Downloads & Free Reading Options - Results

Document number CIA-RDP80-01826R000200030002-9 declassified and released through the CIA's CREST database. Previously available only on four computers located outside of Washington D.C., the Agency was successfully pressured into putting the files online as a result of a MuckRock lawsuit and the efforts of Emma Best. The metadata was collected by Data.World, and the files are now being archived and made text searchable by the Internet Archive.

Document number CIA-RDP84-00780R002400050031-9 declassified and released through the CIA's CREST database. Previously available only on four computers located outside of Washington D.C., the Agency was successfully pressured into putting the files online as a result of a MuckRock lawsuit and the efforts of Emma Best. The metadata was collected by Data.World, and the files are now being archived and made text searchable by the Internet Archive.

This monographs discusses outplacement counseling (the process of helping a terminated employee secure new employment) in business and industry and in higher education. The first section, outplacement in business and industry, describes the emergence of outplacement services and discusses benefits and problems associated with the service. The processes involved in outplacement, i.e., helping the terminated employee adjust to termination, develop new career goals, and secure an appropriate new job, are detailed. In addition, an outline for a 3-day outplacement workshop for the business and industry setting is presented as well as a six-page annotated bibliography. The second section discusses outplacement in higher education, focusing on its usefulness for faculty career development. The Virginia Tech Comprehensive Education-Based Career Development Model is presented along with a report on faculty experience with the model. A four-page biliography concludes the section. Section 3 is a discussion of means to ensure the quality and effectiveness of outplacement services. (JAC)

Niniejsza publikacja prezentuje innowacyjny model wsparcia firm w czasach dekoniunktury gospodarczej wypracowany i testowany w ramach projektu badawczo-wdrożeniowego "PI-PWP: INNOWACJE NA ZAKRĘCIE - testowanie i wdrażanie nowych metod outplacementu", realizowanego na zlecenie Wojewódzkiego Urzędu Pracy w Białymstoku. Celem projektu było adaptowanie, utworzenie, testowanie, a następnie upowszechnienie i wdrożenie na terenie województwa podlaskiego do VI 2015 r. dwóch modeli outplacementu dla pracodawców oraz pracowników przedsiębiorstw przechodzących procesy modernizacyjne i adaptacyjne. W publikacji zaprezentowano jeden z dwóch wypracowanych w projekcie modeli, jakim jest model wsparcia firm w kontekście wyników badań regionalnych, angielskich inspiracji będących efektem trzyletniej współpracy ponadnarodowej z Accelerated Learning Systems Ltd. (ALS) z Wielkiej Brytanii oraz wyników rocznego testu w podlaskich firmach sformułowanych w drodze ewaluacji narzędzi składających się na model ESP_Firma.

Approved For Rely 2001 /. ? IA-RDP80-01826R001 X100062-5 23 march 19614 1. In our survey of the Outplacement Service, the question core up of a Civil Service Ccaission/CIA inter-agency agreement which would entitle employees who have served with CIA to Civil Service status, like the Peace Corps has for its people who have served for 18 months. 2. We gather that this has been under consideration for some time. 3. Could you give us the Office of Personnel's position on this? cc: /POD File DoC RE; DATE k ~"BY /- 0 77 [~B1G CCMP ON TYPE I GRJG $L;SS S PAGES REV CUSS 1: ST NEXT REV ~n *UTf: RS 19.2 Approved For Release 2001/08 P80-01826R0'01 F0 1-00062

Includes bibliographical references (p. [451]-464) and index

[192]p

Publikacja prezentuje innowacyjny model wsparcia pracownika zagrożonego bezrobociem lub zwalnianego w wyniku restrukturyzacji firmy w czasach dekoniunktury gospodarczej wypracowany i testowany w ramach projektu badawczo-wdrożeniowego "PI-PWP: INNOWACJE NA ZAKRĘCIE - testowanie i wdrażanie nowych metod outplacementu", realizowanego na zlecenie Wojewódzkiego Urzędu Pracy w Białymstoku. Celem projektu było adaptowanie, utworzenie, testowanie, a następnie upowszechnienie i wdrożenie na terenie województwa podlaskiego do VI 2015 r. dwóch modeli outplacementu dla pracodawców oraz pracowników przedsiębiorstw przechodzących procesy modernizacyjne i adaptacyjne. W publikacji zaprezentowano jeden z dwóch modeli, jakim jest model wsparcia zwalnianych pracowników, w kontekście wyników badań regionalnych, portugalskich inspiracji będących efektem trzyletniej współpracy ponadnarodowej z Instituto de Soldadura e Qualidade (ISQ) z Lizbony oraz wyników rocznego testu w podlaskich instytucjach rynku pracy z udziałem zwalnianych pracowników opisanych w drodze ewaluacji narzędzi składających się na model ESP_Pracownik.

