OFFICE OF TRAINING CATALOG

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-06370A000200170001-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 186
• Document Creation Date: December 15, 2016
• Document Release Date: September 11, 2002
• Sequence Number: 1
• Publication Date: August 1, 1970
• Content Type: REGULATION

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OFFICE OF TRAINING
CATALOG
CENTRAL INTELLIGENCE AGENCY * AUGUST 1970
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Education is a long term investment. The Federal government
(including the Agency) is interested in making this investment and
in obtaining the best possible returns from it. The first step in
the investment is the attracting and developing of qualified person-
nel. The second step is maintaining current knowledge and skills to
meet the changing objectives and activities of the Agency. To
achieve these, the Agency strives to operate with modern training
practices and techniques, encourages its employees to participate in
educational programs for self-improvement, and supplements the self-
improvement effort with sponsored training programs which include
formal courses and programs, on-the-job training, and training at
non-Agency facilities.
In contributing to a realization of an adequate return on this
investment, the Office of Training seeks to improve the quality and
effectiveness of its instructional programs. The Schools, Staff, and
Domestic Training Station constantly review and update courses to meet
changing requirements in language, communication, operations, manage-
ment and clerical skills.
The Office of Training assists in the selection of self-
improvement courses as well as administering and managing the
extremely large external training program; i.e., training at a
non-Agency facility.
This edition of the OTR Catalog attempts a comprehensive
coverage, either in detail or nominally, of training opportunities
available internally or externally; outlines policies and procedures;
and offers assistance. The Office of Training endeavors to improve
its services and can accomplish this more easily with help from the
components. Tell us your training problems, large or small; suggest
how we can help you; let us know your component training needs.
Only through an adequate communication system can we improve our
service to you and, in the end, realize a proper return on our
education investment.
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The Office of Training publishes this Catalog in order to
furnish guidance for Training Officers and to present a review of
available training. One hoped-for objective is that the catalog
will be a useful tool in planning professional development. The
contents cover courses given by OUR, training offered by other of-
fices of the Agency, Inter-Agency programs, and courses offered by
non-government facilities.
The Catalog is divided into five major sections: General In-
formation, Internal Training, External Training, Component Train-
ing, and an Index. The first section contains material of general
interest and instruction for prospective students, supervisory and
managerial personnel, and Training Officers. The Internal Training
section deals with each School in OTR, describes the scope and ob-
jectives of the School, and contains a one-page description of each
course offered by the School. Each of these latter pages follows a
specific format and gives length, location, prerequisites, objective,
description, enrollment maximum, and special notes on the course.
Training Officers and others should note carefully the information
in these descriptions, particularly prerequisites and peculiar items
needed on the request form, before sending applications to OTR/ISS/
AIR.
Because the number of facilities is vast and their course of-
ferings extensive, the External Training portion of the Catalog is
limited to general coverage of types of training. Representative
installations are mentioned and typical offerings shown. It would
be almost impossible to list in one publication the many opportuni-
ties available for which the Agency would at some time have a need,
but OTR hopes that the sampling shown in the Catalog will indicate
the extent of training possibilities and that Agency personnel will
utilize the additional information sources available in O1R.
Component Training has grown to such an extent that a separate
section is devoted to it.
Changes in the Catalog will be issued periodically and sent to
users. Because the publication is in loose-leaf form, insertion of
changes or additions and removal of out-dated material will be a
simple exercise. In this way, OTR hopes to maintain a current and
continually useful Catalog.
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PAGE
PREFACE ................................................... iii
INTRODUCTION .............................................. v
GENERAL INFORMATION
Executive Order 11348 (on GETA) ...................... 1
Non-Agency Training ................................... 2
Training Selection Board .............................. 5
Registration ......................................... 8
Agency Training Record ............................... 14
Language School ...................................... 19
School of Intelligence and World Affairs ............. 37
Support School ....................................... 65
Operations School ............................ 89
25X1A ........................... ill
miscellaneous ........................................ 119
Training Selection Board ............................. 127
Interagency Training ................................. 138
Higher Education ..................................... 148
Industrial Facilities ................................ 158
External Language .................................... 162
COMPONENT TRAINING ........................................ 165
GLOSSARY .................................................. 197
INDEX ..................................................... 205
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In 1958 the Government Employees Training Act (GETA) was passed
"to provide a means for keeping key employees well abreast of scien-
tific, professional, technical, and management developments both in
and out of Government." The Act was implemented in 1959 by Executive
Order 10800. In 1967, both the Executive and Legislative Branches of
the Federal Government published studies on the progress of training
under GETA. Both the "Report of the Presidential Task Force on
Career Advancement" and the "Report Covering Effectiveness of Imple-
mentation of the GETA," prepared by a subcommittee of the Committee
on Post Office and Civil Service, U.S. House of Representatives,
found GETA, as amended, to allow for needed training and education
programs for professional, administrative and technical employees.
The Task Force recommended that the President issue an Executive
Order which "established basic policy for improvement of the public
through maximum exploitation of better training and education, taking
into account productive new practices in industry and Government."
This Executive Order, 11348, was signed on 20 April 1967, and revoked
EO 10800 of 15 January 1959.
The new Executive Order expands the Civil Service Commission's
responsibility for planning and promoting the development, improve-
ment, coordination, and evaluation of training performed in accordance
with GETA. The EO states, "It is the policy of the Government of the
United States to develop its employees through the establishment and
operation of progressive and efficient training programs, thereby
improving public service, increasing efficiency and economy, building
and retaining a force of skilled and efficient employees, and in-
stalling and using the best modern practices and techniques in the
conduct of the Government's business."
"The head of each agency shall plan, program, budget, operate
and evaluate training programs in accordance with the GETA and with
the policy set forth in section 102 of this order." Other key re-
sponsibilities of each agency head include: a) encourage self-
development by employees; b) develop and use agency facilities for
training; c) use interagency training programs where appropriate;
e) regularly determine training requirements to bring about more
effective performance at the least possible cost; f) establish
training facilities and services as needed; g) establish criteria
for the selection of employees for training.
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!,:ach year, thousands of CIA employees attend some type of non-
Agency training program. Since the requirements of the Agency touch
on so many unusual and divergent fields, it is impossible for all
training requirements to be met internally. In any one month em-
ployees will spend many manhours participating in external training,
on a full or part-time basis, at a university or college, at a mili-
tary facility or another Government agency, a commercial firm, or
perhaps taking a correspondence course. Employees from all Directo-
rates participate in external training. Locations of training sites
are scattered from Washington and its immediate vicinity to New Mexico,
from Taichung to London. The duration of these programs varies from
three days to a year or more.
The Agency's external training program is administered and moni-
tored by OTR's Instructional Support Staff; specifically, the Ad-
missions, Information, and Records Branch (OTR/ISS/AIR). Public Law
25X1A 85-507, the "Government Employees Training Act" (GETA), is the blan-
7,
....
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i
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et
t
or
ty for
"Trainin Agency Facility," defines Agency policy rela-
25X1A tive to GETA. I I states that the Director of Training "designate
the non-CIA facility which can most appropriately and economically
meet the requirement, and set the administrative requirements for
Agency personnel in approved courses or programs."
Agency need is the principal criterion for determining who will
be sponsored for external training. The GETA prohibits sending an
employee to college primarily for the sake of earning a degree. If,
however, the Agency needs a specific skill(s), and the individual se-
lected for the training achieves a degree as a by-product, there is
neither Agency objection nor GETA prohibition.
As the responsible office for carrying out this activity, ISS/AIR
screens and processes requests for non-Agency training. It coordinates
nominations and enrollments and handles the administrative details as-
sociated with the training, insuring that financial, budgetary, security,
and cover requirements are met. ISS/AIR prepares travel orders, tuition/
travel advances, and reimbursements, and certifies billings and invoices
for payment. This financial processing is centralized and is not con-
tingent upon budget location.
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For the duration of the training, ISS/AIR becomes the administrative
office for employees sponsored for long-range programs outside the local
area. ISS/AIR briefs trainees before their departure for these programs
and for programs where Agency representation is a prime factor; when a
training agreement is required; in external language cases; and for cer-
tain other specialized programs. For other sponsored programs,
appropriate briefing sheets are provided.
The document for requesting external training, Form 136, "Request
for Training at non-Agency Facility," serves as an authorizing contract
for the expenditure of training funds, regardless of budget location.
It is designed to meet OTR's requirements as well, as those of other Agency
components; i.e., one of the fanfold copies serves as official notifica-
tion of a non-Agency activity to the Office of Security/Employees Activi-
ties Branch; another is retained by the Central Cover Staff if cover is
involved; and the original contract is retained by the Office of Finance
Certifying Officer if an expenditure of training funds, other than travel
and per diem, is authorized. The Form 136 also serves as the input
document to the Office of Computer Services for inclusion of the completed
training program in the official Agency Training Record (ATR). (See
page 14)
Each request is reviewed to insure that the training objective is
valid and meaningful and that the training, if approved, would be in
accordance with Agency regulations and policy and the Government Em-
ployees Training Act. Other factors which are considered before approv-
ing any application include the possibility of meeting the requirement
through internal capabilities; the appropriateness and comparative cost;
qualification of the employee in relation to course prerequisites; the
availability of funds; and cover and security aspects. In certain cases
a Continued Service Agreement, commonly known as a training agreement,
is required: full-time academic training of three months or more, or
training at any non-Government facility for which the combined cost of
tuition, travel, and per diem exceeds $1,000. ISS/AIR briefs employees
required to sign such Agreements, witnesses the Agreements, and keeps
the Office of Personnel and Office of Finance informed of such cases.
OTR/ISS/AIR coordinates enrollments in external courses in a vari-
ety of ways. Each case is treated individually, and in the majority of
instances, AIR enrolls the employee directly. In some cases arrange-
ments are made for the employee to be enrolled by the Central Cover
Staff; in others, the employee is requested to enroll personally as a
private individual; and sometimes the employee's component handles the
enrollment. The latter is particularly true in cases of technical/main-
tenance training at factories and plants, where cleared contacts are
available.
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general budgetary planning precedes any training activity. At
one time OTR funded the Agency's entire external training program,
but with the adoption of planning, programming, and budgeting in CIA,
external training budgeting was decentralized. OTR now only budgets
for Training Selection Board programs, courses at the Foreign Service
Institute, with the exception of language training; and selected De-
partment of Defense (DOD) weapons courses in which spaces are allocated
to the Agency on a quota basis. At present, the following courses are
included in this DOD budget block:
Nuclear Weapons Orientation Advanced, Defense Atomic
Support Agency, Sandia Base, N.M.
Ballistic Missile Staff Course, Strategic Air Command,
Vandenberg Air Force Base
Missile System and Logistical Support Orientation, Dept.
of the Army, Redstone Arsenal, Alabama
Fundamentals of Space Operations, Dept. of Air Force,
Maxwell Air Force Base, Alabama
Space Orientation, Dept. of Air Force, Maxwell Air Force
Base, Alabama
OTR must insure that the necessary documentation for recording
the completion of training at external facilities is submitted by the
employee for incorporation in his individual personnel record and in
the Agency Training Record. Evidence of completion may be in one or
more of several forms; among them, a certificate issued by the training
facility, grade report, certification signed by the employee, or train-
ing critique. The critique is useful to both the student and OTR in
bringing the training into focus and in checking on the effectiveness
and applicability of specific courses. It provides timely information
about the facility and course, serves as a guide with regard to future
participation, and as an administrative aid in future enrollments.
in summary, Agency policy, following the lead of the Federal Gov-
ernment, specifically recognizes the desirability of external training
as a supplement to self-development and internal training. OTR/ISS/AIR
can provide preliminary information on a wide range of training oppor-
tunities at non-Agency facilities, and will administer and monitor the
training effort once a final decision is made to proceed with a specific
program.
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The CIA Training Selection Board was established 1 January 1964
for the purpose of selecting candidates to participate in external
training programs where effective representation of the Agency is
considered by the Board to be a significant criterion for nomination.
At present the Board operates in accordance with Headquarters Regu-
lation As stated in this regulation, the mission of the Board
is to: (1 Assure effective selection of candidates for non-CIA
training programs where representation of the Agency is deemed by
the Board to be a significant criterion for selection; and (2) eval-
uate training opportunities available through non-CIA facilities.
The Chairman of the Training Selection Board is the Director of
Training, who also is the representative of the Executive Director-
Comptroller. Another ex officio member of the Board is the Director
of Personnel, who at the same time is the representative of the
Support Services. There are three other members of the Board, one
representative each from the Directorate for Intelligence, the
Directorate for Science and Technology, and the Clandestine Service.
The Executive Secretary of the Board is assigned to the OTR
Instructional Support Staff.
At present there are thirty courses and programs, including
the Senior Officer Schools, under the purview of the Training
Selection Board. Nominations for Senior Officer Schools, the
Federal Executive Institute, and the Fellowships in Congressional
Operations, after review and endorsement by the Board, are sub-
mitted to the Executive Director-Comptroller for final approval.
Final selection of Agency representatives in the other courses and
programs under its jurisdiction is the responsibility of the
Training Selection Board. Courses and programs listed are those
on which Training Selection Board action is required. Nominations
are submitted to the Board through the Senior Training Officer of
each Directorate.
25X1A
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Advanced Management Program (Harvard University)
Air War College (Maxwell Air Force Base, Montgomery, Alabama)
Armed Forces Staff College (Norfolk, Virginia)
Army War College (Carlisle Barracks, Pennsylvania)
Career Education Awards (Civil Service Commission)
Conference for Federal Executives on Business Operations (The
Brookings Institution)
Conference for Federal Science Executives (The Brookings Institution)
Cornell Executive Development Program (Cornell University)
Educational Program in Systems Analysis (Civil Service Commission &
Bureau of the Budget)
*Executive Management Program (The Pennsylvania State University)
Executive Program in Business Administration (Columbia University)
Executive Seminar Center Program (Civil Service Commission, Kings
Point, New York; Berkeley, California)
Federal Executive Fellowships (The Brookings Institution)
Federal Executive Institute (Civil Service Commission, Charlottesville,
Virginia)
Fellowships in Congressional Operations (Civil Service Commission)
*Foreign Service Economic Studies (Foreign Service Institute,
Department of State)
General Administrative Conferences (The Brookings Institution)
*Not included in OTR budget.
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Industrial College of the Armed Forces (Ft. McNair, Washington, D. C.)
Institute for Public Executives (University of Wisconsin)
*Management Program, The (Northwestern University)
Management Program for Executives (The University of Pittsburgh)
*Midcareer Executive Development Program, The (Syracuse University)
M.I.T. Program for Senior Executives, The (Massachusetts Institute
of Technology)
National Senior Intelligence Course (Defense Intelligence School)
National War College (Ft. McNair, Washington, D. C.)
Naval War College - School of Naval Warfare (Newport, Rhode Island)
Program for Management Development (Harvard University)
Senior Seminar in Foreign Policy (Foreign Service Institute,
Department of State)
Stanford Executive Program (Stanford University)
For descriptions, see page 127.
*Not included in OTR budget.
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OTR COURSES Form 73 (Request for Internal Training) used to
apply for admission to OTR courses (unless other-
wise noted.) This form is submitted by the Com-
ponent Training Officer, who forwards two copies
to OTR before the closing date of registration.
Registrations close one week before the course
begins. (See page 10)
COMPONENT Form 73 is also used to apply for admission to
COURSES most courses conducted by Agency offices other
than the Office of Training. Consult the Train-
ing Officer of the Office responsible for the
course for any special registration procedures.
NON-AGENCY Form 136 (Request for Training at Non-Agency
COURSES Facility) is used to apply for external training
sponsored by the Agency. Agency sponsorship is
dependent on the availability of funds, the bene-
fit of the training to the Agency, and the com-
pliance with the provisions of the Government
Employees Training Act. Applications are sub-
mitted to OTR through the Training Officer accord-
ing to instructions on the form. When approved by
OTR, the form serves as the contract for authori-
zation of expenditure of training funds, as the
notification to the Office of Security, and as
the training input document for the Agency Train-
ing Record. (See page 13)
TRAINING Enrollment in external courses in which effective
SELECTION representation of the Agency is considered a sig-
BOARD nificant aspect of attendance requires nomination
by the applicant's Career Board and selection by
the Agency's Training Selection Board. A descrip-
tion of the functions of the Board and a list of
courses for which the Board is responsible appears
on page 6.
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REQUEST FOR INTERNAL TRAINING
(Form 73)
A model of Form 73 "Request for Internal Training," the form
used to apply for admission to courses given by OTR or other compon-
ents, is reproduced on page 10 for your convenience. Most blocks
are self-explanatory, but noted below are several items which require
careful and concise completion.
Item 1. The name appearing here is normally that used on all
official records. If, for security reasons, an individual is to take
the course under another name, it is to be entered here. The employee
serial"number should be provided in this block.
Item 4. The original EOD date is entered here, not an EOD re-
sulting from a return from overseas, from a transfer between Agency
elements, or from some other administrative action. This information
has significance because admission to some OTR courses depends on
total length of service.
Item 11. (Formerly Item 8) Careful thought should be given to
the information submitted in this block. A general picture of the
experience of the applicant plus an accurate description of his cur-
rent or projected assignment help OTR provide appropriate training.
The information serves a twofold purpose. OTR uses it to determine
the qualifications and priority status of the applicant and instruc-
tors use this information to structure courses to the needs and ex-
perience of the students. Much valuable time is lost if instructors
must wait until the first day of the course to obtain this information
from the students.
NOTE: Full date and place of birth and Social Security number,
when required for specific courses, should be entered in Item 11.
Item 12. This information is important and should be as accurate
as possible.
Item 14. This date, estimated or otherwise, has a bearing on
priority of admission to some OTR courses. It should be filled in
whenever applicable.
Item 15 and 16. Copy Number 2 (pink), the instructor's copy,
must be an exact duplicate of the original, including the required
signature. The supervisor's name should apppear in typewritten form
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REQUEST FOR TRAINING AT
NON-AGENCY FACILITY
FORM 136
The Office of Training has received many inquiries on the correct
method of completing the Form 136 (Request for Training at Non-Agency
Facility). The following should be of assistance in filling in the
form. A facsimile of Form 136 appears on page 13.
In addition to being a request for training, the Form 136 also
serves as a contract for the expenditure of funds, a request for travel
order (where appropriate), a request for security approval, and the in-
put document for the computer.
Items 3 - 15 in the sample show the correct form for completing
these blocks. Make special note of the following instructions; un-
acceptable items appear most often in these spaces.
Item 5 - Use only M or F.
Item 6 - Give only the last two digits of the year the employee
was born.
Item 7 - Use only two digits for the month and two digits for
the year.
Item 8 - Listed below are Office symbols acceptable for computer
input:
25X1A
Item 9 - Is to be filled in with only a two-digit numeric grade.
Do not use the grade prefixed; e.g., GS, GSF, etc.
Item 10 - Listed below are service designations acceptable for
computer input:
D IA IM IT S SCD SCS Si SPA
E IB IN IX SC SCN SCT SL SS
EL IC IP NA SCA SCO SD SM ST
I ID IR R SCC SCP SF SPI UD
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stems 11 and 12 - Use only two digits each for month, day and
year, in that order.
Item 15 - Use only the abbreviations cited below:
IT; full time training.
~'T; part time training.
COMB; training which is a combination of part and full time.
item 23 - Should be as complete and accurate as possible. (Refer
to course announcement or brochure for correct title.)
-tem 24 - Should name the facility providing the training.
Item 25 - Should show the actual location of the training site.
ILem 26 - Should be the facility's course description (if avail-
able) in sufficient detail to permit matching the training goals in
Item 30.
Item 27 - When the Component is funding the training, this block
must be signed by the Budget & Fiscal Officer. The Financial Account
Number (FAN) to be charged should be cited here.
'Item 29 - Applicant's title and extension must be inserted here.
Item 30 - Should be a specific statement of objectives. In
addition, it should provide a justification of the training requested
and relate the employee's job responsibilities to the goals. It is
often possible on the basis of information given here for OTR to
suggest an alternate course; in some cases, a less expensive one, or
one which will better satisfy the goal.
?Item 31 - Must be completed in all cases. External training
requests for individuals who are under cover, or for whom cover
arrangements are required, will be forwarded to Central Cover Staff
before being transmitted to OTR. Early consultation with CCS on
questions concerning cover status will minimize delay in processing
the request.
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25X1A
The Director of Training shall maintain the Official Training
Record, for career management and other purposes, to show parti-
cipation in and satisfactory completion of all Agency-sponsored
training, except on-the-job training, approved by the Director
of Training.
The Agency Training Record is a computerized listing of
individual employee training, conducted or sponsored by the Agency.
it includes OTR courses, most internal programs conducted by other
components, courses given at Headquarters under contract with outside
firms, and Agency sponsored training at non-Agency facilities. The
Record does not reflect participation in informal or special-purpose
training of short duration such as briefings, lectures, conferences,
professional meetings, or orientation and familiarization tours; nor
does it reflect training taken and paid for by a student.
The information for the Record is prepared and maintained by the
Instructional Support Staff in OTR. Seven-year cumulative reports
are computer-produced semi-annually. These reports are printed out
in various forms:
1. Alphabetical listing of students by name.
Listing by office of assignment and then students alpha-
betically within the office, giving the course or courses
taken. This report is distributed to Senior Training
Officers and Component Training Officers.
3. Listing by service designation, with students recorded
alphabetically within the service designation, giving
the course or courses taken. This report is distributed
to Senior Training Officers and Component Training Officers.
Another report by Service Designation is compiled annually by
calendar year. One cumulative report was published in January
1.969 and only annual supplements are now being issued. This listing
is sent to selected Senior Training Officers and Component Training
Officers.
