Input:
"
Here is some messy data parsed from a pdf. These files may contain redacted information.
Using a json format, ouput the who, what, when, and where of the document, and required security clearence
Use the following json format:
{"Who": "key names or groups", "What": "keywords or ideas from document", "When": "day/month/year", "Where": ["referenced locations"], "Security Clearance": "CONFIDENTIAL, SECRET, or TOP SECRET"
} Text: The Honorable Marco Rubio
Acting Chairman
Select Committee on Intelligence
Washington, D.C. 20510
United States Senate

The Honorable Mark R Warner
Vice Chairman
Select Committee on Intelligence
United States Senate
Washington, D.C. 20510

Acting Chairman Rubio and Vice Chairman Warner:

This letter responds to 608(b) of the Consolidated Appropriations Act, 2017; Division N_Intelligence Authorization Act for Fiscal Year 2017 (P.L. 115-31), which provides that the substantial modification, including termination, for all existing and proposed controlled access programs, and the compartments and subcompartments within each are substantiated and justified based on:

- (A) the rationale for the revalidation, validation, or substantial modification, including termination, of each controlled access program; compartment and subcompartment;
- (B) the identification of a control officer for each controlled access program; and
- (C) a statement of protection requirements for each controlled access program.

Intelligence Community Controlled Access Programs are substantiated and justified based on In response to the annual requirement; I certify, to the best of my knowledge; that all information specified in the statute. Due to the highly classified nature of the information, a comprehensive list with details of all controlled access programs is available only on site at the Office of the Director of National Intelligence headquarters.

Originals of this letter are being sent to the leadership of committees with intelligence oversight responsibilities, as well as House and Senate leadership.

(6)(3), (6)(6) unsecure. My point of contact for this matter is Mr. Ryan Crumpler, and he may be reached at (3), (6)(6).

Sincerely
John Ratcliffe

UNCLASSIFIED
Approved for release by ODNI on 11-04-2021, FOIA Case # DF-2021-00079
---
The Honorable Peter J. Visclosky
Chairman
Subcommittee on Defense
Committee on Appropriations
U.S. House of Representatives
Washington, D.C. 20515

The Honorable Ken Calvert
Ranking Member
Subcommittee on Defense
Committee on Appropriations
U.S. House of Representatives
Washington, D.C. 20515

Chairman Visclosky and Ranking Member Calvert:

This letter responds to 608(b) of the Consolidated Appropriations Act, 2017; Division N-Intelligence Authorization Act for Fiscal Year 2017 (P.L. 115-31), which provides that the Director of National Intelligence certify annually whether the creation, validation, or substantial modification, including termination, for all existing and proposed controlled access programs, and the compartments and subcompartments within each, are substantiated and justified based on:

- (A) the rationale for the revalidation, validation, or substantial modification, including termination, of each controlled access program, compartment, and subcompartment;
- (B) the identification of a control officer for each controlled access program; and
- (C) a statement of protection requirements for each controlled access program.

Intelligence Community Controlled Access Programs are substantiated and justified based on the annual requirement. In response to the annual requirement, I certify, to the best of my knowledge, that all information specified in the statute. Due to the highly classified nature of the information, a comprehensive list with details of all controlled access programs is available only on site at the Office of the Director of National Intelligence headquarters.

Oversight responsibilities, as well as House and Senate leadership. Originals of this letter are being sent to the leadership of committees with intelligence (6)(3); (6J6point of contact for this matter is Mr. Ryan Crumpler; and he may be reached at (j3) (J6) unsecure.

Sincerely,
John Ratcliffe
---
# UNCLASSIFIED

DIRECTOR OF NATIONAL INTELLIGENCEWASHINGTON, DC

The HonorableAdamSchiff

Chairman

Permanent Select Committee on Intelligence                                                   SEP 0 8 2020

Washington, DC 20515

U.S. House of Representatives

The Honorable Devin Nunes

Ranking Member

Permanent Select Committee on Intelligence

Washington, DC 20515

U.S House of Representatives

Chairman Schiff and Ranking Member Nunes:

~Intelligence Authorization Act for FiscalYearThis letter responds to 608(b) of the Consolidated Appropriations Act, 2017; Division

Director of National Intelligence certify annually2017 (PL. 115-31), which provides that the

N

whether the creation, validation, Or

programs, and the compartments and subcompartments within each; are substantiated and

substantial modification, including termination, for all existing and proposed controlled access

justified based on_

modification, including termination , of each controlled access program; compartment and(A) the rationale for the revalidation, validation , or substantial

subcompartment; (B) the identification of a control officer for each controlled access program;

and (C) a statement of protection requirements for each controlled access program

Intelligence Community Controlled Access Programs are substantiated and justified based onIn responsc to the annual requirement, I certify, t0 the best of my knowledge; that all

comprehensive list with details of all controlled access programs is available only on site at the

information specified in the statute   Due to the highly classified nature of the information, &

Office of the Director of National Intelligence headquarters

oversight responsibilities. as well as House and Senate leadership_Originals of this letter arebeingsent to the leadership of committees with intelligence

Mypointof contact for this matter is Mr: Ryan Crumpler, and he may be reached at(b)(3), (6J(6)

(6J(3), (b)6}unsecure) .

Sincerely,

John Ratcliffe

UNCLASSIFIED

Approved for release by ODNI on 11-04-2021, FOIA Case # DF-2021-00079
---
The Honorable Richard Shelby
Chairman
Subcommittee on Defense                                                                                SEP 0 8 2020
Committee on Appropriations
United States Senate
Washington, DC. 20510
The Honorable Richard J. Durbin
Ranking Member
Subcommittee on Defense
Committee on Appropriations
United States Senatc
Washington, D.C. 20510
Chairman Shelby and Ranking Member Durbin:
This letter responds to 608(b) of the Consolidated Appropriations Act, 2017: Division
N           Intelligence Authorization Act for Fiscal Year 2017 (PL. 15-31), which provides that the
Director of National Intelligence certify annually
substantial modification, including termination, for all existing and proposed controlled accesswhether the creation, validation, or
justified based on.
programs, and the compartments and subcompartments within cach, are substantiated and
modification, including termination; of each controlled access program; compartment and(A) the rationale for the revalidation, validation, Or substantial
subcompartment; (B) the identification of a control officer for each controlled access program;
and (C) a statement of protection requirements for each controlled access program.
Intelligence Community Controlled Access Programs are substantiated and justified based onIn response to the annual requirement;                   certify, to the best ofmyknowledge; that all
information specified in the statute.Due to the highly classified nature of the information,
comprehensive list with details of all controlled access programs is available only on site at theIntelligence headquarters
Office of the Director of National
oversight responsibilities, as well as House and Senate leadership.Originals of this letter arebeingsent to the leadership of committees withintelligence
(6J3), (bJ6}unsecure) .Mypointof contact for this matter is Mr: Ryan Crumpler, and hemaybe reached at()(3), (6)(6_
Sincerely,
John Ratcliffe
UNCLASSIFIED
Approved for release by ODNI on 11-04-2021, FOIA Case # DF-2021-00079
---
The Honorable Mitch McConnell
Majority Leader
United States Senate
Washington, D.C.20510
Leader McConnell:

This letter responds to 608(b) of the Consolidated Appropriations Act, 2017 Division N_Intelligence Authorization Act for Fiscal Year 2017 (PL. 115-31), which provides that the Director of National Intelligence certify annually whether the creation, validation, or substantial modification, including termination, for all existing and proposed controlled access programs, and the compartments and subcompartments within each, are substantiated and justified based on:

- (A) the rationale for the revalidation, validation, or substantial modification, including termination, of each controlled access program, compartment, and subcompartment;
- (B) the identification of a control officer for each controlled access program; and
- (C) a statement of protection requirements for each controlled access program.

In response to the annual requirement, I certify to the best of my knowledge that all Intelligence Community Controlled Access Programs are substantiated and justified based on the information specified in the statute. Due to the highly classified nature of the information, a comprehensive list with details of all controlled access programs is available only on site at the Office of the Director of National Intelligence headquarters.

Originals of this letter are being sent to the leadership of committees with intelligence oversight responsibilities, as well as House and Senate leadership.

(63), (6)(6) unsecure. Point of contact for this matter is Mr. Ryan Crumpler, and he may be reached at (63), (D76).

Sincerely
John Ratcliffe

Approved for release by ODNI on 11-04-2021, FOIA Case # DF-2021-00079
---
# The Honorable Charles E. Schumer

Minority Leader

United States Senate

Washington, D.C. 20510

Leader Schumer:

This letter responds to 608(b) of the Consolidated Appropriations Act, 2017; Division N Intelligence Authorization Act for Fiscal Year 2017 (P.L. 115-31), which provides that the Director of National Intelligence certify annually whether the creation, validation, or substantial modification, including termination, for all existing and proposed controlled access programs; and the compartments and subcompartments within each; are substantiated and justified based on:

- (A) the rationale for the revalidation, validation, or substantial modification, including termination, of each controlled access program, compartment and subcompartment;
- (B) the identification of a control officer for each controlled access program; and
- (C) a statement of protection requirements for each controlled access program.

In response to the annual requirement, I certify, to the best of my knowledge, that all information specified in the statute, Intelligence Community Controlled Access Programs are substantiated and justified based on a comprehensive list with details of all controlled access programs is available only on site at the Office of the Director of National Intelligence headquarters. Due to the highly classified nature of the information, oversight responsibilities, as well as House and Senate leadership. Originals of this letter are being sent to the leadership of committees with intelligence (6)(3), (6)(6) unsecure. My point of contact for this matter is Mr. Ryan Crumpler; and he may be reached at (3) (6).

Sincerely,

John Ratcliffe
---
# UNCLASSIFIED

DIRECTOR OF NATIONAL INTELLIGENCE

WASHINGTON, DC

The Honorable Nancy Pelosi

Speaker

Washington, D.C. 20515

U.S. House of Representatives

Speaker Pelosi:

This letter responds to 608(b) of the Consolidated Appropriations Act, 2017: Division N_Intelligence Authorization Act for Fiscal Year 2017 (P.L. 115-31), which provides that the Intelligence certify annually Director of National whether the creation, validation, or substantial modification, including termination; for all existing and proposed controlled access justified based on.

programs, and the compartments and subcompartments within each; are substantiated and modification, including termination; of each controlled access program; compartment and (A) the rationale for the revalidation, validation, or substantial subcompartment; (B) the identification of a control officer for each controlled access program; and (C) a statement of protection requirements for each controlled access program.