Approved For Release *8/02 : CIA-RDP81-00261R000300030 -3 2 2 NOV 1977 MEMORANDUM FOR: All Component PEMS FROM 91 F21 areer Management Staff SUBJECT Training'as an outplacement Service 1. In keeping with the Agency policy of assisting to the extent feasible in the outplacement of personnel who are planning post-Agency employment, Agency training which might enhance the employability of such personnel will be open to them on a space available basis. Needless to say, excluded are courses teaching skills which could be misused, e.g., surreptitious entry and audio surveillance techniques. This training would have to be completed before established mandatory retirement o.r. separation dates. 2. Please bring this notice to the attention of all personnel who fit the above description, and make available to them OTR and OTS catalogs to assist them in screening for training which might enhance their employability outside the Agency. Training enrollment application for such personnel should be routed via the.DDO Training Officer to the component which conducts the particular course. cc: All DDO TRO's DTR C/OTS/TRG O/DDO C r~s~A~ .Approved For Release 2001/08/02 : CIA-RDP8.1-0Q261R000300030034-3 d ~..13 ~(~ 01it 64l. Zi71! ky 9jq C. ~Cu I if

Approved For Release *8/02 : CIA-RDP81-00261R000300030 -3 2 2 NOV 1977 MEMORANDUM FOR: All Component PEMS FROM 91 F21 areer Management Staff SUBJECT Training'as an outplacement Service 1. In keeping with the Agency policy of assisting to the extent feasible in the outplacement of personnel who are planning post-Agency employment, Agency training which might enhance the employability of such personnel will be open to them on a space available basis. Needless to say, excluded are courses teaching skills which could be misused, e.g., surreptitious entry and audio surveillance techniques. This training would have to be completed before established mandatory retirement o.r. separation dates. 2. Please bring this notice to the attention of all personnel who fit the above description, and make available to them OTR and OTS catalogs to assist them in screening for training which might enhance their employability outside the Agency. Training enrollment application for such personnel should be routed via the.DDO Training Officer to the component which conducts the particular course. cc: All DDO TRO's DTR C/OTS/TRG O/DDO C r~s~A~ .Approved For Release 2001/08/02 : CIA-RDP8.1-0Q261R000300030034-3 d ~..13 ~(~ 01it 64l. Zi71! ky 9jq C. ~Cu I if

Approved For Release *8/02 : CIA-RDP81-00261R000300030 -3 2 2 NOV 1977 MEMORANDUM FOR: All Component PEMS FROM 91 F21 areer Management Staff SUBJECT Training'as an outplacement Service 1. In keeping with the Agency policy of assisting to the extent feasible in the outplacement of personnel who are planning post-Agency employment, Agency training which might enhance the employability of such personnel will be open to them on a space available basis. Needless to say, excluded are courses teaching skills which could be misused, e.g., surreptitious entry and audio surveillance techniques. This training would have to be completed before established mandatory retirement o.r. separation dates. 2. Please bring this notice to the attention of all personnel who fit the above description, and make available to them OTR and OTS catalogs to assist them in screening for training which might enhance their employability outside the Agency. Training enrollment application for such personnel should be routed via the.DDO Training Officer to the component which conducts the particular course. cc: All DDO TRO's DTR C/OTS/TRG O/DDO C r~s~A~ .Approved For Release 2001/08/02 : CIA-RDP8.1-0Q261R000300030034-3 d ~..13 ~(~ 01it 64l. Zi71! ky 9jq C. ~Cu I if

Approved For Release *8/02 : CIA-RDP81-00261R000300030 -3 2 2 NOV 1977 MEMORANDUM FOR: All Component PEMS FROM 91 F21 areer Management Staff SUBJECT Training'as an outplacement Service 1. In keeping with the Agency policy of assisting to the extent feasible in the outplacement of personnel who are planning post-Agency employment, Agency training which might enhance the employability of such personnel will be open to them on a space available basis. Needless to say, excluded are courses teaching skills which could be misused, e.g., surreptitious entry and audio surveillance techniques. This training would have to be completed before established mandatory retirement o.r. separation dates. 2. Please bring this notice to the attention of all personnel who fit the above description, and make available to them OTR and OTS catalogs to assist them in screening for training which might enhance their employability outside the Agency. Training enrollment application for such personnel should be routed via the.DDO Training Officer to the component which conducts the particular course. cc: All DDO TRO's DTR C/OTS/TRG O/DDO C r~s~A~ .Approved For Release 2001/08/02 : CIA-RDP8.1-0Q261R000300030034-3 d ~..13 ~(~ 01it 64l. Zi71! ky 9jq C. ~Cu I if

