SUMMARY REPORT OF THE ACTIVITIES OF THE CAREER SERVICES 1 OCTOBER 1955 TO 31 MARCH 1956

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000700190005-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 30
• Document Creation Date: December 9, 2016
• Document Release Date: August 14, 2000
• Sequence Number: 5
• Publication Date: March 31, 1956
• Content Type: REPORT

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Nimel 'wod
SMEARY RiPORT
of the
Agrmnss OF THE CAREER SERVICES
I October 1955 to 31 March 1956
DOCUMENT NO.
PJOcummE CLASS. 0
0 VECUSSIFEED
CLASS. CHANGED TO: TS
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KRE:
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..'.,JMMARY REPORT OF TUE
ACTIVITIES OF TUE CAREER SERVICES
1 October 1955 V 31 Narch
S.ECTIOW I
_ , _ , . . ? ? .
CONTENTS
========
-- CLANDESTINE SERVICES SERVICE
Page
A.
_CAREER
JR5VI,ZATION . . .---: ........... . .
. . ?
.
.
.
1
B.
ACTIVITIES
Clanaestine Services Career Service Joard. . .
. . .
?
.
?
1
Mandestine Services Career Service Panel. .
. .
.
.
.
1
VI Career Service Panel
2
PP Career Service Panel
2
TSS Career Service Panel . ? ? 0 ? ? ? ......
- 0
a
?
?
3
Clerical Career Service Panel. . ? t 0 0 .........
4
scTioN 11 - THE INTELLIGENCE PRODUCTION CAREER SERVICE
---- -
A. 5iiciiiiiiiklidi?
5
& ACTIVITIES
Intelligence Production Career Service Board ,
5
ONE Career Service Board ........ . . . . . . ? .
.
6
OCI Career Service Board
ORR Career Service Board . .... ? ....... ? 0
?
6'
7
()SI Career Service Board
OBI Career Service Board
10
SECTION III 1TE OPERATIONS CAREER g.EyNk
A. ORGANIZATION
B. ACTIVITIES
OTION IV TBE OFFICE OF CENTRAL REVERENCE CAREER SERVICE
A. ORGANMATION ...............
15
B, ACTIVITIES ..............
?
15
SCTION V -- '.,11E SUPPORT_CAyER_SERVI,CE
A. adliiiiaTi&' .... . ........ ? ? ? 0 ? . . . . .
.
17
B. ACTIVITIES
Pldministration Career Board
18
Office of the Comptroller Cureer Service Board .
Office of Communications Career Service Board. . . . . a
.
19
ogistics Career Board . . . . . . . . . . . . . ? ? a ?
.
20
. 0
:Medical Staff Career Service Board. a 0 0 . a 6 ? ?
.
21
7ersonne1 Career Board
22
Office of Security Career Service Board. . . .a
24
. . . . . .
Office of Training Career Service Board..
.
24
APPENDIX: Roster of Career Service Boards and Panels) 1 July 1956.
.
27
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rZANDSSTDE SERV:MT:3S CAREER SERVICE
A DagazAim
There were no sigedlicant changes in the policies or methods of operation
for the Clandestine Services Career Service Board and Panels during the
reporting period. .
AgUagglA
1. Dlar4014._.SIMictIAWAS-2111aSM-149aCa
a. Meetings: 4th quarter 3. 1st quarter - 3
b. Actions
The Board meetings were prlmarily devoted to the consideration of
candidates for promotion from G3-14 to GS-15 and to supergrada
promotions on a competitive basis, and to consideration of proposals
for improving the administration of the Clandestine Servicee Career
Service Program.
Dinr3P74,t1m10m1sw gmq sprY_9.224-vasol
0, Meetings: 4th quarter - 3; 1st quarter - 8
b. Perscvell Actions
(I) Fourth quarter (1955)
In addition to the normal precessing of personnel actions,
)76 D designees wore transferred to the jurisdiction of the
VI end PP Career Panels. The designees were persons who had
completed three rears initial orientation within the Cleedeee.
Lino Services and were engaged in activities in the FI, PP,
OT Piol fields. The Panel also considered three requests for
permissieee to merry aliens and two requeets for Career
Develepeant slots.
(2) First quarter (1956)
In addition to acting on numerous personnel actions relating
to appointments, reassilmments and peamotione? action was
taken an the following: 40 persons with "D" designation were
approved for change to 1DP" or "DI"; 8 marriage-to-alien eases
considered, and 4 requeets for Development Positions were
acted upon.
1
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e. (J,1A. Career Staff
The Panel revtewed 81 applications for membership in the CIA Career
3eaff dung the report period,
d, Retation Pcaley
The Panel gave further consideration to developing a paper on a
rotation policy for the Zendestine Services Career Service. At
the request of the Chief et Operation DD/P and after consultation
between the Chairman of the panel and. the Director of Training,
eiforta were made to develoe a proeram for the rotation of Clandeee
tine aexviee personnel to serve as instructors in the Office of
Teeinine and reassignment of personnel from the Office of Training
ee
, re.:1-1:211,11At 9,0.1.4001
a- reetingsg 4th quarter - let quarter- 8
b. Individual Career Planning
(a) Individual Career plarning was initiated by the FX Career
llanagement Office. An indication of the increasing importance
of career planning is the recent requirement that career plans
be developed for some i)e designees prier to, or concurrent
wtth, promotions, reasaignmants, and other personnel actions
when such planning in of timely interest to the Agency and the
employee.
