
Labels: Foreign Intelligence Surveillance Act, Intelligence, Law, Politics, Technology, Terrorism
Full ArticleLabels: Director of National Intelligence, Intelligence, Iran
Full ArticleLabels: Director of National Intelligence, Intelligence, Iran, Management, Politics
Full ArticleLabels: Director of National Intelligence, Foreign Intelligence Surveillance Act, Intelligence, National Security Agency, Politics, Terrorism
Full ArticleLabels: Director of National Intelligence, Human Capital, Intelligence, Management, Technology, Terrorism
Full ArticleLabels: Director of National Intelligence, Intelligence, Technology, Terrorism
Full ArticleWhen Tom Waters decided to become a spy, the first thing on his mind wasn't how much he'd get paid.
On the morning of Sept. 11, 2001, Waters, then a 36-year-old business consultant living in Tampa, Fla., packed his bags for a business trip to Montreal. His girlfriend, Cathy, called to say a plane had hit the World Trade Center in New York. Waters turned on the television and watched as a second plane, United Airlines Flight 175, plunged into the South Tower. "I thought, 'Oh crap, this is not an accident,' " Waters says.
What he did next tells you everything that is good, and that is truly regrettable, about life as an employee of a U.S. intelligence agency.
Three days after Sept. 11, Waters, along with more than 150,000 others, applied to work for the CIA. The CIA typically receives tens of thousands of applications, and accepts fewer than 1 percent. To handle the deluge of job-seekers, hiring officials brought in retired officers and seconded other staff. Nearly a year later, after a battery of interviews, medical exams and psychiatric tests, the agency offered Waters a job, and he joined the first post-Sept. 11 class of the National Clandestine Service - the country's top spies.
Waters, who wrote a book about his experience, called Class 11: Inside the CIA's First Post-9/11 Spy Class (Dutton, 2006), says he and his fellow spies-in-training were singularly motivated: "Everyone was there to make sure another attack didn't happen." The character of this class was unusual. "There was a strong business flavor. Investment bankers, corporate attorneys." Not the expected bunch of recent college graduates with no work experience and few marketable skills.
Waters had chosen a particularly inopportune time to join. Since applying, he and his girlfriend had married and were trying to have children. Waters writes that he "disappeared" for the first year of his marriage, "even when we [did] manage to live under the same roof."
Class 11 chronicles Waters' year of demanding training. The narrative is steeped in his sense of awe, intrigue and unbridled excitement about the lifelong adventure ahead of him. There is no doubt that he wanted to spy for his country. But by late 2004, he and Cathy were expecting their first child and planning for another. The path to parenthood had been difficult and expensive - they blew through much of their savings on fertility treatments. Cathy wanted to stay home with the baby. Waters knew promotions and pay raises in the CIA were based on time served; there was no accounting for his years of professional expertise, which would fetch higher wages in the private sector. Waters questioned whether he could support his family on an entry-level salary and pay for a home in the Washington area, all while pushing 40.
"I sat down and did the numbers and scared the hell out of myself," he says. "I would be 65 by the time my children got out of college. The first phrase that came to mind was, 'Welcome to Wal-Mart.' "
So in February 2005, Waters quit. "That last day, walking out, that was hard," he says. If the money had been right, "I would have never left." Today, Waters is a contractor for the Defense Department, working in counterintelligence at a security facility in the Army's Special Operations Command, back in Tampa. He also has done contract work for the CIA. In many ways, he hasn't left the intelligence community, but now his shopping options extend beyond the discount chain.
Tom Waters could be the poster boy for a new breed of intelligence agency employee. They are the future spies, analysts, technologists and linguists who signed up in the grips of a nationalistic furor over terrorism. They believe America has enemies, and they want to fight them. They hail from the best schools and come equipped with skills intelligence agencies desperately need.
Many of them also have no intention of spending a career in government. Pledging allegiance to a single agency and a 30-year career track is a foreign concept. Monetary concerns figure heavily in their professional calculus. Mobility isn't a ladder, but a hopscotch board. They might have multiple careers, maybe retire early, go to cooking school. Old hands have a name for these 21st century rookies, not all of whom are young. They call them, derisively, the "millennials."
The intelligence community is divided by a generation gap, one that threatens to undermine its ability to perform its missions, including keeping the country safe from terrorists. The intelligence workforce is out of balance. It can be plotted as two humps on a graph. At the beginning of the experience spectrum are the millennials, green, just learning the ropes, no more than a half-decade of experience under their belts. They make up more than 35 percent of the total intelligence workforce. At the far end is a large number of highly skilled, longtime employees, moving closer to retirement by the day. In between those two humps, where there should be a stockpile of experienced middle managers, the future leaders of the community, there is instead a deep, unsettling valley.
