REPORT OF THE SECRETARIAL TASK FORCE FINDINGS AND RECOMMENDATIONS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP81-00896R000100220004-0
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 64
• Document Creation Date: December 9, 2016
• Document Release Date: January 10, 2001
• Sequence Number: 4
• Publication Date: July 9, 1973
• Content Type: REPORT

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REPORT OF THE SECRETARIAL TASK FORCE
FINDINGS AND RECOMMENDATIONS
9 July 1973
I. Introduction
Through interviews with 45 personnel GS-09 and below and a visit to
the IBM Van Ness Center in Washington, the Secretarial Task Force has
determined that there are many areas in which efficiency and work productivity
can and should be improved in the Office of Training. Bringing about any
improvements, however, will require the cooperation of both management and
clerical personnel. The recommendations are not offered as cure-ails but
rather as indicators of areas that should be improved if the Office of
Training desires to function more effectively. We were not able to explore
every aspect that we had planned because of the time factor involved in
such an in-depth survey.
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II. Improving Efficiency and Productivity by Implementation of Suggestions
A. Most of the clericals have ideas for making things more efficient
in their office. They find that things are being done which could be
streamlined or eliminated. Some are able to make suggestions and changes --
but many do not for various reasons. Typicals comments have been:
"I am afraid to make suggestions because my supervisor
will think I am encroaching on his territory. I never
seem to find a proper time to approach my supervisor
because he is always so busy. I don't have time to think
about ways to improve efficiency, but I am sure things
could be improved. I gave up making suggestions because
my supervisor says, 'we have to do it this way, its been
done this way for years.' My supervisor says, 'we'll
think about that later', when I make a suggestion. I
don't make suggestions because I know they would not be
accepted and I would be out of place in making them. If
I see something which is done that isn't necessary, I
just eliminated it and no one ever knows -- if I ask
about it they will never make a decision on it. The
instructors have been around for years and aren't about to
make any changes. My supervisor listens to my suggestions
but then forgets them and doesn't follow-up."
B. The problem in some cases is that the supervisors/instructors do
not know how the office functions in terms of workload or how various tasks
are accomplished. Over a number of years many inefficiencies have crept in
because various individuals who filled the supervisory positions wanted things
done a particular way -- not necessarily the most efficient way. When the
individuals changed positions and left the office his practices and policies
continued. In other words, many practices performed today are simply carry-
overs of a previous era. They are representative of "a way" to do a job
but not necessarily the "best way."
C. When the clerical employee is unable to make suggestions that
are implemented, motivation is often lost and she feels "Why should I try?
If the supervisor doesn't care, why should I?" Inefficient practices thus
have continued for years and much time and money is wasted on these methods.
It is realized that some inefficient practices continue because they provide
a form of "make work" for the employee.
Recommendations:
1. That the top management of OTR and that each supervisor/instructor
take a critical look at everything that is done within their purview. That
those things which are determined to be of marginal use or inefficient be
eliminated or made productive.
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2. That "make work" not be done to cover up inefficiencies or merely
to keep a person busy. If a person is not busy doing productive work, then
that person should assist someone that is busy, or serious consideration
should be given to combining the job with another.
3. That the supervisors encourage and motivate each employee to make
suggestions which will improve the efficiency and productivity of the office
and that the supervisor follow through on these suggestions. The statement
that "its always been done that way" should be eliminated and never used as
a justification for a questionable procedure or technique.
4. That a suggestion program within the Office of Training be
established whereby each employee may have the opportunity to make suggestions
that will improve the efficiency and productivity of things that would be
applicable to OTR generally or specifically. If the suggestions are implemented,
the employee should receive recognition in the form of citations or monetary
awards.
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III. Communications
A. Some supervisors hesitate in being frank with clericals in the
areas of how she is performing on-the-job and where she needs improvement.
They often forget to occasionally compliment her for a job well done. The
clerical employee, in turn, is sometimes afraid or hesitant to approach the
supervisor on these matters. A wall builds up and the employee cannot
properly function in her position to the best of her capabilities.
E. Only a small number of clericals attend staff meetings within
their school or staff. About one-half of those that don't attend staff
meetings are also not briefed on pertinent items. They do not see the DTR
Staff Meeting Minutes or even the Weekly Reports. They receive what little
information they get through the "rumor mill" circuit which is often
distorted. The clericals that are not informed do not feel a part of the
Office of Training. They are hampered in performing their job and often
are embarrassed because they are not even informed of such things as Agency
organizational changes and personnel changes within their office. The
clericals that have been attending the DTR staff meeting think that this
is an excellent innovation. They feel more actively a part of OTR and that
they are better able to perform in their jobs because of the information
received and also because of management's apparent interest in them.
Recommendations:
1. That the supervisors have periodic talks with the employees
with the intention of offering constructive criticism and informing the
employee on how she is doing (keeping in mind that to compliment a job
well done is an effective tool in maintaining motivation).
2. That each school/staff chief establish specific time frames
to conduct talks with each clerical (a minimum of at least once a year).
These talks with the supervisor and the school/staff chief can
alleviate many difficulties which block the motivation of the employee.
They can be of inestimable value to the employee who feels her supervisor
doesn't like her, who lacks confidence in her work, or who has difficulties
in adjusting to her work environment.
(....1 ass, ossible clerical employees attend weekly
3. That
staff meetings n 490e W. s where this is not feasible, that the clerical
employee receive a briefing from their supervisor on pertinent data and/or
have the opportunity to read DTR staff meeting minutes and weekly reports.
Each clerical employee. on a predetermined schedule (such as once a month)
should be allowed to make contributions to the staff meeting.
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IV. Career Development and Training
A. The clericals do not know to what jobs they could logically
aspire in the Office of Training or the Agency generally and what
qualifications and training are required for progression to these
positions. Thus, they cannot determine their career aspirations. Many
have lost all aspiration and motivation because they believe that there
is no opportunity for advancement. The present personnel system does not
lend itself to fair competition for all job vacancies. Individuals are
often "pre-selected" for positions by the supervisor. Job vacancy
notices are not circulated for all vacant positions in OTR and the ones
that are circulated have no established closing date. It was reported
that recently there was a vacancy notice for a position and that when
the employee called the Personnel Branch the day after receiving the
notice she was informed that the position had already been filled. Another
recent incident that received much comment was the filling of a position
before anyone knew the position was being filled.
B. The clericals are often caught between their supervisor and the
Personnel Branch when they state that they would like to change jobs.
The supervisor does not want to lose the individual and-the Personnel
Branch only advises that they will be kept in mind when a vacancy occurs.
C. When a clerical comes into the Agency she is usually assigned
where the immediate need is with little thought to suitability to the
job. Several employees in OTR that have been on the job less than a year
do not feel suited to and challenged by their jobs and would like a
change and a chance to better use their capabilities. They are
hesitant to ask for a change, being new on the job, because they do not
want to be labeled as trouble makers.
D. There is little career counseling of the clericals by PB/TR.
Typical corunents by the clericals were: I talked to PB about changing
jobs, but am sorry I did because it might reflect badly upon me later that I want to change jobs. I talked to PB about six months ago about
changing jobs and was advised that nothing was available now but I
would be kept in mind--I've heard nothing. PB advised me that the only
way to advance was to learn shorthand, but the only jobs above my grade
that require shorthand are in the DTR's office and I am not interested
in that type position.
Training
E. The clericals do not know what training they should take to
improve their productivity and efficiency and what training to pursue
that will prepare them for future positions. Some are told they can't
be spared from the office for any training. Many are unaware that they
can be sponsored by the Agency for after-hours training and the types
of training they can take.
S.
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F. The clericals especially at the GS-6, GS-7 level feel a
definite need for training in secretarial techniques. They state that
motivation and performance on the job could be greatly improved if
they were trained in areas such as human relations, communications,
what the boss expects of the secretary, and similar subjects--but not
subjects like how to answer the telephone and how to type a memo.
