MINUTES OF THE CIA CAREER SERVICE BOARD

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000500080003-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 10
• Document Creation Date: December 9, 2016
• Document Release Date: August 14, 2000
• Sequence Number: 3
• Publication Date: May 21, 1953
• Content Type: MIN

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Security s - Information
OF THE
CIA CAREER SERVICE BOARD
7th Meeting, Thursday, 21 May 1953, at 4:OO P,K,
DCItes Conference Room, Administration Building
Present: Lyman B. Kirkpatrick, IQ, chairman
Robert Amory, Jr., DD/I
Matthew Baird, D/TR
Pp
/NE, Alternate for AD/NE
Operations, Alternate for the DD/P
AD/Cox ao
W, H, H. Morris, Jr., AD/P
Walter Reid Wolf DD/A
CAO/DD,/P, Guest
!N111 111.01, A/DD/A, Quest
Executive Secretary
Reporter
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1o The minutes of the 6th meeting of the CIA Career Service Board
held 23 April 1953, were approvedr
2, Meg, Kirkpatrick, on assuming the Chairmanahi of the Board,
announced that he had requested General Morris, and 25X1A9a
Colonel Baird to meet with him three Mondays a month and, together with
any other member of the Board who so wished, to serve as a 'task force or
steering group to go over matters that come before the Board and to insure
that they are ready for policy discussion and the determination that will
be made by the Board at its monthly meeting. He recommended that the Board
set as its goal, the preparation by the first of September of a statement,
"What the CIA Career Service Means to You" that would be available to each
and every career employee of CIA, He referred to the desirability of pro-
ceeding with the Executive inventory and of providing, with less paper work
if possible, guidance to the several Office Career Service Boards to insure
more uniformity in carrying out career service principles,, He summarized
the three responsibilities for developing the Career Service Program, ise4,
as that of the Board which is responsible for advising the
Director and for providing guidance to the Personnel Office,
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b~ that of the Personnel Office which is responsible for the
administrative task of implementing the Career Service to its
fullest extent, and
c. that of the supervisor who in the last analysis is truly
responsible for personnel management.
To the eupervisor0s part In carrying out the program, the Chairman attached
the greatest importance.
3. The "Process of Selecting Now Career Employees", item 2 on the
agenda, together with the comments thereon made by all of the Office Career
Service Boards, was discussed at length, This matter was referred back to
the Professional Selection Panel with instructions to amplify the proposed
procedure and re-submit recommendations to the Board,'taking into consid-
eration comments of the Office Career Service Boards.
. The policy relating to training at non=CIA facilities, item 3 on
the agenda, was approved, It was agreed, especially, that the proposed
policy would apply to external training (add "external" in paragraph II 1);
that the Office Career Service Boards should be used to screen training
requests and to provide staff support in terms of career development planning
to the Office F1ead who makes the recommendations to the Director of Training
(substitute "recommended" for "determined" and add "and approved by the Office
Head concerned" in paragraph II 1 c; substitute "endorsement" for "affirmative
recommendation" and "recommendation" for "endorsement" in paragraph II 3 a);
that the policy should provide firm guidance but be sufficiently flexible
and not restrictive or rigid (substitute "normally" for "only" in paragraph
II 1); and that requests for training at Department of Defense schools would
be forwarded only when endorsed by the Office Career Service Board concerned
(eliminate paragraph II 3 b)-
5, The matter of the Facecutive Inventory, item 4 on the agenda, was
tabled and referred to the Steering Group meeting to be held Monday, 1 June.
6. Oral reports on the progress of the Insurance Task Force and of
the CIA Honor Awards Board were accepted (items 5 and 6 on the agenda),
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7. The Board heard the presentation by respecting proposed
Career Designations P and CL for personnel performing administrative support
functions and for clerical personnel, respectively, in the DD/P complex.
The proposal also envisaged the establishment of Career Boards in the DD/P
complex.to be responsible for the career planning for these groups of personnel.
