REPORT OF THE PANEL ON CAREER SERVICE FOR WOMEN TO THE CIA CAREER SERVICE BOARD

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-03578A000100010002-9
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 94
• Document Creation Date: December 12, 2016
• Document Release Date: January 4, 2002
• Sequence Number: 2
• Publication Date: November 1, 1953
• Content Type: REPORT

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CFCUM7Y ?77.77-41-1Tki
Committee Roster
The personnel of this Panel varied considerably during the three
months in which the report was being written. Those whose names are
listed below contributed time and effort to the study. The amount
they were able to give varied considerably for many reasons such as
leave periods, office pressures, and details to other jobs,
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CAREER
1' a i? !DP
T OP WONEN
IN THE
CENTRAL 1N11/LIOENCE AGING!
November 1953
Report of the
Panel on Career Service for Women
to the
CIA CAREER SERVICE BOARD
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.AGOJ:2
Foeurity Infr?emation
TRLE OF ,cgrzEtirs
1,EIPACE,
,Eurola I. INTRO/MOTION
;Emori II. FINDINGS
FCTION III. RECGMEMATIONS
Tal A. CIA iyern Compered uith Other
Employee PopetationT
TAB D. OIAlgamen Emaoyees Compared with CIA
Nen Employees
TAB C, Report of the Committee on Professionai
Wawa in the Overt Cmarponents of CIA
TAB D. Report of the Ommittee on Wdmon in the
Covert Officee of OIA
TAB E. Report of the Ocuattee co ClericAl
Employees in the Overt end Covert Offes of CIA
TAB F. Report am Emit Interviews
TAB G? Reparit Na the Jee Progrem
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5' c y nformation
PREFACE
Although the last census reports 19 minion working
women in this country (an increase of 7 million since
1940), it has not been too man Years ago that employment
opportunities open to women were limited to teaching or to
performing household services, During the 19th century,
employment opportunities were gradually extended to
include clerical and some professional fields. It is only
recently that women have entered any great variety of
occupational fields and there still remain some occupations
where women are not employed in any significant number.
As compared with other employers, this Agency has
offered at least equivalent opportunities to career won.
It has not, in common with other employers, taken full
advantage of the =manpower resources available to it.
The Panel on Career Service for Women has viewed its teak
as one of supplying answers to the questions "What are
the career opportunities for women in the Central
Intelligence Agency'?"
CPYRGH
"Humanity must learn to accept superiority not in
the person no matter :that his or her group membership,
and, regardless of sem," Ashley Montage ..
this group or that one in this sem or the other, but in
(Chairmen of the Department of Anthropology at Rutgers
and
Director of Research for the New Jersey Committee
of Mental Health and Physical Development)
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I. INTRODUCTION
On 31 July. 1953, the Director of Central Intelligence and the
Chairman of the CIA Career Service Board met with a group of women,
representative of professional women employed by the Central
intelligent* Agency. This group was invited, to serve eS a panel to
report on the role of waxen in the Ageneyes Career Service Program.
In the three months since that time, the group has studied the our
rent utilisation of women in the Agency as a basis for suggesting
anat.:era to the questions
What are the career opportunities for women in
the Central Intelligence Agency?
Bineage.284h
The oestapational groups in the Agency were divided into
"prefessionale "clerioale" and "Intermediate." The definition of
these groups was arrived at by mutual agreement of the Panel members
based on the judgment of individuals most familiar with speeifie
positions.
The "intermediate" group was established to cover those posi-
tions which were neither wholly professional nor prenerily clerical.
As will be ob i later, this group is an important transitional
area for clerically trained personnel who are enabled because of
their interest; and capabilities to advance to professional positions.
Within the broad groups of "professionsl" end "clerical
categories of specialisation have been established, "Administrative
eupport e for example, has been used to describe budget, supply, per-
sonnel and general administrative duties. Within the more technical
areas, e.g.,, statistics, data has been collected separately for the
specific area. Each of the categorise used is deecribed in detail
in the separate reports attached,
The Committee on Professional Women in the Overt Components has
concerned itself primarily with the employment of women in the Offices
of the Deputy Director (Administration), the Deputy Director (Intelli-
genes), the Director of Training and the Assistant Director for
Communications. The covert elements in these offices were not con-
sidered in thio Committees report.
The Committee on Professional Women in the covert components,
originally eetablished to consider the employment of women in overseas
amens found it necessary to extend its study to include those headm
quarters components having the preponderance of overseas empleyees,
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In the Committees analysis of the field situation both clerical and
professional personnel have been considered; its analysis of the,headx.
quarters situation gives more emphasis to professional personnel*
Tho Committes on Clerical Employees has reported primarily on the
utilisation of women in clerical positions in headquarters but has
also found it appropriate to highlight certain problem areas in
clerical employment common to men and Women in these positions,
The Panel has considered not only whether women were being
utilised and in what areas of specialisation, but also the levels of
responsibility which they achieved. The lack of.unifansity in the
Agenuyes organisational structure has complicated this last point*
The grade attached to a particular position does, of Course, signify
a certain degree of responsibility and difficulty, but there are vary.
ing degrees of prestiae or status attached te organizational titles*
While recognising that they are not in fact comparable, the. Panel has
of necessity assumed that such titles an. Division Chief and Branch
Chief represtnted uniform organisational levels,
CCeeRilation of Statiatics
The Personnel Office was most cooperative and helpful in develop-
ing statistical data available from central personnel revords. The
decision to apply mnre flexible definitions of "professional* and
"clerical" did, however, limit the extent to which machine methods
could be applied and a substantial part of the data compiled was
prepared manually from a variety of sources, Certain discrepancies
are a natural result, The Panel considers that the minor inaccuracies
which may exist do not distort the picture presented,
FINDINIS
A0 Statistical Finding!!
ld
(NOTEs Al]. data as of 30 June 19530)
a, Although the median grade for staff employees and staff
agents is 08.7, the median grade for women is 08-5 as compared
with 0S-9 for men,
b, Only 19% of women employees, as compared with 69% of
men employees, occupy grades higher than the median 0840
co Although no woman employee is in a grade higher than
GS.140 20 of the men employees are in grade 0845 and higher,
d, Although amulet half (43%) of men employees are in
grade 0841 and higher, only 19% of women employees are in this
upper range,
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2. Professional Personnel Overt,Comnonente
(Mere detailed findings are contained in Tab C from which
this summary is taken.)
a. Women represent 21% of approximately employees
in professional positions and are utilized to some extent in
17 of the 19 professional categories. They represent less than
21% of the professional personnel in 12 of the categories,
however,
b. Woman represent less than 21% of the professional
employees in 9 of the components studied,
c, In a few fields of work, women hold grades above the
04S42 level but no woman employee holds a grade higher than
GS-14. In all but one of the occupational categories :studied,
the highest grades had by women Are one to four grades lower
than the highest grades held by men.
d. In the components studied, the median grade for women
in professional jobs is, On the average, three grades lower
than the median for men.
e. No women are employed in executive positions, Rela-
tively few occupy positions With line authority at the Branch
Chief level and none occupy such positions higher than Branch
Chief,
f. Trends in employment during recent months indicate
that only a small percentage of women are being hired for
professional jobs. The median grade for women hired for
professional positions in areeent sixpconth period was 0S-7
while that for men was G84.
3. Professional Personnel fi Cemtjammelmajamme
(More detailed findings are reported in Tab D from which
this summary is taken.) .
a, Within the occupational categories studied, the great-
est single group of personnel is in "operations." Grade
classifications in this category range from (184 to GS-17 for
men and from GS-5 to GS+14 for women. The number and percent-
age of women in the operations category, however, is compare-
tively small, and decreases markedly from headquartere to the
field, Women represent 25% of the total professional per.
sonnel in operations in headquarters but only 7% of the
the field,
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sity common
by In the categories of executive support ami adminis-
trative support, which show the next greatest concentrations
of strength after operations, representation of women is
proportionately even smaller.
cy In the three groupings under "analysis,' (information
control* research, and reports), the total nniber airmen
employed is greater than in any other professional groups.
Grade ranges in this category are approximately the same for
men and for =men,
d. In headquarters, more men occupy positions at GS-11
than any other grade, although the mode varies in different
organisational components from 05.9 to 0S44. In the field,
the largest concentration of men in at the 0S-9 level, In
both headquarters and field* however, the largest concentra-
tion-of vomen is at the 08.5 level, (Both professional and
clerical classifications are considered in this comparison.)
fee The preponderance of women in the covert components
La in clerical positions with relatively fel/women currently
utilised in professional *rico In professional fields, the
grade ratings of men ere higher than those for women.
4. Clerical Personnel
(More detailed findings are reported in Tab E from which
this summary is taken)
my
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25X9 meats, ire clerical employees and 86% of these are worms;
30 of s in "intermediate" positions are women;
25X9 and 21% of professional personnel arelessea, In the
clerical group, there seeme to be not so much a question of
utilisation of woman in clerical capacities as one of the
utilisation of women in strictly clerical work compared with
"intermediaten and professional work?
(1) The majority of clerical positions may reasonably
serve as stepping stones to administrative assistant and
clerical supervisor positions, Though women represent 84%
of the clerical employee group, they represent only 73% of
the administrative assistant-clerical supervisor group.
(2) In positions involving machine operations, moon
represent 58% of the operator group but only 24% of the
grapervisor-planner group.
(3) Comparing women in the "Intermediate" group with
those in the same field of professional specialisation, it
is found that the proportion employed in professional
positions is generally lower than the proportion in profes-
sional assistant positions. Women in analytical work
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represent 81% of the nassistant" group but only 23% of the
professional group. In editing and publishing, the rate
drops tram 7Q% in the assistant group to 37% in the profes-
sional group; and in administrative support, the rate
decreases from 42% in the assistant group to 13% in the
professional group.
(4) In only twr. occupational categories, editing and
pUbliehing and adminietrative supports is the lowest grads
held by men and women the same. In all other cases the
lowest grade held by men is one to two grades higher than
the lowest held by wonen.
(5) In only two fields of serkp library and editing
end publishing, does the top grade for women equal or exceed
the top grade held by mea. In all other fields, the highest
grade held by a woman employee is one to three grades lower
than the highest grade held by men employees?
h. In the covert components 88% of
elerical positions are women; of
tiona are women; and only 28% of
are iromeno
nployees in
etermediaten poai'
ofesaional employees
(1) In headeparterse 95% of clerical employees are
uomon
as cmsparedeeth 82% in the intermediate group? In
the field, the rates are 92% as compered with 65%0
(2) A comparison of 'assistant" with professional per-
sonnel in the general category of adndsdetrative support
shows a drop from 33% to 27% in the proportion of women in
headquarters and a drop from 25% to 12% in the nal&
pbeervations,
Thera is a variety of attitudes and sUbjecteve judgments which
enters into the final decision of an official responsible for the
selection of personnel for initial appoinbneat or subsequent promo-
tions and reassignments, It is reasonable to 011511110 that one or mors
of the traditional arguments against the employment of women is
likely to influence sneh decisional, consciously or unconsciously?
