1.) Normally, you don't offload or fire anyone unless the terms of his staff application form or contract have been falsified.

Alright. This is the second of March, l972 and it's the second talk on ESTOs, Establishment Officers.

2.) The "bad off" cases will normally falsify it anyhow.

As you know, the technology is not totally covered anywhere at this time. That will be amended and policy letters will be written. You should note that the Product/Org Officer system which is the immediate predecessor, there's a word that you'll have to look up or be blank the rest of the lecture, the thing that went just before the Establishment Officer system. The Product Officer/Org Officer system was not put into policy letter because it was a tape system, it was taped, it was run, it had success and it is a very successful system. But it had a fatal weakness, and the fatal weakness was that establishment could not occur. And there were two reasons for this, is the flurry and urgency of production make it very difficult for establishment to occur, and the establishment personnel of the org were insufficiently numerous to stand up to the demands of production. And therefore, the org was relatively unhatted while production was being demanded of it, and the demands of production then produced fantastic quantities of dev-t, which then drowned the org which had not been established.

3.) Ex: They say they are "free from debts" and they owe 10,000!

Now, I can give you instances and examples of how dev-t drowns an org, but the dev-t pack which you have, and policy and so on rather covers that ably. We have known about it for a long time, and somebody will come along and say, "But we've known about dev-t all these years, what is so new about this?" What is new about this it was, there is and actually does occur in one of the sentences of dev-t policy, a faint reference to unhattedness. It didn't step up the importance of this fact. The cause of dev-t is unhattedness, and dev-t drowns an org. So we had the technology of dev-t, but it's like a person turns yellow when he has jaundice. And you say, "Well, he's yellow and therefore let's get some cosmetics or something and cover up this yellowness," when the actual truth of the matter is that jaundice is caused by a liver illness, and the liver becomes infected, and the person should be given horse needle shots of antibiotics and double handfuls of pills and put into strict isolation. And all the cosmetics in the world would not cure the jaundice.

4.) The time comes when you can only "hold up and support" someone for only so long. So, HANDLE staff so they CAN perform.

So you could keep battering away at dev-t and should, but you must recognize that it is the yellow skin, just a symptom, it is not the disease. So therefore, you have the weapons of detecting unhattedness by spotting dev-t. So a continuous dev-t survey, going on on an org, will deliver into your hands the persons, you think at first glance, that are causing dev-t. No. It delivers into your hands the people who are unhatted, and unhatted to a degree that they are consuming the labors of two additional staff members just to take care of their nonsense, while their own post functions are not done. So, dev-t tells you at once that you have an added staff load and that you have additionally a camouflaged hole. A camouflaged hole is one that looks like there is something there but it is actually a hole, and of course that itself would generate dev-t. But because the person is so noisy, you will at once say, "Well, but look, we have a Qual Sec or something, he's always on my lines, always on my lines. Just yesterday he was saying that he couldn't get anybody to walk into the org while handing out the bills to the customers." He's very obvious as a being and he may be carrying the title of Qual Sec, but if he is not holding the actual post duties of a Qual Sec, he will generate just by that missingness, enormous dev-t, because the people all around him will have to wear the hat of Qual Sec, and cope with the nonsense that is coming from that pretended post.

5.) But if they produce enormous amounts of Dev-T, you are better off putting them on a direct, simple job under direct, constant supervision.

So dev-t is a primary diagnostic tool for the illness of an org. It's got jaundice. A division gets jaundice. What's causing it? Now, it isn't a who. You shouldn't really think in terms of who. As we say, "Who is suppressive here? Who shall we fire? Who shall we shoot? Who needs to be flung out onto the garbage can?" That is not the way to think for an Establishment Officer. It's "Who needs hatting?" Crunch down over the head, clear to the ankles. Now, that's an interesting thing, isn't it? That you are actually working with a diagnostic illness, the symptom of which is, a diagnosable illness, the symptom of which is dev-t. It just means that somebody isn't doing his job and he's not only not doing his job, he's involving the time, effort and material of several other personnel. And you can have eight thousand six hundred and fifty-five staff members getting out the production of one small boy, who would probably be kicked in the head if they caught him at it.

6.) The "bad off" person used to be called "insane" about 100 years ago.

It is very easy to think of this in terms of maliciousness, because the destructiveness is so great. And you as an Establishment Officer will continually receive, continually, continually receive demands, from the production and program side of the org, to shoot. They don't have any why, it just seems absolutely desperate. The Germans, by the way, in operating in World War II intelligence circles, could not believe that anybody could be as ineffective and as inefficient as Italian intelligence. And so they conceived that they were full of spies, and boy did they take that organization over with a crash. There was nothing wrong with Italian intelligence, it just wasn't hatted. But it looked to the Germans like they ought to all be sent to the nearest concentration camp and crematorium, shoot them, kill them. And in the desperation of operations with the funding going down the spout, the human emotion and reaction which can generate is very great. And its first expression and so forth is, "Them guys is doin' us in. Where are some lions to throw them to?" So if you wound up automatically going overboard, sacking, firing, doing in, comm-eving, shooting every person who was indicated to you must be shot, you would soon have no organization and the people in it would be so terrified that they would lose the war like Italy did.

7.) There is another category of person by the way: (See # 11, ESTO 3)

You can generate a level of insecurity in an organization this way which is unbelievable. Posts aren't safe, nothing is safe, eventually you hear a rumor coming up the line, "I don't think it would be safe to be an executive. The last six on that post have been removed." Actually, I've had this come up in sessions, read it in work sheets. "But I really don't want to be an executive, you see, because they always get shot." That kind of a thing can generate in an organization where the yellow skin has gotten very, very, very yellow, because people trying to get things done do not have necessarily time to go down and find why this division will not send out the bills. And you'll find out that they think bill is the name of a friend they had once. The depths to which humans can sink in terms of non-comprehension are very, very low. That is no reason to lose your faith in the whole human race because the funny thing is, is they can be pulled up, too.

D.) The guy who lives an oddball life, you know? He doesn't eat or sleep much, burns his candle at both ends, etc. You just handle these with good 8C. "You get some sleep. I want you "bright-eyed and bushy-tailed" tomorrow. And EAT well."