(2) During the first quarter of 1956. 86 individual career plans
were initiated by the PI Career Management Office, and 27 were
forwarded :by the workine greup to the F1 Career Panel for
approval.
e, CIA Career Staff
During the report period the Panel proeessed 328 Career Staff
appiteatione, which brings to a total of applications pro.
cesned and forwarded,
. Desitmes
The number of DI designees uas inazeaeed by 97 through conversions
teem D and by new excepted appointments. (4th quarter)
eg-QAFAMA20121.14,Dia,
a, reetingsg 4th quarter - 6; let quarter - 8
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b. Personnel Actions
Approximately 246 cases (reassignments, promotions, and appoint-
ments) were considered by the Panel.
c. CIA Career Staff
The Panel processed 99 applications for membership in the CIA
Career Staff during the report period.
d. Individual Career Planning
Progress was made in the development of individual career
plans for members of the PP Career Service. The groundwork
for the individual career planning program has been estab-
lished.
(2) During the first quarter of 1e56 individual career plans for
five members of the PP/PM Career Service were approved. Each
of these plans includes a commitment from the appropriate
component to implement the first reassignment called for in
the Dian. Drafts of fourteen career plans are in the process
of development.
5. TSS- Career Service Panel
?
?
a. Meetings: 4th quarter - 6; 1st quarter - 6
b. Personnel Actions
(1) The Panel considered and passed on 32 personnel actions
relating to promotions, reassignments, requests for external
training, etc. during the fourth quarter.
(2) During the first quarter (1956) the Panel acted upon 10
requests for external training (correspondence-.type courses
in technical schools) and two summer training courses (manage-
ment) at Cornell University.
c. CIA Career Staff
The Panel processed 67 applications for membership in the CIA
Career Staff during the report period.
d. Rotation and Reassignment
Advance planning was made to accomodate the rotation and reassign-
ment of 25 replacements for overseas positions.
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e. Career Planning
The Panel discussed problems relative to specific personnel
reauirements of TSS. The career development of specialized
individuals in TSS in such fields as physics, chemistry,
engineering, etc., was considered largely on the basis of
comparable career possibilities existing in private industry.
One of the major facts considered was career progression
within TSS in terms of salary progression of younger people
who enter private industry directly or resign to do so.
The Panel has been attempting to find some common ground
between the DD/P career planning program and the external
career possibilities awaiting many of the TSS scientific
personnel.
f. a:organization
The Panel discussed and reviewed proposals for reorganization
of the Clandestine Services Career Service and their applicability
to TSS.
. Clerical Career Service Panel
. _ _ _ _ _ _
a. Meetings: 4th quarter - 11 regular and 1 special; 1st quarter -
b. CIA Career Staff
The IVieel processed 141 applications for membership in the CIA
Career Staff during the report period.
c. Peaesignments
The Panel agreed during the fourth quarter upon a new procedure
for DS designees who are proposed for reassignment into professional-
type positions: professional test battery to determine aptitude,
review of qualifications by appropriate operating and personnel
officials, concurrence by Career Management Officer concerned and
follow-up procedure after one year to determine whether the
individual should assume a new service designation. During the
first quarter of 1956 two papers were drafted relating to promotion
and reassignment of clerical personnel. Further action is currently
being delayed pending the reorganization of the Clandestine Services
Career Service structure.
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SBCTION 12
TDB INTELLIGENCE paomorial CAREER SERVICE,
.9.RWW-AZNit
The Basic Intelligence Career Service was formatly created during the
report period within the Intelligence Production group The OBI Career
fiervice Board was established on 1 December 1955. In January 1956,
personnel action was effected changing the Service Designation of OBI
personnel from "IR" to aIB.?
MILYXgrAnatt2PeAMItillrYlgt) DIalt
IP Board: 4th quarter - 2; 1st quarter - 1
hzecutive Committee: 4th quarter - 4; let quarter - 2
Representatives fraa the 00 and OCR Services attended all but one
el: the Board and Executive Committee meetings during the fourth
qearter and all meetings first quarter of 1956.
naintaLlaw
a. netings3
b?
00
Teeining
DD/7 candidates -for the various Dense Colleges and the
2areard Advanced Management Program were selected.
During the fourth quarter the possibility of presenting
candidates for Cru le YeIlowships with the Council on
Foreign Rolatione Inc. was discussed and it was agreed
to search the Offices for a high calibre candidate. TwO
candidates were selected during the first quarter of 1956.
(3) Certain courses given by the Office of Training in the
"Intelligence Scheel were discussed and plans were made to
qfeet with the faculty to work out changes..
Other Activities
(.71)
Selected individuals for .a number of overseas positions,,
and planned future assignment at Headquarters for a number
of returnees.
Reviewed applications for membership in the CIA Career
!Jt,tff and a number of statements in answer to certain
Panel Findings.
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(3)
(10
)
Seleetions for certain key positious at Beadquarters were
made by the 3xeeutive Committee and sal:omitted to the DD/I
and I? Board for final decision.
Draft papers on "Revised Personnel Promotion and Assignment
Policies" and "Tables of Organizations" were studied and
recommendations submitted to the DD/I for presentation to
the Career Council.
Personnel Actions for grades 14 arA 35 were reviewed.
