CIA CAREER SERVICE REFERENCE BOOK

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-03578A000200020001-8
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 316
• Document Creation Date: December 12, 2016
• Document Release Date: September 11, 2000
• Sequence Number: 1
• Publication Date: October 22, 1953
• Content Type: MF

( (
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Relea's* 2001/08/29 : CIA-RDP78-03578A00042) 020001-8
?,,o !.."k
Oeettr1W ..t.nrgiVaL?len
25X1A
22 October 1953
MORANIXII FOR:
.1*CMt Rimutive Secretary, CLA, Career Service Board
SUBJECT1 CIA Career Service Reference Book
1. This Reorence Eco!, containing copies of Regulatiols;,
Vetices and other rxterial concerning the CIA Career Service
Prograa, hos been p2opared to assist you in referring to the
:ya:;10 doe-wnnts concerning the Program. Yon T.;.11 note that the
.art nevlen (blue tabs) contains material of Agency.-4,de appli-
cation, The sec-Id series (green end yol/ou tabs) contoins
material of c,i31/eci'at to illejaVid0.01 offices 821d to the major
portents of CIA. The material of the second VOA03 elkVenl a pEricZ
of approximate v 7.11Y.eo months mding 25 AuguNt 1953.
-2.- At appropriate intervals the Reference Book will be rc.
called by this office and brought up to date az, rictl materi-0. lacCOme3
availablo.
3. The ze boob are provided to the follming persixls:
Copy. 1 . Klepatrick
2 . Mr, Wisner
3 Wr. Amory
4 . Colonel White
5 - Wro Baird
6
7
8
9 . Kr, Heloon
10
S-EC.R.E.T
25X1A
25X1A
25X1A
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Relent 2001/08/29 : CIA-RDP78-03578A0002,40020001-8
SaEF.Ci7iReEeT
SectieWlinrrariation
CIA CAltEat SER1ICE REFERENCE BOOK
Table of Contents
1. Career Service Program e Agency Notices
and Regulations
"CIA Career Service Program"
"Determination of initial Career
Designations"
2. Personnel Notices
CIA Career Service. Board Appointments
Minutes of 8th meeting and Agenda of 8th
and 9th meetings of the CIA Career Servic
Board
15 Septornbar 1953
25 May 53
20 may 53
14 Jul 53
25X1A
Professional.Selection Panel
Minutes of meetings 32 . 42
CIA Professional Selection Panel
Appointments
"Professional Selection Panel"
50 CIA Honor Awards Board
Minutes of Meetings 7 12
CIA Honor Awards Board Appointment
"CIA Honor Awards Program"
"Honor Awards"
"Establishment of the CIA Honor
Awards Program"
"Longevity Awerds"
Original appointment of CIA Honor
Awards Board Memberso Chairman aC
Advisors
60 Personnel Evaluation
"Personnel Evaluation"
"Personnel Evaluation"
'Tour Personnel Evaluation Report"
Booklet
Jul 53
8 Dec 53
14 all 53
21 May 53
20 Feb 53
20 Nab 53
20 Feb 53
13 Feb 53
1 Aug 52
1 Aug 52
Aug 52
SeE-CeRe.D.T
Approved For Release 200/08/797 ClA=RDP78-03578A000200020001-8
Approved For Release/2001/08/29 : CIA-RDP78-03578A0003041020001-8
Scowl.** 5rnfoRation
7. Basic Intelligence Training
"Basic Intelligence Training"
"Basic Intelligence Training"
80 Quarterly Reports
Mena
9. Minutes and Reports of Office Career
Service Boards '
25X1A
-9 liPr 5/
13 Mar 53
Included tn this section (green and yellow tabs) are the minutes
and reports of the Office Career Service Boards for a period
of approximately 3 months ending 25 August 1953. Earlier
minutes and reports have been removed from this book in order
to reduce its bulk.
Approved For For Release 2001/1420-7044RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
25X1A
25X1A
Approved For Release 2001/08/2%EgAIRDP78-03578AQ4102 -
Security Information
REGULATION
CIA CAREER SERVICE PROGRAM
Rescissions: (1) CIA Notice No.
(2) CIA Notice No.
25X1A
CONTENTS
PERSONNEL
25 May 1953
Page
GENERAL
1
POLICY
1
PURPOSE
1
CIA CAREER SERVICE BOARD
1
COMPONENT CAREER SERVICE BOARDS .
3
1. GENERAL
This Regulation establishes the overall policy and the organizational structure
for administering the Career Service Program within the Central Intelligence
Agency.
2. POLICY
In accordance with the basic personnel policy of the Central Intelligence Agency,
a Career Service Program is provided that identifies, develops, effectively uses
and rewards individuals who have the skills required by the Agency; motivates
them toward rendering maximum service to the Agency; and eliminates from the
service, in an equitable manner, those who in spite of the Program fail to perform
as effective members of the Agency. The Career Service Program includes all
career employees (staff employees and staff agents) of the Agency whether on
duty in headquarters or in the field.
3. PURPOSE OF THE CAREER SERVICE PROGRAM
The purpose of the Career Service Program is to develop people to the fullest
extent to meet present and anticipated personnel needs of the Agency. In
accomplishing this end, provision is made in the Program for:
a. Strengthening the selection process by the establishment of a Professional
Selection Panel which advises the Assistant Director (Personnel) regarding
suitability for long-term employment of applicants and those employees who
are serving their trial period.
b. Formal evaluation of each career employee in the Agency through the periodic
execution of a Personnel Evaluation Report which is the basic instrument of
career planning.
c. A system of Career Service Boards advisory on career service matters to heads
of major components of the Agency.
d. An Executive Inventory as an aid to personnel planning for the development
and use of executive skill throughout the Agency.
e. Rotation. A process of systematic designation and redesignation of an indi-
vidual to various kinds of duty, and training for the purpose of improving his
capacity to serve the Agency in his sponsoring organizational component.
f. Functional groups to administer Agency-wide programs in the career-service
field such as the Honor Awards Board and the Professional Selection Panel.
Regulations relating to the purposes enumerated above and not covered herein
will be issued separately.
4. THE CIA CAREER SERVICE BOARD
The CIA Career Service Board supervises the Career Service Program and is
responsible for providing advice to the Director on making the Agency a better
place in which to work.
Approved For Release 2001/0812PCM-1DP78-03578A000200020001-8%-`
25X1A
AOIt
Approved For Release 20011Q /8/19thCIA-RDP78-03578A000266646001-8
Security Information
REGULATION
'PERSONNEL
25 May 1953
a. ORGANIZATION
(1) Membership
The CIA Career Service Board is composed of the following permanent
and rotating members:
(a) Permanent Members
Deputy Director (Plans) or Deputy
Deputy Director (Intelligence) or Deputy
Deputy Director (Administration) or Deputy
Director of Training or Deputy
Assistant Director (Personnel) or Deputy
Assistant Director for Communications or Deputy
(b) Rotating Members
Two of the following persons will serve as members of the Board at
any given time, one nominated by the Deputy Director (Intelligence)
and one nominated by the Deputy Director (Plans) . These rotating
members will serve for six-month terms which will be staggered to
preserve continuity of rotating membership.
Assistant Director for Current Intelligence
Assistant Director for Collection and Dissemination
Assistant Director for Operations
Assistant Director for Scientific Intelligence
Assistant Director for Research and Reports
Assistant Director for National Estimates
Assistant Director for Intelligence Coordination
Chief, Foreign Intelligence Staff
Chief, Political and Psychological Warfare Staff
Chief, Paramilitary Operations Staff
Chief, Technical Services Staff
Chief of Administration, DD/P
(c) Executive Secretary - nonvoting
(2) Chairman
The Chairman and Deputy Chairman of the CIA Career Service Board will
be appointed by the Director and will serve until their successors are
appointed. These appointments may be made either of persons currently
serving on the CIA Career Service Board or they may be additional thereto.
(3) Meetings
(a) The Board will hold scheduled monthly meetings.
(b) Four members of the Board will constitute a quorum. If a member
cannot be present, he may be represented by his Deputy.
(c) Agenda and minutes of each meeting of the Board will be distributed
to all persons listed above.
b. RESPONSIBILITIES AND FUNCTIONS
It is the responsibility of the CIA Career Service Board to:
(1) Develop policy governing the Career Service Program, for approval by the
Director and advise him on all matters of personnel policy.
(2) Supervise and review the functioning of the Career Service Boards in
various components of the Agency.
(3) Establish and maintain an Executive Inventory to be composed of those
persons which the Board shall from time to time determine.
(4) Make recommendations for filling key positions in the Agency with per-
sonnel from the Executive Inventory.
(5) Review Personnel Evaluation Reports on personnel in the Executive In-
ventory and review plans for their utilization and development.
2
Approved For Release 2001/01703MCIA-RDP78-03578A000200020001-8
4-
Approved For Releasev2001/08/29 : CIAART3-03578A000200920001-8
Security Information
25X1A
REGULATION
PERSONNEL
25 May 1953
(6) Approve the allocation of Rotation Loan Slots to the components of the
Agency in order to facilitate rotation assignments of career employees.
(7) Supervise supporting groups or boards such as the Honor Awards Board
and the Professional Selection Panel established to administer specialized
Agency-wide programs.
(8) Prepare and submit annually to the Director a summary of the operation
of the CIA Career Service Program.
c. SUPPORT
The Personnel Office has basic responsibility for effecting and furthering the
approved Career Service Piogram in all aspects of Agency personnel admin-
istration. The Assistant Director (Personnel) will, accordingly:
(1) Designate the Executive Secretary of the CIA Career Service Board.
(2) Provide staff assistance to the CIA Career Service Board including Secre-
tariat and other administrative services.
5. COMPONENT CAREER SERVICE BOARDS
a. GENERAL
Career Service Boards in major components of the Agency are responsible for
Implementing the Agency's personnel policy, developing internal personnel
policy, and reviewing recommendations concerned with the careers of indi-
viduals. It is at this level and through the functioning of such Boards that
the rotation, training, advancement and assignment plans, recommended for
those individuals identified by a career designation with that Board, are
reviewed for the approval of the head of the component. These Career Service
Boards are responsible for advice to their respective chiefs on making the
components better places in which to work.
b. ORGANIZATION
(1) Each component Career Service Board is composed of the following
persons:
(a) The head of the organizational component, ex officio.
(b) Three or more staff or division chiefs, or officials of comparable re-
sponsibility.
(c) Secretariat - nonvoting. (The Secretariat will be composed of Ad-
ministrative or Personnel Officers of the component concerned and
will perform staff support for the Board.)
(2) Each career employee will receive a career designation corresponding to
an appropriate organizational component of the Agency. The Assistant
Director (Personnel) will assign a career designation to each new career
employee when he enters on duty.
(3) Career Service Boards and corresponding career designations are estab-
lished for the following organizational components of the Agency:
CAREER DESIGNATION ORGANIZATIONAL COMPONENT
CD - TR
CD - CO
CD - P
CD - FI
CD - PP
CD - PM
CD - TS
CD - I
CD - NE
CD - CD
Office of Training
Office of Communications
Office of the Deputy Director (Plans)
Foreign Intelligence Staff
Political and Psychological Warfare Staff
Paramilitary Operations Staff
Technical Services Staff
Office of the Deputy Director (Intelligence)
Office of National Estimates
Office of Collection and Dissemination
3
Approved For Release 2001/08/29 APARREP78-03578A000200020001-8
25X1A
25X1A
AllIt 25X1A
Approved For Release 3,003/29 : CIA-RDP78-0357811.10001-8
Security Information
REGULATION
PERSONNEL
25 May 1953
CD - RR Office of Research and Reports
CD - CI Office of Current Intelligence
CD - SI Office of Scientific Intelligence
CD -00 Office of Operations
CD - A Office of the Deputy Director iAdministration)
CD - PE Personnel Office
CD - BF Comptroller
CD - LO Logistics Office
CD - GS General Services Office
CD - ME Medical Office
CD - SE Security Office
c. RESPONSIBILITIES AND FUNCTIONS
It is the responsibility of these Career Service Boards to:
(1) Advise the Office head or Senior Staff Chief on all matters affecting the
personnel of his component.
(2) Monitor the application and functioning of the Career Service Program
within the component including:
(a) Executing relevant decisions of the CIA Career Service Board and
making recommendations to the Board for improvement of the Career
Service Program.
(b) Sponsoring and developing the Career Service Program of the com-
ponent and reporting periodically to the CIA Career Service Board.
(c) Reviewing Personnel Evaluation Reports and proposed plans for the
utilization and development of career employees including their
training, assignment, rotation, and advancement.
(d) Recommending cancellation or continuation of proposed actions
affecting the utilization and development of career employees.
(e) Establishing a system of rotation within the component and partici-
pating in the development and execution of rotation assignments of
career employees to other parts of the Agency and insuring that they
are not overlooked for warranted promotion.
(f) Insuring that career employees on rotation from other parts of the
Agency are assigned duties that provide experience commensurate
with the objectives of their rotation plans and submitting semiannual
Personnel Evaluation Reports on these employees to the sponsoring
component.
(g) Reviewing continuously conditions of service and duty with a view
to making recommendations to the CIA Career Service Board con-
cerning working conditions and benefits that can strengthen morale
and increase "esprit de corps."
(h) Reviewing continuously the personnel intake of the component with
a view to insuring the acquisition of persons with long-range poten-
tiality.
(3) Supervising supporting groups or boards as appropriate for handling spe-
cialized functions within the component concerning the Career Service
Program.
FOR THE DIRECTOR OF CENTRAL INTELLIGENCE:
WALTER REID WOLF
Deputy Director
(Administration)
DISTRIBUTION: AB
4
Approved For Release 200141)81M: CIA-RDP78-03578A000200020001-8
Approved FocluRiplease effigyRfAilA-RDP78-035784900200020W
Security Information
1
NOTICE
25X1A
CAREER SERVICE BOARD
DETERMINATION OF INITIAL CAREER DESIGNATIONS
1. General
PERSONNEL
20 May 1953
In order to fix responsibility for the career planning of Agency
personnel, all career employees, defined as Staff Employees and Staff Agents,
will be given a "Career Designation." This Notice outlines criteria and
procedures for the initial assignment of Career Designations to all Staff
Employees. Career Designations will be subsequently assigned to Staff Agents
under a separate procedure, and permanent policies and procedures for establish-
ing, recording, and changing Career Designations will be prescribed in a
forthcoming Agency Regulation.
2. Principles
a. Criteria for Making Initial Career Designations
(1) The Career Service Program is predicated on the place-
ment of career employees under the Career Service Board which
corresponds to the type of work officially assigned. This basic
principle will normally apply in the assignment of Career
Designations.
(2) An employee may be assigned the Career Designation of an
Office other than the component to which he is attached in order
to reflect more nearly the channel through which his career planning
and advancement will proceed.
(3) In making the initial Career Designation for personnel
on duty as of 24 April 1953, an individual shall be assigned to
his present Office Career Service Board if he expresses a desire
to continue under its jurisdiction and is acceptable to the Board.
b. Changing Career Designations
Career Designations shall be subject to continuing review, and
there shall be a uniform Agency-wide procedure for changing Career
Designations of individuals whose training, personal desire, or experience
make such a change appropriate. A request for change in Career Designa-
tion may be initiated by any career employee and shall be forwarded by
his Career Service Board, with comment, through the Assistant Director
(Personnel) to the appropriate Career Service Board for its consideration.
c. Notifying Employees of Career Designations
The Assistant Director (Personnel) will insure that each
career employee is informed of his current Career Designation.
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
CONFIDENTIAL
25X1A
Alilk
Approved For Release 200'VEERAERIMIDP78-03578000200020001-8 25X1A
Security Information
NOTICE
3. Career Designations
The Career Designations in the CIA are as follows:
Career Designation Organizational Component
CD - TR Office of Training
Cl) - CO Office of Communications
CD - P
CD - FI
CD - PP
Cl) - PM
CD - TS
CD - I
CD - NE
CD - CD
CD - RR
CD - CI
CD - SI
CD - 00
PERSONNEL
20 May 1953
Deputy Director (Plans)
Foreign Intelligence Staff
Political and Psychological Warfare Staff
Paramilitary Operations Staff
Technical Services Staff
Deputy Director (Intelligence)
Office of National Estimates
Office of Collection and Dissemination
Office of Research and Reports
Office of Current Intelligence
Office of Scientific Intelligence
Office of Operations
CD - A Deputy Director (Administration)
CD - PE Personnel Office
CD - BF Comptroller
CD - LO Logistics Office
CD - GS General Services Office
CD - ME Medical Office
CD - SE Security Office
4. Procedures
a. Career Employees on Duty Through 24 April f953
(1) The Assistant Director (Personnel) will provide the
heads of the five major components with rosters of all Staff
Employees officially assigned to Tables of Organization under
their jurisdiction through 24 April 1953. These rosters will
be arranged by Office and will indicate each individual's name,
grade, and position title.
(2) It is requested that these rosters be returned to the
Assistant Director (Personnel) by 22 May 1953, showing appro-
priate tentative Career Designations.
2
Approved For Release 2%951,1pRikSifrRDP78-03578A000200020001-8
, NOTICE
25X1A
Nor/
Approved For Releaw 2001/0ES?kSh.F.M78-03578A00023020001-8
Security Information
(a) Staff Employees who have been separated or
reassigned to another component, subsequent to the
preparation of the listing, will be noted accordingly
on the roster.
25X1A
PERSONNEL
20 May 1953
(p) All names appearing on a roster that should be
referred to another component for the assignment of Career
Designations will be checked and the appropriate Office
identified.
(c) If there is any Staff Employee listed on a roster
for whom a Career Designation cannot be determined and if
there does not appear to be another component that can
recommend a suitable Career Designation, the individual's
Career Designation will be stated as undetermined by use
of the symbol UD.
(3) Arrangements will be made by each of the five major
components for informing individuals within their jurisdictions of
the tentative Career Designations assigned to them. Employees
will also be informed of their subsequent right to initiate a
request for change in Career Designation. Within the limits of
time available for preparation of the rosters, the proposed
Career Designations will be discussed with the Staff Employees
concerned prior to listing the Career Designations on the roster
in order that individual preferences can be stated at that time.
(4) In cases of disagreement between organizations within
one of the five major components, concerning an individual's
official Career Designation, it shall be determined by the head
of the major organizational component.
(5) In addition to the listing specified in Lia(2)? above,
each of the heads of the five major components will submit a
supplementary listing containing the names of employees who are
currently assigned to another of the five major components, but
who, in the opinion of the major component head, should receive
a Career Designation in his component. The name, grade, official
position title, current organizational assignment, and tentative
Career Designation of each such individual should be indicated
on the listing.
(6) The Assistant Director (Personnel) will coordinate
between the components involved all Career Designations assigned
by one major component to Offices in another component. In all
cases where a major component indicates on its roster that an
employee's name should be referred to another component for a
Career Designation, the Assistant Director (Personnel) will
coordinate the recommendation for concurrence. If two or more
Approved For Release 2001/08/293: CIA-RDP78-03578A000200020001-8
CONFIDENTIAL
25X1A
NOTICE
Approveftor Release 2001/08/29 : CIA-RDP78$1578A000200020004X1A
CONFIDENTIAL
Security Information
AlIlk
PERSONNEL
20 May 1953
components have divergent opinions concerning the assignment of an
employee's Career Designation, the Assistant Director (Personnel)
will coordinate the issue between the components involved.
(7) Following the action prescribed in paragraph (6)
immediately above, the Assistant Director (Personnel) will transmit
supplemental listings covering such cases to the major organizational
components involved. Each component will advise the Staff Employees
under its jurisdiction of their Career Designations.
b. Career Employees Entering on Duty 27 April and Thereafter
(1) Beginning on 27 April 1953 and thereafter, the Assistant
Director (Personnel) will be responsible for assigning and record-
ing an appropriate Career Designation for each new Staff Employee
entering on duty. These designations will be shown in Item 14 of
Standard Form 50, Notification of Personnel Action (or Standard
Form 52) as appropriate) for each career employee appointed on or
after 27 April 1953.
(2) The administrative office initiating the appointment
action for the individual will recommend an appropriate Career
Designation on Item 14 of Standard Form 52, Request for Personnel
Action.
(3) The criteria outlined in paragraph 2a above will be
followed by the Personnel Office in making the determination,
and each Career Designation will be subject to the review of
the Office or Offices concerned.
c. Career Designations will also be recorded on employee record
cards, maintained by the appropriate administrative offices.
d. Whenever an employee's Career Designation is to be changed,
this information will be entered by the Office concerned in Item 14
of Standard Form 52. The Personnel Office will show an employee's
Career Designation in all subsequent official personnel actions
affecting him.
e. Career Designations will be posted when appropriate on the
machine records maintained by the Machine Records Branch of General
Services Office to facilitate the preparation of current listings
showing such designations.
f. An employee may submit a request for a change in his initial
Career Designation by submitting a memorandum of request to his current
Office Career Service Board.
Approved For Release 200c
tjt.,7
L.
iiPlaTODP78-03578A000200020001-8
Approved For Rase 20q8fI2TUElokArP78-03578A040200020001-8 25X1A
Security InformAtion
Nom, .NOTICE
25X1A 11M1.111M11
PERSONNEL
20 May 1953
(1) The memorandum, consisting of an original and one copy,
will stipulate the desired Career Designation, and will state
fully the reasons for the request.
(2) The memorandum will be forwarded through administrative
channels to the employee's present Career Service Board for review.
(3) The Career Service Board will make appropriate comments,
sign the copies and forward them to the Assistant Director
(Personnel) who will retain one copy for follow-up purposes. The
Assistant Director (Personnel) will forward the original to the
other Career Service Board involved for its consideration.
(4) If the latter Board concurs, it will have prepared an
SF-52 and transmit it to the Personnel Office for recording and
distribution to the Official Personnel Folder, Machine Records
Branch, when appropriate, and the two Offices concerned. If the
Board does not concur in the requested change, the employee will
retain his current Career Designation.
FOR TBE DIRECTOR OF CENTRAL INTELLIGENCE:
lore
DISTRIBUTION: All Employees
Norpe"
WALTER REID WOLF
Deputy Director
(Administration)
Approved For Release 200d694114iRaf DP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-63578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
25X1A
Approved ForZelease 2001/08/29 : CIA-RDP78-035784900200020001-8
25X1A
SECRET
Security Information
NOTICE PERSONNEL
14 July 1953
ANNOUNCEMENT OF ASSIGNMENTS TO KEY.POS1TIONS
CIA CAREER SERVICE BOARD
25X1A
1. Pursuant to Regulation No. paragraph 4a,
Colonel L. K. White, Acting Deputy Director (Administration), is
appointed a permanent member of the CIA Career Service Board,
vice Mr. Walter Reid Wolf, effective 1 July 1953.
2. Effective immediately, Mr. Huntington D. Sheldon, Assis-
tant Director for Current Intelligence, is appointed a member of
the CIA Career Service Board for the period ending 31 December 1953,
vice Mr. Sherman Kent, Assistant Director for National Estimates,
whose term has expired.