In response to the annual requirement; certify, to the best of my knowledge, that all Intelligence Community Controlled Access Programs are substantiated and justified based on information specified in the statute. Due to the highly classified nature of the information, comprehensive list with details of all controlled access programs is available only on site at the Office of the Director of National Intelligence headquarters.

Oversight responsibilities, as well as House and Senate leadership: Originals of this letter are being sent to the leadership of committees with intelligence (6)(3), (6J6) F. My point of contact for this matter is Mr. Ryan Crumpler; and he may be reached at (0J3) (6)(6) unsecure.

Sincerely.

John Ratcliffe

UNCLASSIFIED

Approved for release by ODNI on 11-04-2021, FOIA Case # DF-2021-00079
---
# UNCLASSIFIED

DIRECTOR OF NATIONAL INTELLIGENCE
WASHINGTON, DC

The Honorable Kevin McCarthy
Minority Leader
U.S. House of Representatives
Washington, D.C. 20515

Leader McCarthy:

This letter responds to 608(b) of the Consolidated Appropriations Act, 2017; Division Director of National Intelligence certify annually Intelligence Authorization Act for Fiscal Year 2017 (PL. 115-31), which provides that the substantial modification, including termination, for all existing and proposed controlled access whether the creation, validation, or justified based on programs; and the compartments and subcompartments within each are substantiated and (A) the rationale for the revalidation, validation, or substantial subcompartment; (B) the identification of a control officer for each controlled access program; modification, including termination; of each controlled access program, compartment and and (C) a statement of protection requirements for each controlled access program.

In response to the annual requirement; certify, to the best of my knowledge, that all Intelligence Community Controlled Access Programs are substantiated and justified based on information specified in the statute. Due to the highly classified nature of the information, a comprehensive list with details of all controlled access programs is available only on site at the Office of the Director of National Intelligence headquarters oversight responsibilities; as well as House and Senate leadership. Originals of this letter are being sent to the leadership of committees with intelligence (6J(3), (6)6} unsecure). My point of contact for this matter is Mr. Ryan Crumpler; and he may be reached at (6J3) (J6).

Sincerely,
John Ratcliffe

# UNCLASSIFIED

Approved for release by ODNI on 11-04-2021, FOIA Case # DF-2021-00079

Output:
{
    "Who": ["Acting Chairman Marco Rubio", "Vice Chairman Mark R Warner", "Chairman Richard Shelby", "Ranking Member Richard J. Durbin", "Majority Leader Mitch McConnell", "Minority Leader Charles E. Schumer", "Speaker Nancy Pelosi", "Minority Leader Kevin McCarthy"],
    "What": "Certification of controlled access programs for Intelligence Community",
    "When": "08 September 2020",
    "Where": ["Washington, D.C. 20510", "Washington, D.C. 20515"],
    "Security Clearance": "UNCLASSIFIED"
}


Input:
"
Here is some messy data parsed from a pdf. These files may contain redacted information.
Using a json format, ouput the who, what, when, and where of the document, and required security clearence
Use the following json format:
{"Who": "key names or groups", "What": "keywords or ideas from document", "When": "day/month/year", "Where": ["referenced locations"], "Security Clearance": "CONFIDENTIAL, SECRET, or TOP SECRET"
} Text: # 2017 IC Employee Climate Survey Item Results "Do Not Knows" Included

|Item|Strongly Agree|Agree|Neither Agree Nor Disagree|Disagree|Strongly Disagree|Total|
|---|---|---|---|---|---|---|
|The people I work with cooperate to get the job done.|40.2%|47.9%|6.9%|3.9%|1.0%|100.0%|
|I have enough information to do my job well.|22.0%|52.3%|14.1%|9.3%|2.3%|100.0%|
|I am given a real opportunity to improve my skills in my organization.|28.4%|43.9%|15.6%|8.9%|3.2%|100.0%|
|I feel encouraged to come up with new and better ways of doing things.|29.5%|40.6%|15.9%|10.0%|4.0%|100.0%|
|I am constantly looking for ways to do my job better.|47.0%|45.8%|6.0%|0.8%|0.4%|100.0%|
|My work gives me a feeling of personal accomplishment.|34.4%|42.3%|13.0%|7.0%|3.3%|100.0%|
|I like the kind of work I do.|39.7%|41.8%|11.4%|4.8%|2.2%|100.0%|
|I know what is expected of me on the job.|30.7%|50.3%|10.9%|6.1%|2.0%|100.0%|
|I have trust and confidence in my supervisor.|38.1%|37.0%|12.3%|7.6%|5.0%|100.0%|
|I recommend my organization as a good place to work.|30.3%|38.0%|17.8%|9.1%|4.9%|100.0%|

|Item|Very Good|Good|Fair|Poor|Very Poor|Total|
|---|---|---|---|---|---|---|
|Overall, how good a job do you feel is being done by your immediate supervisor?|43.5%|32.5%|15.1%|5.4%|3.5%|100.0%|

|Item|Very Good|Good|Fair|Poor|Very Poor|Do Not Know|Total|
|---|---|---|---|---|---|---|---|
|Overall, how good a job do you feel is being done by the manager directly above your immediate supervisor?|31.3%|33.2%|17.6%|7.0%|5.6%|5.4%|100.0%|
---
# 2017 IC Employee Climate Survey Item Results "Do Not Knows" Included

|Item|Strongly Agree|Agree|Neither Agree Nor Disagree|Disagree|Strongly Disagree|Do Not Know|Total|
|---|---|---|---|---|---|---|---|
|The workforce has the job-relevant knowledge and skills necessary to accomplish organizational goals.|20.0%|53.1%|14.5%|8.8%|2.3%|1.3%|100.0%|
|My work unit is able to recruit people with the right skills.|11.7%|36.3%|23.1%|17.7%|7.1%|4.2%|100.0%|
|The skill level in my work unit has improved in the past year.|15.8%|35.3%|26.0%|11.7%|4.7%|6.5%|100.0%|
|I know how my work relates to the agency's goals and priorities.|35.0%|48.2%|9.8%|4.5%|1.9%|0.5%|100.0%|
|The work I do is important.|44.9%|41.5%|8.8%|3.0%|1.4%|0.5%|100.0%|
|Physical conditions (for example, noise level, temperature, lighting, cleanliness in the workplace) allow employees to perform their jobs well.|21.9%|45.2%|14.8%|12.0%|5.9%|0.3%|100.0%|
|I have sufficient resources (for example, people, materials, budget) to get my job done.|12.9%|40.0%|16.1%|20.9%|9.7%|0.5%|100.0%|
|Supervisors in my work unit support employee development.|36.0%|44.8%|11.0%|4.8%|2.7%|0.7%|100.0%|
|My talents are used well in the workplace.|23.9%|44.4%|14.9%|10.8%|5.7%|0.4%|100.0%|
|My training needs are assessed.|15.5%|40.3%|23.1%|14.5%|5.4%|1.3%|100.0%|
|Employees in my work unit share job knowledge with each other.|35.2%|49.1%|8.7%|4.6%|1.9%|0.4%|100.0%|
|Promotions in my work unit are based on merit.|10.6%|28.8%|24.0%|12.8%|11.2%|12.7%|100.0%|
|In my work unit, steps are taken to deal with a poor performer who cannot or will not improve.|7.5%|25.2%|23.9%|16.2%|11.2%|16.1%|100.0%|
|Employees are recognized for providing high quality products and services.|17.5%|45.7%|17.9%|10.2%|5.4%|3.3%|100.0%|
|Creativity and innovation are rewarded.|14.6%|38.3%|24.2%|12.1%|6.1%|4.6%|100.0%|
|My supervisor provides me with constructive suggestions to improve my job performance.|22.5%|40.4%|19.6%|10.7%|5.7%|1.1%|100.0%|
---
|Item|Strongly Agree|Agree|Neither Agree Nor Disagree|Disagree|Strongly Disagree|No Basis To Judge|Total|
|---|---|---|---|---|---|---|---|
|29. In the last six months, my supervisor has talked with me about my performance.|30.8%|47.1%|9.9%|8.7%|3.5%| |100.0%|

|Item|Strongly Agree|Agree|Neither Agree Nor Disagree|Disagree|Strongly Disagree|Do Not Know|Total|
|---|---|---|---|---|---|---|---|
|30. In my most recent performance appraisal, I understood what I had to do to be rated at different performance levels (e.g., Fully Successful, Outstanding).|18.8%|38.6%|17.1%|11.7%|6.6%|7.1%|100.0%|

