SELECTIVE ROTATION PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000600050015-9
• Release Decision: RIFPUB
• Original Classification: S
• Document Page Count: 10
• Document Creation Date: December 9, 2016
• Document Release Date: August 29, 2000
• Sequence Number: 15
• Publication Date: February 4, 1954
• Content Type: MEMO

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TO : Director of Can
Inte
ThRJIKiis Chairman, CIA Career 8ervi
SUBJrCTI Selective Rotation Program
Board
To establish a projrsn for
of a predetermined number of hi
?
2. ASSUMPTIONS
a. LIA will Lave a
selected, highly.qual
thoroughly acquainted
available for assignmen
as the need arises
and systematic
fled Agency
quirement for a reservoir of carefully-
, aad well-trained individuals who are
Agency activities and who mill be
to positions of increasing responsibility
Due to the specialized Agency activities, such individuals
cannot ordinarily be recruited from outside the Agency, and to
assure the existence of such a reservoir, a systematic program for
internally developing selected Agency perlonnel mast be instituted.
Co indilridUalS should be considered for this program only an the basis
of demonstrated ability and potential for intelligence work from
among Agency on-duty personnel, and no individual should be
recruited into the Agency for the specific purpose of entering the
program.
Individuals accepted for the program should be within the younger
age range, in order to allow time for full development at a
sufficiently early age.
Go Participation in the program should represent no assurance to the
individual of eventual advanoement, or assignment to any particular
position. Future assignments for individuals who have participated
in the program should depend an the requirements and circumstances
existing at the time.
one of the basic techniques to facilitate the proper development
of the type of individual desired is systematic rotation among the
various Agency components, and since an individual rotational
assignment would be of rather extended duration, such assignments
must be for productive as well an career development purposes.
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f such a program as this is to
t the responsible office
tion.
a. At the twentieth aesting of
4 February 1956 the desire
and agreed upon.
CIA Career Service Board, on
ty of such a program was discussed
h4 The present Career Development Slot system is designed primarily
for individual career development purposes, dependent upon the
needs of individual offices, and does not SOTVIN the objectives of
an Agency-wide Selective Rotation Program.
The present Junior Officer Training Program is a comparatively
short.range training program designed to attract and Whss into
the Agency yell-rounded individuals having outstanotng educational
backgrounds, and, likewise, doe* not accomplish the objectives of
a Selective Rotation Program.
DISCUSSIais
a. There is little ques
assignment to its top.
qualified and well rounded in the h
intelligence and clandestine activities,
steps now to develop such individuals Al
can recruit top-level talent from outside, th
for
are 'ell
of
y must take
other agencies
rdinarily is not
the case vith CIA because of the unique nature of the Agency's
functions. The problem of securing top-level talent is one that
is allows with us and, therefore, it is only prudent that the
matter be considered in long-renge terms and that the availability
of expertl top-level general intelligence officers in from ten to
twenty years not be left to chance.
b. There are continuously available in the
number of younger men and 'Innen with once
grounds and promising work records, Who s
for the intelligence business. It is
CIA a considerable
ational beck-
tremendous aptitude
e to select from this
group a number of the beet for a concentrated career development
effort. Another advantage in recruiting frost this group is that
the Agency has already had an opportunity to observe these
Individuals in action, and to determine their aptitude for intel-
ligence work. 'Amos the need for a program such as this is agreed
upon, there remains only the matter of selecting the desired
individuals from this group and proceeding with the implementation
of the program.
co itotation as a means for career development not a new idea. This
device has been and is being employed throng out the Agency as a
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ing skills and abilities which can best be acquired
Eowever, most of the rotation now current in the
at individual career development and deFends on the
needs of individual offices. The Selective
Rotation Program discussed here is intended to serve, need
as distinguished from*, needs of individual Agency o
the specific policies andprocedures proposed herein are designed
accordingly. For instance, since the program would be set up to
cove with an Agency" problems it is proposed that a special Table of
Organisation be established to accommodate all individuals btile
participating in the program. the program contemplates that a
participant undergo a period of rotation which would cover a period
of no more than five years, depending op the length and diversity
of the person's prior Agency service. Therefore, it is believed
that the Tib of the office originally employing the individual
should not be ificumbered with that individual while he is undergoing
rotation. To carry the, individual On the office TA) would not only
represent an unwarranted burden on the office, but would inevitably
serve as a deterrent in getting individual offices to cooerate
with the program.
