PERSONNEL INFORMATION LETTER

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A001700070008-0
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: March 13, 2001
• Sequence Number: 8
• Content Type: REPORT

THIS IS THE FIRST OF A SERIES OF INFORMATION LETTERS TO BE PUBLISHED UNDER THE GUIDANCE QF OUR TRAINING
OFFICER. IT IS OUR INTENTION TO INFORM YOU OF PERSONNEL TECHNIQUES AND ACTIVITIES OF COMMON CONCERN, YOUR SUGGES-
TIONS AfID ACTIVE CONTRIBUTIONS TO THIS PUBLICATION WILL INSURE ITS SUCCESS.
HARRISON G. REYNOLDS
DIRECTOR OF PERSONNEL
HIGHER PAY
RECRUITERS RECEIVED AN ASSIST IN LANDING HARD-TO-
GET SCIENTIFIC PERSONNEL WHEN HIGHER STARTING SALARIES
FOR A NUMBER OF SCIENTISTS AND ENGINEERS WENT INTO
EFFECT MARCH 13.
NEW SCIENTISTS AND ENGINEERS HIRED AT GRADE 5
WILL RECEIVE $4035 PER YEAR, THE SIXTH STEP OF THAI
GRADE. THOSE HIRED AT GRADE 7 WILL GET $4580, THE
FOURTH IN-GRADE STEP. THESE INCREASES RESULTED FROM
THE INFRINGE BENEFITS ACT" PASSED BY-CONGRESS IN
SEPTEMBER 1954,
NOT ALL SCIENTIFIC RECRUITS WILL BENEFIT FROM
THIS POLICY, IN GENERAL MOST CLASSES OF PROFESSIONAL
ENGINEERS, CHEMISTS, PHYSICISTS, AND METALLURGISTS ARE
ON THE ELIGIBLE LIST ISSUED BY THE DDS. NOTABLE EX-
CEPTIONS ARE BIOLOGISTS AND MATHEMATICIANS. A COM-
PLETE LIST OF THE ELIGIBLE OCCUPATIONAL SERIES IS CON-
STATIN1TLNED IN AGENCY NOTICE -
AGENCY EMPLOYEES WHOSE JOBS ARE CURRENTLY CLASSI-
FIED IN ONE'RIB'7REVEZTG1BL~rSERTFS-WIZCSOOG
SALARY INCREASE IF THEY ARE IN GRADES 5 AND 7 BELOW THE
SIXTH AND FOURTH STEP RESPECTIVELY. THE CLASSIFICATION
AND WAGE DIVISION IS NOW REVIEWING A NUMBER OF OTHER POSI-
TIONS THROUGHOUT THE AGENCY WHICH MAY WARRANT RECLASSIFI-
CATION TO ONE OF THE ELIGIBLE SERIES.
A RECRUITER SPEAKS
YOU CAN APPRECIATE THAT OUR ABILITY TO CARRY OUT THE
IMPORTANT MISSION ASSIGNED TO US DEPENDS ENTIRELY ON THE
PERSONNEL WE CAN ATTRACT AND RETAIN. IF WE WERE TO HAVE
A MEDIOCRE STAFF WE WOULD PROVIDE A MEDIOCRE SERVICE, AND
IN OUR LINE OF WORK THAT WOULD BE MORE DANGEROUS THAN NOT
HAVING ANY, WE BELIEVE THAT THE PRIMARY COMPENSATION
COMES FROM KNOWING THAT YOU ARE DOING A VERY IMPORTANT JOB
AND ARE BEING TREATED WELL WHILE DOING IT, THUS, OUR PER-
SONNEL POLICY HAS THIS FOREMOST IN MIND. IT IS NOT ONLY
GOOD BUSINESS TO KEEP OUR EMPLOYEES SATISFIED, BUT FROM A
SECURITY STANDPOINT THEi FEWER FORMER CIA PERSONNEL ABOUT
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- N 0 T E W 0 R T H Y -
"THE HUMAN ELEMENT IN ADMINIS-
TRATION} WAS THE SUBJECT CHOSEN BY
DR. DETLEV BRONK WHEN HE ADDRESSED THE
SOCIETY FOR PERSONNEL ADMINISTRATION AT
ITS MONTHLY DINNER MEETING ON 22 MARCH
1955.