Recommendations:
That OTR develop and publish personnel policies in the following
areas:
1. Meaningful career counselling on a continuing basis which should
consist of:
a. interviewing each employee GS-9 and below at least once a
year with regard to the individual's career aspirations, job
satisfaction, and training.
b. career planning by PB/TR and the OTR Clerical Panel for
each clerical including a review of the job presently being done
by the clerical and recommendations for more effective utilization
of the employee's skills. Reviewing the length of time each
individual stays in a job with a view toward ensuring that no one
remains in a job too long.
c. advising the employees what jobs they could logically
aspire to and what qualifications and training are necessary.
If possible, job descriptions for all positions below GS-11
should be available for employee perusal. These job descriptions
should include information relative to qualifications and training
required.
d. calling on the new employee a few weeks after assignment
and again in a few months to determine through conversations with
the employee and the supervisor how effectively the employee has
been placed. If mis-placed, attempt to place in a more suitable
position without prejudice to the employee.
2. A fair system for competing for job vacancies conforming to
CSC regulations and guidelines. Vacancy notices should be circulated
on all vacancies with a closing date for applying. Supervisors should
not be allowed to preselect an individual for a position. Each applicant,
or the five best qualified, should be interviewed for the position, and
the selection made on the basis of all applicable factors.
3. Counselling on training courses that are applicable to the
position they currently maintain or positions to which they aspire
within a sound career development program including information on
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training that can be Agency-sponsored--giving encouragement for self-
improvement. Establishme t f a t a ning ladder for clericals--courses
to be taken for(a vanc nt c Pa levels.) Develop plans to have
personnel enrolred in these courses at regular intervals. Establish
on-the-job training for progression through an internship or detailee
program.
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V. Promotions
A. Generally the clericals feel that the promotion system has been
fair. Some do not understand how the promotion system works and some
commented that it is perhaps unfair that each supervisor looks at the
time on the job before promotion differently. Some are promoted after
three months on the job and some wait a year or so. Many clericals
do not feel free to ask questions about promotions and supervisors
often consider the subject taboo. There were some that were not told
the grade of the slot by the supervisor or by PB/TR and they learned
this from someone else in the office. In a few instances the clericals
did not know what slot they encumber and even if there is chance for
promotion in that position. These uncertainties create anxiety on the
part of the clericals.
Recommendations:
1. That each clerical should be advised of the grade of the
position she is being assigned to upon entering OTR by PB/TR.
2. That the Clerical Panel review each clerical after six months
on a new job, then periodically until promotion and PB/TR should talk
with each supervisor to ensure that the supervisor does not overlook ..
promotion possibilities.
3. That promotion procedures be published to insure a bilateral
understanding of both employee and supervisor.
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VI Fitness Reports
Some of the clericals feel that the Fitness Reports are a popularity
contest and that the rating depends on how one gets along with the boss.
In some cases they are told the supervisor is one person and then another
person writes the FR. There are cases of long-distance supervision; e.g.,
the supervisor is not a person whom the individual works for directly or
with on a daily basis. The supervisor is totally removed from daily
contact with the person on whom they write the FR. There are a few
instances where individuals have been surprised with a poor FR without
benefit of prior consultation on what was wrong.
Recommendations:
1. That the person who actually does the supervising should also
write the FR.
2. That long-distance supervision be eliminated.
3. That all OTR supervisors be reminded, perhaps through an
Instruction or Notice that employees are not to be surprised with a
poor FR unless,they have been previously counselled on the problem.
4. That proper grievance procedures be published, i.e. whether or
not the employee must sign the FR when they do not agree with it, and
what steps the employee can take if they believe unfair practices are
being followed.
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VII: Miscellaneous Recommendations:
A. Supplies - Getting supplies as needed from the supply room has
been a problem for everyone. Among the most recent items out of stock
for more than just a few days were: government bond paper, pens, pulp
STATINTL bags, envelopes, and boxes. has discussed this matter with
STATINTL
STATINTL "".'? y""" L1e Person- s re uest. The clericals, however,
are not aware that they should go to as in the past they
have been told to write their requests on the requisition board in the
STATINTL supply room. Perhaps a sign could be placed in the supply room that
should b
STATINTL
e contacted if they are unable to get needed supplies.
A number of the Training Assistants spend a lot of time cleaning black-
boards and vacuuming rugs and floors because of the amount of chalk dust
left by standard erasers and chalk. In the past an individual was even
paid overtime to perform these cleaning tasks. Clerical Training has
procured dustless chalk and foam erasers which alleviate the constant
clean-up problems. It is recommended that a supply of the erasers and
chalk be purchased for use in all OTR classrooms.
B. OTR Orientation - Without exception those interviewed said that
the Orientation was beneficial and definitely should be held for new
personnel in OTR and periodically for everyone in order to update their
general knowledge of the workings of each School and Staff.
C. Tour of Since there has not been ?
f p s
o
STATINTL
,~>a - - -- r--~~??~ Ali Fyn t4u-Le a new clericals who have not been and
would like to go with the dual objecti
f
ve o
better understanding the
function of that activity and of meeting some of the personnel with whom
they deal over the phone in carrying out their daily jobs. It is
recommended that PB/TR organize such a tour as soon as possible.
D. Addition to Form 73, Request for Internal T
i
i
ra
n
ng - A
substantial number of training assistants spend several hours before each
course in locating room numbers for sending out pre-course work. The
telephone book is always out of date and DDO numbers are not listed. The
individual student's room number and phone number are not contained on
the Form 73. It is therefore recommended that the form be revised to
include a section for this information. In the meantime a Special Bulletin
might be sent out asking that this information be included until the form
can be revised.
E. Survey of Files - Files seem to be a problem throughout OTR.
There is a duplication of files, and materials are kept which could be
destroyed or retired to Records Center. The clericals readily admit that
they do not have the expertise and very often the authority to deal with
the problem. It is recommended that the OTR Records Management Officer
perform a records survey of each office in OTR offering guidelines and
recommendations as to what materials can be destroyed or retired,
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procedures for retirement of records, suggestions on ways to improve the
filing system and eliminating duplicate files. The records management
courses were good but could not, of course, get into specifics pertinent
to each office and very few clericals attended from OTR. The courses
did teach the methods of performing a records survey in an office which
were geared to the RMO. Incorporated as part of this survey should be
an inspection of vaulted areas and recommendations for better utilization
of such areas with an emphasis toward eliminating unclassified materials.
F. Overtime - Not everyone who works extra hours is paid overtime.
This creates a hardship on the clericals. In many instances the
clerical is not working so much as waiting for the supervisor to come
back to the office or get out of a meeting. Sometimes the supervisor
gives the clerical nothing to do until the end of the day. It is
recommended that OTR publish specific guidelines on working hours and
payment either in overtime compensation or compensatory time off for
extra time spent in the office.
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VIII. The Centralization of Like Tasks ~9
A. Effective Utilization of Employee Resources
1. There is no rotation of the clericals within the schools or
staffs to enable one to learn another job and to afford a change. The
Training Assistants are assigned to the same courses all the time.
The consensus of those interviewed was that once you learn a specific
job it loses its challenge unless additional responsibilities can be
assumed. There is presently little opportunity of one assuming
greater responsibilities; such as, assuming some of the supportative
tasks the supervisor performs on a routine basis. The only way to
have a change of what one does is to actually change positions. The
supervisor/instructor should look for tasks which they perform that
the clericals could assume to make her job more challenging and to
relieve the supervisor of the burden of routine tasks, so that he
may in turn spend more time on important matters.
2. The workload of each individual depends on many factors.
In the case of the Training Assistants it depends on how often the
courses run, the length of the course, the amount-of handout and
student kit materials, the number of guest speakers, and other
variables. Examination indicates that clerical workload can be
'defined in two terms--peaks and lulls--thus the work varies on a day
to day basis. Some of the clericals help others in the office then
they themselves are not busy--some do not--it is essentially up to
the individual. Some would rather be busy all of the time and assist
others. Then there are those that will do only the work assigned to
them not caring that they don't put in a full day's work. They
become lackadaisical in their jobs, having lost initiative and
motivation. There is a feeling that an employee is not recognized
for having done "more than her own job, so why bother?"