The extent of this influence will vary, Of course,
Listed below are some of the more frequent traditional argumento
for limiting the employment and advancement of Immo The Panel has
considered and commented upon opinions expreesed in the Agency as well
as some generally heard outside government oirclea0
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1. alpions expressed by Agency_sfEL.ciale.s
a, "Women are not qualifiel to perform in those positions
which they do not now occupy."
Comments Since there are some women in practically
evetiFIFFrof position in the Agency, this argument from
the viewpoint of any one individual office seems questioa-
able. At least it would be necessary to ascertain whether
the aspeote of a specific job make examen ill-fitted for
the position rather than the category of profession, It
is reasonable to assume that there are specific positions
requiring traits or specialised training which women are
unlikely to possess.
b. Mftionsimemet travel," and "Mon are necessary in Depart-
mental jobs since they must be used as replacements for overseas
personnel."
Commente The Agenty employe a fairly large number of
womenraersean positions at the present time. Some
women are unable and unwilling to travel, This is also
true of some men. However, if the Agency can utilise any
personnel who are not evailable for frequent travel, this
does not sauna valid argument against the employment of
women as a group,
c. "Women cant work under the pressures of urgency and
special considerations inherent in much of the Agoners work,"
Comments Women employed in, many Agency offices are
aota1W7Ziking under considerable priscures and appear no
more affected by them thalamus's.. It was certainly
evident during the war and postwar years that wormasseeme
willing and able to wok:under pressure,
2, 0.1nione expressed in business and indsMutzall as in
251...governments
*6 "Women are undesirable candidates for longerange
employment because they frequently interrupt or tarn/hate their
employment for marriage or family reasons.
Comments Although the current trend in the general
emplZiWarpicture reflects an increasing nUmber of married
women in the employed population, it is true that the
employer cannot be sure that awomen employee will not elect
to resign upon marriage or to devote more time to her
family, or that ohs viii require a leave of absence to have
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efamilyo As long as our :present society continues', this
is apt to be the case, ThergaiSi **evert, no certainty
that amen will remain permanentlyor even for a stated
*Inbar of.yeara, The Committee be1ieves9 therefore, that
this problem can be met only by a mutual understanding or
eareaMentbetween career emPleYPee - be they men or women -
and the Agenquelema the initial planning is doneo The con-
eept in a career service plan of obligation to an agency as
well estenefita from the agency is basic to all planning
withput reference to see of the individual?
wiWomen are more emotional and less objective In their
approsph.to problems than men, They are not sufficiently
aggreeeiveou
Comments These and other statements relative to per
traits are too generalised to be dealt with in any
detail, Undoubtedly a survey of case studies and personnel
!valuation reports, or a sampling of Opinion among maw
empleyees would have to be undertaken to substantiate this
opinion or its antithesis. Even then, it is doubtful if
the findings would be valid under all conditions. The
opinion expressed is dcabtlese.true an applied to some
=Mph - and as applied to some *!no
eo ollen dislike working undertheemParvialan of =on and
are reluctant to accept them on an .eeidel basis as professional
associates."
Comments It is probebly offensive to raspy men to find
a Weeen.occupying positions ouperior or oven equivalent to
theirs. It is also probable that mane w n prefer to work
far men. Imparts thus. preferenee:comes from a traditional
attitude toward women which will 'bo :effected Only through a
plow evolution of sociological eherigie. Part of the attitdde
may from instances vhere,apeer Selection of a woman
weamedeend the error attribOtedthen to the fact that she
:.*11.43 1111044n. The Panel hopes that such an Attitude will
not be accepted as a barrier to the utilizationof women in
executive positions when they are qualified for such poet-
tiene The selection of a wet Or. *woman for an executive
POW:ties Should include consideration of the candidates
euipernipery abilities and probable acceptance by subordinate
eeployees,
'The economic responsibilities of women are net as great
as those of mono Winage should not be employed in higher Mtn
pOsitions and deprive men of these opportunities. Women should
not be employed at all when man are in,fleed of omploymonton
7-
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Comment: This opinion is not offered as frequently at
prearirint has been in the past when, incidentally, it
had greater merit, It seems to have become generally
accepted that many women ore faced with the requiremmet of
supporting the:reel:cosi of supporting, fully or partiallia
dependent relatives) or of contributing to the support of
their own family, Assigement or promotion on the basis of
an individnales personal need is not justifiable in any
employment program. The important consideration should be
the ability of the individual to contribute to the objectives
of the employer.
In addition to the subjective judgments which color decisions,
there are surely other considerations of which the Panel cannot be
aware e detailed job requirements variations of similarly titled
positions, implicatione of requirements which do not appear in writ-
ing, Many factors susceptible to statistical investigations were
considered for study and excluded because of the difficulty and
expense of developing the data, and, in some cases, the lack of any
comparative data from outside sources,
However, using the statistical data available and relying on the
observations of its individual members during their association with
the Agency, the Panel concluded that except for a few rather narrow
fields, career opportunities for women have been limited in the Agency
in nearly every professional area, The following paragraphs highlight
thoee areas in which the Panel feels the Agency could profitably offer
greater opportunities to women career employees:
1. In the professional areas both covert and overt, it
appears that the administrative support position, the positions
pertaining to analysts,
and positions requiring a capacity for
liaison work offer opportunities for using and adeanoing soma
more than at present is the case,
2, Within the overt professional categories the Committee
felt that more emphasis should be given to selecting :omen for
executive and executive support positions and that attention
should be given to the possibility of using women in some legal
positions.
3. The committee reporting on opportunities for profee-
sional women in the covert positions recommended further exploi-
tation of women in the areas of operations, training, and
translation.
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III. RECOMMENDATIONS
A, Career Opportunities for Women
In order to increase career opportunities for women in the Agency
it is recamendeds
1. That the DCI issue a policy statement to encourage maxi-
mum utilisation of women in the Agency.
2. That the DDA establish a procedure for
a, The review of all formal and informal recruitment
requests which state that male applicants are desired* and
b. Corrective action when the preference is not justi
fled,
30 That Agancy officials be encouraged to consider mars
women for positions in administrative support, analysis, liaison*
training, legal work, operations, and translation?
4. That more opportunity be given to qualified women to
advance into positions of executive responsibility at all grads
levels,
50 That a fen...time counsellor be assigned to the Interim
Assignment Branch in the Personnel Office?
6, That special attention be given the clerical personnel
by the appointment of a qualified person in each major empanel*
to deal with problems of clerical personnel,
70 That supervisors provide continuous orientation to
employees at the section or unit level, particularly for the
clerical personnel0
8, That career opportunities for clerical personnel be
explored and publicized and, that a, member of each career service
board be designated, to give special attention to career planning
for clerical personnel?
9, That supervisory training be required for all supervisors
towards improvement of management and morale in the Agentrje
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B. Cateer opportunities for Mon and.Westen
The Panel recognizes that the following recommendatione affect
Men as well aewomen, but as a reault of this study the members
have been imptessed with the need for action to take care Of these
Problems and so offer the following cimiments and suggestions for
Consideration by the Career Service Boaids
?
1! It is urged that the program already established be.
publicized and enforced at whatever level necessary for find-
ing quAlified and deserving Candidates in the Agency before
conducting outside recruitment.
2i The Panel suggests, too, that publicity be given to
procedures to be followed wheretercareerists, through train.-
ing, may enter or advance in A professional field?
. 3. There is need for thorough and frequent briefings of
recruiters and a policy of COMplete frankness toward recruits
regarding probabilities in their job.
4. The Panel became aware of the groat need for devising
some method by which personnel 'returning to Headquattert
from overseas assignments may receive guidance for their
future careers.
. Further Studies
There were some studies, unavailable at this time, which the
Panel. felt would be necessary, both to give a complete picture of
careers of women in this Agency and also to throw light on problem
areas which ekiet here. The following Studies were those the Panel
considered most important
1. Qualifications vs. grades for men and women.
2. Time-in-grade for men and Women.
3. Turn-over rates within certain categories.
49 A sampling of clerical to professional advancement
within the Agency.
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B A
CIA WOMEN EMPLOYEES COZPARED
WITH OTHER Ig,Oil.EN
EMPLOYEE POPULATIONS
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STATISTICAL FINDINGS
1, Women represent 39% of the otaff employeeestaff agent group
in CIA as compared with a representation of 25% in the Federal employee
group and of 30% in the total LeS. employed population (1952 data).
2. The average grade of lemon employed in CIA is higher than that
for other women Federal empleyeee (1947 data), (This fact ie not pare
ticularly surprising since the average grade for CIA employees is higher
than for Federal agencies empleying proportionately larger numbers of
clericel and other lower grad& personnel.)
30 Since the entrance rate for GS-3 is $2950 per year it is not
particularly significant to note that a substantial proportion of CIA
wome employees have salaries erceeding $30DO per year as compared with
the total U.S. population of employed women. It is pertinent to note
that the salaries of women generally as compered with the salaries of
men generally have lagged babied* oven where both men and mum are pere
forming the same jobs.
4. The attached charts offer a sketchy picture of the employment
of women in this Agency s in the Federal Governments end in various
specialized fields, The data reed s a basis for these comparisons
varied in date from 1953 (for CIA) to 1947 (for the Federal Government
as a whole); data concerning Icemen in the civilian labor force were
dated from 1949 to 1952, Source materials used mere obtained from the
Womenos Bureaus Department of labors and contained statistics gathered
from such sources as the Constiv Bureaus the Civil Service Commissions
Bureau of Labor Statistics, various professional associations, selected
state industrial reports, and tgency and departmental reports, In addle
tions occupational material on women was collected by a search of the
United States Government Manuals the Official Register of the United
States s the Federal Statistical Directory, and the Register of the
Department of State,
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5eco_rity Information
Women in Selected Fields with Incomes Exceeding
$5000*
(Based on Total Females in Each Field)
65-1
60
1 .
, , 3,
'
we
,
1
I
55
50-
45--
40?
35--,
30---
25
20
15
rH8
5
IN
L 1
? P
0 0
P4 C)
Lb.CIA I
Li?r-a--:
rians
_
Manag-
erial 1
.4 .
