JUNE MONTHLY RECRUITMENT REPORT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP86B00154R000100070013-6
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 6
• Document Creation Date: January 4, 2017
• Document Release Date: April 17, 2008
• Sequence Number: 13
• Publication Date: June 8, 1983
• Content Type: MEMO

Approved For Release 2008/04/17: CIA-RDP86B00154R000100070013-6
Approved For Release 2008/04/17: CIA-RDP86B00154R000100070013-6
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ROUTING AND RECORD SHEET M C I M P
SUBJECT: (option -1)
June Monthly Recruitment Report
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.FORM
i-79
FORWARDED
OFFICER'S
INITIALS
g ::JUN ,983
COMMENTS (Number each comment to show from whom
to whom. Draw a line across column after each comment.)
'Attached:is the requeste
status report. It brings you
up Ito date in general on changes
since the IG report. It also
will.se.rve as backgound for
'brief:monthly progress reports.:
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o We have completed our revision of the
Agency application forms which will
reduce the amount of information required
by 30%.
MEMORANDUM FOR: Deputy Director of Central Intelligence
VIA: Executive Director
FROM: James N. Glerum
Director of Personnel
SUBJECT: June Monthly Recruitment Report
1. Due to the vital importance that the recruitment and
processing of new employees plays in the Agency, particularly
during this rebuilding period, I would like to provide a
monthly report on this activity. The first report centers
heavily on the Inspect-or General's review of applicant
processing and the changes in the system that took place
subsequent to the review.
2. The following are modifications in the applicant
processing system resulting directly or indirectly from the
1982 Inspector General's Report:
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o We have established a series of approved
"in-grade" hiring levels that will
eliminate component certification in
certain occupations.
o All applicants are contacted by OP's
security screening unit by telephone
prior to being placed in pcess. This
process screens out about(l2t) of all
applicants who would otherwise require a
field investigation and polygraph.
o Effective 6 June, hiring components
obtain Professional Applicant Test
Battery (PATB) evaluations directly
Psychological Services Division,
eliminating OP as the middle man.
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o We have developed a post-EOD survey of
all new hires and are providing a
quarterly report of our findings to those
involved in the applicant process to
assist in improving our system.
o We have relaxed our requirement to have
fully completed application forms at the
early stage of employment consideration
and of requiring updated forms if the
applicant desires to reapply within one
year. This will speed up applicant
consideration.
o The positions of the Processing
Assistants, who represent the main
contact with applicants during the
processing, have been upgraded to GS-8,
which is expected to provide improved
continuity and experience in this
activity.
o We have established an after-hours
telephone contact system to speed up
-_:communications with applicants who are
difficult to locate during the day.
o Personnel within Recruitment and
Placement who deal directly with the
public are now specifically evaluated on
their Performance Appraisal Report in
that responsibility.
3. In addition to those changes sparked by the I. G.
review, the following is a list of additional initiatives:
o We are in the middle of a nationwide
advertising program for Career Trainees
that starts with applicants being given
an upfront Professional Applicant Test
Battery (PATB) and follows with
interviews for those who show promise.
This concept will save time and will
reduce the number of unsuccessful
interviews.
o We have initiated greater use of
telephone interviews for outlying
applicants to speed up response and
contact time by the recruiters.
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o We are controlling the number of
non-critical applicants placed in the
processing system each week to maintain
an even flow and reduce the demand on
investigative and polygraph resources.
o The Office of Personnel now has a
specific block of medical and polygraph
appointments which permits scheduling and
rescheduling without the need for
constant contact with OMS and OS. We
expect to computerize this scheduling
process in the future.
o We have established a new, more
competitive general entry-level salary
scale which recognizes higher starting
pay for M.A. and Ph.D. candidates, and
offers greater flexibility to managers in
setting beginning salaries. It also
recognizes the differences in. the
competitive high-tech occupations.
o We have eliminated two field recruiter
positions and will reduce one more in
,January as a result of territorial
assessment production evaluations.
4. With the firm decision that-the Agency would not
exceed OMB and Congressional ceiling limits, it has been
necessary to exercise tight control over all new Agency
hires. The Office of Personnel provides bi-?weeki.y reports
that reflect attrition and internal accessions and project a
month-by-month hiring allotment for each Directorate to
exercise its own priorities among occupations. Although
unpopular as any control would be; it'does provide a
framework for Directorates to plan a regulated hiring
program. It is expected that these controls will need to be
extended into the next fiscal year.
5. As of 31 May, the Office of Personnel fully cleared
professional/technical and 0 clerical applicants who
cannot be scheduled to enter on duty because of full-time
equivalency and ceilin constraints. Since 1 October 1982,
the Agency has hired professional/technical and
clerical employees against an overall FY-83 target
new hires. With four months left in the fiscal year, 82% of
the FY-83 hiring goal are either employed or are fully
cleared and ready to come on board.
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6. The Review Unit, which is a part of Recruitment
Divisions's Headquarters complement, is responsible for
reviewing incoming recruiter cases, as well as for screening
the 800-1000 unsolicited resumes that are received in RD each
week. With regard to this latter function, the review of
resumes and resulting contact with the applicant (without
field recruiter assistance) by RU personnel resulted in
professional and technicals entering on duty in FY-82. So
far in FY-83, RU has been credited with =professional and
technical EODs.
7. Increased emphasis on Career. Trainee recruitment
during the first eight months of FY-83 has produced an
average of 0 cases each month (75% from the office of
Personnel and 25% from DDO and the CT Task Force). This
average of each month compares with an average of 0 CT
cases each month in the previous three years. This two-fold
increase in cases is eventually expected to produce a
sufficient number of CT EODs.
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