LOSS OF EXPERIENCED EMPLOYEES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A002600170020-5
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 2
• Document Creation Date: December 9, 2016
• Document Release Date: June 13, 2001
• Sequence Number: 20
• Publication Date: April 11, 1958
• Content Type: MF

Approved For Release 2001/08/10 CIA-RDP78- 718A002 o'17O02
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REV CLASZ &- R' COORD..,_=_ _.,wAUTNh ICE 70-3
MEMORANDUM FOR: Acting Deputy Director (support)
SUBJECT: Loss of Experienced Employees
Executive Rcfliat-y
I I APrti, 1958
1. This memorandum is for your information.
2. Recently,, all Office Heads in the DDI and DDS Areas, Area Division and
Senior Staff Chiefs in DDP, and other Senior Agency Officials were asked to review
their current losses of staff personnel in grades GS-11 and above (see Tab A) and
to comment on:
a. The extent to which their retention of a capable staff is
threatened by offers from outside employment.
b. Indications that any specific employers were recruiting
systematically for Agency personnel*
c. Countermeasures which might be useful to prevent losses.
3. Replies received (Tabs DDI, DDP, DDS) in summary state:
a. Attrition is generally low and little cause for alarm. Some
losses reported were mutually beneficial to the employees and Agency.
The Chief, FE Division alone expresses serious concern over the number
of experienced employees departing to enter private industry,
b. No evidence is available that any outside employers were raiding
Agency talent. Scattered offers from companies such as Eastman Kodak,
Standard Oil, and Aramco were reported.
1i. However, several officials anticipated future losses of promising younger
officers unless positive action is taken to provide more certain advancement oppor-
tunities than today exist, e.g.:
Deputy Chief, WE - "A number of our capable, up-and-coming young officers
have expressed concern over the relatively slow turn-over and promotion
in the high grades and have questioned whether in the long run they are
wise to continue an Agency career. However, as yet their future in the
Agency appears sufficiently bright that they are not actively looking
for alternate employment opportunities. If the opportunities for orderly
Agency advancement become progressively more difficult, it is believed
that we will lose a number of our more capable young officers."
Chief, FI Staff - "From conversations with some personnel who have left
or are planning to.leave, it is very clear that one of the main reasons
for seeking their fortunes elsewhere has been a feeling that the Agency
is constipated in its senior ranks and that opportunities for advancement
Approved For Release 2001/08/10 : CIA-RDP78-04718AO02600170020-5
 Approved For Release 2001/08/10 : CIA-RDP78-04718AO02600170020-5
SUBJECT: Loss of Experienced Employees
are not as plentiful as in former years. This feeling is no doubt
partially inspired or aggravated by recent emphasis on ceilings, etc.
Coupled with this feeling seems to be an equally prevalent one that pay
scales are better in outside pursuits, over the long haul, than they are
within the Agency. I do not suggest that they are correct in this feeling,
only that the feeling exists. In some cases, separations have come as the
result of the feeling of the individual that the work being performed by the
Agency is too inhibiting to the individual's full talents and aspirations."
Director of Communications - "Currently this Office is becoming increasingly
concerned with the threatened loss of experienced GS-9 employees who for lack
of promotional opportunities are finding outside offers more attractive. The
limitations imposed by the present personnel ceiling will, we believe, continue
to make the retention of our more promising employees more difficult. More-
over, a large number of companies competing with this Agency for high caliber
electronic engineers and technicians are located on the west coast or in
Florida where the climate and living conditions in general are such as to
place them in a more advantageous position for recruiting career employees."
5. Among the solutions to retain a competent staff, the Deputy Chief, SR
Division, suggests that the "Agency's continuing effort to improve personnel admin-
istration is an adequate approach to the "loss" problem." The Chief, FE Division,
reiterates his previous recommendation that the Agency establish:
a. A firm selection-out system#
b. A clear policy of directed assignments.
c. Parity with State Department Foreign Service in salary and
retirement benefits,
d. Outlets for outstanding officers when they reach 45 to 55?
It will be noted that recent action has been taken to put into effect his first
two recommendations. An improved Agency pay plan was approved in principle by the
Career Council on 27 March 1958 and "early retirement" legislation is high on the
priority list for future legislative programs. In the meantime, this Office will
work closely with FE Division and the Clandestine Services Career Service to give
special attention to the staffing of FE Division with sufficient competent personnel
to discharge adequately its assigned mission.
6. Except as above indicated, no change in our planned program of improving
Agency personnel administration seems necessary. We shall, however, continue to
examine carefully the reasons behind the departure of each experienced employee and
take action to counter any trends which could endanger our retention of a competent
and sufficient staff.
ordon.M, Stewart
Director of~Personnel
AL
Approved For Release 2001/08/10 : CIA-RDP78-04718AO02600170020-5