Minutes from the Special Agents Advisory Committee (SAAC) Director's Advisory Committees Meeting 2005

ALL N F OPHATI ON CONTAINED
dE 1 A:5S FLED
DATE 10—C6-2009 BY 65179 UNHiSTLJ
SPECIAL AGENTS ADVISORY COMMITTEE (SAAC)
WASHINGTON, D.C.
The following notes are the minutes compiled by the SAAC during the meeting of the
Director's Advisory Committees Meeting held in Washington, D.C. from 03/21/2005 to
03/25/2005. These notes will include information received from noted speakers/presenters and
cover numerous areas as listed in the meeting agenda.
1. JOSEPH L. FORD - Assistant Director of Finance Division - Budget Issues
It was noted that the Directors4as three short term items of focus:
1. Development of the Intelligence Directorate-
2. Development & Implementation of the Technology Systems
3. Rework Administrative Infrastructure
- This information and direction was issued to the SACs 3 weeks prior to this meeting.
Presently the FBI's budget is $5.7 Billion dollars. 67% of that is payroll. The remainder
is program money handled predominantly by FBIHQ.
Fold- notes that fvkidia8j-ss6Voilt so .that money is to be .speritttoughoutthe year
and not held until the end of the year. ‘Funds are available and should be spent as needed through
the year.
AD Ford noted that agent'hiring was adjusted for fiscal year 05.to approximately 512,
professional support approximately 617. Agent hires for FY 06 is estimated tohe 1000. It is •
projected that up to 2500 analysts are to he-trained at Quantico in FY 05. This includes 2 and 7
Week classes.
The annual inventory is mandated.by both DOJ and the KPMG audit that HQ has sought.
There are many items of equipment unaccounted for and these inventories will continue until the
FBI show a better accountability for these items.
E-travel will be implemented at FtIHQ during calender year 05 and should be in the field
offices during calendar year 06. This is intended to fully automate the travel program from
planning.to payment. Receipts will be faxed in but everything else will be done online.. "
Additionally, it is being planned to put pay. stubs on the intranet verses the blue sheet method
used now.
The advent of the Director of National Intelligence places some controls over FBI funds
that could be affected outside the normal HQ processes. This may go as high as $140 million but
some limiting factors may be in place that would hold it to $30 million. This is still under
review. AD Ford noted that the FBI has rio direct funding from "black funds" traditionally .
FBI031167CBT
OIG• REQ 08/22/05—ITEM #28
DOJOIG013805
FBI0000018
associated with the intelligence community:
With regards to new contracts for computer programs intended to replace VCF, the
contracts will be let with a +performance'clause which will require specific performance
compliance by the vender at specific points prior to payment throughout the acquisition process.
2. DIRECTOR MUELLER's opening comments
He noted the same 3 prioritieS noted by AD Ford
%•• •
He noted that he believes that 'a continued emphasis on sources and wire/communication
intercepts is critical to continued effoOs to battle the threats to the United States. •
Director sees globalization of FBI's efforts and this will provide a bridge for state and
local law enforcement interests in an international setting. He anticipates Legats to reach 60
within the next 2 years (presently at 51).
He expects more specialty areas, within the FBI and the hiring and development of
specialists to fill these needs.
3. PHD - Training.
-- • _:Quanticois4vork:vag On implethentation of.FRIRQ.dir.qctiye to_estabiltgoreg,pathsforall.
FBI employees. The initiation will start with Analysts and Agents. Agents are anticipated to
have 5 separate career paths:
Intelligence
Counterterrorism
Counterintelligence
Cyber Crimes.
General Criminal
These designations will be applied in d:'isOft" fashion which was indicated that there would be
some flexibility and not be completely binding from the point of assignment. All agents will still
receive the same 18 weeks of training in neW agents classes. They are then anticipated to have 3
to 5 years of general training in a mediuiiiie small field office. They will receive the soft -
designation then. In the 3 to 6 year time frame -they will receive a large office assignment where
they will receive more specific training on their specific career path. This will lead to a point at
their 6 year level where the agenf wilfreceii7e advanced training in an effort to make them more
skilled and knowledgeable in that career field.