Approved For Release *8/02 : CIA-RDP81-00261R000300030 -3 2 2 NOV 1977 MEMORANDUM FOR: All Component PEMS FROM 91 F21 areer Management Staff SUBJECT Training'as an outplacement Service 1. In keeping with the Agency policy of assisting to the extent feasible in the outplacement of personnel who are planning post-Agency employment, Agency training which might enhance the employability of such personnel will be open to them on a space available basis. Needless to say, excluded are courses teaching skills which could be misused, e.g., surreptitious entry and audio surveillance techniques. This training would have to be completed before established mandatory retirement o.r. separation dates. 2. Please bring this notice to the attention of all personnel who fit the above description, and make available to them OTR and OTS catalogs to assist them in screening for training which might enhance their employability outside the Agency. Training enrollment application for such personnel should be routed via the.DDO Training Officer to the component which conducts the particular course. cc: All DDO TRO's DTR C/OTS/TRG O/DDO C r~s~A~ .Approved For Release 2001/08/02 : CIA-RDP8.1-0Q261R000300030034-3 d ~..13 ~(~ 01it 64l. Zi71! ky 9jq C. ~Cu I if

Raport omawia następujące zagadnienia: - Pojęcie i istota outplacementu - Zarys historii outplacementu - Zwolnienia monitorowane w kontekście procesów derekrutacyjnych - Outplacement w warunkach wzrostu ryzyka i elastyczności organizacji - Outplacement narzędziem społecznej odpowiedzialności biznesu i ekonomii społecznej - Praktyka stosowania outplacementu w Polsce - Korzyści i bariery stosowania outplacementu z perspektywy przedsiębiorstw

Document number CIA-RDP80-01826R000100120015-6 declassified and released through the CIA's CREST database. Previously available only on four computers located outside of Washington D.C., the Agency was successfully pressured into putting the files online as a result of a MuckRock lawsuit and the efforts of Emma Best. The metadata was collected by Data.World, and the files are now being archived and made text searchable by the Internet Archive.

Arbeidsledigheten i Norge er pa et historisk høyt niva. Forhapentligvis vil de fleste permiterte vende tilbake til sin gamle jobb om ikke sa lenge. Dessverre vil nok en del personer miste jobben permanent. Hvordan kan en arbeidsgiver bidra til at tidligere ansatte kommer seg lettere inn i en ny jobb? Og hvilke rad kan vi gi til deg som har blitt arbeidsledig?Sverre Haugen og Petter Meyer i rekrutteringsselskapet MeyerHaugen, tok en prat med en ringrev i outplacementfaget, Bjørn Solend fra AS3.Denne podcasten ble spilt inn fra hjemmekontor i slutten av april 2020.

Document number CIA-RDP82-00357R000200040017-2 declassified and released through the CIA's CREST database. Previously available only on four computers located outside of Washington D.C., the Agency was successfully pressured into putting the files online as a result of a MuckRock lawsuit and the efforts of Emma Best. The metadata was collected by Data.World, and the files are now being archived and made text searchable by the Internet Archive.

010 Approved F ap Release 2001 DP80-018i?,f R000200030002-9 y 1964 P t OUTPLACEMENT SERVICE PERSONNEL OPERATIONS DIVISION MISSION AND FUNCTIONS The CIA Outplacement Service is responsible for: Furnishing advice and assistance to all categories of CIA personnel on external employment opportunities. Assistance includes advising on job opportunities in employee's speciality and/or fields of endeavor which provide a "transition" for Agency developed skills; advising on developing pertinent resumes and records of Agency employment; assist- ing in making employment referrals to government and industrial concerns; directing individual clients in their "employment.search" research efforts; and maintaining close liaison with clientele in order to assist in the resolution of various related personnel-security-cover matters. Maintaining liaison with all CIA career service boards on internal career potentials of prospective Outplacement clientele. Developing mutually agreeable work-relationship between Outplacement and the cogniz- ant career services of individual clients. Serving as the central Personnel liaison activity for the Director of Personnel (and Agency supervisors) on employment reference matters on all current and former CIA staff and contract employees; determines Agency reference position (after internal coordination) and prepares replies to industrial/Federal employment inquiries and Federal examination inquiries from various U.S. Boards of Examiners. Periodically reconfirms Agency working arrangements with these boards with respect to the manner in which CIA responds to their examination inquiries. Speaks for the D/Personnel on Agency employees' performances to telephonic inquirers who represent all organizational levels of the Federal and industrial sectors. Maintaining Personnel liaison with all Federal investigators engaged in conducting security-loyalty investigations of current and former employ- ees. Currently there are 35 investigative organizations, with approxim- ately 150 investigators accredited to CIA. Reviews and provides personnel information to these investigators and, when necessary, arranges inter- views with Agency officials. Establishing and maintaining all liaison required in the internal and external coordination of administrative arrangements for the detail of CIA employees to other Federal organizations. Similiarly, is responsible for the administrative coordination of details of other Federal employees into CIA. Representing CIA on the Interdepartmental Placement Committee of the U.S. Civil Service Commission. This is a working-level interdepartmental group representing 55 Federal agencies on df Q1r1 .e1 l.oyment matters. 2: CI - ,066 b BR U,Tr:O-1 A Pi.,vtPNtr_r.Q29 72", .

