CREATING A MORE DIVERSE WORKFORCE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000601270001-0
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 7
• Document Creation Date: December 27, 2016
• Document Release Date: August 16, 2012
• Sequence Number: 1
• Publication Date: June 8, 1988
• Content Type: MISC

el A
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8 June 1988
The Central Intelligence Agency's Affirmative Employment record over the
past few years has registered gains in some area, but in others additional
progress needs to be made. We are now in the process of preparing a
five-year Affirmative Employment plan with the full support of top
management. When put into effect, this plan should help us increase the
representation of minorities in our professional work force and help us
increase the number of women and minorities in middle and upper levels of
our grade structure and in management and supervisory positions.
Our five-year Affirmative Employment plan is being prepared in
accordance with the Equal Employment Opportuity Commission's Management
Directive-714 and the Minority Provision in the Fy-89 Intelligence
Authorization Bill. The plan will cover the periods FY 1988 to FY 1992.
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STAT
8 June 1988
NAPA - Study of Intelligence Personnel Systems
SUBJECT: Creating a More Diverse Workforce - CIA Response
The attached information represents the Central Intelligence Agency's
response to the informaion requested by the National Academy of Public
Administration (NAPA) in their referenced request. The information has been
provided in accordance with terms agreed to by the NAPA Analyst, John
Wilson, in a meeting with the CIA EEO representatives on 18 May 1988. The
attached information reflects the understanding reached in the 18 May 1988
meeting in the following ways:
a. The attached information reflects statistical data only on the
Agency's full-time strength count personnel.
b. Since Agency rotational personnel
disappear for the Agency's full-time strength count, they will not be
included in the requested statistical information.
c. Rather than attempting to artifically reconstruct data, CIA data
will only reflect four categories of personnel (professional, technical,
clerical, and wage-board). NAPA will assume that the EEOC administrative
category is subsumed in the CIA professional category.
d. CIA hiring and retention data has been provided concerning the
Agency professional category. Agency professionals are hired into broad
occupational groupings that allow a maximum of assignment flexibility as
employees generally enter at the lower professional levels and progress
through higher grades and responsibilities. A more constricted view of this
significant occupational group would provide less reliable and meaningful
data.
e. The CIA will provide information about those recruitment/selection
tests administered on a centralized basis by the various Agency components.
No attempt has been made to compile the plethora of specialized skill tests
used by individual components for evaluating the skills of specific
occupations. The status of the validation or of the Agency tests will be
addressed by elements of the Agency's Office of Medical Services.
f. The information reflecting CIA employee distribution by grades will
display some superficial variations for 1985 and 1986 because of the
conversion of significant numbers of our employees from the General Schedule
(GS) to the Telecommunications (TC) and Intelligence Secretary (IS) pay
systems. While additional information on these conversions and the pay
system is available, no effort has been made to reconstruct the actual grade
data to remove this anomaly.
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ACTIONS TAKEN TO ENHANCE REPRESENTATION OF
MINORITY AND FEMALE STAFF AT ALL LEVELS OF THE CIA
SPECIAL EEO ORIENTED INITIATIVES
Several EEO oriented programs--Minority Student Symposium, Summer
Fellowship, and Minority Undergraduate--are in direct support of the
minority recruitment effort. These programs are being expanded and should
play an important role in helping the Agency develop recruitment feeder
groups and recruitment networks at the Historically Black Colleges and
Universities (HBCUs) and other schools with significant minority
enrollments.
-Minority Student Symposium
This promising effort was introduced in FY-86 and brought some 18
minority students from a variety of colleges/universities to the Agency for
a series of indepth briefings concerning our mission and objectives while
providing them an opportunity to be interviewed for future staff
employment. The students were enrolled in science,, engineering, political
science, and economics study programs at HBCUs and two universities with
'high Hispanic representation. In FY-87 EEO sponsored a second minority
. symposium that attracted 35 minority students and 10 placement
representatives from 10 different colleges/universities. Later in FY-87 and
also in FY-88, the Office of Personnel's Employment Division conducted two
Placement Directors Conferences to which some eighty Placement Directors and
Minority Affairs Coordinators were brought to the Agency and given a series
of briefings n the work we do at the CIA and career opportunities for their
students.
