RECRUITMENT

oe D0A 78-2792/3 © 1 Approved ForRelease 2001/03/04 : CIA-RDP860142R000500070005-3 16 Aug 1978 . DD/A Registry MRIORANDIM FOR: Director of Central Intelligence File 5 FROM E,W. M. Janney Director of Personnel SUBJECT Recruitnent REFERENCE © Memorandum to DCT fr D/Pers, dated 24 July 1975, sane subject 1. Action Requested: None; for your information only. 2. Backgrowd: You asked that ve include a colum entitled, "Percent of Referrals" To The Figures set out in paragraph 5 of the refersice. iy follows = 1 STATINTL ot umappt cations referred, NEN (25.45) were accepted STATINTL [38 for arploment, 110s "put in rocerer by DITOR RAALeS at tones = o Put In Process Percent of Referrals Si ocr E ics NFAC si STATINTL D0 ce Ve were unable to break the applicant referral figure out by Directorate, except for minorities. Therefore. the figures found in the "Percent of Referrals” colum vere arrivec at by dividing the "Put in Process” Figures by the total referral figure of STATINTL I rm Cigoed) F. W. I. Jongay EL W. M. Janney Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  co Misi + rd tee Ol 1 bron iis - do] toe Oly 1 Bima . + Approved For Release 2001/03/04 : CIA-RDP81-00N2RO0P50 22 JL 10 (Tm ’ yr ie, MEMORANDUM FOR: Director of Central Intelligence . « 7 N Fro © FW. N. Jamey i” Director of Personnel \ SUBJECT : Recruitment REFERENCE : Memo to D/Pers fr DCI dtd 17 Jul 78, subj: Recruitment and Career Guidance } 1. Action Requested: None. This memorandum is in response to paragraphs 1 Id 7 of Toference. Paragraph 3 OF reference: to being answered separately. 2. In the first paragraph of the reference you asked for the number of applications submitted by our recruiters and the number accepted by the Directorates. From 1 January 1977 through 30 June 1978, STATINTL our recruiters submitted Jill complete professional and technical . STATINTL @plications. In addition, the Office of Personnel forvarded to the Directorates MMM resumes” and full applications fron write-in's md STATINTL referrals, for a total of MMMM Since ve frequently send the same application to more than one Directorate, we do not keep statistics on the numbers referred to each Directorate, except for minorities. STATINTL . 3. OF cho pol icztions SM vee accopted or STATINTL employment, i.e., "put in preccess," by Directorates as follows: 3, Neodimols - cl wlll ar Ics ¢ NFAC set STATINTL Fa DDO cre fad 7 : ini ody ; Ci mar Fal 24% D0 Lens dg Approved For Refpse 2001/03/04 :|CHRDRRE 00142R000500070005-8  STATINTL Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8 Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  Gt grea it SE LL wncwenim Li seer i 9 ANR RECORD : = .__ Approved For ReteesE FINS RIKER. Gimero00s0007000s.8 iow Co Director of Personnel 2 2 £ SE 58 HQ we 4 300 78 Lg Susann room rumba, and oxtt OMCERS | COMMENTS (mbar se comment 10 how from whom - [Jos] PS | SRS SR 7 re * associate DD/A : You asked me to provide you With certain statistical data in- Tegard to our recruiment program. 3- Deputy Director for 33 04 om | |Our response is attached at Tab A. Administration 33am | | You also asked for infomation x | concerning the kind of progran we Ihave in the various Directorates o give career guidance to 3 Deputy Director of Central] I ~), Memployees. Our response is Intelligence 1 24 JUL 178¢ { lattached at Tab B. : : ? ! STATINTL . i I | | Lob | 7-Director of Central L a» | + W. NM. Janney Ineelligeneg) 2700, | fund , 1 7 J 1 IY / [A | Ae DC lia #42 DID, | 3/ °7 i : Ic : f [Lf fez Ld I * I SE) Fas JOP fb on Ack pa Blaeguate " | ! | = 5) Ne Siitmiie, wT — ‘ | | | | D I - EEE } | TT - 77 i | | | | | | ro Aprevad For Release 200K 030g FIA RDPSTA0 THRRANDS000A00R oh TPL oy Rely PHO E0r BRTRRF © [30 T#ARIRUSOOGHIOGEH x scien  Co FOR OFFICIAL USE Bel +. + Approved For Release CIA r og A d For Release 2001/03/04 : CIA-RI5P87-00%2R0005000 0 B-2772 BK Hers - =a 8 File! t= Len 17 duly 1978 MEMORANDUM FOR: Director of Personnel FROM: Director of Central Intelligence SUBJECT: Recruitment and Career Guidance 1. Can you give me a statistical breakdown of the number of new hire appl icants processed by recruiting versus the number accepted by the Directorates for employment; within that nunber, the nurber of each type of minority; and a breakdown of each of the previous statistics by Directorate, i.e., what percentage of applicants referred to each Directorate were accepted as an overall figure and by minorities. 