0 0
-
0
5-4 '-':4
.0 .,,
0

E-4 CI
1

T; 0
e4 .1,4
* Teachers' Salaries Include Males
2/ .9 of all-elementary teachers are female
y .66 of all secondary teachers are female
Statistics Used: CIA as of 30 June 1953
Others based on 1950
f=7
c-7
a other viella6
-2-
1Nomon With income in Excess of $2500*
20-
15-
10?
L.2-11 1 1
i
t
,
LTE:774
k 2500-=.3000 3000-3500 3500-0ver
tR
* Figures for CIA based on total Agency
employment
Figures for Women in :1ational Labor Force
based on total of those with incomes(1950)
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Average Grade by Age Group of women in CIA and Federal Government*
Grade
--------
15
14
13
.2
11
10
9
8
7
6
$
4
3
2
--ivr
,
fl.
i
es
.
No
a
?
g
r------
U'----?
-
---
,
c
?._
fr--..?
--L.
---
_01_6
.
,.......JL
,111- 14
"="7
,
--
-
r-----
-4=1,-
r,
?
*--
v
-
_,
2024
25-29 30-34
35-39
40444
45-49
50-54155-59
60-64
65-69
cr
AGE GROUPS
L? Federal Government
ig CIA
* Federal Government fixes as of 30 June 1947
CIA figures as of 30 June 1953
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Women in Grade 6 or Above*
jo
35
.
?il
WO
NI; rt
..?-?+.
*
+7
tCl.d
li i
rt 12/
.."".
o
A
_I-? i
W /V
30
25
20
15
_
-
T
..:
5L
IMN
milt
Imai
_
r.
S
i
......
05-13
GS-14
Per
Centf
GS-6 GS-9
7 10
8 11
6.9-12
as-15
* Percentages based on female population
of Agency and Government
Statistics Used: Fed. Gov't. Sept. 1947
CIA as of 30 June 1953
igg CIA
..a./ None
Federa3. Oo rnment 1.)1 Less than .05%
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INDUSTRY
Female % of
Total Emplopient
% Females in yOfficers
Higher Positions
Dept. Stores
68%
Insurance
64%
, 20%
2%
Banking
46%
15%
1%
Manufacturing
14.5%
3.14.%
4%
C.I.A.
39%
22%
5%
r-..4
y Used Grades 9: thru U ss CIA "Higher Positions"
2/ Considering Grades 12 thru 18 as Officers (CIA)
Area Survey used herein vas conducted in the Chicago area,
the Boston.Hartford area, and the Philadelphia. (1949)
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ya 13
CIA W01-EN EMPLOYEES COM.WIRED
WITH CIA SMPL0114.;11;8
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Grade
1
1
1
1
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COMPARISON OF AVERAGE GRADE Security Inibrmation
BY AGE GRP
MALE AND FEMALE GENERAL SCHEDULE (as) PERSONNEL Average
31 Dec. 1952 and 30 elms 1953 Grade
3
7
5
54_
3
2.1_
1
D
9?
Bi
, -
1
3t
11
?31
._. _
- .,
Dec.
- -3o June
,
, ,
1952
1953
e
,
e'''
e
......' ...
.....
....
.... ...
,N

%
Under
20-24 25.29 30-34 35-39 40-44 45-49 50-54 55-59 60,64
Age Groupe
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18
17
16
15
13
12
11
10
9
8
7
6
5
14
3
2
1
LI
Average
Grade
18
17
16
15
14
13
12
13.
10
9
8
7
6
5
3
2
1
Under
20
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Security information
COMPARISON OF AVERAGE GRADE BY AGE GROUPS OF MALE A1T1 FEMALE
GENERAL SCHLDULE (GS) STAFF EMPLOYEES AND STAFF AGENTS
As of 30 'lune 1953
Average
Grade
r
f
1
t
1
-1-
-- ? -
Male
Female
.."
I
I
,
.1
1
1
..."
ee
.1 Ae
40.
......... .....
1
a'. ....
...'
".
_
.....
1
_ ..... ...
e r
.... __
ii
..._
N
sk.
\
\
\
...
\
4.
I
1
t
1
-,
i
1
4,
i
j1
--
1'
.1
e
/
/
/
20.24 25t29 30-34 35-39 40444 45449 50-54 55-59 60.64 65.69
70 and
Over
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13
12
ii
10
9
8
5
4
3
2
1
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.$1i;011EP
3emarl,17 irtfamatiort
TAB 0
REPORT 0/.,' TBE COMMITTEE ON PROFESSIONAL WREN
IE OVERT COMPONENTE CR CIA
SEORE1'
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REPORT OF MS COMITIEE ON PROFESSIONAL
WOMEN IN 'JIM * J OITTICES
SECTION I. INTRODUCTION
9124SEfive
The Oconittee on Professional Women was established to study the
'utilization ar4 career opportunities for women in the overt components
of the Agency which include the Offices of the Deputy Director (Admini-
stration), the Deputy Director (intelligence), the Director of Training,
and the Assistant Director (Communications). The covert elements in
these Offices are not included in this Committee's report.
B. Definitions
1. The term "professional" includes all persons on duty on or
about 1 SepteMber 1953 who are listed on the T/O as "Officers"
or who hold positions of equivalent stature such as engineers,
librarians, laboratory technicians, etc Consultants, military
personnel and semi-professional personnel have not been included
in this report.
2. Professional positions have been grouped into 20 categories for
the purpose of this study. (See Exhibit A for definitions of these
categories.)
3. Data bresented are arranged in tables to show utilization and
grade levels (i) bycategory or field of work, end. (2) by organi-
zational component. Grade studies are based on actual grades held,
not on the WO grade authorized. Figures on median grades .and
recent recruitment trends are based on machine listings furnished
by the Office of Personnel. All other tabulations were recorded
manually by committee members. (See Exhibit B for tabulations by
office.
C. Summpry
1. The statistics presented in this report show that there are
many types of professional positions in CIA which are filled by
women. Women hold positions in all the general categories?out-
lined in this study with the exception of Legal and Executive,
and, in some cases, have attained the grade of GS-3.4,
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2. On the basis of the above information one might assume that
!women have adequate opportunity to undertake and to progress in
a career in CIA. However, the statistics show that:
(a) The percentage of women employed is much greater in some
fields than others,
CO The grades held by women are generally lower than the '
grades held by men in the same categories of jobs, and
(c) Only a few women have advanced to jobs of executive
responsibility at the Branch Chief level.
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sEcual XL FINDINGS
A. Statistical
1. General Utilization or. professional Women
a. In the overt offices women occupy an average of 21% of all
professional positions which are filled. ApProxitately ersona
are employed in such positions411111109%) of whom are men, and
(21%) are women:
b. In the following fields women are employed in more than 21%
of the professional jobs:
Category
Library
Statistics
Medical
Editing & Publishing
Analysis (Info! Control)
Translation
Graphics
c. In the following fields
of the professional jaw
C
Analysis (Research)
Training Specialization
Executive SuPport
Administrative Support
Operations
JOT Program
Analysis (Current Reports)
Technical
Liaison
Communications Spec.
Executive
Legal
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d, Offices which employ women in more than 21% of their
professional positions are the following:
Office
OCD
OCI
D/DD/I
ORR
00
OTR
0/DCI & 1G
OSI
ONE
0/DD/A
Medical
e. Offices which employ women ess
fessional positions:
Office
Audit
Personnel
Comptroller
General Services
Logistics.
Communications
Security
.General Counsel
OIC
2 GradeF and Levels of Responsibility Attained byyomen
a. In a few fields women hold grades above the GS-/2 level) but
coly in the profeSsional Category of Statistics have they advahced
to the grades attained by men.
b. The following table shows the range of grades held by men
and women in each of the fields where women occupy more than 21%
of the professional jobs.
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Grade
15 & above
14
13
12
11
10
9
8
7
(These figures inc
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AT4 .**,?I ? -.. ? 4),..:111 .17414:. *7- ? ?I*Ittr'
Rz
a. Women occupy an average of 21% of all professional positions,
and are utilized to some degree in 17 of the 19 professional cate-
gories listed in this report. Women, hewever, occupy less than 21%
of the professional positions in 12 of the categories.
b. Eleven of the 20 offices studied have women working in more
than 21% of their professional jobs. The other nine offices have
placed them in less than 21% of their professional Jas.
c. It has been possible for women in some fields of work to
progress to the 08-14 level. In all but one category, however, the
highest grades held by women are one to four grades lower than the
highest grades held by men.
d. ln the offices studied, the median grade for women in
professional jobs is, on the average, three grades lower thee
the median for men.
e. Women occupy relatively few positions with line authority
at the Branch Chief level and none above the Branch Chief level.
f. Trends in employment during recent months indicate that
only a small percentage of yawn are being hired for professional
jobs. The entrance grade for most of these women is 08-7.
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Car er 2REEtunities for Women
1. The number of women employed in the categories Libraey,
Medical, Editing and Publishing, Information Control Analysis, Traeele
and Graphics indicates that women have been given considerable eareee
opportunities in these fields.
2. While the Committee has not, attempted toanalyte fully the
for women's limited opportunities in certain other fields of expjaiaart.
some discussion of the apparent limitations in 12 categories is pretvaa:
below:
Administrative Slymq - Women are usually Considered to be vell-see
for positions in this field. This has been found tobe true ir
both government and industry.. Therefore, it is justifieble to
inquire why such positions in CIA are filled by a email perc.e
of VOE011.. This questionis paeticularly applicable to the com-
ponents of the DD/A?where the majority of such positions areT,i
located.
Executive and Executimalelt - The lack of women in these
categories indicates that the Agency has not yet accepted weeee
for managerial and policy-level positions. It may be that not
many women in C/A are sufficiently qualifiedfor such jobs ie
the Agency. During the last several years, it is doubtful that
many women were hired because oftheir potential executive abiLL
However, it is probable that, as the limitations on career-opeuee
tunities for women diminish, more women will be considered. cr9pui
of filling these positions.
Analysis (Research) and ...ALisleurrent ItivAsj. - It is possible
the of women in these fields is low because or
nen have experience and background in business and industry.
However, the fact that 172 women are employed in these fields
indicatesthat additional opportunities could develop for them-
. in the future.
2224pag - The percentage of women is low in this category because
of the many training positions in the specialized field of
communications for which few women are technically trained.
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Liaison - Meny of the Agency's liaison positions require contese,
_ -
at all levels with other government depeeteents Only oee
woman is in this category in CIA. In detense of this fee'c
the statement has been made that "Women liaison officers
in generals could not deal as effectively as men with their
male counterparts in other Agencies." However, sine other
government departments have *women employees who are perfereir,
successfully in such positions, it is very likely that CIA
also could find women who would be able to do so.
LT611 - Since there are now many women in the legal profeasJons
it seems possible that some capable women lawyers might he
employed in the Office of the General Counsel.