Selection for these career paths is hoped to be a joint decision between the employee and
their supervisor but will ultimately be the choice of HQ. As part of each career path there will
be 10 core competencies which will be the same for all career paths but not all reached in exactly
the same fashion. These are being fashioned by-Homeyer and her staff at this time. These career.
FBI031168CBT
OIG REQ 08/2/05-ITEM #28
DOJOIG013806
FBI 0000019
4.
paths are anticipated to be implemented-this fall (Oct.) with the implementation of the mandatory
agent rotational transfers. This initially will affect approximately 250 to 260 agents and this is
anticipated to serve as a test group of this process. All job mapping is anticipated to be
completed in 3 years. It is ultimately anticipated that the soft designation of a career path will be
communicated to candidates .during recruitment and application based on the candidates skills,
knowledge and ability.
There is some discussion of a "Certified Intelligence Officer" designation being a
requirement to attain ASAC status. This designation is anticipated to be attainable by agents,
analysts, SSG and Language Specialists. All agents in the FBI will receive exposure to
intelligence training regardless of which. career path they are in.
- Unit Chief of Transfer Unit (actually SSAI b6
b7C
Personnel Resdurce List positions issued and projected:
2002 56
2003 114
2004 170
2005. 188 (approximate)
New Agents classes who were started on 10/2002 will be the first group to Staitthe new
.:,..trans-E=,..r policy to the top3,54),,f,a;es,. This:was notecl_to_be more JE.:aliztica)ly the tap 5 efic.Gs,
based on needs. 336 AgentS in this grOtii5 are eligible. There is'to be a 3 to 1 transfer:to backfill .
ratio for PRL purposes. There is $15 Million set aside for these transfers at this time. Following
is the planned process of this occurring:
1. 60 days prior to 3 year EOD anniversary Agents will rank the top 15 in the order.they
would like to be sent to them
2. Staffing of the offices will be done at the needs of the Bureau
3. A survey will be done of each SAs background, their skills, etc.
4. Orders will be sent
5. 90 days to report
6. 4 yrS before Agents can take a PRL transfer
It was noted that the order of transfer will be conducted by the class roster, not the order of the
Divisions.
It was noted that PRLs are not rewards but are a staffing tool. There is money for
transfers but these must cover, New Agent, the above described rotations and SSA/management
FBI031169CBT
OIG REQ 08/22/05—ITEM #28 FBI0000020
DOJOIG013807 '
rotations. It was noted that SSAs reaching the 5 Up or Out status in the EDSP prOgram who do
not promote, EDSP will tell them where to go if they do not compete for promotions. Hardship
transfers are seen as being rare and used for medical and issues dealing with children.
5. TIMOTHY P. MURPHY- Acting Section Chief of Executive Development and• Selection
FBI mandated to develop an Intelligence career path for agents by 9/11 Commission. In
conjunction with this the FBI is setting out career paths for all employs and has set 5 career paths
for SAs: Criminal, Cyber, Counterterrorism, Counterintelligence and Intelligence. All SAs will
be developed with core competency which will be able to be tested and noted. This will allow
for training and will play a part in rotational transfers. There will also be the opportunity for
intelligence officer certification withiri this training, and development. It would take 7 years to
obtain certification.
There is.a "cradle to grave" concept under consideration which.would place recruits in a
particular career path based on their training, knowledge and.skills, which would/could follow
• them throughout their career.
There is no truth to the rumor of having SAs who do not carry firearms. There is also no
truth to the rumor that there will be a pay grade difference for the different career paths.
1._ SAs_,-flustke the LSA test 12efoq.competing tkc tut does not
count towards the promotion. There is the-Up or out "Term Limit" for SSAs in place. . -
•
6. GARY BALD - Executive Assistant Director of Counterterrorism/Counterintelligence
Important push for all field offices to identify their "Domain" within their Division. This
includes private companies, universities and other governmental organizations which may be
viewed as terrorist or intelligence organization targets.