|Item|Strongly Agree|Agree|Neither Agree Nor Disagree|Disagree|Strongly Disagree|Do Not Know|Total|
|---|---|---|---|---|---|---|---|
|31. I can disclose a suspected violation of any law, rule or regulation without fear of reprisal.|32.4%|40.5%|11.4%|5.4%|3.8%|6.6%|100.0%|
|32. In my work unit, differences in performance are recognized in a meaningful way.|10.9%|32.0%|26.5%|14.9%|6.3%|9.3%|100.0%|
|33. Pay raises depend on how well employees perform their jobs.|6.2%|20.6%|25.5%|19.5%|14.4%|13.8%|100.0%|
|34. Awards in my work unit depend on how well employees perform their jobs.|12.9%|37.4%|20.7%|11.6%|7.5%|9.8%|100.0%|
|35. My performance appraisal is a fair reflection of my performance.|19.8%|46.3%|15.7%|7.2%|4.3%|6.6%|100.0%|
|36. Discussions with my supervisor about my performance are worthwhile.|21.5%|41.8%|18.9%|9.6%|5.2%|3.1%|100.0%|
|37. Supervisors work well with employees of different backgrounds.|28.2%|45.9%|13.7%|4.8%|3.1%|4.3%|100.0%|
|38. My supervisor is committed to a workforce representative of all segments of society.|32.1%|39.8%|14.7%|2.1%|1.9%|9.3%|100.0%|
|39. Policies and programs promote diversity in the workplace (for example, recruiting minorities and women, training in awareness of diversity issues, mentoring).|22.9%|41.5%|18.9%|4.5%|3.0%|9.2%|100.0%|
|40. My supervisor supports my need to balance work and other life issues.|50.9%|37.8%|6.7%|2.1%|1.7%|0.8%|100.0%|
|41. Arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.|24.2%|35.9%|16.7%|9.9%|6.6%|6.6%|100.0%|
|42. Prohibited Personnel Practices are not tolerated.|31.0%|42.0%|12.0%|4.0%|2.4%|8.7%|100.0%|
|43. I have a high level of respect for my organization's senior leaders.|22.6%|38.3%|20.6%|10.3%|6.7%|1.6%|100.0%|
|44. In my organization, senior leaders generate high levels of motivation and commitment in the workforce.|15.9%|31.5%|24.9%|15.9%|9.1%|2.7%|100.0%|
|45. Managers review and evaluate the organization's progress toward meeting its goals and objectives.|14.9%|42.1%|19.9%|8.6%|3.9%|10.6%|100.0%|
---
# 2017 IC Employee Climate Survey Item Results "Do Not Knows" Included

|Item|Very Satisfied|Satisfied|Neither Satisfied Nor Dissatisfied|Dissatisfied|Very Dissatisfied|Total|
|---|---|---|---|---|---|---|
|Employees are protected from health and safety hazards on the job.|29.9%|51.6%|10.3%|4.1%|1.7%|100.0%|
|Employees have a feeling of personal empowerment with respect to work processes.|14.3%|39.9%|21.5%|14.8%|6.9%|2.5%|
|My workload is reasonable.|17.0%|52.9%|13.7%|11.0%|5.0%|0.3%|
|Managers communicate the goals and priorities of the organization.|17.3%|46.2%|18.6%|11.8%|5.2%|0.9%|
|My organization has prepared employees for potential security threats.|19.3%|50.7%|16.9%|7.7%|2.2%|3.2%|
|My supervisor provides me with opportunities to demonstrate my leadership skills.|31.7%|41.5%|14.7%|7.4%|3.9%|0.8%|
|My supervisor listens to what I have to say.|39.0%|41.6%|10.5%|5.1%|3.3%|0.5%|
|My supervisor treats me with respect.|48.3%|38.5%|7.5%|3.0%|2.4%|0.3%|
|My organization's senior leaders maintain high standards of honesty and integrity.|24.2%|38.3%|17.5%|6.2%|4.9%|8.9%|
|Managers promote communication among different work units (for example, about projects, goals, needed resources).|22.2%|45.4%|16.1%|9.3%|4.5%|2.5%|
|Managers support collaboration across work units to accomplish work objectives.|25.1%|48.7%|14.2%|6.3%|3.4%|2.2%|
|How satisfied are you with the information you receive from management on what's going on in your organization?|17.4%|42.0%|20.5%|14.4%|5.7%|100.0%|
|How satisfied are you with your involvement in decisions that affect your work?|14.6%|41.0%|22.3%|16.0%|6.1%|100.0%|
|How satisfied are you with your opportunity to get a better job in your organization?|13.4%|33.8%|28.8%|15.5%|8.5%|100.0%|
|How satisfied are you with the recognition you receive for doing a good job?|16.1%|40.2%|23.1%|14.0%|6.5%|100.0%|
|How satisfied are you with the policies and practices of your senior leaders?|12.0%|37.2%|28.9%|14.0%|7.9%|100.0%|
|How satisfied are you with the training you receive for your present job?|17.6%|43.8%|22.5%|11.5%|4.6%|100.0%|
|Considering everything, how satisfied are you with your job?|24.4%|46.4%|15.1%|9.9%|4.2%|100.0%|
|Considering everything, how satisfied are you with your pay?|19.8%|46.8%|16.5%|11.7%|5.2%|100.0%|
|Considering everything, how satisfied are you with your organization?|20.4%|44.3%|18.3%|11.5%|5.4%|100.0%|
---
# 2017 IC Employee Climate Survey Item Results "Do Not Knows" Included

|Item|Strongly Agree|Agree|Agree Nor Disagree|Disagree|Strongly Disagree|Total|
|---|---|---|---|---|---|---|
|I feel a sense of community (i.e., shared mission and values) with other employees across the IC.|18.5%|43.7%|22.8%|11.4%|3.5%|100.0%|
|Our mission depends on IC agencies and components sharing knowledge and collaborating.|39.9%|45.2%|11.1%|2.8%|1.1%|100.0%|
|No Outside Collaboration|No Outside Collaboration|No Outside Collaboration|No Outside Collaboration|No Outside Collaboration|No Outside Collaboration|No Outside Collaboration|
|I have the opportunity to work directly with members of other IC agencies or components when necessary.|37.2%|52.3%|7.6%|2.2%|0.7%|100.0%|
|My work products are improved when I can collaborate with colleagues from other IC agencies or components.|34.3%|45.5%|18.0%|1.7%|0.5%|100.0%|
|No Outside Collaboration|No Outside Collaboration|No Outside Collaboration|No Outside Collaboration|No Outside Collaboration|No Outside Collaboration|No Outside Collaboration|
|How easy or difficult is it for you to share knowledge and collaborate on work-related matters with members of the IC who are outside your own IC agency or component?|17.2%|38.7%|30.7%|11.0%|2.4%|100.0%|
|Less Than Once A Month|Less Than Once A Month|Less Than Once A Month|Less Than Once A Month|Less Than Once A Month|Less Than Once A Month|Less Than Once A Month|
|How often do you share knowledge and collaborate on work-related matters with members of the IC who are outside your own IC agency or component?|18.0%|27.1%|26.3%|24.5%|4.1%|100.0%|
|JDA 1. My Joint Duty qualifying experience increased my understanding of the importance of intelligence integration.|45.2%|40.4%|9.9%|3.5%|1.0%|100.0%|
|JDA 2. As a result of my Joint Duty qualifying experience, I feel a stronger sense of community with employees across the IC.|37.3%|37.4%|18.5%|5.6%|1.2%|100.0%|

Output:
{
	"Who": "2017 IC Employees",
	"What": "Results of employee climate survey including levels of agreement on various work-related statements",
	"When": "2017",
	"Where": ["IC agencies and components"],
	"Security Clearance": "CONFIDENTIAL"
}


Input:
"
Here is some messy data parsed from a pdf. These files may contain redacted information.
Using a json format, ouput the who, what, when, and where of the document, and required security clearence
Use the following json format:
{"Who": "key names or groups", "What": "keywords or ideas from document", "When": "day/month/year", "Where": ["referenced locations"], "Security Clearance": "CONFIDENTIAL, SECRET, or TOP SECRET"
} Text: .----N-l_b__fo-r-- -11
(redacted portions.
IODNI b3 for all---. Approved for release by ODNI on 3/17/2016, FOIA Case DF-2013-00182'
0 0 3 8 UNCLASSIFIED
redacted portions.
Subject FOIA Request Reviews - 2013-1612 -DOS
From: NC I (,;/UOS/rU
Chief of Staff
unclassified . --
classified; -
Date: 12/05/2013 03:26 PM
Th s message 1s digitally sig a .
Classification: UNCLASSIFIED
Please see below for NCTC/DOS' inputs to the FOIA Request under Tasking 2013-1612-DOS. 69 If you
have any questions, please contact as I will be out of the office on Friday returning on
Monday, 9 December.
Thanks,
•Chief of Staff
=+=+=+=+=+=+=+=+=+=+=+=0#044Operations Support
classified:
unclassified:
Directorate of Operations Sup
Forwarded Dy On12/05/2013 03.24 PM
--- - Forwarded b·········••l on 12/05/2013 03 :24 PM----
Avaztz
Media Regarding_second item on Turkish Consul Ali Sait Akin, NCTOC found the follow two articles •••I ...Highlights Friday, 08 •••• from 8 March 2013 and 26 October 2012:March 2013 56. Benghazi cover-up continues, nearty six months later Una
Media Highlights Friday, 08 March 2013 56. Benghazi cover -up continues, nearty six months later
Unanswered questions linger on 9111 attacks James A. Lyons, Washington Times • 08 March 2013
One of the hopeful outcomes of the Senate confirmation hearings for John Brennan to be director of the
Central Intelligence Agency and Chuck Hagel to be the secretary of Defense was to gain some concrete
answers to the Benghazi tragedy. So far, though, no additional useful information has been released .
Further, the testimony of fonTier Secretary of Defense Leon E. Panetta and Chairman of the Joint Chiefs of
Staff General Martin Dempsey on Feb. 7 before the Senate Armed Services Committee only raised more
questions. The cloud of a cover-up continues.
In that sense, much of the focus by the various congressional committees has been on "who made the
changes to the talking points• used by our UN Ambassador Susan Rice on her marathon Sunday
interviews in September. Though important, this question diverts attention away from the key issues. For
example, what activity was actually being conducted at our Benghazi Special Mission Compound {SMC)?
Was it involved in transferring arms to Syrian rebels and al Qaeda -affiliated militias fighting Russia's key
ally in the Middle East, Bashar al-Assad?
The out-of-control security situation in Eastern Libya including Benghazi was well known . After an
assassination attempt on the UK ambassador in June, the Brits closed their Benghazi consulate, as did
the International Red Cross. We had a bomb go off at our Benghazi SMC compound on June 6. We know
Ambassador Christopher J. Stevens put out a classified message on Aug. 16 stating that the SMC could
not be defended and requesting additional security personnel, but he was turned down.
With the deteriorating security situation in Benghazi , why did Stevens find it necessary to be there on the
11th anniversary of Sept. 11 when we know he feared for his safety? Having dinner with the Turkish
UNCLASSIFIED
---
Approved for release by ODNI on 3/17/2016, FOIA Case DF-2013-00182

UNCLASSIFIED

Consul General Al~Sait Al<.ln is not a compelling reason. Further, on that day, there were tactical warning signs that something was not right. Even the Blue Mountain Security manager of the February 17 Martyrs Brigade that was contracted to provide security for the SMC sensed that "something" was wrong and put out an alert on both his radios and cell phone. We know one of the local policemen who was assigned to guard the SMC was found taking pictures of the inside of the compound, and a memo later found written by Stevens shows he found this to be "troubling." We know roadblocks were established by the Ansar al-Shari ah militia who carried out the assault hours before the attack. Was Stevens targeted to be killed, or was he supposed to be taken hostage in exchange for the return of the Blind Sheikh Omar Abdel Rahman? We know his body was taken to the hospital controlled by the militia that carried out the attack. Why?