2. I'd appreciate either a memo or a brief talk with our chief recruiter on how we handle ourselves on college campuses. Two things are of particular interest to me: a. Do we go on the campuses during the normal “career days" type activity when comercial firms set up booths and recruit? b. Do we get to the college campuses, especially those’ from which we are particularly anxious to recruit because they have people with qualifications we are anxious to obtain, early in the gane, i.e., in the fall rather than well into the spring when the Students have . pretty well cast their lot? 3. What kind of a program do we have in the various Directorates to give career guidance to our employees? If I'm a brand new GS-05 secretary, how do 1 get advice as to what I must learn in order to progress up the scale? How do I know what I can aspire to over a career with the Agency? Do we have specific guidance counselors? If so, how are they selected, what grades do they usually hold, etc.? [ STATINTL STANSFIELD TURNER April Bpreyd For Release 2001/03/04: Sona a0t 142R000500070005-8  23-308 B Approved For Release 200058784" G/#RDP81-00#42R000500070005-8 OA Ris | | abet 78 2752/5 | | | MEDRANDUM FOR: Director of Central Intelligence | FRO : FW. M, Janey | Director of Persamel i | SUBJECT + Career Guidance | REFERLICE : Memo fr ICI to D/Pers dtd 17 Jul 78, subj: | Recruitment and Career Guidance | | | | 1. pti None. This memorandum is in respanse to i paragraph 3 of reference requesting information relative to the career | counseling services available in the Agency. Paragrapus 1 and 2 of | { reference are being answorad scparatoly. | 2. Discussion: Career comseling has always been a visble service | | in the Agency but was given fo status wd hilly in 19% & in | | Tesponse to a Tecomnendat of Personne] roaches 5 | Took? Tocammaiation was iaporporsted in the renitvcions iim 25XA | | which requires the lleads of the Career Services to create a Career Service-wide counseling progran to provide: | b 4. Counseling for employees when recousicnded in the course i i of the evaluation process. | b. A visible counseling service where employees nay go on | their oun initiative for career guidance and job assistance. i | 3. Each Career Service has included specific information relative £0 the career counseling services of that Directorate in its Personnel | Handbook. These Handbooks are either given to each of the employees of | the Career Service or are readily accessible for reference at identified i | | | | Approved For Release 2001/03/04 : CIA-RDP81-001 42A{PRTEOnes | CONFIDENTIAL eee ee ClooaG} |  CONFIDENTIAL Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8 | | places, such as with supervisors. In addition, copies are maintained | in the Office of Persomel corponent (Staff Persamel Division) which provides counseling and guidance. The Handbooks include identification { Dy title and telephone number of the officially designated coumselors. | | Attached is a precis of the material on this subject in each of the | 4. Career counselors of the Career Services are either senior officers of the individual components or officers specifically identified as Career Management Officers for the Career Services or subgroups. The grades of the officer vary, but are usually in the G5 14-16 range as representing long exporience in Agency activities. | Component. personnel officers are also identified as sources for | obtaining cowsseling services. In addition to the identification of the designated comselors, all the handbooks note that it is a primary responsibility of line supervisors to provide counseling and guidance | | to employees. | | 5. Also available to all employees are Developmental Profiles 1 which are basic descriptions of the career tracks of the various | disciplines or professions of the Agency. They are developed by the | | Career Services or subgroups, as appropriate, ‘and are available either | through publication in the Handbooks or by distribution to supervisors and comssolors. These Profiles are also availsble in the Staff | Placonont Division of tae Office of Persomel. In addition to the | Directorate level services, career counseling and guidmce is provided by SPD on an Agency-wide basis. Employees entering on duty are advised at their EOD briefings of this source for counseling, tie responsibility is discussed at the various management courses, and the limndbooks also identify SPD as tho office providing information. and | career counseling, assignment information and related guidance across | Career Service lines. 6. In suport of the counseling activities the Office of Training offers a course for cowsclors or other erployees having any involvement with counseling responsibilities. The pilot Tuning was in July 1974; the 18th course will be offered in September 1978. The course is | offered four times a year and is attended by three employees selected | by each of the four major Career Services. It gets vory good reviews fron the attendees. 7. While there have been secretarial and clerical panels operating | in some Carcer Services or subgroups for several years, the DICI's | memorandun of 13 April 1978 rakes pancl structures for the management | 2 i i Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8 | | CONFIDENTIAL  CONFIDENTIAT, Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8 | | | Of these employees an Agency-wide policy. Tiers is now a Career Service Love] Secretarial Fanel a each Direciovats respsinty. for | the caToor management, development, competitive evaluation and | essigmant of secretaries in grades GS-08 and above. Panels are | | established in all Career Service subgroups to perforu the same | | functions for the secretarial personnel in grades GS-07 and below and | for all clerical perscmel. The expansion of the panel systea ensures | XA iatall employees will be included in the comseling requirenents of | 25 MEE The nesbers of the panels will offer sources for