REGULATORY RESPONSIBILITIES AND AUTHORITIES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79-00498A000300060005-7
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 9
• Document Creation Date: December 9, 2016
• Document Release Date: September 14, 2000
• Sequence Number: 5
• Publication Date: February 18, 1976
• Content Type: MF

OGC HAS REVIEWED. a pnr ry
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tf/A 14-0183
1$ ?a r ry 191
SUBJECT
spat.iftt statenests extracted free current Aganaty rem.
FOR; Deputy Director for tntelligenc
Deputy Director for Operations
Deputy Director for Scienea T has loty
Regulatery Respeaaasibiiities and Authorities
In cosa ctian with our one Ding analyst
A acy regulatory system, I have asked to have prepa'
the responsibilities and authorities of the four
r Directors.
SheuU your review of this material bring about any
Attae a4 for your review and use is such a eta
observations you feel asitbt be helpful, I would be jrzt*ful
t.
Is! jchn F. B1a1''
Jot,
Deputy Uirearter
for
mnist'raet
/At
D /A:.JFliake:far 18 Feb 1976)
I - X41- W#
I - JFB Chrono if
DD4y wfatt
D v/At
,i bJact 425
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 Approved
MEMORANDUM FOR: Inspector General
FROM John F. Blake
Deputy Director for Administration
on 5
rF{i /08/ P;qA? ~g9 0498A0003000 65-7 ~c
DDA 76-5235
1. I return for your final review your memorandum
to me of 4 October concerning the headquarters regulations
relating to grievance procedures.
2. You will see the positions taken by both the
Office of Personnel and the Office of General Counsel.
The Office of General Counsel's position was taken
subsequent to Fred Janney's and he did not have the
benefit of seeing it. I have made it available to him
and he agrees with it. Accordingly, if agreeable with
you, I will have the regulations amended to include the
spirit of the observations in paragraph 2 of Tony
Lapham's memorandum.
s/~C &
John F. Blake
Distribution:
Orig - IG w/Att
- DDA Subject Watts (DDA 76- 195 w at s? Memo to
Director of Personnel fr Same Subj
dtd 7 Oct 76 w/atts fr IG an OGC
1 - DDA Chrono w/o atts
1 - JFB Chrono w/o atts
DDA:JFBlake:der (21 October 1976)
1 oaG
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15 October 1976
MEMORANDUM FOR: Inspector General
FROM: Anthony A. Lapham
General Counsel
SUBJECT: Revision of HR M(Grievance Procedures)
1. I agree that employees should be advised by regulation of
their option to proceed directly to the Inspector General with
grievances, especially in light of the mandate found at sections
6(b) and 6(c)(3) of Executive Order 11905.
2. To take account of the Director of Personnel concerns, it
might be appropriate to add to the proposed paragraph (4) of HR =
language to make explicit what I think is implicit anyway; namely,
that a direct channel to the Inspector General is not meant to dis-
courage resort to the normal chain of command, but only to provide
an alternative where normal procedures would be futile or counter-
productive.
Anthony A. Lap am
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 (} CLASSI FU O ^ U"SEE O A Y
^ CONFIDENTIAL ^ SECRET
Approved For Ri?"eftIflQIqj/0AQb: (1&6ffi97qOOO3OOO6OOO5-7
SUBJECT: (Optional)
FROM: John H. Waller
l
G
EXTENSION
NO.
DD/A Registry
enera
Inspector
2 E 24
6565
DATE
U OCT 1976
?'~6
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.)
1. Director of Personnel
1 to 5: STATIN
5 E 58
%
-___~-
------
-
The Inspector General
2.
recommends that FIRM "Grievance
Procedure)" be changed to add that
a grievance may be taken directly
3' General Counsel
of
Office
G G
to the Inspector General. without
7
D
01
regard to the normal chain. of
_
cormnand. I non-concur based on
4.
the statement set forth in theSTATIN
attached memorandum from Mr.
Chief, Special ActivitIN
5. Deputy Director for Admini
tratio
Staff, who is my action officer
ht t
us
s bro
i
i
i
7 D 26
ng case
ug
o
ew
n rev
Linder I-ll We stipulate - T TIN
d.
any employee may see the Inspector
General at any time but believe
-
that where we have an established
7. --
procedure we should be encouraging
our employees to follow it.
-
8.
+twj F. W, . 0I.6RU?
--
-- -
9.
F. W. M. Janney
Dist:
10.
0_DDA
-
---
1 - OGC STATIN
~2'~- D/Pers (1 w/held)
-
11.
GD/Pers jmva (8 Oct 76)
12.
13.
14.
15.
FORM USE PREVIOUS INTERNAL
3-62 610 EDITIONS ^ SECRET ^ CONFIDENTIAL [] USE ONLY ^ UNCLASSIFIED
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7 October 1976
MEMORANDUM FOR: Director of Personnel
Chief, Special Activities Staff
SUBJECT . Comments Concerning Headquarters Regulation
Relating to Grievance Procedures
1. I do not believe that you should concur in the STATINTL
attached proposed changes to Headquarters Regulation
submitted by the Inspector General.
