OTE MEMORANDUM ON EXECUTIVE TRAINING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP85B01152R001001300043-8
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 2
• Document Creation Date: December 21, 2016
• Document Release Date: June 13, 2008
• Sequence Number: 43
• Publication Date: August 4, 1983
• Content Type: MEMO

Approved For Release 2008/06/13: CIA-RDP85B01152RO01001300043-8
C O N F I D E N T I A L
4 AUG 1983
MEMORANDUM FOR: Executive Director
FROM: John H. Stein
Deputy Director for Operations
SUBJECT: OTE Memorandum on Executive Training
REFERENCE: OTE 83-6300, 14 June 1983
1. Pending issuance this fall of the detailed report on the
OTE executive development survey, we would reserve final judgment
on the several options outlined in Reference. However, the
approach recommended by the Director of OTE in paragraph six of
Reference appears most appropriate for the DO at this time.
Limiting the course for newly promoted SIS Officers to two weeks
would make it easier to assure'attendance of DO Officers, although
this still cannot be absolutely guaranteed. The modular approach,
using one to three day seminars tailored to the individual needs
of the senior officers, has considerable appeal since it allows
for the flexibility in selection of courses and timing necessary
to assure attendance by DO senior officers.
2. A major difficulty faced by the Directorate of Operations
in participating in an executive training program is the current
manpower limitations which make it difficult to project our
participation in even the most modest of courses or programs. An
example is the one-week Seminar where we were forced in
the June 1983 running to give up three of our allotted six seats.
Nine operations officers, much against their personal preferences,
had to drop out as candidates for the seminar. These limitations
dictate that we must qualify any suggestions concerning DO
participation in Agency-wide programs. Current projections are
that we are very likely still several years away from having the
necessary manpower to participate broadly in middle and senior
level training courses. Consequently, the suggestion that the
Executive Short Course be made mandatory for all new SIS Officers,
would have to be applied with some flexibility since many of the -
new DO SIS Officers are assigned overseas when promoted. For
example, of the 0 DO Officers just promoted to SIS-l, are in
the field and will be there for at least another year. To offset
this, the DO would be willing to include the participation of
promising GS-15s in the program if it would be helpful.
C O N F I D E N T I A L
Approved For Release 2008/06/13: CIA-RDP85B01152RO01001300043-8
 Approved For Release 2008/06/13: CIA-RDP85B01152R001001300043-8
C O N F I DENT I A L
3. An important principle which must be kept in mind as we
work towards defining the role of formal training courses in
executive developmment is that this process should not replace the
existing promotion system within the DO. The multiplicity of
challenges and opportunities for professional and personal growth
in the DO, especially in field assignments, may well be unmatched
in any other organization. Thus, regardless of the shape, length
or format of any formal training courses, we in the DO think it
essential that early, formal identification of "comers" be avoided
in favor of the system of merit which has been developed with such
care the past two decades. In sum, training can and should
complement officer development but it is, overall, subsidiary to
the work itself as a development tool.
John ein
C O N F I D E N T I A L
Approved For Release 2008/06/13: CIA-RDP85B01152R001001300043-8