FUNCTIONS AND ACTIVITIES ASSESSMENT AND EVALUATION STAFF

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP56-00403A000100020091-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 14
• Document Creation Date: December 9, 2016
• Document Release Date: July 21, 2000
• Sequence Number: 91
• Publication Date: July 1, 1953
• Content Type: OUTLINE

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ASSESS ANDAT IO~F
The Assessment and Evaluation Staff is responsible for the coordination and implementation of all professional
psychological services offered by 1 Office of Training, To meet this responsibility this Staff is composed of
the Assessment Branch, the Training Evaluation Branch, and the Research and Validation Branch (Chart A).
In carrying out this responsibility, the general functions and activities of the Staff are to:
(a) Provide the Director of Training with qualified professional psychological assistance wherever in-
dicated sad requested.
(b) Organize, supervise, and admiiA 'ter adequate programs,, staffs,, and facilities within -t be United
States to provide competent professional psychological services.
(a) Provide assistance and professional staff supervision for authorized professional psygcai
programs onftcted overseas.
(d) Provide professional psychological assistance to the Professional Selection Panel and to other com-
ponents of the Agency when requested, with the advice and consent of the Director of Training.
) Organize, supervise and administer a! Assessment Branch with specific functions to include:
(1) The intensive p1sy ical assessment of individuals referred, to help determine
their suitability for particular types of positions, particularly those of a critical or
sensitive nature.
(2) The development of a professional_ staff capable, of aooon 2idftg Psychological
assessments.
(3) The analysis of psychological factors important for success in intelligence vork.
(). The systematic stud of assessment procedures to determine the effectiveness of
the methods used and to improve and refine present tedbuiques.
(5) The development of now techniques for use in psychological assessment.
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(f)
(g)
include :
Organize, supervise, and administer a Training Evaluation Branch with specific fundtions to include:
(1) Participation in the analysis of general training requirements, primarily to
determine how various psychological techniques, may best be. utilized.
(2) The development, direction, supervision and coordination of training evaluation
procedures. The aim of this program is to provide a meaningf and complete record of
what a student learned and what personality characteristics he revealed during t=1n1ago
This record would be used by:
(a) the Professional Selection Panel in. determining career suitability at the
end of the probationary period.
(b) the Office of Training, in evaluating and improving its own program,..
(e) the studentas supervisor or sponsor in planning general career development
and'specific assignments.
(3) The development of new techniques for use in training evaluation
(~) The systematic study of training evaluations to determine their effectiveness and
usability and mans of improving them.
(5) The development of professional psychological personnel to assist instruetboal
personnel in analyzing course content where appropriate, in developing objective testing
materials, in evaluating teaching techniques and in counselling students with learning
problems.
Organize, supervise and administer a Research and Validation Branch with, specific functions. to
'(1) Systematic review of all research work undertaken by the Staff to insure that
highest professional standards are maintained.
(2) Maintenance of liaison with all sources conducting psychological research outside
the Agency to make certain that new developments and now techniques my be exploited and
further developed by the Staff.
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(3) Rendering statistical services necessary to carry out the research projects of
the staff.
(4) Coordination of all research armies in acourdance with priorities established
by the Chief of the Staff.
(5) Establishment of consistent reporting methods.
(6) Establishment and maintenance of records basic to the activities of the Staff.
(7) Development, improvement, and monitoring of (a) the ROD testing program, (b) the
J CT testing program, (a) .the language aptitude testing program.
(a.'1 De7all cement of ne,-- tract;-o r=1 ruseas oh programs as r'aquired.
(9) Establia&meent and development of a staff capable of rendering suitable tedh-
nical support to the other branches in experimental design, statistical evaluation, macSne
record procedures, and other technical matters,
Acccmnliab ante Obit
~.cQRmnlishments
For the purposes of this paper, the accomplishments of the fiscal year ending 30 June 1953 are divided into
two phases, Professional and Administrative.
(A) Ioassigmal Aacamalistimani :
(1) During the fiscal year just past, the Assessment Branch performed a total of Wi assesamsnts.
(83 additional cases were scheduled but were cancelled or failed to report.) An assessment involves two
full days for the individual assessed, plus the necessary time for the assessoooent psychologist to evalu-
ate the test results and to prepare the final report. Experience indicates that each assessment represents
1 1/2 to 2 1/2 daysa effort for the assessment psychologist. On the average, four assessment psychologists
each conducted two assessments per week.
The very nature of the professional problems involved contributes at to the number of mein-hours
required for each assess ent. Time is also needed for experimental derivation of some of the processes,
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and for the training of even generally competent people to bring them to the high Agency standard. The
special difficulties in assessing deeply covert cases also tend to reduce the number that each psycholo-
gist can assess. An Intensive assessment program will always be time consuming, but the value of the
time spent is reflected in better selection-`for sensitive and critical assignments.
(2) During the past year, steps were taken to provide a systematic check on the value of the asses3-
ment process. This is reflected best by the appointment of a research-liaison committee by the DID/P
to work with A & E staff personnel in implementing follow-up studies of the effectiveness of assessment,
It has not yet been possible to implement this new Agency policy by undertaking a specific study.