. Al Queda is still.the main threat but has morphed into groups which are.more of like
minded individuals focused on attacking Western countries. They are still committed to another
attack on the United States.
b2
b7E
b6
— Presenting Intelligence Info for EAD Baginski b7C
FB1031170CBT
,OIG REQ 08/22/05—ITEM #28 ' ,FBI0000021
DOJOIG013808
Directorate of Intelligence will spread across divisional and program lines.
Director set out, to congress, the plan, participants and career paths of the DI program.
Congress approved it and said implement it but did not fund it. Because of this the program is
being funded by taking from other programs. The DI will be housed on the eleventh floor of
,FBIHQ after it is totally remodeled.
As part of DI each field office.stood up a Field Intelligence Group (FIG). All but 4 FIGs
are supervised by an SSA. The goal of Intelligence is that information collected is not focused
only on one Division's needs but rather made available across the Bureau and the Intelligence
Community. The overall goal is to always locate and disseminate actionable intelligence.
Within the next 2 or 3 months a FIG handbook is going to be disseminated Bureau wide to
provide structure and guidance on how the FIGs are to be operated.
The Director wants a base allocation of SAs to Intelligence. So far 286 agent's have
already beenessigned to the FIGs by SACs, on their own. It is anticipated that there will be an
additional allocation to a total of approxithately 500 SAs working on Intelligence efforts. These
SAs will not be working as analysts but must understand the intelligence process. FBIHQ goal is
for the FIGs to conduct "step back" review 'of case activity, to look for gaps and needs in cases.
They also want FIGs to identify potential sources or needs for sources.
There will be a TURK classification devetoped for Intelligence collection to capture
and analy01- 1,4z,ts:' Agents may, split-time be0A.rsea,Rfav:nal:turk and intelligence-turk.,,,ba...:
this has not been worked out yet. FIGs are to supply tactical intelligence as Well as strategic .
intelligence. While case assistance is.to' continue the analysts and FIGs must recognize the needs
of the overall Intelligence Community. '''
. A new infoimant manual is being completed with limited reviews underway. 'This
.manual will combine all sources (assets, confidential informants and cooperating witnesses) into
one source and one process for handling that source, and the associated paperwork: Many to most -
of the approval levels for source activity will all go to the SAC. Efforts to automate the
paperwork portion of informants is also underway with plans for a file in the blank and drop
down menu to be used to file the paperWOrk to limit errors. Validation of the sources accuracy is „
also a huge issue and an automated s3istern.to assist with this validation process is under
construction. '
8. NUMEROUS PRESENTERS - OPERATIONAL ISSUES/OVERSEAS
DEPLOYMENT/SECURITY/FIREARMS
SSA from Firearms Training set out that the Attorney General has taken the
position that retired SAs must meet individual state qualifications for concealed carry permits.
There has been no funding allocated for processing the retired agent concealed carry law so it is
anticipated that any costs for the program will fall to the retired agents. The rules were approved
' by the AG 01/31/2005, The program will involve two cards, a retired set of creds and a
concealed carry license. No set type of weapon or ammunition is specified for the concealed
FBI031171CBT
DIG REQ 08/22/05—ITEM #28
•-DOJOIG013809 FBI 0000022
b6
b7C
carry. It.is not believed that the retired agent will be able to carry the weapon concealed on an
aircraft, due mostly to the individual carriers issues.
Also, weapons storage in vehicles is a known problem which a request has been made to
acquire funding to fit all vehicles with alarms. It was also noted that there seemed to be some
confusion and that the storage issue did not address normal duty time but was about overnight
storage only.
Sharon Durkin, Section Chief - Physical Security Unit, noted that the Security Unit is
now requiring spouses and near adult 'children to sign a waiver of financial, medical and
education issues. Failure to provide this may lead to loss of security clearance by the involved
employee. This waiver is obtained during reinvestigations and may cover up to 3 years past
separation from the FBI.
Warren T. Bainford, ASAC - CIRG outlined the Planned Recovery Program under
development to train, track and recover FBI employees deployed overseas, should there be an
abduction or other problem. This program is a 5 stage program laid out as follows:
b2
b7E*.
