SCHOOL THESIS

Conclusion 3
Self-reporting changes in lifestyles (positive or negative) are a critical piece in
maintaining employee accountability for being a trusted person. Fear of repercussion is a
major factor in employees’ not self-reporting drastic changes. According to Chaney, “The
true cases of concern are those individuals who can preserve a calm outward demeanor
while their private life descends into an awful pit.” 389 Intelligence community
professionals recognize that revealing negative life events can result in discipline, which
can include revocation of a clearance and possibly dismissal from government service.
Chaney views the insider threat as an individual who has problems coping with stress. He
explains:
The insider spy seriously considers himself to be a patriotic American.
Old-fashioned traditional values that were imbued in him in grade school
stay alive within his heart. The insider spy’s beef was usually never with
our country. His beef was really with himself. At his weakest moment, his
way of handling overwhelming stress was to project his selfdisappointment
and anger onto the nearest handy target, typically his
home agency. 390
Also it is paramount for co-workers and supervisors to notice changes in
employee activities, and they must be empowered to report suspicious behavior.
Colleagues do not want to think the worst about those with whom they work, let alone
report those suspicions to management; however, sometimes this is exactly what must be
done. Early intervention to prevent an employee going by the wayside could help prevent
unauthorized disclosures.
Recommendation 3
Managers must implement training programs that extol the benefits of selfreporting
and assure employees there are programs to help them get through any current
problems that could make them a security risk. If the employee completes the program, it
is possible that the employee can be returned to full employment or placed in a nonclassified
position.
389 Chaney, Noir: A White Paper, 8.
390 Ibid., 15.
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