(3) Considerable progress was made in working out a basic program of assessment with resultant
improvement both in the quality of the assessment and its reporting. 25X1A14a
`DA'RK. (4) Considerable work was ac ished,on specific ,
~~ phases of the assessment pzocess. A very promising
was revised twice and Is in use in three different programs, ;
Test was wised and is being tried out for further modification,, A test for measuring ity to analyze
and interpret complex data was improved for our purposes. All tests in use have been systematiraUy re-
viewed and the norms kept current for our population. Two new Situation tests or "live problems" were
developed.
(5) Over 1,000 training evaluations were processed through the Training Evaluation branch, and,
wherever appropriate, reports on unsatisfactory progress were specially prepared after interviews and coun-
seling sessions.
(6) A major accomplishment during the year was the development and initial tryout of a &i-&-ilcare o-
cedure for evaluating students in training. The evaluation form evolved for this procedure. is ncgr in use
the basic instruction series of courses and plans are being completed for extension to all Office of
Training courses. Mw W problems are yet to be solved for this
system.
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(7) The library of objective test items was reviewed and the items reclassified. (Thislibrary is used
in preparing tests to measure vlt t_ia-,being learned in the various courses.,)
(8) Lectures and consultation concerning training evaluation problems were given.
(9) Testing of all students entering training was a major program begun during the past year. This pro-
gram was devised to produce information which could be used for the following purposes:
(a)
to produce mars meaningful training evaluations (see the functions of the
Training Evaluation Branch)
to select and assign students in training
to enable Instructors to adapt their teaching to the capabilities of the staff
to avalusta individual probes which might develop during training.
During the last six months of the fiscal year, 368 parsons were tested as they actually entw ed
a training program at the basic stages. During the last quarter of the fiscal year, 158 additional persons
were tested as they entered on duty in the Agency, in anticipation of their entrance into the basic courses.
(10) Participation in the election of candidates for the Junior Officer Training program (JOT) was
another major activity during the fiscal year. A now battery of tests was developed and a-total of 263 po-
tenti..a. candidates were given a dayas testing. The results and Interpretations of these tests were transmitted
to the Chief of the JOT program to aid him in:nakinr final sale
administered these tests
("1) The prob'em of testing and assessing foreign personnel in the field received stir during the year,,
but Work was limited by lack of qualified personnel. (One staff member spent the entire year overseas per.
ticipating in one such program.) The overseas program in Western Earope was terminated due to factors beyond
the control of the A & S Staff. Hotiaever, the experience of this unit aroused great fxtareet and resulted in
more requests for A & B assistance than can be supplied by the present staff. A program for the Far East has
been Projected and plans are underway for a survey of needs so that professional assistance can be rendered.
However, Agency-aide interest in this type of program has created the danger that programs will be introduced
prematurely, without the professional study and control essential to their success.
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(12) A source of considerable concern was the increase in demand for assessments of deep cover personnel
in areas outside our regular assessment site. The cost in time and money for this service exceeds the for
any of our other service functions. During the past year, 86 special, assessments of this type were conducted.
The majority of these cases were accomnllftbaA in sally selected sites in Washington; but others were done
However, operating officials in DD/P have placed great
"emphasis on this type of assessment, and repeated demands for the increase of this service have been made.
(13) During the past fiscal year, close liaison was established with the Psychiatric Division of the
Medical Office. Interchange of information has been free and hel
captions about the role of per. This has done mach to dispel misoon-
psychological assessment and in. NOW cases has resulted in prompt medical attention
where the need might otherwise have been overlooked.
(34) Many instances during the past year indicated the validity of assessments, and the
: general. acceptance
of their usefulness. of the success of assessment in pinpointing problems that actually deve ope4 two
divisions have attempted to make assessment a routine requirement for all their
systematic war has yet been developed to obtain follow-up information on all sonsoasse sed, uterseen. No
persons assessed, but vluhtary
comments like the following are received:
(a) "An individual was assigned in spite of contrary recommendation by assessment, and
the problems he created cost the Agency a large suet of money plus high level personnel timme." hours of
(b) "Seven cases where emotional problem were predicted developed emotional problems
severe enough to warrant psychiatric attention, and in some of these cases con-
siderable time and expense was involved in getting them back to the United States."
(15). From time to time, the Staff was called upon to furnish professional advice to various
the Agency. These requests have included review of proposals, research studies, and techni csuch areas of
as psychological warfare and FI operations; as well as evaluations of, s in such areas
assistance has also basin nddF1 o the Test proposals from outside contuse. Some
dation. Various conferences were held with ing Division Placement Officers and Procurement ffithe of reamrah cerss off the Iiereonnel and ~i~
on psychological problems and techniques,
(16) The language aptitude testing battery has been administered to 101 individuals and results reported
to those concerned.
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(B) Administrates Accomx>lishments:
(1) A major change occuring during the period was the removal of the Staff from under the DD/`li(S),
placing it directly under the D/TR. The scope of the services was thus expanded to general Agency this time, the A & E Staff provides assistance to both the TR(S) and TR(G) activities. The ry needs
staff, however, has not yet been expanded to absorb all the new functions.
