TIMELY NOTICE OF IMPENDING RESIGNATIONS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00780R001400060026-5
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 1
• Document Creation Date: December 14, 2016
• Document Release Date: February 12, 2003
• Sequence Number: 26
• Publication Date: February 1, 1966
• Content Type: MEMO

Approved For R'VM5-:D8d7@601400060026-5
OFFICE OF PERSONNEL M 1ORAII*3M NO. 20-26-1
SUBJECT Timely Notice of Impending Resignations
1 February 1966
1. Although the Agency has a low attrition rate, the unavoidable lose of even
a few promising careerists is cause for concern. The monthly Reports of Separation
suggest that we regularly lose some employees who, if given an opportunity to discuss
their dissatisfactions and frustrations with a senior official, night have decided
to remain with the Agency.
2. Normally, by the time an employee reaches the stage of a pre-exit interview
in the Office of Peraonri`el his decision to resign is firm and he is already committed
to other employment. It is then too late, usually, to do anything to change the
decision. If salvation is to occur, we need to know of his intentions before his
plans are final.
3. Unhappily, in spite of this being a technological age, we have no listening
device other than the ear of another employee to provide us the intelligence we
need in these cases. "Early warning" of intentions to resign is not easy; and the
way to accomplish it will depend your component, its command, and your
relationships--both official and unofficial. We do feel, hoverer, that as persomael
officers you are as likely as anyone else to get an early signal. We are not
attempting to set up a new, fixed or rigid system. We do urge that you' discuss the
problem with your Division or Office head and develop means of getting the word to
you or to him. In many instances local action will be sufficient; however, if
effective early action is not possible at the component level, you should intora me
while there is yet time to consider reassignment or other action which miy save a
good employee.
4. Care must be taken to avoid the appearance of violation of_privacy or.
snooping. I feel it is entirely possible that, if approached with cars and mar-
standing, we can through such a system save says good people.
5. How we handle a case after it comes to my attention will necessarily depend
upon such facts as we may have on hand at the time.
Director of Personnel
OPM 2-66
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