CURRENT STATUS OF TR(S)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-06369A000100080001-9
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 13
• Document Creation Date: November 16, 2016
• Document Release Date: January 3, 2000
• Sequence Number: 1
• Publication Date: September 26, 1952
• Content Type: MF

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of Trainirg
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952
1.MUM
A. Office at Training Special) is charged with that tra1ing
conducted in the United States whichsupports the clandestine services
of CIA and which, for operational siourity raeons, cannot be encamp.
plished by other moans. Performance of this mission involves three
primary teaks, which are fUndamental to all TR(S) activity:
1. To develop in the indilidual trainee those attitudes
and disciplines with respect to security and human relation-
ships which are peculiar to and inherent in all clandestine
operations;
2, To provide him with the, specific skills and technical
abilities which will be required for the successful perform&
mos of his particular assigned duties;
3. To make available to him that operationally signifi-
cant knowledge which is essential to his under-
standing of the covert mission of CIA and of his place end
function within it.
I ? InNuAllit
A. TR(S) has recogniz from
sive development of the Agency
professional career service, the
he static. In any analyst, of the
there are, infect, two problems:
the outset that, given
and the objective of.
training problem can,
problem, it rapidly emerges that
1. To satisfy, insofar ae existing capabilities and
permit, the immediate training requirements of a rapidly.
Agency;
2. To develop simultaneously and as a tundamen n&
sibility a long-range training Arogram which will be responsive
to increasingly complem and diversified operational requirements.
1.
tomPtiod
air OM
PinVAR
KIXT Off
a solution to this dual problem, TR(S) hap at-
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1. The ore tion of basic organizational are oaf-
t flexible to permit Us preeentation of a current
program, and at the same time to be capable of ab-
requirements and WIVO modification of current
ts without the need for frequent, time-consuming
sations;
2. T40 preaentaton of whet must be considered ae
SAWang sans to service the current, abnormally hoe
ingrequirement which has resulted from the rapid expansion of
the clandestine services;
3, The concurrent preparation of nor, highly specialized
sluing materials covering fields where there alres4 'sista
small, but significant, requirement, or where it is believed
that requirements will inevitably develop in the foreseeable
future. axperience to date has shown that, to collect, organise
and authenticate an acceptable two..week unit of instruction in
a specialised operational field, has required between eight
months and a year.
III. C0110410}02111(W=
A. la undertaking to construct a training program to meet the
current requirements of the clandestinvortices under LID/P, it has
been necessary to take into consideration a variety of factors stemming
from the abnormal rate of smith of the operating offices during the
past eighteen months. These factors, taken collectively, create a
aeries emblems which can be saved Gay by an exceedingly flexible
pattern of training as described under "Status of TR(S)" below. Taken
individually, they are:
ZAIlkiellaikiat Tralatiag. The operating offices,
themselves under heavy pressure te fill out their personnel
mots both at headquarters and in the field, have
maintained a constant pressure en TR(S) to accompli
ainieg of new employees in the minimal poasible tin.*
gamey of need for personnel has resulted, in many in-
stano00, in trainees receiving either no training at all, or
only a portion of the training appropriate to their projected
assignments;
2 ? Zujiggs. Personnel trained by TR (6) during
last eighteen months have ranged from very junior personne1
it out of col3se to mature individual' with extensive academic
nal experience in fields other than clandestine
one. While the great majority have had no prior clan-
? alliance experience' a certain number have, in the
past, worked in
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ds;
antive variations the *4
assignment.prior to Korea1 the
aplqyises, were at the lev
current clasees range in projected assignment all thew
junior clerical and operational personnel to station chi
persons destined for senior staff positions, with resulting re.
quiremants for varying levels of instruction,
at dima Aulgiatal. Since the projected
each atudent group are widely scattered geograp.
ng content must co:wider the extensive variations
conditions which the individual students will en-
This is particularly true in the operational programs
where not only must principle* be taught, but their application
illustrated in terms of varying geographic and opera-
tors, if the, instruction is to be valid.
11.1 WADS
in carrying out the mission set forth above, TRW has eitab.liahed
five (5) programs, four (4) of which are instructional, the other
being developmental. The instructiolva programs eras,
A. Basic Training
D. C.
8.11111
A, jkids InWag ZraiatAw
This program is designed prixerily for new personnel entering
the clandestine earwigs* or persons without prior training. Its
*exponents have boon grouped into five (5) sejor areal:, within each
of which there is a substantial degree of intra consistency.
Tho first area, the Basic Orientation Course (4 weeks), ia
*signed to give the stud em, a knowledge of and basic ability in
the establishment and maintenance or human relationships, a working
proficiency in the reporting of intelligence and operational informam
tions and that understanding of the over-all U. S. intelligence eystem
required of all members of the Clandestine Services.