Information for computer input is obtained from the Form 136,
"Request for Training at Non-Agency Facility," Form 73, "Request
for Internal Training," and rosters submitted to OTR on training
given by components or under contract.
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I. INTRODUCTORY COURSES VALUABLE FOR PROFESSIONALS
FROM ALL DIRECTORATES
(Analysts, Collectors, Support Personnel)
Introduction to Intelligence
Introduction to Communism
Operations Familiarization
Introduction to Map Reading and Imagery Analysis
ADP Orientation
Writing Workshop (Basic or Intermediate)
Reading Improvement
Effective Listening
Intelligence and World Affairs
Intelligence Techniques
II. COURSES VALUABLE FOR PROFESSIONALS AT MIDDLE GRADE
FROM ALL DIRECTORATES
Writing Workshop (Intermediate)
Intelligence Briefing
Conference Participation
Midcareer Executive Development Course
Supervision
Management
*Managerial Grid
*Advanced Management (Planning)
*Advanced Intelligence Seminar
*Special Orientation for Agency Representatives Attending Senior
Officer Schools
III. COURSES VALUABLE FOR PROFESSIONALS AT SENIOR GRADES
FROM ALL DIRECTORATES
Senior Management Seminar (Planning)
Also see starred courses in Section II above.
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Geography of USSR
Communist China
China Familiarization
Geography of Communist China
Vietnam
Vietnam Orientation
See courses listed in Sections I, II, III, and IV, above.
See Operations School courses.
See Vietnam courses.
Orientation for Overseas
CIA Review
See courses listed in Sections I, II, III, and IV, above.
Intelligence Research Techniques
Intelligence Production
Specially arranged seminars on research problems, techniques, and
research on geographic areas or substantive subjects.
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CIA TERNAL USE
 SECRET
~~
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The career development of professional employees of the Agency
can be expanded in a number of OTR advanced courses. By attending
these courses, the employees' background can be broadened in rela-
tion to the overall Agency mission regardless of component or field
of specialization. The programs, presently administered by the
various Schools, should be examined in toto rather than by title or
the School which administers it. A careful reading of the course
descriptions, which give course content, will be of assistance in
making a selection.
The subject matter of the courses relates to (1) the Agency,
(2) the Intelligence community, (3) the foreign policy making
structure of the government and, sometimes, (4) international -
and possibly domestic - affairs affecting intelligence.
Listed below are the major advanced courses. The School which
has the responsibility for content is also given. Some of these
are geared to the needs of and restricted to a single directorate;
others are offered to officers of all directorates. The distinc-
tion is noted in the list.
1. Advanced Intelligence Seminar (AIS) - School of
Intelligence and World Affairs (all)
2. Mid-Career Executive Development Course (MEDC) -
Support School (all)
3. Advanced Operations Course (AOC) - Operations
School (CS only)
4. Chiefs of Station Seminar (COS) - Operations
School (CS only)
5. Support Services Review: Trends and Highlights -
Support School (primarily for Support Services
personnel)
Care should be taken to discriminate between the AIS and the
MEDC. One is not a substitute for the other though they have much
in common; thus a student should not go to both within a two year
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period. The AIS is a "volunteer" course designed for mid-level
and senior officers while the Mid-Career, filled from Directorate
quotas, is not open to senior officers.
The prospective student, his supervisor, and training officer
should read the course descriptions carefully before submitting
applications.
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CIA INTERNAL USE ONLY
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The mission of the Language School is: (1) to provide language
training for Agency personnel; (2) to conduct proficiency testing
required to maintain the Agency's inventory of language. skills; and
(3) to support the activities of the Agency's Language Development
Committee.
Training in foreign languages is accomplished in a highly
varied program ranging from intensive full-time courses of 52 weeks
to short part-time familiarization programs. Instruction is of-
fered in twenty-two languages including, under special circumstances,
English as a foreign language. The School has a limited potential
to offer training in eight other languages. Although most of the
training requirements are for combined speaking, understanding and
reading courses, the Language School also offers separate courses
in speaking, reading, aural comprehension, and in certain specialized
areas.
The bulk of internal foreign language instruction is presented
in the Language School.
in the basics of the language. For the most part, training is con-
ducted by native speakers, many of whom are multi-lingual. The
native speaker instructors are supervised by a staff of trained,
experienced linguists.
Two language laboratories, 1
in the Headquarters Building, are available to support this training
effort. The laboratories are well equipped and include tapes in
sixty different languages. The Headquarters laboratory is open 24
hours a day. The laboratory in the Language School is open 24 hours
a day and is manned from 0800 to 1730 hours each day. The Language
School library maintains a collection of language and linguistics
books as well as a tape lending service. These services are avail-
able to all Agency employees through the Language School Librarian.
The Agency Language Proficiency Testing Program establishes
the current language competence among Agency employees, thereby
giving management a register of language competence to measure
against job requirements. The Language School routinely tests in
25X1A
25X1A
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about thirty-five languages and can make use of certain external
testing facilities for other languages under special circumstances.
Ways to improve tests and testing methods are constantly being
sought to insure an effective and accurate measurement of language
competence.
The Language School engages in research and study to improve
the quality of language training. A continuing effort is made to
acquire the best in texts and other training materials. When
existing texts and supplemental materials are not appropriate, the
Language School staff develops its own subject matter. Units of
programmed instruction are regularly being added to one or another
of the Language School courses. Language tapes are continuously
being updated and improved. Application of Computer Assisted
instruction, video-tape and closed circuit television in language
training is being studied. Cassette tape recorders are being pro-
vided to students for home study purposes, and the Language School
is continuing to study the use of the cassette recorder as a
language laboratory instrument.
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LANGUAGE SCHOOL ADMINISTRATIVE NOTES
Courses offered by the Language School are listed in the Guide
that follows. In addition to these languages, the Language School
has a limited capability in Danish, Swahili, Lingala, Azerbaijani,
Latvian, Estonian, Lithuanian and Hebrew.
Enrollment in all courses is accomplished by submitting a Re-
quest for Internal Training to OTR/ISS/AIR at least six weeks in
advance of the scheduled training (see OTR Schedule of Courses).
Language training should be requested by Course Title -?- Language
and number (e.g., Russian 753). Before the training begins, each
student is required to take the Modern Language Aptitude Test (MLAT)
administered by the Psychological Services Staff. Students should
be well briefed by their components as to the expected accomplish-
ment at the Language School so that all are in agreement concerning
training goals.
25X1A
Three to six students usually comprise a class. The Language
School reserves the right to cancel scheduled courses when less
than three students are signed up for the course. Individual tu-
torial instruction is normally not offered, primarily for economic
reasons. However, when instructors are free and space is avail-
able, such instruction will be considered.
Please note that "expected proficiencies" as shown in the
course descriptions are for well motivated students of average
language aptitude. Some students with higher aptitude may do
better, those with less than average aptitude may not achieve
the indicated proficiency level. Poorly motivated students will
probably not achieve these levels.
In instances where courses are offered a specified number of
times each year, see the Schedule of Courses for beginning dates.
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In those instances where the offering is "to be negotiated," the
responsible office and the Language School will work out the de-
tails of starting and ending dates, number of students and special
problems. It is expected that students will remain in language
training for the entire course. Early withdrawal must be by memo-
randum, approved by the Deputy Director concerned.1
1n addition to those courses listed in the Catalog, other
language training is available as follows:
a. Advanced Language Training. To the degree possible,
advanced students will be accepted if they can be fitted into
an ongoing class, or if space, instructors and availability
of students with similar qualifications permit the forming of
a3 special class. Only in exceptional cases will students be
accepted for training above the "3" ("2" in Chinese and
.Japanese) level and no training will be offered above the "4"
level.
b. Comprehension Training. Where listening and under-
st-anding are the prime requisites, full-time and part-time
comprehension training can be arranged.
c. The Foreign Language and Area Studies Abroad Program.
This is a Clandestine Service Program for CS Career Trainees
and certain other junior officers designed to improve the CS
foreign language inventory. This involves a minimum of one
year's training abroad in a University or other approved
language facility in the language, customs and operating
environment of the country of assignment. Initial selection
of participants is the responsibility of Chiefs of Divisions
and Staffs. Final approval rests with the Deputy Director
for Plans. It is expected that students in this program will
reach an "S-3" level during the "training" period. Selection
criteria for this program include an appropriate MLAT rating,
a minimum of an "S-1" level of proficiency in the language of
the country of assignment, and an ability to "live on the
economy." The Clandestine Service Training Officer may be
contacted for further details.
'Executive Director-Comptroller memorandum for DDP, DDI, DDS,
DDS&T, Subject: "The Foreign Language Development Program,"
dtd. 17 May 1968, Para 3c.
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d. Clandestine Service Language Maintenance Program.
The CS Language Maintenance Program is funded by the Office
of Training and is managed by the CS Training Officer. The
purpose of the program is to enable employees with. a tested
proficiency of at least an "S-2-2+" (depending upon the lan-
guage) to maintain or improve their proficiency. Instruction
is provided by competent staff employees tested and approved
by the Language School. Classes meet twice a week through-
out the year. Classes are organized if there is a sufficient
demand for such training and if appropriate instructors are
available. Enrollment in these classes is by application to
the CS Training Officer.
Information on any of the programs listed, or special programs
desired, may be obtained from the appropriate Department Chief of
the Language School except as noted in c. and d. above..
Following is a guide to courses offered by the Language School.
Use this guide to identify the language desired and to determine
which of the courses offered in that language best fits the require-
ment.
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 SECRET
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GUIDE TO
LANGUAGE SCHOOL COURSES
Courses
110
510
610/
710
730
735
750
L.angua es
Arabic
x
x
Chinese
x
x
x
x
x
Czech
x
x
x
Farsi
x
x
x
French
x
x
x
x
x
German
x
x
x
x
Greek
x
x
x
Indonesian
x
x
x
Italian
x
x
x
x
Japanese
Lao
Polish
x
x
x
x
Portuguese
Romanian
x
x
x
x
x
Russian
x
x
x
x
Serbo-Croatian
x
x
Spanish
x
x
x
x
x
Swedish
x
x
x
Thai
x
x
Turkish
Vietnamese
x
x
x
x
(1) Six part-time Russian Courses "Russian 751-756"
24
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SERIES 100 COURSES
(Full-Time Beginners)
EXPECTED 2
PROFICIENCY
Arabic 100
52 Weeks
(To be negotiated)
S-2+,
R-2+
Chinese 100 (Mandarin)6
44 Weeks
2
S-2,
R-2
Czech 100
28 Weeks
3
S-2,
R-2+
Farsi 1004
36 Weeks
3
S-3,
R-3
French 100
28 Weeks
6
S-2+,
R-3
Greek 100
44 Weeks8
(To be negotiated)
S-3,
R-3
German 100
28 Weeks
6
S-2+,
R-3
Indonesian 1007
24 Weeks
3
S-3,
R-3
Italian 100
28 Weeks
3
S-2+,
R-3
Japanese 1006
44 Weeks
2
S-2,
R-1
Lao 100
24 Weeks
(To be negotiated)
S-2,
R-1+
Polish 100
28 Weeks
3
S-2,
R-2
Portuguese 1003
30 Weeks
3
S-2+,
R-3
Romanian 100
35 Weeks
3
S-2+,
R-3
Russian 100
52 Weeks8
3
S-3,
R-3+
Serbo-Croatian 100
28 Weeks
3
S-2,
R-2+
Spanish 100
28 Weeks
6
S-2+,
R-3
Swedish 100
28 Weeks
(To be negotiated)
S-2+,
R-3
Thai 100
32 Weeks
3
S-2,
R-2
Turkish 100
40 Weeks
(To be negotiated)
S-3,
R-3
Vietnamese 100
44 Weeks
3
S-3,
R-3
PURPOSE: Series 100 Courses are intensive full-time Reading, Speaking
and Understanding (RSU) Courses for beginning students who require a
language competence which will enable them to communicate with reason-
able fluency and accuracy with native speakers of the language on
subjects to include social amenities, travel and day--to-day personal
affairs; to discuss with some degree of fluency social, political,
economic and cultural matters; to conduct day-to-day operations
abroad; and to read and translate simple newspaper articles and
documents pertinent to their assignments.5
SCOPE: These courses include training in a basic vocabulary of 2500-
5000 words (depending upon the language), standard sound systems of
the language and the major grammatical features of the language.
Although speaking and aural comprehension are emphasized, reading
and reading comprehension comprise a major part of the course. Suf-
ficient writing training is included to enable the student to, at
least, compose simple messages and letters.5
PREREQUISITES: Modern Language Aptitude Test
1V-------Five days a week from 0845-1645.
2For well motivated students of average aptitude.
3Brazilian.
4Also available in Afghan Farsi on a negotiated basis.
51n Chinese and Japanese the student will be able to read
and write simple classroom materials only.
'Indonesian may be a substitute for Malay.
8Should achieve S-2, R-2 level in 28 weeks.
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Chinese 110 (Mandarin)
Czech 110
French 110
German 110
Greek 110
Italian 110
Polish 110
Romanian 110
Russian 110
Serbo-Croatian 110
Spanish 110
Swedish 110
PURPOSE
SCOPE
PREREQUISITES
SERIES 110 COURSES
(Part-Time Beginners)
LENGTH' # OF OFFERINGS EXPECTED 2
EACH YEAR PROFICIENCY
1400 Hours 3
700 Hours 3
400 Hours 6
500 Hours 6
700 Hours 3
400 Hours 6
700 Hours 3
550 Hours 2
700 Hours 3
700 Hours 3
400 Hours 6
400 Hours 6
S-2, R-2
S-2, R-2+
S-2, R-2
S-2, R-2
S-2, R-2
S-2, R-2
S-2, R-2+
S-2, R-2
S-2, R-2+
S-2, R-2+
S-2, R-2
S-2, R-2
Series 110 Courses are similar in purpose to Series
100 except that 110 Courses are part-time courses.
Similar to Series 100 except that the vocabulary
may be somewhat smaller.
Modern Language Aptitude Test.
M-W-F or T-Th, 0900-1200 or 1300-1600.
2For well motivated students of average aptitude.
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 Approved For Release 20024 1y H P(3 370A000200170001-6
K-JA
SERIES 120 COURSES
(Full-Time Short Course)
1
# OF OFFERINGS
EXPECTED
LENGTH
EACH YEAR
2
PROFICIENCY
Czech 120
12-14 Weeks
2
S-1+,
R-l+
French 120
1.3 Weeks
6
S-2,
R-2
Italian 120
13 Weeks
6
S-2,
R-2
Indonesian 120
12 Weeks
(To be negotiated)
S-2,
R-1
Portuguese 120
(Brazilian)
13 Weeks
3
S-2,
R-2
Spanish 120
13 Weeks
6
S-2,
R-2
Vietnamese 120
6 Weeks
(To be negotiated)
S-l+,
R-0+
PREREQUISITES
Series 120 Courses are full-time shortened versions of
the Series 100 Courses and are for Agency employees
who require only a limited capability in reading,
speaking and understanding the language in order to
handle routine social situations, normal day-to-day
personal affairs and simple operational or operational
support tasks abroad.
Series 120 Courses are Reading, Speaking, Understanding
(RSU) courses covering a basic vocabulary of 1000-2000
words (depending upon the language), standard sound
systems and major grammatical features. Reading, and
in some cases, translation is included but with less
emphasis than is given speaking and aural comprehen-
sion. Writing is included only to the degree that a
student must be able to write the language as an aid
to reading and speaking.
Modern Language Aptitude Test.
1Five days a week from 0845-1645.
2For well motivated students of average aptitude.
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Chinese 500 (Mandarin)
Thai 500
Vietnamese 500
(Full-Time Reading)
LENGTH1 It OF OFFERINGS EXPECTED 2
EACH YEAR PROFICIENCY
26 Weeks
(To be
negotiated)
R-2+
36 Weeks
(To be
negotiated)
R- 3
28 Weeks
(To be
negotiated)
R-3
PURPOSE Series 500 Courses are intensive full-time reading (R)
only courses. These courses are designed to prepare
the student to read and translate, with a dictionary
where necessary, correspondence, reports, ordinary
non-technical and non-specialized publications, news-
papers, documents or other materials. Further super-
vised on-the-job development as a translator would be
appropriate if complete accuracy is expected.
Series 500 Courses cover major grammatical features
and the vocabulary most likely to be found in publi-
cations, newspapers and documents. In the case of
Chinese, the student will learn to recognize about
2000 characters and 10,000 compounds formed from them.
Where necessary, appropriate political, economic and
military terminology will be included. Some speaking
is included as an aid to learning the written language.
PREREQUISITES Modern Language Aptitude Test.
Five days a week from 0845-1645.
2For well motivated students of average aptitude.
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SERIES 510 COURSES
(Part-Time Reading)
Arabic 510
Farsi 510
French 510
German 510
Greek 510
Indonesian 510
Italian 510
Romanian 510
Russian 510
Spanish 510
Swedish 510
Vietnamese 510
1 # OF OFFERINGS EXPECTED
LENGTH 2
EACH YEAR PROFICIENCY
750 Hours3 (To be negotiated) R-3
400 Hours (To be negotiated) R-2;
400 Hours 2 R-3
500 Hours 6 R-3
600 Hours 3 R-3
250 Hours (To be negotiated) R-3
400 Hours 2 R-3
550 Hours 2 R-2+
650 Hours4 1 R-3
400 Hours 2 R-3
400 Hours 3 R-3
350 Hours (To be negotiated) R-3
PURPOSE Series 510 Courses are part-time reading (R) only
courses. These courses are designed to prepare the
student to read and translate, with a dictionary
where necessary, correspondence, reports, ordinary
non-technical and non-specialized publications,
newspapers, documents or other materials. Further
supervised on-the-job development as a translator
would be appropriate if complete accuracy is
expected.
Series 510 Courses include major grammatical
features and the vocabulary (2000-5000 words
depending upon the language) most likely to be
found in publications, newspapers and documents.
Where necessary, appropriate political., economic,
and military terminology will be included. Some
speaking is included as an aid to learning the
written language.
PREREQUISITES Modern Language Aptitude Test. See 3 below.
1Three or five half days a week.
2For well motivated students of average aptitude.
3Three 250 hour segments; satisfactory completion of one segment
required for advancement to the subsequent segment.
4After 200 hours the student should rate R-1 and at 400 hours R-2.
Student may opt for the 200, 400 or 650 hours schedule.
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 Approved For ReITe fflygfff T ggA?PY78-06370A000200170001-6
German 610/615
French 610/615
Russian 610/615
Spanish 610/615
SERIES 610-615 COURSES
(Before-and-After-Hours "BAHLT")
LENGTH
II OF OFFERINGS
EACH YEAR
EXPECTED
PROFICIENCY'
36/36 Weeks
1/1
S-14/S-2
36/36 Weeks
1/1
S-It/S-2
36/36 Weeks
1/1
S-1+/S-2
36/36 Weeks
1/1
S-14/S-2
PURPOSE Series 610 and 615 Courses are for personnel who
desire language training in the most common languages
but who are unable to participate in such training
during the regular workday. The 610 Courses are for
beginners. The 615 Courses are for those who have
completed the 610 Course and desire to continue or
for personnel with an S-1+ Proficiency who are too
advanced for the 610 Series.
The 610 Courses cover the sound system and the basic
grammatical structures of each language and include
a limited vocabulary. Although these are essentially
speaking (S) courses, some reading (R) and writing
are included as natural concomitants to the speaking
and understanding. The 615 Courses are natural ex-
pansions of the 610 Courses.
TIMING Classes meet 6 hours per week on Monday, Wednesday,
and Thursday 0730-0930 hours or 1600-1800 hours for
two 18-week semesters per year for each series.
The first semester begins with the first full work-
week in September and the second semester begins
with the second full workweek in February.
Classes will normally be held at Headquarters but
may (depending on the availability of space, demand,
etc.) be held at some location in the Rosslyn area.
PREREQUISITES Modern Language Aptitude Test. For the 615 Series
the student must either have satisfactorily com-
pleted the 610 Series Course or have a tested
proficiency of S-1+.
For well motivated students of average aptitude. S-1+ for the 610
Courses, S-2 for the 615 Courses.
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(Part-Time Familiarization)
1/ OF OFFERINGS EXPECTED
EACH YEAR PROFICIENCY
Arabic 710 30 Hours (To be negotiated) A demonstrated
Farsi 710 30 Hours (To be negotiated) ability to
Russian (See 750 Series) transliterate
Thai 710 30 Hours (To be negotiated) to English
PURPOSE Series 710 Courses are primarily for Agency personnel
who have a need for a very limited knowledge of the
language for transliteration purposes. Students should
be able to transliterate into English personal and place
names and identify titles of publications and legends on
maps.
Emphasis is placed on a recognition of the alphabet and
its application in identifying personal and place names,
etc. A small amount of vocabulary and grammar, neces-
sary for the practical objectives of this course, is
also taught.
PREREQUISITES None.
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 Approved For RelMe(4111~RY78-06370A000200170001-6
(Part-Time Specialized)
# OF OFFERINGS EXPECTED
EACH YEAR PROFICIENCY
Chinese 730 (Mandarin) 40 Hours (To be negotiated)
PURPOSE
SCOPE
This course will enable the student to find a
CHINESE CHARACTER in a Chinese dictionary or
telecode book.
In this course the student will be taught to
recognize the radical in a Chinese character and
count the strokes in the remainder of the character.
He will learn the ten basic forms that count as
single strokes and the variant forms of each.
(Radicals and stroke counts are used to arrange
Chinese characters in dictionary order.)
At the completion of this training the student should be able to
find 95% of a list of randomly selected Chinese characters in an
average time of 2-1/2 minutes per character.