The Accountability Review Board appointed by then-Secretary of State Hillary Clinton provided few answers. It was like having the mafia investigate a crime scene. Why there was no military response remains an open question. According to testimony given by then-Secretary Panetta, President Obama ordered the Defense Department to respond to the attack with "all available DOD assets." Implicit within such an order is the authority for cross-border operations (CBO). With that directive, subsequent statements by the secretary of Defense and chairman of the Joint Chiefs of Staff explaining why military forces could not be deployed in time to assist our ambassador and his staff with their cries for help were simply not credible. It is understood that a "stand down order" was given. General David Petreaus has stated no such order came from the CIA. As Americans, we don't leave our people under duress on the battlefield. The American people need to know if such an order was given and by whom.

The chairman's statement that it would have taken 20 hours to deploy aircraft from Aviano, Italy, to Benghazi is simply not true. We had two squadrons of F-16 fighter aircraft stationed at Aviano. As part of their normal allowed 10 minutes to "hot-refuel," the F-16s could have arrived over Benghazi in 90 minutes. There is no question they would have made a difference. Tanker aircraft could have followed the F-16s, which would have permitted them to remain on station over Benghazi for hours. They may not have been able to save Stevens or Sean Smith, but they certainly could have saved our two Navy SEALs, Tyrone Woods and Glen Doherty. They would have carried out attacks on the jihadist that Woods had illuminated with his laser, instead of allowing Woods and Doherty to become the targets.

We also had the Marine fully armed 130-man Force-Recon Team at Sigonella, Italy, which could have been in Benghazi in a few hours. Also, why was no request made to the Turkish and Italian consulates or the UK Benghazi security team to provide assistance? Clearly, the cover-up on Benghazi continues. Further, no action has been taken to capture or kill those responsible for the attack. Personnel rescued from the SMC and the CIA annex have been held incommunicado. Congress must find the courage to appoint a Special Prosecutor with appropriate staff and subpoena authority to call in all personnel involved, including those rescued, and make them testify under oath. Nothing less is acceptable. Retired Adm. James A. Lyons was commander in chief of the U.S. Pacific Fleet and senior U.S. military representative to the United Nations.

© Copyright 2013 The Washington Times, LLC

UNCLASSIFIED

Media Highlights Friday, 26 October 2012 UNCLASSIFIED Page 53 of 120 24. Was Syrian weapons shipment factor in ambassador's Benghazi visit? Catherine Herridge, Pamela Browne, FOXNews.com, 25 October 2012

A mysterious Libyan ship -- reportedly carrying weapons and bound for Syrian rebels -- may have some link to the Sept. 11 terror attack on the U.S. Consulate in Benghazi, Fox News has learned. Through shipping records, Fox News has confirmed that the Libyan-flagged vessel Al Entisar, which means "The Victory," was received in the Turkish port of Iskenderun -- 35 miles from the Syrian on Sept. 6, just five days before Ambassador Chris Stevens, information management officer Sean Smith and former Navy Seals Tyrone Woods and Glen Doherty were killed during an extended assault by more than 100 Islamist militants. On the night of Sept. 11, in what would become his last known public meeting, Stevens met with the

UNCLASSIFIED
---
Approved for release by ODNI on 3/17/2016, FOIA Case DF-2013-00182

UNCLASSIFIED

Turkish Consul General Ali Sait Akin, and escorted him out of the consulate front gate one hour before the assault began at approximately 9:35 p.m. local time.

Although what was discussed at the meeting is not public, a source told Fox News that Stevens was in Benghazi to negotiate a weapons transfer, an effort to get SA-7 missiles out of the hands of Libya-based extremists. And although the negotiation said to have taken place may have had nothing to do with the attack on the consulate later that night or the Libyan mystery ship, it could explain why Stevens was travelling in such a volatile region on the 11th anniversary of the 9/11 attacks.

When asked to comment, a State Department spokeswoman dismissed the idea, saying Stevens was there for diplomatic meetings, and to attend the opening of a cultural center.

A congressional source also cautioned against drawing premature conclusions about the consulate attack and the movement of weapons from Libya to Syria via Turkey -- noting they may in fact be two separate and distinct events. But the source acknowledged the timing and the meeting between the Turkish diplomat and Stevens was "unusual."

According to an initial Sept. 14 report by the Times of London, Al Entisar was carrying 400 tons of cargo. Some of it was humanitarian, but also reportedly weapons, described by the report as the largest consignment of weapons headed for Syria's rebels on the frontlines.

"This is the Libyan ship ... which is basically carrying weapons that are found in Libya," said Walid Phares, a Fox News Middle East and terrorism analyst. "So the ship came all the way up to Iskenderun in Turkey. Now from the information that is available, there was aid material, but there were also weapons, a lot of weapons."

The cargo reportedly included surface-to-air anti-aircraft missiles, RPG's and Russian-designed shoulder-launched missiles known as MANPADS.

The ship's Libyan captain told the Times of London that "I can only talk about the medicine and humanitarian aid" for the Syrian rebels. It was reported there was a fight about the weapons and who got what "between the free Syrian Army and the Muslim Brotherhood."

"The point is that both of these weapons systems are extremely accurate and very simple to use," Fox News military analyst Col. David Hunt explained. He said the passage of weapons from Libya to Syria would escalate the conflict. "With a short amount of instruction, you've got somebody capable of taking down any, any aircraft. Anywhere in the world."

The Foundation for Human Rights, and Freedoms and Humanitarian Relief (IHH) -- the group accused of moving the weapons -- disputed the claims and in published Turkish reports said it "will take legal action against this article which was written without concrete evidence. It is defamatory, includes false and unfair accusations and violates publishing ethics." Information uncovered in a Fox News investigation raises questions about whether weapons used to arm the Libyan rebels are now surfacing in Syria.

In March 2011, the Reuters news service first reported that President Obama had authorized a "secret order ... (allowing) covert U.S. government support for rebel forces" to push the Libyan dictator Muammar Qaddafi from office.

At a hearing on March 31, before the House Foreign Affairs Committee, several lawmakers raised concerns about the finding reported by the Reuters news service and whether the Obama administration knew who constituted the rebel forces and whether Islamists were among their ranks.

"What assurances do we have that they will not pose a threat to the United States if they succeed in toppling Qaddafi?" Republican Chairwoman Ileana Ros-Lehtinen, R-Fla., asked. "There are reports that some opposition figures have links to Al Qaeda and extremist groups that have fought against our forces in Iraq."

While the source of the weapons used to attack the consulate is part of an ongoing investigation, former CIA Director Porter Goss told Fox News there was no question some of the weapons that flooded Libya during the uprising are making their way to Syria -- adding that the U.S. intelligence community must be aware, given their presence in Benghazi.

"Absolutely. I think there's no question that there's a lot of networking going on. And ... of course we know it."

A month after the October 2011 death of Qaddafi. Secretary of State Hillary Clinton announced in Tripoli that the U.S. was committing $40 million to help Libya "secure and recover its weapons stockpiles." Earlier this year, Assistant Secretary of State for Political and Military Affairs Andrew Shapiro expressed concerns that the situation on the ground was far from under control.

Speaking to the Stimson Center in Washington D.C., on Feb. 2, Shapiro said: ''This raises the question -- how many are still missing? The frank answer is we don't know and probably never will."

UNCLASSIFIED
---
UNCLASSIFIED

Approved for release by ODNI on 3/17/2016, FOIA Case DF-2013-00182

© 2012 FOX News Network, LLC. All rights reserved.

VC

00/NCTC Ops Center

STEIOpen

Classification: UNCLASSIFIED

Output:
{
"Who": "NCTC/DOS, Chief of Staff, Directorate of Operations Support",
"What": "FOIA Request Reviews, Benghazi attack, arms transfer, military response, Accountability Review Board, Syrian weapons shipment",
"When": "12/05/2013",
"Where": ["Benghazi", "Libya", "Aviano, Italy", "Sigonella, Italy", "Iskenderun, Turkey", "Syria", "Tripoli"],
"Security Clearance": "UNCLASSIFIED"
}


Input:
"
Here is some messy data parsed from a pdf. These files may contain redacted information.
Using a json format, ouput the who, what, when, and where of the document, and required security clearence
Use the following json format:
{"Who": "key names or groups", "What": "keywords or ideas from document", "When": "day/month/year", "Where": ["referenced locations"], "Security Clearance": "CONFIDENTIAL, SECRET, or TOP SECRET"
} Text:          Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320
OFFICE OF | HE DIREC| OR OFNAI ONALNT ELLIGENCE
              Oncomscons                 5gs
                                September 2021
                                                                                1
---
# Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

***NOTE: Class usually runs between 2 hours to 2 hours 15 minutes** Don’t worry if you finish early – students are usually happy to get time back – just don’t go over****

Introduce yourself to the class

If a learning facilitator is unavailable discuss administrative details as necessary for facility. Such details include, but are not limited to:

- Emergency exits and phone number
- Location of restrooms and vending/café area

Time: 1 Min Elapsed time: 1 Min
---
# Trash Can Bias Ice-breaker:

Ask everyone to write down what feelings or thoughts come to mind when they hear the word bias. (give them 1-2 minutes to write)

After everyone is finished writing instruct students to ball up their paper and toss them into the trash can. (if no trash can, improvise) - You can pick the air balls up from the floor when students move into their first activity or go on break.

