APPLICANT CASES CANCELLED AFTER FULL CLEARANCE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00780R000600110002-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 31
• Document Creation Date: December 12, 2016
• Document Release Date: July 15, 2002
• Sequence Number: 2
• Publication Date: February 29, 1964
• Content Type: FORM

741`z'
UNCLASSIFfED)roved pFatillotitt2OO2io8/14 : CIA-RDPE5-0MNI9AMM0002-4 CA SECRET
ROUTING AND RECORD SHEET
SUBJECT: (Optional)
l'' .'"/ ;'' - ? lj, 1 , i
Applicant Cases Cancelled After Full Clearance
FROM:
IX1ENSION
NO. t .f. L ..., . 4 s.......L, t... I
DATE
Deputy Director for Support
. 2 19 FFB 19E4 '
TO: (Officer designation, room number, and
building)
DATE
OFFICER'S
COMMENTS ( Number each comment to show from *.10171
..--
RECEIVED
FORWARDED
INITIALS
to whom. Draw a line across col u mr after each comn- -nt.)
1. Executive Director-
Comptroller 7 D 59
0A...6tAWs
r
Kirk:
.
bbk? sAgI.-42
,P24,71.
)11
I believe the actionk taken and
pl described
axmed as in the attache i
. Jmemorandum
from the Director of
Personnel constitute about as much as
do
'
we can to lower the immber of
applicant cases cancellt d after full
clearance. I was some vhat surpri ;ed
.
to note in paragraph 8 t lat private
industry apparently has a continuin c.
problem in this area.
?
We shall continue to follow
7.
recruitment activities, 'Keeping to ;.
minimum the amount of wasted rim
and effort in the proces.iing of
8.
applicants who do not filally enter -)n
duty.
.
10.
11.
Att: Memo dtd 24 Feb 64 to DD/S I a
D/Pers, same silo.'
12.
13.
14.
15.
Approved For Release
2002/08/14
:
CIA-RDP84-00780R000600110002-4
FORM I V A USE PREVIOUS 1?rol INTERNAL
3-62 EDITIONS I AI SECRET n CONFIDENTIAL ri Iltr AM V
El UNCLASSIFIE )
/917/5' V- /
Approved For Release 2002108114: CIA-RDP84-00780R000600110002-4
4 FEE 1964
MEMORANDUM FOR: Deputy Director for Support
SUBJECT : Applicant Cases Cancelled After Full Clearance
ET:e aitive Reiy
1. On 14 January we forwarded through you to the Executive Director-
Comptroller a report of our analysis of the October applicant cases which
have been the subject of so much discussion. The Executive Director-
Comptroller returned it to you with this note on the buck slip, "Red: In
order to put pressure on our components to be more selective or certain,
let's work out some penalties e.g. lower priorities, etc. In order to make
sure applicants are really interested let's direct the recruiters to be more
insistent. L.B.K." In turn, we were requested by your Executive Officer to
give you our "views on how the objective of decreasing the number of cancel-
lations after full clearance may be accomplished."
2. We believe that our October report was reasonably responsive but
further study and thought have given US greater insight into the problem and
its solution. First, we have discovered that to an undeterminable but sig-
nificant degree the increase in number of cancellations after security clear-
ance is a statistical result of improved procedural efficiency. In collabora-
tion with the Office of Security, we shortened by several weeks the overall
period of applicant processing by initiating the request for security investi-
gation at the moment of decision that a candidate looked good enough to justify
invitee travel for interviews and testing. Since the scheduling of actual
invitee travel is often delayed many weeks or even several months to a date
acceptable to the applicant, field clearance had been completed in a greater
proportion of cases prior to our final assessment and sometimes rejection of
the candidate. Thus, it may well be that improvements in our procedural
efficiency may account for the increase in 1963 of cancellations after field
investigation rather than greater indecision by employing offices or a less-
ening in the motivation and sincerity of applicants.
3. Basically we believe that the number of cancellations, whether before
or after field investigation, is the reflection of a combination of factors,
all of which cannot be controlled. The first, of course, is the competitive
situation relative to each of the vocational areas in which we are recruiting.
A highly competitive situation fosters indecision and shopping on the part of
candidates and forces ns to consider marginal candidates. Increased cancel-
lations initiated by either party are the inevitable result. Equally critical
is the magnitude of personnel requirements relative to the manpower engaged in
the recruitment and selection process. An excessively heavy work load means
less intensive interviewing of applicants and less firmly based tentative
judgments by employing officials.
4. The significant easing of our recruitment needs since last October
has greatly changed the situation. Our recruiters have more time to be more
thorough in their interviews and recommendations. At headquarters we are
being far more demanding in the screening of applicant files. We have not
sent for office consideration the minimally qualified as we did during the
peak effort earlier in the year. Thus, by the simple process of reducing the
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I
Approved For Release 20.02/08/114:; pIA-RDP84-00780R000600110002-4
number of marginal applicants under consideration (marginal both as to quali-
fications and motivation), we are effecting an increase in the probabilities
that cases put into full process will end up as EOD's.