Approved For Release 2006/06/12 : CIA-RDP84-00780R001#A2kG%0(* CONFIDENTIAL * E z z SUBJECT : Outplacement Program G131a8 2- DD/S, 67-3091 I$ JUM my 1. In reference to the assignment of s Chief of the Outplacement Program please advise when he wi1i report to duty. Ad- ditionally I understand that he desired to take some leave prior to taking over this assignment and I suggest that he be permitted to do so inasmuch as he will have little opportunity for leave thereafter. 2. The Executive Director is again pressing for a status report on the Outplacement Program and suggested such a report thirty days from this date. Please advise whether this is a practical time to submit a status report in relationship to the time that sported for duty anc had a chance to begin putting the program into being. R. L. annerman Deputy Director for Support DD/S:RLB:ksd (14 June 67) Distribution: Orig - Adse -r- DD/S Subject 1 - DD/S Chrono CONFIDENTIAL GROUP 1 bduded from automarta do,rading and ORI/CDF Approved For Release 2006/06/12 : CIA-RDP84-00780R00187726-5

Approved For Release 199 E 80-01826R000070057-9 17 March 1958 MEMORANDUM FOR THE RECORD SUBJECT: An Expanded Outplacement Program -- Report of Progress 1. The purpose of this memorandum is to describe the steps taken thus far in instituting an expanded Agency outplacement program and then to review in order of sequence further steps which will be necessary in order to achieve results in this field. 2. During 1957 the need for an outplacement program was discussed among officers in the Office of Personnel and views of key officials in the DDP, DDI and DDS were solicited. At that time we reached the conclusion that there is an undetermined number of staff officers in the medium and higher grades within the Agency who either are carried in excess to Agency needs for the skills they represent or have reached a point in their personal and professional development at which it would be desirable for them to find employment outside the Agency in the academic world, in business or elsewhere in Govern- ment. It appeared that the first condition is caused by the rapid growth of the Agency and subsequent change in its operational orienta- tion; the second, by the nature of intelligence work. For example, in both DDP and DDI there are believed to be men who feel that, whereas their work in the Agency has been rewarding and useful up to a point, beyond this point it tends to be repetitious, lacks challenge and does not hold for them an inviting prospect for the remainder of their active years. 3? Having completed this analysis, we undertook to discuss the problem of placement elsewhere in the Government with Mr. Winslow and then, later, with Mr. Winslow and Mr. Sicilian, Special Assistant to the President for Personnel Management. They believe that the executive departments and agencies of the Government under the guidance of the White House should and can be made to realize that the acceptance of certain CIA people into their ranks is in the interests of the overall Government effort and will in no significant way upset or adversely affect their own personnel programs. !.. With this encouraging advice, we then proceeded to assign to the Personnel Operations Division the function of outplacement. We 25X1A9a appointed Mr. as the outplacement officer dealing with 25X1A9a Government placement and Mr. as the officer dealing with placement outside the Government. These two officers have been on the job almost a month and have begun a survey of the channels available to them to carry out their work. Approved For Release '1??8691i^R ? go RDP80-01826 R000800070057-9 Approved For Release /s/ GORDON M. STEWART Director of Personnel -2- Approved For Release 1,999109/Q8 : IA-RDPR -o1826R000800070057-9 RiPiQ 111U /826800080070057-9 5. If the program is to develop, it is important that we now have the names of twenty or thirty medium and higher grade individuals who fall into the two categories described above. 6. It is particularly necessary to have among these cases those who are suitable for outplacement in other Government Agencies because it is in this field that high-level negotiation is required and such negotiations would be meaningless were we not able to follow up with a series of cases for placement. Mr. Winslow and Mr. Siciliano have suggested that we take the following steps to get into business: a. First, it is proposed that the DDS and the Director of Personnel review the Agency's need for outplacement with the Civil Service Commissioners and Mr. Warren Irons and indicate to them that the Agency is prepared to enter into an agreement with the Commission along lines similar to that which exists between the Atomic Energy Commission and the Civil Service. Such an agreement would provide for the review of the qualifications of CIA outplacement candidates by the Commission and, when this is satisfactorily completed, the granting of Civil Service status to such candidates. b. After this agreement has been worked out and the probable areas of placement for the candidates whom we have identified have been established, it is proposed that Ir. Sicilian and the Director review the Agency's out- placement program with the Secretaries of those departments to which our people might well be transferred. Mr. Sicilian feels that he can quite properly speak for the White House as to the need for this outplacement program and he is certain that, should the need therefor arise, the President would lend it his full support. c. This step completed, we would plan to talk to the ewadidates listed and arrange for transfers. 7. Because of the tentative nature of the program, it is desired that, in advancing names at this time, individuals not be consulted. It is readily acknowledged that some individuals will not want to go ahead with outplacement along these lines but we would rather put up with some attrition in the list than have the program widely discussed. It could easily be torpedoed with too much publicity at the outset.