Explain the purpose of this activity: to get rid of any pre-conceived assumptions or thoughts about the class

Time: 3 Min        Elapsed time: 4 Min
---
# Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Descrine Unconsciouspias ano micro-inequities

Demonstrate 'Vstem and 6Vstem Thinking

Unconscious bias

Decision making

# Review Objectives and establish Ground Rules.

# Ground Rules:

- Speak for yourself
- Listen for understanding, not agreement (Agree to disagree)
- Participation: Share ideas, Learn from one another, non-attribution
- Cooperation: Be open and honest, Everyone’s opinion is important
- Leave rank/position at the door
- Be respectful: Perception is reality to the person perceiving; Treat others with dignity/respect; Do not interrupt others
- No side bar conversations

Time: 1 Min Elapsed time: 5 Min
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Tell the students they are getting on a crowded bus and the only three seats left are by one of the individuals shown. Who would you sit by? Get some answers from students and ask them why they chose who they did. Get a variety of answers. This should be fun and light.

After you get some answers/discussion tell the students: As we saw, not everyone chose the same person and we even saw some of the same people chosen but for different reasons. This is because we all have biases based on our own experiences, backgrounds, etc. Your answers were not wrong, they were just different. Having Bias is Natural! However, we have to be careful that our unconscious biases do not impact our decisions or actions in the workplace without us being aware. We are going to explore this more throughout the class.

Time: 6 Min Elapsed time: 11 Min
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Wnakic Inconccicuc Dtac reconceiveonorions anout Certain Situation Co6 4pes O6' #4psOpcopic To oulsiue lneii Own conscious 4wareness in? Oi J44o"cl queslion Unconscious Bias comes out “automatically”, like driving home without thinking about it because the path is so familiar.

Ask the class to provide some examples of preconceived notions and follow up by asking how such notions lead to irrational thinking and jumping to conclusions

Optional scenario discussion:

- You’re in the grocery store the day before a predicted large storm. It’s crowded and you are in a hurry – which line do you choose? (Don’t let them explain why yet)
- Gather three or four different answers (you can write them on a flip chart or board if you want), then ask each student that provided an answer why they choose their answer.

Ask the class about the assumptions that the student’s brains were making to quickly select a line. There were different answers, for different reasons – each based on their own experience built up over time. Their choices probably work some of the time. Ask the students to describe a situation where some of the choices named would not be the fastest way to check out.
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

So the brain’s shorthand is helpful – some of the time. It saves us brain energy for deeper thinking and it saves time.

Emphasize the fact that Bias is neither good or bad. It is human behavior. Everyone has bias

Time: 5 Min Elapsed time: 16 Min
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Bullet One: Bias stems from our natural inclination to distinguish “Friend” from “Foe” in order to survive. (Will I eat or be eaten – fight or flight) Example: You are crossing a street when a truck is suddenly coming right for you at a high speed. Do you stop? Run in the direction you were heading? Jump out of the way? Run back the way you came? – This decision will be made in a split second.

Bullet Two: Our brains can only focus on so much information at one time. We develop a perceptual lens that filters out certain things and lets others in depending upon certain perceptions, interpretations, preferences, and biases we have adapted throughout our lifetime. Example: Having a conversation with a friend in the middle of thousands of people at a rock concert.

Bias allows us to bin information quickly based on our assumptions so we can move forward with our daily activities- these assumptions can sometimes be inaccurate. (just like in the grocery store line example)

Why is this important to us? This teaches us to recognize how different types of biases can affect our decision-making, communication and interpersonal relationships. It also brings to the forefront how some of the behaviors we display
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

are hindering us or are detrimental to others in ways we haven’t always intended or even realize.

Time: 3 Min
Elapsed time: 19 Min
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Often times, generalizations are applied when evaluating people, many times without even realizing it.

Ensure the below information is discussed in reference to the bullets

|Career Advancement:|Fewer than 15% of American men are over 6 foot tall, yet almost 60% of corporate CEOs are over 6 foot tall (Malcolm Gladwell’s book Blink, based on research by Timothy Judge and Daniel Cable). Why does this happen? Do corporate boards of directors look specifically for someone tall to be a CEO regardless of their qualifications? We easily make decisions every day in favor of one group, and to the detriment of others, without even realizing we’re doing it.|
|---|---|
|Pay:|Science professors received a 1 page synopsis about a potential hire. Same document– only name changed. (conducted at Yale School of Medicine). John: Rated 4.0 on 7‐point scale and offered $30,328. Jennifer: Rated 3.3 on 7‐point scale and offered $26,508 (Bias Persists for Women of Science as Study New York times, Sep 24 2012).|
|Recruiting & Hiring:|Researches at MIT & University of Chicago discovered that names unconsciously impact decision‐making. 5,000 resumes were distributed to 1250|
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

employers. Every Company was sent 4 resumes. Resumes with typically white names received 50% more call backs than typically black names. (Are Emily and Greg more Employable than Lakisha and Jamal? A field experiment on Labor Market Discrimination, University of Chicago Grad. School of Business by Marianne Bertrand & Sendhil Mullainathan.)

Opportunity: Nicholas McCarthy’s graduation from the prestigious Royal College of Music in London (July 2012) made history and drew press headlines worldwide, when he became the first one‐handed pianist to graduate from this college in its 130 year history. But critics weren’t always so kind – when he was a teenager, music school officials denied him an audition, citing his disability.

Time: 5 Min Elapsed time: 24 Min
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Harvard Implicit Bias Test Link: https://implicit.harvard.edu/implicit/takeatest.html

Implicit bias occurs when someone consciously rejects stereotypes and supports efforts but simultaneously holds negative associations. There are implicit bias tests anti-discrimination created by three scientists (Tony Greenwald, Mahzarin Banaji, and Brian Nosek) that help you discover your own implicit bias. You can take these tests on Harvard’s Project Implicit website. The scientists that created the tests have been collaborating for over 30 years to understand how minds operate in social contexts.

(Instructors: Instructors should take a min. of 1-2 of the Harvard Implicit Bias tests (low side) so they can speak to it). Let students know not to visit link at work.

Example1: A supervisor in an open cubicle environment says to another supervisor “I don’t have a problem with gays, it’s just not right.”

Example2: Male supervisor consciously rejects the stereotype that women with children can do as much as men in the workplace yet when he must pick someone for a TDY automatically finds himself discounting a female employee because she has children.
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Example3: A team lead has no objections to having a person with disabilities on their team, supports equal opportunity. A deaf co-worker on the team asks to be faced while speaking to him so he can read lips. Team lead has a quick turn-around task to communicate at a team meeting and has the meeting without the deaf co-worker. Decides to just get the information to him later because the meeting may take more time with him present.

This is frustrating to us because in our conscious minds and hearts we've moved past the bias, but our unconscious holds on to it.

PLAY VIDEO sideCLIP: Play the Carlsburg Biker Video on the low (https://www.youtube.com/watch?v=Aq9xKY_itMw If you search for Carlsberg Biker Video you will also find it easily on YouTube)

After the Video ask the students what they noticed. What would you do? Would you sit down?

Time: 11 Min Elapsed time: 35 Min
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320
                                chord
                                                                       10
                                                                           10
---
More than 150 biases have been identified. We will discuss 6. Briefly go over the definitions – then do activity; don’t spend too long on definitions

# Activity Instructions:

- Pair students up (a group of 3 can be used if there is an uneven number) and have them use the “Select Cognitive Biases” handout they received
- Explain that the card has definitions of each bias example shown on the slide
- Students are to come up with 1 real word example of each of the Biases on the cards (Tell students they will have 5 Minutes)
- Ask for 1 example of each of the Biases on the cards. If no one answers, call on someone. Only do 1 total example per bias, do not do all of them for each group.
- During the discussion, you can ask the class if anyone has experienced the respective bias or example first hand.

Time: 11 Min Elapsed time: 46 Min

Confirmation bias – Tendency to search for or interpret information in a way that confirms one’s preconceptions of the situation or outcome. You notice all the accidents on a street corner so think it’s dangerous; but don’t notice the number of cars that travel through without incident.
---
# Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

In-group bias – Tendency to form tighter bonds with people in our “in-group” – same school, home town, degree, org, etc.

Projection bias – Tendency to assume that others share one’s perspective, reaction, values, thoughts, and current emotional state.

Status quo bias – Tendency to make the unwarranted assumption that another choice would be inferior to the one already made, without studying probable impacts. Tendency is to make no change.

Negativity bias – Tendency to pay more attention or give more weight to bad news/negative experiences and to be less suspicious of its accuracy.

Bandwagon effect – Effect often has behavioral norms propagate across a group and is tied to the desire to fit in. This can occur with large crowds or small groups.
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Have the class break into teams and instruct them to come up with their own unique “buzzer” sound and team name. (give them no more than 2 min)

Record the names on a flip chart or white board.

Explain that a bias will appear one by one and the team that ”buzzes in” the fastest and correctly answers will earn points.

Remind them to not yell out the answer until it is determined that their team “buzzed” in first.

Give points to the teams that ring in and answer correctly as the game progresses.

