ASSESSMENT STAFF OPERATIONS

• Document Type: FOIA
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 02294434
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 11
• Document Creation Date: July 13, 2023
• Document Release Date: August 18, 2022
• Case Number: F-2021-00970
• Publication Date: October 5, 1950

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October 1950
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1. Dering the pest few weeks considerable time has been spent AA/
iff ep4..1dleti/k710
by Chief, TRD with the Chief of the Assessment Staff in discussing
the present assessment sitaation, future needs and related problems.
Additional discussions have been conducted with Chiefs, Staff II and
III/OPC, EXO/OSO and members of the Management Staff, CIA in order te
obtain their views of assessment and to ascertain the requirements
upon which to the future development of this staff. The purpose
of this paper is to present a clear and concise picture of the Assese-
ment Staff, whet it is doing, its organization, its requirements and
capabilities, and finally to provide recommendations for its future
organization and operations. It is felt that this may be best accom-
plished by first answering a series of questions which might logically
be asked by anyone interested in this program. These are as follows:
A. WHAT IS THE PURPOSE OF ASSESSMENT? - This may be best
answered by a statement of the mission of the Assessment Staff
as visualized by the chief of that staff.
"The purpose of assessment in CIA is to provide
operating officials of OSO and OPC with psychological
information so that they can decide: (a) whether the
candidate should be employed and if so, in what cepacity,
and (b) in the case of a person already employed, whether
he can be better placed or utilized. Assessment is the
analysis of a person's abilities by means of psychometric
tests, situetion tests, and interviews. In the assessment
of an individual, the psychologist analyzes his intelli-
gence, interests, aptitudes, motivations, social skills,
temperament, and other factors related to job success."
B. 17.HAT TYPES OF ASSESSMEK DOES THIS STAFF CONDUCT? - At
the present time the Assessment Staff is capable of conducting
the following types of assessment:
(1) Intensive - requires two full days and involves
nutting the candidate through a series of written and oral
tests, situation tests, problems and interviews. The tests,
situations and problems utilized in analyzing the individual
are determined by his proposed assignment and based upon the
specific requirements outlined in the assessment request form
prepared by the requesting division. Upon the comlletion of
the assessk.ent a. detailed report is prepared showing the
individual's test results and a compilation of his traits
end character as analyzed by the psychologists participatiag
in the assessment.
(2) Covert - this likewise is an intensive type of
a:36essment similar to that outlined above except that it
ie a covert operation conducted in a safe house inetaiiator.
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(3) Screening - this requires cne day and involves a
series of selected standard tests. In the conduct of theee
tests if the conduetirg official notices any psychological
deviations in the candidate, he will call upon one of the
senior psycholcgists to interview the individual. Upon t e
completion of the tests one of the senior psychologists
analyzes the scores made by each individual and a brief re-
port is submitted.
C. MAT OTHLR TYPES OF ASSESSMENT COULD BE CONDUCTED? - It
is felt that there are two additional types of assessment which
the Assessment Staff should be capable of conducting but which
do not fall within their present capabilities. These are:
(1) Paramilitary assessment - this is an intensive
assessment program for personnel engaged in the paramilitery
type of activity, resistance activities, sabotage, etc. it.
would include intensive assessment and would further involve
observation of the individual while running individual. .and
group problems in the field. In general terms, it would pro-
vide material. upon which to predict an individual' e reaction
to a given situation while in the conduct of actual field
operations. This type of assessment would require a rela-
tively large area and would be of approximately three to four
days' duration,
(2) Operational assessment - so called for lack of a
better name. Actually it amounts to the assessment of
potential agent candidates (and staff perscnnel if required)
in the field or in foreign areas. The eesessment rceld very
according to the candidate, that is, in some cases it might
take the form of intensive while in others paramilitary or
the screening veriety.
D. 7T:U.T PEHEON3 ARE ASESSED? - This varies considerablz,
according to the requesting office or division as follows:
(1) OSO - requests aseessment for a few selecteC
cases prior to employment or reassignment.
1 h
(2) OFC - preemployment assessment is required for
all personnel grade 05-12 and above. If e person has
not been assessed, it must be done prior to promotion or
to entry into operations. In addition maladjustment or
malassignment cases are likewise assessed.
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(3) TRD assessrent prier to employment, for
strecters and key staff personnel.