DR. BRONK IS ONE OF THE MOST OUT-
STANDING SPEAKERS IN AMERICAN PUBLIC LIFE
TODAY. HE IS PRESIDENT OF THE NATIONAL
ACADEMY OF SCIENCES, ALSO PRESIDENT OF THE
ROCKEFELLER INSTITUTE FOR MEDICAL RESEARCH
AND WAS FORMERLY PRESIDENT OF JOHNS HOPKINS
UNIVERSITY FOR SEVERAL YEARS.
IN AN ELOQUENT MESSAGE DR'. BRONK EMPHASIZED
TO PERSONNEL ADMINISTRATORS THE. PARAMOUNT NEED
FOR CREATING AND PROVIDING A WORKING ENVIRONMENT
WHEREBY EMPLOYEES CAN GROW AND DEVELOP THEIR INDI-
VIDUALPOTENTIAL TO THE MAXIMUM EXTENT POSSIBLE;
WHERE THEY CAN BE HAPPY, KNOWING THEY WILL BE GIVEN
RECOGNITION AND CONSIDERATION, AND WHERE THEY CAN
EXPERIENCE PRIDE IN THEIR WORK AND ACCOMPLISHMENT.
PERSONNEL OFFICIALS, IN DEALING WITH THE'COUNTRY1S
GREATEST'ASSET -- 'PEOPLEV -- HAVE A RARE CHALLENGE AND
OPPORTUNITY TO MOLD HUMAN RESOURCES FOR THE GREATEST
GOOD. IT HAS ALWAYS BEEN THE HUMAN ELEMENT WHICH MAKES
PROGRESS POSSIBLE IN ANY ENDEAVOR - WHETHER IN SCIENTIFIC
ACHIEVEMENTS OR IN THE BUILDING OF THIS GREAT NATION. ALL
PROGRESS HAS BEEN ACCOMPLISHED BY PERSONS WHO WERE NOT
FEARFUL OR AFRAID OF CHANGE, BUT WHO WERE RESOURCEFUL AND
ENTERPRISING, POSSESSING THE CURIOSITY AND COURAGE TO
STRIVE FOd SOMETHING BETTER -- THEREBY ATTAINING SPIRIT-
UAL GROWTH IN THE BROADEST SENSE.
CHOOSE
ANY OF THE ARTICLES LISTED BELOW. THEY WERE ESPECIALLY
SELECTED TO COMPLEMENT THE EFFORTS OF THE PERSONNEL LECTtRE
SERIES, AND TO PROVIDt ADDITIONAL INFORMATION IN REGARD TO
YOUR DAILY WORK.
1) "STUDYING A JOB BY WORK SAMPLING", AMAX MANAGEMEN 5X M
A
REVIEW, FEBRUARY 1954, P8E - MRS. x8128
2) 7YOUR'JOB CLASSIFICATION", YOUR JOB IN THE CIA, P 10-
STATINTL
3) "JIM MCFEE", THE ADMINISTRATOR, P 59- MISS MARY M.
