An organization which would leave, an organization has so many registrar minutes to invest. And the registrar minutes it has to invest determines the number of sign ups which an organization has.

Interviews with the registrar, two hundred and eighty-four. Is somebody kidding? For one registrar? No, no, no. Figure it out for yourself. There's two hundred and eighty-four interviews during the week, then how many registrar minutes could there have been spent with each prospect? And you'll find out that it couldn't have been at all. They must have dusted off a chair in the waiting room, or something. Do you get how you figure out the coins? This is the internal economy of an organization, and these are the real factors of economy.

Now it's the HAS that makes them available to be spent. He's in charge of the personnel, he's in charge of the lines, and he's in charge of the spaces, so he also must be in charge of the potential coins that the organization has to spend. Not dollars, they're worthless. He's in charge of how many auditing hours the HGC can furnish, how many instructor minutes can be furnished, how many interviews done, how many typist minutes, which contributes directly to typist letters. You don't sit around all the time wondering about this letter stat. Get real. It's typist minutes. How long does it take a typist to type a letter? And you will immediately see exactly that you have a ceiling.

1.) A group which has the idea of where it's going and what it's going to do, and is not all individuated one from another, can normally pull together so it will eventually make it.

Now the letter registrar that is dictating the letters is that many registrar minutes, but that required a certain number of folder actions, and you can immediately determine how many letters out the organization can achieve. Now this is economy. I'm not now talking about this corny Hungarian stunt where they go around and tell Wilson, "Well all you got to do is borrow a hundred million, billion from the next international banker that comes." That's not economy, that's crap. We're talking about real things. We're talking about real things. We're talking about typist minutes. And you sit down, it's an elementary exercise in arithmetic.

2.) Here in the SO (1971), we are on the edge of a 2 year survival, just beginning to make it. We are doing this into the teeth of a relentless enemy, and we hear his "death rattle" once in a while. We will make it, but now are on the margin of survival.

What's your letters out? Well if you're going to have to do letters out, and if somebody wants the letters out stat up there's going to have to be another typist. And then to keep her busy why there'll probably have to be two more typists to keep a letter registrar busy, so you're going to have to hire an entirely new team of two typists and a letter registrar. And then that's going to keep central files in a worse turmoil and so on, so we're probably going to have to put somebody on to central files as a liaison. "You want more letters out, I have to have four people." Central files clerk, additional central files clerk, additional letter registrar, and two additional typists to keep up with this one letter registrar. Now you got production. Now you got letters out. Now the degree that the HAS sees that their hats get put on, the quality of that production will get very good. They can bang out any old kind of a letter. We've received one of the funniest letters here, I; once in a while a staff member or somebody, an aide or something's name will appear of course on some old organizational CF or address file. And they will get, they will get a letter from this organization, see, in Cococomo or some place. And they quite often are quite good. Don't worry about that. But we received one one day that was hilarious. The letter said, "Dear blank, You are invited. Signed." Marvelous letter. Oh! Their quality could be improved. But with that short a letter I imagine their volume was pretty good.

3.) We are in a world which is very "topsy-turvy" (upside down) economically and otherwise.

So anyway, the HAS can go at a slip shod basis and just hope that it all happens in some fashion, and sit there with a total cacophony, and mess going around in his vicinity, and the lines just all going so on. Listen, if it's enturbulated in an HCO then the HCO does not have control of the lines of the organization, obviously. So where would, should be the first point of calm in an organization? The calmest, most orderly place in the organization should be HCO. If HCO is woof woof and wow wow, and zom, zoo, and then the line's are going and there's mobs of people busting in and so on and etcetera, and... I won't give you much for the rest of the lines in the organization. They couldn't possibly be under control.

4.) The MINIMUM of survival is to be able to operate for 2 YEARS without making a penny. That is the BEGINNING of viability.

Now here's one for you. Here's a product/org officer datum. The product officer and the org officer separate right at the point of line. When the org officer zone is entered, it's at the point of line. The product officer who finds himself handling line is already into the province of the org officer. 'Cause the org officer, and essential part of organization, is the lines. A simple thing, like the dispatch that gets from here to there, and so on.

5.) And IF YOU DO have to operate without income, you have time to get REALLY BUSY and handle it.

Now a product officer of any sort whatsoever is running without lines. He doesn't have any lines. He doesn't have any lines at all. He's going around as basic observational actions mainly. But we get into a thing where a line; I'll differentiate this exactly; it's where a line has to be formed in the organization, where a line has to be formed, at that point and at that exact point an organizational line has to be handled or put in, you have now entered the province of the org officer.

6.) For instance, "cash bills" were so bad over the world in 1969, October, that I didn't expect Scientology to survive. It was an insolvent mess. The "cash-bills" of Scientology Orgs were crossed. (Bills were more than cash). (Note: Bills = Debts Owing.)

You could, out of self defense as a product officer, get somebody to do something that had to be done at that moment to go through. But the second that you have to transfer this person, or do something like that and so on, you're into the province of the org officer. You often find yourself in that province in production.

7.) MSH originated the "Financial Planning Program # 1", which I issued as an ED, to handle.

Now the basic lines of the organization are in the control of the HAS. And those lines all have to be neat, and so on. So, it is nothing for a product officer to find something out with the lines. This is the main thing he finds out. So therefore, an org officer ought to do dummy runs. And there's two types of dummy runs. There's just plain dummy runs, you just go through the organization's public lines one way or the other, try to get hired or something like this. Or try to take advantage of this new free offer. And go into the proper point, and so forth, and just try to get it. You sometimes find yourself in practically a fist fight.

8.) In 7 or 8 months, she achieved the result of ALL ORGS SOLVENT. It was a HARD job.

Well what you find out is passed to the HAS. That's passed to the HAS as a direct signal that his lines have to be established at this point. The other type of dummy run is a bull bait. And you take a whole bunch of questions, take a whole bunch of questions which the public would be prone to ask, and you'll be surprised how funny some of the questions are. And you just dream up these questions. "Well I have a check here on the Farmer's Bank of De Moines, and it is for two thousand dollars. And I owe you two hundred and sixty dollars, so if you could give me the change why then I would be happy to buy the fuff fuff." And so forth, and see what your cashier does. See what he says. See if he handles it at all. And you find out the bulk of the cashiers just sort of say, "Get out, get out! Yah!" That's not the proper public response.

9.) She found that many orgs were very unreal on how much they cost per week to run, so they didn't know how much they HAD to make to stay solvent.

And therefore, your bull bait, your bull bait dummy runs pay off, because the bull bait dummy run tests the personnel. Just the plain dummy run just tests the line. Does the line exist? Even if you say things to the personnel, does the line exist? But it takes a bull bait dummy run to test the personnel.