5. It is only fair to point out, at this time, that the drastic curtail-
ment of our recruitment requirements in the past two months will cause a sharp
increase in cancellations. For a short period this will statistically obscure
the improvements we have made.
6. The Executive Director-Comptroller has made two informal suggestions:
a. "In order to put pressure on our components to be more selective
or certain, let's work out some penalties e.g. lower priorities, etc."
b. "In order to make sure applicants are really interested let's
direct the recruiters to be more insistent."
As to the first of these we do not believe penalties are necessary or desirable.
Our job is to recruit the manpower needed. To chastise an office by putting
low priorities on its requirements simply hurts the Agency. We believe the
easing of recruitment pressures, our efforts to get sharper definition of the
qualifications desired and required in candidates, the elimination of fishing
expedition practices in putting applicants into process, and insistence on
earlier decisions from employing offices will bring about the desired results.
7. With respect to being more "insistent" with regard to the real interest;
of an applicant, our recruiters are highly skilled in detecting the casually
interested applicant. More important, however, we have learned from experience
that we can demand no more assurance from the applicant than we are prepared to
offer the applicant. .In view of our interest in the personal as well as tech-
nical qualifications of an applicant and our need to postpone our decision
until after interviews, field investigation, medical examination, etc., we do
not believe we should go further than we presently do in requiring assurance
that the individual will heed our possible call to duty four months later. As
a matter of reality, the fact that so many persons are indeed willing to put
up with so much delay and uncertainty is proof of exceptionally high sincerity
with respect to the employment application.
8. In the January 1964 issue of Nation's Business, George S. Odiorne,
Director, Bureau of Industrial Relations, University of Michigan, had an
article titled "How To Get Men You Want." In part he stated, "You'll
typically interview about 150 students to find 15 you'd like to invite to
the office for interviews. Out of this you'll learn that 10 are worth making
an offer. Of this 10 you can count on hiring 5 to 7." The "invitation to
the office" in industry is comparable to initiation of security clearance and
invitee travel in CIA. Among professional applicants CIA enters on duty half
of all put into process and of our JOT's only a third. This compares quite
well with the 5 to 7 industry hires out of 15 invited to the office.
2
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9. In conclusion, we believe that highly satisfactory results will be
achieved from our present course of action with primary emphasis at this
time on those things inherent in paragraph 4 of our January report which
we quote:
"Our analysis suggests one point at which closer monitoring and a
hard-nosed approach might effect a saving--we should keep pressure
on the interested offices to make more frequent review of cases in
process to insure the conditions which existed at the initiations
were still working and to determine that, so far as could be known,
the applicant would still be wanted when cleared."
t MMULL D. MeLLUIS
\--Director of Personnel
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3
Approved
Approved
ffortAbitiMETM2/681L14:
CIA8RDRI1414/07EM4006
TO:
Colonel White
ROOM NO.
1 BUILDING
REMARKS:
Recommend your initials.
i I
+RT
FROM:
ROOM NO. BUILDING EXTENSION
For Release 002/08/14 : CIA-RDP8 -00780R000611
FORM NO .1141 REPLACES FORM 36-8
I FEB 55 4 WHICH MAY BE USED.
GPO 1957-0-499445
(47)
0110002-4
0110002-4
Approved For Release 2002/08/14: CIA-RDP84-00780R000600110002-4
JAN 1964
Director of Personnel
5 E 56 Headquarters
Please note Mr. Kirkpatrick's
comments on the attached routing slip. *
Will you please give Colonel White
your views on how the objective of
decreasing the number of cancellations
after full clearance may be accomplished.
VRA'
Executive Offic r to the
Deputy Director for Support
7 D 24 Headquarters
EO-DD/S:VRT:maq (27 Jan 64)
Distribution:
Orig D/Pers w/O of DD/S 64-0202 w/atts
- DD/S Subject w/ccy of DD/S 64-0202
1 - DD/S Chrono
DD/S 64-0202: Memo dtd 14 Jan 64 to ExDir-Compt fm D/Pers, subj: Applicant Cases Canc( lied
After Full Clearance
*Mr. Kirkpatrick's comments on routing slip ret'd to DD/S: "Red: In order to put pressure
on our components to be more selective or certain, let's work out some penalties, e.g. lowe:-
priorities, etc. In order to make sure applicants are really interested let's direct the
recruiters to be more insistent. s/LBK"
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`-)
Approved For Release 2002,iielitrAIIRDP84-007801B0200g11R022e.
a..
