SEMI-ANNUAL REPORT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000100060011-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 23
• Document Creation Date: December 9, 2016
• Document Release Date: September 11, 2000
• Sequence Number: 11
• Publication Date: February 1, 1956
• Content Type: MF

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I FEB 1956
MEMORANDUM FOR: Executive Officer, Office of Personnel
THROUGH : Deputy Director of Personnel for Planning and
Development
SUBJECT : Semi-annual Report
Transmitted herewith are the Section 1 and 2 summaries of the semi-
annual report of the Mobilization Staff. Additional details on subjects
mentioned in the summaries may be obtained from the Director of Personnel
memorandum to the Deputy Director (Support) dated 19 December 1955, "Report
on Wartime Preparation by the Office of Personnel," which covers the six
months ending 30 December 1955.
Chief, Mobilization Staff
Enclosure:
Summary of Semi-annual Report
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SW ARY
25X1A
Section 1 - Programs and Accomplishments, 1 July - 31 December 1955
During this period, progress has been made in the two main areas of
mobilization planning, namely, requirements planning and mobilization
assignment of personnel. This progress is represented in the first instance
by the development of a detailed service M0S and rank structure for the
Agency's military manpower requirements. On 3 December 1955, requirements
totaling fficers and men were forwarded by the DDCI to the Secretary
of Defense for review and allocation to the military departments. This
represents the first time the Agency has been able to go on record with the
Department of Defense manpower authorities as to mobilization requirements,
which are the key to further definition of manpower policies. The first
figure submitted is subject to change as Agency operational planning progresses
and more precise expression of manpower needs, civilian as well as military,
becomes possible. Accordingly, a program of reappraisal is processing currently
with the DD/I headquarters close to completion, while the DD/P and DD/S head-
quarters components and the foreign field are showing a slower rate of progress.
In the second area mentioned, the Defense Ad Hoc Committee on military reserve
policy for the CIA has made its report to the Secretary of Defense and the
DCI, which places on a firm footing, the mobilization utilization by the Agency
of its em p1 ee reservists, either in a military or a civilian status. CA
Notice o on status of reservists represents Agency implementation of
the c mittee recommendations.
"Cold war" personnel planning, in connection with the three-year planning
cycle of Clandestine Services, has progressed to a point where the first
phase of the cycle has been completed, although results remain to be sum-
marized. The Staff prepared the Personnel Annex to the General Plan, collab-
orated in the development of Exhibits F and 'G, the Personnel exhibits to the
program plans, and reviewed and commented to the Support Planning Committee,
CSPB, on the country appendices for all area divisions plans.
Section 2 - Program Plans for the Current Six Months Period from
1 January 1956 to 30 June 1956
The completion and coordination of mobilization manpower requirements,
both military and civilian, remain a priority objective for the next six
months. This will require review for manpower implications of the various
general and country war plans as they are developed. Since coordination
difficulties increase as the amount of material increases, approval will be
sought at the earliest practical date of a force basis for the Agency in
time of war as a means of orienting the individual planners to the general
framework within which they must work. Closely related to the ements
objective is that of completing the screening of approximately re r employee 25X9A2
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SUMMARY (con't)
reservists against the requirements, so that the Department of Defense
can be informed of our proposed mobilization use of this personnel and,
,therefore, their status as ready or standby reservists. A course of
-action with respect to a civilian reserve comes next on the list for
action with proper attention paid to the central problem of peacetime cost
and wartime personnel control. This program may not be reached in the
current six months but it is an objective. There remains considerable
development work in the area of improved techniques and methods which will
be summarized in a Personnel Mobilization Planning Guide in the CIA
series. Procedures for the approval and dissemination
of wartime T 4ts are required and a current record of deployment of
personnel in the theater is needed by the CIA Commander Designate. The
transition to the wartime organization is as yet unresolved and requires
the development of check lists for emergency personnel action and similar
redeployment procedures. In the "cold war" planning field, the cycle
does not pick up again until fall, but the summaries and evaluations
must be made of the first phase if the full benefit is to be derived from
this activity.
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SELECTION STAFF
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REPORT OF PROGRESS AND PROGRAM PLANS
SECTION I Report of Progress and Accomplishments During
the Period 1 July 1955 - 31 December 1955
Pages
1. Work Load and Flow of Applications . . . . 1
2. Policies and Procedures . . . . . . . . . . 2
SECTION II Report of Program Plans for 1 January 1956 -
30 June 1956
1. Work Load for the Next Six Months . . . . . 4
2. New Policies and Procedures to be Devised 4
APPENDIXES
A. Statistical Report - Membership in the CIA Career Staff,
as of 31 December 1955
B. Memorandum for the Record, subject: "Possible Conflicts
Between CIA Career Service Plan and Statutory Rights of
Veterans, dated 6 September 195511
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SELECTION STAFF
Semi-Annual Report of Progress and Program Plans
1 July 1955 - 31 December 1955
The processing of applications for membership in
the Career Staff continued in accordance with policies and
procedures approved by the CIA Selection Board and the CIA
Career Council. As of 31 December 1955, the CIA Selection
Board had acted upon _applications for membership in the
Career Staff. This is approximately 53%6 of all persons
eligible. It is anticipated that the Selection Staff will be on
a current basis by 30 June 1956.