_a
E. rHAT CAN BE SAID OE THE ASSESSMENT STANDARDS? - The
Chief of the Assessment Staff has established comparatively
high standards for all personnel to be assessed. Only acel
half of the people assessed come up to the standards established
for the Central Intelligence Agency, and specifically CSO and
OPC. Thus, there is a. rejection ratio of apprcximately. one to
one. The Chief of the Assessment Staff is deeirous of maintaining
high standards and it is believed advantageoee to the Agency telet
this be done. The rejection ratio, however, could and...,tromft-be
reduced by more careful selection and weeding out by the offices
and divisions prior to the request for assessment. 491,Albtfe1
nicr not be referred to the Asseesment Steffsee
F. COULD ASSESSMENT REPORTS BE SIMPLIFIED BY THE USE OF A
EOM!? - The use of a form by psychologists in assessing candidetes
has been discussed in considerable detail with the chief and
various members of the Assessment Staff as re12 as with other
lepsychologists. In all cases their opinion seers to be that the
use of such a form does not provide the degree of flexibility
necessary in this type of assessment and in some cases it was
\ brought out that, the validity of the assessments could not be
\ maintained, nor could all information be provided. 1. forte does
have its advantages, principally that it will provide a standard
list of items to be checked and secondly the rechanics of such
a form would reduce the time of preparation of the report. These
factors are being seriously considered by the Chief of the Assees-
ment Staff and he is workinv on the development of a report which
combines the advantages of a form and an adjectival description
of the traits and characteristics of the subject candidate.
G. H07. ARE CASES SCHEDNLED FOR ASSESSMENT? - Here again it
varies according to the offies concerned as follows:
(1) OPC Jr- sebedeling of all assessment cases is
handled through III/PO. The administrative (b)(3)
officer or the case officer, as the case may be, of the
foreign divisien completes the assessment request form arid
forwards it to who maintains a roster and. assess-. (b)(3)
ment schedule. In coordination with the Assessment Staff
be schedules all CPC assessments. Prior to the actual
assessment the personnel data of the candidate is furnished
the Assessment Staff.
(2) OSO - all assessment requests of this office are
Ecreened through the office of COE and personnel of his
office follow scheduling procedures similar to those noted
above for OPC.
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(3) TRD - same as OSO except that all cases are
screened by chief, TED and requested by the Acting
Personnel Cfficer, TRD.
H. H011v ARE ASSESSMENT EEPORTS DISSEMINATED? - Upon the
completion of a report by the Assessment Staff, it is sent in
asealed "Eyes Only" envelope to the chief of the requesting
division or staff concerned. For OSO cases an additional copy
is sent to EXO for information ADSO. If a personnel action on
I-the individual is submitted by the division, the assessment re-
port is attached and furnished.4,410,4 file. If a personnel
action is not requested, thenl4thel:as5lebAment report is rotermed.
to tiee-fteeedereete4,-6444.fe -C-tc
I. HOW IS THE ASSESSMENT STAFF ADMINISTERED? - The Assessment
Staff, as part 40the Training Division, is administered. by Chief,
TED through thelesinistrative Officer. A certain amount of de-
centralization is necessary due to the physical separation of thetede,,,,
-Staff (Building 14) from Headquarters, TRD (Building T-30). In
this respect it is sirilar to the Covert Training Branch of TED.
Until recently, however, the Assessment Staff has conducted cer-
tain administration, principally personnel, without going through
established TRD channels. Thik has caused some confusion beceuee
eee,eseete
in the long run all sech ::afVercre6 must be referyredto TED for
approval before action can be taken. This a..ttas been dis-
cussed with the Chief of the Assessment Staff and now all adminfs-
trative matters are being routed through TED and handled as any
other sub-division of the organization. It is believed that this
wille-Teeeretysrelieve the administrative responsibility of the
Chief of the Assessment Staff and will allow him more time to
devote to assessment. It will be some time before the adminis-
trative staff of TED will be able to provide the support desired
by both the Chief of the Assessment Staff and the -writer. Thie
is due principally to the shortage- of administrative personnel
on the TRD T/0. Headqnarters, TRD has only one administrative
officer, who already has more responsibilities than he is capable
of executing. However, when the new T/O for TRD is approved, it
is believed that far better support will be attainable. This
expected momentarily. This is desirable not only from the point
of vim of assessment but from all other branches and staffs of
this division. In general, to the greatest extent possible, it
is intended to reduce the administrative responsibilities of tee
Assessment Staff.
