FINAL REPORT OF THE CAREER SERVICE COMMITTEE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400020013-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 30
• Document Creation Date: December 9, 2016
• Document Release Date: August 21, 2000
• Sequence Number: 13
• Publication Date: June 11, 1952
• Content Type: REPORT

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Final Report of Career Service Committee
1
Tab A
SuInrn.ary of the CIA CAREER SERVICE PROGRAM
3
Tab B
Organization, R? lationehips ,4.21(1 Functions
of the CAREER SERVICE 13OAT61)S
6
Tab C
The EERSONT EL EV,LTUAT ION REPORT
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Tab D
The 1,7ECUTIVE INVENTORY
11
Tab E
The Selection and Training, of TRAINEES
for PROFESSIONAL POSITIONS
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Tab F
Tab vl
ROTATION
CAREER BE IEFIrr~ 1S
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22
Tab H
The HONOR AWARDS PROGRAM
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Schedule A
Membership on the CIA CAREER SERVICE BOARD
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Schedule B
ROTATION LOAN SLOTS
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11 June .1952
TO Director of Central Intelligence
FROM Chairman, Career Service Committee
SUBJECT: Final Report of the Career Service Committee
PROBLEMo To. devise a Career Service Program that identifies.,
develops, effectively uses and re%wards individuals who
have the skills required by CIA; motivates them towards
rendering maximum service to the Agency; and eliminates
from the corvico, in an equitable manner, those who in
spite, of the Program fail. to perform as effective members
of the organizationo
ASSUMPTIONS It is as umed that
a0 Required skills can be identified through appropriate
evaluation and selection devices*
Potential skills can be developed and maintained, through
appropriate supervision,, training and duty rotation.,
co The skills of CIA i~ersoneel can be utilized most effectively
through planned assignment of individuals to positions of
progressively greater responsibility as their skills are
developed to meet CIA requirements for those positionso
do The experience of pore anal growth together with a personal
identification with the objcctives and operations of the
Agency will stimulate maximum service among CIA personnel,
eo Aspirations of CIA personnel to a career with the Agency
will depend on the extent to which their contributions
are recognized by the Agency and on maintenance by the
Agency of the best possible climate for work,
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DISCUSSION, Tabs A through H present a Career Service Program
which has been tailored to the needs of CIA by experienced
members of the Agency, This Program is based upon tech.-
niques which have proven to be effective in private ind%istry
and other Government establishmentsg
4v RECOMENDATION, It is recommended that you approve this report
and authorize the Deputy Director (Administration) to
implement the CIA Career Service Program,
airman,,
Career Service Committee
25X1A
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o or Central Intelligence
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SUMMARY OF Tx1F CIA CARr R SRRVICV FROCRAM.
1. The CIA Career. Service Program is controlled by n CIA Career
Service Board which consists of the Deputy Director (Administ:rst:l.on),
the Deputy Director. (Plans), the Deputy Director (Intplll,g;i.nce), the
Assistant Dlr,,ector (Ile rsonnol), the Director of Training .and, on a
rotating basis, two irsi.stf+.nt Dire-ctors. They two rot atin; membbe::rs of
the Board will each serve. for six months, there boin,> at all t imp e . one
from. the overt office group and one from the covet offic ;rou o. Their
tours of duty Pre stagger. eed so that there is continuity. The %,IA Career
Service Board m-ts once a month. If any member :i s un lal - to be. present
he may be represe:antead by he Deputy. Four merribors constitute a quorum.
The Ch-i:irman of the Board will. be one, o ' the Deputy Directors, each of
whom will serve successively for a term of fors.:r months. The C rreer
Development Staff of the Personne-e7. Office serves as Secrc ta.riet of the
Board and the Chief, Career Der l.opmen.t Staff, acts as the Boll_iF-ence `drool at the first session commencing
after their ROD. `xcepti on to procedure may be iri,althful posts, giving regard to
the nrob-eble deterioration of hte:alth. This dctermina-.
tion to be made without r ef:eronco to salary dif'ferenti'al
or possible accelerated retire?mcnt credit.
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CON HI D NTIAL1
Security Iiform"tion
d. Better group health insurance, (At present being actively
worked on.)
Penefits that will r qu.i.re additional l(',gAsl,.1.tion,
a. Additional b enefits for personnel di.sabl~ d wlriile; in the
employment of CIA,
'ay, within,,grade raises, and grade. pr, omoti.onc for p:=r.>onnei
who ere det pined involuntarily by foreign Frovt rnments, known
as "Missing Persons Actit for vouchcer. e?d funds emoloyoes,
c. Application of the principles of the United Status F'anoloyeesy
Compensation nct to dependents of employe; on ga.gi:d in
hazardous duties who ore themselves expo.gced to ha.z,ard.
d. Death gratuity of six months f base p.-,,)y to dependents of
CTS` employees whose death occurs in line of duty while'
serving overseas .
~. A more liberal retircement syst{m,
f. An appropriate and edF quate leave- system for all oversc as
employees.
It is recommended that the CIA C ircer Service:. Board give its care--
t:inuous attention to benefits a, through f. above,
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CONFIDENTIAL
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THE HONOR AWARDS PROGRAM
to An honor award for intelligence service should be distingi.iished
from an incentive award for meritorious suggestion or for outstanding
efficiency and economy in administration as well as from longevity
recognition for long and faithful service. An incentive awards program
is well estgbli..shed in CIAp and a system for recognition of longevity is
now being consideredo Awards for intelligence service do not exist. It
is therefore recommended that.-
a. CIA establish a medal for presentation by -the IJi_rector of Central
Intelligence to any individual associated with CIA, or to any
other person, who makes a notable contribution to United State
intelligence activities,
ba The design of the medal incorporate those features of the Agency
seal adaptable for use in the modal and that the medal be
suspended from a distinctive ribbon employing the colors of the
Agency seal.
co Units which have contributed outstanding; performance be
recognized by a personal award to each member of the unit
rather than a group award,
d There be established an Honor Awards Board, under the juris-
diction of the CIA Career Service Board, which will be
responsible for reviewing, recommendations concerning any
honor awards in CIA, and for forvarding these recommendations
to the DCI for his approval.
eo The CIA Career Service Board give further attention to the
problem of creating an Honor Awards Program0
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