OFFICE OF TRAINING AND EDUCATION FISCAL YEAR 1981

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84B00890R000800050002-5
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 25
• Document Creation Date: December 14, 2016
• Document Release Date: April 16, 2003
• Sequence Number: 2
• Publication Date: November 10, 1981
• Content Type: SUMMARY

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INTRODUCTION
An annual balance sheet provides a useful opportunity to look back
and assess and look ahead and prepare. Fiscal Year (FY) 1981 was an
interesting and challenging year for the Office. A new Director and Deputy
were appointed and the organization was modestly restructured. A new unit,
Professional Development, was created and a long-time Office of Training and
Education (OTE) component, the Career Training Staff, was shifted to the
Office of Personnel. These changes which may appear disconcerting were
accomplished with comparatively little disturbance. The lack of apprehension
can be attributed to the fact that the Office is very busy with little time
left for being concerned about "peripheral" events and also to the fact that
Training careerists are a mature, well-informed group.
FY 1981 will be remembered as the year that the dimensions of the
Career Training Program impetus took shape.
Trainee (CT) classes on space and programs 25X1
and Chamber of Commerce Building have been thoroughly discussed in other
settings. Preparing these young officers for productive Agency careers will
be a central focus for OTE and affect all of our programs for some years to
come.
The following pages are not an exhaustive review of the Fiscal Year.
We have emphasized our successes because we have very few unresolved failures
to report. There are difficult problems facing the Office. What the Office
has which promises successful solution for the problems we face is a motivated,
skilled work force. With that capability and reasonable support for our
additional resource requirements, OTE will continue its record of strong
support to CIA's mission.
FY 1981 for OTE continued the patterns and trends of the previous years.
Demand for and participation in training programs reached new highs. There
were 98 different courses offered 359 times excluding language training (Tab A).
There were 5,500 external training enrollments. Tab B lists requests for
"non-scheduled" training and identifies five instances in which the Office was
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unable to respond. had one of its heaviest years (Tab Q.
as seen its capacity to respond stretched to the absolute
maximum and perhaps a bit beyond capacity (Tab D). Language Training
taught more students, administered 2,225 proficiency tests, and verified
the payment of $134,700 for achievement, 92,100 for maintenance, and
$1,140,948 for use awards. The $1,367,748.00 total was approximately
$300,000 greater than in FY 1980. The Agency Training System became opera-
tional during the year. The system provides a readily accessible record of
internal, external and component training and is proving to be a valuable
tool. The system which will grow about 10,000 records a year is one of
the largest in the Directorate. We are particularly proud of the growing
technical and professional excellence of the work being done in Media
Productions.
These accomplishments were achieved with a very modest increase in
ceiling (4 more than FY 1976) and with budget increases significantly
less than the rate of inflation (Tab E).
Program quality and effectiveness are difficult to measure. We believe,
and our efforts at evaluation confirm, that participants place high value on
OTE course attendance.
Classroom space became a critical issue in FY 1981. We lack large
rooms, and we juggled constantly to accommodate requirements for larger
classes (Tab F) .
Instructors are spending nearly 40 percent of their time in the
classroom at Chamber of Commerce (CofC). Some CofC instructors are -
ing nearly 50 percent of the year away from the Headquarters area.
instructors barely have time to recover from one course before another
one starts.
The volume of scheduled training inhibits our ability to prepare
for the future. We would prefer to be more aggressive with training in
word processing for example, but the people most qualified to develop
programs are frequently diverted to the immediate training needs. Thus,
the new program development pace is slowed. Tab G lists the changes that
did take place during the year.
Training has always been a more complex problem than most people
realize. The demands of this period outstrip anything seen in the past.
We cannot prove it, but we have the strong sense that OTE has contributed
significantly to holding the Organization together during a period of
maximum stress. We exist in a complex, stressful society. We have
increasingly had to deal with societal stress in the classroom. Instructors
are more frequently serving as counselors as well as instructors.
