CODE OF CONDUCT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP85B00552R000100020047-3
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 5
• Document Creation Date: December 20, 2016
• Document Release Date: July 23, 2007
• Sequence Number: 47
• Publication Date: January 6, 1982
• Content Type: MEMO

!IT9111161Wlf O !L
Approved For Release 2007/07/24 : CIA-RDP85BOO552R000100020047-3
SUaJECT: (OPrioaot)
Code of Conduct
FROM,
EXTENSION
NO.
re DDA 82-0076
EO DD
DATE
71.1-18 Hqs.
12 January 1982
TO: )Of%cn dmignotlon, room numbs, and
DATE
OFFICER'S
COMMENTS (Number each comment to show from whom
h comment
)
building)
INITIALS
.
to whom. Drow a line ocross column alter eac
RECEIVED
FORWARDED
Chief, RCD
1105 Ames Bldg:+
Bill,
'-?
Per our telecon, the attached
Code of Conduct is for publication
edite basis
on an ex
.
p
3.
4,
1
5.
6.
7.
8.
9.
10.
11,
12.
13.
14.
15.
PREVIOUS
FORM 61 0 USE EDITIONS
1-79
STAT
STAT
Approved For Release 2007/07/24 : CIA-RDP85BOO552R000100020047-3
 EO/DDA~ AZ+Re":.
ADDA_ ~ /-/l -FY
DDA__ 1 2 JAN 1982
 OGC 81-00114
6 January 1982
MEMORANDUM FOR: Deputy Director for Administration
FROM: Stanley Sporkin
General Counsel
1. Attached (Tab A) for publication as part ofl is
an Employee Code of Conduct prepared by this Office and the
Office of Personnel in connection with the Wilson/Terpil case.
2. While this Code of Conduct is purposely broad in scope,
it does include specific examples of the types of activities
which are of particular concern to the Agency. In addition to
noting those matters which are specifically precluded by law or
the employment contract, the Code addresses other employee
activities which are potentially damaging to the Agency.
3. The attached Code has been reviewed and approved by the
DCI and DDCI, and is thus being forwarded to your office for
appropriate Agency-wide publication and inclusion within
reminder to employees standards of conduct they are
expected to meet both during and after their Agency service.
 Current and former CIA personnel are expected to maintain
high standards of conduct consistent with the Agency's mission.
There has long been a tradition of discipline and loyalty to the
Agency that has guided the conduct of Agency personnel in the
performance of their official duties and in their private
lives. The Agency continues to rely heavily on this discipline
and loyalty, not only during the period of employment but, of
equal importance, after employment.
Certain types of activities are specifically prohibited by
law or regulation. These various prohibitions and other
standards of conduct which employees are required to observe are
set forth in0 This handbook contains information with
which employees must be familiar, and which employees are thus
required to review annually to ensure such familiarity.
Additional standards of ethical conduct are imposed on Agency
employees by Executive Order 11222. This order, among other
things, restricts the receipt of gifts, limits the use of insider
information, bars the use of public office for private gain, and
directs employees to avoid situations which might result in or
create an "appearance of impropriety." Given the special
position of trust in which employees are placed by virtue of
their Agency service, employees are expected to honor this trust
through their own integrity and conduct in all official
actions. Because of this special position of trust, certain
obligations are also contained in each employee's contract
agreement to protect from unauthorized disclosure classified
information, information concerning intelligence sources or
methods, and other sensitive information the disclosure of which
may adversely affect CIA or national security equities. The
obligation to protect such information from unauthorized
disclosure applies during an individual's employment or other
service with the CIA and at all times thereafter. On occasion
former employees and others may try to exploit their prior and
current relationships with Agency personnel. The conferring of
any preference or privilege upon former employees as a result of
past or present relationships should be avoided, and Agency
personnel must constantly be on guard to assure that such
relationships are not being misused. Once an employee has
terminated his or her service, that person is not entitled to be
treated any differently than other individuals conducting
business with the Agency.
 Besides the continuing obligations contained in a former
employee's contract agreement, the Agency expects, and indeed
depends on, continued adherence by former employees to the same
high standards of conduct which governed them during their
employment. This continuing duty is implicit in their seeking
and accepting Agency employment. Certain post-employment
activities are restricted by explicit provisions of law (18
U.S.C. ?207). Beyond these requirements provided by law and
contract, former CIA personnel are also expected to avoid any
personal or professional activity which could harm or embarrass
the Agency or the United States. In this regard, former Agency
personnel may draw upon their prior training and experience in
pursuing second careers or opportunities outside the Agency. An
employee's former Agency status should not be traded upon to
obtain preferential treatment for the employee or his private
employer, or to otherwise create any appearance of sponsorship,
endorsement, or approval by the Agency of such activities or
transactions. This does a disservice not only to the individual
involved, but also to the Agency and its present employees.
Former Agency personnel should also avoid entering into
financial transactions in reliance upon information, contacts, or
relationships developed through and available only as a result of
Agency employment. The use of such "insider information" for
personal profit is an abuse of the position of trust which
employees occupy, which abuse adversely affects the confidence of
the public in the integrity of the Agency and its mission, brings
discredit to the individual involved, and may involve a possible
violation of law. Former employees should also carefully
consider any proposed involvement with or provision of services
to a foreign government, particularly any military, intelligence
or security service of such government. In this regard, various
provisions of law apply to such business transactions and should
be reviewed by the individual before engaging in the proposed
activity. When former personnel have questions as to whether a
proposed activity may fall within the Agency's concern, the
Agency is prepared to provide guidance upon request. Former
employees who are rehired by the Agency are subject to the above
standards of conduct, and are expected to fully comply with and
familiarize themselves with this Code of Conduct.