2 nftegfigegaeke-?2014122.221114
a. Hbotingsz 4th quarter -1 :1st quarter 2
b. PersonrAl Actions
(1)
Fourth quarter of 1955
The Beard approved tho promotion of one professional, the
applications of two specialists for employment in 0/NE, and -
the rotation to oins or one specialist from another component
fel the Agency. The Board discussed the work p-rformanct of
a. professional in OPE and variour internal shiftsof
professional personnel.
(2) First quarter of 1956
The Board diecussed the general velue?of research assistants
ORS and the appropTiate grade levels which should be used
fee this classification. Morel-pee agreement that junior
professionals did perform a valuable service for the Office,
Promotion of field personnel, rotation's and detail of.
oersonnel fram other Offices to OW were discussed0
a. iNestingst 4th quarter - 3; 1st quarter - 3
b. 2etation - Career Planninf
(I) Fourth qparter of 1955
Disceesion continued with YI/DDP on a program of rotation of
Reports Officers of the DD/P with area desk ?Mears of OCI.
A discussion was heleewith a member of the Office of Opera,
tions to explore the possibility of exchanges .of individnals.
OBI was contacted to determine if any vacancies existed
which might provide epportunitien for qualified individuals
to broaden their experience.
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(2) First quarter of 1956
A formal proposal was submitted to FI Career Service Panel
for the exchange, one rotation basis, of an individual from
CCI with one from FE. A discussion was held with a member
of RQM/(YIS, DDP which revealed current and anticipated
vacancies which might provide opportunities for qualified
CCI individuals to broaden their experience. Nominations
were submitted to RCE/)IS.
o. Statistical Summary of Board Operations
(Indludee businese transactions between meetings)
4th quarter
ORR
1st quarter
Fitness Reports Reviewed. . . . . . . . . .
.
.84.
.
.
.
.
.63
Area Familiarisation Requeste . . 0 9 0 0 0
0
. 4Q
0
0
9
0
0 5
CIA CareeleStaff Applications . . . . . . .
.
.17.
.
.
.
.
.10
Reciuests for External Training-. . . . . . ..
5 . .,0
.
.
.
.
. 3
Promotion Reauests (05-12 and above). . . .
.
A.2.
.
.
.
.
. 9
Rotation to, other DDI offloes accomplished.
.
0 0
0
0
0
0
0 2
9angx..5.4arylmLiimast
a. Moetinge: 4th quarter 5; 1st quarter - 3
b. :aldividual Career Planning
(1) Foerth quarter of 1955
Tho Board designated ael individual to consolidate the Board's
recommendations for policy pertatriSsig to ORE career guidance,
colanselingf, and policies for career programing, including the
preparation of career plans for embers of the professional
and clerical staff of ORR.
(2) First quarter of 1936
A draft policy concerning career guidance, career counseling
and the preparation of individual career plans was submitted
to the Board.
Training.
Ths Beard approved the nomination. of a candidate to the Air War
CeIlege and one candidate to the Industrial Calege of the Armed
Services. (Fourth quarter) The Board discussed the value of
Program C to needs of oart and approved the decision that Program C
provided no direct training benefits to ORI.
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d. NOD Orientation Program
Continued progress is being made in developing and formglizing a
workable ORR BCD Orientat5on Program.
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Pr9Pose41111111111
The Board discussed the revision of the table of organization to
reflect manpower staffing and development requirements and
recommended that no changes in the existing procedures be adopted.
(Fourth quarter)
E. Promotion and Reassignment Policies
The Board discussed proposed revisions of promotion and reassign-
nent policies. The members suggested that in ciaR there was not a
snfficiontLy acute problen to warrant any change from current
procedures. (Fourth quarter)
u. Statistical Sum-nary of Board Operations*
4th quarter
Promotion Actions Approved . . . 0 ? . . . . . .3
let quarter
Field Fitness Reports Nate& . . . ? . a:i 0 0 0
?2
.
.
.
.
.
.7
Non-CIA Training Requests Approved . . . .
Non-CIA Training Requests Disapproved. . . . ?
.1
Transfers to Professional Positions Approved .
.2
' CIA. Career Staff applications. . . . . . . . .
45
.
.
.
.
?
.35
Reassignments to Overseas Positions. . . . . 0
0
0
47
0
0
0
. 6
Field Reassignment Questionnaires Noted. . . ?
.
.
.
.
0
0
. 3
.. . Tkie Q.,:-.2.-9.argar?S-Q3ZZIM-42.V.4
at, Ubetingst 4th quarter - 6; let quarter . 7
b. Rotation and Career Planning
(1) Fourth quarter of 1955
'Major emphasis was nlaced on improving opportunities for
career rotation of ()SI personnel. OSI Notice 20-110-2
establishing a broader procedure for filling internal Office
*This statistical summary-was compiled from items of information included in
the qnarterly report, and does not necessarily reflect RD the activities of
the ORR Board.
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vacancies was issued. This issuance provides that notices
of vacancies, including necessary qualifications, will be
circulated to all personnel within OSI by the Secretary of
the Career Service Board. This will provide personnel with
the opportunity to apply for vacancies for which they think
they are qualified. Requests were approved for the transfer
of two individuals to OSI, one from ORR, and one from the
Office of the Coreptroller.
(2) First quarter of 1956
Uajor emphasis was placed on individual career planning and
procedures for implementing the plan were established. Action
has been delayed pending receipt of the DD/I policy on proce-
dures for initiating this program.