Tho seco
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The second exea, the Operationa Co (5 weeks), involves the
trsdn4g of the tudent in those prccesaea, skills, and techniques
are considered comno.4. to all clandestine activity whatever
purpose and character. The successful udent should be able
to work securely and intelligently in a clandeetine operation under
direction by a senior operations officer,
The third area the staff Indoctrination/Covert n/Cov Activities
struction Courses,(4week.), involves coverage for the student
Su ral and operational regulations, procedures, policies,
s and missions at the Clandestine Services of CIA to the
t the field officer in an average installation will be
nsible for them. This =aerial in eupecimposed upon the
udy of clandestine activity presented by the Operationa
The fourth Area, the J4ainistretion C (2 w is designed
Aailisr.ts, the student with those administrative and mannemant
gulationa and procedures to which all Junior personnel, both clerical
and operational, will be expected to adhere in the field and in head.
quarters conponents of the -landestine services.
a training in the first four area
see in the opinion of TR(S) an adequat
first desk or field assignment for relativ
will operate under immeiate eupervlaion.
e roughly equivalent to the training given in a
idate School.
The fifth area, when added to the first two dscribed above,
nsidered adequate trsitng for a first assi nt to junior
er duties in connection with
The present Advanced
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ntly avail* *re designed for the
icor who will have a priry reopened.-
or three closely related) functional
The instruction aino to doYelop a more
Wised problems and techniques in the
under otudy and to increase professional
not qualify the student as a specialist,
ge of those problems peculiar to his as-
a minims length by treating the content
s ma oriel with which tho students are already
ugh prior training or the equivalent in field
t, these eourses have, to the best of ourknow-
existing training requirements, although there ars
which trIllyggiaggea training of both a specialised
a is requested. ler the first time, M() is being
senior officers for responsible field and staff
progrant hays bed to be assembled and presented on
a number of instances to satisfy the more pressing
to.
3. Specialised training
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when
as long as
those raisers
ASSW,S, Is,
basis for courses o
fing an is
ipectal debriefin
through. The
d a notated by the
on 07 the clandestine seryync
ctlon or incorporated into axis
add ion to these tasks, senior personnel involv
S a substantial part of the burden of
s in which a higher level of maturity
that available in the regular training sect
vi
on, and
a lasting
of
staff
as the
courses.
A. The pro TR(3) and which in
fact requires this assessment i.e. personnel,
has bean discussed, =40'4, and written about on so many occasions
over the past fourteen months that its existence WI a matter of serious
concern is unquestionab1y recognised and accepted by the clandeetine
offices. rdo not believe, however, that to date the extent of its
eonplexity and its impact cu the future of clandestine training has
been tulZy realised outside the Orrice of Training. It is for this
mom that I have felt it necessary, before examining the problem, to
present the background fattore set forth above.
D. Th. personnel problem in T10), and its influence on the
effectivenese or failure of the TR(3) mission is first, quantitative
and secondly, qualitative. Beth aspects are imp:rtant, and require
=meat as follows,
1. On the quaztitative aids, the rapid empanel= in treviftt
loads since January 1951, without concurrent increases in
evell:ble Itustruotor personnel, has seriouslr affected desirable
inetructoristudent ratios. TUB has necessitated extensive modi
fication or training techniques, and has resulted in a lowering
of the effectiveness of inetruction per train eek. The
situation has been
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ly telt in tla? ba4c trat4g coui?en,
er of student
forced to expand tram te
class lectures have had
into:Tiede and live f61(0
group activity, or have had
s. To a eenowhat luta* 44"
been affected adversely by sharply
as in the field et covert agent training
jumped frog 10 - 12 eases 'Nor month to
four-week period, without a correspond
perepnuel. Given the eensitivity of
for careful, hand-tailored inetruo-
aas to have the artandard of this
however, a single instructor has
? aod in some instancee three, oasee
tion has bean inevitable;
ative p
adv
ivity,
. To d r
41
acute, primertly in the
and agent training programs.