Time: 3 Min Elapsed time: 49 Min
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Dtac NA

TromTneCiasseToo

The answer will show when you hit the enter key

Time: 20 seconds

13
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Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Dtac     Cyamn
Oui    Ottice     matesIeave 9Utte earv 0

**The answer will show when you hit the enter key**

Time: 20 seconds

14
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|Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320|
|---|
|Dtac|Cyamn|
|DarcYC|UCCo|
|Fno|TcrFo|
|**The answer will show when you hit the enter key**|
|Time: 20 seconds|
|15|
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|Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320|
|---|
|Dtac|NA|
|anconcutoramno|40|
|**The answer will show when you hit the enter key**|
|Time: 20 seconds|
|16|
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320
Dtac    Cyamn
anuflac            Ornorationc                    UcoTnat
Mouei

**The answer will show when you hit the enter key**

Time: 20 seconds Elapsed time: 51 Min

17
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|Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320|
|---|
|Dtac|NA|
|C|an|
|Dco|

The answer will show when you hit the enter key

Time: 20 seconds

18
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|Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320|
|---|
|Dhac|Van|
|Ora|Kho*oan|
|areacv Dickeo|neeacer Went Witn|
|Oconic Bnc 4Woincu|
|5|

**The answer will show when you hit the enter key**

Time: 20 seconds Elapsed time: 52 Min

19
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|Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320|
|---|
|Dtac|Cyamn|
|raciavac|ovafinnamino|nocitivotoacna|
|40|
|OTC|
|40|
|**The answer will show when you hit the enter key**|
|Time: 20 seconds|
|20|
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320
Dtac Cyamn
pin tiro patsmusic
**The answer will show when you hit pe enter key**
Time: 20 seconds Elapsed time: 53 Min
21
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Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Ko Phacic *O70

Techniques inal unconsciously affect decision-making

Origin Oo

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We are all prone to unconscious bias. Over the next few slides we are going to talk about a few techniques that have a direct influence on our unconscious, easily lending to unconscious bias in our everyday lives

Time: 1 Min Elapsed time: 54 Min

22
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Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

CacCan D09

***Do NOT hit the advance key until you give instructions – just keep the blank slide up.

Tell the students you are going to bring up a series of words and they are to read the words ALOUD as they show, as fast as they can! The words are going to keep coming so keep up and be fast!

**Tell them to be ready, and hit the Enter key ONE time – the words will come on their own**

Afterwards discuss the inclination to pronounce Pint with a short I sound like the previous words vs how the word is supposed to be pronounced with the long I sound.

Another fun priming example to try with the students: Tim’s mom has three sons, Snap, Crackle, and …… (pause for them to answer, if they don’t answer ask what the third son’s name is). Many will say “Pop” but it’s really Tim. (Tim’s mom = Tim is one of the sons)

Advance to next slide to explain what just happened and what Priming is.

Time: 3 Min Elapsed time: 57 Min

23
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Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Exposure to one stimulus influences reaction to subsequent stimulus without conscious awareness.

Priming: Ideas promote other ideas later without conscious awareness. When priming occurs, particular associations in memory are activated just before an action or task is carried out. This phenomenon occurs without our conscious awareness, yet it can have a major impact on numerous aspects of everyday life.

In the first activity we did on the previous slide, many people say pint (pronounced with a soft i sound like the word “in”) versus PINT (pronounced with a long I sound like the word “eye”). This happens because the brain was just primed with the other words that contain the soft i sound.

Priming Example: An instructor priming a classroom. An instructor starts the class with “Well, this material is dry. I will get through it as fast as I can, bear with me”. What is the class already thinking or feeling? Instead, an instructor says very enthusiastically “Welcome to the class! We are going to have some FUN today learning about X!!!!” How would the 2nd statement make the class feel?

Priming Example: We can self-prime via the way we stand & present ourselves. Different postures (poses) release different hormones into the body. The “power pose”– lie back in your chair, put your hands behind your head and your feet on the table–releases testosterone into the bloodstream after a few minutes. Whereas,
---
cortisol (stress hormone) is released if you adopt a non-threatening, unconfident posture (such as dropped shoulders, hands in lap, standing hunched with arms crossed).

Amy Cuddy, professor & researcher at Harvard, studied the effect of the “power pose” on candidates at job interviews. They posed beforehand in either a high power pose or a low power pose. The interviewers wanted to hire all those who had been in the high power pose because they considered them more confident & authentic. (Carney, Dana R., Amy J.C. Cuddy, and Andy J. Yap, “Power Posing: Brief Nonverbal Displays After Neuroendrocrine Levels and Risk Tolerance.” Psychological Science 21, no. 10 (October 2010): 1363-1368)

Priming is both a tool and a weapon and we need to think carefully about all the ways in which we can prime others and be primed ourselves.

Time: 2 Min Elapsed time: 59 Min

24
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

|Anchoring:|Influences you to rely too heavily on the 1st piece of information you receive. Once the anchor is set, other judgements are made by adjusting away from that anchor.|
|---|---|
|Example1:|How much do you pay for something? Let’s say the MSRP for a new Lexus is $39,465 and you negotiate a price for $35,250. You may feel pretty proud of yourself. But is this an example of good negotiating or of anchoring? The initial price sets the standard for the rest of the negotiations – it is the anchor. The lower you get the price the more reasonable it seems, even if the price you end up with is actually higher than what the car is worth.|
|Example2:|A husband is doing 10X more housework than his dad ever did. He may feel entitled to a “best husband of the year award” from his wife. Imagine his surprise when she berates him for not doing enough. What’s going on here? His anchor is what his dad used to do. Her anchor is the amount of work she does – what’s the big deal, they both work full time and she does more.|
|Example3:|You hear 50% of your office got a bonus but you did not, You are very upset and angry at your management (you had a 4.3 ACE score). What you didn’t know was that the bonuses were geared to junior grades and a much smaller percentage of GS13-15 got a bonus.|
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Example4: You hear that the Agency promotion rate is 16.5%. You are disappointed when your office does not do that well. You didn’t research to know that after GS12 the rate of promotion significantly dips. So, your office of mostly 13-15s will be below the Agency promotion rate.

Time: 3 Min Elapsed time: 1 hour 2 Min

25
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

|Example1:|When shopping there is a package of 80% lean ground beef. There is also a package of 20% fat ground beef. Most people automatically choose the one that says 80% lean.|
|---|---|
|Example2:|A city of 600 people are likely to be attacked by a deadly disease. Program A will ensure 200 people will be saved. Program B notes that after implementation 400 people will die. People are generally more inclined to choose Program A|
|Example3:|75% of investors in stocks of Company X will turn profit Or Investing in Company X has turned out to be a loss - 25% of investors lose money|

In each example the information is the same but the way it is presented makes one seem more appealing than the other

Ask Students: Consider how priming, anchoring and framing can affect the workplace – can anyone think of any specific examples? (make a point after
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

examples as to how this is an example of how unconscious bias can creep in without even being aware)

Time: 2 Min Elapsed time: 1 hour 4 Min

26
---
# Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Give the class a little test: Tell the students they are going to see some math problems. They will come fast and they are to say answer aloud as fast as they can. Tell them, ready, go! And hit ENTER ONE TIME. The problems will come on their own.

Ask the class what happened? The first few were really easy, didn’t have to think. Once problems become more complex, our brains need to slow down and become more purposeful to problem solve.

Ask if anyone has heard of Daniel Kahneman or his System 1 and System 2 thinking? Explain that Kahneman, a Psychologist and Nobel Memorial Prize winner in Economic Science, has conducted extensive study on decision making in the human brain. He came up with System 1 and System 2 thinking (you can read more in his book “Thinking Fast and Slow”).
---
# Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

|System 1 characteristics:|Fast thinking, instinctive, automatic, emotional, subconscious|
|---|---|
|System 2 characteristics:|Slow thinking, more deliberate, logical, takes effort|
|Answers if anyone asks:|87 + 148 = 235|
| |1,345 + 426 = 1,771|
|Time:|2 Min|
|Elapsed time:|1 Hour 6 Min|
---
# System 1 and System 2

System 1 and System 2 don’t exist in the physical brain but are one model of how the mind works. Make sure you communicate that they are not independent from one another.

# System 1:

- Automatic and Effortless; you don’t think about it.
- It uses shortcuts and is prone to error – but can save your life.
- Based on instincts, experiences, feelings, habits, impulses, and emotions.
- Fight or flight is a system 1 immediate response. When we sense danger we automatically have a feeling of fight or flee.

# System 2:

- Slower and reliable.
- It is deliberate, logical, controlled and takes mental effort.
- When you have a simple math problem you don’t have to think about it. You just answer. If the math problem is more difficult, you may still get it right but you have to slow down and put some thought into the answer.

System 1 sends suggestions to system 2 and system 2 then accepts or rejects suggestions. In the little cartoon at the bottom. When coming across a sleeping bear the system 1 thinking immediately went to flight – run and get away as fast as you can. System 2.
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

when engaged, says – wait a minute – back off slowly and quietly so as to not wake the bear. This makes more sense.

Ask Students a few opened ended questions relating back to the workplace:

- What processes or tasks here at the agency would we want to deliberate thought on?
- What could a potential danger or negative outcome be if we do not use deliberate thought in certain situations?

Fast judgements made without consideration of what we are weighing, without critical thought, are judgements that are open to greater irrationality

Time: 4 Min Elapsed time: 1 Hour 9 Min

28
---
# Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

# Intoron

# Action

# Conclusion

# Meanings

|Scenario (Disability)|When a woman and her daughter get back to their car parked in a handicap spot they see they have a slip of paper someone left that is one of those fake "citations". This one said the offense was misuse of a handicap spot and the comments said that next time they will be reported. The person apparently saw the mother walking into the store and didn’t notice anything wrong with her. (What they didn’t see was her prosthetic leg. They jumped to the conclusion because they couldn’t see what was medically wrong with her that she shouldn’t be using the handicap spot.)|
|---|---|
|Scenario (Personal)|You are in a crowded parking lot and you see an open spot close to the building entrance, you turn on your signal and before you can turn into the spot an oncoming car cuts you off and takes the spot. You slam on the brakes and call the person a few creative names to express your displeasure. You can’t believe their rude behavior! You roll down your window to verbally berate this individual only to have the person quickly apologize, explaining that he is running in to pick up his partner who is pregnant; her water has broken and needs to get to the hospital ASAP.|
|Scenario (Work-Related)|You’re new to NCTOC and your team is given a quick turn-around|
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

cyber tasking by the DIRNSA. Most people are working diligently on their classified systems while one team member is constantly on their unclassified system.

How do you react? Additional information: The team member on the unclass system represents Enterprise Discovery Operations and uses open source/unclassified information for a lot of their research/job.