comseling in addition to the already established system of supervisors, career | management officer, and other fornally designated counselor personnel. | | 8. Vo believe all employees, new and old, officers and clerical, | | have available an abundance of sources for obtaining advice and | guidance in developing a career plan. | SL) EL 1, tay F. WM. Jamey Attachments | Distribution: Orig. - DCI | 1 - ocr 1-m | 2- mm 2- D/pers | 1- op/Rs | 25x1A Or/pe/eS <3 (20 Jul 78) | | | | i Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8 | | CONFIDENTIAL {  . Approved For Release 2001/03/04 : CIA-RDP81-00%2R000500070005-8 Deputy Director for Adninistration 1. Directorate of Administration cownseling services are presented in the Directorate of Administration Persomel Management Handbook pages 18-20 Section VIL. 2. The section describes the several categories of comseling available to employees including Job and Carecr-Related Counseling. The section also identifies by title and telephone extension those responsible for providing these counseling services. For Job and Career-Related counseling it identifies the Directorate Career Management Staff and lists their telephone extension. 3. Within the Offices of the DDA the muber of officers involved in Job and Career-Related counseling varies anong the offices from 1 to 22 with the Office of Commmications having the greatest number. 4. The Directorate of Administration distributes the Personnel Management Handbook to the DDA Offices with instructions to advertise it widely. The fomat of the Handbook provides space for the addition of individual sub-group material on Job and Carecr-Related information and guidance. Approved For Release 2001/03/04 GIA ROPS1.00142R000500070008.8 ¢ E31 3  [—— . Approved For Release 2001/03/04 : CIA-RDP81-00T##R000500070005-8 National Foreign Assessment Center 1. NFAC Counseling Services are presented in the Career Service Personnel Handbook, pages 23-25, Section VI, Employee Counseling. 2. The section describes the several categories of counseling available to employees among which are Job and Career-Related Counseling and Job Opportunity Counseling. The section also identifies by job title and telephone extension the officers responsible for providing these services and the Directorate level Job and Career-Related Counseling. 3. NFAC annually publishes in a Directorate Notice names and telephone muibers of all Directorate and Office Counselors. 4. NFAC will distribute its new, revised Handbook to each NFAC employee via computer generated routing sheets. Approved For Release 2001/03/04 : CIA-RD lich; PP! 0304, GIARPPe1-00142R000500020005 8. Cc 4  . Approved For Relesse 2001/03/04 : CIA-RDP81-00148R000500070005-8 | Deputy Director for Operations. 1. Directorate of Operations counseling services are presented in the Clandestine Career Service Personnel Handbook pages 23 and 24 Section VIII, Career Counseling. 2. The section describes career counseling services provided in the Clandestine Career Service identifying the job title and telephone extension of those responsible for providing counseling. 3. The Directorate of Operations distributes the Personnel . Handbook to the branch level with instructions that it be made available to every employce in the component. In addition, each supervisor is required to certify annually in writing that every employee has read the Personnel Evaluation System Handbook. The Handbook describes the Panel System and the criteria for promotion for each category and each grade. Approved For Release 2004/03/04,;.GIA-RDP81-001 42R000505070006-8. mi 2222] :  . Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8 Deputy Director for Science and Technology 1. Counseling services in the Directorate of Science and Technology are presented in section X, pages X-1 through X-3 in the Personnel Management Euployee Handbook. 2. The section describes the types of counseling and the . responsibilities delegated at the supervisory level, the Office level and at the Directorate level. 3. The handbook has been widely distributed with over BEM copies 25X1A distributed throughout the Directorate. The handbook is currently under revision and plans call for distribution to each employee. Approved For Release 2001/03/04: CIA-ROP81.00142R00pS600 70005-4142) ; UB Sains  CUM LDENTIAL . Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8 | Executive Career Service 1. Job and Career-Related Counseling in the Executive Career Service are referred to in paragraph F page 2 and paragraph I. page 3 of the E Service Handbook. i 2. Job and Career-Related Counseling is described as the responsibility of management personnel at all levels in general, and specifically. the responsibility of the AO/DCI Personnel Officer. 