CODE OF CONDUCT FOR FORMER EMPLOYEES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83B00140R000100040005-6
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 5
• Document Creation Date: December 20, 2016
• Document Release Date: March 7, 2007
• Sequence Number: 5
• Publication Date: October 13, 1981
• Content Type: MEMO

TO:
All NIOs & AG
ROOM NO. I BUILDING
FORM
1 FEB 55 241
REPLACES FORM 36-8
WHICH MAY BE USED.
DATE
23 Oct 81
 slia..'-.cTi: (Optional)
RcWING AND R,CO D S1yHT
Code of Conduct for Former Employees
FROM:
MJames N. Glerum
Director of Personnel
5E58
TO; (Officer designation, room number, and
building)
General Counsel
a. Deputy Director of
Central Intelligence
f ?O ^ry{ j USE PREVIOUS
f) ! EDITIONS
Approved For F elease`2QQ71C3108: CIA-RDP83B00.14
OFFICER'S
INITIALS
James N. Glerum
08: CIA-RDP83BOO14OR000100040005-6
13 October 1981
COMMENTS (Nurr=er each comment to snow from whom
to whom. Draw a lire across column after each comment.)
The attached memorandum was
circulated in draft to those
present at the 6 October EXCOiM
Meeting. There was no dissent
on the assumptions or the basic
thrust of the proposed code.
(The DDA is not convinced that the
code is required,but, if it is, he
endorses y approach.) Several
of the respondents made useful
suggestions for minor wording
changes. - These have been
incorporated.
Z,c/ James N: Gierufl
 Approved For Release 2007/03/08: CIA-R DP83B00140R00010004000fBp;=#~,,
'LL
13 October 1981
MEMORANDUM FOR: Deputy Director of Central Intelligence
FROM: James Ni Glerum
Director of Personnel
SUBJECT: Code of Conduct for Former Employees
1. At the Executive Committee Meeting on 6 October 1981, you charged me
with developing a Code of Conduct that should govern the activities of former
employees. In responding to that charge, I have used the following assumptions:
a. The General Counsel will incorporate specific prohibitions
into the employment contract.
b. No combination of law and employment contract will cover
all the post employment activities which are potentially damaging
to CIA.
c. The Code of Conduct goes beyond those activities specifically
precluded by law or the employment contract.
d. The Code of Conduct will be without specific sanctions
and must depend primarily on personal discipline and social (peer)
pressure.
e. The Code of Conduct should be brief and broad in scope.
(Most of the former employees now engaged in potentially damaging
activities must be aware that they are doing so--or would be aware
if they had been properly conditioned during their service.)
2. Based on the above assumptions. I propose something along the order of
the following as the Code of Conduct:
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0
Code of Conduct
Current and former CIA personnel are expected to maintain high
standards of conduct consistent with the Agency's mission.
Certain activities are restricted by explicit provisions of
law and the CIA employment agreement. In addition, there has
long been a tradition of discipline and loyalty to the Agency
that has guided the conduct of Agency personnel in V.
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. With respect to former
personnel, the Agency expects, indeed depends on, continued
adherence to the same high standards of conduct which governed
them during their employment. Former CIA personnel are expected
to avoid any personal or professional activity which could harm
or embarrass the Agency or the United States. When former
personnel have questions as to whether a proposed activity may
fall within this Agency's concern, the Agency is prepared to
provide guidance upon request.
3. The Code of Conduct is easily stated. Its effectiveness will depend on
how it is implemented and, ultimately, to what extent it becomes part of our
service discipline. Since the creation of CIA, its employees have understood
that employment with CIA involved both special demands and acceptance of a'
unique trust. Despite individual aberrations, most CIA employees have or
at least accepted the concept of service discipline. To most, this has been
a matter of pride. The annual requirement to read HHB 7-1 and its predece-sors
also provided an annual reminder and a reinforcement of that discipline. We
have not made a similar institutional effort to instill recognition of and
support for a continuation of that same discipline after employment. (Perhaps
the strong sense of an individual "social contract" between the employee and
the service, which used to exist and which has been seriously damaged in
recent years, made special emphasis on post employment largely unnecessary.)
We need now to start focusing on post employment discipline, beginning with
EOD. If handled properly, I believe most of our employees will accept this
.focus as a step in the right direction. It will not preclude.the Wilson/Terpil
type of situation, but as it becomes an integral part of service discipline,
it might cause former employees to think twice and/or seek guidance before
becoming involved in something questionable.
4. If you approve the proposed Code of Conduct in principle, we can develop
precise wording and a recommendation for implementation and continuing education.
As an obvious step, it should be included in Hf-B 7-1 where it will serve as an
annual reminder.
/51 James N. Glef
James N. Glerum
STAT
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 Approved For Release 2007/03/08: CIA-RDP83BOO14OR000100040005-6
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SUBJECT: Code of Conduct for Former Employees
Deputy Director of .entra Intelligence
DISAPPROVED:
Deputy Director Central Intelligence
Date:
Distribution:
Orig - Return to D/Pers
1 - DDCI
1 - ER.
1-GC
1 - DDO
1 - DDA
1 - DDScT
1 - D/NFAC
1-IG
1 - Compt
1 - D/EEO
1 - D/OPP
1 - D/Pers Subject
1 - D/Pers Chrono
D/Pers/JNGlerum:rj (13 October 1981)
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