ACTION MEMORANDUM # 410

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80B01676R000200040030-5
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 12, 2016
• Document Release Date: June 17, 2002
• Sequence Number: 30
• Publication Date: July 27, 1964
• Content Type: MEMO

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(CLASSIFICATION)
OFFICE OF THE DIRECTOR
TO :Deputy Direct (Plans)
Deputy Director (Intelligence)
Deputy Director (Science and Technology)
Deputy Director (Support)
SUBJECT
; Reduction in On?Daty Strength Levels
REFERENCE:
Action Memorandum No. A-410
27 JUL 1964
Date
L. The Director's decision to adjust position authorizations for FY 190
and FY 1966 compels us to initiate certain constructive efforts designed to
meet our ead.year target strength levels. Immediate attention must
given by each Deputy Director to these avenues which provide an acceleration
in the separation of personnel who are unnecessary to his needs while at the
same trrne assuring minimal adverse impact on the employment of any career
employees whose performance has been satisfactory.
Z. There are four suchavenues:
a. Military Personnel.
25X1 (1) We have on duty over
ntthtary personnel auci yet have
designated only approximately positions as .1.equiring active-
duty military skills. This suggests position-by-positioi review
of military personnel on duty to determine whether or not an active
duty military officer or enlisted mail is absolutely essential. in
each case. Any position currently filled y a military man vkiiich
could be filled by a CIA civilian ei-nployee should be identified a
the officer returned to his parent service.
SUSPENSE DATE:
SECRET
Excteed 1T):1
dor:ngraln&,
detiassIfication
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(l) Iko tracted to Waage
tide survey isessiiiiatelyLa Cestiort with the Deputy Directors end
to submit his renommettidations to me no later thee 1 November 1964.
(3) This Amnon thos141 be undertahen in such a manner that
there is so implicatioo that military ***ivy*** are considered to
lose valuable as individuals to CIA than in the past or that there
i. say clutoge wbotoblrir the long-established Agency policy to
weicomiD the seeigrexeres of military per:wane whose 41114kviit skills
re The yerpoee it the survey is to achieve a mere
positive compliance with the provilievalli of DOD Directive No.
4.13111.3. dated S December 1967 sail to utilise tamer CIA
istpioyess la all positione ION leitieb they can qualify. Talting
into coteititieration those jobs whisk can bit performed .qaIly wall
by eteillen employees mad thee* Iebe which may so longer be
eacessary at all I would hops tiestM or more raillery aim be
declared surplus to our immediate need* and reitermod to their
parted services with no adverse impact os: either the individual*
concerned or our volition, with. DOD.
b. kelliternegt.
25X1 Ageaey iteg
are eitpeeted to retire whorl they have
combisatiens of age sad leagth itse
1
d the policy employees
chieved carteLs specUi.d
. lo the peat ws have been
tzuOrit otiiieetisle and ergenisationd.oriested viewpetiat in this &letter.
vesxuryislwairi.settriainygisr:swaselote,iverirenti::: thsp:th4ticy.AgiseiVe rriusartw: take:mtL
the fitters exceptieeos should be &meted only whoa as mraploysess
fieseielal hardship wesaid remit which would rnaterially affect the
employee's ability to soalatsht the necessities ei lite railure to
exercise molitur, Judgment In plaaning for rettrenvoe* and the
aesemption of wftegroililliairy iloanthal obligations by tM1vldi*1s appr
retirement age wilt eel be cessaidered adequate reason* ler retaining
an employee hermit his normal retirement data. Accordingly, you
should review all cerreet exceptions to the riitUriltniOlia polity and
provide to me by I lievember 1944 specific recommendatione either
rescinding or renslidating each ease by name is liccerdence with