3. The handbook is distributed to each member of the "E" Career Service. . ex ol li Approved For Release 200/0394,,Gi;RDP81-00142R000500¢18005:5 = of  Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8 TT ems see] EXECUTIVE SECRETARIAT Routing Stip To. Aion ATE [aL foo TTT | Bem Bloom 1 1 1 [FH oomen | Dslooer 1 1 | <eDown | TT loo | T1 EE T————— Cle 1 T+ 1 pole | TT 1 1 fe 111 [Can T [ ] [elem 1 —T ] fal oee0 [71 1 1 [sores |” TI [re] Rope |— [7 owes 1 1 [eloos [TT | plES 1 TW 2B [21] 11 BT TTT | SUSPENSE DATE Tomi — P/ Pen NN hed ATred Adri a wn a Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  [SENBER WIL CHECK EU, ATION To ANB BOTTI Approved Hor Release 206tR3/04 | CTARDPEAMIDT4ZHOGRSIRT0005-8 OFFICIAL ROUTING SLIP AE AND ADRESS [oar [mma [1] EO/DDA 7/17 : a A/DDA _ 17 JUL 1978 7 [= ome : {—[Reiion DIRECT REPLY | [PREPARE REPLY JIT paren RecouEnDAnoH | Srcommemes WroiTN || siusrine 1 Remarke: ACTION: D/OP (received direct copy) FOLD HERE TO RETURN 75 SENDER FRO nna. aoorece a or a ore Approved Eo ase 2001/03/04 : CIA-RDP81-00142R000500070005-8 [Release 200 CONFIDENTIAL |_| SECRET RIE oR Tr mer Tiles uw  LJ UNCLASSIFIED LJ pediay LI WHFDENTIAL LJ seuker Ir _. Approved For Relvedtdbi6/64R RERBPB1 J¥2R000500070005-8 STRICT omer eee m— TT rom a | Director of Porsomel (Ema | 5 E 58 HQ Ed TT 24 JUL 17 _ LAS IES | Commo Ob ssh commun 1 tee tem hen Far oman] FS | SRST BIT Mmm | | | Je on 7 : : You asked re to provide you fescctate SEA LL] With certain statisticel data in —eeeoo regard to our recruitment program. 3. Deputy Director for 5 Our response is attached at Tab A. Administration ID) ei rms ree You also asked for information “ concerning the kind of progran we have in the various Directorates reese I! to give career guidance to 5-Deputy Director of Central employees. Our response is Intelligence | attached at Tab B. Ca | Sey 7-Director of Central ! | F. W. M. Jamey Intelligence | CE 1 Dist: | | 0- Ad | peers ; 1 - DICT 3 i i 1-R i | 1-m meets 1 1 - Db/Pers/RGP 10. | | 1 - DD/Pers/P&C | | 2 - D/Pers (1 w/held) wo STATINTC onypers JN ink (2¢ Jul 78) 12. 1 1 hy 0 T ese | BA S— EE + L om B10 RIES" [] SECRET [J CONFIDENTIAL USE ONLY CLASSIFIED  ©. Approved For Release 200400007 QIARDPS1-00 eS 0M5ATN0AEE Ar . iyi % (148) ot D/A Registry : 3-103. MEMORANDUM FOR: Director of Central Intelligence VIA + Deputy Director of Central Intelligence FROM : John H. Waller Inspector General SUBJECT : Transmittal of an Inspection Report on the Washington Area Recruitment Office of the Directorate of Administration's Office of Personnel 1. Forwarded herewith is the inspection report of the Office of Personnel’s Washington Area Recruitment Office. The Director of Personnel and the Deputy Director for Administration have reviewed and concurred in the report. 2. The Washington Area Recruitment Office of the Office of Personne] serves as both a walk-in facility for the recruitment of clerical and professional employees and as a home-base for the Metropolitan Washington area regional clerical recruiters. All recruitrent is done in the name of CIA. 3. The recruitment activity conducted is both a proper and ethical Agency function. It is in compliance with applicable law and regulations. There are appropriate procedures to inform employees about compliance matters and to monitor compliance. The only media contacts are for the placement of overt recruitment advertisements. 4. It is too early in this survey of domestic activities to make useful judgments on the general recruitment practices of OP and on the validity of the guidance recruiters receive on the type of candidates desired. However, we find it appropriate for the recruiter to screen and make initial recommendations for employment. The decision to place an applicant in-process for security approval is properly made by the operating component who will employ the applicant. Recruiters did indicate they receive ample guidance from the operating components on the types of candidates desired. E2 IMPDET CL BY 055636 Approved For Release 200403/0d Gif RDPS1-00142R000500070005-8 UR  “> Apprevisd Far Reise 2004/90/00 AIRDRS1S0MERDIOEONITONES | iitiRiii 5. We found that many individuals vere interviewed for CIA ; professional employment at the Hoshington Area Recruitment Office. ! Host are more exploratory in their interest than fim in their intent. Although this creates a heavy interview burden but a Tow entry on-duty record, we feel this is a necessary activity for the area of the nation's capitol. 6. Managerial style is appropriate for the activity, and morale appeared high. 7. The report contains no recomendations. signe John H. Wallet John H. Waller Attachment, a/s cc: DOA, watt . cc: D/Pers, w/att 2 Approved For Release 2001(3]0% “CIARDP1-00142R000500070005-8  ©. . Approved For Relsase 2001/03/04 : CIA-RDP81-00N2R000500070005-8 OFFICE OF THE INSPECTOR GENERAL INSPECTION REPORT OFFICE OF PERSONNEL WASHINGTON AREA RECRUITMENT OFFICE ' DIRECTORATE OF ADMINISTRATION DECEMBER 1977 Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  Cl + Approved For Relsase 2001/4 RiINRbP81-0042R000500070005-8 OFFICE OF PERSONNEL WASHINGTON AREA RECRUITMENT OFFICE Introduction The Washington Area Recruitment Office (WARO) of the Office of Personnel (OP) is an overt facility located in a U.S. Government leased building in Rosslyn, Virginia. Nine Agency staff employees are on duty at WARO; six are employed as recruiters and three provide clerical support. Nong with the Chief, WARD, three recruiters serve as interviewers for clerical and professional applicants who walk-in to the recruitment \ office. The other recruiters serve the District of Columbia, Maryland and Virginia region as clerical recruiters. During fiscal year 1977, WARD interviewed over NEN people; 25X1A 2X14 ME vere walk-ins and the remainder were interviewed by the regional clerical recruiters. During that period, WARO was credited with entering on-duty about 25X1A professionals from over Ing. It is too early to make useful judgments on the general recruitment practices of OP and on the validity of the guidance recruiters receive on the types of candidates desired. These topics will be addressed after a wider sample of recruiters and their efforts are surveyed. Approved For Release 200 44} GIA}RPP81-00142R000500070005-8  .