(UNTITLED)

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83B00823R000900050009-2
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 31
• Document Creation Date: December 15, 2016
• Document Release Date: October 4, 2002
• Sequence Number: 9
• Content Type: LIST

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A. Questions which may arise in hearing 6 November from Don Gregg
B. Role of the Office of Security in CIA
C. DDA Almanac - prepared 26 September 1975 by PPG
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The attached material was used by Director
of Security to brief the House Select Committee
on Intelligence on 6 November 1975.
Or EUSE DITIONS SOUS
3/30/79
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Questions which may arise in
hearing 6 .Nov from Don Gregg
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Role of the Office of Security
in CIA
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THE ROLE OF THE OFFICE OF SECURITY
IN THE CENTRAL INTELLIGENCE AGENCY
An intelligence organization must function in accordance
with strict security standards in order to effectively fulfill
its mission and must establish and maintain such standards at
a maximum compatible with effective and efficient operating
procedures. In order to maintain such security standards,
therefore, it is necessary that responsible authorities be
informed of security weaknesses, violations of security regu-
lations, and other breaches of security in order that remedial
measures can be taken. Conversely, however, remedial actions
taken by the Office of Security must be tempered with under-
standing and fairness so that individuals are not unduly punished.
The entire thrust of the security programs of the Agency which
involve the Agency's staff employees is to create an atmosphere
of trust and a willingness to assist Security Officers in the per-
formance of their missions.
As you are aware, hostile intelligence services place
overriding priorities on the penetration of the Central Intelli-
gence Agency by identifying and exploiting personal vulnera-
bilities and weaknesses of the Agency's personnel. CIA personnel
are not only an attractive target for opposition services, but
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in the case of individuals currently employed by the Agency,
often represent a particularly accessible one. Unlike members
of most governmental organizations, Agency personnel often carry
out their demanding assignments completely alone and some times
in hostile areas. They are often far removed from immediate
supervision or even observation by friendly colleagues. In
these circumstances any latent vulnerabilities and instabilities
in their character or loyalty may come to the surface and be
detected or exploited by an alert opposition. Additionally, in
many instances, employees of the Agency receive little or no
personal or peer recognition for their efforts, and may operate
throughout their career in what is, in effect, a vocational
vacuum with people "on the outside" having no knowledge of his
or her area of expertise.
The first line of defense for the Agency against the
aforementioned hazards is a careful and thorough assessment
of the individual to ensure the selection of the right man for
the job. The second line of defense is to ensure, in an
unobtrusive and benign way, that employees of the Agency, once
selected, do not become embroiled in situations that would
open them to undue pressures perhaps leading to unfortunate
personal consequences as well as to serious security damage
to the Agency and the Government of the United States.
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With respect to what I have referred to as the first
line of defense, the processing of applicants for Agency
employment is accomplished through a system of checks and
balances within the Office of Security. These checks and
balances are designed to benefit both the applicant for CIA
employment and the interests of the Agency and the United
States Government. In a sense, we might compare such a program
to the thorough assessments employed in the selection of jet
pilots and astronauts in that too much is at stake to take
chances with avoidable human error or weakness. An individual
applying for employment with the Agency must submit a lengthy
Personal History Statement designed to furnish us maximum
information regarding his or. her background. The individual
is then investigated by a trained investigator or investigators
from the Office of Security. These investigators are trained
to establish the bona fides of the applicant from the time of
his birth until the date of the investigation, as well as to
establish without a doubt his
character, integrity, AtLEGIB
loyalty to the United States. In this way, we can be assured
that we are obtaining the services of an individual who is who
he says he is and whose character is beyond reproach. Security
Office investigators do not make individual judgements in terms
of the applicants value to the Agency but rather, like Sgt. Joe
Friday, only report the facts.
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Upon completion of an investigation, the. results of
this invest iggation. are reviewed or "appraised," as we define
the process by an experienced Security Officer known as a
desk supervisor. Security Officers who review security cases
have usually had experience as a field investigator and have
had extensive experience in the security field. Upon com-
pletion of the desk supervisor's review, if the investigation
is entirely favorable, the case is again reviewed at the next
higher level and a security clearance issued. However, this
clearance is contingent upon the completion of a polygraph
examination by the Agency. If the field investigation has
developed derogatory information, the desk supervisor reviews
the case, writes a memorandum recommending whatever action he
deems to be appropriate, and forwards the case to the next
higher level. In the case of relatively minor derogatory
information as, for example, an arrest some years before,
wherein security approval is recommended, the case must be
reviewed by two (2) or more senior Security Officers. The
third officer may then grant the approval. If the case con-
tains extensive derogatory information, it may be reviewed by
as many as nine (9) security officials, with a final decision
being made by the Director of Security. In any case where a
security disapproval is recommended, only the Director of
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Security can make this determination. Every effort is made
to ensure that the applicant, as well as the Agency, receives
fair and just treatment.