Document number CIA-RDP67-00134R000100080038-0 declassified and released through the CIA's CREST database. Previously available only on four computers located outside of Washington D.C., the Agency was successfully pressured into putting the files online as a result of a MuckRock lawsuit and the efforts of Emma Best. The metadata was collected by Data.World, and the files are now being archived and made text searchable by the Internet Archive.

Document number CIA-RDP67-00134R000100080038-0 declassified and released through the CIA's CREST database. Previously available only on four computers located outside of Washington D.C., the Agency was successfully pressured into putting the files online as a result of a MuckRock lawsuit and the efforts of Emma Best. The metadata was collected by Data.World, and the files are now being archived and made text searchable by the Internet Archive.

#Netzstimmen mit Stephan Lindner über Outplacement 

No Description

No Description

Perma.cc archive of https://www.britannica.com/topic/Native-American/The-outplacement-and-adoption-of-indigenous-children created on 2022-07-11 15:42:36.419687+00:00.

OUTPLACEMENT dumped with WikiTeam tools.

Approved For Relee 1999/09/08 P80-01821000100130015-5 OUTPLACEMENT ANNUAL REPORT - FISCAL YEAR 1962 Items of significance that have affected the general character of the Outplacement Program during the last fiscal year are: 1. The Outplacement Service provided counselling assistance to 141-0 clients during the past fiscal year. This was approximately a 20% increase in workload over the previous fiscal year and the increase represented largely the influx of "701" clients during the last quarter. In addition,t the percentage of "self-referrals" also increased--representing 1+40 (191I) of the workload as contrasted to 111%o (14.3) last year. Interesting to note that the "self-referrals" are getting more and more sophisticated in considering new "careers" in terms of seeking new broad-gauge opportunities and consequently remaining in a client status longer. 2. During this year it became apparent that the majority of the Outplacement clients were primarily interested in seeking career opportunities in other Federal agencies. As a result, all of the Outplacement counsellors have developed numerous liaison contacts throughtout the Federal Government in order to have timely information on current vacancies as well as extending their knowledge of new and/or expanding Federal programs and organizations. In addition, Agency representation on various inter-departmental committees have afforded the Outplacement Program continuing opportunities, at various levels, to publicize the availability of CIA employees throughout the year. This constant "selling" has materially assisted the Outplacement Service in placing individual clients. 3. Increased emphasis was placed on exploiting the availability of assistance for the outplacement of Agency personnel through. channels of CIA components dealing with U.S. industry. Both Contact Division and the Central Cover Group have informally agreed to assist Outplace- ment on individual cases. However, during this reporting period, only a limited number of referrals were made due to the rather narrow back- grounds and lack of interest of clients. Further negotiations will be undertaken this year in terms of assessing the full potentials of these organizations and, if deemed practical, the establishment of formal referral procedures will be undertaken. 4. Culmination of internal staff work on the Personnel Interchange Agreement proposal resulted in an internal presentation and a conference with U.S. Civil Service Commission officials. Toward the end of the fiscal year, recommendations were made to the Director of Personnel on this proposal. The need for this type of agreement continues but the means of accomplishing it remains a policy issue. 5. As a direct result of clientele and security interests, Outplacement explored the feasability of a contract with a local employment agency principal (security cleared) to participate in an industrial placement TH-Oup -11 "n L Approved For Release 1999/09/08 : 80-01826R000100 ;i' =5' s"u,u,,. daleciu ,u ._.. OLMIMUM ? Approved For Relese 1999/09/08 CIA-RDP80-0182GR000100130015-5 assessment. A proposed contract is now under review by the General Counsel. The Office of Security has also provided Outplacement with a number of security reports on several employment agencies scattered throughout the U.S. in case Outplacement wants to utilize private employment agencies to a greater extent. This avenue will be pursued this year, if this initial contract proves beneficial. 6. Outplacement accepted the recent OTR invitation to refer clients, having either part-time or full-time teaching interests, to designated OTR officials having local institutional contacts. Several referrals were made during the last quarter. This, of course, supplements Outplacement contacts in this area. 7. Arranged with the Department of State to share their teaching vacancy data which they secured from a 400 letter campaign directed to a variety of U.S. educational institutions. Made only a limited number of referrals because CIA's "sophisticated" employees were not interested in teaching at other than highly accredited schools located on either the East or West coasts. (Institutions responding to the State Department,'s inquiries were largely state universities or small private schools primarily located in the Southern and Mid-western parts of the U.S.) ul1cuP t Excluded irflm aatematlc da:tn'radie7 _1d Approved For Release 1999/09/08: CIA-RDP80-01826R0001 Dal5 . . Approved For Rele 1 ga?i . P8 : CIA-RDP80-01826R000100130015-5 STATISTICAL SUMMARY OF OUTPLACEMENT ACTIVITIES (l July 1961 to 30 June 1962) Total Number of Outplacement Cases Handled Cases Pending (as of 30 June 1962) 1iiO (Including 92 "701" clients) 214+ (Including 72 "701" clients) Cases Closed 226 ANALYSIS BY GRADE Total No. of Clients Successful Placements Agency Reassigned No Cont'd Interest Resignees Not Placed Active Cases GS-12 and above 177 38 20 5 3 GS-7 through GS-11 148 24 18 12 86 GS-6 and below 115 6o 17 21* 7 1J 122 38 3!. 32 211k F IPL0ThIE T AND EXAMINATION INQUIRIES ANSWERED 1113 OUTPLACEMENT LIAISON CONTACTS INDIVIDUAL LEAD SOURCE CONTACTS 2000 (est.) Official Personnel Liaison Contacts 450 (est.) Representation at Inter-departmental committees 50 Representation at Professional Conferences 3 Includes those moving out of area who were referred to Outplacement on their last working day which did not afford Outplacement sufficient time to furnish other than general occupational guidance. Approved For Release 19 -RDP80-01826R000100130015-5 0tVnWftxft

