CAREER PLANNING FOR INDIVIDUALS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000900060001-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 7
• Document Creation Date: December 9, 2016
• Document Release Date: May 20, 1998
• Sequence Number: 1
• Publication Date: November 13, 1958
• Content Type: REGULATION

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R
RE(.fULATION PERSONNEL
25X1A NO. ~ 13 November 1956
CAREER PLANNING FOR INDIVIDUALS
25X1A
SYNOPSIS: This regulation establishes Agency policy on
career planning for staff personnel in order to effect uni-
formity in career planning requirements, and furnishes
guidance to the Heads of Career Services for the perform-
ance of their career management functions as set forth in
Regulation No.
Page
GENERAL . . . . . . . . . . . . . . . . 1
CAREER PREFERENCE OUTLINE . . . . . . . . 1
POLICY . . . . . . . . . . . . . . . . . . 2
RESPONSIBILITIES . . . . . . . . . . . . . 2
PROCEDURES . . . . . . . . . . . . . . 2
NOTICE TO SUPERVISORS . . . . . . . . . . 3
1. GENERAL
a. Each member of the CIA Career Staff is assured that, with continuing satis-
factory work performance and conduct on his part, just and equitable atten-
tion will be accorded to his personal progress. This is accomplished in part
by the implementation of career planning for individuals throughout the
Agency. Individuals and supervisors must recognize that the needs of the
Agency necessarily have first priority. After the needs of the Agency have
been met, the Interests of the individual will be given full consideration.
b. The Career Preference Outline, Form No. 1030 (figure 1), will be used as the
basic career-planning document to standardize the function of career planning
for individuals throughout the Agency. Policies and procedures for the prepa-
ration and use of the Career Preference Outline are set forth herein.
2. CAREER PREFERENCE OUTLINE
a. DEFINITION
A Career Preference Outline for an individual is a documented description of his
career interests and proposed career activities for an appropriate specified time,
to which are appended the comments of his supervisor and his Career Service.
b. DESCRIPTION
The proposals expressed by the individual may include suggested retention in
present position, reassignment, or training. Such proposals may be specific or
general in terms of time and place. Although reassignment and formal train-
ing may be proposed, the function of career planning for individuals does not
imply that such actions are inherent in or required for career progression.
c. PURPOSE
The Career Preference Outline serves the following purposes:
(1) Provides the individual with an opportunity to express his career interests
and proposals for training and assignment for the foreseeable future and
encourages him to give serious consideration to his skills, interests, apti-
tudes, and performance in relation to the needs of the Agency;
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REGULATION PERSONNEL
13 November 1956
(2) Furnishes the Heads of the Career Services, Operating Officials, and the
Director of Personnel with a guide for future personnel actions affecting
the respective individuals, and has a goal of increasing the individual's
potential contribution to the Agency; and
(3) Assists Agency officials in meeting present and future personnel require-
ments,
3. POLICY
a. Career Preference Outlines will be prepared for any staff employee or staff
agent if, in the opinion of the individual and/or his supervisor, with the con-
currence of the Head of his Career Service, such documentation for the indi-
vidual is required or desirable. Heads of Career Services will require outlines
for persons In their service as considered necessary.
b. The proposals expressed by the individual in the Career Preference Outline are
not commitments for the individual or the Agency, but are guides to be con-
sidered in making future personnel decisions affecting the individual. Due
consideration will be given to the desires of the individual, but these must be
compatible with the needs of the Agency and with the individual's known abil-
ity or with his demonstrable potential.
c. The Career Preference Outline, together with the comments of the individual's
supervisor and the Head of his Career Service, will be shown to the individual
and discussed with him by his supervisor.
d. The Career Preference Outline, along with the Fitness Report and other ap-
propriate records, will be considered in connection with the initiation and ap-
proval of personnel and training actions affecting the individual.
4. RESPONSIBILITIES
a. HEADS OF CAREER SERVICES
Heads of Career Services are responsible for:
(1) The initiation and review of Career Preference Outlines for members of
their service; and
(2) The preparation of reports to the CIA Career Council, upon request, con-
cerning the status of the Individual career planning program as it applies
to members of their Career Services.
b, OPERATING OFFICIALS
Operating Officials have the following responsibilities for individuals under
their administrative jurisdiction:
(1) Adopting appropriate measures to ensure continuing consideration of the
career activities proposed in the Career Preference Outlines of Individuals
in connection with the initiation and approval of personnel and training
actions affecting them; and
(2) Advising individuals of Career Service decisions which require or Involve
major changes from the career activities proposed in their Career Prefer-
ence Outlines.
