(UNTITLED)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83B00823R000700030011-6
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 37
• Document Creation Date: December 15, 2016
• Document Release Date: October 17, 2002
• Sequence Number: 11
• Content Type: REPORT

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ADMINISTRATIVE-INTERNAL USE ONLY
7. GRIEVANCE PROCEDURE
a. DEFINITION. A grievance is an employee's expressed feeling (oral or written)
of dissatisfaction with any aspects of his working conditions and relationships
which are outside his control.
b. POLICY. It is Agency policy that employees have the opportunity to present
grievances for prompt and equitable consideration and disposition.
c. PROCEDURES -
(1) The immediate supervisor will attempt to bring about a satisfactory reso-
lution of the employee's grievance. The employee may take any unre-
solved grievance up through the normal chain of command within his own
component.
(2) If a satisfactory adjustment is not reached in the employee's own com-
ponent, he may ask for a review of his case by the Director of Personnel.
(3) The employee, if still dissatisfied, may submit an appeal, through the In-
spector General, to the Director of Central Intelligence whose decision
is final.
STATINTL
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.EXIT PROCESSING FOR SEPARATION
OR EXTENDED LEAVE
DISTRIBUTION: AB Revised: 16 November 1972
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SECRET
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(b) conduct the military detailee's preexit interview;
(c) prepare Form 21 and obtain from appropriate components
of the Agency the positive verification or certification
that the military detailee has satisfied his obligations
to the Agency or has made satisfactory arrangements to
discharge them;
(d) schedule the military detailee five days before his last
workday for a security interview with the Employee Activity
Branch;
(e) prepare,Form 1152, Request for Personnel Action, in
(f) review the completed Form 21 after the military detailee
has visited the necessary components on his last workday
to ensure that all required clearances have been properly
verified or certified, complete the certification in the
space provided at the bottom of Form 21, and file the
form in the military detailee's Agency file;
(g) conduct the military detailee's final exit interview,
and at that time retrieve his Agency badge and return it
to the Employee Activity Branch, Office of Security;
(h) in the event it becomes necessary to obtain clearances
on a military detailee in absentia, ensure that the
clearance processing is completed.
(2) The administrative officer of the component to which the
m
]
t
(3)
i
ary uetailee is. assigned will
(a) notify the Certification and Liaison Division, Office
of Finance, and the Cover and Commercial Staff and any
Agency components which issued a special clearance still
held by the military detailee;
(b) ensure that the military detailee has satisfied his ob-
ligations to the component to which he is assigned or has
made satisfactory arrangements to discharge them;
(c) obtain all internal clearances required.
The Office of Finance will.arrange to pay the military detailee
any moneys due him, and if he is indebted to th
A
e
gency, arrange
with him the manner of repayment.
revised: 16 Nov
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(4) The Office of Security will
(a) conduct the military detailee's security interview;
(b) demand and receive from the military detailee all clas-
sified and unclassified documents and material remaining
in his possession, custody, or control that are the
property of CIA or the custodial responsibility of CIA;
(c) receive from Mobilization and Military Personnel Divisio-
all Agency badges turned in by military detailees who h
cleared the Agency in person and determine that all
badges have been properly accounted for; -
(6) The military detailee will report to the component to which
assigned and to other components of the Agency as instructed
to obtain required clearances and will return the completed
Form 21 to Mobilization and Military Personnel Division on
his last workday.
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(1)
Separation
(a) The administrative officer- of the component to which
the individual is assigned will
(1)
(2)
as required byl in sufficient time to
reach the Contract Personnel Division before the
individual's last working day;
(3)
notify the Contract Personnel. Division, Office of
Personnel as far in advance as possible of the
individual's pending separation;
prepare Form 1152, Request for Personnel Action,
notify the Office of Finance, Compensation and T
Division of the pending separation;
Revised: 16 November 1972
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(4+) notify the Office of Finance and the Central Cover
Staff of the individual's pending conversion to
staff employee status.