CIRG has hired an outside contractor to work on setting this matter up. Anticipated to
take up to 2 years to complete and implement all portions of this.
John E. Lewis, DAD - Counterterrorism spoke of a continued lack of interested
individuals to fill over 200 positions at FBIHQ for CT. These positions must be filled and until
they are TDY assignments will continue to fill these needs. Presently Lewis is not aware of any
initiative in place or in the works to address this problem in any other way than the TDY
assignments. It is costing $1 million dollars a month for TDY assignments to CTD. In 2 to 3
monthS polygraph examinations of all JTTF members (task force officers) will begin.
Chris Swecker, AD - Criminal Division stated that there are currently 2000 fewer agents
working criminal investigations than prior to 9/11. Criminal Division is working to establish
what the base needs of that division are based on available resources. Main reduction has been in
FBI031172CBT
OIG REQ 08/22/05—ITEM #28 FB10000023
qOJO.IG013810
drug arena. There are now approximately 500 total agents working drugs Bureau wide and these
almost all support OCDETF matters. We no longer provide any support to Marshall's fugitive
task force operations. Financial Institution. Fraud guidelines have been set high, $100,000, but it
is recognized that small offices and RAs need flexibility in this area and HQ is allowing for these
specific needs. Governmental Fraud thresholds have been raised to $ 1 Million. Public
Corruption cases are above the quantity that were present prior to. 9/11. FBI is pushing to work
gang investigation as Criminal Enterprise Investigations and have strong involvement in this area
for the foreseeable future. •
9. JONATHAN I. SOLOMON - Executive Assistant Director-Administration
. EAD Solomon noted that administrative resources within the FBI have not increased at.
the same rate that changes have taken place within program areas. As an example, he noted that
anyone wanting a clearance (contractors, etc.) had to have a name check run by the FBI. This led
to 4 million requests last year. 'This is very burdensome and time consuming. FBIHQ is trying to
identify and correct or improve these types of problems which tend to be personnel intensive.
Most of these issues deal with information'technology issues.
The Admin Division is being changed to the Human Resource Division. There is also a
.Facility Management Division being stood up to handle these specific issues. Security Division
• has taken over the handling of the applicant processing for new hiring. For FY 05 there are to be
and 21.00,Suliportliires.—FY to.haye..1.1,(111.1\14wAgentlixes
• and 2200 Support hires. Efforts are under way to push for faster hiring through regional
resources/blitz to do backgrounds, drug and polygraph testing all at once.
There is a planned change to the common household policy on transfers. The change will
be for partners in a permanent common household which is more in line with current DOJ •
pdlicies..
• • . -
In 2009 expect to have a common data warehouse for all FBI information. This plan
includes centralizing closed files and take this out of each Field Office. ,A request will be made
by the Field Office and an electroniC'of faxed copy on the needed material will be sent to the
Field Office. This will clear an enormous` amount of space in Field Offices. Three offices are
conducting a pilot program on this now.-
There is a.proposed change pending on the drug policy. This will focus more•on a
recency of use verses the quantity or frequency of use. This is a similar standard utilized,by other
intelligence agencies.
10. MICHAEL C. MINES - Section Chief - Integrity in Government/Civil Rights Section
If agents need tapes transcribed for public corruption cases, this Unit has funds to pay for
overtime for this type of work. This can be requested on a case by case basis. The Unit is using
taped interviews of corrupt Police Officers (convicted) to help train new officers in police
FBI031173CBT
OIG REQ 08/22/05-ITEM #28 FB10000024
bOJOIG013811
acadenlies in an effort to stop future corruption problems. This Unit is planning on visiting all
Field Divisions by end of 2006 to provide. guidance on areas of specific concern for each Field
Office.
11. CHARLIE PHALEN AD Security.
All of the applicant processing activity has moved under the Security Division. The
Division is working on Phased Periodic Reinvestigations which will involve a review of each
employees life and database information. 'This will reduce the number of neighborhood canvases
conducted on the reinvestigations. This will also require the need to collect more infaimation
from each employee. Included will be a financial disclosure waiver for each employee and a
polygraph. The goal of the Security Division is to eventually have this type of review cover all
programs. Presently, the program is addressing CI and CT matters to include JTTF members. It
will also address Cyber and ITOD (computer 'systems). Security is also pushing,for polygraphs
of certain-DOJ personnel but this is not finalized at this time: The polygraphs for on board
employees are CL and Espionage directed only.