We had a very funny one happen last night, a very, very funny one happen. Three stewards had slipped in the last twenty-four, forty-eight hours. One of them had fallen heavily, another one of them had broken all the dishes on the tray, another one had run into a door. And so I, it took actually two investigations, and I sent a messenger down to investigate this and she came back. Well, the reason why she came back is she assumed she knew the answer, found that it wasn't so, so returned to me to tell me that they were just being careless, you see? I actually was interested how she thought and why she came to this conclusion, and I found out that she already knew why before she went and looked, and then when she found it wasn't why, she didn't look for a new why. In other words, she knew before she went and having found it wasn't true, why she just discarded the investigation, she didn't find a new why. Do you follow?

8.) Your first action usually in HANDLING a goofy area is just to directly handle it with an order, right away. You observe, do a fast on the spot eval and TELL the guy and order the correct action done. This is the "cope" HANDLING.

The other one was a little sharper, mostly because I kept banging her back into the investigation, and it sounds, doesn't sound possible, but somebody, the floor of the galley was soaking wet and the stewards were getting their feet wet and then were walking out in rubber soled or leather heels, a little bit of grease that'll get on such water, they were walking out with slippery shoes. And they were sliding and skidding and running into things like mad, and what had actually happened was, is three days before now, during two of those days people were getting hurt, the dish washer had cut her finger. And she now wore huge gauntlets; gauntlets, a glove with a long arm; which had a point which dropped way below the arm. In other words, back they came, and was washing the dishes with the water streaming back along the sleeve of this glove, and it was running onto the floor in streams, in utter streams.

9.) Here comes the Reality that an ESTO must know. When you tell somebody the TRUTH they get good indicators. (IF you don't relay it "nastilly or 1.1" or in an invalidative manner.)

And the messenger said to her, "Where's all this water coming from?" And she says, "I think the Jackson boiler is leaking," and looked around with the water running off her sleeve onto the floor. There's still a funny bit. The messenger came back and told me there was water on the floor of the galley and I said, "How did it get there?" and she told me how and I said, "Well, did you point this out to her?" And she looked sort of vague and said, "Well, no." So I said, "You go back and tell her to roll up the sleeves of those gloves and where it is coming from." And she did so and the dish washer thanked her very much. It was a great relief to the dish washer to find out how that floor was getting wet.

10.) My messengers are trained to run messages and orders back and forth until GIs come in. Why? Because he will get GIs when he hits the TRUTH.

Now, that is an oddball investigation which an Establishment Officer would think is outside of his premises, because it isn't on a program sent down by the Commanding Officer. It isn't on a formal program, it is something, simply something you would have to do sixteen hours a day as an Establishing Officer. Continuous, continuous discoveries of why, because it's the why you can't hat, it's the why that's going wrong, and it has to do with an individual. And what do you know, there's always a why.

11.) A student who has passed and deserved the pass, when TOLD he has passed, will get GI's. (GIs = good indicators)

Now at command level, these discoveries or workouts which then go into a why and which go into a formal program of do this, do that, do the other thing, are normally worked out to the last inch and they have targets and certain things have to be done on these targets. You have an example of that, one has just come out, and it gives the Establishment Officer something to do in each one of these cases. And I found out the only person who could do it would be the Establishment Officer. There wasn't anybody else in that tight a communication, there wasn't something you could do otherwise. There is usually a why.

12.) A student who has passed and deserved to pass, when TOLD he hasn't passed, will get BI's. (BIs = bad indicators)

It is not that people won't get out the bulk mailing, there is usually some huge bug. Now, that would be a command level investigation, evaluation and program. Bulk mailing stat low, wof wof wof, investigation, he goes around and he finds this, he asks this, he asks some Establishment Officers and so forth, and he finds a why. He finds the general, big, broad why. They weren't given any postage. Postage has not been FPed for in the last, and the reason for that is, is not that there is no money, but that it isn't on FP number one done by Joe Smogesboeg for Keokuk and applied to this org without further questioning or... It'll be some damn weird, cross line which just breaks the back of things. Now that's a production, that's a production target and investigation. You wouldn't have too much to do with that until it came down to remedying the unhattedness which would cause it, and at that moment you do have something to do with it. So there's always a target or two kicking around that has to do with the unhattedness of it.

13.) Why? It's NOT the TRUTH.

I found one. There was a direct why of unhattedness just last night. I found out that a folder to be able to tell the difference between one type of income and another type of income in the Sea Org was causing a treasury division never to work at collecting money, because the money it had and was collecting didn't belong to it. They immediately assumed that that belonged to it and then neglected a huge amount of collections because they, well, they didn't need it and they were all right. It's like saying the Bide-a-Wee Biscuit Company says that they, says that Uneeda Biscuits is solvent, so we needn't bother. You can't figure one that dim and you wouldn't believe it, but demand after demand after demand after demand after please, my god, after practically a screaming fit of, "Give me the income for l971 of org A," wouldn't, wouldn't. Had it right there sitting on the desk. The income of org A was considered to be the income of org B. And so, what was all the flap about? "There's plenty of money. Org B is making fabulous quantities of money."

14.) A person who hasn't passed honestly, and is told he hasn't passed honestly, will get GIs.

You say nothing can be that dumb. Well, it can get dumber than that. "There is plenty of money in Switzerland. Why should we make money?" I know it just overwhelms you. You say, "Well, geez, how can anybody think that?" And that didn't unravel until I suddenly realized and then proved it, that not one single scrap of finance policy was known to the people on those lines, not one tiny scrap, not a single paragraph. Income must be greater than outgo, not known.

15.) So the way you get GIs is with the truth.

Now, there's a much more subtle one that was not known; much more subtle. The management organization must be supported by the service organization attached to it. And that's in policy and it isn't kidding, because if that management organization is so lousy that it can't make that service organization right next to it solvent, it doesn't have any business trying to fill its pockets up full of remote, far away organization incomes. Right? So that policy is what it means. It was the unknowness of both of these two policies that pointed up the fact that there's a total unknowness of any Scientology finance policy being used in that zone of management. Why is it unknown? Somebody must have said at some time or another, "We're not on proportionate pay in this org, so therefore policy doesn't apply." And I know that earlier it was stated, "This is an SO organization, so Scientology org organization policy doesn't apply." I know that.

16.) A person who HASN'T passed and is told he HAS passed will get BIs.