STAT
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The foregoing then, represents, as I stated previously,
our first line of defense, to ensure that Agency applicants,
at the time of their entrance on duty are beyond reproach in
terms of their character, integrity, and loyalty.
STAT
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Another key function of the Office of Security is its
role in assisting those employees who have problems or who
get into trouble. Even in a community as closely knit as
that of the Agency, there will be individuals who have
difficulties with local law enforcement bodies or have personal
difficulties 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 fulfills this role in affording an
immediate response capability for staff employees who need
assistance. This whole program is designed not 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. This is not to say that employees of this
Agency do not become embroiled in situations which reflect so
heavily upon their discretion and character that they are no
longer appropriately employed by the Agency. In any organization
the possibility always exists that an individual will go "off
the deep end" and it will be necessary to terminate the person.
However, the "batting average" of the Agency in this regard is
rather low.
Additionally, part of the aforementioned program is to
furnish a sympathetic ear and advice, if possible, even in
matters which are not directly security related. Security
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Officers do not take it upon themsdlves to furnish medical
or legal advice for example, but they always stand ready to
refer an individual to people who clan make proper determinations.
Again, our philosophy in this matter is that if an individual
knows he or she can come to a Security Officer on a minor
matter, the door is left open for similar visits on matters
which may involve the security of the Agency.
STAT
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In closing, let me state that the basic precepts of our
security programs are that such programs cannot be dealt with
as a separate entity but must be viewed in the total picture
of the Agency. Security, employee morale, and the Agency image
are inseparably bound together. The Agency does not and cannot
strive for total security as this would impose impossible
STAT
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limitations upon the efficiency of the organization and that
of the employees. Instead, this Office attempts to create a
sense of a security responsibility in the employee and it is
this sense of responsibility or trust which allows our security
program to be as effective as it is.
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DDA Almanac - prepared 9/26/75
by PPS
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2 J aEr 1975
MEMORANDUM FOR: Assistant for Information, DDA.
Forwarded herewith is the Office of Security's
revised contribution to the second "DDA Almanac. r'
STAT
Deputy Director of Security (7M--1
Distribution
Orig &
1
- Adse
1
- OS
Reg
1
- PPG
Chrono
OS/PPG
jsr
24 September 1975
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 l1L1.1111 L IJ A L\Il L J. V L Lil I. 1' 1\LNLIL UIJL ,\li%111
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1 July 1975
OFFICE OF SECURITY
DEPUTY DIRECTOR
OF SECURITY
DEPUTY DIRECTOR OF SECURITY
FOR PERSONNEL SECURITY
AND INVESTIGATIONS
ARANCE
t'd'S'O:J
DEPUTY DIRECTOR OF SECURITY
FOR POLICY AND
MANAGEMENT
ADMINISTRATION,
AND TRAINING
DIVISION
POLICY AND
PLANS GROUP
INFORMATION
SYSTEMS
SECURITY GROUP
DEPUTY D!R_CTOR OF SECURITY
FOR PHYSICAL, TECHNICAL AND
OVERSEAS SECURITY
PHYS!T :L
SECURITY
DIVISION
SPECIAL
SECURITY CENTER
SECURITY
RECORDS DIVISON
STAT
ADMINISTRATIVE - IN'TERN'AL USE ONLY
1:1\(;I
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TECHNICAL..
SECURITY,
DIVISION
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 FF ;t i41e ??JS"7 .:a j'T~ ? '~ F r "`% 'i
Il:`t:l:Sl Sk:[E .t3L1 .i;;:1 Gr !~I 4 i:~
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Office of Security
Professional Employees
(30 June 1975)
Grade Supergrades
15
14
13 .
12
11
Average age
48.9
50.3
47.7
45.5
37.1
36.5
Average time in grade
1.2
3.3
3.6
6.5
3.5
1.4
Average CIA service
22.2
22.2
20.0
17.2
10.9
11.6
Median age
48.0
49.5
48.0
45.0
35.0
35.5
Median time in grade
1.2
2.3
2.8
5.9
2.7
1
Median CIA service
23.1
23.0
19.5
18.0
8.0
11.0
The youngest professional OS employee is 23 years old.
The oldest professional OS employee is 59 years old.
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TRAINING
Courses Conducted by Office of Security
Number of
Students
Sessions
OS
Other
4
17
2
Industrial Security Officers Course
1
9
Physical Security
7
61
5
Residential Security
7
47
218
Safekeeping Equipment
2
8
8
Safety
1
13
Security Surveys
2
28
Special Agents Training
Course
2
27
Security Officers Training Course
1
15
Man-days expended in- training by Office
of Security Personnel.
