EMPLOYMENT OF RETIRED MILITARY OFFICERS BY NPIC

• Document Type: CREST
• Collection: NGA Records (Formerly NIMA)
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78B05703A000400080037-4
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 3
• Document Creation Date: December 28, 2016
• Document Release Date: December 17, 2003
• Sequence Number: 37
• Publication Date: July 10, 1970
• Content Type: MF

Approved For Release 2004/02/1-27 alA-:i2713F7ilia/013A000400080037-4
FIC/;-211/7o
1 0 JUL 1970
tTANDUi FCR: Assistant Deputy Director for Intellieence
rUBJECT
90ployment of Retired Military Officers by N'IC
1. This memorandum is in response to your request for information
Earding k,PIC practices in the hiring of military officers. It deals
specifically with retired officers, since there are specific controls on
such employment. The younger officers who elect to leave the military to
seek full civilian careers are considered in competition with all other
candidates.
2. It has been a fact of life in NPIC, almost from its Inception,
that we require a fairly substantial input of new professional emIoyeos
each year and that the most experienced candidates come from Cie military.
ath this frame of reference it is surprising to find that I'm- now have only
twelve retired military officers on duty in a total workforce of nearly 950.
Those presently employed are:
25X1
(-TAM
DATE
CS-1s
Dec 1965
GS-I4
GS-14
Sep 1966
GS-13
GS-14
Ma r 1963
6S-11
GS-14
Aug 1965
65-13
CS-14
Mar 1966
GS-13
GS-13
Aug 1969
GS-13
GS-13
Jan 1963
GS-I2
GS-13
Feb 1963
GS-12
GS-13
Jan 1968
GS-13
GS-12
Sep 1965
CS-10
GS-12
Sep 1967
GS-11
GS-10
i*lay 1968
A;S-09
*These ,or
are now in supervisory positions.
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Declass Review by A/DOD
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--T; empLeement of etired A.litary Officers by PIC
3. six of the retired officers were hired above grade -12 which
s the jouneeenein level for the positions they occupy. It is conceivable
that one of these individuals may have blocked another employee from a
supervisory position or promotional opportunity, however, lack of promo-
tional headroom did not become a sientficant factor in NPIC until 1969.
4. There ie greater reason to believe that the objections being
raised are a manifestation of the discontent some employees have in
working with and under the supervision of DIA military and civilian
officers of the Center. This unique situation, combined with our heavy
orientation toward military targets, and the extensive liaison require-
ments with the services1 results in a general atmosphere which requires
considerable adjustment for some young people. We are mindful of this
eroblem but do not view it as of sufficient eapitude to cause concern at
this time.
S. When was recomended for employment in August 1969,
appointed a panel on retired cnaployees to study the subject and
to provide a Center policy for the hiring of retired military officers.
This panel found that it had been the practice of NPIC to hire those retired
military officers whose skills were required and whose experience and
training made then particularly (Relined for assignment to the Center.
It was the conclusion of the panel that the twelve officers currently on
duty have proven to be valuable employees and have more than justified
our original selection.
t. As a result of the findins of the panel, the folloelng statement
ias established in October 1969 as the policy of the IP Career Service:
As regards the hiring of retired military officers, the
operative language which should govern us is that they
can be hired to meet requirements "which cannot be filled
by internal reassignment or by recruitine Career Trainees
and other qualified individuals who may be expected to
serve a considerable number of yoarsl' (HP, 20-13).
In practice, this will mean that the Center component
roposin7, the hiring of a retired military officer most
justify the proposal to the IP Clever Service Board in
terms of inability to meet the need tftrix4e1 other
recruitnent.
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:01
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loymerit of Retired MilitaryOfficers by NPI,
7. It is antic pated that we will continue in the future to see an
occasional retired officer whose qualifications and potential value are so
great that they outweigh the acknowledged disadvantages In stch employ-
ment. We now have one such candidate -under consideration and we may wish
to hire him during 1970. You can be assured, however, that the primary
source of our professional personnel has been and will continuo to be
the young men amdwoman who enter on duty in a trainee capacity.
::ational Photographic Interpretation Center
Distribution:
Orig & 1 - Addressee
2 - NPIC/ODIR
2 - NPIC/SS/PB
NPIC/SS/PB:
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