Co Promotions
Reviews were conducted of all GS-121s, GS-110s, GS-91s, and..GS-51s
in the zone of consideration for promotion. Rome of career sig-
nificance were noted, and in several instances specific questions
or recommendations were sUbmitted to supervieors concerned.
(Fourth quarter)
d. Training
(1) Candidates were reviewed for possible assignment as the Agency
Liaison Officer to
and four nominees were submitte
(2) Candidates were reviewed for the Harvard Business School and
the Service Colleges and nominees were sUbmitted to the IP/CSB.
C, Statistical Slammary of Board Operations*
External Training Ccmpleted . ? c o ? ? 0
Request for CD Slots. Approved . . . . . ?
0 0 0 0
Reassignments Approved (DD/P). .
?
.
0
4th quarter
0 ? 010
. . . 1
0 0a 2
1st quarter
Request for Promotion Acted Upon . . . .
.
.
..
.18
CIA Career Staff Applications Approved. .
.
.
. 9.
....
.:13
Applioaticas. for G3-35 Positions Approved
..
.
.
. 1
External Training Requests Approved . . .
0
0
0
0 0
0
0
0
0
00
-Applications for Employment Approved. . 0
..
.
.
. 0
0
0
0
?
* 2
Change of Status - Requests Approved. . ......
.
.
0
9
. 2
daISIORIAIS13.9.0111.41.TEIVM
*This statistical smmmary was compiled frcm items of information included in
the quarterly report, and does not necessarily reflect all the activities of
the 031 Board.-
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6. The CM Career Service Board
_ _ _ _
a. Neetings: 1st quarter -3
b. Organization
(1) The OBI Career Service Board was established by OBI Notice
B-3-55 dated 1 December 1955. The Board consists of a
chairman, three members and an Executive Secretary.
K2)
The Assistant Director for Basic Intelligence discussed at
the first meeting of the Board the overaJ1 aims and
objectives of the Board and means of furthering the mission
of the Office and the development of its personnel.
e. CIA Career Staff
The Board reviewed 12 applications for CIA Career Staff member-
ship, approved 11 and deferred 1 for later review.
6. Individual Career Planning
A report on individual caecer planning was prepared and forwarded
to CIA Career Council on 16 February 1956.
ee Rotation Appointees
OBI Notice B-3-55 provides that the OBI Career Service Board will
eesure that rotation appointees are not overlooked for warranted
.promotion flea that such appointees are productive and their
wesignments commensurate with the purpose of the appointments.
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Noe
f:7,ECTIODI III
THE OPERATIONS CAREER SERVICE
A. ORGANIZATION
Wo changes were made in organizational structure of the Operations Career
Oervice during the report period.
B. ACTIVITIES
1, Meeti.hga: 4th quarter - 10; 1st quarter y
2. CIA Career Staff
25X1A
STATSPEC
a. Fifty-nine applications foe Career Staff membership were considered;
five declinations were noted, The Board reconnidered a case on
which it had previcusly recommended one year's deferment, and :agreed
nubject was now eligible. The Board. also concurred in two catecory
changes recommended by Exaaining Panels.
b. The Board noted the acceptance of 244 individuals into the Career
Staff, raising the current Office mobbership to representing
Mof the total on-duty utrengxt. of the oeeiee
Trainfnu
a- The Board discussed methods of providinG Office of Training with
more accurate estimates of all 00 training requirements for
budgetary and planning purnoees. A record of all "recommended
training" to be entered on Fitness Reports was considered; however,
it was noted appropriate scene was not provided in Part, I and
Pwet 11 cannot be shown to the employee. (Fourth quarter)
b. In reference to the Board recommended that "on-the-
job training" and internal-divisional training program be included
J n calculating total e of time spent in training status. The Board
was of the opinion that both the letter and spirit of the notice
were being fulfilled by 00 in view of the nuMber of persons
engaging in OTR courses and external training. (Fourth quarter)
e, The Board noted two divisional issuance: regarding training; (1)
dated 14 December 1955 outlining an internal basic
training program for; orientation of new employees; (2) a Contact
Division memorandum dated 4 Aovember 1955 concerning the followinG
deficiencies connected with 00 employees partleipation in internal
training courses: (1) number of persons who miss claeees or drop
courses due to pressure of daily work, (b) failure of applicant
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to obtain detailed information are expoeted outsideuerls load of
eourse, and (S) failure of student to provide Board with objective
eriticiam of completed course. Six corrective procedures were put
into effect to correct the deficiencies,, (Fourth quarter)
The Board recommended six ssadidates fox, DD/I nomination for
Defense Colleges, and approved nine rateeests for external train,
ieg,, (Fourth quarter)
oe Th3 Board disonesed o'er/one Agency training policies, such as the
preposed Foreign Lang-uage jlevelopment Program, and devoted time
at, several meetings to diseeesion and review of Office estimates
of training requirements for the neat two fiscal years. (First
enarter.
t. The Board also considered various aspects of internal-divisional
traanSngs noted the cooperation of the Office of Training in cons
ducting specialized courses and re-scheduling one regular course
fer the benefit of Officeepersonnel; debated possible methods of
computing accurate records of employee time spent in training
and approved eight training requests (including one LWOP for
training purposes). (First quarter) .
