MINUTES OF THE CIA CAREER COUNCIL 27TH MEETING, THURSDAY 24 MAY, 1956, 4:00 P.M. DCI CONFERENCE ROOM, ADMINISTRATION BUILDING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000700190008-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: August 14, 2000
• Sequence Number: 8
• Publication Date: May 24, 1956
• Content Type: MIN

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A ,.i,UTES,
Oe THE
CIA CAREER COUNCIL
27th Meeting, Thursday, 214 May, 1956, 400 p.m.
DCI Conference Room, Administration Building
Presents Harrison G,- Reynolds, DiPers? Chairman
Matthew Baird, D/TR? Member
COP-DD/P, Alt. for DD/p, Member
Lyman B. Kirkpatrick, IG? Member
H, Gates Lloyd, ADD/S, Alt. for DD/S? Member
D/Commo, Member , -
SODI/AD? Alto for DD/I?Member
utive Secretary
porter
25X1A9a Edwin M. Ashcraft
John N. Bagnall
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George G. Carey
Sheffield Edwards
A.
Garrison
GUESTS
Sherman Kent
Edward Ro Saunders
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Huntington Sheldon
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Otto E. luthe John iL Tietjen
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I. The Heads of Career Services and Operating Officials who were meeting
with the Council had been provided in advance with copies of the Staff Study,
"Career Planning for indlviduals," that bad been approved by the Council on
3 Neor. The Chairman opened the meeting by requesting ognionspeuggestions and
criticinms oC those asseMbled on the need, purpose, theory, and practice of
career planning in the Agency.
2. Mt. Kirkpatridk discussed the background of thri present paper and
reviewed the phases through whigh the Agency bas passed in the preceediug, nine
years - 1947-1950, formulation of missions, growth, trial and error,, 3.950 - 3.953
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esteeliehment of eceeingse refinement of procedures and tethneques,
4e feereened the irnortance of leerine "the right man in the right place at the
..tight time." In recognizing that qealifications,) aptitudes and interests are
4eepeeeeted and often inherent in most people, vs must realize that a large
emeep or people in the Agency vill have specialized or "narrow" careers, but
ee do not imply that traleieg end development in those specialities should
eecessarily be limited. A second. relatively small group is composed of those
persons who have real aptitudes for senior executive positions, They will
eequire vide experiences and grestet knowledge of the basic missions and
organization of the Agency in order to effectively carry out their broad
eesponeibilities. A third 3eureeana very *portant group is composed of
junior officers? both those utelhave entered the Agency through the Junior Officer
Trainee ?Program as well as those. employees who have been identified through. the,
Junior Career Lemelopment Pregmen. It is this group from which it Is expected
that the majority of the future executives as well as many of the top specialists
in the Agency will come. Mr. Kirkpatrick stressed four points concerning the
Career Preference Outline. (a) it is a statement of the individuafs preferences;
(b) it is a tool for supervisors and Career Services to use in long-range
planning for the individual; (c) it is a man power potential mechanism for the
use of the executive level in the Agency in long range Agencyewide planning; and
(d) it is an assurance to each indiVidual that the obligation of the Agency to
hie as a meMber of the Career Etaff is being given due and careful consideration.
3. Mr,
by inaiviilualsp
the developeent
the flexibility
Career Services
6x/fried out, as
(a)
(n) The individual in cowneelled by appropriate officials of his
Career Service and Operating Canponent.
explained ..zeim a floe chartc, the steps that would be taken
supervisors, Career Services, and the Office of Personnel in
of a particular Career Preference Outline. The syetem permits
required by the. variatione in organization within the several
but ensures that certain standards are met and principles
follows;
The Head of Career Service determines priorities and. initetatec
individual aaannine eequenee.
(f)
The individual states his "eweferences."
The supervisor comments on the individual's proposalee
The Career Service reviewe the proposals land camnenteland
discussion is held with the individual. .