(b) The Contract Personnel Division will
(1) request security approval to convert the individual.
to staff employee status ;
(2) request the issuance. of a staff employee badge.
(3) Separation in Absentia
(a) The administrative officer of the component to which the
individual is assigned will
notify the Contract Personnel Division as soon as
possible of the separation, following procedures
specified. in paragraph d(l) (a) above;
ensure that the individual receives required documents,
such as Standard Form 2802, Application for Refund of
5X1'A
(~+) in cooperation with the Contract Personnel Division
ensure that the clearance processing is completed;
(~) forward completed Form 21 and, when appropriate,
Standard Form 2802 to the Office of Finance.
(b) The Office of Security will take the necessary steps to
recover all documentation issued by the Agency (including
badges).
Any Operating Official or Head of an Independent Office who encounters
a postseparation problem concerning a former employee may refer the
problem to the Director of Personnel, who will review the case with the
official or officials involved; devise, in consultation with. those
officials, a course of action for settling the problem; and prepare and
coordinate official correspondence regarding the case. This does not
prevent Operating Officials or Heads of Independent Offices from
Revised: 16 November 1972
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dated 26 May 1972 and 4 August 1972
This handbook contains information with which Agency
employees must be familiar. The information is presented
in two forms:
1. Summaries of selected Agency regulations,
Federal laws, Executive Orders, and directives
issued by other Government agencies. Source ci-
tations have been included at the end of each such
summary. -
2. Complete. statements of Agency policy, on
matters such as participation in public protest
events and political activities, which do not appear
elsewhere in Agency regulatory issuances. These
statements are identified by (*) at the end of the
paragraph concerned.
Insofar as possible, information in this handbook
is presented under chapter headings that parallel the
subject categories in Agency regulations and handbooks.
This handbook will be read by employees when they
enter on dLt; _ w; th the Ag,ey, Also, supervisors will
ensure that the handbook is circulated annually, in the
month of October, to all employees under their supervision.
Employees will indicate that they have read the material
in this handbook by initialing the routing sheet attached
by their supervisor.
FOR THE DIRECTOR OF CENTRAL INTELLIGENCE:
HAROLD L. BROWNMAN
Deputy Director
for
Management and Services
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, c 6. CONTROL OF OFFICIAT...nATA
f/" a. The "Agency'operateson,the need ;to-know principle. An
(' employee mustn
ot solicit
e...,...,.va c..C o9M41EF 9riIVA+.Anu-rnnicmev-3cnnc9zonmm0nnznn11s
.
information he does not of-
fic.i.ally need-`n`or _.disclose information -to -others whose
:.duties do not require it
25X1A
b. All information, classified or.unclassified received;
compiled,'or created. by the Central Intelligence Agency
(except personal copies of unclassified personnel
papers) is official-data-and is.-the property of-the.
United States' Government. Official data may not be
released or disclosed.outside the Agency except by
officials who.ar.e::specifically authorized to do so.
c. All employees are prohibited 'from using official data
for any purpose other than in the performance of their
official duties or on behalf of the Agency. Official
data is not to be held in' personal files onset aside
for personal use or benefit.
Care and Use.of Official Data)
Employees should be aware of the requirement for'
protecting information involving national security as
prescribed by Executive Order 11652. Personnel with
classification authority will determine which
Revised: 14 June 1974
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MANAGEMENT
25X1A
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SAFETY PROGRAM
CIA conducts an ongoing safety program to encourage safe
work practices, to eliminate work hazards and health risks,
and to reduce the number of accidents and injuries to
Agency personnel. Employees can contribute to the success
of this program by promptly notifying their area safety
officer of any unsafe work conditions that come to their
attention, and by immediately reporting to him any accident
which involves Agency property, occurs on property occupied
or controlled by the Agency, or results in. injury to or
involves AuenrV
C? Fete DL05.L Uli )
~ gi outs
SECURITY DUTY OFFICER STAFF
1A
Employees involved in an emergency or in any situation
affecting Agency security are urged to seek advice and
I assistancp from the Security Duty Office by calling
t any time of the day or ni ht
g
Security of Areas, Offices, and Buildings)
11.' DRUG ABUSE
S
I
,25X1A
Although the Agency endeavors to respect and protect the
privacy of each employee to the extent possible, it cannot
condone or permit the illegal use of drugs by an employee.