Any program of this type must Z'ec4
that there are already in
whether accidentally or by
direction contemplated by the p
may at the moment exceed the maximum
considered proper for an establiebed program
Agency to take full advantage of the swollen&
and also to avoid a possible morale problem in this group, it is
believed that following the installation of the program there should
be a temporary period during which such individuals may submit their
applications and be considered. A period of approximately- one year
appears to be adequate for this purpose
e initial stages
whose careers,
the general
11 of these individuals
requironents
order for the
ty of such individuals,
e. Acceptance into the program should represent no assurance to the
individual that he will be continued in the program. Obviously,
an individual should be expected to continue high level performance
or to eliminated. The Agency can be assured of such performance
through the application of a. modified personnel evaluation report
procedure to individuals participating in the program. Offices to
which participants are assigned would complete such reports and
submit them to the Assistant Director for Personnel for review.
Participants would also be interviewed by a representative or by
representatives of the Office of Personnel on a periodic basis,
probably after the submission of the periodic evaluation report
by the office of assicnment. Corrective action would be initiated
at any time the need for such becameapparent.
Individuals who satisfactorily complete
Lost sight of by the Agency. The names
be
would
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It should e success of a progra such as that
discussed herein depends as nnh on the atmer in iich it is admini-
stered as on the blueprint or plan upon tich it is based. *rile
the mechanics or procedures underlying such a progrsn are important,
any problems related thereto can readily be resolved, provided the
office charged with tab administration of the program has been given
sufficient authority, plus the necessary staff. In this connection,
it is believed that the staffing reqUremente of the ciffice of
Personnel would have to be increased only slijhtly to assume responsi-
bility for the program. A minimum estimate woad be three positions,
two administrative and one clerical
commusica.
a. A "Selective Rotation Program t the 1o:irane
Agency requirements for wello?qualified, welluorounded individuals.
b. The mesas for implementing sudh a program are readily available
Within the Agency once a decision is node to proceed. The total
cost of such a progremwould be minimal compered with its importance
to the Agency. Funds would be required for approximately 120
positions, plus funds for an estimated three aiditional positions
far the Office of Personnel to cover administration of the program.
c. A
- group representiag a0 more than 1 per cent uf Agency strength at
any one time would be adequate for such a program, An increase of
120 in the Agency personnel ceiling would be required to accommodate
this group.
d. Responsibility for activating ould
be assigned to the Mali tact floe
would require only minor sjp1msntation for this purpose.
RECOMTMATIONSI
t is recomended that*
The prop:wed "Selective otation P
be apl. roved.
to as Tab A
b. The Assistant 1)ireotor for Personnel be authorised and ins ted to
proceed with the activation and administration of the program.
. The Agency personnel ceiling be increased bcy 120 to accommodate the
program.
!Sol C.
Director for Personnel
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TAB
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Tab A
Date $
ACTICi.; A AUTK IT;
Di
Central Intelliz;ence
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tat
provide for the steatic in
planned rotation
ave the elapse
the end that there eh
individuals both axteas
activities who will be
positions in accordance
PLAN
FfIt
Rt TA
ntify and
t through
yees who
pment, to
rvoir of
th Agency
nsible
2, 5P419141
a pro,
4aving
entrLce into the program is0
the junior professiLnal levels
in the prora. at any one time vi
percent of total Alley strength
nut be assigned to individual offices, they
to nomillate individuals for rticiatio in th
proportion to their share of total Agency stren
t group of
status, and
persons at
of persons
exceed one
quotas will
be expected
prpgram in
1 ?
b. Individuals selected for the program &al, be reassigned
to a special Table of Organisation whic shall be managed by the
Assistant Director for Persolmil.
3
a.
To be
musts1.
dared fur On
YLce into the program an
(1) Lave st&tf eployeeor s
(2) Be between the es of 25 or
(3) Cocurl a
inclusive.