Communications ?pecialization, Technical, and pperatione - Althcu,
--- -mien are more apt7ErEe interested -IR and trained for positiene
in these categories, the fact that a few 'women have prcven to
be compe;eent in such positions should open the field to a gre
number of them.
JOT Program. - The tact that few women are being selected for t'ar
Junior Officer Trainee Program is no doubt due to the diffiee.
experienced in placing them in Jobs with sufficient career
possibilities. Some Offices are reluctant to accept vomit,
not only only because of the possible risk of losing them after 6
long period of training and rotation, but also for the tradife'
reesons advanced against hiring women.
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SECTION III. RECOMMENDATIONS
To increase opportunities for women in the Agency, it is rec
A. That the DCI issue a policy statement to encourage maximum
of women in the Agency.
B. That the DD/A establish a procedure for
1. the review of all formal and informal recruitment reve
which state that male applicants are desired, and
2. corrective action when the preference is not justified.
C. That the Personnel Office, in the process of filling vacancifw
be authorized to establish a more positive program for findiz,
qualified and deserving candidates in the Agency before condi,
outside recruitment.
(The Committee recognizes that this recommendation affects in
well as women, but, as a result of this study, it has been iv
pressed with the need for such a program.)
D. That Agency officials be encouraged
1. to consider more women for positions in the following cat'
Administrative Support, Analysis (Research and Current Re:
and Liaison, and
2. to give women equal consideration when filling positions
responsibility at all grade levels.
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ExairBiy
DEFINITIONS OF THE CATEGORIES USED IN THIS STUDY
ADMINISTRATIVE SUPPORT - Officers in budget, personnel, security,
and supply,. organization and methods, and similar adminis.
positions. - -
ANALYSIS - ((Current Reports) - Analysts who compile current rolsoe4
ANALYSIS - (Information Control) - Requirements Officers, and aveL
- ? engaged in screening, coding or disseminating documents.
ANALYSIS - (Research) - Analysts whose research requires area or ..Js
specialization.
COMMUNICATIONS - Officers engaged in any phase of communizations e
ED/TING AND PUBLISHING - Intelligence Officers engaged in editin.
publishing of CIA publications for internal orexternal (t&f-
bution.
EXECUTIVE - Deputy and Assistant Directors, their deputies and ot3x-
of equivalent rank.
EXECUTIVE SUPPORT - Executive officers, special assistants, advissi
planning staffs.
GRAPHICS - Intelligence Officers engaged in any of the graphie se!
such as caytographers, illustrators, draftsman, etc:, -
JOT - junior-Officer Trainees
LIAISON -.Officers engaged in contact work with other government
? agencies or other CIA components. ?
LEGAL - Officers furnishing legal support for the CIA and CIA empl
LIBRARY Librarians and archivists.
MEDICAL - Doctors, nurses, psychiatristsfurnishing medical suppoe1
. the CIA
OPERATIONS - Case officers, field contact officers.
STATISTICS - Officers engaged in compilation and analysis of stat
data.
TECI$\ICAL - Officers with technical skills not elsewhere listed sT?
architects, engineers, etc.
TRAINING SPECIALIZATION - Officers engaged in training and oriental
of CIA employees.
TRANSLATION - Officers engaged in translation of foreign league&
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TAB Do
REPOitT OF TO comma ON WC.ITEN
IN THE COVFRT aqICES OF CIA
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E*044tY later-motion
REPORT OF THE COMMITTEE ON WOMEN IN THE COVERT OFFICES OF CIA
. INTRODUCTION
From the beginning of it study of yes= in CIA, the Panel on
Career Sereice for Women reoognised that the situation of WOOD in ,
the eovert offiees of tho Agency uss different in mnpy ways from that
of other greatcoat wawa employees. One sectioo of the panel, 11201S2
ma the Field Committee, undertook the study or the position of an
emp/eyees overseas repoosenting all offlooe of the Aganay, ThoCc-
nAt age investigatiove ohowed that, *Inca moat women overceao wart ie
tt,,: Office of the Deputy Director (Plano), their situation could not
be properly considered apart from their Ploadquartore contingent. Az
a resultgotho otemitteo directed its investigation toward both Hea1.
?marters and overseas woolen oeroannel in the covert eeetore.
wore woo o.,. VeYSTOro. 412A0 &We r
problemn were cIcer to those of Headquartero than of overeeas groups
and of overt rather then. covert pereonnel,
The purp000 of thn Audi wee to learn Ohara W*Wil WWO varying in
the covert offices, in what categories of epployraerit (profeosional or
clerical, specific profeseional groupe)0 how they wore distributod in
Headquartero and overseas, their grade levola, and their statos compared
with that of ran in similar assignments.- The ultimate objective was to
show vhore women wore being sucoasefally uzed and to indicate places
vhors thl7biebit mato-additiaeal cootribationo to the Agency.
armsar.slitritia,
A consideration of the ?overt elomonto of the Agency along thsoe
linos shows that gown are employed both overseas and at Headquartero
14 all types of pork, both( profeseional and clerical, The greatest nou-
ber of women are in the clerical categoriee, and the grade moot (=manly
held is GS-5. There are, however, omen in all at gories of profeosional
jobo, pith the largest number in operations and the next larost numbero
In analysis (information control, research, and reports). In clerical
categories, ea elaewhere in the Agency, the number of =um greatly ex-
ceeds the nceiber of mea employees; in all profesolonal categories, the
4.31.
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number and pement of man is mesh larger. Mon also =seed uamea in
number and by peroent in both Headquarters and overseas esti ntse
but the proportion of women to nen is snoh ller overseas at Hoed-
qearters 43 percent of employees are vomene overseas only 28 percent).
There are several professional categories in which the percentage
of women is vary Mall. Of thews, adminiotrative supperte training,
liaison and translation appear to inolude fever women than ndght be
'natal; assigned. Women are serving throu cut the world; there are
few overseas etations mhioh have RO women. WON= personnel in small
field stations are almost entirely olaricale.however? and woman in
seerationa/ peeitileea are assigeed to the smaller etations only intro-
qvantlys Both overeeee and at Headqmartere women comp, few =mutt
positions? and only two (averse s) are in a hi . position than seation
chiefs
MEALMInallniACSLaift
The groaps 0013SidaYS4i1M1114) covert offices and overseas personnel?
as follows;
The DD/P organisation, both Headqeartere and overooase
but =eluding special proje to and their Installationen
THS? as the elandestine portion of the Office of Training.
Overseaa elements of the Office of the Comptroller and
the Office of Communication?.
The unvouoheeed fends seetions of the Logistics; Offices
Me (overt).
STATS P EC ovemeas field pareceenei under the Offices of Opera.
, Overseas elements of Headquarters) offices are usually attached to
DD/P imatellatione overseer and function there as part of the DD/P or
mations They have not, therefore been considered separately from. DD P
personnele and since, upon returning to Beedqwertetse they normally re-
vert to their own oomponents? no consideration has been given to their
Headquarters statues Such overtime elements are of relatively small
STATSP EC numbers, as is the DD/P easpiesc inoludes by far
the greatest r 0 overseas personnel and consequently has received
the major emphasis.
The figgees used in this study wore compiled manually from DD/P
and other files, since no machine figares could be obtained which die-
tingaiehed between field and Headquartero personnel. Decauee the ocm-
pilation was made over the period of 'about a month, during shich time
there was some reassi nt of slots within the DD/0 and a transfer of
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nnesernnioatien ale froonthe DIWP overseas to the Offiee or COMIWAeA01.
tions? there are same variations in c prat: ivenoss of figarem from
division to divieion, aocording to the etage of the transfer uhentho
renords were chocked. The general percentages beton field and geed-
quarters awl botwoo nen and women, however, appear to he little affected
by these disorepanoies an the general level.
Fignren relate oole/y to pen:Mans actually bald and to the grade
rating of the holders vanannies and differefteem betwan alat rating and
antual rating hare not ban room-4ot, - Military pareennal, ra they
WM) maimed to regular .ctilitary slate/0 have bean emoted as holdinn
the rating of the slot, sine* there appears talle ne conaiatenny
ennatinnenlitary?rank mith slat rating. Military pereonnel in per
nalltany Onsitionc and .military elate have.nnt been inoludad. The large
projeat complente itellaticne of speoialixel nature have eine be=
cnAnten, became their employnent situation depande too web upon the
requirements of the projeat to be typical of 011017E5Call lantainktiOW0
MOBt Witah establim nts, of tailitary .or parn4nilitar3r type, are oomposed
almost entirely of noip the or wontn employees being a very eaU
ameher of.clarloal personnel.
? Analysis or pernonno/ ponitions hae bean made in two nays: by pada,
snowing number and percentage of men and of women, end tiy general cate-
gories of works ehowinn number:is, grade ranges, and numbena in eaoh grade
within .the range for aaah eategmry of both emend weeny ani poraentages
of men and or WOMITA in each oateganno Each of these oats of florae ia
divided again between headqunrtera ani field. In additions cvernall
tabulatione have been made of the total number of personne1. in eaoh eaten
gury and n :each gnado and the percentages of mon and =ten and of both
gnoups in headquarters and oversees.
the general eatageriee of enployme t have been considaredin thnes
major groups under the following headings:
Professional ecutive? raseutive Support, Administrative
Sunnort? Analysis, Operations, Editing and
Publishing, Graphics, Liaison, Statisties?
Library, Training, Translation, Tecinnioal,
Coumnnieations, Medical.
Supervisory
nonioal Clarieal? Machisni, ?waters.
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Definitions of the positives inolnded under oach eategory appear in
Ambibit Ac,
Tabulations of positions of covert personnel include presentation
by division, staff, or office of the total personnel ttreagth, the
member and percent of men and woman in each category and in each grade
at Headquarters amd oversewn presentation by category of the mumber
and pereo t of nen awl mean at Headquarters and overt sr, and an
analyais of DD/P age and grade distribution of 0S staff esployoes and
staff agents on 30 Juno 1953. All tabulations except the last wore pre-
pared Ur the ammitteei the DD/P analysis uas prepared by the Pommel
Offlacto
tox nor
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II. Fl ISM AND CONCLUSIONS
tee?Aotte,101
1. The DD/1 has been ooneidered ae the type offioe for exemine-
tion, ii' it employs al% but a mall: percent of the covert persoonel
f the Agency. Statics:Lice from the Headquarters offiees with overseen
elements could not, beware of their emphasie,on Headquertere organize-
tlen and the very omall webers of Men'and-weemteseeryed in the field,
he fairly coented in the covert ?Moos. :Figures of overseas employment
-
few these ?Mau have been tabulated, but poroontEtgee ard moot risme
have been barred coke- the DP/P field and Headqmartere. The figere
from other offloee produot no dinerepanoyiti erecataaae
In field easi te or in prettiest 1 tegories.
