FOREIGN LANGUAGE DEVELOPMENT PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000800020013-2
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: December 9, 2016
• Document Release Date: June 4, 2001
• Sequence Number: 13
• Publication Date: November 14, 1956
• Content Type: MF

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4 ttoinigaber 1956
MEMORANDUM FOR: The CIA Career Council
SUBJECT: Foreign Language Deve1opsab Program
1. The drafting committee for the Foreiga Language Development .
Program met on 10 November 1956, from. 2100 - 3.350 hours to consider
DDIP recommendations for modifications in the, staff study dated 21 ..
January 1956. All members of the committee attended.
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2. Following agreement on identification of the issues, as set ,
-)k---- forth in. the Director of Training's memoxandum of 5 November, 1956 to .
the Career Council, the Committee reached full accord on seven of
eight items discussed and asreed on the desirability of consideration .
te'the Career Council of three alternative positions on oee issue.
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3. With regard to the items agreed to by the Committee, it is .
recommended that the CIA Career Cauncilfaeosiblycousider these .
modifications to the staff study: 1
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-1>- a. Eligibility for awards shall not be canditioaed by
memberehip in the Career Staff.
b. The Language Specialists Program anould be deleted frem
the current program and should be treated oeparately.
C. In identifying the language requirements of specific
positions each Deputy Director will be permitted flexibility
and individual discretion, identifying those positions wherein
language competence is an essential characteristic of the
position and directing possession and acqeisition of lengence
competence for such additional assignments as in consistent eith
operational needs and planse
4. The issue =resolved by the Committee had to do eith policy
regarding eligibility for awards for proficiency acquired during duty
time. It is recommended that the CIA Career Council select the most
suitable of these three alternatives recossized by the Committee:
ae Eligibility for awards Shall not be affected by the fact
that an individual receives instruction by commesa during duty
time. This is in recognition of the fact that most persons receiving
language Las _tion on duty time must additionallyeinvest a con-
siderable ?, of personal time equal to from one-third to two-
thirds the amount of duty time training. (This is the present
provision of the staff study.)
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b. Eligibility for an award, requires certification from the
trainee that he has achieved a particular level of proficiency by
contributing of his own time an equal or greater proportion than
duty time contributed by the Agency. This is in recognition of
the belief that it is not proper to award people for performance
in command training, and further that the syatemeof awards should
be directed primarily at encouraging part-time and voluntary study
with more awardable levels of performance and relatively higher
awards. (This is the alternative proposed by the MVP and discUfsed
in Attachment Ae)
c. All persons may ell fy for awards, but a distinction In
amounts Weal apply between training received on duty time and on
person'' time.
5. It was further recommeneded that the Council appoint, or recommend
that the Director of Training appoint a permanent committee to review
operation of the program, and tee recommend modifications as desirable and
that the Deputy Director (Sepport) issue a notice immediately implemeLing
creation of the Foreign Language Roster in recogeition or the facts that
(a) the Office of Personnel Already has initiated steps permitting the
first these development of the Roster by distribution of a form that revires
a detailed self.-evaluation of language competence to be validated later by
objective tests, and (b) the Office of Training is developing as rapidly
as possible a proficiency testing program.
6. discussion of issues set forth in the DTItls memorandum
in pares and 3.b.(2) and (3) brought to light information that
caused ter of the Committee to withdraw then as issues, and
censequen further decision was necessary.
8.1
Chief, Language and Area Schoole OTR
Chaleneme Ad Hoc Committee
Foreign Language Development Progrmn
Attachment: DEVP Position Regarding Awards for
Command language Training
NeWhers of Ad Bbc Committee, Foreign Language Training
1 representing the Office of Training
representing the DEVI
senting the pip
eating the DDVS
seating the Office of Personnel
At the time this paper was reproduced all members of the Committee
had concurred in the report except who had not yet had the
opportunity to do so.
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reelP POSITION =MING AWARDS
POR COMMAND LANGLIAM MAINTUG
1. DIVP agrees that the best hope for the creation of an improved -
language potential in the Agency lies in fell-time -language training. The
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/ greatest obstacle to fell-time language training, here and overseas is the
' current workload, No special incentives are needed to bring it about if
relief is obtained.obtained.by exempteug trainees fraa T/0 and ceiling limitations as
: recommended by the Committee. However, the size of the program is bound to
be limited; and our most Important remaeeing problem is the encouragement of
part-time treaseeee coeplede to be effective, with voluntary training on the
'student's owe time.
