WORKING GROUP ON EMPLOYEE RATING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400090041-8
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 11
• Document Creation Date: December 9, 2016
• Document Release Date: June 18, 2001
• Sequence Number: 41
• Publication Date: December 14, 1951
• Content Type: REPORT

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SECURITY INFORMATION .
II Working Group on EMPLOYEE RATING
oR Er (Chairman)
sp
rsonnel Training
EITPLOYEE RATING I I-1
(9 meetings have been held and the following summary is complete
through 14 December 1951)
1. Performance Rating
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A. The Working Group agreed to devise a rating system that can
be integrated into the Career Service Program. It was further
agreed that the technical requirements for a rating system
under Public Lau 873 could undoubtedly be met without diffi-
culty even though CIA would request exemption from that Law
by reason of administrative restrictions that were not com-
patible with security.
Bo Further discussion on Performance Rating resulted in a
recommendation to the Career Service Committee by the Working
Group that there be no Performance Rating as such, but there
will be recommended an employee evaluation system which will
evaluate every employee. In the evaluation system current
job performance mould be included as a factor requiring rating
by the supervisor in the process of evalustion.
C. Review of the procedures of other tencies led the Working
Group to recommend to the Career Service Committee that
Employee Rating be included in the evaivation system in the
same wording as is used by AEC in complying with Public Law 873.
The AEC statement is:
"John Doe meets (or exceeds) the requirements of his
position." or "John Doe does not meet the requirements
of his position."
2. Employee Evaluation
A. Primary purpose is to insure to the Agency and the employee
the best use of his aptitudes, knowledges, skills, and interests.
Evaluation of these factors is the first step for planning a
career development system.
B, From definition of purpose the Working Group is now moving to
selection of evaluation factors as they relate to aptitudes,
knowledges? Skills, and interests.
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SECURITY INFORMATION
3. General points of agreement of the Working Group.
. A. Jeb families mar necessitate the establishment of more
than one evaluation system but the purpose is to min,.
tain simplicity and the Group will endeavor to recommend
only ono system for all employees.
B. An employee evaluation system to be effective requires
proper training of the supervisor making the evaluation
and, to a limited extent, disoussionbetmeen employee
and supervisor. The latter is limited as certain fectore
in evaluation do not lend themselves to such discussion.
EMPLOYEE RATING 1I-2
C. Each member of the Working Group mill use some device to
determine the position of his Office on the conclusions
or recommeudations made by the Group.
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4WRINT CAREER BENEFITS III-1
SECURITT INFORNMTION
III Working Group on CAREER BENEFITS
OSO Personnel ?
OPO General Counsel (Chairman
COMO (Secretary)
(8 Meetings have been held and the following summary is complete
through 14 December 1952.)
1. An agenda has been adopted, arranged in numerical order of
priority for study, to provide a structure around Whieh the
problem of career benefits to CIA employees can be most
advantageoesly studied, as follows:
I. Hazardous duty benefits.
Increase in base salary for service involving
unusual hardship andhazard.
Extension of the authority conteined in
Confidential Fends Regulations, authorizing
pay, within grade advances, and grade pro-
motions for individuals who are detained
involuntarily to include those employees
paid from vouchered funds,'
C. Application of United States Employees
,Compensation Act to dependents of employees
engaged in hazardous duties who are tbemselves
exposed to hazard.
Death gratuity of six months/ Wee pay to
dependents of CIA employees whose death occurs
in line of duty while serving abroad.
E. Consideration of retirement benefits.
II. Consideration of the adoption of new classification
aid salary schedules in lieu of the present policy
which follows provisions of the Classification Act
of 1949 and allowances for overseas service.
III. The equitable application of leave to all classes
oZ employees.
IT Career benefits inherent in the recognition of
distinguished service to the Agency.
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3EC-ORITY INFORMATION
CAREER BENEFITS 111-2
By Menor;n6um to Career Service Committee, dated 19 November 1951n
re "Parathute Pay for Staff Employees and Stalf Agents?" the
Working Creup recommended that parachute pay for appropriate
treLneee iv neoceeary and desirable and preseoted six broad
prIncipl(s for consideration, with the recoenition that such
nr:ncip1es mould require approval of the DCI end that detailed
regulaticns necessarily must be devised upon such approval. The
principa: document of reference considered by the Working Group
pertain:leg to this subject is the 7emOrandura from the Assistant
Director of Training (Covert) to the Joint Training Committee,
dated 18 September 1951.
