A REVIEW OF THE JUNIOR OFFICER TRAINING PROGRAM (INTERNAL) AS OF 31 DECEMBER 1961

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-03578A000500010004-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 8
• Document Creation Date: December 12, 2016
• Document Release Date: April 30, 2002
• Sequence Number: 4
• Publication Date: March 30, 1962
• Content Type: MF

S E C R E T
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3 0 MAR 1962
' QUM FOR: Director of Personnel
ACT : A Review of the junior officer Training of 31 December 1961 program (Internal)
1. Periodically this staff has been
gtheadr`inputtas
ua , fpr*gression and attrition of alll trainees currently and review of
of, the Junior officer in, and ELU
in this review that "or offs n8 program' This is the first time
time
for this " mss, i.e., on-duty personnel se cted
le
"~ Program, have been compared with or, analyzed separately from
the ,Junior. Oft fi eerrc s'i~ P am specifically hired by the Agency for
2? The "Internal" junior officer
the Office of Pew It was establish in the Off vice" original under
Agency Regulation dated 1.4 J the Office of Personnel by
7t]
Development Program The CIA ' 1956 and titled "The Junior Career
26 July 1956 transferred this Career Council at its thirty-first meeting on
of the Office of sfe Program to the Junior Officer Training Pro
Trai
1956 b Aeggulation "JU Officer ~rescinded "on The Aemplo ees
t
in the Amlor Career Development Program were official] yt,r d fro s
the Office of Personnel to the Office of Training in October of 1956 from
3. Since its inception fifty-two on-dut
for the "Internal" JOT program. Y employees have been selected
are still with the Agency. T Thirty of the thirty-two that have graduated
small attrition rate is evldemca~~tes have resigned. This remarkably
who Were selected into and c ' motivation of the employees
graduated from this program.
Thirteen on-duty selected employees are currently in the program -
going training, from the IM/P, four from the DD/I and three from underthe
/S- Two Of Candidate 'teen are at the present time participating
School, part of the Junior Offic rog ra the
its beginning in 1956 five "Internal" trainees resi while in the Since
This attrition rate is low in consideration of the time the Program has ~ .
been in operation. (Tab A-1). Almo the W/I mast half, qty-five, of the "Internal" JO!
!s from
were ere" approximately one-quarry selected
from the W/P and one-quarter., fin " from the W/8thirteen.. b+eA-selected
contrast with the large number of ZD1 I on-duty . (Tab A-1). in
as Inter" JOT. only one graduate of this p ogramInn rrent for aced to
the Dal/I; wheress twenty-three are assigned to the P currently as hegned to
(Tabs A-2 and A-3). ED/ and P to the I~-/S.
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5. An Age and Grade Comparison of "Interns!' and "External" trainees
and graduates of the Junior Officer Training Program shows the following:
Average Age
Average Grade
Internal
External
Internal
External
A.
Trainees
Currently in
29.3
27.3
8.6
8.1
B.
JOT Program
Tab B-1
Graduates-
Total
33.6
31.1
11.4
10.8
C.
Tab B-2
Graduates-
CSCS
33.8
30.8
11.0
10.5
D.
Tab B-3
Graduates-
support
33.2
33.5
12.3
12.0
E.
Tab B-4
Graduates-
DD/I
32.0*
32.4
13.0*
11.9
Tab B-5
* There is only one "Internal" graduate assigned to the
DD/I Career Services.
Evident from the above, the "Internal" trainee and graduate is generally
from two to three years older than those externally recruited and has an
average grade generally one-half a grade higher.
6. A comparative analysis of progression of the "Internal" and "External"
graduate JOTS (Tab C-1) reveals that the first class (1956) "Internal" trainees
selected for this program had a much higher average grade, 68.11, at time of
entrance than any succeeding class. Since that time the average grade for
succeeding classes has decreased to generally grade GS-09. The average grade
at entrance in the program for "External" recruits has generally been at
grade G8-07. The prgression of Internal and External JOTS has been at about
the same rate. Tye 1956 Internal Class causes a distortion in overall statist-
ical analyses of any of these groups because of its considerably bier average
entrance grade. Rovever, the progression of the 1956 class is considered to
be in line with that of other Internal or External classes.
While the entrance grade of the Internal on-duty selected trainee is
generally slightly higher than that of his externally recruited counterpart
it has been the policy of the JOTP for the past few years to have Internal
trainees graduate from the program as close as possible to the grade of the
overall class. This obviously lengthens out the time in grade of the internal
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trainee at the lower middle grades while in the JOTP. This policy is
dictated to a large extent by the grade at which the receiving career
service can assimilitate the trainee upon graduation. This is in terns
of the individual's qualifications in relation to those of other JOT
graduates and Junior Professional Personnel of the receiving career
service.
TO C-2 presents an analysis of the progression of the "Internal"
and "Etcterml" JOTP graduates assigned to the Clandestine Services. This
analysis clearly indicates that overall the "Internal" on-duty selected
JOT is progressing at the rate of, or in excess of, the ateofnt the
JOTs r-
nally recruited JOT. Twenty-three of the thirty graduate
are assigned to the Clandestine Services. Six are assigned to the Career
Services of the DD/S and one to the DD/I. Their progression distributions
by class are presented in Tabs C-2 andC-3. While ~ the =/S and the W/I
Internal trainees appear to be progressing along
and External trainees, they are too few and scattered to permit significant
evaluation.