If the employee is identified as a drug abuser, appropriate
administrative action will be taken which may result in
suspension and, in certain cases, dismissal from the Agency.
Drug Abuse)
12-15. Reserved
Revised: 14 June 1974
9-14
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CHAPTER II:. PERSONNEL
16. EQUAL EMPLOYMENT OPPORTUNITY
a. It is Agency policy to provide equal.-employment-op--
portunity for all qualified persons without discrimi-
nation based on race, religion, color, national origin,
sex, marital status, political affiliation, physical
handicap-, or age. The Director-.has designated a Director
of Equal. Employment Opportunity, Directorate Equal
;Employment Opportunity-Officers;. a; Federal Women's
Program:Coordinator;-a Sixteen"-Point=(Spanish surname)
:Program Coordinator.,: and:Equal Employment Opportunity
Counselors to carryaout.a~ continuing-equal employment
upportunity--program:throughout:::the Agency. (~)
b. Each: director,ateraf.the=Agency is-responsible for developing
and other; minority ,; group .memb.ers_ -have= the opportunity
to develop and :use :. their -skit=ls to the maximum !degree .
=EEO Officers and-EEO Representatives.-in the directorates
are :the `.focah~_points fo.r....this tprogram.
c,= Any employe e:wishing. to resolve a matter. in which he
believes he:has. suffered.discri.mination.should consult
-.an Agency Equal-:Emp:l.oyment'Opp.ortunityCounselor within
30 days after..the ,matter. ari.ses,...:- If .-,the :counselor- _ is
.unable to solve the problems informally to the satis-
fac.tion*o:f.--,the.-emp.l:oyee,` he7will. provide. advice as to the
proper ,procedure for fi1?ing -a:_:formal complaint 'of dis-
crimination .
?., N ' if oil ? r
d. The-names-and addresses of..the Director,, Equal Employment
Opportunity, :the::.EEO Officers-, .the Federal Women's *Pro-
gram Coordinator;-.the-Sixteen Point Program Coordinator,
and the EEO Counselors-are posted on Agency bulletin
boards and are contained in the functional listing of
the Agency telephone directory.
Equal Employment Opportunity Policy-and Procedures)-
17. GRIEVANCE PROCEDURE.
Any employee who is dissatisfied with aspects of his
working conditions which are outside his control will have
the opportunity to present his grievance to his immediate
supervisor for prompt and equitable consideration and
disposition. An employee who is dissatisfied with the
disposition of his grievance may appeal his super-
Revised: 14 June 1974
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MANAGEMENT
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visor's decision, through the normal chain of command
in his component, to the Director of Personnel, and
ultimately, through the Inspector General, to the
Director of Central Intelligence. The Director's
decision is final.
19. EMPLOYEE EMERGENCIES AND UNFORESEEN ABSENCES.
a. Each Agency employee must designate, for entry on his
Personnel Emergency and Locator Record, a person who
may be notified in case of an emergency affecting him.