4. rt.(47404S111 STATSPEC
The Board rooarnended approval of four requests from. DD/P for loan of
linguist personnel, for TDY ovenaeos assignments, and one transfeimill
(two years) with retention of 00 denipnatlons, Several internal
rotations anl transfers were arranged? The Board
recommended 00 candidates for four vacancies in other Agency Offices,
and concurred in the detail fon a period of six months of one enployee
to DD/2 and one to Office of Communications prior to probable transfer.
5 1.1anatt9Z12.91,1MAR
a., The Board agreed that sessIstLone invelving even minor exceptions
to time-insgrade reqpiremeata should be restricted to members of
the Career Staff and that 'other cases would be considered only
under the most unusual cireunstances? (Fourth quarter)
b. The Board disoussed two draft paners Tables of Organi- 25X1A
satSon and a staff study at revised promotion policies) and adopted
nosition opposing the crime:rated chtnges in Agency policy.
(Feorth quarter)
The Board discussed the problem presented by the increasingly
numerous requests froa othorAgency components for promotion of
00 personnel on onesyear oasi tuo-year assignments to those
cmpenents. In vices of the difficulty of absorbing such returnees
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higher grades c; the :i3eard decided that no firm policy could be
-fe-Waished for such Ara:lotions, and that each case should be
lsidered individually by the Division Chief concerned and sub-
miffed for the recommendations of the Board. (First quarter)
Career Devej_l protent
The Board gave ottensive consideration to the subject of individual
ceereer developmeie% plans. A caeoful review of Office career development
policies was conducted, and the Beard examined in detail the various
methods of informal planning carried out at all echelons within the
Office. The Board decided that its positigei was still opposed to the
leandatory preparation of formal career plans for all employees (memo-
randum to CIA Career Council, dated 16 Feb 1956).
The Board further agreed that i all covenants of the Agency were
forced to prepare individual caecer deeelopment plans, the foliating
prooedtwes should apply:
The plan should not cover a period of ever two years.
The plan should be prepared: in conjunction with the Fitness
Report, be virtually an extension thereof, and, in consequence,
be subject to review annusI.Ly.
The plans should not require review or approval by Career
Seevice Boards.
d. An. personnel should be advised that these plans are primarily
tools for proper personnel management ? guides for supervisors,
and are not binding? but will be firtplerrranted in consonance with
the development of the individual and the needs of the Agency.
7. gatlfitilARIAVIRreX14-421.17a.&2/41.44911 ,
l'e,eh quarter lst quarter
Transfers . . . . . .3
Promotions.
.:Nterrai. Training . .
.
. . . , . . . . .9 . . .
Rotation Requestse . . ..,
... .. . . . -. .11, . . . . . .9
Vacancies considered.
Applications for Career 3naff , . . q n 4, o 09 . . . . . 50
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-111inatt. 1 I r) 7-- 1\ iT 1 r
, "
?STATS PEC
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Nissv eassastrosaall
9'41:Ectr,
wartor
1st quarter
').9rd;,a
,gtsrJos".rgt
Transfors.
0
0
0
.
0:3 .
0
0 .
0
0
0 1
Promotions
0
0
II
0
0
14
Reassignments
0
0
0
0
. 6.
a
0 0
0
0
.7
Transf.ore.
S
V
V
9
0
45 0
a
0
C'
.6
'r omot:tons
0
4
0
4
35
.3..C! 2
ileas sift:anent so
0
0
0
130
0
0 I
- Transfers.
o
160
0
6 0
0
J
Pri:ziottaas
3
,
2:30
a
31c,;assignmerrt,s.
0
0
0
9,
0
0
0
0:3
eiguailgrit.T 11.44.10.
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25X1A
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Nape wronswirm Noe
efe-.72 &lei- IV
TH3 OFFICE OF CITRAL immsnc] CAREER SER7ICE
A- APAIMATTPU
Do organizational changes were reported during the report period.
AXPTZTW
neetingss 4th quarter - 4; 1st quarter - 7
RP(Mel,Wfarelacallik
It was pointed out that requests for release are received by the
Board in order to first deternine if suitable opportunities exist
within OCR before releasing individuals to ether offices0
vacancies
an The Board adopted a plan for filling clerical vacancies of the
05,5 level and above. Under this plan, clerical vacancies are
given the same carefUl attention as the G3-9 and GS-11 profes-
eionel vacancies. (Fourth quarter)
bn The Board decided that an 0:::R policy and set of standards should
be developed to serve as e euide for selection when non,
professional personnel aro nominated as candidates for profes-
olonal vacanoies. (First auarter)
Division Chiefs were given the responsibility for assuring that
LeAvideals who have been considered for vacancies are notified
of the BoardRs action. (First quarter)
TrOxlm
Notice IThich affects Agency Training pollayo was dis-
cussed 'briefly pending further clarification of the notice.
Rotation
Approval was given to a plan or rotation of machine operators among
wIriauf3 .1):.t7risicals that we such .oersonnel in order to determine the
MOSt coxrrpetent machine personneil. and .to Tive them the best possible
tra.ining OGat
6, Individual Career Flannina
The Board discussed indi:ridual career planning Division chiefs were
Instructed to give serious thceeht to additional individual career
Appro?firldWilikrelgaetiiibtflOMPtAIRDF404082@kbbtfiaA190005-4
CONFIDENTIAL
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%re MUNIIIMMIBMmOi,
7. Aallr.ttic summazy_pg 13_oard ODeragons*
Requests for Release. . . .. ....,
Vacancies Acted Upon.. . . . , 00.0
Reassignments considered. . . , ,. 00
Promotion itecomnendations
JOD Program Applications Appro./0d
Trainiag Applications corsiderod, . . .