twee and general under-
isent a seminar in a
or a ighIy
instruction
a ofa Covert t case, re-
sew sound .p1'atioual judgment and
identify and select that
ng requirement. He must,
t number of the trainees
themealves, knowledge-
. who posseee this
wral ields or activity,
sluing projects, are admit-
only in rare i40.40008 4r0
persons lees
the quan ita lye pro
as 1OZ2g 44 training loads remain high, it can be coped witb,
pstrl by the diract recruitment and intensive training of per
he lack actual clandestine experience. A large portion of the preeen
TX(S) staff is compriaed of officers serving their tirst tour of duty
With the Agency. This has been possible, however, only because of the
exietence in I2(8) of a hardr.mdril amdre or experienced officers. This
erouP has developed the major mtion ot instructional content, has
trained inexperienced instructors to acoeptable levels of at leaet
theoretical competence,
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competence, her planned out
o validate the various progr
Joel and realittic. In Wee
ly dependent ypon this oadre
patterns of traIning, and
by ensuring that they
existing programs are
end all future developmen
tin of three or toiw individuale the memb ship
sed of pereonmel &oath. old Tralnieg Divielon,
by the semmer of 1951, most of them had served
for eeriods ranging from. two years to ae long
se toar7 e-, e, therefore, anticipating a return to active
opera ons. At the Mae time, a sie-ehle perceatage of the inexperienced
instru tor pe el had, try the same period, eerved upwards of eighteen
months. Personnel in this group, having theeselvee felt keenly their
lack of importance, were deeirous of shifting to overseas assignments
at the teeniest opportunitj, In recoenition of this, and with a
toward forestalling in inevitable morale problem if inetructor personnel
Shedd develOp a feeling that they were *stuck* in training, TKO un-
dertook to work out a rotatientl viton. ifforte to do so, which for
maw months occupied a substantial portion of the time of TRW senior
officers, were not successful. Cousequently, by early 1952, the morale
situation did, in tact, become acute and the quality of training being
provided fell off significantly, in several of the training programs.
1. in diem:fueling thit problem w'ith maey or the individual con-
cerned, it was clear that the questien uppermost in their minds was not
that of desiring immediate release, but rather one of seekin to deter-
mine what the future had for then. Tide beieg the case, and after
discuselon with responsible *fames of OW and OPC, a considerable
number ot the key instructors in TRW wire given target dates for re.
lease ranging from eix to ten =lathe in the future, on which to base
this, own plannine, and data concernIng them were eade available to the
operating units. This action wan 'eaten with the expectation that, to
permit appropriate assignment, siellarly qualified replacements could
be obtained from the operating offices.
P. Riving been once reaesured on the question of
occurred an eheervable renewal of enact on the part of
*tiffs, and up to Juue 1932 TR(S) managed to cop. with all but a very
small percentage of the training requirements levied upon it. Ly June,
the Met of the rotational date proviouely establiehed begae to fall
due, but without replacement personnel either on hand or ars yet identi-
fied. lt was cousiderod at this poiat impossible to repudiate the cum.
sdlments made without serious repercuselone among the remainder of ra(s)
pereonnel. Coneequently? between June and the present time, TRW has
suffered the loss of not 0114 ax important gegment of its experienced
ogre, but also of a number of its amaiors, nori-croerienoed officers
possemeing in excess of thirty swathe' service in Training. The lone
of these individuals,
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iduals, because ot their kow1edg6 ;leee and
$
h the training problems, has affected T capability
ely to the actuel numbere involved, n wldnel
ere in the aame cateiery are projected for deperture
tger ienthZ .
G. Intirely separatel from the lag of cri
TR(8) staff, there =late tle equally important questio
tit= and talents which have never te4112 available to TR
developmeat of re uirements from OPC for tr
of
hes
of the
ifica-
ith the
ed fields
) capability
oJ1 dependent upon ttr;, ithin its
re at po'r 4th either wertim r4frir immediate poet-war knowledge
e1pt?irc. To date, it has been able to meet reqtairements in a
acceptable marner, imzotar ae tTdr4.ng content has) been
in the fields of
TR 8vve tugh thZr have ide
qa1Uied. to ur,rtak the pr
outsider to be e etruct programs),
of training, aaniar TA(3) peraormel feel etre
the vallAy of instruction ii urgently needed,
setae Only if at least one otticer with curreat, date
ience in each field of activIte can be obtained
A detailed i.v.i ot the ourriult statue r TR(), area of
ea of training, would be too lengthy far inolusion in
one or more illustrations mgy be pertinents
1. The Operatioes Couree of basic training which, as stated
above, provides traiming in Um bade operational techniques or
called tradeeraft fcr all field, at clandestine aetivitY: has
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Ju4 1952. Throughout thispor?,,the averwge number ot instructors
staffing this' course has bei approximately eight. Currently, only
two of the officers assigaed to this program possess field experi-
ence with CU, and onli two addltional have had active intelligence
soWeriono0 in related fields). Both CD.. .experienced officers are
scheduled to leave WS) prier to 31 December. Since this course
is designed to provide the baeic foundation for operational cone,
potence, the quality and validilly of instraction provided by it
constitute An important influence on the majority of TR(S) trainees.