FOR THE DIRECTOR OF CENTRAL INTFLTJGENCE:
DISTRIBUTION: AB
SECRET
L. K. MITE
Acting Deputy Director
(Administration)
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
I
(
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Releast4001/08/29 : CIA-RDP78-03578A000220001-8
SeD004010/
Socifity'Sformation
itc1PJA
CIA CAREER SERVICE BOARD
9th Meting, Thursday, 20 August 195) at 400 P010
LCIse ConterenceRces, Administration Building
L. Minutes of the 8th meeting of the CIA Career Service Board,
held 2 July 1953, (attached); for approval*
2. 11Pro1i2inortReport of the Legislative Task Force dated
13 August 1953? (attached); for discussion.
30 Memorandum for the Record ',Meetings of the Steering Group of
the CIA Career service Board? dated 17 August 1953, (attached);
for approval?
40 Memorandum from Chairman, Professional Selection Panel, subject,
"Proposed Selection Procedureou dated 5 August 1953, with two
attachments, (previously: distributed); for confirmation of the
decisions of tgiliiialhg biairetri0 August 1953.
%0 Now business.
BAPEr4541,44
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release.2001/08/29 : CIA-RDP78-03578A000204020001-8
S4re.,07444T
socaliVtiagation
.MINUTES
OF THE
CIA CAREPR SERVICE BOARD
8th Meeting, 2 July 1953, 400 P.M.
TICIos Conference Room, Adainistration Building
Present: Lyman B. Kirkpatrick, Inspector General, Chairman
25X1A Le Ko White, Acting DD/A
Ch/Operations, Alternate for the DD/P
25X1A AD/Commo
ShermenADE
Matthew Baird, DAR
25X1A Lawrence,HouStonsi General, Counsel
Asst. for Administration COD/I),
Alternate for Dp/I
ty Chief, PP, Alternate for Chief, PP
& Assietant General Counsel ?
Executive Secretary
Reporter
10. Minutes of 7th meeting of the CIA Career Service Board, held
21 May 1953, were approved without change,
2, The Board nominated Mr, Huntington Sheldon, AD/CI,to serve as
rotating member from the DD/I for the period 1 July 1953 through 31
December 1953, vice Mr. Sherman Kent, AD/NE, whose term expired 30
June 19530 The Chairman will present the nomination to the Director for
approval.
30 The Board agreed that the statement of actions taken by the
Steering Group would stand anproved by the Board. If there are later
objections, they Will be raised with the Chairman and the Board will take
the necessary action?
40 The Board approved, in principle, the Staff Study "Career
Development Slots," dated 26 June 19530 It was agreed that further
implementation will depend upon developments in the Agency's over-all
T/O and strength situation,
S?4/4.41.4.4 ?
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Releas%01001/08/29 : CIA-RDP78-03578A0002041)20001-8
S444.4404
secuiriVInt'orla'ation
50 The Board discuesed the interim report of the Professional
Selection Panel "Mourns of Selecting New Career Employees," dated
17 April 19530 For the information and guidance of the Panel, it was
agreed to provide the Panel with that portion of the transcript of
this meeting which presents the discussion of its paper.
60 The Board reviewed information concerning the Professional
Selection Panels decision on Case Number 480 It was agreed to set
aside the Panelss decision and authorize the DD/P to continue with the
emplorbent brocessingo It was established that this action by the
Board should not be construed as a reversal of the Professional Selection
Panel since the action was based On information which was not available
to the Panel at the time of its decision?
70 The Board approved the "Insurance Task Force Recommendation,".
dated 16 June 19530 The Chairmen noted that the Insurance Task Force
had forwarded a,memorandtm to the ADD/A, for hie signature, which would
place the recommendations in a formal status in order to obtain the
Director's approval for employing the reOemmended consultants?
8, The Board recognized the request from the Dpil for a. Board
review of the Professional Selection Panelss decision in Case Number
490 The ease was referred to the Steering Group for ccnsideration at
its meeting of 13 July 19530
The Board discussed the proposed CIA Executive Inventory? It
was agreed that there would be special meetings of the Board cm 16 and
23 July 1953 for the purpose of activating the program* elhe meetings
were actually held on 23 and 27 July 19537
10, The Chairman suggested that it is highly desirable for the CIA
Career Service Board to communicate its general philesophy to the Office
Boards? To this effect, he presented to the Board a draft of a letter
from the Chairman, CIA Career Service Board to the Chairman of each Office
Career Service Board? The draft of the letter was approved, and the
Executive Secretary was requested to prepare and distribute it to all
Boards) (CIA Career Service Letter Number]., dated 10, Jay 1953)
110 The Chairman reported to the Board that he had prepared a broad
outline of the proposed paper "What Career Service in 'CIA Means To Yones
This outline will be given to the Information Task Force for their guidance
in preparing the publication, The Task Force has been given a deadline
of 1 September 1953 for completion of the project?
2 0.
S.EemET
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Releas*.2001/08/29 : CIA-RDP78-03578A0002041920001-8
S44ft,B4ial
secatrtaarnation
120 The Board agreed to appoint a Legislative Program Teak Force
with representatives from the ED/A, DWI and pip complex to work with
the General Counsel and the Chairsam, CIA Career Service Boards in
preparing a program of legislation to be presented to the Second Session
of the 83rd Congress.
130 The meeting was adjourned at 1700 hours*
- 3 -
S.1,4460E44
25X1A
e ewe ary
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release.2001/08/29 : CIA-RDP78-03578A000204,20001-8
? SECRET
Security Information
AGENDA
FOR
CIA CAREER SERVICE BOARD
6th Meeting, Thursday, 2 July 1953 at WOO P.M.
DCI ,s Conference Room, Administration Building
10 Minutes of the 7th Meeting of the CIA Career Service Board,
held 21 May 1953, (attached); for approval.
2. Nomination of new rotating member of the Board; for action.
3. Review of activities of the Steering Group (oral report by the
Chairman); for information and for confirmation.
4. Staff Study "Career Development Slots", dated 26 June 1953,
(attached); for approval.
5. Interim report of the Professional.Selection Panel, "The Process
of Selecting New Career Employees", dated 23 June 1953, (attached);
for comment,
6. "Insurance Task Force Recommendation", dated 16 June 1953, (attached);
for action,
7. "Matters affecting a Legislative Program", dated 26 June 1953,
(attached); for comment.
New business?
SECRET
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved FoNilelease 2001/08/29 : CIA-RDP78-03578061100200020001-8
SECRET
Security Information
MINUTES
pEorEssionTTELEcTioN Pan
42nd Meetityg, 25 August 1953, 2:00 P. N.
Room 117, North Building
Present: MeMbere
25X1A
Advisors Secretariat Oueste
1. The minutes of the lust meeting, 18 August 1953, were anuroved.
2. Case No. 26 was reviewed by the Panel, with pertinent information
being provided by the Panel's advisors and guests. By a 3 to 0 vete, a
quorum being presents the person concerned wasfound suitable for career
service. The Panel recommended that the Chief of Administration and
Logistics of the indiVidual's component arrange for the employee to have
an appropriate medical consultation, and also conduct a personal inter-
view with the employee.
3.. Case No. 27 was also reviewed by the Panel with information
being provided by advisors and guests. By a 3 to 0 votes a quorum being
presents the employee concerned Was found suitable for career service.
25X1A
14. presented a report of progress on efforts to
develop criteria anct techniques for supervisory evaluations of suitability
for "career status." The application of these criteria would supersede
the use of initial Personnel Evaluation Reports.. The tentative evaluation
form presently includes the following:
A. Section I
(1) Identifying personal information
(2) Position assignments
(3) Direct questions
SECRET
Security Information
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For4Sylease 2001/08/Hat-RDP78-035784000200020001-8
Security Information
B. Section II
A check list of personal and behavior characteristics
which apply both to suitability and performance.
C. Section III
Descriptive statements of any personal traits or
behaviorisms which are so significant as to possibly
outweigh the conclusions which could be drawn from
responses in Section II.
D. Section IV
Ratings of major significant characteristics bearing
directly on over-all suitability, presently including
the following:
(1) Job performance.
(2) Potential for greater responsibilities.
(3) Suitability for clandestine tasks.
(4) Attitude toward the Agency.
(5) Suitability for a CIA career.
25X1A 5. distributed preliminary draft copies of Sections
II and IV for review. It was agreed that each member and advisor would add
items as desired to Section II, would prepare comments with respect to
Section IV, and would submit these materials to at 106 R8e 5 25X1A
Building on or before 27 August. A synthesis of these recommendations
25X1A will be submitted at the next meeting. In addition, prior
to the next meeting each member and advisor will rate each item in Section II
on a five point scale in terms of its importance in determining suitability,
and a second time in terms of the degree to which the characteristics can
readily be observed.
25X1A
6. It was agreed that would be assisted in his
study by personnel of the Plans, Research and Development Staff, Personnel
Office.
25X1A
Executive Secretary
SECRET
Security Information
Approved For Release 2001/08/29 : CIA-RDF'78-03578A000200020001-8
Approved Forlietelease 2001/08/29 : CIA-RDP78-03578*000200020001-8
SeEeCeReEeT
Seourref Teo'ration
MINUTES
OF THE
PROFESSIONAL SELECTION MEL
41st Meeting, 18 August 1953, 2:00 P.M0
Roos 11T, Borth Building
25X1A
Present: Mesareo
10 The minutes of the 10th meeting, 11 August 1953, were
approved.
2. Cases No026 and Noo 27 were reviewed by the Panel? It
was agreed to postpone decisions on these, eases until the next
meeting in order that the Office of Training, the Personnel Office."
and the Medical Office may present additional pertinent infortationo
30 The Panel received a report bythe committee appointed to.
me:me:mine the Panel's approach to developing criteria for cuitability
for "Career statueD. During discussion of the report it mas generally
egreed that the determination of an individual's suitability at the
expiration of the trial period should also be based to Some extent
upon- an evaluation of his performance during that period,- It was
concluded that it maybe desirable to omit the use of the Personnel
Evaluation- Report during the indiVidual's trieleservice period, and
to WO in its place a more specific evaluation of the individual
directly in terms of approved standard criteria of suitabilityee. Thiee
evaluation maybe determined by the use of one or more of the following
techniques.
40 Amalysis of enamors to a greup of factual, realistic
questions concerning demonstrated performance and behavior?
bo Analysis of answers to a few key questions pertaining
directly to general suitability. ?
co Comparison of the individual to Others in tome of
key factors pertaining directly to suitability*
do Internal comparisons of linear measurements of the
traits of the individual, possibly using forced-choice techniques?
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Sara.mexaetc41
Approved For %geese 2001/08/29 : CIA-RDP78-03578,400200020001-8
80.3.401/4,W.Ear
8eeurn7 TTAroritaition
25X1A
It was agreed that would continue the exploration and
daTelopment of thesna ive approaches, being assisted by
25X1A Messrs 0 as required*
Now'
25X1A
EtutivV Secretary
S-E-C.PR-S1
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Nov
Approved For4aplease 2001/Mga0.4klaIDF'78-0357841)00200020001-8
Security YnFoIzeation
VaNUTES
OF ThS
PROFESSIONAL SELECTION PANEL
40th meeting* 11 August 1953* 2:00 P.M.
' Room 1170 North Building
Present: Messrs,
1. The attendance did not constitute a quorum, It was agreed
by those present that the decisions of the Group would be reviewed by
the Panel at its next meeting. The agreements reported below are
therefore conditional.
25X1A
2. Minutes of the 39th meeting held 4 August 1953, were approved. .
25X1A 30 reported on the review on 10 August 1953 by the
Steering Group, CIA Career Service Board, of the Panel's paper entitled
Proposed Selection Procedure0, eith two attachments, dated 5 August 1953,
It was. indicated that the Personnel Office will prepare drafts. Of
priate regulations to implement the epproetei policy and procedure, and
will tubmit the deafts to the Panel for review.
4. The Group reviewed a report of each individual favorably cone
sidered by the Panel to date, and of the dates on which their trial.
service periods expire. The following agreements were reached:
a. In each case, the cemponent to which th individual
is assigned will present the case to the Panel. The component
which originarLar questioned the individual's suitability will- .
not be required to take the initiative in presenting the case.
te The Executive Secretary will notify each office in ,
advance of the time that the trial.sorviee period of the employee
will expire e This notification will indicate the manner in which
they are to present the ease to the Neel, and the required materials
end statements,
Approved For Release 2001T/28 :RCIMDP78-03578A000200020001-8
Approved Fott,gelease 2001/g2a4MDP78-0357,1?000200020001-8
Securrt7 Weir
'ration
a,. Two individuals concerned in the report will
terminate trialservice in September 29530 These in..
dividuals must be examined by the Panel in the near
future. .Since both are aseigned to the Office of
25X1A Training, MM. was .requested to bring corr.
pleted initial Personnel Evaluation Reports for these
individuals to the next meeting of the Paul.
50 The Group discussed the problems presented in preparing
'a summary of cotments on the.Panells Working List 112 and thellossi0.
bilitY of developing alternative approaches to the criteria for suit!.
ability.' It was agreed that Messrs? and
25X1A would confer prior to the next meeting of the Panels and would
Nier explore the possibility of using different methods to determine and
applY suitability criteria.
25X1A
Executivef Secretary
.2.
Approved For Release 2001/08/79 : CIA7015-78-03578A000200020601-8
25X1A
Approved Fo,LeRelease 2001/08/29 : CIA-RDP78-03544000200020001-8
SECR-ET
Security Information
MINUTES
OF THE
PROFESSIONAL SELECTION MEL
39th Meeting, 14 August 1953, 2,00 P.M.
ROOM 1174 North Building
Prpsent, Messrs.
25X1A
1. Minutes of the 38th Meeting, held 28 July 1953, were
approved,subject to the substitution of the word "revise" for
the word "omit" in the second sentence of paragraph 50
2Q The following papers were discussed by the Panel:
a. Memorandum from the Personnel Director entitled.
"The Process of Selecting New Career EMployeee"? dated
4 July 19530
b. The Panel's paper "Determination of Suitability
for Permanent Appointment to the Career Staff", dated
3 August 19530
It was agreed that the differences between the concepts and
procedures proposed in the two papers were essentiailyminor.
Revisions to the Panel's paper were agreed upon by the members
in session, It was further agreed that the Panel will recommend
that both papers be brought to the attention of the Steering
Group of the .CIA Career Service Board. If that group is in
general agreement with the selection processes outlined therein,
the Panel and the Personnel Office will undertake the drafting
of appropriate implementing regulations for submission to the
CIA Career Service Board. These regulations will apply both to
initial selection and to selection for career service after
appropriate trial periodeo
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved Forlapiease 2001/08/29 : CIA-RDP78-03578Q00200020001-8
S-E*C-R-E-T
Securrei rnroTrairtion
30 The Panel received a report on former and present CIA
practices with respect to the length of the trial-service periods
required of new employees. It was indicated that some of the
-
individual emplAyess in whom the Panel is interested were given
only a six months trial-service period. A final report on the
dat on which the trial-service of each of these persona will be
submitted when personnel folders become available.
40 The Panel agreed that it would continue to review each
case in which the suitability of an employee is questioned during
his trial-eervice period, pending the establishment of revised
procedures.
50 The Meeting was adjourned at 600 p.m., to reconvene
at 200 p.m., Tuesday, 11 August 1953.
25X1A
?
- 2 -
/0/
Executive Secretary
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Apprcived Fociaelease 2001/08/29 : CIA-RDP78-03571W00200020001-8
Present:
EC-RET
Securrti Tnreal'ation
MINUTES,.
OF THE
PROFESSIONAL SELECTION PANEL
38th Meeting, 28 July 1953, 2:00 P.M,
Room 117, North Building
25X1A
1, Minutes of the 37th meeting, held 21 July 1953, were approved
without change,
Case Number 54
The Executive Secretary reported that this individual was no
longer being considered for Agency employment. The Advisor for
Security withdrew the ease since it had ceased to be of interest
to the Panalc,
36 The Chairman requested that the Executive Secretary prepare a
list of all individuals reviewed by the Panel to date, The list will
-show: Name, Office, Grade0.E0D date and expiration date of the Trial
Service Period, The Panel will review this information at its next
meeting.
L. The Advisor for Security requested a ruling on whether the
Panel would accept cases at any point in the trial-service period
when circumstances indicate that a review is warranted. It was agreed
that the Panelgs authority permitted it to accept cases of individuals
in professional positions at any point during the trial-service period.
It was agreed, furthers, that the Panel, as now constituted, had a
responsibility to accept such cases and would do so until an Agency
Career Selection Board assumed the functions of the Professional
Selection Panel.
56 The revised paper "Determination of Suitability for PerFanent
Appointment to the Career Staff" dated 23 July 1953, was discussed with
particular attention to paragraphs II, V, and VII, It was agreed that
paragraph II be modified to assign responsibility to the CIA Selection
Board for establishing the length of provisional periods recommended
by the Office Career Service Boards; and, to omit the sentence "until
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
S-E-C-R-E-T
Approved Fog,Eplease 2001/08/29 : CIA-RDP78-035784000200020001-8
S-E-C-R-E-T
'ItoseurrtY TaoFration
current legislative road blocks are removed, the duration of the provisional
period cannot exceed twelve months", It Was agreed to modify paragraph V to
place responsibility for making a determination of suitability for non-
professional employees on the Office Head and his Career Service Board on
the basis of Agency suitability standards. The Panel agreed to delete
paragraph VII from the paper. The Chairman read, for the record, the
comment of the Chief, Medical Office concerning paragraphs III and VI. ,
(See attached) After considering the implications of the proposed change,
the Panel decided to reject the recommendations. volunteered 25X1A
to prepare a revised paper for consideration at the next wee Ingo
6, The Advisor for Personnel reported that the Personnel Director was
ready to reply to the Panel 0 e request for his recommendations as to steps
which can be taken to improve the existing selection process, The reply
should be available to the Panel at its next meeting. At the suggestion of
the Advisor for Personnel, the Panel agreed to withhold its paper
"Determination of Suitability for Permanent Appointment to the Career
S4aff" until the comments of the Personnel Director have been considered.
7. The meeting was adjourned at 4:00 p.m., to reconvene at 2:00 p.m.,
Tuesday, 4 August 7.9530
25X1A
...
Executive Secretary
SFC-R-ET
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved Fort,Wease 2001/08/29 : CIA-RDP78-035784590200020001-8
S-E-CeR-E-T
C 0 p y Seenati In-formation
MEIDRANDUM Executive Secretary,
Professional Selection Panel
? SUBJECT
28 July 1953
DRAFT = Determination of Suitability for Permanent
Appointment to the Career Staff
REFERENCE Your Draft dated 23 July 1953, Subject as Above
10 The above reference has been carefully reviewed by the Medical
Office and the following recommendations are submitted for considerations
a. In lieu. of "Para-graph III and Paragraph VII of the reference
draft:
There shall be established a CIA Selection Board (or some
other appropriate nane) consisting of three voting members
representing offices other than that having jurisdiction over
the employee, The members would be chosen from lists of
nominees submitted by the Office Career Service Boards, Such
nominees would be experienced members (GS-14 and above)' of the
Career Staff, The Assistant Director for Personnel shall pro-
vide the selection board with an Executive Secretary and such
clerical and administrative personnel as are needed to perform
its functions,
b, In lieu of Paragraph VI:
(1) With respect to employees in professional positions,
the appointment as a member of the Career Staff will be
effected as follower
Approved For Release 2001/08/29 ?sceaciPpr03578A000200020001-8
Approved Forgo lease 2001/08/29 : CIA-RDP78-035784060200020001!8
Seeurrty rnyormation
(a) Since the Office Career Service Boards must
review a case in the light of all available information?
the Office Career Service Boards will request the con-
eurrece or comments of the Personnel, Security, Medical,
Training, and Operating Offices. This would ensure that
the Office Weer Service Boards would arrive at a conclu-
sion based on ail pertinent data available rather than
forward a recommendation not based on a complete analysis
of a given case.
(b) The Perecnnel? Security, Medical, Training, or
Operating Offices woad have the prerogative to interview
or examine the candidate if they deemed it necessary,
(0) Where no disagreement exists, the Office Career
Service Boards will submit the appropriate personnel action
to the Assistant Director for Perscnnel, Where disagreement
does exist, the Office Career Service Beards will be guided
by the decision of the Examining Panel and submit the
appropriate personnel action to the Assistant Director for
Personnel or if it disagrees with the decision, refer the
case, through the appropriate channels, to the DCI for review.
/8/ John R. Tieteen, M.D.
JOHN R. TIETJEN, M.D.
Cite; Medical Staff
- 2 -
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
SeE-C-R-E-T
Approved ForZelease 200107EizilliaDP78-03574000200020001-8
Security Information
MINUTES
OF THE
PROFESSIONAL SELECTICN PANEL
37th Meeting, 21 July 1953, 2:00 P.M.
Room 117, North Building
Present:
25X1A
25X1A
1, At the request of who was unavoidably absent,
./25X1A acted as chain"...
yaw
25X1A
2. Minutes of the 36th meeting, held 14 July 1953, were
approved without change.
3. Case Number 54
The case was continued in suspense pending a report from
the Advisor for Security or until the case is officially withdrawn,
advised the Panel that the hiring Office had initiated
action to cancel the employment processing. he Executive Secretary
subsequently received this action, transmittedit to the Personnel
Office for inclusion in subject's file and processing was cancelled
by the Personnel Office;
25X1A
the Chairman, Committee on Panel Procedure, con..
ducted the discussion of the Committee's paper "Determination of Suite.
ability for Permanent Appointment to the Career Staff", dated 20 July
1953. The Panel referred the paper to the Executive Secretary who will
revise the paper to reflect the comments of the Panel. The revised
paper will be distributed in sufficient time -to permit discussion at the
next meeting (attached).
50 The Executive Secretary distributed, for information, the tab?
ulation of EOM's for the period 15 June through 14 July 1953, which was
prepared for the Panel by the Personnel Office. It was noted that this
information is significant for any work load projection.
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved Fonaalease 2001481 P78-035784900200020001-8
199:941-131-
Security In ormation
6. The Executive Secretary reported that the decision of the CIA
Career Service Board in its review of Case Number 49 has not been offi-
cially announced. An announcement will be made as soon as the Chairman,
CIA Career Service Board clarifies the Board's instructions to the AE/R.
7. The Executive Secretary reported that sixteen Office Career
Service Boards had replied to the CIA Career Service Board's request
for comments on the Panel's Working List #2. The Panel requested the
Executive Secretary to ditto the comments and distribute to each member
and advisor. In addition, the Panel appointed
as
25X1A a committee of two, to prepare a summary of the comments for
consideration by the Panel.
8. The meeting was adjourned at 4:20 p.m., to reconvene at 2:00 p.m.,
Tuesday, 28 July 1953,,
25X1A
25X1A ?
