ACADEMIC BACKGROUND AND THE INTELLIGENCE CAREER PROFESSIONAL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP81B00701R000200270001-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 66
• Document Creation Date: December 12, 2016
• Document Release Date: October 5, 2000
• Sequence Number: 1
• Publication Date: November 15, 1967
• Content Type: REPORT

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Secret
DIRECTORATE OF
INTELLIGENCE
Academic Background and the Intelligence
Career Professional
Secret
15 November 1967
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WARNING
This document contains information affecting the national
defense of the United States, within the meaning of Title
18, sections 793 and 794, of the US Code, as amended.
Its transmission or revelation of its contents to or re-
ceipt by an unauthorized person is prohibited by law.
GROUP I
EXCLUDED PROM AUTOMATIC
DECLASSIFICATION
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15 November 1967
MEMORANDUM FOR: Deputy Director for Intelligence
SUBJECT Professional Intelligence Recruiting
1. Pursuant to your request, I have explored
the academic background of professional personnel in
the Intelligence Directorate for indications of its
bearing on quality of performance.
2. Basically, I have attempted to answer three
questions:
Has there been a change in where the
intelligence professional goes to
school and in how much advanced
training he takes?
Has the academic background of proven
groups of our supervisors or analysts
significance as guidance for future
recruitment?
Have our supervisors noted any appreciable
change in the caliber of professionals
recruited over the years?
3. My conclusions are based upon a review of
schools attended by various cross-sections of the
Directorate (see APPENDIX A):
All 74 intelligence. career supergrades,
since by definition they have played
through the field and represent the
"successful" DDI professional.
36 key office and division chiefs most
closely involved with production (OCI,
OER) OSR).
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20 midcareer production analysts
identified by OCI, OER and OSR as
"comers."
33 OSR military production analysts
studied. by Assessment & Evaluation Staff
in March 1966.
All 63 Career Trainees in OCI, and 58
Junior Professionals in OCI who entered
on duty since 1958.
4. I have also reviewed recent studies by others
on qualitative trends in Agency professional staffing
(see APPENDIX B).
5. Finally, I have sampled supervisory opinion
in the Directorate on the comparative caliber of Junior
Professional recruits (see APPENDIX C).
6. My overall conclusion is that there has been
a noticeable shift in our recruits away from attending
Ivy League schools and a very considerable drop in
those holding doctorates.
7. No significance should be drawn from this
beyond noting that, in the past, high performance,
particularly in the production offices, has been forth-
coming from those who have taken graduate work and
have matriculated, either as graduate or undergraduates,
at schools providing quality instruction.
8. Perhaps more significant is the concern
expressed by many supervisors over a higher incidence
of mediocrity among male applicants, and the increas-
ing need to compensate for this by recruiting women.
While none sounds the alarm, there is too much
uneasiness to remain unconcerned.
9. As to recommendations, apart from the obvious
exercise of greater care in selection and increasing
our knowledge of where quality instruction is available
today, it seems to me that we need more inducements
to attract the top talent. We need to continue to get
those individuals who have prepared themselves for
teaching at the university level.
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10. We should also plan our programs with greater
recognition of the fact that special skills (language
and scientific) may increasingly have to be acquired
after entering on duty.
11. Some of our top production analysts might
work with the Assessment and Evaluation Staff on
devising superior means of testing motivation.
12. The implications for the future of the
Directorate of having more women, of higher than average
caliber, either increasingly in key jobs, or subordinated
to men with less potential than they, should be studied.
13. Finally, I should note that where my findings
appear to be inconsistent with the findings of others,
the explanation lies in having concentrated in the
first instance on our Directorate, secondly on the
production offices, and thirdly on OCI, which depends
increasingly upon the by and large very successful
Career Trainee Program for its recruits.
14. It stands to reason that these results of a
few days looking into an important problem should be
verified before any changes are initiated..
25X1A
Attachments
Summary Report
Appendices A, B, C
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CONTENTS
FINDINGS
General
1
Career Trainees (CTs)
1
OCI Junior Professionals
(JPs) 2
Role of Women
2
Opinion of Supervisors
3
SIGNIFICANCE OF FINDINGS
CONCLUSIONS
RECOMMENDATIONS
SUPPORTING TABLES: COMPARATIVE INCIDENCE OF
GRADUATE TRAINING AMONG VARIOUS CROSS-
SECTIONS OF THE DIRECTORATE
Comparison of Various Cross-Sections
C
7
areer Trainees (CTs) by Office
8
OCI Career Trainees
OC
9
I Junior Professionals (JPs)
C
10
omparison of CTs and Non-CTs among
11
OCI Junior Professionals
APPENDICES
A. Academic Background of Various Cross-
Sections of Career Professionals in
the Directorate of Intelligence
B. Excerpts from Selected Studies on
Qualitative Trends in Agency
Professional Staffing
C. Sampling of Supervisory Opinion in
the Directorate of Intelligence on
Comparative Caliber of Junior
Professional Recruits
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ACADEMIC BACKGROUND AND THE
INTELLIGENCE CAREER PROFESSIONAL
To explore the academic background of professional
personnel in the Directorate of Intelligence for
indications of its bearing upon the quality of per-
formance.
FINDINGS
There has been a noticeable change in schools
attended and amount of graduate work taken by intel-
ligence professionals prior to entering on duty.
Fewer now attend Ivy League schools, fewer have
doctoral degrees, and among those best qualified,
more are women.
When compared with the academic backgrounds of
key Directorate officials, or selected production
analysts (midcareer "comers"), the backgrounds of
recent recruits reflect a much lower incidence of
attendance at Ivy League schools, either for under-
graduate or graduate work. Also reflected is a much
lower incidence of doctoral degrees.
Career Trainees (CTs)
With one exception, no CT among the 92 in OER,
OSR, OGBI, NPIC/IAS, CRS, DCS and - holds a PhD
or has attended an Ivy League school.
Of the remaining 63 CTs in the Directorate, that
is, those in OCI, five CTs have PhD level degrees,
all from Ivy League schools, all entering duty prior
to 1961.
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46% of the 63 OCI CTs have graduate degrees, and
22% of them have also attended an Ivy League school
as undergraduate or graduate students.
The incidence of graduate, training and Ivy League
attendance is appreciably greater among the OCI CTs
entering on duty before 1964 than among those arriving
since, 33% greater in the case of graduate training,
52 times greater in the case of Ivy League attendance.
OCI Junior Professionals (JPs)
OCI JPs, defined as professionals born not earlier
than 1938, have entered on duty since 1957. They
number 58, of which 25 are also Career Trainees. Only
one Ivy League school was attended by this group, Brown,
by one CT who entered on duty in 1966.
No member of this group holds a PhD, though 34%
of the members earned MA level degrees. Eleven members
did not earn any degree, though most have done some
college work, and some are studying now.
The incidence of graduate training among the CT
members of this group and the n.on-CTs is about the
same (36% versus 33%).
The incidence of graduate training amoung the OCI
JPs entering on duty after 1964 is almost 22 times
higher than among earlier arrivals (about 50% higher
in the case of CT members of the group and 400% higher
in the case of non-CT members).
Role of Women
Reliance on women professionals has been greater
in recent years.
In OCI, in the pre-1964 period, 26 Junior
Professionals entered on duty of which five were women;
in the post-1964 period, women accounted for ten of the
32 arrivals. The incidence of graduate training in the
later group is three times that of the pre-1964 group.
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It is also 50% higher than the incidence of graduate
training in OCI male JPs who entered on duty during the
same period. Female OCI Junior Professionals who were
not CTs have consistently had a higher incidence of
graduate work than male members of this group.
Women account for one-fourth of the OCI CTs. This
one to four ratio of males to females is the same for
both the pre and post 1964 periods. The incidence of
graduate training among OCI women CTs has consistently
been 50%, while the incidence in OCI male CTs has
dropped from 53% in the pre--1964 period to 40% among
those entering on duty since.
Other offices, notably OER and CRS, as well as
OCI, have noted their increasing dependence upon women
recruits to obtain desired quality, and conversely,
their acceptance of males with less qualifications
than they would like in order to fill positions requir-
ing males.
Opinion of Supervisors
80% of 131 Directorate supervisors queried stated
that overall the caliber of the recent recruit is
comparable or superior to that of earlier ones (57%
comparable; 23% superior). However, many of the
comments of these supervisors reflect the malaise
voiced by the 20% who found "a noticeable drop in the
caliber of Junior Professionals recently recruited."
The concern of these supervisors is with the
higher incidence of mediocrity, our not getting the
pick of the litter, the preoccupation of a greater
proportion with personal advancement and less evidence
of being highly motivated.
SIGNIFICANCE OF FINDINGS
It is doubtful that any significant specific
indicators can be drawn from apparent correlations
among some of the groups studied. The variables
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involved are numerous and themselves changing.