25X9 2. Of th memo employed in Jib* Dp/p ?Molest 36 percent,
IceMAlard 18 poreent en supervisory or intermediate, cetegories
25X9 x'Aivi;ls; ? Items, appvL.AmatoA7 60 poreent are in elerigal
reminder in professionel oeteguriee.--Xu ecographio dietribation,
or 41 percents are overeees; they malts up 21 percent of al eve
pereennol.
3. The Aetna and problems of women in the clerioal and eupervieory
categorles were etudiedby the Cleeical Committee of the Vemenots PeneL,
and great additione (mule be made to t ir findings with regard to
covert employment. Posiielon in the oovert offices or were s does not
differentiate mothers of these oategories from their count rparte in
overt offices. It le noted that women in these eategoviec are employed
lambent all oveemome offices and inemapy of the mallet stations (urd r
five A , peeecneell, in the field are the only women eme)leyees t the
lutatidu For these overecee women,. Admitdotrative Aesietent is tihe
classification generally held, but tnere are nom (Classified as meet:geese
? etenomepher or Intelligence aseistent; the usual r4ing is GS-51 to 04..
4. The situation of profeneional women in ileedgeartere office* hae
been studied by the Profeesiomel Committee? end its findirer apply to some
extent to professievolumemi in the covert officesiebue there are soma
eArcumetanees peculiar to the DD/P vide& it be considered neparately.
Professional statue hap been determired on the banie of job title and
funotion rather than grade, vino. operation ices*, trenelatore, re-
ports officers, training officers, and some other profeesional cliesifi-
cations inelnde personnel rated as low as CS-5:and eceasionally 0S-40
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roeurity /Defossattosa
oast t cif pars 1 to categories was entioe/y arbitrary.
e !stoney in alas !Eleatic:a and title =lets between-offices and
ei of the covert sector; categories had to be determined on the biota
af position end reeponsibility rather than title. . ?
50 Th largest washer of professionel personnel a ars in the
operations ante . ?t?? professional are VoPreamated i'Qlo
ativeV 9 vartimlarkp me Ione ond services (Gush
a ao ts of filmes and rrapplys statistical, work9-Publteatiaso
liboaries, and wahine operations) are contribixted VNO armor% *Mow
by ot =ants. Tattoos in fract contains sore 1 than
stet/sties indiottep sines many officere in tivo or tile sup-
poot categovi are sotmally opevations officers. In the field them
oatogori LIT 4 of statis, and seise ohiefs? their
deputies $rf=ohms& rest of *on aro operations offi 2"43 uith
such cotal. QVAOWATY0 Emotion.
do The largest ponfeeel 1 onto monsap including eight
resentI all wanes rrployoss in the DD is eporatioi e. osve are
(15 percent of ati offiesre) in toomvp the
r be in Ereadquertorms the pore-este dsoreaxes eharply in the
nal:do
Grade olasolficatiovo In the operations oategory run from a43,.5 to Wor
for won and from 128-5 to 0544 for woman. Two momon as.1406 are opara-
tions officers, alt hou one, ea a depmty chief of station, appears in
the executive support oategory.
7. In the categories of executive support and adndnistoative sup-
port, which show the next greatcoat cone trations of strength after
operationt, representation of women is Insvea4donately oven smaller.
Only in the category of analyeis, in all these of its spotiona? is User
a greater per 4ntage of uomon. With a fow exceptions in operations and
emeoutive categories, this is the on] category in whioh on hold ad-
ministrative poeitions such as section chief, in ?it r field or headquartere.
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Bisponition of op/P pereonnel in the geographie divisions o exalusive of
the eadtwarters sitaffen is oven more conolnsivet fpr 66 percent of divi
sionperseenaare in the field. Of field personnel, 72 peroant are
A further difrancatatien between man and women in the field is indicated
by the fact .that the oommonest rating for man overpass is GS-90 for women
as-5. As noted above an are stationed in almost all overuses instaln
ationst but the largest nuMber of women overseas is in the clerical or
pcpervisery oategopy.
10. In the DO, as in ether ?fn. est the number of nen in. higher
grades is mnab greater than the number of women. The numbers and peraent
of men and women in grade of GS.7 and above in am followes
21. The highest graAe held by unman is 0S-14; there are five woman
of this rank in the DD/Pr three in IleadquartsrA and two in the field. Tho
H dquarters women are in Arial*sie (Researph)t. ocutive Suppontt and
Operations as goriest thn field personnel:in Executive Snpport (actual4
operations) and Liaison categyeles. Litwin occupy row.exectutive positions
nothing beynnd section abler in Headquarters. In the field there are
to station chiefs who aro nomant ht the station ane email. In general
the ranhe held by wawa in, field and Headquexters jobs tend to ba Inner
then those held. by ten in similar positiOns.
12. Tabulations on, which statements above are based are enclased aa
the following -exhibits*
Exhibit Bs Dp(& staffs and divisionst showing atrnmigth,
nuM4er and percent of mon and women at each
grade level; and number and percent of men and
woman in each asittagozw, and the de ran
for the category.
'Exhibit Cl Ovenseas oloments of Headquarters ?entice
(Ccuptrollert Cemmunicationat Logistical,
FBIS), showing number of women employees in
each category and grade ranges for women.
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Exhibit Ds Sommaries of number and percent of nen and
monen in eadh.oategory in the DO staffs
and divisions.
EXhibit Et Analysis of MP age and grade distrt tion.
of GS staff employees and staff agents on
30 June l953.
1.3 Mg Among covert personnel, wane& bold positions in all the pre-
feeelonal categoriesealtheuglatheir tumbers are almayasmall in come
perinea with the nueber of con. The highest eoneentratiom of wOmMA in
the professioral groupo in the DAP is in operations, which else ham the
viest eeneentration of men. After this, the greateet =mbar of pre-
feasional woman is in the categories of arm/ysis (Information contra,
Research, and Reports), and in administrative and executive support.-
The pro0Ortioes in these lest two eategoriee are =oh smaller than in
the operations and analysis groups. Itis principally in the enalis
category that women have attained positions as *cation chiefs.
240 Geographic reeztenese and difficulty of livieg conditions ap-
pear to present little obetruotien to the stationing Of women overseas.
The fact that most women in well stations are adenietrative and clerical
personnel and that few are operational even in the larger otatioos re-
fleets a cocmcoly expressed objeotion to women handling operations in
the field. Assignment of woven to field Operation., is limited by the
necessity for CIA to Gee/item to the cantons and restriations imposed by
?rime organizaticns abroad which it uses for cover and support eur-
poses; by local sores and attitudes in the forei area whicb add, hamper
a woman in operational; by problems of planable ewer; and by situations
in which women might not have aooess to intelligenae.objeatives. In some
covert ?Mime, also, where the emphasis is on pare-military activities,
few women are qualified for operations work,'
9.1-JAiriat.9212semitilea
15. In view of the ft ros shown abaft and in the attached ethibits,
it appears that the fields of analysis, operations, and administration
offer the best possibilities for career advancement for women in covert
offices. In, the field of oPerations, the greater number of women is at
Headquarters, with a mateh smaller number and a very nuah smaller percent
in the field. This differential refloat* the idea, held by some men in
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perationnl and executive pavilions* that women are not suited to parti-
elpate actively or woad not be professionally adequate in direet agemt
handling in the field* as well as In other details, of field operatioes.
That this idea is fallacious is shown by the sueseseful operatiotal oareere
of a r of wee= in varieue geogmaphical areas and the general no-
oeptanee of stamen. in the operational *Moos at Washington and fleld
headquarters. In some types of operations and in some teohniqmes*
have adventagee mew mon and can be teed more effectively.. The field of
o rations off . mnmeroum earaer possibilities to mith imagina-
tion* Gamer* and aggreesivenses flood opevational peesonnel are above
at a prami 0 and a With a flair in this eabjeot is ia
16. The amalysis peetessions aro often recogoised in the operationel
venter as being partiomlarly aulted to um . They do not ma the technie
al* physioal* and professional demands of operations and they offer
fOr the utilization et research* editeetalee:nd related skills
Au a field Where appear to feel less interoot than in oeerations.
Beadquarterm remearob sed reports staffs at all levela contain mew wean*
and reports work in the field is often handled by .. The reports and
counterespionage /motions have more mown chiefs than any,other aatogory.
th reports and countereapionage offer emeollant-opentage for advansosent
to executive positions and provide *xealiest haokground for women uho wi
to enter operational week.
17. Among eategories in the covert offices in uhich wen are met
tn great totes het Where more might be able to work are administrative
eueeott nod eneoetive support. Women of lower rating held administrative
posit tent snob as administrative* pareezneltor intelligence assistant,
and there are possibilities for qualified women in higher ratings. Mare
emphaole could be placed om selecting women for administrative support
fvoiotions molt ax personnel oassaing and welfare*
IS. Prof seional Made in which few women are employed but where
they midht be of considerable value are translation* liaison* and training.
There is little neoeesity for translators at Headquarters* but in the
field where there is a constant need, more women might be employed. A
factor in favor of women as translators is that nen assigned to this work
are often interrupted to assist with operational duties, Qtalified women
translators are available* and women might also be trained for this work
through the Agency language programs. In liaison* although the statement
is often made that American agencies will not accept women liaison
officers* there are many examples of auocessful liaison activities con-
duoted by women. In the field and operationally* women have some ad.
vantages in liaieinvith foreign services* where they usually receive more
courteous treatment than may be thought necessary for men and are able to
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severity aformati
&etc for inf time and eemeasedems not aluays easy for man to obtain
The third field training, could use more women in aectors in uhieh Innen
are specially Imalified or numerous, smah as reports, research, analysis,
and soma phases of operationa, an well as in administration.
Beeaueo of physical oonsidevatione and technieal requirements
Morn Wilsaalvays be scan fields in which feu wceen will be qualified?
This ski:old met prevent the emplersent of women who are qualified and
interested in such work. In ocacundeations,, the reason fer the emelt
neater of women employees %Dually ,cited in that feu mosso have the teehni.-
eel baekgroand er the interest needed in the field. Hew aspects of
physical security positions:, acme aspects of training, and in the field
name of supply handling and military and 'para-military operations,?d
Leal strength and.professienal experionee few legman pommy.
