CIA REGULATION 'CIA CAREER SERVICE PROGRAM'

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000600190050-5
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 11
• Document Creation Date: December 9, 2016
• Document Release Date: July 13, 2001
• Sequence Number: 50
• Content Type: REGULATION

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Se ytation
CIA Regulation
"CIA Closer Service Program"
The purpose of issuing this Headquarters Regulation is
a, to place on a permanent basis, conforming to the
new format and framework of CIA regulatory materiel,
the CIA Career Service Program, its structure,
authorities and responsibilities. At present this
material exists only as a staff study approved by
the DC' and issued as CIA This
proposed Headquarters Regulation is a restatement ef
text contained in the original staff study or modifi-
cations of it that have since been approved by the
Hoard,
b.
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MOT
CENTRAL IMELLIGE2rE AGENCY REGULATION
111311613.
25X1 A
CIA. CAREER SERVICE PROGRAM
A. Policy
In accordarce vd.th the basic personnel policy of the Centre
Intenigency Ageroy (See CIA Regulation paragraph 25X1 A
a Career Service Program is provided that identifies, develops,
effectively uses and rewards individuals vdako he the skins
required by CIA; motivates them toward rentlexing =rim= service
to the Agency; and eliminates from the service, in an equitable
manner, those who in spite of ibe Program fail to perform as
effective members of the organization? The Career Service Pro?
gram inoludes all staff employees and staff agents of the Central
Intelligence Agency whether on duty in headquarters or in the fie/do
Bo Purpose of the Career Service Program
The purpose of the Career Service Program is to develop people
to the fullest extent to moot present and anticipated, personnel
reeds of the Agency. In accomplishing this end, provision is
made in the program fors
10 Strengthening the selection process ty?tle establishment of a
Professional Selection Panel which advises the Assistant Direc?
tor for Persomiel regarding suitability for long term employavent
of applicants and trial service employees?
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Formal. evaluations of each ind.ividual in the Agency through
the periodic execution of a personnel evaluation report *doh
is the basic instrument of career p3anning
A Career Service Board structure advisory to responsible ?Maws
on career service matters affecting their area of activity?
Ito An executive inventory as an aid to persconsl planning for
the development arid use of executive skill throughout the
Agency.,
Rotations a process of systematic designation and redesignation
of an individual to various kinds of duty and trainire for
the purpose of improving his capacity to serve his sponsoring
organizational covenant,
Functional groups to administer Agency-4"We programs in the
career service field Bush as Honor Awards* Hazardous Duty, eta*
Procedural regulations relating to the purposes calumerated above
aril not covered herein will be lasted separatelya
Addirdetration of the Program
3., CIA Career (Jervioe Board
The Career Service Program is controlled by a CIA Career
Service Board that is responsible for providing advice to
the DCI on making CIA a better place in which to work, It
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develops policy governing the Career Service Program and
advises concerning all matters affecting Agency pereonnelo
a. Organizatiee
(1) The CIA. Career Service Board iscomposod of the
following persona*
Permanent nbtberst
Deputy Director (Plana)or Deputy
Deputy Director (Intelligence) or Dwelt'
Deputy Director (Administration) or:Deputy
Director of Training or Deputy
Assistant Director for Personnel or Deputy
Assistant Director for Communications or Deputy
Rotating Members (two at any one tine fer.staggered
terms of siz months each, there
being at all times one nominated
by the DD/I and one nominated by
the DI)/P);
Assistant Director for Current Intelligenoe
Assistant Director for Cone:4'U= and Dissemination
Assistant Director for Operatious
Assistant Director for Scientific Intelligence
Assistant Director for Reeearch and Reports
Assistant Director for National Estimates
Assistant Direbtor for Intelligence Coordination
Chief, Foreign Intelligence Staff
Chief, Political and Psychologioal Warfare Staff
Chief, ParmAlitary Operationo Staff
Chief, Technical Services LLuff
Chief, Administrattve ataff
Dmecutive Secretary - Nonrivoting
The Chairman of the Boarimill be appointed by the DCI
from among the three Deputy Directors to serve for a
term of four months* Four members of the Board 'Hill
constitute a Quorum? If a member. cannot be present,
be maybe represented by his Deputy* The Board win
(2)
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hold seheduisd monthly meetings, and agenda and
anutes of meetings be distributed to all
persons listed above.
b* Responsibilities
It is the responsibility of the CIA Career Service Board tos
(1) Develop policy gaularning the Career Service Program
for approval by the DCI and serve as his advisor on
all matters concerning the Program,
(2) Supervise and review the funotion:127g of (Office)
Career Service Boards*
(3) Establish and maintain tisa Parecutive Invesitory to be
oomposed of those persons which the Board shall from
time to time determine*
liake recommerdations for filling key positions in the
Agency Ivith personnel from the 3Itecubive Inventory.
(5) Review evaluation of personnel oontaired in the Blasoutive
Inventory and review rotation programs for their furthar
developma0
(6) Approve the allocation of Rotation Loan Slots to
(Office) Career Service Boards
(7) Supervise supporting groups or Boards for hawlhtng
apecializod functions on an .Agencyboaide baoiss, such as,
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Hazardous Duty Board, !loner Awards Beard, Professional
Selection Panel, eta., dranine on looney personnel as
necessary.
