MEMORANDUM FOR(Sanitized) DDCI DESIGNATE FROM JOHN F. BLAKE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79-00498A000500140007-4
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 10
• Document Creation Date: December 12, 2016
• Document Release Date: June 18, 2001
• Sequence Number: 7
• Publication Date: July 6, 1976
• Content Type: MF

DDA 76-3342
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File
6 July 1976
MEMORANDUM FOR: DDCI Designate
FROM John F. Blake
Deputy Director for Administration
STATINTL
1. If you will permit me, I would like to register
a minor bleat.
2. 1 address myself to your memorandum of 28 June
to the Director of Personnel on "Consideration of Job
Applicants." I do believe that from two different points
of view the correspondence should have been directed to
me, but I was not even on distribution for it. The first
reason I believe it should have been sent to me, personally,
was one part of. the memorandum addresses itself to the
composition of the Applicant Review Panel, such Panel now
being staffed by personnel from three Offices of this
Directorate.. Secondly, as it pertains to the other part
STATINTL
of the memorandum, the handling of the applicant case of
It would appear from my understanding
of the case that the Office of Security maybe could have
handled it in. a little. different fashion..
3. I propose to make a copy of your memorandum
available to both the Off ice of Security and the Office of
Medical Services as I. wish to solicit the advice of both
Mr. Ga Thi.no and Dr. Bohre:" concerning the suggestion to
acid representation from the Office of Equal Employment
Opportunity to. the Applicant. Rcvietiu Panel. Because of the
sensitive nature of some of the security information on
applicants and because of the privileged nature of some
medical. :information on some applicants, I wish to proceed
very cautiously before taking a position on adding
representation to the Applicant Review Panel.
h ,l jc> _xi 1='. Bi l-
John F. Blake
Distribution:
DCI~ s.
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401 Magazine DATE
1 Jul), 1976
TO: (Officer designation, room number, and
building)
DATE
OFFICER'S
COMMENTS (Number each comment to show from whom
RECEIVED
FORWARDED
INITIALS
to whom. Draw a line across column after each comment.)
OP/.EA
5E58 HQ
Bob, STATINTL
2.
Per your request, I have jotted
down a few thoughts regarding
3.
Mr. memorandtun;. I did
not mention that the number of
_--~
times the Panel calls an office
a.
-
and relays employment information
as mentioned in paragraph three
- ------ -
is quite small. We estimate
s
-
-
that it happens about 12 times
per year.
b.
I believe that the Director
of Security and the Director of
Medical Services should be
7.
-
- -
given an opportunity to express
their views concerning the
---- --
adding of an EEO representative
8.
-
to the Panel. As you hiow
,
those two offices supply the
_ __ ` _
very sensitive information which
9.
we deal with and in the past
they have been most concerned.
-~ -- -- .v._._-
that that information will be
10,
disseminated beyond the Panel
members. It was for that reason
that Mr. Gambino refused
11
STINTL
.
discuss the case
with Omega Ware, which probably
started this issue in the
first place.
13
STATINTL
14.
15.
a-hr_ovp _ Er P
FORM
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3-62
SECRET ^ CONFIDENTIAL Q USE TE#O~idALLY UNCLASSIFIED
USE
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1. In 1953 the Acting Deputy Director (Administration),
L. K. White, set up what is now known as the Applicant
Review Panel. He wrote in a memorandum directed to the
Directors of Personnel and Security and the Chief,
Medical Staff that "It is important that marginal
administrative information which may lead to the decision
that an individual applicant is not suitable for
appointment be pooled and coordinated among these offices
and subjected to systematic evaluation before a decision
affecting appointment is made. Marginal administrative
information may be data which is incidental to the
information developed by an office to enable it to
apply the employment standards for which it has
responsibility; it may be data which is of such
character that standing alone it does not justify a
decision to reject an applicant for employment. Occasionally,
information of this kind acquires greater significance
when related to other marginal information in the
possession of other offices."
2. As you know, the Applicant Review Panel does
not approve or reject employment applications. The
Panel does make recommendations to the Directors of
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Security and Medical Services that an application be
approved and to the Director of Personnel that an
application be rejected. The final decision in each
case rests with the Directors of those support offices.
3. As the work of the Applicant Panel has
progressed since 1953, it has become evident that another
type of information is sometimes obtained, especially by
the Office of Security. Information which is not strictly
of a suitability character but has to do with whether
or not an employee can satisfactorily perform his proposed
assignment. As an example, an applicant for NPIC will
probably be asked to work in a building without windows.
As a result of the background investigation, the Office
of Security may learn that the applicant is unable to
work in a windowless building. The Panel has relayed that
type of information to the head of the office concerned
who may decide to cancel his interest in the applicant.
Another example may involve a Commo applicant who will
be required to perform field duty, but the Office of
Security has discovered that the employee has a personal
problem which will not permit him to accept an. overseas
assignment. The Panel feels that this information should
be relayed to the Director of Communications.
2
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STATINTL
In my opinion, the Panel would agree with paragraph three
of Mr. memorandum that "there may be good reason
for the hiring office to change its view upon receipt of
such information, but the applicant may have such overall
strength that his services should not be lost to other
components within the Agency." It is for that very
reason that the Applicant Panel is reluctant to
recommend Agency-wide rejection of an application before
Staff Personnel Division has a chance to review it and
to determine whether or not some other component may
have an interest in it.
4. As Chairman of the Applicant Review Panel and
a representative of the Director of Personnel, I
do not think it would be well-advised to broaden the
Panel to include a representative from the Office of
EEO or any other office that might have a special
interest. The Panel is attempting to concern itself
with suitability type information. As far as the
Personnel representative is concerned, he is not aware
of the race or the religion of an applicant under
discussion. As you know, pictures are no longer
included in the applicant file and there are no PHS
questions concerning race or religion. It would
appear that an EEO Representative would tend to bring
those .tte:is into focus.