Consequently, an investment of eight qualified and experienaed
case officers can exert an influence greatly disproportionate
to their number.
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2. Despite the tact that
In an important
factor in all fields
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andel *otliity and met
ser degree, in every major training gram
e are evellable to TR(S) only four or tiva
ed in this field. Since, with one eaci.
cupy senior executive positions through
.-
the development of training onro" 25X1A
tion necensarily falls to comparatively
ing coverage is considered by the respon-
t chiefs ar4 tb. urderegued as being dlingerously
the
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doee not noes w
who considers himpalf qualified, on the basis of
e to instruct in these activities. At the samo
m Zotrine and trebling materials have not been
within the Agency, and it has, therefore, been necessary
sir development &tan scratch with a minimum of
irection. To date, TR(S) has been able to present
netruction only in .111M, W has 2 5X 1 A
hich has resulted frcolsomy monthe of research and
t of a single officer, has gained favorable ace.
operating divisions and staffs concerned, it is
0 to represent no more than a beginning in this
The f er concerned has dons an outstaading job in the
of his superiors, but he, himself, feels that his lack
in clandestine operations generally, and
in particulars Constitute a serious hand-
he further dewe1opmant of the course.
period commencing I Auguet 1952, TR(S)
t only 20 per cent of the agent training projects.
opereting,offices, due to lack of instructor per-
ozr to hnndle the eight projecta which were accepted,
ary to divert a number of key officers from their
duties. A total of 26 project., ranging from singleton
to small agent ;coups, were declined.
VI.
MA1401914
!Raining requirements of the clandestin
away in the future to refleCt both (a) a shift
ge numbers of new employees as at present, to refre
mos having coMpleted one or mere tours of duty and
more VpoOlalisad and more advanced training to support the
career development of persc-ne as they mature operationally and
progress to increasing]
U..
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eaeinsXy complex duty. assignmeets. Zr this concept of
bility is endorsed by the clandestine services, then
(3) must undertake net only to satisfy immediate*
a but %leo, and ceecurrently, must invest a portion
development or doctrine and training materials
Lee the next phases of anticipated requirements. The
zohprojected requirements are important to the future of
e than validated by experience to date, in that
ego &ad Io4farequirements are being 14Pooed by
s which! S either cannot accept, owing to lack
or can only undertake after lengthy delays to
t.ion of new meteriale,
wig, be
lanced ins
of activity,
percentage of what
end the operating
that their pragrams
the majority of rcueated cases.
eseted by menerandue Ti(S) is views a
(3) capability can be eXpected.
. S. precedent for many of the activities
el and because of the non. once
* organised training materials,
to develop for the most part moo-
t with a minima of guidance and
ea. The pattern has been one of
operators of course materials
This obviously renders TR(3), in the
dependent upon the availability
pioned officers who are comp
and to exercise operationally
sing for presentation the mat-
iversitied training objectives.
D. Due to the *salve lou* without placsm.nt in most in.
stances of its original knowledgeable cadre, TA today seriously
esker than was the case twelve months ego, and in several areas of
astiVity it has 124 been supported by the operating services at all.
As a consequence, veluable training which was developed and presented
previous4 04n no longer be 'Ade available at all, and in several
weal, it is felt by TRW that its ability to naintain a satisfactory
quality of instructiee Is seriously subject to question. This state-
mint of the situation, disturbing as it is when axaained against
training loads as they existed in the Bummer of 1951, is aide partst
m.
eularly acute by reason of severe expansion of loads since then
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1. Recognising the
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the tuavitabilt of 4 rotation problem with
origina, ezparienced training cadre fronthe
000, an those instructors who, lacking expert-
vas, eventually seek field assignments, TRW has
b e effort for more than a year to communicate to
the Actiouszteas of at, personnel requirements.
schedules for rotation of key personnel, lists
anciee and statements of required quAJ4fications
re b5 Fovided on sore than several occasions. Perticularly pointed
out t that, in a trag orsamisation which, by funo.
exaluaive waxes of providing experience ard
there oust be present as pert of the structure
lenced staff to =sure the validity and eound-
Et has alawys been accepted by TAM that
eoent cannot be net with experienced personnel
it is felt at the sane tine that, without
pirrsosael, an acCeptable clandestine opera,
lopossible.
ship of the l,ud,stine services be r
problem of training to determine its desir-
hjectives, Spsoitieal4, it is remommended that
ted to endorse we modify 11402(s) function
endues.
*ion be obtained as to whether TWO
aoreettionte of the operating services,
4 duty assignment baste experienced replace-
s to fill the key positions in. TI(3) as
procedure,
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