarial goal is difficult to meet because of the large number of
employees needed -- about 40% of our total position requirements (1-7total
full-time ceiling count requirements). These numbers, combined with the high
cost-of-living in the Washington metropolitan area and the much lower number
of people who are now acquiring secretarial skills in high schools and
business schools, make achieving our hiring goal very difficult. We are
increasing our efforts to attract the type of people we need.
According to predictions of future demographic changes, there will be fewer
entrants to the workforce and a larger proportion of them may not have the
level of skills required by the Agency. This will significantly increase the
competition for recruits, especially minorities.
From FY-84 throu h FY-88 annual separations (retirements and resignations)
STAT have averaged The separation projection for FY-89 isr----hich is well
within the average range he FY-84 through FY-88 separation figures
STAT represent an average of of the Agency population which we consider very
acceptable. However, considering the predicted demographic changes and
resultant increased competition for skilled workers, the separation rate may
increase in the future.
Declassified in Part - Sanitized Copy Approved for Release 2013/12/04: CIA-RDP92G00017R000700210002-6