J. WHAT OTHER ACTIVITIES CONSUME THE TIME OF THE ASSESS17NT
STAFF? - Much of the time of the Chief of the Assessment Staff
has been spent in serving on committees and in offering advice
for planning projects. A good example of this was the perticipetion
in project ZEELOPE which reouired approximately three days of his
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time. It is felt that the pressing dema.4 for assessment of
OSO and OPC personnel require that the ChAef of the Assess-
ment Staff devote his entire attention to the accomplishment
of this objective. In the future Chief, TRD will act as a
buffer between the Assessment Staff and the planning and
operational groups to advise them of the responsibilities and
capabilities of this staff. It is not intended that Chief,
TRD will serve as an adviser or consultant on psychological
matters When such situations arise, the Chief of the issess-
meet Staff will be called to offer advice and guidance. In
general Chief, TRD will obtain requirements for assessment
and will provide them to the Assessment Staff.
F. WHAT IS THE PERSONNEL SITUATION OF THE ASSESSMENT STAFF?
(1) The authorized T/0 of the Assessment Staff approved
1 August 190 is shorn below in column 1- Column indicates per-
Sonnel actually on duty and. column 3 indicates those positions
seeinst which individuals have been recruited.
Position
Chief Psychologist
Psychologist
Psychologist
Psychologist
Psychologist
Psychologist
kiminis. Asst.
';tatistiral Analyst
Training Clerk
oretary
of the
he has
Grade On Duty Recruited
GS-15 William J. Morgan
oF-1
oS-1?
GS-13
GS-12
GS-11'
ns-7
OS-7
ns-6
es-5
�2) In aodition' to the above listed personnel, the Chie
Assessment Staff has recruited certain psychologists rhon
slotted against positions on the OSO, OPC T/0 as follows:
Name
Posit ion
Grade
slot
Jr. Psych.
GS-9
EE/OPC
Jr. Psych.
GS-9
EE/OPC
Psychologist
GS-13
ADS0 Training Pool
Psychologist
GS-12
ADSO Training Pool
Jr. Psych.
ef,-
GS-9
ADSO Training Pool
Spare Assessment Le
clerk-steno
(;S-3
)
,.1541,
ith the excentions of the psychologists slotted against EE/OPC
it is anticinated that upon the approval of an increased T/O
for the Assessment Staff such personnel mould be transferred
to this staff. EE/OPC psychologists would remain assigned to
that division but would be utilized by the Assessment Staff
for training and operations for anproximately one year.
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(3) On 1 August 1950 a request was submitted by the
AsseEsment Staff through the Training Division to OSO and
OPC for an increase in the 1/0 of the Assessment Strff. This
T/0 was approved by the offices noted above and sent to the
Executive, CIA. It is presently with the Management Staff
where it is being held until a more detailed analysis of
the Assessment Staff has-been accomplished. It is hoped that
this paper will accomplish this requirement and provide
justification for expansion.
L. 'NHAT HAS Ba-N THE PRODUCTION OF THE ASSESSMENT STAFF? -
For the past year the number of intensive aseessment cases for
OSO, OPC,- TED and other offices has been as follows:
0S0
OPC
TED
OTHER
TOTAL
November,
1949
3
6
9
December,
1949
3.
14
17
January,
1950
5
8
13
February,
1950
1
17
2
20
March,
1950
4
15
3
22
April,
1950
0
26
6
15 (sED)
47
May,
1950
1
2.3
7
2 (BED)
38
June,
1950
4
20
10
I (Medical)
35
July,
3950
2
27
7
1 (Medical)
1 (SSS)
38
August,
1950
3
29
8
1 (sss)
41
September,1950
4
32
9
45
10
222
52
_.....
21
325
In addition the following screening cases have been conducted
for OPC:
August, 1'450
September, 1950
96
25
Toial 121
M. WHAT ARE THE REQUIREMENTS FOR ASSESSMENT? - The following
monthly requirements obtained from OSO, OPC and TED are stated
only in terms of intensive and movert assessment.
Intensive Covert Total
*f OSO
12
4
16
OPC
50
10
60
MD
8
-
8
Totals
70
14
84
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Until such time as the Assessment Staff is capable of meeting
the above requirements the screening type of assessment must
be utilized for OPC personnel scheduled in excess of the Quota
allotted to that office.
N. 1.HAT IRE TIT, INDIVIDUAL CAPACITIES OF PSYCHOLOGISTS IN
TIlE CONDUCT OF IN ISSESSENT CASE?