.2.
S-E-C-R.E-T
E!!!!!!! !!!!!!!'y
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For,aelease 2001/08/29 : CIA-RDP78-035784900200020001-8
SeourIff TRoiliaion
MINUTES
OF TEE
PROFESSIONAL SELECTION PANEL
36th Meeting, 34 July 1953, 2:00 P.M.
Room 117, North Building
25X1A
Present:
1. Minutes of the 35th meeting, held 3 July 1953, were
approved without change.
2. Cabe Number 514
The Advisor for Security reported that he was not prepared
to continue with his rxesentation. The case was placed in suspense
until the Advisor for Security is prepared to report.
3* Case Number 55
The Advisor for Personnel reported that the hiring Office
has cancelled its request for employment of this individual and
that the personnel file has been appropriately flagged. The case
was withdrawn and is no longer of interest to the Panel.
The Chairman reported that the CIA Career Service Board,
at its meeting on 13 July 1953, reviewed the Panel's demision in
Case Number 49, The Board instructed its Executive Secretary to
prepare a memorandum from the Board to the AD/RR through the DIVI
requesting the AD/BR to indoctrinate the individual.
was requested to assist the AD/RR in discussing the problem with
the individual. The Board agreed that the individual remain on
duty with the Agency but that his trial service will be carefully
evaluated prior to the completion of the twelfth month of service.
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
25X1A
Approved ForNlaplease 2001/08/29 : CIA-RDP78-035784980200020001-8
8.4-0,41.4+T
SecurTei Sfoit%aion
5. The Panel discussed the comments of the Career Service
Board (as shown in the excerpts from the transcript) concerning
the Patens responsibilities. It was agreed that the Board was
instructing the Panel to:
a. stop its examination of individual cases of
applicants where doubt exists as to suitability to
work in CIA on a career basis; and,
b. develop a procedure by which the Professional
Selection Panel can review the trial service of each
employee prior to the termination of the provisional
period.
25X1A
The Chairman appointed a committee consisting of
25X1A analyse the comments iiirElftla
Service Board as they relate to the Panel's interim paper "Process
of Selecting New Career Employees", dated 17 June 1953, and to
develop a procedure by which the Panel can meet its responsibilities
for a "trial service" review of each new employee. The committee
Will submit its proposal to the Panel at the next meeting.
6. The Ezecutive Secretary reported that the results of the
Personnel Office study "Identification of EOD'ar should be available
to the Pane/ for the next meeting. requested that his 25X1A
coandttee have access to the study as soon OA possible since the
results will have significance for the committee in preparing its
recommendations .
7. The Panel agreed that the excerpts from the CIA Career
Service Board transcripts should be held on an "eyes only" basis
for Panel members, advisors and alternates, The excerpts are to
be returned to the Executive Secretary at the next meeting.
8. The meeting was adjourned at 2:145 p.m., to reconvene at
200 p.m., Tuesday, 21 July 1953.
25X1A
- 2 -
e ..3ecre
Approved For Release 2001/W ? 9t5pP78-03578A000200020001-8
Approved FotZelease 2001/08/29 : CIA-RDP78-0357W00200020001-8
25X1A
Present*
S4-C-RET
Scour l11 raolinnion
MINUTES
,OF THE
PROFESSIONAL SELECTION PAVEL
35th Meeting, 3 July 1953, 10:30 A.M.
Room 117, North Building
1, remotes of the 34th Meeting, held on 19 June 1953, were approved
without change.
2, The Executive Secretary reported that the CIA Career Service
Board had completed its review of Case Number 48, The Board found
this individual to be suitable for employment in CIA on a long-range
career basis, The Board stressed that its decision was not to be
interpreted as a reversal of the Professional Selection Panel's
earlier decision since the Board based its decision on information
mhich was not available to the Panel.
3. The Executive Secretary reported that the DIVI has requested the
CIA Career Service Board to review the Panel's decision in Case Number 49,
The Chairman, CIA Career Service Board will call a special meeting of the
Board for 3:00 p.m., 13 July 1951, for the purpose of reviewing the Case,
The Chairman, Professional Selection Panel will present the ease to the
Board,
40 The Executive Secretary reported that the CIA Career Service
Board, at its meeting on 2 July 1953, gave specific instructions to
the Panel concerning its function in the process of selecting new
career employees, The Board instructed the Executive Secretary to
make available to the Panel, that portion of the transcript concerning
the Panel,
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved Focgelease 2001/08/29 : CIA-RDP78-03579?6000200020001-8
Secuat7 rnfilmaion
5. The following case with action pending was consideredr
Case theeber 54
The Advisor for Security continued his presentation of
the case, The case was placed in suspense pending the
report, by the Advisor for Security, of the additional
information requested by the Panel.
6. The Chairman noted that the Personnel Office is compiling
statistics on all BODIs for the period 15 June 1953 through 14 Jai
1953. These statistics are being compiled for use borthe Panel.
(See Attachment A)
7. The Panel agreed on 200 p.m., Tueedgy, as the regular
meeting time.
8. The meeting was adjourned at 11155 a.m, to reconvene at
200 p.m., Tuesday, 14 July 19530
Attachment
25X1A
- 2 -
?)A410
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For,laplease 2001/08/29 : CIA-RDP78-035784g00200020001-8
C 0 P Y CONFIDENTIAL
Security Information
10 June 1953
MEMORANDUM FOR: Chief, Personnel Division (Covert)
Chief, Personnel Division (Overt)
SUBJECT: Identification of E0D,s
1. The Professional Selection Panel lacks certain statistics
in order to predict part of its workload over the coming months*
In order to assist the Panel, it is requested that for the period
15 June 1953 through ]1 July 1953 that a tabulation, by number only,
be compiled for all EODIs for that period as follows:
ea The number of E0Dts, by grade*
b. The number of Veterans without prior United
States Government Service*
co The number of Veterans with prior United
States Government Service.
d. The number of non-Veterans without prior United
States Government Service*
a, The number of non.Veternas with prior United
States Government Service*
ifs/ George E. Melo.on
GEORGE E. MELON
PERSONNEL DIRECTOR
Approved For Release 2001/68a101.11WP78-03578A000200020001-8
'Nee
Approved Fordaplease 2001/08/29 : CIA-RDP78-03578400200020001-8
25X1A
Presentr
Bep-C-R-E-T
Securrti WO*Ration
MINUTES
OF Tivl
p0FpSIONAL SELECTIOp PANEL,
34th Meeting, 19 June 1953p 10:30 A.M.
Room 117, North Building
lo Minutes of the 33rd Meeting, held 10 June 1953, were approved
Aithout change,
ae The following case with action pending was considered:
CRGO NO0 a
The Executive Secretary reviewed the handling of the cane to
date. The Advisor for Medical reported the results of the
pre-employment medical examination, The Panel found this
person to be unsuitable for longerange career employment in
CIA by a vote of 3 No and 0 Yes, (See attached analysis of
ballots)
,, The following case was presented fer Panel consideration:
Case No. 54
The case VW brought to the Panel by the Advisor for Security.
It was placed in suspense until the next meeting of the Panel
when the Advisor for Security will continue the presentation.
leo The Cheirman reviewed the results of the special meeting of
16 June 1953 ar.1 read, for the record, the memorandum from the Panel
to the Personnel Director requesting advice from the
Personnel Office concerning the process of selecting new career
empleyeee,' (copy attached) The Chairman informed the Panel that the
ee CIA Career Service Board had requested an interim report from the Panel.
ewe
Approved For Release 2001/S8f2C+1611681DP78-03578A000200020001-8
Approved For4ap1ease 2001/08/29 : CIA-RDP78-0357841,00200020001-8
SecurrtY reorrliaion
The Panel agreed that the Chairman ehould write a memorandum summarizing
the action taken by the Panel to meet the Board's request for recommenda-
tions concerning the process of selecting new career employees and would
attach a copy of the sub-committee's preliminary paper for information.
(Copy attached)
5. The Executive Secretary reported that the Steering Group of the
Career Service Board had reviewed the Panel's Working List #1 dated 4 May
1953 and suggested changes in Items 1, 10, 14 and 19? The Chairman, CIA
Career Service Board requested that the list be revised and distributed
to the Office Career Service Boards for comment. Working List #22 dated
17 June 1953 was approved by the Panel for distribution to the Office
Boards. The Executive Secretary read, for the record, the memorandum
from the Chairman, CIA Career Service Board transmitting Working List #2
to the Office Boards. (Copy attached)
6. The Chairman reported that the CIA Career Service Board's review
of the Panel's decision in Case No. 48 remains in suspense pending the
development of additional information by the DD/P.
7. The meeting MB adjourned at 12,15 p.m0 to reconvene at 10330 a.m.,
Friday, 26 June 1953.
Attachments
25X1A
S-E-C-ReE-T
Execut itee Secretary
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578W0200020001-8
Securrti YaroRation
Malysis of Qua].ities Bearing on Suitability
Case No 51
19 June 1953
6 Ballots 3
aora
Positive Indications
SeeraPefteb?MMEMIMIAMPU.1.2a4V0011:41JAWRIAMVICIIVAN
Effective Intelligence
3
Anonymity
1
Morality
1
Negative Indications
Adaptability
6
Acceptance of Discipline
5
Emotional Control
5
Sense of Personal Proportion
4
Cooperation
4
Social Acceptability
3
Objectivity
2
Career Desire
2
Faithfulness
1
Anonymity
1
Discretion
1
Maturity
I.
Freedom of Action
1
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved ForRolease 2001/08/29 : CIA-RDP78-0357844100200020001-8
*C 0 P Y CONFIDENTIAL
Security Information
23 June 1953
MEMORANDUM FOR: The Personnel Director
FROM: The Professional Selection Panel
SUBJECT: The Process of Selecting New Career Employees
1, As you are aware, the CIA Career Service Board has asked the
Professional Selection Panel to make recommendations with respect to
the process of selecting new career employees. A draft paper on this
subject (copy attached) was discuseed at the Paneles 'special meeting
on 16 June 1953. Several of those present, including the advisor from
the Personnel Office, expressed the view that the procedure proposed
is an unnecessary duplication and that instead of creating such a ASV
procedure, efforts should be made to strengthen and improve existing
procedureso
20 The Panel accordingly requests that you furnish to the Panel
for its guidance recommendations as to steps wtich can be taken to
improve the existing selection process. Specifically, the Panel would
appreciate your suggestions on the following pointer
se What means can be found to insure that each new employee,
before entering full career status, goes through a period during which
his character, personality, capability and performance are effectively
examined, and that at the end of such period the employee is made aware
of a significant change in his status?
b, What procedure can be devised to make such a period longer
than one year in the case of employees occupying professional positions?
co What means can be found to insure that all pertinent information
concerning an applicant or employee is gathered in one file instead of being
either unrecorded or dispersed in the files of many components of the Agency?
do at procedure can be adopted which will insure that the decision
as to the suitability of an applicant is reviewed by a responsible officer
outside the reqessting component and outside the Personnel Office?
CONFIDENTIAL
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved Fot*ilitelease 2001/08/29 : CIA-RDP78-035780.800200020001-8
CONFIDENTIAL
Security Information
30 /n order that the Panel may present its recomendations to the
CIA Career Service Board at an early dates, it is requested that your reply
reach the Panel as soon as possible,
25X1A
/13/
Chairman
2
CONFIDENTIAL
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
. Approved Forliglease 2001/08/29 : CIA-RDP78-03578`illef00200020001-8
40, '0 o P y CONFIDENTIAL
mope
Security Deformation
rNrair
23 June 1953
PUMRATURI FOR: The CIA Career Service Board
FROM: The Professional Selectien Panel
SUBJECT: The Process of Selecting New Career Employees
REFERENCEs CIA Career Service Board memorandum dated 27 May 1953
'10 In reference memorandum the Board instructed the Panel to revise
its report of 17 April 1953, taking into consideration the comments of the
Office Career Service Boards, and to resubmit to the Board its recommenda-
tions concerning the process of selecting new career employees?
20 A subcommittee of the Panel prepared and submitted to the Panel
a paper (Tab A) in which it endeavored to combine the policy and procedural
aspects of this matter? At a special meeting held on the evening of
16 June 1953, the Panel and its advisors discussed this paper. Several of
those present expressed strong dieagreement with certain aspects of the
paper, Aid:, for that reason, is not now being submitted to the Board as
a recommendation of the Panel,
30 Among the comments concerning the paper, the following stand out as
the most salient:
a? Several persons, including the advielae3from the Security Office
and the Personnel Office, expressed the view that an effort should be made to
strengthen and improve existing procedures rather than creating new and
possibly duplicate procedures to correct any present weakhesses0 In line
with this comment, the Panel is requesting the Personnel Director to recommend
specific actions which can be taken to improve existing procedures (Tab B)0
le, Several persons agreed With the advisor from the Security Office
who objected :strongly to the suggestion contained in Comment "C", paragraph
IV of the paper, on the ground that extensive dissemination of such information
is. contrary to good security practice and that the procedure suggested would
involve a heavy and unnecessary workload. Others present felt equally strangle
that means should be found to make available to the employing office all
"administrative" infornation concerning a prospective employee, uhether or not
the information is judged by the Security Office to be adverse*
CONFIDENTIAL
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For'Release 2001/08/29 : CIA-RDP78-035701000200020001-8
CONFIDENTIAL
Security Information
o, Another comment on the paper concerned the failure of the
suggested procedure to make full use of the Office Career Service Boards
in the process of selection*
40 The Panel regrets that it is unable to submit definite recommendations
. to the Board at this timeo It is intended that a new paper will be drafted
as soon as the Personnel Director has furnished the suggestions requested,
in Tab Bo Meanwhile* it was felt that the CIA Career Service Board could
assist the Panel considerably by commenting formally or informally on the
attached paper?
25X1A
/8/
Ciairman
- 2
CONFIDENTIAL
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved Foriktriease 2001/08/29 : CIA-RDP78-03578/4000200020001-8
S-E-C-ReEeT
.sire SOCUrreF Throna ion
-we
22 June 1953
MEMORANDUM FOR: Chairman,
Career Service Board
SUBJECT Qualities Bearing on SuitabillAy for Career
Service in CIA
REFERENCE Working List #2? dated 1/, Juno 1953
lo The Professional Selection Panel is charged with developing
suitability criteria for the selection or career employees, . The
Nue, attached list of personal qualities represents the factors considered
by the Professional Selection Panel in making a judgment concerning
the suitability of those new career employees Whose cases are brought
before the Panel*
20 Since career employees are now being selected within this
frame of reference, the list is forwarded for your information and
comment. If you think that career employees in your component should
be selected for suitability on the basis of other qualities, please
indicate those which you believe should be Added to or delelead from
this list* Additional qualities suggested should be defined clearly
and supported by examples such as those in the present list* The
Panel does net necessarily consider each quality to be of equal
significance in determining suitability for career employment, It
is suggested, therefore, that. you group them according to their
relative significance for career service in your area0
30 Your comments should be forwarded to the Executive Secretary,
CIA Career Service Board (Room 200, North Building), not later than
17 JAY 19530
FOR THE CIA CAREER SERVICE BOARD 25X1A
MAN B KIRKPAThICK
Chairman
Attachment
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
S-141-C-R-E-4
25X1A
Approved For146Iease 2001/08/29 : CIA-RDP78-0357841;100200020001-8
SecurrtY Tnrormaion
MINUTES
OF THE
PROFESSIONAL SELECTION PANEL
33rd Meeting, IO June 1953, 1:00 P.M.
Room 117, North Building
25X1A
25X1A
iPresent: )
Tietjen
25X1A resent to report on Case No ide
10 Minutes of the 32nd Meeting, held 3 June 1953, were approved
without -change.
2, The following cases with action pending were considered:
a. Case No, 49
Aseessnent Branch, 0/TR, reported the results
of the assessment of this individual. After answering questions
from the Panel concerning the assessment, was excused 25X1A
and left the meeting. The Panel reviewed the information pre-
viously presented prior to taking a vote on the individual's
suitability* The Panel found this person tobittnettitable for
long-range career employment in CIA by a vote of 4 NO and
I Us. (See attached analysis of ballots)
b. Case No. 51
The Advisor for Medical stated that he was prepared to
report the results of the pre-employment medical examination
of this individual which was requested by the Panel. Since
two members could not remain in the meeting, the Chairman
asked that the case be held over until the next meeting of
the Panel. .
3. The Panel agreedto meet in special night session on Tuesday,
16 June 1953 for the purpose of discussing the preliminary paper pre-
pared by the Committee on the Process of Selecting New Career Employees,
dated 9 June 1953. The Executive Secretary will inform each member and
advisor of the time and place for the meeting*
Approved For Release 2001/08/29 : CIA:RDP78-03578A000200020001-8
Approved For 'Release 2001/08/29 : CIA-RDP78-0357841100200020001-8
S-E-C-R-Eu?T
Securre* l'nfoiration
40 The Executive Secretary readk for the record the
from the Director of Security appointing as the
second alternate to the Advisor for the Seclwity Office0
50 The meeting was adjourned at 2:35 pogo to reconvene in regular
session at 10:30 a.m., Friday, 19 June 1953..
Attachment
- 2 -
25X1A
Approved For Release 2001$084134-RWARDP78-03578A000200020001-8
25X1A
Approved ForReiease 2Q0112irpnigkdP78-035784,P00200020001-8
4ac ty
ormat ion
PROFESSIONAL SELECTION PANEL
BALLOT ANALYSIS
Case No. 49 Date 10 June 1953
For the reasons listed belows, subject is regarded as unsuitable for
employment in CIA on a career basis.
am following is a general evaluation of this individual in terms
of each of the listed qualitiego
Positive Indications EtrAtte_21115Alans
41T
3
1
Integrity
1
1
3
1
Morality
3
1
Faithfulness
1
1
Objectivity
1
5
3
1
Adaptability
1
4
2
Anonymity
1
5
3
1
Acceptance of Discipline
1
3
2
3
Emotional Control
1
1
2
1
Carper Desire
1
1
Discretion
I
4
1
2
Economic Preparedness
1
2
Freedom of Action
1
2
1
Sense of Personal Proportion
4
2
1
1
Social Acceptability
1
1
Cooperation
1
3
1
5
1
Industry
3
Effective Intelligence
1
1
1
1
2
'IYision
1
Other (see below)
Judgment
1
1
Compulniveness
1
Maturity
1
Comments,
Note, The above qualities are defined in Working List #1, dated 4 May 1953,
"Qualities Bearing on Suitability for Career Service in CIA".
- Assessment Report
A - Advisors
M - Voting Members
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
S-E-C-R-EmT
Approved ForMease 2001/08/29 : CIA-RDP78-03578160200020001-8
5041-04
Sootarfiaajation
OF THE
PROFESSIONAL SELECTION PANEL
32nd Meeting, 3 June 1953, 2:00 P.I.
Room 117, North Building
25X1A
25X1A
Present: Ch)
(Alternate for
Tietjen
25X1A
1, Minutes of the 31st meeting, held 27 May 1953, were
approved.
2. The Chairman reported that the CIA Career Service Board,
at a special meeting on 1. June 1953, upheld the Panel's finding
in Case No. 38 and recommended to the DCI that he reject this
individual as a candidate for Agency employment. The Panel's
finding in Case No, 48 was reviewed also but the Board suspended
the case until additional information had been received. The
Chairman of the Panel was instructed to discuss the individual's
qualifications and other factors with the Need of the Office con-
cerned and to report to the Chairman, CIA Career Service Board,
Upon receipt of the information requested, the Chairmen., CIA
Career Service Board, will determine the action necessary to
make a recommendation to the DCI on Case No, 48,
3, The Committee on Recommendations concerning "Process of
Selecting New Career Employees" presented a draft paper outlining
the reasons that make it desirable for the Agency to extend the
present one year trial-service period, The paper was discussed
and returned to the Committee for redrafting, The Panel instructed
the .Committee to define those conditions of trial-service which are
required by the Agency even though such requirements may appear to
be in conflict with existing Federal Personnel Policies. Once
trial-service objectives have been established, the Agency can
adopt interim procedures which will enable the Agency to work
toward its objectives within the present limitations of Federal
regulations0 it was suggested that the Committee explore the
feasibility of variable trial-service periods to meet different
reqpirements within the Agency, The Committee will report to
the Panel at the next meeting.
Approved For Release 200$fratg94414RDP78-03578A000200020001-8
Approved For fease 200111)811104eQADP78-03578tce60200020001-8
Secuareiaormation
h. The Chair= presented a draft Agency Personnel Notice
and a draft Personnel Director's Memorandum for Panel consideration,
The Panel amended the Personnel Notice to include a second alternate
for the Security Office and asked the ch(-., tive Secretary to process
the Notice far publication, The Panel had no Objections to the PDN
as proposed but eu&ested that paragraph 3 be amanded to place less
emphasis on the mechanism for requesting a review of the Panel's
recommendatione, The Panel agreed to request the CIA Career Ser-
vice Board to establish a deadline of 10 workdays from receipt of
notification of Panel action for the initiation of a request for
review iffilregraph 4, ci, (117. The Bgecutive Secretary was asked
to inform the Personae]. Director of the Panel's comments concerning
the PDM and to take the action necessary to get CIA Career Service
Board approval of the 10 day limit for initiating requests for
review,
5, The Chairman noted, for the record, that he had re-
ceived the comments of the DAD/Commo relating to the suitability
criteria used by the Panel. (Working List #1) The Executive
Secretary was asked to distribute copies of the comments prior
to the next meeting of the Panel, (see attached)
6, The Advisor for Training reported that the assessment
report for Case No, 49 would be ready for presentation to the
Panel at the next meeting,
7. The Advisor for Personnel reported to the Panel that
Case No, 47 should be withdrawn since the individual has indi-
cated that the is not interested in employment with the Agency,
The official personnel folder will be flagged to indicate the
Panel's interest in this individual's future association with
the Agency.
8, The meeting was adjourned at 3:40 PON, to reconvene at
200 P.N., 10 June 1953.
25X1A
-2-.
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
0 fpproved For 'Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
C P
S-E.C.P11-E4f
Securiity-Eaiiiation
27 May 1953
MEILRANDUM FOR: Executive Secretary's, CIA Career Service Board
FMK: Deputy Assistant Director for Communications
SUBJECT: Qualities Bearing on Suitability for Career Service in
C/A
1. Tour request for ay comments concerning criteria for use by
the Professional Selection Panel is appreciated, as I realize that the
attached list is the result of many hours of work by people more qualified
than I in the field of personnel selection and evaluation,
2. NV immediate reaction is that the list is too long and because
of this lends itself to varying interpretations by different people who
mist use it. Some of the confusion which I understand exists could be
eliminated by reduction in the nuMber of terse and a clear-cut definition
of these terms, Fbr instance, I would group objectiveness, emotional
control and discretion under the commonly accepted term of judgment and
then use them in its definition.