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(Part-Time Maintenance)
LENGTHI
# OF OFFERINGS EXPECTED
EACH YEAR PROFICIENCY
Chinese 735 (Mandarin) (To be negotiated)
PURPOSE This is a maintenance course only and is designed for
those Agency employees who are able to speak Chinese
Mandarin at the "3" level and wish to maintain their
spoken skill.
This is essentially a free-conversation course and is
not particularly structured since it is a Maintenance
course. The class meets and discusses current events,
problems of translation, or other matters of interest,
all in Chinese.
PREREQUISITES A proficiency level of S-3 or better. Exceptions may
be made if the circumstances of a particular case war-
rants such action.
'This course meets twice weekly for a total of three hours. Due to
space and instructor limitations, this course is subject to cancel-
lation without notice.
2The student should maintain his S-3 or better capability.
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Approved For ReldaWe 291101 USHPOM W78-0637OA000200170001-6
(Part-Time Russian)
(Given at Headquarters)
NOTE: Except for Russian 751, which is offered primarily in the
interests of SB Division, the remainder of the 750 Russian
Courses are scheduled in the interests of OER. All Russian
Series 750 Courses are presented in the Headquarters Building.
RUSSIAN 751 (Russian Conversation)
This is a reading, speaking and understanding (RSU)
part-timel course for SB personnel who have an S-24
to 3 proficiency and who wish to preserve or improve
their speaking and reading skills. The program con-
sists mainly of free conversation supplemented by
reading contemporary Russian authors. Prerequisite:
S-2, R-2+ proficiency and an interview with the
instructor.
RUSSIAN 752 (Russian Familiarization)
This is a 24-hour, 2-hour per week, course in which
students learn to transliterate from Russian to
English according to the Board of Geographic Names
system. Students also learn a small amount of vocab-
ulary and grammar.
RUSSIAN 753 (Russian Grammar)
This is a 200-hour, one hour a day, five days a week,
course which includes presentations on the funda-
mentals of Russian grammar along with a vocabulary
of general as well as technological, economic, and
political terms. The objective is to give the stu-
dent the tools (both grammar and vocabulary) which
will enable him to read and understand, with the aid
of a dictionary, Russian political-economic literature
at the "1" level.
This is a continuing course and students with an appropriate S and R
proficiency level may join any of the several groups which meet one-
half hour per day five days a week.
34
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RUSSIAN 754 (Russian Reading Level II)
This is a 200-hour, one hour a day, five days a week,
course designed to achieve a "2" level of proficiency
in reading. This course represents a continuation of
the Russian Grammar course, which is considered pre-
requisite to enrollment in this course. Equivalent
knowledge of Russian gained by other means will suffice
for entrance to this course. Readings include history,
literature, and economic geography subject matters.
RUSSIAN 755 (Economic and Political Reading - Russian Reading
Level III)
This is a two-semester (100 hours per semester), one
hour a day, five days a week, course designed to
achieve a "3" level of proficiency in reading (with
the aid of a dictionary). This course is a continu-
ation of Russian Reading Level II (Russian 754) which
is considered a prerequisite to enrollment. Equivalent
knowledge of Russian gained by other means will suffice
for entrance to this course. The readings consist of
articles from current Soviet economic and political
journals and newspapers.
RUSSIAN 756 (Advanced Russian Reading)
This is a two-semester (60 hours per semester), three
hours per week (one hour each day) M-W-F course de-
signed to achieve a "3+" level of proficiency in
reading (with the aid of a dictionary). This course
is a continuation of Russian 755 which is considered
a prerequisite. This course consists of reading and
analyzing Russian texts from the standpoint of grammar,
thus serving as a comprehensive review of grammar.
NOTE: It has been estimated that two hours of outside study will be
required for each hour of class participation in Courses 752-
756. Only those individuals who are able to maintain an
excellent attendance record should apply for admission to
these courses.
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The School of Intelligence & World Affairs (SIWA) conducts
training programs for professionals from all parts of the Agency
on the following subjects:
Intelligence Orientation
International Affairs
Communications Skills and Techniques
Research and Analysis Skills and Techniques
Area and Overseas Orientation
The School also provides briefings and briefing support on these
subjects for both Agency and non-Agency audiences, and participates
in covert tutorial training programs.
SIWA programs provide not only basic orientation and familiar-
ization but also remedial or upgrading training for junior grade
officers, especially in communications, research, and analysis
skills and techniques. Other programs focus on the needs of middle-
and senior-grade officers, such as Intelligence Briefing, Conference
Participation, and the Advanced Intelligence Seminar.
Faculty members also lecture and participate in panel discussions
in courses given by other OTR schools, in training programs of other
components of CIA, and in schools of other agencies. For example,
briefings on the Intelligence Community, CIA, Communism and overseas
orientation are given for the Office of Communication's Student and
Wives' Overseas Orientation Program (SWOOP).
Each year a number of courses are given for professionals from
a single office. Some of these use the same content and method as
courses given for employees from all offices; others are adapted to
the specific needs of the individual office. The latter are provided
in response to requests and require, in addition, a survey of the
specific needs and problems of the office. Courses which have been
given for individual offices in the last few years include Writing
Workshops, Intelligence Research Techniques, Introduction to Map
Reading and Imagery Analysis, Intelligence Briefing, Conference
Techniques, Introduction to Intelligence, and Introduction to
Communism.
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ORIENTATION COURSES AND ADVANCED INTELLIGENCE SEMINAR
::'1WA gives all of OTR's basic intelligence orientation courses
for professional employees. The largest continuing enrollment in
any SIWA course is that in the four-week Intelligence Orientation,
of which Introduction to Intelligence and Introduction to Communism
are the principal components. This four-week course is required
for all new Agency professionals. SIWA also gives a five-week
Intelligence and World Affairs Course for Career Trainees and others
by nomination of their office. A short reorientation, the monthly
CIA Review, is given to recent returnees from overseas.
`special orientation courses or short refresher briefings,
planned to meet the needs of groups from one office, are given on
request. Such courses have been given for groups of Clandestine
Service contract personnel; a regular series of special orientation
programs are given as part of the Office of Communication's training
for personnel preparing to go overseas; and short refresher orienta-
tion briefings have been given in Office of Economic Research (OER)
and National Photographic Interpretation Center (NPIC).
iIWA also offers the two-week Advanced Intelligence Seminar for
middle- and senior-level personnel. This seminar focuses on major
problems, trends, and developments in the Agency and the Intelligence
Community and includes discussions of international and domestic pro-
blems affecting or likely to affect U.S. intelligence.
='RIEFING AND BRIEFING SUPPORT
The briefing and briefing support functions of SIWA, under the
management of the Briefing Officer, are conducted in response to
specific requests. Most briefings are on the mission, functions, and
organization of CIA, the Intelligence Community, and the National
Security Council; but briefings are also given on Communism, the
intelligence process, production of current intelligence, national
estimates, strategic intelligence, scientific intelligence, and the
elements of national power. Such briefings are given to audiences
both within and outside the Agency.
=,:xternal briefings are given for senior U.S. and foreign
officials and to both governmental and non-governmental training
groups. Briefings for senior foreign officials are given at the
request of the Clandestine Service and for ambassadors and other
senior U.S. officials at the request of the Information Requirements
Staff. Briefings of U.S. government training groups are given at
the Foreign Service Institute, the AID Washington Training Center,
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at Ft. Benning, Ft. Knox and Ft. Belvoir. Briefings are also given
for academic, business, and professional groups when approved by
Agency officials. Special tutorial programs, ranging in length from
a few hours to several days, are also conducted, at the request of
the CS, for foreign intelligence officers. These may involve not
only SIWA personnel but also instructors from other OTR. Schools and
experts from the various Directorates of the Agency.
The Briefing Support Officer assists the Briefing Officer in
the coordination of external requests for CIA speakers, according
to procedures in 0 He is also responsible for the planning
and administration of briefing programs for groups visiting CIA at
which speakers generally come from the executive level of the Agency.
Such groups include businessmen sponsored by the Brookings Institu-
tion, the JCS-DIA program, and the "Day at CIA" programs conducted
for such groups as FSI's Senior Seminar in Foreign Policy and for
NSA's Senior Cryptologic Course.
INTERNATIONAL AFFAIRS
Courses in international affairs are part of the introductory
training of new Agency professionals. Introduction to Communism,
part of the four-week Intelligence Orientation required for all new
professionals, provides familiarization with the USSR, Communist
China and with Communist parties world-wide, and with emerging world
problems such as nationalism. Intelligence and World Affairs, the
five-week introductory course for Career Trainees and others, covers
world problems affecting U.S. policy interests and includes in-depth
study of the Communist world.
COMMUNICATIONS SKILLS
SIWA provides opportunities for improving several types of
job-related communications skills: writing, briefing, conference
participation, reading, and listening.
In its Writing Workshops, SIWA provides training in the types
of writing needed by CIA. These workshops are given at the basic
and intermediate level for employees from all parts of the Agency.
In addition, special Writing Workshops, planned to meet the spe-
cific writing needs and problems of an individual office, are given
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on request. In preparing for such a course, an instructor studies
the types of writing and the writing problems of the office. He
may make suggestions for improving the office's written output--
often including recommendations for the establishment of editorial
standards by supervisors and editors--as well as for the development
of a course. Employees who are unable to attend a regular Writing
Workshop can be enrolled in a writing correspondence course, which
is administered by SIWA.
Intelligence Briefing courses are normally offered for Agency
professionals who have or will have briefing as one of their respon-
sibilities. Some of the students' briefings are videotaped so that
each student can see and hear himself as his audience does. When an
individual office has a sufficiently large group of students, a
special course may be given.
The Conference Participation course is available for supervisors
and managers who either lead or participate in conferences. This
course may be given for a single office when it has a large enough
number of people to be trained.
The Reading Improvement course is usually given under contract
by an outside organization. This course helps the student to increase
both his reading rate and level of comprehension and to overcome
reading problems.
An Effective Listening course, also conducted under contract by
a non-Agency organization, after experimental offerings and deter-
mination of its value to the Agency, may be presented on a continuing
basis.
RESEARCH AND ANALYSIS SKILLS
Three courses given in SIWA provide detailed orientation to the
Directorate of Intelligence and to the research and analysis techni-
ques used in that Directorate in producing its finished intelligence
reports. A fourth course deals with two basic research techniques
(map reading and imagery analysis) which are of value in many parts
of the Agency.
Two of the courses in research and analysis are given for CTs
and others by nomination of their office: Intelligence Techniques,
to familiarize them with the production of finished intelligence;
and Intelligence Production, to prepare those whose careers will be
in the Directorate of Intelligence. The latter is the only regular
SIWA course given primarily for the Directorate of Intelligence.
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The Intelligence Research Techniques course is generally given
only upon request from an office having a sufficient number of stu-
dents to constitute a class and is developed to meet the specific
needs of that office. In the past, this course has been given in
versions ranging from two to ten weeks, full-time, for analysts from
Office of Scientific Intelligence (OSI), and in a two week full-time
version for imagery analysts, research analysts, research assistants,
and librarians from NPIC.
Special seminars for either junior or senior analysts on
research problems or on research on particular substantive subjects
or geographical areas will be developed and planned upon request.
For example, OTR coordinated a seminar on Western Hemisphere pro-
blems for officers from one division. Such seminars might range in
length from one day to a week. OTR can provide facilities either
25X1A
The Introduction to Map Reading and Imagery Analysis familiarizes
professionals from any Directorate with these two basic research
skills. Map reading is taught principally through the use of a pro-
grammed text; imagery analysis of photographs is taught primarily by
laboratory type exercises using the photo interpreter's tools.
AREA AND OVERSEAS ORIENTATION
Detailed courses on the USSR and on Communist China are given
for professionals and research assistants working on these two high
priority countries. Basic Country Survey: USSR provides current
coverage of Soviet strengths, problems, and policies. China Famil-
iarization provides an orientation to Communist China and to the
Chinese language. Geography of Communist China and Geography of the
USSR provide detailed study of the geography of these countries.
The Orientation for Overseas is given for all personnel scheduled
to go overseas for the first time and for their adult dependents.
Registrants are provided readings on their country of destination and
are given suggestions on adjustment to life overseas and to methods
of relating successfully to people in other countries.
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LENGTH Two weeks, full-time.
PREREQUISITES Minimum grade of GS-13. Five years of experience
in the Agency; preferably ten years. No more than
two applications accepted from any one Office or
CS Division. Prerequisites may be waived with
special justification. Required special clearances
are obtained for students who do not already have
them.
Experienced Agency personnel at the middle-to-senior
grade from all Directorates who want a relatively
brief high-level combination of "mind stretching"
and the working level intelligence approach to se-
l.ected problems. Nominees for Senior Officer Schools
and similar levels of external training are urged to
take the AIS. (Graduates of the Mid-Career Executive
Development Course probably benefit most from the AIS
after several years have elapsed.)
OBJECTIVES (a) To discuss major international and domestic
Lrends affecting intelligence; (b) To assess changes
in, and problems facing, the Intelligence Community
and the Agency; (c) To examine the intelligence ap-
proach to selected substantive problems, and (d) To
provide an opportunity, through discussions and
seminars, for participants to appreciate the view-
points and problems of their colleagues from other
Directorates.
COURSE
DESCRIPTION To the maximum degree possible, the course is
conducted in a seminar atmosphere. All members
are expected to review reading materials provided
and to participate actively in seminar discussions
and panel sessions. The first week includes pre-
sentations by and discussions with guest speakers
25X1A
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 Approved For Releas~&09fflg R%ERPfJ&-06370A000200170001-6
from the academic and governmental worlds on criti-
cal and dynamic aspects of both international and
domestic developments affecting intelligence. The
second week focuses on current and projected de-
velopments within the Agency and the :Intelligence
Community, and on the application of intelligence
resources to selected problems. Students will
have the opportunity to discuss Agency problems
with Senior officials.
ENROLLMENT Maximum - 30.
FREQUENCY Three times annually.
NOTES (1) This course supersedes the Intelligence
Review.
(2) Request for Internal Training should be
submitted no later than three weeks prior
to the beginning of the course and prefer-
ably earlier.
(3) Request for Internal Training should include:
(a) Place and date of birth and Social
Security number;
(b) Major educational, professional, sub-
stantive, and area competence; and
current or projected duties (for use
in planning seminars).
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LENGTH
LOCATION
PREREQUISITES
OBJECTIVE
Two weeks, full-time.
Washington Area.
None.
To provide a comprehensive coverage of current
strengths, problems, and policies of the USSR
for employees working on the Soviet Union or
on related subjects requiring knowledge of
Soviet developments.
COURSE
DESCRIPTION Following a short review of the historical
development of the USSR, the course concen-
trates on current conditions in the USSR,
including Soviet interpretations of Marxist-
Leninist doctrine, Communist Party and govern-
ment organization and relations, economic and
military capabilities, the social system, and
foreign policies. Lectures, assigned readings,
and discussions are supplemented by films.
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LENGTH One week, full-time.
LOCATION Washington Area.
PREREQUISITES None.
OBJECTIVE To familiarize Agency personnel with contemporary
Communist China and to provide an acquaintance
with the fundamentals of the Chinese language.
COURSE
DESCRIPTION The language familiarization phase includes
pronunciation of Chinese words, an introduction
to the most widely accepted system of dictionary
recording of Chinese characters and the tele-
graphic code. The area phase includes: cultural
and historical development, geography and re-
sources, economic development and problems, the
political system, social change and control in
contemporary China and foreign relations.
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LENGTH Two hours.
I.OCATION Headquarters Building.
FOR All employees returning from overseas for a
PCS assignment in the U.S.
OBJECTIVE To update returnees' knowledge of major changes
of policy and organization in the National
Security Council (NSC), U.S. Intelligence Board
(USIB), and CIA over the previous five years
and of changes contemplated for the immediate
future.
COURSE
DESCRIPTION An overview of the major changes of policy and
organization in the NSC, USIB, and CIA is pre-
sented by lecture and slides. A special half-
hour presentation by the Office of Security
follows. The program concludes with the film
on CIA, "A Need to Know."
ENROLLMENT Maximum - 80. Employees who did not sign up for
this course upon returning from overseas will be
admitted on a space-available basis.
FREQUENCY Second Tuesday morning of each month.
No Request form is required for this course.
All returnees from a tour of duty overseas,
regardless of Directorate affiliation, should
attend this program as soon as possible.
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LENGTH 3-5 weeks, six to ten half-day sessions.
LOCATION 1000 N. Glebe Road, or elsewhere by special
arrangement.
Those with some experience and/or responsibility
for leading group discussions and conferences,
generally at the middle grade.
OBJECTIVE To develop skills necessary to conduct or
participate in conferences.
COURSE
DESCRIPTION Planning and preparation for a conference are
discussed and the leadership role is examined.
Emphasis is on understanding the role of an
effective participant, including questioning
and listening.
NOTE Usually given to meet special request of an
individual office.
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LENGTH
LOCATION
FOR
One full day session.
Selected for the convenience of participants.
All employees, regardless of position or grade,
whose work effectiveness would be helped by
increasing the ability to listen.
OBJECTIVES To enable the participant: (1) to produce a
complete, accurate summary, written or oral, of
spoken information; (2) to analyze constantly
what is being said; (3) to outline by the use
of key words; (4) to ignore irrelevant materials
and digressions; (5) to minimize the distracting
effect of emotional and hurried delivery, ethnic
and regional accents, background noise, and
statements with which the listener may disagree;
(6) to apply the improved listening skills in
his work.
COURSE
DESCRIPTION Lectures, group discussions, films, and directed
practice are utilized in developing effective
listening. Course is given by a contract in-
structor.
Cost for each student is assumed by the sponsoring
component. With 25 students in a class, cost is
approximately $14 per student.
1'REQUENCY Given on demand.
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LENGTH
LOCATION
PREREQUISITES
FOR
OBJECTIVE
COURSE
DESCRIPTION
Three weeks, MWF all day.
1000 N. Glebe Road
None, although China Familiarization course
is desirable.
Professional employees from all Directorates
who have a job-connected responsibility for
Communist China.
To provide the professional with an intellectual
framework of geographical knowledge about Commu-
nist China.
Detailed study of Communist China's regions,
followed by a systematic study of physical and
cultural topics that have a bearing on Communist
China's international position in economics,
military strength, and international relations
insofar as these concern the United States.
Classes are a mixture of lectures and laboratory
exercises, usually employing maps. The China
Map Folio is the principal research tool used by
students. Lectures are supplemented by slides
and motion pictures. Student readings are as-
signed in a textbook, compiled by the course
instructor, and in other sources such as the
daily press.
Twice a year, or on demand.
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LENGTH
LOCATION
PREREQUISITES
FOR
OBJECTIVE
COURSE
DESCRIPTION
Six weeks, MWF all day.
1000 N. Glebe Road
None, although Basic Country Survey: USSR is
desirable.
Professional employees from all Directorates
who have a job-connected responsibility for the
USSR.
To provide the professional with an intellectual
framework of geographical knowledge about the
USSR.
Detailed study of regions of the USSR, followed
by a systematic study of selected physical and
cultural topics that have a bearing on the USSR's
international position in economics, military
strength, and international relations insofar
as these concern the United States. Classes con-
sist of lectures and laboratory exercises,
usually employing maps. Materials include
academic texts, Soviet maps and atlases, motion
picture films, slides, selected U-2 photos, and
some classified materials, such as the Intelli-
gence Map Series. Training is given in trans-
literation and use of Russian-language materials
when necessary.
Offered on request.
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LENGTH
LOCATION
PREREQUISITES
FOR
OBJECTIVE
COURSE
DESCRIPTION
INTELLIGENCE AND WORLD AFFAIRS (IWA)
Five weeks, full-time.
1000 N. Glebe Road.
None.
Career Trainees and others by nomination of their
Office.
To orient the student to a career in the U.S.
Government and in the intelligence profession.
The course covers U.S. intelligence and foreign
policy against the backdrop of national goals and
priorities. It also covers world problems af-
fecting U.S. policy interests, including an in-
depth study of the Communist world. The lecture-
discussion method is used, supplemented by readings,
seminars, and films. Presentations are given by
speakers from CIA, from other governmental agencies,
and from academic or other private groups.
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LENGTH Four weeks, Monday and Wednesday mornings.
LOCATION 1000 N. Glebe Road (other locations considered).
FOR Agency professionals.
OBJECTIVE To identify each registrant's strengths and
weaknesses as an intelligence briefer and guide
him toward mastery of appropriate techniques
for improved performance.
COURSE
DESCRIPTION The first three of the eight sessions lay a
foundation for improving performance by calling
attention to good and bad habits and discussing
effective briefing techniques. During the fol-
lowing two weeks, class members prepare and
present four briefings which reflect the types
commonly required in intelligence work. Adequate
preparation of each briefing assignment requires
three to four hours at a minimum. Special at-
tention is given to problems of live communica-
tion, substantive organization of the message,
coherence and clarification devices (including
use of visual aids) and handling questions. The
instructor and members of the class critique each
performance, and the instructor provides guidance.
Several briefings are video-taped so students can
study and critique their own briefing performance.
(1) On Request for Internal Training, show
registrant's relevant prior experience,
courses taken, and current briefing
responsibilities.
(2) An office with seven or more registrants
for this course at one time may request
a special running.
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LENGTH Eight weeks, full-time.
LOCATION 1000 N. Glebe Road and Headquarters Building.
PREREQUISITES Intelligence and World Affairs, Intelligence
Techniques Course.
FOR Career Trainees and others by nomination of their
Office.
To familiarize the student with the functions
of the Directorate of Intelligence and with
the problems of producing finished intelligence
in the Intelligence Community. The course
stresses the close working relationships
between units of the Directorate of Intelli-
gence and other Agency and non-Agency offices.