*. Approved For Release 2001103108 BIARSP24100142R000500070005.8 Legal Compliance, Propriety and Ethics Fron our review of recruitment policies and procedures, File reviews and interviews with personnel assigned, we conclude that WARO is in Tegal compliance with E.0. 11905 and IEMMand other 25X1A policy guidance. The recruitment activity conducted at WARD is both a proper and ethical Agency function. The recruiters are FaniTiar with the provisions of E.0. 11905 and IE and keep 26X18 current on procedural and regulatory changes. All recruitment is done in the name of CIA but applicants are cautioned to restrict knowledge of their application to CIA in case they are placed under official cover. Media contacts are used for placing overt recruit- ~ ment advertisements. Contact with federal agencies, state and Tocal government organizations and educational institutions is in true name and as representatives of CIA, Managenent. Effectiveness and Evaluation The management. style of WARD is appropriate for the activity conducted. The Chief was aware of his interviewers’ schedules and plans. Workload was evenly assigned. Although heavily dependent upon valk-in applicants, WARO ratio of applicants placed into process with those who eventually enter on-duty matches the Agency average of three to one. Thus, WARD appears to be as effective as other recruitment efforts undertaken by the Agency. 2 Approved For Release OUTS SIARDR pot 142R000500070005-8  CREDENTIAL *. Approved For Relsase 2001/03/04 : CIA-RDP81-00M2R000500070005-8 WARO's effectiveness must also be viewed from a public relations point of view. Recruiters were well aware of the public relations aspects of their jobs. In many instances they are the only contact an individual may have with CIA. We were impressed with the | recruiters concern for establishing a positive attitude and leaving | a favorable impression of CIA with applicants, particularly when no i positions were available. Personnel Managenent and Morale Morale appeared high at WARD. . Employees are properly motivated and understand: the necessity of their functions. They are treated as individuals and participate in decisions affecting their jobs. ' Selection of Candidates and Guidelines Given Recruiters Recruiters appropriately screen and make initial recommendations for employment. The decision to place professional and technical applicants recommended by the recruiter in-process for a security approval is correctly a function of the operating conponent who will employ the applicant. Having this decision made centrally by OP Clerical Staffing Branch for clerical applicants also appears effective. As an aid to recruiters in screening and recommending candidates, operating components of the Agency provide two basic documents; the Advanced Staffing Plan (ASP) and Recruitment Guides. The ASP is a 3 Approved For Release 2001/03/04: iA. RBP81.00142R000500070005-8  ©. . Approved For Relsase 2001/03/08 2 KA-REP81:002R000500070005-8 forecast by fiscal year of the types and numbers of all personnel component will need; this document is updated quarterly. The Recruitment Guide expands the ASP by providing a detailed description of the type of professional candidate desired, listing such criteria as education, experience and skills needed. The Recruitment Guide is supplemented by additional correspondence from the Agency component, discussions with recruiters during annual conferences, telephone contacts and comments on candidates rejected by the operating components. A standard Recruitment Guide is used for clerical employees. Recruiters at WARD indicate they receive ample guidance on the types of candidates desired. We plan to survey more recruiters before making a more definitive evaluation on the guidance given i recruiters. Clerical Recruitment WARD provides the Agency with most of the clericals who enter on-duty. Clericals are recruited at WARD by two methods; walk-ins and regional recruitment efforts. These efforts appear to tap all available sources. Newspaper ads are used to supplement both processes. WARO has authority to place ads, within certain budgetary constraints, in area newspapers. OP uses the advertising firm of 251A to structure ads and give advice if requested. 