F I L X
MZMOW4DUIt FOit:
THROUGli
SUBJECT
REFEkt.LNCL Memorandum to Lacs
seiAl subject
iv* Virector oiler
tOtiPli Deputy Oirector ter Support A/-4 0 JAlq 19 4
: Applicant CA4144 411 d After Full Cleat-Ance
1. This roernoranduni is .(2.e.....011 pal
taiied analysis of the Octot)et apriacentsea ,44.ca .hich were the swojec
reference.
D/Pers. dtdl,"?.1: cb5.
Z. In the ten years 1,011,1 953 thz.ugi 1944. security was initiated Lin
36 795 cases and cancelled on Li, 344. On aii annual bails the ptrcentagc
of cases cancelled solnetlEne dt ring tie process not receseari1 after
field clearance--ran from 3!Je in 1353 to 54X in 1953. ')ver the ten year
period, the average was 4M. In the first eleven months ot 1963 tire
were 5.460 initiations ISM Zo dZi cancollationa - 3Z ;, (Tao A). It iaimp
taut to remember that t'cancelletiot:" includet. all reaso.t.s--volunt--1
well as droppiNg of interest 1.1 the initia.ting office.
3. The analysis of the October calpea was vacie in several wa..v:
total time each case was in proceste4 the tirve between field C1011711.1C4 anti
cancellation; the relationship oi reasen to ; and finally a detaited ca
by case analysis of those forty-odd cases which were 110 days or )iort:
from security initiation to caar,alat foci.
a. Tab B is a tabL cit the days in
(See Tab I) for percents
any pattern ap?ationt it
these cancelled 11 the applicant.
the 180 Otte Caaa a ahavit Si long and continuint
t part to get decisions from these applictut
ef
b. Tab 4 tablet el tin days in iirocess aftor clearaec ?
(Percentages in Tab Tat, conclusion we may draw 1,3r
is that auparonily the grantang of the clearanco prec1p1tat9-s
a decision on the pArt the appair.ant or the Agei.cy.
GROUP
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_
dtt.c11146.isr4lutiicnliaonna
25X1
Approved For Release 2002/K1EWRDP84-00780R000600110002-4
CT: Applicant Case. C:ancelleti After Fell Clearence
appUcazta tazcillcda weks4
eighteen were dtopped seven
were disapproved by Secax*y azid evez by Medical.
iferwever, it did take 38 pi1caxs nr tba ninety day s
to tied& not to eenee to meek for ue after we attempted
to eetablish ECID datas or, in the case of JOT'e, to set
final proceasing ich4 &lee. In Tab r are 110-M-4 typical
*samples of cases long del-eyed by the applicants.
looked at the case, cancelled by the originating
They were distributed ever n-Any offices with
encentratiem as tri was in Oa (4), 0-- et (3)
urity (3). Other than these there 15**1111 to
pazticular pattern by 4atfice. 1-Le reasons ler office
ellstion as wail oitpacted, re:we bettor c andidate
sow available ; peettionlilled from within; reorganisetie.i
eliminated position; poor im)ression .luring interview.
Tab .E contains capsule comments CM the reasons the
cases were cancelled by the offieee. (Only at are covered
as two of the 24 were unavailable at the time of this review.)
4. OUT analysis euggeste out pint at wch closir initorin.& and
a ha,rdenoes4 approach might effect a saviug we should keep preeiture
on the interested offices to make rt?re frequent review of cases ir
process to insure that the calendar's %4131ch existed at the initiatior were
still working and to 4eter:1.4*e that, so fey as could be known, the 'POI
cant would still be wanted when cleared. }fere note that we may decide
to let a case continue after the originating office loses interest when the
applicant ha e qualitientioas which nuev be worth eareeidering for another
office. Similarly, a JOT candidate view fails to me* the medical etanderde
may yet be pliceable elsewhere. V. WI this exception, we coackaik that
there is no effective attack tm the c?weelLetion problem ead that it but
a co* of doing business.
Attachments: A S
Distribution;
?rigApPrie-
. e *.'Veleige 20270
S si;A:i: op/ po
Litursett D. richola
rector of Personnel
PA-RDP84-00780RU) 1E 02-4r
v (10 Jan 64)
25X1
SSW .
dude fnra arten0
downgradiu ardecasaifla
d.
