'STAFF STUDY ON THE CLASSIFICATION AND COMPENSATION OF LANGUAGE SPECIALISTS,' DATED 9 MARCH 1981

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP97-00418R000200010012-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 17
• Document Creation Date: December 22, 2016
• Document Release Date: October 28, 2008
• Sequence Number: 12
• Publication Date: March 13, 1981
• Content Type: MF

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13 March 1981
MEMORANDUM FOR:
FROM
Chairman
Task Force on Language Specialists
NFAC Member, Tas Force on
Language-Specialists
SUBJECT : "Staff Study on the Classification and
Compensation of Language Specialists,"
dated 9 March 1981
1. NFAC disagrees with the recommendation contained in the
Staff Study cited above, "...that incentives for language.
specialists continue to be awarded through the Language Incentive
Program (LIP), as it is presently constituted." Instead, NFAC
takes the position that was recommended by NAPA and approved by
the Executive Committee: "...persons hired or appointed to their
present positions, based primarily on their language skills,
should be excluded from the Language Use Award (LUA), Language
Achievement Award (LAA), and Language Maintenance Award (LMA) in
the language or mutually intelligible languages upon which that
appointment was based."
2.? The reason noted in the Staff Study for allowing
language specialists to continue in the LIP is the "severely
demoralizing effect" that would result from their exclusion. At
the same time, however, the Study also indicated that:
--A number of career opportunities currently exist for
certain language specialists.
--The Directorate of Operations is willing to design a
career development profile for its language
specialists.
--An examination of the career tracks of language
specialists has revealed a great deal of movement
within offices and transfers to other offices, in many
cases leading to new careers. and higher grades..
--It is inappropriate to reward beyond salary
compensation language specialists for the skills.for
which they were hired.
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--Rewarding language specialists beyond salary
compensation could set a precedent for every other
specialist who might want monetary recognition.
--Some language specialists may refuse rotations to non-
language-designated positions, thereby stifling the
growth of the employee and the needs of the Agency.
--It cannot be shown that there is a lack.of language-
qualified candidates for the CIA.
---The CIA salary structure for language specialists
"already exceeds that of most of the rest of the
Government."
NFAC contends that the factors noted above contradict and
outweigh the recommendation of the Staff Study. To demoralize
our language specialists would be unfortunate, but to give them
preferential treatment over other specialists--Agency-wide--would
be dangerous.
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PROPOSED ACTIONS
1. Advanced Intelligence Seminar -- Reduce to 10 days.
This course currently runs for 13 work days. The staff has identified
material which can be eliminated from the course without adverse effect.
2. Midcareer Course -- Reduce to 4 weeks.
In recent years the Midcareer Course has run for five weeks. At the
direction of the former DCI, the course was restructured in 1980 to
devote one of the five weeks to management theory and principles.
It has been OTE's experience that a high percentage of the Yddcareer
Course students have had more than the equivalent of this week in
regular management courses prior to their enrollment in the Midcareer.
OTE recommends, therefore that the dedicated management week be
dropped, but the course not be re-expanded to its previous five week
length. Our experience has indicated that the critical elements of
the M.idcareer Course can be adequately provided during a four week
period.
3. Human Relations and Management -- Eliminate as separate course..
This course, which is conducted by a contractor, has proved to have
useful elements. In parts, however, it tends to overlap with the
Management for Equal Opportunity Course. OTE recommends that the
best elements of both courses be merged into a single five-day program
to be conducted by OTE.
4. Leadership Seminar - Cancel.
Th' has been a hiuhlv successful but expensive s minar conducted by
the FY-1981 costs for
the contract'-were 52,000 which equates to 26,000 per running.
OTE believes that both the time and money involved could better be
applied to management training geared toward a target audience in a
more. developmental stage of their career.
5. Project Officer in the Contract Cycle -- Transfer to Office of Logistics
as component activity.
This is a highly specialized and technical course requiring extensive
direction from and participation by the Office of Logistics. It can
be more effectively conducted if handled directly by that office as a
component training activity.
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6. Senior Officer Development Course -- Reduce to 12 weeks.
The Senior Officer Development Course first ran on an experimental
basis starting in late 1980 and ran for a period of 17 weeks. While
it was considered a most worthwhile effort by both the staff and
participants, it could be substantially improved by a thorough
reworking and a compression to 12 weeks. CPao o s~c~ 1 a ~~~ k_ c rr c~l~n~
7. Time and Attendance Workshop -- Cancel; do a videotape.
This technical workshop which is offered on demand is most appropriate
for presentation by videotape.