4 Approved For Release 2001/0304: CIARDIf#1-00142R000500070005-8  Approved For Relsese 2001/04/04 EH T— During the initial interview, the clerical applicant's background is reviewed, his employment desires are ascertained, job openings, employee benefits and the need for security approval are explained. Following the initial interview, and if mutual interest is expressed, the clerical applicant is tested both for scholastic achievement and | skill level in typing or shorthand when these skills are claimed. If test scores are satisfactory, personal history statement (PHS) forms are provided the individual and he is invited to formally submit an application. The recruiters indicated that many individuals interviewed who meet Agency criteria for clerical employment do not formally apply. The reasons cited for not applying are the length of the application : form, 17 pages, and the four month security approval iit. However, The basic distinction between a clerical candidate who walks into WARD and one handled by the regional clerical recruiter is that the regional recruiter seeks out the clerical candidate. Regional recruiters visit area high schools, secretarial training schools and community colleges. The initial point of contact is the school administrator with the recruiter identified as a CIA recruiter. Usually a working relationship is established with the school to explain the Agency's needs, benefits and openings 5 Approved For Release 2001/03/04 - GIAR3$81-00142R000500070005-8  aT) . CIETNTRTIAL * * . Approved For Relsase 2001/03/04 : CIA-RDP81-00%42R000500070005-8 and to test and interview potential applicants. The testing and interview procedures are similar to those used with walk-in candidates. The regional recruiters have found reception by the schools to be good and reported only a few instances of hostility; the hostile attitude was from teachers not students. Professional Recruitment Walk-in applicants for professional positions are interviened 25X1A at wan0. Mthough over [JJlnterviens vere consucted auring fiscal year 1977 with subjects interested in professional employment, WARD vas credited with entering | EE This Tow entry 25X1A Tevel reflects that HARO's walk-ins do not have the skills and I education desired by the Agency. It also reflects that many individuals interviewing for CIA employment while in Washington, D.C. are more exploratory fn their interest than Firm in their intent. Despite its record of employments, we feel this a necessary activity for the area of the nation's capitol. Minority Recruitment As part of the Agency-wide goal of increased minority hiring, WARO recruits 20 individuals a year for Project OPPORTUNITY. The regional recruiter spends considerable time on this program, con- tacting advisors and interviewing students at {inner-city high schools to get appropriate applicants. It is too early in the program's 6 Approved For Release 2001/03/04 | GIA HDP81.00142R000500070005-8  Ln aL CL Approved For Release 2001/03/04 : CIA-RDP81-0042R000500070005-8 history to coment on its success but it does help satisfy the federal requirenent for employing disadvantaged minorities. Relations with Federal, State and Local Agencies Regional recruiters properly contact government agencies, | state and municipal employment commissions, and training sites for the handicapped for Teads to possible candidates for employment. Applicant files at the Civil Service Comission are available to all federal agencies as a source of leads for potential candidates. The regional recruiter periodically reviews these files, contacts qualified candidates, explains CIA association, and invites the subject in for an interview and testing. Employment comnissions are used for certain categories of applicants such as Executive ' Dining Room dishwashers and waiters. In outlying areas, employment comnissions are used as locations for applicant interviews. This is usually helpful when responses are received to locally placed newspaper ads for technical positions. Contact is also made with the Veterans Administration and Military Discharge Centers to advise them of Agency needs with the goal of having the VA and the Discharge Centers refer qualified candidates to the recruiter. These sources, along with ads in newspapers serving the military forces, have been useful in finding candidates for technical positions. In order to offer equal opportunity to the handicapped, 7 LE Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  CUHELIAL . : « Approved For Release 2001/03/04 : CIA-RDP81-00%2R000500070005-8 training sites and federal, state and municipal agencies who Place the handicapped are contacted, Agency needs explained and requests for referrals made. Special Interest Cases WARD interviews most special interest cases. Over half of these special interest cases are referrals from congressional offices. The remaining special interest referrals are from other senior govern- ment officials. The Legislative Counsel and the Office of the Director of Personnel monitor these cases not only to limit undue influence but to ensure appropriate processing and opportunity for employment. 