200 It has bees panted out above .that oppertunities in some fields
are mob better for women at Headquarters than in the field. In the
mailer field stations where ?Medal cover and other specifiaaticns al.
foot the selection. of CIA representativee.. opportunities for women will
probablY always be relatively few in the operational field. In the tar
stations under official cover and in the large field bases and.missione?
there is ample passibility'fer woman to work LA all phases of Agency acti-
vities. There are very few oversees CIA stations or missions with no
women employees. It is not the unwillingness of women to travel or the
inability to cope with toreign eavirinvents uhieh limits the number of
=men maployed in the fie:14610 the large nueber Of WOM074 employed over-
seas indicates?
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Security Inftemation
XII, HMOHMENDATIONS
Hew of the problems which face personnel in the *overt ofgloes
are net strictly related to women bet apply equally to none Thera ere
however 9 oircumetamose whieh appy epecifically or mere gent:trolly
to . Per maw problems, suoh co headquarters-field retation, ran
tic betueen the covert offices ard other omenemente of tho Agerwe
iu regard to rotetion of perecemel, and limitations of amp:implant to
VUMYR in covert *Meese RD adequate solmtion can be offered. Some
eteaneamelatimen are mad*, however, cenoerning epeeific factors affeeting
mem in covert off/eee.
Ao alteUVRe,
ALlatuatlaz Asuman.
/t is ended that MoitE0 method be arrengsd by ethielapersonee
inaturning,to Headquarters from overseen aseignmente may receive guidanee
fer their Peture careers. Every returnee le faced with the problem of
deciding whether to return to the field in-his own or enme other area,
to -remain In Headquarters in his own divieion or in some other divieion
Sr
r etaff? or to transfer into aome c.po i3/P, outside A. Haty re-
tarnees are unfamiliar with Headquarteee or zatiang with the positions
and types of Work available, and with the possibilities of trareforring
into other piP offices or other components of the Agency. Mot persou-
1 returning from an assienment are offered little guidance or orienta-
tion, and unless there ie an innetLiate demand for his particular ability,
ea returnee may go throulh a long period of uncertainty and dinoomfort
before he finds a eatable position in Headquartera or decides to returu
to the field.
It is reeommendede them fore, that aome provision be undo to eriihle
returnees to receive if and guidance on positions available and
to acquaint themselves with the general organization of Headquarters
offioes end amp:rents. Guidance service should include a disouneicn of
the interests and abilities of the individual and where he mi t moot
useful to the A Wye, and also the training required and the special train-
ing available. Nbmen returnees should also be allowed to offer any ocerente
on field problems affootingemeen in the area tram whioh they have come
and suggestioas for their solution.
The wens of establishing such a Headquarters oounselor for field
eersonnel might be to place an officer in Central Frac:soiling or in each
of the Dpip senior etaffs. Such a counselor should be above the level
of the geographical divieLon but should work closely with pereconel and
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placement offioes of the envisions and staffo. The assignment of a
counselor to a lute base Or miosion to advise personnel abroad before
they return to Heedquarters might also be. helpful.
On the Headquarters sileD arrangomente might be made to enable
empleyees ehoexe interesied in overseas assignments to obtain informa-
tion thronde a counselor (a conditiono and poesibilities in various arena,
Such a service might be an important faotar in employee =rale in inform-
img; employees in advance+ ef the conditions they are likelo to enccunter
and the adjustments they iny have to make,a uell as of the advanta e
and induseeents in perticrelar foreign sae. nte.
214WAL/2. iLZAM41.214ZATAW-
It is seated that the opeortumdtyavallthlothromeh training fer
catering or lancing in c Rofessiczeil field es opuenticos or autaysit
pubaioieed uomen employeer.
pourees maw available in Training maks it possible for Amoy
personnel to acquire backeroued knowled and professional. training is
all lines of Anenoy eativitisa. According to the pir- ent practices,
covert personnel are entered in training courses on the basis of theie
positions and Job apeignments. If an employee wishes to change his ae-
oi nt and to take instruction in eeme other field, he meet both peen
am asoesement for aptitude in the new line and receive the appal of
hie beanoh thief. for the mums he wishes. This possibility of entering
erirektioren4reporbing, CE and other types of work is open to mon and
women alike.
It is segoested that this ream of improving profeseienal status be
Made ()leer to women employees, partioularly in the lower profeesional and
termodiate categories, either through counseling or through a pnblio
information program within the covert &flews. It is !slather suggested
that women Idle apply for such courses should, if their asseesment is
favorable, be given the approval of their Wallah chiefs for taking the
courses and that if they show ability in the course and pass it success-
fully, sem provision be rade for assigning thsm to a rev job ID the li
of the study undertaken.
00 lagegriolaMi 141.4iMate
It is rem:mended that more recognition be given, through higher
ratings or assi nt to executive positional to women who have shown
oatstanding ability and achievement.
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A few woman in the cavort officee of the Ammo, have attained natingp
of GS-24 and a few more of GS-13. The proportion is still very small in
oomparioin with the number of menfholding these nd higher ratin over, an Agency records show, woven nyually holn ratings ons to throe
grades lower than those of men in comparable pooitions.
In ooneidering employoee for nen ratingn and premoLlonso attention in
sometimes given to external factors each ae tho voonomio 6411,'.tions q the
enndidate. Hen with families and honsingenmodAnneas nny reoeive preference
partly on the sis of their need to:: the monok. :Kt is euggested that in
determining poaition ratinge and promotionso the vein fnotors which ohm
be eonaidered are the work dope qnd the qualificalions of the individual.
Women this are well qualifisd and experienced show the ammo, ratings
and promotion oppgatunities an man of comparable leoltfronndo experieneeD
and Jab performance.
A statement which has Irnom male at variona tines mon in difTerent
offices les ',Ask her. Sho isnot the chief of tbn asotionv t ehe Le
the one who knows about it.". It is euggented thoi, when anonan is ao-
knoWledged to be an authority in her position she 41=11 r000lve nore than
this type of unoffioial relognition of her abilitininaiher in torns of
exeoutive Position such ae section chief or in hi nen.J atinge or in
both.
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V;naDIT A
t2.0a
Itrzt rtvo"ri rtttie-79
?
a:ARKIImIt
Chlas o? ?Mew and divioiwg ue.thcar dvatlesr
arl .171:Yeb 1,31ziyal ir tatils and udtiolonz &lad thoir deputivz.
r3-vo SuppG2t1 2anan7K-ca eficars in offiGeno dirisioaa
5tatimoo 1;insival cff2GaTo in senisr stAffs
,7-3.uth of thme.
klAmistpativ Saporta Effiears and hieley pada snbcrdinatas in
af:nim5ztvaticn1 p62,7s7anns1,0 mmritys prcycrty and snypin, and ra-
1%te1 funatievs.
(a) (Inierwatic4 Conta,01): Offizsrs dealing with requi2o-
mmta, documnt conty6,173z. and.ans zie.
(b) (Raseamh): Ofricars dealing win 1,essavoh in spc,aial
X1x2, inclueling Countor-Espimago =tears.
ka&(c) and (15) (Reptrtc): OfficaTe daaiinz with th5 preptra-
tIon End is,sinci) of rot s inf_andi daily amilimrioa end both izternal
oxtnvnal diaaminatiom.
C17;11,,ationa: offlosro olatwified as both Operations Offioara and
Y7trAlince Offlon-zo (Operationz) or im siAllar oatoeprias wizose prinsical
opre,tiain,j, 1,1-41;;:tar in a staff or direotionvi or field aantaot
o!id 1tiingIntelligonos Officera cenciamed With ' ?
of cintta.,naally d'istrib!rtzd material*
Personnel ozgagad in, au graphic art.
0Moern colgage in coutalt wt,r11 with Agonay oomponantzv
$J1wormil.snt amnsies azyl 1-21th feraign UCTI'liC1080
cnaTed in ccopilation xnd ana'iys oi statio-
AcY?.'r:3nta.
Librz,rians.
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;-loaurity InfsrwAtion
Tpainiani Fersomml assigned to training of Aeonsr persomael cr
ftaTifIn onplayeas and agents.
Tranolation; PorsomAA ensagad in translating are interpreting
nreign langasp matellal and assisting in oparatiang.
Ti.: Officers scarcarmd vith taohnioal aspects of oporatiena
od with tochnioal imlintennnae funstions.
Commicmtionss Off:kora 2onoorued with on7 ;haw or commplostions
g,:geK14,1,03.
Wilartia Dio.,4tors 40 =Meat todusicianso
ftlEtiamc
ildialsOtArativo muppzot wommnnali inoludingussistanta in finsneeD
inrsornal asourityi tritppkyl and administration; Wariout and manbi.
apmrations su*rvinors; and interliasnee and oporatiomaleseistants.
nevieals Saorataries asorotary-stonographorso olork-typtistap and
oIeTka in all fields, raprassacf individmi olaSsifisation.
14&ohina Operators.
MGM
Inforraition
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KCRIBIT B
DD/P STAFFS 40 DIVISIONS
Showing strength; number and percent of women and man
at each grade level; number and percent of women and
men in each category; and the grade range within the
category.
Staffs (Headquarters Only)
FT
PP
PK
TSS
THS
Divisions (Headquarters and Field)
EE
FE
NE
SE
SR
WE
WR
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E MON
loansiT C
OVIMUAS EMENTS Or HEADQUARTERS C_
Communloatlone
Comptroller
Logietios
Office of Operations
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TAB
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D
DD /P 31,144APIKI
Total Personnel, Men andlpromen, by
(field and headquarters, with
Total Personnel Men and Women in t
Division
t Categories
Total Personnel, by Grade, Timid and Eedqnrter2, with
percentages
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TAB
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T Z
12 IS OPDD AWE AHD
STAFF 2:14PLOTZES AND
30 JUNK 3953
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ANALnig (34, A411 AND 0R4DX DITIMUTI011- or T; fsrr
AGgThT,' ON 30 JUN4 1951
..N ANP ZTAlt
*
ote ane gree warm- was oonewled. of CIr (1,,,!' personnel on e117 oe
30 JIIMO 1QC,:.. The total oeeimed ne-eonnel strength rind tt ,ertten
felling within the pnrview of tile survey are AO followet
Tota3.:7thff 3mp1oreee and :toff Agent
15 Personnel TnItoese in Fmrvor..
Personael not Tnalwlee In rAervev.
wa.ge
Other ("'.L. Ampotntsonte)....
25X9
ACM OP 4M11?:-.1 PI7:11INIIT/014 01:.9?4.0,10.,S14 ON vuu_AJENEA211
NaN. 11%14 averaso age of tle11111111kersonvel worve-oe in 11.5 yeare. 25X9
Ap-rwimate17 64.3 ere "(lacer 35 years of aeo, ;!9.71,-., between t'rle else
of 15 ord 49, and 6.of. are 50 --renrr of are or or.
b, 4A,1E.amerale grade of th* roonnol wurre-Ae le the
esolarqlont or P,S-8.3. Amnrorimatel--21.7 re or above,
rarge between a4:-.7 arke Gi".11, eve 31,0i, fall into the os.6 And below
*0407or,-,
tioor or eatallee breakdown of o-ci and gre dletribationt ese Table*
ore 5 mno Vla *orreemoneing eliaphie renresentAtions, charts and C-2.