(1) Senior psychologist - it requires two days to conduct
an intensive assessment. A senior psychologist can handle tuo
cases at a time. He should, however, have a day between assess-
ment days for the completion of his report and for the study
of future cases. Therefore, a senior psychologist is capable
of conducting four intensive assessment cases per wee K.
covert eesessment case requires two days arid is con-
ducted on an individual basis. Therefore, a senior psychologist
is capable of conducting only two such cases per week.
(2) Junior psychologist - their productivity is hard to
analyze because their presence would increase the production
of the senior psychologist, that is, by having a junior psycho-
logist working with a senior psychologist, it would be possible
for this team to complete six intensive assessments per week;
therefore,for purposes of analysis, it may be said that a junior
psychologist could handle approximjetqy to ass'esmsant cases
per week /4-er-e6 .
0. HOlk MANY PSYC4OGISTS ARE NEEDED TO FULFTIL THE ASSESS-
MENT REQUIREMENTS OF CSO, OPC and TRD? - The assessment requiremeneu
of OSO, OPC and TRD and the production rate of psychologists have
beee considered above. Comparing these mathematically it would
require approximately five senior psychologist for intensive
assessments and two senior psychologists for covert assessments.
This assumes that all psychologists are working five days 8 week,
52 weeks a year. However, it must be recognized that such thinge
as anneal leave, sickress, training and UUUSUbi incidents would
reduce this figure. Therefore, it is believed that one additionel
senior psychologist e�euld be added. The Chief of the Assessman
Staff is not considered in the oroduetion as it is not believed
.he should be given resooneibility_do"r the assessment of individual
4eee-v
cases but should have 4 directorand .6upervisery responSibili0
over the activities of the entire assessment staff. He may, however,
participate in specialized assessments. Thus, a Chief of Assesseent
Staff with eight senior psychologists or a comparable combination
of senior and junior psychologists appe res..tp be a sound basis upon
which to plan a T/0 for this staff to local requirements.
P. leHAT IRE TlIE NEEDS FUR OPEhATIONAL ASSESSMENT? - with the
expansion of OSO and OPC operations overseas, the need for assess-
ment in these areas is becoming quite apparent. Informal cueries
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%art (
have been received from divisions of both OSO and OPC as to
the cppabilities of the Assessment 6taff to provide such
assessments. Up to the present, the answer has necessarily
been in the negative. At a recent meeting with Chiefs, Staff li
and ITI/OPC, the desirability of having a psychologist on each
of the staffs of the foreign divisions of OPC was considered.
In eeneral, it was thought edvieable but imprectical at the
present time. Therefore, as an expedient to fulfill overseas
requirements of both OSO and OPC and at the same time to develop
procedures and standards for future activities, it seems advisable
that a group be organized within the Assessment Staff which can
be dispatched to overseas installations as required. In interim
periods this group ccuad be used locally for paramilitary asses
cents and development ofvtechniyues.
Ae4i.tle../e,,T
Q. 777N CAN Pell] ASSESS!. EYT STAFF INCREASE ITS PRODUCTION/ -
This is dependent entirely upon the availability of psychologises.
After a psychologist enters on duty there must logically be a
period of orientation and training prior to his utilization as
a psychologist on the Assessment Staff. It is believed that
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approximat 1 e three enths will be required as follows: three
to four 4' rorientation in the Assessment Staff, five weeks,
Operations Couree/TRD, four weeks, auditing selected lectures uf
the Idvanced Operations Uourse/TRD and final on-the-job training
in the Assessment Staff. Assuming that (1) all psychologists
recruited to date are security cleared on a normal schedule,
(2) that the psychologists charged to EE/OPC are available to
the Assessment Staff, (3) that approximately three months will
be used for orientation and training, and teeed upon the capacity
of psychologists noted above, the following chart indicates the
number of intensive assessment cases mhich can be handled.
100
90
00
70
60
50
30
20
in
(L)
0 C e0
W M
C,
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** Change in grade or title
1
GS-14
S-14
1
2
Cif
08-7
2
Gs-6
1
ns_A
I
CO"VHDENTIAL
2. Comments and Recommendations
a. Assessment Standards - It is recommended that the high
standatds established by the Chief of the Assessment Staff be
maintained in any future organiz tion peratii2p 0,this
Staff. In order to reduce the , ,
.by the
Aseesement-Staff, it is strongly recommended that everything
possible be done to screen the cases before the request'Ni
assessment. Since OPC at the present time has the major re-
quirement for the Assessment Staff, it is believed advisable
that the screening of potential candidates for employment be
accomplished by the OPC Screening Board prior to submission
of the request for asseemplent7,,If is further recommended that
all cases of OSO and TRD4be carefulrscreened to elirinote
cases where assessment is not required. In addition it is
recommene4that the division and staff chiefs of both OSO and
OPC be 4imiiimald against requesting assessment as a means of
creating a reason for not employing an individual or for his
discharge. They must take on their full command responsibilities
and if, in their opinion, the individual is not qualified, the
personnel action should immediatedly be cancelled.
