A STUDY OF 57 JOT MEMBERS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A002800020010-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 8
• Document Creation Date: November 17, 2016
• Document Release Date: July 26, 2000
• Sequence Number: 10
• Content Type: STUDY

0 SECRET
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A STUDY OF 57 J0r MEMBERS
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A STUDY OF 57 JOT Members
Facts gained from study of a group in this Agency under "control
conditions" are difficult to obtain, Because the members of the Junior
Officer Trainee program fulfill the "control" requirements better than
most groups,, a study was undertaken on some of its members in the hope
that some facts or trends in career planning for women could be brought
to light, There are several factors which contribute to the advantages
of studying this groupo
These JOT members are carefully selected according to specific
standards and tests They are kept as a group until training is com-
pleted and each one goes through the same assessment program They are
under the control of one Office while they are fulfilling their interne
responsibility and thus comparisons between individuals can more easily
be studied. Conditions of placement too are capable of being judged by
one inndivia and the comparability between situations noted.
The program has been in effect for over two years and as of
24 September 1953 there had been in the entire program these Junior
Officer Traireesa
43 permanently assigned to Offices
2 in press of being assigned
33 temporarily attached to OTR9 pending assignment
17 recently returned from OCS and still on TO of OTR
1. recently returned f om OCS who resigned and became a
civilian employee of the Agency
39 presently an military duty
17 resigned (3 of these coming from the military or OCS)
It seemed significant in this study to consider only the 1i3
permanently assigned to Offices and the 24 non2military members who
resigned. This,, then,, win be a study of 57 JO'f' a,, And conclusions
will be based mainly an promotion and resignation figures.
SEGREt
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11 a Finings
A. Statistical
1a General back roltnd f ea
a,, Number of mere and women
Median
Y'oegeet
Oldest
Average age
EQO Qradees
(At time of entrance
to Program,)
GB-5
CS-7
08=9
GS- n
GAS 42
do Asei tee
DAP
DDI
other
o., Reesigmtions
39
26
22
36
2608
men
20
17
1L8
26
21
32
255
Wawa
Weems
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l -re se promo ions
a. Study of the 1.5 GS-5' a
(1)
10 were men
'a) 6 were promoted to GS-7
3 of these received promotions in 3 months (DDI)
2 of these received promotions in 8 months (DDI and DDP)
A of these received a promotion In 9 'ths (DDP)
(b) 1 has received no promotion after 12 months (DDI)
(c)
3 resigned with no promotions granted after working
8? 120 and 26 months respectively. (DDP)
(2) 5 were women
(a) 3 were promoted to 0S-7
1 after 8 months (DDP)
I after 1L0 months (DDI)
I after 1111 months (DDP)
A(~b))2 have resigned with no pro ,,,tio - 10 to 16 months (DDP)
(3) Meady,,n rm mber of months: 8 Whs
Haber prated before median
,tuber prated after median
tber resigning after median
(no promotion)
kkes Women
3 (DDI) 0
1 (DDP) 2 (DDP? DDS)
I (DDP) 2 (DDP)
Study of the 29 US-71 as
(1) 17 were men
(a) 16 were promoted to GB-9
3 received promotion in 6 months (2 DDI, I DDP)
2 received promotion in 7 maths (1 DDI, 1 DD?)
2 received promotion in 8 months (DDI)
2 received promotion in 9 months (I DDI, I DDP)
3 received promotion in 110 months (DDI)
I received promtLen in lit months (DDI)
1 received promotion in 25 months (DDI)
1 received promotion in 26 months (MI)
1 received promotion in 17 months (DDI)
(b) I has not been promoted after 21 months (TSS)
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{g) 12 were win
(a) 5-were promoted to CG-9
1 was promoted in 8 mwths (DDI )
I was promoted in 11 months (OTR)
I was promoted in 12 mhntbs (DDP)
I was promoted in 313 months (DDP)
1 was promoted in 14 months (DDI)
(b) I has not been promoted after 12 months (DDP)
I has not been promoted after 23 mortis (DDI )
(o) 5 resigned before being ted:
1 tenth, 13 months, 15 months, 18 months, and
28 tenths (1 CTR, 2 DUI, 2 DDP)
(3) ?Median rsamber? of r thsn I0 months
Number promoted before median 9 (6 DDI; 3 DDP) I (DDI)
Number promoted after median !t (MI) 1CTRj
I DDI(2 DDP)
(3 MPi
Number ~ promotion) median 0 I DDI)
(No
Study of the 10 05-91a
(1) 9 were mm
(a) 4 were promoted to GS-1a
1 in 10 months (DDI)
1, in n months (DDI )
I in 12 months (DDI)
'I in 13 months (UDI)
(b)
2 have received no promotion after 16 and 23 months (DDP)
(a) 3 have resigned with no promotion
5, 8, and 26 months (QTR, 2 DDi)
(2) I was a wcoan
She was promoted to a GB-U in 718 months (DDI)
(3) ' Median uuonber of months:
12 months
men Women
Number promoted before median 2 (DDI 0
Number promoted after median I (DD1 I (DDI)
Number .resignsing after median I (DDI 0
no ion)
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Study of the 3 above 05a9
(1) AU were men, 1 GS =12 and 2 03-1109 (3 MI)
(2) -Both GS-11?s have been promoted after 14 and 15 months
respectively0
(3 The GS-12 was promoted after 21 months.