5. PROCEDURES
a. Career Preference Outlines for members of the CIA Career Staff presently in
grades GS-11 and GS-12 will be given first priority by the respective Career
Services in determining the sequences for processing outlines.
b. The Career Preference Outline will be prepared in accordance with the instruc-
tions attached to the form (see figure 1). The supervisor and other appropriate
officials who have administrative or career planning jurisdiction over the indi-
vidual will assist as necessary or desirable in the preparation of the outline.
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REGULATION PERSONNEL
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c. The statement of the individual's proposals contained in the Career Preference
Outline will serve as a basis for discussion between the individual and his
supervisor. The supervisor will then add his comments on the individual's
statement of career interests and desired training to the Career Preference
Outline. He will include specific recommendations, if possible, for future utili-
zation of the individual,
d. The original of the Career Preference Outline, after review by the Head of the
appropriate Career Service, will be forwarded to the Office of Personnel for
filing in the Official Personnel Folder of the individual concerned.
e. Copies of the Career Preference Outline may be shown or distributed, subject to
the approval of the Head of the employee's Career Service, to officials in other
Career Services who may be concerned with the individual's development and
utilization.
f. Proposals for changes in the Career Preference Outline may be initiated by the
individual or the Head of his Career Service any time subsequent to the initial
preparation of the outline. Major changes or revisions will be subject to the
same review as is required in the processing of the original outline.
6. NOTICE TO SUPERVISORS
Supervisors will be responsible for bringing this regulation to the attention of all
employees under their jurisdiction.
H. GATES LLOYD
Acting Deputy Director
(Support)
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25X1;A
REGULATION PERSONNEL
5 October 1956
INSTRUCTION SHEET
CAREER PREFERENCE OUTLINE
FORM NO. 1030
GENERAL
DEFINITION: A Career Preference Outline for an individual is a documented description
of his career interests and proposed career activities for an appropriate speci-
fied time, to which are appended the comments of his supervisor and his Career
Service.
DESCRIPTION: The proposals in an-Outline may include suggested retention in present
position, reassignment, or training. Such proposals may be specific or general,
in terms of time and place. Continuity of career interest and consistently sat,
isfactory performance rather than rotation from area to area or function to func-
tion are basic in career progression. Career planning does not imply that pro-
posals for reassignment or formal training are inherent or must be included in
a Career Preference Outline,
PURPOSE: The Organization, through the career planning program, maintains an inventory
of employees' preferences for use in planning utilization of manpower. Preferences
are reviewed and evaluated by the employee's supervisor and his Career Service in
terms of his potential and the needs of the Organization.
Individuals and supervisors must recognize that the needs of the Organization
necessarily have first priority. After the needs of the Organization have been
met, the interests of the individual will be given full consideration.
INSTRUCTIONS FOR EMPLOYEE
IMPORTANT -- Read These Instructions Carefully and Complete Items I through 14'.
PREPARATION: An employee is encouraged to discuss his career interests and proposals
for training with his supervisor, Career Management Officer, and/or Training
Liaison Officer. Specific instructions are listed below:
Items 1 through 4 -- Self-explanatory.
Item 5 ORGANIZATIONAL TITLF. -- Indicate the title you use in signing official correspondence.
Indicate None" if no organizational title is assigned to you.
Items 6 and 7 POSITION TITLE -- Cl1PATICN -- Indicate position title and code, e.g.,
Administrative icer Lit i-0301-03. Position title and code appear on the "10" side of
SF-52-
Item 8 OFFICE OF ASSIGNMENT -- Indicate component, Division and Staff, and Branch or Section,
e.g., AD/-Support Branch.
Item 9 SAL TYPE OF ACTIVITY -- Indicate the general area of work in which you are interested,
e.g., rocuremen an apply, Communicating, Personnel Administration, Reports analysis,
etc.
Item 10 SPECIFIC TYPE OF ACTIVITY -- Indicate the p which are your
imne '_ale an ong-range objectives, e. g., Placement Of-
ficer, Finance Officer, etc.' (Use the Occup tion Titles
and Codes, HB if available.)
2 5X1 A Item 11 ORGANIZATIONAL. V01% L t?% ON-THE- OB TRAINING -- Indicate what training you believe
you s ou ave r crease your value to the organization.
For organizational training use OTR Catalog of Courses, if available.
Example: Basic Orientation B-3,.Reading Improvement 1-7, Operations Familiarization
0-2, Effective Writing B-2.
Item 12 ADD -- Include any information not given elsewhere which might be useful
in cons era ion o assignments and training for you in the future.
Items 13 and 14 -- Self-explanatory.
