SELECTION OF CAREER TRAINEES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00780R001500070034-4
• Release Decision: RIFPUB
• Original Classification: C
• Document Page Count: 3
• Document Creation Date: December 14, 2016
• Document Release Date: February 12, 2003
• Sequence Number: 34
• Publication Date: March 16, 1966
• Content Type: MF

Approved For Release 2003/05/05 : CIA-RDP84-00780 R0015000700QQ34-,;
MEMORANDUM FOR: Deputy Director of Centra
THROUGH : Deputy Director for Support
SUBJECT
Selection of C
L E ___ ` i
1 6 NEAR 1966
D D I S y
telligence
7 MAR 1966
1. This mernaranduzn is for your information. In our discussion
last week concerning the Career Training Pr;gram you requested further
information concerning selection procedures, particularly the tests used.
2. A Career Trainee candidate takes a one-day battery of tests as
part of his application procedure. They are administered at Headquarters
and in ninety-four test centers throughout the United States. They are
designed to reflect a profile of the applicant's interests. aptitudes and
intellectual ability, and to provide some indication of his attitudes and
temperamental characteristics. In summary, they Include:
a. As measures of intellectual ability: tests of vocabulary;
comprehension of complex verbal material; abstract reasoning
ability; arithmetic reasoning ability; interpretation of statisti-,al
data; handling numerical computations; verbal/ ideational fluency;
plus a sample of extemporaneous writing..
b. Estimate of foreign language aptitude.
c. Knowledge of contemporary world affairs (current within
six months}.
d, Interests - comparability of applicant's expressed interests
to those of people in a variety of occupations.
e. Work attitudes - likes and dislikes as they relate to job
conditions, adaptability, etc.
f. Major temperamental characteristic - whether dominant,
outgoing, reserved, etc.
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 Approved For Release 2003/05/05: CIA-RDP84-00780 R001500070034-4
S. Background information - bio
experience, interests, hobbies, etc.
The results of these tests are interpreted by the-Assessment and
Evaluation Staff, Office of Medical Services, in such a way as to show how
the applicant compares with Agency professional employees generally, and
with other CT's (JOT's) already in the Agency. The test --cores have no
fixed or absolute value in themselves nor will they alone i6etern-Line an
acceptance or rejection. They are one of the several elements in the selec-
tion process.
3. Headquarters consideration of a candidate begins with review of the
applicant file. It contains a Personal History Statement, =tcade .ic trams.
c r'ipts, test results as described above, a medical history, and the field
recruiter's report of interview. If the overall impression is favorable the
cast is put in process and the applicant is invited in for interviews and
/psychiatric evaluation. If all goes wolf the security investigation
ed and the applicant comes in again for final interviews and poly.
graph examination. Upon final clearance following polygraph he gets a
cover briefing and an entrance-ozr-duty (late is set. This, in briefest sum-
mary. is how selection is done. It is a cumulative process, invoivia.g the
best tests and measures available to us and the judgment of a number of
experienced Agency officers. It is, I believe, the most at arching selection
procedure currently in use in Government.
JOHN $ICHARDSON
John Richard,- ors
Director of Trlining
7 Atts
Test e_xaxr.rles pare 2. a. - g.
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Approved For Release 2003/05/05: CIA-RDP84-00780 R001500070034-4
 Approve
Approve
` DATE
FT T$J3/Ab6 CIA-RRP?AM78 X01
TO
Mr. an (via Mr. Warfie
ROOM NO. NG
REMARKS:
Recommend your initials.
VRT
FROM:
ROOM NO. BUILDING
EXTENSION
For Release 2003/05/05: CIA-RDP8
-00780R001
FORM
1 FEB 55-`'41
REPLACES FORM 36-8
WHICH MAY BE USED.