Now, you don't have to find that why on individuals any further than that, because there's a thing called a disagreements check. And disagreements check can be done in department thirteen, and department thirteen should know how to do a disagreements check without backlogging it for the next six months. So you will find one of these wild twists wherever it is going wrong. They're very difficult to believe and so in the realm of the incredible, it is easy to substitute for them, "Shoot him. He's a traitor, he's treasonable. Nobody in his right mind could think that." Well, that may be true and maybe he isn't in his right mind.

17.) So you TELL THEM the truth. Ex: A staff applicant has 3 girlfriends and promised to marry 2 of them. You tell him "that's a situation" and he "should handle it". He gets GIs because he KNOWS he should.

Now, there is a scale of management actions which begins with case and then goes into other, it's in policy, there's no reason to quote it. The first thing you've sounded out is the person's case in the matter and that's when you're checking out personnel, mostly for employment or recruitment. Now, you start filling up an org with people whose cases are below the center line of an OCA, and you're going to be in trouble. Now, it is elementary, the reading of these graphs. Now, you've turned over the second page of an OCA, you will find out that testing has done a beautiful analysis of the case that reads like a horoscope. And that's fine and the public love them. That isn't how I use them. You use an OCA simply and totally this way: Down on the left below the center line, wild screamingly out of valence; down on the right, evil purpose, wildly nuts. And that is all you need to know except this one fact, that a person who is very theety wheety has tremendous number of significances and has a very high OCA. They're kind of fey. It's all very significant. Super significances.

18.) If you hit the right why, you get GIs. So tell them.

"Oh, I was wondering if you'd come around and see me today because yesterday I sort of had an idea that I saw you looking in my direction and this told me somehow, when I got up this morning I was almost certain..." It's all sort of not quite with it or on it. Such a person with super-significance and a high OCA will fall on the OCA under processing to an extremely low left side and then a very low right side, and then will come back up into normal range and be sane.

19.) Now if you don't get GIs, you haven't got the right why, so don't go off into accusing the person or other desperate statements. Just recognize you don't have the right why.

I've now told you in these few sentences all you need to know about an OCA, and if anybody gives you any more significances than this, you don't need them. That's all you ever use. Now, that can be interrupted by a D of P evaluating an OCA, telling people what to write on the OCA, falsifying an OCA, or an OCA graph being done by somebody who has been a test I/C and knows all the right answers. That is usually caught up by an aptitude test and an aptitude test, when it grades below sixty-five, is a person who will break things and will have accidents. You don't want too much to do with him.

20.) The "reasonability" of the humanoid starts coming in in some cases, the "cultural reasonability".

So the OCA can be cross-checked with the aptitude test. Believe me, I've told you everything you need to know about an OCA or an Oxford, the Oxford Capacity Analysis or the American Personality Analysis. That's all you need to know. Now, the American Personality Analysis does not have the nice center line, it's just the middle of the graph, it's the plus and minus. The OCA has a much better looking and easier to read graph. You look at the two graphs and you'll find out they're both the same except one's got shaded areas properly and the other one hasn't.

Ex: Person drinks too much. You tell him to stop drinking BIs come in. A "reasonable" person will think the BIs are because he was told to stop drinking. No, it's because DRINKING is NOT the RIGHT WHY for this person. It's NOT what is wrong with him. You have missed.

This tells you a great deal about personnel, right? Now, those tests which require opinion to evaluate, are tests that you want nothing to do with. Like the Rorschach, the Minnesota multi-phasic. You might as well just go out in the pasture with a shovel, you'd get the same answers, if you pardon my crudity. But the psychologist has gone over into the significances of his own evaluations because he is so significant and his right, left side graph would go down if he were processed, and then the left side, right side would go down if he were processed, and then they would come back up. You see that that throws your significance test, do you get it?

21.) Actually, people love to have their lives inquired into. It's a great relief to them. If you stick to the TRUTH and don't invalidate them. An ESTO will only feel bad about doing it if he can't find the RIGHT "why".

If anybody ever gave you a Rorschach and you simply said; Rorschach's the inkblot test, and the way they make them is they drop some ink on one side of a sheet of paper and then they fold the paper over and then open it up again, and now they've got inkblots on both sides and that makes an inkblot. And then you're supposed to look at the inkblot and see what you see in it, that sort of thing. If anybody ever gave you one of these things, don't ever bother to answer much and say, "I don't see anything in it." It absolutely ruins the test. Or say, "It's ink on a piece of paper." Actually, it was a child's game.

22.) Psychoanalysists are not liked in this respect because they are always finding and indicating the "wrong why".

Now, most of these tests and so forth were born out of the area of phrenology, which is reading the bumps on people's skulls to tell their character, and that's where psychology came from in the first place, and why they eventually went deeper and thought it was the brain. You think I'm kidding now, I'm giving the actual fact.

23.) They will find the slightest early childhood "lock" and indicate it as the "reason" for all the person's problems and neuroses in life.

IQ, precisely timed, is another factor. You don't want anything to do with a person whose IQ is below seventy. I'm now talking about personnel. You want to regard with some suspicion somebody whose IQ is only ninety, and processing will raise an IQ at the rate of about one point an hour of processing. These are really the three types of tests.

24.) They know Dianetics "works". They use it to get the person to recall childhood so they can evaluate their own fixed idea to the patient when anything comes up that seems to fit. Ex: "Aha, you hate your father because he didn't change your diapers when you were a baby!"

Now, there are some other tests, there are some other tests that are given, such as how often can you, how long does it take for you to arrange the blocks on and get the round pins into the round holes and square pins into the square holes. This type of spatial relationship test, and so on. And they had one, and those are very quick tests and they're usually were used by Ds of P to determine how many hours of processing somebody needed or something like that. A little, little test that only took five or ten minutes, it only took a short period of time. I say it only took five or ten minutes to evaluate, it might take much longer than that to do. But these tests were thrown out very early in Scientology because Mary Sue could do them all in one minute and thirty seconds and they're supposed to take twenty minutes or a half an hour. So they didn't think the test had any validity, because it had no grade range for one minute and thirty seconds.

25.) So your action with a staff member is to find the information about what is causing the non-optimum performance, tell them what it is and to handle it. If you get GIs, you've got it. If you get BIs, you haven't got it.