10.) The next step is NOT JUST to make as much as you need per week, but to start to buy SURVIVAL, and that is, at a MINIMUM, a 2 YEARS RUN WITHOUT A PENNY WALKING IN THE DOOR.

So, the organizing officer in his spare time could very easily throw in plain dummy runs and bull bait dummy runs and so forth, and he'll furnish a lot of the material for the HAS. So if the HAS were on the ball he'd run his own dummy runs, wouldn't he? It's actually an I & R function to do a dummy run. Form one, dummy runs, that sort of thing.

11.) That would get you over most political and other crises.

So, is there an establishment there is all the organization, or the organizing officer's trying to find out. Is there an establishment there? Now the HAS of course is being fixed firmly with the responsibility for putting the establishment there. And you're going to get all kinds of vagaries, and he's going to get in all kinds of trouble, and he's going to get in all kinds of arguments. And he's also going to get all kinds of wins, because one of the arguments he's going to get immediately is, "We can't afford it."

12.) These are the HARD FACTS OF LIFE. So how much Establishment can you afford?

As a matter of fact, in Washington at one time there was only one thing that was ever came out of any finance lines and so forth, "We don't have any money." And they had found this as the pat pattern answer to anything that was brought up by anybody, and they found this always worked. And this was how, not to give any..., I forget who was, who was handling money there at that time, but it was just that. And I kept hearing this coming back on the lines.

13.) Obviously YOU CANNOT afford an Establishment which doesn't PRODUCE. And, YOU CANNOT afford people IN the Establishment which do not produce. And YOU CANNOT afford to harbour machinery which doesn't produce, and offices which have no service use. THESE are the things you CAN'T afford.

"We don't have any money." It was an errant lie. I think at that particular time for Washington we had a fabulous reserve, and we were running along great, the staff was well paid and everything of the sort, and, "We don't have any money". Well it was no R because it was a lie, but this was how it could never do anything. So that is the wrong answer, we don't have any money. But he will run into this, he will run into inferences like this. So he should always prove his point. And the way he proves his point, to show the coins he has. These are the coins which we have. And the coins are the volume, potential volume of production per department, for the final product of the department. Not necessarily the final valuable product of the org. But these are the coins which I am furnishing, and we should be getting so and so, and if we're not then there's something wrong some place else not me... Somebody is neglecting to bring about a demand for consumption. The created want isn't there. And if I can furnish one hundred and fifty coins called auditing hours per week in the HGC, and I'm not being asked to furnish any more, then there is something wrong. Therefore sales and delivery must be very out.

14.) The WRONG way to do it, is to fire staff to balance you books when the income goes down.

Now it isn't up to him to manage the thing, it's up to him to hat things. It's up to the production officer to say what can be produced, and to bring about a consumption of the product.

15.) The way to do it is HAT, TRAIN, and get MORE PRODUCTIVE on post, the staff members you do have.

So, by the way, that's why you will eventually have to have a PR man as a staff member of the, see it's a PR/advertising type liaison as part of the production officer. I'm just neglecting to mention, it's part of that person's duties to bring about actions which increase consumption. He'd create want, and so on. So a production man couldn't actually operate too long without PR assistance, whether he was doing it himself as I used to do, or whether it was being done for him. That's why he has a PR man.

16.) The manager always has the responisbility of providing work for his workers. (Somebody in Russia ought to learn this.)

The rest of it is, is he's handling human emotion and reaction inside the organization, but remember he has a public outside. And that public outside is actually of a senior importance to the public opinion inside. And he's got to test that, and he would know what tone scale to launch his campaigns and his ads at. And he could collect old successful campaigns that were successful, and where the people came from that bought services some earlier time, and all of this sort of thing can be done. So therefore, it puts a production man in charge of consumption to know this.

17.) It's not just "how much Establishment?", it's "how much Production?"

But nevertheless, it's the HAS's responsibility to furnish the coins which will meet that consumption. For instance, he could actually go down department after department, and demonstrate how many hours of production, how many production coins that is to say, how many auditing hours, how many instructor hours, how many this and that, how many student hours. Pardon me, instructor minutes, student hours, how many bulk mail mailings, how many letters out, how many this and so forth. And he could cast up the immediate stat of the organization.

18.) Now we are back to Resources. How much Resources does the HAS have that can be utilized by production?

Now an organization that just runs accidentally on stats is not being run. That organization is running the person. It's running the HAS. And of course his area'll be very confused.

19.) It's very simple. Income for last 3 months was "X". Therefore expenses over next 3 months must be "1/2 X", and income must be "2 X".

He should, and could, carry a shadow line on a graph, which would tell him immediately who to hat. He knows what the well done auditing hours of the organization should be, because he has that many auditor hours to expend. So, the very well done auditing hours and so forth, or well done auditing hours ought to be the number he is furnishing. It's very simple, he's put the coin there to be spent, has it been spent?

20.) Then you are at a QUARTER of income for Establishment if you target it and pull it off.

Alright, so the well done auditing hours are twenty-five, and he has potentially got himself a hundred and fifty well done auditing hours, it shows up on the stat at once, the stat of the organization. So he knows it's sour. So he knows he hasn't got an establishment, doesn't he? He's got a flub.

21.) Most organizations are terrifically INEFFICIENT. The IDIOT answer is to "close down" some part of the org or "lay off" thousands of people. But that's what the wog world does! (like General Motors)

So who does he hat? What does he find? Of course it's quite obvious what he'd find in that particular case, he'd find a registrar. And he would then find a tech sec. He would also look at how many were done and how many were well done, and he finds out that eighty were done, a hundred and fifty could have been done. Eighty were done, and twenty-five were very well done. And out of those figures he knows who to hat, who to demote, who to promote, and what type of personnel he's got to have at once. So he is in control of the establishment, isn't he?

22.) That isn't management, that's an INSULT to idiots!

So, for every department he could have a stat. And that stat would tell him exactly how many letters could be gotten out, how many this could be done, how many that could be done, how many students could be handled. He could map the whole establishment, the whole establishment's stat ceiling, and that you could call a stat ceiling. That stat ceiling per department would give you exactly what the potential of the establishment was. If it was not running close to that potential then it was running inefficiently, and there was something wrong with the production officer or the org officer. Now let's say nine tenths of these stats run great and the other stat doesn't. Well this would be a matter of a conference on that point, wouldn't it?

23.) Look at it. They have THAT much Establishment. What is the management responsibility? To get the production CONSUMED, not reduced. Their Product Officer is a lousy manager.