1,1411101?Itell=11.111.?..00.." OR%
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TAB
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Approved For Release 2002/0gcgit RDP84-00780R000600110002-4
Agency
Regular Civilian Applicants
Initiations, Cancellations, and Accessions
Calendar Years 1953 thru November 1963
Calendar
Year
initiations
Cancellations
Accessions
Number
%
1953
4504
2435
54
2644
1954
33591411
42
1658
1955
3965
1510
38
2428
1956
4410
2005
45
2334
1957
3932
2078
53
2268
1958
2849
1421
50
1506
1959
2889
1486
52
1482
1960
2411
1112
46
1961
3643
1722
47
185
1962
11.833
2185
45
2267
TOTAL
36795
17364
47
1963
5480
2828
52
2811
First 11 months
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-4-Az
61,11tur:t 1
:' :m*
.; ,10.11
SECRET
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TAB
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ApprovArtaraelitiraga %;.iliciatAdigliaignag000600110002-4
Reason, Number, and Days In Process After Date of Security Initiation
During the Month of October 1963
Elapse Time Between Date of Security Initiation and Data of Cancellation
CODE
REASON
Per
cent
Total
Less than
30 days
30-59
60-89
90-119
120-149
150-179
180-209
210-239
240-269
270-299
3008gOver
A
Aceopted Another Position
18.7
27
2
8
8
3
2
1
3
14.
2
1
2
1
1
To School
7.6
11
Returned
Did Not Reply To Correspond.
9.7
111.
1
3
3
2
1
11.
1
2
1
1
1
in Present Posit.
6.3
9
1
2
Will Remain
Wanted Higher Grade
0.7
1
1
2
14.
1
1
1
(General)
6.9
10
1
Not Interested
Declining Because of Family
0.7
3.
1
3.
1
1
To Be Msrried
2.1
3
Naw-14Ay Be Later
5.6
8
1
3.
14-
2
Uneven.
Overseas
-4
Did Not Want
in Wash., D.C.
0.7
1
1
Not Interested
Military Service
0.7
1
1
To Enter
No Longer Interested
16.7
24
14
6
5
2
2
1
Office
Security Disapproval
6.3
9
1
3
2
1
1
1
Background Disqualification
UP
4E.
0
Disapproval
8.3
12
14.
2
2
2
1
1
Medical
Panel Disapproval
1.410
Other (Specify in Remarks)
9.0
13
3
1
1
20
26
26
21
17 _
6
2
10
TZEP.AL
100.0
144
5
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? .1
P
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AppnnAniForReimphiers: laRimillEmpomoll0002-4
Regular ul
Reason, Number, and Days In Process After Issuance of Full Clearance
the Month of October 1963
CODE
REASON
,
-
Elapse Time Between Date of Full Clearance and Date of Cancellation
Per
cent
Total
Less thee
15 days
15-29
30-44
45-59
60-74
75-80
9o-lo
105-119
120-134
-135449
1506$0ver
A
Accepted Another Position
18.7
27
8
6
1
2
1
2
3
1
3
B
Returned To School
7.6
11
1
1
1
2
1
5
C
Did Not Reply To Correspondence
9.7
14
1
1
1
1
1
1
1
3
4
D
Will Remain in Present Position
6.3
9
2
1
2
1
1
2
E
Wanted Higher Grade
0.7
1
1
F
Not interested (General)
6.9
10
1
2
1
3
1
2
G
Declining Because of Family
0.7
1
1
H
To Be Married
2.1
3
1
1
1
I
Uneven. Nov-May Be Avail. Later
5.6
8
1
1
1
1
2
1
1
J
Did Not Want Overseas
-
-
K
Not Interested la Wash., D.C.
0.7
1
1
L
To Enter Military Service
0.7
1
1
14
Office No Longer Interested
16.7
24
5
6
T
1
1
1
1
2
N
Security Disapproval
6.3
9
1
5
1
1
1
0
Background Disqualification
-
-
Medical Disappraval
8.3
12
3
1
3
2
21
?
P
4
Panel Disapproval
-
-
R
Other (Specify in Remarks)
9.0
13
3
2
4
1
1
1
1
??
-
- TOTAL
100.0
144
23
22
,
21
10
7
14
11
7
2
8
19
SR
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TAB
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SECRET
Elapse Time Between Date of Security initiation
and Date of Cancellation of
Regular Civilian Applicants With Full Clearance
During October 1963
Days
No.
Total
144
100.0
xxx
Less than 30 days
30 - 59
6o = iv
90 - 119
120 - 149
150 - 179
180 - 209
210 - 239
24o - 269
270 - 299
300 and over
-
0-.0
0.0
5
3-5
3-5
20
13.9
17.4
26
18.1
35-5
26
18.0
53-5
21
14.6
68.1
17
11.8
79-9
11
7.6
87.5
6
4.2
91.7
2
1.4
93.1
10
6.9
100.0
Month Summary
Average Time to Cancel - 5 mos. and 6 days
Less than 90 days - 17.4 -
90 thru 179 days - 50.7
180 days and over - 31.9
SECRET
Elapse Time Between Date of Full Clearance
and Date of Cancellation of
Regular Civilian Applicants
During October 1963
Days
No.