30 I venture to set forth the following as a list of criteria and
definition!' which have become rather, generally accepted in some of the
government services, It appears to me that these are the vital items of
a person's character which go to make for his emcees or failure. In
order of importance they are:
Intelligence: This refers to the faculty of comprehension;
mental acuteness
Judgment:
This refers to the discriminating perception
by which the values and relations of things
are mentally catalogued and a person's actions
governed accordingly.
Initiative: This refers to constructive thinking and
resourceftlness; the ability and intelligence
to act as required on one's own responsibility.
Leadership: This refers to the faculty of directing, con-
trolling and influencing others in definite
lines of action and of maintaining morale and
discipline.
Moral Courage That mental quality which impels one to carry
or Integrity out the dictates of his conscience and con-
victions fearlessly,
Approved For Release 200Pa7ki1/4?76RDP78-03578A000200020001-8
?
Approved For Iteease 2001/08/29 : CIA-RDP78-03578AIRr0200020001-8
S0B-C4-FeJT
Cooperation: The faculty of working harmoniously with
others toward the accomplishment of comma
ends.
Loyalty:
Fidelity, faithfulness, allegiance, constancy .
all with reference to the cause for which a
group is mutually striving and to one's
supervisor.
Perseverance: The ability to hold to a purpose or undertaking
in spite of obstacles or frustration.
Endurance:
The ability to carry on under any and all
conditions, particularly those concerned with
personal comfort, pain* hardship or distress.
Industry: The desire either inherent or lacking in the
character of an individual to occupy himself
mentally amoi physically in the performance of
tasks in an energetic manner.
Personal The quality of dignity of demeanor, cleanliness,
Appearance and appropriate dress, and general smartness of
BearingL appearance.
To the foregoing might be added anonymity and motivation as having partic-
ular bearing on service with the teti.al. Intelllgence Agency. Such things
as eocial acceptability:, emotional control adaptability, freedom of action,
open Wareas oircontusion or dagreement and appear to irEMINFlir"Orae
in a list of evaluation criteria, or are a part of the qualities contained
in the criteria listed above.
30 Again I wish to express my appreciation of the difficulty of
the task faced in arriving at an agreed list of criteria. Even the list
that I am submitting could be further reduced* perhaps to its improvement,
and if I were called upon to make such a further reduction I would suggest
intelligence, j1_1?,_dgInAelt, initiative, njoriccrijra_geirv-ii .,- , and
as inirani-(7-Igiradiulds in
broadest sense, be considered to stem from or be contained therein.
25X1A
/5/
-2
SEC-RET
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
25X1A
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578AQ90200020001-8
Security Information
16 Uardh 1953
rig:Tom:am FORE Deputy Director (Plans)
Deputy Director (Intelligenoe)
Deputy Director (Administration)
All. Assistant Directors and Office Heads
MERTON:
SUBJECT: Procedure for Reporting Recommendations of the
Professional Selection Panel
REFeMeNCE: CIA Notice Nbo 25X1A
l, Reference Notice stated that the Profeesional Selection Panel
mould make "recommendations to the appropriate authority for the dis-
position of each case" which had been submitted for its consideration
20 The Assistant Director (Personnel) is the executive agent of
the Director inappointmene actions The CIA Career Service Board has
decided, tberefore, that the method that will be used by the Panel in
reporting its recommendations will be as folloms:
ao The Panel will send the original and one copy of its
recommendation to the Assistant Director (Personnel) with a copy
to the Chairman of the CIA Career Service Board and a copy to the
Head of the Office or. Senior Staff concerned, through the appropri-
ate DeputyEerector,
bo The Executive Secretary will be responsible for delivery,
by hand, to the offices of the Assistant Director (Personnel), the
Chairman of the CIA Career Service Board and the Deputy Director
concerned, The offices of the persons mentioned above will be
responsible ,for any further distributiono
30 When the Panels xxxxememelweeme is adverse, the Assistant
Director (Personnel) will consult with the Heed of the Office or Senior
Staff concerned, before taking further action on the caseo
he The Assiatant Director (Personnel) will inform the Panel of the
action that is finally taken on the caseo
FOR TEE CIA C DIN SERVICE BOARD:
25X1A/15/(
J!scutive Secretary
Distributions
Vembera? CIA Career Service Board
1,16mbers, Professional Selection Panel
Assistant Directors
Office Heads and Chiefs of Senior Staffs
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release ?,%1/91.V.pdRA-RDP78-03578A14,gp200020001-8
Security Information
CENTRAL INTELLIGENCE AGENCY
Nfter Washington, D. C.
25X1A
'ftre
'Now
Name
NOTICE 8 December 1952
SUBJECT: Professional Selection Panel
25X1A
1. In accordance with CIA Notice No.IIIIII subject,: "CIA
Career Service Program," there has been established the Professional
Selection Pane!.
2. Me Professional Selection Panel has been instructed by the
Career Service Board to give priority- to:
a. The formulation of criteria concerning over-all
suitability to work in CIA on a career basis,
b. examination of individual cases of applicants or trial-
service employees where doubt exists as to suitability to work
in CIA on a career basis, and
c. recommendation to the appropriate authority for the
disposition of each case so examined.
3. In order that the Panel nay carry- out its responsibilities
with respect to 2b and 2c above, the Inspection and Security. Office,
Medical Office, Personnel Office, and the Office of Training will
bring to the attention of the Patrol, through its Secretary (Room 200,
North Building, Extension 812), any information of an administrative
nature which casts doubt upon the suitability for employment or
retention of any applicant or trial-service employee. This is not
intended to alter elsting procedures whereby such information is
provided. the Personnel Office by tlle Inspection and. Security. Office
and the Medical Office.
4. Any other major component of the Agency may refer, through
the Secretary, for consideration by the Panel, cases of doubtful
suitability for career employment.
FOR THE DIRECTOR OF CENTRAL INTELLIGENCE:
'N.. DISTRIBUTION NO, 2
WALTER RE ID WOLF
Deputy Director
(Administration)
Approved For Re19,,riwilooli!A6InatAi-oRnDP78-03578A000200020001-8
25X1A
- 1
Approved For Release 2001/08/29 : CIA-RDP7843578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Releassh/001/08/29 : CIA-RDP78-03578A00020011,0001-8
Security Ynro;atice
MINUTES
OF THE
CIA HONOR AVaEtDS 130ARD
12th Meeting, 10 August 1953, 1100 A,Me
Room 1033, "1018 Building
25X1A
ty Advisor
rsormel Advisor
cutive Secretary
1, The Board reviewed and revised a proposed memorandum to
Chairman, CIA Career Service Board, subjects *Status Report and
Recommendations",
? 2, The EttIscutive Secretary was requested to prepare a proposed
memorandum by means of sahich- the Chairman, CIA Career, Service. Board,
would request all Agency components to provide information needed by
the Honor Awards Hoard in its survey of all honor and incentive awards
which have been received by CIA personnel since 18 September 19470
30 It was agreed that the Board will initiate action (coordinated
with the Security Office) to publish notices announcing all honor awards
received by CU personnel, In this respect procedures will be estab.
25X1C lished for notifying the Board of all such awards which the Board did
not review (spgo, awards )0
?40 The Security Advisor reported on the current system used by
the Military Personnel Division in processing ?and presenting proposed
awards of military decorations? The Board determined that possible
security compromises are avoided in these procedures, sod reaffirmed.
? its decision with respect to the processing of these cases (reported
in paragraph 6 of the minutes of the llth meeting on 5 August 1953)6
50 Papers proposing the award of military decorations on two
? members of CIA were approved by the Security Advisor, and were isubatted
to the Board members for a second review in the light of changed pro,.
cedures for suet) cases,
Approved For Release 2001/08/29 : CIVAIDP78-03578A000200020001-8
Approved For Release4,001/08/29 : CIA-RDP78-03578A000200,t00001-8
S-B.C.R.EPaT
Seaurn7 75:atirdelian
60 The Board reviewed a memorandum frau the Chairman, Incentive
Awards Committees subject "Coordination of Responsibilities", dated 6
August, 1953, Walsh concurred in the statements of the Honor .Awards
Board that there is little possibility of conflicts duplication or
unstoordinated action between the two prograinee
70 The Board reviewed a proposed memorandum to the Chairman, CIA
Career Service Boards subject "Staff Study ?, Letter. of Commendationno
Zt was agreed that the memorandura would not be transmitted, and that
'another memorandtati Should request the staff study be returned to
the Honor Awards Board in view of its forthcoming recomaisndatians colt-
corning the. entire honor awstrde programa
80 The Executive Secretary Wa 8 requested to contact Nra Colburn
Heraldic Branch, Office of the Quartermaster Generals to determine idle
the revised designs of the National Security Medal wiU be available?
90 It was agreed that the programs and proposals of the Board
would be aesembled in one package and presented to the CIA Career
Service Board for discussion in joint session?
25X1A
FOR THE CIA HONOR AWARDS BOARDS
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
25X1A
Approved For Releaease001/08/29 : CIA-RDP78-03578A0002MS20001-8
RET
SeourIt3; Tsation
MINUTES.
OF THE
CIA HONOR AWARDS BOARD
11th Meeting, 5 August 1953, 2:00 P.M.
Room 1033, "M" Building
25X1A
111111111
Present t Messrs, ce-Chairman
ember
Security Office Advisor
eraennel Office Advisor
ecutive Secretary
cretariat
1. The minutes of the 10th meeting, hel,d 27 July 19530, were
approved (note that some of the actions reflected in those minutes
have been superseded as indicated in the following minutes).
2. It was agreed that the (IA Honor Awards Board will develop
machinery and procedures to insure the careful handling and processing
of all awards cases, including thorough investigation and evaluation
of the merits and circumstances of each case.
3. The Board reviewed action taken to accomplish a proposed
award of the National Security Medal as reflected in the minutes
of the 10th meeting. The Board instructed its Executive Secretary
to prepare a memorandum concerning this case to the Chairman, CIA
Career Service Board. The memorandum will set forth the fact that
the purpose of classifying the delegation of authority from the
President, giving the DCI authority to award the medal, was to
prevent the medal from being identified with CIA. If the citation
accompanying the medal should be unclassified and is signed by the
DCI, this fact would reveal that CIA awards the medal. The DCI,
therefore, may sign a classified citation, but a nonclassified
version could only be signed by the President or by the Executive
Secretary of the National Security Council.
4. In accordance with the request of Genera Cabell, as
,expressed byEMMMI the Board reviewed its decision of the
previous meeting in with the award of military decorations
to CIA military personnel. It was agreed that such quest ions as the
following should be explored:
Approved For Release 2001/08/29 :VA-111P78:63578A000200020001-8
ewe
25X1A
Nee
Approved ForReleaseii4801/08/29 : CIA-RDP78-03578A00020006001-8
SeEeCeHeE0T
!knurl*" 'TaoFiat=
a? Should C/A be granted authority to award military
decorations to military personnel?
bo Can such authority be delegated to CIA by the
'Secretary of Defense or the Secretaries of the Military
Services?
co Woad such authority need to be delegated to a
military official of CIA?
do Which military decorations could be given if this
is granted?
.90 What are the legat factors involved in this delegation
of authority/
to Should the authority be granted to the senior military
officer of each of the military services represented in CIA or.
can one senior military officer be authorised to grant decora.
tiona to members of all military services?
The Executive Secretary was directed to prepare, in cooperation with
grgita-memorandum from the Boatel to the General Counsel in
tain appropriate legal opinion on the above mattera.
50 The Executive Secretary reported to the Board that papers
proposing military decorations for two individuals had not been
forwarded as directed at the previous meeting, but in view of the
matters discussed in paragraph 4 above, had been held for recon?
sideration of the method by which they should be processed. The
Board approved this action, reviewed the papers, and gave than
to its Security Advisor for review.
6. The Board reached the following agreenents with respect-
to military decorations for military personnel on duty with CIA.
a. Papers initiated by CIA personnel proposing the award
of such decoration's will' be reviewed by the Board. If the
Board concurs in these proposals, they?willbe forwarded
through the Chairman, CIA Career Service Board to the DCI.
If the DCI approves these recommendations for awards, the
Honor Awards Board will take action to sae that the Military
Personnel Division prepares the proper supporting papers and
places than in regular military channele for action. The
.papers prepared by Military Personnel Division may indicate,
ehere mammary, that the DCI approves the recommendations .
for the award. These pees may be signed by the Chief,
Military Personnel Weirdo% uten necessary.
2
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
S.P.F*C.R.E.T
a a a
Approved For Release4001/08/29 : CIA-RDP78-03578A000200140001-8
Seourity iifforesition
bo The Chief, Military Personnel Division, will sit
with the Board whenever a military decoration of an individual
is being coneiderede or mhenever procedures involving 'nob
decorations will be considered,
70 It wau agreed that the Personnel Office will develop
appropriate forms for the handling and processing of proposed
award cases,'
8, It was agreed that the Personnel Office Advisor and the
Security Office Advisor will attend all meetings or send their
alternates, The Security Office Advisor indicated, for the reeordt
25X1A that his alternate is
? 90 It was agreed that the Executive Secretary will prepare
a memorandum tor the Board to the Chairman of the CIA Career -
Service Board concerning the following aspects of the Honor Awards
Progeem (copy to be provided to the A/DD/A)t
a0 A detailed report of all decorations, awards, and
medals which may new be awarded to military and civilian
personnel of CIA, including the circumstances for their
award?
b, Proposals to establish other appropriate decorations
and medals for CIA personnel?
. 100 The 12th meeting of the Board was scheduled for 11100 am?,
Monday, 10 August 1953,
FOR THE CIA HONOR AWARDS
/i/
Executive
Secretary
S-E-OeleEeT
Approved For Release 2001/08/29: CIA-RDP78-03578A000200020001-8
25X1A
Approved For ReleaviagypripsalegRM-03578A0002t420001-8
MINUTES
OF THE
CIA HONOR A.yARD6 BOARD
10th Meeting, 27 Jell 1953, 2:00 P0M*
Room 1058, nr Building
25X1A 25X1A
Present: Nessre. hairman =Executive Secretary
=Member secretariat
. I. The minutes of the 9th. meeting held 16 June 1953 were
approved.
2. The Board conferred with Mr. Harold B. Colburn, Heraldic
Branch, Office of the Quartermaster General, concerning the design
of the National Security Medal. It was agreed that the Heraldic
Branch would re-submit designs within approximately three weeks.
It was estimated that, barring further difficulties, the actual
medals maybe available in four to six months.
3. The Board approved proposed memoranda to the Chairman,
CIA Career Service Board, concerning the following subjects:
a. The use of letters of commendation within CIA.
b. The responsibilities involved in the Honor Awards
Program and the Incentive Awards Program*
4. The Board provided its Executive Secretary with information
required for the annual report by government agencies of their honor
and incentive award activities.
5* A proposed award of the National Security Modal was approved
by the Board, and referred to the Director of Central Intelligence
through the Chairman, CIA Career Service Board.
6, The Board discussed problems connected with awarding the
Medal of Freedom, It was agreed that in view of the sensitive
nature of Agency activities, and in order to utilize the most dir-
eet and effective proceduree for honor awards within CIA, the
Agency should possess the authority to grant the medal. The Board
instructed its Executive Secretary to obtain the opinion of the
General Counsel with respect to proposals to obtain this authority.
Approved For Release 2001/0W2ck54134P78-03578A000200020001-8
VOW MEV .4/
Approved For Releasejtgu
- ,AF'78-03578A0002004140001-8
elormation
Now' 7. The Board re-affirmed its decision that the Military Per-
sonnel Division of the Personnel Office would process through its
established military channels, the military decorations approved
by the Board for CIA military personnel. Under this procedure
the Board approved proposed decorations for two individuals, and
requested its Executive Secretary to transmit the proposals to
the Military Personnel Division for necessary action.
8, The Board discussed the possibility of adapting for
CIA use a combined form for recommending awards for both heroism
and achievement which is currently being developed by the Depart-
ment of Army.. Decision on the use of this form was postponed un-
til it is available in final form,
9. In view of the impending absence of the Chairman, it wab
25X1A agreed thatil. will serve as Vice-Chairman henceforth.
10. The, meeting adjourned at its15 P.M. The next meeting
will be held at the call of the Chairman,
FOR THE CIA HCSTOR AWARES BOA RD
25X1/131
FAMPOIM11,11193r
.2.
S-E-C-R-E-T
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
e-v*"./-
",Approved For Release?20'61/08/29 : CIA-RDP78-03578A00020042.0001-8
Present: Messrs.
S-E-C-R-E-T
SeaterItSF Tnroliertion
MINUTES
OF THE
CIA HONOR AWARDS BOARD
9th Meeting, 16 June 1953, 200 P.M.
Room 1058, L Building
25X1A 25X1A
Chairman Security Advisor
Member Alternate Exec/Sec,
Member Recorder
1. The minutes of the 8th meeting held 9 June 1953 were approved
as read,
2, The Chairman reported that no further activity had taken place
in regard to the design of the National Security Medal,
3. The Executive Secretary presented to the Board two memoranda
outlining the CIA Career Service Board Steering Group's action on
15 June in regard to the Honor Awards Board's staff study "Letter of
Commendation* dated 9 June 1953. These memoranda addressed to the
Chairman of the Honor Awards Board from the Executive Secretary's CIA
Career Service Board anddated 16. June 1953, in brief requested that:.
a? The proposed staff study be amended to insure that the
proposed "Letter of Commendation is in addition to other commen-
datory, congratulatory or courtesy letters signed by the Director
or other responsible officials, and would not preclude the con-
tinued use of such letters as appropriate," and
b. That the Honor Awards Board coordinate with the Incentive
Awards Committee to insure that over-411 objectives in the hanor
and incentive fields be obtained, that there be no over-lap of
duplication and that all phases of the awards field be the
responsibility of one or the other of the groups.
40 The Board, after considerable discussion of the recommendations
outlined above, decided that its Chairman should meet as soon as possible
with the Chairman of the Incentive Awards Committee to carry out the
objectives outlined in 3 b0 above, and that it would withdraw its staff
study pending the outcome 01this discussion? The Board determined that -
Approved For Release 2001/08/297 CIPC:RDP7T-03578A000200020001-8
Approved For Release1601/08/29 : CIA-RDP78-03578A000200Qa0001-8
S-E-G-R-E-T
SecurrtY TnrofiniTtion
the feasibility of one awards program to include incentive, honor and
longevity awards should be explored* It was the opinion of the Board
that such a consolidation might well ameliorate the situation that now
confronts those responsible for the several programs. Were all awards
proposals sent to one group, decision regarding whether they were
properly in the honor or incentive areas could be made centrally and
referred to the appropriate group operating within the single
integrated program. The Chairman will explore these possibilities
upon meeting with the Chairman, Incentive Awards Committee.
5. The meeting adjourned at 4225 p.m. The next meeting will
be held at 2:30 p.m, on Tuesday, 23 June 1953.
FOR THE CIA HONOR AWARDS BOARD:
25X1A
Executii,s Secretary
Approved For Release 2001/08/29 :11kirtlitte3578A000200020001-8
Approved For Release ile1/0812g: C
78A000200020001-8
Ner4
iizgatiOn
OF THE
CIA HONOR: AWARDS BOARD
8th Meeting, 9 June 1953, 2130 Path
. Room 1058, L Building
25X1A
25X1A
11111
Present: Messrs!, Chairman omaeIAdvisor
Member tive Secretary
Member Recorder
rnate Security
visor
10 The minutes of the 7th meeting held 2 June 1953 were
approved with minor corrections? The previously distributed
minutes will be revised and replaced?
? 20 The Chairman reported that no contact had been made during
the week with the Heraldic Branch of the Quartermaster Corps re-
garding design of the National Security Medal,
30 The proposed staff study "Letter of Commendation" was re-
viewed and approved after a number of suggestions by various members
were incorporated in the tact. It will be forwarded to the Chairman,
CIA Career Service Board within the week.
"F.Ac;', u Awards and Decorations" Regulatien 25X1A
"Awards from Foreign Governments"0 The group co red the pro e
4. Discussion then took place regarding Agency Regulation 111111
which will replace 25X1A
25X1A and which is being coordinated by the gulations Control Staff,
The Board concurred generally-in the substance of the new Regu-
lation and requested the Foceoutive Secretary to forward the following
comment to Regulations Contra Staff;
"The Honor Awards Board concurs generally in the sub-
stance of the proposed CIA Regulation In order to ful-
fill the re ty set forth in paragraph 2b(4) of CIA
25X1A Regulation dated 20 February 3953, the Board requests
that the to owing be added to paragraph 2b:
(3) Notifying the Honor Awards Board of the
action taken in eachcase,
Approved For Release 2001108/29 : CIA-RDP78-03578A000200020001-8
25X1A
25X1A
25X1A
Timmirs
Approved ForReleaseN161/08/29 : CIMM78A00020004p01-8
sociaTi-hineWitition
? It is suggested that for emphasis the proposed
Regulation quote Article I, Section 9, Clause 8 of the
United. States Constitution which bears on this subject
as follows:
No title of nobility shall be granted
by the United States. And no person holding
any office of profit or trust under than shall,
without the consent of the Congress, accept of
any present, emolument, office, or title of any
kind whatever from any king, prince, or foreign
state.' n
S. It was noted that..MI tern was about to expire.
The Chairm rean ested the Executive Secretary to take the necessary
steps to have re-appointed for a full term on the Board.
6, The meeting adjourned at 4:30 P. H. The next meeting will
be held at 2:30 P. M. on Tuesday, 16 June 1953.
FOR THE CIA HONOR =REG BOARD:
-2-'
S-R-C-R-E-T
25X1A
Milli
tive Secretary
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Releasei6001/08/29 : CIA-RDP78-03578A0002094?10001-8
S1GRE T
S-E-0-0-411-T
SeouFity"Earriation
MINUTES
or THE
CIA HONOR. ANARDS BOARD
7t111 Meeting, 2 June 1953, 200 P.M.
Roam 1058, L Building
25X1A 25X1A
Present: Messrs.
Chairman
limber
Member
i Security Advisor
Personnel Advisor
Alternate/ Exec.
Recorder
10 The minutes of the 6th meeting held 12 May 1953 were
approved as read.
25X1A 2. 'reported on his discussions with Mr. DuBois
regarding the proposed designs for the National Security Medal,
25X1A During their meeting, informed Mr. Du.Wis of the
efforts of the Agency in preparing designs. 1111111111Ifelt 25X1A
that Mr. DuBois would rather that the HeraldieneMr, the
Initiator of designs and that he would have some to offer within
25X1A two or three weeks. stated that he would recontact
Mr. DuBois in the near'future.
25X1A
25X1A
30 The design prepared by as a result of the
Board's comments re the designs he had previously submitted was
then presented for consideration. The Board members were favorably
impressed by the design and decided that it Would be actively con-.
sidered. They requested the Chairman to express their thanks for
work,
4. Discussion then took place regarding standards to be applied
to recommendations for wards. COMUAVFE Instruction 1650. 1, procured
25X1A by from Mrcr.J. Blakeney of the Decorations and Medals
Branch, Personnel Departmont, U. S. Marine Corps, was offered to the
Board for consideration. It was acknowledged that this instruction
would provide a good source for Honor Awards standards and that its
use in connection with the conpideration of cases would be extremely
helpful in the preparation of CIA Honor Awards Board standards.
