SECURITY REINVESTIGATION PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP05T00644R000601680051-8
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 5
• Document Creation Date: December 22, 2016
• Document Release Date: September 9, 2009
• Sequence Number: 51
• Publication Date: July 1, 1977
• Content Type: MEMO

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DDA 77-3433
1 JUL 197? '
MEMORANDUM FOR: Director of Central Intelligence
VIA: Deputy Director of Central Intelligence
Deputy Director for Administration
FROM: Robert W. Gambino
Director of Security
SUBJECT: Security Reinvestigation Program
1. L __]Action Requested: None; for information only.
2. Background: Reference is made to.your
memorandum or iL une 1977 which relates to the Office of
Security Reinvestigation Program of 1976, when we processed
=reinvestigation cases and developed noteworthy informa-
tion'in= cases. A question was raised as to what action
was ultimately taken in those reinvestigation cases.
3. A current review of our security files on these
Agency employees reflects the following breakdown of the C
cases, which have been summarized in the attachments:
Tab A Drug Related Problems
B Contact with Foreign
Nationals
C Unauthorized Disclosure of
Classified Information
D Marital Problems
E Morals
F Alcohol Problems
G Financial Problems
H Homosexual Activity
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I..Personality Problems
J Violation of Agency
Regulations
K Illegal Use of Government
Property
L Unauthorized Record Keeping
M Shoplifting
N Miscellaneous
4. It is to be noted that the current review
of these tiles was somewhat detailed and the summaries
accurately reflect the nature of the basic problem, as well
as the final disposition of the cases, There is obviously
some risk in categorizing the cases in absolute terms because
the difficulties sometimes overlap, as in the areas of marital,
alcohol, financial, and personality problems. One case might
have all these ingredients.
5.~ Quite aside from the formal aspects of the
Reinvestigation Program, the Office of Security is occasion-
ally provided with leads, suspicions, or charges relating
to the security reliability of Agency officers. As a stan-
dard practice these leads are followed by special inquiries
as appropriate, depending upon the nature and seriousness
of the allegations. During calendar year 1976 the Office
of Security was instrumental in arranuinv fnr the invn1iintnrv
system of identifying problem security cases, I believe that
6. With respect to an assessment of our current
the Security Review Task For e properly focused on that
25X1 issue in its analysis of the a ~u case, particularly in terms
of personnel security lessons (pages 25 to 75). The points
were correctly made on pages 74-75 that:
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a. It must be recognized that there is an
extremely close interrelationship between security and
suitability issues.
b. First-line supervisors are in the best posi-
tion to know about developing problem situations, and they
must accept action responsibility in alerting appropriate
Agency elements when there are security implications in the
case.
c. A vigorous repolygraph program offers the
best chance of uncovering an individual who is deliberately
violating the security trust placed in him by the Agency.
d. A more forceful hand needs to be taken in
weeding out officers whose long-term track record clearly
indicates that they are unsuited for Agency employment.
7.~ In effect, our Reinvestigation Program serves as
the formal mechanism in providing Agency officers with the
opportunity to discuss actual or potential problem cases.
However, this Reinvestigation Program is based essentially
on the five-year cycle, and developing problem situations
must be nipped in the bud before the matter gets out of
hand. That is why there is so much responsibility placed
on the first-line supervisor, who should step forth on his or
her own initiative in an effort to provide help to the
troubled employee.
8. It is for the above reason that the Director of
Personnel, t e Director of Security, and other senior managers
in the Agency have an obligation to inform the Agency popula-
tion of their responsibilities relative to problem situations
which have suitability, security, or psychiatric overtones.
If we don't know about the problem it is impossible to take.
corrective action. The Task Force report highlighted the
fact that operating elements of the Agency seldom refer cases
to the Personnel Evaluation Board.
9. ~ The key point is that the office of Security must
rely to a considerable extent on the cooperation and support
of Agency officers, who must assist us in this endeavor. If
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Security presses unreasonably hard in a unilateral approach,
it will smack of "Big Brother is watching" and the entire
effort could prove to be counterproductive, Within the Agency
we have always prided ourselves on the fact that security is
a positive ongoing program which provides an overall environ-
ment conducive to helping our employees in problem situations,
10. A key function of the Office of Security is its
role in assisting those employees who get into trouble. Upon
occasion there will be individuals who have difficulties with
local law enforcement bodies or have personal problems of one
kind or another. A Security Duty Office staffed 24 hours a
day and a staff of Security Officers ready to respond at any
time fulfill this role in affording an immediate response
capability for staff employees who need assistance. The whole
program is designed not necessarily to punish an employee,
but to establish a spirit of mutual trust and acceptance
wherein an-employee knows that he or she can come to the Office
of Security and receive a helping hand and a sympathetic ear.
11. In substance, I feel that we do have a good
ongoing personnel security program. There may be some fine
tuning to improve the procedures, but the basic security
policies strike me as. being fundamentally sound.
Rob T~Tt W. Gambino
Distribution
Original - Addressee
1 - DDCI
1 - ER
1 - DDA
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