Additional data which could be significant has not
been considered in this study (e.g. A&E test scores;
evaluation of transcripts for class standing; inter-
views with subjects, their supervisors and their sub-
ordinates for personal insights).
Looking at the record, it seems a fact that among
those who have attained high position, and also among
those who are performing outstandingly, there is a
high incidence of graduate training, and, among those
who did not take graduate work as well as those who
did, there is a high incidence of attendance at
"quality" schools (Ivy League, plus such as MIT, Columbia,
Penn, California, Stanford).
It is consistent with this inference to note that,
apart from what the school does for the man, schools
difficult to get into and graduate from serve as an
effective screen. And students who pursue graduate
studies are likely to have some of the qualities which
also make a good Intelligence Directorate professional.
However, other important factors, such as motivation,
must be left to other devices to ascertain.
Other considerations should be noted. There are
many programs and schools not in existence 20 years
ago which today offer quality instruction at both
undergraduate and graduate levels.
University admittance selection criteria have in
many cases changed, and are likely to change more as
the results of experimentation in determining what con-
stitutes a potentially good student come in.
The gap between the quality of instruction in Ivy
League schools, many other private schools and many
state supported schools is less now than formerly. In
selected areas it has been sufficiently bridged to be
unimportant for Agency selection purposes.
The impact of the draft, the higher incidence of
commitment by undergraduates to going on to graduate
work and the spotted image of the Agency in the minds
of some, virtually preclude our getting all the recruits
we need from undergraduate schools of the highest quality.
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It is today not the fashion as it once was, to be
attracted to CIA just because it is CIA. We cannot
therefore count on our name alone to give us a compet-
itive advantage in the labor market.
In economic terms also we have relatively less to
offer now than formerly. Academic salaries and chal-
lenges, industrial salaries and fringe benefits, even
higher pay in other government departments greatly
reduce our attraction for top rate people. Not to
mention relative prospects for advancement.
The high incidence of graduate work (including
much at the doctoral level) among key Directorate
personnel is attributable to our having attracted many
people who were teachers or had prepared for teaching
careers. As one supervisor, referring to current
academic opportunities, has stated it, "were the same
money available then, I feel sure many of our best
people would not now be working in CIA, in research
of political affairs anyway."
By extension, unless we can now attract people
trained for academic careers, or in some manner provide
their equivalent, this Directorate cannot be assured
top quality leadership in the-years ahead. The point
is, at a time when graduate training is much more
prevalent than it was when we got our present crop of
key people, we are not getting their current counter-
parts.
There has been a noticeable shift in our recruits
away from attending Ivy League schools and a very con-
siderable drop in those holding doctorates.
No significance should be drawn from this beyond
noting that high performance, in particular in the
production offices, has been forthcoming from those
who have taken graduate work and have matriculated,
either as graduate students or as undergraduates, at
schools providing quality instruction.
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Also significant-is the concern expressed by
many supervisors throughout the Directorate over a
higher incidence of mediocrity among male applicants
and the increasing need to compensate for this by
recruiting women.
RECOMMENDATIONS
Be less concerned about where an individual went
to school as long as he has a graduate degree.
Be cautious of where an individual went to school
if he has had no graduate work. (This means acquiring
greater familiarity with the current caliber of
faculties, departments and programs of academic
institutions, which information, taken together with
the student's academic record will result in better
selection).
Seek to increase inducements in order to be more
competitive with others seeking top talent.
Consider extending further the OER practice of
direct recruitment in cooperation with the Office of
Personnel.
Plan our programs taking into greater account
fact that special skills (language and scientific)
increasingly have to be acquired after entering on
duty.
the
may
Put some of our top analysts to work with the
Assessment and Evaluation Staff on devising superior
tests, particularly those testing motivation.
Study the implications for the future of the
Directorate of having more women, of higher than average
caliber, either increasingly in key jobs or subordinated
to men with less potential than they.
Attachments
Supporting Tables
Appendices A, B, C
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COMPARATIVE INCIDENCE OF GRADUATE
TRAINING AND IVY LEAGUE ATTENDANCE
OF VARIOUS CROSS-SECTIONS
OF INTELLIGENCE CAREER PROFESSIONALS
CROSS-SECTION (NUMBER
OF SUBJECTS)
% G
RADUATE %
IVY LEAGUE
TR
AINING
ATTENDANCE
Supergrades (74)
70%
25%
Production Supervisors (36)
80%
42%
Production Analysts (20)
50%
40%
Military Analysts (33)
50%
15%
DDI Career Trainees (160)
50%
12%
OCI Career Trainees (63)
46%
22%
OCI Junior Professionals (58)
34%
2%
NOTES (1) Membership in above groups is not mutually
exclusive.
(2) Figures above reflect only graduate work taken
resulting in a degree earned.
(3) For purposes of this study, Ivy League is defined
as Brown, Dartmouth, Harvard, Princeton, Williams
and Yale, plus, two women's colleges (Bryn Mawr
and Mt. Holyoke) in order to accommodate female
professionals who attended them.
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COMPARATIVE INCIDENCE OF GRADUATE
TRAINING AND IVY LEAGUE ATTENDANCE
OF INTELLIGENCE CAREER TRAINEES (CTs)
INCIDENCE
CROSS-SECTION (NUMBER
GRADUATE TRAINING
IVY LEAGUE
ATTENDANCE
OF SUBJECTS)
NUMBER
%
NUMBER
%
OCI (63)
29
46%
14
22%
OER (18)
11
61%
0
0%
OSR (23)
12
52%
0
0%
OGBI (2)
1
50%
0
0%
NPIC/IAS (6)
2
33%
1
17%
CRS (3)
0
0%
0
0%
DCS (23)
STATSPEC
10
44%
0
0%
(17)
8
47%
1
6%
OTHER (5)
5
100%
3
60%
DDI (160)
78
50%
19
12%
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COMPARATIVE INCIDENCE OF GRADUATE TRAINING
OF OCI CAREER TRAINEES (CTs)
INCIDENCE OF
CROSS-SECTION (NUMBER
GRADUATE TRAINING
OF SUBJECTS)
NUMBER
%
OCI Career Trainees (63)
29
46%
EOD Pre-1964 (32)
17
53%
EOD Post-1964 (31)
12
40%
OCI Male CTs (47)
21
45%
EOD Pre-1964 (24)
13
54%
EOD Post-1964 (23)
8
35%
OCI Female CTs (16)
8
50%
EOD Pre-1964 (8) 4
50%
EOD Post-1964 (8) 4
50%
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COMPARATIVE INCIDENCE OF GRADUATE TRAINING
OF OCI JUNIOR PROFESSIONALS (JPs)
INCIDENCE OF
CROSS-SECTION (NUMBER
GRADUATE TRAINING
OF SUBJECTS)
NUMBER
%
OCI Junior Professionals (58) 20
34%
20%
5
EOD Pre-1964 (26)
EOD Post-1964 (32) 15
47%
13
30%
OCI
Male JPs (43)
4
19%
EOD Pre-1964 (21)
EOD Post-1964 (22)
9
41%
7
OCI Female JPs (15)
1
47%
20%
EOD Pre-1964 (5) 6
EOD Post-1964 (10)
60%
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COMPARATIVE INCIDENCE OF GRADUATE TRAINING
OF CTs AND NON.-CTs AMONG
OCI JUNIOR PROFESSIONALS
INCIDENCE OF
CROSS-SECTION (NUMBER
GRADUATE TRAINING
OF SUBJECTS)
NUMBER
%
CTs in JP Group (25)
9
36%
EOD Pre-1964 (7)
2
28%
EOD Post-1964 (18)
7
40%
Male CTJP (17)
6
35%
EOD Pre-1964 (5)
2
40%
EOD Post-1964 (12)
4
33%
Female CTJP (8)
4
50%
EOD Pre-1964 (2)
0
0%
EOD Post-1964 (6)
4
67%
Non-CTs in JP Group (33)
11
33%
EOD Pre-1964 (19)
3
16%
EOD Post-1964 (14)
8
64%
Male Non-CTJP (26)
7
27%
EOD Pre-1964 (16)
2
12%
EOD Post-1964 (10)
5
50%
Female Non-CTJP (7)
4
57%
EOD Pre-1964 (3)
1
33%
EOD Post-1964 (4)
3
75%
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APPENDICES TO REPORT ON
ACADEMIC BACKGROUND
AND THE INTELLIGENCE CAREER PROFESSIONAL
APPENDIX A: ACADEMIC BACKGROUND OF VARIOUS CROSS-
SECTIONS OF CAREER PROFESSIONALS IN
THE DIRECTORATE OF INTELLIGENCE
.APPENDIX B: EXCERPTS FROM SELECTED STUDIES ON
QUALITATIVE TRENDS IN AGENCY
PROFESSIONAL STAFFING
APPENDIX C: SAMPLING OF SUPERVISORY OPINION IN
THE DIRECTORATE OF INTELLIGENCE ON
COMPARATIVE CALIBER OF JUNIOR
PROFESSIONAL RECRUITS
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APPENDIX A
ACADEMIC BACKGROUND OF VARIOUS CROSS-SECTIONS OF
INTELLIGENCE CAREER PROFESSIONALS
DDI Supergrades
1
Selected DDI Production Supervisors
(OCI, OER, OSR)
11
Selected DDI Production Analysts
(oCI, OER, OSR)
12
Selected Military production
Analysts (OSR)
DDI Career Trainees
13
Junior Current Intelligence
Professionals
18
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ACADEMIC BACKGROUND OF INTELLIGENCE
CAREER SUPERGRADES
This summarizes the results of a review of
colleges attended and degrees earned by DDI super-
grade personnel. The review was undertaken to see
what inferences might be drawn from such data.
