THE CIA CAREER COUNCIL AND THE CAREER SERVICES CAREER DEVELOPMENT OF JUNIOR PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A001700150022-5
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: June 6, 2001
• Sequence Number: 22
• Publication Date: January 28, 1955
• Content Type: REGULATION

Approved For Release 2001/08/07: CIA-RDP78-04718A001700150022-5
This Notice Expires 1 June 1955.
NOTICE PERSONNEL
28 January 1955
THE CIA CAREE~t COUNCIL AND THE CAREER SERVICES
CAREER DEVELOPMENT OF JUNIOR PERSONNEL
Rescission: dated 26 May 1g54
a. CIA has established a program for the Career Development of Junior
Personnel in order that there shall be continuous],y available a
reservoir of individuals extensively and intensively acquainted
with Agency activities.
b. The program is designed to provide for the systematic indoctrina-
tion and development, through planned assigrnnent of at least 12
months' duration, of those junior employees who have been identified
as possessing the capacity and potential to profit fraan such
development.
c. Implementation of the program will be accomplished by utilization
of Junior Officer Trainee (JOT) positions. Since only a limited.
number of these positions will be available for this purpose, rela-
tively few applicants can be chosen.
d. Application forms can be obtained from either the Office of Personnel
ar the Office of Training.
a. Responsibility for this program is vested in the Assistant Director
for Personnel, the Director of Training, and the Head of the Career
Service having 3urisdiction aver the individual under consideration
as evidenced by his service designation.
b. Selection of participants far the program and review of their progress
will be made by the Co~unittee far Career Development of Junior Person-
nel composed of the Assistant Director for Personnel, Chairman; the
Director of Training; and the Head of the Career Service having
~urisdictian over the individual under considerat3~an as evidenced by
his service desigriatian.
3. ELIGIBILYTY CRITERIA
To be considered for entrance into the pro~atn an individual. must:
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NOTICE PII2SONNEL
25X1A 28 January 1955
a. Have staff-eloyee status.
b. Be between the ages of 25 and 3~, inclusive.
c: Occupy a position at a grade between CS-7 and GS-1.2, inclusive.
d. Have at least two years' prior CIA service, preferably three.
e. Have preferably completed a training course in basic inte].li.gence,
such as BIC or HOC.
f. Possess at least a bachelor's degree Prom an accredited college or
university or its equivalent in terms of either satisfactory Agency
experience or a coanbination of formal education and such experience.
g. Agree to serve the Agency anywhere and at anytime atxl for any kind
of duty as determined by the needs of the Agency, Pull consideration
being given to particular capabilities, interests, acid personal
circumstances.
4. PROCrL~J~2E
(1) Heads of Career Services shall nominate especially qualified
individuals for the program by requesting them to submit appli-
cations. In addition, any staff employee who meets the eligi-
bility criteria may initiate his own application for entrance
in the program.
(2) Each applicant will prepare a proposed Career Developmaent Plan
as an integral part of his application. In appropriate cases,
the individual's immediate supervisor wi]1 actively assist in
the preparation of the plan. This plan does not need prior
concurrence of those offices in which it is expected the indivi-
dual will be detailed during his participation in the program
although prior coordination would be helpful. The Coanmittee
for Career Development of Junior Personnel wi11 be responsible
for obtain3.ng the necessary concurrences.
(3) Each application will be forwarded through official channels to
the Head of the appropriate Career Service who will append his
ca~mnents and recommendations to the application. If the appli-
cant is officially assigned to one operating office and has the
service designation of another, the appropriate Operating
Official (the Assistant Directors of the Office of the Deputy
Director (Intelligence), the Chiefs of Administrative Offices
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NOTICE PERSO~'r?
28 January 1955
of the Office of the Deputy Director (Administration), the
Chiefs of Senior Staffs and Area Divisions of the Office of the
Deputy Director (Plans), the Director of Training, the Assistant
Director for Coammniications' and the Assistant Director for
Personnel} or his designee wi11 also append his coamuents and
recomarnendations.
(~) The application will be forwarded by the Head of the Career
Service concerned to the Assistant Director for Personnel whether
the comments and recommendations are affirmative ar negative.
b. SELECTION AND REVIEW
(1) The Co~unittee will select participants froau among those whose
applications are received by the Assistant Director for
Personnel.
(2) 2'he Committee will make its review and base its selection on
the applicant's overall suitability for the program as determined
by the following:
Possession of basic eligibility qualifications.
Evaluation o:C data, in applicant's official. personnel falder,
which must ccantain a current Fitness Report or Personnel
Evaluation Report.
(c) Personal interview by the Comrn3.ttee which will include a
discussion of tie applicant's proposed Career Zeevelo~anent
Plan.
(a)
(b)
(ct) Training evaluations <
(e) Asses,aaent by the Assessment and Evaluation Sts.ff of the
Office of Tra,ir~ing when requested by the Committee.
(f)
Any special reports whl.ch the Commmittee uYay request from
the Dire~etor of Secur3.ty or Chief ~ Medical Staff.
(1)
After selection, the ixuiividua,.l will transfer ~rithout change
of service dcsi~aatiora to ,a ,7OT :slut wit~cin the present ceiliixx
of tkie Office of Trr~ie~i arm wi:~l remain under the ~ministra-
tion of the Of:~ice oi' Tral.nirxg while participating in the
pros.
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~iOTICE PERSONL~IEL
2~3 January .1955
(2} The Assistant Director for Personnel and the Mead of the Career
Service concerned will be kept informed at all times, by the
Director of Training, of the individual's development, progress,
and plancxed assignments.
(3) At the conclusion of the period of specialized development,
the next assignment of the individual will be considered by the
Conmiittee for Career Developmsent of Junior Personnel. Paxtici-
pation in the program wi11 represent no assurance to the indivi-
dual of eventual advancement, or assignment to any particular
position.
FOR TAE DIRECTOR OF CENTRAL INTELLIGENCE:
L. K. WHITE
Deputy Director
(Administration)
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