SECRET
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
25X1A
25X1A
25X1A
Approved F%-svelease 2001/08/29 : CIA-RDP78-035711000200020001-8
Seeurrff Taroration
25X1A
Incentive Awards, in regard to possible conflict between the funlitiglims
S. The? next subject for discussion was Agency Regulation
Incentive Awards Committee and the Honor Awards Board* kfr.
ted possible conflict in sections 3*a0(4) and (5), 6.b*(6),
and. 0b The Board examined the Regulation and decided that there was
no basic conflict with the possible exception of paragraph 3040(5) where
a slight rewording to reflect "appreciation" rather than "commendation"
upon any su ent revision of the Regulation would clarify the
situation, L stated that any commendatory letter or certifi-
cate, of appreciation in the Incentive Awards Program would be subordi-
nate to step increases and monetary payments. Thus the Honor Awards
Board Letter- of Commendation as -outlined in previous minutes would be
far removed from any Incentive Awards Committee letters el? appreeiation .
and there should be no conflict, However, it was acknowledged tnat a
single act or a period of service might be worthy of consideration by
both Boards and that there should be coordination between the two*
Since the Executive Secretary of the Incentive Awards Committee works
out ofIINIIIIMMISpoffice, the Personnel Advisor was requested to
effect any necess coordination in this area*
450 The Executive Secretary was then requested to prepare a Staff
Study for the CIA Career Service Board Which would recommend that Letters
of Commendation for the Director's signature be reserved Ibr the 'Honor
Awards Board as a lower order of award which would be directly under the
control of CIA as contrasted to awards presently available which are
national awards. This action, too, would provide additional clarification
of possible conflict with Incentive Awards procedures.
7* DisOussion then took place concerning Honor Awards by foreign
governments to CIA personnel. This subject was tabled for discussion
at the next meeting.
80 The recorder then read the transcript excerpt of the Executive
Secretary's oral report to the CIA Career Service Board and brought to
the attention of the members the fact that the Honor Awards Notice had
been published and distributed*
- 2 -
S?Ed.er-R?E?T
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release"2601/08/29 : CIA-RDP78-03578A000200(a0001-8
SeourrtY rnrofiation
90 The meeting adjourned at 4320 P.M. The next meeting will be
held at 2230 P.M e on Taesday, 9 June 19530
FOR THE CIA HONOR AWARDS T3OARD: 25X1A
macut.v6 8ecreter7
- 3 -
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
25X1A
Amor'
"104pre
Approved ForRelease-4001/08/29 : CIA-RDP78-03578A000200020001-8
+Nor'
NOTICE
SECRET
Security Information
25X1A
PERSONNEL
14 July 1953
ANNOUNCEMENT OF ASSIGNMENTS TO KEY POSITIONS
CIA HONOR AWARDS BOARD
25X1A
Effective immediately, the appointment of
25X1A IIIIIIIIIs a member of the CIA Honor Awards Board is extended
for the period ending 13 Jima 1954.
FOR THE DIRECTOR OF CENTRAL INIELLIGENCE:
DISTRIBUTION: AB
SECRET
L. K. White
Acting Deputy Director
(Administration)
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Releas42001/08/29 : Cgt,W78-03578A00020,(6}20001-8
Security Ihformation
NOTICE
25X1A
Reference:
HONOR AWARDS
CIA HONOR AWARDS PROGRAM
25X1A
PERSONNEL
21 May 1953
1. In accordance With the referenced Regulation, the Agency may grant
honor awards to CIA personnel who perform acts of valor or exemplary achieve-
ment in the national security interest. To this end, the CIA Honor Awards Board
has been created to set the standards for Agency awards, and to make recommenda-
tions to the Director for his approval.
2. The principle of recognizing individuals for deeds performed above and
beyond the call of duty is traditional. Deeds requiring a high order of personal
courage have been and will be performed by CIA personnel who are engaged in the
support of United States intelligence activities. Similarly, CIA individuals
have made and will make singularly important and highly significant contributions
of a nonvalorous nature to the national intelligence effort. Although the
anonymity demanded by Agency activities militates against overt forms of recogni-
tion, certain honor awards are available which will meet security considerations
so that deserving personnel may receive special recognition.
3. Awards Presently Available
a. National Security Medal
On 19 January 1953, the President, by Executive Order 10431,
established the National Security Medal to be awarded for an outstand-
ing contribution to the United States intelligence effort. The Medal
will be awarded for "exceptionally meritorious service performed in
a position of high responsibility" or for "an act of valor requiring
personal courage of a high degree and complete disregard of personal
safety." The National Security Medal may be awarded to civilians or
to military personnel.
b. Medal of Freedom
(1) The President, by Executive Orders 9586 and 10336,
established the Medal of Freedom to be awarded for performance
of a meritorious act or service which
(a) in time of war, has aided the United States or
an ally against an enemy or enemies.
(a) during any period of national emergency, has
furthered the interests of the security of the United
States or its allies.
(c) under special circumstance, without regard to
the existence of a state of war or national emergency, has
furthered the interests of the security of the United States.
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
SECRET
NOTICE
Approvin For Relegai291/08/29 : CIA-RDP7,43578A000204620001-8
Security Information
25X1A
PERSONNEL
21 May 1953
(2) The Medal of Freedom may not be awarded for any act
or service performed within the continental limits of the United
States nor to a member of the Armed Forces of the United States.
c. Military Awards
Active duty military personnel assigned to or detailed to
the Agency may be recommended for appropriate military awards. In
general, civilians and reserve personnel not on active military duty
are not eligible for military awards.
4. Submission of Nominations
a. Nominations for Honor Awards may originate at any administra-
tive echelon.
b. All nominations shall be forwarded to the CIA Honor Awards
Board through the Executive Secretary, CIA Career Service Board with
endorsement by the appropriate Assistant Director or Office head.
Nominations affecting CIA military personnel will be coordinated by
the CIA Honor Awards Board with the Military Personnel Division of
the Personnel Office.
c. Each nomination shall be submitted either on AGO Form No. 638
"Recommendation for Award - Meritorious Achievement or Service" or AGO
Form NO. 639 "Recommendation for Award - Heroism" and should be
accompanied by supporting data, if necessary, so as to afford the CIA Honor
Awards Board sufficient information on which to base its recommendations.
The above Forms are available from the Executive Secretary, CIA Career
Service Board.
FOR TBE DIRECTOR OF CENTRAL INTELLIGENCE:
WALTER REID WOLF
Deputy Director
(Administration)
DISTRIBUTION: All Employees
2
Approved For Releati2ID01/08/29 : CIA-RDP78-03578A000200020001-8
25X1A
Approved For Release-21101/08/29 : CIA-RDW842578A000200020001-
....0
Security Information
25X1A
REGULATION PERSONNEL
20 February 1953
HONOR AWARDS
Rescissions: (1) CIA Regulation
(2) CIA Regulation
paragraph B. 25X1A
CONTENTS
Page
POLICY 1
THE CIA HONOR AWARDS BOARD 1
1. POLICY
In accordance with this Regulation the Agency may grant honor awards for intel-
ligence service to personnel for performing acts of valor or for making highly
significant contributions to national intelligence. The Honor Awards Program is
25X1A
separate and distinct from the Incentive Awards Program as defined in CIA Regu-
*41111.'
2. THE CIA HONOR AWARDS BOARD
The CIA Honor Awards Board, under the jurisdiction of the CIA Career Service
Board, is established to review recommendations concerning honor awards, and to
forward these recommendations to the Director for his approval.
a. ORGANIZATION
The CIA Honor Awards Board will be organized as follows:
(1) Membership
The Board will be composed of three Agency officials appointed by the
Director upon recommendation of the CIA Career Service Board. The
Personnel Office and the Security Office will furnish nonvoting advisory
representation to the Board on a continuing basis.
(2) Term of Office
Each voting member will serve a twelve-month term with successive new
members appointed each four months. One member of the Board first
appointed shall serve for four months, a second member for eight months,
and a third for twelve months.
(3) Secretariat
Secretariat support will be provided by the Secretariat of the CIA Career
Service Board.
b. RESPONSIBILITIES
The CIA Honor Awards Board will be responsible to the CIA Career Service
Board for the following:
(1) Ensuring that the details of the CIA Honor Awards Program are brought
to the attention of all Agency personnel.
(2) Developing standards for honor awards and procedures for recommenda-
tion and determination of such awards.
(3) Reviewing, investigating, and forwarding with recommendations to the
Director of Central Intelligence all honor award proposals.
(4) Providing a central point of record for information regarding awards
recommended for CIA personnel.
(5) Arranging for Agency announcement and presentation of honor awards.
(6) Forwarding to the Director recommendations for awards to CIA personnel
by other Government departments and agencies.
(7) Undertaking such additional responsibilities as may be assigned to it.
FOR THE ACTING DIRECTOR OF CENTRAL INTELLIGENCE:
WALTER REID WOLF
Deputy Director
(Administration)
1
Approved For Release 2001/08/29 : CIA-MM-03578A000200020001-8
25X1A
AMP'
Approved For Release.2001/08/29 : CIA-RDP78-03578A000200020001-8
CONFIDENTIAL
Security Information
CENTRAL INTELLIGENCE AGENCY
Washington, D. C.
NOTICE 20 February 1953
SUBJECT: Establishment of the CIA Honor Awards Program
Reference: Regulation No. 25X1A
25X1A
1. In accordance with Regulation dated 20 February 1953
the Agency may grant honor awards to CIA personnel who perform acts of valor
or exemplary achievement of the highest order in the national security
interest. To this end, the CIA Honor Awards Board has been created to set
the standards for Agency awards, and to make recommendations to the Director
for his approval.
2. The principle of recognizing individuals for deeds performed above
and beyond the call of duty is traditional. Deeds requiring a high order of
personal courage have been and will be performed by CIA personnel who are
engaged in the support of United States intelligence activities. Similarly,
CIA individuals have made and will make singularly important and highly
significant contributions of a nonvalorous nature to the national intelligence
effort. Although the anonymity demanded by our profession militates against
overt forms of recognition, a system of CIA Honor Awards has been established
which is specifically designed to meet security considerations so that deserving
personnel may receive special recognition.
3. Submission of Nominations
a. Nominations for CIA Honor Awards may originate at any
administrative echelon.
b. All nominations shall be forwarded to the CIA Honor Awards
Board, with endorsement by the appropriate Assistant Director or
Office head. Nominations affecting CIA military personnel will be
coordinated by the CIA Honor Awards Board with the Military Personnel
Division of the Personnel Office.
c. Each nomination shall be accompanied by supporting data, thus
affording the Board sufficient information on which to base its
recommendation.
FOR TBE ACTING DIRECTOR OF CENTRAL INTELLIGENCE:
25X1A
TER REID WOLF
DISTRANITIONcINEcr Release 2001/08/29 : CIA-RDP78-0357PA194670062006028
(Administration)
CONFIDENTIAL
25X1A
25X1A
25X1A 25X1A
Approved For Release 12'001/08/29 : CIA-RDP78-03578A00020W0001-8
Security Information
CEMAL IPTEILICZNCE ACIaCY
1;:ashington, Do C.
n",
13 February 1553
1, The following appointments to the CIL loner Awards Loard are
effective with the publication of this ibticet
25X1A
hatrc,an
Term
1 i.ear
C months
4 months
2, hes been desiruLted by the Ins:I.:action
and. Security Office and by t]e Personnel OZfice to
serve as non-voting adv:LsolT :-op:"esentatives to tbo Loard,
F011T1 DI1ECT014 02 C-:ThIL 3 TELLIOENCE:
t,Ito;,?iLA
1.41T2 RTLIE )01,F
Deputy Director
(Adrinistration)
SECET
Scurity Iniormation
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
25X1A-
Approved For Release,,,2001/08/29 : CliCGIRDM&VB678A0002qL9.) 200
Security Infotmation
REGULATION PERSONNEL
25X1A 20 February 1953
LONGEVITY AWARDS
CONTENTS
Page
POLICY 1
ELIGIBILITY FOR AWARDS . 1
NATURE OF AWARDS 1
RESPONSIBILITIES 1
I. POLICY
It is the policy of the Central Intelligence Agency to recognize long and faithful
service of Agency personnel by providing suitable awards for such service.
2. ELIGIBILITY FOR AWARDS
Agency personnel who satisfactorily complete an aggregate of ten years civilian
and/or military service with CIA will be eligible for a longevity award. Additional
service will be recognized at ten-year intervals. Service subsequent to 18 Septem-
ber 1947 is creditable for longevity award purposes.
3. NATURE OF AWARDS
a. CIA longevity awards shall consist of:
(1) Presentation of an appropriate device embodying the Agency seal, an indi-
cation of length of service, and the name of the recipient.
(2) Suitable publication of the names of the eligible employees and recogni-
tion of their service at an appropriate gathering of Agency personnel.
b. Eligible employees who, by reason of security, are not in a position to receive
the longevity award will be privately notified and full recognition will be
accorded them at such time as security restrictions no longer apply.
4. RESPONSIBILITIES
The Assistant Director (Personnel) is responsible for the administration of the
longevity awards program.
FOR THE ACTING DIRECTOR OF CENTRAL INTELLIGENCE:
WALTER REID WOLF
Deputy Director
(Administration)
1
Approved For Release 2001/08/29 : C1Q-145PRi2646/78A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Releasew2001/08/29 : CIA-RDP78-03578A000284020001-8
CONFIDENTIAL
SECURITY INFORMATION 25X1A
CENTRAL INTELLIGENCE AGENCY REGULATION
1 August 1952
15. PERSONNEL EVALUATION
A. Policy
In accordance with the basic personnel policy of the Central Intelligence Agency (See CIA
25X1A Paragraph A (1)), a program of personnel evaluation is provided as a prin-
cipal means of developing and maintaining an effective staff and promoting the most satis-
factory relationship between each individual and his supervisor.
25X1A
-Aso,
B. Scope of Program
The personnel evaluation program includes all staff employees and staff agents of the
Central Intelligence Agency whether on duty in headquarters or in the field.
C. Form and Frequency of Reports
(1) CIA Form No. 37-151, Personnel Evaluation Report, shall be used to
(2) Supervisors shall prepare a personnel evaluation for each individual
first nine months of service with the Agency and annually thereafter,
times as directed.
record evaluations.
at the end of his
and at such other
D. Responsibility
The Assistant Director (Personnel) is responsible for administering this program.
FOR THE DIRECTOR OF CENTRAL INTELLIGENCE:
Acting Deputy Director Effective: 1 August 1952
(Administration) Rescind : Page 1 of 20-15,
11 July 1951
- 1 -
CONFIDENTIAL
SECURITY INFORMATION
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
25X1A
Approved Fortiplease 2001/08/29 : CIA-RDP78-035714000200020001-8
RE3TRICT4D
Security Information
CENTRAL INTELLIGENCE AGENCY ?
Washington, D.C.
NOTICE
SUBJECT: Personnel Evaluation
1 August 1952
25X1A REFERENCE: CIA Regulation (Revised), effective 1 August 1952
NNW
1. Purpose
. This Notice provides guidance and outlines detailed respon-
sibilities for personnel evaluation.
2. -Definition of Personnel Lvaluation
a. Personnel evaluation as used in the Central Intelligence
Agency is tho.supervisor's considored and judicious appraisal
of the performance and capabilities of each individual for whom
he is immediately responsible. This evaluation is in terms of
the requirements of the individual's current position and his
potential for long-term service with the .Agency . It is not a
performance or an efficiency rating in the sense that individuals
are compared on the basis of a predetermined adjectival or
numerical scale.
b. The significance of a personnel evaluation lies in the
constructive action which will be taken to develop and use each
individual's abilities and potentialities most effectively.
3, Bleed for Evaluation
a. Continuing Day-by-Day Evaluation
A supervisor must be continually aware of the abilities
and porfermance of each person in his organization if he is
actively to aid hiu to develop his skills and abilities. The
insight gained from continuing appraisals will enable the
supervisor to stimulate the productiveness and job confidence
of his people and to develop teamwork and pride in the organ-
ization.
b. Recording Evaluations
In uddition to day-by-day guidance, it is necessary that
periodic written reports be prepared as an essential element in
RESTRICTED
Security Information
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-035780200020001-8
IiESTRICTED
Security Information
each individual's career plan. The preparation of these reports
will serve periodically to focus the supervisor's attention on the
actual andipotential contributions of each individual. Through
this process the supervisor acquires a systematic inventory of
the human resources within his unit.
Specific Uses of Personnel Evaluation
The uses of personnel evaluation include the following:
a. Identifying each person's aptitudes, knowledgcs, skills
and interests;
ID. Promoting discussions between supervisors and those
supervised concerning work perfornance and career development;
c. Increasing individual efficiency by spotting and cor-
recting specific problems and deficiencies and helping in the
development of desirable traits;
d. Serving as a basis for individual plans for career
development;
c. Identifying outstanding service;
f. Identifying individuals who fall to perform as effective
nombors of the organization; and
g. Identifying the need for training, roassignment, rotation,
Prot:lotion, demotion, E.,paration and other formai personnel actions.
5. Responsibilities fo:'.7 Personnel Tvaluation
a. Responsibilities ceP Individuals
Each individual must understand the responsibilities
and requirements of his position. This is an Inherent condition
of employment and iraDOS(2,9 a responsibility u,:)on. the individual
to discuss with his immediate supervisor :,,ny problem or un-
certainty which obscures his comprehension of his work. This
does not minimize the responsibility of the supervisor for
ensuring that those whom he supervises ore provided with full
infsrmation auto their jobs. clear understanding between
the supervisor and the individual is the result of a reciprocal
relationship, and effective performance by and development
of the individual proceed from the two-way comuunication
between them.
RESTRICTED
Security Information
Approved For Release 2001/08/29-: CIA-RDP78-03578A000200020001-8
Approved Forgo lease 2001/08/29 : CIA-RDP78-03578A200200020001-8
RESTRICTED
Security Information
b. Responsibilities of Sup=isors
(1) Immediate Supervisor
The immediate supervisor who assigns and reviews
the work of others bears primary responsibility for evaluating,
guiding and developing the potentialities and capabilities of
those whom he supervises. In order to record his evaluations
and recommendations, he will prepare Personnel Evaluation
Reports as required.
(2) Reviewing Official
The supervisor next in line of authority above the
immediate supervisor is responsible for reviewing Personnel
Evaluation Reports. Re will determine whether they conform
to pertinent Agency policy and regulations and will assist
in the effective use of the recorded. information. He has
the additional responsibility of ensuring that supervisors
under his authority are effective in directing, leading,
evaluating and developing their personnel.
c. Responsibilities of Office Career Service Boards
It is the responsibility of each Office Career Service
Board to review plans contained in the Personnel Evaluation Report
for the training, assignment, advancement, rotation or promotion
of each individual falling within its jurisdiction and to recom-
mend to the Assistant Director or Office head the action that
should be taken..
6. Types of Reports
a. Initial Reports
The supervisor will prepare a Personnel Evaluation Report
for each individual at the end of his first nine months of service
with the Agency, exclusive of time that may. have been spent in
provisional status pending full security clearance. Such a report
will be made regardless of the length of time that the individual
has been under his immediate supervision.
b.. Annual Reports
The supervisor will prepare a Personnel Evaluation Report
annually for each individual on the anniversary of his entrance
on duty unless a report has been made within the three months
RESTRICTED
Security Information
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
-3-
Allok
Approved For Release 2001/08/29 : CIA-RDP78-03571,000200020001-8
RESTRICTED
Security Infomation
prior to the anniversary date. When necessary the due date of
an: annual report will'be deferred until the individual has been
under the supervisor's jurisdiction for 90 days.
c. Special Reports
The supervisor will prepare a Personnel *Evaluation Report
wheic an individual leaves the Agercy. This ::oport will inc Jude
the supervisor's recommendation concerning his suitability for
re-employment. Such suecial reports shall be attached to the
Personnel Action Request form when it is forwarded to the
Personnel Office. Special reports also may bo made whenever they
are administratively required.
d. Reassignment Reports
A Personnel Evaluation Report will be prepared for an
individual whenever hi3 supervisor is to be pormanently:ohanged.
Supervisors who arc to be reassigned will prepare reports for
all persons under theirdmmediato jurisdiction. Supervisors will
prepare reports for indivialals who are to be reassined from
their units. In case tho immediate supervisor is not available,
such reassiznment reuorts will be prepared b:j.. the person next
in line who has direct tnowledge of the individual's work. The
Assistant Director (Personnel) or his designated representative
may grant terorary exemption frorA this requircmert to specific
organizational components. of the i'.ency.
7
?
reparation of Reports (Se.r:. Flow Chart attached)
a. Prior to the date an initial or annual Personnel
Evaluation Report is due, the Personnel Office will notify
the Office concerned through the official designated by the
Office to serve as its TJ;valuationn 02f1cer, with responsibility
for administrative activities concted with the personnel
evaluation pro7jram. The Evalutions Officer will initiate
action on Form 37-151 by entering the identifying data in
Items 1 through 6 on the form and forwarding it in duplicate
to the: appropriate supervisor. Special reports may be initiated
either by. the Personnel -Office or by the Office concerned.
Reassignment reports will be initiated by the Office concerned .
o. The supervisor will filrr:.ish the form in duplicate to the
indiviJual concerned who will connate Items 7 through 10. At
the tine the supervisor trL,z,s...its the form to the individual,
he will ofi'er his assistance and cc:operation.
TESTRICTFD
Security Informatio
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved ForAplease 2oo1iowtigki3DP78-035784a00200020001-8
Security Information
c. The supervisor will complete Items 11 through 18 and
will exercise considered judgment in appraising the adequacy
of the work performed, the qualifications of the individual
for his position and his potentiaiities for greater service
to the Agency. Upon completion of the evaluation, he will
forward the form to the appropriate reviewing official.
d. Item 11 of the form provides a means for formalizing
warnings to individuals concerning ineffective performance.
If it is tile sUpervisor's considered opinion that the in-
dividual's work contribution has been sufficiently ineffective
to require adverse action, he will attach to each of the
copies of the Personnel. Evaluation Report a copy ofa warhi,ng
memorandum. If the supervisor has not already given the
individual such a memorandxml, ee will prepare one at the time
the Report is made. Warning memoranda will be coordinated
with the Personnel Office before they are given to the
individual. When attached to Personnel Evaluation Reports,
they will serve to alert the Personnel Office and appropriate
Career Service Boards to situations requiring special attention.
The reviewing official.will discuss the report with.
the supervisor in order to analyze the results of the evaluation
and to determine whether additional action should be recommended
to improve or better utljc,e the individual's shills. The
reviewing official also should dscuss.with the immediate
supervisor any recommendations- which would assist the supervisor
in carrying out his rusponsibilities in the personnel evaluation
process and in taking apropriate action based on tine evaluation.