No Description

No Description

Raport omawia następujące zagadnienia: - Definicje i funkcje outplacementu - Znaczenie pracy zawodowej - Oddziaływanie bezrobocia na aktywne poszukiwanie pracy - Aktywność pracodawców i pracowników na rzecz zapobiegania zwolnieniom - Wsparcie pracowników zwalnianych i pozostających w przedsiębiorstwie - Outplacement w lokalnej polityce rynku pracy - Korzyści i bariery stosowania outplacementu z perspektywy pracowników

Approved Fselease CIA-RDP82-0030000200040017-2 23 March 196+ MEMORANDUM FOR: Director of Personnel SUBJECT : Outplacement Service 1. In our survey of the Outplacement Service, the question came up of a Civil Service Commission/CIA inter-agency agreement which would entitle employees who have served with CIA to Civil Service status, like the Peace Corps has for its people who have served for 18 months. 2. We gather that this has been under consideration for some time. 3. Could you give us the office of Personnel's position on this? 25X1A9A Approved For Release 2002/0 1 -RDPB P 5^7 ROOO!iOO040017-2

Approved For Release 2003/04/29: CIA-RDP84-00780R0024p050031-9 MEMORANDUM FOR: Deputy Director d Persaawl SUBJECT s DOR Ceme1* F~ DD/S 68-W29 2 2 JAN 1968 1. The DlreetoV bas again ezpressnd his curs a in"anest in thft progam. Coloe ate has ssgasated that it weaebi be bametclsl to have et abort progress report abash e a me**h dotagft the progress that is bs*ng made. 2. Would you pU*m discum this with such a reps beginning with 1 March 1968. SINNED R. L. Bannerman R. I. Bane9mm for Support and initiate 25X1 SA-DD/S: RBW/dlk (19 Jan 68 ) Rewritten: ADD/S:JWC/ms (22 Jan 68) Distribution: Orig&1-Adse 1 DD/S Chrono 1 - DD/S Subject, w/background (DD/S 68-03T) Approved For Release 2003/04/29: CIA-F.DP64=00780R002400050031-9 STAT Approved For Release 2003/04/29 : CIA-RDP84-0078OR002400050031-9 Approved For Release 2003/04/29 : CIA-RDP84-0078OR002400050031-9 a rn n ^~'~ 'Approved For Rel((,,~~e n2llb3/94Ni~- IA-RDP84-0078 18 January 1968 MEMORANDUM FOR: Deputy Director for Support As I told you after your briefing of the Director last Friday, I thought it was very well done. The Director made two or three comments which I think you and I should take as firm policy guidance. a. It is clear that the Director will not be enthusiastic about any net gain in our space requirements. We should not therefore consider the acquisition of more space without ensuring tnat he is fully aboard and approves. b. In this connection, the Director believes that the Agency should stabilize at close to its present strength for at least the foreseeable future. He obviously still feels that the Agency will continue to be successful only if we continue to be the best. c. Closely related to this subject is the Director's feeling that the Agency must remain relatively young and must maintain its input of young, bright, imaginative people. This means that we must confirm or reconfirm an early retire- ment policy with as much speed as an orderly and thoughtful process will allow. Part of this whole package is the success of our outplacement program. You will recall that the Director asked me to take another reading on this program in about six months. Because of the Director's great interest in this program, I think it would be better for us to have a very short progress report about once a month, and I should appreciate your initiating this. 25X1 cc: D/PPB Approved For Rele L. K. White ~Q~3(a,4J9~ nlA; P8:4~6780002400050031-9