.:. 3. There is a tremendous waste of manpower due to the fact that
total employee resources are not utilized all of the time. By the
centralization of like tasks employee resources can be more efficiently
managed.
B. Effective Utilization of Equipment
1. The Task Force found that every school and staff can in
varying degrees make use of machinery such as the IBM MCST or the
Savin. The Training Assistants, e.g., spend approximately 50 per
cent of their time typing student kit materials, handouts, schedules
and similar materials.
2. At present OTR has on a rental basis one MCST, two Savins,
and three Savin baseplates. On order or in process of being ordered--
one Savin and two Savin baseplates. Rental costs per month:
MCST - $225.00, Savin - $122.50, Savin baseplates - $39.20 ea. They
are located as follows: one Savin, one-.baseplate - ISS, one Savin,
two baseplates - 2E-49 Hqs., 1 MCST - SIWA. The MCST has previously
been located in OTR Log., EA/Plans, and OS.
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3. Effective scheduling for the optimum use of these machines
is not possible without centralization. Without centralization problems
that have to be resolved are as follows: How will the machines be
located? When one office wants to use a machine another office may
also want to use it at the same time. Who will decide who can use
them at specified times? When the machines are located in areas
separate from the office, it is difficult to leave the office long
enough to make use of them. When the machines are used at the desk
other duties interrupt the typing.
4. As far as the Task Force was able to determine, no record
has been kept of the number of hours the machines have been used.
At 2E-49, e.g., the Savin machine seems to be used mainly for routine
typing duties--while individuals at CoC could more efficiently use
the machine for material that is constantly being updated or that
which is repetitive. Two Savin baseplates are located in the 2E-49
office, but one secretary is out for an extended period of time.
Consequently OTR is paying the baseplate rental fee and Mine baseplate
is not being used.
5. Centralization of these machines into a Word Processing
Center where they would be utilized 100 per cent of the time would
be cost effective. Without, centralization these costly machines
will be used little.
C. The Word Processing Concept
1. IBM utilizes a system of centralization of the same tasks.
The Task Force believes that such a system is feasible and cost
effective for OTR.
2. At IBM all of the typing is done in a Word Processing Center
by correspondence secretaries. They receive all material for typing
via dictaphones. Seven typists serve approximately 175 managers and
salesmen and occasionally do typing for up to 500. The managers and
salesmen have the capability for dictating directly to machines in the
Word Processing Center using their telephones. The typing is done on
a first come first served basis; however, a priority system is
feasible such as is used at the Bureau of Narcotics and Dangerous
Drugs' Word Processing Center. Most of the typing at IBM is.done in
final copy but some draftsare prepared. Each correspondence secretary
operates a Magnetic Card Selectric Typewriter (MCST) or a Magnetic
Tape Selectric Typewriter (ATST). They are well versed in language
arts. The correspondence secretaries freed from interruptions of
telephone and administrative activities are able to perform their
typing duties effectively.
3. Administrative secretaries function in the management and
sales area at IBM. These administrative secretaries do no typing or
phone answering. Their duties consist of handling the mail, filing,
maintaining appointments, and other administrative type duties. An
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example is that in a section at IBM there is one administrative
secretary for twenty salesmen. With centralization in OTR the
files would be kept centrally in each school/staff by the admin-
istrative secretary. This would allow streamlining of the filing
system and eliminate the present duplication of files.
4. The correspondence and administrative,secretaries at
IBM are equal in salary and prestige in their jobs. The primary
dividing line is that of typing versus non-typing responsibilities.
The correspondence secretaries are highly trained in the use of
the machinery and take pride in their work since their signature
goes at the bottom of the routing sheet when a job is finished.
5. If a Word Processing Center is set up in OTR, it may
prove cost effective to locate our reproduction facilities with
the Center. Xeroxing is not presently a service performed by
OTR Logistics. Each individual xeroxes her own material. Much
time is wasted in waiting for someone to finish with the machine
or in going to use the machine and having to return later because
of the number of people waiting to use it. Xeroxing should be
done by one person, thus eliminating wasted time.' Materials are
presently reproduced by whatever method the supervisor prefers.
No consideration is generally given to the cost factor. By
locating reproduction facilities with the Word Processing Center (WPC)
the supervisor of the WPC world determine the most efficient and
cost-saving reproduction method of the materials typed at the Center.
6. Although IBM can best provide consultation in setting up
centralized systems, the following should be considered for a WPC.
a. Supervisors should receive training on proper dictation
techniques. In fact, this was mentioned by many clericals whose
shorthand capability is not being used. They feel that if the
supervisor knew the proper technique for dictating they might
dictate more. As much material as possible should be put onto
dictaphone belts. It is realized that some material will be
revisions of kit materials and student handouts and these can
be typed from the basic document. Various reports that the
supervisor can best think out in long hand or through a series
of drafts can be dictated onto a belt by the administrative
secretary if the material is difficult to read. It can then
be given to the WPC for typing.
b. As much typing as possible should be sent to the WPC
for effective utilization of equipment and personnel. Ideally,
the majority of typing should be done in the WPC--at IBM all
typing is done at the Center to maintain the Center's integrity.
c. Personnel who will work in the WPC must be adequately
trained in language arts, in the use of the machines, and in
machine transcription.
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d. There should be a supervisor of the WPC at a grade
level higher than the correspondence secretaries but not at
such a level that she is not interested or knowledgeable of
this type of work. She would receive all material for typing
and would be responsible for setting priorities and assigning
work. She would be responsible for standardizing and stream-
lining procedures and would keep up on latest developments
in machines, equipment, supplies, and techniques.
e. Standard Operating Procedures (SOPs) should be set
up for the preparation of materials. Schedules and other
materials will be more efficiently produced if standardized
somewhat.
f. A system of rotation can be set up whereby personnel
can rotate between the WPC and other positions, such as the
administrative secretary positions. This would avoid boredom
and stagnation that results in having the same job for years.
It might be feasible for one OTR clerical instructor to be
trained completely in machine usage so that she can train
those rotating into the WFC.
D. Telephone Answering Center
1. At IBM telephone calls for approximately 350 people are
handled by a central unit of three receptionists. These receptionists
have no other responsibilities. A board mounted in front of them
indicates whether a person is in or out of his office. In addition,
the receptionists are advised by individuals as to when they will be
back in the office if they are going out for any length of time.
Although the Task Force did not explore this system fully, observa-
tion left the impression that the system is very efficient. This
system relieves both the correspondence and administrative secretaries
from phone responsibilities so they are able to perform their jobs
with a minimum of interruptions. Observation indicates that with
minor changes in office operating procedures the system would be
applicable to OTR. One similarity noted was that their salesmen,
not dissimilar to OTR instructors, are often out of the office in
the performance of their duties.
2. In OTR schools and staffs the telephones are not centralized
and it is difficult to provide coverage when clericals are out.
Isolated offices with a clerical workforce of one or two have
problems in telephone coverage when they are out of the office.
During the interviews many clericals mentioned that they receive
innumerable phone calls from people who don't know what office in
OTR they should call or who just need a simple question answeeed
such as when a particular course starts. A central answering
service could have at hand various information such as course dates,
who handles which courses, who handles registrations, and similar
information and therefore could answer many of the simple questions
or connect the caller directly with the person that could answer
the question.