PIFTRIWITICf 0
25X9 ft. The personnel wurro-oe have an aver,ve grad. of 13.1 ate their
eatort,Av aa is 33.5 years. PerRonnel =tear PO years of mem OoTe Afl
avara-.e gmde of 1,6, whila the hteNtet ,Iroroma P:roee ix 11.7 for
65 throu4h 6; And 9,5 iv 'he overalm 7rnee of ago 70 one over.
of q ne-eonnel ron,e,e from 17 throne7 77 7eare. Agee for nr..1S
ponzol rilo,lo from 37.65 7ears, ar-17 fror 17.6t, rear*, n-1...1A from
1[ 7o:ore, W4.15 personnel fron 10-?6,ontars? ome meroannel
,n,r,le from :9 ttratv.:', '70 -70,Are.
r-ore. Oetolloe breakdown of a:* and, kraet oommarieons, ao* Thle
%nd t74o lorraspond1n4 4ra7p'lic ropronentatiote rrgh-rt e and
,v1g- 41ir ' C21!'--0711; AM, 11440VMS71WW,1 31 TI,V, 1911 op lo Emas
The mTer zst fro porsonhel was 8.0 on 11 Lee 1952 one 8,1 or
30 J- no 1i51 renresentta! an increase of naoroximatoi,,r 1.8% durin:- the
6.mont,1 oorloc, 'to largest grAeo Inhroase iR indicated In tne
t.ge Prono littu an 1n2rease of 10,45a, w7ile there wim . ee*reaeo *f
' 11POY.Wril* W09249/ C4-31P17817Q5-,7?4?991410141A2-gale 'rot)
25X9
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771m. v?zei 33.1194 }n. 10 :line 1.9-3 oointrar*' to 12.6 Y414-.16
on 11 neceer 2952 roproPent1n4T KR Inere,.lee of 2.8% earin: thit
(-nenth reCce.
(17,3r meatiDn-11 tlopperieono betwoon the Ane gro eitstrilmt cns
tlo tiFo 7-CAZiOeils a3a r'hartn (1-1 qnc
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Security inforuation
TAB E
REPORT OF THE COMMITTEE ON CLERICAL EMPLOTEES
IN THE OVERT AND COVERT OFFICES OF CIA
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oft.= xr, at a
REPORT OF THE COMMITTEE ON mon= EMPLOYEES
IH THE OVERT AND COVERT OFFICES OF CIA
I. INTRODUCTION
A. OblsetiVe: This report is concerned with the utilization of and
career Opportunitiee for women in the clerical and intermediate
groups in eIA. It covers headquarters and field employees in the
overt and covert components of the Agency, To maintain uniformity
with the ether debeemmitteest reports, overt and covert statistics
are pree6eted separately,
B. Definitiens: In its study, the Committee on Clerical Employees
EiS-coriel4;red two groups of employees. One, (hereafter designated
as the "intermediate" group) is composed of persons Waring special-
ised skills such as Radio Operator or apprentices; Personnel
Aesiateuts ad opposed to the professional or journeyman Personnel
Officer; and supervisors of clerical opotaticae. The others (here-
after referred to as "clerical") is composed of persons having
e1dl10 with office Machines and procedetat. This latter group
ladled*: etenographerss typists, clerks of all kindes machine
operatore (4.g0e.Tebulating Equiraent Operator), telephone oper-
atorss reciptionietss etc,
It hes been found that this breakdown, in the mains holds good
'roofer as grade ranges are concerned, The intereadiate oep
ranges in grade from OS-5 through 05-9? With a few supervisors of
highly specialized akills going as high as O5-140 The clerical
group in general ranges fran GS-, through CI6e60 with a few aecree
Iberia Petitions in "front" or headquarters Offices going as high
03.9', For purposes of this report, wage beard employeeee
CPC's, donaultants, 'staff agents, and military pereemnel an active
dete assigned to the A nay, have been batted.
Within these two categories the Committee hAs tried to consider
the distribution of men and women in each group and the comparative
ewede ranges Of tee end women in these peeps,
C.) EIMEZ
In brief, this Committee can generalize that for reasons not
yeh estebliehed, the proportion of men to women reverses sharply
as the leVel of responsibility inereaseeseand that in certain
categories the grade range as it exists at the present time is
more favorable to men than to women,
SECRE'r
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Secondly, it has become obvious that certain problems exist for
all personnel, whether men or women. The major ones are a high
rate of turnover and the related problem of insufficient integration
of clericals into the work of the Agency.
-2.
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Security Information
II. FINDINGS
A. Statistical: In presenting these figures, the Committee recognises
thWiTieriepresent a purely static picture of the Agency, and that
the factor of movement, either by appointment or promotion into a
given category or level of responsibility, cannot be portrayed.
Further studies in comparison of qualifications vs, grade for men
and women and of time in grade before promotion for both will be
necessary before a complete analysis can be attempted, The Committee
was unable to perform these studies, since Agency records are not at
present maintained in a form from which the material can be easily
extracted in the time allotted for this projeote
1. Overt Offices: Among the 1=emp1oyeee in the overt
biTTIVII-61-ESe Agency, the distribution of men to women is
as follows:
Clerical GS 3.6
Intermediate GS 6.9
Professional G5.4 through
snpergrades
The intermediate group must be regarded both as an eminence
to which clerical employees can aspire, and as a training
ground for professional rankso
The percentage change in the mem/Semen ratio from the Assist-
ant to the Professional level is of particular interest in
the following categories:
Assistants Professionals
percent percent
U
=Zen
men
WORM
Analysis
19%
81%
77%
23%
Edit&Pub
30%
70%
37%
Admin Support
58%
la%
87%
13%
In Editing and Publishing Assistant and in Administrative
Support Assistant the beginning grade for men and women is
the same. In all other categories where women are employed,
the beginaing grade for men is one to two grades higher.
In the Library Assistant category, the highest grade is
held by a woman, and in Editing and Publishing Assistant,
the top grades are the same. In all other categories in
which women are employed, the hi t grade held by a man
is one to throe grades higher than that held by a wanano
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It may be noted that in two of the above categories of
intermediates, Budget Aesistant, headquarters, and Person-
nel Assistant, field, the grade ranges for men, both minim
mum andruWxmm, are one to two grades higher than those
for women,
B. Observations: Any agency or organization is dependent on its clerical
NaTiaficient operation. Since the clerical force in this
Agency is composed primarily of women, the Panel felt that a study
should be made of clerical problems, apart from the question of-dis-
aritination.
As stated above, certain problems exist for all clerical personnel
Whether man or woman, The major ones are a high rate of turnover and
the related problem of insufficient integration of clericals into the
work of the Agency, The Committee was able to gather only fragmentary
statistics in the course of its study of these problems. However, on
the basis of a study of exit interview for personnel in grades OS 3-9
from 1 Jannary.1953 to 1 September 1953, and a relatively wide range
of individual Committee contacte throughout the Agency and its collec-
tive eeperience in the Agency, a general picture of these problema
has been developed?
Mahol. figures of those leaving over an 8-month period cannot
be accurately compared with the onadnty strength of an organization at
any one time, an approximate percentage mgy be obtained of the turn-
over. A study of the exit interview revealed the followings
Overall Men Women
Total nnaber of cases
Total A cy strength in
the grade ranged antler
study as of 30 Jun, 1953
The approximate turnover rate was 125. Of those leaving, 31$ were
mon, and 69% women, although the proportion of Men to =men on duty in
the Agency in this grade range was 45% to 59%. Surprisingly enough,
however, of the three major categories among the reasons given for
leaving, by far the largest was ttother job," which accounted for
repignations? The next, as was to be expect in this groups was
25X9 gimerriage" with M, but the third, apparently related to the fire%
25X9 we "dissatisfied," With It is recognised that no statistics on
reasons for resignation cafi-be relied on for absolute validity. The
individuals concerned frequently fail to give the true reason and
often there are many factors contributing to the decision to go. At
most these figures suggest a relatively largo group of "diesatiafiedn
clerical.and intermediate employees, some of uham have resigned.'
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oecuriey neormaeeoa
Through the Committee es individual contacts, spot interviews,
and collective experience in, the Agency, however, slightly more
revealing though still generalized problems were developed*
1, Misconceptions, wild rumors and a feeling of being a
nameless cipher develop in the Interim Assignment Branch,
despite the beet efforts of those in charge; and are frequently
perpetuated due to
2, lack of orientation for the individual clerk on his or
her permanent assignment. Office practices in this vary with
the sophistication of the individual eapervisor but the frequency
vithehich this complaint is heard suggests that it is a rela-
tively widespread difficult,.
3* Inconsistencies in hiring and promotional practices
which the individual clerk discovers both in the IAB and upon
permanent assignment create discontent,
40 Nonntilization on the job of skills acquired previously
looms large as a cause of diesatisfaction. Steno aphara lose
their speed, potentia137 able clerks are frequently not gime
the opportunity to assume the responsibility ofehich they are
capable, And little if any sys ? tic effort is made to move the
able ones from the clerical group to the intermediate group or
from the intermediate group to the professional group, The
natural desire of the office to retain a good clerical employee,
partieularly in view of the difficulties involved in getting a
replacement, is understandable to the bystander but not particu-
larly comforting to the clerk,
50 Inherent in all these problems and frequently voiced
is the feeling on the part of many clerical employees that they
are not handled as individUale, It is expressed in different
wept 'You have to throw a fit or resign to get any attention,"-
"Yougre treated like a cipher," ItTheree.s such a gulf between the
clericale and professionals.
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.
secur iYnforma on
III. RECO
I IDI
TIONS
It is reeognizerithat there is traditionally a large turnover among
clerical employees for reasons beyond the control of the Agency. (such as
marriege or pregnancy), and that the Agency's investment in a clerical
employee is a minor one when comparedeath that in a professional. It
is ape recognised that efforts have been and are being made to overcome
many of the problems arising: in the clerical and intermediate groups.
However, an organization as demanding secerityewise or its employees as
CIA, and depending on college graduates for as mush as 75 percent of its
clerical labor supply, should offer unusual rewards, not necessarily in
money but in eeprit do corps for its employees. Therefore, the following
recommendations are mades
A. The Career Service Board place greater emphasis on the clerical
and Intermediate groups of employees by designating individuals
of the existing boards specifically to consider these problems
in order to:
l. provide for progression, when an individual is qualified,
from the clerical to intermediate and on to the professional
group. It is pointed out that. this is the Agency's least
expensive (source for assistants' eed junior professionals, ani
provide. for advancement within the clerical group- further
utilising qualified employees from any part of the Ageney
for filling the higher clerical positione and further
utilising the training facilities of the Agency as to allow
an individual employee to develop additional Malls benee
fitting his personal career.