Revised: 14 June 1974
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This person should be readily available and"in a position
to act on behalf of the employee if necessary. Additionally,
each employee should brief a member of his family or a
close associate on how to contact the Agency in an emer-
gency.
b. When an employee is involved. in an emergency situation
such as listed below, the emergency will be reported
as soon as possible to the Personal Affairs Branch,
Office of.Personnel,I .During nonwork 25
hours, the renort.-_q ould be made to the Security Duty
Office
(1) Any medical emergency such as serious illness-.or
injury
(2) Death of an employee
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(3) Any circumstance which requires the Agency to-
contact the employee's emergency addressee or. which
requires more than routine supervisory action
c. Involvement in legal proceedings which might result in
subpoena, police detention, trial, or publicity should
be reported to the Employee Activity Branch. of the -
Office of Security.
d. Unforeseen absences should be reported to the employee's
supervisor. within the first two hours of the first day
of absence. If the supervisor cannot be reached, the
absence should be reported to the Security Duty Office
Employee Emergencies and Unforeseen Absences)
Each employee is responsible for full compliance with
Agency leave regulations. Except in cases of unforeseen
absence due to illness or emergency (see paragraph 19
above), permission to take leave must be obtained in
advance of its use.
Leave)
Revised: 14 June 1974
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MANAGEMENT
21. EMPLOYEE CONDUCT
a. Each Agency employee should conduct himself on and off
the job in a manner which reflects credit on himself
and the Agency. Each employee is responsible for .:.
acquainting himself with the rules of conduct he is.
expected to follow during his Agency employment.
If he is uncertain of the existence or meaning of a -
rule, he should seek advice from his supervisor, his.
personnel or administrative officer, the deputy. counselor
on matters of conduct. for his directorate, or the:
Director of-Personnel. Each employee is also expected
to monitor and be accountable for any activities of
his dependents that might reasonably be construed to
affect the security of the Agency, directly or-in-
directly.
b. Each employee is expected. to live within his means, to
honor his financial obligations, and to maintain
a reputation for paying his debts. Willful failure to
settle valid debts will,be grounds for. disciplinary
action, including dismissal. Each. employee ha.s the
responsibility for prompt payment of Federal,-state,-
and local taxes. The Agency cooperates with the
various tax authorities in collecting delinquent or-'
25X1A unpaid taxes owed by Agency employees. (*)
I __]Conduct and Discipline)
22. EMPLOYMENT OF RELATIVES
An Agency official who has the authority to- employ or
promote individuals, or who is in a position to recommend
individuals for employment or promotion,- may not employ,,
promote, or. advocate for employment or promotion, any
of his relatives. An individual appointed, employed,
advanced, or promoted in violation of this restriction
25X1A is not entitled to pay.
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Restrictions on Employment of Relatives)
23. CONFLICTS OF INTEREST
a. A conflict of interest is a situation in which an-em-
ployee's private interests conflict or appear to conflict
with the duties and responsibilities of his Government
employment. Usually the conflict of interest is of an
economic nature; however, it may apply to other areas
as well. (*)
Revised: 14 June 1974
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MANAGEMENT
b. There are severe criminal penalties for violations of
prohibitions against conflicts of interest in the
Federal service. These prohibitions forbid a Federal
employee from -
(1) representing-anyone before a court or Government
agency in-a matter in which the United States
Government has an interest (this restriction does
not apply if the employee is discharging his.__
official-; duties-) ;
(2) participating in his governmental capacity in any
matter in--which he, a member of-his immediate
family. an outside business associate,-or a.person
with whom he is negotiating for employment has a
financial interest;
(3) representing anyone, other than the United States,
for one year after his Government service has ended,
in any matter in which the Government has'an
interest and which was within the-area of the''
employee's'official responsibilities during the.
last year of his Government service (an employee
is permanently prohibited from representing anyone
in those instances where he participated personally
and substantially for the Government during-his
service)'; or ...
(4) receiving any monetary or other benefits from a
private source as compensation for Government`
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o ena e e gency o e ermine a exis ence o rea
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or apparent conflicts of interest, employees in certain
positions may be required to file an annual employment
and financial information report. The content of this
report is treated in strict confidence.
