AGENDA FOR THE CIA CAREER SERVICE BOARD

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A001300200065-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 11
• Document Creation Date: December 12, 2016
• Document Release Date: December 13, 2001
• Sequence Number: 65
• Content Type: AG

Croe,s- -27.3
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AGENDA
FOR THE
CIA CAREER SERVICE BOARD
24th Meeting, Thursday, 4 March 1954, at t&:O0 P. mb
DCI Conference Room, Administration Building
Minutes of the 23rd meeting; (attached) for approvva
2v Memorandum from AD/Personnel to Chairman, CIA Career Service
Board, with attached staff study to DCI, subject, 'Selective
Rotation Program", dated 23 February 1954; (distributed pre-
viously) for continued discussion,
Discussion of Agency Promotion Policy
a, Office of Comm+unicatisxae Order No. 23-53, subject, "Commun-
ications Career Service", dated 30 November 1953.
21A be
co
de Proposed Policy on Promotion dated 8 December 1953.
-3_0 _r_+uV 1978
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MINUTES
OF THE
CIA CAREER SERVICE BOARD
23rd Meeting, `ibursday, 25 February 1954, at 4:00 p.m.
DCI Conference Room, Administration Building
Presents Messrs. Lyman B. Kirkpatrick, Inspector General, Chairman
Matthew Baird., Director of Training, Member
Deputy Chief, PP, Member
DAD/0, Member
AD/Co m unications, Member
Harrison G. Reynolds, AD/Personnel, Member
Huntington Sheldon, AD/I, A1t. for DD/I, Member
L. K. White, ADD/A, Member
Frank G. Wisner, DD/P, Member
DAD/CD, Guest
Executive Secretary
secretariat
Reporter
1, The Board approved the minutes of the 22nd meeting held 18
February 1954 without change.
2. The Chairman then introduced DAD/CD, 25X1A9A
who had been invited to the meeting to discuss Career Planning for
individuals as it was being conducted in OCD. prefaced 25X1A9A
his remarks by saying that he felt that this type o areer Planning
was the keystone to the Career Service Program in CIA and that ro-
tation and training were the essential elements of Career Planning. 25X1A9A
He discussed the programming of 24 career plans that had been
formulated in OCD, stated that these plans had been drawn
up for from two to three young professionals selected for their po-
tential by each Division Chief in OCD. The 24 plans were developed
initially as a joint effort of the individuals and their chiefs. Then
these plans were submitted to the OCD Career Service Board. Following
review by the OCD Career Service Board, each of the plans has been
adopted as an outline covering the individual's prospective development
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over a ten year period, It is recognized that the plans must be
flexible and responsive to changing requirements of OCD, the Agency
and any other circumstances which might arise to require their
modification,
3. The Board then skipped to item 4 of the Agenda since it
was related to remarks. Mr. Reynolds, AD/Personnel, 25X1A9A
stated that he was planning to circulate a questionnaire relating
to Career Planning within the Office of Personnel. He had been
informed that there were other questionnaires in use and felt that
such forms would better serve an Agency-wide purpose if they were
standardized. It was noted that there was a possible danger in the
general use of such questionnaires as they might encourage a belief
that large numbers of people would be involved in rotation at the
same time, Mr. Reynolds then discussed briefly the condition of the
Agency's personnel records and requested cooperation in acquiring
documents which belonged in official personnel folders.
4. The Board then discussed item 3 on the Agenda, Mr.. Reynolds',
Staff Study, "Selective Rotation Program", The Chairman started the
discussion by saying that he was opposed to raising the Agency ceiling
by 120 slots; that he had assumed more of an exchange of individuals
who would become active, productive employees in the office to which
they were rotated, The Board agreed that no request to raise the
Agency personnel ceiling by 120. would be made.
Col. White commented on the paper by saying he felt that what
was proposed was already being accomplished for personnel in the DD
(Administration) area.
Mr. Kirkpatrick stated that, as envisaged, the plan was to ro-
tate those GS?5's through il's who appeared to possess executive
potential.
Mr, Baird stated that he felt that the objectives of the proposal
could, in many ways, be accomplished by extending the time during
which individuals would remain under the direction of the JOT program.
He asked that the Board give consideration to this alternative.
The Board agreed to carry the discussion into the next meeting.
5. Under the heading of new business presented
two requests for Career Development Slots from OCD. These were
discussed briefly and it was decided to commence formal processing
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of the papers, and give formal consideration at the next meeting. The
Chairman stated that he had reviewed the number of employees resigning
after completing outside training sponsored by the Agency, and in his
opinion there were too many such cases o Mr, Baird pointed out that
each employee was required to sign a statement, before being approved
for non-CIA training, that he expected to make his career with CIA,
The General Counsel had ruled that there was, however., no means by
which he could be legally bound.
