THE(Sanitized)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-06370A000100010014-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 44
• Document Creation Date: December 12, 2016
• Document Release Date: January 3, 2002
• Sequence Number: 14
• Publication Date: May 19, 1967
• Content Type: BULL

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IN THIS ISSUE 21A
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The fifth article in the series "OTR as a
Support Organization, '
starts on page 17.
A revised list of the programs which require
action by the Agency's Training Selection
Board appears on pages 32 and 33.
The substance of the National Interdepartmental
Seminar on Problems of Development and
Internal Defense is outlined on pages 24 and 25.
Dates on which language tests will be given as
part of the effort to test all claimants including
those returning from overseas, and to retest
those who haven't been tested in the past three
years, are given on page 4.
A revised clerical training and testing schedule,
made possible by a move to new quarters,
appears on page 5.
OTR courses scheduled so far in May, June,
July, and August are listed beginning on Page 6.
The annual visit of a group of West Point Cadets
is recorded on pages 22 and 23.
Courses of action which might still achieve
admission to college this year are reviewed on
pages 26 and 27.
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CONTENTS
Bulletin Board 1
OTR Calendar 6
17
West Point Cadets Visit Headquarters 23
The National Interdepartmental Seminar
on Problems of Development and
Internal Defense
'67 College Entrance Still Possible 26
PAI Can Save Training Time 28
"Objektif" 29
Non-Agency Training 30
Budgeting for Non-Agency Training 31
Training Selection Board Programs 32
Interagency Training Programs 34
Other External Training Notes 37
Office of Training Directory 41
Directory of Training Officers 42
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BULLETIN BOARD
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Cornell University. The first two are in
to Stanford University; and John K.
the Directorate of Intelligence and the latter in the
Support Directorate. All three winners will have their
tuition paid, will continue to receive their salary while
at school, and will receive a contribution toward their
travel and moving expenses to and from the university.
In the past, CIA has had as many as two winners in a
single year.
OTR Revision of several OTR courses has delayed
COURSE publication of a full schedule of courses for the
SCHEDULE latter half of 1967. Those which are reasonably
sure through August are listed in the OTR Calendar
in this issue. It will be noted that many manage-
ment and supervision courses and operations courses
are absent. Announcements on these courses will
be made in the Bulletin or in Special Bulletins as
soon as is practicable.
CAREER The National Institute of Public Affairs (NIPA) has
EDUCATION named three Agency employees among Career Education
AWARD Award winners for the 1967-68 academic year. John
WINNERS has been assigned to Indiana University;
TRAINING ASSISTANCE STAFF
Readers who examined carefully the article on the
Operations School in the April 1967 OTR Bulletin are
aware that the section beginning on page 25 should have
been introduced by the above headline instead of that
which appeared.
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NEW The Clerical Training Faculty of the Support School
CLERICAL has moved from 1016 16th Street to new quarters
TRAINING centered in Room 402, Ames Building. All of OTR's
AND Clerical training and testing, as well as the Agency's
TESTING qualifications testing in typewriting and shorthand,
QUARTERS will be carried on in the Ames Building. (See a e 5.)
CTF's telephone extension remains the same,
With these expanded quarters, it is possible to
administer the Agency's qualifications tests in type-
writing and shorthand on the same day. Beginning
in May, these qualifications tests will be given on
designated Mondays, typewriting at 9:00 a. m. and
shorthand at 10:30 a. m. (The shuttle service from
most Agency buildings will accommodate employees
at these hours.) Persons interested in taking qualifi-
cations tests should contact their Training or Personnel
Officers, who ma register applicants by telephoning
CTF, extension
NATIONAL The next (32nd) sea sion of the National Interdepartmental
INTERDEPART- Seminar on Problems of Development and Internal
MENTAL Defense will be 10 July - 14 August. This seminar,
SEMINAR conducted at the Foreign Service Institute for senior
officials of various agencies of the Government, intro-
duces the "country team" concept in approaching the
problems of modernizing societies beset by active or
potential communist-inspired insurgency. (A full
description appears on pages 24 and 25.) Attendance
at NIS is a prerequisite to assignment of officers of
the Clandestine Services to key positions in under-
developed countries. The NIS will be given again in
1967: 5 - Z9 September and 23 October - 17 November.
AIR A special running of the Air Operations Course is
OPERATIONS scheduled for 1Z June - 7 July. It is anticipated that
COURSE there will be a few spaces available to CS employees
in general, if they have a requirement for this type
of training. Training Officers may call extension
OTR for additional information on the course
Wan on registration.
EXTERNAL
TRAINING
PROCEDURES
Certification and travel procedures in relation to non-
Agency training (Form 136) will remain essentially
the same in FY 1968. Minor changes requiring
explanation will be the subject of a Special Bulletin
to Training Officers in the near future.
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SENIOR Nominations of CIA representatives to attend 1968-69
OFFICERS sessions of Senior Officers Courses should be under
COURSES consideration. Since the Agency's Training Selection
Board must make an earlier determination among
candidates for th the name s
of nominees for that program should be forwarded by
Deputy Directors by 15 June. Lists of candidates for
the other courses -- the Senior Defense Colleges, the
Senior Seminar in Foreign Policy, and the Advanced
Management Program at Harvard University - - should
be in the hands of the Executive Secretary of the Training
Selection Board by 14 July. All nominations for Senior
Officers Courses are reviewed by the Training Selection
Board, which then sends its recommendations to the
DDCI for final approval. For information on the substance
of any of the courses involved, cal
extension-
OFF-CAMPUS Planning for the Fall sessions of the American University
PROGRAMS and George Washington University Off-Campus Programs
at the Agency is under way. It is hoped that basic
undergraduate and certain graduate courses may again
be offered. In an effort to provide courses more re-
sponsive to the needs of the Agency, and, consequently,
to make courses offered more likely to run, Senior
Training Officers have been requested to identify
appropriate subjects for which directorates would
assure a minimum enrollment. At this time, it is
considered that the customary American University
courses in technical management, and, similarly,
George Washington's mathematics course, will be
offered.
KEEPING Instructors and Training Assistants can save valuable
TRACK time and needless searching of files by making a note
OF of both the film number and correct title of motion
USEFUL pictures used by them. Often a film is required for a
FILMS course but no record is kept of its use by the user.
