MINUTES OF INFORMAL SUPPORT CAREERISTS MEETING NO. 13

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00780R003900250001-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 36
• Document Creation Date: December 14, 2016
• Document Release Date: November 12, 2002
• Sequence Number: 1
• Publication Date: April 28, 1971
• Content Type: MFR

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28 April 1971
SUBJECT: Minutes of Informal Support Careerists Meeting No. 13
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2. Mr. Coffey opened the meeting with a few words on the previous
informal gatherings that had been held during the past several months and
then asked that each of the members give a short statement as to their past
experience. He stated that this group probably had the greatest variety of
experience of any of the Support gatherings.
3. Following the statements of each of the members, Mr. Coffey
asked how we should develop and identify Support generalists for the future.
felt, based on his past experience, that the CT's had
certainly demonstrated their ability to handle general Support jobs and urged
that this source not be eliminated. He further stated that the internal officers
who have come up through the ranks have certainly developed to be strong
Support generalists. I idn't agree completely with Mr.
nd suggested that we should consider the over-all needs of
the Support Directorate in looking for the future members of the S Career
Service and should continually look for the per son who has the managerial
flare in his makeup, one who can manage people as well as have some
expertise in a specialized field. The long range goal of the Support Career
Service should be, according to~ that as soon as a person is known to
have managerial potential he should be identified and his career managed
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as to give him duties and responsibilities which would develop his long
range managerial potential. I a recent member of our Career
Service from the Clandestine Service, expressed his position that personnel
with Clandestine Service operation/Support background, in his estimation,
should not be overlooked as a source of new Support Officers.
stated that our Career Service had taken several from that source within
the last two or three years.
4. Mr. Coffey told the group that previous Support Careerists had
indicated a person with a Finance background would be one who is most able
to handle an over-all Support job given a limited situation.
indicated that it would be better to take a person from the Finance Career
Service and develop him than put a Support generalist in the Office of Finance
for a one or two year tour of training. The latter training is certainly
satisfactory but in the long run the man who has an inbred Finance education/
orientation would be much more likely to do a better over -all Support job than a
Support Officer having a limited time in Finance training.
5. a specialist in the SIPS staff, had some questions
on the place of personnel in his office in the Support Career Service. He feels
that the Career Service may be "too people oriented" and broader goals for
each person should be developed.
6. The question of possible use of Support Officers in SIPS and
Records Management was discussed. I indicated that some new
young Support generalists, if at all interested in the field of Records
Management, would be a welcome addition. He did say, however, that the
field of Records Management to some Support Officers is a very dead and
dull subject and may not be attractive in any way. He did indicate that this
was a large field that needed to be exploited and developed and hoped that
a few Support generalists might be made available for a tour in his area of
activity. I Istated that with his current project it would be almost
impossible to insert a Support generalist at this time. He said that if and
when a new project is initiated in this field a smart-aggressive generalist
would certainly be welcome.
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7. Mr. Coffey questioned the group on their opinion of tours of
duty at Headquarters. The majority felt that a three to five year tour
would be appropriate. stated, that based on his experience
with the Clandestine Service, that because of the sensitivity of their work
any tour less than three years would certainly not receive favorable
reaction. He further went on to explain that his senior people question
the early rotation of some of his subordinates particularly in the field of
Personnel.
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23 April 1971
MEMORANDUM FOR THE RECORD
SUBJECT: Minutes of Informal Meeting No. 12
1. The 12th meeting of Support Careerists was held on 19 April
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2. Mr. Coffey opened the meeting with a short explanation of
previous informal gatherings and described the mixture of personnel in
attendance. He then requested each officer to identify himself and say a
few words about his experience with the Agency along with a statement
concerning his present assignment.
3. Following the discussion of the officers' varied experience,
Mr. Coffey asked from what source should we obtain future general Support
Officers. The majority of the group felt that although the Career Trainees
had certainly furnished some very capable personnel, an officer with some
internal experience preferably in one of the Support components would, in
the long run, make a better Support generalist. They further indicated that
a background in Finance is almost a must to handle a Support position over -
seas. With the continual reduction of Support personnel, an officer with
a Finance background seems to have the best chance to cover the majority
of technical questions that might arise.
4. Following this general discussion the question was asked
whether we might be over -recruiting. The consensus of the group was
that a graduate student with an MBA or any graduate degree would not
probably fit in the general pattern of Support Officer in the majority of
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our overseas installations with meeting of planes, delivering of pouches
and sweeping of floors far below that expected of a graduate student. It
was mentioned by one of the officers that some wives of CT's have indicated
that such menial jobs were certainly not in line with their husband's academic
abilities. aid that this is certainly a fact to be considered
but believes that selected personnel with strong managerial potential
should not be overlooked since the Agency does need a managerial input
and may not always be able to obtain such from the "run of the mill" Support
generalists.
5. The question of the Support Officer's reputation was discussed
since three of the attendees had just returned from an overseas tour and they
all felt that an officer's reputation is earned and until he is taken into the
confidence and respect of the Chief of Station, no matter how good he is,
he will not be recognized. It was the group's reaction that the Support Officer
must win his niche in the makeup of the Station and demonstrate to the people
that he supports that he can make a worthwhile contribution to their well-being
as well as to the operation of the Station.
