SECURITY REQUIREMENTS FOR GOVERNMENT EMPLOYMENT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP86T00268R000600010015-1
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 154
• Document Creation Date: January 4, 2017
• Document Release Date: August 30, 2013
• Sequence Number: 15
• Publication Date: March 15, 1954
• Content Type: MEMO

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4Only Table of Contents .Eald:t.gl_I(SUMVATa of Ma3or
Developments) of the Civil Service Commission's 1...port
included here.
part II (DISCUSSION) and Vallbits are
of this NSC binder.
16 yarell 1954
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EXECUTIVE OFFICE OF THE PRESIDENT
NATIONAL SECURITY COUNCIL
WASHINGTON
0 3
March 15, 1954 if
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SUBJECT; Security Requirements for Government Emp1oym04
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REFERENCES: A. Executive Order 10450, dated April 27, 1953
B. Memo for 17SQ from Executive Secretary,
subject, "Government Employee Security
Program" dated October 26, 1953
MEMORANDUM FOR THE NATIONAL SECURITY COUI'CIL
The enclosed report by the Civil Service Commissi n
prepared pursuant to Sectic7-14 of the reference Executive
Order on the subject on the results of its study of the
manner in which the Executive Order is being implemented by
the departments and agencies of the Government is transmitted
herewith for the information of the Zational Security Council.
The report deals primarily with significant developments in
the personnel security program for the period October 1
through December 31, 1953. It is scheduled for discussion
at the Council meetin on Thursda March 18 1?1?.
Attention is particularly invited to the possible method
of stren thening the secW,Iy.pIkgram set forth in.p.ages v-11
of t e enc osure.
The photostatic copies to which reference is made in
Part II, paragraph 1?b (Page 12) and Part II, paragraph 1..o
(page 14) of the report are available for reference in this
office.
JAMES S. LAY, Jr
Executive Secre
cc: The Secretary of the Treasury
The Attorney General
The Director, Bureau of the Budget
The Chairman, Civil Service Commission
The Chairman, Joint Chiefs of Staff
The Director of Central Intelligence
The Chairman, Interdepartmental Intelligence Conference
The Chairman, Interdepartmental Committee on Liar
Security
TIAI
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Er rtCrErP,,
QUARTERLY COMMISSION REPORT COVERING PERIOD
OCTOBER 1 THROUGH DECEMBER 31, 1953,
UNDER EXECUTIVE ORDER 10450,
"SECURITY REQUIREMENTS FOR GOVERNMENT EMPLOYMENT"
March 15, 1954
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LyAli)tiarlIlia5WUULAI' L6
TABLE OF CONTENTS
Page No.
PART I - INTRODUCTION AND SUMMARY OF MAJOR DEVELOPMENTS 1
1. Introduction ... 0000?111111, 1
2. Summary of Major Developments 1
a. Results of agency actions on cases 1
b. Major problem areas 600 5
c. Protection of employees rights under
the Order 9
d. Appearances by Commission Chairman before
Congressional Committees .... 9
e. Possible method of strengthening the
security program 10
PART II - DISCUSSION OF MAJOR DEVELOPMENTS 11
1. Results of Agency Actions on Cases Ofilb ****** 000 11
a. Supplemental interim report for period
from date of agencies' initial report
to Commission through November 30,
1953, prepared for President's State
of the Union Message 11
b. Information from agencies for period
October 1 through December 31, 1953 12
c. Revised information from agencies for
period May 28 through September
30, 1953 14
d. Information from agencies combined for
period May 28 through December 31, 1953. 15
e. Agency actions on terminations and
resignations by four-way breakdown of
categories of derogatory information 16
f. Elements of problem of getting accurate
information from agencies 16
g. Progress made toward solving the
reporting problem 17
h. Action taken in case of a transfer in
which there is a file containing
derogatory information under Section
8(a) of the Order 20
2. Action by the Civil Service Commission on
Cases Originating Under the Order in Which
it has Jurisdiction 21
3. Investigation of Employees in Sensitive
Positions .... ** . .... . . 23
4. Readjudication of Cases Previously
Investigated *SO* ******** ** Sa011,00.0 ***** WO* 27
- i - @DEF
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Page No.
Agency Security Regulations Under Executive
Order 10450 29
6. Inspection of Agencies' Security Programs 30
a. Inspections completed 30
b. Primary objectives of inspections 30
c. Comments and observations on the basis
of inspections completed 31
7. Personnel Security Officers 33
8. Security Hearing Board Rosters 35
9. Special Agreements Made With Departments and
Agencies Under Section 8(b) and (c) of E.O. 10450. 36
10. Non-sensitive Positions for which Departments
and Agencies Have Been Relieved of the Re-
quirement for Submitting Forms to the Com-
mission for Investigation Under Section 3(a)
of E.O. 10450
36
EXHIBITS
Exhibit 1. - Definition of a Commission Full Field Investigation.
2. - Departmental Circular No. 742, "Statistical Report on the
Operations of the Employee Security Program."
3. - Terminations and resignations falling under the Order
broken down by categories of derogatory information.
4. - Statement of Philip Young, Chairman, U. S. Civil ,Service
Commission, on the Employee Security Program Before the
Senate Post Office and Civil Service Committee, 10:00
aim., March 2, 1954.
5. - Statement of Philip Young, Chairman, U. S. Civil Service
Commission, on the Employee Security Program Before the
Senate Post Office and Civil Service Committee, 10:00
a.m., March 10, 1954.
6. - Statement of Philip Young, Chairman, U. S. Civil Service
Commission, on the Employee Security Program Before the
House Post Office and Civil Service Committee, 10:30 a.m.,
March 4, 1954.
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JVULIUM UIL
Exhibit 7. - Consolidation of Reports by Departments and Agencies of
Actions Under E.O. 10450 for Period October 1 to Decem-
ber 31, 1953.
8. - Security Determinations Under Executive Order 10450 Reported
by Agencies for Period October 1 Through December 31, 1953.
9. - Actions in Cases Investigated by FBI Under E.O. 9835 and
Adjudicated or Readjudicated Under Sections 4 or 11 of
E.O. 10450.
10. - Forms 3746B and Standard Form 80.
11. - Standard Form 77.
12. - Instructional Guides for Agency Appraisal Inspections Under
Sec. 14 of E.O. 10450.
13. - Departmental Circular No. 743, "Qualifications Standards for
Personnel Security Officer positions, GS-080, grades 03-11
through GS-15.0
14. - Departmental Security Hearing Board Roster.
15. - Defense Security Hearing Board Roster, Departmental.
16. - Special Agreements Made With Departments and Agencies Under
Section 8(b) and (c) of E.O. 10450.
17. - Non-sensitive Positions for which Departments and Agencies
Have Been Relieved of the Requirement for Submitting Forms
to the Commission for Investigatidn Under Section 3(a) of
E.O. 10450.
DOM7HMEME1
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0
CONFIDENTIAL
UNITED STATES CIVIL SERVICE COMMISSION
WASHINGTON 25, D. C.
March 15, 1954
NATIONAL SECURITY COUNCIL
. SUBJECT: Quarterly Commission report covering period October 1 through
December 31, 1953, under Executive Order 1,0450, "Security Re-
quirements for Government Employment."
PART I - INTRODUCTION AND SUMMARY OF MAJOR DEVELOPMENTS
1. Introduction
Under Section 14 of Executive Order 10450, the Civil Service Com-
mission is charged with making a continuing study of the manner in which
the Executive Order is implemented by departments and agencies, and with
reporting periodically on the results of such study to the National
Security Council. The Commission's first report was submitted to the
National Security Council on October 21, 1953. This report is the Com-
mission's second on the results of its continuing study of the security .
program.
Although it deals primarily with significant developments in the
program for the period October 1 through December 31, 1953, some refer-;
ences to mattersoccurringprior to this period are necessary. The report
is divided into two major parts. Part I summarizes the major developments
in the program and Part II gives a discussion in more detail of these
major developments.
2. Summary of Major Developments
a. Results of agency actions on cases
The chief matter to be reported in the development of the
Federal employee security program is that it is working, and that
progress is being made. As of January 1, 1954, the Commission had
initiated 167,617 investigations under Executive Order 10450. Of
these, 159,856 have been completed. In addition, the Commission
completed 5, 717 full field investigations for sensitive positions
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from May 28 through December 31, 1953. This does not include
full field investigations conducted by the Commission for the
Atomic Energy Commission under statutory authority. As of
February 1, 1954, other agencies had initiated 26,032 investi-
gations for sensitive positions under the order.
A full field investigation as conducted by the Commission
costs approximately $230. Since funds for these investigations
are not provided in the Commission's appropriations, departments
and agencies reimburse the Commission for the cost of the full
field investigations it conducts for them. A full field investi-
gation is defined in Exhibit 1 of this report.
The 159,856 investigations completed by the Commission under
the Order have been of the type described in Section 3(a) of the
Order for non-sensitive positions. These are primarily for new
hires. They consist of national agency checks, as defined in
Exhibit 1, plus written inquiries sent to employers, supervisors
and references. They are called "national agency check and inquiry
cases.? When no derogatory information is developed by such an
investigation, the cost is approximately $5. Funds for conducting
these national agency check and inquiry cases are included in the
Commission's appropriations; therefore, we are not reimbursed for
this work.
When derogatory information is developed in a national agency
check and inquiry case, a limited personal investigation is made.
An investigator is sent out, not to investigate the life of the
person under investigation, but to investigate only the derogatory
matters and to obtain sufficient information on the basis of which
a just and proper decision can be made. The cost of these limited
personal investigations, including the hearing or letter of charges,
averages approximately $53. This work is not done on a reimbursable
basis.
The Commission has referred 1615 cases to the Federal Bureau
of Investigations for investigation under Section 8(d) of the Order
during the period May 28 through December 31, 1953. This figure
does not include cases in which the Commission discontinued investi-
gations and referred them to the Federal Bureau of Investigation
when the cases were for the United Nations or other international
organizations, for contractor employees of the Atomic Energy
Commission, or for other cases in which the Commission's investi-
gation was required by law.
The total result of operations under the Order from its effec-
tive date through December 31, 1953, cannot be fully determined at
this time owing to the fact that all departments and agencies have
not submitted their final certified reports. This has posed a special
problem for the larger agencies with many overseas installations,
particularly the Department of Defense and its constituent agencies.
CONFIDENTIAL
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We have reports from all departments and agencies, but they
are not final. Many defense installations have not yet reported
and these returns, which may substantially increase the totals,
will not be completed for from .60 to 90 days. Shown immediately
below are the total terminations and resignations involving deroga-
tory information within the purview of Section 8(a) of the Order
reported thus far by departments and agencies. These cover the
period from May 28th, the effective date of the Order, through
December 31, 1953.
(1) Terminations because of Security questions
falling within the purview of Section
8(a) of E.O. 10450
(a) Without hearing 1053
(b) After hearing 33
(2) Resignations before determination was
completed
(a) When file was known to contain
unfavorable information under
Section 8(a) of the Order 1400
Total 2486
Past experience has shown that many will resign when they
learn that derogatory information has come to light. Hence, the
figures on hearings furnishes little criteria for judging the
overall effectiveness of the program.
On February 17, 1954, the Commission requested all departments
and agencies to submit a four-way breakdown of information concern-
ing terminations and separations involving derogatory security infor-
mation falling under Section 8(a) of the Order for the period May 28
through December 31, 1953. The departments and agencies were instructed
to report this information according to broad categories of derogatory
information. The Commission's request, contained in Departmental
Circular No. 742, is attached to this report as Exhibit 2.
As of the date of this report, all departments and agencies had
furnished information requested in the Departmental Circular. How-
ever, as noted above in case of the Defense Department and its con-
stituent agencies, complete information is not yet available.
CONFIDENTIAL
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The information received in response to Departmental Cir-
cular No. 742 is summarized below:
(1) Total number of employees involuntarily
separated because of acts, activities,
behavior, or associations, falling in any
one or more of the categories set forth
in Section 8(a) of E.O. 10450, as amended,
regardless of whether such separation was
effected under Public Law 733, 81st Congress,
or under other authority 1086
(2) Total number of employees whose files
contained information of acts, activities,
behavior, or associations, falling within
any one or more of the categories set forth'
in Section 8(a) of E.O. 10450, as amended,
and whose employment terminated after May 27,
1953, and prior to January 1, 1954, by resig-
nation, regardless whether such resignation
took place before or after charge
1400
di
(347.6o4/4 4r61,, t,9441;
(3) Number of employees in Items ('l) & (2)
above whose files contained information
of acts, activities, behavior, or asso-
ciation falling within any one or more
of the categories set forth in paragraphs
(2) through (8), inclusive, of Section 7
8(a) of the E.O. 10450, as amended . . . .... 492
The number of employees included in Items
(1) and (2) whose files contained infor-
mation of sex perversion 207
The number of employees included in Items
(1) and (2) whose files contained infor-
mation of conviction of felonies or mis-
demeanors
636
(6) The number of employees included in Items
(1) and (2) whose files contained any other
type or types of information described in
Section 8(a) of E.O. 10450 1455
Agencies were instructed in the request for information that if
a file contains information in more than one of the categories shown
in Items (3) to (6) above, it should be reported under each. Hence,
the totals of Items (3) to (6) inclusive are greater than the total
(7- number of individual cases. The above information is shown by indi-
vidual agencies in the table attached as Exhibit 3.
CONFIDENTIAL
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Although the program is working and progress is being made,
it cannot be reported that it is working perfectly. This is per-
haps to be expected in a program that requires a drastic reorienta-
tion from the loyalty concept of E.O. 9835 to the security concept
of E.O. 10450.
b, Major problem areas
The major problem areas in the development of the program are
as follows:
(1) There still remains some uncertainty as to what is a
"security determination" under the Order. The first
paragraph of the Order provides that "....all persons
privileged to be employed in the departments and agen-
cies of the Government shall be reliable, trustworthy,
of good conduct and character, and of complete and un-
swerving loyalty to the United States...." However,
Section 8(a) (1) of the Order, dealing with factors
to be considered in determining security insofar as
they relate to matters of suitability, provides that
these factors are to be considered in relation to the
"government employment to the national security." Thus,
the question arises as to whether an employee whose em-
ployment has no relation to the national security, such
as a kitchen helper in a Veterans/ Administration hospital,
or an animal attendant at the National Zoo, and who is
separated on any of the grounds mentioned in Section 8(a)
(1), is actually removed as a security risk under the
Order.
It has been emphasized to the security officers
of all departments and agencies that all terminations and
resignations coming within the purview of Section 8(a) of
the Order are to be reported as actions under the Order.
This point of view, however, has encountered, and contin-
ues to encounter, some misunderstanding because of the
wording of the first paragraph of the Order which, in
some quarters, has been taken to enlarge upon the provi-
sion of Section 8(a) (1) of the Order which relates
the employment to the national security.
Until uncertainty on this point is finally and
definitely resolved, the statistics obtained from de-
partments and agencies will continue to reflect this
uncertainty. The problem of interpretation discussed
in this subdivision is being presented to the Attorney
General for opinion.
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In considering this problem, it should be realized
that if persons removed on suitability grounds, even though
the employment has no relation to the national security,
are removed as security risks, the government will continue
to show year after year a large number of employees removed
as security risks. The question will arise as to why such
persons are appointed. No feasible, practical; or economical
method has yet been devised to determine, prior to appoint-
ment to a non-sensitive position, whether the applicant would,
after appointment, constitute a security risk. Any checks or
investigations to determine that matter take time, and if
appointment were held up for them to be completed, essential
work of the government in the non-sensitive labor and clerical
fields, with high turnover rates, would virtually halt. That
is the basis for appointing persons to non-sensitive positions
to serve conditionally, subject to the results of an investi-
gation.
(2) The larger departments and agencies with installations dis-
tributed on a world-wide basis have not perfected their
systems for obtaining promptly accurate statistics as to
actions taken under the Order. This involves methods of
internal control to insure accuracy in reporting actions
taken at the installation level. It appears that Some
time may be required to develop within the departments and
agencies satisfactory solutions to the problem.
(3)
Resources and facilities are not available to provide full
field investigations for all sensitive position cases. The
security regulations under the Order of the Department of
Defense, including the Departments of the Navy, Army, and
Air Force, the Department of Commerce, and the National
Advisory Committee for Aeronautics, provide that only the
most highly sensitive cases will receive a full field in-
vestigation, their remaining sensitive positions to re-
ceive ant. investigation less than the full field type. This
is usually of a national agency check or of a national agency
check and written inquiry type.
It would seem to be clearly in the interests of the
national security for a full field investigation to be made
for many of the sensitive positions which are now receiving
a lesser type of investigation. In view of the cost of a
full field investigation, there appears to be no immediate
solution to this problem. However, it should receive atten-
tion in the preparation of future budgets for these five
departments and agencies which are highly sensitive in rela-
tion to the national security.
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(4)
(5)
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Twelve departments and agencies initially reported to
the Commission as of December 30, 1953, that by the
end of the current fiscal year they would not have
completed and adjudicated all full field investiga-
tions for their sensitive positions. Generally,
these were among the largest departments and agencies.
Many letters were written and conferences were
held between the Commission, the Bureau of the Budget,
and representatives of these twelve departments and
agencies. As a result, it may be anticipated that most
full field investigations authorized for incumbents of
sensitive positions will be completed by June 30, 1954,
and that these cases will be evaluated by September 30,
1954. Certain complicated cases which involve hearings
and additional investigations may not be adjudicated by
September 30th. It is anticipated, however, that all
these investigated cases, including the complex and in-
volved ones, will be adjudicated by the end of the
calendar year.
Nine departments and agencies expressed doubt to the
Commission as to their ability to complete readjudica-
tion during this fiscal year of cases previously inves-
tigated under E.O. 9835. This is an unfortunate situa-
tion in view of the fact that a number of these cases
involve persons now in the government service whose
employment may be found to be inconsistent with the
interests of the national security under the standards
of E.O. 10450. All of these cases involve one or more
of the factors listed in Section 8(a) (2) through (8)
of E.O. 10450. Resources do not appear to be available
to complete this work during this fiscal year and at the
same time concentrate on completing before June 30, 1954,
all investigations or adjudications of sensitive position
cases requiring full field investigations. One factor in
this problem is that the service of security personnel in
the various agencies have had to be utilized on preparing
replies to the many calls for statistical information.
Shortly after the issuance of the Order, the Commis-
sion supplied the departments and agencies with lists of
all cases adjudicated by Regional Loyalty Boards under
E.O. 9835. These lists were for the purpose of assisting
the agencies in locating these files for review and re-
adjudication. Subsequently, the Commission received from
the Department of Justice a list of the names of persons
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investigated by the FBI under E.O. 9835. A total of
17,816 names was on the list. The Commission has
checked these names against its records of Federal
employment to find out which of the persons on the
list are still employed and, if so, in what agency.
This has been a time consuming operation. The Commis-
sion is now preparing cards on each case of present
employment to be used by the individual agencies in
reporting the results of final review or readjudica-
tion under the Order of each case listed for an agency.
(6) It is possible that some transfers were included in the
statistics reported to the Commission by agencies as sepa-
rations on their initial reports. Whenever a transfer was
properly identified, the Commission did not include it in
any statistics reported to the National Security Council.
Security officers have been advised that transfers are not
to be reported in connection with security actions under
the Order.
(7)
There has been some duplication in the rating of cases
by the Commission and employing agencies, the agency acting
on the basis of security considerations under the Order,
and the Commission acting under its standards of employee
suitability. As a means of reducing this problem, the Com-
mission, after clearance with the Attorney General and the
National Archives and Record Services, developed a method
of operation under which the file would not be transmitted
to the Agency in a national agency check and inquiry case
in which no derogatory information was developed. Instead,
the agency is advised that national agency check and inquiries
under E.O. 10450 have been completed with favorable results.
The agency is further advised that if it needs the file, it
may request it within 3 months and that the file will not be
retained after that time. These procedures save unnecessary
transmittal of papers, eliminates unnecessary accumulations
of files which have served their purpose, and relieves agencies
of the considerable burden of work in reporting to the Commis-
sion on a special card form the results of its decision in a
clear case. These cases, however, will be accounted for by
the departments and agencies in their periodic statistical
reports.
Some derogatory cases will continue to receive duplicate
ratings by the Commission and the employing agency. It is
recognized that this duplication may be warranted in dero-
gatory cases affecting the national security. However, this
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matter is receiving further attention in the Commission
looking toward review of derogatory cases in which it
has jurisdiction after the employing agency has made its
security determination.
c. Protection of employees rights under the Order
Section 14 of the Order provides that the Commission's continu-
ing study of the manner in which the Order is being implemented by
the departments and agencies, will include consideration of tendencies
"to deny to individual employees fair, impartial and equitable treat-
ment at the hands of the Government, or rights under the Constitution
and laws of the United States or this Order."
During the period May 28 to December 31, 1953, the Commission
received eight cases for clearance of records for reemployment of
employees who were removed under the provisions of the Order. These
eight cases are now in process under the provisions of the Act of
August 26, 1950 (Public Law 733, 81st Congress) and in accordance
with Section 7 of E.O. 10450, which provides in part that, "... no
person whose employment has been terminated under such authority
thereafter may be employed by any other department or agency except
after a determination by the Civil Service Commission that such per-
son is eligible for such employment."
In addition; a.number.of individuals came to the CommiSsion-to
discuss action taken in their cases. The provision's of the Order
were explained to them and they were invited to submit in writing
any complaints with reference to denial to them of fair, impartial
and equitable treatment at the hands of Government or rights under
the Constitution and laws of the United States and E.O. 10450. For
example, one such letter dated March 5, 1954 was received concerning
an employee who has been suspended without pay since August 21, 1953.
The letter reports that the suspended employee has not as yet been
given a hearing. The Commission is making inquiries into this case
to determine what action is warranted.
d. Appearances by Commission Chairman before Congressional Committees
On March 2, 1954, the Chairman of the Commission appeared before
the Senate Post Office and Civil Service Committee. His statement to
that Committee included, among other matters, a review of the history
of the security program, a summary of the results of the Federal
employees' loyalty program, a review of the provisions of Executive
Order 10450, and a report of agency actions broken down for each de-
partment and agency by broad categories of derogatory information for
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the period May 28 through December 31, 1953. This hearing of
March 2 was recessed and resumed again before the Committee on
March 10, 1954. The Chairman's original statement to the Senate
Committee on March 2 is attached as Exhibit 4 of this report.
His statement given to that Committee on March 10 is attached
as Exhibit 5. This statement contained the latest security
statistics which have been made public.
On March 4 and 5 the Chairman of the Commission appeared
before the House Post Office and Civil Service Committee. His
statement to this Committee was, in part, similar to the state-
ment he made to the Senate Committee. It included additional
statistical information received subsequent to his appearance
before the Senate Committee. His statement to the House Committee
is attached as Exhibit 6 to this report.
e. Possible method of strengthening the security program
The group of Federal employees who received only the minimum
checks under Executive Order 9835 were persons who were on the
Federal payroll as of September 30, 1947. Under Executive Order
9835, the names of these employees were checked only against the
fingerprint and subversive files of the FBI whereas persons appointed
after that date were given the full national agency check as well as
the written inquiries.
In two experimental studies, the Commission checked two sepa-
rate samples of 10,000 names each of these incumbent employees ?
against the Commission's own investigative records to find out if
these records contained derogatory loyalty information justifying
referral of the cases to the FBI for loyalty investigations. These
two studies were made respectively in May 1948 and March 1949. Of
the 20,000 names checked, in 40 cases derogatory information was
found to warrant referral of the case to the FBI for loyalty inves-
tigations.
The Commission's own records show that approximately 1,787,188
incumbent employees were on the Federal payroll at that time. Deduct-
ing the 20,000 which have already been checked, there would remain
1,767,188 names which were not checked against Commission investiga-
tive records under E.O. 9835. On the basis of these samples, at the
rate of 20 for each 10,000, if all of these names had been checked
against the Commission files, 3,534 additional cases would have been
developed for referral to FBI.
The question arises as to whether these names should at this
time be checked against Commission records. Each of these incumbent
employees was required to complete a form giving data on his personal
history (Standard Form 84). The Commission has a copy of each of the
Standard Form 84's completed by these incumbent employees. These
forms are filed by the employing agency. They are not arranged
alphabetically.
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It would be a large and relatively expensive operation to
check these approximately 1,767,188 names against the Commission's
records. They would first have to be checked against the Commis-
sion's investigative records to determine whether there was dero-
gatory information in the file. They would then have to be searched
against the Commission's records of Federal employment to determine
whether or not those employees are still employed. Then those cases
involving derogatory information falling under sub-divisions (2)
through (8) of sub-section (a) of Section 3 of the Order would be
referred to the FBI for investigation. It is not known how many
of those incumbent employees who were on the Federal payroll as
of September 30, 1947, are still employed. It is possible, however,
that as many as 3,000 additional investigations by the FBI might be
required.
We estimate the total cost to the Commission in alphabetizing
these cases, searching them through the necessary files, reviewing
the information in the files, and preparing these cases for referral
to the FBI, would be approximately $1,000,000. This does not include
the cost to the FBI of investigating and reporting these cases.
Funds for this work have not been included in appropriations for
the Commission or for the FBI. This matter is brought to the atten-
tion of the National Security Council since it represents a possible,
although expensive, method of strengthening the total security program.
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attav 0 116-0
1. Results of Agency Actions on Cases
a. Supplemental interim report for period from date of agencies'
initial report to Commission through November 30, 1953, prepared
for President's State of the Union Message
A supplemental interim report was prepared showing terminations
and resignations, involving derogatory information from the date of
the agencies' initial reports through November 30, 1953. This was
prepared for the President's State of the Union Message to the 83rd
Congress on February 2, 1953.
Terminations reported for this period were checked against
available Commission files. Those were eliminated in which the
reasons for terminations were apparently not connected with the
provisions of the Order. In summary, this supplemental report
showed the following:
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(1) Terminations:
(a) As a result of adjudications
under Sections 4, 5, and 110
of E000 1045000000000 0 0 175
(b) On appointee cases reported
by agencies on individual
card forms . . 0 ..... 0
Total terminations . 0
(2) Resignations:
(a) Prior to completion of adju-
dications under Sections 4,
5, and 110 of E.O. 10450 0 . 0 .
(b) Resignations prior to security
decisions in which individual
card forms from agencies were
noted "unfavorable report" . . 0 0 .
325
0 . 500
142
240
Total resignations 0
0 ..
. 382
Total terminations and resignations .
0 0
0
. . 882
The above total, when added to the total of 1,456 terminations
and resignations involving derogatory information reported by agen-
cies in their initial report to the Commission, gave rise to the
"more than 2,200" cases covering the period May 28 through November
30, 1953.
b. Information from agencies for period October 1 through December
31, 1953
For the period October 1 through December 31, a953, the Com-
mission received certified statistical reports from 73 depart-
ments and agencies in the Executive branch showing the action taken
on cases under the Executive Order. A photostatic copy of each cer-
tification has been furnished apart from this report to the National
Security Council. As has been previously pointed out, these reports
are not complete in view of the fact that information has not been
received from all the installations of the constituent departments
of the Department of Defense.. This applies not only to this sub-
section9 but also to the information given in sub-section "c" and
"d" of this section. These actions are summarized as follows:
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(1) Favorable determinations . . ?
27,969
(2) Suspensions during period 0000???
?
?
121
(3) Suspensions on which final decision
has not been made- . .......?
.
?
109
(4) Restoration after suspension (without
hearing) 00000000000 OOO
..
6
(5) Restoration after suspension (after
hearing) 000000000000 OO
..
4
(6) Terminations because of security ques-
tions falling within the purview of
Section 8(a) of E.O. 10450
(a) Without hearing . 0000 OO O
..
515
(b) After hearing . 00000?
?
?
18
(7) Resignations before determination was
completed
witeu` '
(a) When file was known to contain
unfavorable information under
Section 8(a) of the Order 620
(8) Applicant not appointed for security
reasons after investigation . .. 7,483
? Total (1) terminations, and (2) resig-
nations when file was known to contain
unfavorable information, and (3) appli-
cant not appointed for security reasons
after investigation 0000 .... .. 8,636
A complete consolidated report of these actions reported by
agencies to the Commission for the period October leto December
31 is shown in Exhibit 7. Shown in Exhibit 8 are actions taken
by individual agencies for the same period. Exhibit 9 gives a
further breakdown of information reported in column (b) of Exhi-
bit 7, by showing for each department and agency the action taken
on cases under Section 4 and 11 of the Order. Section 4 deals with
cases in which a full investigation was conducted under E.O. 9835
and which requires review or readjudication under E.O. 10450. Sec-
tion 11 deals with cases pending before the Loyalty Review Board or
Regional Loyalty Boards which were remanded and referred to agencies
for decisions under E.O. 10450.
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c. Revised information from agencies for period May 28 through Sep-
tember 30, 1953
Experience developed since the Commission's first report to '
the National Security Council indicated that errors had been made
in the reports of agencies! actions furnished the Commission for
inclusion in that report. The information furnished on individual
card forms for each case was not adequate. The Commission, therefore,
requested all departments and agencies to furnish a certified statis-
tical report for the period ,May 28 through September 30, 1953, on
(1) all terminations because of a security question falling under
the purview of Section 8(a) of E.O. 10450, and (2) all resignations
for that period before determination was completed and the file was
known to contain unfavorable information under Section 8(a) of the
Order?-.46v4NZ?
It was recognized that this request imposed a considerable
burden of work on the agencies. The Commission undertook to assist
agencies as much as possible in this woirk. We made an extensive
check of cases reported on the, card forms as terminations for the
period and eliminated those cases in which it appeared the action
was taken for reasons not connected with security under the Order.
In addition, we checked approximately 3,000 cases which were re-
ported as discontinued during the period to ascertain whether or
not there was derogatory information falling under Section 8(a) of the
Order in the file at the time the individual left the service.
These cases were then listed for that period by case name for
each department and agency. We advised security officials of depart-
ments and agencies with the most complex reporting problems, including
the military departments under the Department of Defense, that these
lists were available for their use in locating their cases previously
reported on individual card forms. Many of these individual card
forms were received from the installation level. These lists have
proved of considerable value, particularly to the larger agencies,
in locating their cases so that they could determine whether or not
these were properly reported under the Order.
In reply to its request, the Commission has now received from
departments and agencies certified statistical reports for the
period May 28 through September 30, 1953, on terminations and resig-
nations falling under Section 8(a) of the Order. As previously indi-
cated, reports from some departments, particularly the military de-
partments, are incomplete and contain information on those cases
which could be promptly located, including those cases located with
the aid of lists furnished by the Commission. A photostatic copy of
each such report has been furnished separately to the National Security
Council.
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The actions reported by the agencies in response to the
Commission's request is smimPrized in the table immediately
below.
Agency Actions Relating to Terminations and
Resignations Involving Information Under Section 8(a) of
E.O. 10450 for the Period May 28 through September 309 1953
as Shown by Agencies' Certifications
Terminations because of security questions
falling within the purview of Section 8(a)
of E.O. 10450
(a) Without hearing .
(b) After hearing .
0 0 0 0 0 0 0 0 0 0 0 0
Resignations before determination was
completed
...
538
(a) When file was known to contain
unfavorable information under
Section 8(a) of the Order . 780
Total . ? ? . . ? 0 0 . 0 1,333
d. Information from agencies combined for period May 28 through
December 319 1953
Combining the new information reported for the previous
period with the information reported for the current period re-
sults in a total of 2,486 cases involving such terminations and
resignations for the period May 28 through December 310 1953.
These actions are summarized in the table immediately following:
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Agency Actions Relating to Terminations and
Resignations Involving Information Under Section 8(a) of
E.O. 10450 for the Period May 28 through December 31, 1953
As Shown by Agencies' Certifications
Terminations because of security questions
falling within the purview of Section 8(a)
of E.O. 10450:
(a) Without hearing 1,053
(b) After hearing 33
/
Resignations before determination was
complet6d!
4,i?,4na?
(a) When file was known to contain unfavorable
information under Seetion 8(A) of the
Order 1,400
Total 2,486
e. Agency actions on terminations and resignations by four-way break-
down oT categories of derogatory information
Agency action on terminations and resignations by four-way
breakdown of categories of derogatory information for the period
May 28 to December 31, 1953, is shown in Part I, Section 2, page 4,
and in Exhibit 3 of this report.
f. Elements of problem of getting accurate information from agencies
The most complex and difficult problem encountered in the early
months of experience under the Order has been that of obtaining accu-
rate information as to the actions taken by the agencies on cases
originating under the Order. This can readily be understood by con-
sidering the following matters which contribtted to the problem:
(1) There are many subsidiary offices distributed throughout the
United States and its territories and possessions, from which
the departments and agencies must obtain m4ch of the basic data.
The large number of employees involved in the reporting proce-
dures enhances the possibility of errors in reporting and in-
creases the difficulty of enforcing uniform reporting practices.
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Initially, the system did not provide for supervision of re-
porting methods and practices followed by various installa-
tions throughout the world. The result was that individual
case reports were sent direct to the Commission from the
establishment level.
(2) Many employees engaged in collecting and reporting information
on actions by agencies were working with a new reporting system
in a field which in itself was new to them.
(3)
(4)
There was doubt on the part of agency reporting officials as
to what constituted a security decision. For example, if an
investigation of a laborer in a non-sensitive position dis-
closed a serious arrest record and the agency decided to remove
him under regular Civil Service procedures as an undesirable
employee, should such a decision be regarded as a security
decision under the Order? Some Security Officers pointed to
the language in Section 8(a) (1) which indicates that for the
types of derogatory information referred to under Paragraph (1)
of Section 8(a), the action to be taken depends upon the "rela-
tion of the Government employment to the national security."
Some reporting officials felt that if the government employment
had no relation to national security, a removal action should
not be a security determination, even though the case originated
under the investigative provisions of the Order and even though
the first paragraph of the Order provides that "... the interest
of national security require that all persons privileged to be
employed in the departments and agencies of government shall be
reliable, trustworthy, and of good conduct and character..."
There are different types of actions and cases to be reported.
It is difficult to insure that each is reported in its proper
category and the same case not reported again in another cate-
gory, for example, that Section 4 or Section 11 cases under the
Order are not reported as Section 5 cases.
Progress made toward solving the reporting problem
Much progress has been made towards solving the total problem
of getting accurate information on agency actions, although because
of the inherent complexities cited above, some revisions in previous
reports will probably continue to be necessary from time to time. A
meeting was held on December 21, 1953, of the security officers of
all departments and agencies at which the Attorney General of the
United States and the Chairman of the Civil Service Commission were
present. The difficulties described in paragraph (3) above were
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tag
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among the matters fully discussed at this meeting and general
oral directives were given as to what constitutes a security
decision and as to the proper reporting of separations, whether
voluntary or involuntary.
Substantial progress has been made in the methods of obtain-