While the Audio Aids Section has records of film used,
finding a film without the number or title can run to
several hours of searching.
The AAS has a form on which to record pertinent infor-
mation about training films and will be glad to distribute
it to anyone interested in using it. This form was actually
designed by OTR's Training Assistance Staff and can be
extremely useful to anyone having even a casual interest
in training films.
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LANGUAGE
TESTING
The OTR Language School has begun to retest employees
with less than native language proficiency if they have
not been tested within the last three years. This is
part of the Agency's Pbreign Language Policy, which
charges the Language School with responsibility for
testing to provide the input for the Agency's Language
Qualifications Register. The retesting program is
concurrent with that for testing employees who have
claimed a language capacity but have never been
tested. Tests, whether a retest or an initial test,
may be scheduled on the following dates:
Chinese May 23.
June 6 or 20.
French May 23, 24, 25, 26.
June 6, 7, 8, 9, 20, 21, 22, 23.
German May 17, 19, 24, 26.
Jun 2, 7, 9, 14, 16, 21, 23, 28, 30.
Greek May 16.
June 15.
Italian May 17, 31.
June 7, 21.
Japanese May 18.
June 1, 15.
Polish May 17.
June 14.
Portuguese May .Z4.
June 14, 28.
Russian May 19.
June 2, 16, 30.
Spanish Headquarters Arlington Towers
May 16, 23, 30. May 18, 25.
June 6, 13, 20, 27. June 1, 8, 15, 22, 29.
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CLERICAL COURSES
TRAINING
AND OTR's refresher courses in typewriting and shorthand
TESTING will be given:
29 May - 23 June
3 July - 28 July
7 August - 1 September
Before employees take either typing or shorthand or
both, they are required to take pretests, which are
given by Clerical Training/ Support School/ OTR.
The results are used by the instructor to determine
the level of the course best suited to the employees'
needs and capabilities.
For the above courses, the required pretests are
scheduled as follows:
Typing : 24 May, 28 June, 2 August
Shorthand: 25 May, 29 June, 3 August
Submission to AIB/RS of a Form 73 for a Clerical
Refresher course is all that is required to initiate
testing. Training Officers are notified directly by
CTF as to time and place employees are to report
for their tests.
OTR's Clerical Training Faculty gives the Agency's
tests in typewriting and shorthand to clerical employees
who want to qualify as typists and stenographers.
Training Officers or Personnel Officers arran e
registration directly with the CTF, extension
Tests in both typewriting and shorthand are given on
the same morning, typewriting at 9 a.m. and shorthand
at 10:30 a. m. CTF notifies the Training Officers or
Personnel Officers of the results of the testing.
Tests will be given on: 22 May, 12 June, 26 June,
17 July, 31 July
NOTE: All clerical testing and training is given at the
Ames Building, Room 402.
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OTR CALENDAR
S
M
T
W
T
F
S
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
ADP Orientation
China Familiarization
CIA Review
Clandestine Services Review
Clerical Refresher
Counterintelligence Familiarization
Covert Action Operations Seminar
CS Desk Orientation (for CS CTs)
Information Reports Familiarization
Intelligence Research Techniques (for NPIC)
Intelligence Review
Introduction to Communism
Introduction to Intelligence
Management (GS- 11 - 14)
Operations (for CS CTs)
Operations Familiarization (for CTs)
Operations Support
Orientation for Overseas
Special Operations
Vietnam Orientation
Writing Workshop (Basic)
Writing Workshop (Intermediate)
2 - 4 May
22 - 26 May
9 May
31 May-9Jun
29 May 23 Jun
22 May 2 Jun
7 - 10 May
31 May - 5 Jun
8 - 12 May; 15 - 19 May
15-26May
1- 12 May
1 - 12 May
22 May - 2 Jun
7 (Sun) - 12 May
I May - 4 Aug
1 - 26 May
8 May - 2 Jun
2 - 3 May
1May- 18 Aug
15 - 19 May
9 May - 1Jun
8 - 31 May
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I i 12 -13
18 19 20
25 26 27
7
8
9
10
14,
1.5
16
17
21
22
23
24
28
29
30
*Administrative Procedures
ADP Orientation
Chiefs of Station Seminar
CIA Review
Counterintelligence Operations
Covert Action Operations Seminar
CS Records I (for CS CTs)
CS Records II (for CS CTs)
Field Finance and Logistics
Grid (for non-CS CTs)
Grid (for CS CTs)
Information Reporting, Reports, and Requirements
Information Reports Familiarization
Intelligence Production (for CTs)
Introduction to Communism
Introduction to Intelligence
Orientation 3or Overseas
Program for Representatives at Senior Officers
Schools
Soviet Bloc Operations
Support Services (for CTs)
Support Services Review: Trends and Highlights
Vietnam Orientation
Writing Workshop (Intermediate) (for NPIC)
19 - 23 Jun; 26 - 30 Jun
13 - 15 Jun
19 - 30 Jun
13 Jun
5 - 23 Jun
25 - 28 Jun
5 - 7 Jun
8 - 13 Jun
12 - 30 Jun
5-9Jun
18 - 23 Jun
5 - 23 Jun
26 - 30 Jun
12 Jun - 11 Aug
5 - 16 Jun
19 - 30 Jun
5 - 23 Jun
6 - 7 Jun
27 - 29 Jun
5 16 Jun
12 Jun - 28 Jul
6 - 9 Jun
19 - 23 Jun
6 - 29 Jun
SECRET
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15
16 17 18 19 20 21 22
23 24 `,Z5 Z6 27 28 Z9
ADP Orientation
Challenge of Worldwide Communism (for CTs)
China Familiarization
CIA Review
Clerical Refresher
CS Records I
CS Records II
Field Finance and Logistics
Information Reports Familiarization
Intelligence Techniques (for CTs)
Introduction to Communism
Introduction to Intelligence
Languages
Midcareer Executive Development
Orientation for Overseas
Orientation to Intelligence (for CTs)
Vietnam Orientation
25 - 27 Jul
24 Jul - 18 Aug
31 Jul - 4 Aug
11 Jul
3 - 28 Jul
24, 26, 28 Jul
31 Jul - 4 Aug
17 Jul - 4 Aug
10 - 14 Jul; 17 21 Jul
24 Jul - 11 Aug
3 - 14 Jul
31 Jul- 11 Aug
31 Jul (begin)
9Jul- 18 Aug
4 - 5 Jul
10 - 21 Jul
24 - 28 Jul
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AUGUST
Challenge of Worldwide Communism (for CTs)
CIA Review
Clerical Refresher
CS Records III
Intelligence Techniques (for CTs)
Orientation for Overseas
Vietnam Orientation
14 Aug - 1 Sep
8 Aug
7 Aug - 1 Sep
7 - 8 Aug
21 Aug - 8 Sep
1 - 2 Aug
28 Aug - 1 Sep
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For clerical employees who support the CS at headquarters.