Reporting Employment and Financial Interests)
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24. GIFTS AND DECORATIONS
a. No Agency employee may solicit or accept, directly or
indirectly, from any person, corporation, or group, do-
mestic or foreign, anything of economic value such as
gift, gratuity, or favor, if it might reasonably be in-
terpreted by others as being of such a nature that it
could affect his impartiality as an Agency employee, or
if the employee has reasons to believe that the giver
(1) has or is seeking to `obtain contractual or other
business relationships with the Agency;
(2) has interests which-:may be substantially affected
- by the employee's performance_or nonperformance of
h.is , official., duty; or ~ ? . ..- .: .
(3) is in any way attempting to influence the employee's
official actions.
b. An employee is forbidden by law from soliciting contri-
25X1A
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buttons from other employees for a gift to a supervisor,
or from accepting a gift from employees who receive
lower salaries than he.receives.
25. POLITICAL ACTIVITIES
a. Participation by Federal employees in political activities
is limited by the Hatch Act. This law provides severe
penalties for violations, whether willful or not. In ac-
cordance with the Hatch Act a Federal employee may not
(1) take leave to participate in a political campaign;
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(2) be a candidate for nomination for or election to a
national or state political office (he may run for
a local community office under certain specified
circumstances);
(3)
solicit others to become candidates for nomination
for or election to political offices; -
(4) transport voters, except members of his immediate
family, to the polls;
(5) distribute political-.campaign
(6) march_in a political parade;
(7j actively promote or sell. tickets to
as political dinners;:
such activities
(8) publish or write for. publication any article or letter
soliciting votes for~~or against. any political. party
or candidate; ~:-
(9) solicit. or receive any assessment or contribution.
for any political purpose; ~ _ -
.(10) campaign for or against a political party or candidate; or
(11) make a political contribution. in a Federal building
or to another Federal employee.
(*)
b. Employees interested in more complete information on
25X1A this subject should contact the Office of Personnel.
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permits consumption of alcoholic beverages on Agency
premises under certain conditions. Alcoholic beverages
may be served in the Executive Dining Room, and in
the Rendezvous Room only when catered or served by
the Executive Dining Room.
(General Services Regulation 101=19.3)
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MANAGEMENT
CHAPTER III: FINANCIAL ADMINISTRATION;~~
5~1'~
a. Each employee of"the~Agency,is held individually re-
~sponsible for the prudent use`of public funds made
available._for:activities under his control. Each em-
ployee also~is'responsible for reporting any instance
in which he-has reason -to believe that Agency funds
are being obligated or; expended contrary to. the policies
set forth in Agency. regulations .' ~' ~` ~ _ "'' ~ ~ '~
b. Such reports may be submitted through normal'~supervisory~
channels tv`the.responsible Deputy Director or Head
of Independent Office or directly to the Inspector-
General. ?:
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Financial Administration),
35. CUSTODY OF FUNDS
Any individual to whom funds are advanced for official
use is charged with the same duties and responsibilities
as an official custodian insofar as the funds entrusted
to his care are concerned. He must avoid the mingling
25X1Aof such funds with his personal funds.
Custody of Funds)
Revised: 14 June 1974
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36. PENALTIES FOR MISUSE OF OFFICIAL FUNDS
Agency employees who. misuse official funds may be required
to restore the amount involved and may be subject to
punishment by law. The penalty prescribed by law for ~~
presenting a false claim is a fine of not more than:
$10,000 or imprisonment for not more than five years,
or both.
(HR 30=1, Financial Administration)
37-39. Reserved
28-30 Revised: 14 June 1974
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MANAGEMENT
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40. THE MANAGEMENT ADVISORY GROUP (MAG)
tributor desires.:; (*)
4I. PENALTY INDICIA MAIL
The Director has established the Management Advisory.
Group (MAG), made?up of 14 officers in grades GS-12
to 16, to assist in identifying and making recommendations
on issues and problems arising out of the Agency's
organization and management practices. The MAG is not
an appropriate body to hear specific personal employee
grievances. These are handled through established
grievance procedures:. (See paragraph T7 above.) ~.