Security is working on limiting the FBI computer systems ability to upload materials'into
the intranet system. This is directed to stop the unauthorized uploading of videos and materials
which may be carrying viruses or other computer intrusion programs which are not being
properly scanned priorto,entry. This will potentially limit the number of computers. within an
office or area that can actually load materials. • This will allow for easier monitoring. Security
• - -P4rm.,17:4b.ave monitoolulaakfs_Lthislsyssem which:y\rip-te able to_rnonitor24/7 on thesystep-41,
real time. Presently no operating system's. can be uploaded by anyone othet than the computer
specialists. The plan is to limit the overallnumber of individuals in each office who have the
ability to upload materials into the system.
Security believes that the current drug policy is impeding the FBI's ability to hire quality
competent employees and that the smile 'policy is not effective in measuring excessive drug use.
The proposal under consideration will be view each candidate regarding how recently they
used drugs, how frequently they used the drug and what drug was used. All three components
will be compared as well as whether the situation was a use issue verses a dealing or sales issue.
Securities intention is to remain "conservative" in this type of review. The ultimate decision
regarding the use issue will be adjudicated by the Security DiVision.
Phalen stated that each waiver form signedbY an employe; spouse or child would be
good for only one year. He advised he would review removal of the medical waiver as another
form was requiredby the HIPA laws to waive medical right to privacy.
12. DIRECTOR MUELLER'S Meeting with Executive Committees for each Advisory
Group
AOs Issues
FBI031174CBT
OIG REQ 08/22/05—ITEM #28 DOJOIG013812 FI310000P25
AOs noted concern over the lack of clerical support (which was also voiced by all other
advisory committees, with the exclusion of the SAC Committee which was not represented at
this meeting)." The Director stated that he is aware of the lack of clerical support but felt that
initial hiring of analysts to get the Intelligence Directorate in place as soon as possible was a
priority. Hiring more clerical staff is one of the core priorities that he has set for the next six
months. He and FBIHQ are looking at various Human Resources Methods to try and address the
filling of these positions as rapidly as possible.
AOs noted the issues regarding the computer system. The Director stated that the new
systems plans to build a central backbone for the computer system and to be able to plug in and
replace components on the backbone as needed for specific needs such as appropriations, hiring,
investigations. These components can be changed and altered as needed.
AEGIS Issues
Noted 84 ongoing information technology projects ongoing at this time. Feel that these
need to be prioritized better. They are also in favor of a national call center. The Director noted
these issues were being reviewed but were not necessarily considered a priority. He did note the
lack of available funding for a national call center.
•
• FSAACIssues
ZSAA.G.v_oiced their.concern,..0.24-0,:s• being:locked in,on..sReareer_paths,
The Director stated that he doesn't see the career path-as hard and fast. However, he does see a
need for a cadre of specialists who are trained in critical needs areas and will remain in a given
area throughout their career.
The FSAAC noted that they felt that not allowing agents to carry their firearms into
federal courtrooms was a problem. The Director stated that he had worked on this issue in the
past (both he and AD Gephart) but to no'avail. The authority lies with the Chief Judge of each
individual district.
The FSAAC stated their concern that no or little headway was being made with regards to
improving or altering the part time program for agents. The Director noted that this was still
under review and directed EAD Solomon to finish the review and act on.changes in this area.
SAAC Issue's
The SAAC presented the following issues in position paper format:
•.•
1. Follow-up on Pending Issues - This paper covered, numerous areas previously
FBI031175CBT
(DIG REQ 08/22/05—ITEM #28
DOJOIG013813
FB10000026
presented in other SAAC Executive Board meetings with the Director which have not been
resolved and fully addressed. The paper sets out these issues individually.