6. Everyone indicated that a tour in the Clandestine Service was
almost a must in becoming a general Support Officer. who 25X1
had one tour, stated that even having only one tour he had gained considerably
in being able to handle subsequent assignments: I who had 25X1
served two tours overseas with the Clandestine Service, felt that this experience
was used to a limited degree in his present DD/I assignment. The group agreed
that the DD/I was the least to profit from tours of duty overseas. Some dis -
cussion was generated as the result of this subject as to whether we should
have a two-career track system. in Regulations Control 25X1
Branch, mentioned that this was certainly a possibility because the Agency
had to develop managerial talent and it is not always able to do this by con-
tinually serving in the Clandestine Service in an overseas assignment.
7. A discussion of length of tours at Headquarters versus overseas
was pursued with complete agreement by the group that three year tours at
any one position at Headquarters was maximum. The condition of such assign-
ment should be known by all at time of assignment to assure each, the employee
and supervisor, adequate time to make appropriate adjustments.
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8 APR t971
MEMORANDUM FOR THE RECORD
SUBJECT: Support Careerists Informal Meeting No. 11
1. The eleventh meeting of the Support Careerists was held on
29 March 1971 from 1600 to 1730 hours with Messrs. Coffey, Wattles,
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2. Mr. Coffey opened the meeting with a brief explanation of
the purpose of the meetings and asked each Careerist to give a brief oral
bio. He told the group of the subpanel's recent promotion exercise for
GS-11 officers and the intention to follow through with this system for other
grades. Mr. Coffey also announced the intention to convene a Support
Conference at sometime in the future. In
response to a question on language training, aid he thought 25X1
the cassette system used in the Office of Training was very effective. Mr.
Coffey asked around how people felt about the Clandestine Service syndrome.
All thought that service in the Clandestine Service was a useful experience
but not the only one and ought not to be considered to the exclusion of other
service. thought people tended to stay in DD/S&T too long but
also thought this resulted in part from pressure by the DD/S&T to retain
a good man once they got him. Mr. Coffey asked about rotation for rotations
sake and wondered if a "happy" man should be left in place. Most agreed
he should not. In response to Mr. Coffey's inquiry about the desirability
of a "tour" in another office of the Directorate performing the specialty of
that Office. There was virtually complete agreement that a period of six
months or so would be good but a two-year tour would be too much. Ron
asked the question "what do we want Generalists to be able to do?"
in responding to the question. Mr. Wattles asked what those present thought
was the best way to get new Generalists. By training? By lateral transfer
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from other Offices of the Directorate? I thought we would do 25X1
better to encourage lateral entry rather than fresh out of a Career Trainee
Program. felt we are best served by maintaining Generalists
and Specialists in the Directorate. I briefed the group on the 25X1
workings of the Staff Operations Panel. I hought Generalists 25X1
are making a significant contribution tol nderstanding of what services STAT
are available to them.
3. There was some brief discussion of true name traffic and
Mr. Wattles wondered aloud if we aren't subjecting all traffic to the
rigorous controls that were originally intended just for operational traffic.
Mr. Coffey suggested there may be merit to a case study.
gave the group an insight into Mr. Karamessines' philosophy on true name
traffic, especially in areas that are subject to being over run.
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MAR 1971
MEMORANDUM FOR THE RECORD
SUBJECT: Support Careerists Informal Meeting No. 10
1. The tenth meeting of Support Careerists was held on
22 March from 1600 to 1730 hours with Messrs. Coffey, Wattles,
2. Mr. Coffey opened the gathering with a short explanation
of the previous informal gatherings and the benefit that he had received
from these and then described the mixture of the personnel in attendance.
He then requested each officer to identify himself and say a few words
about his experience with the Agency along with a short statement about
his present assignment. Before the group could react to Mr. Coffey's
question on the need and value of such meetings, I asked
a question on the makeup of the Career Service in terms of personnel
and positions. The Career Management Officer gave him a short
description as to the magnitude of the Career Service. The discussion
was then focused on what action would be taken from any ideas that
might be surfaced at these informal meetings. I poke to
the fact that one of the early groups had suggested that junior officers
evaluate some of the S Career Service personnel for promotion and as
a result, the current ranking of GS-11 Support Officers has been done
by three GS-13's. The feeling that the results of these meetings must
be known and disseminated to all members of the Career Service
seemed to draw considerable reaction of the group. Mr. Coffey men-
tioned that he hoped that a Support Conference of all careerists could
be arranged atllat which time he would certainly see that points
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surfaced at the various informal meetings were brought to the attention
of the group. Mr. Wattles suggested that if such a conference was held
members of the S Career Service should furnish topics that could be
used for panel discussions. He indicated that this was the pattern used
in the last Personnel Officers Conference which seemed to work extremely
well.
3. The problem of communications was then surfaced and there
was discussion as to the pros and cons of getting the word to the troops.
elt that he had been completely shut off from information on
assignments, promotions and policy positions in his Career Service. The
majority of the group felt that the weekly minutes of nd
Imeetings seemed to be a good source of communications. The
need for an Informal newsletter was discussed which could include an
announcement of vacancies as well as assignments made. (This could
be a topic for discussion at the Support Officers Conference.)
4. Mr. Coffey asked the group their reaction towards the need
for assignment as a Support Officer in the Clandestine Service either at
Headquarters or overseas. who has spent most of his time
with the DD/I, felt that a good Support Officer with good credentials
should be able to serve in any of the four Directorates with a minimum
amount of training. who had just returned from nine years
overseas, felt that his overseas experience had been of some use to him
in his new job in the Administrative Staff, O-DD/I. He went on to
explain that he felt his assignment there should be for no more than a
year feeling that it had limited challenge and based on his previous three
or four overseas assignments he had continually assumed greater
responsibility. Several of the officers felt that the initial assignment
of a Support Officer overseas should be to a small station where he could
learn the nuts and bolts of a job.