However, it welcomes the views and suggestions of Agency
employees on how to improve the quality of Agency per-
. formance by affecting its personnel, its structure .and
methods of operation, or its: external relations. Any
such suggestions should be sent to MAG, Executive
Registry,:?-E-12 Headquarters Building.. Their authorship
will be kept confidential to the extent.that.the con-
a. Penalty indicia mail is that official mail of the U.S.
Government which may be transmitted through. the Federal
postal system without the application of postage stamps.
A penalty indicia mailing wrapper identifies the contents
as official business. and bears a printed statement. of
the penalty for private use to avoid. payment of. postage.
This penalty is a fine of $300.. ...
b. Agency employees should ensure that penalty indicia:.
mail is used only for official correspondence as defined
by the Penalty Mail Act of 1948, as amended. In any
instance where uncertainty exists, prior verification
should be obtained from the Chief, Mail and Courier:.
Branch, Logistics Services Division, Office of Logistics.
Penalty Indicia Mail)
42. CIA r~1AILING ADDRESS
The Agency's official mailing address for unclassified
mail is
25X1A Central Intelligence Agency
Washington, D.C. 20505
CIA Official Address)
Revised: 14 June 1974
Approved For I~e1~as~~OD~/'I~/OFf' ~L1~ fZ~7P~3
25
 25X1A
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MANAGEMENT
43. INSTRUCTIONS RECEIVED WHICH ARE INCONSISTENT WITH
AGENCY CHARTER
25X1A
Medical Support Program)
(Memorandum for All CIA Employees from the DCI dated
C1 11R..?_ , n..n,
Any CIA employee who believes that he has received
instructions which in any way appear inconsistent with
the CIA legislative charter will inform the Director
of Central Intelligence-immediately.. .. ..
OFFICE OF MEDICAL .SERVICES EMERGENCY AND CONSULTATIVE
C~ntrTnnn
_.
`~ vine.~,vi_.r1cU.11.d1'JCrV1Ces provides enler
e
.
.
~l
g
IlC
y
IIleC
ca1
assistance to:Agcncy.?employees during duty hours regardless
of whether.: their illness or injury is incurred_in-the
performance of duty. During duty hours, emergency medical
assistance: may be obtained at the medical facilities in
the Headquarters Building and the Ames .Building,:~~~After
duty hours, employees who require medical advice or as-
sistance may contact the Office of Medical Se
Officer, through the Security Duty Office, on
b. Agency employees may also avail themselves of the Office
of Medical Services consultative service. This service
consists of. advice and assistance in such areas as
internal medicine, psychiatry;. clinical psychology, and
vocational psychology. Such assistance may be required
in view of an employee's health, a problem involving
family relationships, a family medical problem, or
difficulties in job adjustment. Consultative services
may be obtained by contacting the Assistant Registrar,.
of lino ~~ TR.. .7,.. ..i n------
32- 34
Revised,: 14 June 1974
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CHAPTER V: STATUTORY PROHIBITIONS
25X1A
Every Government employee is prohibited byelaw or
regulation from engaging in certain types of activities.
In addition to the prohibitions enumerated elsewhere in this
handbook, listed below are a number of summaries of provisions
of the law;. however, the employee should be aware that these
do not constitute a complete list of all the prohibited
activities proscribed 'in the U.S. Code or other applicable
regulations.
A Government. employee may not ;
1. willfully and unlawfully conceal, remove, mutilate,
vbiiterate, id.i~ify, or. deS~CT`oy Government documents
or.xecords, or attempt to do so (18 U.S.C. 2071);.?
2. ask, accept,. receive, give, promise, or offer a bribe
of any kind-with the intent of having a decision on any
official matter influenced thereby (18 U.S.C. 201).;
3. fail to render accounts for public money received other
than salary, pay, or emolument (18 U.S.C. 643);
4. make false entry or report with intent to deceive or
' defraud the United States Government. (18 U.S.C.. 2073);
5. falsely make or assist in making, counterfeiting,. or
forging, in whole or part, any form of transportation
request, knowingly alter or assist in altering a
transportation request, or. knowingly pass, publish;
or sell-any such false or. altered form of request
(18 U.S.C. 508) ~ - - .. _ .