COURSE
DESCRIPTION The course provides the student with personal
contact with working analysts and office man-
agers, opportunity to learn from the presenta-
tions of case studies by experienced analysts,
and the challenge of carrying out a research
project. Through readings and seminars the
student is encouraged to synthesize these
experiences into a workable understanding of
production activities and of the role of the
analyst.
FREQUENCY Twice a year.
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LENGTH Two weeks, full-time; or four weeks, half-time.
LOCATION Headquarters, or elsewhere by special arrangement.
FOR Analysts, librarians, reference analysts, and
research assistants.
OBJECTIVE To familiarize the student with research facilities
and research processes used in the production of
finished intelligence.
COURSE
DESCRIPTION The course provides the student with personal contact
with working analysts and first-hand knowledge of the
capabilities of classified repositories in the Intel-
ligence Community.
FREQUENCY As requested.
NOTE This course can be tailored to the needs of a group
from one component. For instance, the course could
focus on an intelligence research project if the
students were research analysts.
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LENGTH Three weeks, full-time.
LOCATION 1000 N. Glebe Road.
FOR Career Trainees and others by nomination of their
Office.
OBJECTIVES (a) To familiarize students with the various
types of finished intelligence products
and methods of production.
(b) To assist students in making a choice between
a career in analysis and one in operations.
For students who go into the Clandestine
Service, this is their main chance to be-
come familiar with the end products of the
Intelligence Community.
COURSE
DESCRIPTION Familiarity with intelligence production methods
and finished intelligence products is achieved
through extensive reading, seminars, lectures,
and written and oral exercises based on actual
problems. Classes are divided into small sec-
tions in which instructors work closely with
individual students.
FREQUENCY Twice a year.
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LENGTH Two weeks, full-time.
LOCATION 1000 N. Glebe Road.
FOR Professional EODs.
OBJECTIVE To familiarize professional employees with the
doctrines, organizations, capabilities, and
policies of the USSR, the People's Republic of
China, and other Communist parties world-wide.
To provide insight into additional emergent
world problems (such as nationalism) which will
confront the United States during the next
decade.
COURSE
DESCRIPTION This course covers the ideas of Marxism-Leninism
and their various current interpretations; the
history, organization, and present status of the
"World Communist Movement"; the history, politi-
cal dynamics, economic and military capabilities,
social institutions, and foreign policies of the
Soviet Union and Communist China. Such factors
as "the new left," nationalism, the role of
military elites, and other problems--particularly
of "the third world"--are also presented. In-
cluded are lectures, panel discussions, seminars,
selected readings, and films.
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LENGTH Two weeks, full-time.
LOCATION 1000 N. Glebe Road
FOR Agency professionals with less than two years
service.
OBJECTIVES To familiarize the new professional with the
Agency's role in the intelligence process and
to orient him to a career in intelligence.
COURSE
DESCRIPTION Through lectures, seminars, films, panels,
symposiums, and discussion groups, the course
covers the Intelligence Community (including
the history of U.S. intelligence); fundamental
concepts of intelligence; U.S. national security
and world affairs; requirements; overt, clandes-
tine, and technical collection; processing of
intelligence information; production of finished
intelligence; intelligence in U.S. society; CIA's
culture; CIA's involvement overseas; the Third
World; survey of a selected world area; and
cross-cultural problems.
FREQUENCY Six to eight times annually.
NOTE This course an tion to Communism are
required under or all new professional
employees.
25X1A
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 Approved For Re lease 0% AL Ib1 : IA-RDP78-0637OA000200170001-6 USE ONLY
LENGTH
LOCATION
PREREQUISITES
FOR
OBJECTIVE
COURSE
DESCRIPTION
ENROLLMENT
FREQUENCY
NOTE
Three weeks, MWF all day.
1000 N. Glebe Road.
None
Professionals from all directorates who need to
use maps effectively and to do simple photographic
interpretation.
To enable the student to exploit maps used in
intelligence collection, production, and planning;
and to perform simple photo interpretation tasks.
Students work on map reading techniques and photo
interpretation techniques concurrently. In ad-
dition to lectures and demonstrations, students
also learn through the use of a programmed text-
book (in Map Reading) and through practical
exercises. The students make an aerial flight
during which they photograph designated targets
with Polaroid cameras and identify objects from
the air.
Twice a year, or on demand.
Agency employees who need only the map reading
skill can request a copy of the programmed text
in topographic map reading by calling the School
of Intelligence and World Affairs. Those who
pass the final examination will be given credit
for the programmed map reading course.
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CIA INTERNAL USE ONLY
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LENGTH Two days.
LOCATION Washington Area.
FOR All employees and their adult dependents preparing
for their first overseas tour with the Agency.
OBJECTIVES To orient registrants to some of the principal
challenges in living and working abroad, and to
provide practical suggestions on how to respond
to these challenges.
COURSE
DESCRIPTION
Briefings are given on: security, cover, medical,
and legal aspects of preparing for an overseas
assignment and of living abroad on the assignment;
contrasts between the Agency's roles at home and
abroad; and significant differences in overseas
working conditions which may be encountered by
employees and dependents. Instruction aims for a
deeper understanding of some of the common psycho-
logical problems associated with overseas life and
work. Appropriate films, reading materials, and
discussions are included.
ENROLLMENT Maximum - 40.
FREQUENCY Monthly (First Tuesday and Wednesday).
NOTE On Request for Internal Training, sponsoring
component should indicate registrant's assigned
post, previous residence abroad, and college-
level social sciences or behavioral sciences
courses taken. A separate Request for Internal
Training should be submitted for employee's
wife and should contain comparable information.
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LENGTH
LOCATIONS
FOR
Five weeks, two 2-hour sessions a week.
Selected for the convenience of participants.
All employees, regardless of position or grade,
whose work effectiveness would be increased by
improved reading skills.
OBJECTIVES To develop a more organized approach to job-
related reading, with emphasis on improving
speed, comprehension, and recall; and to develop
techniques of skimming, scanning, and work analy-
sis.
COURSE
DESCRIPTION Techniques used include: directed reading
assignments, timed exercises, and lectures.
Student progress is determined by periodic
testing for speed and comprehension. Stress
is on individualized instruction. Students
are expected to spend at least one hour a day
in practice at home or at work. Given by a
contract instructor.
Approximately $50 per student, assumed by the
sponsoring office. The full price is charged
after the first class session; no substitutions
are permitted after the first session.
FREQUENCY Given on demand.
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SPECIAL ORIENTATION FOR AGENCY REPRESENTATIVES
ATTENDING SENIOR OFFICER SCHOOLS
LENGTH Three days, full-time.
LOCATION Washington Area.
FOR Agency officers who have been selected for
attendance at Senior Officer Schools and similar
programs at other schools.
OBJECTIVE To prepare Agency officials for their role as CIA
representatives at the Senior Officer Schools.
COURSE
DESCRIPTION Significant developments affecting national
security policy, current U.S. Intelligence Com-
munity problems and priorities, CIA activities,
and the CIA image are presented. Includes in-
struction in techniques of briefing and of
conducting seminars. Provides an opportunity
to meet recent graduates of Senior Officer
Schools and senior officials of the Agency.
FREQUENCY Once a year (usually late June).
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LENGTH
LOCATION
FOR
COURSE
DESCRIPTION
ENROLLMENT
FREQUENCY
NOTE
WRITING WORKSHOP (BASIC)
Four weeks, eight half-day sessions.
1000 N. Glebe Road.
Agency professionals whose jobs require writing.
Some non-professionals may attend.
To develop proficiency in the mechanics of writing.
Covers the basic principles of grammar, punctuation,
sentence structure, and paragraph structure. The
first half of each class session is usually devoted
to discussion of textbook assignments and exercises
and to class revision of faulty sentences and para-
graphs drawn from student papers. During the second
half, students write papers and confer individually
with instructors.
Maximum - 15, minimum - 6.
Three or four times a year.
Special Writing Workshops of varying length to meet
the needs of particular offices or to solve particu-
lar writing problems can be designed and presented
on request.
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WRITING WORKSHOP (INTERMEDIATE)
LENGTH Four weeks, eight half-day sessions.
LOCATION 1000 N. Glebe Road.
PREREQUISITES Satisfactory completion of Writing Workshop (Basic)
or qualifying score on Writing Workshop pre-test
(see Note below).
FOR Agency professionals.
OBJECTIVE To develop proficiency in writing Agency reports.
COURSE
DESCRIPTION This course covers the principles of effective
writing, including clarity, accuracy, logic, and
focus. The first half of each class session is
usually given to discussion of textbook assign-
ments and to revision of students' sentences, para-
graphs, and outlines. During the second half of
each session students write papers, preferably
related to their jobs, and the instructor confers
with students on their writing problems.
ENROLLMENT Maximum - 15, minimum - 6.
FREQUENCY Three or four times a year.
NOTES (1) Prospective students who have not taken the
Writing Workshop (Basic) must take the Writing
Workshop pre-test. For information on the
scheduling of these tests call the Psychologi-
cal Services Staff/Office of Medical Services.
(2) Special Writing Workshops of varying lengths,
designed to meet the needs of particular of-
fices, can be presented on request.
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Many of the courses offered by the Support School have general
applicability throughout the Agency. Although the name may imply
that this School is concerned primarily with the training of personnel
from the Support Services, this is not the case. Only one of the
courses -- Support Services Review: Trends and Highlights -- applies
specifically to careerists of the Support Directorate.
Training responsibilities within the Support School are divided
between a Deputy Chief for Management Training and a Deputy Chief for
Administrative Training. Management Training offers training in dif-
ferent aspects of management and supervisory skills through the fol-
lowing courses: Supervision, Management, Managerial Grid, Advanced
Management (Planning) and Senior Management Seminar (Planning). The
Midcareer Executive Development Course is also included under Manage-
ment Training. Administrative Training conducts courses in.finance
and logistics, administrative procedures (those employed by admin-
istrative personnel in the Headquarters environment), the Support
Services Review: Trends and Highlights, and provides administrative
assistance to the Director of Computer Services in offering orienta-
tion in automatic data processing. In addition, its Clerical Training
Branch provides general instruction for clerical employees entering
on duty as well as specialized training just prior to their assignment
to a specific job; it provides refresher training in typewriting and
shorthand for incumbent clerical employees, and administers the
Agency's qualifications tests in clerical skills.
Although the bulk of the training provided by the Support School
is presented through the formal courses described in the following
pages, arrangements can be made for tailoring the subject matter of
the courses to the needs of particular offices or for presenting it
on a tutorial basis, primarily in the areas of clerical and support
services training.
Training in supervision and management has been given in the Agency
since 1954. Since that time, it has undergone many changes in an effort
to keep up with the best thinking in the field and the most effective
techniques of instruction.
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In conducting management and supervisory training, the Support
School has proceeded from the following assumptions. Managers ought to
manage. Some do not do as well as they might. Intuition, common sense,
or specialized or on-the-job experience may not be enough. A short
course will not necessarily make a person an effective manager, but it
can get him to think about management and his own way of going about it.
It cannot give specific applications and rules of thumb for each person's
unique situation, but it can offer a variety of concepts which an indi-
vidual can relate to his own practices. The best learning takes place
when students are actively involved; when a free exchange of ideas takes
place; when there is no evaluation of the students ; and when the instruc-
tor's role is that of guide and clarifier rather than dispenser of all
wisdom and knowledge.
At the present time, five courses are being offered on a regular
basis: Supervision, Management, the Managerial Grid, Advanced Manage-
ment (Planning), and Senior Management Seminar (Planning); the latter
is limited to personnel in grades GS-15 and above and is conducted by
the "outside" consultant who designed the course.
SUPERVISION
This course, formerly limited to first-line supervisors between
the grades of GS-05 through GS-10, has been changed to permit attend-
ance by first-line supervisors of any grade as well as a number of
non-supervisors. Since much of the learning is derived from group
and team discussions involving mutual exchange of experience, a mix
of not less than 40% current supervisors, with 60% either with past
experience as Agency supervisors or anticipating early supervisory
assignments, is preferred.
The essence of supervision is getting things done through people.
More specifically, the goals of the Management Training Faculty are
to enhance the supervisory effectiveness of students through:
a. Facilitating exchange of experience between students
through discussions and team exercises;
b. Encouraging students' examination of their own styles,
methods, and effectiveness as supervisors;
c. Familiarizing them with the concepts, approaches and
research findings of experts in the field.
The techniques employed which are designed to result in maximum
student involvement include team exercises, discussions, and role
playing as well as films and lectures. Among the subjects covered are
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motivation, communication, problem-solving/decision-making, supervisory
responsibilities, performance appraisal and employee development.
About 2 - 3 hours pre-course reading are required and a number of arti-
cles are assigned for reading during the week. Management Training
Faculty emphasizes practical, rather than theoretical, problems
encountered by Agency supervisors.
MANAGEMENT
This is a one-week program for persons of any grade currently in
an assignment involving the management of supervisors or other managers
(i.e., second level supervisors).
The objective of the Management Course is to point the way toward
more effective management by providing participants an opportunity:
a. To acquire up-to-date knowledge of various theories
and concepts of management and managerial behavior;
b. To develop basic skills characteristic of effective
managers -- listening and communicating, problem-solving and decision-
making, motivating, planning, controlling;
c. To examine attitudes, assumptions and values about people
and about work.
This course utilizes a variety of teaching methods and is designed
to promote a maximum amount of individual involvement through the medium
of team activity. Lectures are held to a minimum, and students are
encouraged to learn by doing.
THE MANAGERIAL GRID
The Grid is given for GS-13's and above (GS-12's admitted on a
space available basis). It also constitutes the first week of the
Midcareer Executive Development Course, so if it seems likely that an
employee will be attending the MEDC, he should not be enrolled in this
Managerial Grid.
The Grid is a copyrighted course designed by Scientific Methods,
Inc. It starts on Sunday afternoon and goes through Friday afternoon
and includes evening work every night. The pace is intensive. Among
the goals are familiarization with the Managerial Grid theories, team
action, group dynamics and feedback on individual managerial style.
The technique used is to have teams work on assigned tasks, first as
individuals, then as a team. The teams report back in a general ses-
sion, and the results are compared and contrasted. (It: is desirable
to take the Grid before the Advanced Management (Planning) course.)
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ADVANCED MANAGEMENT (PLANNING) COURSE AND SENIOR MANAGEMENT
SEMINAR (PLANNING)
These courses are offered to all line and staff officers who have
a need for better understanding of systematic planning. The were de-
si ned for the Agency by consultants from
minar
(Plannin SMS p is or CS-17s anabove and is conducted by the
The Advanced Management (Planning) Course (AMP) is
conducted for GS-13's and 14's by OTR and is the same course as the
SMS(P) except for some minor modifications made in response to changing
needs.
The training establishes a specific methodology for planning;
identifies selected techniques used in planning; stimulates analysis
of different planning styles; and outlines the Agency's system for
planning, programming, and budgeting.
Required pre-course reading may consume twenty or more hours, and
the week of in-residence training involves a tightly planned schedule
of day and evening sessions.
The training is designed to increase individual effectiveness on
the job by providing a better understanding of planning as a managerial
skill and a familiarization with the Agency's planning system. Case
studies emphasizing science-based management are taken from real organ-
izations, including the Agency. As with the Managerial Grid, planning
problems are assigned to small work groups and to smaller teams, where
barriers to group and team effectiveness can be recognized (and perhaps
weeded out as the week progresses).
The AM(P) is offered seven times yearly, and the SMS(P) twice a
MIDCAREER EXECUTIVE DEVELOPMENT COURSE
The Midcareer Executive Development Course was inaugurated in
October 1963. The course, popularly known as the Midcareer Course,
resulted from the intense interest of the then Deputy Director of
Central Intelligence, the Executive Director-Comptroller, and the
Director of Training.
The course provides generalist training to prepare midcareerists
to assume broader responsibilities and executive positions. It is
offered four times a year; the duration is six weeks. The thirty-
four members of each course are from the four Directorates and the
Office of the Director, each of which has an established quota.
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1A The Midcareer Course is divided into three phases. The first,
conducted at thel , consists of the Managerial
Grid. The substance of this week is the same as that in the Managerial
Grid Seminar.
Phase II, conducted for the most part at the
25X1A is concerned with the activities, problems, and interorgani-
zational relationships of the Agency, and, to a lesser extent, with
the activities of certain other members of the Intelligence Community.
Senior officers of CIA and other organizations represented on the U.S.
Intelligence Board discuss questions of intelligence collection, pro-
duction, evaluation, and support at top levels of consideration. In
addition to lectures, this phase includes group discussions, student
presentations, selected readings, seminars, and some visits to instal-
lations of the Intelligence Community.
25X1A
Phase III focuses primarily on the involvement of the United
States in international affairs, with some attention devoted to sig-
nificant domestic matters. Classroom presentations are given at the
Support School facilities or at Headquarters. Speakers for this
segment are from agencies and departments of the U.S. Government and
from the academic world. During this last phase a field trip is made
to selected military bases and installations and space centers in the
United States. Among these have been Strategic Air Command Headquarters
at Omaha, Nebraska; the Minuteman Missile Complex at Cheyenne, Wyoming;
North American Air Defense Command Headquarters at Colorado Springs,
Colorado; the Manned Spacecraft Center at Houston, Texas; the Defense
Atomic Support Agency's Field Command at Sandia Base, Albuquerque, New
Mexico; and both NASA and U.S. Air Force installations at Cape Kennedy,
Florida. The field trip serves as a dramatic manifestation of U.S.
strategic offensive and defensive capabilities and problems, and of
the Nation's commitment to the exploration and exploitation of space.
The course usually opens with a welcome by the Deputy Director of
Central Intelligence or Executive Director-Comptroller and concludes,
after an address by a prominent United States official, academician,
or private citizen, with a meeting with the Director of Central
Intelligence.
The Administrative Training elements of the Support School respond
specifically to the training requirements of the Support Services and to
requests for assistance in component-managed training given specifically
for component personnel. In addition to the regular courses, a sub-
stantial amount of training within the general context of the Support
School curriculum is given on a tutorial basis. The majority of students
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in the Administrative Procedures Course and in the Field Finance and
Logistics Course are Clandestine Service careerists. In the former,
generally young clerks and typists receive additional training related
to administrative support to the CS. In the latter, young men and
women, on the eve of their overseas assignment to work as generalists
in small stations and bases, receive training in a variety of support-
type functions.
MELD FINANCE AND LOGISTICS
't'his three-week course prepares administrative and support personnel
to assume finance and/or logistics responsibilities at Class B or C, or
Type II or III, stations or bases. The course includes a familiarization
with regulatory provisions and their application to typical cases. Sub-
jects covered in the finance phase are custodial responsibilities, field
financial management, and the maintenance of appropriate financial
records. The logistics phase deals with overseas housing, vehicle
management, shipment and storage of household effects, and the procure-
ment, recording, and disposition of property. Practical exercises in-
clude the preparation of a simulated voucher for foreign travel. Either
the finance phase or the logistics phase may be taken separately, but
applicants should be anticipating an overseas assignment with finance or
logistics responsibilities.
ADMINISTRATIVE PROCEDURES
This course prepares students for work in Headquarters offices of
the Clandestine Service, and in other offices of the Agency that work
with the Clandestine Service and provide support to overseas installa-
tions.
The course is in two parts. All students attend the first three
and a half days and receive instruction in the missions and functions
of the Clandestine Service, security problems in overseas correspondence,
dispatch, telepouch and cable procedures, domestic travel and reimburse-
ment voucher preparation, and familiarization with operational terminol-
ogy. Non-Clandestine Service-sponsored students complete the course
with this instruction. Clandestine Service-sponsored students receive
another day and a half of instruction in CS Records, name checks, and
project procedures.
most new employees are expected to spend from four to six weeks in
their first assignment before being enrolled in Administrative Procedures.
This gives the employee time to assimilate entrance-on-duty briefings
and instructions and to become familiar with the appearance and tempo of
the office.
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SUPPORT SERVICES REVIEW: TRENDS AND HIGHLIGHTS
This four and one half day course, given at the
25X1A
is for professional careerists in the Support Services in grades
GS-09 through GS-15. (To assure a continuing input of women into the
course, exceptions will be made on an individual basis to accommodate
senior secretaries in grades GS-06, 07, and 08 from Offices and Divisions
of the Support Services.) Developed at the specific request of the Deputy
Director for Support, it is intended to accomplish two major objectives:
to permit persons from the different Offices to learn more about compo-
nents other than their own; and to permit persons from the different
Offices to get to know one another personally.
Participants are exposed to aspects of Agency support activity, and
attention is centered on significant trends and developments in the
Support Services rather than on organization and mission. Senior officers
from the major elements present their respective subjects, including pre-
sentations on automatic data processing, records management, and planning,
programming and budgeting. A special feature is a demonstration of
communications equipment and research and a visit to the Agency Records
Center.
Enrollment is limited to forty-eight from the Support Services. In
addition, two spaces each are allotted to the other Directorates.
The Clerical Training Faculty has responsibility for three
instructional programs: Induction Training, given to employees at
the time of entrance on duty with the Agency; Orientation Training,
given after Induction classes have been completed and immediately
preceding Agency assignment; and Refresher Training, available at
any time it is required after employees are assigned to an Agency
office. Although attendance in the Induction and Orientation classes
is included in the regular entry-on-duty routine and no individual
action is necessary to effect registration, admission to Refresher
Training classes requires the submission of a "Request for Internal
Training."
INDUCTION TRAINING
Induction Training is given weekly and stresses speed development
and remedial work in shorthand and typewriting for those who fail to
meet the Agency's standards in these skills. This training includes
a review of English grammar and punctuation, a survey of certain geo-
graphical, political, and economic aspects of areas in Europe and Asia
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(these continents are covered in alternate weeks); an introduction to
the Agency's filing system; and a review of duplication processes,
care of the typewriter, correction procedures, and other related of-
fice practices.