So, by stat ceiling you could measure your establishment. And if you haven't measured your establishment by stat ceiling as an HAS, then you couldn't possibly have any idea of who was doing what with this car. Now it's one thing to put a bus there, and it's another thing to get it driven. And surprise, surprise, he could still handle, he can still hire bus drivers.

24.) You DON'T reduce production, you INCREASE CONSUMPTION.

Now the actual potential and capability of a production officer would be how many of those coins are spent. There's the stat ceiling, how close is the stat to the stat ceiling? And that is the effectiveness of the divisional production officer, the divisional secretary, or the production officer of the org. What's the stat ceiling?

25.) So if you have 12 auditors and only half work for 6, WOW! You better increase the consumption! It's not enough to JUST produce products, you have to increase consumption of products, or in the case of auditors as producers, you have to UTILIZE them.

Now people could get right puzzled with me when I keep crashing in to tech services and saying, "Hey hey hey, hey, get this point on," and then not beef it up or something like this. See, something wrong here, something's wrong. Looking around, looking around,

26.) A good manager, P/O & O/O, will balance these factors out.

looking around, looking around. Well that's because it hasn't approached the same number of hours as are available. You look down, you find out we have five fully qualified auditors on full time training. Uh uh uh uh uh! Uh! Five fully qualified auditors on full time, ahh! We find that we will be needing a whole bunch of HDCs who are OT 3. But, I find all the HDCs being trained as Class VIs, and are not spending their time on advanced courses. Uhh! You get the idea? So these are the criteria by which you operate.

27.) That is why PR, Distribution, and Dissemination are so important. You've GOT TO KNOW what people want. You've got to estimate what they want and predict what they want - and provide it.

Now if you've got a stat ceiling, and you've got your stats, no matter how big or how small the organization is, what have you got? You got the effectiveness of the HAS, the effectiveness of the product officer, and the effectiveness of the org officer. The effectiveness of the HAS is in question only to the degree that he's hatted people. What's his hatting and training? What was his recruiting? That's how that brings his in question. The utilization of that time, that brings in the product officer. How many products are turning off of this line?

28.) Example: People "say" they want "new" Tech. But the "old" Tech hasn't been correctly produced. They really want "workable" Tech - and RESULTS.

There's things like completions. Completion gets into the airy-fairy land. Now the product officer who can turn out more completions per unit of auditing time without going quicky, he's a good product officer. "How many of these courses can we finish up?" Right now I could do a horrible thing as a product officer, particularly here. There's a lot of people who have come to the ship and so on, who have an awful lot of incomplete cycles in terms of courses. All you'd have to do is survey how many courses they had, and then survey how close they were to the end of which. Which course were they closest to the end of? Which grade or which this or which that or which other thing, in other words you do a full, full survey. So you had all the courses, all the grades, everything else. Do this, sit down as a production officer, shoot his completion stat by simply making everybody finish up that one that was closest to the end on the courses. Get all of these, all of these, all finished up, see? Brrr! You would have actually an instructor minute situation, which was minimal, and you would have, you would have this fantastic completion stat.

29.) This missing factor in this example is QUALITY. The quality of the Tech was missing.

Now a very dirty trick would be to move off then and put another product officer on the job and say, "You see?" And then for years later say, "Well, when I was product officer of that org..." Actually he would have done well, because those people should have completed those things. But you can always, you can always find some products lying around. The only point I'm making.

30.)

Now therefore, there is a difference between the product officer and the HAS. The HAS has got simply the facility there to produce the product. He's just got the facility to produce the product.

By his hatting he can handle the control, that is he can control the quality of it to some slight degree. To a considerable degree actually. But actually it's the product officer who can play ducks and drakes with this line up, and he could either make it look awful or he can make it look terrific. And it would be the product officer who, to a marked degree, monitored the size of the establishment. You got that?

31.) If you connect up a guy who CAN'T DO IT with a guy who wants it, you are going to have immediate production problems and the fullest Qual you ever heard of!

If he's going to have much of an establishment he's going to have to do an awful lot of PR, advertising, survey type actions. He's going to have to really know, boy. And he's have to have his, have to have that special programs units over there pocketa, pocketa, pocketa, pocketa on special project pilots, pilots, pilots, pilots, pilots, pilots. Let's see if we can't; why don't you approach some old ladies? I understand that there is a hotel outside the city which has a lot of resident, let's put an auditor in there. Sounds mad, see? It doesn't matter. Out of all of this all of a sudden one pays off. The total cost of running all these special programs is peanuts, and the income of one of them is a half a million bucks. Do you see? Well that takes care of all the rest of them.

32.) We had a situation where Qual dropped out the use of their basic tool - the Green form. They would start in handling from the top, fly a rud and end off. What about the REST of the GF? Well, it wasn't being consumed, but that's where some cases need to be corrected to finish their Qual Cycle. I solved it by having the GF assessed once thru. Then take the biggest read and handle it. Bang! - cracks the case every time.

It's, the product officer doesn't keep shooting the whole organization into, and every time I release a piece of tech, organizations unfortunately try to shoot the whole of their production line into this new action. I could shoot them. I could just shoot them in cold blood. They keep doing it. Why do they do it? I don't know. I think it's a peculiarity, which also shows itself in some FEBC student applicant, some time or another will move aboard the ship, and he will say, "It's a fascinating bulletin, even though it is several years old." He wouldn't say it if he knew what hilarity it produces. The rebuttal to the thing is, is the law of gravity has gone out because it was discovered in 1649. You get the point I'm making?

33.) Of course, the auditor MUST know how to read the meter and run whichever process is needed.

Now even with all this product system and so forth, we haven't antiquated the org board. What org board did we fall back to? We fall back to the best production org board we had, which was '67. You won't find there's very much violated along the line. We're putting the cream on top of this cake now. Alright, I'm not trying to make fun of FEBCs, don't look so contrite. But it is a nuttiness, and I'm just talking about it because it is a nuttiness.

34.) Most of your big ideas in production are about SOMETHING YOU HAVE ALREADY GOT. The "big idea" is, "how are you going to USE this?"

Yesterday's process we can't use anymore, because we've got this process. I'm sitting here right now playing a mean trick, just because of this. A mean, vicious, snarling trick. Actually I'm not. The truth of the matter is we're handling such dynamite in this new rundown which we have, that it actually couldn't go into orgs that would flub. Any; we had somebody over list the other day and knocked a case, just a little tiny flub like that. Poof! Straightened it all out yeah, but ooh.

35.) UTILIZE YOUR RESOURCES is the answer. On the "Green Form" example above, the campaign could be - "Come in and get a Free Green Form". This would correct the Tech outness and get the person back on lines as a CONSUMER.

No, I'm not necessarily, although it will look so, determined that they will use what they have at this time. The real reason is because it's got to be a very, very groovy org indeed before they can handle this, otherwise it'd just blow them right off the face of the earth.

