PROFESSIONAL COMMITTEES IN THE OFFICE OF TRAINING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-06215A000100030017-7
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 14
• Document Creation Date: November 17, 2016
• Document Release Date: July 17, 2000
• Sequence Number: 17
• Publication Date: August 13, 1974
• Content Type: SUMMARY

ADMINISTP.ATIVE - INTERr AL USE ONLY
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13 August 1974
PROFESSIONAL COMMITTEES IN THE OFFICE OF TRAINING
Goal: To establish professional committees in the Office of Training.
Purpose:
(1) To provide a locus for the discussion of substantive matters to
update instructors and other Agency personnel on new developments
in their subject matter field from Agency, academic, and other
sources.
(2) To establish a bridge between OTR and persons in academic, busi-
ness, or other government organizations which will permit the
exchange of information or facilitate the resolution of other
training matters.
(3) Serve as a forum for the discussion of curriculum in the subject
matter field.
(4) Originate ideas for in-house research in the subject matter field,
as appropriate.
(5) As appropriate, develop Agency doctrine for the subject matter.
Activities:
(1) Discussion of curriculum w/recommendations to the appropriate
unit chief(s).
(2) Invite outside experts to discuss subject matter questions which
will increase professionalism.
(3) By discussion of imprecise areas of subject matter, clarify these
areas for instructional purposes.
(4) Identify areas of the subject matter which require additional
research.
(5) Attempt to record Agency experience and develop doctrine.
ISTBATIVE - INTE i:AL USE O 1LY
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 ADyII>IISTRATIVE - INT ERi7AL USE ONLY
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Committee Structure
Chairmen: (Selected by unit chief responsible, or if subject matter
transcends one unit, selection by DDTR.)
Members : (Selected as above.)
Auditors: (Determined by chairman.)
Specific Committees:
Operational Doctrine
Information Science
Management
Intelligence Research (Possible conflict with the II Center)
Instructional Development
Training Administration
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ADMINIST~ a.L"Ui
 C N,kYSIR ^04 50
YINCLASS NT
OFFICIAL ROUTING SLIP
TO
NAME AND ADDRESS
DATE
INIT LS
DDTR
2
3
4
5
ACTION
DIRECT REPLY
PREPARE REPLY
APPROVAL
DISPATCH
RECOMMENDATION
COMMENT
FILE
RETURN
CONCURRENCE
INFORMATION
SIGNATURE
Remarks :
Attached is the plan for the development of
professional committees in OTR, I plan to
start with the Operational Doctrine
Committee with SA/OT as chairman as proposed
in the 1973 reorganization plan. Others to
follow at a reasonable pace. Do you have any
comments or su ge tons?
VA
6
'Alt ,4
FOL HERE T5
FROM: NAME, ADDRESS AND PHONE N X
DATE
S STATINTL
- - 4
UNCLASSIFIED CONFIDENTIAL
SECRET
000100030017-7
A
000100030017-7
FORM NO. ').q 7 Use previous editions
 Approved For Release 2000/08/21 : CIA-RDP78-06215A000100030017-7
BEST COPY
A VAILALE
Approved For Release 2000/08/21 : CIA-RDP78-06215A000100030017-7
 I"T SAL USE 'tZX
Approved For Ruse 2000/08/21- C1
1~`aER QRAIND M FOR: Director of Training
THROUGH
rial Trz=
SUl?SECT -sal for an Executive Developer. nt
Promised for v July. 3 ' .~. he pro oral may t i .i
;lons in
, .yottr: haind, because it daes not ref;lec= the f xs..i' r loot- of ._: tr,~ilir',
belief that some, perhaps ri any, ex?.cut1ves would be reluctant
par-
ticipaz is in an out-and-oat training pro ram. Of course, soma
presented. l' cvertheless, if e.xe ,u ive develop rent is to he ve a
chafice to succe db It Will
probably rcq :i e so..3'.e non_tr.d-tiena.l
approach to make It palatalal-e. T4 is saes not rn.cam that trairdn
Is slighted in t'.iS prop .1. .rytd tl:
ur1 q ! t ..
difiercnt format, the training progr : m 1.`.3 tb( r?w.
