RECRUITMENT

25X1 Approved For Release 2008/04/17 : CIA-RDP86B00154R000100070020-8  Approved or 2008/04/17 ; CIA-RDPEGBO0154R000100070020-8 j - ren] [83a 21 torch 1983 INSPECTOR GENIRAL ~ HGRA 702: Deputy Director of Contral Intelligence [=o | Executive Director ood FROM: Director of Central Intelligence SUBJECT: Recruitnent 1. We need a thorough and top reevaluation of our recruiting systen and methods. We are in a bad position, having asked for and obtained support to rebuild clandestine HUMINT capability, acting and sometines testifying as though it has been proceeding on schedule, and now find it necessary to acknowledge that it has fallen behind rather badly. This particularly annoys ne because 1 have regularly raised this issue at Tuesday morning staff meetings and received a reassuring answer that recruiting is ahead of schedule, never getting a breakdown reflecting that the effort was falling behind in Critical areas. 12150 raised at these meetings fron time to tine whether generalized personnel recruiters are effective in attracting the kind of people ve need for our specialized career service. 2. 1 ent to know where ve stand in these respects: First, I vant to have a breskcoun of each CT class during 1981, 1982 and 1983--how many operations officers, etc. Then I vant to know what happened 25x41 to them--hos many went to each geographic division, how any 281 were sbsorbsd in task forces, etc. I vant to know what each geographic division received fron each class, how much on the average, how much during each tine period, how tne rate of flunking out has veried over the last five years or So. I'vant to look at the production of the personnel recruiters and get their production broken down by types of recruits. 3. In visiting stations 1 had a series of talks to a few Intel 261 Analysts. 1 vould like to know how many IAs ve have functioning today and how any of then heve becone case officers or virtually case officers. Then, I vant to take a hard look at the whole organization and see where we can Convert Tess productive slots to operations slots and how to do it, i.e., divisions which perhaps could have lower priority, etc. Host inportant of all, ve must Find a vay to engage experienced operations officers in attracting néw young men and women to this career. 1 think the record confirms the instinct I have expressed before that personnel officer types are not likely to do too well at this. Ve have to activate dedicated people in the organization to do nore spotting and selling on the side, so to Speak. be may need to spring a few nore operations officers loose to help in this cause--require 251 officers to spend some fragment of their tine hustling for recruits. 25x1 re sEceT [$s Approved For Release 2008/04/17 : CIA-RDPSSBO01S4R0001000700208 a.  © Approved For Release 20081 ES — 2008/04/17; CIA ROPBSBOO154R000100070020:8 i Lite o | 4. Finally, 1 vant to reach out to take in more young men betueen the ages of 27-32, give of take a year or two, who have proven themselves by doing something 2nd can be persuaded to cone to us. How hes our CT recruiting broken down between fresh off campus and people with varying levels and kinds of actual experience? To get more ection ve need and military laision people to intensify pg this effort. 5. I've asked to take action on this meno and pull together 28x1 information on recruitment. co Willian J. Casey ce: SA/OCI/IA 2 | i SECRET Approved For Release 2008/04/17 : CIA-RDP86B00154R000100070020-8