Including those assigned to ONE and to other
Agency components, DDI has 74 individuals in super-
grade status (19 EP and GS-18; 18 GS-17; 37 GS-16).
These 74 individuals attended a total of 79
different colleges and universities, earning a total
of 145 degrees from 59 of them.1
In all they earned 74 degrees at the BA level,
50 at the MA level (including LL.Bs) and 21 at the
PhD level (including an MD). In addition, five
individuals completed the requirements for doctorals
short of submitting a dissertation.2
Only 27 universities account for all MA and PhD
level degrees awarded. The six most attended--
Harvard, Yale, Chicago, Columbia, Princeton and
Pennsylvania--account for 36 of the 70 graduate
degrees earned.
DDI supergrades outperform the DDI average
better than two to one in MAs earned, and better
than five to one in PhDs earned.
The percent of GS-18s having PhDs is twice
that of GS-17s and GS-16s, the latter two having an
almost identical record at both the masters and
doctoral levels.
None has attained supergrade status without
at least a BA. However about 30% of the DDI super-
grades did not earn a graduate degree.
Attachments
TABLE I. Number of Degrees Earned by Intelligence
Area Supergrades
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TABLE II.
TABLE III.
TABLE IV.
TABLE V.
TABLE VI.
Universities Awarding Either a Graduate
Degree or at Least Three Degrees to
Intelligence Area Supergrades.
Distribution by Component of Total
Degrees Earned by Intelligence Area
Supergrades.
Distribution by Component of Highest
Degree Earned by Intelligence Area
Supergrades
Distribution by Grade of Highest Degree
Earned-by Intelligence Area Supergrades
Comparative Performance of DDI Supergrades
with DDI Area
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1/ 45 of the 59 schools from which degrees were
earned are listed in Cass' Selectivity Index. This
index covers 464 of the 2,000 undergraduate schools
in the U.S. corresponding generally to the 500 school
memberships of the College Entrance Examination Board
which use the Board's tests in their admissions
procedures.
Cass and Birnbaum, Comparative Guide to American
Colleges, lists 1,200 sc h o1: from Which are
included in the selectivity index.
The selectivity index is said to be a comparative
measure of the scholastic potential of the student
body, a rough indicator of the hurdles the student
will face in applying for admission, and the level
he will meet after matriculation. Four ratings are
used: currently 30 colleges are rated "most selective";
55 "highly selective"; 182 "very selective"; and 207
"selective," leaving some 700 unrated.
2/ Occasionally systematic attempts are made to
rate graduate schools. The most recent effort, in
1966, is the American Council on Education report
by Allan Cartter, An Assessment of Quality in Graduate
Education. The report is very controversial. it
never a ess serves to identify the 40 or so better-
than-average to excellent programs or departments in
a given major field.
Graduates from these schools can be assumed to
have had the advantage of "quality" training.
Faculty ratings used are: distinguished (the top
nine); strong (the next ten or more); and good or
adequate plus (for the remainder of schools listed).
Comparable ratings are used for the effectiveness
of graduate programs (extremely attractive; attractive;
and acceptable plus).
Cartter reports on a total of 106 schools having
graduate programs, including 23 of the 27 schools from
which DDI supergrades earned advanced degrees.
1.
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TABLE I
NUMBER OF DEGREES EARNED BY
INTELLIGENCE AREA SUPERGRADES
22 individuals earned 11 =
22
34 ? + 2 =
68
17 3 =
51
1 "
74 average about 2 degrees =
145
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UNIVERSITIES AWARDING EITHER A GRADUATE
DEGREE OR AT LEAST THREE DEGREES
TO INTELLIGENCE AREA SUPERGRADES
BA
MA
PhD
American U.
2
1
3
Brown
2
1
3
California (Berkeley)
3
1
4
Chicago
4
3
3
10
Clark
1
2
3
Columbia
3
3
1
7
Cornell
1
1
Dartmouth
1
1
2
Duke
1
1
Duquesne
1
1
2
George Washington
2
1
3
Harvard
5
8
5
18
Haverford
3
3
Illinois
1
1
2
Indiana
1
1
2
IRIS (Geneva)
1
1
Iowa
2
1
1
4
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TOTAL
BA
MA
PhD
John Hopkins
2
MIT
1
1
Michigan
5
Minnesota
2
2
4
Missouri
1
New York U.
1
1
Oxford
Pennsylvania
3
Princeton
2
2
1
5
Rennselaer
1
1
Syracuse
1
1
Tufts/Fletcher
1
1
USC
1
1
Virginia
1
Wisconsin
2
1
Yale
5
5
33 Universities
26 Universities
0
'28
TOTAL 59 Universities
74
50
21
UrPFT
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TABLE I I I
DISTRIBUTION BY COMPONENT OF
TOTAL DEGREES EARNED BY
INTELLIGENCE AREA SUPERGRADES
COMPONENT
BA
DEGREES
MA*
PhD
ODDI
11
7
5
23
OCI
10
7
OER
7
5
4
16
OSR
3
2
5
OGBI
5
5
10
NPIC/IAS
6
3
4
3
3
2
STATSPEC
4
1
TOTAL DDI
53
35
12
100
21
15
9
45
INTEL AREA
74
50
21
145
*Includes LL.Bs.
SEC
T
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TABLE IV
DISTRIBUTION BY COMPONENT OF. HIGHEST DEGREE
EARNED BY INTELLIGENCE
AREA SUPERGRADES
COMPONENT
BA
MA*
PhD
TOTAL
ODDI
4
2
OCI
4
5
OER
1
2
OSR
OGBI
NPIC/ IAS
3
6
CRS
2
STATSPEC
DCS
1
2
3
1
TOTAL DDT
18
24
12
ONE
5**
7
9
21
INTEL AREA
23
31
21
75
*Includes LL.Bs.
**Includes two flag rank officer graduates of
Annapolis and West Point
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DISTRIBUTION BY GRADE OF HIGHEST DEGREE
EARNED BY INTELLIGENCE AREA
SUPERGRADES
GRADE
DEGREES
TOTAL
BA
MA*
PhD
GS- 16
13
16
8
GS- 17
6
8
4
GS-18
3
7
9
plus EP
SEC:
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TABLE VI
COMPARATIVE PERFORMANCE OF DDI
SUPERGRADES WITH DDI AREA
BA
81%
100%
100%
MA**
30%
64%
65%
PhD
5%
23%
29%
*Source:
DDI Factbook
(Fall
1965) l
isting
professionals in the DDI ex ONE. 25X1A
**Includes LL.Bs.
SFER F -T
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ACADEMIC BACKGROUND OF THIRTY-SIX
DDI PRODUCTION SUPERVISORS
Thirty-six senior professional production
supervisors were selected from ODDI (2), OCI (17),
OER (10),and OSR (7). Grades varied from GS-14 to
EP-4 (1 EP-4, 2 GS-18, 4 GS-17, 11 GS-16, 16 GS-15,
and 2 GS-14).
An examination of the schools attended and degrees
earned shows that:
The 36 supervisors earned a total of 72
degrees from 34 different schools (35 BA;
27 MA level; 11 PhD). One supervisor,
GS-15, has no degree (prior military
career).
Schools most attended were: Harvard, by 6;
Princeton, by 4; Yale, by 3; Brown, by 2;
Chicago, by 3; Minn., by 2; Columbia, by 3;
Am. U., by 2; Fletcher, by 2; and 18 others
by each of the remaining supervisors.
The schools attended for graduate work
were: American U., Brown, Calif., Chicago,
Columbia, Cornell, Dartmouth, G - W,
Georgetown, Harvard, SAIS, Michigan State,
MIT, Minnesota, Penn., Princeton, Syracuse,
Fletcher, USC, Virginia, Wesleyan, Yale.