B. In each organizational unit one individual should be 'specifically
designated and given publicity to handle clerical problems which
for one reason or another cannot be taken up with the supervisor
or have been disallowed by him. (This would- Very with the size
of the unit, eog., a relatively small office would need only one
whereas some of the larger Divisions might need one for each
Erandh.)
C, Appoint a counsellor to the Interim Assignment Branch who is a
mature individual indoctrinated in all facets of the operations
of the Agency with authority and ability to handle personnel
problems. This might alleviate the confusions generated during
the holding operation. In itself the problem of rumors about
gen?Wwould require an Agency veteran to reconcile the
security demands with the limited comprehension of a
brandenew high :school graduate.
-9-
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nformation
D, Further effort on the part of Agency components to find
eatable and valid work for clerks, typists, and stenographers
during their tour in TAB should be rewarding to both partici-
pants.
E, Supervisors provide further orientation for new employees at
the section or unit level, An incoming employee automatically
receives indoctrination in the Agency, its overall furctions
and component parts, ilawever, too often, particularly in the
groups covered by this report, there are employees who have
been told only what their specific duties are, and have not
been given any conception of the mission and function of the
unit and the part it ploys in the overall functioning of the
Office. An initial introduction with further explanations
when the employees initial confusions have been dissipated
=GI pay dividends,
Additional studies be made which this committee was unable to
undaser,aker but which would be of value in determination of
possible Agency discrimination against woven and in clarifiea.
tion of clerical problems in general:
1, Qualifications vise grades in various categories,
2, Time.in-grade for men and women by ategor,ies or types
of potations,
Additional etudies in turn-over rates by categories, types
of work or grade ranges, rather than the Agoncyavide figure
1:10W in WM 0
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Securizy IC.Jrmatton
The attached exhibits are:
Exhibit A: Tables giving the distribution in agency components of
men and women in the various types of positions in the
Intermediate and Clerical groups.
Exhibit B: Table giving the number of men and women in the Inter-
mediate and Clerical Group in each of the agency com-
ponents.
Exhibit C: Comments obtained through personal interviews.
Exhibit D: Position Progression Chart.
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? 'on
CU/DENTS OBTAINED THROUGH PERSONAL INTERVIEWS
The following comments represent a condensation of conversations
held with agency offices. It is realized that some of the points rep-
resent individual bias, and accordingly have not been considered in
the text of the report.
Factors that have contributed to the clerical problem are:
1. Lack of consistency in promotion policy from office to
office, especially in lower grades. For example, the
required time in grade for promotion from GS-4 to GS-5
varies from 3 to 12 months.
2. Improper supervision of new clericals:
a. the individuals role in the unit or section is not
clearly explained - nor is the role of the unit in
the Office.
b. When potential exists, there is too little recogni-
tion, or attempt to increase responsibility of clerk.
3. Personnel attempts to recruit the best of the best, there-
fore they do take women college graduates for clerical
assignments - leading to a problem when the individual
sees no opportunity for advancement either in responsibility
or grade.
4. Somewhat disillusioned attitude with which a new employee
faces first job after long wait, security processing and IAB.
New clerical personnel upon entering the Agency frequently spend from
one to three months in the Interim Assignment Branch while awaiting final
clearance. Many of the problems which plague them at this time are those
inherent in a holding operation. Others are those associated with security
requirements and with a large and compartmentalized organization. Regard-
less of the justice of these complaints, however, spot checks show that,their
existence frequently sets up undesirable attitudes which carry over into their
permanent assignments. The most frequently heard of these complaints are:
1. Irregularities in hiring practices. GS-3's see GS-4's and
GS-5's entering on duty with experience or qualifications
which are apparently exactly comparable to their awn.
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TUN
2. Treatment of clerical personnel as ciphers. "You have
to throw a fit or resign to get any attention".
3. Horror stories about "Building 13" and about long
delays before final clearance.
4. Lack of Agency-sponsored recreational activities,
assistance in housing, limited medical service and
assistance in personal problems.
Permanent assignments eliminate the security problem, but
introduces certain other complaints in addition to the ones
already established.
5. Non-utilization of special skills such as typing and
short-hand, and monotonous work.
6. Refusal by the supervisor to release when a transfer is
requested whether for promotional purposes, because of
personality clashes, or general dissatisfaction with
working conditions.
7.
The gulf between clerical and professional personnel.
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Clerk
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POSITION PROGRESSION CHART
Sub-Pro Pro
Editorial Clerk Supervisory Writer or Editor
Information Clerk Specialist (0010.08) Officer
Pictorial Research Clerk Supervisory Visual Info Officer
Translator
Interpreter
Physical Security
Economist
Intelligence Officer
(GS-5 and up)
Ops. Officer
Personnel Personnel Asst. (0201.02) Personnel Officer
(GS-5,6) (GS-7 and up)
Appointment Clerk Qualifications rating Clerk Qualifications Rating
(0213.01) Examiner
Test Rating Examiner Rating Examiner
Retirement Clerk
Admin Clerk (GS-6)
Clerk (thru GS-6)
Personnel Mgt Tech
Career Mgt Officer
Position classifier
Employee Counselor
Admin. Asst. (0301.02) Admin. Off.(GS-10 and up)
GS-7,8,9)
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Info Cont Clk (thru GS-6)
ion
Info Cont Asst (0301.)-i-3) Info Cont Officer
(thru GS-6)
Intell. Clerk (thru GS-6) Intell. Assistant (0301.50)
Insurance Clerk (thru GS-6) Insurance & Bonding Asst.
(0301.56) (GS-7 and up)
Security Asst. (0301.70) Security Officer
Registrar (GS-7 and up)
Info. Receptionist (0304.01)
Voucher Examiner (0540.01)
Fiscal Account Clk.(thru GS-6)
Property Acctg. Clk. (thru GS-6)
Cash Acctng. Clk.
Cash Acctng. Asst. (0530.05)
Claims Examiner (0961.01)
Law Clerk (0936.01)
Records Analyst (0306.01)
Fiscal Acctnt.(0501.03)
(GS-7 and up)
Property Acctnt.(0501.03)
(GS-7 and up)
Cash Acctng Officer
Freight Traffic Clerk Freight Traffic Officer
Traffic Clerk Traffic Officer
Passenger Traffic Clk.(thru GS-6) Passenger Traffic Officer
(GS-7 and up)
Library Asst. (1411.01) Librarian
Archives Clk. (thru GS-6) Archives Asst. (1421.01) Archivist
Statistical Clk.fthru GS-6) Statistical Asst. (1531.01) Stat.Off.(GS-10 and up)
Crypt Clk (thru GS-6) Crypt Asst (1542.01) Cryptographer
(GS-5 and up)
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on
Supply Clk (thru GS-6)
Supply Officer
(GS-7 and up)
Procurement Clk (thru GS-6) Procurement Officer
P & S Clerk
P & S Supervisor P & S Officer
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TAU?
ligealT ON EXIT IMERVIE115
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becurity ormation
B. Observations
1. There was more turnover among women than among man.
2. The largest turnover occurred in the OB-j to OS-5 group and
women constituted 87% of this group.
3. Nbrriages pregnancy, and family responsibility (i0e husband
and children) rated 2nd, hth, and 5th in reasons for leaving.
("To take other job" was let and "dissatisfied with job" was 3rd.)
14. Dissatisfaction among clerical employees seemed to stem from lack
of career planning for them, misunderstandings about the jobs,
non-use of college background, non-late of Clerical skille,. dead"
end, aspect of jobs, and inadequate sapervision.
50 Ebro dissatisfaction with Agency organisation and lack of it was
expressed on the covert side than on the overt.
There was indication that better superViaion might have prevented
many of the resignations.
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1111 Recommendations
A, It is reoomMended that attention be paid to the improvement of morale
and the studs of problems incident to the clerical group:
Suggestions: Should college girls with career interest be hired
for clerical Jobs?
Can a promotional program for clerical steff be
devised whereby promotion into intermediate areas
and finaly into professional can be effected?
Should there not be more Counseling facilities
for this group?
Should there be examination of some clerical
positions in view of the Mee:sing now,utilisation
of some skills?
Will supervisory training for unit, section, and
branch chiefs contribute to the improvement of
morale in the clerical group?
B, It is recommended that care/ul planning in regard to career service
be a part of each careerist's induction orientation.
Since the likelihood of marriage and consequent
leaving of the Agency is great in any group of
young women, unusual career service training and
other advantages should be arranged on after
the individual understands the obligations as
Well as the benefits of a career program.
C. It is recommended that steps be taken in the DDP area to arrange for
the interviewing, counseling, and placing of those who return from
overseas positiont.men as well as women.
D. It is recommended that there be an increased emphasis on training in
supervisory responsibilities and management practices in the Agency,
It is suggested that some program be set up whereby
those in supervisory rositions can participate in
a training course dealing with supervisory techniques
and understandings and whereby those being promoted
into such positions be required to complete the course,
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A STUDY OF 57 JOr MEMBMS
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d. Out of the 28 womanp 5 - or 28% - left because of marriage
. or pregnancy - indicating that theee who feel there is an
inevitable risk in planning careers for women of this age
group are justified in their viewpoint
3. 22amil garulasisza- Sleaned from rgSVMEMAg
a. Women can handle the jobs assigned to them, but the Offices
feel there is a greater risk in accepting them rather than
men because of probable marriage and family obligations?
Therefore, Offices tend to give the woman positions of
less responsibility?
h. Women in the JCT program have to be more highly qualified
than moat of the men in order to be well placed after
initial training,. 111111111111takes particular interest
in plating the J yemen in hope that it may help the
receptiveness of the Agency towards them?
oo Women maybe promoted more slowly than men partly for the
reason that they are more acceptive and less aggressive
in applying for a raise,
d. There it no discrimination against maw in the salary
scale in this program. However, credit is occasionally
given for military experienee, which gives men the advan-
tage for two reasons:
(1) They may then receive a higher entrance grade.
(2) They have bad practical experience in working
in a bureaucratio organisation.
Oo It is difficult to place a woman in a liaison position
Women may suffer promotionally in the higher brackets
' because of a traditional feeling that man don't like
to be "bossed" by women
go Some men have been placed in positions with administrative
potential where a qualified woman would have been accepted?
Woman with Public Administration majors are evident/7 not
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