25X1A
4) "ELEMENTS IN JOB SATISFACTION" PERSONNEL, NOVEMBER 1954,
PP 201-203 - MRS 1(8128 25X1 A
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H 1 G H L 1 G H TS PERSONNEL LECTURE SERIES
HOOVER COMMISSION RECOMMENDATIONS CIA IS OUT IN FRONT IN AN ENDEAVOR TO PROVIDE TRAINING
THE FINDINGS AND RECOMMENDATIONS OF THE SECOND HOOVER OPPORTUNITIES FOR ITS EMPLOYEES. TRAINING HAS BEEN STRESSED
COMMISSION ARE CURRENTLY THE SUBJECT OF. MUCH STUDY AND DIS- AS A MAJOR CONSIDERATION IN THE PRESIDENT'S LEGISLATIVE PRO-
CUSSION, ALTHOUGH THE COMMISSIONS REPORT ON PERSONNEL AND GRAM, AND RECENT EDITORIALS IN LOCAL NEWSPAPERS HAVE RE
CIVIL SERVICE IS DIRECTED'ESSENTIALLY TO THE COMPETITIVE EMPHASIZED THE NEED AND IMPORTANCE OF SUCH PROGRAMS BEING
CIVIL SERVICE SYSTEM AND ITS PROBLEMS', THEIR RECOMMENDATIONS CONDUCTED WITHIN GOVERNMENT AGENCIES.' THE HOOVER COMMISSION,
ARE OF INTEREST TO INDIVIDUALS CONCERNED WITH PERSONNEL
MANAGEMENT', A-BRIEF SUMMARY OF SOME OF THESE RECOMMENDA-
TIONS IS PRESENTED BELOW', NDDITIONAL BRIEFS WILL BE IN
CLUDED IN SUBSEQUENT EDITIONS OF THIS PUBLICATION. ANYONE
WHO IS INTERESTED IN FURTHER STUDY OF THESE ITEMS SHOULD
REQUEST COPIES OF THE TASK FORCE AND THE COMMISSION'S
REPORTS THROUGH THE AGENCY LIBRARY.
RECOMMENDATIONS:
CONGRESS SHOULD AUTHORIZE SALARY INCREASES FOR GOVERN-
MENTIS TOP MANAGERS, CAREER AND NON-CAREER, AS A PRACTICAL
MEANS OF SECURING AND HOLDING COMPETENT MEN IN PUBLIC SERV-
ICE.
2. THE GRADE STRUCTURE UNDER,THE CLASSIFICATION ACT OF
1949, AS AMENDED, SHOULD BE SIMPLIFIED. GRADES GS 1-6
SHOULD BE COMBINED INTO THREE GRADES, AND GRADES as 7.11
SHOULD BE COMBINED INTO THREE GRADES. NO CHANGE IS PRO
POSED IN THE HIGHER GRADES, EXCEPT' THAT' MANY EMPLOYEES IN
IN ITS LATEST REPORT ON PERSONNEL MANAGEMENT IN THE FEDERAL
GOVERNMENT, HAS RECOMMENDED THAT REXCEPT'FOR SPECIAL SKILLS,
TRAINING SHOULD-BE SYSTEMATICALLY CONDUCTED BY'THE AGENCIES
THEMSELVES AND THAT TRAINING SHOULD COUNT HEAVILY AS A
FACTOR IN'THE PROMOTION OF EMPLOYEES."
THE PERSONNEL LECTURE SERIES, CONDUCTED BY THE OFFICE
OF PERSONNEL, IS DESIGNED TO BROADEN THE PROFESSIONAL PER-
SONNEL KNOWLEDGE OF MEMBERS OF THE PE CAREER' SERVICE WITH
PARTICULAR EMPHASIS ON PERSONNEL MANAGEMENT PROBLEMS
PECULIAR TO THIS AGENCYI TO ACQUAINT MEMBERS OF THE PE
CAREER'SERVICE WITH THE OBJECTIVES, ACTIVITIES AND PROCE-
DURES OF'THE AGENCYES'TOTAL PERSONNEL PROGRAMS AND TO"
DEVELOP THE CAPABILITIES AND'QUALIFIOATION$ OF MEMBERS OF
THE'PECAREER SERVICE TO EQUIP THEM FOR BOTH LATERAL AND
VERTICAL REASSIGNMENTS.