Covers the organization, functions, procedures, and regu-
lations of the Agency. Emphasis is on the CS.
For users and potential users (not senior managers or ADP
specialists) of computer services within the Agency. A
general orientation on automatic data processing is provided.
Grade level GS- 14 and below.
Challenge of Worldwide Communism (3 wks - all day)
For Career Trainees. The historical development of the
USSR and Communist China is reviewed, together with an
examination of the doctrine, organization, and operations
of the communist movement throughout the world.
For chiefs of small and medium-sized stations, deputy chiefs
of stations, and chiefs of bases. Focus is on the person of
the Chief of Station and his administrative and operational
responsibilities. Enrollment limited to 18.
For professional employees. Covers survey of mainland
China's geography, history, economic factors, and its
role in foreign affairs. Provides introduction to the Chinese
language, including pronunciation.
For all returnees from the field. Covers recent developments
affecting the Agency's organization and mission at the NSC,
USIB, and Agency levels. Includes the security reindoctrina-
tion lecture.
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Clandestine Services Desk Orientation (3 1/Z days - all day)
For CS Career Trainees. Covers those facets of the
Headquarters support and guidance role which would be
useful to the CT to know prior to assignment to a desk.
This is part of a two-week program which includes CS
Records I and II.
Clandestine Services Records I (Introduction) (1 wk - part time)
For all levels of CS personnel. The CS Records System:
input, maintenance and retrieval methods, and the disposition,
disposal and destruction of records. A prerequisite for
CS Records II and III and to CI Familiarization, CI Support
and CI Operations. Enrollment limited to 40.
Clandestine Services Records II (Biographic Research) (1 wk - part time)
For all levels of CS personnel. Principles, techniques
and specific procedures used in exploiting the records of
the Agency and other resources for biographic information.
Enrollment limited to 25.
Clandestine Services Records III (Records Officers Briefing) (2 days
part time)
Completion of this course is one of the requirements to
qualify as a CS Records Officer. A review of operational
factors and relationships upon which decisions are made to
destroy or retain CS operations records; to amend, index
or file elements; or to desensitize documents or files.
Enrollment limited to 20.
Clandestine Services Review (9 days - all day)
For CS officers who have recently returned from overseas
assignment. Covers the organization and function of the
directorates, the CS in detail. Enrollment limited to 40.
Clerical Refresher (4 wks - morning)
For clerical employees, to improve their accuracy and
to develop their speed in either shorthand or typewriting.
Employees may take separate instruction in either skill.
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Counterintelligence Familiarization (8 days - all day)
For Agency personnel who needknowledge of the essential
elements of counterintelligence but who are not expected
to be CI operations officers, and for personnel who will
support CI operations. Covers both U. S. and Agency
policy and doctrine for CI, as well as basic tactics.
Enrollment limited to 20.
Counterintelligence Operations (3 wks - all day)
For CS officers who will plan, manage, and engage in CI
operations in the field or who will guide and support CI
programs and operations in the field from Headquarters.
Emphasis is placed on the identification and selection of
CI targets and the organization and implementation of CI
operations in the field. Enrollment limited to 10.
Covert Action Operations Seminar (3 1/2 days - all day)
For middle- and senior-grade CS staff officers involved
in conducting, directing, or supporting covert action
operations from Headquarters or in the field, and for
other staff officers needing orientation in the CA area.
The rationale of CA operations is explained; the variety
and scope of CA activities and the criteria for determining
the appropriateness of specific types of activity under
differing circumstances are demonstrated; and the most
frequent problems encountered while conducting or
supporting CA operations are introduced.
Field Finance and Logistics (3 wks - all day)
For operational support assistants and support officers
required to maintain budgetary, financial, and property
records at a Class B, C, Type II, or Type III Station.
Grid (I wk - all day)
For Career Trainees. The subject of interpersonal relation-
ships is examined.
Information Reporting, Reports, and Requirements (3 wks - all day)
For CS employees required to report intelligence information.
Covers official policies and procedures for completing a
report as well as practical exercises. Enrollment limited to 10.
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Information Reports Familiarization (1 wk - all day)
For CS employees assigned as junior reports officers or
those assigned to type CS reports and intelligence cables.
Enrollment limited to eight.
Intelligence Production (9 wks - all day)
For Career Trainees. Provides specific training in and
familiarization with various techniques and skills required
to produce intelligence.
Intelligence Research Techniques (2 wks - all day or 4 wks - half day)
For analysts. Covers each stage of the research process
from the origin of an intelligence research topic to writing
a skeletal report. A research project is used as a practical
exercise.
Intelligence Review (2 wks - all day)
For middle-grade and senior officers. Covers the Agency's
development under the central intelligence concept, recent
organizational developments to meet current and future
responsibilities, changes in functions of the intelligence
community, problems of coordination, and future trends in
intelligence.
Intelligence Techniques (3 wks - all day)
For Career Trainees. Provides instruction and practice
in Agency techniques used in the production of finished
in telligence.
Introduction to Communism (2 wks - all day)
For professional employees at EOD. Covers historical
development of the USSR and Communist China and the
doctrine, organization and operations of the Communist
m ovement.
Introduction to Intelligence (2 wks - all day)
For new professional employees. Covers concepts of
intelligence, the intelligence agencies of the U. S.
Government, and the Agency's responsibility for collection,
production, and dissemination of intelligence. Includes
discussion of the fundamentals of American beliefs and
practices.
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Management (1 wk - all day)
For officers in Grades GS-11 through GS-14. Examines
current thinking in managerial style as it relates to
communication, employee motivation, and work
performance. Exercises in team-action problem- solving
are used throughout to provide students an opportunity
to apply the concepts and principles covered.