Six Ivy League schools were attended
(Brown, Dartmouth, Harvard, Princeton,
Williams, and Yale).
. Eight state universities were attended.
The group contains one former Career
Trainee.
The group contains one female, a GS-15,
in OER.
SECRI1
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IA-RDP81 B00701 R000200270001-3
1c,
ACADEMIC BACKGROUND OF TWENTY SELECTED
DDI PRODUCTION MIDCAREERISTS
Twenty professional midcareerists were selected
by three DDI production offices on the basis of their
outstanding performances (OCI - 7, OER - 6, OSR - 7),
and without regard for their academic backgrounds.
Grades varied from GS-12 to GS-14 (1 GS-14; 15 GS-13;
4 GS-12).
An examination of the schools attended and degrees
earned shows that:
The 20 analysts earned a total of 33
degrees from 25 different institutions
(21 BA; 10 MA level; 2 PhD level).
Schools most attended were: Yale, by
3 analysts; Harvard, by 2; California,
by 2; New York U., by 2; Stanford, by
2; and 19 others by each of the remain-
ing analysts.
The schools attended for graduate work
were: Boston College; Boston U.; MIT;
Missouri; Nebraska; NYU; Penn U; SMU;
Stanford; Tulsa; and U. Va.
Five Ivy League schools were attended
(Brown, Dartmouth, Harvard, Princeton
and Yale).
. Nine State Universities were attended.
The group contains five former Career
Trainees.
Several are now enrolled in graduate
courses at local universities.
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ACADEMIC BACKGROUND OF THIRTY-THREE
SELECTED MILITARY RESEARCH ANALYSTS
25X1A
25X1A
These thirty-three analysts are the OSR personnel
who were extensively tested by the A&E Staff as part
of the study conducted by in March 1966.
Extensive test data are therefore available on this
group which described as "...a high group in
terms of measured intellectual abilities."
An examination of the schools attended and degrees
earned shows that:
The 33 analysts earned a total of 49
degrees from 36 different schools
(32 BA; 17 MA level; none at the PhD
level).
Schools most attended were:
Washington
U, by 4; Harvard, by 3; Clark, by 2;
Dartmouth,
by
2;
Georgia, by 2;
Kentucky,
by
2;
Montana State, by 2;
Minnesota,
by
2;
and 22 others by each
of the remaining analysts.
The schools attended for graduate work
were: Clark, Cincinnati,
Dartmouth, Georgia? George
Indiana, Kentucky, Montana
Minnesota, Pittsburgh, and
California,
Peabody,
State,
Washington
U.
Four Ivy League schools were attended
(Dartmouth, Harvard, Princeton, Yale).
The group contains two former Career
Trainees.
No females are in this group these
having been excluded from
test.
,'. e ..
SF ~e&
25X1A
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ACADEMIC BACKGROUND OF CTs
IN THE DDI
Former Career Trainees constitute about 6% of
the professional and technical personnel in the DDI.
The CT is likely to loom more importantly in the future.
DDI professional personnel requirements for FY.1968 are
341, of which 55, or 16%, are planned as CTs.
The proportion of CTs in various offices varies
considerably, and the impact of the CT program upon an
office will therefore vary greatly also. In OCI, for
example, the CT program is now virtually the sole
source of new professional blood.
There are now some 160 former CTs in different
DDI positions, assigned as follows:
Component
Number of CTS
% Prof/Tech Pers
OCI
63
25%
OSR
23
16%
DCS
23
14%
OER STATSPEC
18
17
44%
OGBI
2
2%
CRS
3
1%
NPIC/IAS
6
Under
1%
15-5
Other (e.g. ONE)
5
160
Below are notes, by component, on the academic
background of their CTs.
63 CTs attended 63 different schools and earned
98 degrees(63 BA, 30 MA level, 5 PhD level
[4 PhD plus an LL.M]).
SECET
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Schools most attended were: Harvard, by 6;
Fletcher, by 3; Columbia, by 3; Oberlin, by 3;
Princeton, by 3.
Graduate work was taken at 21 different schools.
Those most attended for graduate work were:
Harvard, by 4; Fletcher, by 3; Columbia, by 3.
Five Ivy League schools were attended (Brown,
Harvard, Princeton, Yale, Bryn Mawr).
18 state universities were attended.
Of the 63 CTs, 16 are female.
All four PhD degrees taken by OCI CTs were awarded
by Ivy League schools (Harvard, Brown, Yale,
Bryn Mawr).
No CT having a PhD has EOD'd in OCI after
1956.
Of the 29 CTs holding 35 graduate degrees, eight
are women holding 12 graduate degrees, including
one PhD who EOD'd in 1952.
One-half the OCI CTs EOD'd prior to 1964, the
other half since. The earlier group contains
eight women, or 25%. The latter group also
contains eight women.
22 CTs earned 33 degrees at 28 schools (22 BA,
11 MA).
No CT earned a degree at an Ivy League school.
Degrees were earned at 11 state universities.
-15-
SECRET
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Three CTs took their graduate work at the same
school attended as undergraduate.
There are no females among the OSR CTs.
23 CTs earned 34 degrees at 27 different schools
(23 BA, 11 MA level).
. No CT earned a degree at an Ivy League school.
Four CTs took their graduate work at the same
school attended as undergraduate.
. Of the 23 CTs, one is a female.
18 CTs earned 29 degrees at 25 different schools
(18 BA, 11 MA).
No CT earned a degree from an Ivy League school.
Degrees were earned at 7 state universities.
Two CTs took their graduate work at the same
school attended as undergraduate.
Of the 18 CTs, two are female.
STATSPEC
17 CTs earned 26 degrees at 22 schools (17 BA,
8 MAY 1 PhD).
One CT earned a degree at an Ivy League school
(PhD from Yale).
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One CT took his graduate work and undergraduate
work at the same school.
. Of the 17 CTs, four are female.
Two male CTs earned three degrees at two different
schools (BA was earned at G - W, a BA and MA at
Illinois).
Three CTs earned two degrees at two different
schools (BAs from Le Moyne College and Davidson
College).
. One of the CTs earning a degree is female.
NPIC/ IAS
Five male CTs earned seven degrees at six schools
(5 BA, 2 MA), including BA and MA from MIT.
SECRET
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ACADEMIC BACKGROUND OF 58 OCI
JUNIOR PROFESSIONALS
OCI Junior Professionals (JPs), for purposes of
this exercise, have been defined as those professionals
who were born in 1938 or later. It also happens that
this group EOD'd in 1958 or since. This group purposely
includes those CTs which meet the conditions.
The group of JPs numbers58, of which 25 are CTs.
They vary in grade from GS-7 to GS-12, depending upon
length of service and educational qualifications. Of
the 58 JPs, 15 are female, of which nine are CTs.
Twenty-five or approaching one-half of the 58
EOD'd prior to 1964. Of the 15 female JPs, five EOD'd
prior to 1964 and ten since. Of the 25 CTs who are
also JPs, seven EOD'd prior to 1964 and 18 since.
An examination of the schools attended by the
JPs and the degrees earned shows that:
Of the 58 JPs, 47 earned degrees at 51
different schools (11 have no degree,
47 BA, 21 MA, no PhD).
26 earned one degree, 19 earned two
degrees, and two earned three.
Schools most attended were: Georgetown,
by 4; Johns Hopkins/SAIS, by 4; Michigan,
by 3.
Schools attended for graduate work number
13 (Chicago, Columbia, Florida, Fordham,
Georgetown, Indiana, Johns Hopkins/SAIS,
Louisiana State, Michigan, Nebraska,
Tufts/Fletcher, Usc, and Rochester.
One Ivy League school was attended, Brown,
by a CT who EOD'd in 1966.
13 state universities were attended.
'ET
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Plans & Review Staff,
Office of Personnel
Inspector General 5
Assessment & Evaluation Staff, 6
Office of Medical Services
Career Training Program, 8
Office of Training
SEC''
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 Approved For Release 2001/03/64" CIA-RDP81 B00701 R000200270001-3
WHAT OTHERS HAVE SAID
A study of ten years of Career Trainee classes
(1951 - 60) was conducted by the Plans and Review
Staff, Office of Personnel, to "establish an expected
attrition rate and possibly a pattern of background
qualifications of the successful Career TraineeT.
A total of 318 former Career Trainees (those
still in CIA, out of the 619 brought in) were studied,
varying in grade from GS-11 to GS-16. Of these 52
were in the DDI.