CLERICAL ORIENTATION TRAINING
Clerical Orientation is given weekly from Tuesday morning through
mid-afternoon on Friday. This course covers the following topics:
National security and the CIA, mailing procedures, publications, office
protocol, safe operations, time and attendance, and supplies and serv-
ices. Three workshops are conducted for the preparation of correspond-
ence; telephone techniques are stressed in a lecture and in a film, and
four laboratory sessions are given in the handling of the two more
widely used types of Agency telephones.
CLERICAL REFRESHER TRAINING
Refresher Training is for Agency employees who need assistance in
rebuilding typewriting or shorthand skills, or who require instruction
to remedy faults related to these skills. This four-week program is
given part-time, an hour and a half each morning for shorthand and an
hour each morning for typing. Preliminary tests are required for both
subjects. The results are used to determine the level of training
each individual should have.
Two levels of shorthand instruction are available: intermediate
and advanced. The goals at both levels are to build and stabilize
shorthand skill, to enhance ability to take "Agency-type" dictation,
and to review procedures applicable to various types of Agency
correspondence. To be accepted at the intermediate level, the indi-
vidual must perform at the rate of at least sixty words a minute, the
transcription showing no more than twelve errors; at the advanced
level, the test rating must be at least seventy words a minute, trans-
cribed with not more than eight errors. It should be noted that the
test an individual takes to meet the Agency's standards in shorthand
is given to individuals at the advanced class, not the intermediate,
level. To qualify requires the ability to take three minutes of
dictation at eighty words a minute and to transcribe the material in
twenty minutes with no more than five errors.
Typewriting review is designed to help persons who already know
the touch system but whose speed is low, or to help those with a
better-than-average speed but with an error count too high for an
acceptable product. In this course, too, the employee can take the
Agency's qualifying test in typewriting.
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OTHER TRAINING
The Clerical Training Faculty instructs clerical employees who
need short periods of specific job-related training after assignment
to offices.
It also offers a typewriting course at the basic level for
professional employees of the Agency. This is given before or after
working hours, an hour each day for six weeks. The faculty has
determined that for some students programmed instruction in type-
writing is feasible. For example, Career Trainees who do not have
the level of the skill required for their basic training are utilizing
a modified form of this approach.
TESTING
As noted previously, the Clerical Training Faculty administers
the Agency's qualifications tests for specific skills. In addition
to tests given at the time a person applies for employment at the
Agency, or in conjunction with training programs, tests are available
to employees who may wish to record officially further qualifications.
Local persons applying for clerical employment with the Agency
are given the Short Employment Test (which measures verbal, numerical,
and clerical aptitude); tests to measure card-punch operator aptitude
or ability as an IBM programmer; and typewriting and shorthand tests.
Clerical employees starting their Agency employment are tested
the second day after they enter on duty. They are given typewriting
or shorthand tests, or both, depending on their position classifica-
tion. Results of these tests are sent to the Office of Personnel;
anyone who fails to attain Agency standards must attend Induction
classes in the deficient subjects.
Tests in typewriting and shorthand are also available to
employees already on duty. Arrangements for these tests, which are
given on two Mondays in every five-week period, are made by Personnel
or Training Officers, to whom the results are forwarded.
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LENGTH
LOCATION
PREREQUISITES
OBJECTIVE
COURSE
DESCRIPTION
3 1/2 or 5 days (full time)
Washington Area
None
To prepare employees for clerical and administra-
tive responsibilities in Headquarters offices.
The course is in two parts. All students attend
Part I and learn to prepare cables, dispatches,
and travel vouchers and learn the meanings and
use of code designations and operational termi-
nology. More time is devoted to the organization
and work of the Clandestine Service than to the
work of other Directorates because of the inherent
responsibility of the CS for coordination or
release of most cables and dispatches.
Part II is for students from the CS who need to
learn about the flow and processing of documents
to and from the field, the records system and
project procedures of the CS. Students learn
from lectures, Agency Regulations, Handbooks and
instructions, specially prepared self-instruc-
tional materials, and practical work exercises.
New employees derive greatest benefit from the
course after spending several weeks in their
first office of assignment but within the first
two or three months of employment.
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ADVANCED MANAGEMENT (PLANNING)
LENGTH One week, full time. (Sunday evening through
Friday afternoon)
25X1 A LOCATION
25X1
PREREQUISITES Managerial Grid is recommended but not required.
Participants should be in grades GS-13 or GS-14.
OBJECTIVE To increase individual managerial effectiveness on
the job by providing (a) better understanding of
planning as a managerial skill and (b) familiari-
zation with the Agency's overall planning system.
COURSE
DESCRIPTION This course provides a systematic framework for
managerial planning; identifies and analyzes basic
styles of planning; covers selected techniques use-
ful in planning, and provides an orientation on the
Agency's planning, programming, a d =biidat-Ling
system. Developed under contract 25X1
this course eatures
active learning roug pre-course work, team
problem-solving, and case study.
NOTE A. Pre-course reading may require as much as
20-30 hours.
B. Includes evening work.
C. Covers the same material as Senior Management
Seminar (Planning).
Approved For Release 2002/11/%tCo#-RDP78-06370A000200170001-6
CIA INTERNAL USE ONLY
 SECRET
Approved For RRe1%as 1A1L1/0J~ DP78-06370A000200170001-6
LENGTH One week, full time, minimum; five additional
weeks, part time, maximum.
LOCATION
PREREQUISITES
25X1A
Entrance-on-duty clerical personnel attend
Clerical Induction classes in accordance with
Full clearance is not required.
Attendance in the typing and/or shorthand classes
is required if the clerical employee fails the
Agency qualifying tests when he enters on duty.
The Employment Information Agreement states that,
if necessary, three weeks of training will be
given. Additional training is dependent on the
Level of skill of the individual.
OBJECTIVES To meet Agency qualifications in typing and/or
shorthand, if necessary.
To give EOD training in the following subjects:
typing and shorthand (if qualification require-
ments were not met); area surveys (Europe and
Asia); grammar; punctuation and capitalization;
filing; and office practice.
COURSE
DESCRIPTION Each course subject (except filing and office
practice) is taught daily for a five-day period.
Students who do not meet Agency standards in
typing and/or shorthand within this five-day
period receive further instruction in an attempt
to meet the established qualifications. The
second week of the course in area surveys is
given to students who are awaiting assignments.
It is possible that not all students are
assigned to every course subject.
ENROLLMENT Dependent on the number of EOD clerical personnel.
No training request is required. This training,
conducted every week, is a part of the prescribed
entrance-on-duty instruction designed for clerical
appointees.
Approved For Release 2g?/0g+01 : CIA-RDP78-0637OA000200170001-6
CIA INTERNAL USE ONLY
 SECRET
Approved For ReleaseIA0 ML CLKERO M-0637OA000200170001-6
LENGTH
LOCATION
PREREQUISITES
3 3/4 days
Washington Area
Entrance-on-duty clerical personnel attend Orienta-
tion Training classes in accordance with
Full clearance is required.
OBJECTIVES To give training in security procedures, Agency
organization, correspondence format, mailing pro-
cedures, time and attendance records, logistics,
publications, office protocol, and telephone
techniques.
COURSE
DESCRIPTION Students are assigned to their first jobs in the
Agency the week following Orientation Training.
The course subjects are job related, and the stu-
dents are given an opportunity to participate in
activities which closely resemble those they will
become involved in when they are in their offices.
The course includes instructor-directed practice
in security procedures, telephone handling, mailing
procedures, and correspondence preparation.
ENROLLMENT Minimum - 5. Maximum - 50. Dependent on the num-
ber of EOD clerical personnel who have completed
Clerical Induction Training and who have received
full clearance.
No training request is required. This training,
conducted every week if a minimum enrollment may be
expected, is a part of the prescribed entrance-on-
duty instruction designed for clerical appointees.
25X1A
Approved For Release 2002/11/%tCI 4`-RDP78-06370A000200170001-6
CIA INTERNAL USE ONLY
 Approved For R 1ks*AAJt4SECf9P78-06370A000200170001-6
LENGTH Four weeks, part time, mornings.
LOCATION Washington Area
PREREQUISITES A preliminary test at 70 words a minute to be
transcribed with eight or fewer errors.
To enhance ability to take "Agency-type"
dictation.
To improve transcription techniques.
To take dictation at 80 words a minute for three
minutes and to transcribe with five or fewer er-
rors in not more than 20 minutes.
COURSE
DESCRIPTION The course includes daily work in shorthand speed
building, vocabulary, and transcription practice.
One official qualifying test is given in this
class. This course is offered for on-the-job
employees.
Any system of shorthand is acceptable for entrance
into the class.
Approved For Release 20 MR 1 : CIA-RDP78-0637OA000200170001-6
CIA INTERNAL USE ONLY
 SECRET
Approved For Releasrel60 I ftb k!d$ARER 06370A000200170001-6
LENGTH Four weeks, part time, mornings.
LOCATION Washington Area
PREREQUISITES A preliminary test at 60 words a minute to be
transcribed with 12 or fewer errors.
To enhance ability to take "Agency-type"
dictation.
To improve transcription techniques.
To take dictation at 70 words a minute for three
minutes and to transcribe with eight or fewer
errors in not more than 20 minutes.
COURSE
DESCRIPTION The course includes daily work in shorthand speed
building, vocabulary, and transcription practice;
it is offered for on-the-job employees.
Any system of shorthand is acceptable for entrance
into the class.
Approved For Release 2002/11kRtTA-RDP78-06370A000200170001-6
CIA INTERNAL USE ONLY
 SECRET
Approved For R $RI A0/jE Cbkj,DP78-0637OA000200170001-6
TYPING TECHNIQUES REVIEW
LENGTH Four weeks, part time, mornings.
[,OCATION Washington Area
PREREQUISITES A preliminary test. Also, an individual must
know the "touch" system of typing.
OBJECTIVES To improve typing speed and accuracy.
To improve typing techniques.
To meet the Agency typewriting standards.
COURSE
DESCRIPTION The course includes daily drills in accuracy
and speed-building that are teacher-directed.
One official qualifying test is given in this
class. This course is offered for on-the-job
employees.
Approved For Release 20 01 : CIA-RDP78-0637OA000200170001-6
CIA INTERNAL USE ONLY
 SECRET
Approved For Releasdr9e101N1ERHAICIL-SRC'4D UY06370A000200170001-6
FIELD FINANCE AND LOGISTICS
(FF&L)
LENGTH Three weeks, full time
LOCATION Washington Area
PREREQUISITES A minimum of six to twelve months Agency experience
and anticipation of imminent assignment to a
25X1A
post where duties will include 25X1A
maintaining financial and property records. (The
Field Operations Familiarization Course is usually
appropriate for such personnel and can be taken
before or after this Course.)
OBJECTIVES Ability to:
1. Interpret Regulations and apply pertinent
procedures as they pertain to finance, logistics,
foreign travel, personnel, physical security,
emergency destruction of records and civil dis-
turbances at a small station or base.
2. Maintain the financial accounting system used at
a Class B or C Station.
3. Maintain Type II or Type III Property Accounts.
4. Prepare foreign travel vouchers.
COURSE
DESCRIPTION The Course provides a general survey of field appli-
cation of Finance, Logistics, Personnel, Security
and Travel Regulations and procedures. It incor-
porates extensive use of practical problems designed
to teach various skills to personnel who will be
involved, at Headquarters or in the field, in support
of operations requiring such skills. Headset person-
nel would be typical of those at the Headquarters
level for whom the course is appropriate. The major
segments of the course -- Finance and Logistics --
may be taken separately. Supplemental to these
distinct modules are exercises on travel, personnel,
and a visit to Physical Security for instruction and
demonstration.
0
Approved For Release 2002/11 /SEC KRA-RDP78-0637OA0002001 70001 -6
CIA INTERNAL USE ONLY
 SECRET
Approved For ROWsIN2O /AII/QJSEG BDP78-06370A000200170001-6
It is most important that sponsors and prospective
students alike understand that this course intends
to emphasize the role, in its entirety, of the
support officer or operational support assistant
as he or she may expect to encounter it on the job
overseas. Specific skills training within the
course includes Type II and Type III property ac-
counting and B and C Station financial accounting.
In addition to indicating if and when the trainee
is to go overseas, his intended post should be
stated on the Request for Internal Training.
Because of the sequential, skills-oriented nature
of the course, Training Officers should endeavor
to keep absences for physical exams, etc. to a
minimum.
Approved For Release 20 Affil : CIA-RDP78-06370A000200170001-6
CIA INTERNAL USE ONLY
 SECRET
Approved For Release 12002N41TEMAIA RDRM Q'6370A000200170001-6
LENGTH
LOCATION
PREREQUISITES
One week, full time.
Washington Area
Work assignment that involves supervision of first
line supervisors or other managers.. (A limited
number of persons anticipating such an assignment
may also attend.)
OBJECTIVE To increase managerial effectiveness.
COURSE
DESCRIPTION This course utilizes a multi-media approach
designed to promote a maximum amount of individual
involvement. Topics convered include communication,
perception, motivation, conflict, managerial styles,
and responsibilities of the middle manager.
NOTE Approximately three hours of pre-course reading
required.
Approved For Release 2002/11/gtCplk-RDP78-06370A000200170001-6
CIA INTERNAL USE ONLY
 Approved For C~Ae Is RNAI U5E :&4DP78-0637OA000200170001-6
25X1 A LOCATION
One week, Sunday evening through Friday afternoon.
PREREQUISITES Grade GS-13 and above. A limited number of GS-12's
will be accepted on a "space available" basis.
OBJECTIVE Familiarization with concepts of effective mana-
gerial behavior as delineated in Phase I of the
Managerial Grid System of Organization Development.
COURSE
DESCRIPTION An intensive learning experience emphasizing team
action, open communication, critique, and feedback
as requisites of improved managerial performance.
Participants are actively involved as team members
in problem-solving situations.
ENROLLMENT Maximum - 54.
NOTE A. Pre-course reading may require as much as
20-30 hours.
B. Employees anticipating attendance at Midcareer
Executive Development Course should not enroll.
C. Priority given to a nominee whose supervisor
has attended this Managerial Grid Course.
D. Includes evening work.
Approved For Release 2002/11/01 : CIA-RDP78-0637OA000200170001-6
SECRET
CIA INTERNAL USE ONLY
 SECRET
Approved For Release Qpp2N91TMNAMIA}WIMLQ'637OA000200170001-6
(MEDC)
LENGTH Six weeks, full time. Four courses per year.
LOCATION First three weeks -- 25X1 A
Fourth & fifth weeks -- Headquarters Area
Sixth week -- Field trip
Final day -- Headquarters.
CANDIDATES Candidates for each course are selected by the
Office of the Director and the Offices of the
Four Directorates.
COURSE
OBJECTIVES To provide an opportunity for promising officers
at the Midcareer level and from all components
of the Agency to widen their understanding of:
Management practices;
Current developments and problems in the
Agency specifically and in the Intelligence
Community as a whole;
Major issues facing the Government, primarily
in the international field, but with some
attention to the domestic scene.
NOTE A Biographic Profile should be forwarded for each
Midcareerist selected for the Course.
Approved For Release 2002/11/%tCo4k-RDP78-06370A000200170001-6
CIA INTERNAL USE ONLY
 Approved For F I r JW&J: 6WJZDP78-0637OA000200170001-6
SENIOR MANAGEMENT SEMINAR (PLANNING)
LENGTH One week, full time. (Sunday afternoon through
Friday afternoon)
25X1 A LOCATION
25X1A
25X1A
PREREQUISITES The Managerial Grid is recommended but not required.
For individuals in grade GS-15 and above.
OBJECTIVE To increase managerial effectiveness on the job by
providing (a) better understanding of planning as
a managerial skill and (b) familiarization with the
Agency's overall planning system.
COURSE
DESCRIPTION This course provides a systematic framework for
managerial planning; identifies and analyzes basic
styles of planning; covers selected techniques use-
ful in planning, and provides an orientation on the
Agency's planning, programming, and budgeting system.
Developed under contract
and conducted by consultants from that
firm, this course features active learning through
pre-course work, team problem-solving, and case study.
A. Pre-course reading may require as much as
20-30 hours.
B. Includes evening work.
C. Covers the same material as Advanced Management
(Planning).
Approved For Release 20021 /ID1 : CIA-RDP78-0637OA000200170001-6
SECR
CIA INTERNAL USE ONLY
 SECRET
Approved For ReleascC4*01b1TftdMAICP$RL39 S)D6370A000200170001-6
LENGTH
LOCATION
PREREQUISITES
One week, full time.
Assignment as first line supervisor. (A limited
number of persons anticipating such an assignment
may also attend.)
OBJECTIVE To enhance supervisory competence.
COURSE
DESCRIPTION Accent is on "getting things done through people."
Subjects include motivation, communication, per-
formance appraisal, decision making, and employee
development. Familiarization with concepts, re-
search findings, and theories of experts in this
profession. Methods include team exercises, films,
class discussion, lectures, and reading.
NOTE Pre-course reading requires 2-3 hours.
Approved For Release 2002/11/?ACR?I'4-RDP78-06370A000200170001-6
CIA INTERNAL USE ONLY
 SECRET
Approved For RcIop$M JgL1/Q E; DP78-06370A000200170001-6
LENGTH
25X1 A LOCATION
PREREQUISITES
Five days
GS-09 through GS-15. (Senior secretaries in
Grades 06-08 are also included and are approved
on an individual basis by the Course Administrator)
OBJECTIVES To provide a training framework in which officers
of the Support Services will learn of significant
programs and activities of Support Offices and
Staff and, more broadly, of policies and trends
in Agency support.
To provide an environment in which professional
members of the various career services within the
Support Directorate may meet and get to know one
another in order to enhance work relationships.
COURSE
DESCRIPTION The Course is informal and comfortably paced.
Lectures, tours and demonstrations are intermixed,
highlighting the contemporary scene and offering
projections and predictions of things to come in
Support. Students are expected to remain for the
entire week availing themselves of free time in
the evening for socializing, reading, or just
relaxing. There are presentations on all Offices
in the Support Directorate and on Support Infor-
mation Processing Systems (SIPS), records manage-
ment, and Planning, Programming and Budgeting
(PPB).
ENROLLMENT Maximum - 52 on established quotas.
Personnel new to the Agency should not be enrolled
in this course short of two years service. Ex-
ceptions would be transfers from other government
agencies and the military establishment.
Approved For Release 2%RJg401 : CIA-RDP78-0637OA000200170001-6
CIA INTERNAL USE ONLY
 SECRET
Approved For ReleaseC2ADMMRh4At:I D P 6370A000200170001-6
STAFF TRAINING (ST) COURSES
1. Staff Training Courses are designed and presented
principally to meet the training needs of the Clandestine Service
(CS). The exceptions are: Project USEFUL which is exclusively
for U.S. military officers, CI Survey which is open to students
from all Directorates, Special Clandestine Operations Orientation
for DDS&T officers only, Operational Interrogation Course for
selected DDS officers who need this specialized kind of training,
and Operations Support Course for selected DDS officers who are
preparing for an overseas field station assignment.
2. The Chief of Staff Training and Staff Training
instructors can be reached on extensions
Training officers and supervisors are encouraged to contact tile
Chief, Staff Training to discuss any matter, especially course
content and sequence of training, relating to ST courses. These
courses are under constant revision to reflect changes in empha-
sis and topical coverage.
25X1
Approved For Release 2002/11/0$ECi'RII@-RDP78-06370A000200170001-6
CIA INTERNAL USE ONLY
 Approved For Fte+~aOALIDP78-06370A000200170001-6
25X1
25X1A
25X1
Chiefs of Station Seminar
Project USEFUL
Field Operations Familiarization
I I
Special Clandestine Operations Orientation
for DDS&T
CS Records I
CS Records II (Biographic Research)
CS Records III (Records Officer Briefing)
Information Reports Familiarization
Information Reporting, Reports, and Requirements
Introduction to Covert Action
Covert Action Seminar
Counterintelligence Survey
Counterintelligence Operations
European Operations
Soviet Bloc Operations
NE1 f01 : CIA-RDP78-0637OA000200170001-6
00
Approved For Release 2gE
CIA INTERNAL USE ONLY
 SECRET
Approved For Releas?l200 014 111 06370A000200170001-6
LENGTH
LOCATION
PREREQUISITES
Three days, part time.
Washington Area.
At least eight weeks with the CS on an
operating desk, or the equivalent through
Administrative Procedures or other OTR
courses.
OBJECTIVE To increase the operational effectiveness of
CS officers through a better understanding of
the CS Records system.
COURSE
DESCRIPTION The course is intended for operations officers
and intelligence or clerical assistants who
support operations through any form of records
activity. The central theme is their responsi-
bility to the CS Records system, and the services
which its different elements can provide. The
course reviews the CS records mission and the
logic and structure of the system itself, and
gives how-to-do-it instruction in the input,
maintenance, and retrieval of records, as well
as their retirement and destruction. The course
includes an introduction to the various machine
programs associated with the records system, and
outlines the management cycle by which records
policy is controlled and modified.
ENROLLMENT Maximum - 30, if the course is given at 1000 N.
Glebe Road, or 40, if given at Headquarters.
NOTE This course is also of value to senior officers
who supervise those who handle records.
Approved For Release 2002/11/SEC KSA-RDP78-0637OA000200170001-6
CIA INTERNAL USE ONLY
 SECRET
Approved For Re LqAs% 'A1L/0 gECMYP78-06370A000200170001-6
LENGTH
LOCATION
PREREQUISITES
CS RECORDS II
(Biographic Research)
One week, part time.
Washington Area.
CS Records I. RID analysts who have had RID
familiarization training are excepted.
