Process of Selecting New Career Employees

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-00699A000100040043-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 13
• Document Creation Date: December 12, 2016
• Document Release Date: August 1, 2002
• Sequence Number: 43
• Publication Date: June 9, 1953
• Content Type: MEMO

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S-E-C-RRE-T
Security in `oRmation
DRAFT
9 June 1953
PROCESS OF SE1IECTING NEW CAREER EtIPLOYEES
Carer Employees, an defined in Cll. Regulation
shall. 25X1
be selected for the Career Staff as a result of a three-step process,
as follows r
1, Identification, recruitment and selection of individuals
on the basis of their capability and suitability for pro.
visional appointment to the Career Staff,
2, A period of planned instruction and development during which
the employee demonstrates his capability and suitability for
career employment n
3o A review at the end of the provisional period to finally select
individuals ? on the basis of their capability and suitability for
permanent appointment to the Career Sta ffo
Ct7MN# NT t as The Term "provisional period" is used in lien
of other similar terms in order to avoid conflict
or confusion with any of the concepts., legal. or
traditional, which are associated with ouch
terms0 (i,e, probationary period, trial sernrice
period)
b. The provisional period should; apply to all new
career employees, regardless of civil service status
or veteran', preference rights, It will, however,
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ecu v ion
be necessary to comply with legal r rao
meats pertinent to the tc=inaticai of various
groups of employees, if such action Is indi-
catedo
hIo There shat be established a CIA Selection Boaud, consisting, of one
votda g member appointed by each of the fonowing: DD(I), D(P),
DD(A), AD/Commo, and Director of Training; and one advisory, non-
voti.ngp meal appointed by each of the following: AD/Personnel,
Director of Security and. Chief, Medical Staffo The CIA 3election
Board, shall be responsible to the CIA Career Service ward and
shall carry out the functions sat forth r a The AD/P shall
provide the Selection Board -with an ecutive Secretary and
such clerical and administrative personnel as are needed.to por'
form it functions,
CC M _ ao Since this Board will., actor g other functions
asau the dut:.es now perfor x d by to Professional
Selection Panel, the Pawl will ue abolished when
the Selection Board is estab:.i ished0
b# The voting r rrbexship of the Board is deal ed to
gi vo a voice in the selection process to each of
the principal chaff of cmwnd now e.?cistont in
the Agency,
S-ERRZ-T
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Sec+ Information
c o The advisory membership of the Board is designed
to' give the Board access to the spec:ialtzed knoww-,
ledge and techniques of those coats of the
Agency beat suited to assist the Board,,
fMo To assist recruiters, investigative personnels operating officials,
and others concerned with the identification of Individuals for
initial selection,, a written atateraerxt of criteria for over-all
suitability for carer employment in CIA will be prepared by t ho
Selection Board and approved by the CIA Career Service Boards
COP 1 Tz an A tentative statement of such criteria Mass been
prepared by the, Professional Selection Panel and
can form the basis for such a paper,,
IVs Prior to the selection of an individual for provisional appointmnt
to the Career Staff, all infoxma.tion concar ng that individual
which Is available within CT/, excluding only sensitive security
and medical information shafl be assembled into the personnel
folder of the prospective employee.
C '- a s Ex~rience of the Professional Selection Panel has
shown that in many instances pc:rtinont information
is widely dispersed in file; of different components
of the Agency. O dinarikv, there is no oppor city
for a responsible official to consider all. of the
available information concerning a prospective ez p cjec
beforo masking a decision as to his employment.
SCoFI~EraT
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so(w ern, at .on
ba Numerous cases investigated by the DD/P Inspection
and Review Staff have illustrated the danger to
the Agency of not having all permit infor iatiou
available In one place a
To Tarot. this requirement it will be necessary for
the Security Office to prepare a detailed report
containing all non-sensitive information acquired
daring the course of an Investigation of a pros-
pective employee, whether adverse or note At
present the pertinent information r o arding past
conduct and perforr ance, as learned from references,
past employers, neighbors, etc. - which in most
organizations forms a basic part of the personnel
folder m is not made available to anyone outside the
Security Office unless it is considered to be suffi-
ciently derogatory to be brought to so on l s
attention d It is recognized that information bearing
on the individual r s loyalty or security should not
be. included in such reports. Therefore,, the prepa-
ration by t ho Security Office of a separate report,
with such information deleted,, appears to be the
only feasible mean: of making The :h formation avail-
able to those who need it, It is also recognized
S 1 C Th E T
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Securi ox .tion
that the Security Office cannot unddex tco this
task without, adequate personnel,, and it is urged
that sufficient additional personnel be authorized
to permit the Seeur i.ti y Office to acct sh this
essential tarka
da Each coriponcnt of the Agency must be required to
record all pertinont Information conecrninL, its
present or prospective employees and to furnish
copies of such records for inclusion in the In-
dividual vs personnel folder.
V. The complete folder containing all information concerning a prospective
employee will, be, maintained by the Personnel Office and be riade avail-
able through the t~ 't Executive Secretary for examination by an
appropriate Examiner for the Pandl. (sea Sect, axII) When any
information is disclosed which casts doubt on the individual's
suitability, the Examiner trill refer the folder to the c hat,
desiring to employ the individual so that it nay discontinue
processing it desired.
COfl T:'aiT: ao The experience of the Professione]. Selection Panel
has shown that in rnaLV instances the Office which
initiated action on an individual would discontinue
processing hi n; if adidnistrative information resulting
from the Security investigation were available to it
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VI. With respect to applicants for non-professional positions., as
defined in pertinent CIA Regulations, the doterrdnation of suit-
ability for a provisional appoint:!.ont to the Career Staff shall
be ride by the Personnel Office o
VIL With respect to applicants for career enployment In professional
positions., as defined in pertinent CIA Regulations, the deter-
mination of career suitability - as distinguished fzm toolnical
or professional qualification to fill a specific position - shams.
be made by-the CIA Selection Board, This shall be ac compli.sIvd
through the review of each case, prior to entry on duty., by an
e:iar nor designated by the CIA Selection Board from its Panel of
Tmminersa (see Sec XIII) Such examiner shall review the applicant i s
personnel folder and either (a) approve the applicant as suitable
for career employment by on or (b) refer the case for revic ,r by the
operating office concerned, and.,, if necessary, for decision by
the CIA Selection Board, Fie shall refer any case to the Board if
he considers the individual unsuitable or if he believes a per=
sonal interview with the individual necessary for meld ng a ?
determination, The decision of the CIA Selection Board shall
be final$ subject only to review by the Director of Central In-
telli ;enceo Review of a case by the I)CIA if desired, ra