ing information from agencies on actions taken under the Order as
will be seen from the following review of the development of these
methods. Instructions originally issued by the Commission to all
departments and agencies regarding the establishment in the Commission
of the Security-Investigations Index, as required by Section 9(h) of
the Order, provided that agencies should report these actions on all
cases originating under the Order to the Commission. Prior to the
effective date of the Order, special card forms were devised for this
purpose, (1) CSC Forms 3746B for reporting all cases investigated by
the Commission or investigated by the Federal Bureau of Investigation
and transmitted to the agency by the Commission, and (2) SF 80 for
reporting on cases investigated by the agencies. These two forms
are shown in Exhibit 10.
Information from these card forms was supplemented by informa-
tion received in reply to a questionnaire dated October 5, 1953,
issued to all departments and agencies. This questionnaire was
designed in part to obtain information relating to agency action
on (1) cases in which a full field investigation had been conducted
under E.O. 9835 and which required review or readjudication under
Section 4 of E.O. 10450; (2) cases which had beeh investigated by
agencies themselves; and (3) on cases pending before the Loyalty
Review Board or Regional Loyalty Boards which were remanded and
referred to agencies for decision under Section 11 of the Order.
Errors made by agencies in reporting their actions on card
forms for individual cases and the extensive work done by the
Commission in attempting to eliminate from statistics the cases
incorrectly reported, has been previously discussed in this report
(see page 14 above). The method of reporting by a card form
on each case was far from satisfactory in that it placed the burden
on the Commission of deciding whether a'case reported by an agency
under the Order was in reality a security case.
Thereafter, in order to obtain agency decisions in their own
security cases, to place the responsibility for accurate reporting
on the agency through certification of the information reported, and
to provide for statistical control within each department and agency,
the Commission developed a standard form for obtaining certified
quarterly reports of agency actions under the Order. This form,
Standard Form 77, contains detailed instructions as to how it should
be completed. A sample copy is attached to this report as Exhibit 11.
In developing this form, representatives of the Commission conferred
with Sub-Committee 4 of the Interdepartmental Committee on Internal
Security.
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It will be noticed that SF 77, as now used, lumps all deroga-
tory information falling under the provisions of Section 8(a) of
E.O. 10450 as security questions. The original draft of this form
provided for the breakdown between:
(1) "Terminations effected because retention in employment was
not found to be clearly consistent with the interests of
national security, depending on the relation of the govern-
ment employment to the national security and the requirement
for complete and answerving loyalty to the United States,
regardless of whether the termination was effected under
Public Law 733 or by other procedures."
(2) "Terminations as a result of adverse information developed by
investigation but not effected for security reasons."
This proposed division was designed to clarify interpre-
tations under which some agencies reported terminations because
of derogatory information under Section 8(a) of the Order as
"security decisions," without considering the relation of the
employment to the national security while other agencies did
not report as "security decisions" terminations for reasons
stated in Section 8(a) (1) of the Order when the government
employment had no relation to the national security. The
form as finally completed did not contain this revision.
Despite any remaining uncertainty as to what consti-
tutes a security decision, it can be reported that the
present method of reporting has worked more satisfactorily
than methods previously used.
The Commission worked closely with security officials of
agencies concerning the proper use of this form and will, of
course, continue to do so. If the form works out satisfacto-
rily, with such amendments as experience shows to be necessary,
it is believed that the long-continuing problem of getting
adequate and accurate information as to agency actions under
the Order will be largely solved. This is, of course, depend-
ent upon action by the departments and agencies in setting up
dependable reporting systems ahd insisting on strict and
uniform reporting procedures in accordance with instructions
on Sf 77. The adequacy of an agency reporting system is an
item covered carefully in the Commission inspection of agencies
under Section 14 of the Order. The Commission will continue
to give this matter close attention in subsequent inspections.
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h. Action taken in case of a transfer in which there is a file con-
taining derogatory information under Section 8(a) of the Order
From reports appearing in the press, the impression arises
that in many cases persons are reported as separated because of
derogatory information falling within Section 8(a) of the Order
when they may have merely transferred from one agency to another,
or to a new agency created in whole or in part from an existing
agency. In actual fact, in compiling the statistics given thus
far in this report, the Commission removed every case which was
identified by the agency as a transfer. It is possible that some
transfers are included in these statistics because they are shown
by agencies as separations and not otherwise shown as transfers;
This applies to transfers from the Department of State. It
appears that in the Department's original report, it reported
some transfers and separations. In subsequent reports it iden-
tified some of its cases as transfers and these were not included
in the statistics.
It should be borne in mind that if a person transfers from
one agency to another, he does not thereby escape a security deter-
mination. There are several safeguards to insure that in a case
involving derogatory information, the gaining agency is advised as
to the derogatory information. In the first place, Commission in-
structions to agencies in the Federal Personnel Manual provide that
in the case of an indefinite or job appointment of a present Federal
employee, the appointing officer of the gaining agency will check
with the losing agency to ascertain whether or not there is any
derogatory information about the nominee in his personnel or
security file prior to effecting the personnel action. He will
make his decision on the contemplated action according to the nature
of information in these files. Furthermore, the Commission's Service
Record Division is notified of all transfers. These notifications
are checked against information in the Commission's Security Investi-
gations Index established and maintained under E.O. 10450. If there
is a record of derogatory information in that file concerning employees
who transfer, the Commission conducts any additional investigation
which may be required. It furnishes a copy of the investigative
report to the gaining agency unless the Commission finds the person
disqualified under its employment suitability standards and instructs
the agency to remove him. If a previous investigation has been con-
ducted by the FBI under E.O. 9835 or E.O. 10450, the agency is pro-
vided with a copy of the report for security determination. These
procedures are designed to prevent an employee escaping a security
determination by transferring from one agency to another.
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2. Action by the Civil Service Commission on Cases Originating Under the
Order in which it has Jurisdiction
The statistics given in Part II, Section 1, of this report do not
reflect all adverse-actions taken on cases arising under the investiga-
tive requirements of the Order. In the cases of applicants for, or new
appointees to positions in the competitive service, the Commission deter-
mines whether or not they qualified on the basis of the Commission
employment suitability standards and rates ineligible or directs dismis-
sal where standards are not met. These standards approximAte those con-
tinued in Section 8(a) of the Order.
These standards are applied to competitive cases investigated by the
Commission and by the Federal Bureau of Investigation under Section 8(d)
of the Order, including those in process on the effective date of the Order.
They are not at this time applied to competitive cases in an agency which
conducts its own investigations. That matter is now receiving attention in
the Commission to determine whether or not these cases should be referred
to the Commission for post audit.
The Commission records of investigated cases closed during the period
May 28 through December 31, 1953, show the following:
Applicants rated ineligible 124
Appantees whom the Commission in-
structed the agency to separate 764
By respective reporting periods, this total breaks down as follows:
Period May 28 through September 30, 1953
Applicants rated ineligible 5
Appointees whom the Commission in-
structed the agency to separate . . 618
Period October 1 through December 31, 1953
Applicants rated ineligible 119
Appointees whom the Commission in-
structed the agency to separate . . . 146
It is emphasized that the Commission's decisions in these cases are
not security decisions under the Order. They are findings by the Com-
mission that the competitive applicants or appointees were disqualified
under the standards ofvemployment-. suitability which for the most part
the Commission has followed for many years. Agencies are instructed m21,
to report to the Commission on Standard Form 77 terminations specifically
directed by the Commission for the obvious reasoh that such dismissals,
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excluding subversive cases covered in items 2 through 8 of Secfion 8(a)
of the Order, are not based on security considerations but rather relate
to the general field of suitability which term has been used and has been
well understood since 1883.
When derogatory information develops in a competitive case origi-
nating under the Order and being investigated by the Commission as a
national agency check and inquiry case, the Commission immediately ad-
vises the employing agency of the substance of the information. This
is done to afford maximum security protection to the agency.
In transmitting the information, the Commission advises the agency
that it is proceeding with its rating of the case and asks the agency
to report any adverse action it takes prior to receiving notice of the
Commission's final action. This is done to avoid duplication of action.
In many cases, the agency removes the employee on the basis of the
advance information furnished by the Commission. When this is done, it
is unnecessary for the Commission to continue with the case. In other
cases the advance information is not sufficiently conclusive in the
agency's opinion to warrant the employee's removal. In these cases the
Commission continues with its action on the case and, when warranted,
instructs the agency to separate the employee.
In competitive cases under the Commission's jurisdiction in which
a full field investigation is made by the Commission or by the Federal
Bureau of Investigation under Section 8(d) of the Order, the agency is
immediately furnished with a complete copy of the investigative file in
order that it may take any necessary action required by security considera-
tions. The Commission at the same time proceeds with its own handling
of the case to determine whether the employee is qualified on the basis
of the Commission's suitability standards. As pointed out previously,
these standards approximate those given in Section 8(a) of the amended
Order, including those under paragraph (1), as well as those in paragraphs
(2) through (8) of that section.
On page 8 of this report will be found a discussion of duplication
in the rating of cases by the Commission and the security findings of the
employing agency. That page also shows the new procedures of the Commis-
sion under which cleannational agency checks and written inquiries are not
furnished the agency, thus eliminating duplication in the handling of those
clear cases.
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3. Investigation of Employees in Sensitive Positions
There were a number of significant developments during the quarter
covered by this report with respect to processing cases of employees in
sensitive positions to which the provisions of Section 3(b) of the Order
apply. The necessity of completing the processing of these cases as
rapidly as possible was brought strongly to the attention of Personnel
Security Officers of all departments and agencies.
At the request of the Attorney General, a meeting was held of all
Personnel Security Officers on December 21s 1953. At this meeting the
Attorney General pointed out the urgent need for promptly completing
the investigations of employees in these positions. He indicated that
very substantial progress under the Order could be shown if all cases
of this type could be processed by the end of the fiscal year. It was
emphasized that the work should be done with existing facilities and
additional appropriations were to be considered only as a last resort.
As agreed upon in the meeting, the Commission requested all de-
partments and agencies to furnish information by December 30, 1953, con-
cerning the completion of investigations and determinations for these
sensitive positions. Shown immediately below are the questions asked
each department and agency and the totaled replies received with refer-
ence to the situation as of December 30, 1954:
(1) How many positions in your department or agency have been
classified as sensitive? . GOO ?0000? 0 0 551,726
(2) How many full field investigations of occupants of
sensitive positions remain to be completed under the
requirements of Section 3(b) of E.00 10450? . . 30,975
(3) Can all full field investigations be completed and
such cases processed, at least up to the head of
the department or agency for decision, by the end
of fiscal year 1954? . ?0?00? 0 0 0 00 G All but 12
answered nyes?. (See
discussion below.)
(4) If all such cases cannot be processed, at least up to
the head of the department or agency for decisions by the
end of the fiscal year:
(a) Will it require additional personnel to complete
the job? It so, how many? eoe???,oto ? 693 needed
(b) Will it require additional appropriation to complete
the job? If so, how much? ? ? 0 0 0 ? 0 0 .$4,418s550
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It is emphasized that the estimated needs reported in reply to items
(3) and (4) above were the original estimates of departments and agencies
as of December 300 1953, and do not reflect current estimates and needs
as shown on the three pages immediately following.
It is important to note that all the positions shown above as sensi-
tive do not require full field investigations. For example, the Depart-
ment of the Air Force reported 130,000 sensitive positions of which only
17,000 are considered to require full field investigations. The Depart-
ment of the Army reported 250,000 sensitive positions of which only 25,000
require full field investigation. The Department of the Navy reported
100,175 sensitive positions for which only 1,500 require full field in-
vestigations. The Department of Commerce reported 13,149 sensitive posi-
tions of which only 660 require full field investigations.
These four departments, together with the Department of Defense and
the National Advisory Committee for Aeronautics, have provisions in their
security regulations under which only the most highly sensitive positions
require full field investigations and the remaining sensitive positions
require investigation that is less than the full field. These six
agencies have received from the Attorney General approval of these regu-
lations. This explains in part the wide difference in the total of
551,726 sensitive positions reported under item (1) above and the 30,975
sensitive positions reported in reply to item (2) above. The 551,726
figure includes a great many sensitive positions in the six departments
and agencies mentioned which do not require full field investigations.
The twelve agencies which answered in reply to question (3) above
that they could not complete their full field investigations for sensi-
tive positions and process such cases, at least up to the head of the
department or agency for decision by the end of the fiscal year, were
the following:
Department of the Air Force
Department of the Army
Department of Commerce
Federal Mediation and Conciliation Service
Federal Trade Commission
U. S. Information Agency
Department of Justice
Department of the Navy
National Advisory Committee for Aeronautics
Rubber Producing Facilities Disposal Committee
Department of State
Department of the Treasury
Letters were written to nine of these departments and agencies stres-
sing the importance of completing these cases expeditiously and asking
what additional steps, including conferences with Bureau of the Buclget
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officials, could be taken to make possible the completion of these in-
vestigations before June 30, 1954. Conferences were held with the re-
maining three agencies. As a result of this correspondence and numerous
conferences between the agencies concerned, the Commission, and the Bureau
of the Budget, the following information has been developed:
The Department of the Air Force, the Federal Mediation and
Conciliation Service, the U. S. Information Agency, and the
Department of Commerce, expect to have their full field
investigations completed without additional funds.
The Department of the Army anticipates that it will complete
the majority of full field investigations required for incuMbent
employees in sensitive positions during this fiscal year. If the
full field investigations are not completed by that deadline,
incumbents will not be permitted to occupy sensitive positions
without the minimum of a national agency check t No additional
funds have been requested by the Depaitment for this work.
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The Federal Trade Commission is considering organiza-
tional changes which will effect the number of its sensi-
tive positions. It reported that it does not know how many
sensitive positions will be effected, but stated that every
effort will be made to complete all necessary full field
investigations before the close of fiscal year. As of the
date of this report, no additional funds have been requested
of the Bureau of the Budget.
The Department of the Navy reported on February 24,
1954, that the objective would be most difficult, if not
impossible, to achieve because of difficulties in connection
with assembling and collating data from the field, and train-
ing qualified personnel. It advised that it was gathering
precise data from the field and would furnish additional in-
formation when a more concrete appraisal was possible. It
has no current request for additional funds for this work.
The National Advisory Committee for Aeronautics reported
that it had received approval of changes in its security
regulations which had the effect of requiring a full field
investigation for only its most highly sensitive positions,
the remaining sensitive positions to receive less than a full
field investigation. Under this change in its regulations,
it reported it will have completed investigation of its sen-
sitive positions prior to June 30, 1954:without additional
funds.
The Department of State arranged, after conferences
between officials of the Bureau of the Budget and Civil
Service Commission, to have 100 Commission investigators
detailed to the Department for the remainder of the fiscal
year. These investigators reported to the Department on or
about February 230 1954. With their help, the Department
expects to complete the investigations of incumbents of
sensitive positions by the end of the fiscal year. It is
understood, however, that the Department will require addi-
tional funds in connection with the detail of these inves-
tigators.
On the basis of information presently available, it
appears that the Departments of Justice and Treasury will
need additional funds in order to complete their sensitive
position cases by the end. of the fiscal year.
It is the Commission's understanding that the Bureau of the Budget
has under consideration a proposal which would provide funds for substan-
tial completion of full field investigation of the incumbents of sensi-
tive position cases by the end of the fiscal year. As indicated above,
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these funds would be needed principally for the Departments of Justice,
Treasury, and State. It is also.our understanding that the addtional
funds needed are in the neighborhood of $1,200,000 and that the proposal
under consideration by the Bureau of the Budget does not contemplate
requesting supplemental appropriations.
Present objectives are to push with all possible vigor towards
completion of investigations of employees now on the payroll in sensi-
tive positions by June 30, 1954, and to complete evaluation of these
cases by September 30, 1954, except for certain complicated cases which'
involve hearings and additional investigations. Under these objectives,
it is contemplated that'all such cases, including the complicated and
involved ones, will be completed by the end of the calendar year.
It is recognized that the many calls which have been made on de-
partments and agencies for statistical information have required the
time of security personnel and to that extent have made them unavailable
for evaluation work on sensitive cases and readjudication of cases pre-
viously investigated under E.O. 9835,
4. Readjudication of Cases Previously Investigated
On November 30, 1953, the Commission requested all departments and
agencies to report on all cases in which a full field investigation had
been conducted under E.O. 9835 which require review and readjudication
under Section 4 of E.O. 10450. Specifically, replies were requested to
the following questions:
a. How many cases falling under the provisions of Section 4 of
E.O. 10450 remain to be reviewed and adjudicated under the
standards of the Order in your department or agency?
b. Will you complete this phase of the work in the current
fiscal year?
c. If you estimate that you will be unable to complete this
review and readjudication in the current fiscal year, fur-
nish a statement expla.ning the reasons for being unable
to do so.
Information reported by agencies as of December 20, 1953, in response
to the request showed a total of 9,022 of subject cases remaining for re-
view and readjudication. On the table shown as Exhibit 9 in this report,
this number has been reduced to 4,978 cases remaining. The difference
amounts to 4,044 cases. This does not mean that these 4,044 cases were
revised and adjudicated between the time of the report made in response
to the Commission's request of November 30th and the submission of Stand-
ard Form 77 for the period October 1 to December 31, 1953. In a number
of these cases, agencies found on further checking that the employee was
no longer on the payroll.
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In response to the Commission's request of November 30, 19532 nine
agencies expressed doubt as to whether they would be able to complete
the work on these cases in the current fiscal year. Their reasons are
summarized below.
The Federal Mediation and Conciliation Service and the Federil
Trade Commission with three cases each for handling under Section 4 of
the Order, stated that their cases included that of an employee in each
agency who is on extended leave in a foreign country. They would com-
plete their cases except for the two which involve employees mi. such
extended leave.
The Foreign Operations Administration, the Department of Health,
Education and Welfare, the U. S. Information Agency, the Post Office
Department, and the Veterans Administration, advised that while it
was their intention to try to complete all cases during the present
fiscal year, contested cases, and some cases involving suspensions
and hearing procedures might be carried over into the next fiscal year.
The Post Office Department and the Veterans Administration indicated
that the size of their respective workloads raised a question as to
whether they would be able to complete the cases during this fiscal
year.
The Department of the Navy indicated that it expected to have all
these cases under active consideration at least by June 30, 1954, but
did not believe that, with their present resources, review and readju-
dication could be completed on all cases by that date.
The Department of State reported that it would probably be able to
complete approximately one-half of its case workload during this fiscal
year.- The principal reason given was lack of qualified personnel for
evaluation. As was previously pointed out in this report, 100 investi-
gators from the Civil Service Commission have been detailed for the
remainder of the fiscal year to the State Department to help on the
investigation of the Department's sensitive cases. It is possible that
this will release employees for work on evaluating cases. Thus the
Department of State may make more progress, on these cases than was
originally indicated.
The information furnished by agencies in response to the Commis-
sion's request on November 30, 1953, was made available to the Attorney
General.
The unfortunate aspect of this situation from the standpoint of
the natialsecurity is discussed on page 7 of this report.
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29
The adtion taken by the Commission in furnishing agencies with
the names of their present employees who were previously investigated
under E.O. 9835 is discussed on pages 7 and 8 of this report. These
pages include information as to the Commission's action on the list
of names investigated by the FBI under that Order, which list was
furnished to us by the Department of Justice.
Agency Security Regulations Under Executive Order 10450
The Commission has received from 66 departments and agencies copies
of personnel security regulations issued pursuant to Executive,Order 10450.
The Commission has worked closely with the Department of Justice to insure
that that Department has regulations from each department and agency. In
some cases it has been necessary for the Commission to follow up with de-
partments and agencies in order to supply, agencies' regulations to the
Department of Justice.
The Department of Justice has advised that it has completed review
of the great majority of the agency regulations it has received. In some
cases the regulations were defective and were returned to the agencies
for correction. The Department of Justice is proceeding with its review
of all regulations received and has advised that it expects to complete
its review of these regulations prior to March 31, 1954.
Security regulations have not been received from agencies listed
below because of special situations:
(1) The Government Contract Committee, which replaced the
Committee on Government Contract Compliance, has its
personnel security matters handled by the Department
of Labor.
(2) The Commission on Organization of the Executive Branch
of the Government advises that it is operating under
E.O. 10450 by administrative action and a report will
be submitted at a later date with regard to its internal
policy.
Personnel security matters for the Committee on Retire-
ment Policy for Federal Personnel are handled by the
Civil Service Commission.
The National Security Council has an operating relation-
ship with Central Intelligence Agency; therefore, security
regulations under E. O. 10450 have not been issued.
fIrt RI
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(5)
? 30 7
The Selective.Servioe SirateM is handling security matters
for the National Security Training Commission.
(6) The Federal Bureau of Investigation conducts investiga-
tions of all personnel employed by the White House.
(7)
The Farm Credit Administration has advised that its
regulations are in final draft form and will be sub-
mitted both to the Department of Justice and the Civil
Service Commission as soon as possible.
(8) The Commission had not as yet received regulations on
a personnel security program for Soldiers' Home.
6. Inspection of Agencies Security Programs
a. Inspections completed
Inspections of security operations in the following depart-
ments and agencies were completed during the period May 28 through
December 31, 1953:
Civil Service Commission
Government Printing Office
Department of the Air Force
Veterans Administration
Interior
National Labor Relations Board
National Advisory Committee for Aeronautics
Department of the Nayy
Department of the Army
cciispectiohkrot-the'security'operationt ih,the following
agencies were completed after December 31, 1953:
U. S. Post Office Department
Federal Trade Commission
Inspections of the security operations are in progress in the
Housing and Home Finance Agency, the Federal Mediation and Concilia-
tion Service, and the Department of State.
b... Primary Objectives of Inspections
The initial inspections in the departments and agencies have
as their primary objectives the following:
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(1) The examination of organizational structure, pro-
cedures and regulations pertaining to personnel
security.
(2) The examination of the records systems maintained.
(3) The number and method of designating sensitive
positions.
(4) Progress made in reviewing and evaluating or adju-
dicating pending loyalty and security cases.
(5) Assisting agencies with their personnel security
problems.
Attached as Exhibit 12 is a copy of "Instructional Guides for
Agency Appraisal Inspections Under Section 14 of Executive Order
10450." This was prepared by the Commission's Security Appraisal
Office for the use of the Commission's Security Appraisal Officers.
c. Comments and observations on the basis of inspections completed
(1) In the inspection of the Department of the Army, it was, found
that multiplicity of adjudicative and review actions have been
established to the extent that there might be serious delays in
the agencies' operations under the Order. Review of certain
cases containing derogatory information, as defined in Section
8(a) of the Order, indicates that such cases may be considered
at eight adjudicative levels, including three boards. While
these procedures give added safeguards to the individuals in-
volved, they may have been extended to the point of impeding
the agency's adjudicative work. An effort has been made to
improve this situation by calling attention to the matter by
letters addressed to the Secretary of the Department of the
Army and to the Attorney General. Replies to these letters
have not yet been received in the Commission.
(2) From an inspection of the transcript of a hearing held by a
security board and further inquiries made by the Commission,
it was evident that the legal officer and the chairman of that
board had both engaged in objectionable questioning of certain
witnesses at the hearing. Such questions were apparently in-
tended to impeach the credibility of the witnesses. However,
the questions were in violation of security requirements since
they indicated plainly to the subject and his attorney that
the witnesses had been confidential informants of two Federal
investigative agencies in other cases involving persons in the
same community.
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,
(3)
(4)
(5)
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Accordingly, the matter was referred to the heads of the two
agencies, One of which employed the legal officer and the
other the chairman of the board. The results of such referral
have not been received by the Commission.
In this saute case, it appears that there may have been
an unreasonable delay in reaching a final decision. This
Commission is making further inquiry into this feature of
the case.
Most of the agencies inspected have been slow in beginning
actual operations under the security program. The reasons
apparently were lack of funds and personnel to institute
promptly and carry on full scale operations under the
Executive Order. In some instances, there was some misunder-
standing of the purpose of the change-over from the narrower
coverage of the loyalty program to the broader security plan.
Review of specific cases of various types, as a part of the
inspections, indicates for the most part that the departments
and agencies are making an honest effort to apply the standards
of the new security Order.
So far as could be learned by inspection, the regulations for
procedures in the several departments and agencies are in sub-
stantial conformity with the Executive Order and model regula-
tions proposed by the Attorney General thereunder. In the
inspection of the military departments, divergencies were
noted with respect to the investigative requirements for the
clearance of persons employed in sensitive positions. This
matter has been previously discussed in this report. (See
pages 6, 24, and 25.)
(6) Inspections disclosed that there has been considerable varia-
tion in the agencies' understanding or interpretation of what
constitutes a sensitive position. The lack of funds or resources
to obtain the full field investigations required for sensitive
positions apparently has influenced the designation of such
positions.
(7)
In some of the inspections of the larger agencies, it was appar-
ent that the security officers lack sufficient total personnel,
as well as properly trained evaluators, to review and readjudi-
cate before the end of the present fiscal year those cases which
arose under E.O. 9835 as required by Sections 4 and 11 of E.O.
10450. This problem is discussed in pages 7, 27 and 28 of this
report.
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(8) Inspections revealed that operations under the program have, in some
cases, been delayed pending completion of, and decision on, full field
investigations of personnel engaged in security work. The results of
investigations in some instances required changes in such personnel
and additional investigations to clear other persons to fill those
?sensitive positions.
(9) Inspections have indicated that most of the agencies covered by
inspections were slow in setting up adequate records and case controls
systems to enable them to operate most efficiently under the Executive
Order and to furnish required statistics showing the status of speci-
fic cases. The introduction of Standard Form 77 has served to improve
the agency records and cases control systems.
(10) The fact that the heads of Some departments and agencies have not
delegated the authority to suspend employees has in some instances
caused undue delay in effecting those actions. It is obvious that
the many exacting duties and responsibilities of an agency head makes
it practically impossible for him to review, without interruptions and
delay, voluminous case files for the purpose of determining promptly
whether or not individuals should be suspended.
(11) One of the most beneficial aspects of the inspection program is the
assistance and guidance the security appraisal officer is able to
give the personnel security officer during the course of an inspec-
tion. Questions asked by the security appraisal officer often give
the security officer indications as to the matters of greatest im-
portance in the security program. On the basis of information obtained
during previous inspections, the security appraisal officer is able to
give the security officer valuable information regarding the procedures
followed in other departments and agencies, which procedures the
security officer often adopts. This tends to promote the efficiency
of the operations of the various security offices and brings about
greater procedural uniformity.
7. Personnel Security Officers
In the letter dated September 2, 1953, to all departments and
agencies, the Commission pointed out the necessity for having highly
qualified persons to serve as personnel security officers and to
review and evaluate reports made under the Order. The letter re-
quested all of these agencies to furnish the following information
too for each personnel security officer:
1. Name and Title.
2. Chart showing organization location of position.
3. Date appointed or designated.
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4. An up-to-date official position description.
5. An up-to-date Form 57 or other statement of the
incumbent's experience and qualifications.
6. A statement concerning the standards which were
applied in determining qualifications.
7. The classification grade and series of the position.
Information received in response to this request showed that all
departments and agencies now have available the services of Personnel
Security Officers or of officials serving in that capacity. In some
of the smaller agencies the position is not a full-time one and its
functions are combined with those of some other official. The depart-
ments and agencies reported a total of 74 employees serving as person-
nel security officers.
The Commission conducted a study of the personnel and qualifications
information submitted in response to the letter of September 2, 1953. As
an outcome of this study, and after consultations with a subcommittee of
the Interdepartmental Committee on Internal Security and with a group of
agency personnel officials, the Commission prepared qualifications stand-
ards for the position of personnel security officer.
These qualifications standards have been issued to all departments
and agencies by Departmental Circular No. 743. A copy of this circular
with the qualifications standards attached are included in Exhibit 13
of this report. These new standards are for immediate application to
personnel security officer positions in the competitive service. They
apply to incumbents as well as to prospective employees and to persons
appointed for part-time as well as full-time assignments. Special
provision is made for persons now occupying the position who fail to
meet these standards. For suchvempIoyees the agency can make arrange-
ments with the Civil Service Commission for a training agreement. The
Departmental Circular which established these standards, points out that
the subcommittee of the Interdepartmental Committee on Internal Security
suggested that they would prove useful as guidelines for appointments
to personnel security officer positions in the excepted service.
The Commission is fully aware of the importance of personnel
security officers to the success of security programs and, therefore,
insists on high qualifications for persons serving in these positions
insofar as its jurisdiction extends over the competitive service. Our
qualification standards were prepared with that realization in mind.
Equally high standards should be followed by those departments and
agencies in which the position is excepted from the competitive service.
The Commission's qualification standards include a requirement for
a full field investigation for the position of Personnel Security Officer.
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Information available to the Commission at this time indicates that this
requirement has not been met for the Personnel Security Officers of
the Indian Claims Commission, Smithsonian Institute and the Tax Court
of the U. S. The Commission has called attention of these agencies
to the requirement for a full field investigation for this position.
8. Security Hearing Board Rosters
Eight departments and agencies, exclusive of the Department of
Defense, requested and received the departmental security hearing board
roster during the period from October 1, 1953, to December 319 1953.
Five such requests have been received since January 1, 1954. The Com-
mission's regional offices received requests from 80 agencies for field
service security hearing board rosters prior to January 19 1954, and
received 64 such requests during the period from January 1 to March 9,
1954.
The number of requests for the departmental and field service
rosters is not an indication as to the number of hearings held under
the Order inasmuch as an agency may set up hearing boards for any
number of cases as a result of a single request for a security hearing
board roster.
A copy of the departmental security hearing board roster used by
all departments and agencies except the constituent departments of the
Department of Defense is attached hereto as Exhibit 14. The roster
for the Department of Defense is attached as Exhibit 15.
Dpsignations of members for service on security hearing board
rosters, both departmental and field, have been delayed in many
instances because of the requirement that each such designee shall
have been the subject of a full field investigation with favorable
results before his name may be entered on the roster. It was neces-
sary to withhold from rosters the names of several individuals who
were erroneously designated by employing agencies and departments
prior to the completion of full field investigations. However, this
problem is disappearing as investigations are completed.
Complaints have been received from Some departments and agencies
which have experienced difficulties in setting up field hearing boards
in areas away from cities in which Civil Service Regional Offices are
located. Efforts are being made to obtain broader geographical dis-
tribution and greater agency representation on the field service
rosters.
Several agencies have advised that it was becoming increasingly
difficult to set up departmental security hearing boards because the
roster members frequently advise that they are not available for
service as they have urgent official business to conduct in their own
agencies. In response to the complaints received, Departmental
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Circular No. 708, Supplement No. 3, was issued on February 2, 1954.
This supplement advised the agency heads of the problems involved
and requested that roster members be released of their responsibilities
under the Order only when justified by compelling reasons which have
been approved by the appropriate official of the agency. It was
further requested in the supplement that the name of any designee
who frequently would be unavailable for service on a security hearing
board be withdrawn and another employee designated for such service.
9. Special Agreements Made With Departments and Agencies Under Section
8 Cb) and (c) of E.O. 10450
Pursuant to the provisions of Section 8, subsections (b) and (c)
of Executive Order 10450, special agreements have been made between
the Civil Service Commission and 17 departments and agencies in
regard to.the investigation of applicants or employees of those de-
partments and agencies. In addition, such an agreement has been
proposed with the Farm Credit Administration, but has not yet been
approved.
The general pattern of these agreements is that a department or
agency with investigative facilities will conduct its own full field
investigations. For- example, the Departments of Agriculture, Air
Force, Army, Justice, Navy, Post Office, State, and Treasury, conduct
their own full field investigations. Usually, however, the Commis-
sion conducts the national agency checks: required in these full field
investigations and furnishes the results to the agency for incorpora-
tion in its reports. This arrangement saves time since the Commission
conducts these national agency checks on a mass basis and can complete
them rapidly. It also affords maximum utilization of the limited
space available to investigators to check some of the required files,
for example, the files of the House Committee on Un-American Activities.
A summary of the agreements made and of the proposed agreement
is attached hereto as Exhibit 16.
10. Non-sensitive Positions for which Departments and Agencies Have Been
Relieved of the Re uirement for Submittin Forms to the Commission for
Investigation Under Section 3(a 0*
of E.O. 10
Section 3(a) of the Order provides, In part, that the Commission
may, upon the request of the head of the department or agency concerned,
CONFIDENTIAL
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AL