Now you are dealing, you are dealing in personnel then, against certain stable things, and these stable things are those tests, and I've now given you the types of tests. There are some other things which you can evaluate personnel against, which is past record. But that is subject to false reports. But they're, it has validity. Statistics are usually fairly valuable, and the higher in the org the statistic is, the more validity it has. The individual statistic of how many envelopes he stamped today, or something like that, have a tendency to be falsified or not be as accurate. But the higher you go, the wider a span of org the statistic represented, the more value, validity it has.

26.) If you didn't get GIs, then immediately find the RIGHT WHY.

Well, let's start at the obvious. The Commanding Officer of an organization whose gross income and paid completions were very high, you know, that sort of thing, that's, the validity of it is great. But somebody who licked stamps, the validity of that certificate isn't, you see, that's open to question. But no statistic at all and he never kept a statistic on the post, is also terribly significant. So therefore, the evaluation of personnel can be done with fair rapidity. It includes the test battery, it includes his ethics record, it includes his personnel record and it includes any record of statistics the person might have.

27.) Now, however, if you have to handle the same person every day, then it's more deep seated and is an AUDITING problem, and requires case handling.

Now, that is very, very good to know; that you can actually have some index of evaluation. You will err more in the direction of failing to believe it than you will err in any other direction. The person had a very, very thick ethics folder and he was very, very wrong, and you say, "Well, he's a good boy now and so therefore we will..." and oh god, you've had it. Now another thing is, is the strange hopefulness that people will get, in lower level organizations particularly, of putting somebody on a post just to have a body there, and hopeful that then auditing will handle the person.

28.) Remember, you are just trying to get the person to do the functions of his post and produce his products without Dev-T. So if he DOES, fine. If he doesn't, find the WHY and tell him to handle. If he DOES produce then, fine. But if it goes on and on, only auditing will handle it. You have a PC as a staff member.

Now, it is true that auditing will handle a person, but you as an Establishment Officer have to know the degraded being technology. There are two or three policy letters with, HCOBs with regard to this which make this very, very plain and should be part of any Establishment Officer's packs, because he'll fall into this hole. Orgs since time immemorial have fallen into this same hole. Yes, yes, it's perfectly true that a hundred hours of processing and all of his expanded lower grades and that sort of thing and so on, will make this person far more able than he is. That's perfectly true. You've hired a pc.

29.) Remember this: IF SOMEONE IS GIVING YOU DEV-T - and you are the expert in handling it - THEN they are raising HELL with every one else in the org, because those people don't know how to defend themselves against Dev-T!

Now, a staff member is somebody who handles pcs. Pcs do not easily handle the public and you've just mixed your personnel pools. You've tried to take your staff from the pc pool. Now, the second you put him on staff he will absorb or tend to absorb all of the auditing that should be available for staff, and the F/N VGI percentage of your staff will fall if you have too many of these people, because you will be processing them and you will not be processing the staff at large. So therefore, the staff at large will be going for weeks, months, even a year without a session, while obsessively people in the department of processing will go on continuously processing Joe Schmoe because he's in such terrible shape. So you're rewarding a down stat and the principle of rewarding a down stat is the principle which drives civilizations right on out the bottom. He really ought to be out there with a job, shoveling coal or something, and buying his processing.

30.) F HE GENERATES DEV-T FOR YOU AND IS HARD TO HANDLE,HE IS HELL ON OTHER PEOPLE'S LINES.

Now, you can get very soft in the head on this. "Poor old Joe Schmoe is a good fellow, let's send him to Flag where his case really can be handled." It's very true that Flag could handle his case, but it's also true in many instances that Flag is not about to. Now, that's very important to an Establishment Officer because you'll find these people scattered through your divisions. So how do you estimate this sort of thing? Well, by the factors I have given you and by the thickness of his pc folder while on staff, plus his current meter check. Now, an Establishment Officer should know all about meter checks and meter checks are not sec checks. You just put the guy on the meter, what does he read, that's it. Where's his TA, does he F/N, does he have a dirty needle? It's just a meter check, you just hand him the cans. Furthermore interviewing and so forth with a pc on a meter is a very, very interesting activity because you will immediately find the charged up areas.

31.) You are only getting a small portion of what he is handing out elsewhere.

Now, I always do a D of P interview metered. A personnel interview I would also do metered, if it really came down to the fact that the person was on staff and I was trying to find out what was bugging him. Not somebody you're hiring off the street. I would have him on a meter and I would have an idea, I would make a bunch of guesses, let me tell you how I would do this. I'd make a bunch of guesses. Is it his home life, is it his wife, is it his boss, is it an overload, is it because he can't study? I'd just do a little bit of an assessment list, see, I'd think of all the things that might be bugging this guy. And with your experience which you would pick up very rapidly; if you haven't got it already you would pick it up with great speed, because it is survival for an Establishment Officer to accumulate more experience in one small unit of time than anybody else does in a lifetime. Experience with handling something.

32.) Just indicate this datum to executives and they will have a big realization about this - because they have Dev-T sources on their lines, but perhaps didn't realize that when not in view to them, then Dev-T is being caused on the REST OF THE ORG out of sight!

So you do his little list and you sit him down, you say, "Well Charlie, I want to ask you about some things now. How about your blok-a-blogs and how about your wok-a-blogs and how about the wik-a-wogs and your home life, and how's your wife treating you these days, and so on and etcetera and so on," and my god, you find out it's his boss. He was bugged on the subject of his immediate senior. His wife was getting a divorce from him, his creditors who were charging into him from all sides, these things don't bother him at all. So you could a terrible mistake by assuming that you knew all about this person. "Well, Charlie is getting a divorce you know, I mean of course he's upset." And that doesn't bother him a bit. You see what I mean?

33.) Now, what about this guy you can't handle? Well, you could Comm EV and off-load or have a fitness board, etc. But it is worth-while to SALVAGE personell as long as you don't take it to great lengths. You give them a chance. Always give them a chance.

So an interview of you standing around frowning at the guy and talking to him and trying to get out of him somehow or another what is this, I mean how come he keeps being absolutely unable to put file folders back in the files, and how is he so disturbed that he never seems to be able to do this, all he does is take them out and put them on the floor. You're trying to hat this guy to make some files, you see, how he doesn't file the invoices into the base file, you know? And you argue with him and you talk to him and you tell him a half a dozen times and you keep finding this is not done, and it's bog, there you are. See? And you can just waste fantastic quantities of time and yourself generate a lot of dev-t by throwing the guy into cramming, by sending the guy for a disagreements check, for doing this, doing that, doing a lot of other things, because you're trying to do something before you know a why. And so, before you take any broad, sweeping actions on a case, you better know why.