IT HAS BEEN GRATIFYING TO OBSERVE THE RESPONSE AND
WIDE-SPREAD INTEREST DISPLAYED IN THIS PROGRAM BY MEMBERS
POSITIONS NOW CLASSIFIED AT GS-15S AND UP WOULD BE ABSORBED OF THE OFFIOEOF PERSONNEL AS WELL AS MEMBERS OF OTHER CIA
INTO THE SENIOR CIVIL SERVICE WITH ITS OWN PAY SCHEDULES COMPONENTS. THE LECTURES` HAVE BEEN MOST INTERESTING AND
BASED ON PERSONAL RANK STATUS.
TO PROVIDE COORDINATION.'.AMONG THE MULTIPLICITY OF WAGE
BOARD SYSTEMS, A DEFINITE STATUTORY. BASIS FOR PAYMENT IN
ACCORDANCE WITH'PREVAILING LABOR-MARKET RATES SHOULD BE ES--
TABLISHED, AND-THE CIVIL SERVICE COMMISSION SHOULD BE AUTHOR-
IZED TO STUDY SUCH PAY SYSTEMS AND TO ESTABLISH GENERAL
RULES'AND REGULATIONS (A) FOR CLASSIFYING THE POSITIONS TO
BE PAID AT LOCAL RATES, AND (B) FOR DETERMINING LOCAL PRE-
VAILING WAGES.
4, RECRUITING PROGRAMS SHOULD BE DEVELOPED'TO INCLUDE MORE
CDNTINUOUSLY'OPEN EXAMINATIONS, AND VALIDATION OF TESTS AND
INFORMATIVE, 'AND SEVERAL MORE-WORTHWHILE LECTURES ARE
SCHEDULED. THE'LAST PRESENTATION IN THIS SERIES, ENTITLED
THE CIA ROPEN'DOORR POLICY, WILL BE GIVEN BY MR; LYMAN B.
KIRKPATRICK, THE INSPECTOR GENERAL, ON WEDNESDAY, 20 APRIL
AT-4:00,P. M,' IN THE. e~ ((PILEEASE
NOTE THIS LOCATION. ) 25X IA6d
5. MORE USE SHOULD BE MADE OF INTERVIEWS AND INTERVIEW
TECHNIQUES SHOULD BE IMPROVED.
6. AGENCIES SHOULD ADEQUATELY TRAIN AND EQUIP MIDDLE AND
LOWER MANAGEMENT TO DO"THEIR PRESENT JOBS AND IDENTIFY AND
DEVELOP FUTURE CANDIDATES FOR TOP MANAGEMENT POSITIONS.
I -RDP78LOa47-1(B9QU'OT7O'OT07 b$SUE.)
EMPLOYMENT S ppved For Release 2001/04/04: C
CIA INT?RNA USE ONLY
 CIA INTERNAL USE ONLY
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S
EDITOR'S NOTE: CALENDAR OF EVE, N0
REGARDLESS OF THE ACTIVITY INVOLVED, ANY SOUND PER-
SONNEL POLICY MUST BE BASED ON THE PHILOSOPHY OF RECOG-
NIZING THE DIGNITY OF THE INDIVIDUAL, THIS POLICY MUST
PERMEATE EVERY FIBER OF THE ORGANIZA"t'ION; IT IS NATURAL
THAT THE OFFICE OF PERSONNEL AND THOSE ENGAGED IN PER-
SONNEL MATTERS WOULD BE THE EXEMPLARS, AND BY THEIR
EXAMPLE, SPREAD THE GOSPEL IN CONCRETE TERMS AND THUS
EDUCATE WHERE EDUCATION IS NECESSARY.
DON'T MISS THIS
STATIN TGONFERENCE OF THE SOCIETY FOR PERSONNEL ADMINISTRA-
TION TO BE HELD MAY 11 AND
APRIL 4 - MONDAY - SOCIETY FOR THE ADVANCEMENT OF MANAGE-
MENT PANEL - EXECUTIVE DEVELOPMENT ROUNDTABLE.
