MINUTES OF THE 15TH CAREER SERVICE COMMITTEE MEETING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400090002-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 13
• Document Creation Date: December 9, 2016
• Document Release Date: June 18, 2001
• Sequence Number: 2
• Publication Date: January 28, 1952
• Content Type: MIN

25X1A9a
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t3 ROY INFORMATION
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SECURITY OffORMATION
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1. ConsiderA of?itrnat* of 314th Me4.ng on 1i
1481:41aa .1952
25X1 A9a 2. Consideration of Report of re amagelsation of
two Working Groups. (attached) -Hai Fy) c.1i.494.0 Pfletuebun
3. Consideration of draft of *Progress Report of Career ervice Committee".
(attached)
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MEIKRANDIN FOR: Director,
Matra:a, C
Co
See
Vanums7 1.952
Tab -)
4 plan for a
1112,4
emme assigned a
Cr
twist and the 76
*ants (see Tabs Cs D
Working Group is being
the next phase of the
assigement in Fe
to complete ia
legiaation
and BoUtion
reports in Fe
be
ccmplete
up an Carer it)onefitE is expected
ignment wh1c:=1 does not require
on Trainees xt.onsion Traiaing
to and make their final
2* MilLatimaga.ija
Tab D
The Committee firmly believes that the
liheent of a Career .Service in the Central Intell
announced by the Director. It oleo must receive who
szpror ofall executive and supervisory personnel. The C
tenant of policy (see Tab 8) which would be
sat distributed to all Agency personnel. This policy offers a
velopment Program within the framework of a Career arvine
tn CIft, It is designed to banish from the individual's mind the fez
CO Program is a scheme for creating an "elite corps
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INFORMATION
Ii a statement would mark the beginning
Tb C)
the oeAt rogra. of the
cooditl
d*e3r hitto the be of his
a.
A
gram for
thepotentio of
4.
to be
D)
nt
ado
persons for advanc
the cornerstone A 4 Career ..ervice can
Personnel Evalual Report le Also deolaned to
niquee of seleetion to be applied for special purpo
5- aintgrate.at (ass Tab 4
Three 'Wes of benefits, not now avai
the iXil under existing authority. Others would require
it onised as a practical matter that eh le there are
Career Benefits provided by the Agency are important factors that
of employment
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e: Tab
Von required in CIA on a oneed?
cialiaation thA is required. in
discharge their misrionso de-
4XliCe PV0griSM is essential..
detereine policy 04
$ or the loeerboards, and
t tc n individual on4
4 the more restricted
knoe b
the several
centrg.tzatto in
The CIA Career
beha/f of the
recommend to the WI
liken the interests
interests of t)* Ottto
view t
with -
clear
a
A
AR ;
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flh
Cireer
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ntral Intelligence
(Personnel)
Career Service Cciittee
the Establishment of a Career Corps
lligence Agency, dated 7 August 1951
stant Directors, Comments on Career
h suuitting to you
a plan for a 0 consideration the propoo:d of
7 August 1.951 h the comments and recommendations
of the several Assistant Dic1t. with respect to the proposal. Sislioliking
Groups MST, organized cssi a series of problems. A oensultant,
esperienced in ogre has been engaged on a part-time
basis. A small or * Career Ds.opaent taff sitiv'm the Office of
Personnel has
2. Ta
The Comdttec firrnlr believes that th polty underlying the estabm*
ltshnent of a Career Service in the Central In e Agency roust be
announced by the Director. It also must receive hehearted and active
support of all executive and supervi cry personnel thghout the CIA struc-
ture, The Committee has drafted a proposed statement of icy- (see Tab B)
ich mould be signed 'by the DCI and distributed to all emp1e of CIA.
This policy offers a Personnel Program and a Develoent Progr within the
ems work of a Career Service in CIA. It is designed t banish film employee's
minds the fear that the Career Service Program is a 'Mame for creating
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"of a favored few. The issuance of such a statement woad
c of the Career Service Program. It is not believed ad-
Late a pilot operation of the Career SSInTiOS Program in imy
of CIA. Rather, it is believed that the Program should be
, undertaken throughout CIA but on a gradual, step.by-step basis.
