NOTES FROM: JOT HISTORY 1950-66 [OTR-11 JUNE 1973]

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP86M00886R000400130039-5
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: December 21, 2016
• Document Release Date: April 21, 2009
• Sequence Number: 39
• Publication Date: November 1, 1983
• Content Type: MEMO

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~?'
Central Intelligence Agency
Washington, D.C. 20505
? See attached DDCI comment.
? Picking up on your comment to me this AM,
how about packaging a proposal for an
upcoming EXCOfd.
Charles A. Briggs
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1 November 1983
..Chuck,
' d before him Bob's inclinations to get the CT
NOTE FOR: Executive Director -
FROM: '~~~~~.Oeputy Director of Central Intelligence
I_ agree with Evan s an
~~Program back to a more Agency-wide focus. As a matter of fact, I recall
that during the 1982 planning process during the discussion on personnel,
I asked that we reinstate a broader Agency focus for the CT Program. I
:believe we also talked in terms of needing to fill':the DDO's needs first,
but once they were back up to speed, I had hoped to"see an Agency-wide
program. I believe Gates had some ideas on how to structure it so that
non-DDO candidates would have some but not ,all of the DDO-oriented
-training. Your nickel.
Orig - Addressee
2 - 0/DDCI
1 - ER File
n N. McMahon
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 . ,t
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? ` ~ ~ R~UTlNG AND TRANSMITTAL: SUP
40: (Name, office symbol, room numb
DDCI -
ireutate `~~.'~''~ "'' ForYour Intormation~ 1,. ? See Me ~= ~? r."
27 .,Oct~~
~?Ev . Heineman has _~requested 4an . EX~C0~1 to dLscuss ,t
CT Program' s - t vnyer- ~G-?~ .,-,~ c~ ter, , ?- -? ~ ;~ ~:,,
should be Agency-wi.de,. fy _ ?rn
- ~ ~`~-- I~~pul'l ed the ~~ JOT. _}ii story' `and-. extrac~ea i n . one
~~.~.:,.~,.,,a ~,;m~ r,prt;r;Pnt fDieces:;::~>~~ote :a.~certain ;~>'
deja vu`re quotas;'unlversity conLac~~,. ~~~~~~~~u,~,
use of test. results;'etc..
25X1.
p0 P1O7 usa Yhis form as a RECORD of appri,vais, concurraneas, disposals.
FROM: (Nana, org. symbol, Agency/Post)
(120)
Room No.-Bldg.
Phone No.
OPTIONAL FORM- Al (Rev. ?7-76)
'p~sc-ibed byy GSA- -
? FAMR (41 CFR) 101-11.206 -' 't?~-.~~~
.EXDIR
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NOTES FROM: JOT History 19510-66 OTR-11, June 1973]_
OSO/OPC had a Training Division for clandestine activity. No Agency program for
recruitment and training. for the intelligence profession.
Baird was retired Army -'reactivated for Korea in Air Force: not member of OSS
club and not accepted.
1.2 Baird's deputy, had much informal university contact.
15 CS (Clandestine Service--DDP)?ididn't accept JOTS early on -- not til early 1953.
36 Elite. corps concept was not'ca Baird concept: to the contrary. It stemmed from OSS
old boy suspicion of Baird. ,: ?~' ~ -~ ? ~~`
44 Original concept:~~"University Contacts" plan -- at 50 colleges [faculty or admin
?. members] "spot" for Agency: individuals cleared and-'brought in once a year to HQ
47 OTR to run professional trainee program - OP to assist:?D/OTR did not think ~t necessary
to identify contacts; only 7 OP recruiters in field. Problem. Additional source of
JOTsenvisioned: Armed f=orces separation centers. ',. r'
tion of kind of officer wanted: brains, loyal;.money?not main objective
25X1 ~~
i
p
descr
-'n life,. one .who can take it mentally,.stab1e~ hard-working, realistic.
--, _rA,.,.a;..o.,ncc n~~c+ct;rtnable fretro-
~~ ~7 Un~vers7zy'VOnau~~an~ ~u~y..,. .......