5. Like most of the other informal groups, the majority of the
members felt that the value of working in the Agency was the ability to
rotate and receive the opportunity to handle new and varied assignments.
elt that three years was definitely the maximum at either
Headquarters or overseas stating a person does get stale and needs a
change.
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6. I lasked the group where we should get new
Support Officers from. They felt that the Support components of the
DD/S should be the source with the assurance that the person being
considered has the motivation for being a generalist. On the other
side of the coin they all felt a tour for Support Officers in any of
one of the Support Directorate components should certainly be pursued
and in most cases would make him have a better appreciation of the
specialist fields that makeup the Support Directorate.
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MEMORANDUM FOR THE RECORD
SUBJECT: Support Careerists Informal Meeting No. 9
19 MAR 1971
1. The ninth meeting of Support Careerists was held on 15 March
from 1600 to 1730 hours with Messrs. Coffey, Wattles,
from the DD/S Staff present. The Support Careerists in attendance were
was field or the first time in the DDS Conference Room because of the
temperature in Mr. Coffey's office.)
2. Mr. Coffey opened the meeting with a few words about the
previous meetings and the reasons for our get-together. He requested
that each officer identify himself and say a few words about his past
experience with the Agency along with a short statement about his present
assignment. Following this, Mr. Coffey asked the group's reaction on an
informal meeting as well as what the mixture of the group should be. He
was also interested in their feelings of the need to serve in the Clandestine
Service to receive "full credentials" as a Support Officer. The latter
point was immediately picked up by the group and was discussed at great
length.
3. who has just been assigned to DD/S&T,
explained the complete change of atmosphere in his new Support job as
to what he experienced as a Log Officer in the Clandestine Service. His
main feeling was that the present assignment did not place him under
continual pressure of meeting day to day deadlines and putting out
brushfires. He feels that they have long-range projects which require
detailed planning and offers an entirely different change of pace in his
performance of his Support work. He further went on to explain that the
Support Officers throughout the Agency are being placed in other challenging
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assignments and because of this change of pattern it certainly was not a
must to serve in a Clandestine Service assignment, especially overseas.
who recently returned from an our overseas and,
previously was assigned in a Support role in the Office of Computer Services,
indicated that it was a whole new world working for in the administrative
field. The group all generally agreed that a tour of overseas sometime in the
career would certainly be an important factor in rounding out a general
Support Officer's work experience.
4. Mr. Coffey asked the group their opinion of special manage-
ment training or assignments such as to PPB.
indicated that this type of tour would certainly be broadening
and would offer a better perspective of the over-all picture of the Agency.
who is currently assigned to a Personnel position in the Near
East Division, felt that a tour of on-the-job training such as he is now
experiencing is certainly valuable, however, he did feel that a year would
be sufficient to gain the insight of the operation in a Personnel field. Mr.
asked as to whether any Support Officer under the supergrade
level had ever been assigned to the IG Staff. He felt that this would be a
good assignment as well as one to the Audit Staff.
5. The question of duration of Headquarters tours was discussed
and it was the opinion of some that a firm time be established which would
permit the employee to program his own personal affairs. For example,
if you wanted to take some outside education, build a house, make personal
plans in which case you would then have a time frame in which to work.
They all felt that one of the outstanding points in working for the Agency
was the opportunity to change jobs, gain new insights on various components
and personnel and because of this felt that rotation should definitely be made
after three or four years in a job.
6. It was the consensus that officers do get stale in assignments;
one of the reasons being that there is a variety of Support Officer positions
which offers and encourages personnel to expand their experiences. One of
the officers indicated that this is career development and because our attempt
is to develop the careers of our officers they should all be assured that they
will not remain in a job an unduly length of time and would be given an
opportunity for different types of assignments.
E C, RET
STAT
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7. The question of staff versus line assignments was mentioned
and who having served on the DD/S
Staff, felt that this was a worthwhile experience and was a factor in developing
a better line officer. On the other hand I Isaid good experience 25X1
in a line officer is necessary to become a productive Staff officer. They
agreed that personalities often enter these types of assignments but if one
can have the opportunity to experience both a staff and line assignment, in
the long run he would be far ahead of the one who remains in one type of
duty.
8. I who was originally assigned to the Office of
Finance for a tour of training following his tour, felt that our Career
Service was making a mistake by not keeping personnel in the Office of
Finance for a full tour as scheduled. He felt that the ABC's of Finance
were a must in any Support Officer's career. Mr. Wattles then asked
if he thought it important to have similar type of experience
in ersonne and said he felt he could more easily learn
Personnel on the o than Finance experience.
9. at the conclusion of the meeting, felt that the
recent decision to have onl one annual promotion ranking of Support Officers
was an error. Spoke to this point as to why this action was
taken and assured all present that although the rankings are to be done
annually, the Head of the Career Service could make promotions any time
during the year with the provision of adequate headroom.