The Director did note that he was concerned over moving new agents to a GS 13 in 3
years in conjunction with the high cost area moves. He feels that this type of compensation
should be made in a different fashion and was concerned that such an increase or accelerated • •
advance would not sit well with all agents. The SAAC noted that this was not true and that it
• allowed for a more fair compensation based on assignment. It was also noted that such an
accelerated movement to. GS 13 was not without precedent, noting the advances made during.the
1980's with mandatory rotations to New York Division. The Director noted that he would review
and consider this issue further. •
The Director also noted, with regards to the abolishment of time sheets that he thought
this entire process could eventually be automated and that the' answer rested in the Information
Technology area and development of any new operation program.
Additionally, The SAAC had several issues which were considered "Works in Progress"
which were presented while noting that these matters had not beenfully reviewed, researched
and discussed with other FBIHQ officials for a complete understanding and knowledge of what .
causes these areas of concern and efforts to correct or alter this issues:
1. Infoimant issues dealing with- documentation and implied and/or expressed quotas
• - •., — • • .„,.. _ .,„ . "
" • The Director states that the informaiit issue is being reworked to reduce paperwork and •'
that work is now integrated with DOJ over'AO. Guideline issues. He also noted that with regards
to quotas that he did not believe in quotas but believed that sources are a must to make us
successful: He wants ideas that will allow collection fo source inforination to support our
investigative programs.
2. Need for More clerical staff in the Divisions
The Director stated that he was looking for ideas on how to fix this problem.. It was
voiced that a ready pool of clerical support to hire from might speed the process when a support
employee- promotes or leaves the FBI. • •
3. Diminishing performance standard for New Agent Trainees
The Director noted that there Were Terformance issues under review at Quantico
regarding the protocol utilized in performance of the physical fitness test.- Other than this he was
• unaware of any reduction of performance. in-the New Agent training prOgram.
4. Notification to FBI personnel of OIG investigations involving non-criminal matters
The Director advised that he has .worked on this issue in the past, both with the Inspector
General:and the Attorney General. These efforts have been unsuccessful is swaying OIG in their
FBI031176CBT
OIG REQ 08/22/05-ITEM #28 DOJOIG013814 FB10000027
position regarding notifications. OIG uses this same technique with all governmental
organizations and will not change for the FBI as it would likely cause them to have to change for
other organizations.
5. The SAAC noted that as a cominittee it would like to be involved in the development
of issues in an effort to avoid concerns or problems prior to policy implementation. Two areas
were noted that this approach could prove beneficial:
A. The new performance evaluation system
The Director stated he is in favor of the 5 tier program and that it is,in line with directions
and policy being directed by the Whit house.
B.: The planned training program for overseas deployment
The Director was advised of the SAAC's concerns over the time that it was planned to
take to develop and implement this training which Agents see as critical as employees are being
deployed overseas to danger areas on a very regular basis. The Director indicated that he will
look at speeding"this overall proceis for all overseas deployments
MMAC Issues ,: -,:. ‘si
•.— . ,-_-_,-_::,,,..,:" • 3he MIVIAC.ncited,the.problerns701-01v7DSP , and felt.thg.a.mondatory_.:6.inspection-
- to promotion was an unnecessary choke point in the program. They also noted their belief that
. all field SSAs should participate in the Inspection Division. . .
The Director stated that he feels that inspections are important but feels that the desired
experiences can also be obtained via TDY assignments.
The MMAC suggested that the Director consider offering some type of housing
allowance as an incentive to attract more managers to FBIHQ.
The Director, indicates that he looked into this possibility but the FBI is locked into the
same limitations placed on all Federal LaW"Enforcement Officers in this regard. Any changes
would affect all LEOs and that would make the program cost prohibitive.
The MMAC finished by noting the"-Committees concerns over the entire FBIs career
development program for professional support.
The SAAC mould like to thank everyone for their input on the topics which were presented:For
further information, cuery the SAAC website on the intranet at.
FBI031177CBT
OIG REQ 08/22/05—ITEM #28
1JOJOIG013815 FBI0000928
b2
Training for Overseas Deployment
1. Issue: The Special Agent Advisory Committee (SAAC) believes a training program for personnel being deployed
overseas should be further developed and implemented. Training for employees deployed to danger zones should be
expedited.