- For more information: www.mindtools.com/pages/article/newTMC_91.htm - In-depth article on the LOI and developer Chris Argyris
- For additional resources to better understand the LOI, please view the following links:
- https://www.youtube.com/watch?v=7N8-4FgWWSw - Date Night
- https://www.youtube.com/watch?v=73NSXgz24pA - Manager Scenario
- https://www.youtube.com/watch?v=ddLSEIJ02v8 – How to Communicate with the LOI

GIVE STUDENTS A 10 MINUTE BREAK Time: 5 Min Elapsed time: 1 Hour 25 Min (incl. break time)

29
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

When the image disappears, ask the students what the first thing they saw was? This prevents them from continually looking at it and going with the true first thing they saw. Then click to advance to the next slide, and the image will re-appear for further discussion.

We all develop a perceptual lens that filters some things out and lets others in. This lens is different for everyone based on certain perceptions, interpretations, preferences, experiences, and biases we have adopted throughout our lives. As a result of these pre-established filters, we see, hear, and interpret things differently from each other.

Follow-on Questions:

Were you wrong for what you saw?
Were you able to see what others saw once they shared their perspective?
Answers: No, you were not wrong for what you saw, it was your first impression based on your perspective. The value here is what happens when we think in groups, about how our collective wisdom far exceeds the sum of its parts.

Imagine if we were not allowed to openly share our ideas and perspectives here at work...

30
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

What do you think may happen? Might we lose out on powerful thoughts and ideas to help solve complex problems in the agency? Is it important to have a safe, & inclusive environment here for all to share?

Question: Why can teams of people find better solutions than brilliant individuals? Answer: The answers lie in diversity, not what we look like outside, but what we look like within, our distinct tools and abilities.

Scott Page, a well-known American Social Scientist and Collegiate Professor of Complex Systems, Political Science & Economics at the University of Michigan, has written a book called The Difference. In his work, Scott redefines the way we understand ourselves in relation to each other and that progress and innovation rely less on the lone thinkers with enormous IQs than on diverse/unique people working together and capitalizing on their individuality.

His scientific research proves that the diverse group almost always outperforms the BEST (ALPHA group) by a healthy margin.

Takeaway: The best innovation comes from combinations of ideas!

Time: 2 Min Elapsed time: 1 Hour 27 Min

30
---
# Transition Notes:

Encouraging diversity of thought and actively seeking and listening to different perspectives is key to building an inclusive and productive workplace. However, workplaces that promote diversity, inclusion, and respect are not always successful in meeting these goals. Organizations often have well-meaning people and well-meaning goals but something is still off that may be affecting an individual's productivity, thus affecting mission.

For example: You're in a meeting and have just made a statement or suggestion. You notice your coworker rolled their eyes right after your suggestion. You ask yourself, "Did my coworker just roll his/her eyes at my suggestion? Or am I just being paranoid?"

# Micro-inequities:

A term built upon the early work of Mary Rowe at MIT.

- Small ways in which we see bias at work (meaning in motion)
- Typically disrespectful actions that are subtle. Am I feeling slighted? Or am I being oversensitive?
- Micro-inequities are bad when you are on the receiving end.

They are: Small subtle slights; Often hard to prove.
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Covert; Often unintentional; Frequently unrecognized by the perpetrator; Occur wherever people are perceived to be different

|Examples of Micro-Inequities:|Consistently mispronouncing a person’s name;|
|---|---|
| |Interrupting a person mid-sentence;|
| |Making eye-contact with only males while talking to a group containing males and females;|
| |Confusing a person of a certain ethnicity with another person of the same ethnicity;|
| |Ignoring a person’s ideas, comments, etc. due to gender, ethnicity, or other factor but accepting the same information from another;|
| |Rolling Eyes;|
| |Sighing Loudly|

Ask students to describe how these small events would make someone feel?

Would this affect a person’s ability to be productive in the workplace?

List of possible examples a person may feel: Singled out; Slighted; Less Competent; Low Self-Esteem; Lack of Productivity; Depressed;

Time: 3 Min Elapsed time: 1 Hour 30 Min
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Cro no Het Signals

Demonstrate a good example to the class. For example, Sue comes into office and you greet her happily and enthusiastically. Joe comes into the office and your tone changes and you greet him with no enthusiasm and like you could care less he is there. (Act out the example in the correct tones so the class fully understands). You may also use a different example along the same lines.

Micro-Inequities:

- Elicit emotion; which can impair performance
- Often are situational and must be understood in context and by intention

Do you treat your colleagues in a fair or equitable manner or are biases you don’t think about affecting your behavior?

Tell stories by providing examples of how micro-inequities are expressed. Words (epithets, referring to women as girls or men to boys); Tone (example – voice change), signals (gestures), body language etc.

Emphasize not always intentional but still has impact: When someone steps on your toes it hurts; was it intentional? Does that change the fact that it still hurts?

32
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Time: 4 Min  Elapsed time: 1 Hour 34 Min

32
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

We are all susceptible to Unconscious Bias and can easily engage in Micro-Inequities without realizing it. Is there a remedy? Yes----Micro-Affirmations.

- Micro-Affirmations are small acts of respect and inclusion
- Tiny actions of opening doors to opportunity
- Often hard to see
- Occur wherever people wish to help others succeed

Examples: Publicly recognizing an individual’s contribution/success; saying hello in a hallway/elevator; basically being a nice human and sincerely acknowledging an individual

Time: 1 Min Elapsed time: 1 Hour 35 Min

33
---
Let’s take a look at some micro-affirmations: “ACTS”

Using micro-affirmations are a way of helping us become more consciously thoughtful and fair to all.

Micro-affirmations can help the workplace in a few ways:

- Appropriately affirming the work of another person is likely to help them do well and to help them enjoy doing well
- Consistent, appropriate affirmation of others can spread from one person to another – potentially raising morale and productivity
- It may be hard for a person to “catch” himself/herself unconsciously behaving inequitably. If you consistently try to affirm others, you have a good chance of blocking behavior that you want to prevent

Time: 3 Min Elapsed time: 1hr 38 min
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

When people surprise you

Examine assumptions

Pay attention to the language you use

Walking away from a person different than you

Situation

Now that we are all aware that bias is a normal, human function, what do we do?

One of the most effective things you can do is to learn to recognize bias and engage System 2 deliberate thinking before taking action or making decisions.

Notice when people surprise you: Why did they surprise you?? Example: “Wow, you’re well spoken”. Why did you think they wouldn’t be? (because English was their second language?)

Examine assumptions: Are you having a gut reaction about a person/idea? Positive or negative? What am I taking notice of: height, weight, dress, senior status, grade, age, gender, etc, and how am I reacting? Does this person remind me of someone I know? Do we share something in Common? And how am I weighing that in my work with this person?

See if you catch yourself walking away from a person different than you: Do you find you don’t engage with a blind person or someone in a wheelchair? Someone of a different nationality? Why?

Time: 5 Min Elapsed time: 1 Hour 58 Min

35
---
# Show the Backwards Bike Video (8min)

Discussion on the video – Ask Students for comments. What did they notice or find interesting?

# Possible questions to ask:

1. Using the example of the backwards bicycle, What do you think Destin means when he says that knowledge doesn’t equal understanding?
2. Destin says that he set out to prove he could free his brain from a cognitive bias, but that he re-designated that bias. Using the example of the backwards bicycle, explain what he means by this.
3. Can you think of other examples of things you might understand theoretically, but not practically?

# Important Points to Emphasize:

- It took Destin 8 months to unlearn how to ride a bike. Within 20 minutes his ability to ride a normal bike or old way of thinking returned.
- Learning to recognize and respond to your biases will not happen overnight. This is something that requires practice and a consistent effort.
---
Approved for release by ODNI on 09-23-2021, FOIA Case # DF-2021-00320

Remind students the importance of keeping information about managing bias in the forefront of their minds and to routinely remind themselves that they look at the world w/bias and to question assumptions when making decisions.

Time: 11 Min Elapsed time: 2 Hour 9 Min

36
---
Knowledge of our biases alone does not create a culture of change. We need to put meaningful thought & purposeful actions into play.

We should understand diversity of thought, how to avoid unconscious bias traps, and how to leverage our differences for the benefit of all.

Soliciting a range of perspectives here at work will help us get the best ideas needed to solve NSA’s most complex problems.

Time: 1 Min       Elapsed time: 2 Hours 10 Min

Output:
{
"Who": "Office of the Director of National Intelligence",
"What": "Training session on unconscious bias and micro-inequities",
"When": "23rd of September, 2021",
"Where": [],
"Security Clearance": "CONFIDENTIAL"
}


Input:
"
Here is some messy data parsed from a pdf. These files may contain redacted information.
Using a json format, ouput the who, what, when, and where of the document, and required security clearence
Use the following json format:
{"Who": "key names or groups", "What": "keywords or ideas from document", "When": "day/month/year", "Where": ["referenced locations"], "Security Clearance": "CONFIDENTIAL, SECRET, or TOP SECRET"
} Text: All redactions on this page are (6)(3), (6)(6) unless otherwise noted.

|From:|Beth E. Sanner-DNI-|
|---|---|
|Sent:|Wednesday, January 04, 2017 11.14 AM|
|To:|Robert Litt-DNI-|
| |Brian P. Hale-DNI-|
| |Timothy L. Barrett-DNI|
|Cc:|Julia $. Gurganus-DNI-|
| |Gregory F. Treverton-DNI|
| |Deirdre M. Walsh-DNI|
|Subject:|RE: will need guidance to GT participants re unclass Russia report release on Monday_FW: Press names for Global Trends rollout|
|Classification:|[(6)5)thinkpart of the twist here is thatl(6)6) Deirdre/Wally? /(b)(5) Is that right|

|From:|Robert Litt-DNI-|
|---|---|
|Sent:|Wednesday, January 04, 2017 10.52 AM|
|To:|Beth E. Sanner-DNI-|
| |Brian P. Hale-DNI|
| |Timothy L. Barrett-DNI|
|Cc:|Gregory F. Treverton-DNI-|
| |Suzanne E: Fry-DNI-|
| |Benjamin A. Cooper-DNI|
| |Julia $. Gurganus-DNI-|
| |Gregory F. Treverton-DNI-|
| |Deirdre M. Walsh-DNI-|
|Subject:|RE: will need guidance to GT participants re unclass Russia report release on Monday_FW: Press names for Global Trends rollout|
|Classification|UNELASSFFTEB/ /FOue Totally agree with Apart from everything else b 5 Moreover the GT event should be focused on GT.|

|From:|Robert Litt-DNI-|
|---|---|
|Sent:|Wednesday, January 04, 2017 10.51 AM|
|To:|Beth E. Sanner-DNI-|
| |Brian P. Hale-DNI-|
| |Timothy L. Barrett-DNI-|
|Cc:|Gregory F Treverton-DNI-|
| |Suzanne E: Fry-DNI|
| |Julia $. Gurganus-DNI|
| |Gregory F. Treverton-DNI-|
| |Robert Litt-DNI|
| |Deirdre M. Walsh-DNI -|
|Subject:|RE: will need guidance to GT participants re unclass Russia report release on Monday_FW: Approved for release by ODNI on 03-24-2021, FOIA Case # DF-2021-00098|
---
# From: Beth E. Sanner-DNI