(8) P):?epare and submit aranu13r to the Del a summary of
the operation of the CIA Career Service Program.
2, The Secretariat of the CIA Career Service Board
a, Organization
The Career Development Staff of the Peraonnel Office
serves as the Secretariat of the CIA Career Serve
Board and the Chief, Career Developmarcb Staff serves
as the Itaioutive Seoretarr of the Board.
b. Responsibilities
It .411 be the responsibility of the Secretariat of the
CIA Career Service Board tot
Recommand to the CIA Career Service Board ways and
wane of iliproving- the CIA Career Service Program..
Perform all secretariat and administrative functions
for the CIA Career Service Board. Theoe include,
but are not limited to:
(a) LIEdztaitrIng master files concerned with Career
Service matters on a current basis for the
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CIA Career Service Board, inoluding agenda and
records of meetings, files of the Executive
Inventory and records of rotation loan diet
util1nation4
(b) Assiatieg(Offioe) Career Service Boards In
effecting rotation appointments.
(c) Tranamitting to the CIA Career Service Board
recommendations and periodic reports of the
(Office) Career Service Boards for consideration.
(d) Initiating and supervising such studies as are
needed to improve the Career Service Programa
(e) Submitting unresolved inter-Office Board problems
to the CIA Career Service Board for decision*
Cr) Coordinating nith the Office of Training training
arrangements and needs respecting the CIA Career
Service Program.
(g) Acting in support of Boards established by the
OIA, Career Service Board for handling specialized
functions on an Agenorvide beats.
3. Office Career Service Boards
Each staff employee and staff agent nil/ be identified with
an appropriate (Office or Staff) Career Service Board. The
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(Office) Career Service Boards are responsible for advice to
their respective chiefs on making the Office or Staff a better
place in which to work. These Boards are concerned primarily
mith implementing the Agencyle personnel policy, developing
internal personnel policy and reviewing recommendatione cow-
cerned with the careers of individuals. It is at this level
and through the functioning of these Office and Staff Boards
that the rotation, training, advancement and assignment plans
recommended for the individual are reviewed for the approval
of the Assistant Director or Office head,
a. Organization
(1)
(Office) Career Service Boards are composed of the
following persons:
Assistant Director or Staff Chief ex*officio
Three or more Staff or Division Chiefs, or
comparable high.level officials
Secretariat Non-voting. (In most cases, the
Secretariat is composed of Administrative
Personnel Officers of the Office concerned and
will perform staff support for the Board.)
(2) (Office) Career Service Boards are established in
the following units of CIA:
Office of Training
Office of Communications
Office of the Deputy Director (Plans)
Foreign Intelligence Staff
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Political and PsychologioLlWarfare Staff
?arami.litary Operations Staff
Technical Services Staff
Office of National Estimates
Office of Research and Reports
Office of Current Intelligence
Office of Scientific Intelligence
Office of Collection and Dissemination
Office of Operations
Office of Deputy Director (Adminietration)
Personnel Office
Medical Office
Office of General Services
Inspection and Security Office
Procurement and Supply Office
Office of Comptroller
b, Responsibilities
It is the responsibility of an (Office) Career Service
Board to:
(1) Serve as advisor to the Aesistant Director (or
Office head) on all matters pertaining to the
Career Service ?rogram,
(2) Direct within the Office the application and functioning
of the Career Service Program, including but not limited
to:
(a) "ft:muting relevant decisions of the CIA Career
Service Board and making: recommendations to the
CIA Career Service Board for Improvement of the
Career Service Program,
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(a)
K?1?,,orings, :',1171.ipim and elecuting the Career
enrice 'Program ot the Office concerned* including
an intra-Office rotation eyetemi and reporting
periodically to the CIA Career Service Bowe,
Reviewing 73ersonnel evaluation Reports and proposed
development plans for individuals in terse of training,
assignment, advancement, rotation and promotion*
(d) Recommending cancellation or continuance of career
development actions,
(e) Participating in the davelopmnt and
approved extra-Office rotation syetemso
(f) Snbatting semi-annual Personnel Ilvaluatlon Report
to the Sponsoring Office on each rotation appointee
from another Office?
(g) Ensuring that the rotationexcinteee detailed by
their Office to another Office are not overlooked
for warravtad promotion and eneuring that rotation
appointees received by their Office are productive
and their assignMents commensurate with the purpose
of the appointmenteo
(h) Reviewing continuously conditions of service and
duty with a view to making recommendations to the
CIA Career Service Board concerning working oonditione
and benefits that can etrengthen morale =diaereses
"esprit de corps',
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SIGNIPOIVIVED
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(1) Reviewing continuously the personnel intake of the
Office, especially at the junior professional level,
with a view to ensuring the acquisition of highly.
qualified, versatile persons with longa.range
potentiality.
(3) Supervise supporting groups or Boards as appropriate for
handling specialized functions, assigning to them Office
personnel as necessary?
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