2. We believe that, in time, CS perscemel, if they do not now, must
come to regard. knowledge of foreign languages as a tool of their trade, as
much aa a typewritere or a decent I. Qe The philosophy of attaching a
specIal reward to such knowledge is inconsistent with this concept, except
where an extraordinary voluntary effort is involved. Hence, we believe that
it is neitherieneeee necessary to semeve our goal, nor desirable, to give
a special reward to a person assigned to language training on Agency time.
It could be argued by the same logic that we should pay an sward to personnel
who take courses
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3. On the other hanee a men who holds down his job, take3 off an hour
or two a day?or moree-dering office hours to go to a language lab, and then
spends his evenings to aye hem a grasp of a foreign language, deserves to he
encouraged.
4. It is granted that the level of achievement in pt-tine and volrntary
study cannot be expected, to be the seine as that In fall-time stutly. Therefore,
awards Should be given not only for levels of proficiency describee in earlier
staff papers, but for lower levels as well. Granting that only a high level
of proficiency will enable a man to do a good intelligence job overseas or
bare, every little bet helps. Drea a smattering in a foreign language enables
amen to fend his vele to the railway station, to ask questions regarding the
location of the PriMe Minister's office, to read a headline, to get the sense
of a broadeaat, and. basically to in enough entre into the laeguage to become
interested in further developing his proficiency. We need these skills on
every level, and we need to encourage people to obtain them, even far abort or
perfection.
5= Giving out avarastor proficiency no ;matter how achieved is a ones-way
affair. It is not possible to announce awards for proficiency on the basis of
full-time cOURIMMI study, and then later to cancel each a procedure without an
adverse effect on the program. It is, to the contrary, possible to start the
program in line with the recommendations in this paper, and to determine later
whether the program would* indeed, benefit from awards for full-time command
training, and. that to institute them.
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SUBJECT: DD/P Position Regarang Awards For Command Language Training
, 6. Assailing that there is a limit on the amount of fundsthe Agency is
willing to invest in awarde for language proficiency, we believe the Agency
leastlage potential would benefit very considerably from a concentration of the
money available on higher awards for part-time and voluntary stway? than on
relatively lower awards across the board.
? T. Consevantly, we propose the formula that eligibility, for an award
requires certification from the trainee that be has achieved a particular level
of proficiency by contributing of his own time an equal or greater proportion
than duty-hour time contributed by the Agency.
8. We asked several of our colleagues whether, after tali:1st:La-time
command training in a foreign 'Aram/lee they would consider themselves eligible
to receive a special award. The unanimous answer was no.
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CII FIDENTIAL
D-Retteraf
ASSIGNICITS
mama,
syrember 1956
1. The principle of having the right person in the right piece
at the right time is eipecially *portal* in an intelligenge activity.
LI order to effectively accomplish our mission in CIA., we must employ
this principle baulking personnel assieements. In doing so, the
needs of thelgency must come first. Heeds of Career Services in
maletng assignments must ensure that the requirements of theApmaxy
are net and at the same time they should exereise thoughtful cone
sideration for the development and interests at the iudividuele
concerned.
2. Zmployees are expected to serve engraver the Agency needs
theme Theft employees who are zembers of the Career Staff have
accepted this obligation and the Aepogy has assured them that full
consideration will be given to their capabilities, interests and
personal circumstances.
3. Clete fairness in the application of the above considera-
tions !Altai,* personnel assignments naturally requires, ai; all times,
good faith on the part of the Agency, as well as on the part or the
individual.
4. The assignment of a, umber of one Career Service to duties
under another command jurisdiction requires mutual agresarant between
the abed of the Career Service and. the operating officials concerned.
Such assignments should be made fora period or servIce agreed upon
by these officials during which the individual will no4 404) reassigned
except by similar agreement. Reliever, it will be uuderetood that
upon an employee's completion of that period of service, he will
be available for such assignment as the Egad of his eamer Service
mmy' determine.
ALM W. DDIZICS
Director of Central 351,W3224X300
DISTIIIBMCSI: ALL EMPLOY=
D.R.A.1.02
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