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Midcareer Executive Development (6 wks - all day - 240 hrs)
For designated midcareerists. Covers the activities of
components of the Agency, the U. S. Government in its
international setting, and problems of management.
Operations (14 wks - all day)
For CTs who are preparing for careers as case officers.
Covers fundamentals of CS activities, emphasizing trade-
craft techniques, agent handling, reporting, project
management, and Fl, Cl, and CA objectives.
Operations Familiarization (4 wks - all day)
For CS and non-CS officers whose responsibilities in support
of operations require adequate familiarization with functions
of the case officer and with the programs and operations
of the CS.
Operations Support (4 wks - all day)
For CS employees with assignments overseas which will
require their supporting the operational activities of CS
officers in the field. Covers name checks, dispatch and
cable writing, records maintenance, operational expenses,
travel claims, and tradecraft familiarization. Enrollment
limited to 30.
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Orientation for Overseas (2 days - all day)
For employees (and dependents) assigned to an overseas
post for the first time. Covers the Agency's mission and
functions, security, cover, legal and medical advice, and
effective working relationships with people of other cultures.
Orientation to Intelligence (2 wks - all day)
For Career Trainees. Introduces the concepts of intelligence,
the structure of the U. S. intelligence community and its
relationship to the policy level of Government, and the
responsibilities of the Agency for collection, production,
and dissemination of intelligence.
Program for Representatives at Senior Officers Schools (3 days - all day)
Given annually for Agency representatives selected by
TSB for attendance at Senior Officers Schools. Updates
on significant developments affecting the Agency; includes
instruction in techniques of briefing and in conducting
seminars; provides an opportunity to meet recent senior
officers school graduates and senior officials of the Agency.
Soviet Bloc Operations (2 wks - all day)
For CS officers and intelligence assistants. Provides
an orientation on the special nature of the Soviet Bloc
as a CS target. Required for those preparing for field
assignments in which substantial time will be devoted to
the Soviet Bloc target. Headquarters employees engaged
in activities against the Soviet Bloc will be admitted on
a space-available basis.
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For Career Trainees assigned in the Support Services.
Acquaints students with organization and mission of various
Support Services components. Emphasis is on training for
field assignments.
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Support Services Review. Trends and Highlights (3 1/2 11
day att
For professional Support Service employees GS-9 through
GS- 15. Emphasizes significant trends and developments
within the Agency's support activities, and includes
presentations on ADP, records management, and planning,
programming, and budgeting.
For senior and middle-grade officers of the CS and for
junior CS officers whose work is directly related to the
Agency's role in Vietnam. A familiarization on the Agency's
mission, doctrine and programs in the area, with a view
to increasing capabilities for planning, supporting, and
conducting operations.
Writing Workshop (Basic) (4 wks - morning - Tues & Thurs)
For professional employees. (Non-professionals may
attend under certain circumstances.) Covers basic prin-
ciples of grammar and rhetoric, and elements of sentence
construction and paragraph structure.
Writing Workshop (Intermediate) (4 wks - morning - Mon & Wed)
For professional employees. (Non-professionals may attend
under certain circumstances.) Covers principles of
good writing, including clarity, accuracy, and logic.
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Sherman Kent answers questions
put to him by members of the
West Point Debate Council and
Forum during their visit to CIA
Headquarters.
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visit HEADQUARTERS
On Friday, 21 April, fifty-four cadets and two
escorting officers from the United States Military Academy
visited the Agency to receive briefings on the mission and
functions of CIA and to hear a lecture on National Intelligence
Estimates. The visit has become an annual event, part of
a week's tour of Washington, D. C., for selected members
of the Military Academy's Debate Council and Forum.
The West Point Debate Council and Forum was
formally organized just after World War II to provide,
among other things, opportunities for cadets to explore
more fully certain areas of the social sciences, particularly
national and international affairs, and to build, through stu-
dent contacts resulting from various activities, mutual under-
standing between the civilian community and the military.
During the visit to Washington, First and Second Classmen,
most of whom are on the Dean's List, are given a first-hand
view of the Federal Government in operation. Their Washington
itinerary includes the Department of State, the Executive
Office of the President, and the Congress, as well as the
Central Intelligence Agency.
The briefings on the mission and functions of CIA
were provided by members of the Orientation and Briefing
Faculty of OTR's Intelligence School. The lecture on National
Intelligence Estimates was delivered by Sherman Kent, Director
of National Estimates and Chairman of the Board of National
Estimates.
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1 he
NATIONAL
INTERDEPARTMENTAL
SEMINAR
a* ft" mdt 'e 4 at die?a,i to#ct a*d i*eeowal de a Qe
The National Interdepartmental Seminar was established in
compliance with pertinent Presidential directions to provide instruc-
tion on the problems faced by the United States in dealing with develop-
ing countries, particularly counterinsurgency problems. It is conducted
at the Foreign Service Institute of the Department of State as an inter-
agency training activity for the Department of State, USIA, AID, the
Department of Defense, and CIA. The faculty, under the direction of
a coordinator and a deputy coordinator, consists, as does the student
body, of representatives of the five participating agencies.
The objective of the course is to familiarize key civilian and
military officers assigned to command, staff, "country team, " and
departmental positions relative to developing countries -- especially
those where insurgency is active or incipient -- with U. S. policy,
doctrines, and capabilities applicable to the prevention and defeat of
inimical subversion and subversive insurgency. The National Security
Agency, and consequently CIA, has made this type of training a pre-
requisite for assignment to designated "key positions, " although
exceptions can be made by the head of a department or agency and the
training can be made available to other selected personnel on a case-
by-case basis.
Participants in the four-week program study the origins of
insurgency as well as the techniques to defeat subversive insurgency;
learn of the unique and indispensible contributions which all operational
arms of U. S. policy can bring to bear at the "country team" level in
preventing and defeating insurgency inimical to U. S. interests; study
as "country team" components so as to encourage the development of
a spirit of cooperation and understanding which will assure the maximum
integration and effectiveness of U. S. effort abroad; examine American
AID and military assistance programs in order to gain a better under-
standing of their effectiveness; analyze methods by which the U. S.
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resources can assist local governments to increase their acceptability
among the "critical sectors" and strengthen the social cohesion of the
people through programs designed to close the socio-political gaps
between urban centers, the government, and the countryside; and probe
the difficulties of inducing traditional establishments through a mix of
military and other assistance and advice to move in the direction of
effective internal defense structurely based on military, paramilitary,
and police forces and to undertake programs destined to enhance the
identification of the populace with the constituted government.