The following excerpts are pertinent to the
present inquiry:
"Identification of Success Factor
As shown in the above table, 47 of the
318 former CTs achieved grade GS-14 or better,
this being an arbitrary success point for
purposes of this study,. A review of the
files of these individuals does not indicate
any immediate pattern which might be used as
a recruiting or placement aid. Success appears
to be more a function of time. The only thing
that the 47 had in common was their years of
service. In educational background, and in
previous experience, they varied so widely as
to preclude profiling. The academic field of
History led in frequency for both the total
number and the total at GS-14 and above but
by an insignificant margin, with Political
Science and Government a close second.
Economics was the third leading field of
academic concentration as shown in Tab 3.
Although the state of CT records was such
that first assignment could not always be
identified, most of the 47 had started off
at a high organizational level. Evidently
the factor of visibility had some bearing
on success achieved."
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 is t._ .. a
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"Conclusions:
a. Psychological research in depth would
be required to establish any pattern of the
successful CT if indeed it exists. The study
only scratched the surface of this subject.
b. The CT, formerly JOT Program, has
produced good people who have stayed with us
at about an average rate. It was learned that
we can expect approximately 50% attrition
after five years. We also established that
it takes an input of 100 Career Trainees to fill
37 midcareer positions ten years later. There
was little appreciable difference between CT
and non-CT retention. These comparisons, which
were not envisioned in the original purpose of
the study, might very well be an area of
further inquiry.
c. There is a difference in promotion
,rates between the Directorates which may not
necessarily be a 'bad thing.' Possibly this
difference reflects the planned nature of the
Clandestine Services' personnel system and the
job vacancy nature of the Intelligence
Directorate's system. The difference represents
another area of inquiry which might be taken
particularly from the standpoint of artificial
restraints on the promotion of younger people.
d. The study suggests many other studies.
However, at this time we are making no recom-
mendations. At a future date, there are two
areas which might be investigated, although
the state of CT records is such as to make
research extremely difficult. The relationship
of CT to non-CT professional input is becoming
an increasingly acute matter in a stabilized
agency where vacancies equate largely to losses.
The relative value of the CT Program to the
direct hire method as a source for professional
staff is a comparison piece. These two problems
will be placed in our suspense file for attention
when time and staff are available."
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Office of Personnel Study of First Ten Years
25X1A of Career Training Classes, 1 Aug 67 (forwarded
by to Dir Pers under cover of
memo dated 3 Aug 67.
Prepared as a contribution to the above study, but
an effort that stands on its own feet, is the Russell
Shaw report on the same midcareer ex-Career Trainees
based on data compiled from an Office of Computer
Services listing dated 31 December 1966.
The purpose of this study was "to review available
information on the midcareer ex-Career Trainee to see
if any meaningful patterns emerge which may be related
to the management succession problem or to recruitment
selection."
Shaw's general conclusions are that:
"adequate records on ex-CTs do not exist....
The real contributing factors to success are
simply not recorded. Therefore, it was not
possible to develop any rationale or defense
of them. It is, however, safe to say that to
date:
A. The ex-CTs have not 'played
through' the professional group of
Agency employees.
B. Female ex--CTs have a poor
attrition and promotion record.
C. It takes an input of 100 CTs
to fill 37 midcareer positions."
SEGR,r..pea
I- yO y4
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Excerpt from pp. 2 - 3 of Tab B:
"G. High School. and College
A review of high school and college
locations show that 45% are in the Northeast,
30% in the Midwest, and the remaining 25%
evenly distributed among the other states.
The following percentages may reflect a con-
sistency in the recruitment pattern.
Institution CSCS Other Career Services
Private High School 20% 19%
State Universities 33% 42%
Ivy League Schools 24% 20%
There is no pattern of success due to the
section of the country or to school attended.
"H. Academic Discipline
Tab B (3) lists the ex-CTs baccalaureate
major and the number of GS-14s and above. With
the exception of ORR and Support careerists,
there is no pattern of success. Half of the
ORR ex-CTs majored in economics. All but one
are in the 55% success for ORR. Half of the
Support careerists majored in Public/Business
Administration. Only one of them is in the 50%
success for DDS.
"I. Graduate and Undergraduate Degrees
Twenty-eight percent of the CSCS and
54% of the other Career Services' ex-CTs have
graduate degrees. Almost all of the DDI ex-CTs
on the GS-15 and GS-16 levels have graduate
degrees. For the remaining ex-CTs, there is
no apparent pattern of success."
25X1A
Office of Personnel Report on
Midcareer Ex-Career Trainees based on data
compiled from OCS/DDS&;T listing no. 180) dated
31 Dec 66.
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The Inspector General recently surveyed the Career
Training Program. The survey team specifically reviewed
the process for screening and. selecting junior profes-
sionals, and the careers of CTs.
Included is a finding that CIA should stay away
from undergraduate campuses where men not having had
military training flourish (p. 23).
More pertinent to this inquiry:
"The team took a random sample of ex-CTs who
are now on duty at the GS-12 level and reviewed
their files to see if there were a correlation
between background and on-job performance. We
considered age at EOD, college or colleges attended,
major academic fields, class standing, honors
received, scholarships, own contribution to
college expenses, environment and geographic
area lived in, training record, A&E record,
promotion progress, interim and permanent assign-
ment, military experience and language qualification.
Analysis of these factors did not develop a
pattern which would permit us to state that
firm prediction could be made about the potential
success, failure, or mediocrity of any given
individual of certain qualifications as opposed
to another with different; qualifications. The
file review did establish that the quality of
the personnel entering the Agency as CTs is high
and that the CT recruitment and selection process
is an effective mechanism for providing the Agency
with high caliber personnel."
REFERENCE:
Inspector General's Survey of the Career Training
Program, April 1967.
SE R
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The Assessment and Evaluation Staff, Office of
Medical Services, has made two studies on predicting
analyst performance. The 1958 study covers 40 analysts
engaged in economic research; the 1967 study covers 35
analysts engaged in military-economic research
The main conclusion of these studies is that the
results are helpful to screen out potentially poor
performers among applicants for positions as research
analysts.
"Although several of the variables were included
with little expectation that they would be related
to success as an analyst, the lack of validity of
others is worth noting. The broad area of previous
experience and training--educational level, major,
related experience, EOD grade-is apparently
irrelevant within the ranges represented in this
sample. Educational level at time of EOD, as given
in testing records, shows a general increase from
that reported at time of application, but again
no significant relationship with success on the
job. The lack of relationship between EOD grade
and rating is of interest in comparison with the
significant relationship between rating and grade
at time of rating, reported in the Criterion
Analysis section above. It provides additional
indication that the higher-rated analysts have
been promoted out of their entry grades while the
lower-rated analysts have remained behind.
"Relationships of personal history characteristics
to tenure were analyzed on every variable for which
there were sufficient cases in the categories.
There were no significant relationships."
REFERENCE:
Assessment and Evaluation Staff Report,
"Predicting Performance of ERA Research'
Analysts, " 9 Apr 58.
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25X1A
Excerpts from Summary of 1967 study:
"1. Scores of a group of MRA analysts on the
intellectual tests and the questionnaires on
attitudes, interests and temperament included in
AES's professional test batteries were analyzed
and compared with rated performance of the MRAs
in order to describe the group and to determine
the relationship between test variables and
performance....
"2. The MRA analysts are a high caliber group
in terms of measured intellectual abilities....
"3. On the average, the interests, attitudes
and temperament characteristics of the MRA
analysts are similar to those of Agency men in
general.
"4. Rated performance in MRA correlates
positively with verbal and non-verbal intellectual
ability, with a need for recognition, with temper-
ament characteristics of being quick and physically
active, and with a variety of measured vocational
interests--the. most salient relationships here
being negative ones with jobs filled by people
having higher than ordinary artistic interests.
The relationship of interest to performance is
opposite in important respects to that found in
the ERA group. We note that the results may be
chance, or may reflect a significant difference
in the two jobs, with MRA work being more reward-
ing for people with business and physical science
interests, and ERA more rewarding to people with
fine arts interests."
Assessment and Evaluation Staff Report
"Test and Job Performance of Military
Research Analysts," Mar 66.
SE
25X1A
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 ~9.N,t.!
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The Career Training Staff (OTR) and the Assessment
and Evaluation Staff (OMS) are constantly studying the
test scores of Career Trainees. This is done for the
purpose of comparing the quality of classes, and to
identify possible guides to help select, train and
place the CTs.
In July 1966, A&E reported the results of an effort
to determine the comparative quality of CT classes since
1958 as measured by the battery of professional tests
taken by all CTs:
"From 1958 to 1962, there was no
significant variation in the average scores
for each successive class. They averaged
uniformly high, within a range indicated
below:
"In 1962 a slight drop appeared in 2 of
the 7 measures listed in paragraph 1 above,
namely the vocabulary and reading compre-
hension scores, and this drop was reflected
in a lowering by about a half-step of the
composite box score on intellectual ability.
Since 1962 the average for each successive
class has remained level with no significant
variation.