%
Cum
Total
144
100.0
w ,
Less than 15 days
15- 29
30- 44
45 - 99
60- 74
75 - E9
90 - lo4
105 - 119
120 - 134
135 - 149
150 and over
23
16.0
16.0
22
15.3
31.3
21
14.6
45.9
,
lo
6.9
52.8
7
4.9
57-7
14
9-7
67.4
u
7.6
75.0
7
4.9
79-9
2
1.4
81.3
8
5-5
86.8
19
13.2
100.0
Month Summary
Average Time to Cancel
After Full Clearwww. - 2 mos. and 8 days
stss thaB943.4lys - 45.9%
90 days and over : 322.:4
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TAB
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FlggApproved For Release 200wmci _ 84-00780R000600110002-4
Reason for Cancellation by Office
On second interview, applicant seemed
less alert and unable to follow simple
directions or answer simple questions.
Office (NTIC) learned she had been
under observation by psychiatrists.
NO PHS in file. Interview by ORD
revealed lack of technical depth which
would preclude his use as research
programmer in life sciences.
Offered job as GSS-6, 8/13/63. Pr
telecon 9/20/63 he was no longer
interested. Apparently decided to
remain in Chicago. Note: original
indicated GS-9 would attract him. OCS
Interest cooled due to his failure to
respond to offer and his marginal
qualifications
TSD cancelled after interviews. Ceiling
restrictions made it clear that expe
expansion of staff would not take .
due to budgetary limitations.
TSD cancelled. Ne cannot bring him
on board, because his wife cannot go
overseas."
25X1
? LOG cancelled. Subject is beyar, age
and grade level for a trainee yet lacks
substantive experience in LOG field. 25X1
adds: Subject not
n eres e. because of family 25X1
separations.
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CONFIDENTIAL
OUP 1
Whiled tin Mantic,
ilopegradlo; ti
T.
8.
10.
11.
12.
13.
15.
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OTR cancelled because the vacancy
was filled from within by reassignment
from another office.
After interview, OS decided it had
better qualified candidates than
subject. His age (33) also against
him for trainee job.
OS decided it had better qualified
candidates than subject.
OS decided it had better qualified
candidates than subject.
OCR cancelled after all clearances
completed due to budget and ceiling
restrictions. Asked him to reapply in
March 1964 if still interested.
OCR no longer interested due to poor
impression made during interviews.
OCR was processing for Industrial
Register which was abolished. RID not
interested due weak college transcript.
JCIP cancelled after poor impressions
during interview and poor test results.
Marriage to French-American girl during
processing did not help chances for
placement outside JOTP, "Seems to
lack drive and purpose" per JOTP
interviewers. RID turned down because_
they had candidates with better college
records and test results.
OSI cancelled because of ceiling limita-
tions. No other offices interested due
to ceiling limitations.
2
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CONFIDST1AL
OUP 1
laclade
[ d fro Wreak
downgradtag and
dttlasallicatlea
16.
17.
18.
19.
20.
21.
22.
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OSI cancelled following interviews.
In view of ceiling restrictions, subject's
background is not strong enough to
warrant exception.
After interviewing him, OSI cancelled
because of ceiling restrictions. His
disinclination to accept a foreign
assignment hurt his chances with other
components.
OSI cancelled because of stricter
ceiling limitations. Candidate had
meanwhile received raise which increased
his asking price to GS-120 a level
where no other components were interested.
OCI cancelled following interview which ?
revealed his disinterest in Watch
Officer duties and spotty test evaluation.
He was not particularly interested in
the two jobs discussed by OCI and no
other jobs were available.
Medical Staff cancelled because, after
interviews, subject decided to accept
a residency in New York State in
preference to CIA offer.
Upon interviewing, Medical Staff felt
there were other candidates better
qualified for their positions than.
subject.
Cammo cancelled because of his failure
to meet technical qualifications when
tested. (Too slow in coding to meet
standard.
3
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CONFIDENTIAL
OOP 1
Iv:tided from Woman,
lowngradlog
tlaulticstIon
Approved For Release 2002/08/14: CIA-RDP84-00780R000600110002-4
TAB
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Approved For Release 2002/08/14:
Long-delayed Cases--180 Days or More After Clearance
Following are capsule comments about eleven cases which are typical
of those where action--or inaction--by the applicant delayed resolution but
in which ultimately the resolution was to cancel:
CASE 1. GS-08, FDD. Security was initiated 7 May 1963.
Clearance was granted 23 July and an EOD date was set for
30 September. The subject's employment was contingent
upon an M.A. degree and the EOD date was set by the subject's
choice. He then withdrew his application to "relocate from
Chicago to New York."
CASE 2. GS-12, OSI. Security initiated the 31st of January
1963. Clearance granted on 3 May with an EOD date of 21 May.
The subject held off giving us a reporting date. Finally, on the
8th of October, notified us he had returned to school and would
not be available until June 1964.