This course content has been carefully tailored to develop an
analytical understanding of the nature of the modernization process,
its multiple dimensions and transitional instabilities, the potential for
exploitation of these instabilities by internal and external forces, and
the nature and extent of the U. S. capability to influence the processes
of change in directions compatible with U. S. interests and policy
objectives. Morning lectures, case studies, and readings are supple-
mented by afternoon "country team" sessions wherein small groups
of officers assigned to the same geographical area and representing,
to the extent possible, all participating agencies apply what they have
learned in the course to their area.
The course is subject to constant scrutiny so that it will meet
the needs of the students/land the agencies they represent. Frank
evaluations are solicit from students together with suggestions for
improvement. At the flame time, annual coordination conferences
permit directors of training of agencies concerned with the question
of internal defense to exchange views and experience, to evaluate
requirements in this type of training, and to keep current with their
respective activities and accomplishments in this area.
Student evaluations have indicated broad agreement on three
principal benefits from this Seminar: It widens the perspective from
which policy problems and programs can be viewed; it provides a
broader comprehension of total U. S. policy; and it offers practical
exposure to the roles and concerns of other agencies.
CIA has consistently participated in the National Interdepart-
mental Seminars since their inception, providing both lecturers and
students. Attendance at a Seminar is required before CS officers are
assigned to certain posts. The Office of Training has scheduled its
Chiefs of Station Seminar so that key officers may attend both seminars
without schedule conflict. The schedule of National Interdepartmental
Seminars is published regularly in the "Bulletin Board" section of the
OTR Bulletin.
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'67 COLLEGE ENTRANCE
STILL POSSIBLE
April is usually a-vital. tlrne ft#r:prospective college students,
for many schools send out their a Lance-br rejectiotf letters during
that m?snth. The thousands of l t,g1i school seiziors who receive only
rejections very naturally tend tea parue: t as an. article by Benjamin
,
Fine PTtlli~ Aril 1967 issue of, la' 'a k .,
mine points out, there
are stall possibilities for the d _
a sW zl , even though he may
ftn
have only average grades.
The first step, Mr. _E is writes, is '0'r' a-lize",that most of the
rejected students were turned..'4own by only a. handful ofhighly selective
colleges nearly half of all college applicat pna,', he paints out, are
made to fewer than ten percent of the colleges;' A study made at this
time in 1966, Mr. Fine adds, revealed that among the 1, 200 accredited
four-year colleges in the United States, almost half still had vacancies
and could have accommodated 50, 000 additional freshmen. To be sure,
a large number of these schools were small and perhaps remote, but
they were academically sound institutions.
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The major problem is finding information, even the names and
locations of these smaller, relatively unknown colleges. The serious
student or parent can act on his own, using such standard references
as "Lovejoy's College Guide, " the "Comparative Guide to American
Colleges" by Cass and Bienbaum, and the "New American Guide to
Colleges" by Gene R. Hawes. These publications provide the answers
to most of the questions relevant to deciding which colleges meet
specific requirements: curriculum, location, costs, admission require-
ments, and financial aid. Although some or all of these references are
available in public libraries and high school guidance offices, they are
available for consultation, too, in the OTR Registrar's office, Room
832, 1000 N. Glebe Road, where there is also a collection of individual
college catalogs. Prompt action in consulting these references and
following up with letters direct to several colleges may avoid disappoint-
ment for some prospective college students and their parents.
Another course of action is turning to the three regional
clearinghouses which were originally set up to assist the "rejected"
applicant in finding an alternate college. Each of these institutions,
for a fee of approximately $20, sends the complete academic file of
the applicant to the colleges and universities affiliated with the particu-
lar clearinghouse. For Eastern colleges, the clearinghouse is the
College Admissions Assistance Center, 461 Park Avenue South, New
York, N. Y. 10016. For the Midwest, South, and Far West, it is the
College Admissions Center, 610 Church Street, Evanston, Illinois
60201. The third clearinghouse is the Catholic College Admissions and
Information Center, 3805 McKinley Street, N. W., Washington, D. C.
20015, which can match credentials with the requirements of several
hundred Roman Catholic colleges.
A third avenue for the disappointed four-year college applicant
is the two-year junior or community college. Many of these schools
provide a two-year program immediately transferable to four-year
colleges, particularly if a good record is achieved. Such colleges are
situated in all counties adjacent to the District of Columbia, but similar
adequate facilities are also available in more distant places.
Admittedly the competition for college admission is great, and
remaining time to act this year is indeed short. Whatever approach
taken to solving "rejection" problems, or even a late determination to
apply for admission, it should be done promptly. To arrange to consult
the references noted above, or related references, including a number
on financial assistance, call , in the OTR Registrar's
office, extension=
25X1 A
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1. PAI can save training time
Two studies based on experiments with Programmed Assisted
Instruction (PAI) by the Naval Air Technical Training Command
(NATTC) suggest that by utilizing programmed instruction training
time can be reduced without impairing the quality of the training,
quality being measured solely in terms of the learning accomplished.
The Avionics Fundamentals School of the Naval Air Technical
Training Command compared presentations of "Elements of Electrical
Physics" through conventional instruction and through programmed
instruction. The conventional course required thirteen hours; the
programmed course nine, the latter representing a time saving of
thirty-one percent. A total of 226 Navy and Marine Corps trainees
involved in the experiment were given two measures of the learning
derived from the courses. The group which utilized programmed
instruction scored significantly higher on the basis of one measure-
ment, although no significant difference was observed in the other.
In the second study, the NATTC compared the relative per-
formance of 200 trainees taking twenty-six hours of conventional
instruction in Electronics Fundamentals with 200 trainees covering
the same subject matter in nineteen hours using programmed instruc-
tion. The programmed course reflected a time reduction of twenty-
seven percent. Measurements indicated that both groups of trainees
learned the comparatively large block of basic electronics to just about
the same degree, those using the programmed techniques doing so in
substantially less time.
Both these experiments demonstrated that the use of PAI can
save training time. The results of these two studies suggest also the
possibility that the amount of programmed material does not affect
an individual's ability to learn as well from programmed instruction
in less time than is required for conventional instruction.