36.) But by survey, we find that GFs have got a bad name because people had them done the old way and were tired of them - so we campaign for "Free Case Analysis".

So if you look into this, if you look into this with care you will find out that the product officer will make all of his cash out of yesterday's development. And there's where he gets his overages.

37.) If you are promoting the "Free Case Analysis" or "Case Cracking Analysis", then somebody has to run like hell and keep the lines in, auditors ready, etc.

Now I told you the trick of making somebody finish up the course. He could really shoot the moon. And he sends somebody out on his PR line, or the person who is serving PR in the org and so forth, "Will you please go around and survey how many courses people have started that they have not done. Now we're going to get all those cats back in, and we're going to finish off their courses." "Yeah, but you can't get any money for that." Oh yes you can. You've got your nerve making anybody given a course; I'll show you a product officer goof. There was no product officer there, but this is a goof to end all goofs. The eight course got longer and longer and longer, and longer, and finally I think the person has to be an eight, the more newly graduated eights are all ninety years old. Well do you know what's contained in that package? This is wasting the facilities of an organization now.

38.) This would be the O/O's job, not the HAS or Establishment Officer. Because it's a temporary thing - a pilot.

So the HAS puts them there. Now they can be wasted by the product officer, or they can be made capital out of by the product officer. So I'm just showing you the relationship between the two. The HAS, he's got the coins there to spend, how do they get spent?

39.) The line for this pilot has to be Person Recieved, Escorted to Auditor, Assessed, C/Sed, Escorted to Reg to be told what he can now do about it - buy a Case Cracking intensive - and signed up. If all these steps are not in, then the whole "big idea" will fail and you get no increased consumption of auditor's time for PAID intensives.

Let me show you this goof. There was an eight course. It took us three weeks to teach the eight course. We taught it with ferocity, we shouldn't have. Probably made engrams all over the course. I know it's been successful ever since. "Well I was thrown overboard five times on the Royal Scotsman." You can hear it now, it's actually the badge of the eight. In a huge survey it was only mentioned twice, through eights and so forth, and one of them had distracted him so he couldn't pay any attention to the course. But, all due respect to that. You'll have to cut all that out 'cause it's very bad PR ever to bring up a flap, you know.

40.) We had a "Hospital Project" once where Ministers went to hospitals, cheered up people and gave them cards with a phone number. The project was destroyed by having no person as a terminal to answer the phone. That is an example of a "big idea" with no O/O backup.

The main strength and awkwardness of this is, we had a course. Why didn't people go on teaching the course? Oh no. They added every bulletin that came out afterwards to the eight. Every bulletin, every bulletin. Yeah, the eight course checksheet got bigger and bigger and fatter and fatter. They were still selling it for the same amount of money. Now what would a production officer's reaction to this be? Student hours, instructor minutes, he was throwing them away. Throwing away student hours and instructor minutes. He was also throwing away cash.

41.) The O/O then would handle these "Special Projects" from "Big Ideas" of the P/O. Then, if successful and continuing, the HAS would incorporate them into the Organization.

Now let's add to it this one. Everybody who comes from an SHSBC taught in this, has to be retrained, so we retrain them before we teach the eight course. And then the eight course of course includes all the bulletins which have been issued in the line, from '68 'til '70. Geezus Christ! Viability goes out the window at this point. Why?

42.) The HAS should then also have "HCO Expeditors" to use under the O/O on these "Special Projects", so the Org doesn't get ripped apart, and vital posts don't go unmanned.

The price of the eight course is now covering, in terms of instructor minutes, it's now covering an SHSBC, an eight course, and all the stuff since. And do you know what the course line up really is? It should be an SHSBC retread, for which that SH should be charged, full price by the giving org. Auditor comes in, class VI, can't audit, that's it. Retread. We'll run a retread course, we'll teach you how to audit, that's it. The bill immediately for an SHSBC goes to that SH. And boy I'll tell you in very short order they will cease to give flubby SHSBC courses, right?

43.) You find HCO Expeditors today "filing in CF" when long ago the HAS should have had TWO CF Clerks. Or "helping in HCO" when LONG AGO the HAS should have a FULLY ESTABLISHED HCO.

Alright, the eight course is three weeks long. Guy comes in, goes home, he's an eight. Now it is something to be an eight. If you don't believe it, try to work with a six on eight technology, who isn't an eight. Or try to work with a person of upper technology above eight, who doesn't know the eight technology. Uagh! Horrible! So, the guy really never even had a chance to become an eight, see, because he was so interested in coming here. Actually there's an auditor band which starts just before the exteriorization run down, and runs up to about the middle of 1970, which is a nine. And believe me, there's plenty there. There's plenty there, there's plenty to know about that stuff. And starting then, for sure, we have had to specially train stellar eights and guys who were nine, had to specially train these guys to make them tens. So it isn't anybody trying to merchandise something. You want to know why somebody can't do, give a class IV an exteriorization run down. Well... They just make a mess of it. Exteriorization run down should be done only by nines.

44.) No, if Expeditors have free time, they should be on STUDY to become more hatted and valuable resources. And their best use outside of that is for these special "big idea" projects - NOT off filing CF someplace.

There's a bulletin out which brings this about, but I haven't seen the courses emerge yet. Every moment those courses are not publicized, every moment that those courses are not in at any AO, any moment, every second that they're not in is costing the real coins of the organization, which is student hours. Do you know that other organizations sending in somebody to an organization cannot afford to send that person months and months and months. Can't. Afford to send them for three weeks. The fee is not the totality of it, it's the loss of his services to the organization. That's the real thing that is lost. And the fee for the course is not it, and even in terms of money. It's keeping the guy there during that long period of time that's expensive. So your viability goes out the roof. The second that a production officer takes his finger off his number and says, "We are not selling something at its proper price," the price in his terms being what is the coin the organization is paying. Then all of a sudden what happens? Then the organizations, the little organizations can't send anybody to the course to take an eight course, because he won't come home until he's ninety-nine. Do you see? So that's, that's bad production thinking. Alright, it's being changed right this minute, but I'm giving you various instances.

45.) So the HAS's job is to maintain the Establishment. And to do that we have an ORG BOARD. IT is NOT accidental. IT is PRODUCTION oriented. It is NOT an "arbitrary".

You could make a fortune right now. A guy blows from a Dianetics course. I turned out a little project, didn't even think about it very long. But it would have been a winner. That organization which did it, I don't know if I have any reports on it. It's just to the effect of who, who blew? Who didn't; no, no. This one is different. Anybody who's had any Dianetic auditing, anybody who's had any Dianetic auditing should come in and take a Dianetics course. Now that might or might not work, because you would get failed cases and so forth. But you could fill this in with this kind of promotion. The promotion that could be thrown into the line up very easily is very often people do not make good gains, or make all the gains possible out of Dianetics intensive, unless they've had a Dianetics course. And then you quote several success stories to that effect. Now that would be the production gimmick on the thing.