CASE 3. GS-05, RID. Security was initiated 8 April 1963.
Clearance granted 24 July. The applicant was polygraphed
on the 4th of September. On the 13th, he advised us he was
considering his own business venture and, if still interested,
would call us. We cancelled after he had not made up his mind
after 3 weeks further delay.
CASE 4. GS-07, JOT. Security was initiated on 22 December.
Clearance issued 13 March. We wrote him on the 27th of Febru-
ary and 24 April and received no reply to our correspondence so
the case was cancelled.
CASE 5. GS-07, Electronic Technician. Security initiated on
the 26th of March. Clearance granted 21 June. Subject requested
delay in setting EOD date and then decided to accept another position.
CASE 6. GS-07, Budget Assistant. Security was initiated
28 February. Clearance was granted 23 May. Pre-employment
interviews were finally scheduled for 13 and 14 August (pre-
employment interviews means medical and polygraph). On the
21st of August, the Medics effected a hold and correspondence
relative to the medical problem was sent on the 29th of August.
No answer was received until the 15th of October when the appli-
cant told us that he had decided to remain in his present job.
L
GROUP 1
Excluded from automatic
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CONFIDENTIAL
Approved For Release 2002/08/14: CIA-RDP84-00780R000600110002-4
CONFIDENTIAL
CASE 7. GS-07, Document Analyst for FDD. Security initiated
4 March 1963. Clearance granted 7 June. The applicant was in
the Army during the summer. Pre-employment interviews were
scheduled, therefore, for 10 and 11 October. After interview,
the office cancelled as no longer interested.
CASE 8. GS-11, Physical Scientist. Security initiated sometime
early in 1962, with the first clearance granted the 27th of June.
Reactivated and a second clearance granted 7 January 1963 and
again on the 14th of May. The applicant was originally considered
by TSD in 1962 but then notified them he would not be available
until January 1963. In January 1963, ORD took over the process-
ing. The subject was still not able to give an EOD date. Finally,
on the 21st of August because we had had no recent word from him,
we wrote and said we would cancel his application if we didn't
hear from him in the next 15 days.
CASE 9. GS-08, JOT. Security initiated 10 October 1962.
Clearance granted 5 December 1962. We could not locate him
for pre-employment tests until February. The medical clearance
was granted on the 25th of February. Again, we had difficulty
in locating him and finally on the 26th of September, told JOTP
he had another job.
CASE 10. GS-13, Medical Officer. Security was initiated on the
14th of February. Clearance granted 10 May 1963: Medical Staff
handled all the correspondence themselves and Personnel received
a cancellation on 18 September when the Medical Staff said the
subject?was not interested.
CASE 11. GS-09, Geographer. Security was initiated on 23 January
1963. Clearance granted on the 23th of March. The subject was
employed by another government agency but could not get a release
until our need for him had been satisfied. The office cancelled the
case.
CONFIDENTIAL
GROUP 1
Excluded from automatic
downgrading and
declassification.
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Approved
Approved
L e ease 2002/08/14:
THANSMIT FAL 1-..1t-
01*-RDP84-00780R0006
16 January 1964
TO:
Colonel White (via Mr. Lloyd)
ROOM NO.
BUILDING
\I
REMARKS: V
X
Reqo7mme ti your initials.
,
1111.T
V-1
FROM:
a Vectease (3302/0V/14 : CIA-RDP8466M40006
FORM NO
I FEB 55
REPLACES FORM 36-8
WHICH MAY BE USED.
"A' GPO :1957-0-439445
0110002-4
0110002-4
Approved For Release 200 /08/14 : CIA-RDP84-00780R000660-1-1)0&4-4/
:
tecruitaient and Select/
In the foltcaing pare4repl1a I
by which 4 JOT In brought into the
the sequence of action, review and
in the field through JOTI training
Component.
DD/S REGISTRY
? I L
10 August 1964
hole outlined the action procers
Agency. This summary covers
deciaion-Imaking from first contact
end assi3nrant to an operating
How JOT Cinad00100.4041414444
Candidates come to the Agency's attention in a number of wayt,
usually one of the following:
1. The Field Recruiter -Hooka them out in the collages nd
universities, business and professional aeganiastions, and it-
the military. The recruiter nay he assisted in his 'talent
ecout" efforts by local seeueintancea?placem.-nt offices, or
any other sources of informatiou and referral to which he how
accees in his territory.
2. Candidates write te,the Agency and are referred to the
appropriete recruiter in the area of residence,
3. Candidates uwalk-in at\the Office of pereonnel dowt
own office at 1016 - 16th Street in Weehihsten. If an
individual appears suitable, the Recruitment Branch Interviewer
there refers him to the JOT Office for preliminary interview.
If he appears worthy of further conmideration, the candidate
is given I000 forms to fill out and ie referred for follow-up
to the recruiter in his area of residence.