8. Records for the Manager -- Cancel.
Three separate records overview courses are currently offered. One
is geared for the records professional, a second targets clerical
personnel, and this, the third, was designed to acquaint the middle
and senior managers with procedures and problems related to the
subject. The anticipated audience has not materialized and cancellation
is recommended.
9. Administration Directorate: Trends and Highlights -- Cancel.
The information offered in this course is available elsewhere.
Basically, the course consists of presentations made by senior
DDA officials at a remote training site, and OTE thinks that the
results obtained do not warrant the heavy commitment of time and
money involved.
10. CIA Senior Seminar -- Cancel.
If the Senior Officer Development Course is conducted as recommended,
it in effect replaces the CIA Senior Seminar.
11. Perspectives for New SIS Officers -- Cancel.
This is the so-called "Charm School" initiated by the former DCI.
OTE is of the opinion that with proper utilization of other develop-
mental training courses which are available, the need for a specific
course for those making the transition into the SIS can be eliminated.
12. China After Mao Seminar - Cancel.
The demand for this specialized seminar has decreased to the point
where OTE recommends its cancellation.
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MANAGEVINT AND PERSONNEL DEVELO LENT
Counseling Course - Improves skills of supervisors and counselors in the conduct
of basic personnel counseling.
5 days 9 times a year
Effective Employee Course - Designed to help employees develop and use interpersonal
skills to enhance performance and be more active job contributors.
4 days 10 times a year
Fundamentals of Administration - Covering basic administrative skills, this course
completes the training program for new supervisors, along with the FOS (below).
5 days 6 times a year
Fundamentals of Supervision - Emphasizes the first-line supervisor's role as
communicator, leader, problem solver, decisionmaker, and evaluator.
5 days 6 times a year
Human Relations and Management - Managers are given an understanding of societal,
cultural, ethnic. racial, and sexual differences and the significance of these national
issues to.the Agency populations.
5 days 5 times a year
Leadership Seminar - Provides a framework for understanding and reacting to employee
and organizational problems for senior executives.
,,,S 1/2 days 2 times a year
Leadership Styles and Behavior - By identifying managerial styles and leadership
techniques, this program offers students the opportunity to assess their own
skills.
5 days
6 times a year
Management for Equality of Opportunity - Provides an understanding of a manager's
role in insuring the Agency's equal employment opportunity policies.
3 days
8 times a year
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Management Seminar - Mid-level managers improve their personal and organizational
effectiveness through case studies, research and Agency problem solving.
10 days 5 times a year
Office Management Seminar - Designed for the senior Agency secretary, this seminar
covers interpersonal skills required in dealing with personnel at all levels.
4 days 2 times a year
Performance Appraisal Workshop - By component request, the workshop provides basic
instruction in preparing Advance Work Plans and Performance Appraisal Reports.
1 day Upon Request
Program on Creative Management - Develops the middle manager's skills in interpersonal
relations, based on personal assessment and leadership training.
5 1/2 days 6 times a year
Project Officer in the Contract Cycle - Project officers are given a basic understanding
of the procurement authorities, organization, and the contract cycle.
5 days 3 times a year
Secretarial Administration Course - Provides familiarization with management techniques,
organizational communication, and effective practices for Agency secretaries.
3 days 6 times a year
Senior Officer Development Course - The course is designed to further educate
selected potential SIS officers by enabling them to identify, understand and apply
the philosophical and operational principles underlying intelligence.
78 days 2 times a year
FINANCIAL MANAGEMENT
CIA Financial Systems - This program gives an overview of legal and managerial
requirements of the various financial systems used in, the Agency.
3 days 4 times a year
CIA Program and Budget Process - Designed for supervisors responsible for planning,
budgeting and evaluating the use of financial resources.
2 days Once a year
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Domestic TDY Travel Workshop - This workshop is designed for personnel engaged in
the detailed administration and computation of domestic TDY travel.
1 day Upon Request
Field Administration - This course affords trainees scheduled for overseas assignments
practical experience in support of a class B field station.
20 days 5 times a year
Time and Attendance Workshop - This on-request workshop provides instructions for
effectively reporting time and attendance for all types of schedules.
1 day Upon Request
Chi UNICATIONS AND INFORMATION MANAGEh'IEI\'T
Administrative Procedures - The course emphasizes preparation of cables, telepouches,
dispatches, intelligence reports, and memoranda used by various Agency elements.
3 days 4 times a year
Basic English Refresher - The course objectives are recognition of parts of speech
and basic sentence structure.
5 days - PT As Required
Briefing Techniques Course - Participants learn techniques to determine the needs
of those whom they brief, to organize data to meet the needs, and communications
skills to present the data.