Perma.cc archive of https://www.britannica.com/topic/Native-American/The-outplacement-and-adoption-of-indigenous-children created on 2021-12-28 00:43:11+00:00.

No Description

No Description

30 June 1964 25X1 Approved F Release 2004/0/25` CIA-RDP67-OOJIR000100080038-0 7. Li h MEMORANDUM FOR THE RECORD SUBJECT: Outplacement Service 1. Yesterday (29 June) I received a call from 25X who was in the process of exploring the CIA Outplacement ice. During the inspection of the Office of Personnell rvwas 25X assigned the task of reviewing the Outplacement Service and, of course, he transmitted his conclusions tol discussed 25X' the subject with me because all the others on the Personnel team were unavailable having disappeared south of the border. I'm hastening to write this memorandum because I suspect the Executive Director may want to discuss with you the Outplacement problems that are almost sure to develop in the next few years. 2. As you probably know, a month or so ago the Executive Director issued a memorandum that was designed to alert the appropriate Agency members to the possible consequences of the retirement bill now pending. Among other things it solicited a statement from Personnel concerning their Outplacement Service. 0 showed me the memo that the Executive Director received in reply and I agreed that it was the typographical equivalent of having dust thrown in one's eyes. It said very little and that not too clearly. 3. The Outplacement Program was set up by I land has been operating for more than six years. The basic policy was established by the DCI to furnish outplacement assistance to all staff_employees who have performed meritoriously for the Agency but who for various reasons have decided to leave the organization. The CIA Outplacement Service has four professional members and a secretary. One of the professionals specializes in clerical and junior profes- sional clients. 4. When I I called on the head of the Outplacement Service, lie found a rather disaffected Agency employee. thought he had been neglected and had been pushed out of sight 25X1 Approved For Release 2004/08/25 : CIA-RDP67-00134R000100080 - 25X1 25X1 Approved# Release 2004/08/25: CIA-RDP67-0 4R000100080038-0 was unimpressed by and doubted his ability to carry out a successful program under the best of conditions. (I talked with band was not convinced that 0 was as incompetent as Bob thought he was. However, I wouldn't want to stress my personal evaluation unless Bob were here to defend his position.) 5. In the IG report we placed a heavy emphasis on keeping people in the Agency and rated that far above any Outplacement Service. That may be justified under present conditions but with --,0- 1 of the Personnel Planning Staff thinks that many key Agency personnel are inclined to under-rate the amount of retirements that will ensue after the passage of the Retirement Bill. I agree with him and think the Executive Director has good reason to anticipate the heavy demands that will be put on the-Outplacement Service. Certainly this is a good time to prepare for an exodus of unprecedented proportions. 25X1 Approved For Release 2004/08/25 : CIA-RDP67-00134R000100080038-0

Document number CIA-RDP80-01826R001100100021-0 declassified and released through the CIA's CREST database. Previously available only on four computers located outside of Washington D.C., the Agency was successfully pressured into putting the files online as a result of a MuckRock lawsuit and the efforts of Emma Best. The metadata was collected by Data.World, and the files are now being archived and made text searchable by the Internet Archive.

Document number CIA-RDP90-00708R000200160001-0 declassified and released through the CIA's CREST database. Previously available only on four computers located outside of Washington D.C., the Agency was successfully pressured into putting the files online as a result of a MuckRock lawsuit and the efforts of Emma Best. The metadata was collected by Data.World, and the files are now being archived and made text searchable by the Internet Archive.

This guide provides information on providing outplacement services for terminated employees and advice on how to terminate employees. It includes a definition of outplacement, criteria for selecting outplacement providers, and guidelines for monitoring the delivery of outplacement services. The Stevens Model of Career Development and the services provided by the Worklife Network are used as examples. A chart for the separation process is provided, along with suggestions for the role of human resources staff in the termination and outplacement process. A bibliography lists 10 suggested resources. (KC)