3. FWD r i
a. General. Statement
Of X52 am and wamon who have been a part of the JUT program
inwere someywarp 24. people have resigned.. 9 of these were women;
5 men',
b. Among the women:
(1) 7 were permanently assigned.
2 left because they were dissatisfied.
(Both felt a lack of challenge and opportunity and
both felt a frustration over the organtaation and
management of their component .4
)
3 left to be married.
2 left because of pregnancy.
(2) 2 were temporari.lp attached.
I left because she was dissatisfied.
(She felt her ability was not being used and was
not wining to wait for things to mntetia2 ize. )
I left because of poor health.
as Among the menus
(11 2 were permanently assigned,,
1 was dissatisfied.
(Following a reorganisation there was not a suitabay
challenging position for him)
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(2) 3 were temporarily attached.
I was dissatisfied.
(He was extremely capable and mature but found when
he got into the program that a job here would not
offer what he wanted.)
2 We personal reasons*
dm Resignations in terms of percentages:
Percentage of JOI's who resigned:
Percentage of women (of women in program) s
Percentage of men (of men in programs 4%
B. Observations and conclusions
It was not possible to draw inevitable comInsions from the
preceding figures without going into a detailed study of individu&%
oases. For this reason the Panel depended also an
Chief JClr Divisiang for his comments and statements about this program.
facts and figures
Swmm
an P1 ions
Median number of months for promotions from 5-7 - 8
.Median =niber of months for prcmotione from 7-9 ?'1O
Median member of months for promotions from 9.U1-12
Nobexr of wamw promoted before the rmedians I ? 5,5%
of all JCIf women
Number of men promoted before the medians ids a 36%
ba Resignations
Daber of men and women assigned to DDI -- 33'
Number of men and wow who resigned from DDI Q? 4
(12% of those assigned)
N tuber of man and women assigned. to DDP . .. 21
Number of . nand women who resigned from MP
(386 of those assigned)
2. Ooolasions to be drawn'f these flgurevs
a,, TWaimea were promoted more sal,, wly than m mo
b. DD promoted more elf l than D IO
co Despite the high quality of women in the program,, 3 out
of 18 were unable to find positions and gr s of
sufficient cgs and career possibility to keep
them in the Aga.
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Security Inf'a tion
do out or the 18 NCO , ? A left because of marriage
or pregnancy m indicating that those who feel there is an
inevitable risk in planning careers for women of this age
group are justified in their vi.espointe,
Goo is sip a 25X1 A9a
ao Wcwen can handle the jobs assigned to them but the Offices
foal there Is a greater risk in accepting them rather than
men because of probable marriage and family obligations.
Th@refore, Offices tend to give the women positions of
less responnibilitye
bA Women in the JC1f program have to be more highly qualified
than most of the newt in order to be well placed after
initial training. taken particular interest
in placing the JOT wan in hope that it nary help the
receptiveness of the Ages y towards theme
a. Women may be promoted more slowly than men partly for the
reason that they are more acceptive and less aggressive
in applying for a raise.
do There is no discrimination against women in the G&UrY
scale in this program. However, credit is occasionally
given for military experiencep which gives men the advan-=
Cage for two reasons t
(1) They may then receive a higher entrance grade0
(2) They have had practical. experience in working
in a bureaucratic organization.
oo It in difficult to place a woman in a liaison position.
Wei may euffez prom0tionn1Lr in the higher brackets
bemuse of a traditicial feeling that ran dom?t like
to be "boated" by women.
g0 Sam men have been placed in positions with administrative
potential where a qualified woman would have been accepted.
Women with Public Administration majors are evidently not
nutsere"o
_MWI
S
7 : CIA-
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