6. promote, operate, or participate in organized gambling
during work hours (GSA Regulations); ~ __.
7. loan, use, convert, or deposit public money entrusted
to him except as specifically allowed by law -:
(18 U.S.C. 648);
8. participate in any strike against the United States
Government or assert the right to strike against the
Government, or hold membership in any organization of
government employees that asserts the right to strike
against the Government (5 U.S.C. 7331, 18 U.S.C. 1918);
Revised: 14 June 1974 35
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. MANAGEMENT
9. contribute in excess of $5,000 during any calendar year
or purchase goods, advertising, or articles of any kind,
on behalf of a candidate for elected Federal office
(18 U.S.C.. 608);
10. use appropriated funds to pay for any personal service ,_
advertisement, telegram, telephone, letter, or other -
advice intended to influence a member of Congress
(18 U.S.C.-1913); :_ .. ~. ._ -. ._.::::
.::.~~ _ _
11. give money or any other thing of value to a member, ,
delegate, officer, or clerk of the. Congress for the
promotion of. any political object (18 U.S.C. 607);..
.~ .
I2. dct or cc~r~spire to?deprive:..-any citizen in the free (,
exercise or enjoyment.of any rights, privileges., or
immunities secured or protected by the Constitution or
laws of the United States (18 U.S.C. 241.,. 242);.....
13. conspire t{o inj.ure or .destroy specific property:situated
within a foreign country and belonging to a foreign
_: government with which the United. States is at peace
(18 U.S.C. 956); ~ .. .. ....
i
14. begin, provide,_prepare a means for,~furnish money for,'
or take part. in any military or naval. expedition. or
enterprise to be carried on from the United States
against a territory of a foreign state with which the ..
United States is at peace (18 U.S.C.. 960); --.:-
15. knowingly and willfully. disclose to an_unauthorized
person or publish any classified information. (18 U.S.C_
798, 50 U.S.C. 783, and 18 U.S.C. 1905); _ ~._
16, unless specifically authorized, willfully use or:authorize
the use of any Government-owned. motor vehicle for other
than official purposes (31 U.S.C. 638a(c));
17. knowingly and willfully falsify, conceal, or cover up
a material fact or make a false statement regarding a
Government matter (18 U.S.C. 1001);
18. without proper authority remove or use documents relating
to claims from or by the Government (18 U.S.C. 285);
19, act as the agent of a foreign principal registered. under
the Foreign Agents Registration Act (18 U.S.C. 2I9);
36 Revised: 14 June 1974
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25X1A
20. embezzle Government money or property (18 U.S.C. 641)
or embezzle money or property in the possession of another
employee by reason of his. employment (I8 U.S.C. 654).
A former Government employee may not
1. after his Government employment has ended, represent
anyone other than the United States in connection with
a matter in which the United States is a party or has
an interest and in which he participated personally
and substantially for the Government. (18 U.S.C. 207(a));
2. personally represent, for one year after his Government
employment has ended., anyone other than the United
.ltAtP~ ~n ~vnii~\.tiVii isitii a iiutttrr iii :;h i~h the Uiaited
States is a party or has an interest and which was
within the boundaries of his official responsibility
during the last year of his Government service (18 U.S.C.
207(b)). This temporary restraint of course gives way
to the permanent restriction described in paragraph 1
immediately above if the matter is one in which he
participated personally and substantially.
Revised: 14 June 1974
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 25X1A
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 Approved For ~~YIIVI~07 :I$@SSS~~O?OOO~OOOS66~1-6~f~`~~ ~~
This Notice is ~ Current Uritil Rescinded .~\ ~c~ ~ o
VISITOR AND ENi~'LOYEE ACCESS TO AGENCY BUILDINGS
1. Effective 25 March 1974, between the hours of 0730 and 1730
Nbnday through Friday, all unbadged visitors and Agency personnel who
have either forgotten or lost their badges will be processed into the
Headquarters Building through the *~a.in Entrance Receptionist Office.