Approved For R se 2003/04/3,=~e DP80-01826RQ100120015-6 OUTPLACEMli1yFT ANNUAL REPORT - FISCAL YEAR 1961 Items of significance that affect the general character of the Outplacement Program which have developed during the last fiscal year are: 1. The Outplacement Service provided assistance to 34+3 clients during the past fiscal year. This was a slight increase over the number of clientele serviced during the last two fiscal years. 2. The self-referrals continue to be the single largest segment of the Outplacement clientele. This group comprised 4lof the workload of the Unit.' 3. The Outplacement Service was augmented by the assignment of one additional counselor in anticipation of an increase in counseling work as a result of the "surplusing" of Agency personnel under t. 0 as well as an increase as a re- 25X1 suit of the early retirement program. 4. At the end of the last fiscal year, a review of the Outplace- ment Program was made by the Director of Personnel. The Director of Personnel determined that the following plans were to have the highest priority for the next fiscal year: a. Development of a Personnel Interchange Agreement with the U. S. Civil Service Commission was necessary in order to permit Agency personnel to more quickly transfer into the competitive service. b. Development of contracts with three or four private employ- ment agencies located throughout the United States in order to better assist personnel seeking specific private employ- ment opportunities. e. Increased use of the Assessment and Evaluation Staff's facilities for psychological testing purposes. d. Concentration of effort to increase general "lead sources" through more diligently exploiting all internal Agency sources. SECRET Approved For Release 2003/04/17 : CIA-RDP80-01826R000100120015-6 Approved For Release 2003/04/17 : CIA-RDP8O-01826R000100120015-6 SECRET STATISTICAL summm OF OUT rAcEMEIQT ACTIVITli (1 July 1960 to 30 June 1961) 0 YJ PLA.CEMM CASES Total Number of Outplacement Cases Handled Cases Pending (as of 30 June 1961) Cases Closed 343 Including 143 Voluntary) 119 Including 72 Voluntary) 224 Including 71 Voluntary) ANALYSIS BY GRADE Total No. Successful of Clients Placements Resignees Not Placed Misc.* Active Cases GS-12 and above 101 33 11 2 55 GS-7 through GS- 11 112 43 12 14 43 Gs-6 and below 130 69 12 28 21 EULOYMENT AND EXA ATION fl UIRIES (Total) 948 Civil Service Examination Inquiries Answered 68 Total Number of Employment. Inquiries Answered 855 Miscellaneous Inquiries 19 LEAD SOURCE SURVEYS AND INDIVIDUAL CONTACTS Lead Source Surveys Local Municipal Surveys 4 Industrial Area Surveys 19 Individual Contacts 1,500 (est.) Office of Personnel Liaison Contacts 250 (est.) Includes those who decided to leave area, return to school, etc., and came to Outplacement for Job information on their last working day. Approved For Release 20~` CIA-RDP80-01826R000100120015-6

The Department of Defense is seeking to implement another round of Base Realignment and Closures (BRAC) in 2005. In support of these anticipated BRAC actions, the Department has a keen interest in reducing the negative impact on civilian employees whose jobs may be eliminated. The Department's response during previous BRAC rounds has reflected a high level of concern for its employees. Through the Civilian Assistance and Reemployment Program, an umbrella program for all transition assistance policies, DoD has worked with local installation commanders and local communities to reduce the DoD workforce by over 419,000 positions with only 37,000 involuntary separations. However, the Department realizes best practices and lessons learned from the private sector can inform current programs and lead to better services for impacted employees. In previous BRAC actions there has been no centralized coordination of outplacement services to help employees find new jobs and/or transition to alternate careers. Rather, this outplacement assistance has been left up to base commanders and supported by funding diverted from other activities. As a result, there has been a mixed record of outplacement success related to BRAC actions across the Department. In an effort to improve the transition assistance related to BRAC and competitive sourcing actions, the Department is examining the use of private outplacement firms, rather than relying entirely on internal resources. The use of third parties is consistent with ongoing consideration of the functional outsourcing of activities that are considered non-core to the Department's ultimate war-fighting mission.

Support Services Historical Series - Reluctant Retirees - Outplacement, Second-Career Counseling and Retiree Placement 1957-1967

Approved For Releas oR000/05/V60mmit-0309tAW0200010004-3 DD/S 67-3091 16 JUN 1967 MEMORANDUM FOR: Director of Personnel SUBJECT : Outplacement Program 25X1A 1. In reference to the assignment of as Chief of the Outplacement Program please advise when he will report to duty. Ad- ditionally I understand that he desired to take some leave prior to taking over this assignment and I suggest that he be permitted to do so inasmuch as he will have little opportunity for leave thereafter. 2. The Executive Director is again pressing for a status report on the Outplacement Program and suggested such a report thirty days from this date. Please advise whether this is a practical time to submit a status report in relationship to the time that reported for duty and had a chance to begin putting the program into being. 25X1A w,-L. tsannerman Deputy Director for Support 25X1A GROUP i Excluded from automatic Approved For Release 2000/0 j 78-03091A00020 0VAi d