Z. The period of tin- e when
the proposal) its under toe tee-.porn
a time when the participants are i
the Program i i intended cc a spr.i
into a behaviorial trainin x Aerie
Yecutit.vG' C -rter_:n?e (II of
r chairs;an o
sl ,rainti-ag -lode,This is
phase 01
r. d% to n,"-) VC the fay rti~i ant
it }8.
they t're to ha ji* reparc(a for' 't. ^?:;.:
only after suriicie st c;.pc.?C;tur to this
u'bject tl__.t t .a Cunf ,~rence
7'
STATINTL'.
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EXECUTIVE DEVELOP MMNT PROGRAM (IMP)
Ill. LeaderO p ' everlop - nt ~x.en r`of far ncy execcitivr.
titled the Executive Development Program (ED?)--consists of an Exec-
utive ~rE?i4t ' :nco s" i.;.t at p.':].:1nn-, -olvinV on tilt ~,"::t et tiVc' (ztrat'ic)
level, a Leadership Development and Assessment activity organized as the
training resource of the EDP, and v n EDP Working Croupp to act a:: adrr:in-
istrator for the .',..dog advisor for the Leader-
ahip Development and A sessr.ent GCtiair:.; There will be aneed from
the executive level for some fore: of authori ration for the EDP, and it -N oul.d
be desir hlc if the authorization di?-_rt,'' ti. '` ?.ent Comrnitte?'s t'a
take responsibility or oversight for Lie ilroE - izn as a whole.
The Program has two major objectives. one objective is to wing
F s .,9 ..~ r< ..1 C. - 1.E'4'Xsf'cL.
out
15 . +:'"Cot-! , .. !" r t?'w e ii. to foc,. .. th ,' of the ^i.rticlpant: F'. } ~...
process of solvin rrohle;ris vit^.t to tha fut'4:. f t' r,*ency. 'rhi,+ ct-
jective will have a rne.asureabic result in t :e lorrxx a1 scAutions is
k r tt~e E >c tine o,.r r.;ce, pi 's this tr ect
to the Agency, if a bi?neflt miss?n- fr"orr pro-:r. such its the
senior schools where the Agency benefits only indirectly through bene?tts
to the participating student.
These main objectives are arrayed ith
?..}t p:.'
and develop relevant
experiences' and id car, be C iT _r: "C ;.::nd
and with others Inside and outsidti the Agency.
The identification of the r.+ 3rticipants
rzecutl%
' : E he f.2an ^ . ~ e e nt C
ubo rc irt,ite objective s
y the ED? z nos the proble
tices that -;~,Ul be il the .1 t7'
needs of the Ap gencV of the future. Z,irnila'i_
po 'iticai reaiitie at We executive level if i
is to address successfully the real executi'
Approved For ReIeasee
the . f1c of this p
po s it io to identify tl-h
,o ..~zi,lt: to i w
.-I.-UM in vAi'tcli
d within the group
'. 3 rising t'.s
tie selection of the indi'i-
reflect :'_, 3 as tf ;, c *n'.an when needed ancl as
the administrator o . the . ccutive Conference. .Ps needed, it
acts as an executive :+ccretari;'"t to insure ti.;.:- succezGful func-
tioning of the Conference. In addition, the Working Group will
have sufficient training eH?pertise to find re-,dins, consultants,
.Speakers, and training, courses needed by the Conference and Its
participants. As such the Working Group cwill need to develop
files on training resources so as to minimize the lead-tin=e re-
gc.ired to satisfy conference reeds,
The staff of the Working Group would con is t as a Minimr:uni
.of a senior officer capable of acting as facilitator, terr.orary
mobilize the resource of the tr-.iri-,n woric. for rT)P uss ; :' nd of
secretarial suppm t. 1.f the Vlor-Anrr Grou- e cti-call i, ci nd11t is re-
search for the Conference' a knoviledweable research officer
Would become necc _ry, Part-tine e1 ertine may be required
of an Agency psyehnlont.gt if the rrsrf r.-nt-r.. t d In
a agses~ts3p7~ erit and i3~ involved In uch fields (finance, intelligence pro-
.... Trv
duction, trade cra t, etc. unlcsc such an t:?ncrt is a riie .er of
the. Conference.
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