Colonel White presented ;the problem of administrative support personnel from
the point of view of the DDJA, It was agreed by the Board that Messrs,, 25X1A9a
and White would attempt to solve the problem and that in the meantime
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no Career Deai nations would be established in this area, j ubsequently,,
Messrs, and White agreed that administrative support personnel in
the DD/ "P area would receive either the "A" Career Designation and be referred
to the DD/As Career Service Board or a Career Designation referring them
to one of the other Boards in the DD/A area, i.,e,, "PE" to Personnel, "BF"
to Comptroller, etc--;,; that the R"SP" 'Career Designation would not be used;
and that a DD/P Administrative Career Service Board would not be established]
It was also agreed by the Board that the DD/P area would establish a Career
Designation for clerical personnel in grades 2,, 3, 4, 5 and 6 and would
organize a sub-board responsible to the DD/P Career Service Board to supervise
the career planning for vht.s group of persona,
8, The meeting was adjourned at 1720 to reconvene at the call of
the Chairman,,
Executive Secretary
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NOMINATION OF NF'J ROTATING M WER
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Mr, Sherman Kent's membership on the CIA Career
Service Board ended on 30 June 19530 (Agency Notice
dated 16 January 1953)
It is necessary for the Board to nominate for the
Director's approval a successor to serve for the period
1 July 1953 through 31 December 1953.
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Secur!t5 Wosnition
Staff Stud "CRz ear DoveloLnent Slots"
This Staff Study proposes a solution to current inadequacies
of the Rotation Loan Slot arrangement including the problem of the
use of JOT slots for development actiona outside the scope of the
JOT program,
The Staff Study prepared in consultation with the Office
of Training and the Personnel Office,
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Security `'o~rmation
26 June 1953
TO Chairman: CIA Career Service Board
FROM s Executive Secrretary, CIA Career Service Board
SUBJECT: Staff Study "Career Development Slots"
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to PROBLEM. To devise effective procedures to facilitate the accomp-
lishment of planned activities sriich require an indivi.dualne
absence from his assigned work for extended periods for career
development purposes,
2 o FACTS BEARING ON TILE PROBLEM.
a. CIA established fifty Rotation Loam Slotas which
were "apses" with respect to grades to be administered by the
CIA Carew Service Board. Forty of these slots were allocated
among the various offices and ten were held in reserve by the
CIA Career Service Board. (See Attcinent A*)
b, only eleven of the allocated Rotation Loan Slots are being
used currently. (See Attachment 8.)
co most of the Career Service Boards in the DD/P area have aban-
doned the use of Rotation Loan Slots*
do Currently eleven individuals from Offices other than the Office
of Training are assigned to Junior officer Trainee Slots of the
Office of Training to facilitate training development actions
which do not properly fall within the scope of the Junior Offi-
cer Training Program.
3o DISCUSSION,
a, The "rotation" concept and the use of Rotation Loan Slots have
been generally misunderstood. Various Offices have attempted
to use such slots for the initial appointment of new personnel..,
for routine overseas assignments, and to increase T/O authori-
zations and personnel ceilings,
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A~areness of the desirability of using Rotatiara Loa~~ S? ota
has varied throughout the Agency. Three DD/I Off ico ?a have
expressed need for Rotation loan Slots. in addition to tthoir
initial allotments? xahilo most of the other Of ices he"Vo not
used their allotted slots,
co The apportiom ent of Rotation Loan Slots to the va.rious Officco
on a permanent besie has dispersed administrative re spons;.bil ty
tong components with divergent .concepts of n:cotati.at}+- and has
prevented effcctivo Agency control of the use of the slots,
da To cccosamodate other Offices, of the Agency t io. have d rnonatra':.ad
logitixrato need for long range training slots, the office of
Tz-odm;i ng has made eleven Junior Officer T.raf ne Slots ava ila.bie,$
inasmuch as there were vacencion in JOT Slots Thcrcc sed
activity of the college consultant program 9l. slhoAY07y rec,u..Ire
that all JOT Slots- be be filled *.d th . Jtnaior Officer Trai naes,
a* Rotation Loan S1.ots, as Curren 1y provi_dod, have rot effectively