25X1 in 1971: see pg 60].
spective evaluation done by ~~
65 Quotas not reached: early 1963 25X1
asons: shortage
DlOP was asked for explanation. Shortfall continue ru ,
of field recruiters;.processing dropout. Ratio of those put in process to those EOD, 8:1.
70 Clearance delay biggest dropout factor. .. .
7i So - advertise [1961) ; increase alumni use; i~ncre.as.e. business contacts
73 After 1950-66 recruiting period, problem still unsolved. Solution: internals~[NOTE:
1951 Baird study envisioned: l) a professional trainee program; 2) the career corps
program (the latter for selection of outstanding young employees for training and
.career development).]
77 Internals comprised, eventually, 7/4 of the class totals - and were most beneficial
to the program. '
25X1 re retted growing tendency by psychologists to use them as
~8 Test results: 9
"absolute determ~na ions of suitability".
89 ,Soon, psychiatrists were doing actual selections of candidates instead of simply
indicating qualifications or disqualifications.
95 IG survey recommended increase in JOT Division staff for one each from DDS, DDP, DDI
[1956].
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25X1
99 "If there was any one factor in leadership it was .his adamant refusal
to compromise the quality of the program."
102 Monitoring of on-the-job performance was one of the [JOT Division] staff officer's
- most important duties. - _. -
103 "DTR was always sensitive to student criticism -- often without determining the
.validity of it."
112 Thru~~mid-54, the six-week Basic Intelligence Course constituted the formal training,
program for JOTs.. after initial aloofness, the CS received. about 7596 of-the
JOTS; Phase II of Ops Courses opened to them. By 1956 new courses: Intelligence
Orientation (2 weeks); Intl.Communism (2 weeks); and Intelligence Techniques (4 weeks):
first. two mandatory for all Agency professionals. ..-
ram was ma~or~~source of young professionals - decision to 'systematize
1958, Pro
B
g
y
115
recruiting and selection for EOD once a year in one group..,.,. - ?_
125 Concept of bringing all new professionals in via JOT program-gained popularity -- but
. not in OTR, who_thought-it would defeat one of the major objectives of the program; viz,
ecific job
th
Yi
..
e sp
n
- placement after demonstrated^competence,for and~interest
- -....,tieN .,f~ a.,~~~al .if1T classes from two to
126 Recruiting fell far below established goals; individual classes much smarter than the
plans stipulated. Concept of bringing in all professionals through the JOT program
faded away. -
143 IG report (1956) addressed the need for a scheduled program for recruitment o.f JOTs
and systematic EOD of pre-determined number for scheduled placement after training.
No practicable quota system was developed until 1959.
145 By Feb ?1960 the JOT staff "tried to approach reality by establishing its own quotas for
component assignments".
156 "JOT staff control after training [was] eroded by budget pressures and the DDP's
need for productive bodies".
158 htajor Problems: Control~of the Program [OTR or OP?]. IG suggested merging OP and OTR
under a single Director.. ?~.
..t._ _-
162 Tom Karamessines, DDP/TRO, said "instead of expanding the program someone should raise
the question whether or not OTR and 0/Pers were recruiting too many JOTS he
didn't think all new professionals should come in through the JOTP,.the divisions
should be allowed to recruit directly." .~
171 Causes of attrition: di.sench.antment wi-th training; discontent with. lnltlal job as~.i?gn-
ments; dissatisfaction with.promoti.on policy; [completion of military commitments -
for Military JOTs]; offers of better paying jobs and - among women JOTs - marriage.
1 t" M ^'-
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194 "Perhaps the most significant experiential lesson that can be drawn from the history
of the JOT program is that the success of the program probably derived from the fact
that it was conducted not as a personnel program but as a program for people -- care-
fully selected people who became distinct individuals at the beginning and remained
so .throughout the. training and placement periods."
25X1~~ charge to new JOTs: "You enter the GIA to serve your country, not far self-
LV V
aggrandizement, public recognition or an exciting life in exotic parts of the wor.
Ours is difficult work, requiring a keen mind, selfless effort,.personal sacrifice and
utmost dedication ."
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