ADVANCED MANAGEMENT PROGRAM (EXTRACTS FROM THE HARVARD ANNOUNCEMENT)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000700050004-0
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 5
• Document Creation Date: December 9, 2016
• Document Release Date: July 13, 2000
• Sequence Number: 4
• Content Type: SUMMARY

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ADVANCED MANAGEMENT PROGRAM
(Extracts from the Harvard Announcement)
Objectives, and Scope
A primary objective of the program is to make the man who participates in it
a better man in his job, whether in supervision of production, sales management,
direction of personnel relations, or any other staff or line function. Another,
and perhaps even more significant objective, is the development of men fOr advance-
ment into positions of wider responsibility.
As a framework for study and discussion a program of six subjects is presented
in the Advanced Management Program. The program places great emphasis upon the re-
sponsibilities of business management not only in the economic field but also in
the political and social areas. The formal study program is divided about equally
among the following subjects: (1) Business Policy; (2) Administrative Practices;
(3) Business and the American Society; (4) Cost and Financial Administration; ,
(5) Marketing Administration; (6) Problems in Labor Relations?
Selection of Men to Attend the Course
Experience with the course has demonstrated that many businessmen, despite the
routines in which they have been immersed, exhibit a marked degree of intellectual
curiosity and flexibility. These: rather than specific background or formal train-
ing, are the indispensable attributes which men must have if they are to benefit.
substantially from the Advanced Management Program.
Men who are directly responsible for the performance of a group of subordinates
benefit equally with men who have special assignments of an individual nature?
From the point of view of company officers contemplating sending men to attend
the course, it should be emphasized that only those men should be selected who seem
to their company associates and superiors to possess the inherent ability to climb
in the company's organization, without any definite ceilings on their upward growth.
An applicant must have demonstrated in his business career qualities of ability,
leadership: and adaptability. Candidates for admission, after they have been
nominated bet. the top management of their companies, are further screened by an
Admissions qommittee. Since there are no educational prerequisites for this course,
the Committee is more concerned with what a man has accomplished since he stopped
going to school than with how far he went or how well he did in his forma training?
A Zel.c..22. Class
A typical class numbers 160 men. In all, approxhmately 140 companies (in-
cluding several foreign firm) are repreSented as well as various branches of the
U.S. Armed Services. The average age of a typical member of the class is 44 years
and the age range of the group is from 36 to 55 years. The average length of
business experience of a student is from 15 to 20 years?
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EgicsamL,. APPROVAL
SUBJECT: Revised Attachment A, Regulation
1. The attached revision of Attachment A4 Regulation No.
was developed by representatives of the Deputy Director (Plans). the
Deputy Director (Intelligence), and the Deputy Director (Support) in
accordance with discussion at the 8th meeting of the Council on
31 March 1955.
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2. In addition to the changes proposed. the Regulations Control
Staff will be requested to make necessary changes in organizational
titles in the remainder of the text, i.e.. from Assistant Director
for Personnel to Director of Personnel. etc.
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PROPOSED CHANGES IN REGULATION NO.
CURRENT TEXT
giNAIrotidLASS.a
The Head of each Career Service will establish a
Career Board and such subordinate Panels as he may
consider necessary to advise him on personnel man-
agement matters and, as he directs, to monitor the
application and functioning of the personnel pro-
gram as it affects the members of that Career Ser.
vice.
Psrazraph lid
The Assistant Director for Personnel will assign
a basic Service Designation to each Staff Employee
and Staff Agent in the Agency which will identify
him with an appropriate Career Service. In so do.
ing, the Assistant Director for Personnel will give
full consideration to the Head of the Career Ser-
vice involved, the individualls desires, and to his
qualifications for assignment to a particular Career
Service. An individual may later hold other or
additional appropriate Service Designations.
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REVISED TEXT
The Head of each Career Service will establish a
Career Board and such subordinate Boards or Panels
as hew consider necessary to advise him on per-
sonnel management matters and, as he directs, to
monitor the application and functioning of the per-
sonnel program as it affects the members of that
Career Service. Board or Panel designations will be
recorded following the Service Designation to identify
staff employees and staff agents with such subordinate
Boards or Panels within Career Services as appropriate.
The Director of Personnel will insure that Service
Designations and Board or Panel Designations, as
appropriate, are recorded in the official records of
each staff employee and staff agent in order to
identify such individuals with an appropriate Career
Service, In so doing, the Director of Personnel will
give full consideration to the Head of the Career
Service involved and to the individual's desires and
qualifications for assignment to a particular Career
Service. An individual may later hold other appro.
priate Service, Board, or Panel Designations.
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wJV91..
Approved For Release 2000/08/30 : CIA-RDP80-01826R000700050004-0 Attachment A
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CAREER SERVICES AND SERVICE DESIGNATIONS
gArgatt-22M122
CLANDESTINE SERVICES
Foreign Intelligence
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Technical Services
Clerical
FOIAb3b1
INTELLIGENCE PRODUCTION
Research and Reports
Current Intelligence
Scientific Intelligence
National Estimates
COLLECTION AND DISSEMINATION
SUPPORT
Administration
Medical
Canmunicatices
Budget and Finance
Logistics
Personnel
Security
Training
11$204_,
Deputy Director (Plans)
Deputy Director (Intelligence)
Assistant Director for Operations
Assistant Director for Collection
and Dissemination
Deputy Director (Support)
Chief, Medical Staff
Director of Communications
Comptroller
Director of Logistics
Director of Personnel
Director of Securtty
Director Of Training
PERSONNEL
DesiEtriatiAtts
Service,
P or M
0
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A