"The range within which this variation
has occurred is a very high range compared
with the Agency professional population and
with U.S. population as a whole. All classes,
in terms of their average test scores, fall
among the top 25% of Agency professionals.
Measured against the population as a whole
they would range between the 93rd and the
96th percentiles. Measured in terms of IQ,
the range would be from about 123 to 128.
"The main conclusion is that A&E has no
statistical evidence that there is or has been a
significant decline in quality. One possible
explanation of the measurable area of decline
with respect to verbal skills is related to the
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growth in size of the Program. In 1962 occurred
the first expansion of the Program. It is
suggested by A&E that numerical growth has meant
the selection of increasing numbers to meet
specialized as well as general requirements.
Applicants with technical or otherwise specialized
backgrounds tend to score somewhat lower on the
verbal measures."
Chief, Career Training Program, reports no
significant change in the composition of his classes
based upon schools attended. He feels CT classes now
reflect the college density of any geographic area.
In a memorandum to D/OTR dated 1 August 1966, he
reported the record of the previous two years: 446
trainees with 576 degrees had attended 208 institutions.
Of the total degrees earned 64, or 11%, were from Ivy
League schools (defined in this instance as Brown,
Columbia, Cornell, Dartmouth, Harvard, MIT, Penn,
Princeton, Tufts, Wesleyan, Williams and Yale).
Another 58, or 10%, were from other "quality"
schools (California, Chicago, Johns Hopkins, Michigan,
Stanford, Wisconsin). In addition six were from West
Point and two from Anapolis.
More recently on 13 October 1967, C/CTP reported
to D/OTR on the composition of five classes totaling
378 CTs. Of these 39, or 10+7,, attended Ivy League
schools, and 55, or 15%, attended other "quality"
schools. As he puts it:
"These figures suggest;
(a) that about 25% of our trainees
attend what are generally con-
sidered to be the top schools;
(b) we are getting a good geographic
representation; and,
(c) the number by state or region are
generally proportionate to the
distribution of colleges and
universities."
SEA r?
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The most recent findings of OTR on qualitative
trends in Agency professional staffing are reflected
in C/CTP's memo for D/OTR dated. 3 November 1967. The
purpose of that sampling was:
"to indicate the number of CT's in
relation to total professional manpower;
to compare, in terms of numbers and schools
attended, classes which entered in 1957,
1962 and 1967; and to show the schools
attended by students in the last five
classes who earned Outstanding and Strong
in various training courses."
The general conclusions reached by C/CTP were:
"a. Classes have :increased significantly
in size and are filling a greater variety of
Agency-wide requirements than was the case a
few years ago. We are drawing from a corres-
pondingly greater variety of sources, which
results in some decrease in the percentage of
trainees who come from any particular region
or group of schools. Overall, the composition
of classes is generally proportionate to the
distribution of colleges and universities.
"b. In terms of performance in training,
there appears to be no correlation between
schools attended and the achievement of superior
ratings in CTP courses.
"c. Career Trainees constitute a small
percentage, currently 11%, of the Agency's
total professional work force. Any qualitative
assessment of professional manpower must, there-
fore, include some analysis of the other 89%.
"d. Some analysis of post-training
performance on the job is needed, as a qualitative
measure and as a source of guidance for
selection of professional employees."
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APPENDIX C
OPINION OF THE SUPERVISORS
Composite of Questionnaire Sent to
140 DDI Supervisors
1
Recapitulation of Returns by DDI
Offices
2
Selected Comments by Respondents
4
S
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Date: October 1967
Based upon your experience and observation, what is your
impression of the calibre of the junior professionals recruited
in recent years (say within the last two or three) compared to
those brought in earlier (say five or more years ago)?
30
F
2/
27
3/
The calibre of recent recruits is about the
same as earlier ones.
There has been a noticeable drop in the
calibre of junior professionals recently
recruited.
[II I have no basis for comparing these.
+mrpical Comment (any information which would shed light on how and why
you arrived at the above judgment, and how valid you consider
it to be) :
1/ They are well-rounded and clearly reflect the superior
instruction being given in today's universities.
2/ While well-rounded academically, and often quite bright,
they often are not the best of the current crop, and often
seem more preoccupied with rapid advancement than with
professional growth.
3/ Whereas earlier the caliber of recruits was almost uniformly
high, there is now a higher incidence of mediocrity, as
well as, a decrease in the amount of graduate work completed.
RESPONDENT (optional)
140 DDI SUPERVISORS, MAINLY
AT BRANCH AND DIVISION LEVEL.
OFFICIAL USE ONLY
-1-
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1/ Recent recruits are superior to earlier ones.
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SAMPLING OF SUPERVISORY OPINION
ON CALIBER OF JUNIOR PROFESSIONALS
RECENTLY RECRUITED COMPARED
TO EARLIER RECRUITS
NUMBER OF RATINGS
COMPONENT TOTAL
SUPERIOR COMPARABLE WEAKER
OCI 3 17 4 24
OER 5 8 9 22
OSR
OGBI
CRS
"no -
STATSPEC
DC S
4 11 3 18
8 9 7 24
3 4 7
NPIC/IAS 1 13 14
TOTAL 30 74 27 131
NOTES: Query posed: Based upon your experience and
observation, what is your impression of the
caliber of the junior professionals recruited
in recent years (say within the last two or
three) compared to those brought in earlier
(say five or more years ago)?
Superior = Recent recruits are superior to
earlier ones?
Comparable = The caliber of recent recruits
is about the same as earlier
ones.
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Weaker = There has been a noticeable drop
in the caliber of junior profes-
sionals recently recruited.
140 queries were sent, all were returned,
of which nine indicated no basis for
comparison.
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SELECTED COMMENTS FROM SUPERVISORS
RESPONDING TO QUESTIONNAIRE ON COMPARATIVE
CALIBER OF RECENT AND EARLIER
JUNIOR PROFESSIONAL RECRUITS
I. Among those who consider the caliber of recent recruits
about the same as ear ier ones:
"Very hard question to answer. Of the relatively small
number of CT's and other junior types with whom I have
had much experience, one (who is on the upper border of
the category) excelled, few have been total flops, some
did badly in this division but (I gather) have performed
acceptably elsewhere, some did well here but moved on at
their own request anyhow. Summing up, I would say that
the junior professionals I have seen performed satis-
factorily (most of them) but not brilliantly (again,
most of them); I don't think this is very different from
what it has been, but I'm not sure." [OCI Branch Chief]
"In terms of being able to fill our recruiting needs
with high quality personnel over the years... the calibre
of the JOT professionals available to and hired by the
Division has remained consistently high. The number of
potential candidates, however, has declined, either
because of initial recruiting policy or a basic change
in the interests of the candidates." [OCI Division Chief]
"Like all surveys based on restricted answers to little
boxes, I'm sure that this one will provide a distorted
picture of the situation. Although I have marked 'about
the same' this is hardly the whole story. I feel that
as far as OCI is concerned the quality is about the same
as before, but this is mostly because the criteria for
selection has been kept rather high and efforts have
been made to see to it that the quality of new recruits
is the same. To do this has required considerably more
effort that ever before. The overall quality of
applicants seems to me to have dropped considerably.
Many more folders must be reviewed to find the few that
can qualify. The overall quality of CTs has always seemed
to me to have dropped in the past few years. In addition,
the number of good men candidates has fallen; most of
our good prospects today are women (or perhaps it is
fairer to say that far more of the good prospects than
ever before are women).
SE" F7
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"This seems to me to be a result of a complex of problems
that have arisen, with two main ingredients clearly lead-
ing the others. First, it is easier to get good jobs in
the academic world and in various research organizations
for very good pay now than it was ten, or even, five
years ago. Consequently many who would have entered
government research (and this includes CIA) previously
now are able to stay in the academic or related research
spheres. One must also add the factor of available
scholarship and other money which enables a good young
student to finish his academic training (through the PhD)
now which was not available ten years ago. Were the same
money available then, I feel quite sure that many of our
best people would not now be working in CIA, in research
of political affairs anyway.
"Second, there is the development of a regrettable, but
very real, 'public image.' Many of our best people are
those with inquiring, critical minds, with a deep interest
in political affairs, and a non-conformist view of current
affairs. They tended to the unconventional in their
younger days; a reflection of the cast of mind which
makes them in fact valuable. Today, younger men of this
cast of mind are very reluctant to join CIA. Knowing
very little about the agency and its work, they never-
theless have developed strong feelings against it. The
youngsters we get now seem to me to be somewhat more
stolid, less vibrant, more easy to fit into (and finding
themselves more comfortable in) an 'establishment' mold.
While they are well grounded academically and often quite
bright, they are not the best of the current crop.
