(UNTITLED)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A001300250005-7
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 2
• Document Creation Date: November 11, 2016
• Document Release Date: December 16, 1998
• Sequence Number: 5
• Publication Date: June 16, 1954
• Content Type: MF

1Y- (
6-04718A00130025000'~~'7
1b June 1954
1. There are several observations I'd like to make with
reenact to the aacosa an a~Sn memorannduzn addressed
25X1A9a
of Training by an the subject of J M's in they 25X1A9a
Deputy Direrc3tor (Administration) organization.
2. First of all, he recalls that there in a joint agreement
between the Office of Training and the Office of Personnel that
the JOT Program is to include persons with administrative back-
ground. education and interest. He says that since November 1952
(when this agreement was formalized) "a number" of such adminis-
trative JOT 'a have been hired. To support this statement, he
cites four employees who have been, or are now, JUT a as and whose
backgrounds are "administrative." As the person who represented
the then Personnel Office in formalizing the agreement referred
to above, I can assure you that these are not the kind of people
we had in mind when we asked for the inclusion of administrative
trainees in the JOT Program. With one exception, the files of
these people fail to indicate that they are the kind of individuals
from whose educational or experiential backgrounds one could have
been justified in concluding that their careers were pointed toward
the administrative fie-l.d. It is not too surprising that all four
have declined training and/or assignment in the Deputy Director
(Administration) organization.
3. reports that the recruiters inform me that
difficult to obtain people of JOT standards who are interested
rzme;nt and will accept the salaries and opportunities that
go with this kind of service." The validity of this explanation
can be demolished within a moment's time. You have probably heard
of the Civil Service Commission program for recruiting young people
who show exceptional promise of developing into top-level adminis-
trators. Under this program (called the Junior Management Assistant
Program) the Commission each year brings into the Goverment several
hundred persons who have been subjected to the most rigid examining
process - written and oral. This program is comparable to our own
JOT Program. The Commission makes one of these people available to
an individual Federal agency only upon assurance that the Junior
Management Assistant will be given special training for about a
year as time. In general, this A training consists of orientation,
Approved For Release 19 ? CIA-RDP78-04718A001300250005-7
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formal clasasses, and planned work assignments in which the
employee assumes progressively greater responsibility. The
competition for selection in the Commi:asionae program in very
keen throughout the country, For the three or four hundred
selections made annually, the Go scion is swapped with applica-
tions from over 15,E college seniors or graduate students.
Moreover, these students must have majors in public administra-
tion or the social sciences. The college students vho have
majored In public administration are often people who long before
decided that they wanted to enter public service and have recon-
ciled themselves to the relatively law incomes which go with such
service.
. morandum also names three persons for
whom actions are now pending for L.o.D. I have reviewed the
files of these three people and am impressed by their qualifica-
tions. All are public administration majors and all have given
evidence of outstanding campus leadership, as well as academic 25X1 A9a
superiority. I have discussed these three people with
who intends to make them available for training in the Deputy
Director (A& ini.stration) organization.
5, It seems to me to be a matter of overriding importance
that the quality of the training experienced by the three future 25X1 A9a
JOT'e in DD/A be kept at the hi hest possible level. This is
all the more important since tells as that the experience
of past JOT'S has somewhat "tainted" us among JOT 1 ss. He charac-
terized the past training assignments in our offices as "brutal,"
(He spoke to me on a personal basis, but I felt you would like to
have this honest evaluation.) He said our supervisors were wholly
"uuimagi tive" as to their responsibilities for developing these
people and, in some cases, gave overt evidence of their disinclina-
tion to give these "bright young men" any help, because after all,
they themselves (the supervisors) had to come up "the hard way" to
learn how to do the job, In addition, there were cases where the
Office of Training would have promoted JOT's "signed to the DD/A
organization, had a recommendation been made by the supervisors.
However, the supervisors seemed to resent such advancement possi-
bilities and declined to give the recommendation which OTR procedures
require. Naturally, such =enlightened supervisory practices fur-
nish invidious bases for comparison with the relatively enthusiastic
atmosphere which sxiats in certain other Agency components (notably
DD/I) toward JOT personnel.
6. I believe that the plans proposed in the accompanying paper,
if approved, would provide the means for overcoming these problem.
25X1A9a
Attachment
D N A - s - ~ < G~t` .. 2 .,
Approved For Refease /08/27: CIA-RDP78-04718AO01300250005-7