- _
b.4 to accomplieff the estiiIted assessment requirements for
OSO, OPC and TRD, it is recommended that the following T/O
be approved. It is believed that sufficient justification for
such increases is provided in the body of this paper.
Assessment Staff
1.
Chief
05-15
2.
Deputy
GS-14
**
1.
Prt-'ti/olag4thet?Of
N. :;66aiiii
1. Clerk-steno GS-5
* 1. File Clerk 05-3
waVIIIROW.0011.1...MOOMIOWIIMOMMOWmpilMoimoWilm
Staff Assessment Unit
*1 Chief
05-14
gaSr
Ji Psych.
4-1?
*1' Test Admin.
06-7
*2 Clerk-steno
05-5
Covert Assessment Unit
*1 Chief
1 Sr. Psych.
**1 Jr. Psych. &
Test Admin.
*1 Clerk-steno
Present Proposed
1
q * New Positions
4
Operational Assessment
Unit
1 Chief
Sr Psych.
Jr Psych.
1 Adm. Off. &
Test Admin. 08-7
1 Clerk-steno GS-5
5
i )
a 05-3 0 1
1
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c. Assignment of Assessment Quotas - The Assessment Staff was
organized for the mutual service ot,pcp. OSO and OPCAmmir Therefore,
it is recommended that assessment 4-,-4-ipe assigned to these
offices on a fifty-fifty basis. However, since OPC obviously
has the greater requirement, it is recommended that the TED re-
quirement be considered as part of the overall OSO requirement.
If this recommendation is approved, the Chief of the Assessment
Staff could keep II/PO/OPC and the assessment scheduling
officer of OSO advised as to the number of available assessment
cases assigned to that office for a given period. If possible,
assessment should be scheduled two weeks in advance so that in
the event OSO does not have sufficient asspesment candidates to
fill its quota, it can so notify OPC ii-that they may have the
opportunity to -ancluaztdoidatee.
d. Types of Assessment - In order that assessment be con-
ducted with the maximum degree of validity, it would be advisable
even at the present time, to conduct only the intensive type of
assessment. However, since OPC has a pressing demand for assess-
ment and since the Assessment Staff is not capable of fulfilling
these requirements in the immediate future, it is believed advisable
that the screening type of assessment be conducted until such time
as the Assessment Staff if built up sufficiently to provide inten-
sive aisessment for all candidates. Thus, in addition to the quotes
for intensive and covert assessments as noted above to fulfill its
immediate requirements OPC should schedule the screening type of
assessment on days indicated by the Chief of the Assessment Staff.
The requirement for the operational type of assessment is
readily apparent.aud-requireser-explamailon. As for
paramilitary assessment, the requirements for this type are not
well enough established at the present time to justify inclusion
of additional psychologists on the T/0. It is believed advisable,
however, that during lull periods, the Assessment Staff should
research this type of assessment and prepare a recommendation as
to its development, organization and operations.
e. Assessment Files - It is recommended that the Assessment
Staff be provided a vault in which to maintain its assessment
files. It would be preferable if this vault were constructed in
Building 14. If this is not practical, it should be established
in the nearby vicinity where it will be immediately available to
this Staff.
f. Additional Paychologists - The T/0 considered ,Aparsqaph
2b. abe was developed only on the basis of what to
be 4pg assessment requirements for OSO and OPC. It is believed,
(b)(3)
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however, that as thetoffices expand and as the Assessment Staff
is able to fulfill these requirements that there will be an
even greeted demand for this type of service. With this in mind
it is recommended that a total of ten slots on the OSO and OFC
T/Ols (preferably ADSO Trainee Pool and similar T/0 slots in OPC)
be made available to the Chief of the Assessment Staff through
the TRD administrative officer. These slots would be filled by
the recruitment of psychologists to be utilized at a future date
as members of an expanded Assessment Staff or to fill vacancies
in the Assessment Staff as present personnel are rotated to opera-
tional assignments.
v,
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