Approved For Relea '2UOi70'37( G1d=RDP81- 0896 100220004-0
Ii YY d 9.07 ~{ 6 i:. r t 6. \ Y wwr n.i ... { d ys v13. V~ 1
 I Y-/~Jail :Y'`.aal qJ ~~. d a ,... ~ ny li . .a Y+1. - 1.y
Approved For ReIse 2001/03/04: CIA-RDP81-00846R000100220004-0
E. Training Assistance Center
1. As a further centralization of like tasks the Training
Assistant function could be centralized. Lower graded personnel
(GS-3/4) would handle, e.g., kit assembly, kit disassembly, sending
out pre-course materials, procuring name plates, and miscellaneous
other duties as required. Higher graded personnel (GS-8/9) would
assist the instructor and perform as a course manager. The course
managers would handle or assist in handling such items as: contacting
guest speakers, arranging for audio/visual aids, preparation of
schedules, presentation of administrative briefings, preparation of
course reports. They would be able to perform duties for any course
as required.
2. SOPs for each course would be required.
3. A.supervisor would oversee all facets of the Center
and would perform duties such as: assigning courses to the course
managers and work to the kit assemblers, streamlining and
standardizing procedures, keeping abreast of modern technology,
training new employees, supervising the central telephone
receptionists. (Note: the GS-3/4 kit assemblers could rotate
.with and fill in for the telephone receptionists.)
4. If the Training Assistants function does not prove to
be feasible by being located in a central point, an alternate
would be to have the Training Assistants'Each school work as a
team; each with the ability to perform the duties for any course.
Approved For Rel
3ad:i 3 1R. 1
F ~4Q100220004-0
iM'
 x R ~ ~~y t :-E; :r` ~ USE U i
Approved For Ref se 2001/03/04: CIA-RDP81-00 6R000100220004-0
F. Summary
1. The office today is in a state of transition because
of advances in office technology. By the centralization of like
tasks employee resources and advanced equipment can be efficiently
and productively utilized.
2. Word Processing should not be considered as just a typing
process, a typing pool, for`secretaries only, or a design to reduce
secretarial support. Word Processing is an approach to an important,
essential, and costly operation which should be a composite of the
following: qualified personnel; a systematic approach to communi-
cations; an easier, faster, and more economical way to handle all
information and data; a program involving all employees including
management, administrative, and secretarial; tasks grouped into
functional areas for streamlining performance. Effective job
streamlining is essential for each operation within the system and
unimportant tasks or duplication of effort should be eliminated.
A word processing secretary in either the correspondence or
administrative function should have the ability to formulate
improved methods and procedures for office work and construct work
flow systems.
STATINTL
Approved For Release 2001/03/04: CIA-RDP81-00896R000100220004-0
v+1.,
 UL)
Approved For Reese 2001/03/04: CIA-RDP81-0006R000100220004-0
Without actually doing a work-time study which we did not have time
to pursue, it was difficult to get a true picture of the workload of
each person interviewed. Some were very frank with workload information
and others were not. The following will perhaps provide some insight
into this matter.
Support School
SUS presently has five training assistants, all GS-06 slots. Two
are located in MTF, two in AT, and one in CTF. Both training assistants
in MTF have a very light workload. The training assistants in AT are
busier but neither have full-time jobs. The training assistant for CTF
spends about 75% of her time on duties for clerical induction.' If
clerical orientation is separated from induction and moved to CoC, she
will have little of her former responsibilities to perform. She will,
however, then have the time to assume the normal training assistant
duties for clerical orientation training which the instructors have
heretofore been performing. A total of three training assistants for
SUS should be sufficient.
Career Training Program
CTP presently has two secretary-steno positions--one a GS-07.slot
and one a GS-06 slot, and one GS-09, Training Assistant. It appears
here that each has a full-time job. A large percentage of time is spent
typing and if typing were done in a Word Processing Center, the clerical
staff here might be reduced to one. It should be noted that the GS-06
Secretary-Steno position is filled by a Clerk-Typist.
Operations School
OS has the following slots and positions: three GS-07, Secretary-
Stenos; one GS-07, Training Assistant; one GS-06, Training Assistant;
one GS-09, Training Assistant; and one GS-05, Clerk Typist position.
The last position is vacant and has been for a considerable time.
One GS-07 Secretary-Steno serves as secretary to the C/OS. She
does not have a full workload. She previously handled the guest
STATINTL speakers for - This function is now handled by the Guest Speaker
STATINTL Coordinator. She performs training assistant duties for the IRRR and
the IR Fam which are being transferred to_ With these being
transferred, the job will be diminished even further in responsibilities.
Approved For Release 2d't3M, `,,tIA-RDP81-00896R000100220004-0
 EYES OHIY
Approved For Rise 2001/03/04: CIA-RDP81-0M6R000100220004-0
The office is extremely busy during the running of the course and
then spends between course time keeping things up to date. It appears
that, like other Training Assistants, they are totally busy or 100%
gainfully employed only during the running of the course and shortly
before and after it. Much work seems to be done because "someone might
want it, not because someone wants it now."
Executive Assistant
The GS-5 position (Accounting Clerk) in the Budget Office does
not carry a full work load nor does the GS-6 (Clerk-steno) position
in EA/P. No determination has made about the workload of the other
positions.
Lan ua e School
Here it was difficult to ascertain workload. They all indicated
that they were busy. The Library positions appear to be extremely busy
and possibly they could use assistance.
Instructional Support Staff
STATINTL position (GS-5, clerk typist) consists mainly of
xeroxing a faxitastical number of announcements of external courses and
mailing these to various parts of the Agency. They have tried to get
additional copies of the announcements from the sender agencies but this
has not been possible. There should be a more efficient method of
distributing these announcements within the Agency. Perhaps a training
bulletin board could be located in each Agency building.
STATINTL
position (GS-5, clerk-steno) consists mainly of
typing--75 - 80 % of herr-time is spent typing. (Note: this typing could
be done centrally.)
STATINTL
STATINTL
indicated that he could assume additional responsibilities.
He is in a GS-9 Training Assistant position.
(GS-5, clerk typist) appears to have a very light
work load. She sometimes performs typing duties for others in ISS.
No determination has made of the workload of the other positions
in ISS.
Approved For Release 200 V411 -RDP81-00896R000100220004-0
 ry 5r 1?"~
Approved For Rase 2001/03/04: CIA-RDP81-00996R000100220004-0
Centralization of Library Services
1. The holdings of the various libraries and library materials in
OTR should be centralized, thus effecting a reduction in personnel and
providing better service to the "customer." In addition to the OTR Library,
the Language School Library, and the Operations School Library -- SIWA, SUS,
Senior Seminar, and Clerical Training also have materials. The Audio Aids
branch also provides a loan service on films. There are those that maintain
"individual libraries" in their offices because of convenience and the
central concept when the OTR Library was set up is not being maintained.
2. The holdings, except for Language School, are not being used to the
extent that they should be. The Operations School Library is rarely used
and most of the materials are outdated. Personnel do not know which library
to go to for what they want.
3. Five clerical personnel work in the libraries and one in Audio
Aids performs a similar service. Slotting is as follows: OTR Library 1 GS-09
and 1 GS-05; Language School Library 1 GS-07 and 1 GS-05; Operations School
Library 1 GS-09. The Language School Library is the busiest, handling the
most customers and has lower graded personnel than the others. With
centralization, the number of personnel could certainly'be reduced.
Approved For Release 2t.1~03104 ?CIA-RDP81-00896R000100220004-0
 Approved For Reisdse 200191?4 :CIA-RDP81-0086SR000100220004-0
NAME:
STATINTL
OFFICE: Support School
CAREER ASPIRATIONS: Susan aspires to be in a more active position which will
provide her with an avenue through which to gain a broader
and better understanding of the Agency. Primarily she wants
to make use of her skills so that she does not forget them.
TRAINING
DESIRED:
The training she would like isn't related to her present
position. She would like to study a language (maybe Swedish
with an eye toward an overseas assignment when she is 21. She
is interested in training in the realm of Comrmunications,
Human Relations, Management, etc.