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12 March 1971
MEMORANDUM FOR THE RECORD
SUBJECT: Support Careerists Informal Meeting No. 8
1. The eighth meeting of Support Careerists was held on 8 March
from 1600 to 1730 h
ours with Messrs. Coffey, Wattles, 25X1
f
rom the DD/S Staff present. The Support Careerists in attendance wera
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2. Mr. Coffey said a few words to the group about the previous
meetings and asked that each, for an ice breaker, identify themselves
and say a few words about their past employment within the Agency along
with a short statement about their present assignment. Following this the
group discussed the need for continual get-togethers preferably with a
mixture of participants. They felt that those present were :basically the
same age and grade and had virtually related experiences and background.
They felt that some junior and senior personnel would improve the sessions.
They all heartily endorsed a get-together atwrhere they could
participate both in formal and informal meetings. Several members of the
group commented to Mr. Wattles about the excellent Personnel Conferences
that he held in the past years.
3. The duration of domestic tours was discussed and the majority
felt that rotation was important but only after a minimum of two to three
years. asked at some length of the need for having Support
Officers learn how to produce completed staff work. He felt that there was
a special ingredient required in a person to do a staff assignment and that
everybody some time in their career should be placed in such a position.
He further felt that the bureaucracy of this Agency is getting so involved
that it is most important that a Support Officer learn the many steps
required in handling administrative actions at the Headquarters level,
including the multitude of coordinations, clearances, etc.
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4. The source of future Support Officers was the next point of
conversation, and it was the feeling of the group that we may have over
recruited in the past with our CT's and it may be better that internal
sources be tapped. The Officer who has served in Logistics, Personnel,
Finance, etc. and has come up through the ranks and has seen senior
Support Officers as well as specialists operate seems to have a better
perspective as to the role of a general Support Officer than those who
are recruited outright as generalists. The feeling was that the general
Support Officer must have a desire to serve regardless of the nature
and type of duties as well as the assignment. If the officer is motivated
to serving both his supervisor as well as carrying out the role of a
general Support Officer as expected by the Head of his Career Service,
he is the one that will not only be a good representative of his Career
Service but will be accepted by the component in which he serves.
5. a former JOT, explained that the C is that go
into the Clandestine Service have similar problems of adjusting as do
the CT's in the Support Career Service. He made this comment based
on his five years overseas and indicated that being a former CT or JOT
he was able to communicate with his Clandestine Service colleagues
fairly well and came out with this impression.
6. I irequested that some consideration be given as to
the manner in which Fitness Reports are prepared on Support Officers.
He felt that the Chief of Station, in most cases a Clandestine Service Officer,
would not report in a manner that a professional Support Officer would. He
specifically was referring to the lack of detailed information on Support
Officers who might have demonstrated writing or research capabilities. He
felt that some consideration should be given to preparation of Fitness Reports
on Support Careerists similar to that now given for Communicators. The
Office of Communications procedure is the Chief of Station makes a general
administrative assessment as to the man's attitude, motivation, etc., while
the area Chief or some professional Commo Careerist would evaluate him
as to his technical ability. A similar arrangement might be considered for
Support Officers with the Chief of Support at Headquarters preparing a
technical evaluation of his performance or being the official. Reviewing
Official.
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MEMORANDUM FOR THE RECORD
SUBJECT: Informal Meeting of Support Careerists No. 7
4 MAR 1971
1. The seventh meeting of Support Careerists was held on
1 March from 1600 to 1730 hours with Messrs. Coffey, Wattles,
2. Mr. Coffey briefed the group on the purpose of the get -
together including a few words on the past weekly meetings held with
other Support Careerists. He opened the discussion by asking the
members their reaction to such meetings including the mixture and
frequency. With the group being made up of senior members of the
Support Career Service, the majority felt that it was time that these
officers got to know members of their Career Service particularly at
the GS-14 and GS-13 level and in some cases some outstanding comers
at the GS-12 and GS-11 level. The discussion continued in :Line as to the
value of an hour and a half session with a person that you had no previous
contact with and whether such a relationship would be beneficial as far
as future evaluation of this person in the Support Career Service. Mr.
who has attended all the Informals, stated that he felt spending
an hour and a half with persons you have never seen or heard can give
a fair insight as to their makeup. The need for an annual get-together
at I eemed to be definitely favored.
3. The group as a whole felt that assignments in a DD/P
component were beneficial for a general Support Officer.
indicated that his initial assignment was in the general Support field
but was fortunate in being able to work with senior Logistics, Finance
and Personnel officers which offered him the opportunity to get some
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on-the-job training in these specialties. The group then discussed the
feasibility of moving Support Officers at Headquarters after they had
served for a time in one assignment. There were mixed reactions as
to whether a person becomes stale in a job or whether after a period
of three to four years their experience, initiative and insight on the
job should be challenged by a reassignment. The group did agree
that the more assignments or tours that a Support Officer could have in
the various Directorates the more qualified he would be in assuming
greater responsibilities as he moved up the ladder.
4. The age old problem of control of Support positions in the
field was discussed and of the DD/I said he could see no
reason why all Support positions and personnel now assigned to the DD/I
could not be under the general control of DD/S relative to incumbents
and grade structure. We touched on the problems of budgeting for
positions if we were to convert to the management control now available
to O/C worldwide. Support Officers from the Clandestine Service felt
that at no time would the DD/S be able to assume absolute control of
Support positions in that Service.
5. Mr. Coffey asked the group how they felt the Support Officer
of the future should be recruited. elt that comers in the
several career services of the Support Directorate should be earmarked
at the GS-11 or GS-12 level and after they have served three or four
years in one Office be rotated in order that other senior Support personnel
could observe their performance and be made aware of their potential.