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-
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4. Candidates are referred by sponsors uho wish to
reeemmend them for employer& consideration. Through corre
or preliminary 11441171eWo arrangements are mode to give them
forme and put them in touch with the alpenpriete recruiter.
NOVeVer the first contact may come About, the following rules
apply:
15-catiot
a. Application forgo ate Oven only to candidates who. 0-:J
PrelimieerY interview, appear to warrant scrim, cousideratiuu.
b. As a first step, erreagements ore made to tet the
candidate and have him interviewed by a recruiter.
Plaid Recruite
forwards to
report of his interview.
I *rem(*) for ubleh the condi
select4op
The p1tct file comes from the Pie14 Recruitibr. via the Office
of Poriewee , to the JOT Office Whore it ie reviewed ITY three JOU
Oaf *Moore. The file includes PSC medical history, secrecy
alereemeet sad college transcript*. If the file 'Aoki premiting etd
teat results are favorable, action ie initiated to start the clearance
jk promo
and to bring the candidate to Wanhingtso for iAtervieWs
pro?employmeat medical asemitation. If the file is good but tett
revolts are not yet imitable, the cletrmnce process is started tut
further settee is held pending receipt of tear results. If the file
oadlow test eevaite are meek eed there are 130 strong eompensating
factors, the seamtidates application is rejected by JOU and is seat
back to the Office of Personnel for disposition.
Every rejection ie reviewed by chief, JOT, and by Chief,
lovreomel Oporetteme Division, OP.
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J
Approved For Release 2002
The SecTut Ste 841tetclli
The candidate invited to Waebtojtcn goes first to the NedLci
cc for the laboratory phase of his examiaatiOn. Be then repeets
he Jur Office and is interviewed in depth by at least three elite ra.
Zech interviewing officer makes independent *easements and records
his impressions. Difference* in opinion are reviewed in group dis-
mission and a preliminary decision in made, 4 decision in which Chief,
JOT? participates. If an outside opinion is needed at this stage on any
are, arrangements are made to obtain it; e.g., a member of the AU
Staff may interview the candidate; if a professional specialty or
techuical qualification ie involved which requires expert evaluateen, a
representative of the functional are concerned with the apeciaite is
invited to participate; etc. After completing this interviewing pro-
cedure, the cendidete returns to tae Medical Office for physical and
peythiatric examination*. At this stage, if all goes well, two deter-
minations are made: the first is to continue processing; the seeend,
e judgment au to the Directorate for which the candidate
appears 1Ot qualified.
,
004:: PIA-MP84-00780R000600110002-4
pOZ Of the seven officere involved in the Se
process, only one has tot aervee a tour overseas in the anees-
tine Services. Two are veteran DD/P careerists, Geel5; a third,
thengbeane0Te careeriet, has heel three oversee" Ins tours in
both operational and training cepacitiee, plus a good deal TDY
travel; three have served at least one PCS tour overseas in
addition to several years of mubetantial Readquarters experie
A1131# lictR Ark sir1V0P,'
The Medical report on the candidate uaually reaches the
Office bout ten days after the examination. If it is disqua
the candidate's file is returned to the Office of Personnel mnrkse
"Re ct on basis of medical report." If "full clear-
ice is (reeulred for .70T'4, the ease is egsin reviewed ty
Jen officers and the temperary act Us which initiated the clearaoce
process is confirmed as a permanent 44tion by the Director of Treieing.
Tho Office of personnel thee Wools the candidate that he has been
"tentatively selected" at a specific grade andimiary. subject to com-
pletion of processing.
3
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Approved For Release 2002/08/14:: 0A-RDP84-00780R000600110002-4
e of Security i stigatin has been completed,
the candidatery be brought in for ygraphiug. JOT, officers
again review the file. If all appeari favorable at this stage tile
candidate is invited to Waahington for polygraph examination. Upon
completion of this step he goes to the Centre' Cover Staff for inter-
view. When the polygraph office notifies CCS that the cendidate is
sUalified, he is given 4 general cover briefing
and then reports to the JOT Office. The JOTS Personnel Officer *Leo
is notified by the Office of Security of the result cf the cendidate's
polygraph examination. If fully cleated - *a Le usually the case - the
candidate is then offered eeploymeat sg_f trainel, and a date is oet
for entrance on duty.
Al] JOT's receive the ewe instruct on during the initial Recd-
quarters phase of the formal training, a period of about nine weer ,e.
