MIDCAREER TRAINING PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80B01676R000200030009-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 12, 2016
• Document Release Date: August 20, 2002
• Sequence Number: 9
• Publication Date: June 25, 1964
• Content Type: MEMO

TO
w,pirorEcrc negistrit
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(CLASSIFICATION)
SUBJECT :
REFERENCE:
OFFICE OF THE DIRECTOR
Action Memorandum No
Date
Deputy Uirector for Intelligence
Deputy Lirector for Flans
Deputy Director for Science and Ted nology
Deputy Director for Support
Nidcareer Tra.inMg Program
14eadquarters Notice
subject
B. P,ction Memorandum
same subject
?
25 Sine 19 4
963,
I. }tsierence _Action M,rnoramim delegated re* tribally to
he Chairman of the CIA Training ielection 13oarii for recommending to the
EAteCtitiVia Director procedures whereby the ideareer Training Prograw
will be effective on a continuing basis. It also requested the Board to
play an important part in the direction and monitoring of the Program.
Z. l?ecent progress reports on this Frogram to the Chairman
of the Training 'Selection Board from the Deputy Directors made it clear
that there are wide differences of opinion both on eligibility criteria and
procedures to be followed among the Career 3ervices throughout the
,Agency. In some instances there appears to be reluctance to prepare
indiv;dually tailored midcareer programs for the individuals selected for
the Program.
3. wItli a COM
understandable base from which all e of the Agency can work, I
am herewith aetting forth ground r.4es for Career Services to follow.
In addiiion. I have appended to this memorandum a glossary explaining
and defining some of the more frequently used terms.
SUSPENSE DATE:
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(CLA138IFICATION)
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4. U they have not akeady done so, each Career Service
utilising whatever means best suits its own circumstances, will tuougbti1ly
and tneaningfulty OWItiall and evaluate all of its GS-13 personae.
early stages of the htidcareer Training Program I recommend that
recently promoted grade GS-14 personnel also be included in this examine-
tion. If an individual has demonstrated potential to be promoted eventually
to grade GS-1S or higher and if he is 35-45 years of age, he should be
selected for the 1,41dcitrimor Training Program. Immediately upon selection
a midcarser developmental program of OVA more than five years will be
prepared for each individual.
S. In contention with the iv.id,car Training Program there
has also been established the Mideareer r-acectitive Development Course
(formerly the Midcareer Course). All employees who have been selected for
the hildtareer Training Program are eligible for the Mideareer Executive
Development Course. However, the course can only aceommodate 90
students a year out of the approximately lin the Agency.
Selection for the course therefore will be from those GS-134s who have
dearly demonstrated the potential for promotion to GS-1S and above and
who most likely will be assigned to executive or managerial responsibility
at the senior levels.
6. After all qualified personnel have been selected for the
Midcareer Training Program there will remain a sizeable number of grade
GS-13 employees who have not met the eligibility criteria.. It should he
clearly underatood that these individuals are not precluded from further
job-related training or promotion. And just as clearly, it should be
understood that selection for the Program does not guarantee promotion.
7. individuals selected for the Program will of course %maw
they have been selected because they participate in developing their own
triidcareer program; individuals not selected will be told May 4a. ? ft-ot
been selected and why not. At the time of a.nnual review Career Services
may reverse previous *editions on selections or non.selections for the
Program if current information on the individuals concerned dictates such
action.
O. The Chairman, Training ~selection Board, is fully conversant
with my views ea this Program and should be called upon for 1114111iLitato
or advice as needed. I expect him to keep me fully informed on the progress
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of theidei
the Agency.
pose any pr
personally.
Ster Tra Mug Program w
If the Career Services feel that the actions outlined above
Wein for therm 1 would like to have thorn discussed with Me
it kin the Career Slier Vie
Attachment Cloessry
mp;kc
Distribution:
Copy - Addressees (Orig to
le- ER
1 -
1 - Executive
1 -OTR
Director
DD/I)
(signed) Lyman B. Kirkpatrick
Lyman B. tarkpatrick
socutive Director
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1. Midcareer midoint * in age and grade when
t7le head of the individual's Career
S:7vice determines that the employee has
demonstrated. the potential to be promoted
eventually to GS-15 or higher. The employee
is then called a Midcareerist. An individual,
on the other hand, Who meets age and grade
-reuirem2nts but who will not, according
to the '.)est estimate of the head of his
Car-eer ::ervice, be promoted to grade GS-15
Or higher, is not at his midcareer, and.
th2refore is not a Midcareerist.
2. Midcareer Training Program The Midcareer Training Program is the formal
Lgency program to identify and develop
en)loyees at grade GS-13 (or 14) within a
prescribed age range who have demonstrated
the potential to be promoted eventually
to grade GS-15 or higher. Employees who
have been selected for the Midcareer Training
Program are Midcareerists. An integral part
of the selection process is the development
and formalization of a midcareer training
-orogram for each individual selected to be
completed in not more than five years. This
individual midcareer program or plan will be
discussed in detail with the employee con-
cerned and will consist of planned assign-
ments, and internal and/or external training
which best meet the career objectives that
have been determined by the head of his
Career Service.
In calculating the true midpoint
two dimensions must be examined:
individual enters on duty in his
early sixties, the mid-age point
grade point between grades G3-5
is GS-13,
in an individual's, career in the CIA,
age and grade. Assuming that an
early twenties and retires in his
is about 40 years. The normal mid-
and GS-18 for professional employees
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3. Midcareer Eb:ecutive Development - That formal training course developed
Training Course (formerly the by the Director of Training in accor-
Midcareer Course) dance with to provide genera25x1
list training in an effort to prepare
individuals to assume broader adminis-
trative and executive positions in the
future. The Course will constitute
an integral part of every midcareer
program for the Midcareerist who has
been identified for future executive
posts, providing sufficient spaces.
are available.
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