GORDON DELK - BROOKINGS INSTITUTION AT 7:30 P.M.
APRIL 7 - THURSDAY - SAM ROUNDTABLE -AMERICAN MANAGER
ABROAD - WALTER FRESE - ARCHIVES AUDITORIUM AT
7:30 P.M.
APRIL 11 - MONDAY - BROOKINGS INSTITUTION - "ADVANCES IN
ORGANIZATIONAL THEORY OF INTEREST IN THE
FEDERAL GOVERNMENT." HERBERT A. SIMON. (PLEASE
2 5X 1 A9 ,LL M- NA 8-8940 BY 8 APRIL IF YOU
PLAN TO ATTEND) - LOUNGE OF BROOKINGS INSTITU-
TION AT 8:30 P.M.
APRIL 1.4 - THURSDAY - AMERICAN POLITICAL SCIENCE ASSOCIA-
TION - "A SWEDISH JOURNALIST LOOKS AT WORLD
PROBLEMS," HERBERT TINGSTEN, EDITOR-IN-CHIEF,
DAGENS NYHETER, ONE OF SWEDEN'S LARGEST DAILY
PAPERS. BROOKINGS INSTITUTION AT 8:30 P.M.
APRIL 23 - SATURDAY - SPA WORKSHOP ON THE CASE METHOD.
FOR ADVANCE PROGRAM AND RESIGTRATION IN-
FORMATION, EXTENSION 2144.
- IMPOI1TANT ADDRESSES BY OUTSTANDING NATIONAL
FIGURES
- PANEL DISCUSSIONS
- REMEMBER MAY 1.1 AND 12
RECIPE: YOU MIGHT LIKE TO SEE A WONDERFUL RECIPE FOR
SOOTHING HARRIED CUSTOMERS OVER THE TELEPHONE.
CNE CUP OF LISTENING WHEN THE CUSTOMER SPEAKS.
MEASURE WORDS CAREFULLY.
ADD HEAPING SPOONS OF UNDERSTANDING,
SIFT TOGETHER--TO GET SMOOTH BATTER FOR A REPLY.
USE GENEROUS AMOUNTS OF PATIENCE.
25X1A9a CALL
CODE 181, EXTENSION 3211
BY APRIL 1, PRICE $1.50 INCLUDING LUNCH.
AUDITORIUM - 9 A.M. TO 4:30 P.M.
APRIL 26 - TUESDAY - SPA DINNER MEETING. MARIAN B.
5X1 FOLSOM, UNDER-SECRETARY OF THE TREASURY. CALL
2
"EXTENSION 2144 FOR RESERVATIONS BY
t
NOON, 25 APRIL,. BAKER HALL - YWCA - 6:30 P.M.
DATE TO BE ANNOUNCED - SPA AND AMERICAN SOCIETY FOR
PUBLIC ADMINISTRATION ROUNDTABLE, 11ADMINISTRA-
T1V EXTENSION 2144 FOR DETAILS-25XlA
COOK ON FRONT BURNER--KEEP TEMPERATURE LOW--DON'T BOIL.
ADD A PINCH OF WARM PERSONALITY--CLEAR, UNHURRIED SPEECH.
IN CASE OF NEED--A DASH OF DRY HUMOR, TO TASTE.
SERVE IN INDIVIDUAL MOLDS.
:PMAWT0A PHij 11
WHERE YOU CIKI BE REACHE .
WHEN OUT OF.RANGE OF YOUR TELEPHONE, LEAVE WORD
PHANTOM PHILLIP DOES THE DISAPPEARING ACT.
NOTICE
INQUIRIES OR ARTICLES TO BE CONTRIBUTED MAY BE ADDRESSED
TO: TRAINING OFFICER, ROOM 249 CURIE HALL, EXTENSION 611.
c. Reivne 20"=70217: CIA-RDP78-04718A001700070008-0