(4) Have at least one year of prior IA service
other than in a labsditing status, and have successfully
completed the trial period.
(5) have completed an intensive training course in
basic intellit;ergeef suci. as the BIC.
(6) Possess at least a Bethea.ces degree, or its
equivalent from an accredited college or university.
(7) Agree to serve the Agenci wherever assigned.
t status.
inclusive.
rough C5-11
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IF
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b.year foflovitc, the date of activation
of the programs waivers may bec;rated in connection with the
ormal age and grade requirements set forth in Paragraph a above
to individuals possessing other desired q alifications.
ReS
on
5.
neibjLtty for ,
a*
e111.bi
apilica ion for
Applications sh
through channels
and oeratrg the Selective
ssistant Director for Persom
lt or staff eplyers mee 'rig the basic
set forth in karagraph 2, may submit an
ion into the Selective iiA)tation Pro6ran.
submitted on a prescribed toni and forwarded
the ApsistaA Director for ereonnel. Appli-
1*
cations must include the recommendation of the office in ilitich
the individual is employed said shall be forwarded to the -ffice
of Personnel, regardless of whether the recommeridation of the
employing office is affirmative or negative. Each applicaLtion
shall also include a rotation plan provosed by the individual
and commented upon by the office of tntert.
b. Applications received by the Assistarit Director for
Pereorei will be referred to the Rotation Selection Board for
review and recommendation. This Board As aplointed by the
Pirector of Central intelligence and c ed of one representative
of each major component (PD/Ts DO, RD As AD/Cs DM and AD/P)
with the Assistant Director for Personnels or his designees serving
as permanent chairman. The Board will make its review and base
its recomendation on the individual's over-all suitability for
the program as determined by the following
(1) Possession of baec
(2) Evaluation of data in applicant's o
personnel folder.
(3) Personal interview by the Loards which shall
include a discussion of the individual's prok,osed rotation
plan*
(L) Any special reports which the Board or the
Assistant Director for Personnel may request from the
Director of Security, the Director of Training or the
Chiefs Medical Staff*
ations.
is].
c. Follwini; receipt of a recosasr4ation from the *ovtation
Selection Boards the Assistant Director for striammel will make
a determination as to the individual's acceptability for the
program sad will advise the individual of the decision. This
advice will include an indication as to whether or not the
400'
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iJiidual as been
the rejection is
mitted at sone later
cepy of the approved rot
implementation.
6
a.
- 3 -
* and i
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assure that action is takeA to wve prticints fr oneeast gnmen t
to an,ther in accordance with previously approved plans. S1.nce the
success of the program depends almost entirely on this point,
deviation from approved plans will be the exception rather than the
rule
and all exceptions will have the personal approval of the Assista-t
Director for rersonnel
9.
Individuals partici
se: -annual basis and/or
office to which they are current
special personnel evaluation repo
W the AssistaAlt Director for Pere
rogrir l be evaluated on a
on of assignment by the
this purpose a
copleted and transmitted
Followin completion of each
periodic evaluation repk4rtk participants will be Interviewed Iv a
representative or by representatives of the Assistant Director for
ersoanel for a review of their progress. individuals who do not
demonstrate satisfactory progrees, or who otherwise become disqualified,
m' be released from the program at any time by the. Assistant Director
for Personnel, wtlo will be responsible for initiating action to terminate
the Agency efspUtrient of anyone separated for reasons warranting such
action. Participants may also be released from the procram at their
awn request, with or without prejudice, as determIA*1 by the Assistant
Director for Personnel.
10,
Individuals mai
program if, in the judgment o
promotion action is merited
-.otion, the Assistant Director
the Agency policy on promotions includ
requirements; the quality of the individual'
the pro4eam; and the recomendation of the o
away participating
t Director for Personnel,
. a participant for pro
tr onnal will olve due regard to:
aiTlicable time in grade
over-all performance in
fice of current assignment.
11,
nertIficatts showtr satisfactory completion of their presextbed
fotation Plans will be included in the personnel folders of those
i-dividuals who successfully complete the program. At tAt same time
their names will also be included in the Junior Fxecutive Inventory,
wtilch will be available for the use of top Agency officials.
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