OFFICE OF SECURITY REORGANIZATION GOALS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83B00823R000100110005-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 11
• Document Creation Date: November 17, 2016
• Document Release Date: June 6, 2000
• Sequence Number: 5
• Publication Date: March 11, 1974
• Content Type: MF

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P:AR 1974
MEMORANDUM FOR: Deputy Director of Security (P&M)
SUBJECT Office of Security Reorganization Goals
1. Pursuant to your verbal request of 7 March 1974,
transcript of the 19 July 1973 meeting in the auditorium
on the Reorganization of the Office of Security has been
reviewed, and pertinent references to specific goals of
the reorganization have been extracted.
2. All references to goals are contained in 25X1A
portion of the presentation and concern themselves with t e
Career Board. They are briefly summarized as follows:
a. The composition of the Career Board
is to be altered to bring the membership as 1d?"
far down the chain of command as feasible.
b. Steps are to be taken to improve com-
munications between the Career Board and mem-
bers of the Career Service.
c. All personnel will be informed as to
the policies and procedures of the Board.
d. Career Board efforts will be directed
more toward career management of personnel
than in the past.
e. Support to the Board will be increased
through the use of others in the Career Service,
not members of the Board, to assist the Board
with its work.
E2 IMPDET
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SENET
3. Copies of pages 5 throw h 10 of the transcript,
which contain the full text of remarks, are 25X1A
attached.
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Acting Chief
Plans, Programs Branch
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Now without further ado, I wouldIIke to introduce
to you, who will present our plans for e Career Board,
n
for career pa
el's, and for the Management Adv' ory Group. Thank you.
small roblem. I dictated my notes to my secretary, Relda, and she
e taking u the subject at hand I'd like to
sort of add a personal note. I've n away from the Office for the past
two years. This is the first ti e I've d a chance to. talk to a group of
this size since I've been bank. First I'd like o say I'm happy to be back.
Second this has been my career service for the p t 20 years, a little
Y
over, and so I feel ike I'm returning home. This parts ular career
service is ver important to me personally and so I apprecia the
opportunit , really, to talk about the career service. There's o one
mptly volunteered to stay up and answer the phones, so I hope I can
First of all, on our career service, the Career
Board -- we've had roughly the same type of operation for a number of
years and it's been a good system. But with changes in concepts and
changes in organization that Oz has announced, it will require a change
in membership in the Board and it will cause a change in policies and
procedures of the Board. This is an effort to accomplish this particular
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thank you very mu
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change, not for just change itself, but for career service improvement. "
And before setting out to make these changes we tried to set som6 goals 1"
in making the change. With these goals in mind we proceeded with the
changes.
Now the goals we used -- -,First of all we
attempted to bring the membership of the new Career Board as far down
the chain of command as was feasible. We hope to bring the Board
improve communications between the Board and the members of the
closer to the career of personnel that it serves. '-Second, we hope to
career,..9_evice. Actually we've been trying to do this in many different
Board has done it in the past. Fib-tEly, we hope to furnish the Career
areas -- more recently we've started distributing Minutes of the Thursday
Staff Meetings to all personnel, including those in the field. And this is
just one indic "on of the effort to improve communications throughout
it
the Office. d, we set a goal of informing personnel as to the policies
and procedures of the Career Board. Fourth, we hope to direct the Career
Board efforts more toward the career management of personnel than the
Board more support through the use of personnel in the career service,
other than those on the Career Board, to assist the Board with its work.
Now with these goals in mind, we set forth a plan, and I'm going to go over
this plan with you now. First of all I'd like to deal with the membership
of the Board.
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Rudy, could you give me that #1 Chart again?
The membership of the new Board will be as follows.
First of all, it will be chaired by the Deputy Director of Security. The
membership of the Board will then be the Deputy Director, PTOS, who is
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The Deputy Director for Policy and Management will serve on the Board.
The Deputy Director for Personnel Security and Investigations,
and Policy and Management is Stan will serve on the Board or,
in his absence Also added to the Board will be the Chief,
Physical Security Division
Chief, Technical Division,
the Chief, Plans, Programs and Administration Division,
Bob will have sort of a dual role. He will serve on the
Board, he will furnish staff support to the Board -- at least for the time
being, since he is a M&S careerist, he will, be a non-voting member of
the Board. The Chief, Clearance Division, will serve on the
Board, and the Chief, Security Support Division, will 25X1 A
serve on the Board.
Lights, please.
Those are the individuals that will actually serve
on the Career Board itself. There will be many more participating in
Career Board actions.
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communications.
We've sets.de about five different items, five different ways we hope
to improve communications, and I'd like to outline them to you. First
of all, we want to brief all career service personnel on the Board, its
mission and how it operates. We plan to do tlts(in)notices, briefings,
discussions at Division and Field Office meetings, and annual meetings
when necessary. plan to make this a special topic, at least on an
annual basis. Second, we plan periodic reports from the Career Board
to members of the career service on the Career Board activities. The
timing hasn't-been set -- we're thinking, roughly, of - every six
months. Th rd, we hope to have more direct contact between the Board
and the individual being considered for assignment. We'll do it in all cases.