- 37 -
authorize an investigation less than the national agency check and
written inquiries with respect to per diem, intermittent, temporary,
or seasonal employees, or aliens employed outside the United States.
The Commission has received a number of ,requests under this provision
of the Order and has relieved these depaAments and agencies from
submitting forms to the Commission for initiation of investigation
under the Order. The Commission's action upon these request is
summarized in the attached Exhibit 17.
Philip Young
Chairman
CONFIDENTIAL
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-
Exhibit 1
?
DEFINITION OF A COMMISSION FULL FIELD INVESTIGATION
A full field investigation, as conducted by the Commission, consists
of inquiries made in person by an investigator into the experience, habits,
conduct and affiliation of an applicant or appointee to determine his
character, reputation, loyalty to the United States, and general fitness
for employment in a position the occupant of which could bring about mate-
rial adverse effect on the national security. It covers the life of indi-
vidUals with special emphasis on the period from January 1937 or his 18th
birthday, whichever is the later date.
It includes in every case a National Agency Check. This is a check of
the fingerprint files and the investigative files of the Federal Bureau of
Investigation, the investigative files of the Civil Service Commission, the
files maintained by the House Committee on Un-American Activities, and the
files of the appropriate intelligence agency in a military Department for
persons with military or civil service in that Department.
The full field investigation includes, in addition, corroboration or
verifications of date and place of birth, and inquiries by personal contact
at places of education, employment and residence. At such places supervisors,
fellow employees, references and school officials are interviewed, and em-
ployment records, files of local law enforcement agencies and credit agencies
are checked.
In conducting these investigations information is obtained from all these
sources on matters which would have a bearing upon the security reliability of
the person investigated, including his character, associations and loyalty.
If any information is developed in the Commission's full field investigation
which falls under Section 8(d) of the Order, the Commission discontinues its
investigation and refers the case for investigation to the FBI as required
under the Order.
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DC 742(1)
UNITED STATES CIVIL SERVICE COMMISSION
WASHINGTON 25. D. C.
February 17, 1954
DEPARTMENTAL CIRCULAR NO. 742
TO: HEADS OF DEPARTMENTS AND INDEPENDENT ESTABLISHMENTS
SUBJECT: Statistical Report on the Operations of the Employee Security
Program
In order that there may be made available to the National Security
Council as much information as can feasibly be assembled about the opera-
tion of the employees' security program, you are urgently requested to
transmit as soon as possible to the Chairman of the Civil Service Com-
mission the following data concerning the employees' security program in
your Department or Agency:
(1) The total number of employees in the Department or Agency in-
voluntarily separated after May 27, 1953 and before January 1, 1954,
because of acts, activities, behavior, or associations falling with-
in any one or more of the categories set forth in section 8(a) of
Executive Order 10450, as amended, regardless of whether such sep-
aration was effected under Public Law 733, 81st Congress, or under
other authority. (This will be the totals of Items 6(a) and (b)
on Standard Form 77 ?for the periods May 28 through September 30,
1953 and October 1 through December 31, 1953.)
(2) The total number of employees in the Department or Agency
whose files contained information of acts, activities, behavior, or
associations falling within any one or more of the categories set
forth in section 8(a) of Executive Order 10450, as amended, and
whose employment with the Department or Agency terminated after
May 27, 1963, and prior to January 1, 1954, by resignation, regard-
less of whether such resignation took place before or after charges.
(The number called for in this paragraph will be the total of Item
7(a) on Standard Form 77 for the periods May 28 through September
30, 1953; and October 1 through December 31, 1953,)
(3) The number of employees included in Items (1) and (2) whose
files contained information of acts, activities, behavior, or asso-
ciations falling within any one or more of the categories set forth
in paragraphs (2) to (8), inclusive, of section 8(a) of Executive
Order 10450, as amended by Executive Order 10491.
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DC 742(2)
(4) The number of employees, included in Items (1) and (2) whose
files contained information of sex perversion.
(-5) The number of employees included in Items (1) and (2) whose
files contained information of conviction of felonies or
misdemeanors.
(6) The number of employees included in Items (I) and (2) whose
files contained any other type or types of information described
in section 8(a) of Executive Order 10450.
If a file contains information in more than one of the categories
described in Items (3) to (6), above, it should be reported under each.
Hence the totals of Items (3) to (6), inclusive, will be greater than
the total number of individual cases.
This request should be treated as a matter of the highest priority
and urgency.
Philip Young
Chairman
Distribution: 3 copies to Headquarters of agencies only
1 copy to Personnel Security officers of agencies only
3 copies to Commission's regional offices; loopy to each
central office bureau director, division chiefs and staff
officials
r
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n
P
H
o Departments andligencies
(1) (2) (3)
Termination !Resignations Number un-
(4)
Number of
(5)
Number of
(6)
Number of
tiOnirllindreir-'willtIolr:2roin'tY1
(21elt.ola)
sex per-
version,
felonies
and misde-
meanors.
all others
under 8(a).
Totals 1
, -
1,086 1,400
429
207
636
1,455
-
eiculture
33 41
1
1
4
16
69
Air Force
75 1 114
25
2
5
157
-
Army
-F
91 135
,
35
4 101
86
American Battle Monuments Comm.
No sepa*tions report
d.
.
Bd. of Governors, Fedll Reserve System
--f--
17 III II
I
Bureau of the Budget
1
tr in
Atomic Energy Commission
?4
CI 1 1
0
0 0
1
-1
Canal Zone Government
No separations report
i
--I---,
STA
Sirviil Aeronautics Board
No separations report
d.
-_
Civil Service Commission
0 i 2
0
1
0
1
_.-
Commerce
-1-
I
29 ! 29
8
9
21
38
Comma on on Foreign Economic Policy
No separations report
-d.
Comm. on Orgn. of the Exec. Br. of Govt.
11 It II
1
ICom. ca Retirement Policy for Fed!? Pers
I
ti il II
1
Pagel
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(Continued)
Council of Ecnomic Advisers
Defene Transport Adm.
1
(1) (2) 1 (3) I (4) (5)
;
1 . ;
: 1 i
No separations reported.
_a_
II ; II II i
!
!IIH tI !
_
-1-
It II tt 1
Export-Import Bank
Farm Credit Adm.
411) Federal Coal Mine Safety Bd. of Review : II ?
- 7
: Federal Civil Defense Adm. 3 I 2 I
;
.1
;
, !
i
1 Federal Communications Col n. 1 0 1
: Federal Deposit Insurance Cory., No separations reporited.
1 Inc4uded in Housing i T _
_. ?
;Federal Housing Adm, & Home Finance - !. - i
;
-i-
. Federal Mediation & Conciliation Service 0 1 3 ! 3 i
i
- --h 1
? Federal Power Commission No separations reported.
i
Federal Trade Commission It ? n It ' 1
1
i
0 Foreign OTerations Adm. ; 164 . 19 16 i
4
i
'General Accounting Office 5 1 1 1
i
- .-i-
' 'General Services Administration 100 50 9 ;
'Gov't. Contract Committee (See T:sbor)
Gov't Printing Office
6
'lealth, Education & Welfare 11
i
- 4- 3, 1
_I
I
67 i 27 !
!
2
0
i
5
I
0
0
1
: ?
:
-
-
i
0
0
0
_
_.
'
15
4
161
1
2
4
2
1
67
6
. .
i
72
2
12
34
32
Page 2
O
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1
;
1
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(continued)
(1)
(2)
(3)
(4)
(5)
(6)
1 Home Lcan Bank Board (Included in
Housing and Home Finance)
-
- -
-
-
-
Housing and Home Finance Agency
4
19 7
5
4
8
Indian Claims CommisSion
No se
rations reported.
U. S. Information Agency
0
38 24
7
0
17
)-
' Interior
29
88 72 .
4
28
46
Interstate Commerce Commission
No se
rations re rted.
Justice
53
103 41
3.
29
219
Labor ?
2
? 15 11
3
, 1
3
_
Library of Congress
0
2 1
0
0
1
: Nat'l Advisory Committee on Aeronautics
5 12 6
1
7
13.
2 Natrl Capital Housing Authority
1 2 1
1
0
1 ?
Nattl Capital Planning Commission
No separations repOrted,,
)!Iat'l Gallery of Art
n n n
; ICat'l Labor Relations Board
6 4 9
0
0
2
attl Mediation Board
--1-
No separations reported.
T
' Nat'l Science Foundation
0 1 0
0
0
1
, .,attl Security Council
I
--L--
No separations re
rted.
Page 3
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(Continued)
(1)
(2)
(3)
(4)
(5)
(6)
Nat'l Security Training Commission
(See Selective Service) -
-
-
-
-
Navy 135
100
1
i 12
1
0
222
?
Off, of Defense Mobilization 0
i
2
0
0
0
1---
2
.- 0
Off. of Seely of Defense 1
3
2
1
1
Public Housing Administration
(Included in Housing & Home Finance)
I 180
!..
1
!
- !
,
I
104 i
I-
-
4
1
3
-
-
-
_I
Post Office
1 13
:
0
1
0
o
1
111
1
192
1
;
'Ilailroad Retirement Board 1 2 I
,
-I-
'Reconstruction Finance Corp.
No sep4rations
d--?
0
repotted.
5 I
;
i
reprted.
- -4--
1
2 !
i
0
.)
2
0
2
0
0
0
31
-1
Renegotiation Board
_
?
itubber Production Facilities Disposal Com. No separations
_
2
4
0
Securities & Exchange Comm.
--
_t
0
1.
0
0
,
,,
-I-
Selective Service System
Small Business Adm.
0
!
No separations
I
Smithsonian Institution
?-?
reported.
1
Soldiers Home
i
I
State De-,,artment
I5 112
i
43
49
0
---1- :
Subvereive Activities Control Bd,,, No separations repotted.
et
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(Continued)
Tariff Com-Fission
Tax Court of the U. S.
Tennessee Valley Authority
Treasury
Veterans Administration
War Claims Commission
White House. Office
6????
?
Totals
?
(1)
(2)
(3)
(4)
(5)
(6)
No separations
repo
-ted.
It
It ti
0
5 1
1
1
3
39
13 10
2
9
38
104
248 45
30
185
107
No se
rations reported.
1
0 0
0
0
1
H
ST'
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L.)
E7daibit #4
STATEMENT OF PHILIP YOUNG, CHAIRMAN, U. S. CIVIL
SERVICE COMMISSION, ON THE EMPLOYEE SECURITY
PROGRAM BEFORE THE SENATE POST OFFICE AND CIVIL
SERVICE COMMITTEE, 10:00 AeMo, MARCH 29 1954
14)74 Chairman, I know that the members of this committee have an int,
tense concern for the maintenance of a public service which can command
the unqualified respect of the people it serves* We in the Civil Service
Commission share that concern a We cannot hope to attain our objective
of attracting highly qualified people to the Federal service -- and hold-
ing them in the service -- unless we can offer them a due measure of
prestige in the form of public appreciation of their work and talents*
Those of us here know
capable people with a
which, in my opinion,
industry or elsewhere*
Nevertheless, there has been
that Federal employees, by and large, are loyals
degree of devotion and dedication to their work
is not exceeded by any group of employees in private
in recent years a mounting public dis-
trust of Government employees based on disclosures that unfit persons at
various times had held Government positions of a highly sensitive nature*.
The old loyalty program which had been in effect for almost 6 years by
January 1953 had done little to allay this distrust* Clearly, increased
public respect for the Government service depended on greater assurance
that no person would be hired or retained in a Government job unless his
employment was entirely Consistent with national security. To attack this
problem in a straightforward fashion was a first duty both to the citizens
of our country and to that great bulk of loyal civil servants who were
living and working under the shadow cast by those few who had proved
unfit,
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- -1
The problem of the protection of the Government from employees who
are subversive or dangerous to the national security, or potentially so,
has what may now be regarded as a fairly lengthy history of consideration
by both the executive branch and the Congress, The first legislation
dealing with this question was contained in section 9 A of the Hatch Act,
enacted in 1939. That legislation makes it unlawful for any person whose
compensation is paid from funds authorized or appropriated by any act of
Congress to have membership in any political party or organization which
advocates the overthrow of our constitutional form of government in the
United States." Section 18.2 (c) (7) of the Civil Service War Regula-
tions, adopted in 1942, makes the existence of a reasonable doubt as to
an individual's loyalty to this Government cause for the denial of employ-
ment or removals
During the war and thereafter certain sensitive agencies had authority
conferred upon them by the Congress to deal with such cases and to act
swiftly in their own discretion, By virtue of Public Law 808 of December
17, 1942, employees of the War and Navy Departments and of the Coast Guard
could be summarily removed by the Secretary concerned if he considered
such removal to be "warranted by the demands of national security," And
appropriation bills conferred upon the heads of other departments authority
to terminate the employment of any officer or employee of their departments
whenever they considered "such termination necessary or advisable in the
interests of the United States." However, Public Law 808 was temporary
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- 3 -
war legislation, and the appropriation act provisions conferred
authority only on a year to year basis.
Under the previous Administration, an attempt was made to
grapple with this problem through the operations of the Federal
Employees Loyalty Program, which was established by Executive
Order 9835 in 1947. However, the system of adjudication under
this program was intricate, time-consuming and sometimes, in the
final analysis, inconclusive. Furthermore, the loyalty program
made no allowance for the fact that a person might be a weak link
in our national security even though his loyalty was unassailable.
There are obviously many other factors, dealing with integrity and
moral character, which may have a bearing on an employee's fitness,
for a job and its relationship to the national security. And finally,
there was a prevalent feeling that, because the old loyalty program
had the effect of branding as disloyal an employee who was removed,
there was considerable hesitancy to take any action under the program
unless an act of clearly demonstrated disloyalty could be established.
As time went on, it had become apparent that the original standard
under the loyalty program was not adequate for dealing with cases of
suspected disloyalty. The original standard used for refusal of em-
ployment or removal from employment on grounds relating to loyalty
was "reasonable grounds for belief that the person involved is dis-
loyal." On April 28, 1951, by Executive Order 10241, President Truman
changed the standard to "a reasonable doubt as to the loyalty of the
person involved."
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The need developed for permanent legislation which would (1) confer on
heads of departments authority which they could act on more rapidly than the
cumbersome precedure provided for in President Tremanls loyalty order,
(2) cover the wide variety of cases which would not rationally come
-
under the conception of "loyalty" and (3) at the same time .supply min-
imum procedural protection to the employees involved. This need impelled
the Department of Defense to suggest.-egislation in 1950, which was intro-
duced as H. R. 7439 in the second session of the 81st Congress. Extensive
hearings were held before the House Committee on Post Office and Civil'
Service and the Senate Armed Services Committee.
These hearings on the bill are replete with illustrations of the
unsatisfactory and limited nature of the "loyalty" test. For example,
a summary submitted by Louis Johnson, the Secretary of Defense, stated
that:
"The provisions of the proposed bill mould not
be in conflict with the provisions of Executive
Order No. 9835 of harch 21, 1947 (12 Fed. Reg. ?
1935), That Executive order established a
Loyalty Review Board within the Civil Service
Commission, which Board is the final arbiter on
the dismissal of Federal employees charged with
disloyalty. Executive Order No. 9835 pertains
only to removal of employees who have been
proved. disloyal. There is no provision contained
therein whereby a person may be removed who on
the one hand is absolutely loyal but on the
other hand is dangerously indiscreet,. The indis-
cretion of a loyal employee can result in just as
complete and damaging a compromise to national
security as the actions of a disloyal employee."
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.. 5
Mr o Nathaniel Ho Goodrich, Assistant General Counsel of the Office
of Secretary of Defense, testified before this Committee, in part, as
follows:
that:
Iviro Millers "Do you recognize the difference
between security risk and disloyalty cases, as
expressed by Mt. Klein?"
Mr. Goodrich* "Yes, sir; we do2 very clearly*"
Nr o Miller* "A man can be a security risk with-
out being disloyal, evidently"
Mrs Gocdricho "Yes, siro"
Dan Ao Kimball, Under Secretary of the Navy, told the Committee
"The Department of Defense intends to continue
full and vigorous enforcement of the Presidentts
loyalty program established under Executive Order
9835o But because a Defense Department
employee, even though loyal to the United States,
may be a serious security risk due to his associa.,
tions, affiliations, habits, or indiscreetness,
the Department considers it to be necessary for
adequate protection of the national security that
the Secretary of Defense and the Secretaries of the
Army, Navy, and Air Force shall have the additional
power to remove an employee in their respective
departments from his employment when he is found
to be a serious risk to national security o A
single act of a disloyal person and a single act
of an indiscreet employee can do equal damage to
our security in one of these sensitive departments
The disloyal person is likely to act with a high
degree of caret An indiscreet employee usually
acts thoughtlessly or with little regard for, the
consequences of his indiscretion, intemperance,
carelessness, or his imprudence o * * * It is the
intention of the DeOartment of Defense, in order
to protect the best interests of national security,
to suspend summarily employees, loyal or disloyal,
who are security risks* After suspension the case
of a disloyal person would be processed in accordance
with the provisions of Executive Order 9835 to final
adjudication and retention or removal of the employee*
Security risk cases would be processed in accordance
with the provisions of this billo"?
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-6-.
14r0 Kimball 4** 'We feel there is a very.
definite need for this, For instance, a man -
is charged with disloyalty, He goes to the
Loyalty Review Board and says that he is not ?
disloyal, but there is a shadow zone in that
case that is he may not be disloyal 4 but he
may be a very bad security risk..r,. We have to
have some means of protecting ourselves against
those people, so that we can suspend them,
"We make the proper charges* The case goes
through a process of full review .? And I assure
you when one of those cases comes into the
Navy Department, we look it over very carefullyp
because we have to be careful that we do not give
anybody an unfair deal* But when we do have
somebody who we are satisfied is a poor security
risk; we have to get him out*"
Mr e Corbett* "Yes; but you have certain cases
that start out with the proposition that they
are disloyal, they have been accused with dis?,
loyaltyc, But they are found not guilty? Then
they are put in the category of a. poor security
risk, Some of those can be transferred, What
does that leave you in the way of a number of
cases which might cause you concern? I recognize
that if there are even only two or three bad
security risk cases, that might be enough ? But
how can we make it clear to somebody else the
reasons for passing such legislations if we are
in favor of .this proposed legislation?"
11r, Kimball "The question of their loyalty
is a difficult one:, Perhaps a person has been a
Communist for 10 years, but in the last 4 years
he has not been a Communists He has renounced
the Communist Party.) But he still associates with
people we suspect?,, We feel we have to get those
people away from any place where they may have
access to classified information? We might be
able to move such a person to some kind of a
manufacturing plant, let us say, where we manu?
facture paint, or do some other work, where he
would have no access to that kind of information*
In such cases; we do move them, But if we cannot
move them, or. they are not willing to be moved,
we must have some means of ridding ourselves of
those people after a proper review by all the
people in the Department concerned with that
procedure.)"
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-7..
Mr., Kimball, "Let me give you an illustration
We had a fellow working who was accused of dis-
loyalty and cleared of ito But he was married to
a woman whose family around him were all Communists.)
He associated with those people all the time, We could
find nothing disloyal about him,, We were not even
sure that he was a bad security risk except that he
was associating with Communists So we offered him
a position in another part of the country, where he
would not have access to the kind of material he
might have access to here* He took it and we were
satisfied., We just moved him away from here, But
if he had not been willing to moves we must have the
power to remove him from our rolls s because we could
not keep a fellow there that was associating with
Communists,"
Mr, Felix Larkin further testified in July l950$ before the Senate
Committee on Armed Services; as follows:
"Now, there are these various other agencies of
a sensitive character, Perhaps the distinction may be
helpful in connection with the loyalty and security
type of case and the real purpose of this, As we see
it, the loyalty case which is handled by the Presidentts
program under that Executive order, which culminates in
the Richardson board, is designed to take care of the
disloyal person, the person who is actively disloyal
against whom there is sufficient proof*
"Now, it is policy that such a person should not
work in the Federal Government in any position or in any
department* He is a potentially treasonable person and
should not be on the pay rolls of the Federal Government*
It does not make any difference where he works or what
kind of work he does,
"As distinct from that broad type of problem, a
number of the sensitive agencies -- Defenses Atomic Energy,
State, and so forth -- who handle or who have classified
material, which is handled by some of their employees,
face the problem of some of those employees -- it has been
a very minor number actually but some of those employees,
while loyal or while there is no proof that they are dis-
loyal, are of such characteristics or of such personal
traits that it is dangerous for them to work in the sensi-
tive job,
"So that what we try to do is if we find a person,
we have no proof that he is disloyal----
Senator Bridges. "People like a drunkard or a sexual
pervert?"
The Chairman, "Or a person who talks and talks and talks,"
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Mr. Larkin. "Or a person who associates with persons
who belong to the Communist Party or any of the agencies
on the Attorney Generalts list, but against whom there
- is no proof he is a Communist as such himself but who by
virtue of his continual association becomes a tremendous
risk for us to keep in a sensitive job where he is con-
tinually every day getting highly classified materiel."
Senator Hunt. "I had intended to raise the question of --
Why do we have the provision on page 4 in the bill at all?
It seems to me that just simply throws the gate open to
anyone who is discharged from Government service, for any
reason, to wigle his way into some other department if he
can possibly do it. We have had cases of that happen, as
you know. I do not see that that provision has any .place
in the bill. When we discharge a person for loyalty pur-
poses or .perhaps personal reason or any other reason from
one part of Government, I do not think we should invite
him to attempt to get himself placed in another department,"
Mr. Larkin. "If the question is dischargefor loyalty
reasons, of course, he is disqualified from being reemployed
any place else. If he were to be terminated by a sensitive
agency like Defense, as herein provided for security pur-
poses, not for loyalty but for security, he is being termi-
nated by us because we cannot find a nonsensitive job for
him in our agency, If we find a person who we feel is a
security risk because he happens to be handling classified
material, we will attempt to find him a nonsensitive job
where he is not a. security risk.
"Now, this is not the disloyal person. This is the
loyal person who is a security .risk. We will try to find
him a nonsensitive job. There are certain employees --
take a chemical engineer, for instance, where it is dif-
ficult to find another job. If we feel he is a security
risk, we cannot give him a job as a filing clerk. The
only job he can do is that of a chemical engineer in a
classified area. We terminate his employment. But we
feel that if he could get a job elsewhere in the Govern-
ment in a nonsensitive area where he is not a risk, he
should be free to do so, but that the Civil Service
Commission- ought to rule on his reemployment elsewhere,"
The report of the House Committee on H.R. 7439 (HIR, Rep. No, 2330,
81st Cong., 2d Sess. (1950)) in addition to testimony and a letter from
Mr. Kimball, Under Secretary of the Navy, sets forth a letter from Mr.
Jack K. McFall, Assistant Secretary of State, in which he said:
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"Under existing civil-service rules and
regulations, there is no authority to summarily
suspend the employment of a permanent employee
of the Department without first notifying that
employee of the reasons for suspension and af-
fording him an opportunity to reply? The
Department feels that such flexibility of action
is necessary to the successful operation of an
effective personnel-security program, and to
counteract the objectives of subversive forces,
groups, and individuals whose activities are
considered incompatible with the interests of
the United Stateso"
Mr o Murray, Chairman of the House Committee on Post Office and
Civil Service, in urging the passage of H.2.11,a 7439 said:
"In testimony before our committee, the
American Legion stated its official position as
follows:
iWe in the American Legion feel that
the Federal Government has a first ob-
ligation to protect itself against all
security risks in sensitive sectorszi
To do this it must have the essential
legal instrumentso H.R.? 7439 would Provide
one of theme We. urge you to favorably
recommend 11P,o 7439 and restore to agency
heads a needed measure of protecting our
security. In so doing, you will also aid
in restoring a sagging public confidence
in our Federal agenciesot
HI urge the Members to support this legislation
because it is an essential measure for the protection
of our Government at a time when the American people
can ill afford to have persons on the Federal payroll
in sensitive departments and agencies who are security
risks:"
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Thus, it was pointed out again and again that alcoholics, people
with unsatisfactory associations, persons subject to blackmail, and
those who are simply overly loquacious could constitute a serious danger
to the security of the United States but could not necessarily be proved
