tailieunhanh - DIRECTOR’S ADVISORY GROUP ON WOMEN IN LEADERSHIP UNCLASSIFIED REPORT

Residents are considered as transferring residents under several conditions which include: when moving from one program to another within the same or different sponsoring institution; when entering a PGY2 program requiring a preliminary year, even if the resident was simultaneously accepted into the prelim PGY1 program and the PGY2 program as part of the match (., accepted to both programs right out of medical school). Before accepting a transferring resident, the “receiving” program director must obtain written or electronic verification of prior education from the current program director. Verification includes evaluations, rotations completed, procedural/operative experience, and a summative competency-based. | uuuuu DIRECTOR S ADVISORY GROUP ZjxA on WOMEN IN LEADERSHIP a J UNCLASSIFIED REPORT iiiiiiilii FOREWORD In April 2012 then-Director David Petraeus invited me to lead the Director s Advisory Group DAG on Women in Leadership. My mandate was to examine the Agency s recent record and current practices as they pertain to the careers of women and to recommend any necessary and appropriate changes. To this end I have invited advice from many corners reviewed a number of surveys and participated in a series of meetings with Agency personnel. This report is the product of that effort and was written with one goal in mind to help the organization better fulfill its vital mission through management practices that develop and prepare all CIA officers to better meet today s and tomorrow s challenges. In that connection I emphasize that the DAG s scope was limited to a review of the factors affecting women s careers and did not include obstacles that may be encountered by other groups that limitation is a function of the guidance I received and does not reflect any judgment on my part about the nature or validity of other workplace concerns. I would urge CIA s leaders to ensure that initiatives focused on other concerns continue to receive the attention and effort they deserve worked in tandem with those we highlight here. The recommendations that follow are based on the thoughtful and candid contributions of a large portion of the CIA workforce including both male and female officers of all levels and disciplines. The proposals reflect a need for significant reforms in how people are managed and a recognition that a policy of gender diversity affects and is affected by differences between generations. Employees want and deserve the opportunities to develop and achieve throughout their careers be judged fairly and rewarded equitably they also want to understand how and on what basis decisions that affect their careers are made. In the CIA the mission is paramount which is .