Eigibilti or participation in the Development Program of the
mice Progr;tilt Jo based on two f
The Career Service Bo
conditions;
to to the best of his
t with CIA,
and have this certified
will determine the development pro-
gram for each career
e amp.* basi it on the needs of the Agency and on
\
\
the potentiality of employee. \
4. ,,,:::....z,?,., ? t,I.uatton (see Tab DY,,
,,..
if \
Syatema. ?,,,,evaluation of employees s a valuable means of insuring
good supervisor-iumployee .mork relations, better,,merployee performance, lower
employee turnover. It is also the first orderly p in selecting certain
persons for advancement or development. It is the coerstone on which a
Career Service can be built. The attached Perso Report is
also designed to permit more advanced techniques of eels?
for special purposes.
5
Tab 11)
o be applied
rime typos of benefits, not new enable, can be instituted
the DCI under existing authority. Others would require legislative action.
It is recog le there are many intangible
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of emplo
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e Ae
the quid
career
A. The Coitteo is exploring all possible means of
creating a Caieer Servic
establish the SedTice in the sense that the ?oreign Service, the PUblic
within CIA short of le
action that would
Health Service, et4 have been -established
legislation extendingability of
is desirable, rather gislatio
6. Rotation Pelior
tation progr
an
Office, To the
dividuals should be
The Committee believes that
ate a Career Service
ts overlap and intertwine even within,
t possibleidecisions on rotation of in-
Ate the 27ffic7 Career Service Boards
A
\case
Tab G)
compartmental_ ation required in CIA on 4 "need-
high degree of
Inaction that
n order that they charge their mis
orrice Program is essential.
The CIA Career Service Board at the pc' level, 11 determine policy on
in the operation of the C
red in
behalf of the DCI, continuously-review the actions
recommend to the DCT specific action-with respect
the interests of CIA as &whole clearly transcend the
of the Office concerned
8. Implementation of Career Service
It is believed that the,areer Service
and put into effect on the first of March.
lower boards and
ivides1 only when
restricted interests
see Tab
st can be
TRU= DAVISON
Chairman, Career Service Committee
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LOTEE EVALUATION
e Committee has not conducted any original researchin the
con al field of employee rating or evaluation systems. It has
however, in reaching its conclusions by the voluminous re-
s been conducted since the War by the Armed Forces, the
sten, other goveenment Agencies (especially the
and industry, including management consultants.
2. Conclusi which have led to the development of the proposed
Personnel Evaluation eport are:
a. The pr
to the Age=
aptitudes
of these factor
development progr
of an evaluation system is to insure
o the emplane the best use of his
sk 16-nd Interests. Evaluation
tep in planning a career
divideel
b. An employee
proper tr
and discus
Since valid
if the
of him,
supervise
C.
d.
e.
evaluat stem. o be effectivee requires
making the evaluation
helcyee and the supervisor.
ions of pe ance can only be made
thoroughly derstood what is expected
tenser? aneenderstanding between the-
ployee conce ng the job to be done.
N.4?.
a "forced choice" eye ?not practical withe
ive research program withineFA extending over
at least t lye months.
Adopti
out
a
* type ratings, that lead to co
on the basis of single adjective o
a are largely subjective and difficult
often lead to hard feelings and costly appeal
and usually serve no ccnstructive purpose.
A single basic system is necessary in order to pro
common denominator for the evaluation of all employees.
must be simple and easy to execute and to handle admiei
tratively.
3._ An evaluation system must encompass both past performancE
future potential. It can be only as good as the understanding and coop-
eration, of both employee and supervisor, which enter into its execution.
Therefore, an Evaluation Manual containing instructions and procedures eil
be prepared and indoctrination of a) employees will be required when the
system goes into effect.- Both employees and supervisors must realize that
an individual who is a "supervisor" looking damn the ladder, is also an
employee" looking up.
efeeue
I.(See photostat of proposed
following
pprZratffer-Release,100.1
cannel Evaluation Report immediately
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by A
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SECURI
INPLENENTATtON MEER .FERVICE PROGRAM
Synchronized Action that could be Taken
as of 1 Vireh 1952
on the Career
licy Tab B)
hiet CA Career aine7ioe
Notification to all Pereonn
by CIA Notice
Notiticatiort
by CIA Regulation
I'L",`,t.7114S
d. Notification to all Personnel
by CIA 4otice adaTIA acgu1tion
e. t,tiri
y CIA Notice andCUR
C''
tribotion
ne and
o T covert
d Confidential
,?
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