(2) The three Branches were brought together in one location, as opposed to the four widely separated
locations of the past, insuring closer cooperation, and making it possible to combine clerical and adminis-
tkative services into a central pool. This has resulted in increased efficiency through the elimination of
duplication of effort.
(3) The general organization of the three branches was revised, providing for more effective super-
vision of personnel and a more equitable distribution of responsibility.
(4) Within the framework of the Staff, efforts were made to define intra-office personnel policies.
Salary levels were equalized and positions were defined so that each individual has a good understanding of
his duties and responsibilities.
(5) The record system was completely revisad..and is being centralized wherever
of records is being eliminated and a central master file system will provide fessncee. Dfpl
hand. guide references to files on on
on
(6) Systematic reporting systems are being worked out, so that a record of work done in the Staff can
be made a part of Agency Archives for ready reference. In addition, a separate maintained by the Personnel Office is being into ' as to elmi ateeauplic tion of
effort and to establish professional control of assessmentt.This task is files t'i atttcm if
approximately ly 50 50 per cent complete.
(7) The library of psychological literature was augmented and newly catalog
use. A psychological test library was completed, catalogued and is now In dallyue* permit more efficient
(8) The machine records unit was reorganized to facilitate both operational and research activities.
IBM cards were prepared to cover all assessments, all pre-course and JOT testing, conducted during the period. Close cooperation has been effected between the A & E Stafall training
f machine ,recce. stunit
and the Agency unit, to eliminate duplication of effort.
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(9) The system for scheduling assessments frow.the clandestine offices was completely revised, and
published procedures were issued. This procedure establishes a priority system, and clearly defines the
scheduling process.
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Ai_t. _s LM newa Y 195L and 125:1
(A) o e ss iotl Q~9ct ives
(1) Fiscal 1954
a. Augment the professional staff to the point where it can adequately
discharge its expanded duties. A special recruiting trip is planned
to accomplish this.
b. Increase the effectiveness of the assessment process by:
1. Revising the referral form.
2. Further systematising what is reported.
3. Revising the procedure so that the professional skills of
more members of the staff are brought to bear on the final
Judgment concerning the individuals assessed.
4. Better organising the efforts of junior staff membere.
5. Systeioatically collating information concerning procedures used.
c. Implement the recently established policy concerning evaluation of
the assessment process by surveying means of securing estimates of
success on the job,
d. Initiate more active programs to develop professional strof'f in those
directions which best serve Agency needs.
e. Introduce the newly developed core procedure for training evaluation
in all group training courses.
f. Implement the training evaluation policy concerning the use of objective
measures by assisting instructors to develop objective tests of the
knowledge they teach in each course.
Develop a procedure to identify special problems or special talents
while individuals are in training; and develop a method of
reporting these findings.
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h. Revise the ECU testing program to give it greater scope and permit
quicker utilization of test results.
io Revise the JOT testing program to achieve better differentiation
within this extremely able group.
J. Initiate a study to improve the language aptitude testing program.
This it is planned to do through contract,
k. Coordinate all testing programs including that used for assessment
purposes, to achieve greater testing efficiency.
1. Initiate a special project of testing Agency personnels to establish
the standards necessary for full utilization of test results,
m. Set up procedures and personnel to maintain routine validity studies
of the training evaluation program,,
u. Develop a program for screening of indigenous personnel. It will be
necessary to:
1. Make a survey of 25X1 C2d
problem referred by FE. This will
require the following time Overseas.-
(a) two weeks by Chief, A and E
(b) two months by Acting Chief,
A and E Research and Va]ia ti Breach,
(c) up to six months an W~tld1tJ ,~, p staff member
2. Carry out a basic study to determine whether test results can be
interpreted similarly in different
do through contract. cultures. This it is planned to
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(2)
a. Undertake further studies on the assessment process, the nature of which
will be determined by the results obtained during 1954.
b. Initiate further follcM-up studies to evaluate the success of the assess-
ment program.
o. Continue the professional development program.
d. Begin a program for developing measures of skilL , attitudes., and
personality characteristics for purposes of training evaluation, taking
up each course In accordance with priorities set by Director of Training.
a. Begin a program for development of better situational tests for use in
assessment.
f. Begin follow-up studies for evaluating &V and SOT testing programs,,
g. Continue work (through contract) on language aptitude testing program
h. Continue testing Agency personnel for purpose of establishing more
meaningful norms.
I. Continue routine validity studies of training evaluation.
Continue studies (both in service and contract) aimed at developing a
systemtic and widely applicable procedure for screening indigenous
personnel.
(B) idninistrat ve Qb eoet
(1)
Emma 1=
a. Completion of the record system revision inaugurated during 1951,
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b. Improvement in the system of routine internal reports, to permit better
control and planning of A & a efforts.
c, Initiation of a study to improve the methods of reporting results of
trainer evaluation.
d. Develapmreat of an SOP to facilitate operations of the Staff.
Fiscal 1
a. Increase general efficiency of operation with particular reference
to the use of machine methods.
b. Install the system of routine reports to be developed during 1954,
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