At all other times, when the latter office is closed, these persons
will be processed in by the Federal protective Officers stationed at
either the Northeast Entrance or the South Loading Dock Pedestrian.
Entrance, both of which are always open. Service and maintenance
personnel with "Escort-Required" badges will continue to enter the
Headquarters Building through the North or South Loading Dock Pedes-
trian Entrances .
2. Periodically after 25 March 1974, persons entering the
Headquarters Building or other Agency buildings in the Metropolitan
D. C. area with Staff, Visitor-No-Escort, or other picture-type
will be asked to hand those badges to the Federal Protective
es
d
b
g
,
a
Officer on duty for the latter's close inspection before gaining admit-
tance. This requirement will be in effect only upon entering Agency
buildings. Prior to leaving Agency buildings, holders of picture
badges will simply show their badges to the Federal Protective Officers
as is the current practice.
FOR THE DIRECTOR OF CENTRAL INTELLIGENCE:
HAROLD L . BROW~A~IAN
Deputy Director
for
T4anagement and Services
DISTRIBUTION: ALL Ef~7PL0YEES (1-6)
Approved For Re~~E~~1~/~ : CI~~DD82~F~OD0700030011-6
 STATINTL
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 Approved For Release 2002g'~/,Q7~: CIA-RDP83B00823ROOa
STATINTL
SAFETY MANUAL
Entire manual sho 7d h r.riPwPC]
?S1;CURITY
DIST~I~ITTI?N: Aii 24 Maxch 1960
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 Approved For Release 2002/11/07 : CIA~~~~~3F~D070003001
25X1A
PE~S09~I~~L AC~'lO~IS
25X1
DIS~Ri~IJ'TiON: AB 7 September
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 Approved For Release 2002/11~0~_~I~-~I~D~8E3~(Ji82131~0~0700030011-6 25X1A
25X1A
PF,RSCNNEL
7 September 1960
Rescission: - Parag?aph ~+d of
(dated 26 .March 195
25X1
- CONTENTS . ~ - - - - . ._
_..: ..- Page . -.
GEPIERA.L. .. .:. .. ~ . -. ...-. 1 :.- . _ .
RESPONS=BILITIES .. - . .: . - . . - . _.. 1 . .
F OR 153 . 2
PROCEDURE . - ~ ... _ .. _
..INSTRUCTIONS FUR COMPLETING FORM 1152, .- .
- RE~JEST F'OR PERSOPfi~L ACTION . _ . 3 -
NATURE OF PERSONNEL ACTION . _. 6
CATEGORY OF E1~ff'IAYMENT 11
REQUES'LS.F-OR PERSONNEL ACTION INVOLVIlYG -
SPECIAL CLEARANCE A1~ID ADVANCE NOTIFICATION 12
This handbook is for the guidance of Agency officers concerned with
the initiation and processing of personnel actions which establish,
change, or terminate the status of staff employees,~staff agents,
consultants, and military personnel detailed to the Agency. The pro-
cedures set forth in this handbook will apply to the processing of all
personnel actions which are to be effective on-or af'ter.2 October 1960.
a. The Director of Personnel is responsible for the approval and final
processing of all personnel actions and shaJ1 ensure that they con-
form with Agency and Federal policies and requirements. :.
b. The Director of Security is responsible for security review and
approval of proposed personnel actions affecting the security stat
of Agency employees in accordance with Agency security standards
and regulations.
c. The Comptroller is responsible for recording changes resulting from
approved personnel actions in appropriate Agency payroll and accoun?
ing records and for effecting adjustments in the payroll.
d. Operating Officials are responsible for initiating the Request for
Personnel Action for personnel under, or being assigned to, their
jurisdictions.
1
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