Noted Approval of Roquosts for Training
Oetail to another office. . . . . . . .
Rotation Assignments. 0 . 0000000
4th quarter let quarter
. . .. .3:4. . . . 0 . .11
0 . 0 ...2,1:2'...0
00000149
O00 000001
O0000 20
000 2
O00 _. j000
0 0
0000 0 1
O0000 4 . . . . 012
. a 0 a 140. . . . . 212
. 0 . 0 0 , 0 0 0 . . 01
O 0000 o 0 0 0 0 0 . 2
This statistical summary uLs complied from items of information
included in the quarterly reports, and does not necessarily reflect
all the activities of the OCR Board.
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CUOIVENTIAL
moRMCM1824E1000101
Approved For Release 2001/08/01 :42,14=2211826R000700190005-4
supoi
SECVOIT V
THE SUPPORT CAREER SERVICE
A. gEICAMAZIal,
1. The following four significant changes were made within the
etration Career Service in the fourth quarter of 1955.
a. The principal functions assumed by the old Administration Career
Board have been divided between the newly established Support
and Administration Career Boards. The fannerunl be primarily
concerned with the rendering of policy advice to the Deputy
Director (Sepport). The letter will furnish assistance to him
on such matters as personnel promotions, reassignments and
rotation. This separation of functions is intended not only to
erovide the most effective policy advice, but also to permit
the new Administration Career Board a more active rale in the
personal problems of that career service. Both Boards are nau
in operation.
b. Both new Boards have undertaken studies of positions and personnel
throughout the Administration Career Service. It is anticipated
that as a result of these studies it will be possible to align
certain positions and personnel more accurately with the appro-
priate career boards. The Deputy-Director (Support) is striving
constantly to identify more precisely especially-those Agency
employees who are truly executive or administrative material.
a. The Deputy Director (Support) directed that a study be made and
findings presented which will resat in a more objective deter-
mination of those within the Administration Career Service "best
qualified" for promotion. Suggested criteria for this determina-
tion have already been prepared and trill be acted on by the
appropriate Boards and the Deputy Director (Support) during the
next quarter.
d. The method of selection of candidates for appropriate and planned
rotation through the Administration Career Service has been
changed. It is hoped that the neu procedure-will result in the
quickest, most effective aseienment and reassignment of personnel.
2. During the first quarter of 1956 approval in principle has been given
by the Deputy Director (Support) for certain proposed revisions within
the Administration Career Service. These are intended to result in a
more homogeneous Administration Career Service. It has been agreed
that personnel and positions with across-the-board support type
resnonsibilities, regardless of grade should be included in the
revised service. Studies are continuing within the DD/P and DD/S
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17
CONFIDFNITAI
ILLEGIB
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r -
7"- T
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prfice at'the conom
a. Meetings: 44h, r
b. Training
Daring the report
completed internal
exterral training
c. Other Voerd Acti
Promotimitations.
Overseas Asalgt
CIA Career 3teff
Reassimmen4s to
eibad
t*lini ; ccuPer end 23 Juilividaals completed
avseE.
1t xrtr- 3
ividuals im th Y Career Servicti'
qzlwrter 1st quarter
.9 ? 1,4?:09 0 a ''17
c 0 0 0 o 91,
L =UFO Ti * 25
AprrnVe. *
ce_rOcri
coraa'er -
A
Office of COUValliC,IltiO
a,. Moctings;.: Lith -
b. Board Actions Affecting
The Board has ais
the GE-3 and GE-4
division's cert
to 00,-A/Personste3.
at 'LW 06-3 D. tk
co Statist/cull
SUBJECT
?.????*?????????????????????*0?11???????????*???????,,+???
Rotation
Pranofxions Reviewed
Reigrading
Ertra-Schaduled Bramotimh*
Enployment Prospects Revitirecl
Etliloym BearingS
Tours LxtendeE
Requests rco Release
Marriage Requests to Foreicn:'
Career Staff Applications 14
Requests for raw Program
Ad Bac Committee ActAons Ruvi-wea
Cases WIled
ana CS Itrsonne.1
1Lir13B actions'on personnel at
It was acrooft that the ?wring '
11 notification, in rateraortrava form,
3 justificatixl for lanizotiou
leve 1. Caret quarter)
oi 1bEIL ACtivities
:ix WARTgR
. 11
eat*
titonal-;
ejed
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Total
, IC3
272
17
2
I
3
.5
0
:.5
1 : CIA-
?mi,...4?1111.011.
FIRST QUARTER
Total
164
27
5
3
68
2$
TOTAL 5
80-0826R0er96100005.4.111.
YLYt.I .441:1;
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efise' emeeeedweeeeidle ewe
Leeistics Career Board
ee, Meetingw. ieth qearter - 3; ist quarter - 7
Ie.-Casual
Tbe In-Casual list has beer kept to a minimum as a result of six
mouths advance rotation ante reasnignment planning for SL designeee.