Approved For Release 2001 /$~1t 4 : M DP81-00896R000100220004-0
L~~ July 1973
 EYES ONLY
Approved For RelWse 2001/03/04: CIA-RDP81-00W6R000100220004-0
STATINTL
OFFICE: Support School
CAREER ASPIRATIONS: Cheryl indicated an interest in remaining within the Office
of Training for at least several more years. She said that
she feels this Office offers a good overview of the entire
Agency. However, Cheryl likes accounting, which is the
primary reason why she wanted to work in OF. She doesn't
know what OTR has to offer in terms of finance-oriented
jobs (e.g. ISS, or B&F) but would be interested if one came
along. Another of her career aspirations is to eventually
work in an OP environment - perhaps advising new EOD's.
TRAINING
DESIRED: Cheryl was reluctant to offer any suggestions in areas where
she might be trained - her reason being that she doesn't
know where she will work next, and what courses would benefit
her the most. Apparently, she wanted to take a CSC course
and was turned down which "turned her off" to asking for
further sponsorhip. However, she did comment that she
thought every admin-type should have some training on either
the Savin or the MCST machines. She would be interested in
attending any kind of training in the Communications or
Human Relations category.
Approved For Release 2001/03&I P81-008968000100220004-0
July 1973
 LiL WiL.1
Approved For Release 2001/03/04: CIA-RDP81-00806R000100220004-0
OFFICE: Support School
STATINTL
CAREER ASPIRATIONS: Dottie would like to stay within the Office of Training, but
not necessarily within the Support School. She has only been
in OTR about a year and does not claim to have a feel for
what the other Schools and Staffs are doing or have to offer
in terms of secretarial jobs. One of the primary reasons
Dottie offered as to why she has considered seeking another
position in OTR, is that in Support School as it is
currently structured, the number of training assistants out
weigh by far the actual workload. Dottie, however, enjoys
being a secretary/training assistant and wants to continue
along these lines.
TRAINING
DESIRED: Dottie attended the 1-day OTR Orientation course, but has
not participated in any other courses. External training
or after-hours training is not desired because she has a
young son to care for. Dottie is interested, if possible,
in attending the ADP Orientation, the CSC English course,
and in learning how to operate either the Savin or the
MCST machine if she were put in a job which required this
knowledge.
Approved For Release 200k ;, 4g -RDP81-00896R000100220004-0
July 1973
 Approved For Relea 2001/03/04: CIA-RDP81-008968000100220004-0
EYES C LY
OFFICE: Career Training Program
CAREER ASPIRATIONS: Tina's future career aspirations are related to personnel
work, such as an appointment clerk (jobs like this one are
in CSB/OP). As a more immediate position move, she is
interested in rotating into the CTP/Personnel slot if it
becomes available. Tina apparently doesn't feel that she
has been in her current job too long, but is not adverse to
change.
TRAINING
DESIRED:
Tina has not attended any training, either internally or
externally, except for the 1-day OTR Orientation. She is
interested in personnel/human relations types of training.
EYES 1,14L'
Approved For Release 2001/03/04: CIA-RDP81-00896) 990j1cj 220004-0
 Approved For Ruse 2(p / UIA-RDP81-0086R0001 00220004-0
NAME: STATINTL
OFFICE.: Support School
CAREER ASPIRATIONS: Sarah feels that her present job is not challenging. She
stated that there is not much work to do in the course of
a work day and that she would definitely like a change.
She claims that she does not know enough about other
secretarial jobs within the Office of Training to be able
to indicate a preference. If there were an opportunity for
a job at M she might be interested.
STATINTL
TRAINING
DESIRED:
Sarah has attended the Administrative Procedures Course,
Field Administration, Trends and Highlights, and the OTR
Orientation. She is interested in attending the Records
Management Courses if continued.
Approved For Release 2001/~ d : I DP81-008968000100220004-0
 EYES DNS Y
Approved For Reivase 2001/03/04: CIA-RDP81-00496R000100220004-0
OFFICE: Logistics Branch/OTR
STATINTL
CAREER ASPIRATIONS: James immediate career aspirations are to progress within
his current office. His future job aspirations are to move
into the audio/visual section of OTR, or work as an
"apprentice" in the art shop. He wants to remain in OTR.
TRAINING
DESIRED: James is more than willing to take any training that would
prepare him to move into another type of job than is
currently available to him in his'present position. As
soon as he can determine where his future career possibilities
} are, he intends to take after-hours training to gain whatever
additional knowledge will be essential to qualify him for
advancement within the Office of Training.
~r
Approved For Release 2001/0 11 . XDP81-00896R09pq?9004-0
 i ii
L~
Approved For Rase 2001/03/04: CIA-RDP81-00096R000100220004-0
STATINTL
NAME:
OFFICE: Logistics Branch/OTR
CAREER ASPIRATIONS: Jerry would very much like to move out of his present
position into a slot that would afford him more job
STATINTL satisfaction and an opportuni for advancement. He is
willing to take a position atM or to try his hand at
any other job that is offered to him. His current job
is not challenging and does not provide him any avenues
for the improvement of his career status.
TRAINING
DESIRED: Jerry is willing to take any necessary training to better
equip him to handle another position.
Approved For Release 200f /pJ&40,%X-RDP81-00896R0dO41D02O004-0
 Approved For Release 2001/03EIfCr& ~t`~)P81-00896R000100220004-0
F~'-
STATINTL
NAME:
OFFICE: Personnel Branch/OTR
CAREER ASPIRATIONS: Sandy would like to progress to positions other than
secretarial, such as a personnel assistant.
TRAINING
DESIRED:
Sandy attended the OTR Orientation. She has inquired
about courses given by the Office of Personnel - in personnel
procedures and this is being pursued. She is also
interested in external courses in sociology and
psychology.
Approved For Release 2001/03/04: CIA-RDP81-00896R000100220004-0
EYES 43N~"L 1 July 1()7?
 Approved For Relse 2004Q .-RDP81-008968000100220004-0
STATINTL
NAME:
OFFICE: Logistics Branch/OTR
CAREER ASPIRATIONS: Sam desires only to continue in his present job with
the hope that it would be upgraded to a GS-07.
TRAINING
DESIRED: None taken and none desired.
Approved For Release 2001/03/04: CIA-RDP81-00896R000100220004-0
EYES Utll
July 1973
 C ,ry4 t!tC F k
Approved For Release 2001:/ IA-RDP81-00&6R0001 00220004-0
OFFICE: Operations School
STATINTL
CAREER ASPIRATIONS: Cheryl has already talked to PB/TR about changing to a
new position with more advancement potential. She said
that her current job is not challenging. She plans to
continue working and likes working in the Office of Training.c
Her interests are mainly in secretarial and training
assistant type work.
TRAINING
DESIRED:
Cheryl took an external shorthand course and passed the
CSC test but she was unable to pass the Agency's qualification
test. She is thinking about attending another shorthand
course or would like to attend the Clerical Training Faculty's
in-house refresher course in shorthand. She would also
like to attend the Trends and Highlights course.
Approved For Release 2001 in*iJnA 4IRDP81-00896R000100220004-0
#i;i~.1 July 1973
 Approved For ReI se 2001/03704 : C A~-RDP81-00806R000100220004-0
WIE : STATINTL
OFFICE: Operations School
CAREER ASPIRATIONS: Jerri passed the Agency shorthand test in November 1972.
She has been told that she is now the Secretary-Stem, GS-07,
position in the office. She would, therefore, like to
remain at present where she is since she feels there is
opportunity for promotion. Jerri says that she is interested
in secretarial or administrative work rather than strictly
training assistant duties.
TRAINING
DESIRED:
Jerri took the Speed Reading course internally. She would
like to attend the Trends and Highlights course and the
Secretarial Techniques course given by CSC.
Approved For Release 2001 [( / j4 f ( RDP81-00896R000100220004-0
at,
July 1973
 EYES 0. L`'1
Approved For Re se 2001/03/04: CIA-RDP81-008NR000100220004-0
STATINTL
OFFICE: Operations School
CAREER ASPIRATIONS: Pat is not certain what jobs she could logically aspire
to within the Office of Training. She is interested in
continuing in the secretarial field or getting into a
Personnel job where she could do research.