46.) Every one of those departments on it has a PRODUCT. And if you work it BACKWARDS FROM the product and sub-products of the org, you end up with the 1967 Org Board!

So alright, you've all of a sudden got course minutes. Now it's easier to furnish course minutes than it is auditor minutes. But once more, if an area does not have very many auditors, it's got to furnish course instructor minutes and student course hours, because it can furnish those, up to a point where it gets some auditors, in order to function.

47.) How does a HAS post the Org? He fills it up to the degree it is demanded by production.

So what do we look at here? That is the spending of these coins. But who puts the coins there? The HAS puts the coins there. And if he doesn't have enough coins there, and if he doesn't have any reserve pools by which he can get more coins to spend fast, he's always in a mess. Therefore the post is almost unhandleable. Almost untenable. 'Cause he's the guy who puts the coins there to spend.

48.) He expands his Establishment by increasing the posting of his existing Org Board.

A good HAS will rub his hands together and say, "I'm going to put five hundred auditor hours per week as coins into the HGC, and we're going to fix up the lines, we're going to fix up the tech services and so forth, and we've got to C/S and train, we got this, that and the other thing. And the plan and form of the organization are so and so," and this he tells the production officer. "And this will all be ready, and my schedule on the thing is something on the order of about sixty days I will be able to have this. Will you at the end of that period of time, will you have those things consumed please?" Brrroom!

49.) And to do this he requires resources. I've given you one pool of resources - HCO Expeditors.

Now there's another method of looking at an organization, isn't it? So the burden of the HAS is very, very heavy indeed, because he's got to furnish the coins which can be spent. Then he's got to have reserve coins that he can spend. And the real coins of the organization are not the dollars. An organization that doesn't make dollars is going to be up the spout, or around the bend.

50.) Occasionally you get a personell man who thinks his personell pools are the bigger and better running Divisions!

Now as far as the lines of an organization's concerned, and an HCO which is enturbulated and so on, there is this kind of thing. Do you think a pc would be enturbulated if you started a process on him and you never finished it? Do you think the pc would be enturbulated?

51.) A mad scene in the SO is "missionairing". Missions have PRIORITY. And you should hear the screams of the Establishment people. But, in the SO, the Product comes first. And our Product is "Scientology around the World".

Now we get into the real field of third dynamic auditing. Administrator handling the group. He has what is called administrator TRs, that cut through the noise, the chatter and the aberration, and get the action done that he has specified to be done. And it works on the basis of, it works on the basis of everytime, stable datum in a confusion, Problems of Work. And youshould know that little check sheet backwards and forwards, because the hatted person can stand up to the confusion, and the unhatted person can't. So how do you back off the confusion out of theorganization, is you well and efficiently and accurately hat the people.

52.) Actually it puts a heavy burden on the 3rd Mate (HCO) on the ship.

So, the HAS who wants to get an organization whose own HCO is grrr, and enturbulated and so forth, would have to have pretty good administrator TRs. They're being written at this particular moment, and all the FEBCs are going to be run on them. And they'll wish to god I'd never invented them, probably. I think you have to wear padded shoulders and knee pads to get through these TRs.

53.) But he should get clever, and read the old FOs about a MISSIONAIRE UNIT. That would give him an extra pool to draw from, if he sets it up.

It's the inability to confront a confusion that wrecks the administrator. So he squirrels. What would you think of a D of P when the auditor comes down and he says, "You know, this pc is running very badly. What do I do?" And the D of P says, "Well, you do so and so." And the person, the auditor goes off and he comes back and he says, "I did that." And we actually had to have a patterned action for that. The patterned action originally was "What did you do," and you find out the guy did something entirely different. What was out? It was TR0, TR0 in that auditor. By the introduction of TR0, that was the end of that. We didn't have that problem in organizations, I mean in auditing anymore.

54.) The Missionaire Unit spend most of their time studying and on guard duty. If another higher trained missionaire is taken from the org, they can "fill in" while he's gone. Or they go as 2nd or 3rd missionaires to get experience.

Alright, well you're seeing the entrance here of the same thing, only it's on the third dynamic. What confusion can you confront? And into what confusion can you hat? And that is the test of an administrator, and would be the test of an HAS par excellence. What confusion can he confront? Because if he can't confront it he'll just blow off of it and squirrel. "Oh I see, you really can't have anybody on that post, and the line can't go that way because aah, ahh! Alright, anyhow. Blll! Ooh! God, I got out of there." See? His administrative TR0 is for the birds.

55.) So the main problem of HCO is to get PERSONNEL POOLS. His main FLUB in DESTROYING what organization has been put there.

So he walks in on this post and this post is so on, and they say, "And we can't handle this, we've got the backlog because it's time look at all the piles that go into the..., it's all the boxes, you see? And we can't have of, there's no bla, you see?" And he says, "Gee, oh well. It's a mess, I guess." And he walks off, back to his desk.

56.) This can be done by "having all the Qual terminals audit in Tech Div. to handle the backlog". That is HCO?S FLUB for not predicting the volume of delivery and TECH Auditors required. (for Example)

You would be surprised what a commodore's messenger goes through. Flag always has about two or three stratas of Sea Org in progress simultaneously. And it has the new recruit strata, and it has the student strata, and it has the old timer strata. Well you'll get sensible actions and so forth, but with this admixture of personnel around you get a certain amount of confusion, because there will be a recruit on a post where you will expected a veteran every once in a while. Well you can always tell this, 'cause you usually get an explanation. And the commodore's messenger has become, actually they look like little kids, and they fine, and so on. Actually they can probably do better administrative TR0 than anybody in the game. I just sent one on a mission, by the way, 'cause I knew they'd have to do some confronting. So I sent somebody up there who could confront. See, simple. Messenger walks up, and he says, "Would you please turn on the heat on A deck?" That's the message. But..., that's of course a carried intention, don't you see? And you get, "Well it's on, and it's on," and they've just run into somebody who's just taken over as an I & R, and they're a new recruit because the ones we had have already been sent out to take care of some other ship or something of the sort. "And you can't turn this valve because of the valve, and it doesn't in the other jiggydoazit and so on, and shchevom, yeah. Got it?" Commodore's messenger says, "Turn on the heat on A deck."

57.) So what are the HAS's resources: Money, People, Hatted People, Trained People, Very Valuable People, and the Materials of Knowledge, and the MEST to assist production.

