OFFICIAL ROUTING SLIP

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-05077A000100080011-3
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 5
• Document Creation Date: December 9, 2016
• Document Release Date: May 26, 1999
• Sequence Number: 11
• Publication Date: December 6, 1972
• Content Type: FORM

UNCLASSIFIED CON ENTIAL
OFFICIAL ROUTING SLIP
TO
NAME AND ADDRESS
DATE
INITIALS
1
~ D9~~6n~
\\
2
I
~
4
5
6
ACTION
DIRECT REPLY
PREPARE REPLY
APPROVAL
DISPATCH
RECOMMENDATION
COMMENT
FILE
RETURN
CONCURRENCE
INFORMATION
SIGNATURE
Remarks :
11~7
DEC 1972 C
FOLD HERE TO RETURN TO SENDER
FROM: NAME, ADDRESS AND PHONE NO.
DATE
FORM N0. 237 Use previous editions
1-67 G I
 F-1 UN.LASSIFI provecDor~q 2002/05/02 : CIA-Rd8- F1 00,1 080011-3 1:1 SECRET
ROUTING AND RECORD SHEET
SUBJECT: (Optional)
FROM: EXTENSION NO.
DATE
DC/PS/OMS 30 November 1972
TO: (Officer designation, room number, and
building)
DATE
OFFICER'S
COMMENTS (Number each comment to show from whom
RECEIVED
FORWARDED
INITIALS
to whom. Draw a line across column after each comment.)
D/MS
4.
8.
10.
12.
13.
14.
15.
Approved For Re
ease 20
2/05/02
: CIA-RD
78-05077A0001000800'k1-3
FORM 610 USE PREVIOUS
3-62 EDITIONS
^ SECRET ^ CONFIDENTIAL ^ USE RONLY ^ UNCLASSIFIED
 Appro,d.For Release 2002/05/02 : CIA-RDP7W77A000100080011-3
MEMORANDUM FOR: Director of Medical Services
SUBJECT: Reflections on the "Year End Report on Results
of the First Formal Efforts on Alcoholism"
REFERENCE: Memo dated 27 Nov 1972 to D/OP and D/MS from
Mr. Wattles
1. It is felt, personally, that a formal statistical report
from PS would be misleading at this time. PS has continued to
grapple with problems related to alcohol, attempting to shift its
position as appropriate, particularly since the institution of
the "Agency Alcohol Program."
2. Some crude figures are available relating to some OMS
contacts with problem drinkers. To my knowledge there is no
totally consistent way of registering those employees suspected
of having drinking problems. Part of this failure relates to
differing views held by OMS staff members.
4. There are 10 employees on some type of official probation
because of drinking. This figure is not broken down into the
categories of administrative probation or conditional status. In
one or two cases, the probation is more informal and has not been
coordinated with OP/SAS although OMS has been kept informed.
Approved For Release 2002/05/02 : CIA-RDP78-05077A000100080011-3
 Approved For Release 2002/05/02 : CIA-RDP78'7A000100080011-3
SUBJECT: Reflections on the "Year End Report on Results
of the First Formal Efforts on Alcoholism"
5. One man has been asked to resign and has done so.
6. There are 12
employees
in whom PS has an active continu-
ing clinical interest,
official probationary
although
status.
these employees are not on an
7. There are at least two cases in which information (in
both of these cases the wife) has been relayed to PS about the
alcoholism of the husband which has been unusable because the
wife is not willing that she be cited as the source for this
information.
8. There are at least 13 cases in which employees have
come to OMS's attention either through isolated cable reports
from overseas that mention a drinking episode or from CD
disqualifications because of findings of liver disease. Beyond
the OMS disqualification in some of these cases, no action is
being taken in the absence of any positive reporting from the
involved men's supervisors about effective job performance.
9. These crude data as listed above have come from PS
clinical activities and observations during the time frame
mentioned. They are not broken down into new or old cases.
Neither are old cases included in these figures }gut they have
not been reported during this time frame. Thus, it is doubtful
that these figures as presented would be accurate if used
comparatively with other time frames.
10. The past year under the Agency alcohol policy has been
one of attempting to feel out useful approaches to the problem.
There is a disparity of view among the various individuals inside
and outside of OMS with regard to how the program actually works.
11. For instance, there was a shift in my thinking at least
that with the alcohol program and the constructive coercion being
defined as a responsibility of the supervisor and the office of
Personnel, OMS could then function in a more traditionally medical
Approved For Release 2002/05/02 : CIA-RDP78-05077A000100080011-3
 Approved or Release 2002/05/02 : CIA-RDP781-7A000100080011-3
SUBJECT: Reflections on the "Year End Report on Results
of the First Formal Efforts on Alcoholism"
role of providing medical guidance and evaluation without needing
also to function as a watchdog or supervisor.
12. Recently an article in Business Week on alcoholism and
industry has been circulated and provides an additional guideline
with which to compare the Agency program. There is a belief that
the Agency program is patterned after the general program described
in the Business Week article, and I do not believe that this is
the case. The Business Week article describes the focus of the
problem on the supervisor who braces the employee in direct
relation to his time, attendance, and job' efficiency. The
employee at this point is threatened with job loss if his
deficient performance is not corrected. The possibility of
alcoholism is not the issue, although if alcoholism is a problem
the supervisor can, in addition, make a referral. In contrast,
the Agency supervisor may note job,''fficiencies but will move
ahead toward a diagnosis of alcoholism utilizing OP/SAS and OMS.
The focus then seems to shift heavily to OP/SAS and OMS which
tends to minimize the need of the employee to satisfy his super-
visor's work requests.
13. Further, with the one exception of a man during the
past year who did not have his qualifying five years, an Agency
employee is not faced with job loss. He is counseled to retire
medically. This counseling seems to be based on OP/SAS's position
that alcoholism is a retireable disease. The employee is led to
understand that retirement is his option. So in effect, the
Agency is underwriting the alcoholic's habit to the extent of 40%
of his base pay rather than providing the constructive coercion
of correcting his performance or job loss.
14. In a further mulling of this situation, it seems
doubtful that the Agency can actually suspend an employee for a
period of time for job inefficiency. But in the future this with
other ideas needs to be seriously considered and worked out. Other-
wise there is my belief that we will assume that there is an
alcohol rehabilitation program within the Agency that actually
misses the point. 25X1A
Approved For Release 2002/05/04