MANAGEMENT COMMITTEE MEETING ON 18 MARCH 1974

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000600110027-9
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 4
• Document Creation Date: December 12, 2016
• Document Release Date: February 5, 2002
• Sequence Number: 27
• Publication Date: March 19, 1974
• Content Type: MFR

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19 March 1974
MEMORANDUM FOR THE RECORD
SUBJECT: Management Committee Meeting on 18 March 1974
1. The Committee met on 18 March. In attendance were:
Secretary
Mr. Paul Walsh
Mr. William Nelson
Mr. Harold P rownnian
Mr. Donald Chamberlain
Mr. John lams
Mr. John Warner
Mr. Fred Sanney
Mr. Thomas 'oi.mos
25X1A9A
Mr.
Mw.
2.. The following topics were discussed and decisions reached ax e
as recorded below:
A. fi lexxaenw tr.on or ?ASG Reco-mmendations .A.p roved ' -,,r
CYA IV..anar;cment Con7xns ee (MCA -2 ",/ `a). The draft mena.oxands,.na
was approved with the understc-nding that the Head of the E Career
Service is to be addod as an addressee.
B. Chances i-A Rory u!. wlo ns to Comply w~th M^nn ernen" rte , ~.-
mittoe Decls{.ons on e '?'SSG rlo-ort (MICA-244C), The
asked the General Cou;i ici to review all chaa.n ges. Mr. N~ep.7o-a 'c--
vided the Director o; Porsonne" with a written recital of some on
asked changes in lTd g that the S '"?'iS~J'rC~J P.,~,"... "b. 25X1A
..~ language. ~ ~t .i:2U 17.i.b Y.~41~(3;k'~,rcL4ei r ,.C9
gt.+
may have more authority than env"cioneci, the Committee endorr;,ctl
substituting "may" for "will" in the last sentence of draft
(pa ra is (3) ). lams questioned the handling of contract exr..p oy e;;.
It was noted that these c a.nryes lie ?tain to ata. ? personno . or;ly, 4 r c
the Secretary asked thae Director o Personnel to tan ettake ~z ;.;ca r.>., ~:~e
rav3.ew of rvha,t ct~an;;es snoca d iae considered vis-a-vis contract per-
sonnel policies.
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C. Special Achievement or Superior Accomplishment Awards
(MCA-70/A). The Director of Personnel briefed on the current
award system and the features of MCA-70/A. A brief discussion
followed, and Mr. Nelson noted plans to use it only in e;zceptional
circumstances. The Secretary asked that the language des..ri.,.Ain
the new system leave open its applicability to deserving of.i;_CCIrs "in
directorates other than the DDO. The Director of Personnel viii
clarify paragraph D 2 b, "The employee will not have the oppor nx, ty
to be promoted or transferred to a higher level position in the immo-
dinte foreseeable future."
D. JCEO Matters 8 . Mr. Thomas Holmes revievi(xI the
status report, and the following decisions were made with respect
to the objectives listed therein:
1. Objective 1: Directorate EEO' a are to devote at least
half their time to E7 0 matters. The Agency EEO Cf icer's job will
be considered as full time, with any time left over 'co be devoted to
assigned tasks on the IO staff.
2. Objective 2: In response to Mr. Noloon's suggerstio.n,
25X1A
' . was noted that hiring is .a line o:: directorate rosponsi xx ty aril pe '-
jonncl recruitment efforts are to be i.u4:1ionted, when approprAate, by
professional line officers with intimate knowledge of the needed ski .
5,?ownman briefed on consideration being given to the addition of
.-lo ,s for black officers in the CT Program. The Director of :e'er;ac~lr c,?.
opposed the recommendation that the Management Committee take on
responsibility of accepting or rejecting black applicants and naming
sponsors for those to be given further consideration. The practice in
each directorate requiring a Deputy Director to be consulted pr`o2 to
the turn-down of any black employee applicant was noted. The Sec,,, Secretary
noted that the EEO Officer should feel free to refer individual case, to
0.1
4J,10 ;' ianagement Committee and/or come to the Committee for policy
guidance.
3. Objective 3: Mr. Holmes briefly called attention to the
Annual Personnel Plan and suggested that there is room for considerab o
progress for the professional development of women.
Objective 4: Mr. Holmes highlighted the work be'?ng done
25X1A9A b o develop upward mobil y plans for various ca tego r :e s c ,
skills. Some abuse of meeting the professional standards required or
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various jobs was explained, i. e. , that it is possible for an employee
to be hired as a secretary-steno who had initially wanted a professional
position for which she did not qualify.
5. Objective 5:I Mr. 1-.Tomes noted OTR pans to dovo .op
three-day full-time courses on EEO for supervisors. The Secretary
asked that alternatives to this be e:samined, I. e. , a few hours each
day for a given period of time, coupled with reading.
6. Objeczlve 6: In response to a number of observations,
the Director of Personnel e::pl.ahaad Cho difference between the ESur1^.n> -or
Only Employee Program and the Summer an-tern Program -- the fa.was;:
being mostly for the dependents of employees and the latter recty:iri,aa.g
a high degree of skill and usually a graduate degree. Noting the nood
to increase opportunities for black ,)Lunnier only exnployeas, the ecre-
tary asked that the Director of Security xnamina what can be done co
accelerate .security review.
7. Objective 7: Members were urged to develop their own
action plans against Which progress can be measured.
3. Objective 8: The apparent effectiveness of counsci.ng
both employees and supervisors was noted.
The Secretary noted that the status report was gtAltc
complimented Mr. Holmes on his presentation, and noted the work that
z n,.uw be done to accomplish our objectives in this area. The D~irector of
ors: nnel will provide the Secretary and the Chairman with a critique of
r,.Ua report.
E. Other 73u_si.na s: 4 rns noted plans to provide a presentation
on OFajoctivos and their r elatlonsha.l;?a to other elements of the Agency' n
management system at the nent.. 111wna gement Committee meoti.ng on
25 March.
/s% 'Car{ E, pucketL'
Carl E. Duckett
Secretary
Di e tx abut'? on:
0 - NKC Tile
I - ICach Member
I - D/:QCs/IC
I w D/DCI'/NlO
r7/Personnel
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