CAREER DEVELOPMENT OF JUNIOR PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000600130009-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 9, 2016
• Document Release Date: August 14, 2000
• Sequence Number: 9
• Publication Date: May 26, 1954
• Content Type: REGULATION

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Program for
CAREER DEVELOPMENT OF JUNIOR PERSONNEL
1. GENERAL:
a. This Notice establishes the Program for Career Development of Junior
Personnel, as approved by the CIA Career Service Board, to the end
that there shall be continuously available a reservoir of individuals
extensively and intensively acquainted with Agency activities.
b. The Program is designed to provide for the systematic indoctrination
and development, through planned assignment of at least 12 months'
duration, of those junior employees who have been identified as
possessing the capacity and potential to profit from such development.
c. Implementation of the Program will be accomplished by utilization of
Junior Officer Trainee (JOT) positions. Since only a limited number
of these positions will be available for this purpose, relatively few
applicants can be chosen.
d. Application forms can be obtained from either the Office of Personnel
or the Office of Training.
2. RESPONSIBILITY:
a. Responsibility for this Program is vested in the Assistant Director
for Personnel, the Director of Training and the Head of the Career
Service having jurisdiction over the individual under consideration
as evidenced by his career designation.
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b. Selection of participants for the Program and review of their progress
will be made by a Committee for Career Development of Junior Personnel
composed of the Assistant mrector for Personnel., Chairman; the Director
of Training; and the Head of the appropriate Career Service.
3. ELIGIBILITY CRITERIA:
To be considered for entrance into the Program an individual must:
a. Have staff employee status.
b. Be between the ages of 25 and 34, inclusive.
c. Occupy a position at grade GS-7 through 12, inclusive.
d. Have at least two years prior CIA service, preferably three,
e. Have completed a training course in basic intelligence, such as BIC.
f. Possess at least a Bachelor's degree or equivalent from an accredited
college or university.
g. Agree to serve the Agency anywhere and at anytime and for any kind of
duty as determined by the needs of the Agency, full consideration being
given to particular capabilities, interests and personal circumstances.
4. PROCEDURE :
a. Application and Nomination
(1) Heads of Career Services shall nominate especially qualified indi-
viduals for the Program by requesting them to submit applications.
In addition., any staff employee who meets the eligibility criteria
may initiate an application for entrance in the Program.
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(2) Each applicant will prepare a proposed Career Development Plan as
an integral part of his application. In appropriate cases, the
individual's immediate supervisor will actively assist in the
preparation of the plan. This plan does not need prior concurrence
of those offices in which it is expected the individual will be
detailed during his participation in the Program although prior
coordination would be helpful. The Committee for Career Development
of Junior Personnel will be responsible for obtaining the necessary
concurrences.
(3) Each application will be forwarded through official channels to
the Head of the appropriate Career Service who will append his
comments and recommendations to the application. If the applicant
is officially assigned to one operating office and has a career
designation in another, the appropriate Operating Official (the
Assistant Directors of the Office of the Deputy Director (Intelligence),
the Chiefs of Administrative Offices of the Office of the Deputy
Director (Administration), the Chiefs of Senior Staffs and Area
Divisions of the Office of the Deputy Director (Plans), the Director
of Training, the Assistant Director for Communications and the
Assistant Director for Personnel) or his designee will also append
his comments and recommendations.
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offifroo"
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(4) The application will be forwarded by the Head of the Career
Service concerned to the Assistant Director for Personnel whether
the comments and recommendations are affirmative or negative.
b. Selection and review
(1) The Committee will select participants from among those whose
applications are received by the Assistant Director for Personnel.
(2) The Committee will make its review and base its selection on the
applicant's over-all suitability for the program as determined
by the following:
(a) Possession of basic eligibility qualifications.
(b) Evaluation of data in applicant's official personnel folder,
which must contain a current evaluation.
(c) Personal interview by the Committee which will include a
discussion of the applicant's proposed Career Development
Plan.
(d) Training evaluations.
(e) Assessment by the Assessment & Evaluation Staff of the Office
of Training when requested by the Committee.
(f) Any special reports which the Committee may request from the
Director of Security or Chief, Medical Staff,
a. Administration
(1) After selection,, the individual will transfer without change of
career designation to a JOT slot within the present ceiling of the
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Office of Training and will remain under the administration of
the Office of Training while participating in the Program.
(2) The Assistant Director for Personnel and the Head of the Career
Service concerned will be kept informed at all times, by the
Director of Training, of the individual's development, progress
and planned assignments.
(3) At the conclusion of the period of specialized development, the
next assignment of the individual will be considered by the
Committee for Career Development of Junior Personnel, consisting
of the Assistant Director for Personnel, Chairman; the Director
of Training; and the Head of the Career Service having jurisdiction
over the individual as evidenced by his career designation. Parti-
cipation in the program will represent no assurance to the individual
of eventual advancement, or assignment to any particular position.
FOR THE DIRECTOR OF CENTRAL INTELLIGENCE:
L. K. WHITE
Deputy Director
(Administration)
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