PERSONNEL SELECTION OUT PROCEDURES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A002600170052-0
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 3
• Document Creation Date: December 9, 2016
• Document Release Date: June 13, 2001
• Sequence Number: 52
• Publication Date: February 17, 1958
• Content Type: MF

fL- /7
COPY 19
Approved 0170052-0 DD/S
58 - 0318
ER 10-608
MEMORANDUM FOR: Deputy Director (Coordination)
Deputy Director (Intelligence)
Deputy Director (Plans)
Deputy Director (Support)
SUBJECT: Personnel Selection Out Procedures
17 February 1958
1. In the management of the Agency's mission, we must have a continuing
awareness that the vital objectives to which we address ourselves cannot be
fully met unless each individual in the Agency is making a real contribution.
Our personnel policies must reflect a similar awareness in keeping pace with
what will be the requirements and tests of the future. We were forced to
increase our personnel at too rapid a rate during the period of the Korean War.
Accordingly, I am approving certain procedures the purpose of which is to iden-
tify and release from employment persons whose effectiveness is substandard
(that is, persons who cannot meet Agency standards of work efficiency or conduct).
Considerations of fairness to the individuals affected, the impact on Agency
morale, the position of the Agency in relation to the inevitable external pres-
sures generated in behalf of the persons identified and released impose upon the
Agency a high responsibility to exercise this program with painstaking objectivity.
The procedures established are those designed to assure judicious and careful
deliberation on all cases.
2. The procedures for identifying personnel for selection out, i.e.,
termination of employment, comprise the following principal elements:
a. Deputy Directors and Heads of Career Services are responsible
for identification of personnel who should be selected out in the
interests of the Agency's programs, operations, and activities. Deputy
Directors and Heads of Career Services will insure that the formal
reviews for such identification, as described herein, are completed
within ninety days from the date of this memorandum, and that similar
reviews will be conducted annually thereafter. In addition to formal
reviews for identification of personnel who should be selected out,
each )eputy Director and Head of a Career Service will automatically
advise the Personnel Office of an individual who fails to meet Agency
standards at the time that failure is first noted.
b. For assistance in carrying out this responsibility, Deputy
Directors and Heads of Career Services have available the existing
advisory mechanisms-of the Career Service Boards and the Competitive
Evaluation Panels which are used'to review candidates for competitive
promotion in the grades (currently G3-9 through GS-15) specified in
Regulation -. Review of the qualifications of personnel below
these grades for selection out purposes will be accomplished by the
Heads of the Career Services in collaboration with the operating
officials responsible for their performance.
C-I-A I-N-T-E-R-N-A-L U%S-E O-N-L-3C
COPY
Approved For Release 2001/08/10 : CIA-RDP78-04718AO02600170052-0
 COPY
' Approved For Release 2001/08/10 : CIA-RDP78-04718A002600170052-0
C-I-A I-N-T-E-R-N-A-L U-S-E O-N-L-Y
SUBJECT: Personnel Selection Out Procedures
c. When the advisory services of the Competitive Evaluation Panel
are used in order to assist in the identification of personnel for selec-
tion out, the action of the Panel may consist of a listing of personnel
in the Career Service arranged in rank order by grade according to those
whose cases most warrant action for release from Agency employment.
d. General questions of suitability, effectiveness, or potential
of an individual will automatically occasion review of his case under
these procedures. Additionally, Deputy Directors and Heads of Career
Services will review carefully the records of persons whose promotion
progress has slowed down. Because of the nature of the many tasks
performed in the Agency, it is to be expected that a considerable number
of valuable employees will repeatedly come under review when this cri-
terion is applied. The continued employment of a number of these
individuals, despite the fact that they are not promoted, in no way
runs counter to the objectives of these procedures.
e. When Panel review of cases is requested by the Deputy Director
or Head of the Career Service, the results should normally be communi-
cated to the Deputy Director or Head of the Career Service through the
appropriate Career Service Board. If the recommendations of the Board
vary from the report of the Panel, the Deputy Director or Head of the
Career Service should be apprised of such differences when they occur.
f. When a Deputy Director or Head of a Career Service decides
to propose an individual for selection out, he will insure that the
person concerned is informed of this decision and the reasons therefor.
In formulating this explanation he will consult with the Director of
Personnel for the purpose of determining whether the action falls in
the category of cases of inefficiency and/or unsatisfactory conduct,
or if it stems from the individual's lack of qualifications for con-
tinued employment in the light of the Agency's staffing needs.
g. After the individuals concerned have been notified in accord-
ance with sub-paragraph f., above, the names of personnel proposed by
Deputy Directors and Heads of Career Services for selection out will be
conveyed directly to the Director of Personnel for action leading to
separation or consideration for further training and transfer to other
components and/or reduction in grade.
3. The Director of Personnel will conduct a review of all cases
received pursuant to paragraph 2g., above. When the Director of Personnel
concurs in the proposed separation, he will notify the Deputy Director or
Head of Career Service concerned and arrangements will be made to effect sepa-
ration in accordance with the formal procedures given herein, or to accept the
individual's resignation, and (in meritorious cases) for assistance in obtain-
ing other employment.
copy
opv
C-I-A I-N-T-E-R-N-A-L U-S-E O-N-L-Y
Approved For Release 2001/08/10 : CIA-RDP78-04718AO02600170052-0
 COPY
Approved For Release 2001/08/10 : CIA-RDP78-04718AO02600170052-0
C-I-A I-N-T-E-R-N-A-L U-S-E O-N-L-Y
SUBJECT: Personnel Selection Out Procedures
4. The Director of Personnel will notify those employees against whom
formal separation procedures are to be invoked of the action proposed and the
provision for appeal. Since the separation is necessary and advisable in
the interests of the United States, the Director of Personnel will recommend
to the Director in appropriate cases that he exercise the authority granted
him in section 102(c) of the National Security Act of 1947, as amended.
Persons selected for separation under these procedures will be informed in
writing of the final decision of the Agency to effect their separation. The
effective date of such separation shall be not less than thirty days following
receipt of the notice of final decision.
5. A limited number of additional copies of this memorandum may be
obtained from the Director of Personnel by Deputy Directors who desire such
copies for Heads of Career Services and other officials directly participating
in the personnel reviews outlined above.
Allen W. Dulles
Director of Central Intelligence
-3-
C-I-A I-N-T-E-R-N-A-L U-S-E O-N-L-Y
Approved For Release 2001/08/10 : CIA-RDP78-04718AO02600170052-0