RECRUITING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00780R001400090038-9
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 14, 2016
• Document Release Date: March 25, 2003
• Sequence Number: 38
• Publication Date: June 17, 1966
• Content Type: MF

Approved For I Iease 2003/ RDP84-00780R001400090038-9
MU
17 June 1966
The attached memorandum for the Director
of Personnel was prepared b land me as
a result of your request made at a recent noon
staff meeting. Mr. Warfield strongly opposes the
memorandum. In view of the fact that the Office
of Personnel is now heavily burdened with such
matters as reorganization, installation of the skill
bank, progress reporting and similar efforts, I
recommend that we hold off on the attached memo
until some of the existing work now under way has
been completed.
FRET. r',,
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 Approved For Release 2003/061-,", .111-RDP84-0078OR0$1406600 9 I S
F I L. E
DD/S 66 -3088
MEMORANDUM FOR: Director of Personnel
SUBJECT : Recruiting
REFERENCE : Memo to DD/S fr DD/Pers/RP dated 7 June 1966,
subj: Commissioned Reserve (Clerical Recruiting)
1. The reference indicated that information was being provided which
requires no action by the Deputy Director for Support. I believe, however,
that it does require action if it is intended that plans previously approved by
the Director of Personnel and the Deputy Director for Support are to be
abandoned.
2. You will recall during recent hearings on the Combined Program Call
I asked that the Office of Personnel consider the use of Correspondents, as
well as Office of Security and 00 personnel, to enlarge its recruitment network.
The Office of Personnel responded negatively in a memorandum dated 17 May
1966, but offered no evidence as to the depth and extent of its examinations with
the other Offices concerned.
3. Before considering the reversal of my memorandum of 4 August 1965,
subject: Commissioned Reserve (Clerical Recruiting), I believe it would be
well for all of us to look rather closely at the alternatives involved in such
action. It seems to me that a systematic examination of this problem should be
based upon the following:
a. Cost comparisons of the various alternatives available for
recruitment activities, i.e., a cost-utility analysis for each method
which could be used, indicating the cost on the one hand as compared
with the benefits on the other hand.
b. An examination, of sources in order to focus on the question of
whether or not Agency recruiting efforts are dispersed in profitable
locations.
eJ?ia i,;o aatomatic
a-.:A'-[IAV and
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c. Practical methods of leveling out the recruitment workload in
order to avoid peaks now so characteristic of the clerical. recruitment
effort.
d. What past experience has indicated, both qualitatively and quan-
titatively, in terms of methods of recruitment.
I would appreciate receiving from you by 15 July 1966 an analysis of the alterna -
tive methods of achieving your recruitment objectives.
R. L. Bannerman
Deputy Director
for Support
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