34.) For example, you can have an "Estates Project Force" to do jobs under Supervision. MEST work.

Now, there are certain lists that help you out a great deal. When you send somebody to study who can't study, why, there's a study correction list. We're rich in this material now. You go down the study correction list and you will find why he can't study. It is a very long formidable list and it's an auditing action, and an Establishment Officer would not be doing it for the excellent reason that it's an auditing session. And it would have to be done by an auditor and it'd have to be done at that point of the pc's program that it could be done. You can suddenly order these things into the middle of a program and practically wreck the case. C/Ses will raise hell with you at that moment and they will say, "You get off my lines and so on, and stop ordering these people over to correction because they're all here and we don't want 'em." And the reason for it is is they then have to pick up the pieces, and they get tired of picking up these pieces and then they take it out on the people who ordered the people to have these actions.

35.) But watch out, because a remarkable thing can happen. Others will use the Project Force as a PERSONELL POOL and put these Dev-T producers right back on a post BEFORE they are handled!

Now, you've right now got salted through the organization about a hundred and fifty people who have had a rather down tone set of questions asked them. They got reads on these things. He talks about you're about to shoot the organization, you know I mean, they're all sort of down tone, they're really trying to leave or something, and this kind of thing you see, they're very down tone. And they've got lots of reads on them that weren't cleaned up. I took four of them, got a twelve auditor to clean them up on four pcs, and they felt marvelous right afterwards. See? So these checklists and so on which then don't get anything handled, can be sometimes very gruesome. So don't make them down tone or accusative. You can ask the guy anything you want to ask him and he will feel very good as long as you don't invalidate him too heavily in the questions.

36.) People just coming into the org could also get their basics in by being put on the Project Force while learning their basics.

You get off, you see you can get easily off into the sec check zone. When I'm talking about this little list of, "Is it your wife and is it this and that," I'm not talking about sec checks, I'm not talking about, "Are you really stealing money?" I might say, "Have you got overts?" but I wouldn't try to tell him what they were. You get what I mean? See, you just want to find out the zone where he's having trouble with. You're not auditing him. One of the first things you do when you do that say, "I'm not auditing you." Yeah, you let him talk about them a little bit and you'll probably get an F/N. I wouldn't turn it into a big auditing session, but I would find out such a thing, the guy just can't bear to study.

37.) So there would be two categories on the Project Force:

We had some fellow who went into a total confusion, he was on the FEBC. He arrived here, he was in a total confusion, he was in terrible shape. Every time he tried to read an HCOB, he had tried to read one one time in a former org he was in while he was on drugs or something, and people tried to clean this up and that didn't clean up, and he just went sort of dweee every time he started to read an HCOB or a policy letter. Now that's interesting. He has to take an OEC doesn't he? So we pinned up a bulletin upside down on the wall and had him confront it for two hours and he came through it. There's a mention of this kind of thing in study tech.

Category A: New people learning their basics.

Now, there's these bugs, these whys. Now, this person is supposed to be occupying a post, he's supposed to be producing something for the organization. That is your point of view. The auditor's point of view, he's trying to do something for the case. You're trying to do, when you do this kind of action and look at tests and that sort of thing, you're only interested in the effectiveness or efficiency of this personnel and how his morale affects it. Now, you'd say that is a very, very cruel, a very capitalistic, a very super totalitarian communistic way of looking at personnel. But it isn't. If this guy doesn't produce, his morale will remain on the bottom. Production is the basis of morale and an individual who isn't completing cycles and getting something done and so on, will never have good morale. I don't care how many ice cream sodas he can have a day, I don't care how many liberties he gets a week, I don't care what you do for him. If he isn't contributing something to his immediate environment, he's a gone dog.

Category B: People who have had a chance and are being rehabilitated so they can produce without Dev-T.

Now, a person who is very evil-purposed, a psychosis by the way is simply, we know what psychosis is these days, there is a bulletin on it, but it is simply an evil purpose. It means a definite obsessive desire to destroy. Now, anybody has a few evil purposes when they suddenly think of, of having to do this or that that they don't want to do. They say, "Boy, I'd like to get even with that guy," or something. That's not what we're really talking about. This is the monitoring evil purpose which monitors all of this guy's activities. And that is a psycho, that is a real psycho.

38.) Don't put Category B people back on post until they ARE handled.

Now, there are people who are PTS and who act fairly psycho, and there are people who are, quote, "aberrated." They've simply got out-points in their thinking. The psychiatrist never differentiated amongst these people. That's because he thought people had a disease called mental illness. And I refer you to Manufacture of Madness, this is an exposure of that fact. It is not true, there is no such thing as a mental illness, there is no bacteria which produces psychosis.

39.) Employment, Exercise, and a Change of Enviornment can do wonders for a person.

So it falls into three groups. The guy is a really, an evil purpose boy, he's out to destroy the lot. His whole life is monitored by this, he's getting even with his..., and he does it in the most remarkable way. Criminals and that sort of thing are motivated this way. These are guys, and they're very hard to detect because they carefully cover it all up while pulling the rug out from under anything. Now, these fellows are rare. It is very easy to say; well they're not all that rare; but it's very easy to say that anybody who is acting a little odd or is not doing well on post is psychotic. He may be PTS. One of these cats, somewhere in his life or in his family, may be running into him with a truck.

40.) Before psychairitry, there were practitioners called "Alienists" who used to do this kind of therapy. Back in the 1800's.

So he's a potential trouble source because he's got an SP somewhere in his environment, and he will act pretty mad. A psycho may do some strange things or may not. His behavior does not monitor his, it does not show you his psychosis. The PTS guy, he's fairly obvious. He's way up today and he's way down tomorrow and he gets a beautiful session and then he gets terribly ill, I mean, and that's the history of his life. If you look into his folder, you will look at a folder summary and you will see that every two or three sessions is a repair. He, he can't stay on a program, that is to say he can't stay on the advance program, it wouldn't be such a thing as you finish up this guy's Dianetics and you give him his straight wire and so on. Now, that can be a C/S's fault that he was never brought up the grade chart. But the truth of the matter is, if he's PTS why, he goes a little distance up the grade chart and rolly coasters and has to be patched up, and then goes a little distance up the grade chart and then he has to be patched up, and then some fool lets him way up the grade chart and he gets there and then that all has to be patched up, and then he goes a little bit further and then he has to be patched up, and it just, it looks like Coney Island. See? Hence, rolly coaster. He was OK last week but he's not so good this week. The guy can rolly coaster on post, don't you see.