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-Summer Fellowship Program
This program, which began in 1980, has proven to be an excellent
developer of supportive contacts at the HBCUs and at the same time offers
opportunities for staff personnel at these schools to strengthen their own
skills. By placing a small number of faculty and administrators of HBCUs,
regardless of their ethnic background, into regular Agency assignments
during the summer months, the participants gain valuable experience in their
fields and the Agency improves its relations with the schools. Since the
program's inception, we have averaged about six per year. However, in
FY-87, we cleared 11 candidates from 10colleges/Universities to EOD this
summer. FY-88 will see a similar number
-Minority Undergraduate Program
This novel program was first introduced in the Directorate of
Intelligence in 1984 and has since been expanded to two other Directorates.
Under this program, promising minority undergraduates receive an early
introduction to the CIA through a summer work experience linked to their
formal academic studies. Also, the program affords the Agency an
opportunity to evaluate potential future employees and guide them into
course work that will prepare them for careers within our varous
components.
In FY-86 six students participated in the summer program while in FY-88,
almost fifty students will take part.
-Undergraduate Scholar Program
In response to a Congressional directive in section 506 of the
Intelligence Authorization Act, the Agency developed an undergraduate
training program that will lead to baccalaureate degrees and intelligence
careers for high school students interested in and capable of developing
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skills critical to the Agency's mission. This program, designed
particularly for minorities and the disabled, will provide tuition
assistance and CIA work experience to students pursuing intelligence-related
studies with the understanding that they will become full-time CIA employees
upon graduation. In FY-87 some 11 students were granted scholarships, and
.between 5 and 15 more could receive scholarships before the close of FY-88.
Upward Mobility
The Agency's Upward Mobility Program provides a vehicle through which
competent clerical employees at GS-09 and below can switch to a technical or
professional career track. Because a high percentage of clerical employees
are minorities or women, opening positions to them via the Upward Mobility
Program increase the representative population of the Agency's professionals.
In the eight years since its inception in 19801 140 employees have been
assigned to technical and officer positions through the Upward Mobility
Program. Of these employees, 95 (68%) are female and 24 (17%) are
minorities. In FY 88, 17 employees were placed in positions; 8 are female
and 4 are minorities.
Special EEO Oriented Training
The Agency continues to sponsor an array of special training courses to
assist managers and employees in reaching our equal employment opportunity
goals.
-Minority Issues Oriented Training
In FY 1988 the Urban Awareness Seminar was offered six times, each
approximately 200 employees. Since 1980 we have contracted with Dr. Charles
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King, President of the Urban Crisis Center in Atlanta, Georgia, to conduct
these seminars to help participants develop a better understanding of how
racial, cultural, and other differences can affect day-to-day working
relationships.
-Women's Issues Oriented Training
During the past six years, the Federal Women's Program (FWP) has
sponsored four unique training courses for Agency employees. Three of these
courses offer special awareness training for women only, the fourth is a
special awareness program exclusively for Agency male middle managers.
Twenty-six sessions were held in FY 1987, training over 650 employees. The
Professional Women's Course (PWC) had six successful runnings, the
Professional Men's Curse, ten runnings and a newly developed course for
women "Women's Executive Leadership Development (WELD) ran for six
sessions. These were all extremely popular courses geared to providing a
unique opportunity for improving leadership and managerial skills. Seminars
were especially tailored to meet Agency needs and to provide the
participants with a fresh perspective on how to exercise greater control of
their career options and how to be more effective and successful managers.
For FY 1988 the WELD and the PMC have been modified and incorporated
into one "core" course especially tailored to meet the needs of both
genders. This course entitled "Culture, Power & Gender Dynamics" (OP&GD),
is a mixed gender forum for the discussion of how the awareness of
culture-shared values and basic beliefs, and the use of power impact on the
individual and
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group successes of men and women. They strategically' assess what has
happened, is happening and ought to happen to the evolving roles of men and
women in the Agency.
The second course offered, in FY 1988, entitled "Women on the Team," is
a modified version of the former P. This course addresses the perceptions
'created through different gender socialization. It is offered to women only
and covers female and male behaviors, organizational needs, cross-gender
communication and the process of internalization. Students try new
behaviors, analyze situations from organizational points of view, and take
risks, Plans are being made to expand future courses to reach even larger
audiences.
In FY 1987 the Office of Equal Employment Opportunity (EEO) offered a
pilot running of a new EEO for Managers course. This one-day program
focuses on the responsibility of the manager in preventing and correcting
problems that lead to discrimination complaints. The course was attended by
40 employees who are managers or in some way affect employees' careers. We
intend to offer the course three times in FY 1988.
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