TRAINING
DESIRED: Pat has attended the Operations Support, Field Finance and
Logistics, IRRR, and shorthand refresher courses. She
was also sponsored for English Composition by the Agency.
She would like to attend the Trends and Highlights course,
CIA Today and Tomorrow, Basic Country Survey of USSR, and
a course in Effective Listening. If the grade limitations
are removed from the Office Management Seminar, she would
like to participate in it.
rc% 5?!
V
Approved For Release 2 1/c4 ~a IA-RDP81-00896R000100220004-0
July 1973
 Approved For Ruse 2001/0YDP81-0086R000100220004-0
STATINTL
OFFICE: Language School
CAREER ASPIRATIONS: Karen in interested in an administrative assistant
job, but she doesn't know what is available along this
line in the Office of Training.
TRAINING
DESIRED:
Internally, Karen attended the Introduction to Intelligence
and the OTR Orientation course. Externally, she was
sponsored for English Composition.
Karen would like to participate in the Trends and Highlights
course, Records Management, CIA Today and Tomorrow, and the
Office Management Course (if the grade restrictions were
lowered).
Approved For Release 2001/03/04: JAS DP81-00896R000100220004-0
 EYES C11EY
Approved For Rese 2001/03/04.: CIA-RDP81-00806R000100220004-0
STATINTL
OFFICE: Language School
CAREER ASPIRATIONS: Sherry does not have any specific career aspirations. She
is contented where she is and after she has been in her
present position for two years or more she would desire a
rotation, probably within Language School as a training
assistant or some other secretarial-oriented position.
TRAINING
DESIRED: Sherry was sponsored to attend an Adult Education course
in shorthand. She did not like the course. She is very
interested in trying Steno-type if the Agency will sponsor
her for it. Her reasoning in trying Steno-type is that she
likes to type and therefore could probably grasp that form
of note taking easier than the Gregg method of shorthand.
,~P81-00896R000100220004-0
Approved For Release 2001/03~-SC
..
 '{
Approved For Ruse 2001/03 IBCj~ P81-008NR000100220004-0
NAME: STATINTL
OFFICE: Language School
CAREER ASPIRATIONS: Mary Ann is very happy in her present position. She feels
fortunate to have obtained a GS-07 since she never passed
either her typing or shorthand testing. She would like to
remain where she is.
TRAINING
DESIRED:
Mary Ann has attended Administrative Procedures, ADP
Orientation, Records Management, and would like to attend
the Trends and Highlights course. She is thinking about
returning to take some refresher training in either typing
or shorthand but has not decided whether they will actually
benefit her in her future career within the Agency.
/b
Approved For Release 2001/03 IA..RdP81-008991 0i40220004.0
 Approved For Re se 200419t AN
-RDP81-00006R000100220004-0
STATINTL
OFFICE: Language School
CAREER ASPIRATIONS: Kitty likes her job in Language School. She has just
recently been assigned a new position so she has no desire
to move at the present time. Her "career aspirations"
entail staying within OTR and working over a period of
time in different training assistant jobs in various schools.
Kitty did not pass either the Agency typing or shorthand
testing.
TRAINING
DESIRED: Kitty was traine-1 in the operation of the MCST machine and
would like additional training on the Savin machine. She
would like to take refresher courses in typing and
shorthand in the hope of passing the qualifications testing.
Approved For Release 200g 1 04 f -RDP81-00896R000100220004-0
ti` July 1973
 Approved For Release 2001 /03/EVE IR I J P81-006R0001 00220004-0
NAME: STATINTL
OFFICE: Career Training Program
CAREER ASPIRATIONS: Karen does not feel that she has been in her present
job too long in terms of time but would be interested
in a change if an opportunity became available. She
STATINTL would be interested in an assignment at_ Karen
indicated an interest in trying her hand at some type
of art or graphic work. She has previously done some
of this (making charts) when she worked in the Office of
Personnel. Karen wonders if there is a trainee-type
position available either in the Office of Training or
elsewhere in the Agency in this particular field. She
says she would be willing to begin by doing even the
routine tasks involved in art work.
TRAINING
DESIRED:
Karen has not taken any internal training courses. She did
take shorthand externally but did not pass the Agency
test. Additionally, she participated in the one-day
OTR Orientation course.
Approved For Release 2001415:n
001/ J/ I LP81-00896R000100220004-0
July 1.973
 EYES (ThIY
Approved For RehWse 2001/03/04: CIA-RDP81-00 96R000100220004-0
NAME:
OFFICE: Executive Assistant/OTR
STATINTL
CAREER ASPIRATIONS: Janet likes secretarial work and she likes her present
position. Janet plans to stay within the Office of Training
and would like to either obtain one additional grade in
her present position or to move into a slot which would
offer her some "head room" for promotion.
TRAINING
DESIRED:
Janet has not attended any external or internal training.
She would like to attend the Office Management Seminar, but
cannot, due to the present grade limitations set on that
course.
Approved For Release 2001 /O 4 . G W- 20004-0
 EYES ONLY
Approved For Release 2001/03/04: CIA-RDP81-00806R000100220004-0
OFFICE: School of Intelligence and World Affairs
STATINTL
CAREER ASPIRATIONS: Alice likes secretarial work and is contented in her
present assignment. However, Her "career aspirations"
appear to be to advance into a position that would afford
her the opportunity to be promoted to a GS-07.
TRAINING
DESIRED:
Alice is interested in training that is job-related i.e,
subjects which deal with secretarial science. Additionally,
she would like to participate in an internal training
course on computer basics (perhaps the ADP Orientation).
Approved For Release 2001/1 : i RDP81-00896R000100220004-0
i1 July 1973
 EYES O~1l.Y
Approved For Rer. se 2001/03/04: CIA-RDP81-00S 6R000100220004-0
NAAM~:
OFFICE: Instructional Support Staff
STATINTL
CAREER ASPIRATIONS: Elaine finds her present position challenging and wishes
to remain where she is.
TRAINING
DESIRED: Elaine attended the 1-day OTR Orientation course.
She is not aware of any OTR courses that she would like
to take, but says that if an OTR internal training course
were developed that was relevant to her job she would
be interested in attending.
Approved For Release 2 0 q 1 1 1$ 05(A-RDP81-00896R000100220004-0
July 1973
 EYES UNLY
Approved For Ruse 2001/03/04: CIA-RDP81-00R000100220004-0
STATINTL
OFFICE: School of Intelligence and World Affairs
CAREER ASPIRATIONS: Donna indicated a career interest in the budget and finance
field or in library and research work. while she admits
that she likes training assistant work, she is currently
engaged as a "helper" in SIhA and does not have the
responsiblity for any specific course. As a matter of
fact, she is a GS-07 whose main job consists of assisting
two GS-06s who have been assigned the administration of
specific courses. She would definitely be interested in a
more responsible and challenging position.
TRAINING
DESIRED:
Donna has attended the Trends and Highlights Course and
the.l-day OTR Orientation course.
She does not know what training she needs to prepare
herself for entrance and advancement in the fields listed
above. Donna is interested in advancement, however, and
appears willing to take whatever training is necessary to
prepare herself for a better position.
-RDP81-00896R0001 ?p29 4-0
Approved For Release 200' 1 4 5
 Approved For R&Wase 2001 /a, i' : 14-RDP81-0W96R000100220004-0
STATINTL
NAME:
OFFICE: B$F/OTR
CAREER ASPIRATIONS:
Connie wants to remain where she is. She has passed the
Agency qualifications testing in both typing and shorthand.
Connie admittedly has lost her typing and shorthand ability
in her present position but likes accounting and finance-
oriented work and is, therefore, not interested in refreshing
her clerical skills knowledge.