# To: Brian P. Hale-DNI; Robert Litt-DNI; Timothy L. Barrett-DNI;

# Cc: Julia S. Gurganus-DNI; Gregory F. Treverton-DNI; Deirdre M. Walsh-DNI

# Subject: RE: will need names for Global Trends rollout

# Date: Wednesday, January 4, 2017 8:46:12 PM

Classification

From:

Sent: Wednesday, January 04, 2017 8:43 PM

To: Brian P. Hale-DNI; Beth E. Sanner-DNI; Robert Litt-DNI; Timothy L. Barrett-DNI;

Cc: Julia S. Gurganus-DNI; Gregory F. Treverton-DNI; Deirdre M. Walsh-DNI

Subject: RE: will need guidance to GT participants re unclass Russia report release on Monday_FW: Press names for Global Trends rollout

Classification: UNCLASSIFIED / For Official Use Only

Coming to this way late. On Beth's highlighted point below;

From: Brian P. Hale-DNI-

Sent: Wednesday, January 04, 2017 12:50 PM

To: Beth E. Sanner-DNI; Robert Litt-DNI; Timothy L. Barrett-DNI

Cc: Julia S. Gurganus-DNI; Gregory F. Treverton-DNI; Deirdre M. Walsh-DNI

Subject: RE: will need guidance to GT participants re unclass Russia report release on Monday_FW: Press names for Global Trends rollout

Classification

Coming to this late. Agree with and Bob.

Approved for release by ODNI on 03-24-2021, FOIA Case # DF-2021-00098
---
# Press names for Global Trends rollout

All redactions on this page are (6)(3) (6)/6) unlessotherwise noted.

Classification: ~NCLAS Hrede

Adding Bob and Deirdre

Just my S0.02 from the peanut gallery, Brian thoughts?

ElA for the Principal Deputy DNL

From: Beth E. Sanner-DNI-

Sent: Wednesday, January 04, 2017 08.48

To: Brian P. Hale-DNI Timothy L. Barrett-DNI-

Cc: Gregory F. Treverton-DNI- Suzanne E. Fry-DNI- Julia Gurganus-DNI Gregory F. Treverton-DNI

Subject: will need guidance to GT participants re unclass Russia report release on Monday_FW:

Press names for Global Trends rollout

Classification: 7Fe80

Hi all,

DNI has approved a 1400 rollout of the Russia unclass report on Monday, as you know:Given this list of press people who will be attending the GT event, which ends with a cocktail gathering that will take place after the release.

Approved for release by ODNI on 03-24-2021, FOIA Case # DF-2021-00098
---
All redactions on this page are (6)(3), (6)(6) unless otherwise noted.
Any guidance on this would be helpful: don't want everyone hiding the bathroom at an event that is supposed to portray us as open!
James, we are going to need a review of the unclass report prior to release. We are on a VERY tight deadline. Frankly, don't know how we are going to get this all done. Please give me a ring so we can coordinate the prepub on this.
Cheers!
Beth
From: Suzanne E. Fry
Sent: Tuesday, January 03, 2017 5.58 PM
To: Gregory F Treverton] Beth E. Sanner
Cc:
Subject: [AIN] FW: Press names for Global Trends rollout
CLASSIFICATION: UNCLASSIFIED
(6)(3) Technical data related to classified networks; n email content
Suzanne Fry
Director, Strategic Futures Group
National Intelligence Council
PARTICIPATE IN THE GLOBAL TRENDS PROJECT
NICglobaltrends tumblr com @ODNINIC #9t2o35
From: Timothy Barrett
Approved for release by ODNI on 03-24-2021, FOIA Case # DF-2021-00098
---
All redactions on this page are (6)(3),(6)(6) unless otherwise noted.

|Sent|January 03 , 20175:50PM|
|---|---|
|To|Brown , Greg|

names for Global Trends rollout

Hi etal

Yes just wrapping up that now

|Reuters|(either Mark Hosenball or Jonathan Landay)|
|---|---|
|Associated Press|(Deb Riechmann)|
|Bloomberg|(Chris Strohm)|
|AFP|(Laurent Barthelemy)|
|Foreign Policy|(Dan de Luce)|
|Washington Post|(David Ignatius or Greg Miller or Adan Entous)|
|Wall Street Journal|(Shane Harris or Danian Paletta)|
|New York Times|(Eric Schmitt or David Sanger)|
|ABC News|(Justin Fishel)|
|NBC News|(Courtney Kube or Bob Windrem)|
|CBS News|(Andy Triay or Katie Ross Dominick)|
|Fox News|(Catherine Herridge)|
|McClatchy|(Hannah allam or Tim Johnson or Greg Gordon)|
|USA Today|(Gregory Korte or Jim Michaels)|
|LATimes|(Bill Hennigan or Brian Bennett)|
|Medill News Service|(two student journalists to be determined)|
|C-SPAN for streaming| |
|BBC|(Tara McKelvey)|
|PBS|(Dan Sagalyn)|
|The Times of India| |
|CCTV|(Jessica stone)|
|Financial Times|(via DC Bureau Chief Demetri Sevastopulo)|

From

|Sent|Tuesday Barrett January 03 , 20175:07PM|
|---|---|
|To|Timothy|
|Cc|Suzanne Press Fry|

Subject names for Global Trends rollout

Hi Tim,

Approved for release by ODNI on 03-24-2021, FOIA Case # DF-2021-00098
---
All redactions on pis page are (6)(3) (6)(6) unless operwise noted.
Happy new year Trends Can I please get Newseum? pe names We for pe press ting consolidate people attending all pe RSVPs pe Global rollout at pe re Thanks Director for Ideas and Identity National Intelligence Council Strategic Futures Group
Classification
Classification
Classification
Classification
Classification: UNCA3311
Classification: UNC1A33TrTCD
Classification: UNCLASSIFIED/ / FOIA
Approved for release by ODNI on 03-24-2021, FOIA Case # DF-2021-00098

Output:
{
"Who": [
"Beth E. Sanner-DNI",
"Robert Litt-DNI",
"Brian P. Hale-DNI",
"Timothy L. Barrett-DNI",
"Julia S. Gurganus-DNI",
"Gregory F. Treverton-DNI",
"Deirdre M. Walsh-DNI",
"Suzanne E. Fry-DNI",
"Benjamin A. Cooper-DNI"
],
"What": [
"Russia unclass report release",
"Global Trends rollout",
"Press names",
"Guidance to participants",
"Review of unclass report",
"Redactions",
"Coordination for prepub",
"List of press people attending the event",
"Classification discussions",
"FOIA case number DF-2021-00098"
],
"When": "Wednesday, January 04, 2017",
"Where": [],
"Security Clearance": "CONFIDENTIAL"
}


Input:
"
Here is some messy data parsed from a pdf. These files may contain redacted information.
Using a json format, ouput the who, what, when, and where of the document, and required security clearence
Use the following json format:
{"Who": "key names or groups", "What": "keywords or ideas from document", "When": "day/month/year", "Where": ["referenced locations"], "Security Clearance": "CONFIDENTIAL, SECRET, or TOP SECRET"
} Text: From: (6)(3)(6)(6)(b)(7)(c)

Sent: Tuesday, May 17, 2022 11:40 AM

To: IC-IG-HOTLINE-TEAM

Subject: Unidentified Aerial Phenomenon

Attachments: Screenshot20220517-093445png

Categories: [(6J(376)6(bJ(7)c)

The UAP that was viewed by a group of old friends of mine was seen by me, and three other groups, at separate times.

Our group viewed it in Gander, Newfoundland. However, it was written in the Gander Beacon (Newspaper) as during the night, at the end of the Gander Airport runway. The third weather balloon. Another group viewed it.

Group viewed it in Labrador, near a US Military installation.

dig deeper into the two missing bodies, and the weapons on board, but more importantly the Middle East rift it Maybetheywere "significant locations" pointing to the Arrow Air Disaster: Maybetheywere trying to get US to caused:

[ included most of this in a report I sent to the CIA, it's not proofread very well, but I didn't have time because of what happened on January 6th.

I think I'm going to use it as a digital download to sell my book:

I don't think you need another Oliver North:

Approved for release by ODNI on 05-09-2023, FOIA Case # DF-2022-00410
---
# The January 6t:"

[6)(6), (6J(7)c)
[6)(6) , (J(7)c)
[6J6), (DJ7)c)
[6y6) , (b)(7)c)
[6)(6) , (6J(7 )(c)
[676) ; (DJ7)c)
[06)(6) , (6J7)(c)

By:

Approved for release by ODNI on 05-09-2023, FOIA Case # DF-2022-00410

Output:
{
"Who": "IC-IG-HOTLINE-TEAM, group of old friends, CIA, ODNI",
"What": "Unidentified Aerial Phenomenon (UAP), group sightings, Gander, Newfoundland, Labrador, US Military installation, missing bodies, weapons, Middle East rift, Arrow Air Disaster, digital download, book, Oliver North, January 6th",
"When": "17/05/2022, 06/01/2023, 09/05/2023",
"Where": ["Gander, Newfoundland", "Gander Airport, Labrador", "Middle East", "US"],
"Security Clearance": "TOP SECRET"
}