5 days 9 times a year
Effective Written English - Based on a program of grammar and punctuation review, the
course de lops student proficiency in the mechanics of writing.
10 days - PT 23 times a year
Freedom of Information/Privacy Act Seminar - The Seminar discusses the Freedom of
Information Act and Privacy Act and the Executive Orders pertaining to release of
information by the Agency.
2 days 4 times a year
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Instructor Training Course - Provides knowledge of the principles and practices of
effective instruction and an opportunity to develop and practice presentation
skills.
5 days 3 times a year
Operational Records I: The DDO Records System - Increases the operational effective-
ness of Directorate of Operations personnel through a better understanding of the
DO records system.
3 days 5 times a year
Operational Records II: Biographic Research - Increases the ability of Directorate
of Operations personnel to recover and analyze information on persons of interest
to.the DO.
5 days 5 times a year
Operational Records for CTs - This course, a synthesis of the Operational Records
courses, is designed specifically for Career Trainees.
6 days 8 times a year
Proofreading - Designed to build an awareness of the importance of proofreading
and improve the participant's ability to proofread.
4 days - PT 6 times a year and
Upon Request
Reading Improvement - Participants learn effective techniques of reading through
drills antime reading exercises.
9 days - PT 6 times a year
Records for the Manager - This seminar deals with records and information handling
from the manager's viewpoint, discussing the manager's role and responsibility.
2 days 2 times a year and
Upon Request
Records for Clerical Personnel - This seminar discusses office records-keeping
philosophy and It delves into files structure, maintenance, and
practices.
1 day 2 times a year and
Upon Request
Records for the Records Professional - This seminar goes into the details of the
records officer's role, functions, and responsibilities, and covers the procedures
of records.
3 days 2 times a year and
Upon Request
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Shorthand Refresher Course - Approach to this course is lecture and practical appli-
cation with the emphasis on "doing" rather than gearing."
20 days - PT; after 3 times a year
hours, 2 sections
Writing for CIA - Students learn principles of sound Agency %cr iting, with emphasis
on the varied types of written communication in CIA.
8 days - PT 15 times a year
INFORMATION SCIENCE
Applied Analytical Techniques - Teaches qualitative and quantitative skills and
techniques useful to describe, structure, and analyze intelligence-related
problems.
15 days 3 times a year
Basic Statistical Concepts for Analysts and Mana ers - Teaches basic concepts of
probability,-
roba iG lity, descriptive and inferential statistics with an emphasis on intelligence
problems.
10 days 3 times a year
CC1NIREX Automated Management System (CAMS) Language and Functions - Teaches the
concepts and computer terminal skills needed to task and manage e national
collection and exploitation systems.
10 days 6 times a year
CAMS Management Overview - Provides a general knowledge of CAMS for those who need
to know but will not be active users.
;1 day Upon Request
CAMS Update - Designed for the experienced user, this course focuses on CAMS topics
of current, high-priority interest.
2 days Upon Request
Decision Analysis - Teaches the application of probability and utility theory to
the structuring of decision problems. Uses computer-supported models.
10 days 3 times a year
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Information Science for Managers - Presents an overview of the application of
information-science techniques to a variety of management problems.
5 days 4 times a year
Survey of Intelligence Information Systems - This course acquaints professional
intelligence officers with the major intelligence information systems in the
Intelligence Community.
15 days 3 times a year
System Dynamics - Teaches the application of the techniques of dynamic simulation
to management and analytical problems. It uses computer-supported models.
10 days 3 or 4 times a year
ORIENTATION AND GENERAL COURSES
Administration Directorate: Trends $ Highlights - Provides students an updated
understanding o the missions and functions of the Administration Directorate.
4 days 4 times a year
Advanced Intelligence Seminar - A survey for experienced officers (GS-13 - 15) of
key international and domestic issues which have an impact on CIA and on the U.S.
intelligence effort.
13 days 4 times a year
Chiefs of Station Seminar - A survey of problems in the management of a CIA foreign
station for newly assigned station chiefs and deputies and base chiefs.
10 days 2 times a year and
As Needed
CIA Senior Seminar - A program for selected senior officers, examining key policy
issues facing the United States and the application to the intelligence effort.
45 days 2 times a year
CIA Today and Tomorrow - Recent developments in the mission and functions of CIA and
the Community; a fourth day is for Operations Directorate personnel only.
3 days 2 times a year
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Introduction to CIA - For new professional employees, covers the mission and functions
o CIA and the Intelligence Community along with an outline of the intelligence
process.