(Fourth quarter) ?
c, CIA Career staff
Ninety-three a deeignees Imre aecepte into the CIA Career Staff,
bringing the total up to 298. (Yourth quarter)
6- Line ond Staff Relationshipe Among Career Service
ae23 February, the Director of Logistics transmitted a memorandum
to 'the Career Council, through the Dewey Derector (Support),
reqemeting that line and staff relationetips existing among the
several Career Services be clarified with respect to effectiag
various eYPeeO pereonnel ectione.
e. Rotation
The Board endoreed policy thgt carefully. selected employeee be
eotated beteeen the several OL Divisions and Staffs in accerd-
ence with a planleei rotation program.
The Board endorsed a proposal that opportunity be provided
employees poseessing good potential and who are in non-
eotatabie siotn for overseas asnignment in order to obtain
overseaa experience essential to their careers.
f. Overeeae Assignments and vecaaciee
(1) The Board recountaglege that where overseas positions are
Identifiable as positions requiring qualifications not
apeeifically identif%ed with any position in the Offece of
LoW.sities, ETUCA pcsetions should primarely be filled with
eoneeract employees or military personuel.
The Secretary of the Board vac directed to submit verterly
lieehinge of overseas vacanciee to .livisioe and Star? Chiefs
in order that theybeee an opportunity to discuee poesible
overseas assigemeats with interested empleyeesa
(2)
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Recruitment
The Board endorsed the primiple that it would be hirehly a.ceirable
to recruit from ext,ernal sources four to eight young individeees
at the GS-5 or GS-7 level who poeseee c;:ood potential for future
development where eel:Line limitatioae would allow.
;J. lz-ttang
The Lesere rex:to/menace. the the folloeizeN,,'
policies be
(1) All LO erofeecional recreonnel be required to ccexplete .?eney
tri e 'Draining
1ror7um
All. LO Career pereoeael be eequired to complete the Logistics
durse prior tc eeereeee essierment unless specifically
I.Ipted by the Direaeier of Logistics.
Upon the selection of a ceeeeldate for an overeeas aseignmente
the LAD Traininc Offieler wela. determine basic or specialized.
?eraining requirements desirable for the eandiclat-e to complete.
tTe.dical etaff Career Service Bei.'ael
Meeting? ii.tb quarter - let quarter - 11
b. Seecia2 Committee
epecial Committee was fomed to examine into and report to the
eoard on the folleering se:elects:1
(1)
Ube of evaluateve tteheiquee for determining theae medico/
Ieehnicians wilC. poeseee the potential for development into
higher-type medical eoeitioe.e;
) Use of evaluative teehniques to assist in the orielnal
eeeroitment of medical. technician; and
.?# #
AticTtion ofum- t3rpt of ctuelification record, perhape
eiudleer to the Amy' 4,0elification Record, that would
accompany medectel pe:reoenel 'being assign.ed., to the field,
to the mid. that the eteeenicel capabilities of such
eersonnel, meget be 1.-_Hryrerly
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Approved For Release 2091/08/01 : CIA-RDP80-01826R000700190005-4
**tot awmualikere
c. Fitness Reports
After three months experience in reviewing the new Fitness Report,
Form No. 45, the Board felt that guidance for raters and review-
ing officials was reqpired in extensions of Regulation No.
TO this end a Medical Staff Notice is being prepared Which will
provide more explicit guidance on (1) the use of Part II of the
Fitness Report for grades GS-6 and below (2) execution of Section
G 2, Supervisory Pbtential (Part II) and, (3) procedure in event
of disagreement between the rater and the reviewing official.
(First quarter)
d. Training Policy
The Board's semiannual review of policies and procedures for the
training of medical personnel indicated the desirability of a
staff issuancgammais subject. To this end, Medical Staff
25X1A Regulation Novas issued. The regulation contains the
responsibilities and procedures for implementation of training
for Medical Staff personnel and, in addition, specified the various
types of external and internal courses and on-the-job training
which various groups of Medical Staff personnel will Complete.
e. Statistical Summary of Board Operations
4th quarter let quarter
Promotion Actions ........ . . 7 9
Assignment Actions 15 9
Fitness Reports Reviewed 16 . . . 18
Career Staff Applications 2 4
Traleing Evaluation Reports Reviewed 12 21
Field Reassignment Questionnaires Reviewed 2 1
o. Personnel Career Board
_
a. Meetings: 4th quarter - 3; 1st quarter - 3
(Numerous informal "quorum" meetings of the Board and the Executive
Committee were held during the report period to consider immediate
reassignments of SP personnel)
b. Career Management Officer
During the fourth quarter of 1955 a Career Management Officer was
designated to assist with the pinnning and coordination of all
Personnel Career Service activities. His duties also include that
of editorship of the monthly Personiie1 Eriforma.on Letter and that
of Training Officer.
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ewe 41.0i*VINNWOR NorV
c. Individual Career Plans
Ci)
( )
Requests for preparation of individual career plans were
forwarded to various eligible "SP" designees. The intention
of the first "trial run" requests is to provide, for the
review of the Personnel Career Service, a "cross-section" of
different types of plans from diverse physical locations in
the Agency. It is expected that once a sufficient nudber of
career plans are received from the original list of requests,
a general "go ahead" will be given by the Personnel Career
Service Board in order to apply the program throughout the
Personnel Career Service more rapidly. (Fourth quarter)
Ten career plans have been approved and are being implemented.
Career plans are being requested from eligible SP designees in
grades 06-11 and GS-12. (First quarter)
d. CIA Career Staff
Sixty-one applications for membership in the CIA Career Staff were
received during the report period? A total of 246 category "A"
applications have been sent to the CIA Selection Board.
e. Junior Career Development Program
One application for the Junior Career Development Program was
received. Action on the application was deferred until the return
of the applicant from overseas.
f. Curie College
The Personnel Lecture Series was conducted during the report period.