OBJECTIVE To demonstrate the methods of recovering in-
formation about people of interest to the CS,
as well as the skills needed for competent
biographic research.
COURSE
DESCRIPTION This course is for all levels of CS personnel
involved in name-tracing at Headquarters. It
represents a synthesis of the experience of
professionals in the field of biographic re-
search. It covers the principles, techniques,
and specific procedures used in exploiting
official records collections in the Agency, as
well as other sources of information. The stu-
dents conduct an actual name trace, beginning
with the request from the field and ending with
the dispatch summarizing the results of their
search. The course is valuable not only to
those who do name traces as part of their daily
work, but also to those supervisors who must
judge their results.
Approved For Release 2QS 1 1 : CIA-RDP78-0637OA000200170001-6
CIA INTERNAL USE ONLY
 SECRET
Approved For ReleasLC6ON AkKSFZD?%YO6370A000200170001-6
LENGTH
LOCATION
PREREQUISITES
CS RECORDS III
(Records Officer Briefing)
Two successive mornings.
Washington Area.
CS Records Officer appointees must be GS-07
or above, must have three years operational
experience, or equivalent experience approved
by CI Staff, and must have completed CS
Records I.
OBJECTIVE To acquaint the Records Officer a intee
COURSE
DESCRIPTION Each student is provided with sample CS
documents from the area for which he will be
responsible. Through these, and through dis-
cussion with qualified Records specialists,
he is shown his responsibilities in desensi-
tizing, correcting, or disposing of CS Records
material; in opening, closing, or amending
official files; and in providing guidance on
proper Records handling to others in his unit.
The effect of his work on operations is con-
sidered. Special attention is given to his
relationship with Records Integration Division,
the CS Records Review Group, and the CS Records
Committee.
Although primarily for Records Officers, the
course is open to CS officers whose duties
include considerable Records handling.
25X1A
Approved For Release 2002/11/CfCBFA-RDP78-06370A000200170001-6
CIA INTERNAL USE ONLY
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 0 AIMA SEC CT 6370A000200170001-6
Approved For ReleaseC?
COUNTERINTELLIGENCE OPERATIONS
(CI OPS)
LENGTH Two weeks, full time.
LOCATION Washington Area.
PREREQUISITES 1) Introduction to Intelligence, or equivalent
experience. SI clearance required.
3) Three or more years Agency operational ex-
perience, or equivalent operational service
in another U.S. Agency, and operational
training.
4) Assignment to a job in the CS in which
specific counterintelligence training is
necessary.
OBJECTIVE To prepare CS officers for counterintelligence
assignments at Headquarters and in the Field. To
prepare the student to do operational research and
to produce finished counterintelligence, including
the production of collation files, notebooks, and
target studies. To identify the various components
with which coordination and mutual support and co-
operation must be established both at Headquarters
and the Station.
COURSE
DESCRIPTION Lectures, demonstrations, and discussion are used
to teach the student effective collection, evalua-
tion, interpretation, and dissemination of counter-
intelligence. Selected CS country desk supervisors
describe the procedures used in their components,
and participating professionals describe investi-
gation and research in CI case analysis. Current
counterintelligence concepts, techniques and tactics
are discussed.
If student does not have a current clearance,
application must be received two weeks before the
class begins.
Approved For Release 2002/11/%~ -RDP78-06370A000200170001-6
RET
CIA INTERNAL USE ONLY
 Approved For RtlRs&ip# _LThEC&1pP78-06370A000200170001-6
COUNTERINTELLIGENCE SURVEY
(CI Survey)
LENGTH One week, full time.
LOCATION Washington Area.
PREREQUISITES Introduction to Intelligence, Intelligence_
Orientation, or equivalent experience.
To acquaint Agency personnel not assigned to
counterintelligence work with the spectrum of
counterintelligence, as practiced by the United
States and other countries, so that they may
understand and work with officers assigned to
CI tasks.
COURSE
DESCRIPTION This course is a survey of counterintelligence,
focused more on the strategy and tactics of this
covert war than on the duties of individual par-
ticipants. The student is shown the relationship
between counterintelligence and non-counterintel-
ligence activity in the Agency, and is encouraged
to consider the mutual benefit inherent in a
broader knowledge of the responsibilities of both
sides. The course does not teach specific
counterintelligence skills.
Approved For Release 20bQ?k1Rygl : CIA-RDP78-0637OA000200170001-6
CIA INTERNAL USE ONLY
 25X1 Approved For Release 2002/11/01 : CIA-RDP78-0637OA000200170001-6
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 Approved For RI e ,Rs jj SEC ffP78-06370A000200170001-6
INFORMATION REPORTING, REPORTS
AND REQUIREMENTS (IRRR)
LENGTH Three weeks, full time.
LOCATION 1000 N. Glebe Road.
PREREQUISITES Introduction to Intelligence, or equivalent
in Field or Headquarters experience.
OBJECTIVE To provide the CS officer with the specialized
competence necessary to ensure that information,
responsive to United States Intelligence Board
(USIB) needs, reaches the consumer quickly, in
unmistakable language and in its most useful
form.
COURSE
DESCRIPTION The course covers official policies and procedures
for preparing intelligence information reports.
It is both Field and Headquarters oriented. Super-
vised practice to develop skills is given in the
production of finished reports; in tailoring
requirements into special assignments; and in
observing, collecting, organizing, and communi-
cating information. All practical exercises are
individually critiqued. A detailed tour of the
Intelligence Watch (IW) is included.
NOTE A biographic profile sheet should be forwarded
with the application form.
Approved For Release 209&W 1 : CIA-RDP78-0637OA000200170001-6
CIA INTERNAL USE ONLY
 Approved For Re least: Wc jg #hCARLE~%fqNLaf0637OA000200170001-6
INFORMATION REPORTS FAMILIARIZATION
(IR FAM)
LENGTH One week, full time.
LOCATION 1000 N. Glebe Road.
PREREQUISITES Introduction to Intelligence, or equivalent
experience.
To familiarize CS employees with the basic
principles of organization, expression, style
and format involved in the preparation of
regular and cable information reports.
COURSE
DESCRIPTION The course covers official policies and pro-
cedures for preparing intelligence reports.
It also includes instructor-directed practice
in the preparation of information reports.
A biographic profile sheet should be forwarded
with the application form.
Approved For Release 2002/11//E1~l-1-RDP78-06370A000200170001-6
CIA INTERNAL USE ONLY
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 SECRET
Approved For R6]k&sIAI2BBWAG/WSEODNRDP78-06370A000200170001-6
LENGTH One week, full time.
LOCATION Washington Area.
PREREQUISITES For U.S. Military Officers (field grade and
above). TS clearance required.
OBJECTIVE To maintain and improve CIA-DOD cooperation by
providing selected military officers the oppor-
tunity to become more fully and accurately
acquainted with CIA's mission and capability in
peace and war.
COURSE
DESCRIPTION
Key CIA officials discuss the function of their
components, with specific attention to CIA's
role in areas of concern to the Intelligence
Community. Special emphasis is placed on matters
of direct interest to the Armed Forces, such as
war and contingency planning, scientific and
technical intelligence, and the coordination of
foreign intelligence collection activities.
Project USEFUL is presented once a year, at the
request of the Joint Chiefs of Staff, usually in
September. There are normally 50 participants,
nominated by military commands in CONUS and
abroad.
Approved For Release 2 /46#01 : CIA-RDP78-0637OA000200170001-6
CIA INTERNAL USE ONLY
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 SECRET
Approved For ReleasglA0 f fl 1.QAEPD A.1YY06370A000200170001-6
INSTRUCTOR TRAINING
The Instructor Training Branch keeps abreast of new developments
in instructional technology and makes recommendations on the extent
to which such technology should be applied to the training require-
ments of the Agency. The Chief, Instructional Support Staff is
responsible for managing the Agency's Program Assisted Instruction
(PAI) and Computer Assisted Instruction (CAI) effort, and this Branch
serves as the focal point in the Agency for the development of educa-
tional and instructional technology. From 1966 to 1968 a study by an
outside contractor was made of new developments in educational tech-
nology which stressed the need for the development of behavioral
objectives for all OTR courses, as well as courses taught by other
components of the Agency. In addition, the need for the development
and application of educational systems or a systems approach in the
development of courses of instruction was emphasized. Presently the
military, other Government agencies, and industry are employing a
systems approach to their training.
Training which is job-oriented can be analyzed and developed
through the use of an orderly process (systems approach) which in-
volves the following steps:
1. Develop job standards
2. Make a task analysis (tasks performed on the job)
3. Determine measurable objectives
4. Develop curriculum
5. Select teaching methods and instructional materials
6. Present subject matter
7. Evaluate and get feedback
8. Revise instruction where necessary.
These are not discrete steps and cannot be followed in rigid
order, but require a great degree of interaction. The process is
not to be used as a check list or to depict an uninterrupted flow.
Rather, it shows the usual steps one must take in building a
training program.
Since September 1969 the Instructor Training Branch has been
applying the above systems approach to training in the following
manner:
1. Providing an Instructor Training Workshop for
instructors, both new and experienced. This course
includes instruction on how to develop a systems
approach to training.
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2. Visiting those instructors who have taken the
Instructor Training Workshop on the job for the
purpose of assisting them in preparing objectives
and tasks, lesson plans, methods of instruction,
instructional media, and evaluations.
3. Observing instructor performance in the classroom
to determine whether the lesson objectives have
been achieved, and if not, to suggest how they
can be.
The Instructor Training Branch has also kept abreast of
developments in programmed instruction and computer assisted
instruction. OTR considers that programmed instruction, rather
than being an independent instructional system, is a practical aid
to instructors. Incorporated in the broader concept of program as-
sisted instruction, it is an effective training technique which can
be applied in selected areas of Agency training. Some Agency in-
structors have been trained to write PAI units which are being used
in Agency courses and, as the need arises, additional instructors
will be trained.
Several OTR persons have met with outside users of Computer
Assisted Instruction in order to increase our knowledge of how it is
used. It has not been determined yet that the time and money required
to develop CAI would be cost-effective for Agency courses in view of
the number of students to be trained in a particular subject. However,
the consensus of the users of CAI is that the Agency should undertake
a pilot project in order to:
1. Give our instructors a CAI proficiency, which will
enable them to examine courses of instruction and
determine where CAI can be employed effectively.
2. Determine whether CAI is applicable to Agency training.
The Branch also advises and assists instructors in the use of
other media such as closed-circuit television (CCTV), motion pictures,
student response devices, and other audio and visual aids.
instructor Training Workshops are scheduled upon request.
Additional information may be obtained by calling the Chief of the
Instructor Training Branch. Anyone who desires assistance on cur-
riculum development and other instructional matters is also welcome
to call.
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LENGTH Eight days, full time.
LOCATION Washington area, or at locations convenient for
the component requesting the training.
PREREQUISITES Instructional responsibilities.
OBJECTIVES 1) To provide a knowledge of the major
principles, methods, and practices of
good instruction.
2) To provide an opportunity to develop
skills as an instructor by applying
this knowledge in an instructional
setting.
Upon completion of the course, participants
should be able to:
1) Analyze their audience and teaching
objectives.
2) Prepare lesson plans.
3) Effectively present the material to be
learned.
4) Evaluate the results of their training
efforts.
COURSE
DESCRIPTION Lectures and presentations are designed primarily
to maximize student involvement. Major emphasis
is on the application of instructional methods in
the presentation of units of instruction by the
participants. Each individual is expected to
give a minimum of three lectures, demonstrations,
or discussions during the course.
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The OTR Library has been established to maintain unclassified
and classified source material primarily for ttudents and faculty
for whom it provides a reference service. In addition, the Library
now retains the domestic college catalog collection and has the re-
sponsibility for satisfying requirements for information contained
in the catalogs. Therefore, requests for name checks, college
dates, course numbers, and the loan of catalogs, should be directed
to the OTR Library. In some cases, catalogs may be borrowed for
short term loans, but Agency personnel are welcome to use the
catalogs in the Library at any time.
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AIR WAR COLLEGE -- ten months (August to June), Maxwell Air Force
Base, Montgomery Alabama.
The Air War College mission is to prepare senior officers for
high command and staff duty by developing a sound understanding of
military strategy in support of national security policy and to
insure an intelligence contribution toward the most effective de-
velopment and employment of aerospace power. The environment of
the college is oriented toward a free expression of ideas and an
opportunity for independent and group analytical and creative
thinking. GS-14 and GS-15, 35 to 46 years of age.
ARMED FORCES STAFF COLLEGE -- five months, twice a year. (February
and August), Norfolk, Virginia.
The objectives are: To promote teamwork among the armed
services; to prepare officers in the organization, planning and
conduct of joint and combined operations; to prepare officers for
duty in the higher echelons of the Armed Forces; to promote the
development of understanding between higher echelons of the Armed
Forces and those other agencies of the Government which contribute
to national security; and to provide an appreciation of the related
aspects of national and international security. GS-13 or above,
30 to 45 years of age.
ARMY WAR COLLEGE -- ten months (August to June), Carlisle Barracks,
Pennsylvania.
Its mission is to prepare senior officers for command and high
level staff duties, with emphasis on Army doctrine and operations,
and to advance interdepartmental and interservice understanding.
GS-14 or above, 35 to 45 years of age.
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INDUSTRIAL COLLEGE OF THE ARMED FORCES -- ten months (August to June),
Fort McNair, Washington, D. C.
The mission of the Industrial College is to conduct courses in
the economic and industrial aspects of national security and in the
management of defense programs and resources in broad political,
social, and military context. Interrelated military, logistical,
administrative, scientific, technological, political, and social
factors affecting national security are considered to the extent
that they are pertinent. GS-14 or above, 35 to 45 years of age.
NATIONAL WAR COLLEGE -- ten months (August to June), Fort McNair,
Washington, D. C.
The course of study is concerned primarily with the conduct of
national security affairs. It involves detailed analysis of the
various political, economic, psychological, and military factors
included in national security policy making. The mission of the
College also includes study of the nature of national power, the
national interests and objectives of other nations, and ways to
avoid armed conflict. GS-14 or above, 35 to 45 years of age.
NAVAL WAR COLLEGE -- ten months (August to June), Newport, Rhode
Island.
The purpose of the School of Naval Warfare is to promote an
understanding of seapower and maritime strategy, a comprehension
of international affairs, an appreciation of the contribution to
national security of each of the military services and other
Government agencies, proficiency in planning and conducting naval,
joint and combined operations, and sound military judgment. GS-14
or above, 35 to 45 years of age.
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SENIOR SEMINAR IN FOREIGN POLICY -- ten months (August to June),
Foreign Service Institute, Department of State, Washington, D. C.
The Senior Seminar is the most advanced program of studies in
international relations and foreign policy offered by the United
States Government. The Seminar provides an opportunity for a free
and vigorous inquiry into some of the complexities of foreign
policy and U. S. domestic problems. It aims to broaden and deepen
the thinking of its members with regard to domestic and foreign
affairs. It seeks to stimulate their creative powers and to en-
hance their capacity to make thoughtful judgments. GS-15 or above
(preferably GS-16), 40 to 49 years of age.
ADVANCED MANAGEMENT PROGRAM -- two 13-week sessions (spring and
fall) plus additional programs of six weeks each in two consecutive
summers. Harvard University, Boston, Massachusetts.
The Advanced Management Program is intended for executives who
now occupy or will shortly assume positions at senior policy-making
levels. Among the objectives of the program are the refinement of
the skills, knowledge, and understanding essential for business
leadership, development and reinforcement of specific capabilities
such as the analysis of data for managerial control, performance
measurement and decision-making, and a heightened perception and
adeptness in dealing with the human elements of organizations.
GS-16 or above, 40 to 50 years of age.
CORNELL EXECUTIVE DEVELOPMENT PROGRAM -- one six-week program in
summer, Cornell University, Ithaca, New York.
This program is an intensive seminar for management executives
who want to continue their education for professional and personal
advancement. Participants explore the increasingly complex respon-
sibilities of management in the face of accelerating technological,
social, economic, and political changes. The Program is geared to
administrators who now hold key management positions or are headed
in that direction.
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*EXECUTIVE MANAGEMENT PROGRAM -- two four-week sessions in summer,
Pennsylvania State University, University Park, Pennsylvania.
The Program is designed to develop a better understanding of
the influence that economic, political, and social forces exert on
management decisions; to probe policy problems from an organiza-
tional rather than from a departmental point of view; and to pro-
mote an effective grasp of the tools, techniques, and attitudes
essential for outstanding executive leadership. Applicants should
be those already serving in important executive posts and who
appear to possess the abilities to advance further. Age range
35 to 50 years.
FEDERAL EXECUTIVE INSTITUTE (U.S. Civil Service Commission) -- five
eight-week sessions during a fiscal year, Charlottesville, Virginia.
The major objectives of the Institute are: To heighten
responsiveness to national needs and goals; to increase appre-
ciation of the totality of the governmental system; and to
improve knowledge of managerial processes. GS-16 or above, age
range 40 to early 50's.
EXECUTIVE PROGRAM IN BUSINESS ADMINISTRATION -- three six-week
sessions (spring, summer, and early fall), Harriman Campus of
Columbia University, Harriman, New York.
The Executive Program in Business Administration is dedicated
to the task of expanding the horizons of the modern business leader
and developing the executive abilities essential to the continued
successful performance of both the individual and the organization
he represents. The Program is for the mature, experienced execu-
tive who has, or is about to assume, top management responsibility
in his organization. It is not adaptable to junior level training.
Age range 37 to early 50's.
*Not included in OTR budget.
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MANAGEMENT PROGRAM FOR EXECUTIVES -- two eight-week sessions
(spring and fall), University of Pittsburgh, Pittsburgh, Penna.
The Program is designed to increase a participant's under-
standing of himself and others, of his own function and its
relationship to other company functions, of company operations
as a total system, of the economic, social and political environ-
ment in which a company exists, of the organization and communi-
cations network of the administrative process, and of available
and developing analytical aids. Age range 35 to 50 years.
*MIDCAREER EXECUTIVE DEVELOPMENT PROGRAM -- one nineteen-week
session (September to January), Syracuse University, Syracuse,
New York.
Originally established for trainees from the Federal Aviation
Agency, the Midcareer Program became a full multi-agency offering
in 1966. The Program is a residential program which brings to-
gether personnel with both technical and general administrative
backgrounds. It is designed to help upper and upper-middle
managers prepare themselves for more effective performance and
more responsible positions in the public service. GS-13 through
GS-15.
M.I.T. PROGRAM FOR SENIOR EXECUTIVES -- two nine-week sessions
(spring and fall), Massachusetts Institute of Technology, Cambridge,
Massachusetts.
The Program is concerned with the qualitative and quantitative
analysis of managerial decision-making under conditions of constant
change and uncertainty. Developments in quantitative methods of
analysis are offered as new concepts and not as vocational tools.
In addition to a professional increase in competence, an individual
may experience a personal growth -- a growth that is bound to add
to his organization's effectiveness. Age range 38 to 50 years.
*Not included in OTR budget.
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PROGRAM FOR MANAGEMENT DEVELOPMENT -- two fourteen-week sessions
(spring and fall), Harvard University, Boston, Massachusetts.
']'his program is designed to meet the requirements of younger
men, currently filling responsible positions at the operating level,
who have demonstrated by performance that they are potential top-
echelon managers. The program is designed to aid managers in
penetrating the functional barriers that limit a mutual appreciation
of the capabilities, limitations, and problems of the basic oper-
ating units in a given business. GS-13 to GS-15, 30 to 40 years of
age.
STANFORD EXECUTIVE PROGRAM -- one eight-week session in summer,
Stanford University, Stanford, California.
The objectives of this Program are: to broaden business
perspective; to stimulate fresh thinking through exposure to new
ideas; to sharpen decision-making ability; to provide greater
insight into the nature cx the management process; to supply up-
dated information in each basic area of business; and to relate
the enterprise to the total environment affecting the conduct and
success of the business. An applicant must have senior management
responsibility or a position at the top level of a functional
field. Age range 35 to 50 years.
*THE MANAGEMENT PROGRAM -- one four-week session in the summer,
Northwestern University, Evanston, Illinois.
This Program is designed to benefit the executive who is
responsible for or measurably influences the interpretation and
implementation of major phases of enterprise strategy. This
program focuses on the quantitative and behavioral processes
essential to effective operational planning and control within
a changing strategic context.
*Not included in OTR budget.
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CAREER EDUCATION AWARDS PROGRAM -- one academic year of graduate
work at participating universities.
The Career Education Awards Program is administered by the
U.S. Civil Service Commission. It offers an opportunity to broaden
the outlook and deepen the understanding of capable young career
men and women in the public service who have potential for high-
level policy and management positions. It seeks to encourage early
identification and rapid development of top program and staff
personnel. The Program is for younger career officials with 5 to
10 years of civilian public service. GS-11 through GS-15.
EDUCATIONAL PROGRAM IN SYSTEMS ANALYSIS -- one academic year of
graduate work at participating universities.
The Program is administered by the U.S. Civil Service
Commission in cooperation with the Bureau of the Budget. The
primary purpose of the Educational Program in Systems Analysis
is to train analysts. It is designed to encourage agencies to
identify and develop persons who are expected to make a major
contribution to systematic program analysis in their departments
and agencies. GS-9 to GS-13, 25 to 30 years of age.
FEDERAL EXECUTIVE FELLOWSHIPS -- The Brookings Institution,
Washington, D. C.
The Federal Executive Fellowship Program affords an opportunity
for independent study and research for senior men and women in the
career civil service. The Fellowships ordinarily begin in January
or July, with the length of each Fellowship determined by the candi-
date, the sponsoring agency, and Brookings. The basic purpose of
the program is to increase the knowledge, proficiency, and skill of
senior civil servants and to permit them to make a research contri-
bution in their field. Nominees should have a minimum of ten years
Federal Service and a demonstrated capacity for independent research.