2. In my opinion we are dealing with an overall
"procedure." Using the language of the Civil Service
Commission on this point, the "procedure" should be as
simple as possible consonant with a bona fide consideration
of the grievance. It should encourage settlement of matters
at the lowest possible administrative level and in the
shortest possible time. Normal day-to-day discussions
between employees and supervisors regarding working conditions
and related employment matters are the most constructive and
expeditious means of developing and enhancing favorable and
effective work relations. Each employee should have the
right to present matters to his supervisor and each super-
visor has the obligation to act promptly and fairly upon
them, seeking advice and assistance of others when necessary.
Each employee is expected to make a maximum effort to achieve
the settlement of his grievance within 1s own. office.
3. To point out to employees in the grievance procedure
that they have a right to go directly to the Inspector
General would, in my opinion, appear to encourage them to
"short-circuit" the very thing we want to encourage, namely
to establish a dialogue between the supervisor and the
employee in an attempt to correct a situation before it gets
out of hand or before it is necessary to refer the matter to
higher authority.
Attachments
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4 October 1976 =-.j ?-(e- ----
oGc -76 - c's93
MEMORANDUM FOR: Deputy Director for Administration
THROUGH . Director of Personnel
Office of General Counsel
FROM : John H. Waller
Inspector General
SUBJECT : Headquarters Regulations Relating to Grievance
Procedures
The employee grievance procedure outlined in HR (copy STATINTL
attached) omits mention of an option that is available to the
employee to take his grievance directly to the Inspector General.
The only procedure provided by this Regulation requires that the
employee pursue his grievance through the chain of command. Since
the employee's grievance often relates to this very chain of command
he may be understandably reluctant to register his complaint with
the people he is complaining about. I believe it is important that
the employee be aware that grievances can be taken directly to the
Inspector General, and request. that the attached proposed paragraph (4)
be added to the Headquarters Regulation . to make this clear, as STATINTL
well as to make the grievance procedure consistent with the provisions
of HR M relating to the mission and responsibilities of the Inspector
General . STATINTL
Attachment
As stated
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 Approved For`fI+si0'#ltii2'fi~-~,iK.~EP0' ?D'~Q,060005-7
-' S:n .e._ Sf~
Addition to HR Grievance Procedure
(4) The employee also may take any grievance directly to the
Inspector General at any time and without regard to the normal chain
of command. The Inspector General will treat such grievances on a
highly confidential basis and, at his discretion, outside the normal
chain of command.
NON - CONCUR:
t" MT 19/b
--hirector of Personne DATE
19 OCT 1976
Office of Gen ral Counsel DATE
Deputy Director for Administration
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ADMINISTRATIVE--INTERNAL USE ?NL '25X1 A
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.
(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.
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3. INDEPENDENT OFFICES
W OFFICE OF THE INSPECTOR GENERAL
r ,. ? (1).THE INSPECTOR GENERAL. The Inspector General is charged with di-
(a) Conduct periodic Inspections of all CIA offices for compliance with
CIA authority and regulations, as well as for effectiveness of their
programs in implementing policy objectives; conduct unannounced
Inspections of any organizational component of CIA when It appears
necessary.
(b) Survey and evaluate any problem area or subject called to his atten-
tion by CIA employees, by his own investigations, by the Director, or
by the CIA Management Committee, or upon request of the responsible
Deputy Director or Head of Independent Office, reporting his findings
and conclusions as appropriate.
(2) INSPECTION STAFF. The Chief, Inspection Staff will:
recting and coordinating the activities of the inspection Staff and the
Audit Staff in conducting special Investigations, inspections of organiza-
tional components, and audits on behalf of the Director throughout the
Agency, both at headquarters and in the field, and performing such other
functions as may be prescribed by the Director. The position of the In-
spector General is equivalent to that of a Deputy Director. The Inspector
General shall have access to any information in CIA necessary to perform
,his assigned duties. In compliance with Executive Order 11905, dated I8
February 1976, the Inspector General will (provisions of the Executive
Order are quoted in italics) :
(a) Transmit to the Intelligence Oversight Board reports of any activities
that come to his attention that-raise questions of legality or propriety.
(b) Report periodically, at least quarterly,.to the Intelligence Oversight
Board on his findings concerning questionable activities, if any.
(c) Provide to the Intelligence Oversight Board all information requested
about activities within the CL& ?
(d) Report to the Intelligence Oversight Board any occasion on which he
.was directed not to report any activity to the Board by the DCI.
(e) Formulate practices and procedures designed to discover and report
to the Intelligence Oversight Board activities that raise questions of
legality or propriety.
(c) Provide a forum wherein CIA personnel may, on a highly confidential
basis, confide grievances or complaints that have not received satis-
factory consideration through normal channels of command. The In-
spection Staff Is empowered to accept direct appeals from employees
when appropriate. -
(d) Investigate all reports from employees or other sources of possible,-"e
violations of CIA's statutory authority.
(e) Investigate charges and reports of fraud, misuse of funds, conflicts
of interest, and other matters involving misfeasance, malfeasance, non-
feasance, or violation of trust. In. all cases involving possible violations
of the U.S. criminal code, the investigation will be limited to developing
sufficient facts to determine if a crime. has beeni committed, and
whether prosecution may compromise international relations, national
b, security, or foreign intelligence sources and methods. The results of .E
--Levissetl: 19 April 1978 (930)
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