This series of lectures concerned with an orientation into the
different aspects of the overall personnel function has been very
-popular. Several lectures have necessitated a second presentation
due to the large demand.
g. Personnel Orientation Course
The Personnel Orientation Course, providing a review and orientation
of Office of Personnel procedures and functions was provided to 24 SP
employees during the report period.
h. Job Analysis and Wage Administration Course
A special training course concerned with job anelysis and wage
administration was offered by the Position Evaluation Division.
This course is designed primarily for Office of Personnel Trainees.
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Ave Awmigiligiamior
i. Training
The following number of SP employees were enrolled in training
during the report period:
Full-Time Office of Training Courses --
47
Part-Time Office of Training Courses
42
Part-Time External Training
23
7. Office of Security_gE22E_?,Eylee Board
a. Meetings: 4th quarter -3; 1st quarter -
b. Female Investigative Positions
The Board considered career possibilities for female employees who
have unusal qualifications and are capable of performing limited
investigative duties. These duties would involve liaison with
other agencies for the purpose of conducting name checks, as well
as reviewing Agency files, abstracting relevant data and preparing
reports thereon. A special category of positions will have to be
established for this type of work in grades GS-7 to GS-9 with
promotion beyond GS-9 dependent on the capabilities of the employee.
(Fourth quarter)
c. Statistical Summary of Board Operations*
4th quarter 1st quarter
Reassignments. . ...............
Promotion Actions ............
.
.
12
.20
?
.....
?
?
.
.
. 7
.16
Overseas Assignments ..... . .....
.
.
5
?
?
?
?
0
? ;-.?
Requests for SD Changes
o
Requests for External Training . 0 4 4
0
?
?
?
1
?
?
?
?
0
0 1
Transfer to Professional Grade
1.
Applications for Membership in the CIA
Career Staff ...... . . . . . .
.
?
0
e
?
?
?
e
0
? 21
8. Office of Training Career Service Board
a. Meetings: 4th quarter - 6; 1st quarter
b, Individual Career Planning
(1) Career plans were completed for ell $T designees on the T/0 of
the Office of Training during the fourth quarter of 1955.
This statistical summary was compiled from items of information included in
the quarterly reports, and does not necessarily reflect all activities of the
Security Career Service Board
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Nri Noe
( 2 )
( )
0,reer planning for ST designees aesigned to other Agency
iemponea4s has been difficult because of poor communications
and admitistrative jurisdictional control. A follow-up
system i; being develoaed to insure that career plans for
these individuals are iandled with the same degree of con-
sideration as ST desigaees actually on the OTR rolls. in
the comiig year, the Board will devote its attention to a
eeview of plans to ascertain how well they have been
accomplished, and to make any needed revisions in the plans,
During the first quarter of 195u, the Board reviewed the
career plans for individuals assigned to the Language and
External Training School, the Plans and Policy Staff, and
the Assessment and Evaluation Staff. Each plan was reviewed
for accomplishment, and changes were made according to fore-
seeable OTR and Agency requirements.
OTR Regulation No. 20-7, Subject: Individual Career Develm-
ment Plans was revised to include more specific procedures
and responsibilities found necessary in administering the OTR
Career Management Program. (eirst quarter)
c. Preparation of Personnel Actions -- Policy
OTR Notice No. 23-55 dated 13 October 1955 provides, "Prior to the
preparation of any promotion or other personnel action involving
an OTR employee, the supervisor concerned will review all data
regarding such employee contained in the files of the Personnel
Officer, Registrar, and Assessment and Evaluation Staff of the
Office of Training. It is particularly important that fitness
reports, career plans, training records, test results, and
assessments be studied carefully before the preparation of a
personnel action."
d. Rotation
OTR has sent DDP a list of available instructors for this year
along with Personnel Data Lbeets on each. OTR has also identified
persons in DDP considered cesirable as instructors. The Personnel
Section continues to be the point of contact for rotation matters,
whereas the Clandestine Services Career Service Panel replaces the
FT and PP Panels in the DM as the point of contact.
e, Service Designations
A staff study on functionae service designations identified positions
on the WO of OTR which could be considered as having a designation
other than Training. The Board was emphatic in insisting that present
incumbents not be required to change service designations if the jobs
25X1A are identified with functional deGignations, establishes
policy in these matters.
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Nple
f. Promotion
(1) The Board discussed the proposed CIA promotion policy.
(2) OTR Notice No. 23-55 was published as a means of inte-
grating all personnel information coming before the Board
concerning promotions and other personnel actions.
g. Personnel Actions
(1) Promotion actions by the Board:
Approved 30 promotions recommended by Clerical Promotion Panel
Approved 39 promotions recommended by Professional Panel
Approved 16 promotions recommended directly to the Board
Disapproved or deferred 9 promotion actions
(2)
(3)
CIA Career Staff
The Board approved 42 persons for category A and one for
category B of the Career Staff during the report period.
Service Designation Changes
The Board approved 2 Service Designation changes to Training
and 3 from training to another designation.
N. B. CORRECTION -- The Summary Report for the third quarter of 1955 should
have reported: "Meetings of Office of Training Career Service Board -
6" rather than "Not reported."
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25X1A9a
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