41.) Employment, Exercise amnd Change of Enviornment with Supervision will Extrovert people quite remarkably.

Well, the detection of that is perfectly visible to you whether you're trained as an auditor or not, right in the pc's folder summary inside that folder. You look it over, the guy that's running fairly straightforwardly even though lengthily, even though he gets innumerable rundowns and so forth, why, it's going on F/N VGI, F/N VGI, F/N VGI, F/N. And if the other one will run F/N, did so-and-so on Dianetics, run such-and-so, so-and-so, BIs or BER, bad examiner report. And then F/N, then F/N, then high TA, high TA repaired, so forth, BER, BER, F/N. Now, somewhere in that guy's vicinity, he was connected with a suppressive and that's all there is to that. He has some familial connections or something like that. There's something going on in this fellow's life which is most remarkable.

42.) If a staff memeber is doing this and getting his basics in better and his staff hat on, why then he can have another chance.

Now, just because somebody is connected to a suppressive doesn't necessarily mean they cave in. Sometimes the suppressive does. But where you have staff members who continuously rolly coaster, you're dealing with a PTS. And PTS policy and so on is dead on, dead accurate, and we can solve it these days. The PTS rundown, it can be done by a Class IV, and it's not difficult to do and it is a new accomplishment and that can be solved. Now cases or staff members fall into two categories with regard to this first category, the management scale, which is what I'm talking about. They fall into two categories. They fall into the category, if they're bad off they fall into two categories. Do you follow?

43.) You will find that you can salvage a lot of Dev-T producers that way. So there should be such a unit. But it MUST be run right!

They fall into one, you're about to take him on staff. Don't. And the other is, you've got him on staff, now what? Those are the two categories. You solve the first one, don't take him on staff. The second one, now what are we going to do with him? Now we're into that sort of thing where you've inherited the mistake of a recruiting officer or a department one of yesteryear. Now, what are we going to do with this guy? We just going to shoot all these birds? No. But there is a thing called a fitness board, and a person can be sent before a fitness board, but in all justice a person shouldn't just be sent before a fitness board and shipped off. No, no, no, because that brings about terrific insecurity, and it is just a damn bad thing to do. It takes a court or a comm-ev to put somebody in front of a fitness board, just like that.

44.) You don't want it to happen that no one ever gets OFF an Estates Project Force. That way no one would ever get another chance. And if it was new staff, they never would get ANY chance.

45.) We have found that if you use a new staff member as an HCO Expeditor, he gets sneaked into a post almost immediately WITHOUT hatting.

46.) Most of your failures here at FLAG were because a new staff recruit came and was put at once onto a post without basics. It was VERY UNeconomical. Ex: Four were put on in Mimeo Files and 8 months later had accomplished NOTHING.

47.) So it is a waste of time to put someone on post with no BASICS in.

48.) The principle these Project Forces work on is: ONE JOB, ONE PLACE, ONE TIME. If you just scatter them around through the org, the whole purpose is defeated.

49.) If that rule is violated, then you will NOT get a result of your order to "assign this person to the Project Force until case and study are handled".

50.) It takes an MAA (Master at Arms) or Ethics Officer to be in charge of such a unit.

51.) They are run on Project Orders to paint, polish, build, renovate, clean, etc. Thus they are doing productive work and are not a drag on the organization.

52.) The MAA muster them, orders them and keeps them working. The MAA is NOT a member of the Project Force. He is Hatted Staff Member.

53.) So it is a valuable, organized, operated, producing unit.

54.) They MUST have study time to get their basics in. When graduated from Basics (or RETRAIN of Basics), they go onto a regular post.

55.) The anxiety of people for posting more staff will defeate the project force unless it is protected very strongly. This anxiety for personell can cause enormous Dev-T in an org by itself.

56.) Ex: Stewards area crashes, plates broken, area filthy, execs frantic. It was found that the steward's project force were all put on POSTS in the area without completing their basic study and hatting.

57.) So there is a way to salvage people. You don't have to comm EV, Fitness Board, or offload them necessairily.

58.) UNLESS they are definitely a "pc2 after all this. They will tell you they are only there to have their "case" handled.

59.) Staff members have to handle the WORLD. They don't have time to handle ALSO cases within their own ranks in the org.

60.) The amount of Dev-T will interiorize it, engulf it, and it won't be able to function.

61.) Now I have given you the methods of establishing whether a staff member or recruit is allright or not, and the methods of handling him when he isn't allright.

62.) It's a sort of a STANDARD TECH for handling staff. It's STANDARD ADMINISTRATIVE TECH. This is what you do, ok?

63.) Now, if or when the staff is OK, you just hat and train and keep improving his post performance and you are away!

64.) Then the division or org will function.

65.) What you as an ESTO will tend to bog down on, is that Category of "NOT OK for post". Don't get FIXATED on this kind of people or you will neglect the org!

66.) Remember, don't "reward a down stat" with your time and attention to the exclusion of other producing staff, or you won't have a division or org.

67.) A C/S can fall into this trap too. He doesn't do the steps to get trained auditors, so sticks trying to keep on handling the same thins over and over.

68.) As an ESTO, you may have to hat the C/Ses too.

69.) You say. "Bit wow! He's a Class 12, What do I know about his post?"

70.) Oh, yeah? He may be a Class 12 Technical Person, but REMEMBER, auditors quite often know NOTHING about administrative tech. It is one of their MAJOR WEAKNESSES.

71.) If you try to put a Class VIII; NON-ADMIN TRAINED person on, say, HCO, you WON'T get a HCO Exec and you have LOST an auditor.

"EVALUATION... PART 2" -6- ESTO SERIES - 4

72.) So if that occurs, you know as an ESTO, you have PLENTY of hatting to do.

73.) Now if you have a highly trained technical Person who is ALSO trained as an administrator - WOW! This is great! Teriffic!

74.) But it can get lopsided the other way too. You can have a staff member who doesn't even know the ARC triangle!

75.) You will find both conditions:

- People on ADMIN posts who say "HCOBs have nothing to do with us".