TRAINING
DESIRED: Connie is not interested in attending any internal training
courses. She has not attended either any internal or external
courses since she came on-board and says that she really is
not interested in going to any since she doesn't know if she
will remain in this area.
Approved For Release 2001/q DP81-00896R000100220004-0
July 1973
 "
L, ELY
Approved For Release 2001/03/04: CIA-RDP81-00006R000100220004-0
NAME:
OFFICE: EA/Plans
CAREER ASPIRATIONS:
STATINTL
STATINTL
Karen is interested in the GS-08 job as secretary to the
Deputy Director of Training. Her other career interest is
in the personnel field -- a job such as the one Martha
olds in PB/TR. Karen would like a job change
because she feels that she has become stagnate in her present
assignment.
TRAINING
DESIRED: Karen has attended the Records Management courses in filing
and records disposition. In addition, she has also attended
the 1-day OTR Orientation course. Karen also received
Agency sponsorship to attend a writing course after-hours.
She is interested in going to the office Management Seminar
if the present grade requirements are lowered. On an
external basis, she would like to be sponsored for an
English course.
Approved For Release 2,~~ b031
1CIA-RDP81-008968000100220004-0
 Approved For Release 2001/03/04: CIA-RDP81-00996R000100220004-0
STATINTL
OFFICE: Instructional Support Staff
CAREER ASPIRATIONS: Kathy finds her current job challenging, primarily because
it is an active position which affords her the opportunity
to work within a field that she likes namely, finance. She
is not interested in being a Training Assistant and prefers
to remain in the type of job that she now has. In terms
STATINTL of future career planning. she aspires to hold a position
similar to that which now
maintain.
TRAINING
DESIRED: Kathy has attended the Administrative Procedures Course
internally. She was also sponsored for Accounting I and II
on an external basis. She is interested in the Agency
off-campus program under study and perhaps will take a
course if something suitable becomes available. Kathy is
also interested in attending the Trends and Highlights
Course.
Approved For Release 2001/p { : IA IPDP81-0089&Rg0 220004-0
 EYES N'L_Y
Approved For Re#edse 2001/03/04: CIA-RDP81-0O R000100220004-0
STATINTL
NAME :
OFFICE: Instructional Support Staff
CAREER ASPIRATIONS: Ann would like to move eventually into a position such as
training assistant which would allow her to work with the
courses conducted within the Office of Training. Her long
term goal is to teach -perhaps on the Clerical Training
Faculty. She would like to work with an instructor on
developing and carrying out a training program.
TRAINING
DESIRED: Initially, Ann desires some internal training: ADP
Orientation, Trends and Highlights. She has been trained
externally on the MCST and is now-in the process of learning
the Savin machine. She also desires external training at a
later date when it is clearer to her in what direction she is
moving and what courses would therefore benefit her the most
in her future career. Ann has never taken shorthand training.
If she feels that she will need this skill in order to teach
within OTR, then she is willing to go after-hours and study
it.
Approved For Release 2001T" nC LRDP81-00896R000100fl"Q4-'
 Approved For Re#eese 2001/03/04: CIA-RDP81-0O Q6R000100220004-0
NAME: STATINTL
OFFICE: Instructional Support Staff
CAREER.ASPIRATIONS: Mary Jo wants to remain in the secretarial/admin. ass't.
field with a possibility for advancement.
TRAINING
DESIRED:
She feels that she does not need any additional training
in the secretarial science field but would be interested
in attending the Trends and Highlights - if it were given
locally - and perhaps the CIA Today and Tomorrow course.
s ff~ L
Approved For Release 2001 10 3 4 . ktRDP81-00896R000100220004-0
July 1973
 EYES ONLY
Approved For Relwase 2001/03/04: CIA-RDP81-006R000100220004-0
STATINTL
OFFICE: Instructional Support Staff
CAREER ASPIRATIONS: Phil finds his present job challenging. He does not feel
that he has been in the job too long or that he needs a
change. His aspirations are to someday be a Training
Officer, but he doesn't know what training he would need
or how he can progress to that level. He does feel that
he could assume more responsibility in his present job.
TRAINING
DESIRED:
Phil has attended the following OTR Internal training
courses: Writing Workshop, Trends and Highlights, Budget
Process. His External training incorporates only the
Training Cost Model held at CSC. He is interested in
attending a course in the after-hours program now under
study if a pertinent course develops that would be of use
to him in his present position. As for additional internal
training, he wants to attend Fundamentals of Supervision
and Management, ADP Orientation, and something on
microfilming.
Approved For Release 2001/01/1,D4 P81-008996 ,000100220004-0
C ~`f t July 1973
 EYES O~`#1Y
Approved For Re1se 2001/03/04: CIA-RDP81-0006R000100220004-0
OFFICE: Personnel Branch/OTR (presently detailed to CTP)
STATINTL
CAREER ASPIRATIONS: Bev is interested in advancement in the following areas:
personnel work, clerical instructor position, admin/ass't.
(similar to the CTP job), or working in the Senior Seminar.
TRAINING
DESIRED: Bev has attended the Trends and Highlights Course, Records
Management courses (files and records disposition), and
the 1-day OTR Orientation. She would like to attend the
Office Management Seminar or something similar; a speed
reading course; and anything else that would prepare
her for advancement to other jobs.
Approved For Release 20041-11
$,4O l*-RDP81-00 qqF?1q99100220004-0
 :`:.lL1
Approved For Re se 2001/03/04: CIA-RDP81-0006R000100220004-0
NAME:
OFFICE: EA/Plans
CAREER ASPIRATIONS:
TRAINING
DESIRED:
STATINTL
Micki would like "to rotate within the Office of Training
as a secretary." She likes and enjoys secretarial work and
has passed the Agency qualifications test in both typing and
shorthand.
Micki attended the 1-day OTR Orientation course and she
would like to take Spanish in the after-hours language
program. Micki also was trained on the MCST machine.
Approved For Release 2001 /0 F &-1 DP81-00896R000100220004-0
July 1973
 Approved For ReMse 2001/03/9': IA 'b 81-00WR000100220004-0
STATINTL
OFFICE: Instructional Support Staff
CAREER ASPIRATIONS: Naomi doesn't feel that her job is challenging. She
wants to be more of a secretary than she is now. She feels
she has been in the job too long and needs a change.
TRAINING
DESIRED: Naomi has been sponsored for grammar and punctuation and
English usage training externally. She has also been
sponsored for Shorthand training which will last until
next January. She has had no internal OTR courses. She
would like to attend some kind of a typing refresher course
because even though she qualified as a typist when she came
in, she doesn't do typing and has lost her speed. She would
be happy to take this training either during or after work
hours.
Approved For Release 2001/ 69: o'i! DP81-00896R000100220004-0
July 1973
 EYES ONLY
Approved For Rerdse 2001/03/04: CIA-RDP81-0006R000100220004-0
NAME:
OFFICE: ISS/Audio Aids
STATINTL
CAREER ASPIRATIONS: Renee is interested in more of a secretarial-type position
than she now currently holds. She would especially prefer
to work in the District.
TRAINING
DESIRED:
Renee attended the OTR Orientation course which was beneficialT
She attended college part-time before entering the Agency
and is somewhere between her sophomore and junior year.
Renee is interested in continuing her college studies and
has had her transcripts sent to a local college. She is
thinking about taking shorthand but is not sure if it is
really essential to her secretarial career.
Approved For Release 2001/03 !'CIA IP81-00896R000100220004-0
July 1973
 Approved For Re#eese 2001/03/k,SC~Y)P81-00Q6R000100220004-0
NAME:
OFFICE: Senior Seminar
STATINTL
CAREER ASPIRATIONS: Eldora is interested in an overseas assignment, perhaps
Africa, or wherever she could be of use to the Agency.
However, she does like her present job and does not feel
that an immediate change is needed.
TRAINING
DESIRED: Eldora has attended the Trends and Highlights course and
wishes to participate in the Ops Support [in light of an
overseas assignment], CIA Today and Tomorrow, and a course
similar to the Office Management Seminar if one is offered
to GS-07s.
vfr~ti ~ii...
