MODUS OPERANDI ON THE COLLEGE CAMPUS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP92-00455R000200100010-2
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 9
• Document Creation Date: December 12, 2016
• Document Release Date: January 29, 2002
• Sequence Number: 10
• Publication Date: March 10, 1970
• Content Type: MF

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10 March 1970
MEMORANDUM FOR: All Professional Recruiters
(FY '70-27)
SUBJECT Modus Operandi on the College Campus
1. We have virtually completed the formal schedule
for the 1969-70 academic recruitment year. With the
exception of a few minor incidents we were able to main-
tain a low profile and there were no major confrontatiDns
with campus radicals that generated publicity worthy of
wire service attention. At the same time we developed a
full array of some of the finest applicant cases ever
presented. The year has been a success, and you have done
it "quietly". Now, with the prospect of somewhat fewer
requirements to be levied on us over the next 18 month},
the time has come when we no longer need nor can we co:.tirtuL,
to justify publicized campus recruitment dates.
2. By 1 July 1970, please forward to this office
your academic recruitment schedule for the 1970-71 season.
Dates should be listed for each of your major college and
university sources. Those dates will be an indication of
time that you intend to devote to those particular sou-ces.
You may or may not plan to be physically present on those
campuses. Indicate clearly whether you plan to go on
campus or will exploit the campus by other arrangement:;;
OER, OSI, et al, need to know for their own planning
purposes.
3. Exploiting a campus, arranging for good studEnts
in the right fields to learn of the Agency and its employ-
ment offerings - without fanfare - is no easy task, but
you have demonstrated that it can be done. Here are a
few suggestions which you may find useful, most of which
have been employed successfully by one or more recruiters:
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a. Agree with the Placement Director on
dates when you will visit the campus
but agree also that those dates will
not he publ si hed; [This is a delicate
matter and many Placement Directors
may refuse this approach. They could
be accused by the radicals of collusion
with the Agency. We discussed this
matter with a group of visiting Placement
Directors (one of whom was President of
the College Placement Council).
Unanimously they agreed that they would
not cooperate in such an approach though
TTie'y acknowledged that some Placement
Directors would.]
Agree with the Placement Director on dales
when you will be in the vicinity of his
campus, again with the understanding thEt
those dates will not be published.
b. Place a small advertisement in the campi.s
paper three to four weeks prior to your
dates inviting students in selected fields
to send you a resume (preferably our 231-S5,
which should be available in the Placement
Office). :Reject the marginal and visit
the campus (or vicinity) to see only these
you really waat to see (just think, n I-S,
2:2, Sociology majors on your schedule!) -
(See Attachment 1).
co Correspond with (better yet, visit with)
Department Chairmen and important professors.
Describe for them the interest the Agency
has in their discipline and invite them to
refer able students. Better yet, ask them
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to provide lists of students, particularly
graduate students, whom you may contact
directly by letter. (See Attachment II).
d. If the Placement Director is willing,
review the resumes of students already
registered with the Placement Office and
contact the interesting ones directly
(Shades of 1950-53 when this technique
was our principal approach).
e. Make sure your Placement Directors under-
stand why we are taking this tack. Mary
will not :like it, but many of them will
be sympathetic, and I think they all
realize we can operate without them.
4. This is not the end of campus recruitment, rut a
shift away from the scheduled, publicized campus recruitment
visit to a more selective, controllable procedure. It is
recognized that conditions will vary in your respective
territories and you may have other approaches in mind.
Also your relationships with certain campuses may be such
that you will wish to continue "business as usual".
Presumably these would be campuses (if any still exist)
that have no radical element. If you choose to contirue
"business as usual" on such campuses, we expect you _c
provide us in writing your rationale for each such canLpus.
C ief, Recruitment Division
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E T E ~ GE POFESSfi
Rewarding Careers with the Central Intelligence Agency
FIELDS OF PARTICULAR INTEREST TO CIA
CARTOGRAPHY
EARTH SCIENCE
ECONOMICS
ELECTRONIC ENGINEERING
FOREIGN AREA STUDIES
GEOGRAPHY
GRAPHIC ARTS
T ANGUAGES (Oriental and Slavic)
LIBRARY SCIENCE
MATHEMATICS (Computer Science)
PHYSICS
PSYCHOLOGY (PhD only)
All positions are in the Washington, D.C. Area; some offer opportunities for Foreign Travel
U. S. Citizenship is required
Int rest d ')
en,-or and uradu:te student3 complet;in work
L'-ay o+ta:Ln aaditiona i information
,,and a preaddressed resume form at the Placement Office.
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kif%
" A E ? E
s
WASHINGTON, D.C. 20505
MISSION
The primary goal of the national intelligence
effort is to provide the facts and estimates which
are needed in the formulation of national security
policy and action. This involves continuous re-
view of overseas trends and developments which
have a bearing on the security interests of the
United States.The work encompasses a variety
of talents and many areas of knowledge; its
importance places a heavy premium upon the
character and abilities of those who engage in
it.
CAREER OPPORTUNITIES
Virtually all divisions of the social ind
physical sciences and virtually all field-3 Of
technology are used within the Ap~ncy. T lore
is no intellectual discipline and few skills which
are not continually needed. CIA emf;loys c allege
graduates and graduate students in economnies,
economic history, and, international trade to
help in its study of developments in foreign
economies and foreign economic systems which
have an effect upon the security of the ltt iced
States.