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FELLOWSHIPS IN CONGRESSIONAL OPERATIONS -- mid-November to
September.
This program is administered by the U.S. Civil Service
Commission in cooperation with the American Political Science
Association. Young Federal executives selected for the Fellow-
ships in Congressional Operations will have the opportunity to
study and learn how the Congress functions. They will meet with
scholars who have studied Congress and written about its opera-
tions, and with representatives from a variety of professions
and interests who are in daily contact with the activities of
Congress. They will spend the major part of the Fellowship year
in office assignments with Members of both Houses and also the
Committees of the Congress. GS-13 through GS-16, mid-twenties
to early forties.
*FOREIGN SERVICE ECONOMIC STUDIES -- two 22-week sessions (January
and July), Foreign Service Institute, Department of State,
Washington, D. C.
The Foreign Service Economic Studies is an intensive and
comprehensive program of economic training designed to give parti-
cipants the equivalent of a strong undergraduate major in economics.
Participants are carefully selected on the basis of their record in
the Foreign Service or other government agency, and on their moti-
vation. GS-11 or above.
NATIONAL SENIOR INTELLIGENCE COURSE -- two 14-week sessions
(February and September), Defense Intelligence School, Washington,
D. C.
The purpose of the course is to enhance the preparation of
selected senior military officers and key civilian personnel for
important command, staff, policy-making positions in the inter-
national and national security structure. The course emphasizes
the study of intelligence functions, intelligence in national
security, management of intelligence, the national intelligence
structure, joint/unified and allied intelligence staffs and the
application of intelligence in the decision-making process.
GS-13 or above.
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CONFERENCES FOR FEDERAL EXECUTIVES ON BUSINESS OPERATIONS -- five
one-week programs during a fiscal year, presented by The Brookings
Institution.
The purpose of these conferences is to provide an educational
experience which will sharpen the sensitivity of participants to
the ways in which major corporations operate at the executive level,
and the responsibilities and motivations of top managers. Also
touched on are business-government relationships and the role of
business in our national life. Each conference visits one or two
major corporate headquarters cities. GS-16 or above.
CONFERENCES FOR FEDERAL SCIENCE EXECUTIVES -- three one-week
programs during a fiscal year, Williamsburg, Virginia.
These conferences are conducted by The Brookings Institution
for senior officers with scientific training who are working as
research scientists, administrators of scientific activities, or
as engineers engaged in scientific programs. GS-16 or above.
GENERAL ADMINISTRATIVE CONFERENCES -- three two-week programs
during a fiscal year, Williamsburg, Virginia.
These conferences are conducted by The Brookings Institution
for federal management and program officers. The conferences will
assist senior career executives to meet their leadership responsi-
bilities by providing opportunities for stimulating study and
discussion of major issues of public policy. GS-16 or above.
EXECUTIVE SEMINAR CENTER PROGRAM -- two-week seminars, U.S. Civil
Service Commission; Executive Seminar Centers at Kings Point, Long
Island, New York; and Berkeley, California. (There are twelve
different courses in the Center's curriculum.)
The objective of the Program is to broaden the conceptual.
understanding and to enhance the administrative abilities of se-
lected mid-level government executives. It is designed for
executives whose attained or potential position and responsibility
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involves an expansion of their views, attitudes, and understandings
beyond agency and functional boundaries. GS-13 or above (prefer-
ably GS-14 and GS-15).
INSTITUTE FOR PUBLIC EXECUTIVES -- two-week seminars during summer,
fall, and spring, University of Wisconsin - Milwaukee Campus.
The Institute presents an opportunity for critical analysis of
administrative systems, recent administrative research, and modern
management technologies. It permits study of the means for appli-
cation of organization theory, research, and technologies to the
practical problems of administration in a rapidly changing environ-
ment. It is intended to meet the needs of the upwardly mobile
younger executive as well as the seasoned administrator with many
years of experience in management of complex organizations. GS-13
or above.
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CIVIL SERVICE COMMISSION
Interagency training has proved to be one of the most effective
means of improving program operations by providing developmental op-
portunities for employees. Following the recommendation of The
Presidential Task Force on Career Advancement and the :issuing of
Executive Order 11348, the Civil Service Commission expanded the
capabilities of its Training Center. CSC established five types
of programs:
Personnel Management
General Management
ADP Management
Communications and Office Skills
Financial Management and Planning Programming and
Budgeting Systems
The annual Interagency Training Programs Bulletin contains
information on these training courses available during any one fis-
cal year and is divided in three sections. The first section pro-
vides descriptions and dates (if known) of open interagency training
programs. These are courses designed for use by all agencies with
no restriction on attendance other than qualification prerequisites.
The second section contains lists of limited interagency training
courses and a contact point (used by OTR) for further information
about each program. Limited interagency courses are those which are
designed primarily for the employees of the sponsoring agency but
available to others on a space-available basis. The third section
lists general subject areas in which agencies plan to develop inter-
agency training. Through these lists, it is hoped that agencies
planning courses in similar areas will share their resources to
develop the desired training. This sharing of resources may elimi-
nate duplication of effort and result in savings for cooperating
agencies.
In addition, Monthly Calendars, which list courses to be offered
during a two-month period, are issued. For example, the calendar
issued in June will list courses to be offered during July and August.
The following calendar will list courses for August and September,
and so on. Within the calendars, course information is divided into
two parts. The first lists course dates, nomination deadlines,
course titles, and page numbers of the Interagency Training Program
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Bulletin where detailed information about each course may be found.
The second part of the calendar provides the following information
about courses developed after the Bulletin has been printed:
Course dates and titles
Name of Agency offering the course and a contact point
Brief description of course objectives
Cost data
Both the Bulletin and the Monthly Calendar are distributed by
OTR to all Training Officers, who retain these publications on file
until updated material is received.
U.S.D.A. GRADUATE SCHOOL
The United States Department of Agriculture Graduate School
(USDA), which is not really a graduate school or a part of the De-
partment of Agriculture, has two types of programs. The night school
is set up on a semester basis with classes held in the Department of
Agriculture and other Government buildings. These courses are rela-
tively inexpensive and are usually held one night a week. Although
USDA strives to give courses of standard undergraduate and graduate
quality, permission must be obtained from a four-year college before
taking a course for credit to be transferred to that college. If
transfer of credit is not a consideration, courses may be taken with
the stated prerequisites, either under Agency sponsorship or self-
sponsorship. Evening classes cover courses in eight categories:
Biological Sciences
Language and Literature
Mathematics and Statistics
Office Techniques and Operations
Physical Sciences
Public Administration
Social Sciences
Technology
Certified statements of accomplishment are offered in 14 fields
to encourage a student to complete a well-rounded program in his
chosen field of study. A Registrar is available to help the student
plan a proposed course of study and, at its completion, the student
is given a certified statement and a transcript of his record.
U.S.D.A. Graduate School also maintains a Special Programs De-
partment, which offers "Institutes, Workshops, Seminars, and Special
Courses designed to supplement in-service training programs of
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Government agencies." These courses usually are given during daytime
working hours and are primarily for government-sponsored employees,
although non-government or self-sponsored personnel may enroll.
Classes are listed under five major curricula. These are:
1. Curriculum for Executive Development, General Management,
and Supervision.
2. Curriculum in the Computer and Management Sciences:
covers Computer Technology, Computer Applications, and
Management Sciences, which includes such courses as
Introduction to Operations Research; Human Factors in
Data Processing; Statistical Methods for Executives;
Introduction to Planning, Programming, Budgeting; and
Technical Information Systems for Management.
3. Curriculum in Professional Scientific and Technical
Development suggests, among others, courses for
Economists, Contract Managers, and Office Space
Managers.
4. Curriculum in Communications and Modern Learning
Methodology offers courses in Reading Improvement,
Effective Listening, Oral Communications, and
Effective Writing.
5. Curriculum in Secretarial and Office Management
suggests such courses as Secretarial Techniques, ADP
Orientation for Secretaries and Clerks, and an Execu-
tive Secretarial Seminar.
Training Officers receive the annual catalog for both the night school
and the Special Programs Department, and the schedules of courses as
they are received. OTR also has on file individual announcements for
most of the Special Programs and will be glad to send them on request,
or to answer questions on these courses.
MILITARY ORGANIZATIONS
The U.S. Military Organizations have complex and extensive
training programs. Although the Departments of the Army, Navy, and
Air Force each have large basic catalogs, these volumes do not begin
to cover all training available at the various installations in each
branch of the Military Service. Efforts are constantly made by OTR
to obtain catalogs and schedules from military facilities which have
many specialized courses. Because these courses are normally offered
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without cost, they are in great demand. As a result, courses are
filled early and delays are experienced before attendance is possible.
Reference copies of the U.S. Army Formal Schools Catalog, Formal
Schools Catalog Bureau Naval Personnel, and USAF Formal Schools
Catalog are available in OTR.
The U.S. Army Formal Schools Catalog is "the official source of
information concerning courses of instruction offered at active U.S.
Army Schools and training centers and for other courses conducted for
the Army by various agencies of the Department of Defense."
The Navy Formal Schools Catalog is published "to improve inter-
service coordination in military education and training in accordance
with the established policies and procedures of the Joint Chiefs of
Staff, which are intended to facilitate and promote the exchange of
training information among the military services."
The USAF Formal Schools Catalog "contains information on formal
professional, flying, and technical training available to military
personnel and civilian employees of the Air Force."
EXAMPLES OF ARMY COURSES ATTENDED BY AGENCY EMPLOYEES
U.S. Army Missile and Munitions Center and School
Redstone Arsenal
f~untsville, Alabama
Missile Systems and Munitions Logistics Orientation (quota)
U.S. Army Military Police School
Ft. Gordon, Georgia
Physical Security Course
U.S. Army Intelligence School
Ft. Holabird, Maryland
Industrial Security Orientation
U.S. Army Management School
Ft. Belvoir, Virginia
Army Installation Management
h:XAMPLES OF NAVY COURSES ATTENDED BY AGENCY EMPLOYEES
Naval Material Command
Washington Navy Yard
Defense Cost & Price Analysis and Negotiation Technique
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U.S. Navy Schools Command
Motion Pictures Operators School
Norfolk, Virginia
16mm. Sound Picture Projection Systems
16mm. Motion Picture Projection System Maintenance
U.S. Naval Schools Command
Great Lakes Naval Training Center
Great Lakes, Illinois
35mm. Motion Picture Projection
EXAMPLES OF AIR FORCE COURSES ATTENDED BY AGENCY EMPLOYEES
Vandenberg Air Force Base
California
Ballistic Missile Staff Course (Quota)
School of Systems and Logistics
Air Force Institute of Technology
Wright-Patterson AFB
Graduate Logistics Management Program
Offutt AFB
Omaha, Nebraska
Photo Interpretation School
Defense Sensor Interpretation and Applications Training
Program
Air University
Maxwell AFB
Montgomery, Alabama
Fundamentals of Space Operations (Quota)
Space Orientation Course (Quota)
DEPARTMENT OF DEFENSE COMPUTER INSTITUTE (DODCI)
The Department of Defense Computer Institute functions under
the Secretary of the Navy, who reports directly to the Secretary of
Defense on the operation of the Institute. The staff of the Insti-
tute is composed of civilian employees and military personnel from
all services. Authorities in the computer field are frequent
lecturers. DODCI courses are conducted primarily for senior mili-
tary and civilian executives within the Department of Defense, but
personnel from other government agencies are accepted on a space-
available basis. The Institute offers five computer courses,
described below:
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1.. Senior Executive Course provides a comprehensive view
of the computer field (GS-16 and above). In one week it
covers fundamentals of digital computer capabilities, ap-
plications and limitations among others.
2. Intermediate Executive Course is similar to the Senior
Executive Course but is a two-week course limited to
GS-14/15's, who are involved in the management, opera-
tion and development of digital computer systems.
3. Command andControl_ADP Systems Cou_rs_e is designed to
provide specialized training for military and civilian
personnel assigned to command and control ADP duties.
It includes basic fundamentals of computer hardware
and software, ADP systems, analysis and design, command
and control workshops to teach systems analysis and
design. It is primarily for GS-13's, but GS-12's and
14's are eligible.
14. SRecifications for Selection Course provides GS-11
through 14's with a comparison of approaches to system
development, explains the techniques for analyzing
existing operations, stresses the documentation re-
quired for equipment specifications, etc.
Introduction to Computer Technology is a two-week
course for GS-12 through 14's and covers computer
fundamentals, computer instructions, programming
process, Higher Level Languages, and Decision Tables.
:,PECIAL NATIONAL SECURITY SEMINARS
he Industrial College of the Armed Forces (ICAF) offers a
series of Special National Security Seminars. These are usually held
each afternoon in the ICAF Auditorium during September. A student
need not be present at all sessions, but in order to receive the
Certificate of Attendance, he must attend more than half the sessions.
The program covers the essential elements of our defense posture; the
national and international environment as it affects our national se-
curity; resources, economic conditions, industrial capabilities and
technologies of the United States and other nations; our research and
development efforts; space and oceanographic programs, defense manage-
ment systems; and how we stand as a nation among nations -- militarily,
politically, and economically.
A detailed schedule is available early in August. For a copy of
z:his schedule or further information contact the Training Officer.
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DEFENSE INTELLIGENCE SCHOOL
The Defense Intelligence School, in accordance with its assigned
mission, provides courses in the following:
Intelligence Career Development Courses
National Senior Intelligence Course (14 weeks) (formerly Advanced
Intelligence Course)
Defense Intelligence Course (38 weeks)
Intelligence Analyst Course (7 weeks)
Defense Attache System Courses
Attache Course (13 weeks)
Attache Staff Operations Course (5 weeks)
Joint Intelligence Orientation Courses
Joint Strategic Intelligence Orientation Course (4 weeks) (formerly
Strategic Intelligence Course)
Defense Symposium on Strategic Intelligence (2 weeks) (Reserve
Components)
Information Science Center Courses
Information Science in Support of Intelligence Function (length
undetermined)
Survey of Intelligence Information Systems (3 weeks)
NATIONAL SECURITY AGENCY
The National Security Agency (NSA), through its National Cryptologic
School, offers courses related to the cryptologic functions. CIA fre-
quently sends students to the National Senior Cryptologic Course (Quota),
the National Communications Security Course, and the Standard Cryptologic
Briefing. These and other courses are described in the NSA Cryptologic
School Catalog which is on file in OTR/ISS/AIR.
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The National Interdepartmental Seminar (NIS) on Problems of
Development and Internal Defense, focuses on policy problems. It
deals with the process and consequences of change in the developing
countries in relation to United States interests, policy objectives,
capabilities and involvement. This three-week course emphasizes
the development of greater sensitivity, analytic capability and
understanding of the factors that Senior. Officers must consider in
making judgments on policy application and program direction. De-
tailed attention is given to:
L. Political, economic, and socio-cultural backgrounds
and dynamics of country situations.
2. Institutional development in the frame of traditions,
value systems, and requirements for modernization.
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3. Potentials and contradictions within modernizing
sectors of society.
4. Economic, political, and strategic factors in rela-
tionships between developed and developing countries.
5. Changing conditions and requirements as they affect
U.S. and other external economic, military and
political assistance and influence.
CIA has consistently participated in the National Interdepart-
mental Seminars since their inception, providing both lecturers and
students. Attendance at the NIS is required before CS Officers are
assigned to certain posts. The Office of Training schedules its
Chiefs of Station Seminar so that key officers may attend both
seminars without schedule conflict.
CIA presently has a quota of 48 spaces per year in the NIS
(eight in each of six runnings). Participating agencies pay a pro
rata share on a fiscal year basis to support the Seminar. This is
a fixed obligation and must be paid regardless of quota utilization.
The funding is included in the OTR budget.
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COLLEGES AND UNIVERSITIES
Because of the need for specialized education, the Agency
frequently utilizes programs at colleges and universities through-
out the United States. From research in catalogs maintained in
the OTR Library and other sources, the location of appropriate
courses can be ascertained and recommendations made to interested
components. The Agency has sent students to such places as Massa-
chusetts Institute of Technology, Harvard University, University
of Southern California, University of Rochester, University of
Virginia, Columbia University, and Carnegie-Mellon University.
The courses taken were in such disciplines as economics, political
science, physics, mathematics, area studies, electrical engineering,
and photogrammetry.
This type of education usually is full-time for a year in resi-
dence at the institution. The request for this training is ordi-
narily initiated by management and is part of a career-development
plan for the employee. The Agency's goals determine the need for
the particular skill/knowledge to be acquired and are of prime
consideration in approving or denying the proposed training.
In the Washington area, in addition to some full-time students
at local colleges, the Agency sponsors many employees for part-time
study. Because of the proximity of many institutions of higher
education, the choice of courses is very broad and scheduling is
quite flexible.
Five major universities in the District of Columbia participate
in a consortium, with courses from each acceptable for credit by the
others. These five are the: American University, Catholic Univer-
sity, Georgetown University, George Washington University, and Howard
University. Transfer of credits within the consortium is relatively
routine for those taking courses on-campus, but the privilege does
not include the transfer of credits for courses taken in off-campus
programs. Prior permission must be obtained from the degree-granting
university before taking an off-campus course with another institution.
In addition to these five universities, many other institutions
of higher learning are located in the District of Columbia and nearby
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Maryland and Northern Virginia. Some of these have received either
regional or professional accreditation while others have no accredi-
tation. The objective of the training must be clearly defined before
choosing a facility because credits from a non-accredited institution
are, in many cases, not acceptable. The status of a college, univer-
sity, or institute can be obtained from the Office of Training.
Listed below are some of the institutions frequently attended
by Agency personnel and the accreditation status of each:
Regional Profess. None
District of Columbia
American University
Benjamin Franklin University
Capitol Institute of Technology
Catholic University
D.C. Teachers College
Georgetown University
George Washington University
Howard University
Southeastern University
Strayer Junior College
Maryland
University of Maryland
Johns Hopkins University
Montgomery Jr. College
Prince Georges Community College
Northern Virginia
Marymount College of Virginia
Northern Virginia Community College
Columbia Technical Institute
University of Virginia (U.Va.)
(Charlottesville)
U.Va. - Northern Virginia Center
George Mason College of U.Va.
Note that Junior Colleges and Technical Institutes have been
included in the above list. Although these two types of institutions
may not be accredited, in many instances some of their courses fill a
particular requirement where accreditation is not a prime considera-
tion. The course content, convenient location, scheduling, and low
cost make the institution acceptable.
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Junior Colleges and Community Colleges are supplying a much-
needed segment of post-High School education--either in terminal
training or in preparation for transfer to a four-year college.
Because this type of institution is local, small, usually non-resi-
dential, and inexpensive, it has grown in popularity during the last
few years. These colleges have mushroomed and new ones continue to
be established at a rapid rate. A two-year terminal program prepares
the student in a variety of careers for entrance into the work force,
usually with an "Associate" degree. The curriculums encompass such
disciplines as Accounting, Automotive Technology, Electronics Tech-
nology, Food Service Management, Mechanical Technology, Merchandising
and Distribution, Police Science, Secretarial Science, Health Facil-
ities Management, Computer Programming, and Medical Technology. The
two-year "college parallel" course covers essentially the same sub-
jects required during the first and second years in a liberal arts
college. In this program the student should have some knowledge of
the institution to which he expects to transfer and its policy
regarding acceptance of credits.
Taking a glance at technical schools we find that in the local
area Columbia Technical Institute and Lincoln Technical Institute
offer such courses as Automotive Technology, Auto Mechanics, Auto-
motive Air Conditioning, Electronic Technology, Air Conditioning
Technology, and Architectural Technology.
Agency personnel frequently attend selected courses at these
institutions in order to develop knowledge or skills needed in their
jobs. Locating a facility which offers a desired course can be a
time-consuming project. The Office of Training is equipped to assist
in this search.
GUIDANCE AND COUNSELING SERVICE
In April 1963 a counseling service was established in OTR. In
addition to providing informational assistance to employees and
supervisors in planning and arranging for external training under
Agency sponsorship, OTR is also prepared to assist Agency employees
interested in scholarships, fellowships, grants, and loans at col-
leges and universities throughout the United States and abroad. This
service also provides Agency employees with information about edu-
cational opportunities and financial aid for their children.
The counselor is limited to providing only informational and
advisory service concerning the availability of various types of
financial aid. At no time will she act in a brokerage capacity for
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employees and their children. Scholarship information is maintained
in OTR/ISS/AIR. This office assists employees in examining the
material to locate scholarship opportunities and advises on procedures
to follow in obtaining financial aid. Academic counseling may be ar-
ranged through OTR/ISS/AIR on an appointment basis.
College catalogs of institutions in which employees might be
interested are maintained in the OTR Library. Under special circum-
stances, overnight loans of informational material can be arranged.
OFF-CAMPUS PROGRAMS
The University of Maryland, The American University and The
George Washington University sponsor extensive evening programs held
in various locations away from the campus. These programs, known as
Off-Campus Programs, are given in schools, office buildings, and
government buildings.
For the convenience of their employees, many government agencies
in their own buildings hold after-hours academic courses for college
credit. The sponsoring agency staffs these "off-campus" courses with
its own employees. The instructors are accredited by the appropriate
university and must follow its course outline. These courses may be
taken either individually or as part of a degree program. The tuition
is usually somewhat lower than for the same course given at the col-
lege (on campus). Most agencies will permit students not employed by
them to enroll on a space available basis, but the Department of
Defense limits participation in some cases to military employees of
the Services.
In the past, CIA conducted an Off-Campus Program in cooperation
with A.U. and G.W. The classes were held in the Headquarters Building
and in other restricted areas in buildings convenient to the majority
of students. The program was known to be CIA and staffed by Agency
employees.
