REPORT ON INDIVIDUAL CAREER DEVELOPMENT PLANNING PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000900060046-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 2
• Document Creation Date: December 9, 2016
• Document Release Date: May 20, 1998
• Sequence Number: 46
• Publication Date: February 15, 1956
• Content Type: MF

Approved For Release 2001 I ' P80-01826R000900060046-1
WOW
15 February 1956
MEMORANDUM FOR: Deputy Director/Intelligence
SUBJECT: Report on Individual Career Development
Planning Program
1. This Office does not have any written, formal issuances
on this subject, nor have we developed detailed written career
"plans"'for our personnel.
2. We recognize that a program of detailed written career
development plans, projected step by step into the future, may
be necessary in larger components of the agency. However, we
believe that such a program has serious drawbacks even in the
larger offices, and is particularly inappropriate for a small
office such as O/NE.
3. Unless these formal plans can be fulfilled in a substantial
percentage of cases, more problems are raised than solved.
Employee morale suffers if a detailed plan is in existence and
is not implemented. A variety of reasons, which may be en-
tirely unconnected with the employeets qualifications, often
prevent scheduled implementation of career progression, in-
cluding transfers, rotations, overseas duty, external training
and the like.
4. O/NE has operated on the principle that effective
career development comes from a knowledge on the part of
each employee that he is encouraged to discuss his job
preferences and career intentions with his supervisor; that
his superiors are interested in his future; and that the agency
will implement career development of qualified employees.
It comes also from responsible supervision and from continu-
ing surveys by each Office Career Service Board of the
employees under its guidance. All this is admittedly more
difficult in the large components of the agency.
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5. In O/NE we have encouraged personal interviews of
employees with their supervisors. We have had many em-
ployees appear before the Career Service Board for a full
discussion of career development and job progression. Our
Board has under continuing consideration the professional
growth of its employees. We think this practice is effective
and we believe morale is improved by it.
6. In sum, our position is that career development
should be a matter of serious concern to responsible
officials in every segment of the agency. Its effective
implementation will vary in different offices. For an office
as small as O/NE, we feel that individual consideration
at normal, appropriate, flexible intervals is preferable to
any written plan, detailed in advance, which may be un-
realistic and which in most cases will probably prove to
be impossible to implem
airman
O/NE Career Service Board
Approved For Release 2001/09/04.:, GI - P80-01826R000900060046-1
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