INTERNAL PLACEMENT PROCEDURES - OPERATIONS DIRECTORATE REDUCTIONS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP81-00142R000300060022-2
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 7
• Document Creation Date: December 12, 2016
• Document Release Date: September 28, 2001
• Sequence Number: 22
• Content Type: REPORT

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INTERNAL PLACEMENT PROCEDURES - OPERATIONS DIRECTORATE REDUCTIONS
The task of locating assignments elsewhere in the Agency for the
personnel affected by the Operations Directorate reduction was assigned to
the Professional Placement Branch/Staff Personnel Division/Office of Personnel.
Two officers are spending full time on this activity while two others are
handling cases in addition to their regular tasks. Each officer has a com-
plete rundown of the Agency organization, the primary missions and functiois
of each component, the staffing needs for each, and brief descriptions of
the qualifications required.
The officers review each file thoroughly and become completely familiir
with the employee's background, education,. experience, performance,, strengths
and weaknesses. The Office of Personnel counselor then meets with the employee
to gain additional information about the employee's skills which might not be
evident in the file, discuss his/her-ideas about assignment possibilities
and interests, and generally advise the employee of the reassignment searcn
process. In addition, the counselors discuss.the employee's willingness t-,
accept an assignment at a-lower grade, on contract, part-time, short-tern,
or at.a location outside of Headquarters building, and explain thoroughly
the pro's and con's of these points.
Senior personnel officers in each Directorate serve as theefocal pain
for reassignment searches to be conducted within the Directorates. Pertintrt
information--gleaned from the files and the interviews is included on the
routing.sheets to assist the components in-their review, with notation made
of specific Office of Personnel recommendations and employee preferences
regarding assignments. Offices are required to provide-specific reasons f w
rejecting-a file-and negative responses are to be signed.by the Office Heal.
A suspense-date is attached to each file and the officers follow up
directly with the Directorate Personnel Officers on the date following the
due date. Extensions are granted as needed.
The total number of files received for placement assistance is 117.
All except eight have been forwarded for th,. first review. The eight either
have just been received, or recalled for an overriding reason, or are awai-:.ing
additional input from the employee before forwarding, at their request- O;
the 109 files forwarded, 11 have been returned with negative responses aid
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have been. forwarded to the. next Directorate scheduled for review. Nina STATINTL
placements have been accomplished as follows:
The reassignment effort- should be- completed by 1 February 1978.
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EXTERNAL EMPLOYMENT ASSISTANCE - OPERACIONS DIRECTORATE REDUCTIONS
This report describes the capabilities of the Retirement Counseling and
External: Employment Assistance Branch (RCEAB) of the Office of Personnel tt~
assist employees who are resigning or retiring and who desire other emplsyrr,,ent
elsewhere in Government or private industry. We should state that we caan,t
guarantee jobs or directly place job seeker in positions outside the Aganty.
Employment decisions are made by the employing entities. There are many w.vs,
however, in. which we can assist employees in their job search.
The RCEAB counselors assist job seekers in examining interests, in in'.en-
torying qualifications and in ,defining goals. They can arrange with the
Psychological Services Staff of the Office of Medical Services (PSS/ObtS) ft.r
vocational and aptitude testing and counseling.
In addition., the RCEAB counselors offer advice on how to prepare ba,-k
ground resumes-. The employees then draft their resumes and review them ii-'-
the counselors before having them- reproduced and ma leci"to prospective eiup: oyers.
Information and advice are offered on all aspects of job hunting, slc3i as
appraising the j ob- marke-t?, planming a job search, and how-to conduct onese;_ f
in interviews with emprloyers. Specific job leads are provided, as RCEAB
receives them, in accordance with the person's qualifications and objectives.
Up-to-date reading materials are made available; these include articles ric
books on job hunting strategy and tactics, and resume writing.
RCEAB'works from'a--client's qualifications and interests and-attempts to
identify likely-emgloyers who will'be interested-in such qualifications. e
do not attempt to maintain lists of job leads without-relation to the quaL_fi-
cations of those who are seeking employment. Job leads are developed from
many sources. Some come from Agency retirees who are working elsewhere :tnc
RCEAB counselors are in touch with employers in business and industry. In
addition, the Office of Personnel's recruiters are on the alert for job
leads. The most productive contacts understandably are in the metropolitan
Washington area but promising leads in a number of other areas are available.
A number of outside employers who have employed former Agency employees in the
past recontact the Agency many times with new requirements.
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RCEAB's placement rate for the past three fiscal years is as follow!.:
Number of
Total Clients
Number of
Active Clients
Number of
Clients Hired
Placement
Rate
FY 75
480
195
55
28%
FY 76
404
161
45
27%
FY 77
369
142
44
30%
This represents an average placement_.rate of 28.3% for the past three years.
This rate compares quite favorably with that of outside employment.
Active periodic contact is maintained currently with about 100 differ?-at
companies. Similar contact is maintained ti th 10 private employment agencies
or executive search firms-which operate on a no fee to client" basis. lin.
RCEAB.represent.ative attends the Interdepartment Placement Committee mee-.ir gs
of the Civil Service Commission to keep current-on openings in other Federal
Government-agencies. In addition, personal contact is held with the Department
of Energy in the person of a high level Agency official who is detailed -:o
DOE. He has expressed interest in considering referrals against as many a!:
40 potential positions in that department for economists, international
specialists and energy resource personnel.
Similarly, Mr. William Bader, the Assistant Deputy Undersecretary tor
Defense for Policy (Admiral Murphy's Deputy), has asked for resumes on personnel
with intelligence type backgrounds ranging from the GS-09/11 level to the
supergrades for review against positions in his area. Contact has also i een
made with senior officials of NSA, DIA, and INR as a follow-up to the Direc:tor's
call-for their-assistance. We are also in touch with state, county and
municipal employment offices in the local area.
The types of vacancies and job leads being identified at the present rime
are quite diversified in nature. They include positions in administration
and management, research and analysis, security investigators and consultarts
to investigative reporting, engineering, technical writing and acting as
company representative in various capacities.
Examples of current job leads and recent successful placements incladt
the following: A representative of one company flew here from Florida t3
interview eight candidates for several jobs. Four of the eight intervievecs
have now been invited to Florida at that organization's expense for furtthe'
in-depth interviews.
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One client has accepteda position as a security consultant with a
firm which is in the industrial security business on an international basis
Another client has been hired as the administrator for a local county mental
health clinic.--Another has taken a personnel jcb in a national trade assoc.-
ation... A former Office of Commtmications employee has become a cathode ray
tube -operator in a hospital irr Texas. Another t--is a company representative
in the-Washington area fo-r--a national electrical- manufacturer. A former hiLh
level:-Operations. Directorate--official is now-the Director of Security foz a
large West Coast firm. These examples illustrate the wide diversity in the
types and levels of positions which RCEAB clients have been successful it
securing with varying degrees of assistance from RCEAB.
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