10 days 10 times a year
Midcareer Course - An in-depth review of organizational and policy issues facing CIA
and the Intelligence Community--for identified Senior Officer Development Program
officers.
25 days 5 times a year
Orientation for Career Trainees - Introduces the new CT to CIA, the Intelligence
Community, an the intelligence process.
15 days .4 times a year
Orientation for New Employees - For new non-professional employees; covers the Agency,
the intelligence process, and the personnel management system.
4 days 10 times a year
Overseas Orientation Course - A survey, for first-tour employees and spouses, of the
practical problems of living and working abroad.
10 days 3 times a year
Perspectives for New Senior Intelli once Service Officers - An opportunity for new
SIS officers to look at the whole picture of CIA; with particular reference to
problems facing senior management.
4 days 2 times a year
Scientific/Weapons Intelligence for the Operations Officer - Operations Directorate
officers study the principles, requirements, and techniques of clandestine collection
of scientific intelligence.
5 days
Once a year
INTELLIGENCE ANALYSIS AND AREA STUDIES
China Familiarization - A basic survey of Chinese history and culture, geography and
resources, economic, political and social patterns, and foreign relations.
5 days Upon Request
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China After Mao Seminar - An intensive appraisal, utilizing recognized experts of
critical issues bearing on China's current and future policies; for China specialists.
4 days Upon Request
International Economics - An overview of key concepts and problems in international
economics.
5 days 2 times a year
DO Economic Collection - For Operations Directorate officers. Provides
information on requirements, targeting, and methods-of HMINT collection in inter-
national economics.
3 days 2 times a year
Introduction to Analysis - A combination of lectures, seminars, and analytical
exercises fr entry-level professionals in NFAC.
10 days 4 times a year
Orientation to Analysis - Provides the DO-bound Career Trainee "hands on" experience
in intelligence analysis.
5 days 4 times a year
Seminar on Intelligence Analysis - For senior analysts and branch chiefs. Emphasis
is on quality of analysis and interdisciplinary techniques.
14 days 4 times a year
Seminar on the Producer/Consumer Relationship - A series of policy-level speakers
from consumer agencies discuss the quality of NFAC analysis with senior NFAC
analysts.
3 days 4 times a year
Survey of Intelligence Collection Systems - Orientation to the capabilities and
limitations, plus tasking mechanisms for IMINT, SIGINT, Imagery, and Open Source
collection systems.
4 days ? 4 times a year
USSR Country Survey - Examines those factors (economic, political, etc.) required
for an objective assessment of the USSR as a major intelligence target.
10 days Upon Request
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4P
OTE Training in FY.1980
Variety of Courses Offered
Students
Student Days
Student Hours
Approximate Hours Per Student
Notes:
a. Above covers OTE offerings only.
b. Excludes Language School courses.
c. Does not cover special runnings for Briefing
Techniques, Effective Employee, Proofreading or Reading
Improvement courses.
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 W CONFIDENTIAL
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SENIOR OFFICER DEVELOPMENT COURSE
September 13 - December 18
Rough Schedule
WEEK I
.-fundamental factors influencing relations among nations
evolution of the intelligence function in the US.
- the national security decision process
- the intelligence consumers who participate in that process
- Congress as consumer
- the role of the intelligence product in the formulation and
execution of national policy
WEEK IV
the national-estimate as product
SALT support
other key products --briefings, PDB, SIG support
evaluating the product
- the intelligence community
- the organization of CIA
- the senior officer as manager
WEEK III
WEEK II
Y Most of the course members' time will be spent in small group
exercises using the case study method. Advance reading will be
required of the course members along v ith some preliminary essays.
Panel discussions will supplement lectures where possible. Some
external reading and essay writing will also be required throuRbout
the course. 25X1
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CONFIDENTIAL-
9
WEEK V
- military and scientific analysis
WEEK VI
economic and political analysis
WEEK VII
key substantive areas
-.key LDCs
- Western Europe
key Latin American countries
WEEK VIII
- satellite photo-reconnaissance
- fundamentals of imagery
- fundamentals of SIGINT
- the special collection service
field trip to NSA.
- employing technical collection systems
WEEK IX
- clandestine collection
- CIA stations abroad
- human source systems
- liaison relationships
counter intelligence
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WEEK X
- covert action
- congressional and executive*oversight
- terrorism
WEEK XI
?
- executive 'committee staff and long-range planning
-.the support function
- computer applications
- security, logistics, COMMO.
-the operations center
personnel management
- FOIA
--public relations
WEEK XII
- the agency budget process
- member presentations-
- key issues facing intelligence in.the 80s (substance process
and manag.emeiit)
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