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I. Report of P4ogress and Accomplishments During the Period
1 July 1955 31 December 1955.
1. Work Lad and Flow of Applications
a. As 0f 1 July 1955, the CIA Selection Board had acted
25X9A2 on - applications for membership in the Career Staff. Of this
25X9A2 number -applications were approved (Type A); 22 applications
were deferred (!Type B); 12 applications were denied (Type C);
25X9A2 and 9 declinat' apply were accepted (Type D). There remained
approximately applications in various stages of processing,
i. e. , in the Career Service pending a recommendation to the CIA
Selection Board, in one or more of the seven offices of record, etc.
b. During the reporting period approximately= persons 25X9A2
(less attrition) -ecame eligible to apply for membership in the
Career Staff. Notices of Eligibility were individually addressed
to these person and forwarded through command channels.
Notices of Eligibility were addressed and forwarded through command
channels for ally eligible Staff Agents. These numbered approximately
300.
c. The dead of Career Services returned= applications 25X9A2
with recommen4ations as follows: - Type A, 34 Type B, and 25X9A2
4 Type C.
d. The .nalysts of the Selection Staff brief each Official
Personnel Folder after determining that there is an evaluation
completed withi* the last 18 months. The briefing is done to
determine if there is any information contained in the Official Per-
sonnel Folder which should be followed up by an Examinin Panel
for the information of the CIA Selection Board. A total of =Official 25X9A2
Personnel Fold rs were briefed during this reporting period. Prior
to November 19$5, each Folder was briefed independently by two
analysts. On-t1e-job experience by the analysts has made it possible
to eliminate onei of the two briefings.
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e. Approximately= names were forwarded to the seven
offices of record with a request to furnish, for review by an
Examining Panel, any information in its files which might have a
bearing on an applicant's suitability for membership in the Career
Staff. The seven offices of record are Inspector General, Inspection
and Review Staff, Medical Staff, Office of the Comptroller, Office
of Security, Office of Training, and Office of Personnel.
approved; 12 applications were deferred; and 16 applications were
denied.
f. Nine meetings of the Examining Panels were convened
during the reporting period and three
were held. Final action was taken on
ction Board meetings
plications for mem-
25X9A2
bership in the Career Staff as follows:
applications were
25X9A2
g. As of 31 December 1955, the CIA Selection Board had
acted on . applications for membership in the Career Staff
as follo applications were approved; 28 applications were
deferred; 25 applications were denied; and the declinations of 3
individuals to apply for membership in the Career Staff were
accepted (see Appendix A).
2. Policies and Procedures
a. "The Career Staff of the Central
Intelligence Agency", was revised and published to reflect the
changes of policy approved by the CIA Selection Board and the
CIA. Career Council. There were two such major changes, as
follows:
(1) Prior to the revision of the time spent
in the military of an employee who had been restored to
duty was not creditable toward the three-year provisional
period for eligibility to apply for membership in the Career
Staff. As a result of a meeting between members of the
Office of the General Counsel, Office of Personnel and the
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Civil Service Commission, (see Appendix B), the CIA
Selection Board and the CIA Career Council ruled that
such time would be counted toward eligibility to apply
for membership in the Career Staff.
(2) Prior to the revision of the decision
of the CIA Selection Board to accept, defer or reject
an individual's application was subject only to appeal
to the DCI by the Head of the Career Service concerned.
Revised now states that when an individual's
application for membership in the Career Staff has been
deferred or rejected by decision of the CIA Selection
Board, the individual has the right of appeal to the CIA
Selection Board.
b. The CIA Selection Board discussed what, if any,
procedures were necessary to implement paragraph 7b of 25X1A
"Separation from the Career Staff". The Board decided that a
continuing screening process to maintain the standards for mem-
bership in the Career Staff was necessary and proper and that the
reasons for removal from the Career Staff would not in all cases
be reasons for dismissal from the Agency. The Board agreed that
a procedure would be written to cover such a situation.
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II. Report of Program Plans for 1 January 1956 - 30 June 1956
1. Work Load for the Next Six Months
As of 31 December 1955, Mersons (less attrition) 25X9A2
had been notified of their eligibility to apply for membership in
the Career Staff. =applications had been received with
recommendations from the Heads of Career Services concerned. 25X9A2
Of these, -have been acted on by the CIA Selection Board.