8 arimnTimy Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  “-7*". Approved For Relewse 2001/03/04 : CIA-RDP81-0072R000500070005-8 The Ditctor of Cental cigence Deng | “= Gm J J . Va) = S$ FA ron Sr: ’ opi) Jas ~ Dy Fosse an PHS nH . PY 73, melds oon TI (Panis I EJ, peg Fraes le © vid Ld. . Hy erin ALY april - - STATINTE 225800 Zhi . . Lae. J Zz, STATINTL ’ «Dat Sinton > he eis can’ | eA Los gh | : SL tng K “5 A 2 : STATINTL Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  oo, DD/A 78-0464/1 CL 13001403404.: 0 0805bt57 30085 Approved For Relqeheig00tioio4.: FHMAFRI0IMR 21 FEB 1978 MEMORANDUM FOR: Director of Central Intelligence VIA : Deputy Director for Administration A ® FROM + F. W. M. Janney Director of Personnel ‘SUBJECT : Fulfilling Recruitment Goals REFERENCE : ICI Memo (ER 78-4405), dated 1 February 1978, Subject: Applications of HEEEEG_—_—_—S—— STATINTL STATINTL — 1. Action Requested: None; for information only. 2. Tn your 1 February menorandun concerning tho you STATINTL mentioned that we were having trouble filling our recruiting quota this year. As we view the matter it is not one of filling total recruitment needs for the entire Agency but is a problem almost exclusively confined to professional recruitment of Career Trainees for the DDO. Career Trainee classes begin in January and July and extend 12 months for those going to the DDO. Historically, the students are counted against the Office of Training until they graduate and are then transferred into their selected component. Consequently, for a Career Trainee to be counted as FY-1978 input into the DDO, the student would have to have been enrolled in either of the classes starting in FY-1977. The requirements for DDO CT's entering 3. We believe you will find it of interest to review in context the total recruitment requirement and recruitment activity to date for FY-1978: Completed Estimated Applications Put in Entered on FY 1978 Received in Process in Duty in Requirements First 4 Months First 4 Months First 4 Months Professional/ Technical STATINTL Clerical Totals Approved For Releasddmitiptiative craliiemeh Hos 4Baiyoosooo7o00s-s  Coe , Co Lo n o . Approved For Relpmsiiiolinfion 16508b M8 Bwsrocosoooronos.s 4. Based on the experience of previous years, we will receive about 4,000 more completeda , othe : put into process anothe] STATINTL employees. ie pres at ve will have more d ’ since, historically, component estimates have been greater than their actual needs. This latter fact, however, has changed as mentioned above as it pertains to the CT need by DDO. 5. This activity has taken place during the same time we have been attempting to place the 123 DDO employees who have asked for reassignment. So far, these employees have filled 40 of the requirements. It should also be noted that the largest mumber of employees enter on duty during the summer months, after graduation from school. - ne 9. As we view the situation, and as we believe the facts above portray, the recruiting mechanism of the Agency has well responded to the recruitment needs that exist. There is, admittedly, the one-time problem now with us brought about because of the fact that the CT needs for DDO have been increased during this fiscal year. We are sanguine that we can meet these needs and are in close contact with DDO on the matter. The meeting of the needs is a qualitative as well as a quantitative problem. We have asked DDO to review their qualitative requirement for CT hiring. We have asked them iniefraiien ood MmiistreTza = [atonal Use Only Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  -" ". Approved For Relewse 2001/03/04 : CIA-RDP81-00%42R000500070005-8 also to review certain proviously rejected applicants. There also exists the burcauratic problem of how to bring this increased number to duty. | The Office of Training historically has heen. tho hiring entity and shen ! the CT completed his training he was transferrod to an operating Corponent; fro. DDO, NEAC, ote. OIR'S capability to hire the new, higher muler does i ot Led bacauie. he protons. Tometests: From DIO were. fave Again, wo 7G working with DDO on this. natter. n I n _— STATINTL Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  - . Approved For Refease 2001/03/04 : CIA ROPB1.cOm2ROCDSOOF0805.0 5 - 28-273 1 Fes Bi8 MEMORANDUM FOR: Director of Personnel FROM: Director of Central Intelligence SUBJECT: Apptications of STATINTL 1. I would appreciate your keeping me posted on the applications STATINTL or ISR 0 van oro1oyment 1th us. STATINTL . STATINTL 2. Incidentally, NESSES etter of 23 January to — has all the ring of a standard, bureaucratic, uninterested, impersonal response. No wonder we are having trouble refilling our recruiting quota this year! Ho STANSFIELD TURNER cc: Acting DDCI Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  | + Approved For Relewse 2001/03/04 : CIA-RDP81-00™2R000500070005-8 + CENTRAL INTELLIGENCE AGENCY Wasuwron, D.C. 20505 25 January 1978 I Since receipt of your application papers, appropriate officials have been reviewing your qualifications carefully. We are doing cvery- thing possible to expedite a decision and will communicate with you again as soon as we have determined whether ve have a suitable opening For you. ‘Thank you for the patience you have dis- played. I you have any questions relative to the status of your application, please do not hesitate to write me. = Sincerely, = = = Sm |] ) Deputy Director of Personnel & for Recruitment and Placement SOTO, { § . 