Suring this period traineee are observed by JOTP officers and by
instructors drawn from all major components of the Agency. They
are given three general exeminntions on sUbject matter. It is also
during this period that most of the complete ME assessment reports
become available (see glim below). Thus, while the
trainee is learniog mate and more about the agency and Lntelligenee
functions, we - collectively ? are lesrning more and more about ae
trainees. Toward the end of this early training period the sum trite'
of information on each trainee is reviewed and assignments are marls
to either OPC or OC. Among those going into the Ott the eventual
area of assignment is usually DD/I, LOIS, or DO/SIM; those taking
the OC are preenmed to be beaded toward the DUP. All decisions
are tentative in that they must be validated by anbsequent perforsance
and evaluation.
gm The tests taken by each candidate as a first step Ln
processing constitute the most comprehensive measure of
abilities, interests and eptitudes now in use by any Govern-
ment agency. These tests are interpreted by MI and are
reported to the JOT? Stat as numerics' scores plus a sum-
mary evaluation and recommends-Um. These test results
*re alum a factor in every selection decision. As a practi-
cal matter, the Alit Staff is tot able to provide full two-ds)
assessments on every candidate prior to *election, but does
4
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Approved For Release 2002/08/14: CIA-RDP84-00780R000600110002-4
omplete diem all while the Trainees are in the early formal
training phase, usually during the first fewmee-km. Thus full
asseesment reports are available and are considered before
on-the-job placement occurs.
d he
Upon cnpLetion of the OFC. Trainees return to Headquarters
for eight to ten weeks of additional training appropriate to their
areas of a
ing
intensive
it, Thole in the 00 reweive eighteen weeks of trin-
Xii both the OPC mod OC treineee are evaluated
OFC Trainees, by the instructors and JOTP officers; ad
OC Trainee by a large staff of instructors who are all DD/P experi-
enced and mostly DD/10 careerists working with JOTP officers.
Cemprehensive reports are prepared on each Trainee's performance,
which are an important factor in determining the onothe-job trete nz
attachments which follow formal training. Upon completion of formal
training the JOT? Staff meets with representatives of each Directorate,
and the qualificetions and performance reeords of Trainees are reviewed
and matched against current job requirements.
Ii
A
e-job training assignments are proposed
a
ase, the JOT? Stat receiiea periodic progress!
performance reports from Trainees and their supervisors. Thus the
appropriateness of each assignment1 as well as the quality of the
Trainee, performance, are under regular review. If any change Ct
assignment or other corrective action appears necessary, it is effected
at once.
nded
Upon satisfactory completion h on-the-job
trial performance, and agreement between the P Staff and the
operating component concerned that the Trainee is properly placed and
Imams to be headed in the right career direction, the Trainee is
proposed by the JOT Office for official transfer to the T/0 of tho
operating component. This is the rcey and culminating decision of the
entire process described above. The decision to accept or reject phY
Trainee rests with the head of the Office, Division, or Staff concerned.
25X1
1
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STAT Approved For Release 2002/08/14: CIA-RDP84-00780R000600110002-4
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CONFIDENTIAL
T R
Approved For Release 2002/08/14: CIA-RDP84-00780ROOOM ,
DL s
PILE ,-e1a-rsc-At Lz-e..
1 2 AUG 1964
MEWIKAlsirEhl POI: Absolutes/ Cuputy
Director of Persozael
Director of Trikial4
1.
As result of a discuss/0e I had with
h..ust, I should like further =guide/ stioi sine to vv:
ties*:
os At ,-
ral got s
a. What cheeses. If soy, do vie Ateeil to oak* is our prt/ceduzus ,;(.)
penult the Deputy Director far Mite loiMby * *trostor relit In Ow re
crultaeat sad selectioss4 OT a WIDdi oveatually be iestomed to tb
ChuulestIa. SerrIciestis The onsetple *auto. of :OUTS.) &P-PI Y to the
other Deputy Directorates as well.
b. What elksages, if soy, Ls 42#01 eat proesdures are twig/red in
order to provide for 4reate: porticipstios Toy tle Clandesthe Services
Ls the trabileg of its *facers? Here siabo the prior:101e would apply It-
the other Deputy Direaterstes. So, Rs Mow,* aitOt be gives to the as
tablisitsueat of a DO/13 Traichin Iber4 csok,itokKii of three D13'1) offiels_-s
and the Director sad 1)spery IC4 rector or Ti-ale.
2. 1 piss to comae an WO nal 41 It **dug shortly after 15 :ie./umber
diecuss these items. I should Lit..e the letiewhuz pee:A* to sive matetutt
to them sad to participate is the istretia4: tiareett
Echols, Matt Baird.
Stud
K. White
ieplay lArect 3 r
Ir 3upport
cc: C/OPSUR
IMP/TAO
DD/S:LKW :jrf
Distribution:
0 - ADD/P
1 7 ea following adse
DD/S subject
1 - DD/S chrono
Approved For Release 2002/08/14: CIA-RDP84-00780R00060011000 -
Excladed from automatic
rirrergPrMirl trantraatig ant
25X1
25X1
25X1