Sometimes if they can't get it through at all they come back and they say this, "He's explaining." I say, "Who is it? Ah, so." So on. So, just run it up another echelon, because I know I've run into a recruit who is standing a watch point. You'd be surprised. These characters have the got whole ship taped. They know exactly the degree of hattedness of everybody on this ship. The hattedness is usually excellent. But they know where it isn't. Why? Because the administrative TRs in.

58.) It is a POVERTY HCO if it has no resources and has to unmock what it builds.

As you go through your organization, and you find out there's a confusion, and all the chairs are lined up and there's nobody sitting in the chairs, but the people are outside and they should be inside sitting in the chairs. And there's somebody behind the desk, and he's got a whole pile of invoices, and he seems to be counting something. You say, "What are you doing?" "Well I got to do..., and there's an emergency action here, and we've got to get in the financial planning, and the amount of stat which is coming through, and so on." "How about, what's your post?" "Oh I'm qual reception, I & I. And so on, I got to get this..." "Now wait a minute, wait a minute, wait a minute. How about these..." "Well look, I've got this all, this is all, it's very easy to understand because if we don't get the stat in by two o'clock, and so and so." "Hey, how about all these people?" "What people?" "All these people. They're outside. They should be at least in here in the waiting room, and so on." "Oh those, yeah, well I got to get the..."

59.) It's as stupid as using the wood from the house you just built to build a 2nd house.

Look, you're just looking at a bank. A bank expressed on the third dynamic. Some lines are out here. And it isn't up to you to invent a new solution, it is up to you to gets done on that post what is supposed to get done on that post, just like it is up to an auditor to get that command done. And if you've got that down, that's all really you need to know about getting an organization in. The HAS would have to have this in par excellence. He would have to have this in gorgeously. He would have to be able to confront any god's quantity of confusion, and he'd have to know his organizational technology enough to know exactly what hat to put on, how fast, at which instant. He knows what's supposed to be happening in this particular zone and area, and he puts that hat on. The person says, "Well I can't wear this hat and this office is all..." "Put the hat on." "And the bla bla, coming down and lying on that, there's eighteen different sizes and so forth."

60.) You say the problem is FP? Well if I was a HAS who couldn't get the pay for new staff through FP, I would "not OK" anything the P/O wanted until he produced more with what he had and he could afford more Establishment.

Hat! "What are you supposed to be doing on the post, what are you supposed to be here, what are you supposed to be," and so on. "Oh well, yeah. Well yeah. Oh, you mean I got something to do with these, with these dispatches? Oh." And you get the reverse. Total dedication to a dispatch line. All hell breaking loose outside the office with somebody comfortably handling his stale dates, as slowly as possible.

61.) It could get so crazy that the HAS is transferring all the staff each week to keep up with production. Trying to run a 345 man org with only 15 staff!

So the basic requisite of an HAS, and certainly even much more so of an executive director, production officer and org officer, would be his TR0, and his knowledge of what was supposed to be happening there at that time, his knowledge of confusion and the stable datum. And he knows that if he gets the stable datum in, which is the hat, the confusion will go off. He doesn't stand around and argue about this, that and the other thing, he just gets the hat on, and it belongs there at that time, gets the line connected up that should be there, yes. And then he goes back a half an hour later to make sure it's still there.

62.) When production is not adequate for the Establishment, then the Establishment goes "poor" in all its resources.

Now one of the things that happens to a Sea Org mission occasionally is that it goes into an org, the org does what it says while it's there, the Sea Org mission walks out, and the org does exactly what it pleases at once. In other words, the ethics presence was not extensional. That has happened more often than once. Now that would mean actually that the place couldn't confront its own confusion. So to that degree you have to teach an organization to confront its own confusion.

63.) Its main resources are of course TRAINED STAFF MEMBERS.

You're about to see bull baited administrative TRs. Such a TR is trying to get a piece of paper put from one table onto another table, with three people around the first piece of paper, and three people around the second table. With the three people at the second table completely unwilling to receive any piece of paper, and the people at the first table completely unwilling to part with the piece of paper. Bull baited putting somebody's hat on, meaning by that, just a cardboard hat. All the reasons why he can't wear this hat, why he doesn't want this hat, and hasn't got anything to do with this hat. That's actually what it takes.

64.) And willing auditors, and cheap expansion space, and sources of inexpensive materials and equipment of the org - like filing cabinets.

But an HCO brings order, and that is the drill that brings order, because what are you dealing with? You're dealing with hats, lines, you're dealing with space, you're dealing with certain products, in terms of motions which produce production actions. Dealing with organization actions, filing actions and so forth. One has to know what those actions are. One doesn't have to have it down perfectly, one doesn't have to be super pleu perfect, and when one doesn't know what a unit is supposed to be doing and the unit is getting along alright, one should have enough sense to back out quietly and close the door. But a unit that isn't running alright, and its stats are down and so forth, one shouldn't go in to hear the explanation and then back out and close the door. That is the one thing that is wrong to do.

65.) The WRONG way to do it is to spend 8000 Dollars for new desks for P/O, O/O, & HAS. That's beginning into the incredible practice of "spending money you don't have".

So anyway, the HAS then has the job of putting an establishment there. Well, establishment is an orderly arrangement. It is an orderly arrangement, so therefore everybody in HCO should be capable of bringing about an orderly arrangement. If HCO cannot bring about an orderly arrangement, it will bring disorder into the org.

66.) You CAN do this in this society. Very clever. They are ALWAYS WILLING for you to "spend money you don't have" - credits, loans, etc.

Now all of this may not be expressed in old policy, but what do you know? It doesn't violate old policy, the old policies which were written yesterday. These very interesting policies that are several days old, that should be issued again.

67.) But we DON'T do that. That is why we STILL own our own souls and why we are NOT in the "pockets" of the International Bankers.

Truth of the matter is that unless you have a center or a focus point in an organization, which is a stable point, which is then bringing order to the remainder of the organization, you will only have an enturbulated organization, you won't have your production coins to spend. So, one of your jobs is getting something to spend in terms of the real wealth of the organization. And the real wealth of the organization of course is basically knowledge, and then the time and actions of bringing about what that knowledge can do. And that is the real wealth of the organization. And when you keep your eye on the main chance that that is the wealth of that organization, what do you think will happen to an office in San Francisco, as we had many, many years ago, calling themselves the Psychology Consultants? It went broke. But it was a horrible disorder, because the information that they were exporting wasn't even being used where they were. They were very individuated out from things.

68.) We are SOLVENT, are OURSELVES, and DO EXIST, because we make our OWN WAY.