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 ApprovedFor R He-as
STATIN
T
STATI N
Remarks:
~`34t4~I~f~F~bIVE1'1 L"{~~L5~7.3I~ltiYr11~C3TTOM
v~ ~ A3s Fan COINFID ENTIAL S1 tET
OFFICIAL ROUTING SLIP
FO
NAME AND ADDRESS
DATE
IN
TIALS
DD/Pers
I
2
D/Pers
3
4
5
6
ACTION
DIRECT REPLY
PREPARE REPLY
APPROVAL
DISPATCH
RECOMMENDATION
COMMENT
FILE
RETURN
CONCURRENCE
INFORMATION
SIGNATURE
Hate suggests an EEO Rep
on applicant review panel to
ensure due re and to minorities, etc.
'T D/PERS WILL WANT TO HAVE
OUT SOON TO DISCUSS.
RDK
FOLD HERE TO RETURN TO SENDER
FROM: NAME. ADC?R#SS AND PHONE NO.
--
DATE
~
197
_SF I. R _FT
237 Use previous editions
FOl-AL8 O.
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 I tt ILN l i'.1. NA1, USE O1111~ I1Y
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28 June 1976
MEMORANDUM FOR: Director of Personnel
SUBJECT: Consideration of Job Applicants
--) G -t- ( -7 --~ .'?M-
STATINTL ' .
1 ? your information concerning the case of
WIn looking into the background, there are
severa things that concern me and I would like your consideration
of the following. Let me know your reactions.
2. The Office of Security in this case apparently provided the
Office of Weapons Intelligence with certain background information
STATINTL which seems to have had the effect of changing OWI's consideration
of hiring
3. It seems to me preferable, in matters of this kind, that
information available to the Office of Security, the Office of Medical
Services or the Office of Personnel, which relates to the advisability
of hiring, should be considered by the Applicant Review Panel in order
to get the full benefit of exchange of information among members of
the panel. One of my problems here is that the direct supply of
unevaluated information from any one of those three offices to an office
considering hiring is to decentralize the process to too great an extent.
There may well be good reason for the hiring office to change its view
upon. receipt of 'such information, but the applicant may have such overall
strength that his services should not be lost to other components within
the Agency.
4. 1 think, too, that we would. be well-advised to broaden the
Applicant Review Panel to include represei'rtati.on from the office of
EEO. This will insure riot only a due regard for minority rights and
privileges but for the rights and privileges of all regardless of race,
creed or color.
STATINTL
Aft achi1"1(_,:1f.:
O /28 Janney I\rote to
6/-7 ALc'rno for from Ware
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STATINTL
STATINTL
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1.7 June 1976
flE' ORANDU i FOR: Mr.
STATINTL
SUBJECT OWI Rejection of Applicant for Employment
'.; 1. I have, talked to the Chairman of the Applicant Panel
and~,.as you said, the-'Panel did not reject this applicant.
The information which-the Panel turned over to OWI apparently
included information which, while cause for concern, Was n ATINTL
i
necessar
ly adequate for rejection. According to the Panel
4-i I - -
w
ant to.be in the position of urgin
OWI t
g
o accept
an employee that would be inadequate to their purpose.
Nevertheless, I feel that prior to rejecting. this applicant
the information which OWI considers to be derogatory should
at least be clarified. If necessary, it would not seem
unr?asonable if the applicant were asked by OWI or the Office
of Personnel to come in for an interview or to correspond
with OWI or with the Office of Personnel to explain the factors
in his background with which Owl-and/or the Agency could be
justifiably concerned. STATINTL
p(--3i ti'.ion having ro jec:ted an applicant because he either
hri cqh C c?.n EF O complaint through administrative channels or
C': 1 jysterm. to adjudicate such an allegation.
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1 expect, to bring my concerns to the attention of the Director
of OWT anrx urge that you pursue the clarification of this
matter `'wnatever means you.
STATINTL
me go J. -~:. VA are', Jr..
Direbtor.
Equal Employment: Opportunity
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FROM:
F. W. M. Janney
EXTENSION
_
NO.
Director of Personnel
DATE STATINTL
1976
J
SE 58, Headquarters
une
28
TO: (Officer designation, raorn number, and
building)
DATE
OFFICER'S
COMMENTS (Number each comment to show from whom,
RECEIVED
FORWARDED
INITIALS
to whom. Draw a line across column after each comment.)
1.
.~
i
STATINTL
Mr
gnate
DDCJ-,Des
.
7E 12''
The attached memorandum
2.
from Mr. Ware to Chief, Staff
Personnel. Division, Office o f
Personnel pretty much summar-
izes the situation. The
Office of Personnel has not
been directly involved in.
this case so we can add. noth-
ing of substance.
The Applicant Review Panel
is made up of representatives
from the Office of Security,
the Office of Medical Service,
and the Office of Personnel.
7. yV
Cases are brought before the
Panel by any one of its mem-
bers. The Panel looks at the
.8 .-..
entire file and normally make :
a recommendation to the.
Director of Personnel as to
9.
the overall suitability of ar.
t I
applicant In this case the
did not, but apparently went
10.
back to the office of immedia.
interest, i.e., OWT_ OWl
then withdrew their interest
11.
in the applicant.
As you know, before a
12.
minority applicant is rejecte
by the Agency, the file goes
13
through D/EEO. That is how
Ware got involved
Mr
,
.
.
.
14,
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