Approved For Release 209'/&i/04"' IA-RDP81-00896R000100220004-0
 Approved For Release 2001103/04 : IA F~ P81-00 68000100220004-0
OFFICE: School of Intelligence and World Affairs
STATINTL
CAREER ASPIRATIONS: Sandy would like to handle briefing work exclusively
because she apparently finds such work stimulating and
satisfying. She feels that she has been in her present
job too long and that a change is needed. She would be
STATINTL interested in a job at but not right now due to family
considerations. Sandy would like, she feels, working in the
instructor training realm i.e, visual/audio aids - if such
a position were to become available in the future.
TRAINING
DESIRED: Sandy has not had any internal or external training. She
is interested in taking speedwriting. She asked to be
sponsored after-hours in such a course and was turned down.
LY ES i L
Approved For Release 2001%03/d4 *(YIA-RDP81-008 6R000100220004-0
July 1973
 L
Approved For Rase 2001/O RDP81-08?96R000100220004-0
NAME:
OFFICE: Senior Seminar
CAREER ASPIRATIONS: Cathy is interested in eventually teaching shorthand in
Clerical Training.
STATINTL
TRAINING
DESIRED: Cathy has taken only the 1-day OTR Orientation course.
She attended a two-year business college and is interested
in taking any additional training that would help her to
develop lecture and presentation techniques in order that
she might, after she becomes more aware of the Agency as a
whole, qualify to teach Shorthand on the Clerical Training
Staff.
Approved For Release 200.1ift0
-RDP81-00896R000100220004-0
July 1973
 Approved For Release 2001/0 UM cA'l- P81-09996R0001 00220004-0
OFFICE: School of Intelligence and World Affairs
STATINTL
CAREER ASPIRATIONS: Barbara recently took the PETB. The results were that she
is best suited to the type of work that she is currently
doing. She likes her present job and does not want-to change.
Barb especially enjoys typing and says that she is not
interested in advancing to a job with promotion possibilities.
TRAINING
DESIRED: Barbara has attended the Administrative Procedures and
Trends and Highlights courses and the 1-day OTR Orientation.
She does not know what other training courses she would
like to attend.
Approved For Release 2001 1)dd RDP81-00896R000100220004-0
July 1973
 Approved For R ease 200 U%410 ,1~-RDP81-996R0001 00220004-0
STATINTL
OFFICE: ISS/OTR Library
CAREER ASPIRATIONS: Doris wants to remain in Library work. She would like to
become more proficient in certain aspects, for example,
acquisition procedures and reference work techniques. She
does not feel that she has been in her job too long or that
a change is needed. This is her first job which encompasses
all the aspects of library operations so it is challenging
for her.
TRAINING
DESIRED:
Doris has taken the FSM, SS/T&H, and the 1-day OTR
Orientation. She has been sponsored for one course
[Philosophy] at American University. She wants to take
additional courses at American University, and intends to
seek Agency sponsorship for these. She wonders if it would
be possible to have someone come in and conduct Library
courses in-house. She mentioned that NIH, for example, had
outside instructors set up a library course for their
librarians.
Approved For Release 2001 ~3-RDP81-00896R000100220004-0
 Approved For RWease 2001 4 :5CIA-RDP81-968000100220004-0
NAME:
OFFICE: School of Intelligence and World Affairs
STATINTL
STATINTL
CAREER ASPIRATIONS: Millie's career aspirations lie in finance work. She has
previously been involved in this field in past jobs at =
and other offices and would like to return to it. She feels
that finance holds one of her strongest career potentials
and she feels a tremendous sense of accomplishment in
performing in that particular area.
TRAINING
DESIRED: The only training that Millie has had during the past ten
years is the OTR Orientation Course.
She is interested in any type of training that might broaden
her career horizons.
Approved For Release 2001/110. IDP81-00896R000100220004-0
July 1973
 L1 a
Approved For RLease 2001/03/04: CIA-RDP81-OO96R000100220004-0
NAME: STATINTL
OFFICE: ISS/OTR Library
CAREER ASPIRATIONS: Peggy really wants to go overseas but she is not yet 21.
Also, her husband is still in college, and has about two
more years to go. He may join CIA so that they can both go
overseas. She would like to work overseas but realizes that
her present job in Library work (even though she likes it
now) will hardly be helpful.
STATINTL
TRAINING would be interested in Agency-sponsored
during or after hours but the after hours
would depend on conflict with her own college courses
at night. Peggy is pursuing a degree.
Approved For Release 20011030C" cP81-00896R000100220004-0
July 1973
 Approved For Reiease 2001/03dC'6P81-0O96R000100220004-0
NAME:
OFFICE: Operations School Library
STATINTL
CAREER ASPIRATIONS: Mary has just recently been placed in this position, and
has no career aspirations at the moment.
TRAINING
DESIRED: Mary would like to attend the CIA Today and Tomorrow
course in the future.
Approved For Release 2001 /0 C 1 P81-00896R000100220004-0
July 1973
 Approved For ReLPase 2001/03/04L: 1-0O96R000100220004-0
STATINTL
OFFICE: Language School Library
CAREER ASPIRATIONS: June's career aspirations are to continue in her present
job. She is not interested in returning to strictly
secretarial-type work.
TRAINING
DESIRED: June did not indicate any courses that she would like to
attend.
Approved For Release 2001/03i O4 C~"= P81-00896R000100220004-0
July 1973
 Approved For ReWase 2001C *0 RDP81-006R000100220004-0
STATINTL
OFFICE: Language School Library
CAREER ASPIRATIONS: Susie wants very much to try for a position as a language
instructor in Spanish. She would prefer this type of work
over the Library or secretarial-oriented work in general.
TRAINING
DESIRED: Susie has had no courses except the OTR Orientation. She
would like to take instructor training to tie in with her
career aspirations above. [Note: Susie has a BA]
Approved For Release 20? f3/n+ = A-
TY -r
RDP81-00896R000100220004-0
July 1973
 Approved For Rc rase 2001 14 O RDP81-00'J6R000100220004-0
OFFICE School of Intelligence and World Affairs
STATINTL
CAREER ASPIRATIONS: Mely enjoys working and is quite contented in her present
position with the MEDC. She spends the bulk of her time
typing schedules, rosters, student materials, and any and all
other correspondence which relates to the Midcareer. Mely
thrives on her daily conimmnications with those individuals
that she must deal with in order to carry out the administra-
tive functions of the MEDC. All in all, her career $.
aspirations appear to be at their height in what she in
currently doing.
TRAINING
DESIRED Mely indicated an interest in taking an internal training
course on the "basics" of computers - perhaps the ADP
Orientation Course. She would also be interested in
obtaining some training on the operation of the Savin or
the MCST machine.
Approved For Release 2001/03/04: CIA-RDP81-00896R000100220004-0
FY .1 lyLY Ti,1v
 L1L WILT
Approved For Rase 2001/03/04: CIA-RDP81-00I6R000100220004-0
NAME"
OFFICE: Operations School/ALT
STATI NftL
CAREER ASPIRATIONS: Bonnie feels that she has been in her present job too long
and would like a change. She is interested in an assignment
a~or overseas. Previously she tried for both of these
STATINTL
but was turned down due to her responsibilities to her
daughter. As to future assignments, Bonnie is interested
in two different alternatives: 1) she would like a position
as an instructor in CTF or 2) she would like to be moved
into a Reports Officer slot. The latter would obviously
require that she go into the DDO and Bonnie would actually
prefer to remain in the Office of Training, if there is
a chance for advancement.
TRAINING
DESIRED: Bonnie is interested in attending the Reading Improvement
course, Trends and Highlights, FSM, and Office Management
Seminar (if grade limitations are lifted).
0"-RDP81 96tW00100220004-0
Approved For Release 200[1 414 W
 STATINTL
STATINTL
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