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PROSPECTS
FY 1981 saw the beginnings of what we believe will become strong,
mature programs over the coming months. The growth and development of
Analysis Training is very encouraging. Strong foundations are being
built for Professional Development beyond the Senior Officer Development
Course which continues to show promise. Proposals for additional
Operations Training are dramatic with substantial resource implications.
Analysis Training
During the next year, the Analysis Training Branch will continue
to offer the Introduction to Analysis and Principles of Analysis
courses and the Seminar on Intelligence Analysis--all more frequently
than in 1981. We will meet our new requirement to provide intensive
analytical training to NFAC Career Trainees through an eight-week
course--to be presented twice in 1982--that will comprise expanded
elements from all of our courses. We hope to inaugurate a course for
new NFAC branch chiefs which will examine the kinds of managerial
problems (related primarily to research, analysis, and production) that
are unique to NFAC. This new course--tentatively planned for four
times in 1982--will explore various proven ways of approaching these
supervisory problems, relying heavily on current NFAC branch chiefs
as instructors and panelists. Given the burden of these new courses,
the existing Producer-Consumer Seminar and the Intelligence Systems
Course, which are not analytical courses, may not be cost effective,
as these subjects are treated to a limited extent in our integrative
analytical courses.
Analysis Training is of increasing interest to various liaison
services. The Branch, to the extent possible, will assist the DO
in this field.
Professional Development
The variety of occupational and functional specialties found in
CIA and the high standards expected, all existing in a complex
organization, pose a striking challenge for Professional Development.
The Senior Officer Development Course and the Midcareer Course will
carry the major professional development burden, but during the
coming year, we will examine all of the OTE curriculum to assure a
strong relationship between skills acquisition and professional
development. We have begun to review programs in other Government
agencies and the private sector with special attention to programs
within the Intelligence Community. The Professional Development
programs are beginning to demonstrate their potential for providing
a valuable capstone to our overall training effort.
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Operations Training
Operations Training will have additional and heavy demands on
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it for at least the next three years. The Agency plans to bring on
The Office cooperated with the Information Systems Architect in an
Agency-wide survey of information handling training needs which confirmed a
large training requirement for word processing and information handling
skills training. We took the initial steps toward increased communications
capability and additional classrooms for this training in FY 1981. It is
clear that these skills will be essential for an effective work force from
now on.
These growth areas suggest that there will be no decline in the overall
level of OTE activity. During the first half of the coming five years, we
anticipate increased training loads in EOD and orientation training in
addition to the areas mentioned above. We expect language training and
management and administrative training to level off at levels slightly
higher than FY 1981.
Tabs H through L summarize the status of the Career Service at the
end of FY 1981.
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Categories
of Training
Nunber
of Courses
Number of
limn s
Number of
Students
Number of
Students D
s
ay
INTBLLIGEN B TRAINING
analysis Training
4
12
165
520
1
Area Studies
3
S
63
,
699
Infonaation Science
9
25
457
015
5
Operations Support
5
16
288
,
345
1
Orientation 4 General
11
50
1,694
,
11.058
SLMTOTAL
32
108
2,667
l.r
LANGUAGE TRAINING
Language Classes*
682
19
308**
Non-language Classes
5
10
64
,
285
10
MANAGII4gN1' AND AIMINISTRATIVB
TRAININC
Administrative
10
40
951
5,281
Management
8
51
1,159
5,282
Cimmications
7
67
685
2.543
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25
158
2,786
Interagency Orientations
Midcareer Course
Senior Officer Develoiient Course
Leadership Seminar
20
1
1
1
23
43
5
2
2
S2
2,804
136
40
41
3,021
1,259
3,476
1,725
22S
*Instruction was given in 25 different languages. FY 1981 enrolments were 188 full-tint and 665 part-tier students.
*Preliminary data for Fourth Quarter.