The Office of Personnel files the Carter Preference Outline in
the individual's Official Personnel Folder.
4. deeeeibed career planning in the Communications
Career Service. It consists eseentially of three steps; the expreesed desire
of the individual (through the "Bane Leave and. Reassignnent Request") the re-
comendatione of the supervisory Chain of comand ani the action of the
Cetenznications Career Service Board which meets two afternoons a week. This
method which has been effect foe mote than two years maann that al/ persons
'Including clerical personnel are considered periodically and by means of it
those persons with greatest poteatial are identified and to than go more rapid
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5. Ile. described career peseneeg in the 11 Career Service awl
illustrated his remarks with flee cherts. The heart of the PI systen is a
panel of Career Consultants - about 60 senior Fl personnel - who in groups of
three meet with the inetvLaual concerned, the career:m=46mA officer, the
administrative officer and the training officer to review and. modify the
plans as drafted by the individual with the assistance of his oupervisor.
Principles regarded as important in the FI system are:
(a) Priorities for GS-11 and GS-12s who are in. Washington
00 A open of approximately 5 years
(e) Knowledge by the individual of the comments and comelusione
arrived at with respect to his plan (the final "plan" is shown to
the individual)
6. Ifir.W2Remaraked that the career planning pattern in the PP Career
Service was app tely the ammo an in the FI Career Service. Be stressed
two points* the desirability of using "Career Preference" rather than
"Career PIL.0" and the essentiality of the individual knowing the results
of the plan, ageeialety the comments of the supervisore
7. Mr. Sheldon describmia pilot operation very similar to that pro-
posed by the Career Council, that bea been. put into effect in OCI about a
year and a half ego. About one quarter of the. OCI personnel were involved.
He felt that fornalized procedures would stimalete the pro/pane that even so
the present proposal did not get at the root of the matter, namely the
necessity for individualay "negotiating" each step of the way in implementing
a camera:Olen due to the rigid barriers that exist between the components or
the Agemmee In none of the 68 eases of successfully teplemented plena have
"Official channels" been need. It would seem that more flexibility in the me-
chanics for the assigmeent of persona was requirei as well as abetter mechanism
providing interchange of information and requirements between Career Services.
8. Itr. Baird reported an career planet.% in the Office of Training. In
the first place it is made clear to every individual that the interests of the
Agency as aleuebe came first, that the interests of the Training Career Service
come second and that the interests of the individual come third. Secondly, the
career plan is regarded as an effective and. essential tool of personnel manage-
ment by requiring that the conpleWeplan be discussed by the supervisor with the
individual OOMOWIlea. ahe Baird endorsed the reconnendation of Mr. on25X1A9a
the use Of a single double= faced page for the Career Preference Outline with
attached instructions rather than the form as presented. In this Mr. Carey and
concurred.
9. Cal. described the OCR career pawning systea. Al mmtber of
formal 10-year career plans have been drawn up but inmost cases planning is
more informally conducted. A method used in OCR (which is almost enigma in
the Agency) is the "advertising" within the mechanise of the OCR Career Board
of vacancies and of "arsons wishing new assigmments. Only if vacaneies cannot
be filled or assignments found within OCR are they referred to the Office of
Personnel for assistance and action. It is after smile. review that releases
are vented. in OCR. Bering the past year, 135 eases were thus solved internally
in OCR.
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10. There was further discussion by Messrs. Kent,
IIIIIII OareY, Baundere$ Sagna1 l. summation9 it was the
cancensus that:
(a)
(b)
(0)
the Agency wished to have a. uniform career pia/ming system.
the policies and. procedures proposed in the Staff Study were
sound and met the needs of the Services
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the 3ervices should procede as they had been as long as their
actions were consistent with the stated policies and that they
Should phase into the new procedures and use of the Career
Preference Outline as soon as they were available.
11. The Council adjourned at 5
ftecuti Secretary
CIA Career Council
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