Ksr..F"'>! ?'F~.rua+w.wr...4~-v.==+- '9' '~tL'umatY.v.'..`MR>'9'ee?`.a.+~-~ n.,.. ASi...o..rw+'t'.:?a1-.~F:~T.?+,%q:'FMO'f:~^.w:enn..h..yyyy~
In the case of senior schoolsthe Board will talk to tI individuals, the
with special assignments. Forth, we plan tohave more direct contact
between the Board and personnel returning from overseas. We hope to
candidates for the schools. W obably will also do the same in connection
talk to each of these individuals. We think we can get a better., idea of the
job to be filled by talking to these people on their return. Finally, in the
area of communications, we want to make the Board available to meet
with personnel on career concepts. We propose to make the Board available
to personnel wishing to suggest changes in career concepts. We hope to
have a more open Board, more communications by doing this.
J
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a feeling that personnel in the career service ar
third goal,
policies and procedures that guide the Board. And we hope to establish
procedure,,,g,.whereb3z.personnel will be advised of the policies and
procedures and will be advised in changes in policies and procedures
which may guide the Board in its deliberation. This too will be done
through notices or briefings. But the concept is to let the people know
the policies being followed by the Board.
paying more attention to career management. In this connection we plan
to establish panels by grades to advise the Board and assist the Board in
promotion, assignments, career development of personnel. Under this
program the panel would be chaired by a member of the Board but the
membership of the panel would be drawn from outside the Board --
Division Chief's level, Branch Chief's level, and so on. In this connection
we hope to place a lot of pressure on the supervisor to become really a
first line career management officer, 4And that supervisor's performance
will be judged on how well he does t Hs particular job. Finally, in the way
of change, we hope to make the Career Board responsive to needs for
change. In this connection we're planning to establish a Management
Advisory Group, not unlike the one that's in the Agency. Members of this
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group will come from various levels within the Office, and we hope this
group will assist the Board in making special studies regarding Board
activities and career management. We envision the MAG Group having
entree to the Board, to the Director of Security. We hope they will be
used as a source of information to indicate that there is a need in changing
our career concepts.
Well, briefly, that's sort of the plan as it goes.
Simply stated in summary, the goal was to get the Board clos eitto the
pers nnel it serves and to get the personnel it serves closer to the Board.
Probabl more important, we hope to make this Boar an instrument
that serves n only management, but serves the reer service. I've
outlined the way w-,propose to do it, and if th' (achieves) the results we
want, fine -- if not, we 1 change it. Noth g is set in concrete, as Oz
likes to say these days.
I might e up by saying a couple of words on
change. First of all, most of ou th t know me know that I feel a change
is a good thing. And I (fo esee) changes ' policies and procedures of
the Career Board in t conn.g years. Basic lly it's our goal in the Career
Board, or it will b our goal, to have all career rvice personnel be
given an opport ity to make the contribution to these hanges so that they
will not be ange for change itself but change fora bette career service
for the 0 ice of Security.
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1974
MEMORANDUM FOR: Deputy Director of Security (P$M)
SUBJECT : Office of Security Reorganization Goals
1. Pursuant to your verbal request of 7 March 1974,
transcript of the 19 July 1973 meeting in the auditorium
on the Reorganization of the Office of Security has been
reviewed, and pertinent references to specific goals of
the reorganization have been extracted.
2. All references to goals are contained in
portion of the presentation and concern themselves with the
Career Board. They are briefly summarized as follows:
a. The composition of the Career Board
is to be altered to bring the membership as
far down the chain of command as feasible.
b. Steps are to be taken to improve com-
munications between the Career Board and mem-
bers of the Career Service.
-AW
c. All personnel will be informed as to
the policies and procedures of the Board.
d. Career Board efforts will be directed
more toward career management of personnel
than in the past.
e. Support to the Board will be increased
through the use of others in the Career Service,
not members of the Board, to assist the Board
with its work.
E2 IMPDET
CL BY 061626
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E
3. Copies of pages 5 throe h 10 of the transcript,
which contain the full text of remarks, are 25X1A
attached.
Acting Chief
Plans, Programs Branch
25X1A
r um""
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ONLY
afig
11001100
R
0 SECRET
ROUTING AND RECORD SHEET
SUBJECT: (Optional)
Office of Security Reorg
anization Goals
FROM:
EXTENSION
NO.
25X1 A
(
AC/PPB L v`
5311
DATE 8 March 1974
TO: (Officer designation, room number, and
buildin
)
DATE
OFFICER'S
COMMENTS (Number each comment to show from whom
g
INITIALS
to whom. Draw a line across column after each comment.)
RECEIVED
FORWARDED
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11
pR 1974
2.
811
974
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