disloyal. On the other hand, it was pointed out that those who are dis-
loyal are, of course, security risks.
The bill was favorably reported by both committees (H. Rept.
No. 2330; S. Rept. No. 2158; 81st Conga 2d Sess.). It passed the House
by a vote of 327 to 14 and was adopted by voice vote of the Senate, as
Public Law 733. This is the law on which E. O. 10450, establishing the
present security program is based.
The bill, both as introduced and passed, applied only to certain
named departments but conferred upon the President authority to extend
it to others. The reasons for its limited immediate impact was apparently
the then Administration's feeling that it could do the job under the
loyalty program. But it was made clear that if that program should
for any reason be abandoned, a program under this legislation could take
//-
its place.
One further point should be made about the history of Public Law
733. As indicated above, there was at the time of its adoption much
dissatisfaction with the cumbersome nature of the procedure involved
in the removal of employees under t40 loyalty program, and Public Law
733 as introduced vested final discretion and authority in each department
head. Thus suspension or termination of an employee under this qct is not
subject to review by any Board similar to the old Loyalty Review. Board.
Efforts were made before both committees which considered the bill and
on the floor of the House to amend it to provide some such review. But
all such amendments were rejected because the Congress felt that in such
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cases no outside agency should be in a position to impose its judgment
over that of the head of a department as to whether he should retain in
his department an employee whom he regards as a security risk, It was
pointed out in connection with the proposed amendments that the bill pro-
vided, and now does provide, that an employee dismissed as a security
risk by one department could be hired by others if the Civil Service
Commission, in addition to the hiring department, concluded that the
employee would not be a risk in the new position.
President Eisenhower, in his State of the Union message of
February 2, 1953, to the Li3C. Congress said:
"The safety of America and the trust of the people alike demand that
the personnel of the Federal Government be loyal in their motives and
reliable in the discharge of their duties. Only a combination of both
loyalty and reliability promises genuine security."
He further stated: "The heads of all executive departments and
agencies have been instructed to initiate at once effective programs of
security with respect to their personnel," and added that the Attorney
General would advise and guide departments and agencies in the shaping
of these programs.
In applying these principles set forth by President Eisenhower, it
was decided to broaden the application of the statutory authority which
the 81st Congress had given the President in Public Law 733 of 1950.
Therefore, the President, by Executive Order 10450 of April 27, 1953,
established a Government-wide employee security program, based on the
authority and the approach sot forth by the Congress in Public Law 733,
and abolished the old loyalty program.
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The basic objective of the EMployee Security Program is to make sure
that there is no employee on the Federal payroll nor any applicant appointed
who can, because of his position, endanger the national security. The
American people must be assured that Federal employees are persons of
integrity, high moral character and unswerving loyalty to the United States.
Today the head of each department and agency is responsible for the
security of his organization. Under this program the responsibility for the
security of a department or agency is placed where it belongs, squarely on
the shoulders of a particular government organization. To safeguard the
rights and privileges of the ea,iployees provision has been made for hearings,
at the option of the eliployee, before security hearing boards composed of
government employees from other agencies.
I would like to give you now the final results of the Federal Employees
Loyalty Program, cumulative from the start of the program in 1947 to its
conclusion in 1953. Before I give you the figures, however, I should like
to say -- as we have been saying all along
1?1111.02
that the figures are in no
way comparable to figures on operation of the Employee Security Program,
because of the differences in the two programs which I have already des-
crib ed.
Uhenever a question of loyalty was revealed through preliminary checks,
an investigation was scheduled. In all, reports of investigations on
26,236 persons were referred to appropriate loyalty boards for consideration.
The results of actions by agencies, by regional boards of the Com-
mission, and by the Loyalty Review Board over nearly a six-year period
were as follows: 18,279 persons of the 26,236 were cleared by favorable
decisions on loyalty or were yet to be evaluated at the time the program
was terminated; proceedings were discontinued on 6,828 cases because these
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perscns resigned or withdrew their applications for employment; 560
persons were removed or denied Federal employment on grounds relating
to loyalty. The remaining 569 persons of the 26,236 were processed
by the Department of the Army under security laws.
Now, before we discuss the statistics available on operations
under the Employee Security Program, it is essential that we understand
fully the nature and scope of the program. I am, therefore, going to
run over the provisions of Executive Order 10450 and the regulations
(:) which have been adopted, with some minor variations, by the various
agencies.
Section 1 of Executive Order 10450 merely extends Public Law 733
to all those agencies of Government which are not mentioned in the law
itself.
Section 2 places upon the head of each individual department and
agency the responsibility for establishing and maintaining within his
agency an effective security program. This, of course, is in line with
the provisions of Public Law 733.
Section 3 sets forth the requirement that all appointments to
Government positions shall be subject to investigation. The scope of
the investigation will vary according to the degree of adverse effect
upon the national security which could be brought about by the incum-
bent of a particular position. In no case will this be less than what
is called a National Agency check and inquiry. This involves a check
of name fingerprint files of the FBI and the f22s of the Civil Service
Commission, the House Committee on Un-American Activities, and the
military intelligence agencies. It also involves written inquiries
to appropriate local law-enforcement agencies, former employers and
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supervisors, persons given as references, and schools attended. Should
there develop at any stage of investigation any information indicating
that the employment of an individual may not be clearly consistent with
the interests of national security, a full field investigation is required,
or such less investigation as may be determined by the head of the depart-
ment or agency.
Subsection (b) of Section 3 requires heads of agencies to define as
sensitive positions those jobs within their agencies the incumbents of
which could, by virtue of their position, bring about a material adverse
effect on the national security.
Section 4 provides for review of all cases where full field investi-
gation was made under the old loyalty program, and a readjudication of such
cases where the individuals were not measured against the broader concept
of security
Section 5 provides for consideration by the agency head of new infor-
mation which may be obtained regarding the case of an employee under his
jurisdiction, together with investigation and readjudication of the em-
ployee's case where necessary.
Section 6 requires that an agency head immediately suspend where he deems
it necessary an employee if at any stage of investigation there is informa-
tion developed indicating that the employee's retention may not be clearly
consistent with the national security. It is further provided that the head
of the agency will, upon appropriate investigation and review, terminate
the employment of the suspended employee where such action is necessary or
advisable.
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Section 7 sets up appropriate safeguards against the re-employment
of a suspended or terminated employee in the same agency or in another
agency, making specific provisions for a determination by the Civil
Service Commission before any employee in this category may be em-
ployed by any other agency.
Section 8 (a) provides that the investigations conducted pursuant
to this order shall be designed to develop information as to whether
the employment or retention. in employment in the Federal service of the
person being investigated is clearly consistent with the interests of ?
the national security. Such information shall relate, but shall not be
limited, to the following:
(1) Depending on the relation of the Government employment to the
national security:
(i)
Any behavior, activities, or associations which tend to
show that the individual is not reliable or trustworthy.
(ii) Any deliberate misrepresentations, falsifications, or
omission of material facts.
(iii) Any criminal, infamous, dishonest, immoral or
notoriously disgraceful conduct, habitual use of
intoxicants to excess, drug addiction, or sexual
perversion.
(iv) An adjudication of insanity, or treatment for Serious
mental or neurological disorder without satisfactory
evidence of cure.
(v) Any facts which furnish reason to believe that the in-
dividual may be subjected to coercion, influence, or
pressure which may cause him to act contrary to the
best interests of. the national security.
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f
(2) Commission of any act of sabotage, espionage, treason, or
sedition, or attempts thereat or preparation therefor, or
conspiring with, or aiding or abetting, another to cbmmit
or attempt to commit any act of sabotage, espionage, treason,
or sedition.
Establishing or continuing a sympathetic association with a
saboteur, spy, traitor, seditionist, anarchist, or revolu-
tionist, or with an espionage or other .secret agent or repre-
sentative of a foreign nation, or any representative of a
foreign nation whose interests may be inimical to the in-
terests of the United States, or with any person who advo-
cates the use of force or violence to overthrow the govern-
ment of the United States or the alteration of the form of
government of the United States by unconstitutional means.
Advocacy of use of force or violence to overthrow the govern-
ment of the United States, or of the alteration of the form
of government of the United States by unconstitutional meals.
Membership in, or affiliation or sympathetic association with,
any foreign or domestic organization, association, movement,
group, or combination of persons which is totalitarian,
Fascist, Communist, or subversive, or which has adopted, or
.shows, a policy of advocating or approving the commission of
acts of force or violence to deny other persons their rights
under the Constitution of the United States, or which seeks to
alter the form of government of the United States by uncon-
stitutional means.
(3)
(4)
(5)
(6) Intentional, unauthorized, disclosure to any person of security
. information, or of other information disclosure of which is
prohibited by law, or willful violation or disregard of
security regulations.
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(7)
Performing or attempting to perform his duties, or otherwise
acting, so as to serve the interests of another government in
preference to the interests of the United States.
(8) Refusal by the individual, upon the ground. of constitutional
privilege against self-incrimination, to testify before a con-
gressional committee regarding charges of his alleged disloyalty
or other misconduct.
Section 8 (b),, (c) and (d) assign investigative responsibilities under
the order to the Civil Service Commission, the employing agencies, and the
FBI, with provision that ethere information is developed pertaining to matters
covered by Section 2 through 7 of 8 (a), the FBI shall make a full field
investigation.
Section 9 (a) and (b) requite the Civil Service Commission to establish
and maintain a security-investigation index covering all persons who have
been the subject of an investigation under Executive Order 10450. Depart-
ment and agency heads must furnish the Commission with pertinent information
to establish and maintain this register. The register is to contain the
name:. of each person investigated together with adequate identifying infor-
mation, a reference to each department and agency which has conducted an
investigation concerning the person, or which has suspended or terminated
the individualls employment under the authority granted them or in accordance
with Public Law 733.
Section 9 (c) provides for the confidentiality of the reports and other
investigative material and information developed pursuant to any statute,
order, or program described in Section 7 of Executive Order 10450. Such in-
formation will be the property of the investigative agencies conducting the
investigations but may be retained by the department or agency concerned if
it is desirable and consistent with the national security.
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Section 10 provides that Executive Order 10450 shall not eliminate or
modify any requirements for any investigation or any determination as to
security which may be required by law.
Section 11 provides for the disposition of cases under the old loyalty
program. It requires/ generally, that appeals and agency determinations
pending before the Loyalty Review Board or the Civil Service Commissionls
regional loyalty boards, be processed to completion or, in some instances,
such as where hearings were not yet initiated, that they be referred to the
appropriate department or agency for processing in accordance with the
standards and procedures of Executive Order 10450.
Section 12 revokes Executive Order 9835 but provides that the Loyalty
Review Board and the Commissionts regional loyalty boards would continueto
function for 120 days after the effective date of Executive Order 10450.
Section 13 requests the Attorney General to give to departments and
agency heads such advice as is necessary to enable them to set up and
maintain appropriate employee- security programs.
Section 14 makes the Civil Service Commission responsible for a continu-
ing study of the Employee Security Program to assure that adequate employee
security programs are established and operating in each department and agcy
and that employees are receiving fair, impartial and equitable treatment.
It further requires the Commission to report the results of its study to
the National Security Council at least semi-annually.
Section 15 provides that this order shall become effective thirty days
after the date of the order, which is April 27, 1953.
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At the same time the President issued Executive Order 10450 he
also, in a letter to all department and agency heads, made the Civil
Service Commission responsible for providing competent and disinterested
Government employees to sit as members of security hearing boards and
noted that the Attorney General would issue sample regulations designed
to establish minimum standards for the operation of the security program.
In compliance, the Commission has established rosters of employees
who will serve on these boards. The names were furnished the Commission
by the heads of the various departments and agencies. Generally, the
employees sit only on boards which hear cases involving other than their
own employing department or agency.
Some of the highlights of the sample regulations issued by. the
Attorney General will also be of interest to you. These include the
definition of a sensitive position as any position which by its very
nature would permit the occupant of it to bring about a material ad-
verse effect on the national security. These positions include those
where the employee has access to security information or to other classi-
fied material, as well as those jobs where the employee may have an
opportunity to commit acts directly or indirectly which affect the
national security adversely.
? The regulations also more clearly define the procedures by which
employees are assured of fair, impartial and equitable treatment under
the program. In cases of suspension, for example, the employee is
notified in writing with the reasons being as specific as security
considerations will permit, and is given at least thirty days to
answer the charges, including submission of affidavits or statements.
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If the employee is a citizen of the United States, has a probational or
indefinite appointment and has completed his probationary or trial period,
the employee may also be given a hearing before a board composed of at least
three impartial and disinterested persons furnished from the roster the
Commission maintains. At these hearings the employee may participate in the
hearings, be represented by counsel of his choice, present witnesses and
offer other evidence in his own behalf and may cross-examine witnesses
offered in support of the charges against the employee. A copy of the writ-
ten decision of the board is furnished the employee,
In addition, the entire case is reviewed by the head of the department
or agency before a decision to terminate the employment of a suspended em-
ployee is made. The employee is also furnished a written statement of the
decision of the department or agency head.
In summary, responsibilities under the employee security program are
divided as follows:
The head of each agency is responsible for establishing and maintaining
-within his agency a program to insure that the employment and retention in
employment of every one of his civilian employees is clearly consistent with
the interests of national security.
In carrying out these responsibilities, the agency head must designate
which of the positions in his agency are sensitive, cause the proper inves-
tigations to be made, reopen any cases that were decided under a lower
security standard after a full field investigation, readjudicate any cases
on which new information is received, and suspend and terminate any employee
whose employment is not clearly consistent with the interests of the national
security.
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The agency head is also responsible for keeping investigative reports
confidential, for fu=ishing the Civil Service Commission with information
for use in maintaining the Security Investigations Index, for cooperating
with the Civil Service Commission in its work of studying the administra-
tion of the program, and for designating persons of integrity, ability9
and good judgment for service as members of security hearing boards of
other agencies
The Attorney General's part of the program consists of making full
field investigations through the Federal Bureau of Investigation, main-
taining a list of totalitarian, fascist, communist, or subversive organ-
izations; and giving agencies advice in establishing and maintaining their
security programs ? The Attorney General also supplies to agencies sample
regulations for establishing minimum standards for implementing the se-
curity program,
The Civil Service Commission conducts the investigations required
under the program, except for those conducted by the FBI and by agencies
with investigative facilities ? The Commission maintains a Security
Investigations Index and maintains rosters of persons nominated to serve
as members of security hearing boards5
The Commission also makes a continuing study of the administration of
the program by the agencies for the purpose of determining whether there
are any ;(14,ciencies that might weaken the national security or any tend-
encies to deny to individual employees fair treatment or rights under
law or the Constitution, The results of the study are reported to the
National Security Councilt
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The Commission is also responsible for determining eligibility for
further Federal employment in another agency of persons who have been
terminated on grounds of securityp
You will note that there is nothing in Executive Order 10450 or the
accompanying regulations and instructions which requires the Civil Serv-
ice Commission to compile or maintain detailed information on individual
cases, or to make a statistical analysis of operations under the program.
We originally compiled some overall figures at the specific, written re.
quest of the National SecuritY Council, and these were the figures con-
tained in our preliminary progress report which was submitted to the
Council on October 22, 1953.
Before giving the Committee a detailed breakdown on actions taken to
date under the program that has been described I would like to give you
a basis for regarding these figures in their proper perspective against
the overall total of Federal employment and the extent of turnover in
the Federal Government.
As of the end of January 1954, the Government employed nearly
2,350,000 persons, the vast majority of whom undoubtedly are loyal, -
capable people of integrity and high moral standards. In the seven months
from June through December 1953, a very large number of employees left
their jobs by one route or another. A total of 171,726 persons resigned
their jobs with the Government. A total Of 9,064 or nearly 1,300 per
month, were discharged for cause. A total of 60,095 were separated from
their positions during the seven-month period by reductions in force,
During the same seven months, a total of 208,609 new employees were hired
by Federal agencies within the continental United Statese,
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New some figures regarding investigations required under the order.
As of the 1st of January, 1954, the Commission had initiated 167,617
investigations under Executive Order 10450, Of these, 159,8.56 have been
completed. In addition, the Commission has completed 5,717 full field
investigations for sensitive positions, As of February 1, 1954, other
agencies had. initiated 26,032 full field investigations for sensitive
positions, The agencies target is completion of all full field inves-
tigations for sensitive positions for employees now on the payrell by
a June 30, 1954, and evaluation of these cases by September 30, 19540
Certain complicated cases which involve hearings and additional in-
vestigations may not be adjudicated by. September 30. It is anticipated
however that all these cases will be completed and adjudicated by the end
of the calendar year,
Now for what has happened to date under the program, I have prepared
for the Committee a table showing actions taken from May 28 through Dec-
ember 31, 1953. Yesterday afternoon we made available to the House Post
Office and Civil Service Committee figures which did not include SOER
late returns received after that data was prepared. These additional
figures have been included in the current report in order that this Com-
mittee may have the most up-to-the-minute data available. The figures I
am about to give you do not, however, reflect theetotal terminations and
resignations under this program by the Department of Defense and its
constituent agencies. The returns from these agencies cover only infor-
Mation contained in their central files plus a scattering of information
from the field. Eany defense installations have not yet reported, and
these returns, which may substantially increase the totals, will not be
available for from 60 to 90 days. In this connection, I would like to
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state that there was a security program prior to Lay 27, 1953, and that
many additional separations were accomplished through this earlier pro-
grams
lath the exception noted in the case of the Defense Department and
its constituent agencies, the table shows the number of terminations and
resignations because of security questions falling within the purview of
Section 8(a) of Executive Order 10450, Resignations which took place be-
fore determination was completed are shown in cases where the file was
known to contain unfavorable information under Section 8(a) of the order.
This table includes a breakdown according to had categories of informa-
tion in individuals' files. It should be noted that these figures likewise
are incomplete for the Department of Defense and its constituent agencies.
The categories are the following:
(1) Number whose files contained information indicating, in varying
degrees, subversive activities; subversive associations, or
membership in subversive organizations.
Number whose files contained information indicating sex
perversion.
Number whose files contained information indicating conviction
of felonies or misdemeanors.
Number whose files contained any other type or types of infor-
mation falling within the purview of Executive Order 10450, as
amended.
I should now like to go over with you the figures on the attached
table.
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Departments and Agencies
(1)
Termination
for informa?
tion under
8(a).
(2)
Resignations
with security
information
under 8(a).
(3)
Number un?
der 8(a)
2 to EL
(4)
Number of
sex per?
version.
(5)
Number of
felonies
and mis?
demeanors
(6)
Number of
all others
under 8(a).
.
Totals
11.074
1,353
383
194
605
1,045
Agriculture
33
41
1
4
16
69
Air Force
75
114
Categories not given.
Army
91
128
28
4
101
86
American Battle Monuments Comm,
No separations reported,
Bd. of Governors Fed! Reserve System
n n n
Bureau of the Budget
.,
n
n n
Atomit! Energy Commission
0
1
0
0
0
Canal Zone Government
No separations
reportpd,
STP
Civil Aeronautics Board
No separations
reported.
Civil Service Commission
0
2 0
1
0
1
Commerce
29
29 8
9
21
38
_
'Comm. on Foreign Economic Policy
No seplrations
report
-d.
i
'Com. on Orgn of the Exec. Br. of Govt.
li
It It
;Com. on Retirement Policy for Fed,1 Pers.
(
H
1
It H
Pagel
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N."
(Continued)
1 Council of Economic Advisers
Defeme Transport Adm.
Export-Import Bank
(1) (2) ! (3) 1 (4) (5)
(6)
Farm Credit Adm,
Federal Coal Mine Safety Bd. of Review
i
No separations reported. !
4.--
1
II II II i
--;
-4
" It It 1
i
I
?.
II It II
1 i
- ___ -4- __I
It It II ,
i
,
!
Federal Civil Defense Adm. 3 2
Federal Corrununications Comm. i 1 0 i
, , .
,
Federal Deposit Insurance Cor_p No separations reported.
Included in Housing ' 1
Federal Housing Adm, & Home Finance i - -
i
iFederal Mediation & Conciliation Service 0 3
!
,
Federal Power Commission , No seprations reported..
---- - I- --
.Federal Trade Commission It II It
:Foreign Operations Adm. 164 19
,
General Accounting Office .5 1
;
1--. -- , ----- --- ---- -
'iGeneral.Services Administration 100 50 i
'Go-vit. Contract Committee (See Labor)
Govt Printing Office
Health, Education & Welfare
6
11-
1
j
2
0
I
!
5
,
1
0
0
1
-,'
-
-
-
-
3
0
0
0
16
15
4
161
1
1
2
4
9
'
2
67
72
S.
I
3
.
1
6
2
1
1-
27
:
12
34
32
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Ck
i
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N-/
. (contin. .-;d) .
(1)
(2).
(3)
(4)
.(5)
(6)
1
1 Home 1.,-A Bank Bird (Included in
Housir and Home Finance)
_ -
-
-
-
-
-
-
Housing_d Home Finance Agency
4
19
7
5
4
8
Indian , aims Co_r]isbion
No se
rations reportede
U. S. :L. 'brmation Agency
0
38
24
7
0
17
i Interi.
_
29
88
72
4
28
46
interat-te Commerce Commission
No se
rations re rted.
, Justice?
53
103
41
3
29
119