- People on TECH posts who say "HCOPLs have nothing to do with us".

76.) So, if you as an ESTO are handling a C/S who can't get his auditors delivering successfully, you will normally find he has not completed the cycle of:

1) Instruct

2) Cram

3) Retread

4) Retrain

but has become stuck in 1) and 2).

77.) Now a "RETREAD" is Method 4 Wordclearing on ALL the materials of the area of tech the auditor is goofing up on. So after a few Instructs and Crams, you order a "Retread".

78.) You as an ESTO should know how to do M4 on a meter to find misunderstoods in people's hats.

79.) M4 does not interupt auditing or "ruin his case". It can be done anytime. It's just spotting and handling specific MUs.

Tip: Don't ask too broad a question or you won't get anything.

Ex:

"Is there an MU word in your hat?" - WRONG.

"Is there a MU word in this PL?" (as he looks it over; READ!) - CORRECT.

80.) A RETREAD can also be done in a cycle of:

- EXAM on materials.

- M4 on areas of not-know or wrong answers.

- RE-STUDY those areas after MUs handled.

- EXAM on materials to a pass.

81.) After this he goes back to auditing. Now we Instruct and Cram again a few times. But if he goofs up continually now - we send him to 4) RETRAIN.

82.) A RETRAIN is a whole re-do of the course as if he was a brand new student.

83.) Then back to auditing. Now, if he doesn't make it, that's it. An auditor is allowed only one RETREAD and one RETRAIN.

84.) That's all you are willing to spend. It's EXPENSIVE to the org to retrain its auditors, in terms of the "coins of the org".

85.) You are always spending the "coins" of the org when you are handling personell. It's expensive. So don't always spend them on the same guy.

86.) I hope you never run into it, but sometimes a person will not send auditors to cram or retread because it "might ARC Break them". Wow! How about all the pcs THEY are ARC Breaking?

87.) So, if you find auditors goofing after many crams, Courts, chits, etc., it's because the RETREAD was never done. It is a missing gradient in study. Somewhere the guy missed it.

88.) They can't LEARN or they can't DO. The missing step or MU must be found so they can LEARN and APPLY.

89.) If a person like this is sent to a project force, he can learn to DO things, CONFRONT Mest, to BE there in the Universe instead of just "figger-figgering" all the time. He can EXTROVERT, REACH outward, EXTERIORIZE, LOOK outward. Nobody ever made them do this.

90.) The Instruct, Cram, Retread, Retrain cycle applies to ADMIN Posts as well. As an ESTO you may have to send 3/4 of an area or division to Retread their hats. Or to Retrain while on the Project Force. Just like that you don't have a division. The Product Officer is screaming!

91.) So how do you handle? You DO it. You may do it on a "one or two" at a time basis, or make the remaining staff cope like mad until the retread & retrains are back. You hold it there by "forte main". (Main Force).

92.) Here is the real test of an ESTO. Because he will find people who have been there a "long time" but who have never done basics. And those who are overdue for retread or retrain.

93.) People don't know "why they are there" or have "orientation" without the basics.

94.) The WRONG thing to do is to just conclude they are malicious or insane and just "shoot them".

95.) So you do as I've told you. Find the why. Put on the hats. Demonstrate a product producing ability. If needs basics, get them in.

96.) You may have to do several evaluations during a day's work to find "whys". A very LIGHT day might be 4 or so.

97.) It may be more like 20! But these are not the kind of Evals you do by writing it all up and doing a program. You do it from Observations, Questions & Answers to get Data. Evaluate and analyze the data to find outpoints, investigate more thoroughly that area with the most outpoints, find the WHY. Indicate it, and issue the order and get it complied with NOW! It can be all done in your head and the orders given verbally. But you better know the ideal scenes and policy for the area so you don't cross it and cause Dev-T yourself. Got it?

98.) Now you are handling human beings, and they have feelings, so HE&R is definitely a commodity here.

99.) The HE&R is handled by

1.) Finding Right Whys.

2.) Issuing the Correct Orders to Handle (Indicating the correct action).

3.) Never being reasonable about it, but being direct and forthright.

100.) Now when you get somebody this DOESN'T work on, you have a pc there, a case.

101.) This is an auditing situation and requires "handling in depth" of a being who is way off the rails. This is best done while he is on a Project Force getting in his basics.

102.) You DON'T want to keep them on post in the org because they are basically:

• OUT OF COMM

• OTHER PURPOSED

• HAVE PROBLEMS

• ARE ABERRATED

103.) Ex: After lots of auditing, he finds he has always had a problem with his mother, but she has been dead for 20 years.

104.) Aberration is NOT the same as Insanity.

Aberration is the basis of OUTPOINTS in thinking.

105.) There are the:

1.) INSANE

2.) PTS

3.) ABERRATED

106.) These are the 3 categories of being or states of being that produce NON-OPTIMUM behaviour.

107.) They are 3 ENTIRELY different things.

108.) The INSANE you detect by graphs and behaviour. (SP Characteristics, Ev. Purps.)

The PTS "roller-coaster" - grief, anatago, 1.1 "nice", propitiation, up and down.

The merely ABERRATED has outpoints in his thinking and doing.

109.) I made a list to handle these "aberrated" ones. It's called an "HC list". (Because at one time there was going to be a "Hubbard Counsellor") (or "Consultant".)

110.) The HC list is simply an OUTPOINT LIST. And it's assessed.

111.) It's to find where the guy has outpoints crossing up his thinking.

112.) Having "outpoints in thinking" makes a person look very stupid. But it can be handled.

113.) I will outline these 3 for you more exactly:

- The INSANE person will make destructive "mistakes" and "errors". But they are NOT mistakes and errors to him. He knows all the time how to do it right and is DELIBERATELY trying to harm or destroy the organization. He is doing it KNOWINGLY. He will try to "cover it up", pretend they were "mistakes", etc.

- The PTS will get on everybody's lines, cause a lot of Dev-T, and be observed to go up and down the tone scale like a "yo-yo".

- The ABERRATED will appear stupid in some areas, make mistakes, etc. but will handle when the outpoints are handled. He can improve.

114.) Now these are the 3 lowest categories pf personell. (A totally untrained person may ALSO apper "stupid" and make "mistakes" BUT in the course of normal hatting improves at a rate exactly proportional to the knowledge & application he receives by getting hatted or trained.