Upon the conclusion of his review and after dlscussion, with the
supervisor, the re.vg official ii '11 sign the fore in
duplicate and will forward both copies to the supervisor.
8. The Interview
a. Within one week after a Personnel Evaluation Report has
been reviewed by the rev.:_cwing official, ores soon thereafter
as practicable the supervisor will interview the individual
concerned to apprise him of the eva:uation. and to use the Report
as a basis for constructive discussion and planning.
b. -Thu interview will have an important influence on the
relationship between the supervisor and the individual. Therefore,
the supervisor should adapt n*s approach specifically to each
individual and plan the content and secluunce of the discussion
according to the personal relationship existing between them.
Nftre PESTRICTED
Security Information
Approved For Release 2001/08t28): CIA-RDP78-03578A000200020001-8
411
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8 ?
RESTRICTED
Security Information
c. During the Thterviw, the suprviscr will discuss each.
item of the Report. He should. encourarf,c the individual to discuss
his understanding of his dutis and rsponsibilities in order to
resolve any misunderstding of what is expected of him. He should
exbress recognition of L.,M2 st=nths and work
achievements. 1)i6CUBSiOn of cific shotctcomings should. be
coupled witb constructive sugeEtions of means by which the in-
dividual can improve blase if' with assistance through supervien,
rotation and training. In t.tis connection, ho should, enceurge
the individual to analyze any work, personal or other situational
factors which may have affected his T)erfo=ance. -Before closing
the interview, the supervisor should summaize the results of the
discussion emphasizing the course of mutual action which has been
developed to ad;ance the individual's effectiveness with the A.:2vncy.
Routing of Reports
a. Upon completion of th discussion v.7i.th the indi'vddual,
the supervisor will sign both copies of the Re-port and submit
them to the Evaluations Officr. He will retain the duplicate
copy and folyard the original to the Personnel Division, overt or
covert, within thirt:,.T days of the due date (the last date covered
by to exaluation that trial period Reports will be
submitted within fifteen days of the due dfAe. The duplicate copy,
which is retained by the Tvaluations Officer, vFil be made available
to the Office Career Srvice Beard.
b. The i'ertonnol Office will review the 1,i.rsennel Evaluation
Report and. will COPE ...cit the Office concerned with respect to
any action which apT..,,?ars to be ilce:;ary on desirablo. The
original copy of the P-ersonnel Fva1Latien Report will be 'filed in
the individual's official prsonaul folder.
c. If an individul's Tioformae is described as unsatis-
factory by the attacni-7.71t oZ wLrninj, memorandum to his annual
Personnel Evaluation Report, the fct will be posted to his
service record card by the Trns%ctinns and Records Branch of
the appropriate rjrse=el This will make the individual
ineligible for a periedic p:J.y increase until his net annual
rcnort is made. Advisory Appeal Poe. do appoiutod and. convened
25X1A in accordance with CIA will., at the Individual 'o
request, re-examine bifielai warhin msmoranda and recozmend
actin to the appropniatc
REST2ICTED
.7itcnriy information
Approved For Release 2001/08/29W: tIA-RDP78-03578A000200020001-8
Approved Foci. Release 2001/08/29 : CIA-RDP78-03578,0?000200020001-8
RESTRICTED
Security information
10. Personnel Evaluation. Reports for Field Personnel
Personnel Evaluation Reports for individuals who arc serving
in the field will be prepared and submitted in conformance with the
principles of this Notice. Procedures adapting this Notice to field
situations will be established through appropriate field instructions.
FOR THE DIRECTOR OF CENTRAL INTELLIGENCE: STATINTL
L. K. WHITE
Acting Deputy Director
(Administration)
DISTRIBUTION NO. 4
Attachments: Flow Chart
Personnel Evaluation Report
RESTRICTED
Security Information
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
-
Approved For Release 2001/08/29 : CIA-RDP78-035780000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
REST Ri TED
Security fLormation
PERSONNEL
OP.HICE
Transactions & Records
Branch of the appro-
priate Personnel Divi-
sion notifies Office
when the report is due
Supervisor Eay discuss
with Placement Officer.
If action is taken re
item 17, he shall coor-
dinate with Placement
Officer
Personnel Office ab-
stracts pertinent in-
formation, plans
follow-up action and
files the original as
a permanent record in
the individual's
official personnel
folder
PERSONNEL EVALUATION REPORT
Flow Chart
(Initial and Annual Reports)
011.NICE
CONCEENED
Evaluations Officer
completes items 1
thru 6 of PEE and
forwards it to
immediate supervisor
Reviewing official re-
views PER, discusses
plans and recommenda-
tions with supervisor
as necessary and signs
and returns PER to
supervisor
Evaluations Officer
forwards original to
Personnel Office and
duplicate to Office
Career Service Board
SUPERVISOR
Supervisor forwards
PER to individual
concerned, discussing
with him purpose of the
PER
-1 Supervisor completes
items 11 thru 17 and
forwards PEE to re-
viewing official (su-
pervisor next in line)
Office Career Service
Board reviews plan and
recommendations for
approval of the Assist-
ant Director or Office
head.
Supervisor holds PER
pending completion of
the interview, then
signs both copies and
forwards them to the
Evaluations Officer
44
RESTRICTED
Approved For ReleaseS26ff/biki9fORAVF118-03578A000200020001-8
INDIVIDUAL
CONCERNED
Individual concerned
completes items 7
thru 10 of PER and
returns it to super-
visor
Supervisor interviews
the individual, dis-
cussing the evaluation,
recommendations and
plans. If action re
item 17 is being taken
so informs individual
and explains his right
of appeal
--40.-- routing of PER
related action
Approved FeNelease 2001/08/29 : CIA-RDP78-035/TX000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
A
SECRET
roved For Release 200VOY3 L.Ndal*ki:9078-03578A000200020001-8
20. COMMENTS (ContinuecII:
INSTRUCTIONS
Instruction to the Administrative or Personnel Officer
Consult current Administrative Instructions regarding the initiation and transmittal of this report.
Instruction to the person evaluated
Since this evaluation will become an important part of your record, you will want to give to it as much care
and attention as you would like to have it receive from your Supervisor and the Reviewing Official. With
respect to Items 8 and 9, you should include courses of instruction or assignments, either within or out-
side of the Agency, which you consider pertinent to your career development.
Instruction to the Supervisor and the Reviewing Official
a. As the supervisor who assigns, directs and reviews the work of others, you bear primary responsibility for
planning and fostering the development of each person under your supervision, commensurate with his ca-
pacity, aptitude, knowledge and skills. As an alert supervisor, you judge the people working with you on a
job,by-job and day-by-day basis and use this information in carrying out your supervisory responsibilities.
Although evaluation is a continuous process, it is necessary periodically to record your observations and
recommendations for appropriate action. In preparing the report you should consider the individual's capa-
bilities for further development in his present assignment and his potentialities for more effective
utilization in other positions, including work of a more responsible and difficult nature.
b. The following traits are generally regarded as having some bearing on a person's performance and develop-
ment. Although you are not asked for specific ratings, do not hesitate to refer to these or similar traits
in your comments, which should be terse and precise.
COOPERATION
DEPENDABILITY
ACCURACY
SECURITY CONSCIOUSNESS
INITIATIVE
RESOURCEFULNESS
STABILITY UNDER PRESSURE
ABILITY TO OBTAIN RESULTS
JUDGMENT
LEADERSHIP
c. In fairness to the individual and in the interest of the Agency, the importance of carefully prepared and
accurate Personnel Evaluation Reports can not be overstressed. The following basic principles of evaluation
should be kept in mind:
(1) Base your judgment on
a What you have observed the individual do or fail to do.
b Typical performance as well as critical incidents.
C Examples relevant to the duties under consideration.
(2) Different standards prevail in different assignments. Every effort should be made to arrive at a just
estimate of the qualities of the individual as demonstrated during the report period. Avoid exaggera-
tions. They detract from the value of the report and are unfair to others.
(3) BIASED OPINIONS BASED ON PERSONAL LIKES AND DISLIKES MUST BE SCRUPULOUSLY AVOIDED. IT SHOULD BE BORNE
IN MIND THAT THE PREPARATION OF EVALUATION REPORTS IS AN IMPORTANT RESPONSIBILITY OF ALL SUPERVISORS
AND THEIR CAREFUL PREPARATION IS AN INDICATION OF THE SUPERVISOR'S OWN ABILITY AND QUALIFICATION FOR
THE POSITION HE HOLDS.
A FRANK DISCUSSION BETWEEN SUPERVISOR AND INDIVIDUAL CONCERNING THIS REPORT IS NECESSARY IN ORDER TO ASSIST IN THE
DEVELOPMENT AND BEST USE OF EVERY INDIVIDUAL'S CAPABILITIES.
1.4?10-'
THIS PORTION TO BE DETACHED ONLY BY AUTHORIZED OFFICIAL
Approved For Release 2001/08/2EWRDP78-03578A000200020001-8
Nome
Approved For Rase 2001/08/2E66.-RDP78-03578A9V200020001-8
SECURITY INFORMATION
PERSONNEL EVALUATION REPORT
(See Instructions on Reverse Side)
The Personnel Evaluation Report is an important part of the Career Service pro-
gram. It seeks to assure for every person a carefully planned career, with advance-
ment based on demonstrated ability. For the individual, it means an opportunity to
,voice his interests and to discuss his job and his progress with his supervisor. To
the supervisor, it gives assistance in carrying out a major responsibility, the de-
velopment of the people he supervises. For the Agency as a whole, it means successful
teamwork based on mutual understanding and respect.
? ApprovectitgrpgrAav, 390DITAN2 .6121,A1-3-FliTT;71-13zig7g4000200020001-8 OFFICIAL
SECRET
Approved For Release 2001/0WEZIA-RDP78-0357U000200020001-8
%me SECURITY INFORMATION
0
PERSONNEL EVALUATION REPORT
Items 1 through 6 will be completed by Administrative or Personnel Officer
1. NAME (Last) (First) (Middle)
2. GRADE
3. POSITION TITLE
4. OFFICE
STAFF OR DIVISION
BRANCH
1 1 DEPT'L.
IF FIELD, SPECIFY STATION
I I FIELD
5. PERIOD COVERED BY REPORT
From To
6. TYPE OF
REPORT
L 'Initial
L I Arfnual i I Special
of Supervisor
i 'Reassignment
1 1 Reassignment
Items 7 through 10 will be completed by
the person evaluated
7. LIST YOUR MAJOR DUTIES IN APPROXIMATE ORDER OF IMPORTANCE, WITH A BRIEF DESCRIPTION OF EACH. OMIT MINOR DUTIES.
I
?
R. LIST COURSES OF INSTRUCTION COMPLETED DURING REPORT PERIOD.
Name of Course Location Length of Course Date Completed
9. IN WHAT TYPE OF WORK ARE YOU PRIMARILY INTERESTED?
IF DIFFERENT FROM YOUR PRESENT JOB, EXPLAIN YOUR QUALIFICATIONS (APTITUDE, KNOWLEDGE, SKILLS).
10.
DATE SIGNATURE
Items 11 through 18 will be completed by Supervisor
11. BRIEFLY DESCRIBE THIS PERSON'S PERFORMANCE ON THE MAJOR DUTIES LISTED UNDER ITEM 7 ABOVE.
S
#
6
Approved For Release 2001/08/29 : CIA-RDP78-03578Aonn2n0020001 8
FORM NO. 37_151
MAY 1952
SECRET
(Over)
(4)
SECRET
SECURITY INFORMATION
Approved For Release 2001/08/29: CIA-RDP78-03578A000200020001-8
12. IN WHAT RESPECT IS THIS PERSON'S PERFORMANCE ON PRESENT JOB MOST NOTICEABLY GOOD OR OUTSTANDING?
13. ON WHAT ASPECT OF PERFORMANCE SHOULD THIS PERSON CONCENTRATE EFFORT FOR SELF IMPROVEMENT?
14. COMMENT ON THIS PERSON'S ABILITY TO HANDLE GREATER RESPONSIBILITIES NOW OR IN THE FUTURE.
15. ARE THERE OTHER DUTIES WHICH BETTER SUIT THIS PERSON'S QUALIFICATIONS? (Recommend appropriate reassignment, if
possible.)
16. WHAT TRAINING OR ROTATION DO YOU RECOMMEND FOR THIS PERSON?
17. IF PERFORMANCE DURING REPORT PERIOD HAS BEEN UNSATISFACTORY, THERE IS ATTACHED COPY OF MEMORANDUM NOTIFYING THIS
PERSON OF UNSATISFACTORY PERFORMANCE.
18. THIS PERSONNEL EVALUATION REPORT HAS BEEN DISCUSSED WITH THE PERSON EVALUATED. ADDITIONAL COMMENTS INCLUDING
COMMENT ON ITEMS 7, 8 AND 9, ARE SHOWN BELOW UNDER ITEM 20.
Is
DATE SIGNATURE OF SUPERVISOR
19. I HAVE REVIEWED THE ABOVE REPORT. (Comments, if any, are shown in item 20.1
DATE SIGNATURE OF REVIEWING OFFICIAL
20. COMMENTS: (If necessary, may be continued on reverse side of cover sheet.)
Approved For Release 2001/08/2?g6erRDP78-03578A000200020001-8
Nftwe
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
RESTRICTED
SECURITY INFORMATION
YOUR
PERSONNEL
EVALUATION
REPORT
RESTRICTED
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
RESTRICTED
SECURITY INFORMATION
Issued Jointly by
THE OFFICE OF TRAINING
and
THE PERSONNEL OFFICE
AUGUST 1952
Approved For Release 2001/08MSTMAERDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
RESTRICTED
AN INSTRUCTIONAL GUIDE IN THE USE OF THE PERSONNEL
EVALUATION REPORT
In accordance with the basic personnel policy of the Agency, a
program of personnel evaluation has been established as a principal
means of developing the most satisfactory working relationship between
each individual and his supervisor.
To insure a fundamental understanding of the objectives of per-
sonnel evaluation and to get under way the initial program of personnel
evaluation reporting throughout the Agency, it is important that each
individual in the organization become thoroughly familiar with Agency
Notices No. 94-52 and No. 95-52, issued on 1 August 1952.
Definition of Personnel Evaluation
Personnel evaluation as used in this Agency is a supervisor's con-
sidered and judicious appraisal of the performance and capabilities of
each individual for whom he is immediately responsible.
This evaluation is in terms of the requirements of your current
position and your potential for long-term service with the Agency. It
is not a performance or an efficiency rating in the sense that you are
compared with others on the basis of a predetermined adjectival or
numerical scale.
The significance of this personnel evaluation program lies in the
constructive action which will be taken to develop and use your abilities
and potentialities most effectively.
Specific Uses of Personnel Evaluation
To identify each person's aptitudes, knowledge, skills, and
interests.
To promote discussions between supervisors and those supervised
concerning work performance and career development.
To increase individual efficiency by spotting and correcting specific
problems and deficiencies and helping in the development of desirable
traits.
Approved For Release 2001/gh?!Cd191PRDP78-03578A000200020001-8
Approved For Release 2001/08/29: CIA-RDP78-03578A000200020001-8
RESTRICTED
To serve as a basis for individual plans for career development.
To identify outstanding service.
To identify individuals who fail to perform as ffective members of
the organization.
To identify the need for training, reassignment, rotation, promo-
tion, demotion, separation, and other formal personnel actions.
To indicate suitability for re-employment for each individual in
the process of separation from the Agency.
Form and Frequency of Personnel Evaluation Re2iorts
The Personnel Evacuation Report (Form No. '[.'-151), is the official
form that has been approved for recording personnri evaluations.
Agency Notice No. 95-.52 outlines the types of i'ersonnel Evaluation
Reports and shows in a flow chart the steps to be .followed in processing
these reports. Read this Notice thoroughly; it giv ?3 you the basic doc-
trine of the personnel evaluation program of this Ag=ncy.
Supervisors are required to prepare a personnel evaluation report
for each individual at the end of the individual's tirst nine months of
service with the Agency and annually thereafter, and at such other times
as directed.
The schedule to be followed in filing PersonneL Evaluation Reports
for departmental and U. S. field personnel during October, November,
and December 1952 is given in Agency Notice No. 94-52. This should be
carefully checked, especially by each supervisor.
PERSONNEL EVALUATION REPORT?For at No. 37-451
Page 1. The Cover
The Personnel Evaluation Report has been designed as an im-
portant element in the Agency Career Service Pr, ,gram, for continual
evaluation of performance and potentialities is inherent in any soundly
organized career service.
Page 2. Inside Front Cover
An Evaluations Officer (administrative or :.ersonnel officer) has
been designated for each Office or major component of the Agency. He
is responsible for the administrative activities connected with the per-
sonnel evaluation program in his Office or organ izational component.
Approved For Release 2001/0?/EAT6A4Dp78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
RESTRICTED
The Evaluations Officer will initiate action on Form No. 37-151 by enter-
ing the identifying data in items 1 through 6 and forwarding the form in
duplicate to your supervisor.
The instructions given on the second page of Form No. 37-151
provide some generally helpful suggestions. If you have any questions
about these instructions, be sure to discuss them with your supervisor.
Keep in mind that frank discussion between you and your super-
visor is essential, both before filling in the form and after it has been
reviewed by a reviewing official. Such discussions should include a
thorough explanation of the objectives of the personnel evaluation
program and the responsibilities for following up the recommendations
and suggestions contained in the report.
Page 3. Front of the Report Form
Items 1 Since the Evaluations Officer for your organizational corn-
through ponent will fill in items 1 through 6, it will only be necessary
6. for you to check over these items to make sure that they are
correct.
Item 1. Is your name given and spelled as you use it for Agency
purposes?
Item 2. Is your present grade the same as the one shown on this
form?
Item 3. Is your present position title the same as the one shown?
Item 4. Are the Office, Staff or Division, and Branch designations cor-
rect for your present position? If "field," the approved Agency
designation should be used.
Item 5. To activate the personnel evaluation reporting program as
rapidly as possible throughout the Agency, the schedule for
the preparation of annual reports has been telescoped from
twelve months into three months.
Between 1 October and 31 December 1952, an Annual report
will be prepared for each individual who will have completed
more than nine months of service in the Agency as of 1 October
1952. The due date of an Annual report will be determined
by the individual's EOD date according to the schedule in
Agency Notice No. 94-52. For example, if your EOD date is 5
June, your first Annual report will become due on 5 October
Approved For Release 2001/0WPERRZDP78-03578A000200020001-8
Approved For Release 2001/08/29: CIA-RDP78-03578A000200020001-8
RESTRICTED
1952; if your EOD date is 10 May, your fint Annual report will
become due on 10 December 1952. All _trst Annual reports
will cover the twelve months prior to the due date of the report
or the time that you have been in the Agency if less than one
year.
If an Annual report becomes due according to the schedule in
Agency Notice No. 94-52, and you have not worked under your
present supervisor for a period of at least ninety days, the due
date of the Annual report will be deferred Intl you have been
under your present supervisor's jurisdiction for ninety days.
After 1 October 1952, an Initial report will be prepared for each
individual as of the date that he corwAetes his first nine
months of service in the Agency, exclus..7e of time spent in
provisional status pending full security clearance.
An Initial report will be made by the super isor you have at the
time the report is due, regardless of the amount of time that
you have been under that supervisor's larisdiction. If you
have questions concerning the period e .:yered by your first
Annual report, check with your supervisor
Item 6. Your first Personnel Evaluation Report will be Initial or
Annual. From the preceding discussion of item 5, you will
know which is correct in your case.
Items 7 You will fill in these items. In addition to the instructions
through given in the report form, keep in mind tne following sugges-
10. tions:
Item 7. The space available in this form is neces&cily limited. Rough
out the outline of your major duties befal e filling in this item.
Your supervisor will describe your perfoi:nance on the major
duties that you list here.
Item 8. Give the course title, such as "Elementary ?ussian," "Advanced
Statistics," "Geography of the Antarcli under name of
course.
Location means the institution and tie city ? state and
county if necessary.
Length of course in months Specify the number of semester
or quarter hours of credit.
Date completeci: Do not write the month as a numeral.
Item 9. Give considerable thought to this ques:tnn; rough out your
reply before filling in the form.
Approved For Release 2001/0tHR:IUVRDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
RESTRICTED
Item 10. Give date of filling in the form. Sign with your usual signa-
ture for Agency purposes.
Items 11 These items will be filled in by your supervisor as of the date
through that this report is due. If you have been under more than one
18. supervisor for the period of this report, your supervisor will
usually consult your previous supervisors before filling in these
items.
Item 11. Since your supervisor is requested to describe briefly your per-
formance on the major duties listed under item 7, it is of the
greatest importance that you and your supervisor agree on the
list of your major duties, and that these duties be listed
realistically in terms of your daily work.
Page 4. Back of the Report Form
Item 12. This item gives your super visor an opportunity to record his
recognition of significant contributions that you have made.
Item 13. Each of us can improve his total performance on the job by
giving attention to details that may be overlooked in the press
of getting each day's work done. Where improvement can be
made, it is helpful to know about it.
Item 14. The purpose of this question is to give careful attention to
potentialities that may be developed.
Item 15. This question gives your supervisor an opportunity to indicate
other duties which may better suit your abilities.
Item 16. The supervisor will make recommendations regarding training
or rotation only after you have had an opportunity to discuss
your interests with him, and only after he has discussed with
the reviewing official the opportunities that there may be for
you in training or rotation plans. The recommendations con-
tained in this item must be the supervisor's, but their value
will depend upon your interest and the practicality of the
suggestions.
Item 17. If your work has been unsatisfactory, you will probably have
received a warning memorandum to that effect. This item
insures that anyone whose work has been unsatisfactory will
be given an official notice.
Approved For Release 2001/08ESTRIIDERDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
RESTRICTED
Item 18. Within one week, or as soon as possible after the Personnel
Evaluation Report has been reviewed and returned to your
supervisor, he will talk over the Personn0 Evaluation Report
with you and will sign and date this iter.
Item 19. This will be signed and dated by the reviewing official ? usu-
ally your supervisor's supervisor.
Item 20. Space is provided for further comments .,r overflow from the
previous items. In addition, for each individual in the process
of separation from the Agency, item 20 should include a state-
ment regarding that person's suitability :'or re-employment in
the Agency.
THE PRIMARY OBJECTIVE OF THE PERSO:N NEL EVALUATION
PROGRAM IS TO PROMOTE THE
FULLEST DEVELOPMENT OF EACH INDIVIDUAL IN THE AGENCY.
Approved For Release 2001/98E2V1:031M-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A00020002000118
RESTRICTED
,Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
ILLEGIB
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release noym
1itoirvitrAloans.,
DP7875)3578A000200020001-8
et,`-751:,,,kon
Noideo of WAnicot frairiptionS fae incileated pwitio?
tzliiInsnitterd to talc) Poraw_trol Off/ea T(1 tiao Offirk Cyr 143:?niTtir/G:,
Z71 111117-2 4-3e tho reapecitive poaitica inventca7 :11c3
VArry Eltapp Ece. tho oxkraotad i1 tc
:1147wor5?1-,yr Caosralme.