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II. "Objektif "
We frequently encounter the fusion of the terms "teaching"
and "learning" in popular discussion. When used indiscriminately,
it is generally assumed that one term implies the other -- that where
there is active teaching, learning occurs,and that where learning is
evidenced, teaching must have been the cause.
We have discovered in recent years that teaching can occur
without consequent learning and, conversely, that learning can take
place without active teaching. The development of programmed instruc-
tion has added another element to compound the confusion. Teacher
and learner may both be present during programmed instruction, and
learning may still occur or not occur, depending upon the validity of
the programmed instructional design and the degree to which it has been
tested for validation.
What must be done to assure the teacher that he is not merely
a vestigal cog in the technological society? What means is there of
assuring the learner that he can obtain the best opportunity to learn?
How can the designer of materials be shown that he can exploit the
traditional where it serves as a guide to the future state of the art?
It is reasonably apparent that the capable teacher in any given
historical epoch was "a programmed instructor" who stated his objec-
tives, commenced with X to proceed to Y, and validated his presentation
through experience. It is also evident that learners somehow learned
how to learn in the past, just as today's learner learns to use programmed
instruction to advantage. There are also examples of textbooks published
in the past, wherein a good programmed design led the learner by limited
steps one after another to the ultimate objective.
When we consider what is new, how much of tradition can we
eliminate, how much can we utilize? These seem to be relevant questions
we might put to the designer of educational materials for the 1970's.
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NON-AGENCY TRAINING
This section of the OTR Bulletin contains information on
non- CIA courses or programs related to career develop-
ment of CIA employees. Attendance may be sponsored by
the Agency or it may be self-sponsored. The Training Of-
ficer must be consulted on Agency-sponsored training.
Agency Sponsorship:
A Form 136, "Request for Training at Non-Agency
Facility" (revised effective June 1966), is sent to
the Registrar's office, External Training Branch,
by the Training Officer. For overt employees, the
completed form is sent directly to ETB. For non-
overt applicants, the form is sent first to DDP/OPSER/
CCS. No formal steps toward registration should be
taken prior to OTR approval.
25X1 A
Self-sponsorship:
According to para c(1 Z), an employee who
takes a non- gency course at his own expense is re-
quired to send a written request for approval through
administrative channels to the Director of Security.
The request will include the subject(s) to be studied,
the name and address of the school, the full name(s)
of the instructor(s), and the dates and hours of in-
struction.
For additional information on the courses outlined in this sec-
tion of the OTR Bulletin or on other external courses, call AIB/
RS/TR, extension= For information on registration, call
ETB/RS/TR, extension_
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Responsibility for Budgeting for non-Agency training is divided
between individual Agency components and the Office of Training.
The guidelines set forth on this page clarify the division of this
budgeting responsibility for FY 1968. The courses noted in paragraphs
3, 4, and 5 below will be added to the OTR budget in FY 1968.
Budgeting for all non-Agency training not listed below will remain
the responsibility of the individual components.
Classes of non-Agency training to be budgeted for by the Office of
Training:
1. Training at the Foreign Service Institute of the Department
of State.
2. Courses and programs within the purview of the Agency's
Training Selection Board (with the exception of full-time
academic training at a university); a current listing of
TSB programs appears on pages and
3. The Civil Service Commission's Executive Seminar in
Planning, Programming, and Budgeting.
4. The Civil Service Commission's Executive Orientation
in Planning, Programming, and Budgeting.
5. Selected Department of Defense weapons courses:
Nuclear Weapons
Defense Atomic
Sandia Base,
Advanced Orientation
Support Agency
New Mexico
Chemical, Biological,
Army (CONARC)
Dugway
and Radiological
Proving
Weapons Orientation
Ground, Utah
Missile System and
Army (CONARC)
Huntsville,
Logistical Support
Alabama
Orientation
Ballistic Missile
Department of
Vandenberg Air
Staff Course
the Air Force
Force Base, Calif.
Senior Officer
Army (CONARC)
Fort Bragg,
Counterinsurgency
North Carolina
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The following are the courses or programs on which action by
the Training Selection Board is presently required. The list
is subject to change; any such change will be carried in the
OTR Bulletin. Nominations for these programs must be made
to the Training Selection Board through the regular administra-
tive channels of the Directorate.
Advanced Intelligence Course
(Defense Intelligence Agency)
Advanced Management Program
(Harvard University)
Air War College
(Maxwell Air Force Base, Montgomery, Alabama
Armed Forces Staff College
(Norfolk, Virginia)
Army War College
(Carlisle Barracks, Pennsylvania)
Career Education Awards
(National Institute of Public Affairs)
Conferences for Federal Executives on Business Operations
(The Brookings Institution)
Defense Systems Analysis Educational Program
(Institute of Defense Analyses and University of Maryland)
Educational Program for Federal Officials at Midcareer
(Princeton University Woodrow Wilson Fellowships)
Executive Seminar Centers (Civil Service Commission)
(Kings Point, New York; Berkeley, California)
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5X1A
Federal Executive Fellowships
(The Brookings Institution)
Fellowship in Congressional Operations
(Civil Service Commission)
General Administrative Conferences
(The Brookings Institution)
Industrial College of the Armed Forces
(Ft. McNair, Washington, D. C.)
Management Development Program for Federal Executives
(Graduate School, U. S. Department of Agriculture)
Midcareer Educational Program in Systematic Analysis
(Civil Service Commission, Bureau of the Budget, and the
National Institute of Public Affairs)
National War College
(Ft. McNair, Washington, D. C.)
Naval War College
(Newport, Rhode Island)
Program for Management Development
(Harvard University)
Science Conferences
(The Brookings Institution)
Senior Seminar in Foreign Policy
(Foreign Service Institute)
Summer Institute for Federal Executives
(University of Wisconsin)
Full-time Academic Training at a University
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PSYCHOLOGY AND THE MANAGEMENT OF HUMAN RESOURCES
5 - 7 June 1900 E Street, N. W.