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I'NSTRUCTION SHEET
CAREER PREFERENCE OUTLINE
FORM NO. 1030
INSTRUCTIONS FOR SUPERVISORS AND CAREER SERVICE OFFICIALS
Supervisors and officials assisting in the preparation of Outlines or reviewing pro-
posals for future personnel actions should ensure that the real needs and potential
of the individual are coordinated with the present and future requirements of the
Organization. Specific proposals for reassignment and training included in Outlines
are not to be considered as commitments on the part of the individual or the Organi-
zation. The expression of the individual's career interests and proposals made in
the Outline is a guide for future major personnel and training actions affecting the
individual and must be subsequently considered by officials when approving such ac-
tions. This is not intended to restrict desirable flexibility of action but rather
to ensure that major actions which deviate from the proposals in an Outline are taken
after serious consideration of all pertinent factors. In line-with this requirement,
Career Preference Outlines are made a part of an official record (i.e., placed in
the individual's Official Personnel Folder) so they are available to all officials
responsible for initiating and approving subsequent actions affecting the individual.
Items 15 and 16 -'The supervisor should comment on the employee's statements of his career interests
and desired training. He will include specific recommendations, if possible, for the employee's
future utilization. The Outline should serve as a basis for a discussion with the employee of
his strengths and weaknesses. The Career preference Outline with items 15 through 20 completed
should be forwarded to the Head of the employee's Career Service promptly.
Items 17 through 20 - Self-explanatory
FOR USE OF CAREER SERVICE
Item 21 - Career Service officials will review the employee's statements of preference and the super-
visor's connnents in terms of the needs of the employee and the Organization.
Items 22 through 25 - Self-explanatory
DISTRIBUTION
The original of the Career Preference Outline will be forwarded to the Director of Personnel
and filed in the employee's Official Personnel Folder. Copies of the Outline may be shown or
distributed, sub,/ject to the approval of the head of the employee's Career Service, to officials
in other Career Services who may be concerned with his development and utilization.
Figure 1. Instruction Sheet (BackI
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25X1A REGULATION PERSONNEL
rr- 5 October 1956
CAREER PREFERENCE OUTLINE
This Outline, when completed, is a documented description of the individual's career
interests and proposed career activities together with the comments of his supervisor
and his Career Service. The original will be filed in the employee's Official Person-
nel Folder and will serve as a guide for future personnel actions affecting him.
IM
-
-
_
plementation of career preferences must depend upon the needs of the Organization
- CONSULT ATTACHED INSTRUCTION SHEET PRIOR TO COMPLETING THIS OUTLINE -
SECTION A. GENERAL
I. NAME OF EMPLOYEE (Last-Firs t.Middle)
2. DATE OF BIRTH
3? SERVICE DESIGNATION
4. GRADE
5. ORGANIZATIONAL TITLE
B. POSITION TITLE
T. OCCUPATIONAL CODE
B. OFFICE OF ASSIGNMENT
SECTION B. CAREER INTERESTS
B? GENERAL TYPE OF ACTIVITY
10. SPECIFIC TYPE OF ACTIVITY (Including assignment.)
A. IMMEDIATE (Within next I to 2 year.)
9. LONG-RANGE (Within next 3 to 5 Y--r8)
SECTION C. TRAINING
II. ORGANIZATIONAL, EXTERNAL, AND ON?THE?JO0 TRAINING
A. IMMEDIATE (Within next I to 2 years)
D. LONG?RANGE (Within next 3 to 3 year.)
12. ADDITIONAL COMMENTS
I RECOGNIZE THAT THE IMPLEMENTATION OF MY
13. DATE COMPLETED
14. SIGNATURE OF EMPLOYEE
CAREER PREFERENCES MUST DEPEND UPON THE
NEEDS OF THE ORGANIZATION. I UNDERSTAND
THAT MY PERFORMANCE. CAPABILITIES AND
INTERESTS WILL BE GIVEN DUE CONSIDERATION.
FO
N
AU G
I 56 10 30
SECRET Career Outline (4)
Figure 1. (Face)
SECRET
(When Filled 1n)
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PERSONNEL
5 October 1956
SECRET
(When Filled In)
SECTION 0.
COMMENTS BY SUPERVISOR
IS. RELATIVE
TO CAREER INTERESTS OF EMPLOYEE
IS. RELATIVE
TO TRAINING FOR EMPLOYEE
17. TYPED OR
PRINTED NAME OF SUPERVISOR
IA. SIGNATURE
19. TITLE
20. DATE
SECTION E.
FOR USE OF CAREER SERVICE
21. COMMENTS
22. TYPED OR
PRINTED NAME
29? SIGNATURE
24. TITLE
25. DATE
LEAVE BLANK
SECRET
Figure 1. (Back)
8
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