/Tote The problem vas referred by the Career Service
Correttea to the Senior Review Committee for approval
of rigulations to be drafted by the AdqLsr for Man-
ancre nt. The Senior 'levier Caernittee mrtes convened on
30 Ntvenher 1951 and after full discussion referred the
prob:am back to the Career Service Canmittee for inclusion
of cher types of hazardous duty pay encountered in training
situntions. Thin being an operating problem or the Office
of Taainingv the Committee asked that Office to handle
dircetay.nrith the DD/A (Special) henceforth. 25X1A9a
. By Memori-ndum to Chairman, Career Service Gomaittee, dated
29 Novenier 195a, re "Continuance of Pay and Olowances", the
Working (roup suggested that, through an appropriate method,
the benc:its of the Missing Persons Act, or sienilar provisions,
be made ;eedlable to all employees of CIA. Along this same lino
to to be considered a bill pending before Congress, S. 1820,
which is to accomplish the same purposes of the Missing Persons
Act:, whith mill expire as a marteme statute upon ratification
by the Sfnate of the Japanese Peace Treaty ieeaommondation was
made the' CIA support So 1820. Since it is obvious that the
progress of the Bill will have to be follaa-d carefully in
order to insure that probable ratetsions mill naintain it consistert
with CIA objectives, it was further suggested that such responsibil-
ity for iction be olaced on the General Counsel's Office (for fol-
loentlw tie Bill and informing the appropriate Congressional Committees
of CIA sepport. For the provisions of the Bill).
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SECURITY INFORMATION
IV Working Group on TRAINEES
oso
9
1111111 Personnel
00 (Chairman)
raining
gote: This Worknig Group has been hampered by illness and unavail-
ability of some of its original matters and although four meetings
have been held, it is not making a procress report at this time. -
EMMEIr
TRAINMS IV-1
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1994Relm CAREER BLIEFITS 111-3
SECURITY INPORICTION
In connection with the overall task of the Working Group ("Consideration
of the adoption of new classification and salary schedules in lieu of
the present policy which follows provisions of the Classification Act
of 1949.0..0"), Ur. presented his views on the need for some
kind of "Commissioned Service", perhaps along the lines of the State
Departments Foreign Service, within the CIA. Following are some
objectives which would be attained by such career structure.
a) Discipline and control of personnel necessary for flexibility
:to meet rapidly changing situations.
b) Stability of personnel.
c) Esprit de Corps
d) Career retirement plan.
e) Wage and Pay schedule on a long range career basis.
f) A Reserve to be called upon in case of need.
g) Legislative confirmation of existence.
11). Acceptance of the philosophy that in CIA, responsibility ?
Should be vested in the individual rather than the position.
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After much discussion, it was agreed that Mr.
and Mr. will study the career structure plans of the Armed
Forces, Foreign Service, Public Health and other "comaissioned
services" and, after such study, will prepare an outline to be
brought before the Working Group for discussion it the near future.
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SECURITY INFORWTION
V Working Group on EXTENSION TWINING
ORR (Chairman) ONE
,OSI 00
aining OSO
(Secretary)
(6 meetings have been held and the following summary is complete
through 14 December 1951)
1. The Directive to the Working Grouo on Extension Training has been
broadened to include consideration of internal CIA training as
well as extra-CIA training, as follows:
F(TENSI0N TRAINING V-1
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Problem:
Tc survey the types of extra-CIA training that are
required and to recommend to the Career Service
Committee policies and procedures for putting into
effect an extension training program or programs
a.) in universities, colleges and laboratories snd
other research and educational institutions in the
United St-es and abroad, b.) in service school
and colleges of the Armed Forces, c.) in industry,
d.) in other United States Government Agencies, e.)
in other friendly foreign intelligence services and
f.) in other friendly foreign government units and
staff colleges; to inquire into and to recommend
methods of selec ing individuals, schedules and
phasing; to investigate possible magnitude of such a
program; to recomend security measures made necessary
by reason of these ew-trap-CIA activities; what training
in general should be offered in CIA and what outside.
Comments on the References in the Directive to "A Program for the
Establishment a Career Corps in the Central Intelligence Agency?,
dated 7 August 1951.
a.
On: -Flow-chart, Sections VI & VII: Selection of Career Corps
and Training & Rotation of Specialists gt Generalists
Paragraph VI, page xiii: Training of Career Corps
Specialists
Parrgraph VII, page xiii: Training of Career Corps
Generalists
Agreed that: "Tho Working Group on Extension Training notes
that the flow charts VI and VII inserted between
pages vii and x of the Report and paragraphs VI
and VII on page xiii are summaries of Section VI (pages
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INNIPMP ITENSION TWINING V-2 ,
SECURITY INFORMATION
.14-16) and Section VII (pages 17-18),
needing for their revision only editorial
action to reflect whatever nem form the
Career Service Coranittee may give to these
sections: therefore, this group has no
comment thereon""
b. On: Appendix DI page 31: Arrangements with Arned Forces for
Training of Professional Trainees.
it,...zsed_ that: The Working Group on Extension Training believes
that, Appendix B. does not concern this group.
