Recommendations on Evaluation Reports

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000500190006-5
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 3
• Document Creation Date: December 9, 2016
• Document Release Date: August 16, 2000
• Sequence Number: 6
• Publication Date: January 8, 1954
• Content Type: MF

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ant~sx 1954
TIC",R13I)'~~1 FOR: Chairman,; CIA Career service board
1,7 UM T.,",CT ; Recommendations on Eva u.ation Reports
10,F+ IREICE a Memo fr Career Service Board to
1es ars
25X1A9a is dated 9 December , su a 0- W
.,, The Task: Force established by reference has met and con-
oiderod the problems involved in the use of evaluation reps
including both the new Career Selection Report (CSR) proposed y
the Professional Selection Panel in its recommendations on selec-
t _on procedures as well as the Personnel .valuation Report (z R)
n(,,r in use in the Agency,
2,; The Task Force recommends that this new form, the Career
S,.le:;ti0n 'eport,, copy of which is attached as Tab A, be used during
first three years of a person's employment by CIA s The Per-
;_?o 1e1 T',v ].cation Report would not be used during this period but
would be put into use only after an individual has become a member
of the CIA Career Service. Since the personnel Evaluation Report
is designed primly to assist in supervisor-employee work rela.'
.enships and in career development and planning, it appears
appropriate to apply it only to employees who have successfully
passed through the 3-year provisional period and have become mew
bars of the career service
The Career Selection Report, on the other hand, is designed
to assist the Career Service Boards, Office Heads? and the CIA
Sara: ection Board in their task of selecting employees for membership
in the Career Service and of eliminating those fou?wd to be unsuitable.
4. The Career Selection Report is to be used in the following
manners At the end of the first nine months of an individual's es=p.
ploysent his immediate supervisor makes out the report in one copy
elo, yu He does not show it to or discuss it with the employee,
although in the normal course of proper supervision it its expected
that nnach of what is reflected in the report will. have been conveyed
to the employee in his day to day contacts with his supervisor,
The report is sent cUrectly by the supervisor, after authentication
by his supervisor next in line, to the office career Service Board
having jurisdiction over the employee Q It is used by that Board in
,m king its initial reeomrmedn.ation to the Office Head as to whether
ry 1?r
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N%oi
the employee should be retained or terminated prior to hs end of his
one year trial service period. The report is forwarder by the Office
Head, together with his recommendation, to the Executi Director of
the CIA Selection Board and is -thenceforth retained in the files of
the Selection Boards
5. Similar reports are to be made in the same ma_? ner at the end
of the 21st and 33d month of an ind .viduales employmen?'4.m These will
be forwarded directly to the Executive Director of the CIA. Selection
Board. All three reports on a given employee will be made available
by the Selection Board to (a) The Office Career Service Board and
the Office Head when they consider the employee for membership in the
CIA Career Service, (b) The Panel of Examiners which reviews the
recommendations of the Office Head, and (c) The CIA Selection Board
and the DDCI as necessary. All the reports will then be retained as
part of the files of the CIA Selection Boards which shall. control
access to them on the strictest need to know basis,
6. There is also attached., as Tab B, the basic per "Selection
of Permanent Career Staff" edited to reflect the changes directed by
the CIA Career Service Board at its 15th meeting on 19 November 1953,
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