115.) So there is the ABERRATED one with outpoints who has trouble learning and applying.

And the MISSING DATA one who just needs hatting and then all is well.

116.) The guy who is NOT trained or hatted has missed his gradients and just DOES NOT KNOW. This is the "MISSING DATA" staff member.

117.) You, as an ESTO, are dealing with the field of OMITTED TECHNOLOGY.

118.) Where a staff are unhatted, the technology has been OMITTED.

119.) It's not that it doesn't exist. They just didn't study it or read it.

120.) Now, the ABERRATED one, who has OUTPOINTS in his thinking, don't believe they are just to do with Scientology or Tech or Policy. No, he's got them there all the time. If he's an "altered sequence" outpoint case, his time track will be all mixed up and he will talk and explain things also OUT OF SEQUENCE. Ex: " I came to the Sea Org then I left home before I was born."

121.) The simple outpoint of "OMITTED TECH" bridges from the aberrated one to the usual qualified staff member who CAN be trained and hatted. (And usually looks for the tech and data HIMSELF to learn more about his job.)

122.) So the 3 types of UNQUALIFIED STAFF are: INSANE, PTS (simply connected to somebody who IS insane), to the ABERRATED (outpoints), then to the OMITTED DATA (who just needs to be trained) and this bridges right into the QUALIFIED STAFF MEMBER.

123.) If you are very lucky, you will be dealing with these second types (QUALIFIED) who just need to be hatted or told what to do.

124.) From here on, your usual hatting and ESTO tech works very easily and well. If not, you have skipped a gradient or passed a MU or failed to detect the guy was really in a lower category.

ABERRATED = HC LIST

PTS = PTS RD

INSANE = PrPr 6 or Expanded Dianetics, etc.

125.) And when hiring, you will save yourself enormous amount of trouble by just NOT taking on a "pc".

126.) You are dealing with PERSONELL.

- PERSONELL ACQUISITION

- PERSONELL CORRECTION

128.) The Jesuits, I was told once, are taught to accept the world as it is and begin there. This is what an ESTO does. The staff he has are the staff that is THERE and that's where he begins.

129.) So when you go back to your org, we start with what you've got and start hatting them. Then if it doesn't work on a few, they are in these lower categories, so you find which, and handle.

130.) So you are dealing with people as they ARE and as what you HOPE they will be.

131.) So how LONG can you deal with people on a "HOPE THEY WIL BE GOOD STAFF" basis?

132.) Well, with an auditor it may be several MONTHS. Therefor, the recruitment of auditors should take place far ahead of anyone else, and no matter how soon you start, it will be too late. There's ALWAYS a need for auditors.

133.) So you do work on a HOPE basis. But when you walk in to a division, you start with what you have RIGHT THERE, RIGHT NOW.

134.) Then your HOPE factor comes in - What you HOPE to do with the personell and what do you have to do to make that HOPE come true?

135.) And that is your up-grade toward the IDEAL SCENE.

136.) And many are the losses which one must be willing to experience in this line of country.

137.) So realize that you are still making progress when you do three steps forward and only 2 back ( a way they tech the school children in Russia). You will eventually get there.

138.) If you expect success with EVERY human being, you are an optimist the like of which is not seen much anymore, because there are other STRESSES operating on people in the culture of society today.

139.) And other STRESSES in the org itself. Ex: A high exec wants a key staff member to go onto a network job or to Flag, or they want them offloaded.

140.) How do you handle this? Well, don't just sit there and try to "defend" the staff from Execs. That won't help. But do make a sound recommendation on what to do to either SALVAGE or REPLACE the person.

141.) The only way you will get in trouble as an ESTO is if the staff are not getting MORE EFFECTIVE ON POST as you go along.

142.) If they stay the same or get LESS effective, execs and staff both will be colliding with you, AND them. The Dev-T will get enormous. (Ex: You fail to handle the Treasury Division Hats, so the staff don't get paid after waiting in line and the check for payroll can't be cashed till Monday. Now you have HE&R from staff, execs, everybody! All over Treasury AND you.)

143.) So you had better give a "hope factor" to the guys you are hatting too! So they will feel the future will be better, less noise and confusion, stable orderly working conditions, regular pay, etc.

144.) Get them to envision a little more of the "ideal scene" that they CAN envision.

145.) If they finally get to where they ARE producing and wearing their hats - their MORALE will go right on up and they will WIN.

146.) If you guide them well and do the standard things to handle them, these guys will WIN.

147.) It would be great if it all went 1, 2, 3. You get a hat compiled, get it in his hands, check him out, get him producing and then you find it isn't working out - he's OFF post every time you come around. Why? - Well, THAT'S your first EVALUATION.

148.) Now, be prepared to find out anything. And when you do find it out, handle it.

149.) So expect these "bumps" in the road. But you have the tools to handle it. And when you have the "Right Why" handled, it will all straighten out - bongo!

150.) And the beautiful part is that you will find that the "malice" or "bad intention" under it was so slight, in most cases, as to be nearly negligible.

151.) (Gives example of an area where all staff were ridgy, B.I.s, antago, sullen, etc. Finally investigation discovered the "Right Why" that even the staff didn't realize until indicated. Then VGIs and cooperation all over the place. The staff had been driven by outpoints and "wrong whys" into almost a "quiet mutiny". Now, it all blew and VGIs came in - and there was NOT malice or bad intention in the whole area!)

152.) So I just wish that some of these birds who used to run Slave Plantations, and guys like Napoleon who used to run armies and the heads of some of these totalitarian States, would do a little study on the Data Series.

153.) Because they would find out that man was not an "evil beast".

154.) The INABILITY of the Catholic Church, Angelican, Methodist, and other faiths, to unravel the "WHY" that lay behind Human Emotion & Reaction (HE&R), that conceived them utterly that man was a "sinful" being convinced in sin, born in sin, and would die in sin. He was "EVIL". You can see them now shaking their fingers at their congregations and preaching that they were all "evil sinners". No, they just never had the RIGHT WHY.

155.) So, your own future MORALE as an EESTO, ist greatly dependent on your ability to penetrate a situation and discover a correct "WHY".

156.) The definition of a WHY is: "something that will move something higher toward an ideal scene".

157.) And your REWARD will be the total CERTAINTY that you are NOT handling MALICIOUS OR EVIL BEINGS.

158.) Thank you very much!