This course looks into some of the human behavior problems in
management, seeking to bring out a few of the principles of
behavior that underlie modern management practices and to
give a pattern and coherence to the psychological underpinnings
of managerial practices in dealing with behavior. Objectives
include: Increasing an understanding of the behavior of individuals,
introducing concepts and principles which provide a better under-
standing of the learning and training process, examining problems
involved in managing human resources and looking for possible
means of overcoming them, providing a conceptual framework
within which to analyze and attack problems involved in managing
people, and introducing some of the research being done by
psychologists in government organizations. For staff specialists
and supervisors, GS-9 through GS-13, who need to know more
about the science of human behavior in conducting their day-to-day
activities. Cost: $100
SEMINAR IN ADP MANAGEMENT AND ADMINISTRATION
1 - 3 May 1900 E Street, N. W.
This seminar brings together persons having ADP management
responsibilities in Federal agencies for the purpose of receiving
and exchanging information pertinent to the major problems of
data processing management and administration. After a delineation
of the scope of ADP management, all tasks and techniques of the
data processing manager are discussed. Emphasis, however, is on
significant, nonroutine problems such as personnel turnover, use
of languages and software, performance measurement and scheduling,
open shop versus closed shop programming, relationships between
users and systems analysts, systems analysts and programmers,
programmers and operators, optimization of machine use, and
enforcing documentation. For administrators and deputy administrators
of ADP operations, data processing managers, programming super-
visors, and supervisory systems analysts. Cost: $135
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Civil Service Commission (cont)
SEMINAR IN POSITION MANAGEMENT
2 - 16 June 1900 E Street, N. W.
This seminar is directed toward establishing a systematic approach
to determining the need for positions. Participants, working in
small groups, resolve problems dealing with design of work,
alternatives of organizational structure, motivational aspects,
control systems, and utilization. Emphasis is on total management
and the team approach. Each participant is expected to bring pertinent
information about an actual organizational component of his agency
upon which to apply the concepts brought out during the course.
Priority in admission will be given to agencies providing a team
consisting of representatives from the personnel staff, management
analysis staff, budget staff, and a line official. Each member of
the team should have a well-rounded background in his area.
Cost: $125 per participant.
PLANNING, PROGRAMING, BUDGETING SEMINAR
A three-week residential course, this program is designed to provide
the participant with a grasp of the underlying economic base of PPBS,
a working knowledge of the structure and functioning of PPBS, and
an introduction to quantitative approaches to management planning
and control. There are precourse reading requirements and there
are evening sessions. This course is intended for those directly
involved in the PPBS operation- -programmers and budget people--
as well as for line managers at middle and upper levels who will use
the system as an aid to decision-making. It will not prepare individuals
to perform economic or quantitative analysis, and no economics or
mathematics background is required for successful participation.
In cooperation with the University of Maryland:
11 - 30 June College Park, Maryland Tuition: $300
In cooperation with Harvard Graduate School of Business Administration:
6 - 25 August Cambridge, Massachusetts Tuition, room,
board: $650
In cooperation with the Executive Seminar Center:
6 - 25 August Berkeley, California Tuition, room,
board: $590
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PRINCIPLES AND PRACTICES OF AUDITING IN THE ADP SYSTEMS
ENVIRONMENT
12 - 30 June 1900 E Street, N. W.
This two-week program is designed to provide participants with
an understanding of the impact of ADP on auditing. It will enable
auditors to communicate meaningfully with ADP specialists
encountered on the job by familiarizing them with the techniques
and methods which are generally applicable to the audit of ADP
systems. Cost: $130
INSTITUTE ON CIVIL RIGHTS FOR FEDERAL PROGRAM MANAGERS
19 - 23 June
This training focuses on the various facets of the managerial role
which can be used to advance equal opportunity for all persons.
Specific emphasis is on the attitudes and approach necessary to
assure that Federal funds are applied on a nondiscriminatory basis
and that the benefits of Federal programs are conferred equally upon
all. For Federal managers who have the task of administering pro-
grams involving the application of Federal funds with the range of
responsibility and opportunity which they have for creating change an
improving the status and welfare of minority group citizens. Cost:
$150
THE ROLE OF THE FEDERAL MANAGER IN EQUALIZING OPPOR-
TUNITY THROUGH FEDERAL PROGRAMS
19 - 23 June 1900 E Street, N. W.
Federal supervisors and managers should obtain from this course:
1) Increased factual understanding of the background of discrimination
and equal employment opportunity; 2) a greater appreciation of the
realistic effects of discrimination; and 3) suggestions for the develop-
ment of a positive program in conformity with national policy, involving
personal commitment and involvement. For supervisors and managers
GS-9 - 14. Cost: $100
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GRADUATE The Special Programs Department of the Graduate
SCHOOL, School, U. S. Department of Agriculture, has insti-
USDA tuted a new series of professional seminars. Offered
during normal working hours, these courses are
designed primarily to meet the needs of Federal
managers and supervisors to engage in frank and
penetrating examinations of specific types of problems.
All seminars will be limited to eighteen participants.
Admission to some of the programs is still possible if
applicants act promptly.
HUMAN FACTORS IN ORGANIZATIONS: A MANAGE-
MENT SEMINAR
5 - 9 June Suite 277, National Press Building
Pertinent research from the behavioral sciences is
examined to permit participants to look at their own
effectiveness as supervisors, as subordinates, and
as members of groups. Research on organizations
and what makes them function effectively will be
presented through role-playing, case histories, case
discussions, problem-solving, and small group activi-
ties. Upon completion of the course, participants should
have an increased understanding of organizational behav-
ior, an awareness of their own motivations and attitudes,
and the knowledge to improve their personal effectiveness.
Cost: $150
SEMINAR ON PERFORMANCE STANDARDS AND PRO-
GRAM OBJECTIVES
5 - 7 June Suite 277, National Press Building
This three-day seminar is intended to introduce program
managers to a concept of measuring employees and
their performance by performance standards in direct
relationship to management's objectives. On completion,
the participant should be able to analyze his own and his
subordinates' jobs in terms of primary "pay-off" functions,
develop agreements with subordinates for meeting specific
objectives which are time phased for accomplishment,
and insure his own success by systematically developing
a high degree of competence in his subordinates. Cost: $100
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SEMINAR FOR PERSONNEL OFFICERS
31 May - 2 June Suite 277, National Press Building
This seminar is intended to assist personnel officers to
modify personnel programs so that they are more
responsive to agency needs by getting the personnel
officer into the operating sections as a consultant to
line managers. Discussions will center around the
personnel officer's role in helping managers formalize
their expectations of subordinates in a manner which
will create more effective and productive employee
appraisals. Cost: $100
SEMINAR FOR GOVERNMENT ECONOMISTS
31 May - 2 June Suite 277, National Press Building
This seminar deals with problems facing the govern-
ment economist which limit his effectiveness as a
professional. Specific problems covered are: identi-
fying and analyzing problems arising while using
available data, identifying and analyzing the relation-
ship of the economist to staff members of other
disciplines, and identifying and analyzing the relation-
ship of the economist with his superiors in the decision-
making process. Cost: $100
BRANDON The following is a revised and complete listing of Spring
SYSTEMS and Summer presentations by the Brandon Systems
INSTITUTE Institute, 1130 17th Street, N. W., Washington, D. C.
