INTELLIGENCE COMMUNITY INFORMATION REQUEST TRAINING AND CAREER DEVELOPMENT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000500930002-8
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 10
• Document Creation Date: December 27, 2016
• Document Release Date: January 8, 2013
• Sequence Number: 2
• Content Type: REPORT

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Intelligence Community Information Request
Training and Career Development
Specific Requests:
1. Execute the provisions of the Government Employees Training Act (Chap 41,
Title 5, ESC). Ensure civilian training/development programs comply with
legislative and regulatory requirements and intent. Plan, develop, organize,
evaluate and promote a continuous, comprehensive training program to meet the
job-related development needs of professional, technical, administrative,
clerical, and crafts civilian employees from all activities serviced. Provide
for supervisor and manager training and executive development. Prepare
civilian training budget submissions and monitor expenditures. Perform
actions required to maintain the accuracy of the education and training data
base in the Civilian Personnel Data System. Our highly technical mission
requires employees to stay abreast of the "state-of-the-art" in areas such as
electronic warfare, radar systems, electronics, computer science, automated
data processing, intelligence systems, quantitative and operations analysis,
satellite systems, communications systems, technology forecasting,
engineering, micrographics, secretarial and administrative skills, etcetera.
2. The ESC Civilian Career Program has been designed to develop the ESC
civilian manager, executive, and technical expert of the future. It provides
a guide path for potential senior civilians as they come into the work force
and progress to and through the journeyman, supervisory, and managerial
levels. Suggested developmental assignments, training, and education at these
various levels are included as part of the program.
future should have a broad base
The ESC civilian of the
of knowledge and experience in ESC missions
gained through various types and levels of assignments in ESC units.
Assignment of civilian employees at all levels in the command has a two-fold
benefit. Productive, meaningful work can be accomplished by civilian
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employees who provide a dimension of continuity thereby directly contributing
to short-term mission objectives. Also, assignment of civilian employees in
&c
the operational environment develops a strong base of expertise at meet future
command objectives of having multitalented, ready resources. Accordingly, a
career broadening philosophy has been included in the program. Positions in
various functional areas and ESC units will be identified as career broadening
and career enhancing to provide program participants a knowledge/experience
base in ESC missions. Mobility will be a feature to provide flexibility in
managing the program.
3. Each career program participant has a Career Enhancement Plan. This plan
outlines specific training/development requirements. Each segment of the work
force is covered by a program targeted to the specific group. Some of these
programs are: Project Mainstream; Upward Mobility; Career Intern and Air
Force Career Programs.
--_,
4. a. The current training plan only projects requirements one fiscal year
ahead. It is an automated document stored in the CQ file of PDS-C. Training
requirements are u.s.44 to organization missions as identified by operating
officials. A Force Development Program is being implemented which will
establish a ling range training plan linked to future organization missions.
b. Staffing plan identifies restructured positions for which formal
development/training programs will be established.
c. Position Management program established the need for restructured
positions to develop trainees to ultimately replace r?1-4cas
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Saik.UULE A
TRAINING BY LOCATION DURING FY 198)
Number of
Eitrollthents
(DayH) Avera9e Days
Time Spelit Training Per
In Traininu (1) Nivloyee (2)
HQ ESC
(Oryanlust ion)
Costs (3)
,ubtotal, tralnloy conducted
inside the oryanization (4)
355
1375
3.87
$35,000
Obtotal, training conducted
522
4265
8.17
$63,000
Houtstde the organization
UrAL, THAINING
877
5640
6.43
$98,000
1) .blve in days or years; 230 days equate t.t) one year. Fut pari-time tiaminth ,ii)(11,11. I hi I ii jnIiI Iii
?classroom Instruction arid convert to Jays using the standard eight-hour 6.1JrKILly.
.!) Divine oiganization worKyeacs during Lhe tiscal year by the tOtill time spent. in itoihlm.
J) Uullars in thousands; use budget figures.
4) Attendance only in formal courses; do ibot include on-the-job training.
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S(.3111XJ1.1::
TRAINING bY TYPE MIRING FY 1987
HO ESC
(Orgaitizat ion)
(Days)
Number ut Time Spent
EnrollmelitsIn Ttatnitig.
Averacje Days
Training Per
(1) Einployee _
(2) Co:As
Jbtutal, Mdhayemeta. WWI
supervisory training
btutal, executive
development training
216 1150
23 175
5.32
7.60
$ 9,000
$ 6,000
itAtotal, mandated Skills
training (4)
ibtotal, training nut in
other subtotals
289
349
2745
1570
9.49
4.49
$38.000
$45.,000
hAL, ALL. TYPLI;
877
5640
6.43
H,000
.) Wye in days or years; 2.10 days equate to one year; for part-lime training doul)le the Liik! spent
in classroom instruction and convert to days using the standard eight-hour workday.
!) bivide organiustion workyears during the fiscal year by the total time spent in training.
i) bollars in thousands; use oudget figures.
i) indicate by separate noting if mandated skills traininj includes manageinent and supervisory
or executive development training.
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SCHLIAJLE C
RESOUHLIS MUM) TO MAINING AND CAREER DEVEUJNALWr DURING FY 1987
Jtat t uSSlyibed Lu traininy and
career develupment activities
lbtal Staff Yeats
Slatt Per 1UU
Year s 1.411pkw?,i
3 .23
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HQ ESC
( J ii )
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TRAINING - POINTS TO BE DISCUSSED
1. The training program is managed by a division in the Civilian Personnel
Office with guidance from HQ USAF and the USAF Civilian Personnel Management
Center. The Air Training Command provides the majority of specialized/
technical training. Training is also obtained from other Government,
Non-Government and Intkagency sources such as NSA, DIA, DSMC, AMETA, private
industry, colleges, universities, OPM and GSA. Air Force Career programs also
provide specific, centrally-funded courses for their registrants. Training
providers are contacted by telephone or in writing and all efforts are
coordinated by the Civilian Training Office.