,-..abor
2 15
11
_ _
3
_
1
1
3
7,*brary bf Congress
0 2
1
0
0
1
..t.'1 Ad7isory Ccimmittee on Aeronautics
5 12
6
1
7
13
1
A
:..t.-,t]. Capital Housing Authority .
12
1
1
0
11 Capital Planning Commission
_L.
No separations reported
,
' t'l Gallery of At
It It it
... '1 Labor Relations Board
6 4 i
9
0
0
2

t'l Mediation Board _
No separations repOrted.
- ,, 1 Science, Foundation
0 1
4---
0
0
0
1
f,at'l Security Council
No separations reporteth
'
Page 3
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1(Cont-nued)
1
(1) (2) (3)
(4) (5)
(6)
1Natl1 Security Training Commission
i
1 (e Selective Service)
-t
-

- -

-
1
!Navy
135 100
Categories not given
iOff. of Defense Mobilization
0 2
.
1
0 0 1 0
I
2
!Off. of Seely of Defense
I?
1 1
,-----
Categories not Oven.
!Public Housing Administration (Included
!
1 in Housing & Home Finance)
- -
- - -
-
!Post Office
--t
180 104 '
1
4
--I
1
13
111
192
-1
!Railroad Retirement Board
,
1 I 2
0 1
1
Reconstruction Finance Finance Corp.
No sep4rations repbrted,
I
;Renegotiation Board
--i-.
0 i
4- 5 1
!
3 i 1 0
2
;Rubber Production Facilities Disposal Como
No separations repOrted?
r
0 . 2 I
!
i
t 1
2 0
!
-
'Securities & Exchange Comm. .
.
0
0
'Selective Service System
1 1 1 3 14
0 0
-,?
0
,Small Buness Adm.
.
0
'----- 2 1
0 1 I 2
.
--
0
)
.
?Smithsonian Institution
Noe.-farations reported.
- 1-,
.
!
i
Home Home
. --i-
. ,
ISoldiers , -1--
1
0
?1
.
State Department
5 112
;
43 49
31
.
,3ubversive Activities Control Bdo
1 '
No separations repiorted.
.
I,
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(Continued)
(1) (2)
(3)
(4)
(5)
(6)
Tariff Commission
No se.trations reported.
Tax Court of the U. S.
n 11 1
Tennessee Valley Authority
0
5
1
1
1
3
Treasury
39
13
10
2
9
38
Veterans Administration
92
210
45
21
160
76
War Claims Commission
No separations
report
White House Office
1
0
0
0
0
1
Totals
STAT
Page 5
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ExPibit #5
STATEMENT OF PHILIP YOUNG, CHAIRMAN, U. S. CIVIL
SERVICE COMMISSION, ON THE EMPLOYEE SECURITY
PROGRAM EtFORE THE SENATE POST OFFICE AND CIVIL?
SERVICE CO=TEE, 10:00 A.M., MARCH 10, 1954
Mr. Chairman, at the outset today I would like to make a brief, fur?
ther statement relating to some of the questions raised by committee mem?
bers the last time I came before this committee on the subject of the
Employee Security program.
First, the question relating to loyalty on Government application
forms. Prior to issuance of Standard Form 57 in 1942, there was in use an
application Form 8, Form 8 contained no reference to membership in organ?
izations until the edition date of. February 1940, when the following ques?
tion was inserted: "Are you a member of any political party or organization
which advocates the overthrow of our constitutional form of government in
the United States?" A "yes or no" answer was required, with the requirement
that the organization be named if a positive answer was given.
In July 1941, this question on Form 8 was changed to make specific
mention of "any Communist or German Bund organization," and it was also
broadened to include membership or affiliation with any group which "lends
support to any organization or movement advocating the overthrow of our
constitutional form of government in the United States."
When Form. 57 was substituted for Form 8 in April 1942, the wording of
this question was again changed, to read as follows:
"Do you advocate or have you ever advocated, or are you now or have
you ever been a member of any organization that advocates the overthrow of
the Government of the United States by force or violence?" A "yes or no"
answer was required, with the further requirement "If so, give complete
details under Item 45."
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- 2 -
The question continued in approximately the same form through further
revisions of Form 57 in 1942, in 1945 and in 1946. In November of 1947,
the question was broken up into three, separate questions as follows:
"Are you now, or have you ever been, a member of the Communist Party,
U. S. A., or any Communist organization? (Yes or No). Are you now, or
have you ever been, a member of a Fascist organization? (Yes or No). Are
you now, or have you ever been, a member of any organization, association,
movement, group, or combination of persons which advocates the overthrow
of our constitutional form of government, or of an organization, association,
(:) movement, group or combination of persons which has adopted a policy of ad-
vocating or approving the commission of acts of force or violence to deny
other persons their rights under the constitution of the United States or
of seeking to alter the form of government of the United States by unconsti-
tutional means? (Yes or No)." The form contains this further language:
"If your answer to question 27, 28, or 29 above is 'yes', state in Item 39
the names of all such organizations, associations, movements, groups, or
combination of persons and dates of membership. Give complete details of
your activities therein and make any explanation you desire regarding your
membership or activities therein."
The latter is the form in which the question stands on the edition of
Form 57 which is now in use. I understand that there have been many prose-
cutions involving false statements on Government application forms; however,
any details as to these prosecutions could only be provided by the Justice
Department.
The Civil Service Commission has agreed upon a revised form of this
question, which I referred to in my earlier testimony before this Committee.
As worded in the revision, which is now pending before the other agencies
concerned, the question reads as follows:
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tb.) C.)
- 3 -
"Are you now, or have you ever been, a member of the Communist Party,
U. S. A., or any communist organization?
"Are you now, or have you ever been, a member of a fascist organization?
"Are you now or have you ever been a member of any foreign or domestic
organization, association, movement, group, or combination of persons which
is totalitarian, Fascist, Communist, or subversive, or which has adopted,.
or shows, a policy of. advocating or approving the commission of acts of
force or violence to deny other persons their rights under the COnstitution
of the United States, or which seeks to alter the form of government of the
. United States by unconstitutional mean?"
The second point I should like to cla;_fy is that the figures which we
are able to submit to this committee are necessarily incomplete.- Even_the,
latest figures, which I will give you, do not reflect the total terminations
-
and resignations under this program by the Department of Defense and its
constituent agencies. Also, the total of the four categories representing
types of information in individuals' files numerically exceeds the total
number of persons terminated and resigned This is so because there are
many instances where an individual's file shows derogatory information
under more than one of the categories included in the breakdown. Therefore,,
it is meaningless to add the totals under the category breakdown for pur-
poses of comparison with the total terminated and resigned? What the. cate-
gory breakdown will show4 when it is complete, is simply the number of cases
in which information of a specified type was present in the files of India*
viduals who were terminated or who resigned under this program.
The third point I would like to make deals with the protection granted
to employees under this program. For those persons whom an agency head
proposes to terminate under the provisions of Executive Order 10450, the
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(-) - 4.
0
procedure calls for a statement of charges and an opportunity to answer. A
hearing may be granted, if the employee so desires, before a security hear-
ing board composed of three employees of other Government agencies. The
sample regulations, furnished to all agencies by the Justice Department and
adopted by agencies with some minor modifications, provide that when a hear-
ing is held the employee will have the right to present witnesses on his be-
half and may cross-examine any witnesses offered in support of the chargesa
The hearing board reports its decision to the head of the agency who makes
the final decision. If the employee is terrenated, there is also provision
for a determination by the Civil Service Commission, upon the employee's
request; as to Whether the former employee may be employed in another agency.
Those are the procedures under Executive Order 10450. However, the bulk
of the terminations under the Employee Security program has been effected
through normal civil-service removal procedures. Under such circumstances,
the employee has full benefit of the same protection against arbitrary Te-
moval which is provided employees whose discharge is proposed for any cause,
whether or not related to Executive Order 10450. Generally speaking, vet-
erans have the.right to a 30-day notice period, a statement of charges and
an opportunity to answer, plus an appeal to the Civil Service Commission
both as to procedure and as to the merits of the case. The non-veteran has
a right to a statement of charges and an opportunity to answer those charges,
but there is no appeal beyond the agency head.
For the further protection of employees, as well as of the Government,
the President provided in Executive Order 10450 for a continuing study by
the Civil Service Commission of operations under this program. The purpose
of this study is to identify any deficiencies which may develop in. the
program, and any tendencies to deny individual employees fair, impartial
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- 5 -
and equitable treatment at the hands of the Government. The Commission is
to report at least semi-annually to the National Security Council and to
recommend means to correct any such deficiencies or tendencies.
Now just a word about the figures on the attached tables.
As I have
already indicated, they are still incomplete. However, some additional re-
turns have came in from agencies since my last appearance before this com-
mittee and these have been incorporated in the tables. In fact, some addi-
tions to the totals have taken place since my testimony before the House
Civil Service Committee, so that you will find the totals are slightly
higher than any previously published figures'.
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Departments and Agencies
(1)
Termination
(2) (3)
Resignations 1sIumber un-
(4)
Number of
(5)
Number of
(6)
Number of
for informa-with
tion under
8(a),
security der 8(a)
information 2 to 8.
under 8 a
sex per-
version,
felonies
and misde-
meanors.
all others
under 8(a).
Totals
1086
$ 1 400 429
207
636
1,455
_.
Agriculture
33
41
1
4
16
69
Air Force
75
114
25
2
5
157 0
Army
91 135
35
4
101
86
.....
American Battle Monuments Comm.
No sepat tions report
d.
Bd. of Governors.0 Fedt1 Reserve System
It 1 It
.
Bureau of the Budget
It ?It tt
Atomic Energy Commission
0 1
0
0
0
1
....
Canal Zone Government
No separations report
d4
ST
Civil Aeronautics Board
No separations reportad.
Civil Service Commission
0 2
0
1
0
1
..._
Commerce
29 29
8
9
21
38
_._.
Comm. on Foreign Economic Policy
No separations
repor4d.
Comm. on Orgn of the Exec. Br. of Govt.
11
1 it
Com. on Retirement Policy for Fedil Pers.
It
I It
4
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AT
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Nu,
(Continued)
(1) (2) ; (3) i (4) (5) (6)
;
1 ,
Council of Economic Advisers No separations reported. !
;
Deferne Transport Adm. 11 i 11 11 i
Export-Import Bank
Farm CrPdit Adm.
41
1
-1- --H
Federal Coal Mine Safety Bd. of Review , il ; ti It ,
i?
i
4:,
I
1
Federal Civil Defense Adm. 3 I 2 i 1
2
_-1-------
,
,
Federal Communications Comm. 1 ; 0 1
, -I
Federal Deposit Insurance Corp:, No sep,aIrations re ported.
Included in Housing I I
;
; Federal Houdng Adm, & Home Finance - 1 -
?
;
I
Federal Mediation & Conciliation Service 0 ?
3 3
1
Federal Power Commission No separatons reported..
. i .
; i--
Federal Trade Commission it ! 11 It I
. i.
_ _ _
? Foreign Orations Adm. 164 i 19 i 16
:
,
.:? General Accounti ng Off ic e 5 1 i 1
;
! i General Services Administration 10050 9
,
;
Govit. Contract Committee (See Labor) - . _ 1
-
Gov t Printing Office
Health, Education & Welfare
I
i
6 4 3
1 ,
11 i.
i 6727
---i--
..__
. i

I 0
I
I
-I
I
!
-
.
0
15.
1
2
-
1
.?:
. 12

?
0
0
5
__
1
- --1
i
!
-I
-
___
;--- -
1
i
I
;
I
1
-
0
4
2
67
-
0
161
4
;
1
72
-
?
2
32
!
;
6
34
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' ;
,
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Nsa,
(continued) ?
(1)
(2)
(3)
(4)
(5)
(6)
Hoilie Loan Banc .Board (Included in
Housing and Home Finance)
- -
-
-
-
-
Housing and Home Finance .Agency
4 19
7
5
4
8
Indian Clain-Ls so ommi. sUon
No s rations re
.rted.
U. S. Information Agency
0 38 -
24
7
0
17
Interior
29 88
72
4
28
46
Interstate Commerce Commission
No sei rations rep
ted.
Justice
. 53 103
41
11
3
3
29
1
13.9
3
. ,
Labor
2 15
. Library of Congress
0 2
1
0 0
1
Nat'l Advisory ComMittee on Aeronautics
5 12 ?
6
1 7
13
, Nat '1 Capital Housing Authority
1 2 1
-- -4 _______ __..
No separations reported,
1 0

t
1
__...._1.
. _ C
Nat'l Capital Planning Commission
Nat,'1 Gallery of Art
II i it it
.
Nat 'I Labor Relations Board
6 4 9
o 0
2
Nat 11 Mediation Boa rd
-i---
,
No separations reported.

( Nat'l Science Foundation
0 1 1 0
0
0
1
.f. Nat, '1 Security Council
i
-1--
No separations repiprted.
Page 3
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N."
(Continued)
,
(1) (2) .1 1
(3)
(4)
(5)
(6)
Nat 1 Security Training Commission
(See Selective Service)
-
-
-
_
7
-
-
Navy
135
100
12
1
0
222
Off. of of Defense Mobilization
0 . 2
0
0
0
1
2
0-----
Off. of Secfy of Defense
1 1 3 .
2
1
Public Housing Administration
(Included in Housing & Home Finance)
Post Office
-
1
180
-1-
1
-
_.
-
-
-
104
4
13
.
111
192
....._
'Railroad Retiremert Board ,
r
2
I
1
0
1 1
Reconstruction Finance Corp.
.....L_
1 T
No separations reported.
1
1 .
0 5
1
t
No separations repoIrted,
t--
0 2 1
r
--I--
3 -
2
4
1

0 2
Renegotiation Board
TLubber Production Facilities Disposal Com.
0
_
0
1
-f-
1
i
_
Securities & Exchange Comm.
0
0 0
,. 0

.,_

i-,.-
Selective Service System
Small Business Adm,
,
Smithsonian Institution
i i
J..
0 i
No separations
3 i
r 2 1
t
reported.
0
'Soldiers Home
I 1
---1
State feartment
1
5 1 112 1
No separations reported.
43
49
0 31
bveve Activities Cont -1-
r61 Bd. I
age
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(Continued)
?
(1)
(2)
(3)
(4)
(5)
(6)
Tariff Commission
No separations
reported.
na??????
Tax Court of the IL S.
It
It It
Tennessee Valley Authority
0
5 1
1
1
3
Treasury
39
13 10
2
9
38 C
En
Administration
104
248 45
30
185
tVeterans
iWar Claims Commission
No sepalrations reported.
White House Office
L
I 0 0
0
0
1
Tot
STAT
?
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Exhibit #6
STATEMZET OF PHILIP YOUNG, CHAIRMAN, U. S. CIVIL
SERVICE COndISSION, ON TA:1i; ]-311PLOY7,1. SECURITY
PROGRAM BEFOHE Til NOUS:_; POST OFFICE AND CIVIL
SERVIC:C, COTthITTEE, 10:30 A M? MARCH 4, 1954
Mr, Chairman, those of us here know that Federal employees, by and large,
are loyal, capable people with a degree of devotion and dedication to their
work which, in my opinion, is not exceeded by any group of employees in pri.,
vate industry or elsewhere.
Nevertheless -- as I pointed out before the Senate Committee last Tues-
day -- there has been in recent years a mounting public didtrust of Govern-
ment employees based on disclosures that unfit persons at various times had
held Government positions of a highly sensitive nature. The old loyalty pro-
gram which had been in effect for almost 6 years by January 1953 had done
little to allay this distrust. Clearly, increased public respect for the
Government service depended on greater assurance that no person would be hired
or retained in a Government job unless his employment was entirely consistent
with national security. To attack this problem in a straightforward fashion
was a first duty both to the citizens of our country and to that great bulk
of loyal civil servants who were living and working under the shadow cast by
'those few who had proved unfit.
Under the previous Administration, an attempt was made to grapple with
this problem through the operations of the Federal. Employees Loyalty Program,
which was established by Executive Order 9835 in 1947o However) the loyalty
program made no allowance for the fact that a.person might be a weak link in
our national security even though his loyalty was unassailable... There was a
preValent feeling that, bocause the loyalty program had the effect of brand-
ing as disloyal an employee who was removed, there was considerable hesitancy
to take any action under the 'program unless an act of clearly demonstrated
disloyalty could be established.
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- 2 -
As time went on, it had become apparent that the original standard un-
der the loyalty program was not adequate for dealing with cases of suspected
disloyalty. The original standard used for refusal of employment or removal
from employment on grounds relating to loyalty was "reasonable grounds for
belief that the person involved is disloyal," On April 28, 1951, by Execu-
tive Order 10241, President Truman changed the standard to "a reasonable
doubt as to the loyalty of the person involved,"
The need developed for permanent legislation which would (1) confer on
heads of departments authority which they could act on more rapidly than the
(:) cumbersome procedure provided for in President Truman's loyalty order, (2)
cover the wide variety of cases which would not rationally come under the
conception of "loyalty" and (3) at the same time supply minimum procedural
protection to the employees involved. This need impelled the Department of
Defense to suggest legislation in 19500 which was introduced as H. R. 7439
in the second session of the 81st Congress, Extensive hearings were held be-
fore the House Committee on Post Office and Civil Service and the Senate
Armed Services Committee.
These hearings on the bill are replete with illustrations of the un-
satisfactory and limited nature of the "loyalty" test. For example Dan A,
Kimball, Under Secretary of the Navy, told the Committee that:
The Department of Defense intends to continue full and
vigorous enforcement of the President's loyalty program estab-
lished under Executive Order 9835, But because a Defense De-
partment employee, even though loyal to the United States, may
be a serious security risk due to his associations, affilia-
tions, habits, or indiscreetness, the Department .considers it
to be necessary for adequate protection of the national secu-
rity that the Secretary of Defense and the Secretaries of the
Army, Navy, and Air Force shall have the additional power to
remove an employee in their respective departments from his
employment when he is found to be a serious risk to national
security. A single act of a disloyal person and a single act
of an indiscreet employee can do equal damage to our security
in one of these sensitive departments."
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. 3 .
It was pointed out again and again in these hearings that alcoholics,
people with unsatisfactory associations, persons subject to blackmail, and
those who are simply overly loquacious could constitute a serious danger
to the security of the United States but could not necessarily be proved
disloyal, On the other hand, it was pointed out that those who are dis?
loyal are, of course, security riskso
The bill was favorably reported by both committees (H. Repto Not 2330;
So Rept o No 2158; 81st Congo 2d. Sesso)c. It passed the House by a vote of
327 to 14 and was adopted by voice vote of the Senate, as Public Law 7330
This is the law on which E. 00 10450, establishing the present security
program, is based.,
The bill, both as introduced and passed, applied only to certain
named departments but conferred upon the President authority to extend
it to othersu
Efforts were made before both committees which considered the bill
and on the floor of the House to amend it to provide review by a board
similar to the old Loyalty Review Board* But all such amendments were
rejected because the Congress felt that in such cases no outside agency
should be in a position to impose its judgment over that of the head of
a department as to whether he should retain in his department an employee
whom he regards as a security risk. It was pointed out in connection
with the proposed amendments that the bill provided, and now does provide,
that an employee dismissed as a security risk by one department could be
hired by others if the Civil Service Commission, in addition to the hiring
department, concluded that the employee would not be a risk in the new
position?
President Eisenhower, in his State of the Union message of February
21 1953, to the 53d Congress said:
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4 -
"The safety of America and the trust of the people alike demand that
the personnel of the Federal Government be loyal in their motives and
reliable in the discharge of their duties Only a combination of both
loyalty and reliability promises genuine security"
He further stated: "The heads of all executive departments and
agencies have been instructed to initiate at once effective programs of
security with respect to their personne19" and added that the Attorney
General would advise and guide departments and agencies in the shaping
of these programse
"To carry out these programs," the president concluded, "I believe
that the powers of the executive branch under existing law are sufficient."
In applying these principles set forth by President Eisenhower, it
was decided to broaden the application of the statutory authority which
the 81st Congress had given the President in Public Law 733 of 1950Q
Therefore, the President by Executive Order 10450 of April 27, 1953,
established a Government-wide employee security program, based on the
authority and the approach set forth by the Congress in Public Law 733,
and abolished the old loyalty program* Loyalty has thus become one of
a number of criteria upon which security determinations may be based,
and the complexities and difficulties of administration inherent in two
separate systems of adjudicating such cases have been eliminated3
The basic objective of the Employee Security Program is to make sure
that there is no employee on the Federal payroll nor any applicant appoint-i
ed who can, because of his position, endanger the national security 0 The
American people must be assured that Federal employees are persons of
integrity, high moral character and unswerving loyalty to the United
States0
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. 5 .
Today the head of each department and agency is responsible for the
security of his organization* Under this program the responsibility for
the security of a department or agency is placed. where it belongs squarely
on the shoulders of a particular Government organization* To safeguard
the rights and privileges of the employees, provision has been made for
hearings, at the option of the employee, before security hearing boards
composed of Government employees from other agenciese
Now, before we discuss the statistics available on operations under
the Employee Security Program, it is essential that we understand fully
the nature and scope of the program* I am, therefore, going to run over
the provisions of Executive Order 10450 and the regulations which have
been adopted, with some minor variations, by the various agencies*
Section 1 of Executive Order 10450 merely extends Public Law 733
to all those agencies of Government which are not mentioned in the law
itself,
Section 2 places upon the head of each individual department and
agency the responsibility for establishing and maintaining within his
agency an effective security program* This, of course, is in line with
the provisions of Public Law 733o
Section 3 sets forth the requirement that all appointments to Govern-
ment positions shall be subject to investigation* The scope of the in-
vestigation will vary according to the degree of adverse effect upon the
national security which could be brought about by the incumbent of a
particular position* In no case will this be less than what is called
a National Agency check and inquiry* This involves a check of name
fingerprint files of the FBI and the files of the Civil Service Com-
mission, the House Committee on Un-American Activities, and the military
intelligence agencies* It also involves written inquiries to appropriate
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local law.,enforcement agencies, former employers and supervisors, persons
given as references, and schools attended() Should there develop at any
stage of investigation any information indicating that the employment
of an individual may not be clearly consistent with the interests of
national security, a full field investigation is required, or such less
investigation as may be determined by the head of the department or agency*
Subsection (b) of Section 3 requires heads of agencies to define as
sensitive positions those jobs within their agencies the incumbents of
which coulds by virtue of their positions bring about a material adverse
effect on the national security?
Sections 4 through 6 provide for review and readjudication of all
cases under the old loyalty program, for consideration of new information
and for suspensions and terminations?
Section 7 sets .up appropriate safeguards against the re-employment
of a suspended or terminated employee in the same agency or in another
agency, making specific provisions for a determination by the Civil
Service Commission before any employee in this category may be employed
by any other agency,
Section 8 (a) provides that the investigations conducted pursuant
to this order shall be designed to develop information as to whether
the employment or retention in employment in the Federal service of the
person being investigated is clearly consistent with the interests of
the national security, Such information shall relate, but shall not be
limited, to the following:
(1) Depending on the relation of the Government employment to the
national security:
(i)
Any behavior, activities, or associations which tend to
show that the individual is not reliable or trustworthyo
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(ii) Any deliberate misrepresentations, falsifications, or
omission of material facts6
(iii) Any criminal; infamous, dishonest, immoral% or notoriously
disgraceful conduct, habitual use of intoxicants to excess;
drug addiction; or sexual perversione,
-(iv) An adjudication of insanity; or treatment for serious mental
or neurological disorder without satisfactory evidence of
cureo
(v) Any facts which furnish reason to believe that the individ-
ual may be subjected to coercion, influence, or pressure
which may cause him to act contrary to the best interests
of the national security?
(2) Commission of any act of sabotage, espionage, treason, or
sedition, or attempts thereat or preparation therefor, or
conspiring with, or aiding or abetting, another to commit
or attempt to commit any act of sabotage, espionage, treason;
or sedition.
Establishing or continuing a sympathetic association with a
saboteur, spy, traitor, seditionist, anarchist, or revolu-
tionist, or with an espionage or other secret agent or repre-
sentative of a foreign nation, or any representative of a
foreign nation whose interests may be inimical to the inter-
ests of the United States, or with any person who advocates
the use of force or violence to overthrow the Government of
the United States or the alteration of the form of Government
of the United States by unconstitutional means,
( 3 )
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.8 ?
(4) Advocacy of use of force or violence to overthrow the Govern-
ment of the United States, or of the alteration of the form
of Government of the United States by unconstitutional meanso
(5) Membership in, or affiliation or sympathetic association with,
any foreign or domestic organization, association, movement,
group, or combination of persons which is totalitarian,
Fascist, Communist, or subversive, or which has adopted, or
shaus? a policy of advocating or approving the commission of
acts of force or violence to deny other persons their rights
under the Constitution of the United States, or which seeks to
alter the form of Government of the United States by uncon-
stitutional meanso
(6) Intentional, unauthorized, disclosure to any person of security
information, or of other information disclosure of which is
prohibited by law, or willful violation or disregard of
security regulations?
Performing or attempting to perform his duties, or otherwise
acting, so as to serve the interests of another government in
preference to the interests of the 'United States,
Refusal by the individual, upon the ground of constitutional
privilege against self.,incrimination, to testify before a Con-
gressional committee regarding charges of his alleged disloyalty
or other misconduct?
(7)
(8)
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. 9 .
Section 9 (a) and (b) require the Civil Service Commission to estab..
lish and maintain a security-investigation index covering all persons
who have been the subject of an investigation under Executive Order 104500
Department and agency heads must furnish the Commission with pertinent
information to establish and maintain this register c The register is to
contain the name of each person investigated together with adequate identi..
fying information, a-reference to each department and agency which has
conducted an investigation concerning the person? or which has suspended
or terminated the individual's employment under the authority granted
them or in accordance with Public Law 733
Section 9 (c) provides for the confidentiality of the reports and
other investigative material and information developed pursuant to any
statute, order, or program described in Section 7- of Executive Order
10450* Such information will be the property of the investigative agen-,
cies conducting the investigations but may be retained by the department
or agency concerned if it is desirable and consistent with the national
security()
Section 10 provides that Executive Order 10450 shall not eliminate
or modify any requirements for any investigation or any determination
as to security which may be required by lawo
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Section 11 provides for the disposition of cases under the old. loyalty
program. It requires, generally, that appeals and agency determinations
pending before the Loyalty Review Board or the Civil Service Commission's
regional loyalty boards, be processed to completion or, in some instances,
such as where hearings were not yet initiated, that they be referred to
the appropriate department or agency for processing in accordance with
the standards and procedures of Executive Order 10450,
Section 12 revokes Executive Order 9835 but provides that the Loyalty
Review Board and the Commission's regional loyalty boards would continue to
function for 120 days 'after the effective date of Executive Order 10450.
Section 13 requests the Attorney. General to give to departments and
agency heads such advice as is necessary to enable them to set up and
maintain appropriate employee-security programs.
Section 14 makes the Civil Service Commission responsible for a con-
tinuing study of the Employee Security Program to assure that adequate em-
ployee security programs are established and operating in each department
and agency and that employees are receiving fair, impartial and equitable
treatment. It further requires the Commission to report the results of its
study to the National Security Council at least semi-annually.
Section 15 provides that this order shall become effective thirty days
after the date of the order, which is April 27, 1953.
At the same time the President issued Executive Order 10450 he also,
in a letter to all department and agency heads, made the Civil Service
Commission responsible for providing competent and disinterested Govern-
ment employees to sit as members of security hearing boards and noted that
the Attorney General would issue sample regulations designed to establish
minimum standards for the operation of the security program,
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11
The sample regulations issued by the Attorney General clearly define
the procedures by which employees are assured of fair, impartial and
equitable treatment under the programa In cases of suspension, for
example, the employee is notified in writing with the reasons being as
specific as security considerations will permit, and is given at least
thirty days to answer the charges, including submission of affidavits
or statements*
If the employee is a citizen of the United States, has a probational
or indefinite appointment, and has completed his probationary or trial
period, he may be given a hearing before a board composed of at least
three impartial and disinterested persons furnished from the roster the
Commission maintains* At these hearings the employee may participate
in the hearings, be represented by counsel of his choice, present wit..
nesses and offer other evidence in his own behalf and may cross-examine
witnesses offered in support of the charges against the employee* A copy
of the written decision of the board is furnished the employee
In addition, the entire case is reviewed by the head of the depart.-
merit or agency before a decision to terminate the employment of a sus-
pended employee is made* The employee is also furnished a written
statement of the decision of the department or agency head*
In summary, responsibilities under the employee security program
are divided as follows:
The head of each agency is responsible for establishing and main
taming within his agency a program to insure that the employment and
retention in employment of every one of his civilian employees is clearly
consistent with the interests of national security*
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In carrying out these responsibilities, the agency head must desig-
nate which of the positions in his agency are sensitive, cause the proper
investigations to be made, reopen any cases that were decided under a
lower security standard after a full field investigation, readjudicate
any cases on which new information is received, and suspend and terminate
any employee whose employment is not clearly consistent with the interests
of the national security,
The agency head is ale() responsible for keeping investigative reports
confidential, for furnishing the Civil Service Commission with informa-
tion for use in maintaining the Security Investigations Index, for cooper-
ating with the Civil Service Commission in its work of studying the ad-
ministration of the program, and for designating persons of integrity,
ability, and good judgment for service as members of security hearing
boards of other agencieso
The Attorney General's part of the program consists of making full
field investigations through the Federal Bureau of Investigation, main-
taining a list of totalitarian, fascist, communist, or subversive organ-
izations, and giving agencies advice in establishing and maintaining their
security programs, The Attorney General also supplies to agencies sample
regulations for establishing minimum standards for implementing the
security program,
The Civil Service Commission conducts the investigations required
under the program, except for those conducted by the FBI and by agencies
with investigative facilities, The Commission maintains a Security
Investigations Index and maintains rosters of persons nominated to
serve as members of security hearing boardse
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\
-13-
The Commission also makes a continuing study of the administration
of the program by the agencies for the purpose of determining whether
there are any deficiencies that might weaken the national security or
any tendencies to deny to individual employees fair treatment or rights
under law or the Constitution. The results of. the study are reported
to the National Security Council,
The Commission is also responsible for determining eligibility for
further Federal employment in another agency of persons who have been
terminated on grounds of security,
You will note that there is nothing in Executive Order 10450 or the
accompanying regulations and instructions which requires the Civil Serv-
ice Commission to compile or maintain detailed information on individual
cases, or to make a statistical analysis of operations under the program,
We originally compiled some overall figures at the specific, written
request of the National Security Council, and these were the figures
contained in our preliminary progress report which was submitted to the
Council on October 22, 1953,
Before giving the Committee a detailed breakdown on actions that
have been taken since the program was initiated, 1 would like to give
you a basis for regarding these figures in their proper perspective
against the overall total of Federal employment and the extent of turn-
over in the Federal Government.
As of the end of January 1954, the Government employed nearly
2,350,000 persons, the vast majority of whom undoubtedly are loyal,
capable people of integrity and high moral standards. In the seven months
?from June through December 1953, a very large number of employees left
their jobs one route or another. A total of 171,726 persons resigned
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40 ILI am
their jobs with the Government? A total of 9?064 or nearly 1,300 per
month: were discharged for cause, A total of 60,095 were separated
from their positions during the seven-month period by reductions in
force ? During the same seven months; a total of 208,609 new employees
were hired by Federal agencies within the continental United States?
Now some figures regarding investigations required under the order,:
As of the 1st of January? 1954: the Commission had. initiated 167:617
investigations under Executive Order 10450e -Of these; 159,856 have been
completede In addition, the Commission has completed 5,717 full field
investigations for sensitive positions e As of February 1, 1954: other
agencies had initiated 26,032 full field investigations for sensitive
positions ? The agencies! target is completion of all full field inves-
tigations for sensitive positions for employees now on the payroll by
June 30: 1954: and evaluation of these cases by September 30, 1954,
Certain complicated cases which involve hearings and additional
investigations may not be adjudicated by September 30e It is antici-
pated however that all these cases will be completed and adjudicated
by the end of the calendar year?
Now for what has happened to date under the program. I have prepared
for the Committee a table showing actions taken from May 28 through Decem-
ber 31: 19530 Monday afternoon, March 1, we made available to this Com-
mittee figures which have since been augmented through receipt of late
returns from elements of the Department of Defense? Additional figures
were included in my statement on March 2 to the Senate Post Office and
Civil Service Committee, Since that hearing, further supplementary
reports have been submitted by the Department of Defense which further
increase certain of the totals presented to the Senate Committeee Even
these latest figures, which I am about to give you, do not, however,
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? 15 ?
reflect the total terminations and resignations under this program by the
Department of Defense and its constituent agencies:, Many defense instal?
lations have not yet reoorted? and these returns, which may substantially
increase the totals, will not be complete for from 60 to 90 days o In this
connection, I would like to state that there was a security program prior
to May 27, 19539 and that many additional separations were accomplished
through this earlier program,
With the exception noted in the case of the Defense Department and its
constituent agencies, the table shows the number of terminations and resig?
nations because of security questions falling within the purview of Sec
.-
tion 8(a) of Executive Order 104500 Resignations which took place before'
determination was completed are shown in cases where the file was known
to contain unfavorable information under Sectiori 8(a) of the order* This
table includes a breakdown according to broad categories of information
in individuals' files* It should be noted that these figures likewise
are incomplete for the Department of Defense and its constituent agencies*
The categories are the followings
(1) Number whose files contained information indicating, in vary?
ing degrees, subversive activities, subversive associations,
or membership in subversive organizations*
(2) Number whose files contained information indicating sex
perversion*
(3) Number whose files contained information indicating conviction
of felonies or misdemeanors4
(4) Number whose files contained any other type or types of infor?
mation falling within the purview of Executive Order 10450,
as amendedb
I should now like to go over with you the figures on the attached
table*
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Deuartments and Agencies
Totals
Agriculture
Air Force
Army
American
(1)
Termination
for infonna
tion under
8(a).
(2)
Resignations
with securit
information
under 8(a).
(4)
Number o
sex per-
version.
(5) (6)
Number of Number of
felonies all others
and misde- under 8(a).
meanors,
611 1,424
16 69
5
157
????????+4=??????????w
Battle Monuments Comm.
91 1128
No sepa ations report
101
86
.B.d. of Governors, Fedt1 Reserve System
Bureau of the Budget
Atomic Energy Commission
Canal Zone Government
0
1
ations report
STAT
iCivil Aeronautics Board
No separiations reportdd.
Civil Service Commission
0 2
0
1
0
21
1
a
38
Commerce
29
29
8
1Comm. on Foreign Economic Policy
No sep
ations report
d.
Comm. on Orgn of the Exec. Br. of Govt.
II
II H
Comm. on Retirement Policy for FedllPers,
H
H H
Pagel
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(Continued)
Council of Economic Advisers
(1) (2) (3) (4) (5) (6)
Defenbe Transport Adm.
Export?Import Bank
Farm Credit Adm.
Federal Coal Mine Safety Bd. of Review
No separations reported.
11 ft ?
11
Federal Civil Defense Adm. 3 2
Federal Communications Comm. 1 0 1
1
Federal Deposit Insuranc_e_C9rp.
Included in Housing
Federal Housing Adm. & Home Finance
No se rations reporlted.
Federal Mediation & Conciliation Service . 0 3 3
, !
.Federal Power Commission- ? No sepp.rations reported. i
- - - - - - - ? - . - - - - i-- I
.Federal Trade Commission
It !13
Foreign Operations Adm.
164
19
General Accounting Office
5
1
General Services Administration
100
50
'Gov't. Contract Committee (See Labor)
Gov ft Printing Office
6
4
Health, Education & Welfare
11
67
11
9
-4
! 3 1
,
!
__I .1
, 1 ;
I 27
2
0
0
--I-?
0
0
0
4
15
1
2
? 2
67
1
6
12
34
1
1
0
__I_
___ -!
I 161 !
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_
72
1
2 i
I
,
32 '
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. (conted) 1
(1)
(2)
(3)
(4)
(5)
(6)
[ Home L,. .-in Bank Board (Included in
1 Housirs, and Home Finance
. .:,
- - -
-
-
-
f Housing and Home Finance Agency
4 A..-In.-1 7
5
4
8
1
t Indian Claims Commisbion
No separations reported.
____
i
f U. S. MfDrmation Agerry
0 38 24
7
0
17
F
; Inter57.r
29 88 72
4
28
46
, Interstate Commerce Commission
_
. No separations re rted.
Justice
?
-
53 103 41
3
29
119
Labor
2 15 11
3
1
4..
3
? Library of Congress
0 2 1
0
0
1
.:Jatll Advisory Cgmmittee on Aeronautics
5 12 6
1
7
13 -
. Nat'l Capital Housing Authority
1 2 1
1
0
1
;:at'l Capital Pianning Commission
No separations reported,.
-F?1
at '1 Gallery ce,f Art
It II IT
-T4
_
1
. F:at'l Labor Relations Board
6 4 9
0
0
2
,
tattl Mediation Board
No separations reported.
!3.t'1 Science. Foundation
0 1 0
0
0
1
at 11 Security Council
No separations re rted.
Page 3
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%.4rf
(Continued)