So what do you, what do you basically, what do you basically have in an HAS? You have just what its motto says, "Bring order." But what is bringing order? Putting in stable data, and stringing the lines, in spite of the confusion. Many an HCO, if it is doing its job well would feel like a lineman, a telephone lineman, in the middle of a battle. But a telephone lineman can string a line in the middle of the battle. The point is, does he string the line, or does he suddenly Q and A with the battle? So you would get your administrative Q and A.

69.) Some staff wonder why I don't pay them better. It's the wrong question. I'm not even on their Board of Directors. Their low pay is a direct result of unhattedness for production in their orgs. If they produce more they get paid more.

You'd walk into the thing and the registrar is supposed to be registering somebody, but isn't, actually. Is engaged at this particular time in arguing with, of all people, arguing with the mimeo files clerk. And is arguing about who would have what lunch hour, or some other unlikely subject. Alright, what is the action there? The Q and A is, is to settle who has the lunch hour and walk out. You're asking the pc from where could you communicate to an elephant. Somebody walked down, a very funny HCO, I mean a very funny examiner report I saw here the other day, just as an interjection. Somebody walked by and they'd been doing a long list, and all hell had broken loose and their cases falling apart. When they hit the term elephant they walked up and said to the examiner, "I'm an elephant release." They were doing fine.

70.) This is the ECOLOGY of the Universe in which we live:

Now supposing this auditor had come along and the person said, "I don't particularly care to run that item." And, "Why don't you particularly care to run the item?" "Well actually I haven't, haven't received a letter from my mother lately." "Well what about your mother?" "Uh..." You've seen this happen.

• STAFF MEMBERS WHO PRODUCE GET PAID.

Alright, let's look at this administratively. Let's look at an HAS who does this sort of thing. "We've got to get in the registration line here, and so I'm going down and get in the registration line. Very good. Now what is the trouble with this registration line?" He's already opened himself wide open. And somebody says to him, "We really don't have any carpets." And he says, "Well what about these carpets?" "And well, it wouldn't get through financial planning, because Bessie Ann wouldn't agree to them." And the HCO sec goes off to see Bessie Ann.

Now if you just multiply this about five hundred times over during a day, an HAS sees that his life is utterly unlivable. HCO will eventually be ducks and drakes. The whole organization will be walking through HCO, it'll look like Grand Central Station. If I were an HAS and somebody came in to see me in the middle of a traffic period and so forth, and wanted to know when they were going to, when they were going to get an answer to their brother's petition to have free rehabs, I'm afraid I would not answer with a Q and A. The PR factor would have to be preserved, but in essence my action would be, "What is your post? What are you supposed to be doing? What is the traffic on it right now?" And that would be the answer to the brother's petition about his free rehabs. And then somebody would say, "HCO doesn't give service. Doesn't give me answers that I should be getting from the registrar, or from the letter registrar." Do you follow?

Now, HCO, a personnel would have to know routing, and so does every person in the organization has to know routing. And do you know who has to know his routing best? The executive director of the organization has to know more about routing in the organization than any other person in the organization, because about ninety percent of an executive's function is routing. Not only routing, but establishing the route to be routed on. A tremendous quantity of stuff early on on any post will come through, and all it requires is routing. Almost everything in your pending basket is mis-routed, and doesn't belong to you. And just on that basis of "this isn't mine", you can take a pending basket and route it. And not cruelly or crudely, you look it over and you'll find out that it's all mis-routed. So you didn't know what the hell to do with it, because of course it wasn't yours. And all it tells you is that routing is out, and there must be some other people around who don't know routing, so your action would be to get everybody checked out on a basic staff hat, and Chinese school on the org board, and a few more elementary things of this character.

So we do have the processes necessary to resolve the confusion. They do exist. Who runs these processes? The HAS. He's the auditor of the org. Only there's the thing called a sane establishment, and he mustn't go in the same direction that an auditor goes. An auditor reduces the bank to nothing. Let's not have an administrator reduce the org to nothing. He's not trying to run the org out, he's trying to put it there.

Therefore I'd say an HAS who can't do creative processing won't be very successful. And his TR, if his TR0 is bad so that he Qs and As in any way whatsoever, he won't be very successful. So these are the various requirements of it. But, if he can mock things up, and if he can hold a position in space, and if he can fix things, and if he does know confusion and the stable datum, if he's determined to bring order regardless of what, if he's determined to make the lines go on out and straighten out, if he's determined to put the organization there and bring order in it, and if he can confront a confusion without Q and Aing, if he can hat somebody, why, he's quite a guy. He's quite a treasure actually.

HCO personnel are so rare, because these abilities are rare, because he's basically an auditor to the organization. He audits out all the confusions in the organization, and that's how he brings order.

71.) Example:

Now what are his duties? To put the establishment there. How much establishment? How much establishment can he afford to put there. How does he figure out this establishment? Well he figures out the establishment in terms of production that will result in the greatest return to the organization, so he can put some more establishment there. And why does he put some more establishment there? So that he can put some more establishment there. Why does he put more establishment there? So he can put some more establishment there, of course. And what happens while he's doing it? He's got all kinds of people that don't know what he's trying to do, and doesn't know why he's trying to put the establishment there, so they say, "I've got a letter from my mother, and she has just said bongledong, and therefore I must gagob," and he says at that moment, "That's very good. There is the mail clerk. See if he has any letters for you. There is the mail clerk." "Yes, but my mother..." "Good. There is the mail clerk. See if you have any letters in." "Yes, but I'm in grief about this..." "See the chaplain. Messenger, take this person to see the chaplain. And come back and tell me if the chaplain was on post. Heh heh."

An Instant Hat of Staff gives VOLUME.

In HCO they think they're messengers who carry the mail around. That's because nobody is using it as a central hub from which order is brought. You can't bring very much order over a very long period of time unless you've got some messengers, I can assure you of that.

A Mini Hat gives some QUALITY.

So, this is where the thing goes. Now I suppose next I will be talking about the HCO department one, in sections, department two in sections, three, four, five, six, seven, eight, nine, and eventually chase it all the way on off the other end of the org board. But that would be sort of greedy. I would be taking all of your goodies away from you. It is you I expect to chase it all the way down, off the other end of the org board. All the confusion you have had in the past, with order following all the way along the line, viability rising, and the planet in our laps. Thank you very much. Thank you. Thank you very much, good night now.

A Full Hat gives VIABILITY.

72.) As a manager, your first thought is for VOLUME. You demand VOLUME of Product. Then as 2nd Action you demand QUALITY of the VOLUME. Then 3rd you calculate and demand VIABILITY.

73.) If you don't do, however, a bit of VIABILITY PLANNING before all this, you may have an awful time of it.