The agencies' top leaders are laboring furiously to fill it. In the nearly six years since Sept. 11, the CIA and other agencies haven't wanted for applicants; there are more people who want jobs than there are billets. But training employees takes years. To fill the gap in the meantime, during wartime, the agencies have hired contractors in record numbers. The agencies have outsourced some of the most sensitive functions, including analysis, spying on foreign adversaries, prisoner interrogation and translation services.
The outsourcing could be temporary, assuming intelligence agencies eventually replenish their personnel stocks. Except that the agencies actually are competing with the contractors for workers. According to the five-year strategic human capital plan at the Office of the Director of National Intelligence, "those same contractors recruit our employees, already cleared and trained at government expense, and then 'lease' them back to us at considerably greater expense."
Today's competitive job market is defined not by the institution, but by the free agent. The federal intelligence community has become a place where the millennials learn spying tradecraft, obtain a coveted top-level security clearance and then bolt to contractors for heftier paychecks. This has become so common that intelligence observers now fear it could become the career path of choice - break into the private sector via the government.
Assessing the situation, Ronald Sanders, the intelligence community's top personnel manager, says the notorious phrase "human capital crisis" is not a bad choice to describe the predicament. "Certainly potential crisis is an apt description," says Sanders, chief human capital officer at ODNI.
No one in the intelligence agencies is surprised it has come to this. The crisis was entirely predictable, they say, and can be traced, ironically, to a peace dividend. Following the collapse of the Soviet empire, Congress and the administration decreased intelligence funding and pruned back the workforce. The decision was not without controversy, but the prevailing wisdom held that with the country's main enemy out of the way, there was no need to maintain a wartime footing. Former CIA director George Tenet has said that in the 1990s, agencies eliminated or didn't fill 23,000 positions. "The intelligence community was literally gutted," Sanders says. "By design or by default, we were downsized dramatically. We lost core capability."
What was left of the Cold War workforce moved into the senior ranks and management positions. "Now, you turn around and look behind them, there's nobody there," Sanders says. That's the valley between the two humps.
Fast forward to Sept. 11, when the anemic agencies were thrust to the front lines of a new war on terrorism. The workforce had to scramble against a new enemy, one that few understood. The hiring push, and the contractor spree, ensued. Sanders says staffing levels are "finally getting back to where they were" before the 1990s cuts. But most of the new recruits are filling entry-level jobs. "Our bench strength at the midcareer level is really problematic," he says.
The millennials still aren't fully trained, and aren't ready to head into the valley. It takes, on average, three to five years to season an analyst, and about seven years of work "on the street" to sufficiently train for clandestine work, says Mark Lowenthal, who retired in 2005 as assistant director of central intelligence for analysis and production. He worked in the intelligence agencies for more than 30 years, and spent a good part of his career wrestling with the personnel crisis.
Historically, Lowenthal says, the agencies have trained independently. "If you join [the National Security Agency], you go to the NSA school. We put you in a stovepipe as soon as we get you." On the rare occasion employees want to transfer, managers see them as essentially untrained. "They treat you like they've never seen you before inside the system. You're an outsider," Lowenthal says.
Over time, employees developed narrower, agency-specific expertise about emerging threats. There was no spirit of collaboration, because the workforce wasn't designed for it. This is the institutional reason so many dots about terrorism remained unconnected before Sept. 11.
Now, policymakers are demanding that agencies share their knowledge and expand their targets beyond the old Soviet foe. "The subjects that we worry about have all changed dramatically," Sanders says. The experience gap impedes the agencies' evolution. Personnel managers know they can't fill it by speeding up training times. So they've decided to get smarter about using the expertise they have. To keep the human capital crisis from sinking the intelligence community, they say, the community needs to act like one.
Before he retired, Lowenthal helped launch a communitywide catalog of intelligence analysts, a kind of Yellow Pages that lets managers see who has expertise on specific regions or issues. Such detail is essential for long-term human capital planning, managers say, and reflects a core belief - which is not universally shared - that an analyst is an analyst, regardless of which agency he calls home.
Managers have made some startling revelations in the catalog. For instance, "We are woefully deficient in the number of analysts who have expertise in sub-Saharan Africa," a region of great concern to policymakers, Sanders says. Previously, managers understood such shortfalls only "at the anecdotal level," he says, and couldn't efficiently plot to fill the gaps. In the coming months, managers plan to launch catalogs for intelligence collectors, technologists and acquisition specialists.
Knowing how employees spend their time also lets managers eliminate redundancies, which they can ill afford. Recently, ODNI asked agencies, "Who does what on Iraq?" "[It] took a couple of iterations before people understood the question," Thomas Fingar, the deputy director of national intelligence who oversees analysis policy, said in a speech in Denver in August. Some people