These constitute two series of three related courses
which may be taken separately or together, and a
single one-week course. The schedule below supercedes
that published in the April Bulletin.
"Executive's Guide to Data Processing, " to be given 22
and 23 May, is an introduction to business data processing
and its impact on the management function. The nature
and functions of data processing people and equipment,
and their relationship to organization structure and
purpose are outlined. For managers who need to under-
stand the data function because it reports to them or
provides services to them. Cost: $155.
"Measuring EDP Performance," to be given 24 May,
identifies elements to be analyzed and presents methods
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for measuring them in terms required for review of
present capability, planning future resource require-
ments, establishing progress toward installation
goals, and planning for a conversion to new hardware.
For those responsible for planning or conducting pre-
installation or post-installation audits.
"Management Standards for Data Processing, " to be
given 25 and 26 May, defines methods and performance
standards for data processing operations, systems,
and programming. For those responsible for the
application of standards to data processing functions.
Cost: $155.
"Computer Operations Management and Control, " to
be given 26 and 27 June, identifies elements to be
analyzed and presents methods for measuring them
in terms required for review of present capability,
planning future resource requirements, making
progress toward installation goals, and planning for
a conversion to new hardware. Cost: $155.
"Project Control Systems for Data Processing, " to be
given 28 June, presents workable, orderly methods
for controlling systems and programming projects.
For data processing managers and others responsible
for the management of systems and software develop-
ment projects. Cost: $110.
"Computer Systems Analysis Techniques, to be given
29 and 30 June, presents an organized, unified body
of techniques for the conduct of systems analysis
projects, and a defined discipline of systems analysis
for use in present and planned computer installations.
Cost: $155.
"Basic Business Systems Analysis, " to be given 17 -
21 July, provides instruction in the fundamentals of the
systems analysis discipline, presented as an organized
body of techniques. Lecture and discussion periods
are at a level intended for experienced programmers and
junior systems analysts. The content is concerned with
non-scientific rather than scientific applications. Cost:
$290.
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Combination costs, applicable to taking more than
one course within a single series of related courses:
Three days, $200; four days, $245; five days, $290.
ADVANCED
Summer courses offered at the Washington, D. C.
PROGRAM IN
center for the University of Oklahoma's Advanced
GOVERNMENTAL
Program in Governmental Studies are:
STUDIES
,
UNIVERSITY OF
5 - 10 June
Public Employment Administration
OKLAHOMA
(Political Science 218)
10 - 15 July
Seminar in Contemporary Problems
14 - 19 August
(Psychology 400)
Seminar in Public Administration
(Impact of Science and Technology
on Public Administration) (Political
Science 417)
Individuals may enroll for two hours of graduate
credit or for no credit. Those enrolling for credit
must be admitted to the University and the Graduate
College. Enrollments should be submitted four weeks
in advance. Cost is $118 per course.
Additional information on these courses, and on the
University's program by which a master's degree
may be earned with a minimum of residence, may
in the OTR Registrar's
25X1A
Approved For Release 2002/01r1*-RDP78-06370A000100010014-0
40 CIA INTERNAL USE ONLY
 Approved For Release 2002/01/29 : CIA-RDP78-0637OA000100010014-0
Office of Training
25X1 A
Director of Training John Richardson
Deputy Director of Training
Rm 819, Glebe
Rm 819, Glebe
H SCHOOLS Intelligence
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STAFFS
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Language Training
Operations
International Communism
Support
Career Training Program
Plans and Policy
Registrar
Deputy Registrar
Adm, Info, Records
External Training
Support
INSTRUCTIONAL
SYSTEMS STUDY
GROUP Coordinator
Rm 711, Glebe
2107 Washington Bldg
Annex, Arl Towers
Rm 620, Glebe
Rm. 639, Glebe
Rm 632, Glebe
Rm 743, Glebe
Rm 807, Glebe
Rm 839, Glebe
Rm 839, Glebe
Rm 832, Glebe
Rm 835, Glebe
Rm 820, Glebe
25X1A
Approved For Release 2002/01/29 : CIA-RDP78-0637OA000100010014-0
 Approved For Release 2002/01/29 : CIA-RDP78-0637OA000100010014-0
Directory of Training Officers
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25X1 A
O/DCI
DDI
D DP
DDS&T
DDS
7E-07
ZE-52
3C-29
6E-68
GB-37
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General Counsel
Cable Secretariat
7D-07
IA-53
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O/PPB
6E-08
ONE
7E-47
DDI
O/DDI
2E-52
CGS
7E-35
OCR
ZE-61
ORR
4F- 19
4F- 19
Approved For Release 2002/01/29 : CIA-RDP78-0637OA000100010014-0
 Approved For Release 2002/01/29 : CIA-RDP78-0637OA000100010014-0
25X1 , DDI (cont)
STATSPE12
O CI
6G-29
OBI
1001 Magazine
D CS
902 Key
1004 K
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DDS
Administration
GB-37
Communications
GD-09
Finance
Logistics
1211 Key
1215 D Ames
Medical
ID-4044
Personnel
5E-56
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4E-71
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ORD
611 Ames
0
OSA
5B-2806
OSI
6F-24
OSP
5G- 03
Approved For Release 2002/01/29 : CIA-RDP78-0637OA000100010014-0
25X1A
25X1 A
 Approved For Release 2002/01/32c-RDP78-06370A000100010014-0
CIA INTERNAL USE ONLY
Please pass the
on to someone else in your office.
SECRET
CIA INTERNAL USE ONLY
Approved For Release 2002/01/29 : CIA-RDP78-06370A000100010014-0