a strict interpretstion of the above criteria.
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C. Suplittadatt Pee*
? The Director does ?at.od to An$sment the prevision* a
?25X1 let this tirac. e t-txpecte that aM supervisors
ockail eggreseivelby deat ti performance as warranted
,sold initiate impunities settee wider the provisioes j HR I L
lite Office a Persaabia reports that during IT 1944 only three-
giergeb,e percale isigt personnel were eepareted miner these
proviolocm. Is difficult for me to vlietialise that it is realistic
for aft organiesties of this type and are to separate only
employee* ia any one year as aot meeting the standards of
formasice revisited. Each Deputy Director should take tounseiate
slope to identify and recommend for *operation under kilt
4Mitese individual* whose rititetod of periarrueace do sot Justify rzstie
in the Agency Si being in the hest interests of the U. S. Govarnmerst.
The Director of porriovulid, will provide asiistasco as required in
this *Siert.
(1) The Assaty Ceiim sedf.aitlna CelseelAcation iystcs
pr 401 for the tostirmation of positions and employees within certain
ccupetional and career fields across organisational lines. Although
we camas* afford to get poeitien act oceontial to the per-
tarebeiaee of the Agency or wit inirelott, we main avoid subverting
the AV/04y CO-rear system three0 the assignment of unqualified
personaol to position* within eetehlialted career fielde. At the *am*
time we must =WO every effort to afford retraining opportunities
to tadtriduale when the beet interest* of the Avocy mad good personnel
rnicattgemeat and amepower utilisation Cu be Served rebj
00 If a potition planned for elimination carries sike career
designation et a 411.74141" gikrviCe outside the career system of the
.Directorate controlling the position, the propos eliiniaatioa
should be diecuitoed with the lined of the Career Service concernen
before soy finia action is taken. This iastruction 'head not be
construed as circurelcribing lbttiting a Deputy Director** authority
to eliminate say. position whick he deems to be a* legazer necessary*
irrespective of Career Service.
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(1) Deputy Dir eters &Amid ,rard
and traiaing not normally attributeb to their Caine* Serviites with
their own Career Service designees r.,keroly to aboorie *aural**
peroossual. In order to itrieW what out true nreapower situation tar
with respect to akilis required and jobs to be perforated, deliberate
mix-assignment and the assivanNeut of unqualified individual* to
poisitiotua n4ust be *voided.. Therdosts, ft* Director of Personnel
hats iaftett &eked to *Baur* that reatealgamotits are coseieteat with
established position career ditaignebtiotie and with the ualificatiens
and Ote poteatial ability of the ladivistual involved.
Itigned) Lyman B. hirkpatrick
Lyman b. Kirkpatrick
kampoutivo Director.Cornptreller
25X1 BPAM4 I caw 24 July 1964
_Distribution:
Orig. DD/P
1 - Each Deputy Director
1 - Executive Director
1 - Executive Registry
1 - 0/BPAM
4
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S?4441.ER WILL CHECK CLASSIFI ON TOP AND BOTTOM ... "
UNCLASSIFIED CO I ENTIAL SECRET
CENTRAL INTELLIGENCE AGENCY
OFFICIAL ROUTING SLIP
TO
NAME AND ADDRESS
DATE
INITIALS
1
Executive Director-Comptroller

2
3
4
5
6
ACTION
DIRECT REPLY
PREPARE REPLY
1?
APPROVAL
DISPATCH
RECOMMENDATION
COMMENT
FILE
RETURN
r
CONCURRENCE
INFORMATION
SIGNATURE
Remarks:
Ehe attached action memo for your
signature was reviewed by Mr. Clarke
before he left, and has since been reviewed
by Mr. Echols, Director of Personnel.
FOLD HERE TO RETURN TO SENDER
FROM: NAME. ADDRESS AND PHONE NO.
DATE
)/
U/BPAM
Control
7/27/64
Officer
or ease'
Manpower
cuttrearkm4,,
SECRET
Foote No. .137
2-61 L
Use previous editions
.r U.S. GOVERNMENT PRINTING OFFICE 1961 0-587282
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