Internal
812
External
I45
TOTAL
X57
INTr 75
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I
-.Limitations on Outside
Activities
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r7. LIMITATIONS ON OUTSIDE ACTIVITIES. The security of CIA is de-
pendent upon the conduct and activities of every employee who through his
employment relationship with the Agency has access to classified information. To
ensure that the security of CIA activities is adequately protected, it is necessary
to place some limitations on the participation of personnel in unofficial outside
activities.
a. DEFINITION. The terms employees and personnel mean staff employees, staff
agents, career agents, temporary employees, contract employees with staff-like
access to Agency installations or information, and personnel detailed to the
Agency by another Government agency or department.
b. POLICY
(1) Employees in the conduct of their private affairs will avoid discussing
matters relating to intelligence or making any statement which might be
construed as an official pronouncement of Agency policy.
(2) Outside activities that might reasonably be construed to affect the security
of the Agency, directly or indirectly, must be approved from the stand-
point of security in accordance with subparagraph c below before such
activities are undertaken by the employee. Within these limitations, there
Is ample latitude to permit employees to appear In public and to write for
unofficial publication. Employees are encouraged to hold memberships in
and attend meetings of academic, scientific, and professional associations.
Employees are also encouraged to participate actively in discussions and
to present and publish papers in their professional and academic fields.
(3) Unofficial public appearances and writing for unofficial publications will
be approved when consistent with security, and when the Agency is satisfied
that adverse publicity will not result. The identification of employees with
CIA will be permitted when It is in the interest of the Agency and is not
in conflict with security or cover considerations.
(4) Speeches (including impromptu speeches) and publications on subject mat-
ters clearly unrelated to foreign intelligence, national security, Agency ac-
tivities, or matters that could not be construed. as official Agency or United
States Government policy, e.g., talks on gardening or conservation to civic
associations, may be made without prior approval. However, the responsi-
bility for adhering to the policy and principles governing unofficial public
appearances and publications as outlined in this regulation lies with the
employee.
(5) For instruction regarding contacts with public information media, see
c. APPROVAL REQUIRED. To prevent inadvertent disclosure of information and
to ensure compliance with Agency policy, approval must be obtained before
participation by an employee in the following:
1) UNOFFICIAL PUBLIC APPEARANCES AND PUBLICATIONS
(a) Subject Matter. Except as state:l in subparagraph b(4) above subject
matter for unofficial public speeches or ptizblications must be approved
in advauc(,. he subject matter must be unclassified and drawn from
overt sources available to persons not affiliated with CIA.
~e.s ci ed: 5 February 1973 (517)
_-'riled from o~iomcfrl
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253(1A
(b) Procedures. A request to appear In public or to write for an unofficial
publication will be made by memorandum identifying the meeting or
the publisher, and explaining the nature of the employee's participa-
tion. The memorandum should include information about the practice
of the sponsor or publisher regarding the identification of the place
of employment of its participants or authors. If the requester is or
has ever been assigned cover (including cover for TDY travel) or knows
he is being considered for assignment under cover, the memorandum
must identify his cover or potential cover status without identifying
the cover organization. The requesting memorandum will be forwarded
with the original and one copy of the speech or manuscript to the
responsible Deputy Director or Head of Independent Office through
the following reviewing officials for their recommendation for approval
or disapproval:
(1) The Chief, Cover and Commercial Staff, if the requester is or has
ever been assigned cover (including cover for TDY travel) or knows
he is being considered for assignment under cover;
(2) The Director of Security;
(3) The Assistant to the Director.
If the speech or manuscript is not available, the requesting memo-
randum will include an abstract or outline of the scheduled activity,
and a statement as to when the completed text will be ready for review.
The Deputy Director or Head of Independent Office concerned will
L, approve or disapprove the request.
(c) Consultants and Contractors. Consultants and contractors employed
by or associated with the Agency for personal services will be advised
by contracting officers that they are prohibited from making public
statements on the subject of intelligence or intelligence operations of
the Agency or any other intelligence agency. This prohibition will be
incorporated in the contract negotiated with all consultants and
contractors.
(2) AMATEUR RADIO STATIONS. Agency employees are prohibited from op-
erating amateur radio stations overseas regardless of the ownership or
location of the station. An exception may be granted only where It is
clearly demonstrated that a benefit to the Agency will be derived, and the
joint approval of the Deputy Director for Operations, the Director of Com-
munications, and the Director of Security is obtained.
34 y g,-Revised: 19 March 1975 (860)
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