"In sum, I am pessimistic about the future. I feel it
will become more and more difficult to keep the quality
up. One should not simply accept the judgment that the
quality is now 'about the same,' and therefore feel
complacent. Planning for the future must take into
consideration the factors listed above to meet the
challenges ahead." [OCI Area Chief]
"Caliber of junior female analysts (GS-7 to 9, BA or MA
level) has remained agh, if not higher; male analysts
slightly lower. Caliber of the GS-11 to 12, PhD level has
fallen during 1962-66 compared to 1953-61."
[OER Branch Chief]
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"...the calibre of recent recruits at the B.A. level
generally is lower than in earlier years as they now are
more frequently fresh out of college with little or no
previous work or military experience. Because of the
lack of maturing experience, they find it more difficult,
and are less willing, to adjust to the rigorous demands
of research and writing. Recruits at the graduate level,
however, usually are superior to earlier recruits at this
level largely because of the improved quality of graduate
training in recent years." [OER Division Chief]
"The 'X' in the lower portion of the above block is
intentional. Based on my review of all files of appli-
cants placed in process for OER (and the former ORR)
over the past 6-8 years, I believe the calibre of junior
professional personnel assigned to this Office has been
slightly lower in recent years. It is my feeling that
we have been and are processing a number of applicants
that we probably would have passed up several years back.
I attribute this in large part; to the need to process a
greater number of applicants to meet our total staffing
requirements which in turn has made it necessary to
exercise a lesser degree of selectivity in our employ-
ment review process. Also bearing on this general
impression is the fact that there are fewer graduate
level applicants from which to! chose and, consequently,
we have been forced to employ a relatively larger number
of B.A. level analysts than was the case in the late
1950s and early 1960s. In my judgment, this is a clear
reflection of the increased competition from industry
and the academic community for the type of applicant
sought by this Office." IOER Staff Chief]
"Though the calibre of recent recruits is about the same
as earlier ones, there seems to be a distinct difference
in attitude and outlook. They are dedicated and loyal
employees, however, the old esprit de corps is noticeably
lacking among the juniors, possibly due to the increase
in the size of the organization. The juniors also seem
to be preoccupied with rapid promotion and are more aggressive
in letting this be known, even though in the eyes of
their supervisors they may not be deserving of promotion
at the time. This may be a reflection of today's high
cost of living. This judgment is based on many years of
supervisory experience and observation of trends among
government employees. I consider its validity to be
reasonably high." [OSR Division Chief]
SECRET
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"We feel the folders of the men are not as good as those
we were getting five years ago while those of the women
remain about the same." [NPIC Division Chief]
"My judgment is based on personal observation of on-the-
job performances from 1953 to present, and a period
recently (mid-1962 to early 1965) when I reviewed files
and conducted interviews for all division job applicants.
I can detect no major improvement or deterioration; if
any trends are discernible, recent applicants have been
better qualified in the academic sense, but not as well-
motivated as earlier recruits." [CRS Branch Chief]
"I have not considered as a reflection of calibre what
subjectively seems to me a new attitude amongst some
recent recruits. Several recent recruits seemed to feel
that they should immediately be given important respon-
sibilities, agency financed schooling, and that the CRS
is a way station to entry into the CT program as the
only way to gain advancement in the a ency."
tCRS Branch Chief]
"I base my judgment on sustained first-hand observation
of the translations and summaries of Russian-language
material of 14 junior professionals, four of whom were
recruited five or more years ago, two four years ago,
and eight within the last three years. Half of each STATSPEC
group performed at the level of 'Strong' or above. One
professional of the first group and one of the last
performed at the 'Adequate' level." Branch Chief]
"I would have to say the calibre is about the same. I
certainly would not say it has improved, but I would not
nominate the third category 'a noticeable drop in calibre.'
Possibly we need a more sophisticated individual today but
it seems many of the CT's we get today lack certain
intangibles and lack in ability to get along with others.
They require more polishing and more training. Their
motivations appear to have changed. We have gotten some
excellent men recently but we also have gotten a sur risingly
large number of mediocre ones." [DCS Division Chief]
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II. Among those who consider the caliber of recent recruits
superior to earlier ones:
"Recruits nowadays seem to mme a little better trained
for intelligence work than those a few years ago--
primarily as a result of better JOT courses and orien-
tation courses. Their academic background and general
intelligence level seems about same as before."
[OCI Division Chief]
"Recent recruits are better prepared, more sophisticated
and have more initiative and. strength of purpose. They
become 'producers' much sooner and the quality of their
product, on the average, is better. Competition in the
market place, unwarranted adverse publicity, and the
long period of time it takes to check out and notify
prospective applicants, all militate against obtaining
as many of the best possible professionals as desired."
[OER Branch Chief]
"This rating is confined to my observation of the juniors
working in the two Divisions of OER with which I have
been associated. I would note that the paper qualifi-
cations of recent juniors are not as good as those of
the earlier recruits. I suspect that their better per-
formance and attitude reflects a sense of personal
involvement in work that is topical, important and bear-
ing a visible relationship to current policy issues."
[OER Area Chief]
"In general the recruits who came into the MRA of ORR
in the 1960-63 time period did not work out well. Most
are now gone. Recent employees both from the Career
Trainee Program and the ORR recruiting program are most
impressive. It remains to be seen how well they stick."
[OSR Division Chief]
"Recent recruits clearly reflect the superior instruction
being given in the geography departments of U.S.
universities and colleges." [OGBI Division Chief]
"With a few exceptions, I would say that editorial
trainees brought on board during the past year (September
1966 to the present) are of 'higher caliber than those
who came in during the preceding two years (beginning
September 1964, when I returned to Headquarters from
JE(~.PrT
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STATSPEC
overseas). In the latter group I am thinking both of
those still with us and a number who did not make the
grade; but in this group, too, there are some promising
editors. Comparing the first group (within the past
year) with those who EOD between 1960 and mid-1964, I
would also say that the caliber is proportionately
higher; i.e., the most recent group has a better good-
fair-poor ratio." - Branch Chief]
STATSPEC
"A larger number of recent applicants evidenced an
adequate knowledge in languages, including Chinese and
Arabic. In earlier years, we had very few applicants
with languages and we had to train them inhouse--it was
more costly, especially when some left us after a year
of training.
"Recent applicants are well educated and did not mind
working hard--although they often leave to return to
school and study for an advanced degree. In general,
recent recruits are less patient and want to advance
faster--they know about the availability of jobs and
have less reason to stick it out.
"I think the recent recruits show more purposefulness
and know what they want while earlier ones often took
the job with the Agency because they had nothing else
to do. I understand by earlier applicants those who
entered on duty approximately 3-8 years ago. Those who
entered more than eight years ago were well motivated
and showed strong potentials which they usually fulfilled."
cting Division Chief]
"The above judgment is based on approximately six years
total experience in recruiting, hiring and training
editors. Periods compared were 1956-59 and 1964-67. I
consider it as valid as any judgment of people can be.
There were exceptions good and bad in both periods, but
the more recent group appears more promising. Educational
qualifications appear to be higher, and careful selection
has ensured recruitment of editors with high motivation
and willingness to accept the inconvenience and challenge
of overseas assignment. I have been particularly well
impressed with recent CT's." Area Deputy Chief]
STATSPEC
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III. Among those who consider the caliber of recent recruits
to have roppe no icea y:
"I have indeed been personally concerned for some time
(and am glad of the opportunity to record it here) over
this matter. It has seemed to me that, overall, this
Office now has many fewer really bright, capable,
promising junior professionals--and conversely more weak
links--than was the case five or ten years ago. Specifi-
cally, I believe there has been a decline, in general, in
the calibre of personnel obtained from the CTP, now our
primary source of new people. Whereas our earlier
experience with much more limited numbers of such personnel
was almost uniformly satisfactory, our 'problem ratio'
has certainly risen sharply since the program has been
expanded and begun to rely heavily on internal recruiting."
[OCI Branch Chief]
"One measure is that I have not seen among those recently
available for placement a single candidate I would regard
as outstanding since the CT program gave us Messrs. X
and X two years ago." [OCI Division Chief]
"I have been interviewing CTs and reviewing their folders
as a division chief for the last three years after ten
years out to staff. Prior to that I had some personal
experience with the earlier JOTs who served under me as
branch chief. During my time on staff assignments I had
occasion to work closely with some JOTs and CTs who came
into OCI during those years. The same holds true for
certain officers who were recruited directly by OCI i.e.
not through the CT system.
"I know the tricks that time can play with memory and
the subjective bias of any old fogey such as myself when
asked to compare the horrible present with the golden
days of yesteryear. I do, however, feel that the per-
centage of good people coming through the CT system and
available for DDI recruitment is quite small. There
have been times in the last two years when I was badly
hurting for new people. The CT program would serve up
2, 3 or 4 out of a given class who were interested in
working for WE/OCI and I could not, in whatever objectivity
I possess, bring myself to the conclusion that having
these people would be good for them, good for OCI or
good for the overall agency interest.