There are as of 1 January 1956, applications on hand for 25X9A2
action by the CIA Selection Board and -still to be received 25X9A2
from the Career Services. It is estimated that by 30 June 1956,
the Selection Staff will be processing applications on a current
basis.
2.' New Policies and Procedures to be Devised
As the need arises, more definitive policies will be
proposed to the CIA Selection Board for adoption concerning
membership in the Career Staff. During the next six months,
it is anticipated that the following procedures will be devised.
a. The procedures for processing staff agent applications
have not yet been completed. These procedures should be finalized
during the next six months and will be forwarded to the CIA Selection
Board for approval.
b. Procedures for implementation of paragraph 7b of
"Separation from the Career Staff" will be forwarded
to the CIA Selection Board for approval.
c. Procedures for processing applications by the Selection
Staff on a current, rather than a backlog basis, will be devised.
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C 0 P f
6 September 1955
SUBJECT: Possible Conflicts Between CIA Career Service plan and
Statutory Rights of Veterans
1, As a result of a telephone conversation between
of Personnel and Pie. Irons of the Civil Service Commission, a meet g
was held in the office of John W. Steele, Room 1718, Civil Service
Commission Buildings attended b of Personnel and
of the Office of the General Counsels from
1130 to 1230 hours,, 2 September 1955 (Mr, Steele may be reached on
Code 171, Extension 5291).
2, The issue for discussion was as follows&
Under policy to be embodied in a revision of -, CIA
would not credit military service toward the three year eligibility
period for the Career Staff except in those cases where the service
was undertaken at the request of CIA or in the performance of CIA
functions; would this violate any statutory rights of veterans?
34 At the outsets we indicated to Imo, Steele that, although we
could find nothing in the applicable legislation or CSC Regulations
directly in point, since the issue of possible conflict had been
raised internally, we wished to secure his advice as the Veterans,
Preference expert of the Civil Service Commission, We explained to
him generally the concept of the CIA Career Service and told him
that the general philosophy behind such a program had been informally
approved in earlier discussions with the Commission,
Ito Hr. Steele agreed that there was nothing in the statutes or
regulations directly bearing on the cased However, he felt that this
was because of the necessary broadness of statutory language and
because in demising regulations,, the Commission had not considered
this type of situation, He pointed out that should a case arise
under our Career Service program and be brought to the Commission for
determination of the applicability of Veterans' Preference legislations,
the Commission would have to look to the intent of the statutes which
he felt sure was to prevent the veteran from losing any rights to
which he would otherwise have become. entitled, as a result of h s
military service,
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5. Airs Steele pointed out that it was most unlikely that a case
arising within CIA would ,[et to the Commission for determinations
flowev , we emphasized th' t we wished to accord with the law and the
proprieties, whether or nit the degree of our conformance was ever
open to question,
6 Some discussion f:+nsued on the nature of the benefits that
would attach to membership in the Career Services Mir. Steele
specifically asked if preference would be given to Career Employees
in any reduction in force? We replied that, although no overall
RI? plan had as yet been developed for the Agency, it was likely
that retention preference would be granted to members of the Career
Staffs We emphasized the obligation undertaken by those who applied
for an accepted membership in the Career Staff the obligation of
unlimited mobility. We stressed the greater values considering the
functions of this Agency, of a mobile employee, other things being
equal.
rs We then raised the key point that concerned us, that is, the
extreme case of an individual whom after a few days of civilian
service with CIAO might enter the military and, upon restoration
to CIA civilian employment., would booome immediately eligible for
consideration for the Career Staff. We pointed out that the various
criteria for mevbership were such that it would be almost impossible
to determine their applicability in such a case, since no one within
CIA would have had a fair opportunity to appraise the Individual.
8. Mr, Steele?s conclusion was that although we must count
all military service for eligibility, since eligibility is based
solely upon length of service, and this is the very interest of the
veteran most specifically protected, there could be no objection to
our determining in individual cases that an eligible individual did
not yet meet the requirements of the selection criteria.
9o The overall conclusion of the conference was that the most
satisfacstoxy phrasing for CIA. Regulation would be one counting all
military service in determining eligibility so as to avoid a possible
conflict. it was also agreed that it would be violatory of the
spirit of the law, if not of its letter,, to blanket out by adminia=
trative action all those who offered military service as part of
their three year eligibility period, although it is recognized that
there may be a higher percentage of rejects in this group simply
because of the difficulty of determining their suitability under
established criteria.
CQ Fy
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The point was made to Mr, Steele that CIA was not sure
Urhether or not its was subject to Veterans i preference iegislationt
ni ? Steele conditioned, his conclusions upon the assumption
that sac were,, or that (as we had stated) we wished to comply with -
the policy of the legislation whether subject to it or rActa
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This report has not yet been submitted.
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