In the fall of 1969, the universities imposed certain restric-
tions which made it impossible to continue holding an Off-Campus
Program for CIA employees only. In order to accommodate Agency needs,
both universities are establishing Off-Campus Centers in McLean and
the Rosslyn area, where they will service not only CIA needs but will
offer courses designed to meet the requirements of other organizations
in those areas. As a result, the identity of a CIA program will no
longer exist, the classes will be as convenient as formerly, and
personnel under cover will be able to attend if the usual cover con-
siderations permit. All training requests for off-campus courses are
forwarded to the Central Cover Staff. Refer to page 2.
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There are many excellent opportunities for after-hours, Off-
Campus Academic Programs at other installations in the area. The
programs cover a wide range of subjects with a number of universities
represented. For example, A.U. conducts classes at the Pentagon,
Andrews Air Force Base, Arlington Hall, Departmental Auditorium,
Fairfax County Education Center, Montgomery County Education Center,
etc. G.W. lists about 70 installations where the College of General
Studies holds Off-Campus Classes. The University of Maryland offers
many courses at military installations as well as convenient loca-
tions in various counties in the State.
The University of Virginia, Northern Virginia Center, presents
classes in approximately 35 locations (high schools, elementary
schools, churches, etc.) throughout Northern Virginia. These are
treated as if taken on-campus at Charlottesville. Therefore, a
student must meet university entrance requirements before being
allowed to register at the Center. Also, one year of residence is
required to qualify for a degree. This requirement is not imposed
by other local universities which have Off-Campus Programs.
The courses conducted in certain military installations where
registration is limited to military personnel (both military and
civilian employees)
Courses are held in the Pentagon, Navy Annex, Main Navy, Nassif
Building, Building T-7, Fort Belvoir, Fort Meade, and Fort Myer.
A building pass for these places, if necessary, may be obtained
from the Central Cover Staff. Except for these restricted places,
any qualified student may enroll in the American University, George
Washington University, or University of Maryland Off-Campus Programs.
Courses may be taken with or without official sponsorship.
Questions in regard to courses and schedules as well as requests
concerning possible sponsorship should be directed to the Component
Training Officer. Current catalogs for all local academic institu-
tions sponsoring Off-Campus Programs are available in the OTR
Library and ISS/AIR.
ADULT EDUCATION
The terms, Adult Education and Continuing Education, usually
refer to non-credit "enrichment" courses. These are offered by
various groups and facilities in the Washington area. For example,
the University of Maryland and Catholic University have extensive
programs designed to offer an opportunity to develop a cultured
mind, to supplement lost or unused learning, and to keep the indi-
vidual mentally alert. Arlington County and Fairfax County in
Virginia have comprehensive programs administered through the Board
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of Education and the Recreation Departments. Both the college and
the county programs are offered in the evenings (Only a few, held
in the mornings, are usually geared to the needs and interests of
housewives) at convenient locations in schools, churches, and rec-
reation buildings. Subjects cover hobby arts and crafts, physical
activities, photography, investments, real estate, insurance, foreign
languages, typing, shorthand, and automatic data processing. At-
tempts are made to obtain current literature and schedules of these
courses, but if a brochure is not available in OTR, the requester
can usually be directed to the appropriate source.
SCIENTIFIC/TECHNOLOGICAL COURSES (SUMMER)
Short intensive courses given by universities during the summer
months present opportunities for enhancing knowledge with a minimum
amount of time away from the student's office. Most of the offerings
are in the scientific fields, last from one to two weeks, are rela-
tively expensive, and usually require extensive academic backgrounds
for admittance. Application for admittance must be made well in ad-
vance of the starting date because registrations usually exceed class
limits, and acceptances are on a first-come basis.
Listed below are some of the universities and courses in which
Agency personnel have expressed interest.
University of Michigan - Engineering Summer Conferences
Fundamentals of Infrared Technology
Advanced Infrared Technology
Probability and Random Processes for Engineers and Scientists
Propagation, Detection and Analysis of Underwater Acoustic
Signals
Topics in Military Operations Research
Minicomputers: Their Structure, Characteristics and Applications
Foundations and Tools for Operations Research and the Management
Sciences
Noise Reduction in Mechanical Systems
University of California, Los Angeles - Short Courses at UCLA
Modern Optics: Systems and Applications
Optimization of Stochastic Dynamic Systems
Queueing Systems--Theory and Applications
Inorganic Polymers
Design and Analysis of Underwater Structures
Plasma Physics: Experiments and Theory
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Massachusetts Institute of Technology - Special Summer Programs
Composite Polymer Systems
strain Gage Techniques
Recent Developments in Mechanical Vibrations
Detection, Estimation and Modulation Theory
Image Enhancement, Coding and Recognition
Management Information Systems and Management Decision-Making
Management of Human Resources
Communication Technical Information
Probability and Statistics for Civil Engineers
Cornell University - Engineering Short Courses
Application of Probability and Stochastic Processes
High Voltage Pulse-power Engineering
't'echnical Communications
Electron and Light Microscopy
Pennsylvania State University - Engineering Seminars
;asic R & D Management
industrial Noise and Engineering Control
Acoustics and Noise Control in Buildings
Vibrations and Vibration Damping
Underwater Acoustics
Rochester Institute of Technolo
Fundamentals of Optics
Photo Processing As Scientific Instrument
Production Procedures
Rensselaer Polytechnic Institute
CORRESPONDENCE/HOME STUDY COURSES
Correspondence courses are only one of a number of techniques
for education, no one of which is ideal in all situations. For cer-
tain subjects, for certain people, under certain conditions, corre-
spondence courses are the ideal solution and can be highly effective.
A well-constructed correspondence course has a variety of virtues;
it: is an effective teacher, permits the user to proceed at his own
pace, is customarily taken during non-duty hours, is often less ex-
pensive than a course taught in a classroom, and is available, in
some instances, when a classroom is not.
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A poorly-designed course, on the other hand, can be a waste of
time and money. The over-optimistic student can become frustrated
easily and drop the course or spread it out over such a long period
that its impact is virtually lost. Some of the programs can be quite
expensive for the results obtained. For example, the expectation of
substantial professional advancement based on a degree awarded by a
correspondence school is specious. Granted, correspondence courses
do serve a real purpose in filling a gap, however, the prospective
student must be aware of the limitations imposed by the lack of
"regional accreditation" for the schools. (See page 149.)
For those who are interested in further exploration of the
availability of correspondence, or home study, courses, OTR maintains
a collection of basic source books and catalogs. Some of these are
listed for your information.
National Home Study Council
Directory of Accredited Private Home Study Schools
National University Extension Association
Correspondence Study - Home Study Institute Guide to
Correspondence Study in Colleges and Universities
U.S. Department of Agriculture Graduate School
Independent Study Catalog
United States Armed Forces Institute
Catalog
Department of the Army
Army Correspondence Course
International Correspondence Schools (ICS)
Catalog
Agency components such as the Office of Communications, Office
of Logistics and Technical Services Division use correspondence
courses extensively to complement the training effort in formalized
classroom courses. Since the latter are frequently not available to
personnel in these and other offices, correspondence courses are
utilized to keep informed of developments in their fields. The
Office of Communications has recently published a Communications
Correspondence Course Catalog which lists and describes courses
given by Capital Radio Engineering Institute (CREI), RCA Institute,
Cleveland Institute of Electronics, International Correspondence
School, U.S. Department of Agriculture, and U.S. Military Organiza-
tions. For information on the Office of Communications catalog,
please call the OC Training Officer.
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On the following page is a facsimile of a training agreement
which is to be completed upon embarking on a correspondence study
program.
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SUBJECT: Correspondence Course:
Request #
1. , , has
been approved effective by the Office of Training for
a Correspondence course given by
The title of the course is
; the cost will be
2. The financial arrangements will be effected as follows:
3. In order that administrative requirements for adequate moni-
toring and control of this course be maintained the following provi-
sions will obtain:
a. The course will be completed within a
period. Any extension of this period required will be requested
and justified in writing by the student, concurred in by the com-
ponent and the original forwarded to OTR for coordination.
b. The student will be required to report _
Such reports will cover the work completed during the period,
any grades received and a short evaluation of the effectiveness
of the course and of the administrative support rendered by the
facility during the reporting period.
c. The component agrees to monitor the program to ensure
compliance with completion and reporting requirements.
4. The student has been notified that leaving the Agency for
reasons of his own convenience may result in his being billed pro
rata for portions of the course for which he has been advanced funds,
but not completed the work.
Student Signature Component Signature
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MANAGEMENT
Commercial firms offer a large selection of courses in this
field. Although the content is often business-oriented, Government
personnel frequently attend because much of the material is pertinent.
One of the organizations conducting extensive training courses is the
American Management Association (AMA), with headquarters and a large
training center in New York City. AMA also has centers in Chicago,
Atlanta, San Francisco, Dallas, and Mexico City. The programs are
either workshop seminars, orientation seminars or one-week courses,
with such subject headings as:
Administrative Services (includes ADP-related subjects)
Finance
General Management
International Management
Personnel
Research & Development
.&MA catalogs and brochures are available in OTR for reference or
short-term loan.
A;xamples of American Management Association courses attended by
Agency personnel are:
Management Reporting Systems & Techniques
Microfilm Information Retrieval System
Protection of Property Against Industrial Espionage
Recruiting (Scientist/college & Prof.)
Managing Major Processing Facility, or Systems
Engineering Projects
Managing the Modern Medical Department
Pre-retirement & Post-retirement Counseling Programs
Establishing & Editing Employee Information Publications
Other facilities whose main concern is management training
include:
Scientific Methods, Inc. (Managerial Grid)
National Training Laboratories of the National
Education Association (Sensitivity Training)
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Institute for Business and Community Development
of the University of Richmond
AMR International, Inc. (Advanced Management Research)
The New York State School of Industrial and Labor
Relations of Cornell University (Manpower Planning,
Management by Objectives, Role Playing, etc.)
There are many other firms giving short courses which occasionally
are of interest to the Agency. Copies of course announcements are sent
to Training Officers who have expressed an interest in this type of
training.
AUTOMATIC DATA PROCESSING
In the field of Automatic Data Processing, the list of firms and
schools offering courses is extensive. Some very good ones operate
in the Washington, D. C. area, while others are located throughout the
United States. The selection of the facility is determined by course
content, an evaluation of previous experience with the course or the
facility, cost, and various other factors. Because the field of ADP
is expanding so rapidly and many new training centers are opening, it
is sometimes difficult to analyze the worth of a particular course.
It is particularly important, therefore, that an end-of-course report
be submitted. OTR maintains a file of these reports to assist in
making evaluations to send with course announcements to Training
Officers.
Some of the more widely used facilities with a short description
of each follows.
International Business Machines (IBM) - Management, Programming,
Operation, and Systems Analysis functions. IBM also offers a course
in Data Processing for Intelligence Community Executives at its
Poughkeepsie, New York facility.
Control Data Corporation (CDC) - Control Data Institute, an
educational division of Control Data Corporation, offers evening and
daytime courses in Computer Technology and in Programming Technology.
The Institute for Advanced Technology, also an arm of CDC, concen-
trates on three-day seminars in such subjects as Computer Operations
Management, Data Communications Systems, Documentation and Debugging,
Time Sharing Systems, The Mini-Computer Impact on the 70's, Multi-
Media Information Systems, and Optical Character Recognition.
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Krandon Systems Institute - This company presents a number of
short seminars in Computer Operations Management and Control, Data
Collection, Data Communication, Decision Tables, and Computer Systems
Analysis Techniques. They also offer one-week workshops in Problem
Analysis for Information Systems, Data Base Management, and Basic
Business Systems Analysis. The latter course, tailored to the Agency's
needs, Information
about u ure p ans or e Systems Analysis ourse can be obtained
from the Office of Computer Services.
hCA Institutes - Although most of the RCA courses can be
classified under engineering and will be more fully explained in
that section, some, like Management Information Systems and Reli-
ability of Integrated Systems, do meet some of the ADP requirements.
There are many small firms which present courses to satisfy
particular needs, but they are too numerous to list here. OTR has
published a comprehensive list of automatic data processing training
programs. Such a compilation becomes out-of-date even before publi-
cation, but serves as an effective departure point for research.
Most Training Officers have copies of this publication.
After distribution to interested offices, copies of all announce-
ments are kept in OTR and Agency employees are welcome to research
the file for suitable courses.
CONTRACTING
Federal Publications regularly presents one-week courses on
Government Procurement in cooperation with distinguished universities
throughout the United States. Agency employees have attended sessions
at the College of William and Mary for such topics as Skills of Con-
tract Administration, Subcontracting, Concentrated Course in Govern-
ment Contracts, and Government Construction Contracting. Recently,
Federal Publications initiated a series of two-day saturation semi-
nars. They have covered Cost Principles and Formally Advertised
Procurement and plan to cover other topics in future seminars.
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ASPR Institute "is a private organization formed to present
seminars and training courses on government contracting courses and
to provide advisory services on matters related to the Armed Services
Procurement Regulation (ASPR)." It offers seminars and workshops in
Program Performance and Measurement Systems.
National Defense Education Institute is a joint enterprise with
the National Security Industrial Association. rgan-
izes and presents for NDEI courses in: Contracting for Computer
Services, Contract Terminations, Cost Estimating/Risk Analysis, and
Government Contract Management.
SCIENCE AND TECHNOLOGY
ARINC Research Corporation specializes in courses on Systems
Analysis and Cost Effectiveness, usually under contract to special
groups.
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h:XTERNAL LANGUAGE
The Agency prefers, for reasons of economy, cover, and
security, to do its language training internally, but for a
variety of reasons, this is not always possible. When require-
ments cannot be met internally, our first choice is to use the
capabilities of other government agencies. This means using
The Defense Language Institute (DLI) is a combination of
the former Army Language School and the Naval Language School.
DLI presently teaches languages at three facilities: The West
Coast Branch, Presidio of Monterey, California; East Coast
Branch, U.S. Naval School (Anacostia Annex), Washington, D. C.;
and the Support Command, Biggs Field, Ft. Bliss, Texas. The
East Coast Branch is equipped to teach only romance languages,
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and basic Chinese; most other languages are taught at DLI's
Monterey facility. The Biggs Field facility handles just
specialized instruction in selected Southeast Asia languages.
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Normally, there is no tuition charge for DLI language
training unless the requirement is a specialized one which has
to be contracted out by DLI. Travel and per diem costs for a
47-week period must be covered, however, for training at DLI
(WC) (Monterey).
When internal and government sources cannot fill the
requirement, local non-government sources are used. Non-
government facilities offering language courses fall into
three basic divisions: academic institutions, commercial
language schools and cultural, recreational or religious
organizations.
All the major universities in the area offer degrees in
foreign languages, and some offer non-credit courses. Adult
educational centers offer evening language courses which are
free in some areas and offered at a small cost in others.
The Graduate School of the Department of Agriculture offers
several European and Asian languages as well as Swahili in a
non-credit program.
There are a number of highly competitive commercial
language schools in the Washington area. Before a student
can say, "audio-lingual," he might find himself signed up for
several hundred dollars worth of promised proficiency. The
Agency must be certain that the student will receive maximum
training from the investment of time and money involved, so
the selection of the appropriate school must be carefully
made. Commercial schools offer great flexibility in schedul-
ing because they can easily provide daytime or evening in-
struction and a varying degree of acceleration. Method is
their major selling point. One well known school describes
its method as "the art of teaching how to think in the new
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language." Some commercial schools use language laboratories.
Others disdain the use of language laboratories, and insist
that the only way to teach a language is in the traditional
personal one-to-one relationship of student to teacher.
These commercial language schools are also expensive.
Most charge an hourly rate; some require contracts on a group
lesson basis. Hourly rates average between $6.00 and $8.00 per
hour, depending on the difficulty of the language. For some of
the exotic languages, rates have gone as high as $9.00 or $10.00
per hour. In all cases, however, where such training is being
considered, early consultation with the Central Cover Staff (CCS)
and the Office of Training (ISS/AIR) is advised. All prospective
students at commercial language schools are required to be briefed
in OTR/ISS/AIR before contacting a school, and by CCS, if cover is
a factor.
Or prime importance, though, in selecting any language
training facility is the consideration of the effect that the
training will have on the cover and security of Agency personnel.
The CIA Language Training Survey Group, (composed of representa-
tives from the Central Cover Staff, the Office of Security, and
the CI Staff) concluded that available internal facilities of the
Agency should be used whenever possible in the training of Agency
personnel. Cost factors, use of alien instructors at most com-
mercial schools, and our sensitive cover and security problems
are among the factors that led to the conclusion that internal
training is preferable to any other. (See Language School section.)
Internal language training affords a more controlled environment and
better immediate security than may be found at other training
facilities.
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Components other than the Office of Training conduct on-the-job
programs and formal courses to meet specialized requirements. The
on-the-job training can be described as an informal apprenticeship
with instruction and close supervision provided by senior employees
to new or junior employees actually engaged in desk work.
OTR's identification with component formal training is in the
assigned responsibility of the Director of Training for the "coordi-
nation, technical supervision, review, and support of all Agency
Training Activities." This responsibility is fulfilled in many ways;
for example,
1.
Contributing elements to specific component training
programs and courses;
2.
Correlating OTR courses to provide
program with component efforts;
an integrated
3.
Giving advice and assistance to components in
initiating and conducting courses.
The following pages contain examples of component training as
conducted in each of the Directorates. These were prepared by Train-
ing Officers in the Offices providing training, and are presented as
a sampling of general interest programs but are not intended to be an
all-inclusive list. Course descriptions will be found beginning on
page 174.
BUDGET PROCESS COURSE
A need for a budget course was mutually articulated by O/DCI/OPPB
and Office of Finance officers early in 1968. The intent was to pro-
vide training in the purposes and processes of Federal budgeting;
emphasize detailed techniques of budget formulation and execution
with particular attention to Agency forms and procedures and clarify
the interrelationships of programming, budgeting and accounting activ-
ities. Students would be from the Office of Finance and OPPB. See
page 180 for course description.
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Training conducted within individual offices of the Directorate
of Intelligence is developed on the basis of specific office needs
and is related to the unique nature of each office's work.
Office of Basic and Geographic Intelligence
tutorial training on work procedures is provided in the Office
of Basic and Geographic Intelligence for new or reassigned profes-
sionals who will be working in the Cartography Division on cartography
or graphics. Course length depends on individual background and ex-
perience; the course may continue for as long as eight weeks.
Instruction emphasizes procedures, techniques, and standards required
in the Cartography Division. It involves a series of exercises, con-
cluding with the assignment of a production job.
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:National Photo,g phic Interpretation Center
'!'he National Photographic Interpretation Center (NPIC) provides
courses on specialized techniques of imagery analysis. NPIC offers
both Basic and Advanced courses in Analytical Photogrammetry, as
well as a course in Photogrammetric Statistics and Adjustment of
Observations. Personnel also have available the FORTRAN IV course
to assist them in dealing with NPIC computer specialists. Two
courses in the exploitation of new types of imagery which may have
wider future potential are NPIC's Advanced Infrared Interpretation
and Advanced Strategic Radar Interpretation courses. An orientation
to NPIC's Integrated Information System is underway. This training
program is divided into units; students are enrolled in those units
related to their individual assignments. The Center conducts a
training program consisting of on-site inspection of U.S. strategic
industrial and military facilities and discussions with managers and
engineers of these facilities. NPIC also has a Special Imagery
Interpreter Writing Course.
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Imagery Analysis Service
Imagery Analysis Services (IAS) provides a Mensuration Training
Program.
Office of Economic Research
The Office of Economic Research offers an Introduction to
Computer Applications in Economic Intelligence. This course famil-
iarizes students with FORTRAN programming and its application to
problems in economic intelligence. It also assists the analyst in
applying computers and quantitative methods to their own problems in
economic intelligence analysis.
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TSD conducts training in special and technical subjects for its
own and other selected Agency officers. TSD has its own catalog of
courses, and the TSD Training Officer can be reached on extension
FE Division, conducts orientation and
operations training for Agency personnel in preparation for assign-
ments raining Officer is on
extension
Office of Security
The Office of Security, in addition to its regularly scheduled
indoctrination programs for new employees and reindoct:rination pro-
grams for employees with Agency experience, conducts an intra-office
curriculum of courses covering various security subjects. These
courses are primarily for the training of Security careerists and
are handled on both a formal and tutorial basis. Subjects include
investigative techniques, physical security, audio countermeasures,
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security clearance procedures, industrial security procedures,
polygraph operations, a Security Officers Field Course for our
overseas assignees, and related considerations.
Office of Communications
The Director of Communications shall: "Provide, in cooperation
with the Director of Training, for training of selected employees in
technical phases of electronic communications including the use of
radio, teletypewriter, cryptographic systems, and other communica-
tions equipment, systems procedures, and means." The preceding is
The complexity of communications equipment necessitates recurring
training for OC personnel throughout their careers. A considerable
portion of OC's training effort is devoted to this type of training.
Although most of the courses of instruction are intended for OC
personnel, there are twelve courses that are offered primarily for
personnel from other components of the Agency. These are all crypto-
graphic courses. The courses prepare individuals for assignments to
offices, bases or stations where the number of messages generated is
not sufficient to warrant the services of a full-time cryptographer
from the Office of Communications. The cryptographic courses require
from one week for a simple cryptographic system of relatively re-
stricted use, to up to five weeks for a course that qualifies an
individual in a machine cryptographic system employed at certain
bases and stations throughout the world. All training courses con-
ducted by OC for other than OC personnel are keyed to individual
posts and slots and their designated incumbents. These courses are
not of general interest and are not available to other personnel.
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