PROPOSED DDA SPECIAL CAREER TRACKING PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83-00156R001000080010-8
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 2
• Document Creation Date: December 15, 2016
• Document Release Date: December 2, 2003
• Sequence Number: 10
• Publication Date: November 20, 1978
• Content Type: MF

Approved Fole lease 2004/05/12 : CIA-RDP83-001501000080010-8
2 0 NOV iSi3
MEMORANDUM FOR: Acting Deputy Director for Administration
FROM Clifford D. May, Jr.
Director of Data Processing
SUBJECT Proposed DDA Special Career Tracking Program
1. Our principal concern about the draft proposal to
establish a DDA Special Career Tracking Program is that it
is not, and will not be perceived to be, comprehensive. In
focusing on special reports on female and minority employees
in grades 10 - 14 the proposal invites the resentment
of the white, male majority who will feel that their
legitimate career aspirations are being ignored. Reliance
on voluntary programs, as provided in paragraph 5 of the
draft, relegates the majority to second-class status, or
so it will seem to them. Would it not be preferable,
therefore, to adopt a policy which calls for career
planning for all professional employees in mid-to upper-
grades? Special reports on minority and female employees
to ensure that the omissions of the past are rectified
could be extracted from the planning data, but the basic
program would be perceived as one designed to benefit
all, not just a select few.
2. The second feature of the plan which concerns
us is the implicit decision that the "career projection
statements" are to be management's creations, with no
employee input. Career planning, to be truly effective,
should be a team effort with the employee, his/her
supervisor and the organization all playing their parts.
Even if this were not the case, we may as well involve
the employee from the outset, for sooner or later under
the Privacy Act people will demand to see their career
projections.
3. A comprehensive program, whether or not it
includes counseling and joint planning, cannot be launched
overnight. Careful planning and many months of dedicated
effort will be required. We should not underestimate the
Approved For Release 2004/05/12 : CIA-RDP83-00156R001000080010-8
 t+ e:
Clifford 7May, Jr.
Approved For Release 2004/05/12 : CIA-RDP83-00156R001000080010-8
Approved Fo0lease 2004/05/12: CIA-RDP83-00156 01000080010-8
amount of supervisory and personnel staff time and effort
which we will expend to build a program which will facili-
tate the orderly development of tomorrow's managers and
at the same time ensure equality of access to the career
ladder.
4. The PDP now covers 13's and 14's, and the process
of identifying persons for the PDP involves the conscious
evaluation of all personnel in these grades. A special
report on women and minorities, based on this comprehensive
review, would be a logical extension of the PDP exercise.
I suggest that you limit the first report under your new
program to these categories of employees, and then direct
that planning begin on the creation of a comprehensive
career development program for all employees in grades
10 - 14.
5. Should you decide to proceed with the plan as
outlined and request reports on female and minority GS-10's,
il's, and 12's outside the context of a more comprehensive
program as suggested above, I urge a more liberal timetable
so the reports you receive can be more carefully and
thoughtfully prepared.
ST