He said that he had a Support Career Trainee that worked in his office
for a year and was then withior a two-year period. During this
period he felt he was a comer and that even though he would like to have
him back, that for the good of the Agency as well as the employee, he
should be given a tour in one of the other Directorates. A review of
statistics on GS-11 and GS-12 was taken and the group felt that some
breakthrough in promotions must be made to assure that the comers in
these two grades are recognized, encouraged and developed.
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given to training for Support personnel to service persons in the
Nonofficial Cover field. Mr. Coffey reported that the paper
to the Deputy Director for Plans had not been made pu is an we were
waiting for a reaction from the DD/P at which time we would better
know which training courses for Support personnel need be implemented.
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2 5 FEB 1971
MEMORANDUM FOR THE RECORD
SUBJECT: Informal Meeting of Support Careerists No. 6
1. The sixth meeting of Support Careerists was held on
22 February from 1600 to 1730 hours with MpQQ,.fl r ^ff-
2. Mr. Coffey opened the meeting with a short introductory
statement as to the reasons for the gathering and his wishes to become
better acquainted with all Support Careerists and to do everything
possible to improve the communications within the Support Career Service.
He then asked each of the group to introduce themselves with a short resume
of their work experience in the Agency. This manner of introduction proved
to be most beneficial as it gave all members present a chance to picture in
their minds the background of each other in the Support field.
3. Following this, Mr. Coffey started the discussion by asking
a few their reaction to this type of meeting and further their thoughts on an
annual confn..o
~.
nce
urea
conference should be arranged in the near future permitting everyone an
opportunity to exchange ideas with their colleagues, which has not happened
for several years. They felt that a structured program was in order and
that the informal social arrangement would certainly be beneficial to all.
Two of the members spoke highly of previous Personnel and Finance
conferences.
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4. Mr. Coffey then askedi who are
now in a training status, their reaction and the importance of this type of
training in the over-all development of their careers. ndicated
that he certainly had benefited by the Finance training even though he
already had had several years of budgeting. He further stated that he had
a feeling, that because of the program of attempting to cross train Support
personnel to other related fields that some Finance careerists may have
a small degree of resentment towards other professionals becoming
qualified to handle jobs which are becoming scarce in their career field.
Mr. Wattles and Mr. Coffey both explained that we are using Finance,
Logistics, and Personnel Officers in Support generalist positions and
in doing so they are likewise cross training in the Support Career Service.
I pelt that only the Support generalist with an accountant's
background could be gainfully employed and utilized in any degree of
efficiency in the Audit field.
5. A short time was spent on the pros and cons of establishing
firm tours of duty at Headquarters. felt that he would
not like to remain in one job more than four years. During his career with
the Agency he has served in four Directorates plus the Director's office,
all of which had offered him new and challenging assignments. He felt that
the Support Career Service should definitely rotate people and in doing so
it offers better means of evaluating the Support careerists and at the same
time it offers the Support careerist a chance to examine his capabilities
and future potential as a Support Officer. The rest of the group generally
agreed that this made sense, and an attempt should be made to program
the rotations around a four -year maximum tour of duty whenever possible.
6. In discussing the role of the Staff Operations Panel and
rotations, the problem of knowing about positions that might become
available was surfaced, and the group wholeheartedly endorsed. the
suggestion by hat a procedure could be established whereby
vacancy notices would be published for such as the summer 1972 rotations
thus permitting all interested parties to toss their names in the hat.
7. In the group were several officers who had either served or
were now serving in the DDS&T Directorate. Their reaction to the manner
in which the Support Officers in that Directorate are obliged to perform
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was discussed. They indicated that the feeling within the DDS&T in the
majority of cases seems to be they are "outside" the Agency but Support
jobs were challenging in that they bring Support techniques used in other
parts of the Agency to the DDS&T. I ommented that he has
been welcomed with open arms in his DDS&T job. This discussion was
expanded to the question of whether an assignment in the Clandestine
Service plus overseas was a "must. " The majority of the officers had
served both in the Clandestine Service as well as overseas but felt
that in order to be a well-rounded Support Officer this was one of the
things that should be on their record. I followed this line
of thought in explaining what he thought a Support Officer's role should
be in the field, mainly that of serving the Chief of Station and getting
the job done for the Chief of Station within the established legal boundaries.
further asked Mr. Coffey what he felt the role of the Support
Officer should be in the field. Mr. Coffey explained that a Support Officer
must serve two masters and in doing such a job he would require a person
who excelled in "walking a tight rope. "
8. Mr. Coffey asked the group whether they felt the image of
the Support Officer throughout the Agency had improved, was stagnant,
or was on the skids. There was some hesitation in the group in answering
this question but after a few minutes thought, the majority felt that their
roles had certainly been improved and responsibilities given. them had
been increased. The officers who had the DDS&T assignments felt that
they had a very important role in attempting to bring the DDS&T into the
fold.
9. elt that every Support Officer going to the
field should spend some time in the Offices of Logistics and Finance
with less urging for Personnel exposure. He felt the guts of the Support
Officer in the field were in these two related fields and so it is important
that an officer have some basic training and a knowledge of what can and
cannot be done in these two major areas of Support.
10. One member of the group made a strong plea for assign-
ments abroad to be made on qualifications and not grade. He referred
to "paper shuffling on the seventh floor" as being no qualifier for a tough
job overseas.
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11. I lasked whether members of the "S" Service
might not be invited to meetings of the Staff Operations Panel as an
observer and also as a means by which they might become better known
to members of the Panel.