2. Itana-gers-and-ruTrvi-s-ors-tel-ermine_speific-training needed by thei-r-
emfloyees_duriodic-performant-e-discussions. Employees also identify
-
perceived needs to their supervisors. Similar needs are grouped. The
Civilian Training Office determines which courses will be offered based upon
total requirements. No changes are envisaged.
3. Organizations submit in priority order and reevaluate their priorities
quarterly to ensure the most critical needs are met. In a severe resource
shortage situation a training committee consisting Of key officials from
affected organizations would be convened to decide on priorities.
4. The mission of this command is to support U.S. and allied commanders'
efforts to deny hostile military commanders effective control of their forces
while at the same time protecting friendly forces in a hostile command,
control, communications environment. This includes both active and passive
offensive and defensive electronic warfare. Technical obsolescence is a
constant threat to our mission in this complex, rapidly changing environment.
Training enables employees to stay abreast of the -state-of-the-art" in
mission related areas. Training/development are integrated into the total
force program.
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5. Our=tithly-teoHYdrai-mi-smn-r-equires emp+oye-es to-st"Wynibr_east-ol-the _
Cs-tate-of-t e-ar-t---in-areas-such-as-elec-tron+c--war-far-e-,-ra ar
te-l-e-cics,,_computer_science , automated-data p_rocessiT'il-iriTTITi
aterri-re-sys-tems-,
cc ommun-i-Mlin-s-sys-tems-T-t-ec-hnology-for-e-c-as-t-i-mg-,--engineer ing-,--m-i c r ogr
Crerilcistratave-skills-,-etc-eter-a-.--Manageria-11-Super-v_isor-y-/
Executive training/development are also provided.
6. Cost effective, results oriented training/development programs will
continue to support the ESC mission. Training/development programs will adapt
to changes in the mission.
7. Changes in technology especially those related to computers.
8. HQ USAF allocate* training resources to each MAJCOM as appropriated by the
Congress. The Civilian Training Office negotiatet trade-offs with individual
organizations. Conflicts are elevated up the chain-of-command. The Civilian
Training Office determines the best source based upon a cost/benefit analysis
and discussion with the requesting organizations .
9. Managers and supervisors nominate employees for training in priority
order. New employees are required to attend Orientation and Drug and Alcohol
training. New supervisors are required to attend Basic Supervision, Civilian
Personnel Policies, Practices and Procedures or Military Personnel Management
as appropriate. Some types of equipment require certification training.
Employees assigned to the contracting function have mandatory training
requirements. Air Training Command courses are quota allocated.
Self-development courses at employees' own expense are self-enrollment. No
changes are foreseen.
Cl
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10. NSA V ATC may grant waivers for equipment certification training. HQ
40.?
USAF/LC may grant waivers for mandatory courses. The Civilian Training Office
grants Certificates of Equivalency for supervisory training.
11. Managers and supervisors nominate employees for training in priority
order. The Civilian Training Office coordinates training requall. Each
Civilian Training Office makes annual budget requests to HQ USAF based upon
requirements identified by organizations.
go
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CAREER DEVELOPMENT - POINTS TO BE DISCUSSED
1. The ESC Civilian Career Program has been designed to develop the ESC
civilian manager, executive, and technical expert of the future. It provides
a guide path for potential senior civilians as they come into the work force
and progress to and through the journeyman, supervisory, and managerial
levels. Suggested developmental assignments, training, and education at these
various levels are included as part of the program. Positions in various
functional areas and ESC units are identified as career broadening and career
enhancing to provide program participants a knowledge/experience base in ESC
missions. Mobility is a feature to provide flexibility in managing the
program. Each career program participant has a Career Enhancement Plan. This
plan outlines specific training/development requirements. Each segment of the
work force is covered by a program targeted to the specific group. Some of
these programs are: Project Mainstream; Upward Mobility; Career Intern and
Air Force Career Programs.
The Career Development Division has overall responsibility for the program.
The ESC Career Development Council provides overall policy guidance.
The Affirmative Employment Division conducts career counseling, registers Air
Force career program participants and establishes/coordinates developmental
assignments.
Tb-e-Rosi4d1DnEen-a-gemen7t=Divi-sion worIcs-with-managemmtl-ru-7-re7s-cr-ucuce-,
posd-vions=t-o---d-eve-1-epmen,t-a-1-1-eve-Ls=i-,,_
2. The program is divided into three tracks which are Science and
Engineering, Intelligence and General Management. The basic differences
between the three tracks are in the required professional education and the
subsequent training and job experience emphasis.
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3. The total program will provide a guide path for employees as they come
into the work force and progress to and through the journeyman, supervisory,
and managerial levels. 1/?will?prov_ide?tor?tgFaTg_17615:71-YETTTlacement
omman
Program will prepare highly qualified, broad based, well?motivated career
employees to meet present and future manpower needs in the fields of
engineering, intelligence, program analysis, logistics, operations research,
and computer technology.
The ESC Career Development Council will resolve conflicts between employee and
organizational needs.
Declassified and Approved For Release 2013/01/08: CIA-RDP90-00530R000500930002-8