6, The Board agreed that at the next meeting there would be
discussion of an Agency promotion policy.
7. The meeting adjourned at 5:05 p.m.
/a/
25X1A9A
Executive Secretary
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OFFICE OF COMMUNICATIONS ORDER N0. 23-53
30 November 1953
CONTENTS
General
Policy
Organization
Career Service Board
Board Respoasibilitieo'and Functions
Scope of Action Authority
Procedures
1. General
This order defines the over-all policy, organizational
structures and procedures within the Office of Communications for
administering the Career Service established under CIA Regulation
2. Policy
The Communications Career Service is open to all staff employees
and staff agents of the Office.
3.
Office of Communications Order 24-52 dated 21 July 1952
Organization
The Office of Communications Career Service comprises a group
of specially qualified individuals who desire to devote themselves
permanently to performance of communications functions in the intelligence
service of the United States Government, and who are willing to accept
the obligations and conditions in that service which are essential to the
planning, establishment, operation and maintenance of the classified
electronic communications facilities of this Agency.
4. Career Service Board
The Office of Communications Career Service Board is composed
of the following individuals:
a. The Assistant Director and the Deputy Assistant
Director for Communications, ex officio,
pecument No. ----
b. A chairman and two members s l-ctM from aMong the
staff or division chiefs and their alter hte;u.
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c. Executive secretary, an Administrative Staff member
(non voting).
d. Communications Training Officer (non voting).
e. Secretary to the Board. (non voting),
5. Board Responsibilities and Functions
It is the responsibility of the Office of Communications
Career Service Board to:
as Advise the Assistant Director for Communications
on matters affecting career management in this Office.
b. Monitor the application and functioning of the Career
Service program within the Office of Communications including:
(1) The system of rotation within the Office
of Communications.
(2) Scheduling a periodic review of all individuals
assigned to communications duties to insure that they
are not overlooked for warranted promotion.
(3) Participation in the development and
execution of rotation assignments of communications
career employees to other parts of the Agency,
insuring that they are not overlooked for warranted
promotion.
(4) Executing relevant decisions of the
Central Intelligence Agency Career Service Board
and making recommendations to that Board for improve-
ment of the Career Service.
(5) Sponsoring and developing Career Service
in the Office of Communications and reporting periodically
on progress of this sponsorship to the CIA Career
Service Board.
(6) Reviewing personnel evaluation reports and
proposed plans for the utilization, development or
separation of career employees.
(7) Insuring that career employees on rotation
from other parts of the Agency are assigned duties pro-
viding experience commensurate with the objectives of
their rotation plan and that semi-annual personnel
evaluation reports on these employees are submitted to
the sponsoring component.
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(8) Reviewing conditions of service and duty
and making recommendations based on that review to the
CIA Career Service Board concerning working conditions
and benefits that would serve to strengthen morale and
increase esprit de corps.
(9) As required by the Assistant Director for
Communications, review files of prospective employees
of the Office of Communications in order to assure
acquisition of individuals having potential on a long-
range basis as career employees in this office.
c. Supervise supporting groups or boards having assigned
duties and responsibilities in connection with the Career
Service Board.
6. Scope of Action _ nthority
Authority for action within the Career Service Board system
for the Office of Communications is as follows:
a. Recommendations for action made by the Career Service
Board are subject to concurrence by the Deputy Assistant
Director for Communications, and approval by the Assistant
Director for Communications.
b. Rotation and promotion of individuals holding grades
below GS-7 will be handled by administrative action subject
to review by the Career Service Board.
c. Rotation and promotion of individuals holding grades
GS-7 through 12 will be reviewed by the Career Service Board,
d. Rotation and promotion of individuals holding
Grade GS-13 and above will be reviewed by an ad hoc committee
conv' tod, by the Assistant Director for Communications.
e, Permanent assignment of individuals to positions
GS-ll and above will be reviewed by tho ,parobria;"te 1~3o' d' br bbmriittee.
f. Promotions will be based on qualifications and
demonstrated ability to perform work in an approved available
position at the higher grade. Grade promotions steps are-approved
for use in this Office as follows:
GS 2 to 3 GS 6 to 8 GS 10 to 11
GS :3 to 4 GS 7 to 8 GS 11 to 12
GS J to 5 GS 7 to 9 GS 12 to 13
GS 4 to 6 GS 8 to 9 GS 13 to 14
GS 5 to 6 GS 8 to 10 GS 14 to 15
GS 5 to 7 GS 9 to 10 GS 15 to 16
GS 6 to 7 GS 9 to 11 GS 16 to 17
GS 17 to 18
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g. Individuals will not be rotated to a clot the
grade of which is more than two grades higher than that held
by the individual,
7. proved Forms
The following forms are a2. roved for Board rotation and
promotion actions within the Office of Communications:
a, Attachment I, Home Leave and Reassignment Request.
b. Attachment II, Career Service Board Action,
8. Board Review. "chile
a. Rotation assignment action will be initiated six
months prior to the end of a duty tour.
b. Individuals will be considered for promotion in accordance
with listings for each grade group arranged in order of anniversary
date-of grado,? The review cycle for each grade group is
established as follows:
Grades 2, 3, and 4 -- 6 moo.