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18 FEN WI
SUBJECT: Informal Meeting of Support Careerists No. 5
1. The fifth meeting of Support Careerists was held on 16 February
from 1600 to 1715 hours with Messrs. Coffey, Wattles,
from the DD/S Staff present. The Support Careerists in attendance were Messrs.
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2. Mr. Coffey opened the meeting with a short discussion as to the
reasons for the gathering and his eagerness to meet all Support Careerists
and do everything possible to improve the communications within the Support
Career Service. He then asked the group for their reaction to the get togethers
and any other thoughts that they might have on the Career Service. The initial
reaction was that it was most important for the junior Support Careerists to not
only know their colleagues but also to meet more senior Support personnel.
The discussion then went into the training aspect that each of these Support
Careerists had had prior to their initial assignment. Of the seven present,
four had come through the Career Trainee Program; and these four felt that
they had certainly received excellent training and all indicated that they were
fairly well equipped to handle their initial assignment.
all indicated that they had learned from on-the-job
training and felt that if it was at all possible, a period with each of the Support
components for a minimum amount of time would be advantageous for Support
Careerists. In other words, if they could spend two or three months in each
of the Support components, they would have a better over-all picture of the role
of the Support Careerist. Mr. Coffey then asked them if they had attended
Trends and Highlights and those that had were very impressed and urged that
everyone take the one-week course.
3. Some time was then spent on discussing whether or not they felt
it important to serve within the Clandestine Service. Several of the officers
indicated that they were told some time during their career that it was "a
must" if they were to advance up the ladder. It was the general consensus
of the group that this would certainly offer a broad background and excellent
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experience to serve in an overseas installation with the Clandestine Service,
and although there were a limited number of positions at Headquarters, any
chance to be attached to a Clandestine Service Support Staff would be a plus
on their side. who spent the majority of his career in the
Ihide of the house stated that he was not having too much difficulty ad-
justing to the Clandestine Service.
4. Discussion was then turned to reviewing the current procedure in
evaluating Support Officers and the group wholeheartedly concurred in having
a panel of more junior Support Officers participate in the ranking and rating
of Support Careerists for promotion. It was further pointed out that the
majority of the S.O.P. represented the Clandestine Service and that some
members felt a representative of the Science and Technology Directorate
should participate in the management of the Support Career Service. Mr.
Ipointed out that ere outside the
Clandestine Service and had made considerable input to the Panel's action.
5. uestioned the group as to their reaction of establishing
fixed tours of duty at Headquarters similar to those used in overseas assign-
ments. There was a mixed reaction to this. Two officers felt it depended
considerably on the supervisor and conditions of the assignment. They all
felt it was beneficial both to the Agency and the employee that the length of
a tour not be too long and that both the employee and the supervisor should
be cognizant that this is the policy of the Support Career Service.
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6. Following the meeting, one of the officers, suggested 25X1
that if it were possible for the same group to assemble again in about three
months, they would be better prepared to participate in a fuller discussion of
problems than they were today. He indicated that the group was a bit on edge
being in the Deputy Director for Support's office for the first time and even
though they were told it was informal, they were hesitant to speak out freely.
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ZLUTI
9 February 1971
MEMORANDUM FOR THE RECORD
SUBJECT: Informal Meeting of Support Careerists No. 4
1. The fourth meeting of the Support Careerists was held on
8 February, 1600 to 1720 hours, with Messrs. Coffey, Wattles,
from the DD/S Staff present. The Support Careerists in
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2. Mr. Coffey gave a very brief review of the past three
meetings and quickly opened the discussion as to the reaction of this
group towards this type gathering and ways of improving communications
in the Support Career Service. Since the group in attendance were all
old timers the atmosphere was of a relaxed nature and all quickly agreed
that getting together was very important. They indicated that it was
necessary that junior officers meet with senior officers to have an
exchange of ideas and the ideal situation would be to have a Support
Officers conference atlI
3. Pursuing this conference approach, one of the officers
suggested that Mr. Coffey might give a "State of the DD/S" briefing.
They felt that they would like to know what the problems are in Logistics,
Training, Finance, Medics, etc. which would give them as senior
Support Officers a better over-all picture of what problems the front
office encounters. Following this type of presentation they suggest
that a less structured conference be established with the usual informal
get-together in the evenings.
E.dudad tr.m axtonaticl
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4. A second topic that was discussed was the need to take
a further look at how we in the Support Career Service evaluate our
personnel for assignments, promotion and potential. The group re-
viewed the procedure that DD/P was using and felt that they were doing
an exceptionally conscientious job. One officer indicated that when
they bring a senior officer from the field TDY for a month to sit on a
panel they must be serious in attempting to see that every file is given
a thorough review. I poke at some length on his experience
in the Office of Finance relative to how they evaluate their personnel on
a yearly basis. He stated that they had three GS-14 SF Careerists evaluate
personnel up through GS-09, six GS-15's evaluate personnel from GS-10
to GS -13 and the supergrades handle GS -14 and GS -15. The one point
that he felt they gained from this close evaluation was the biproduct
obtained in developing training and further assignments for their personnel.
5. Mr. Coffey posed the question to the group as to what their
reaction might be of changing the format of the Trends and Highlights
Course by having junior officers make the presentation. The group
heartily endorsed this idea, however, they did feel that it is important
that Mr. Coffey be present if only to make the introduction of the speaker.