7. Tab D is a listing of the names of the fifty-two people who have
been selected for the internal Junior officer Training Program, including:
their organizational location, position title and grade at time of selection;
the current organisational location, position title and grade if graduated;
and information regarding those selectees who resigned as a trainee or
graduate.
The "Internal" trainees when selected were occupying thirty-three
separate types of positions. A wide variety considering the fact that
the total number of selectees was only fifty-two. The thirty Internal
graduates are assigned to seven different position categories.
The majority of the DD/F selectees were Intelligence Analysts and
Intelligence Assistants, or Administrative officers or Administrative
Assistants; the 'DD/I personnel were either Intelligence Officers or
Analysts; half of the 1'/S selectees were in various types of Security
positions. A summary is presented for each major directorate.
8. The chart below shows the number of "Internal" and ">h e? a1"
JOTP recruits and their average grade for calendar years 1960 and
1960
Internal
Iftaber
verage MFM
8.9
7.3
9
10
- External
7.0
7.4
1961*
85
65
e includes six Internals who entered on
four entered week
duty
Januesy 1962. The average grade of the in calendar year 1961 was 7.0.
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From the above it is evident that the number of Internal on-duty JOT
recruits is maintained at a rather low level in terms of number of selections;
and, also, the average grade of selectees is on a decreasing trend.
9A. The Agency regulatory framework for the Junior Of ieer Training
Program,, both "Internal" and "External", is contained in HR "Juunior
Officer Training Program". The following excerpts from this re tion
are concerned with the "Internal" part of this program.
a, Policy (2) -
"To be eligible for the JOTP, a candidate must have a
college education or, in the case of on-duty personnel,
its equivalent in experience. On-duty personnel are
encouraged to make application for the program. The
candidate must also be qualified to undertake assignments
of any degree of sensitivity and to medically be qualified
for full duty/general. Junior Officer Trainees (JOTs)
will be brought into the program at GO grades cc curate
with their educational background and experience but normally
not to exceed GS-12."
a, Policy (3) -
"The JO?P will normally extend over a period of two to
three years. During this period the externally recruited
JOT will have a "ST" service designation. Bwever, JOTS
selected from on-duty personnel may retain their service
designation. Opportunity for promotion for those in the
program will be provided in accordance with Agency regulations."
a, Policy (4) -
not necessarily be in the office of origin."
".... Placement of JOTS selected from on-duty personnel will
(b) Assist the Director of Training in identifying qualified
JOT candidates from among on-duty Agency personnel-
b. Responsibilities (3) Director of Personnel ahaJ-1:
b, Responsibilities (4) Deputy Directors shall:
Identify and make available for the JOTP on-duty Agency
personnel of high career potential.
(d) Nominate a representative to serve on an advisory panel
which will assist the Director of Training in the selection
of on-duty candidates for the JOTP."
(a)
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rom the above it is evident that in Agency policy as reflected
in ::M it was contemplated that "Internal" trainees would be selected
at a the range between GS-05 and GS-12. It is believed that the
enzxual. intake of the program would be in excess of ten. For the most
part on-duty personnel seek consideration for entrance in the program
through their own efforts. There is little in the way of organized screen-
ing of on-duty personnel either from an organizational or career service
standpoint for the Internal Junior Officer Training Program.
10. From the above analysis it is believed it can be concluded that:
A. The attrition rates of the personnel selected into the
"Internal" JOT Program have been low. This is particularly
true of graduates of the program.
B. The "Internal" JOTP has served as a meobani se by which
the careers of highly qualified Junior on-duty personnel
can be orderly re-oriented. This occurs after a period of
time on duty, when interest and motivation can be more
clearly ascertained.
C. The "Internal" JOT program closely parallels the "External"
program in that the grades of on-duty personnel being selected
are at about 0B-A7. This grade is generally the entrance grade
for Junior Professional Personnel in the Agency JOTP or in
Junior Professional Programs in other Federal Agencies.
D. The progression of the "Internal" and "External" Junior Officer
Trainee after graduation has been at about the sane pace.
E. The particular position hold at time of selection for the
"Internal" JOTP is of little significance.
F. "Internal" trainees after graduation have generally been
placed in the position basic to the major directorate of
assignment such as, Area operations Officer, Administrative
Officer or Intelligence Officer.
G. the full potential of the Internal Junior Officer Training
Program is not being utilized in terms of numbers of selectees
in the authorized grade range for this program.
H. The input of Internal JOTS has remained at about ten during
the five years of its existence. The average entrance grade
has constantly decreased.
That the Personnel Development Board survey the Agency's requirements
for training program for on-duty personnel in terms of :
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(1) The extent to which the "Internal" JOTP meets this need
from the standpoint of the number of on-duty personnel
selected annually.
(2) Steps to be taken to increase the number of personnel
available for consideration for this program if current
needs are not being met.
(3) Whether the Internal JO'1'P should be restricted to Junior
personnel at the professional. entrance level, i.e.,
GS-07/09
(4) The adequacy of the grade range of "Internal" J( selected
in terms of the on-duty personnel training requirements.
(5) The need for a similar type program for on-duty personnel
at the intermediate grades either apart from or a part of
the JOTP.
25X1A
Acting Chief, Plans Staff
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