DCI STATEMENT FOR THE RECORD; CIA PERSONNEL MANAGEMENT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000300500005-4
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: December 22, 2016
• Document Release Date: September 4, 2012
• Sequence Number: 5
• Publication Date: July 23, 1986
• Content Type: MISC

Declassified in Part - Sanitized Copy Approved for Release 2012/09/04: CIA-RDP90-0053OR000300500005-4
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July 16, 1986
IN RESPONSE PLEASE
REFER TO 86- 2641
The Honorable William J. Casey
Director of Central Intelligence
Central Intelligence Agency
Washington, D.C.
Dear Bill:
In April 1985, the Committee outlined its three goals during
the 99th Congress. To date, two of these goals are well on their
way in great part through your efforts. and cooperation, namely the
development of a National Intelligence Strategy and a comprehensive
review of the federal government s counterintlli~gence_an= cou__ n
measures ca abilities and requirements to stem the loss of classified
information. Our th-izd goa was a review of Intelligence Community
personnel. Since personnel capabilities and requirements are integra
to accomplishing the plans in the National Intelligence Strategy, it
is important that we understand each agency's _perso~nehco__a_ls,
policies, and programs which support the key intelligence functions.
Personnel -- quality personnel -- are the critical linch pin if the
Intelligence Community is to meet the challenges outlined in the
National Intelligence Strategy. In this review, we would focus
only on per onnel issues as they relate to the major intelligence
unctions: uman intelligence collect ion,~/counterintel igence,
development and operation of technical pro r nd uanalysis. We
would, therefore, look first at personne assigena.these functional
responsibilities by agency (CIA, NSA, DIA, and FBI (CI)). and
then evaluate each function across the Community. We expect that
in this process we should be able to identify the principle issues
which relate to hiring and retaining the best intelligence cadre
into the 21st Century. To accomplish this, the Committee will need:
1. To review more fully these major intelligence functions.
2. To unden~ the personnel goals and strategies for those
functiona1(equiremets as evidenced by policies, objectives and
long-and shor -range planning. ---
3. To review your capabilities, based upon your authorities
and your programmatic efforts to ac ieve these nee s.
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 Yne monotawe William J. Casey
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Pt.gc. Two
4. To determine the efficacy of current personnel programs
(recruiting, training, pay, incentive, equal opportunity, and
retirement) to attain the goal of the finest quality personnel
for the Intelligence Community.
In the past ten years, the Intelligence Community personnel
has grown by nearly 18 percent. While this statistic would appear
to be healthy, the SSCI would need to examine whether more or less
is needed as well as the implications for national security if more
or less is prov,ided.
On July 23, at 9:30 am, the SSCI will hold its initial personnel
review hearing in Hart 219. The hearing will provide you or your
representative the opportunity to give us an overview of your
personnel capabilities and requirements in relation to the four
missions, as applicable, mentioned above. We would also expect
you to define your agency's personnel goals to meet the long and
short range challenges outlined in the National Intelligence
trategy. At the hearing, we would also expect you to identify
pr ent and future personnel issues which will detract from your
abitity to carry out missions, and to describe efforts in progress
to strengthen the quality of personnel. We will also expect you
to identify areas where enablirflg legislation may be necessary.
For the next three of four months, staff members will be
meeting with your agency officials to conduct this reiview and
to prepare a Co,,j-,ittee report. Charles Battaglia will serve as
the director of this project whi John Despres will be heading
the team which will be reviewing ers nel issues within your
agency. To assist us, we would like a ersonnel point of contact
who would serve as a focal point for thi effort.
Rave Durenberg&r---.
hairman
Patrick J. Leahy
Vice Chairman
Declassified in Part - Sanitized Copy Approved for Release 2012/09/04: CIA-RDP90-0053OR000300500005-4