SEMINAR ON SUPERVISORY RESPONSIBILITIES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-06365A001200020030-5
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 7
• Document Creation Date: December 12, 2016
• Document Release Date: September 8, 2000
• Sequence Number: 30
• Publication Date: March 13, 1964
• Content Type: MF

Approved For Release 2002/05/08 CIA-RDP78-06365A001200020030
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MEMORANDUM FOR: Deputy Director (Support)
SUBJECT : Seminar on Supervisory Responsibilities
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1. In response to your request of 11 March 1964 concerning the
development of a program for supervisors to review their responsibilities,
we believe that a reasonable and useful program can be developed covering
a period of approximately(fourhours in the Auditorium with audiences of
require runnings to cover everyone. I t i s unlikely that we will be abl F,; u
people. Exact figures as to the number of supervisors that
would have to be included are not yet available, but It would most 11k 1
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require a slightly larger number of runnings that might otherwise have been ~
to get optimum utilization of the Auditorium on each occasion which may
?--- ~? ?U WWU1W seem prereracie also that supervisors from the various Xw fn
locations In the area be brought to the Auditorium rather than attempting
to take the program to other locations though this is not a major concern.
2. In the development of such a program we share your concern over
the possible misunderstanding and negative results that could develop.
Accordingly, a clearly understandable purpose should be both evident and
consistent with the program itself. In brief, It seems to us that the
purpose is primarily twofold; one, to review and clarify the supervisor's
knowledge of his responsibilities recognizing that even though virtually
everything pertinent does exist in written regulations, handbooks, and
other official issuances; the second purpose is to Increase awareness of
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the fact that the top management of the Agency does view the existing
statements of policy, conduct, etc. In a serious light and wishes to
insure that the supervisor have the optimum awareness and understanding
of his numerous responsibilities. As a general statement most supervisors
very rightly have a major concern with the work performance of their
subordinates and the execution of their assigned mission. Their responsi-
bility, however, is much broader and sometimes less obvious, and It is
to increase awareness in this broader area and at the same time acquaint
them with Agency assets which can exist in their total job of supervision.
3. In the light of these observations it would seem imperative that
the program begin with an introduction by the Director, eputy Directory
-Q. ? a u 4 re -- 4rector-, where a brief statement of purpose and personal
endorsement could be communicated. We believe it would also be very useful
if a theme could be set In this opening speech which would run through the
entire program. These remarks could express the Director's concern with
the importance of integrity and example-setting by all supervisors. We
---_-.._ . _. ~...,......~ Us.. wyLJwt Lne pr?gram
to the effect that supervisors are always training, both by what they do
as well as what they don't do. This opening could also provide a good
opportunity for clarification of the inspector General's role relative to
the Director and the rest of the Agency. For example, there Is widespread
confusion as to whether a visit to the IG can be made without prejudice or
should be made without prejudice. This point has Importance particularly
from the standpoint of providing an avenue to achieve the integrity desired
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when some personal circumstances in the chain of command may thwart the
solving of serious problems or the exercise of conscientious motivations.
Following this introduction of approximately thirty minutes or less, the
following tentative program is suggested. (if personal appearances would
constitute an excessive burden for the Director, this role could be rotated
between-the the e..s.s4or.n f1e s.- or a film produced and used in lieu of
personal appearances.) The proposed program could, we believe, be used for
all levels of supervisors though different content and emphasis may apply
if the audiences were to be grouped by senior, middle, and junior levels.
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TIME TOPIC
First period - thirty Opening by Director
COMMENTS
Discussed above
Second period - thirty Supervisor's Responsibility for Treated here should be responsibility for
minutes Personnel Ut,i:lization and providing for the growth, training and
Development optimum utilization of personnel. The
necessity to develop managerial as well as
specialist cadres providing for the survival
of the organization. Can be developed in
slightly different forms for different levels
of supervision. List examples.
Third period - thirty Personnel Evaluations Some authoritative as well as illustrative
minutes statements on fitness reports. Use
examples.
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COMMENTS
Effective examples and illustrations on the
importance of responsibility In projects and
wasteful uses of manpower stressing this
responsibility for continual examination and
reappraisal of projects, programs, etc.
Fourth period - thirty Fiscal Responsibility - Money
minutes and Manpower
Fifth period - fifteen Responsibility for Government
minutes Property and Materiel
Sixth period - fifteen Responsibility for Maintenance
minutes of Working Area
Perhaps a general logistics flavor. Effective
examples of III advised purchases, extrava-
gant uses of telephone installations, sub-
scriptions, etc. This would seem to provide
a good lead-in to the matter of attractiveness
of work areas and quarters, I.e. the current
clean-up and redecoration emphasis.
This would be blended with property responsi-
bility above. Suggest a 15-minute lecture by
the consultant to
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TIME
TOPIC
Sixth period (continued)
Seventh period
Eighth period - fifteen
Problem Subordinates:
15 minutes - IG
15 minutes - Medical
15 minutes - Personnel
15 minutes - Security
15 minutes - General Counsel
Conclusion (Recap)
Fine Arts Committee. Believe he could give
professional psychological aspects and help
produce a desirable motivation. This could
also be filmed for subsequent uses. This
could also be treated as "good news" for all
employees.
reorientation program.
Here the purpose must be twofold. The speakers
must select effective examples both to impress
the concept of responsibility and acquaint
audiences with their capabilities to help.
(The Security portion may not be pertinent
depending on the content of their current
This would need to be done by someone who had
sat through each program in order to bridge
gaps or resolve apparent contradictions.
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TIME
Eighth period (continued)
TOPIC
the facing-up to conflict or unpleasant res-
ponsibilities and a motivation toward the
COMMENTS
Additional important emphasis that should be
standard in this portion would be stressing
the necessity to face unpleasant takks and
resolve conflicts by facing them rather than
avoiding, smoothing over, or any other evasive
tactic. Second important emphasis should bI
the responsibility for objective, Agency-wide
interest, rather than parochial or personal
fervor. If Irresponsibility can be dispelled,
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Agency's objectives would be encouraged, The
program would accomplish an invaluable purpose.
In all of the above presentations effective use of outstanding examples is considered mandatory. Speakers
in each instance should represent insofar as possible maximum authority In that subject. Where this is not
the case some clear Indication that Agency management stands behind the substance of the presentation should
be clear.
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