(1)
(2)
(3)
(4)
(5)
(6)
Nat'l Security Training Commission
(See Selective Service)
-
-
-
-
-
-
_
k-i;.vy 135
100
12
1
0
222
Off. of Defense Mobilization 0
2
0
0
0
2
Off. of Seely of Defense 1
_.
3 1
2
1
1
0
Public Housing Administration
(Included in Housing & Home Finance)
--
180 ,
104
1
-
-
-
-
_1
!Post Office
F
I
1
i
4
1
13
--I-
_
-
111
1
0
192
1
2
I
i
I
1 i
1
---1
I
'Railroad Retirement Board 1
,
2
reported.
-1-
5
reported,
1-- 1----
2
3
0
1
,
Reconstruction Finance Corp.
1---
1
No sepArations
i
0
No separations
0 ;
1
r
-
4---
Renegotiation Board ,
3

_
iyubber Production Facilities Disposal Com. I
f-
Securities & Exchange Comm. I
4-
2

4
0
0
0
1
0
0
0
0
1
H i
Selective Service System 1
1
0
n
4.

;
Zmall Business Adm, I
0 2
I 1
sepalations reported.
i
Smithsonian Institution 1.No
Home
iSoldiers
1
State nepartment 5 112
I
I.,-- I 4-
43
49
1
Q
31
bubver:ive Activities Control Bd. , ! No separations reported.
,
-----i-
I
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--Page 4
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(Continued)
(1)
(2)
(3)
(4)
(5)
(c,)
TariffCommission
_
No separations
reported
Tax Court of the U. S.
II It It
Tennessee Valley Authority
0 5 1
1
1
?
3 .
Treasury
39 13 10
2
9
38
Veterans Administration
I
92 210 45
21
160
76
IWar Claims Commission
No separtations reported.
?I
White House Office
1 0 0
0
0
1
Totals
STAT
Page 5
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CONFIDENTIAL
23xhibit /
CONSOLIDATION OF REPORTS BY DEPARTMENTS AND AGENCIES OF ACTIONS
UNDER E. 0. 10450 FOR PERIOD OCTOBER 1 TO DECEMBER 31, 1553
A.
EMPLOYEE GASES
TOTAL
(a)
& SEC 11
Cases
(b)
C
Cases
(c)
Other ases
Sensi- Non -Sen-
tive sitive
(d)
1. Total cases for deter. (On hand Oct 1
,
, ,
plus recId. during report period)
65,241
5,699
2,076
6,042
51,224
2. Fav. deter. (excluding 5 below)
27,969
542
219
3,926
23,280
3. Susp. during reporting period
L. Suspensions on which final deci-
121
52
12
5
52
sion has not been made
109
49
12
5
43
5a. Restor, after susp. (w.o. hearing)
6
2
1
0
3
b. Nestor. after susp. (after hearing)
4
4
0
0
0
6. Term, for security questions within
the purview of Sec 8(a) of E.O. 10450
(533)
(12)
(82)
(134)
(226)
a. Without hearing
515
12
81
134
213
b. After hearing
18
0
1
0
13
7. Resig. before deter, was completed
(2,218)
(101)
(127)
(63)
(1,797)
a. When file was known to contain unfav.
info. under Sec 8(a) of the Order
b. When file was not known to contain
620
90
126
17
257
unfavorable information
1,598
11
1
46
1,540
6. Other separ. before deter, was compl
a. When file was known to contain un -
(957)
(260)
(66)
(19)
(590)
fay. info under Sec 8(a) of Order
b. When file was not known to contain
494
251
84
8
151
unfavorable information
463
9
4
11
439
9. Cases pend. deter, at end of period
33,763
4,978
1,559
1,898
25,328
I. Applicant Investi.
2. Appointed
3. Not Appt.
4. Not appt
- other
B.
after in-
Security
reasons including
On hand Received
APPLICANT CASES:
veetigati4n
Reason
pending cases
460 8,933 *
837
7,483 it*
1,936
C.
1. Persons reemployed after term.
for security or loyalty reasons:
2. Persons considered for reempl.but
not appt. for security reasons:
REEMPLOYMENTS:
31
10
Includes 7246 cases reported by Post Office Department.
** Includes 7244 cases reported by Post Office Department,
NOTE: Above table for employee cases does not balance in total column as it includes
incomplete reports from Departments of the Army, Navy and Air Force. Reports
from these Departments covered only totals for 6a, 66 and 7a.
CONFIDENTIAL
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Declassified in Part - Sanitized Copy Approved for Release 2013/08/30: CIA-RDP86T00268R000600010015-1
CONFIDENTIAL SECURITY DETERMINATIONS UNDER EXECUTIVE ORDER 10450 REPORTED BY AGENCIES FOR PERIOD
OCTOBER 1 THROUGH DECEMBER 31, 1953
Employee Cases
Applicant
Cases -
Department
1.
' 2.
-
3.
h.
5. .
6.
Or
Favorable deter-
Sus-
Terminations 'Resignations
be-
Cases
Not appointel
Agency
mination (incl.
pensions
for security
fore determine-
Pending
for security
restoration after
during
guess falling
tion (unfavorab)e
determina-
reasons after
suspension)
period
under Section
information under
tion at end
investi-
8(a)
Section 8(a)
of period
gation
TOTALS ...... .........
27,979
121
533
620
33,763
7,483
.
.
_
Agriculture
1,881 ,
2
12
20
255
3
Air Force..... .
Figures not given
17
53
Figures not given
Arm.
II It n
21
h7
II
ft ft
American Battle Monu. COWL.
0
0
0
0
0
0
Atomic Energy Commission
2
1
0
0
3
0
Bd. of Gov., Fed'l Res.Sys
25
0
0
0
10
0
Bureau of the Budget
14
0
0
0
0
0
Cnal Zone Government
261
0
0
0
147
0
Civil Aeronautics Board
6
u
u
u
3
u
Civil Service Commission
567
2
0
2
147
5
Commerce
733
2
13
8
261
0
Comm. on For. Economic 1'01
0
0
0
0
0
0
Conm. an Orgn. of the
Exec. Branch of Govt.
7
0
0
0
3
0
Com. an Retirement Policy
for Federal Personnel
0
0
0
0
0
0
,
CONFIDENTIAL
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50X1
?
cr
C+
CO
Declassified in Part - Sanitized Copy Approved for Release 2013/08/30: CIA-RDP86T00268R000600010015-1
CONFIDENTIAL
Department. or Agency
14
.
24
_
3.
-
4.
5.
6.
,
(continued)
Cr%
%...) 0 0 1-a 0 0 0% 0 N0000 0 04-'0 00000
Council of Economic Advisors
13
0
0
0
0
Defense Transport Administration
8
0
0
0
0
Export-Import Bank
36
0
0
0
32
Farm Credit Administration
25
0
0
0
12
Federal Civil Defense Administration
56
0
0
2
18
Federal Coal Nine Safety Bd. of Review.
1
0
0
0
0
Federal Communications Comm.
104
0
0
0
10
Federal Deposit Ins. Corp
15
0
0
0
2
Federal Housing Adm....
(Included in Housing and Home Finance)
Federal Mediation & Conc. Service
7
3
0
2
5
Federal Power Ccmmission
25
0
0
0
17
Federal Trade Commission
14
0
0
0
10
Foreign Operations Administration
178
0
140
3
11414
General Accounting Office
478
0
3
1
195
General Services Administration
547
0
46
3.3.
207
Govt. Contract Committee
(Included
in Labor)
Government rrinting Office
230
13
5
4
82
Health, Education & welfare
1,041
2
6
48
1,257
Home Loan Bank Board
(Included in Housing and Home Finance)
Housing and Home Finance Agency
321
8
2
14
254
Indian Claims Commission
0
0
0
0
0
Interior
326
6
19
26
305
Internatil Boundary et Water Comm.
9
0
0
0
3
Interstate Commerce Commission
8
0
0
0
35
Justice
461
8
30
45
810
,
PAMMIIIVNTIA1
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CONFIDENTIAL
,
Department or Agency
1.
.
2.
_
3.
4.
5.
.
6.
(ccntinued)
.
Labor
244
0
0
7
225
0
Library of Congress
216
o
o
1
60
0
Nat'l Advisory Com. on Aeronautics
1,062
0
2
3
213
0
Nat'l Capital Housing Authority
1
o
o
1
6
0
Nat'l. Capital Planning Commission
0
0
o
o
1
0
National Gallery of Art
20
0
0
0
0
0
Nat'l Labor Relations Board
10
6
2
1
100
2
National Mediation Board
0
0
0
0
0
o
National Science Foundation
45
o
o
3.
4
0
National Security Council. A
2
0
o
o
o
0
Nat'l Security Training Commission
(Included in Selective
Service
System)
Navy
Figures not furnished
41
30
Figures not furnished.
Office of Defense Mobilization
38
I 3
0
2
6
0
Office of Secretary of Defense
158
I 0
1
2
334
3
Public Housing Administration
(Included in Housing and Home Finance)
Post Office
2,623
10
87
68
18,300
7,244
Railroad Retirement Board
44
0
0
2
10
o
Reconstruction Finance Corp
50
0
0
0
9
o
Renegotiation Board
61
0
0
2
ZS
2
Rubber Prod. Facilities Disposal Com
0
0
0
0
0
0
Securities and Exchange Comm
8
0
0
0
17
0
Selective Service System
128
0
0
3
113
o
Small Business Administration
25
0
0
0
6
0
Smithsonian Institution
o
o
o
0
9
0
State Department
174
5
0
14
911
22
CONFIDENTIAL
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Declassified in Part - Sanitized Copy Approved for Release 2013/08/30: CIA-RDP86T00268R000600010015-1
CONFIDENTIAL
Department or Agency
1.
2.
3.
5.
( c cntinued)
Subversive Activities Control Bd.
6
0
0
0
0
Tariff Commission
6
0
0
0
2
Tax Covert of the U. S
1
0
0
0
1
Tennessee Valley Authority
3,587
0
0
146
Treasury
1,290
5
15
907
U.S. Information Agency
12
0
0
114
242
Veterans Administration...
War Claims Commission
10,753
0
45
0
71
0
149
0
7,586
2
White House Office
11
0
0
0
0
4
TOTALS
CONFIDENTIAL
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Declassified in Part - Sanitized Copy Approved for Release 2013/08/30: CIA-RDP86T00268R000600010015-1
CONFIDENTIAL. ACTIONS IN CASES INVESTIGATED BY FBI UNDER E.O. 9835 AND ADJUDICATED
OR READJUDICATED UNDER SECTI&S 4 OR 11 OF E.O. 10450
(These figures are included in the overall totals in Exhibit 8)
,
Departments
or
Agencies
1.
2.
3
.6
Fav. deter-
mination
(including
restoration
after
suspension)
Sus-
pen-
sins
during
the
period
ermina
tions for
security
questions
falling
under
Sec.8(a)
- igna Ions .e ore ?e-
termination was corn-
paeted when file was:
? el:'sepaf.itions as
retirements, deaths, Cases
rif, before deter. was pending
completed when file was: determi-
a.
Known to
contain
unfav,
info.
under
Sec.8(a)
b.
Not known to
contain unfav
info, under
Sec. 8(a)
a.
Known to con-
tam n unfav.
info, under
Sec.8(a)
b. nation at
Not known end of
to contain period
unfav.infq.
under
Sec.8(a)
TOTALS
Agriculture
Bd. of Gov.,Fedll
Reserve System
Bureau of the Budget
lanai gone Government--
548
Mb
52
12
90
11
251
9 4,978-
18
0
3
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
0 186
0 8
0 0
,
0 f)
:1ivil Serv. Comm
,lommerce
Defense Transp. Adm
Export.Import Bank
Farm Credit Adm
Federal Civ, Def, Adm...,
Fedi. Communi. Comm.
Fedi, Dep. Ins. Corp
11
13
2
1
0
9
12
0
1
2
0
0
0
0
0
0
0
0
0
0
0
0 -
0
0
0
3
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
0
0
0
0
0
0
0 19
0 44
0 0
0 0
0 - 2
0 6
0 0
0 2
CONFIDENTIAL
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50X1
Declassified in Part - Sanitized Copy Approved for Release 2013/08/30: CIA-RDP86T00268R000600010015-1
CONFIDENTIAL
-2-
1.
2..
. .
. .
Fedi. /bd.& Concil. Serv
1
2
00000 OHOOH 00000 .P-0000 00%000
2
00000 00011W) 00000 00000 00000
OOMOH MHHON ?MOOG) 00000J 00000
00000 00000 00000 0\0000 00000
'2
Fedl. Power Comm
0
0
0
3
Fedi. Trade Comm
1
0
0
3
Foreign Operations Adm
-.does
28
0
1
6
General Acctg. Office
14
0
0
9
Genl. Services Adm
17
0
0
57
Govt. Printing Office
20
10
2
10
Health, Edu. &Welfare
49
1
2
421
Housing & Home Finance Ag
13
3
0
105
Interior
42
6
14
209
Justice
6
8
8
1146
labor
8
0
/4
132
? Library of Congress
10
0
0
51
Natl. Adv, Comm.on Aero
I
0
0
48
Natl. Cap. Housing Auth
0
0
1
4
Natl. Labor Relations Bd
0
4
1
86
Natl. Science Foundation
4
o
0
1
Ofc. of Def. libbilization.
5
2
0
6
Ofc. Secy. of Defense
3
0
1
18
Post Office
5
8
1
1,454
R.R. Retirement Bd
I
0
1
9
Recon. Finance Corp
3
0
0
1
Renegotiation Board
10
0
0
5
Sec. & Exchange Comm.
0
0
0
13
Selec. Sem, System
4
0
0
1
22
CONFIDENTIAL
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Declassified in Part - Sanitized Copy Approved for Release 2013/08/30: CIA-RDP86T00268R000600010015-1
CONFIDENTIAL -
-3-
1.
2.
4
3.
a.
Smithsonian Institute.. ? ,
0
0
0
0
0
State Department
2
0
6
Tariff Comm.
5
0
0
0
Tax Court of U.S ?
0
0
0
0
Tenn. Valley Authority 1
20
0
0
0
0
Treasury 4
214
0
3
0
U.S. Info. Agency.
Li
14
0
Veterans Adm. 14
30
3
36
TOTAIS
S.
b.
6.
207
0
0
1 10
16
0
0
0
0
0
7
322
1
1
1
486
176
888
NOTE: The Departments of the Army, Navy and Air Force did not report any
figures under Section /4 and 11 cases.
CONFIDENTIAL
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Declassified in Part - Sanitized Copy Approved for Release 2013/08/30: CIA-RDP86T00268R000600010015-1
WaIMO AU
FOR AGENCY USE IN NOTIFYING CSC OF ACTION TAKEN ON SECURITY INVESTIGATION
Submit in duplicate to U. S. Civil Service Commission, Investigations Division, Washington 25, D. C.
DATE OF ACTION
1 DEPARTMENT. OR AGENCY
SIGNATURE OF OFFICIAL
A'
P NOT APPOINTED?UNFAVORABLE REPORT
L
L_J NOT APPOINTED?OTHER REASONS (explain briefly)
APPOINTED
A
NAME
PRINT OR
TYPE
(Last)
GPO
E n
M 1--/ CLOSED?FAVORABLE ACTION
P CI TERMINATED CI SUSPENDED
In
0 ' RESTORED FROM SUSPENSION
r CI RESIGNED PRIOR TO SECURITY DECISION
E
E 0 FAVORABLE REPORT
0 UNFAVORABLE REPORT CSC. FORM 3746 B
16-88806-1 MAY 1953
(First) (Middle or middle initial) (Maiden or other names)
DATE AND PLACE OF BIRTH
DATE OF ACTION
APPLICANT
ID APPOINTED
CI NOT APPOINTED?UNFAVORABLE REPORT
CI NOT APPOINTED?OTHER REASONS (Explain briefly)
EMPLOYEE
CI CLOSED?FAVORABLE ACTION
CI TERMINATED
CI SUSPENDED
CI RESTORED FROM SUSPENSION
El RESIGNED PRIOR TO SECURITY DECISION
CIFAVORABLE REPORT
CI UNFAVORABLE REPORT
NAME OF DEPARTMENT OR AGENCY
INSTRUCTIONS.?Submit this form in duplicate to the United States Civil Service Commis-
sion, Investigations Division, Washington 25, D. C., within three days after you take action
under Executive Order 10450 in a case in which your agency conducts the investigation.
STANDARD FORM 80
JUNE 1953
U.S. CIVIL SERVICE COMMISSION
(CHAPTER 12, F. P. M.)
REPORT OF ACTION ON INVESTIGATION
BY EMPLOYING AGENCY
10-68970-1 GPO
1
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7L1
Declassified in Part - Sanitized Copy Approved for Release 2013/08/30: CIA-RDP86T00268R000600010015-1
STANDARD FORM 77
DECEMBER 1953
U.S. CIVIL SERVICE COMMISSION
(Chapter R-1, FPM)
QUARTERLY REPORT OF AGENCY ACTIONS
yNDER EXECUTIVE ORDER 10450
('(SEE INSTRUCTIONS ON REVERSE)
DEPARTMENT OR AGL.,_.)
CODE (FOR CSC USE)
t
QUARTERLY PERIOD ENDING
CODE (FOR CSC USE)
i
PART A
EMPLOYEE CASES
TOTAL
(a)
SEC 4
& SEC. 11
.
CASES
(b)
SEC. 5
CASES
(0)
ALL OTHER CASES (d)
SENSITIVE
NoN.SENsiiivE
FBI INVES.
TIGATION
ALL
OTHER
FBI INVES.
TIGATION
ALL
OTHER
1. Total cases for determination
a. On hand from last report
b. Received since last report
2. Favorable determinations
3. Suspensions during reporting period
A. Suspensions on which final decision
, has not been made
,-
5. a. Restoration after suspension
(without hearing)
b. Restoration after suspension
(after hearing)
6. Terminations because of security
questions falling within the purview
of Section 8(a) of E.O. 10450.
a. Without hearing
b. After hearing
XXXX
XXX
XXX
XXX
XXX
XXX
XXX
,
7. Resignations before determination
was completed:
a. When file was known to contain
unfavorable information under
Section 8(a) of the Order
\ b. When file was not known to contain
, unfavorable information
XXXX
X X X
X X X
X X X
X X X
XXX i
XXX
.
8. Other separations before determination
was completed
a. When file was known to contain
unfavorable information under
Section 8(a) of the Order
b. When file was not known to con-
tain unfavorable information
XXXX
X X X
X X X
X X X
X X X
X X X
X X X
9. Cases pending determination:
a. Pending further investigation
b. All others
XXXX
X X X
X X X
X X X
X X X
XXXX
XXX
XXX
XXX
XXX
PART B
APPLICANT
CAKS
1. APPLICANT INVESTIGATIONS
2. APPOINTED AFTER
INVESTIGATION
3. NOT APPOINTED FOR
SECURITY REASONS
4. NOT APPOINTED FOR
OTHER REASONS I NCLUD-
I NG PENDING CASES
A. ON HAND
B. RECEIVED
PART C
REEMPLOYMENTS
1. PERSONS REEMPLOYED AFTER TERMINATION
2. PERSONS CONSIDERED FOR REEMPLOYMENT BUT NOT
APPOINTED FOR SECURITY REASONS
CERTIFICATION
I certify that this report is true and accurate to the best of my knowledge and belief.
(Signature) (Official Title) (Date)
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Declassified in Part - Sanitized Copy Approved for Release 2013/08/30: CIA-RDP86T00268R000600010015-1
,
INSTRUCTIONS
The quarterly report on agency actions under Executive
Order 10450 will be submitted to the Civil Service Commis-
sion, attention Statistical Services Section, on the fifteenth
day of:
January
April
July
October
for quarter October 1 through December 31
for quarter January 1 through March 31
for quarter April 1 through June 30
for quarter July 1 through September 30
The report is to be submitted by each agency in the Execu-
tive Branch and by any other agencies which, by special
agreement, are participating in the security program prescribed
by Executive Order 10450, as amended.
A summary report shall be submitted to cover the entire
department or agency. Reports from subsidiary units within
a department or agency should be consolidated prior to sub-
mission to the Commission.
PART A - Employee Cases
Part A, of the report covers all cases of persons who are on
the rolls of the agency when the investigation report is re-
ceived for security determination even though the investigation
was initiated before appointment. It also includes employees
proposed for reassignment from a non-sensitive job to a
sensitive job.
(a) Total - This is the sum of columns b, c, and d.
(b) Section 4 and Section 11 cases are the cases of persons
now on the agency's rolls who were the subject of a full
field investigation under Executive Order 9835. Report in
this column the cases of persons whose files must be reviewed
under Section 4 and the cases of persons whose cases were
remanded to the agency under Section 11. All cases of persons
who were investigated under 9835, even new appointment
cases, will be reported in this column even though new or
additional ifivestigation must be secured.
(c) Section- 5 cases are the cases of persons whose files
are brought up for review under Section 5 of the Order because
new unfavorable information, complaint, etc., have come to
the attention of the agency. Do not report a case in this
column if the unfavorable information or complaint is received
while a determination under Section 3 or 4 is still pending.
(d) Column d includes all other cases of employees includ-
ing new appointees on whom National Agency Checks and
Written Inquiries or a full field investigation is required by
Executive Order 10450, or by specific legislation. It includes
cases of employees who must be given a full field investiga-
tion, or a new security determination, because they occupy
a sensitive position or are proposed for reassignment from a
non-sensitive position to one designated as sensitive. It also
includes National Agency Checks and advance copies of arrest
records only when final determination is based on these checks.
Item 1: Cases for determination: Report here the total of
each type of cases received for determination plus the cases
shown in item 9 of the preceding report. Deduct from this
figure any reports received on which the Civil Service Com-
mission instructs removal of the person before a final secu-
rity determination is reached. In column d cases, the total
will be the number of cases on which reports (including re-
sults of National Agency checks and Inquiries) are received
in any part of the reporting agency, from any investigative
agency, including the reporting agency's own investigative
branch, if any.
The Section 4 and 11 cases will include all persons on the
rolls who have been the subject of a full field investigation
under Executive Order 9835 (or other loyalty or security pro-
grams) whbse cases required review under Executive Order
10450. This figure normally will not be increased over the
total who were on the rolls on May 27, 1953. After the first
report it will normally be limited to the carry-over from Item 9.
However, an adjustment should be made, by increase or de-
crease in the total in item 1, to cover any instances of persons
who transfer in or out of the agency, before the review of
their case is completed.
Item 2: Report here all favorable determinations, except
restorations after suspension which are reported on item 5.
Report here also any cases in which the only action taken
was a disciplinary action such as a warning or reprimand
etc. or any cases when the only action was a reassignment.
Item 3: Report here the total number of suspensions ef-
fected for security reasons under Public Law 733 and Execu-
tive Order 10450, during the reporting period.
Item 4: Report here the number of persons under suspen-
sion, for security reasons, as of the reporting date.
Item 5: Report here the number of restorations after sus-
pension, broken to show those cases in which a hearing we'Th
held and the cases in which no hearing was held. /
Item 6: Report here all terminations effected because of in-
formation coming to the agency's attention which falls within
the purview of Section 8(a) of Executive Order 10450, regard-
less of whether the termination was effected under Public Law
733 or by other procedures. Report separately the terminations
in which a hearing was held and terminations in which no hear-
ing was held. Do not report terminations specifically directed
by the Civil Service Commission.
Item 7: Report here all resignations which occurred before
a security determination was made.
Item 8: Report here all other separations (except resigna-
tions) which occurred while a case was pending security
determination, for example, retirements, deaths, reductions
in force, expiration of appointment, etc.
Item 9: Report here all cases on which a final decision
has not yet been made. For Section 4 and 11 cases (Column
b) and Section 5 cases (Column c) show the breakdown of
those cases which are awaiting further investigation and all
others.
In balancing this part, it should be remembered that th.,
cases shown in item 4 (suspensions) will also be included
in the cases shown in item 9 (cases pending). Item 9 should
be the cases remaining after deducting item 2, 5, 6, 7, and 8
from item 1.
PART B - Applicant Cases
This part covers all cases of persons who are being con-
sidered for appointment but have not entered on the agency's
rolls where the report is received for determination. However,
do not include reemployments of individuals who had previ-
ously been separated as a result of determination under
Executive Order 10450 or any other security or loyalty pro-
gram, which are to be counted in Part C.
PART C- Reemployments
This part covers determinations made under Section 7 of
Executive Order 10450 on applications for reinstatement,
reemployment or restoration of persons who have been pre-
viously terminated by any agency for security or loyalty
reasons. Report in item 1 the number of such persons ap-
pointed and in item 2 the number of such persons whose
applications for reemployment were referred to the Security
Officer for determination, but who were not appointed as a re-
sult of the security determination.
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Exhibit 12 WHM:ht
.
INSTRUCTIONAL GUIDES FOR AGENCY APPRAISAL
INSPECTIONS UNDER SEC. 14 OF E.O. 10450
9/17/53
Section 14 of Executive Order 10450 places upon the Commission (with the
advice and collaboration of ICIS) the responsibility for making a continuing
study of the manner in which this Order is being implemented by the departments
and agencies of the Federal Government.
The purpose of this study is to determine and to report:
(1) Deficiencies in department and agency security programs established
under the Order which are inconsistent with the interests of, or which di-
rectly or indirectly weaken, the national security.
(2) Tendencies in department and agency programs to deny to individual
employees fair, impartial, and equitable treatment at the hands of the govern-
ment, or their rights under the Constitution and laws of the United States or
under this Order.
Pursuant to the Commission's responsibility, there is established in the
Security Appraisals Staff a program of agency appraisal-inspections to be con-
ducted in accordance with the guides and instructions which follow.
SECURITY APPRAISAL-INSPECTION (7-0ST -AUDIT) GUIDES
AGENDA (REMINDER LIST) INTERPRETIVE INSTRUCTIONS
Number 1 against each item below is defini-
tive of the Agenda item.
A. COVERAGE OF MATTERS FROM LAST
PREVIOUS INSPECTION WHICH RE-
QUIRE FOLLOW-UP
B. DEPARTMENT OR AGENCY ORGANIZA-
TIONAL STRUCTURE AND RECORD
SYSTEM, INCLUDING FIELD. (OR-
GANIZATIONAL STRUCTURE TO BE
REPORTED IN FIRST INSPECTION.
THEREAFTER, SHOW ONLY CHANGES.)
(Section 2 and Sections 9(a)
and (b) of Executive Order
.10450.)
Number 2 against each item below is the
method or guide to be used in inspecting
the Agenda item.
1. Any matters mentioned in the last
report requiring follow-up.
2. Check carefully each item referred to
and determine if conditions have been
corrected.
1. Employee-Security Office set-up.
2. --General. Determine if the head of
the department or agency has adequate
employee-security organization and
necessary records to properly imple-
ment the security program.
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--Specific. Determine:
a. Delegation of authority to suspend
and terminate.
b. Delegation of authority to review
and evaluate reports.
c. Extent and nature of delegation of
authority and responsibility to
field installations.
d. System of statistical and record
controls.
C. APPOINTMENTS 1. Department and agency appointment
(Section 3(a), E.O. 10450.) procedures.
2. Determine what procedures and controls
the department or agency has to insure
that:
a. The appointment of each civilian
officer or employee was made sub-
ject to investigation.
b. The scope of the investigation was
determined on the basis of the
relative importance of the position
to the national security.
c. That in no case less than a national
agency check and the required written
inquiry investigation was made (ex-
cept in the case of the appointment
of per diem, intermittent, temporary,
or seasonal employees, or aliens
appointed outside the United States)
and that the Civil Service Commission,
upon request of the head of the de-
partment or agency, authorized such
less investigation as meets the re-
quirements of the national security.
d. With respect to all cases covered
above there developed at any stage
of the investigation, regardless of
type, information indicating the
need of such further investigation as
would be necessary to enable the
head of the department or agency to
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D. SENSITIVE POSITIONS
(Section 3(b), E.O. 10450.)
E. REVIEW OF CASES INVESTIGATED
UNDER E.O. 9835 OF MARCH 21.
1947. AS AMENDED BY E.O. 10241
OF APRIL 28. 1951
(Section 4, E.O. 10450.)
determine whether retention of the
person was clearly consistent with
the interests of the national securi-
ty, and that such further investigation
was made.
1. Department or agency method of desig-
nating sensitive positions.
2. Determine:
a. Categories and number of positions
designated as sensitive.
b. Whether the head of the department
or agency designates or delegates
that responsibility, and to whom
delegated.
c. Whether the nature of'the positions
designated as sensitive was con-
sidered in their relation to the
national security.
d. Whether such sensitive positions
were filled or occupied only by
persons with respect to whom there
has been or is being conducted a
full-field investigation.
e. Whether, in an emergency, the de-
partment or agency has filled sen-
sitive positions for a limited
period before a full-field pre-
appointment investigation. If so,
whether it was found to be in
keeping with the interests of the