7fA clearance is recuirod for attendame at 000rseis
raiaSnin,7 Schealling,
wooed-vireo will ba followed in order to 2m,?,ster non-
p' cniIa:;.-Tototed non-m-ampted yzofess:Lonal positions in
asio tilll,prtm!r cl.,m3 nt. -my,151
A'z5tirti rig
astions rtni, Rer,tords Iiranohw (Ovvri; og. vert, cr ta
!.ornol Dc a a o z? iUindicnto
Cittmprlco)ofapEyointalmt requests (SF.52) for aion-corrapted
),1413 it3.039 the typo of basic kiatel -once twain.lic,g course
?,.t; ?:,11)10.,11, -4ae, arrylIntoc, EthotaM bo sobadrana,
- foe TIO!P poraomal.
- for !Awl Ira persoruni.
EiD,fa crzt70 Ixres cinnfaL
yrito'3, take reuark Lrom SP-52)
a;"..,Lt'iont1o,11. of PCZI,ZATnra. Alp ti,011,,
at' th7,4 fo:ilowir13 rarrirlat, as approxiator will be ,rrFd
(Ratriarirnstf,,, Notifior,.tion of PaTeonnol Action (8F-,50
n.:077.,?or.rflato) appointr.cIrto, tonon-oxismpted preossional
1
.i lL?
rfra.7;15-1740
Notice to RT) lotrf.,n (Wilcoof
xtrO (073rt Govart) s? the
Pernorms3tr7f.tpreopriatooi4UtransmSt a rostce
+4:1e?74171 T,5-.:=71.. to thn (r7.5.cm, "P2vs4-,""tinv 11,si.3.71fv nrvni;lorTS2,1
FTOE;YPIA
ffranni'l.aa..
Approved For Release 2001/08/29 :C1A:KDPai-u3578A000200020001-8
Approved,E.orRelea.99y0 iieg.A.45119f78-03,578A000200020001-8
:ao-ii-snerapted profossioral positions from whom information hes
cn rooeived indicating an Eori date. The roster will be prepared
-"aean3mitted to the Registnians OTR? each Fr:,:cday and will. tnclude
kvAariAtiall for -the Week as of the close of busineee Ilicraday.
f.ctilouing data will be indicated on the roster: name, gradef.,
Dosistiontitle orqnnination (Qffice, Divisiont Branch), 1,7pe of
--,',,enrancer, and date of anticipated MD,
MD Notice.
One additional copy of the entrance oz, duty notice
(PQM 37Q-14) Will 123 moporal and c11stribute4 to the Registrar?
nrfico of Trainiz., .or those individuals requiring BIC traininF,c
:f.`-) The fa-loving rework, as approrriato, trill be entered in
No. 10(R.??,emaiits) of Fotn 37-11/0
cda-:-0 of course) or (Pondinc Ain Clearance
'TJ13(I) (date of courso) or (Pending Pull Clearance
'4(;311P) (ri4+43 of co-urs) or (Pending. Full Clearance
1311'1 be notified verbally of thothth
s2-kt, and hesr, .iing date of the course, ty the appreprilte
- = on C.4..sPrztroca.
-.;Alosc cases 1delen the .5.ndiviciwa1 has entered on duty wi.th lose
,?11,113.ticloarnnon eiTtoniela Entrance on Dukf Farm (37-,114) 11)111.
rpeax.1.-42d. nind dllatributed to the gainbr, office and the Office of
ming at the tine clearuneo is received by the appromiato
and &morels Branch or ililitarr Porsonnel Divisiome,
yk,?" remarke %dal X entered in Item 10 lO Ana. 37434
ril.zr,?,-,61 MD Notice.
SUP) IS oohed:aloe (date of next approlciate coursa).
'771,to Office of Traininr_?, wM, .provido the Transactions and
aecok-&-1 1nnchw Cu) and (C) eiad rersonnel Division pith
IOW'S? 06106113.80 fc.s3 aprRoatbrately- 71031thS 3111 advance.. Courses
togin cot 'Anulap.i. Individuals entering om duty prior to cleze
1112Silloss on Toer4day preceding BIC cameos boOnning on lierday or.
fo7lowing mak will hedoled for those course sessiaco.
on'eto.fixg. an duty ,after (luso or b1191,3030 aVeS &AY 174113,2:2(4
DIC corrsf. beginning, Monday the foliow-ing week will be Selaskin110, fcr
17MCZ:b Th CaSal lin= on indi-Adual clesip4aated. for BIC
et:MIT:EMT/IL
Approved For Relaegf0661f/Obir3tIVA3P78-03578A000200020001-8
Approved EorReleasp 200f1,08129;,1-CIA-RDP78-03?78A000200020001-8
41rOXTE
ining does not enter on cluty Monday or Sweats/ preceding the
pming date of a course, and there 14111 be a time lag batmen
i7,ho 13CD processing and basic Intelligence traiuinT.? he utIl
report to the gaining office fee duty pending the begiming date
of the next course.
2) Dxtrance on WV Notices initiated OnTing the week
proceding beginning dates of BIC courses will he hard.oarried to
i'.ho Registrar, Cffico of Training by the appropriate Transactions
Records Brarch or the Mn1itar7 Personnel Diviziem.
Q3) All nonexenoted profeesional persormal, regardless of
iwpo of clearance, entering on duty will be s&eduled by the
Trauosiotiono and Records Branch (Overt or Covet as appropriate)
the Military Personnel Division to report for tasting at
CO a4mte, Friday, fdllowing their E4D. ThaT?Ail be directed to
:A1pCFP't,
to ROOM 106 ard. BvIlding.
Hereaffzr, &J. staff employeca and lAilitary pwosconel
p?vting far duty mill. be scheduled far. the Bullotrination Program
f3entirra Ud5g Are-itarium On Thursday., following their Y30D,,
ThTThL
iir
Inec:VZ ri:C41.0111
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
25X1A
25X1A
25X1A
Approved For Release 2001/08/4-RDP78-03578A000
Security Information
REGULATION TRAINING
13 March 1953
BASIC INTELLIGENCE TRAINING
CONTENTS
Page
GENERAL
1
POLICY
1
BASIC INTELLIGENCE TRAINING COURSES
1
RESPONSIBILITIES
2
PROCEDURES
2
1. GENERAL
a. The CIA Career Service Program, approved by the Director of Central Intelli-
gence, provides that all new personnel recruited to fill professional positions in
the Agency be required to go through a training program in order to give them
an adequate basic intelligence background.
b. The training objective contained in the above-stated directive is in effect in
the Deputy Director (Plans) offices. It is the purpose of this Regulation to
extend basic intelligence training to all offices of the Agency.
c. Training for the above-stated purposes is identified as Basic Intelligence Train-
ing, and consists of a series of courses which are taken either singly or in com-
bination as hereinafter provided. Such training is designed to increase under-
standing of the principles, impart knowledge and develop skills in the methods
and techniques of intelligence and executive action.
d. This Regulation applies to all new professional personnel of the Agency and to
those on-duty professional personnel who may be selected by their respective
Office heads to receive it. Pending the issuance of listings of professional posi-
tions by the Personnel Office, professional positions shall mean all positions in
grades GS-7 and above, and nonclerical positions in grades GS-5 and GS-6.
2. POLICY
a. All new professional personnel shall, unless exempted, receive basic intelligence
training. When designated by their respective Office heads, such personnel
shall receive additional intelligence training to prepare them for specific duty
assignments.
b. Exemption from basic intelligence training may be requested for new profes-
sional personnel who possess an adequate intelligence background, either by
virtue of equivalent intelligence training or significant intelligence experience.
All requests for exemption are subject to approval of the Director of Training.
c. Satisfactory completion of basic intelligence training shall in each case be a
necessary but not the sole condition in granting full career status to new pro-
fessional personnel not exempted from such training.
3. BASIC INTELLIGENCE TRAINING COURSES
The following courses have been established to meet the minimum training objec-
tives approved by the Director of Central Intelligence:
a. CLANDESTINE SERVICES REQUIREMENTS
A series of courses in the principles, methods, and techniques of intelligence
and executive action designed to meet the requirements of the clandestine
services.
b. DEPUTY DIRECTOR (INTELLIGENCE) REQUIREMENTS
A basic intelligence course (BIC), of six weeks, in the principles, methods, and
techniques of intelligence designed to meet the requirements of the Deputy
Director (Intelligence) offices.
1
Approved For Release 2001/08/2fneliA-RDP78-03578A000200020001-8
25X1A
Approved For Release 2001/08MAgEIA-RDP78-03578A00020C?051b1161-8
curity Information
REGuLATION TRAINING
13 March 1953
c, DEPUTY DIRECTOR (ADMINISTRATION) REQUIREMENTS
A basic intelligence course of six weeks combining perinent elements of the
BIC with training in clandestine services administrativ, support (BIC/Sup) to
meet the requirements of the Deputy Director (Admin-tration) offices.
1. RESPONSIBILITIES
a_ The Director of Training shall:
I Develop, direct, and conduct courses f or the basic intelligence training of
new and on-duty personnel.
(2) Establish performance standards to be met by all ro sonnel in basic intelli-
gence training.
(3) Provide for training reports appraising the performLnce of all personnel in
basic intelligence training and transmit reports tc the Office head con-
cerned and to the Assistant Director (Personnel for their information
and action.
( Review and act upon all requests for exemption subutitted by Office heads.
b. Each Office head shall:
(I) Request the training of personnel who are to be prr.oared for specific duty
assignments.
(2) Request exemptions from training for personnel wno meet the exemption
criteria stated in 2 b above.
(3) Advise and assist the Director of Training in the de?;elopment of new basic
intelligence training courses, as may be required, L,Iel the continuing im-
provemem, of existing basic intelligence training courses.
e. The Assistant Director (Personnel) shall:
(1) Identify all professional positions in the Agency aid designate such posi-
tions on the Personnel Position Inventory; disseminate listings of profes-
sional positions, as appropriate.
(2) Assure the processing of all nonexempted new pers,,,nnel into basic intelli-
gence training as part of their entry-on-duty procriure.
5. PROCEDURES
a. ENROLLMENT
Nonexempted new professional personnel will be enroll( d in basic intelligence
training courses by the Registrar of the Office of Trainir.:: on-duty professional
personnel will be similarly enrolled at the request of th Office head concerned_
The appropriate training request form will be used.
b. EXEMPTION
Request for exemption will be submitted by Office heads to the Director of
Training in triplicate, in each case. The Director of T:aining will notify the
Office head concerned and the Assistant Director (Pernnel) of his decision.
The Office head may appeal the decision to the appropriate Deputy Director
who will notify the Director of Training, the Assistar,.; Director (Personnel)
and the Office head of his action which shall be final.
FOR THE DIRECTOR OF CENTRAL INTELLIGENCE:
WA1:t ER REID WOLF
cputy Director
,drninistration)
Approved For Release 2001/01,ZapPA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
)9Lid 1111.111
Approved FArispelease2001/08/295CIA-RDP78-035116t000200020001-8
Sei,,t1.1325X1A
OFY:COE' 0 MIMEO IIC 1O >4 13 11:ngust 195E
- waif-m.1cl OFFICE 03' TRADING O.APEE SARVIO1r, BOARD
1,, POMO,:
- Effective 13 Iuo r5120 the Director of Genteel Intelligence approved
an AtTeza.crAride Career Sozvioe Program intended to .identify9 devolept, effectively
use and rewa5A individutla who hove the skills required by CIA; motivate than'
toward rendering maximum service to the Agency; cal eliminate from the serviceo
in an equitablo rannnort, those -1.10 in pit a of the Program fall to perform as
effective morobegs of the orepsnirpa4ior..--,
%he The folly-wide Caraar Sere P..cogram will be adninistered by the CIA
GarVal! Sorrtico Board whieh will:11 reoponeible to devalepisq policy governing
the Progn= sl:iblect toap.oroval by the IXI be Agiutc-7ide Proexam provides
that oaoh Office establish aCa.i.,:.er SOI-ViCtO Board to ak,zeist in the operation,
of the Progre= by perfoxming cernain furetions sdbject to approval of the
Office Hoed.
'toe
. ORMIZATICii
Povalaaml; to the prexwisions of thc CIACacetm SAMVICO Progran, there is
heeby establicIied the 01ce Tassining CE.Tetit Service Board which shall
consist or the following, megabere7
Chairman
Plember
Member
Member
licteer
Member
Dirt: rittil? of Training, (ea: oftleiol
Duty Director of Training
CbI Plans evil Policy meg(Taa,2
Doptr?,,q DArector of Training. (3peele.1)
Antrt.-Dvp:,sty Dixestor of Treining (Special)
Cbi Sul:Tort;
Secretmy As.4.321itani; to thv DA-mat:or of Waning
73.021cArOt -2?ng)
S'avuld any of the positioltE aomiirle-ing the monLbership of the Board be
vacant, the rOffn will. &Am:to:tate a temporaLT motiber of the 33os:14 for the
pa:viod c auoh vs,owarly., ITotne vc-Ung tremtervwill onatitute Os quorum.
Mootincs of the Board will be htrld OD, the first or day ot caoh month and at
sooh other tth3 aa tEe Chai=n msy detawine,,
'rut Seore.tary ,tatovide eupport for the Board inciciding prepara-
tion o13 stonda for regu:Wr and galIed, zreetinge,, coordination of activitieo
of thio Beall with the Carix;-D, So:Nice Boni and with the 2taid.a of the
tairer43. officeo and py.N7q.,,aration thlar.into:vanco f uinritos and other rue 0145
of Boszxl actions.,
Approved For Release 2001708129-: GIA-RDP78-03578A000200020001-8
ApprovedIvip. elease 2001/08/29 : CIA-RDP78-035W000200020001-8
- efeO :,:neEeT
SE4 1-7 T. ilt07111211; ion
01' OE OF TRAINING RECTOIATON PIO. 20-Z, 13 August 1952
1113SION
The Offioe of Training Ceateue Seevice Eeard is reaponsible to the Direotor
of Training for the operation of the Career Service Program within orn and for
collaboration with other Office Eeards on intereOffice Career Service prdblems.
As enumerated in the Career Service Prograne general responsibilities
of the Office of Training Career Service Board are to:
a, Serve as advisor to the 70/TR on all matters pertaining to
the Career Service Program*
b, Direct within the CTR the application and functioning of
the Career Service Program, including but not limited to the following:
(1) Executing relevant decisions of the CIA Career Service
Boiled and taking recoevendations to the CIA, Career Service Board
for 1.14132.10171311103At of the lareer Service Program..
(2) Sponsoring, deeeloping, and executing the Career Service
Program of the OTR, inoluding an intraeOffiee rotation systemo.
and reporting- pnriedieally to the CIA Career Service Board*
(3) Reviewing Perzennel Evaluation Repoets.and proposed
development plans for individuals in terms of training, assigne
rant, advancement, retaeion, and promotion*
- (4) Recommending ceneellation or continuance of career
develorment action
. (5) Perticipating in .the development end execution of approVed
extra-Office rotation systemse
(6) Submitting to the Sponsoring Office a senlezeuenal Personnel
Vraluation Report on eaeh rotation appointee from another Offiee.
? (?) Ensuring that _the retation appointees detailed by the
OFR to another Office aee not overlooked for warranted promotion
and ensuring -akat rotation appointees received by the OTR are
productive and their assigenontacommensuratenith the purpose of
the appointments*
(S) Reviewing contenuouely conditions of service and duty
eith a view to making voeammendations to the CIA Career Service
Board. concerning working coalitions and benefits that can
strengthen morale and inereaee "esprit de oorpe."
Approved For For Release 2?000/VITAIA-RDP78-03578A000200020001-8
Approved F r elease 2001/98/29 : CIA-RDP78-035W000200020001-8
Security Information
OFFICE OF TRAINING, RJOULATION NO, 20.3
13 August 1952
(9) Reviewing continuously the fersonnel intabe of the
?Meet, especially at the junior professional levels, with a
view to ensuring the acquisition of highly.qualified, versatile
persons with long*range potentiality,
.c. Supervise such subordinate Boards amd Committees alit maybe
established from time to time for handling specialised fixations,
assigning to them Office pereonnel as necessary,.
490 FUNCTIONS
The arn Career Sezwies Board shall:
a, Review and recommend final action regarding plane proposal
for the development of individuals ineludinge but not limited to:
(1) Annuela special and reaesignment Personnel Evaluation
Reports
(2) Initial EvaluaIlon Reports on all new employees prior
to completion of the trial period
(5) Appointments, assicements, transfers, promotions and
resignations of heads oY organisational components of OTR
(4) All appointments and promotions
(5) Intra-Offiee transfers and reassignments
(6) All extra...Avon:1)y training
(7) All retatios-training assignments outside OTR
b. Perform such other Zunetions and duties as maybe required by
thelYER. 25X1A
IUTMEBAIRD
Director of Training
DISTRIBUTION: ALL OTR ReeiSONNEL
Approved For Release 104/M9iRA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-0358A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved Fos&lease 2001/08/29: CIA-RDP78-035784k00200020001-8
22ZI S=F04.11400T
&on*" Zaraffflabion
Xi Avast 103
MEMORANDUM FORt Exigently* Sseretsaty ark arm, Ogress assit
SUBJEOTt Office at Offanntoati.ons, Omar iseder
itettivildee fee the Pirind 16 41141,11110000
August 1953
kativities of the Mine et Onarniteetteme SINSIP IIMPtiesBoard
fwb the Peeled 3.6 Jul, Vim* 25 &Wit 199 ASO ilitmeesed as Wawa t
Rotation
Intra.Offiee ? ?
interegOffies ? ? ? ? ?
.Promoticm
Intra.Office
Approved ? ? ? ? ?
Disapproved. ? ? ?
Priority ?rosettes
Norm listings
IntereOffice
? 0 ? ? 0 0 0 0 ?
? ? ? ? 0 *AP ? ? ?
? ? 0?0 ? ? 16
? ? ? ? ? ? 3.
? 0a 0 ? ? 0 0 0 0 ? 0 0 ? 0 0 26
? 0 0 ? ? ? ? ? ? ? ? 0 ? 0 4 o 12
Requests Retained in
2
OO? ? ?00 1100 0 0 0 0 9 ?
Approved ? 0?00,* ? 0000 *WO 0 0 1
0
Disapproved. ? ? ? ? ? ? ? ? ? ? ? ?
? 0 0 0 ? 0*
Priority Promotion Requests Retained in
Norm li.stings . . ? ? ? ? ? ?
Separation Reviews 0 ? ? ? ? ? . ? ? ? ? ?
Employment Prospects Reviewed. ? ? ? ? illt ?
Employee HeerinEP . ? ? ? ? ? ? ? .. ? ? . ?
? ? ? 0 ? ?
Tours Eatended?????? ? ?
?
?
?
?
?
Released for eShoppinge ?? 0,00? ?
? ? ?
? ??
PI !
CO900 Tabled ? p.? ? ? ? ? ? ? ? ? ? ? ? ? ts
Training . ? ? ? ? ? ? ? ? ? ? ? ? ? ?
Marriage Requests to Foreign Nationala
Ad Hoc Committee Actions ? 6 ? ? ? 6
? ? 0 ? 0 0. 4:( 0
? ? ? 5.00 " 0
? ? ? ? ? ? ? $
? ? to ? ? .6
0' 9
? a, ? 0 ? ? 0 3
? ? ? ? ? ? ? 3
? ? . ? ? ? ov 5
? a.,. ? ? * ? 2
????????'1
? ? ? 0 ? ? ? 22
? Any details concerning these activities are listed in the Attachments
Of.fice of Carasunications? Period 1f4., '1St i!rou
20 To satisfy Baird requirements for personnel data in support of its
operations, the Administrative Office has completed norm data material *lob
will be used during the Board year beginning 3. Augot 19530 As schedu.lede
the Board is rot completing review of all norm listing oases effective for
the period ending 30 July 1953.
Norm data material used by:the Board during this coming year will be ?
handled by an I B M card system vhich will allow for a maximum flexibility
in handling the review process. This norm data material ist considered to ?
be of extreme importande in Board operations because it represents the -
Approved For Release 2001/08/29: CIA-RDP78-03578A000200020001-8
COMP/DENTIAL
Approved FVelease 2001/08/29 : CIA-RDP78-03511$6000200020001-8
administrative devise *emir the lord ulna sot OP
midi to eaplayees of the Otago ssassialag 11111110149
each indiviabalIn sash graft mem As assessi
reviewed a einimi et ease *oft tin ON* prim IS
? the team None refers to a Nan *IP MUIR
cogniseealat tkiSBoer&
Career Develegaint Platt MS Mit tits am* My
30 %rift die
41111iiiiidas
as. they relate to alkalidatrettla fenshisse it ad?fit itsfar.
Calunintstitions Dowd oisponsVolliar fridandtO
the Cable Secretariat has bees transferred Is sesms at a Isere soder
Deputy Director (Aaminiatration) etteetive?at sob Wee as that Board Is
organised.
5. At the request of the Board a represantative it the Medias' Office
briefed Board membership on certain problems oonoldariel by the Memel
? Office in making determinations Co suitability tor oversees serdse OS for
Agency employment.
60 Statistics: A Personnel Natation and Assigns* Advisory Comzetttee
was established in Comnamicationa on 6 April 2951 Wen gm reorganised as
a Promotion Rotation Assigaannt Board In the Office. it Conesininatione on
28 Se/Amber 1951. There have been one hundred and fittymeix nestinge of
this Board ninerby.six of *Joh have been halal sines 13 Aloe 1952 cin *doh
date this. Board was reorganised under the Aganspuide memo
ill
25X1A
Chairman Career Service ? Board
Attachment: Summary RePert_
Office of Communications
Period 16 July througia 1.5 August 1953
? 25X1A
Noted: /8/
Assistant Directce for Ccenduications
2
Approved For Release 2001/08/29: CIA- 78-03578A000200020001-8
Sc,164.43,
MD SO *elk elp, WO
25X1A
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Next 9 Page(s) In Document Exempt
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved NiroRelease 2001/08/29 : CIA-RDP78-036610A000200020001-8
s-E-c-a-redr
'Nee Securrtrr Tallanaltion
3. During this report period the Board has completed a eeries or
conferences =WA' records have been taken with each Division end Staff
Chief of the Mies cd'Cbeeunieations. During these confer.. the
Board has requested4 and has received, information of value to the Career
Service Program a& each intlividual assigned to these Mans slid Div/sibs".