So often people spend their entire career in the Agency without seeing
their component Chief or Director.
6. Mr. Coffey asked the group about problems. they are having
and ideas they would like to discuss further at a Support Conference. The
problem of current retirement information seemed to be of general interest
to the entire group. The need to see that the field is informed of all retire-
ment changes plus the normal follow-up of personnel after they have re-
ceived the initial five-year letter. Mr. Wattles spoke about the goal to
establish an "Employee Service Center" which would cover retirement,
insurance and other services that every employee is interested in and a
central place where all answers could readily be made available. The
problem of location of the Retirement Staff was discussed and it was the
opinion of some that if it were in this building it might reduce some of the
questions and problems that the Support Officers now have. Mr. Coffey
suggested that if the Clandestine Service could make space available, we
would see that the Retirement Staff would be given top priority in moving
to the building. Another point in retirement was the need that possibly the
processing check list should contain a space that those personnel going
overseas that would become eligible are seen prior to departure and be
given full briefings on their rights and privileges.
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7. The last point of discussion was. the area of input of
general Support Officers to our Career Service. The group was
briefed on the reduction of overseas positions. which has made it
necessary to halt the input of any Career Trainee/Admin Support
type.
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3 February 1971
MEMORANDUM FOR THE RECORD
SUBJECT: Minutes of the Informal Meeting of Support Careerists No. 3
1. The third meeting of the Support Careerists was held on
1 February, 1600 to 1730 hours, with Messrs. Coffey,
(from the DD/S staff present. The Support Careerists in
GS-12's and GS-13's consisting of Messrs.
_qttPnrbnr.. Were all
2. Mr. Coffey opened the discussion with a brief review of
the background on the get -together and the objectives he hoped to
accomplish. He stated that this was the third meeting of Support
Careerists and identified the mixture of the two previous meetings.
He further stated he was not sure what the correct mixture of such a
get-together should be and was most interested in the group's reaction.
He was also interested in how we might improve the communications
in our Support Career Service. An outline of the make up of the
Support panel headed by the ad hoc committee which
handles senior assignments and the Support Career Board were re-
viewed to bring the group up-to-date on the structure of the Support
Career Service.
3. The reaction of the group was that a meeting of this
type did not seem to be long enough to permit a thorough exchange of
ideas and for the opportunity to become acquainted with all of the
participants. In this case very few of the officers knew their colleagues.
They all agreed that an ideal situation would be to have a Support Officers'
conference at[Nhere business and pleasure could be arranged per -
mitting better opportunity for knowing other members of the Support
Career Service. The problem of improving communications was further
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discussed and several ideas were .submitted on the need for reinstituting
the Support Bulletin. Mr. Coffey reported that a new Bulletin was in the
printers and at the same time discussed the problems of having such
types of publications published for overseas. All the members felt that
some type of publication/newsletter would be most beneficial for Support
Careerists throughout the world. felt that the Area Divisions
appear to have the best opportunity to inform Support Officers by means
of dispatch which they can control and transmit information without
extensive review by Clandestine Service components.
4. They all indicated that the weekly SSA/DDS meeting was
an excellent means of exchanging ideas and at the same time getting first -
hand information from the DD/P and DD/S senior staff meetings on both
administrative and other types of information.
5. There was some discussion regarding the length of tours
of duty both at Headquarters and field assignments. Mixed reactions
on whether a Headquarters assignment should be limited to two or three
years were received. The majority of the group felt that a person gains
his maximum in productivity at the completion of his second year and
should remain a third year.
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6. Mr. Coffey asked who had previous experience 25X1
in the PPB field, as to what his reaction is to whether Support Officers
have been "cut out" of the opportunity to perform PPB type of responsibilities.
(This point was mentioned since the previous group had felt that the planning
function had been left to the operating officials of the component and there
was little chance for the Support Officer to assume this responsibility. )
Eagreed that even in his present position and with his background,
there was a separate planning officer who worked with his Budget Officer
in handling this function. It was consensus of opinion that all Support
Officers should do whatever possible to obtain PPB training in order to
extend their services to the appropriate officials to assume this type
of responsibility and whenever possible equip themselves to learn the
nuts and bolts of this relatively new planning/programming concept.
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7. Ranking of Support personnel for promotion was discussed.
All members of the group felt that having the ranking Support Officer
two grades senior would give a better evaluation than having all rankings
performed by the GS -16 Panel members.
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MEMORANDUM FOR THE RECORD
SUBJECT: Informal Meeting of Support Careerists No. 2
1. The second meeting of the Support Careerists was held
on 25 January 1971, 1600 to 1730 hours with Messrs. Coffey,
from the DD/S Staff present. The Support Careerists in
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2. Mr. Coffey opened the discussions with a brief review of
the background on the purpose of the get -together and the objectives he
hoped to accomplish. He reported that this was the first meeting with
a mixed group and that the previous week's meeting was composed of
officers of a like grade. He stated this was to be an informal-off-the-
record gathering in hopes that ideas would be surfaced that would be
beneficial not only to the participants but also to himself as well as mem -
bers of his staff.