scrvcd the needs of the Agency during the fix o t year of operator
of the seer Service Program, ' "
bV Eff'ecttqe procedures to meet the problem should:
(1) Provide definit?r points of responsibllitya under the
super vision of the CIA Career Service Board, for the
roviez of the merits of in&Lvidual developznenv plans
requ1r33i`ig Career Devv1opmoar'i Slots-
(2) Provide for the allocation of individual Career Develop-,
went. Slots on the bacis of justified need rather than
according to an arbitrary aystan of apporiior n t e
.5 RRLCOi":T'u' DAT!0VZ
a. That all. Rotation Loan Slots previously allotted by the CIA
Career Service Hoard be withd rawu from the rrari ouo Officer. of
the Agency; and, that the original fifty Rotation Loan Slot;
be r de ignited as Career. Bevelopnent Slots, and retained under
the jurisdiction of the CIA Career Service hoard for allotment
ptrrpoVos
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b, That Career Dovelopnent Slots shall be "open" to any grade,
They shall be in excess of the Tb0 and the personnel coiling
of the s} oring component excerpt when they are occupied by
individuals in grades aSM16 and above. In no case will
individuals grade 08-16 and above be assigned to Career Develop-
meat Slots when such action would lead to an increase in the
sup grade ceiling. .
c, That Career Development Slots be allotted on an individual
basis to the various Offices of the Agency by the CIA Career
Service Board for training and other careor development pur-
poses. Such slots shall be allotted to facilitate development
actions which are properly justified and which require an in-
dividual's absence from his aasigned work for-longer than six
months,
d, That the allotment of a Career Development Slot to an Office
will terminate upon completion of the training or other career
development action for which the slot was allotted; and, that
the Office concerned will be required to plan for the individu-
al's reassignment within its normal personnel ceiling.
e. That the Director of Training review the present use of those
Junior Officer Trainee Slots being encumbered by other Officers
for development purposes and, as appropriate, reccund to the
CIA Career Service Board the allotment of Career Development
Slots to acc sodate the individuals concerned; and, that the
Assistant Director (Personnel) review the present use of Rotation
Loan Slots, and, as appropriate, recommend to the CIA Career
Service Board the allotment of Career Development Slots to
acc odate the individuals concerrned,
fA That whenever Career Development Slots are required for the
purpose of providing training under the provisions of Public
Law 110, and in accordance with applicable CI Regi tions,
the allotment of slots by the CIA Career Servi Board will
be made on the basis of recommendations by the Director of
Training in each case, In such instances,, Office Heads and
Staff Chiefs shall process Training ft quests to the Director
of Training indicating that the training roq es the allot-
merit of a Career Development Slot, The Director of Training
shah. act upon each Training Request and recommend to the
CIA Career Service Board the allotment of a Career Dav lopment
Slot in those instances whore the Training Request meets all
conditions prerequisite to official approvral,
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go That whenever Career Development Slots are required for the
purpose of providing career development action other than
training as provided for under Public Law 3200 the allotment
of slots by the CIA Career Service Board will be made on the
basis of a^ecommendations by the A4stataht Director (pergonnel)
in each case0 In such instances,, office Heads and Staff Chiefs
shall process such requests to the Assistant Director (Personnel)
in accordance with applicable CIA Regulations,, indicating the
plan of a career development action tech requires the allotment
of a Career Development Slot. The Assistant Director (Personnel)
shall review such career development plans and r?econun id to the
CIA Career Service Board the allotment of a Career Development
Slot in those instant where the request meets all conditions
preroquisite to official approval, o
h, That assignnent of an individual. to a Career Development Slot
shall be processed by a Personnel Action Req st (Form 52)
which indicates approval by the CIA Career Service Boar, The
Assistant Director (Personnel) shall maintain the records of
the utiilsation of Career Development Slots.
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Attachments
A and )3
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