CONFERENCE ON GOVERNMENT EMPLOYEES TRAINING ACT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-06365A001200030001-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: November 17, 2016
• Document Release Date: August 23, 2000
• Sequence Number: 1
• Publication Date: April 30, 1959
• Content Type: MEMO

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Ojpce Memorandum ? UNITED -STATES GOVERNMENT
TO : Director of Training
FROM : Acting Chief, Plans and Policy Staff
suBJECT: Conference on Government Employees
Training Act
DATE: 30 April 1959
1. On 28 April 1959 the following attended the one-day
conference on Employees Training Act sponsored by the U. S.
25X1A9a Civil Service Commission: Office of
, 1 cx3ar
Personnel; Messrs.
of OTR. The conference was divided into two general
programs. The morning sessions consisted of an address of
welcome by the Hon. Arthur S. Flemming, Secretary of the
Department of Health, Education and Welfare, and speeches
by the Hon. 4ebei4-W. Jones, Chairman, U. S. Civil Service
Commission and Frederick J. Lawton, Commissioner, U. S.
Civil Service Commission. The afternoon sessions covered
three broad areas of discussion led by experts from the Civil
Service Commission.
2. Mr. Jones' remarks were of general interest, mainly
pertaining to the use of training by top management. He cate-
gorized training as a specific function of top management and
only by the development of skills could management meet the
dual responsibility of benefiting both personnel and the agency.
He further defined one aspect of management as the development
of people and stated that it has been proven that you can stretch
human effort and ingenuity because people are engineered to grow
but machines have definite limitations. Another observation was
that the Civil Service inspectors have found that supervisory
training is sadly neglected throughout the federal service. A
thought that brought to my mind the Senior Officers Course was
Mr. Jones' statement that managers unfortunately fail to take the
medicine (training) prescribed.
3. Most of the talk was in line with the acceptance of training
and the job that had to be done to sell top management, and he
reiterated more than once that the development of an individuik'
mrMEUP
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career can only be the responsibility of management. Most
executives manage by restriction and control, whereas training
would be a much more useful tool in accomplishing the assigned
mission. Mr. Jones was of the opinion that there were definite
active executive programs in some of the agencies but suggested
that this should increase; for, as he expressed it, when a man
reaches GS-12 and above level, he should spread his horizons.
He complimented the military on the National War College and
their other successful training courses which lead to a full and
diversified career. He commented that the British have a staff
college for civilians which presents a four-month course; the
French have a three-year school of administration; and the
Brazilians have a two-year school with four months study set
aside for executives. His key theme seemed to be that managers
could be developed.
4. Mr. Frederick Lawton discussed the Civil Service regu-
lations that implemented the Employees Training Act by reviewing
what the regulations permitted and what they required. He and
successive speakers stated that there was definite built-in
flexibility in the regulations for all agency heads to use. An
item that Mr. Lawton emphasized was that external training can
only be performed if Government training is not reasonably avail-
able at any Government installation. Agencies under the Act can
also provide full-time and part-time training, day or evening
classes, correspondence training, workshops, etc. There is no
limit of grade level or position that can be provided training. How-
ever, the military cannot receive training under the provisions of
the Employees Training Act.
5. Some of the "strings, " as Mr. Lawton put it, were that the
training has to be related to Government work, that there has to be
a need for the training proven by review, and that all agencies
must use their own resources. He then stressed that training could
not be taken to procure a bachelor's degree and that training should
not be given for training's sake if other people are already qualified.
He also went into detail on the written agreement required from those
taking training.
6. The afternoon sessions were broken down into three broad
areas: (1) out-service or external training; (2) training within the
Government; and (3) inspection and reporting.
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7. Emphasis was placed on computation of hours spent in
training, special requirements, and built-in flexibilities. Most
of these, of course, referred to sections for which the Agency re-
ceived exceptions under Executive Order 10805. This was particularly
true of the inspection and reporting discussion. It might be well,
however, to state some of the things the inspectors of the Civil
Service Commission will look for when performing their duties in
agencies other than CIA. They will inspect to determine: what
plans and procedures have been established to insure compliance
with the law and regulations, what signed agreements are being
utilized, what method of listing expenses has been established,
and what problems exist. They will also spot check individual
cases, not for the purpose of criticism, but to determine how the
training program is progressing. It was noted throughout that
decisions are going to be made by the agency. Compliance with
the provisions of the law is expected, but decisions will not be
made by the Commission. In accordance with section 18(a) of the
Act, the Commission will require from other agencies an annual
report which will include policies and programs, a general assess-
ment of the value of training, and a summary of estimated expenses
for out-service training. They suggested that the agencies keep in
some form determined by them: (1) authority for out-service training
of more than forty hours duration (this authority must be written);
(2) a record showing that trainees do not exceed 1 per cent of the
agency's strength; (3) a record of written agreements made by
employees; (4) a record of travel expenses, supplies, etc; (5) a
record of contributions and awards made by external entities;
(6) a record of waivers made by the head of the agency; and
(7) a record of the training review. Although we have an exception
to the provisions of reporting, it may be desirable to document some
of the information to comply with the intent of Congress.
8. Mr.= has a copy of the Civil Service Commission regu-
to him which I previously submitted, and request that he be responsible
for advising you on actions taken to comply with the public law. I
say this because of the fact that I will be taking annual leave which
you approved starting 11 May. Upon my return I will be working for
a week or ten days with Mr. - and then I will need a week or 25X1A9a
lafions and it is suggested that I be authorized to give the analysis
IAL
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two to devote my thinking to my coming assignment and review any
data which appears pertinent prior to departure for
25X1A9a Mr. Is well versed in the provisions of the Act and can make
the necessary recommendations to insure Agency compliance.
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