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v ,s 4%r -r-
REQUESTS FOR NON-SCHEDULED TRAINING
DURING FY 1981
Description of Training
Requested
OCR Conference/Assertive
Communication Presentation
OS/Special Agents Training
Course/Nonverbal Communica-
tion Presentation
CAMS Language and Functions
Course
ODE/Management Related
Training
DO/Liaison Training in
Intelligence Analysis
OCR/On Being Your Own
Personnel Officer
OED/Condensed Version of
Writing for CIA
NFAC/Workshop on
Matrix Management
OCR/Management of Stress
Workshop
OTS/Instructor Training
OS/Performance Appraisal
Workshop
DO/Management of Stress
Workshop
DO/Instructor Training
DDS&T/China Familiarization
28 Sep - 9 Oct 81
18 Aug 81
13 - 15 Oct 81
15 Oct 81
2 Nov 81
24 Sep 81
26 Aug 81
14 - 25 Jun 82 or
16 - 30 Jul 82
27 Apr - 1 May 81
Approved
Yes No
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Description of Training
Requested
Approved
Yes No
OER/Time Management
May or Jun 81
ODP/Combined Fundamentals
of Supervision and
Fundamentals of Administration
DIA/Decision Analysis/
Resource Management
OC/Listening
10, 12, 24, 26 Mar 81
OP/Time Management
12 May 81
USAFSS/Intelligence
6 - 10 Apr 81
Process Seminar
OTE/Nonverbal Communication
17 Mar 81
and Cross-Cultural Behavior
NPIC/Presentation on
7 Apr 81
Feedback
OCR/Group Problem Solving
3 or 4 Mar 81
and How to Make Decisions
DO/Records
Mar 81
ISC/Systems Dynamics
23 Feb - 6 Mar 81
DDOT/Lecture
21 Jan 81
OL/Reading Improvement
Oct - Dec 81
OL/Proofreading
May - Aug 81
DO/Records
26 Jan 81
ODE/PAR Workshop
17 Mar 81
DO/Tutorial
29 Dec - 5 Jan 81
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OFFICE OF TRAINING AND EDUCATION
CLASSROOM UTIUZA11ON
CY 1981
maximum number of days classroom can be used
252- -------------------------------------------------------------
.................................................. 75%- 76X ..................... ........
Z
71% 70% 72% 72% F
Room
Number
Seating
Capacity
1A07
60
1001
22
916
35
912
25
906
25
902
60
812
25
802
35
713
30
711
15
601
20
636
30
606
30
236
40
224
20
NOTE: Room 601 is new
classroom. Used
first time on
26 July 1981.
STAT
ROOM NUMBERS
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Basic English Refresher
Career Trainee Development
Program
Clandestine Operations
Familiarization Course
Clandestine Operations
Course
Human Relations and
Management
Introduction to Word
Processing
Management Seminar
Orientation to Automated
Systems
Perspectives for New
Supergrades
Cancelled. Not effective and used
needed resources to teach it.
New 10-week program for CTs. First
running in June; second running
started on 8 October.
New course. Prerequisite for Field
Operations Support Course.
Replaced by Clandestine Operations
Familiarization Course. New version
of old COOC being given at Headquarters
as part of CT program.
OTE's CRAFT Planning Committee is
monitoring CRAFT and its future impact
on certain OTE courses, such as Ops
Training. For the next few years the impact
will be minimal.
Formerly Management for Equality of
Opportunity.
New course designed to provide easier
and faster method of learning and under-
standing word processing, regardless of
system used.
Newly revamped 10-day course was
offered on 19 October.
New course designed to familiarize
students with components of computer
systems and their applicability to
problems of office and records management.
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Records for the Manager Cancelled due to lack of enrollments.
Course
Records for the Professional
Course
Cancelled due to lack of enrollments.
Course contents already available
elsewhere.
Transferred to Intelligence Training.
ISC is monitoring and planning for
the implementation of SAFE. One OTE
instructor is currently assisting with
the Pilot Mail Operation of SAFE. By
January 1983, four/five OTE instructors
will probably be involved with SAFE full
time.
Cancelled. Replaced by SODC.
Senior Officer Development New course. Second running started on
Course 13 September; cut from 17 weeks to
13 weeks.