national security and whether such
finding is made a part of the de-
partment or agency records.
1. Method of review and delegation there-
under.
2. Determine:
a. Whether all department and agency
cases involving civilian officers
and employees regarding whom a
full-field investigation was made
under E.O. 9835, as amended, were
reviewed.
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F. DEROGATORY INFORMATION DEVELOPED
OR RECEIVED BY THE DEPARTMENT OR
AGENCY INDICATING RETENTION OR
EMPLOYMENT OF CIVILIAN OFFICERS
OR EMPLOYEES NOT WARRANTED.
(Section 5, E.O. 10450.)
b. Whether the review was delegated
and, if so, to whom.
c. Following review, whether further
investigation was made. If made,
by what agency.
d. Whether the case was readjudicated
in accordance with the Act of Au-
gust 26, 1950 (P.L. 733), and if
readjudication as delegated, to
whom.
e. The number of cases which were not
readjudicated because of previous
adjudication under a security stand-
ard commensurate with the standards
established under E.O. 10450. (Ex-
amine and determine standard used
for comparison.)
1. System of handling such information in
the department or agency and whether
delegations to handle were made by the
department or agency head.
2. Determine in cases reviewed:
a. How the information developed or
was received indicating that re-
tention or employment was not
clearly consistent with the in-
terests of the national security.
b. To whom such information was re-
ported.
c. Whether the information was for-
warded to the head of the depart-
ment or agency or to his represen-
tative. (Give representative's name.)
d. Whether the head of the department
or agency or his representative re-
quested appropriate investigation
based on such information.
e. If such investigation was made, by
what department or agency.
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f. Whether the head of the department
or agency or his representative
reviewed the case before or after
investigation, or both, and whether
the case was readjudicated in ac-
cordance with the Act of August 26,
1950 (P.L. 733). If readjudicated,
determine the results. If not,
determine why, providing readjudi-
cation appeared necessary.
G. SUSPENSIONS AND TERMINATIONS 1. The department or agency procedure for
(Section 6, E. O. 10450) handling of suspensions and terminations.
2. Determine in cases reviewed:
a Developments during investigations
which caused the department or
agency head or his designated rep-
resentative (by name) to suspend in
the interests of national security.
b. Whether suspension was effected
immediately on the basis of the in-
vestigative developments.
c. Whether, following full investiga?
tion, the case was reviewed, and by
whom.
d. After review, whether the suspended
civilian officer or employee was ter-
minated in the interests of the
national security.
e. If terminated, whether the termina-
tion was in accordance with the Act
of August 26, 1950 (P.L. 733).
f. If the suspension or termination were
effected in accordance with the ap-
proved regulations of the department
or agency with due regard to the re-
quired notice, amended notice, answer,
and hearing.
g.
Whether the department or agency
promptly submits to the Civil Service
Commission personnel actions on
security cases, SP-50.
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H. REINSTATEMENTS AND RESTORATIONS 1. Department or agency method of proc-
(Section 7, E.O. 10450.) essing reinstatements and restorations
of suspended or terminated employees.
2. Determine:
a. Whether there have been any rein-
statements or restorations of
persons who were suspended or
terminated by the department or
agency visited or any ether de-
partment or agency-under the Act
of August 260 19500 E. O. 9835,
or any other security or loyalty
program.
b. In cases reviewed, whether the de-
partment or agency head found that
any reinstatements or restorations
made were clearly consistent with
the interests of the national se-
curity.
c. Whether such finding was made a
part of the record of the depart-
ment or agency.
d. In cases reviewed, whether a person
who has been terminated under the
provisions of the above Acts and
Executive Orders by any other de-
partment or agency has been em-
ployed without a determination by
the Civil Service Commission that
such person is eligible for the em-
ployment.
I. SECURITY STANDARDS (INVESTIGATIVE) 1. Coverage of investigations to conform
(Section 8, E.O. 10450.) with standards contained in E. O. 10450.
2. Depending on the relation of the employ-
ment to the national security, check in
cases reviewed:
a. Whether the investigation includes
information of a probative value
relative to the standards set forth
in E. O. 10450.
b. Whether investigations of persons
employed in the competitive service
(the primary responsibility of the
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N._ 7
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J. ACCESS TO CONFIDENTIAL REPORTS 1.
AND OTHER INVESTIGATIVE MATERIAL
(Section 9(c), E.O. 10450.)
Civil Service Commission) which
were made by any department or
agency other than the Commission
were made pursuant to law or by
agreement with the Commission,
and whether the investigations
were made in conformance with 2.a.
above.
c. Investigations made by the employ-
ing department or agency of persons
entering the employment of, or who
are employed by, the Government,
other than the competitive service
for the same results as shown in
2.a. above.
d. In cases where the department or
agency does not have investigative
facilities and wherp they use the
facilities of a government depart-
ment or agency other than the Civil
Service Commission, whether the use
of such facilities was by agreement
with the Commission.
e. Whether investigations conducted
by agencies other than the FBI,
which developed information indi-
cating that an inc4_vidua1 may have
been subjected to coersion, in-
fluence, or pressure to act con-
trary to the interests of the
national security, or the infor-
mation relating to the matters de-
scribed in subdivisions (2) through
(7) of Subsection (a) of Section 8,
E. O. 10450, which should have been
referred promptly to the FBI for
full-field investigation, were so
referred.
Department and agency method of main-
taining and handling confidential re-
ports and other investigative material.
2. Determine:
a. Department or agency facilities for
safeguarding confidential reports
and related documents within the
office.
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b. If access to such reports and docu-
ments was granted, whether it was
with the consent of the proper de-
partment or agency official. Also,
whether access was granted to other
than accredited persons who are con-
ducting security programs under the
Act of August 16,1950 (P.L. 733).
c. That the department or agency con-
trol records as they apply to con-
fidenti;11 reports and related docu-
ments are properly assembled.
d. That the inter-office and the intra-
office movements of such confidential
reports and documents are properly
safeguarded.
K. HEARINGS UNDER E. 0. 10450 1. Hearing procedure as determined from
transcript and other available records.
2. Determine in cases reviewed:
a. Whether testimony at the hearing
was given under oath or affirmation.
b. As near as possible from review of
department or agency records relating
to hearings, determine whether the
employee was accorded his right to
participate appropriately in the
hearing; i.e., if allowed counsel
of his own choice, if allowed to
present witnesses and offer other
evidence in his behalf, and if al-
lowed to cross-examine witnesses.
c. Whether the hearing was opened by a
reading of the letter of charges
against the individual. If not,
the type of opening statement.
d. Whether any unreasonable restric-
tions were imposed on the indivi-
dual during the hearing.
e. In the determination following the
hearing, whether the board con-
? sidered the employee's handicap by
the non-disclosure to him of con-
fidential informants or by lack of
opportunity to cross-examine such
informants-.
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7
f. Whether the board gave considera-
tion to the failure of a confiden-
tial informant who was called as
a witness, but who did not appear,
in the evaluation of the charges
brought against the employee by
such informant.
g. Whether the employee or his counsel
were given the right to control the
sequence of witnesses called by him.
h. Whether the board gave due considera-
tion to documentary evidence intro-
duced.
i. Whether the board conducted the
hearing in such manner as to pro-
tect from disclosure information
affecting the national security or
tending to disclose or compromise
investigative sources or methods.
j. Whether there is evidence that the
transcript of hearing is not ver-
batim.
k. Whether the transcript of the hearing
was made a part of the permanent rec-
ord of the case.
1. Whether, upon request, a copy of the
transcript was furnished the employee
or his counsel.
m. Whether the board, in making its de-
termination, considered the inability
of the employee to meet charges of
which he was not advised.
Whether the decision of the board
was in writing and signed by all
members.
o. Whether, if requested, a copy of the
decision was given to the employee.
L. SECURITY-EMPLOYEE WORKLOAD, 1. The amount of employee-security work
INCLUDING FIELD on hand in the department or agency.
2. Determine:
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a. Number of employee-security
cases in all categories on hand
for action.
b. Number of cases being processed
and the progress made thereon.
c. Number of cases ready for
processing on which no work has
been done.
ANALYSIS OF CASES REVIEWED DURING INSPECTION
The Security Appraisal Officer will be responsible for deciding in all
cases reviewed whether the issues involved require an analysis of the facts. If
he decides that an analysis is required and that the work entailed will not be
time-consuming, he should prepare the necessary notes for the analysis during
the course of the inspection. If the preparation of the notes will require a
disproportionate amount of his time during the inspection, the Security Appraisal
Officer should make appropriate arrangements to bring the case in, or to have it
sent in to the Security Appraisal Staff office where he will prepare the analy-
sis. The analysis should be referred to in the inspection report as an attach -
ment,thereto.
At the conclusion of the analysis, the Security Appraisal Officer should
show any deficiencies and/or tendencies which he believes are inconsistent with
a proper implementation of E. O. 10450 and should include in the analysis ap-
propriate comments concerning each inconsistency.
REPORTING CASES NOT REQUIRING ANALYSIS
All cases reviewed in which the Security Appraisal Officer decides that no
analysis is required should be listed in the inspection report by name in al-
phabetical sequence. The category of the case should also be shown, together
with information identifying the agency which conducted the investigation in each
such case.
AVOIDANCE OF FALSE IMPRESSION DURING INSPECTION
During an inspeciion, the Security Appraisal Officer should avoid any
activity which would give rise to the impression that he is serving in an advisory
capapity with respect to the adequacy of, or to any phase of, a department or
agency security program. In necessary instances, he should merely point out that
any information or advice sought in reference to a security program should be ob-
tained from the proper department or agency official, or the Attorney General.
REPORTING RESPONSIBILITY DURING INSPECTION
The Security Appraisal Officer's reporting responsibility to department or
agency officials will be limited to a verbal verification of the factual infor-
mation obtained during the course of or 6ubsequent to the inspection, explanation
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of inspectional procedures, and of the Commission's over-all responsibility and
relationships with the departments and agencies in connection with the nation's
security program. This will ordinarily be done during the initial or close-out
interviews with appropriate officials on the total inspection. The Security
Appraisal Officer will not make any direct written report on inspectional findings
to department or agency officials.
PREPARATION FOR INSPECTIONAL ASSIGNMENT
The Security Appraisal Officer will familiarize himself thoroughly with
the provisions of E. O. 104509 the sample regulations issued by the Department
of Justice in relation to the Order, and all other pertinent Commission issuances
before undertaking an inspection of a department or agency employee-security pro-
gram.
REPORTS
Section 14(b) of E. O. 10450 directs that All departments and agencies of
the Government cooperate with the Civil Service Commission in accomplishing its
responsibilities under the Order. In addition to submitting a carefully prepared
factual report on the above Agenda items and all other pertinent matters, the
Security Appraisal Officer will furnish a separate memorandum regarding any in-
formation which he receives indicating a lack of cooperation with the Commission
on the part of any department or agency in the carrying out of the mandates of
the President as set forth in his Executive Order referred to herein.
The Chief, Security Appraisals Staff, will review, or cause to be reviewed,
the factual reports, case analyses, and the memoranda prepared by the Security
Appraisal Officer, and upon approval, will immediately acquaint the Executive
Director of the Commission and the ICIS with the information contained therein
by brief memorandum.
The reports of Security Appraisal-Inspections (Post-Audits) will form the
basis for appropriate notice to the heads of the departments or agencies of
any information affecting the department or agency employee-security program.
The facts contained in these reports will also be utilized in the Commission's
semi-annual report to the National Security Council on the results of the Com-
mission's continuing study of the manner of the performance of Government depart-
ments and agencies pursuant to E. O. 10450.
USE OF THESE INSTRUCTIONAL GUIDES
It is realized that these instructional guides may not be comprehensive
enough to guarantee the sufficiency of every appraisal-inspection in this area.
Therefore, the exercise of sound judgment and discretion in adapting them to
inspectional contingencies will be encouraged. The necessary additions to,
and amendements of the guides will be issued as future developments require.
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' JUBIT 13 14-504
UNITED STATES CIVIL SERVICE COMMISSION
WASHINGTON 250 D. C.
February 24, 1954
DEPARTMENTAL CIRCULAR NO. 743
TO HEADS OF DEPARTMENTS AND INDEPENDENT ESTABLISHMENTS
SUBJECT: Qualifications Standards for Personnel Security Officer positions,
GS-0809 grades GS-ll through GS-15
Attached is a copy of the new qualifications standards for Personnel Se-
curity Officer (GS-080)9 grades 11 to 15. These will be included in Civil Serv-
ice Handbook X-118 at an early date.
The new standards were developed after consultation with a subcommittee of
the Interdepartmental Committee on Internal Security and with a group of agency
personnel officials.
The new standards are issued for immediate application to appropriate posi-
tions in the competitive service. They apply to incumbents as well as to pro-
spective appointees, and to persons appointed for part-time as well as full-time
assignments.
It should be noted that when an appointee does not fully meet the require-
ments regarding knowledge of subversive activities, the agency should make ar-
rangements with the central office of the Civil Service Commission for a training
agreement.
- In addition to the required application of the new standards in the com-
petitive service, the subcommittee of the Interdepartmental Committee on Internal
Security suggested that they would prove useful as guidelines for appointments
to Personnel Security Officer positions in the excepted service.
The definition of the Security Administration Series has been changed to ex-
tend coverage to these positions. The revised definition may be found in the
second quarterly revision for 1954 to the Handbook of Occupational Groups and
Series of Classes, Transmittal Sheet No. 13.
)5r&. (A)1144'CLe7.
John W. Macy, _r.
Executive Director
Attachment: Qualification Standards
Distribution: 3 copies to headquarters of agencies only.
3 copies to Commission's regional and branch offices, and
1 copy to Commission's central office bureaus, division chiefs,
and staff officials.
USCSC--WASHINGTON D C
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,Ltaclunent to DC 743(1)
QUALIFICATION STANDARDS
FOR
PERSONNEL SECURITY OFFICER, GS-080-11-15
DESCRIPTION OF WORK
Personnel Security Officers are engaged in the administration, supervision,
and performance of work involved in the direction, planning, development, coordi-
nation, and control of programs designed primarily to effect the national security
where persons employed or to be employed by the Government are concerned. In the
execution of their duties they are typically responsible for formulating or assist-
ing in formulating policies, standards, procedures, and methods, and for their ap-
plication; for determining the sensitivity of positions; for reviewing and evalu-
ating reports of investigations on employees and on applicarth, for employment; on
the basis of their analysis, for making security decisions within the limits of
delegated authority, or recommending appropriate action to higher authority; and
for preparation of statements of charges, suspension, and termination. They in-
spect field security offices for efficiency and effectiveness of operations; plan,
organize and conduct operations for training and instructing personnel and for
preparing and distributing security educational material; have custody and mainte-
nance of personnel security records, files, reports and forms; and on occasion
personally conduct or supervise the conducting of investigations of special and
complicated cases
The duties and scope of authority vary with the grade of the position and
with the organization and methods of the different agencies.
These standards cover that part of any position which includes Personnel
Security Officer functions and responsibilities. Incumbents in and applicants
for positions which are mixed in nature and which include the Personnel Security
Officer duties and responsibilities must meet these requirements in addition to
other appropriate standards for other parts of the position.
GENERAL REQUIREMENTS
Applicants for all grades must possess, in outstanding degree, certain per-
sonal qualities considered essential to the effective performance of the duties
of the Personnel Security Officer. These include:
An established reputation for integrity, reliability, trustworthiness, im-
partiality, and good judgment.
Discretion.
Good morals, personal habits, and associations.
Unquestionable loyalty to the United States and to its democratic institutions.
Ability to consider evidence and take decisive action based on adequate com-
prehension and loyal support of the aims of the internal security program.
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Attachment to DC 743(2) c,..?; r )
Ability to work successfully with employees, officials, and others within
and without the organization.
EXPERIENCE AND TRAINING FEQUIREMENTS
All applicants must have had six years of progressive and responsible ex-
perience which has demonstrated conclusively the ability to:
Analyze and evaluate reports of investigations, or reports on other com-
plicated matters, containing extensive and frequently conflicting testi-
mony, information, and other evidence, and
Prepare decisions, conclusions, or recommendations for action that are
logically organized, clearly and concisely written, and unbiased.
The applicants experience must have been sufficiently significant to
show clearly:
A thorough knowledge and understanding of the current national internal
security problem,. and
A general knowledge of subversive organizations and their methods of
operation; or familiarity with the various sources of information re-
garding such organizations and their activities.
NOTE: The requirement for a knowledge and understanding of the current
national internal security problem and of subversive organizations
is of paramount importance in permanent selection. However, after
exhausting all recruiting resources and determining that applicants
with these knowledges cannot be recruited, appointment to Personnel
Security positions may be made from persons who meet fully all
other requirements, provided responsible assurance is given that
intensive training and instruction on security matters will be given
at once. Such appointments should be made on a trial basis only.
The appropriateness and sufficiency of the training must have the
approval of the central office of the Civil Service Commission.
? In addition, for positions which include responsibility for the administra-
tion of security programs, applicants must have had, dependent upon the degree
and nature of the responsibility, experience which has demonstrated the ability to:
Plan, direct, and coordinate difficult and complex programs or projects, or
Formulate and develop, or assist in a major role in the development and im-
plementation of, policies, procedures, methods, and regulations for the con-
trol of important programs or projects.
EXAMPLES OF QUALIFYING EXPERIENCE
The knowledges and abilities required above may have been gained in positions
or activities such aell
c)
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i ?Attachment to DC 743(3)
Review, analysis, and evaluation of reports of investigation involving
suitability and loyalty for security purposes of applicants for or em-
ployees in sensitive positions in governmental or industrial organizations.
Planning and directing security, law enforcement, or related information-
collecting activiti.es? and establishing specific information requirements.
Development of policies, procedures, methods, and regulations for fact-
finding organizations such as security, law enforcement, or related organi-
zations, which included standards and criteria for evaluation of information
and of fact-finding programs.
Analysis and evaluation of reports of investigation of difficult and im-
portant civil cases, or cases involving criminal violations or alleged
criminal violations of law.
Judge of a Court of Law or of Equity.
Hearing examiner or service in a similar capacity as a representative of a
State or Federal agency in conducting administrative hearings and making
decisions, or findings and recommendations based upon the evidence of rec-
ord.
Legislative attorney whose work pertains to the development of legislation
relating to national security.
Trial attorney, or Master or Referee of a Federal or State Court.
Investigator with any of the various intelligence and investigative branches
of the military service, or civil service, whose duties included the analysis
and evaluation of reports.
Personnel management positions the duties of which included responsibility
for review, analysis, and evaluation of facts relating to the suitability
of employees and applicants in terms of their loyalty, personal attributes
and characteristics, and abilities.
Administrative management of any important program or project when supple-
mented by appropriate and responsible experience in the field of security
determinations.
QUALITY OF EXPERIENCE
The applicant's record of experience and training must show that he has the
personal qualities and the ability to handle complex administrative and technical
assignments commensurate with the duties and responsibilities of the particular
grade of position for which he is being considered. Length of experience is of
less importance than demonstrated success in positions of a responsible nature,
and the breadth and scope of the pertinent knowledge and abilities required in
the performance of the duties of such positions. Possession of the required length
of experience and training will not of itself, therefore, be accepted necessarily
as meeting the experience and training requirements for that grade.
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Attachment to DU 743(4)
For grade GS-11, at least six months of the required experience must have
been at a level of difficulty comparable to that of the next lower grade, or 1
year at a level comparable to that of the second lower grade, in the Federal
service. For grades GS-12 and above, at least 1 year of the required experience
must have been at a level of difficulty comparable to that of the next lower
grade in the Federal service.
SUBSTITUTION OF EDUCATION (For a maximum of 3 years of experience)
Except as provided in the note below:
1. Study successfully completed in a residence school above high school
level may be substituted for the required experience at the rate of 1
year of such study for 9 months of experience, provided the study in-
cluded an average of at least 6 semester hours (or equivalent) per
year in such subjects as American or World History, Business Administra-
tion, or Public Administration.
2. Study of law successfully completed in a residence law school above
high school level may be substituted for the required experience at the
rate of 1 year of such study for 1 year of experience. A minimum of
22-24 semester hours credits in law subjects will be regarded as one
year of study.
NOTE: No substitution may be made for any required experience at the next
or second lower grade level in the Federal service, nor for the re-
quired experience which shows clearly a knowledge and understanding
of the national internal security problem and of subversive organi-
zations.
INVESTIGATION
A full field investigation will be conducted to secure ?evidence of the
applicant's loyalty to the Government of the United States, honesty, integrity,
judgment, discretion, initiative, resourcefulness, general character, associa-
tions, and of other qualities indicated under the "General Requirements" state-
ment. Substantial or serious derogatory information on these or other perti-
nent factors developed in the investigation may be considered sufficient cause
for ineligibility.
PSS:WHS:ccm
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Exhibit 14
SECURITY HEARING BOARD ROSTER
3/15/54
DEPARTMENTAL SERVICE