11. Background: Employees who are deployed to danger zones receive expedited training. With the current.deployments
Of FBI personnel to Iraq and Afghanistan, the training provided to.these individuals is critical and important. These
deployments are made to extremely hostile areas, and the expedited training for these deployments will remain the top
priority.
A. A number of offices withRapid Deployment Teams (RDTs) currently can be called upon to respond to acts of
terrorism overseas. These RDTs have been used on numerous occasions to respond to incidents. Members of
these teams, which consist of veteran Special Agents (SAs), received specialized training and instruction, and many of
them have been deployed on more than one incident. Updated training for members of these teams is provided regularly.
B. With the expansion of the FBI's role overseas, the need for specialized training will continue and SAs will be giyen
the opportunity to attend instruction on availability and as-needed basis. However, until deployments to Iraq and
Afghanistan have concluded, training will be prioritized for personnel traveling to these areas. .
Recommendation: An expedited training program for 'overseas deployments to nonhostile areas should be considered
when deployments to Iraq and Afghanistan have concluded. Until that time, the expedited training program should
continue to be afforded to personnel deployed to Iraq and Afghanistan.
••••-••• ' :..!••••::‘,..•Kx-.0.1•••••••••••
POC:
b6
1,7C
Director's Research Group
-InforrnatitfifIbtrvided-by
Special Assistant to the'EAD, CTI/CD
.SA
Special Agent Advisory Committee
• ...... -
Dated: 05102 2005
• !,
FBI031178CBT
OIG REQ 08/22/05—ITEM #28 FBI0000029
b0j0IG013816
Training for Overseas Deployment
Committee: SAAC ALL INFORNATION CONTAINED
FlPIN IS UNCIA':itiIFIED
LATE 10-06-2009 BY b5179
Description of Issue: (Tracking Sheet 04-05-07.1) The Special Agent Advisory.
Committee (SAAC) believes a training program- for personnel being deployed
overseas should be further developed and implemented. Training for employees
deployed to danger zones should be expedited. Administrative procedures
regarding multiple categories of Human Sources are overly burdensome and
require re-engineering.
II. Background Information: Employees who are deployed to danger zones
receive expedited training. With the current deployments of FBI personnel to Iraq
and Afghanistan, the training provided to these individuals is critical and
important. These deployments are made to extremely hostile areas, and the
expedited training for these deployments will remain the top priority.
III. Progress Report: A number ofoffices with Rapid Deployment Teams (RDTs) .
currently can be called upon to respond to ads of terrorism overseas. These
RDTs have been used on numerous occasions to respond to incidents. Members
of these teams, which consist of veteran Special Agents (SAs), received
specialized training and instruction, and many of them have been deployed on
more than one incident. Updated training for members of these teams is provided
regularly... With the expansion,of the FBJ.,'s.role overseas, the need for specgized
training. will continue a.n4:$:4.yiiirue opportunity to attend Iiiirtaton
on availability and as-needed basis. However, until deployments to Iraq and
Afghanistan have concluded, training will be prioritized for personnel traveling to
these areas.
IV. Advisory Committee Position Paper: No.
V. Current Status: Pending'.
VI. Future Taskings: The SAAC will meet with TDD personnel at FBIHQ during
their Executive Council meeting scheduled for August, 2005 regarding updates to
this issue.
VII Deadline / Follow-up Date: 08/19/2005
VIII. Recommendation: An expedited training program for overseas deployments to
non-hostile areas should be considered when deployments to Iraq and Afghanistan
have concluded. Until that:tin-re, the expedited training program should continue
to be afforded to personnel deployed to Trail and Afghanistan.
FBI031179CBT
OIG REQ 08/22/05—ITEM #28 FBI0000030 DOJOIG013817
POCs: FBI Headquarters:
Advisory Committee:
b2
b6
b7C
Dated Issue Initiated: 05/02/2005
Issue Number 04-05-07.1
FB1031180CBT
GIG REQ 08/22/05—ITEM #28
DOJOIG013818
FBI0000031