United States Government Publishing Office publisher pbl distributor dst United States Government Accountability Office National Security and International Affairs Division author aut Government Organization text government publication eng GAOREPORTS Legislative Agency Publications gao legislative 2010-08-12 U.S. Government Printing Office 1996-03-11 monographic deposited born digital 72 p. GA 1.13:NSIAD-96-6 https://www.govinfo.gov/app/details/GAOREPORTS-NSIAD-96-6 P0b002ee180385941 f:ns96006 DGPO 2010-08-12 2011-03-28 GAOREPORTS-NSIAD-96-6 machine generated eng fdlp REPORT GAOREPORTS-NSIAD-96-6 NSIAD-96-6 Fair employment programs Federal intelligence agencies Personnel management Appellate procedure Federal employees Civil rights law enforcement Veterans Employment of minorities Employment discrimination Equal Employment Opportunity Program Federal Equal Opportunity Recruitment Program Chapter Report NSIAD

Pursuant to a congressional request, GAO reviewed personnel practices at the Central Intelligence Agency (CIA), National Security Agency (NSA), and the Defense Intelligence Agency (DIA), focusing on: (1) how equal employment opportunity (EEO) and adverse action practices at these agencies compare with other federal agencies; and (2) whether employee protections at these agencies could be standardized with those offered by other federal agencies.<p/>GAO found that: (1) although CIA, NSA, and DIA have similar EEO goals, management practices, and complaint processing procedures as other federal agencies, there is a lower representation of women and minorities in these agencies; (2) adverse action regulations at NSA and DIA are similar to those of other federal agencies, since they entitle employees to receive advance notice of proposed actions, reply to charges, representation, and receive a final written decision; (3) the main difference between adverse action regulations at CIA and other agencies is that the Director of CIA has unlimited authority to remove employees; (4) only military veterans at NSA and DIA can appeal adverse actions to the Merit Systems Protection Board, even though there is no national security rationale for this policy; and (5) employee protections at the intelligence agencies could be standardized with those at other agencies, since adverse action cases seldom involve classified information and intelligence agencies could still protect national security by retaining their summary removal authorities. https://www.govinfo.gov/content/pkg/GAOREPORTS-NSIAD-96-6/html/GAOREPORTS-NSIAD-96-6.htm https://www.govinfo.gov/content/pkg/GAOREPORTS-NSIAD-96-6/pdf/GAOREPORTS-NSIAD-96-6.pdf GAO/NSIAD-96-6 https://www.govinfo.gov/app/details/GAOREPORTS-NSIAD-96-6 Chapter Report GAO/NSIAD-96-6; Intelligence Agencies: Selected Personnel Practices at CIA, NSA, and DIA Compared to Other Agencies; Fair employment programs Federal intelligence agencies Personnel management Appellate procedure Federal employees Civil rights law enforcement Veterans Employment of minorities Employment discrimination Equal Employment Opportunity Program Federal Equal Opportunity Recruitment Program Title 5 Section 7201 Title 5 Section 7511-7513 Title 5 Section 7513 Title 5 Section 7513(b)(3) Title 5 Section 7531 Title 5 Section 7531(9) Title 5 Section 7532 Title 5 Section 7532(a) 5 U.S.C. 7201 5 U.S.C. 7511-7513 5 U.S.C. 7513 5 U.S.C. 7513(b)(3) 5 U.S.C. 7531 5 U.S.C. 7531(9) 5 U.S.C. 7532 5 U.S.C. 7532(a) Title 10 Section 1604(e) 10 U.S.C. 1604(e) Title 50 Section 833 50 U.S.C. 833