Name
Agency
Telephone
Extension
Adams, E. Janes
Arrington, Paul J.
Bagwell, John C.
Batschelet, Clarence
Beall, Austin L.
Bell, Garland V.
Brown, Wayne G.
Buchalter, David
Buckley, James L.
Byer, Herman B.
National Gallery of Art
Federal Power Commission
Agriculture
E. Commerce
U. S. Information
Treasury'
Defense Transport
Health, Education
Agriculture
Labor
Cameron, Warde M.
Carpenter, Oscar B., Jr.
Carroll, Edgar B.
Cavanaugh, Kenneth C.
Chaffin, Douglas E.
Chapman, WilliamW.
Cleary, Ansel
Cochran H. Dean
Agency
Administration
and Welfare
State
General Accounting Office
Interior
Public Housing Administration
Housing and Home Finance Agency
State
Labor
Aaricultur
Crafts, Edward C.
drocker, Arthur W.
Agriculture
Commerce
233
5933
5733
476
2234
443
2216
6342
3595
262
2045
5139
4601
3351
2463
4333
1489
2709
SI-AT
3768
3845
STAT
Dees, Bowen C.
DeVaughan, William A.
7?', Dolan, Peter E.
HDonovan, Henry A.
Donovan, Michael J.
Dudley, Donald G.
Duncan, Francis M.
Eberly, John Henry
Enochs, Elizabeth Randolph
Flavin, Thomas J.
Forbes, Griswold
Forest, Herbert L.
Forsythe, John S.
Fretts, Carl A.
Gallagher, George R.
Gaston, Thomas L., Jr.
Green, John C.
National Science Foundation
Agriculture
Treasury
Agriculture
Treasury
General Accounting Office
The Renegotiation Board
? Commerce
Health, Education and Welfare
Agriculture
Commerce
Agriculture
Federal Coal Mine Safety Board
Agriculture
of Review
, Subversive Activities Control Board
Agriculture
Commerce
3570
4113
2276
4431
443
5888
6223
327
3433
4764
8101
5751
1007
4070
860
2946
2143
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Li) Exhibit 14
Name
Gregory, Dr. Raymond Wm.
Grenoble, William L.
Halluin, Felix M.
Hand, Alfred
Haninger, Victor E.
Hanna, Keith L.
Hardy, Neal J.
Hedlund, Floyd F.
.Heffron. Edward J.
Hoge, Dr. Vane M. (Brig. Gentl)
Hookersmith, Forrest D.
Houghton, Dorothy D.
Humphreys, Harry J.
Hurley' Henry F.
Irons, David P.
Jones, J. Weldon
Keeter, Oliver A.
Kissick, Harold
Lantz, Russell J.
Larrimer, Walter H.
Larson, G. Edward
Lennartson, Roy W.
Littell, Robert E.
Locke, Howard
McCauley, Leroy C.
McCutcheon, Charles
McDermott, John T.
Miller, William W.
Monroe, Charlie
R.
Norman, mary
Murphy, Edward J.
Mynatt, Edward F.
Nelson, Dr. Elmer MArting
O'Brien, Ruth
2
Agency
Telephone
Extension
Health, Education and Welfare
2621
U. S. Information Agency
4024
Government Printing Office
784
Commerce
3655
Interstate Commerce Commission
702
Small Business Administration
475
Housing and Hone Finance Agency
2463
Agriculture
6393
Federal Civil Defense Administration
277
STAT
Health, Education and Welfare
45'74
Commerce
4434
Foreign Operations Administration
641
Government Printing Office
784
Office of Defense Mobilization
433
Justice
252
STAT
Bureau of the Budget
638
Tax Court of the United States
2056
State
5392
Small Business Administration
62852
Agriculture
3766
Foreign Operations Administration
3833
Agriculture
4276
National Advisory Committee for Aero
64366
Justice
252
Justice
252
Securities and Exchange Commission
2118
General Services Administration
4262
Small Business Administration
3440
General Accounting Office
3611
TAT
ouoversive Aciava.Lies tJonbro.I. nualu
044
Agriculture
5643
Agriculture
2713
Health, Education and Welfare
2415
Agriculture
5419
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Li Exhibit 114.
Name
Gregory, Dr. Raymond 1ft.
Grenoble, William L.
Halluin, Felix M.
Hand, Alfred
Haninger, Victor E.
Hanna, Keith L.
Hardy, Neal J.
Hedlund, Floyd F.
.Heffron, Edward J.
Hoge, Dr. Vane M. (Brig. Gentl)
Hookersmith, Forrest D.
Houghton, Dorothy D.
Humphreys, Harry J.
Hurley, Henry F.
Irons, David P.
Jones, J. Weldon
Keeter, Oliver A.
Kissick, Harold
Lantz, Russell J.
Larrimer, Walter H.
Larson, G. Edward
Lennartson, Roy W.
Littell, Robert E.
Locke, Howard
McCauley, Leroy C.
McCutcheon, Charles R.
McDermott, John T.
Miller, William W.
Monroe, Charlie
Moreau, Jean IC
Morman, Mary
Murphy, Edward J.
Mynatt, Edward F.
Nelson, Dr. Elmer Marting
O'Brien, Ruth
2
Agency
Telephone
Extension
Health, Education and Welfare
2621
U. S. Information Agency
4024
Government Printing Office
784
Commerce
3655
Interstate Commerce Commission
702
Small Business Administration
475
Housing and Home Finance Agency
2463
Agriculture
6393
Federal Civil Defense Administration
277
STAT
Health, Education and Welfare
4574
Commerce
4434
Foreign Operations Administration
641
Government Printing Office
784
Office of Defense Mobilization
433
Justice
252
STAT
Bureau of the Budget
638
Tax Court of the United States
2056
State
5392,
Small Business Administration
62852
Agriculture
3766
Foreign Operations Administration
3833
Agriculture
4276
National Advisory Committee for Aero
64366
Justice
252
Justice
252
Securities and Exchange Commission
2118
General Services Administration
4262
Small Business Administration
3440
General Accounting Office
3611
Central Intelligence Agency
691
Subversive Activities Control Board
824
Agriculture
5643
Agriculture
2713
Health, Education and Welfare
2415
Agriculture
5419
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Exhibit 14
/-
? 3 --
Name
Agency
Telephone
Extension
Painter, Clive
Parsell, John E.
Pearson, Mrs. Louise 114
Pehrson, Elmer W.
Persons, Edward B.
Peyton, Thomas L.
Orbun V.
Proven, &gin R.
Redway? Albert J.
Reel, David R.
Rooney, Howard
Ryan, Gerald
Schruben, Luke M.
Semple, Paul T.
Serr, Harold A.
Seymour, P. Berthier
Shelton, Edgar G., Jr.
Smith, HenryC.
Stakem, Thomas g., Jr.
Sterns, Henry C.
Stephens, Edmund
Stephens, Malcolm ,E.
Stone-. B. Douglas
Justice
Agriculture
Smithsonian Institution
Interior
Labor
General Services Administration
Foreign Operations Administration
Federal Civil Defense Administration
Export-Import Bank of Washington
Federal Trade Commission
Agriculture
Commerce
Agriculture
The Renegotiation Board
Treasury
Federal Power Commission
National Security Training Commission
Farmers Home Administration
Commerce
Agriculture
Agriculture
Health, Education and Welfare
Housing and Home Finance Agency
252
4639
303
3881
156
4077
3833
306
112
168
3165
4501
Stowe:, Clifford W.
Strom, A. B.
Sweeney, Paul A.
Syran, Arthur G.
Tew, James W.
Towson, Norman E.
Turner, Francis C.
Waale, Theodore G.
Walker, Lloyd C.
Wayland, Russell G.
Weatherbee, Artemus Edwin
Williams, Lewis E.
Wise, Charles C., Jr.
Wright, William D.
Wyckoff, Harold 0.
Young, John D.
Young, Russell G.
Treasury
Post Office
Justice
Foreign Operations Administration
Government Printing Office
Commerce
Commerce
Small Business Administration
Post Office
Interior
Post Office
Housing and Home Finance Agency
Subversive Activities Control Board
State
Commerce
Office of Defense Mobilization
General Accounting Office
3511
8448
2161
5672
?????????=1KIM
4533
2734
373
5829
2463
SI-AT
2161
395
252
2683
784
3627
4500
2017
372
2282
8193
2463
825
4333
7441
413
3664
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Exhibit 15
SECURITY HEARING BOARD ROSTER
DEPARTMENT OP DEFENSE
DEPARTMENTAL
3-12-54
Name
Agency.
Telephone
Extension
Office of Secretary of Defense
Baldwin, Truman H.
Lt, Col,
Easton, John W.
GuaId, Ross L.
Harff, Leroy M.
Jackson, Stephen
Reeds Ogden C.
Rolle, Carl
Roper, David Nelson,
Lt. Col.
Smith, Walter 3.
Lt. Col.
Stratton, Otney W.
Dept. of the Air Force
Bacon, Edward H.
Boyle, Kenneth J.
Cieri, Anthony J.
Maj.
Kenney, Raymond M.
Pegler, Dewey S.
Whipple, Abraham L.
Col.
USAF, Rm. 3C 965, Pentagon
Rm. 2E 964, Pentagon
Walter Reed Medical Center
Rm. 108A, Walter Reed
Office, Chief of Finance
Rm. G-711? Temp. T-7
Rm. 3D 978, Pentagon
Rm. 1-1037, Temp. T-7
Rm. 3E 788, Pentagon
Asst. Chief of Staff,
Rm. 3E 480, pentagon
General Staff (MC) -
Asst. Chief Of Staff,
Rm. 2E 529, Pentagon
Operations
Intelligence
72655
72655
55817
55817
72655
55817
72655
55505
55817
Office, Comptroller of the Army 55817
Rm. 2A672, Pentagon
Rm. 5E 867, Pentagon
Rm. 1008, Bldg. 410
Bolling AF Base
Bldg. T-3-159
Andrews AF Base
Wing D, Rm. 314, MATS Bldg.
Andrews AF Base
8th Floor, Moses Bldg.
Rm. 126, Bldg. 412
Bolling AF Base
76030
76030
76030
76030
76030
76030
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Exhibit 15
2
Name
Agency
Telephone
Extension
Dept. of the Army
Burdette, Don L.
Eng. Research & Development Lab.
55817
Ft. Belvoir, Va.
Clow, Raymond Francis
Pentagon, 2D 740
55817
Gebbie, Earl James
Rm. 1611, Building T-7
55817
Lt. Col.
Gress, Kenneth L.
Rm. 2403, Building T-7
76820
Lt. Col.
Office, Chief of Engineers
Haas, Gaylord Paul
Rm. 1523, Building T-7
55817
t-,
Henry, Dale Eastburn
Rm. 1020 A, Bldg. T-7
55817
Hoover, Lester M.
Rm. 2903, Bldg. T-7
75425
Office, Chief of Transportation
Kerndt, Neuman Cleveland
Rm. 3E 436, Pentagon
55817
McDaniel, Edgar R.
Office, Chief Chemical Officer
75478
Tamp. T-7, Room 2068
Murphy, Clarence J.
Office, Chief of Ordnance
76639
Lt. Col.
Pentagon 1-E-415A
Powell, Franklin E.
Office, Asst. Chief of Staff 0-4,
Logistics, Pentagon 3-A-514
54737
Schoolcraft, George B.
Rm. C-229, Bldg. 316
34119
Ft. Belvoir, Va.
Titard, Lear P.
Lt. Col.
Office, Asst. Chief of Staff 0-4,
Logistics, Pentagon 2-D-566
73737
Woodruff, ands Fp, Dr.
Rm. 2C 538, Pentagon
55817
Yost, Harvey James
Rm. 2816, Bldg. T-7
55817
Off. of Chief of Transportation
Dept. of the Navy
Aldridge, H. F.
Navy Hydrographic Office
53205
Barnes, E. Do, Cdr.
Naval Research Laboratory
53205
Cain, Elbert Vernon, Jr.
Bureau of Aeronautics
62320
Cdr.
Rm, 2N72 N Bg.
Carley, Thomas F.
Rm. 1003, Arlington Annex
53205
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Exhibit 15
3
Name
Agency
Telephone
Extension
Cassidy, Bernard J.
Crown, James Edmond
Curran, Paul M., Capt.
Fern, Lawrence P.
Harrison, Lewis T.
Hendler, Pennard, LCDR
Hightower, Ralph E.
Hollenbek, S. Earl
Jerome, Edward A., Dr.
Kent, Frank V.
Klein, Doyen, Cdr.
Langley, Howard B.
McLean, Charles B.
Steward, Walter L., LCDR
Torpey, William G., Dr.
Woods, Lo E.
Rm. 4D 483, Pentagon
Naval Gun Factory
Rm. 1233, Main Navy Bldg.
Rm. 54, Bldg. 4, Potomac Annex
Rm. 1401, Main Navy Bldg.
Bureau of Ships
Rm. 4612, Main Navy
Naval Ordnance Laboratory
White Oak, Silver Spring, Md.
Rm. 2947, Main Navy Bldg,
National Naval Medical Center
Bethesda 14, Md.
Rm. 0014, Main Navy Bldg,
Naval Ordnance Laboratory
White Oak, Silver Spring, Md.
Rm. 3203, Main Navy Bldg,
Arlington Navy Annex
Rm. 2068
Bureau of Ordnance
Rm. 2-B-271 Yds. & Docks
Naval Research Laboratory
David W. Taylor Model Basin
53205
53205
53205
53205
53205
61762
53205
53205
53205
53205
53205
8277
73205
42855
78889
53205
53250
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Exhibit 16
SPECIAL AGREEMENTS MADE WITH DEPARTMENTS & AGENCIES
UNDER SUBSECTIONS (b) AND (c), SECTION 8, EXECUTIVE ORDER 10450
Agriculture, Department of
Canal Zone Government
Commission on Organization
.of the Executive Branch of
The Government
Defense, Department of
Office of the Secretary
of Defense
?
Departments of the Army,
Navy and Air Force
The Department will conduct full field investi-
gations for persons applying for and appointed
to sensitsepositions - both competitive and
excepted. The Commission will make national
agency checks for these cases. The Commission
will make national agency checks and written
inquiries for all appointees to non-sensitive
positions in the Department.
The Department of the Army will make full field
investigations for the Canal Zone Government.
The Civil Service Commission will conduct na-
tional agency check and written inquiries for
United States Citizens who are new appointees
(both competitive and excepted) and in whose
cases national agency checks and inquiries are
to be made in accordance with provisions of the
Department of Defense Civilian Applicant and
Employee Security Program.
The Commission will conduct investigations on
a reimbursable basis of contractor employees
assigned to sensitive positions. The Commission
also will conduct national agency checks for
contractor employees assigned to non-sensitive
duties.
The Office of the Secretary of Defense will
make its awn national agency checks in cases
requiring full field investigation. The in-
vestigative agencies of the armed forces will
be requested to make full field investigations.
The Office of the Secretary of Defense also will
make its own national agency check and written
inquiries for non-sensitive positionse
For security purposes positions in the Depart-
ments of the Army, Navy and Air Force have been
placed in three categories. (1) Critical sen-
sitive positions. (2) Non-critical sensitive
positions. (3) Non-sensitive positions. s'or
purposes of determining investigative jurisdiction
these three categories have been broken down in-
to incumbents and applicants or appointees. An
incumbent is an employee who was on the rolls of
the Departments of the Army, Navy or Air Force
as of May 27, 1953. An appointee is any person
appointed on or after May 28, 1953.
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"?_ _re N?,/
Farm Credit Administration
Federal Reserve System,
Board of Governors
Incumbents in critical sensitive ositions:
The Departments of the Army, Navy and Air
Force will conduct full field investigations.
Applicants for critical sensitive positions
The Civil Service Commission will conduct pre-
appointment national agency checks. The De-
partments of the Army, Navy and Air Force will
conduct full field investigations.
Incumbents in non-critical sensitive positions2
The Departments of the Army, Navy and Air Force
will conduct any further investigation required.
beyond that already conducted under E.O. 9835.
Applicants for non-critical sensitive ositionst
The Civil Service Commission will conduct pre-
appointment national agency checks and, after
appointment, will complete investigation with
written inquiries.
Immaxmits in non-sensitive positions:
In general, no ?inveetigation will be required
beyond that already conducted under E.O. 9835.
Appointees to non-sensitive positions2
The Civil Service Commission will conduct na-
tional agency checks and written inquiries.
The Administration will request Department of
Agriculture to make full field investigations of
applicants for, and employees in, (both com-
petitive and excepted) sensitive positions in
F.C.A. and the Central Bank for Cooperatives.
Civil Service Commission will make national
agency checks only for these cases. CSC also
will make national agency check and written in-
quiries for appointees to non-sensitive posi-
tions, both competitive and excepted.
The Division of Personnel Administrations, Federal
Reserve System will conduct its own national
agency check and investigations of persons
applying for and appointed to non-sensitive
positions. The Commission will conduct full
field investigations for all persons applying
for and appointed to sensitive positions in
the Board.
- 2 -
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General Accounting Office
Government Printing Office
Civil Service Commission will make full
field investigations of employees in, and
applicants for sensitive positions; and
will make national agency check and in-
quiries for non-sensitive positions.
Civil Service Commission will make full
field investigations of applicants for, and
employees in, sensitive positions; and will
make national agency check and inquiries for
non-sensitive positions. Security investiga-
tions for employees of the Government Printing
Office State Department Branch will be made by
either the State Department or the Central
'Intelligence Group.
Justicej Department of The Department will use the investigative
facilities of the FBI for conducting inves-
tigations required by the order for applicants
for and employees in the Department of Justice.
Library of Congress Civil Service Commission will make full field
investigations of employees in, and applicants
for, sensitive positions; and will make
national agency check and inquiries for non-
sensitive positions.
Post Office Department The Department will conduct full field
investigations for persons applying for and
appointed to sensitive positions. The Commis-
sion will conduct national agency checks only
for these cases. The Commission also will
conduct national agency check and written in-
quiries for all non-sensitive positions in the
IS Department. This agreement does not change
present procedures for investigating post-
masters and rural carriers.
Small Business Administration The Administration will make full field investi-
gations for persons appointed to or applying for
sensitive positions which are in the excepted
service. The Commission will make national
agency checks for these cases. The Commission
will make full field investigations in cases in-
volving sensitive positions in the competitive
service. The Commission also will conduct national
agency check and written inquiries for non-
sensitive positions in the competitive and ex-
cepted service.
State, Department of
The Department will make full field investiga-
tions of its employees and applicants in the
competitive service (except those requiring in-
vestigations by the Commission under existing
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Tennessee Valley Authority
Treasury Department
legislation). The Commission will conduct pre-
appointment national agency checks for these
cases.
The Commission will conduct national agency
checks only. TVA will make its own written in-
quiries. The Commission will conduct full field
investigations where the positions involved are
sensitive.
Treasury Department will conduct full field in-
vestigations required under the order. The Com-
mission will conduct national agency checks only
in these cases.
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Exhibit 17
NON-SENSITIVE' POSITIONS FOR WHICH DEPARTMENTS AND AGENCIES
HAVE BEEN RELIEVED OF REQUIREMENT FOR SUBMITTING FORMS TO
THE CIVIL SERVICE COMMISSION FOR INVESTIGATION UNDER
SECTION 3 (a) OF E. O. 10450 RELATING TO FM
INTERMITTENT, TEMPORARY, OR SEASONAL
EMPLOYEES, OR ALIENS EMPLOYED
OUTSIDE THE UNITED STATES
Agriculture, Department
of
American Battle Monuments
Commission
Army, Department of
1. Persons who hold appointments in the Depart,-
ment as agents or collaborators without
compensation.
2. Cooperative agents who may be controlled
by the cooperators alone or cooperatively
controlled by the Department and the
cooperators regardless of the source of
their compensation.
3. Persons employed on the foot and mouth
disease eradication work in Mexico who
receive their compensation from the
Mexico-United States Commission.
4. Temporary, seasonal, intermittent, or
occasional employees including those
employed under letter of authorization,
appointed for periods limited to six
months or less, provided they are not
appointed to sensitive positions and
do not have access to classified defense
information.
5. State and county committeemen of the.
Farmers Home Administration who are
intermittent employees.
6. Nationals of foreign countries who are
employed by the Department in their
native countries.
Cases involving non-sensitive positions when
the appointments are of aliens employed out-
side the United States.
Cases involving non-sensitive positions
when the appointments are (a) of aliens
recruited locally outside the United States,
or (b) are specifically limited to six
months or less.
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Bureau of the Budget
Cases involving non-sensitive positions
when the appointments 'are specifically
limited to three months or less?
Canal Zone Government Cases of alien employees.
Commerce, Department of
Defense Mobilization, Office
of
Federal Civil Defense
Administration
Federal Mediation and
Conciliation Service
Government Printing Office
1. Cases involving non-sensitive positions
when the appointments are of aliens
employed outside the United States, or
cases of per diem, temporary, or sea-
sonal employees, when the appointments
are specifically limited to three
months or less.
2. Cases of the following types of per-
sonnel when the positions involved are
not sensitive. River, rainfall, snow-
fall, winter sports and evaporation
reporters; hydrologic observers; storm
warning displaymen; weather and crop
reporting observers; and aviation ob-
servers.
Cases of per diem, temporary, or seasonal
employees when the appointments involved
are not sensitive and are specifically
limited to three months or less.
Cases involving non-sensitive positions
where the appointments are specifically
limited to three months or less in cases
of per diem, temporary, or seasonal em-
ployees.
Cases involving non-sensitive positions of
consultants employed temporarily as Ar-
bitrators, Conciliators or Mediators, on
service-appointed Fact-Finding-Boards
provided that their employment ii limited
to three months or less.
Cases involving non-sensitive positions
when the appointments are specifically
limited to 90 days or less, and of inter-
mittent employees appointed to non-sensitive
positions for periods when actually em-
ployed. (These latter employees are employed
only on Sunday nights for mail duties in
the Printing Office and are appointed from
a list of names on a rotating basis).
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Health, Education & Welfare,
Department of
Cases involving non-sensitive positions when
the appointments are (a) of aliens employed
outside the United States, or (b) are speci-
fically limited to three months or less for
per diem, temporary, or seasonal employees.
Housing and Home Finance I. Cases of appointments to non-sensitive
Agency positions limited to three months or less.
Thterior, Department of
Justice, Department of
Labor, Department of
2. Cases of per diem, temporary, or sea-
sonal employees of the Public Housing
Administration when the positions in-
volved are not sensitive and the ap-
pointments are specifically limited to
three months or less.
Cases of persons employed in the following
types of positions when those positions are
not sensitive and appointments are limited
to six months or less: Unskilled laborers;
cooks; mechanics; skilled laborers and
craftsmen on construction or repair work;
caretakers at temporarily closed camps or
buildings; Field assistants in forestry,
soils, engineering, fishery and wildlife
management, and with surveying parties;
emergency forest and range fire and blister
rust control employees; and positions for
which compensation is fixed under coopera-
tive agreement.
FBI will make only fingerprint and name
checks in cases of Department of Justice
employees receiving temporary appointments
not to exceed three months. Full field
investigations will be made in these cases
if appointments are extended beyond three
months or if information is developed which
indicates that employment would not be
clearly consistent with national security.
Cases involving non-sensitive positions for:
1. Statistical investigators (Grades GS-3
and GS-4) employed under Schedule A9 Sec-
tion 6.101(g), in the Bureau of Labor
Statistics for part-time service (inter-
mittent and on a when-actually-employed
basis) in the collection on statistical data
pertaining to food prices, rentals, em-
ployment and similar subjects.
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National Science Foundation
Navy, Department of
Post Office Department
Railroad Retirement Board
Small Business Administration
2. Mexican nationals employed in Mexico
by the Bureau of Employment Security in
custodial and clerical capacities inci-
dental to the administration of the Farm
Placement Program.
Cases of per diem, temporary or seasonal
employees when the positions involved are
not sensitive and the appointments are
specifically limited to three months or
less.
Cases involving non-sensitive positions
when the appointments are of aliens em-
ployed outside the United States, or cases
of per diem, temporary or seasonal em-
ployees, when the appointments are speci-
fically limited to three months or less.
1. Cases involving non-sensitive positions
when the appointees are (a) aliens
employed outside the United States,
or (b) are specifically limited to
three months or less in cases of per
diem, temporary or seasonal employees.
2. Cases of temporary substitute clerks em-
ployed in non-sensitive positions at the
Yellowstone Park Post Office for periods
not to exceed 180 days.
Cases involving the following non-sensitive
positions: Special Claims Agents, Members
of Actuarial Advisory Committees, Special
Agent-National Reporting Officer, and
temporary employees whose appointments are
specifically limited to three months or less.
Cases involving non-sensitive positions of
consultants and other intermittent em-
ployees when the appointments are speci-
fically limited to three months or less.
State, Department of Cases of the following types of employees
when the positions involved are not sensitive:
1. Seasonal employees of the United States
Section, International Boundary Commis-
sion, who are appointed under Civil Serv-
ice Rule A-2-8 for periods not exceeding
5 months to perform in season such duties
as cutting down trees, doing small con-
crete jobs, driving trucks, and running
motorboats.
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y,
Subversive Activities
Control Board
/Tennessee Vialley Authority
Treasury, Department of
2. Alien employees of the Department of State
Foreign Service posts abroad.
Cases involving non-sensitive positions in
which the appointments are specifically
limited to three months or less.
1. Cases of per diem, temporary, or seasonal
employees when the positions involved are
not sensitive and the appointments are
specifically limited to three months or
less.
2. TVA will dispense with written inquiries
in investigations of intermittent em-
ployees (including consultants) in non-
sensitive positions who work for TVA on
not more than 60 days in one year.
Cases involving non-sensitive positions when
the Appointees are (a) aliens employed out-
side the United States, or (b) are speci-
fically limited to three months or less in
cases of per diem, temporary, or seasonal em-
ployees.
Veterans Administration Cases involving the following categories of
emp4oyees when positions are not sensitive:
War Claims Commission
1. Volunteer workers under the Veterans Ad-
ministration Volunteer Service Program.
2. Member employees.
3. Per diem, temporary, seasonal and inter-
mittent employees (including purchase and
hire employees) whose periods of employ-
ment are specifically limited to three
months or less.
4.- Aliens employed outside the United States
who are not known to have resided or visited
in the United States.
Cases involving non-sensitive positions when
appointments are specifically limited to three
months or less.
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