Grades 5 and 6 - 9 moo,
Grades 7 and 8 - 12 moo.
Grades 9 and 10 - 15 moo.
Grade 11 -- 18 moo,
Grades 12 and 13 -. 24 mos.
Grade 14 .- 36 moo.
Grade 15 ?- 48 mos.
c. Extra-schedule rotation and promotion recommendations
will be considered on an ad hoc basis when justification submitted
for such action is approved by a majority of the Board membership.
d. Initial assignments overseas for new employees Grade 8
and below, including graduates of the Communications school will
be made by the appropriate division or staff,
9. Administration
a, The Administrative Officer is responsible for providing
essential information which will insure efficient handling of
rotation and prom-otion review actions by the Board and ad hoc
committees including:
(1) A table of organization for the Office
including personnel assignments.
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(2) .listing of individuals holding Grades
2 through 15 in order of anniversary date of grade
within each grade series.
(3) A record of priorities for the filling of
vacant positions.
(4) Six months prior to the end of an overseas
tour the Administrative Officer will provide the follow-
ing information on the individual subject to rotation:
(a) Assignment preferences to be sub-
mitted by the employee.
(b) Supervisor evaluation of the
employee.
(c) Evaluation by the Chief of the
Area or Ctation concerned.
b. Rotation and promotion actions prepared for Board
review under authority 6 b. will be processed in memorandum form,
including, as attachments thereto, supporting justification for
the action recommended.
Co Rotation and promotion actions prepared in accordance
with the authority under 6 c. and d. and the schedule under
8 a. and b. will be made on a standard form providing for rotation
or promotion as appropriate, made up in two parts:
(1) Part I will include data on the present
station and the proposed station in the case of rotation.
recommendations. It will include present grade, date of
grade, the T/O slot including grade of that slot, the
proposed grade and slot, calendar months in grade, age
of the individual, number and age of dependents, education
beyond nigh school level including military training,
and employment history including military service.
(2) Part II of this standard form action will
include rotation or promotion recommendations as
appropriate by the division or staff chief. This
portion of the action will. provide convenient check-off
facilities to insure that appropri&te training records
and personal evaluation reports have been reviewed.
Further, it will. provide for concurrences by the Board
members and the Deputy Assistant Director for Communica-
tions, and approval by the Assistant Director for
Communications.
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d. Instructions on Preparation of Actions for Board
or Ad Hoc Committee Review
The following instructions are issued to assist Division
and Staff Chiefs in the preparation of actions for review by the
Career Service Board and by Ad Hoc Committees:
(1) The Administrative Officer will complete
the appropriate data under Part I of the standard form.
(2) The standard form will be forwarded to
the appropriate Division or Staff for completion of
the recommended action,
(3) The appropriate Division or Staff Chief
will complete the rotation or promotion recommendations
in Part I as appropriate and will complete the recommenda-
tion portion of Part II in the standard form,
(4) The following factors will be carefully
considered as appropriate and fully developed in
discussions supporting rotation recommendations and
position assignments;
(a) Needs of service.
(b) Career development for the individual.
(c) Desirability of retaining individual
under his present cover,
(d) Individual's preferences for reassignment.
(e) Area chiofIs recommendations.
(f) Present supervisor's comments,
(g) Number and age of dependents
(h) School facilities at proposed station,
(5) The following factors should be carefully
considered and fully developed in discussion justifying
promotion recommendations:
(a) Individual's performance of duty as
related to the duties and responsibilities of
hie position.
(b) Slot availability.
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(c) Individual's growth potential for increased
responsibility.
(d) The content of Part I data and the
Personnel Evaluation Report.
(e) Recommendations by supervisors and
Division or Area Chiefs.
(6) The action will be returned to the Administrative
Officer for scheduling on the Board. agenda.
(7) (a) Division or Staff Chiefs may initiate
extra-schedule review for promoti-n of an individual
by submission of a request for such action to the
Administrative Officer. Upon receipt of this request,
the Administrative Officer will prepare the appropriate
Part I data in the standard form and return this form
to the appropriate Headquarters Division or Staff
for formal submission to the Board.
(b) Area Chiefs may initiate an extra-
schedule review for promotion of an individual by
submission of an official dispatch justifying their
recommendations. Upon receipt of this dispatch,
The Administrative Officer will prepare the appropriate
Part I data in standard form and forward this form
to the a propriate Headquarter Divisions or Staff
for .formal submission to the Board.
Attachments (2)
Distribution #5
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