Soviet Realities Course Transferred to Intelligence Training.
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Personnel Management
Fiscal Year 1981
In July 1981 a new policy was instituted concerning OTE's internal
vacancy notice system. Under the new system, vacancies for GS-11 and
below levels are advertised via an internal Job Bulletin. Employees
are encouraged to call the Personnel Officer to express interest or non-
interest in a particular vacancy. The Panel and/or Board meet following
the closing date to identify and nominate the most qualified candidates
(generally 3) for the position, taking into consideration the expressions
of interest/non-interest. The list of candidates is then submitted to
the supervisor who interviews each nominee and then makes a recommendation
on the final selection to the DTE. Since all parties concerned have some
responsibility in the decisionmaking process, there is general consensus
that the new system is a fair and equitable one.
Following are some facts and statistics regarding the Office of
Training and Education's personnel.
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MT CAREER PROFESSIONALS: (excluding Language Training)
Average Grade for Males: GS-12.9
Females: GS-10.1
Average Age for Males: 45.6 Years
Females: 41.5 Years
Average Time in Position: 21.7 Months
These statistics are compiled from Headquarters area-based MT
Professionals with the exclusion of Language Training personnel.
Educational Background
The quality of OTE's career professionals, based on education alone,
is quite impressive. In the GS-07 through GS-15 levels, approximately
two-thirds of the employees hold bachelors degrees, approximately 50 percent
hold masters degrees, and 20 percent hold doctoral degrees.
Other CIA Experience
Of the Professionals in OTE, one-half have had experience in another
component within the last five years, coming to us almost equally from
each of the Directorates.
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MT CAREER CLERICALS/TECHNICALS:
Average Grade: GS-5.8
Average Age: 35.9 Years
Average Time in Position: 15 Months
Education
The clerical work force of OTE is comprised of three major categories:
secretaries and clerks, training assistants, and technical employees.
Among each of these categories are many bright, motivated employees.
Within the Headquarters area-based clericals, 14 percent have college
degrees and another 27 percent have one to three years of college credits.
Upward Mobility
During FY 1981, 20 percent of our clerical employees were reassigned
into positions of greater responsibility. Half of these were moved into
quasi-professional or professional positions, thus not only rewarding the
employee, but providing growth incentive to the remaining clericals and
technicals. OTE's record of success in such upward advancement assign-
ments has been impressive and consistent. At the same time, the Office
has worked at highlighting the critical secretarial role. While it is
important to provide opportunities for advancement, employees with strong
secretarial skills are encouraged to continue in that career track.
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ROTATIONAL ASSIGNMENTS:
Eighteen Agency employees rotated into OTE during FY 1981 to serve
as instructors. These included 12 Operations Instructors, 4 Intelligence
Instructors, and 2 Administrative Instructors. Additionally, 18 other
Agency employees rotated into OTE to serve in support and managerial
capacities. These 36 rotationals, in addition to the 32 others who
remain on rotational assignments which commenced prior to FY 1981, comprise
a total of 68 employees serving in OTE on rotational assignments.
OTE currently has 19 MT Careerists on rotation to other components
within the Agency in each of the Directorates. These individuals hold
assignments ranging from specialized positions such as a component
Training Officer to Agency-wide responsibilities such as Chief, Information
and Privacy Division and Deputy Director, Office of Equal Employment
Opportunity.
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OTE met or exceeded its FY 1981 minimum promotion targets for each
grade except the GS-03 to GS-04 level.
Additionally, eight of our employees were awarded Quality Step
Increases, six employees received Special Achievement Awards, and four
employees were the recipients of Suggestion Awards.
EEO STATISTICS:
Excluding Language Trainin 34 women W professionals in
OTE, representing approximately I lof the professiona
force. There are nine Black pr , or approximately
of OTE's professional ranks. Among the clerical/technical e s,
18 percent are Black.
Our Language Training department employs full-time instructors
and 53 intermittent or part-time employees, a of various nationalities.
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