3. Summary of Points, Discussion and Comments:
a. Need for improving communication between members
of Support Career Service and its "leaders. "
The group felt this type meeting was most
welcomed and hoped that possibly an annual Support
conference could be arranged to permit Careerists
the opportunity to meet others and exchange ideas.
b. Role of the Support Officer in performing planning
functions:
There was some feeling that the operating officials
looked on the Support Officer as the "mechanical" tool
in furnishing basic housekeeping support rather than the
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broad manager who should also be able to assume
the PPB role. The reasons for this view were
analyzed and suggestions were made how the Support
Officer could gain the confidence of his supervisor
in assuming greater managerial role in the full role
of a PPB official. There was the feeling that the
Support Officer might expose himself to this new
management concept and equip himself to assume
some of these duties and carry them out.
c. What is in the offing for the GS-11/12 Support Officers
after 2 - 3 tours overseas?
There was concern as to what does a young GS-1l/12
Support Officer who has had a couple of "single" tours
overseas, where he did everything, in terms of a possible
supervisory role at GS-13/14 level, when there appears
to be a continued reduction of overseas Support positions.
This point led into the discussion for the need of cross
training a generalist with one of the other Support com-
ponents.
d. Because of the large spread in grade structure of Panel
members and some Support Officers, a review of the structure
of ranking Support personnel for promotion seemed in order.
The group felt that ranking officers for promotion
should generally not be more than two grades senior to
those being ranked. The idea of a mixed panel was men-
tioned as a possibility. A more serious problem was
surfaced and that was the lack of any promotion ranking
criteria and selection procedures for assignments. This
problem is currently under review by the Career Manage -
ment Officer.
e. The question was raised as to whether our Career Service
should develop a two track career concept, one for administration
of overseas operations and the other being for managerial assign-
ments within the Support Directorate. The majority of the group
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felt that a Support generalist could serve overseas and
still have sufficient managerial expertise to handle a
Support assignment at Headquarters.
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20 JAN 1971
MEMORANDUM FOR THE RECORD
SUBJECT : Initial Informal Meeting of Support Careerists
REFERENCE: Informal Meeting w/Support Officers, 18 January 1971
1. The initial meeting of Support careerists, per ref, was held from
1600 to 1730 hours on 18 January 1971 with Messrs. Coffey, Wattles, 0 25X1
Mr. Coffey spoke for the first 30 minutes outlining the purpose
of the get together and the objectives he hoped to accomplish. Specifically,
he stressed that Mr. Bannerman had agreed to undertake a series of informal
discussions several months ago, but unfortunately because of his schedule,
was not able to initiate these meetings with the Support Officers before his
retirement. Mr. Coffey feels it is a good idea and hopes that he will gain
from the interplay of new ideas on the Career Service, and at the same time,
was open to suggestions and proposals that might result from these discussions.
He indicated that he was in no way going to be a "new broom" in changing the
present management techniques and intends to become better acquainted with
the members of his Career Service.
2. Mr. Coffey explained the structure of the Support Career Service
Board and also stated that although this Board did not meet on a regularly
scheduled basis, it would be mainly used in considering recommendations for
promotion to supergrade of all Support Directorate personnel. He further
explained the current mechanism used to arrive at assignments of senior
personnel GS-15 and above, namely, an informal panel of the Assistant Deputy
Director for Support, the Executive Officer/DDS, and the SSA-DDS with the
Career Management Officer acting as Executive Secretary of this group. He
then further described the make-up of the Staff Operations Panel
h
i
d
c
a
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by
I
3. Following the introduction, the first general topic handled by the
group was the size and make-up of these meetings. It was the consensus of
the group that a small group of six or seven would be much better than a
larger group of 15 or 20. It was further suggested that purposely a mix of
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personnel would be better than to have all of the same grade. It was the
consensus that the junior GS-11 or GS-12 would feel at ease and be able to
make a presentation of their particular problems regardless of more
senior Support Officers being in attendance. Because of this suggestion,
it was planned that the next meeting would be made up of a mixture of
GS-15 through GS-12 Support Officers.
4. Another subject discussed was the current procedure of ranking
Support Officers for promotion below supergrade. Several Support Officers
felt it might be more appropriate to establish a subpanel of the Staff Operations
Panel consisting of Support Officers who have a better acquaintance with
officers in the lower grades and who may have a personal knowledge of the
performance of the individuals concerned. This ranking might be done by
personnel with two grades difference, in other words, GS-14 officers could
rank GS-12 officers and GS-13 officers could rank GS-11 officers. Some
of the Support Officers from the DD/P suggested that it might be worthwhile
to review the procedure used by the Clandestine Service in their rankings
and make-up of personnel panels.
5. The group discussed the pros and cons of establishing tours of
duty for personnel assigned to Headquarters. The majority felt that a two-
year tour is too short and preferably a three or four year tour would be a
more appropriate time for personnel to remain in a Headquarters assignment.
The main point made was that the component chief getting a new officer be
told at the time of assignment that the Career Service would expect the assign-
ment to continue for a period of two, three, or four years but not indefinitely.
This topic was then expanded to the advantages of transferring from one
Directorate to another. Some felt that a Directorate should maintain an
expertise in their field and others felt that bringing new ideas from one
Directorate to another would be advantageous not only to the Directorate
concerned but to the Support Career Service and the officers involved.
6. One Chief of Support suggested that the Career Service attempt
to outline the career objectives for an officer in a Deputy Chief of Support
assignment so that the Chief of Support might have training or other guidance
at hand during the time the Deputy is in that position.
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7. In summary, Mr. Coffey asked whether a mass meeting of
all Support Officers at Headquarters would be of any value. The members
all indicated it would be one-way and no possible chance for exchange. All
recommended that after several of the informal discussions have been held
possibly a summarization of the take from these meetings could be used to
pass on to the group as a whole.
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