This Board aotiviAl is a sequel to that "Mich provided opportunity for .
ail Area Iteld Misers to make similar statute:Into on employees under
their commend,
4. The Board eoetinuse its follow-up on the Haan Besouress Trsin
ing Program coOdueted by.the Office of Training which is considered most
beneficial in establishing a training progrilm for supervisors at the
branch, section and wlit level,
50 . The Board has sponsored an advance training program for scientific
personnel in an endeavor to encourage interest in the career program in
that category, In addition to a need for career scientists, the Board
notes that the benefits which, it is believed, will accrue from this
program can be used to Marked advantage in combating a trend among
scientific personnel to leave the Government for more lucrative employ-
ment in industry, Attached find a copy of the Office of Communications
Notice No, 25=53 establishing this scientific program.
25X1A
/8/
Chairman, Career Service Board
ATTACHMENT: Office of communication
Notice No. 2543
25X1A
Noted? /8/
$alet.aflZ i.recorfor Communications
- 6 -
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved Fo(Zeleas Rck(11/08/g4sgiAeMp78-035714V00200020001-8
8 June 1953
OPeICE O C.11-ETICATIOITS ITOTICE ne53
1,CT9 External Training Programa for Soientifto and
Betel.neering Persornel.
1,0 The Officio of Ceneramieatione Career Service Board has sponeoreda
211d the Assiotant Director bae approveda a polior of providing advanoed
training In graduate schools fer selected persoanel., At the presonta such
training is available only to enientific and engineering personeel.
20 Requests for suoh tee.ining must be initiated by the appropriate
etrerf or divisicet chief and -11.0. be directed to the Chairmana Career Senel.30
30e..ed0 throur.,,h. the Office or Communication/ Training Liaison Offieer0
30 Personnel selected roe such 'training must meet the following
qualifications berore the Career Service Board Trill consider the request
ae 25.35
b EDUCATION
B.S. with major in physies or
matheniatios or S GEGE 0 from an
aceredited college or university.
Individual .7=Ert have graduated ii
upper third of elute* or possess
an M.S. in physics or mathematics
or LLS .LE, from an accredited
college or ?Iniversity0
0. MITmiri OADE LE,7,34 Wel/
d. =1,f../311.1ENT Ram Minimuzm. of two years with the
Off ice of Communications.,
CiiRE12 ST. AM
Se&
SECUIciliTt INFORMATICS
lo Applicant must verVy in
roriting that he vie=
-employment vith the Offioe of
Cemmunioations As his oarcero
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 CIA-RDP78-035,74A000200020001-8 -
SECURITY INFORM ATIOS
'MAIMING otiaGTIVE
Th 3 quality of ht 3 t:1--
e0(2AUU0 =St be zuoh az Lo
qualify hin AS an oxoollon
a.iployeso
propoaod tzainin nuet ;
apifio requirommt oT thfka
it4
AW Ox outiva 0 f
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
25X1A
25X1A
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Next 1 Page(s) In Document Exempt
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
25X1A
Approved FsgoRelease 2001/08/29 : CIA-RDP78-03574#000200020001-8
Seatirre Wort:Sian
These actions are summarised as follows:
'fraining
25X1A
Rotation.... *** ....ogee 11
Promotion,(Approved)00 .... 10
Promotion (Disapproved)?
Training
Military Trainirig ...... .
intra-Agency Transfer 3
. 2. The Career Service Board, has completed a series of interview0
with the COmmunications Area Officers which have provided the Board with
an accurate record on personnel matters affecting Baird action and which
sets the pattern on pmmotion actions during the next aim:months. Di like
manner, the Board is currently interviewing the Chiefs of Headquartere
Staffs and Divisions in order to develop a similar type of information
affecting rotation and promotion of individuals assigned to Washington
? 25X1A Headquarters andthe
.3. The Board members reviewed a listing of qualities bearing on
suitability for Career Service in CIA. This listing refers,specificany
to the,Profeesiohal Selection Panel, Working List #1, dated 4 May 1953.
It Was recognised that this list of eighteen items repreeents specific
qualities 'desired in Agency personnel which have been compiled from a much
larger list available to the. Selection Panel.. It is theconsensus of the
Office of Communications Beard Membership that this basic list of eighteen
items can best be, improved bythe device of grouping them under the follow'
ing general headings and providing at least four degrees of evaluation on
2
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved Fgrailelease 2001/08/29: CIA-RDP78-03574000200020001-8
Beaurnir Tnro-riabion
under these heading.. The suggested group is as follows
Tatailigance (With reference to the familia' of aasprebericioi.)
Judgment
TatalgrAT
Initiative
Leadership
Cooperation .
Lola* (With reference to higher authority and as a supervisor.)
25X1A
Noted", /a/
/0/
AesiliPMrstant for Casaunication
25X1A
careerivicChairman,* Board
? 3 ?
s-E-c-R-Egor
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
SECURITY
Approved Fqi?Release 2001/08/29: CIA-RDP78-035741A00020002 1-8
SECRET Executive
21 July 1952
MEMORANDUM FOR: Mr. Walter Reid Wolf, Chairman
Career Service Committee
SUBJECT: Establishment of a Career Service Board in
the Office of Office of Communications
1. Forwarded herewith for information of the Career Service Committee,
are eight copies of Office of Communications Order No. 24-52, dated 21 July
1952, reorganizing the Promotion and Rotation Assignment Board of this
Office as a Career Service Board under the CIA Career Service Program.
Also attached to this Order is a Notice listing the current membership of
the Board.
2. This reorganization revealed that the Communications Promotion and
Rotation Assignment Board has been operating, since its organization in Sept-
ember 1951, using procedures which will require no significant change other
loro' than to provide for additional sub-committees covering specific requirements
of the Career Service Committee. Because of this relatively long experience,
representatives of other offices presently organizing Career Service Boards
will be most welcome to observe operations of this Board where it will assist
in their office organizational problems.
25X1A
3. This action has been taken in compliance with CIA Notice No.
dated 19 June 1952.
25X1A
-distant Director for Communications
1-"4? o*c-4?)
Approved For Release 2001/08/tarr78-03578A000200020001-8
SECURITY INFORIITION
Approved For Release 2001/08/29 :.CIA-RDP78-03578A00020002000178
SECRET
5-qi"
21 July 1952 /9-'2 -n 2
ORANDUM FOR: Mr. Walter Reid Wolf, Chairman
Career Service Committee
SUBJECT:
Establishment of a Career Service Board in
the Office of Office of Communications
1. Forwarded herewith for information of the Career Service Committee1
are eight copies of Office of Communications Order No. 24-52. dated 21 July
1952, reorganizing the Promotion and Rotation Assignment Board of this
Office as a Career Service Board under the CIA Career Service Program.
Also attached to this Order is a Notice listing the current membership of
the Boar&
2 Thie reorganization revealed that the Communications Promotion and
Rotation Assignment Board has been operating. since its organization in Sept-
ember 1951. using procedures which will require no significant change other
than to provide for additional sub-committees covering specific requirements
of the Career Service Committee. Because of this relatively long experience,
representatives of other offices presently organizing Career Service Boards
will be most welcome to observe operations of this Board where it will assist
in their office organizational problems.
25X1A
3. This action has been taken in compliance with CIA Notice No.
dated 19 June 1952.
25X1A
Assistant Director for Communications
s8 a IR 2S
kiriki'e,1104E1
Approved For Release 2410410: CIA-RDP78-03578A000200020001-8
? Approved Fit&Release 2001M8W2C: al/ZRZP78-03571/48A000200020001-8 s//
SECURITY' INFORMATION
21 July 1952
OFFICE OF COMMUNICATIONS ORDER NO. 24-52
SUBJECT: Establishment of a Career Service Board
1. Effective 13 June 1952, the Director of Central Intelligence Agency
approved an Agency-wide career service program designed to identify,
develop effectively use, and reward individuals who have the skills re-
quired by CIA; motivate them towards rendering maximum service to the
Agency; and eliminate from the service in an equitable manner those, who
in spite of the program, fail to perform as effective members of the organi.
nation.
Z. Office of Communications Order No. 4-51. dated 28 September 1951.
establishing the Promotion and Rotation Assignment Board is hereby rescinded.
3. Effective this date there is established in the Office of Communications
a Career Service Board responsible for advising the Assistant Director for
Communications in matters affecting the career development of all civilian
and military personnel assigned to communications and related duties in the
Central Intelligence Agency.
tar.s.r.atani 1 EL....r.._unctions
a. The Office of Communications Career Service Board will have
the following membership:
Assistant Director for Communications, ex officio
A Chairman and two members selected from among the
staff or division chiefs and their alternates
A Recorder. an Administrative strait Member (non-voting
A Secretary to the Board inon.voting))
b. It will be the responsibility of the Office of Communications
Career Service Board to:
(1) Serve as advisor to the Assistant Director for Communion-
tions on all matters pertaining to the Career Service Program.
lp Direct within the Office the application and functioning of
the Career Service Program, including but not limited to:
SECRET
SECURITYDIFOOILMATION
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
?
Approved EiReIease 2?0d6/14 Pc1X-RDP78-036414A000200020001-8
SECURITY INFORMATION
(a) Executing relevant decisions of the CIA Career Service
Board and making recommendations to the CIA Career Service
Board for improvement of the Career Service Program.
(b) Sponsoring, developing and executing the Career Service
Program of the Office, including an intra-Office rotation system,
and reporting periodically to the CA Career Service Board.
(0) Reviewing Personnel Evaluation Reports and proposed
development plans for individuals in terms of training, assign-
ment, advancement, rotation and promotion.
(d) Recommending cancellation, including termination for
just cause, or continuance of career development actions.
(e) Participating in the development and execution of approved
extra-Office rotation systems.
(f) Submitting a semi-annual Personnel Evaluation Report
to the Sponsoring Office on each rotation appointee from another
Office.
(g) Ensuring that the rotation appointees detailed by this
Office to another office are not overlooked for warranted promo-
tion and ensuring that rotation appointees received by this Office
are productive and their assignments commensurate with the pur-
pose of the appointment.
(h) Reviewing continuously conditions of service and duty with
a view to making recommendations to the CIA Career Service
Board concerning working conditions and benefits th,it can strengthen
morale and increase "esprit de corps."
(i) Reviewing continuously the personnel intake of the Office,
especially at the junior professional level, with a view to ensuring
the acquisition of highly-qualified versatile persons with long-range
potentiality.
(j) Supervising supporting groups or Boards as appropriate for
handling specialized functions, i. e, selection, termination ? etc..
recommending assignment to them of office personnel as necessary.
SECRET
Approved For Release igArlfflffiritiratglfiglit4SWA00200020001-8
SECURITY INFORMATION'
Approved FIcpelease 2001/08/29 : CIA-RDP78-0351141A000200020001-8
(k) Sponsoring and developing the career rotation program
and promotion of the Communications Office personnel assigned
to the Message Center under the Executive Assistant to the
Director.
5. Prulpit
a. The following precepts are established for guidance in Career
Service Board actions
(1) Assignments involving a change in station should be as-
certained six months in advance of the effective date for transfer,
(2) Normally, overseas tours of duty shall be limited to three
years; however, individuate may be reassigned to the same area for
an additional tour of duty where exceptional conditions dictate.
(3) Reassignment of individuals shall be to duties which will
byekaden their experience in the field of communications, such action
being consistent with the over-all requirements of the Office of
Communications.
(4) No individual shall be assigned exclusively to Headquarters
training duties for a period greater than two years.
(5) Personnel returning from overseas may be expected to be
available for reassignment after three months based on date of de.
parture from overseas post.
(6) Individuals fully qualified for promotion should be reassigned
to slots carrying additional responsibility and the higher grade.
(7) The Committee shall establish norms for each grade which will
provide a reasonable indication as to those individuals who shall be con-
sidered for promotion. These norms will be based on the following
factors:
(a) Total experience from the time of graduation from school
to the present in years.
(b) Formal education (above high school level) including
special training to date, in years.
(c) Total OSS, CIO, CIA or related experience, in years
-3-
SECRET
Approved For ReleaseWM1114 diMiNibMagira000200020001-8
-Sic RE T
Approved FairegelgiEW011Tai/PRENcM
718400200020001-8
(d) Length of time in present grade, in years.
(e) Time over minimum age for present grade in years.
(f) Age of employee.
(g) Individuals? scores will be based on the sum of the
factors (a) through (e).
(8) A minimum age for grade level table is as follows:
Grade Minimum Ap
GS-4 19 years
GS-5 20
GS-6 21
GS-7 22
GS-8 23
GS-9 25
GS-11 28
GS-12 30
GS-13 35
The above minimum ages are to be used in computing the norms for
each grade level and in arriving at the score for each individual,
but are not necessarily controlling in cases where the Board
considers that a promotion is justified.
(9) Normally, Headquarters assignments shall be limited to
four years duration.
6. Administration
a. In order to allow effective advance scheduling for the rotation
assignment and promotion of personnel, the following information will be
maintained by the administrative staff:
(1) Table of Organization for the Office of Communications in-
cluding personnel assignments.
(2) A table of positions in order of responsibility.
(3) A file covering current position descriptions including quali-
fications and sources of personneL
Approved For Release 2001/4729 : CIA-RDP78-03578A000200020001-8
SECRET
SECURITY INFORMATION
Approved FoNla6lease 2001/08/29 : CIA-RDP78-035784.1100200020001-8
SECRET
SECURITY INFORMATION
(4) Evaluation or data for evaluation of each individual assigned
to the Office of Communications. This file shall include a service
recori%data on education. experienc\e, qualifications, performance
of duties and a log of Agency ratings by superior officers.
(5) Information on each employee describing military status,
marital status and dependents, birth date and dates of availability
for rotation.
(6) Priorities for the filling of vacant positions (to be established
on request of administrative staff by the Office, Division or Branch
Chief concerned).
(7) Seven months in advance of the end of a tour of duty the ad-
ministrative staff shall provide the following information on each
employee,
(a) Assignment recommendation by the chief concrirned.
(b) Training recommendation by chief concerned and by
the Chief, Training Branch.
(c) Assignment preferences to be submitted by the employee.
(d) Names of Headquarters personnel available and qualified
for assignment overseas shall be listed by the administrative staff
on a continuing basis.
7. Security
Information contained in personnel records and files will be handled in
strict accordance with Agency regulations. Actions or deliberations of the
Board will be released only after concurrence by the Assistant Director for
Communication*.
8. Limitation of Authority
a. Promotion and Career Rotation of Communications Officers to GS-14
positions and above will be handled by an ad hoc committee convened on call
of the Assistant Director for Communications. The Chairman of the Career
Service ,Board will act as Secretary for this committee and will be responsible
for information essential to committee operations.
SECRET
SECURITY
SECURITY INFORMATION
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved Fokaelease 2001/08/29 : CIA-RDP78-03578,4900200020001-8
SECRET
SECURITY INFORMATION
4,, Promotion and Career Rotation of Communications Officers
CTS...7 through GS-12 will be the prime responsibility of the Career
Service Board.
c,, Promotion and Rotation of Communications employees in all
grades below GS-7 will be handled by Administrative action subject to
review by the Career Servie Board.
do AU Communications Personnel PromotiouoCareer and Rotation
actions are subject to concurrence by the Assistant Director and Deputy
Assistant Director for Communications
25X1A
SECRET
Approved
Approved For ReleMallatiOre9nObiafflitidid8A000200020001-8
25X1A
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved Fr Release 2001/08/29 : CIA-RDP78-035 8A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
?COP!
ID 4
Approved FoSikelease 2001/08/29 : CIA-RDP78-035766600200020001-8
S-E-C-R-E-T
SecurItf Tleorvirition
?
HAMM FOR: CIA Career Service Board
=Us
SUBJECT:
20 June 1953
Executive Secretary
Report of Dp/P Career Service Board Activities for
the Period 15 May 1953 to 15 June 1953
le The DD/P Career Service Board held one meeting during the
?%610 Period 3.5 MY 1953 to 15 June 1953.
2. The Board was informed of the status of the staff study
being conducted regarding the proposed selection system for the Ivo-
motion of employees to GS-13 through 08-150 The Board agreed that
the system should be developed and put into effect for promotion to
the 08-15 grade only at this time in view of the volume of work that
would be involved if the 03-33 and OS.114 promotions were included*
3. At this meeting the Board also reviewed and acted upon
two promotion actions, three reassignment actions, and one appoint.
ment action of senior personnel in the DD/? area.
BY DIRECTION OF DD/P:
25X1A
41111111111
Chief of Administration, DD/P
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved EReIease 2001/08/29: CIA-RDP78-036MA000200020001-8
%eel COPY SECRET
Security Information
27 September 1952
MEMCRANDUM FOR: Deputy Director (Flans)
SUBJECT Career Service
1. It is essential that me -establish at the earliest possible
date the polieles and principles thioh will govern career serviee
- development mithin the DD/P organization.
2. Basic policies determining initial career service assigmmmat
of our personnel should logically be:
a. Assignment to a Foreign Intelligence professional service
of all individuels assigned to OSO on 1 August 1952 and there-
after, ezeept as indicated in sub-paragraphs e.and f below.
b., Assignment to a professional Psychological and Political
Warfare Service of all individuals assigned to such mytivities .
within 020 on 1 August 1952 and thereafter, except as indicated
in sub-paragraphs o and f below*
c. Assignment to a professional Paramilitary Operations
Service If all individuals assigned to such activities within
OR C on 1 August 1952 and thereafter, except as indicated in sub-
-paragraphs e and t belom.
da Assignment to a professional technical service of all
individudis performing technical (exclusive of administrative)
dutiee in the Office of Technical Services*
ea Assignment to the appropriate professional administra-
tive service (Perscanual, Finance, Medical, logistics, etc.) of
all individuals who perform specific technical duties within the
DD/P oronization which place them in the category of a single
CIA admiTdatrative service, except as indicated in sub-paragraph
g below,
fa Assignment of all professional administrative personnel
mho perform gaaeral administrative duties other than secretarial
end clerical and not of a single technical specific nature within
the DD/P organization to a general administrative Agency career
aervice under 1)1)/A except as indicated in sub-paragraph g telow.
SECRET
Security infommatlan
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
4
Approved coos; Release 20yeap : CIA-RDP78-03504A000200020001-8
Security Information
go In deciding the career service assignment of indivIaaels
covered by sdb.paragraphs e and f above, the following sheCA be
determining factorsz
(1) If the individual concerned has been ass5ened. to
administrative duties from operational duties end eesires
to and is acceptable for return to an operational -:ssLo-
emelt/ be shall be assigned to the appropriate oper:tional
service.
(2) If the individual concerned has not prew:ausly per.
formed operational duties but desires and is accepeable for
operational assignment, he shall be assigned te th appeopri-
ate operational service.
(3) If the individual concerned has teen assienec .2rva
a professional administrativo service or has not p-:evf.attaly
performed operational duties and does net desire oe is uot
acceptable for an operational assignment, he share be assigned
to the professional administrative service concerned.
h. Assignments as indicated above should be etrimal7 lAesign-
ments? However, any individual who has demanstrEted eacoceeful
experience in other lines should be given one or more aocondary
designations depending on the scope of such other expaeienue.
i. No individual shoulalte transferred from a primary saw-
vice without the prior approval of the head of that se-evict) or
authorized higher authority.
j. Assignment and promotion responsibility should be cen-
tralized for each career service so that the service char ,"A7
administer his career program on a world-'wide basis. This emild
mean that every assignmept, reassignment, promotion, ok demtion
in each service must be considered by the central career aervice
board of the service concerned.
39 Career service boards are required to be os ablis]i in each
yanior operational staff. Their composition is indicated in the attachp-
ment.
?4. It will be necessary to establish a Dp/P Career Service 3oarda
the recommended composition of which is also indicated in th attach-
men.t? to consider and assist in monitoring the careers of DD/P person-
nel for positions not within any single career service and those
assigned to such mail units as the DD/P office, the Plans and Progeams
Staff, the Inspection and Review Staff, and where appropriate,
the Administration Staff.
- 2 -
SECRET
ectnrity Information
Approved For Release 2001/08/29: CIA-RDP78-03578A000200020001-8
Approved RQkRelease 2001/08/29 : CIA-RDP78-035.7.90400200020001-8
SreRET,
Security Information
5, Bc.sic to the abcve are the following stops
inventory of all currently assigned personnel by service
for :vilvicif by the xvice chiefs or career service boards concerned
cai,a1,7;i,sh tie initial career service lists.
*.,la acceptance of the above policies and principles by the
Jr 3ervice Board.
11, The or4Ab1inhment of i3Itornal procedures to maim the basic
plan FitrOatriVe 9
Tho determination of some appropriate and secure method to
han.C.r) C1-1,:ip wirer personnel on a career basis.
60 Rear* ffilend Ion, approve of the above basic approach to this pro-.
blora mai tranr.,nissian of this recommendation to the Agency Career
Servile Th)a)..4. for consideration.
Approved
/a/ Fe G.,, Vriu,)er
DUP
. Ontobar 6 (Aka& ) 1952 Acting Chief of Foreign Intelligence
25X1A
25X1A /5/
25X1A
25X1A
ChielMTIMierbration
? 3 ?
SERE
Security Information
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
25X1A
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-0478A000200020001-8
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
Approved FoOelease 2001/08/29 : CIA-RDP78-03574140000200020001-8
C 0 P Y SeE-CeR-EeT
L?KO 103. OVO
Securrq niNtion
27 Jay 1953
MEMORANDUM R: CIA Career Service Board
ATTENTION: Executive Secretary, CIA Career. Service Board
SUBJECT: FI Career Service Board Activities for Period
15 June 1953 through 15 July 1953
le The FI Career Service Board is attempting to set up procedures
for a systematic review of the career of each person assigned an Fl
career designation. A survey was made of the GS-15 slots on the Staff
and in the Area Divisions which are considered Fl slots, and how many
of these are vacant or encumbered by an officer with a lower gradec
This enables the Board to more accurately consider requests for
promotions of Fl officers to GS-15. A similar study has been made
for the officers at the GS-14 level, It is planned that this type
of survey will be continued down through the various grades.
2. During the period covered by this report, the Board reviewed
individually the case of each Fl officer at the GS44 level who had
been in grade for one year or more. From these were selected a list
of qualified officers which was forwarded to the DD/i' Career Service
Board for review for promotion to GS-150 The DD/P Career Service
Board reviewed these on 20 July 1953.
3. Increased efforts have been made to make determinations of
the correct career designation to assign to each person assigned to
the DD/P complex. There were a number of persons not included on the
machine run submitted to the Personnel Office and a smaller number of
those listed on tile machine run were coded incorrectly,
4. The Fl Board received with interest and enthusiasm the first
letter from the Chairman of the CIA Career Service Board, This letter
represents the type of assistance which will help the various Boards
interpret in a uniform manner the CIA Career Service Program.
5, During the period covered by this report the FI Board has
continued to review and make recommendations on all Requests for Personnel
Actions involving FI personnel. Progress has been made in developing
standardized procedures for the career planning of personnel possessing
an Fl primary career designation.
25X1A
Secretary
Foreign Intelligence
Career Service Board
Approved For Release 2001/08/29 : CIA-RDP78-03578A000200020001-8
S