On: Appendix Bs pages 20-21: List of Institutions in which
Contacts should be Estoblisheda
ITILeed that: The Working Group on Extension Training judges
that Appendix B is of primary interest to the
Working Group on Trainees, in view, hooevers of
the statement in Aopendix P, page 67, first
paragraph, concerning arranging pro rains in the
Universities, we desire to noint out that changing
conditions in extension training requirements
and facilities are such that no definite list of
extension training facilities should be mode up*
do On: Appendix Ls page 60: Advance-, Training - CIA Intelligence
School
Appendix. Ra page, 72: Greduate Training - CIA -1, iaence
School
eed that: Decision poptponed until completion of 'considera-
tion on other points. There was disagreement
among group members both as to whether this group
should express its views on the compass of the
CIA Intelligence School, and as to what methods,
if any, should be taken to obtain clarification .
on this point.
e. Ong Appendix 1,16 page 61s Language Training for Specialists
geed that.:
The Working Group on Extension Training believes
that, because of the basic importance of language
studies, the specialized needs of the Agency, and
considerations for security and conveniences a
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ZEGRer- EXTENSION TRAINING V-3
SECURITZ INFORMATION
a Oa: Section VI, pages 14-16: Training of Career Corps Specialists
Section VII,pages 17-18: Training of Career Corps Generalists
Appendix K, paces 56-i'9: Rotation Plan for Specialists
Lppendix Ns pages 52-64: Rotation Plan for Generalists
Lizs9.4 that: The Workinl Group on Extension Training believes
that the d:atinction, mentioned in the reference
between Speeialist and Generalist is not
apnlicable no the assigned tasks of this Group,
and proposes not to return to the matter unless
specifically so directed.
g. On: Apnendix PI pages 67-0: Implementation of University
&Industrial Trailing
reed that: The Working Group on Extension Training concurs
in general with the ideas of Appendix Ps but
notes certain aspects which require further study.
3a The following questions are beinL considered by the Group and are
indicative of the future actions that will be taken b7 the Group:
a. Can the Group suggest a generilly- applicable system of selection?
be Can the Group decide on how ninll training should. be arranged
by interested ofaces without leaking TO assistance?
co Can the Group decide how many Eeditional trainee slots should
be provided and under what cireuistances?
d. Can the Group decide how many peole should take training and
when?
e. Can the Group make all of its recoimendations apolicable to
the present stringent personnel si uation as well as to any
probable future situations?
Can the Group decide which trainIn should be on-the-job and
which should be formal courses?
go Can the Group decide Which training should be extra-CIA mid
which should be intrae.CIA?
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SECURITY INFORLIATI ON
VI Working Group on ROTATION
PC
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.(Chairman) CI
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(9 meetings have been held and the following summary is complete
through 11.1 December 1951)
1,, The Working Group has tentatively agreed that an individual should
serve to years with the Agency and be a GS-7 or above before he
becomes a part of the rotation system*
2, The fellowing definitions have been adopted:
A, Rotations The process of systematic designation and
Me-EIWIation of an individual to various kinds of
duty and training for the purpose of improving Nie
capacity to serve the Agencye
B* Trainin g The process of providing instruction and
prstice in intelligence and related activities ini-
tially and throughout the career of the individual in
order to develop necessary attitudes, skill e and knowl-
edge and to broaden his understanding of ?various phases
of the? activities of the Igency,
For purpose of this definitions training may take place
within the Agency or at external facilities, either in
the United States or overseas. Training my also include
designated duty other than a regular duty as-ignment for
the purpose of providing instruction and practice in activi-
ties of the Agency collateral to the regular duty assignment
of the individual*
3c The Working Group adopted the following etatemen ? concerning the
objectives of Rotation:
./ The broad objective of rotation is to improve the carecly: of
the individual toerve the en? --Sp7c-M.-67-1y, rotation
aims a the o lowing objectives:
(1) for the Agency:
(a) a more effective and more economical utilization of
the Agency's manpower,
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ROTATION VI-2
..7,F1.11.11a TY I NFORMATT,014
a method of imnroving the selection and broadening
the experience of individuals to serve in key ?
positions.
the cultivation of an "esprit de corpe" based
primarily on the reward for. Merit nrinciple.
(2) for the indiViduale
assisting him to do his present job more effectively byl
. increasing his knowledge n depth in his fieldJ
providing him with new skills, techniques and
methods of performance.
3. improving his ability to plan his work and to
direct and supervise others in ite
4. increasing his understanding of the necessary
relationships of his job te those of collateral
and higher echelons of the itency0
preparing him to undertake jobs of increasingly create'
responsibility commensurrte with ii growth potential byt
. l. broadening his understanding of the objectives of
the Agency and its mission.
2. intensifying the development of his planning)
managerial and supervisory skills.
(c) providing him more opportunity, to find the field in
which he does best.
(d). removing an individual from a. "rut".
It was agreed that .while most jobs Will fall in the category of
Generaliet or Specialist it would be nadvisable to attach these
labels to the individual,
The fact that any individual proves to be nonepromotable but ie
highly qualified at his present level and position does not necessarily
require selection out or further rotation.
6? Individuals may be rotated from a job to other assignments and baci
to the se job but not necessarily 900
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