The Central Intelligence Agency needs able
young men and women who are interested in
having a part in this vital mission. If you want
to serve your country in this challenging pro-
fession, you will find in CIA excellent oppor-
tunities for a worthwhile and rewarding career.
PROFESSIONAL ENVIRONMENT : A career
in CIA attracts many college seniors, but it
is largely to the graduate schools that the Agency
is looking today for mature students equipped
for extensive training in intelligence fields. A
high percentage of the CIA organization is made
up of men and women who have obtained master's
degrees and many have their doctorates. More
than 500 colleges, universities, and graduate
schools have contributed to the present staff
of CIA. Approved For Release 2002/05/07
The Agency requires students of political
science, international relations, history, ind
area studies who can immerse themselves in
developments abroad. It is necess try to ce up
to the minute on developments in phyE;i:cs,
chemistry, electronics. Foreign propagfitda
must be judged in the light of truth;- that cannot
be hidden from diligent researchers. The w rld-
wide search for truth often involves men and
women trained in biology, geology, :>ngineering,
cartography, agriculture, even forestry, i d-
ministration of the Central Intellig=nce Age icy
requires administrators, secretaries, Librari-
ans, computer programmers, personnel rnina-
gers, medical officers, communication engi-
neers and experts in auditing, budgeting, supply,
r
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CAREER DEVELOPMENT Appointments to the Career Training Pro-
The Central Intelligence Agency needs men
and women who want to devote their lives to
its work. A career candidate should be strongly
motivated by a desire to participate as a citizen
in a public service vital to the security of the
United States and the peace of the world.
The broad areas of activity into which en-
tering candidates will find themselves drawn
include Administration, Research, and Scientific
and Technical Developments. When appointed,
each employee is assigned to a Career Service
which includes the field of vocational interest
in which he is most likely to develop and ad-
vance his career. Each Career Service is ad-
ministered by a board of senior officials who
make decisions affecting promotion, assignment,
training and other career development actions
for each member of the service. Board decisions
are based on demonstrated performance, es-
timates of potential, the needs of the Agency,
and the individual's stated preferences.
Promotions are competitive within each
career field and are based upon a careful
review of all aspects of performance.
CIA has a Career Training Program which
is directed toward graduate students and college
seniors who (in the case of men) have completed
their military service; and young graduates who
are employeed in other fields but who want to
build new careers in intelligence. It prepares
qualified candidates for lifetime professional
careers in intelligence. It provides for one or
two year periods of basic training and controlled,
on-the-job, assignments before permanent
transfer into one of the Career Services.
CO T ,C" I ST'RUCTION
rite
Central retell gen ; n r
mice cif Personnel ;
gram are based on a candidate's general in-
telligence, academic record, leadership po-
tential, physical and emotional fitness, and
aptitude for foreign language studies. A can-
didate has a better chance for selection if he
is enrolled in graduate study and has traveled
abroad.
A candidate who is not appointed to the Career
Training Program initially may apply for ap-
pointment after he has accumulated on-the-job
seasoning. Such employees, in fact, make up
a significant part of each new Career Training
class.
Overseas tours for either brief or extended
periods are essential in some career fields.
On-the-job and formal training of employees
throughout the early and mid-career stages is
given special attention. The CIA is an excellent
training ground. It has an exceptionally fine
laboratory for foreign language instruction--
on or off the job. Professional training is given
not only within the CIA but also at other Govern-
ment training establishments and at private
academic institutions. Two universities in the
Washington, D. C. area conduct evening pro-
grams of graduate and undergraduate study at
CIA Headquarters classrooms, and other uni-
versities also cooperate with the CIA in its
training programs.
CIA employees enjoy the benefits and privi-
leges of federal employment, such as member-
ship in a retirement system, liberal vacation
and sick leave, and eligibility to participate in
contributory life and health insurance programs.
Salaries depend on education, employment ex-
perience, and the nature of the assignment for
which the candidate is selected and trained.
Salaries follow the Civil Service scale.
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INTELLIGENCE:.
AGENCY
It is the responsibility of the Central Intelligence Agency of the United States to collect, digest, ciliate, any t interpret
the vast amount of intelligence information from all over the world which senior officials of the Go-ernrien.; must have
in order to make the decisions required of them in maintaining our national security.
EMPLOYMENT FIELDS OF PARTICULAR INTEREST TO ('1118-
Chemistry
Engineering (EE, ME, AE)
Physics
Mathematics
Computer Programming
Systems Analysis
Cartography
Geography
Geology
Economics
Economic Geography
International Trade
Accounting
Business Administration
Public Administration
Library Science
English
Foreign Area Studies
History
International Relations
Journalism
Law
Political Science
Psychology (PhD)
Stenographer/Typist
Communications
Electronics
Some Typical Duties
Research, design, and development of technical devices, equipment and sys-
tems in support of intelligence, or analysis and evaluation of t:h? perform-
ance capabilities of foreign devices, equipment, and systems.
Computer application in support of scientific and technical it t ? l i rence, or
mathematical application to photogrammetry.
Research and analysis of the physical and cultural aspects of forei:gin areas, or
research and compilation of data leading to the preparation oi' special sub-
ject maps; analysis and interpretation of photography of iratellige value.
Collection, research, and measurement of aggregative economic perform-
ance, or sector performance, of foreign economics.
Administrative management and support of world-Ride i rd F iligence
activities.
Reference, acquisition, cataloging; maintenance of a vast collect.0 i of for-
eign and domestic publications and documents in support of int,41igence
research.
Collection, evaluation. research, and analysis of the politic