5 AO) & Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070006-8:  STATINTL Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8 Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  + - Approved ForRelewse 2001/03/04 LIAR IPH] -0014eR000500070005-8 Te DDA 78-0464/1 NEWORANDUH FOR: Director of Central Intelligence / THROUGH: Deputy Director for Administration FROM: F. W. H. Janney Director of Personnel SUBJECT: Fulfilling Recruitment Goals REFERENCE: Heno to D/Pers fr DCI dtd 1 Fey/78. subi: Applications of STATINTL 1. Action Requested: None; for infgfiiation only. STATINTL 2. In your 1 February note concepfiing the ISN you mentioned that ve were having trouble filling of recruiting quota this year. fs We view the matter it is not one of £111ing total recruitment needs for the entire Agency but is a problem/Almost exclusively confined to professional recruitment of Carect Trainces for the DDO. That problem arises becau i . 25X1A 3. Me believe you will find it of interest to review in context the total recruitment requiyément and recruitment activity to date for FY'78: Completed Espfnated Applications Put into Entered on 1978 Received in Process in Duty in uivenents First 4 tonths First 4 Months First 4 Months Professional/ Technical STATINTL Clerical TOTAL 4. Based on the experience of previous years, we will receive about ear, put new’ employees. STATINTL Approved For Release 2001/03/04: CIA-RGP81-80142R000500070005-8  STATINTL Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8 Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  - inietratiy nf i w 3, Adminishative - Intomal Use Maly ws onde « Approved For Release 2001/03/04 : CIA-RDP81-00T#2R000500070005584 Registry aa 273 FFR 1978 MEMORANDUM FOR: Director of Central Intelligence ThAoang. £2. Hw FROM + F. W. M. Janney Direitor of Persomel SUBJECT + Fulfilling Recruitment Goals REERBGE emo to D/Pers fo DCT dud 1 Feb 78, subi: Aoptications of ENN STATINTL 1. Action Requested: None; for information only. INTL 2. In your 1 February note concerning the IEE, you EAT mentioned that we were having trouble »éfilling our recruiting quota this year. The following chart gives our record to date SE nar sens: Completed Estimated Applications Put into Entered on No Tedd mecontn Degin Requirements / First § tenths Tiree 4 Vanths First 4 venths Professional/ Secimont STATINTL Clerical om h ne Approved For Rel i 4: vik R000500070005-8 PP il UM  STATINTL Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8 Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  vo [J UNCLASSIFIED [7] "TERNAL [CONT ENTIAL [J]. SECRET RR ROUTING. AND RECORD SHERT 205-7 24k A Re er - TT og x ow Tamas [ie {5g est 1 Is Director of Personnel [ itd SE-58 HQ fe — lobe TO er dni, wom mob, aw | ONE | ens | COMMENTS (Nombar soch comment to show from whom i Troms] TREES | COME EL TR Sn oni RE RL ——— yp ce — | —|since our memorandum of 6 February: STATINTL 3 Deputy Director of |The Office of Central Reference Central Intelligence lhas no suitable vacancy, Inter- reef —— viewed with NFAC/Operations Center h and took PATB II (Professional Applicant Test Battery) on —t— ———{22 February. Operations Center 3 Director of Central | said it looked promising. Wants Intelligence to ses PATS IT results. Subject : PEE has strong interest in MM and they interviewed 27 February. STATSPEC said he did quite poorly fre lon the editorial test and they 7 [were unimpressed with the examples of his writing skills in his mr folder. They have dropped any . |] interest. S ATIN 7 STATSPEC [File sent to NFAC, wy BT] STATSPEC and Career Training Progran on 7 February. NFAC mere eee] ed STATSPEG {and lhe 70 SULLEbIE vacancies. She vas interviewed by Carer Training staff on 1] ~——{21 February. she is to recontact | then in to weeks if she is | | interested in pursuing CT Program. == ——|——{Prelininary CT interview not too | | encouraging. File also sent to | | DDO/ Career Management Staff on i127 February for review against | | Operations Research Assistant | i position. TT STATINTL © 610%ihER” [] secRer [J CONFIDENTIAL [1] JIRA [J uNcassiFiep  Approved For Release 2001/03/04 : CIA-RDPE1.00142R000500070005-8 0- add 1- oc 1-m 1-m 1 - Fach applicant file 1 - Special Interest File 1 - D/Pers Chrono 1- Fw D/Pers/FiJamncy: juk (28 Feb 78) i" Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8 > ~  Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8 Pv na | © 7". EXECUTIVE SECRETARIAT o Routing Slip fo: [] ACTION] INFO | DATE | INITIAL Foo ——| ! [ome —— 1 [a] Poms TT Ero — [I 1 Mose [ef email x Pree TT 11 § pole 1 11 he [Comp | 1 1 T — Ps] ren Rebos———F—1 | } heim ————————| ! [ews TT 11 [el oars 111 EC) I RN — 1 ETT 1 1] SSE egg Romar: ¥ FoR STATUS YepoRT™ ATIN Er wn Lies limi EINES A Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  ‘. -- Approved For Release 2001/03/04 : CIA-RDP81-00ZR000500070005-3 | . TraNSMITTAL SUP | 2 ff elm | Tor 7 |. To To Ly erp SHAT | 2 #7 i | sr STATINTL pera! J 02/2 Tl y . | X 1 FA HeseHe | I. AT | TRA WEIR “| | | |. | Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8  ~ - . Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8- +. TRANSMITTAL SLIP | 23 of © Dy Ay gop Soiisels pc £7 se STATINTL peek / g C/o / FA Heh O - — | WRAL wR @ Approved For Release 2001/03/04 : CIA-RDP81-00142R000500070005-8