SECRET
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"As far as statistics go I currently have on board
five people who were recruited in the last 32 years
through the CT system. One is already superior by
any OCI standard, another displays excellent potential,
two others are average, the last has just arrived
so that it is a bit too early to tell. To get these
five I had to pass over about thirty other CT's who
in my judgment did not measure up to snuff.
"I have one person recruited directly out of graduate
school who is going like a house afire and two others
in process. These latter two are veteran foreign
service officers from the Department of State who for
one reason or another are dissatisfied. They are good
on paper and in interviews but I am keeping my fingers
crossed. To get these I processed about thirty files
carefully culled for me from the personnel bank.
"In conclusion, I do not think, based on my limited
experience, that we are getting the same type of
people applying that used to apply. It seems to me
in the earlier days of the CT program those coming
to us looking for jobs were for the most part all
good. This is no longer the case."
[OCI Division Chief]
"I do not know many juniors brought in 5 + years
ago well enough to make such comparisons.
"Generally, however, I think the calibre of new
recruits shows a steady decline. I think the sit-
uation has been critical for years. There is no
comparison between the calibre of people being
brought in today, for instance, and the calibre of
people who EOD in the early 50s. One measure is
the shortage or virtual absence in recent years of
graduates from Ivy League and other of the better
universities--we are recruiting second rate people,
today, from third rate schools." [OCI Area Chief]
BEGET
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"We have received fewer recruits with higher degrees
than in the past, also fewer with foreign language
competence. Even among those with equal education,
I feel there has been a slight decrease in quality.
We seem to be somewhat less selective than in the
past." [OER Branch Chief]
"A few years ago we recruited people who had completed
an MA or perhaps all but the dissertation for a PhD.
They had completed military service or were not likely
to be drafted. Often they had had some industrial
or teaching experience, were interested in a career
in intelligence, and stayed on the job long enough
to gain some experience and to be of some value.
"Now we get an occasional MA but more frequently
new BAs. The MAs are as well qualified academically
as the MAs of a few years ago, and some of the new BAs
are bright and potentially valuable employees.
Usually neither the MA nor the BA has had any military,
industrial or teaching experience. Few are thinking
in terms of an intelligence career. Because qualified
applicants are scarce, we interview and sometimes hire
new BAs whose academic records are not very good and
who would not have been put in process a few years
ago. Most of our new recruits are draft vulnerable
and leave for military service or for an assignment
that will postpone military service before they have
gained enough experience to be very valuable.
"Others stay in the Agency only long enough to join
a military reserve unit and then depart for additional
academic training. With occasional exceptions we
train new recruits and get :Little pay-off in work
eventually performed. However good the potential
of recent recruits, the on-the-job capability of
our junior professionals is not as good as it was
a few years ago, because they do not bring experience
to the job and they do not stay long enough to acquire
it." [OER Branch Chief]
SECRET
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"My experience includes 10 years as a Branch Chief,
Deputy Division Chief, and Division Chief as well as
several years as a special ORR (OER) recruiter; in
addition, I interview almost every candidate for my
component when they come to Headquarters for testing.
There is not so large a proportion of first-rate young
people (especially males) as there used to be. Further-
more, our recruiting instructions have over the years
called for less and less strict standards. I would call
the drop 'noticeable' but not fatal." [OER Division Chief]
The drop in the calibre of junior professions results
from OER hiring more analysts at the BS level who have
had very little graduate experience, research experience,
or job experience of any sort. As a result they need
more close supervision by their Branch Chiefs. In some
instances, their initial progress is slow. Some will
never make good researchers and the Office should not
delay facing up to such problems. On the other hand,
based on the volume and quality of the work the Office
is producing, we are receiving a good volume of bright,
imaginative recruits who are assuming increased responsi-
bilities speedily and effectively." [OER Division Chief]
"My overall impression is that, while we are getting an
adequate flow of juniors who can develop into useful
journeymen, we are not attracting the outstanding bright
young people we did several years ago. These were never
many in number in any one year." [OER Deputy Director]
"The educational background and intellectual ability of
new junior professionals probably equal that of earlier
recruits; but the attitude of the recently recruited
toward their jobs is noticeably irresponsible and it is
reflected in the quality of their work."
[CRS Indexing Staff Assistant]
..while recent female recruits are as good, if not
better than earlier ones from the standpoint of academic
accomplishment, e.g. grades and area study, the recent
female recruit frequently suffers from disenchantment
with her job (not challenging enough, promotion rate too
slow, etc.) far sooner than her earlier counterpart.
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"...it is apparent that those files [on male candidates]
available for this Office's consideration are not as
strong as those of previous years. Grades and professional
test results are generally poorer. Frequently, we have
recruited the best of these people simply because they
are males. The best applicant files are reserved for
CTP or the production offices which require advanced
degrees, area specialization, etc., with this Office
taking those with bachelor degrees only, those who are
draft eligible, or who have a military obligation to
fulfill. Again, early disillusionment with the CRS
position is the rule, with many of our male recruits
seeking interviews with CTP representatives or trying
to get into the DDP, etc. as soon as they learn of the
existence of these activities?"
[CRS Professional Personnel Officer]
"I have had nine COTs work directly for me and in the
last several years have had the responsibility once
removed for about an equal number of young professionals.
The first two of this group go back about five-six years
and with two exceptions I would consider them superior
to those who followed them. Based on the above personal
experience I feel that there has been a small, but
noticeable, drop in the calibre of junior professionals
recently recruited." [DCS Division Chief]
"Attributable at least in part to the fact that DCS during
the period of cut was known to be unable to promote or
in some cases even accept junior officers and the rumors
that were current for a couple of years that it was to
be down graded and absorbed by the Clandestine Services."
[DCS Deputy Director]
"Members of the CT classes which I have interviewed have
impressed me by and large as conservative generalists
with little imagination or specialized training which
would point to more than a mediocre career in the Agency.
They have in general seemed to display little of the
awareness of world developments which one would normally
expect of a young intelligence officer; judgments expressed
in many of their papers were dull, prosaic, or just wrong.
There are exceptions of course, but I feel the Agency is
frequently getting a second-class product from the
universities, the type of student who cannot qualify for
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STATSPEC.
STATSPEC
the Foreign Service, does not have the aptitude to STATSPEC
continue his education, and is uncertain about the career
he should choose. Perhaps many CT candidates, while they
are in this ambivalent state about their careers, are
recruited into the Agency almost by default. Once this
uninspired generalist is brought into the Agency, much
is done to inspire him, but I feel the Office of Training
should have a better product to train in the first place."
_ Division Chief]
"I review all applicant folders for professional Russian
linguists bein considered in (pre-
viously Our need for linguists who are also
scientifically trained (in chemistry, biology, earth STATSPEC
sciences, etc.) has not been met at all. Applicants
referred to this division have had, for the most part,
only the expected college training in languages; some
have majored in language and literature; but not since
1963 have we received on board. a person with a science
degree and the requisite language competence. I have
seen only one such applicant/referral in the past two
years.
"In the past two years eight new employees were brought
on board: one of them was previously employed by CIA
and is excellent; two of them were recruited as clericals
(despite university degrees), but were later directed
into the professional ranks*; two were transferred from
OCR components to become language trainees, since we had
vacancies to be filled some way or other- three were
brought on board as a result of an expression STATSPEC
of interest at the time of initial referral.
(* Both of these persons are excellent. One came
to us via Office of Personnel initiative--referral
from the clerical assignment pool after her full
qualifications were assessed. The other came to
us after first having been assigned to ONE as a
clerical, then having expressed dissatisfaction
with the low-demand job she held.)
"Six of the eight persons are female. One of the two
men has subsequently been transferred to non-linguistic
work. One of trainees has asked for reassignment to non-
linguistic work and her case is being processed at present;
her new assi nment will be her third in slightly over one
year." Division Chief]
v ' 7q, T
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"I must caution that the impression noted above is just
that--an impression--and possibly even somewhat dated.
This view has been formed as a supervisor who has seen
a considerable number of EOD's in the past few years, and
has been influenced by a two-week TDY as a field recruiter
and by the impressions of others who have made similar
field recruiting trips. I have also observed, at least
in components where I served in the past, that we seemed
to be having difficulty attracting qualified males--this
could indicate that in terms of offering an advantageous
program of advancement and career opportunities, and in
terms of starting salaries, we have not kept pace with
the competitive and lively labor market in private life
or even elsewhere in the Govern "
STATSPEC Area Deputy Chief]
Tt"~ r6r-
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Secret
Approved For Release 2001/03/04: CIA-RDP81 B00701 R000200270001-3