74.) You can predict from stats where an org will be 5 or 6 months from now. (Ex: AOLA will be DOUBLE its current 40.000/wk income and corresponding delivery stats.) So whose job is it to prepare for that DOUBLING of the Establishment? The HAS of the org. And whose fault is it if they DON'T DOUBLE the size of the Establishment - space, auditors, staff, etc. - ? The HAS of the Org.

75.) But it takes months to train, hat, and groove-in staff. And find space and rent or buy it. So who is doing it NOW? I don't think anyone but me.

76.) The WRONG time for the HAS to think about Establishment for the increased production IS WHEN IT IS ALREADY INCREASED. No, they must predict it and start way AHEAD of the increase by building up RESOURCES.

77.) We are going to see a boom in Europe. We are translating the lot!

• OEC

Into all major EU Languages.

78.) It needed a bright idea, because the cost of PUBLISHING all these things in all these Languages was prohibitive - millions of dollars. (NOT-VIABLE).

79.) The bright ideas was SIGHT TRANSLATIONS onto TAPES. The courses are done on tape or cassette by trained translators. The orgs then only need a lot of tape machines for the students.

80.) New tapes can be sold to the orgs every 3 months, because the tapes will wear out from so much daily use.

81.) The Russians are now fooling around with psychic phenomena. It's a field of interest the government doesn't fully control, so we release into their midst "Russian Scientology".

82.) The only reason you are not making a penetration in some areas is because NO MATERIALS are there.

83.) We are putting out KNOWLEDGE. When applied, you can get production, ability, case gain, etc. But the basis is KNOWLEDGE. So that's what we need to put in an area first - the TRANSLATED KNOWLEDGE.

84.) The consumption of the KNOWLEDGE is quaranteed. It's the basics of LIFE. But you must have the books, tapes, bulletins available in the LANGUAGE. And the SUPERVISORS for the COURSES.

85.) If you put in a FRAGMENT of something, IT WILL BOOM, AND THEN COLLAPSE. Thus we also need to have Supervisors, M/U Word Tech, and the OEC for the Organization.

86.) If you only put in a fragment of this Prod/Org system, it would boom & collapse. Example: The HAS gets 60 staff for the org, but none are auditors, all are unhatted. They would behave like 60 ENEMIES to the org and each other!

87.) A 60 man MOB is not an org nor an Establishment.

88.) So I've elected the HAS as the person who puts and maintains the Establishment there.

89.) If the O/O did all that, he would CEASE to help the Product Officer!

90.) If the P/O has no backup by the O/O, he can't increase VOLUME or QUALITY of products, so will fail.

91.) So the proper division of duties is for the HAS to care for the Establishment.

92.) The HAS must not take people from fast-flowing posts to give to the O/O to fill other fast-flowing posts. That's nuts. And it would be a HAS in POVERTY who didn't have any resources.

93.) Let me give you something from SOCIALISM that IS true. (Most of it is balderdash).

"THE WEALTH OF THE WORLD ARE THE REAL THINGS IN THE WORLD. AND THAT IS WEALTH. MONEY IS ONLY A SUBSTITUTE FOR WEALTH, AND IS NOT ITSELF WEALTH."

94.) Money is only valid to the degree that it can substitute for actual wealth. Money is only of any use to the degree that it can purchase things of value.

95.) Value is established by things that are WANTED. Value is established by "wantedness".

96.) You can fluctuate (change) value by making scarcities and demands, etc., but it is basically "wantedness".

97.) "Keynesian" philosophy is valid UNLESS you put it in the field of ECONOMICS. It IS VALID in the field of PRODUCTION, but NOT in the field of MONEY.

98.) So in production, you DO have to "create want" or desire for consumption of the products.

99.) What you are selling is absolutely priceless - KNOWLEDGE, and how to APPLY IT for BETTER, HIGHER QUALITY, LIFE or SURVIVAL.

100.) No "price" could be put on it. So what is its price? Its price is WHAT CAN BE RECEIVED FOR IT; NOT WHAT IT IS WORTH.

101.) So pricing is based, not on VALUE, but WHAT CAN BE RECEIVED FOR IT.

102.) And that depends on HOW MUCH IT IS WANTED.

103.) Once you have this sorted out and aligned, you can determine HOW MUCH ESTABLISHMENT THE HAS CAN PUT THERE.

104.) Don't just "fill in" posts on an org board because they are empty.

105.) Put up the org baord and then post it TO THE DEGREE THAT IT IS REQUIRED TO BACKUP PRODUCTION.

106.) Now the Command Lines will go mad to the degree you don't build it from the top. So the FIRST PRODUCTION man you put on is in-charge of everything AND does the production.

107.) When you have ONE auditor, he IS the P/O AND the whole of Tech and Qual.

108.) When you have more auditors, it's because you have a DEMAND for more auditing.

109.) That is created by RESULTS and BOOKS.

110.) The stats of an org are almost monitored by the degree the knowledge has been circulated.

111.) It's a direct relationship. The stats are proportional to the amount of KNOWLEDGE circulated by the organization. (Not by the amount of "sales-talk")

112.) So the HAS builds the org according to the stats he can build by. If he builds the org at a cost of 50% of the income of the organization, he's really doing great.

113.) A "rich" HAS is one who has reserves, resources.

114.) The wealth of the world are ACTUALITIES. A HAS is wealthy to the degree he has trained staff members, trained staff in reserve, auditors, supervisors, etc.

115.) A "rich" HAS could even ask the P/O to find work for 5 fully trained auditors not being utilized on production lines at the moment - great for use in Special Projects - time for a "big idea" - see?

116.) Or he could ask the P/O to produce more income so he can put on 25 staff - already hatted - to expand the Establishment.

117.) Interesting COINS: "How many auditing hours and Supervisor's minutes can the org furnish?"

118.) "How many students hours, public courses, etc. can the organization furnish?"

119.) That's a RESOURCES SURVEY done by the HAS. "How many hours?" for instance depends on how many auditing rooms and how many auditors.

120.) An HAS should know the resources of his org. The ACTUAL wealth. When he knows this he can then tell if he has spare or reserve resources.

121.) Example: Org with 6 auditors. WDAH for week 36. Wow, should be 150 with 6 auditors at 25 hrs each! So that org is throwing away their gold coins of 114 "auditing hours" every week. And this can NEVER be recovered for that week. It can never be "SPENT" again. They threw it away.

122.) It's "funny money. If you DON'T SPEND it - you HAVEN'T GOT is.

123.) Ex. Student hours. The course room fits 20 students. An 8 hours day org. So that's 160 student-hours per day. For a 5 day week it's l800 Student-Hours. That's the "coins" of the org.

124.) Now you understand why I say the HAS is "poor" if he doesn't have resources. Those ARE his resources.

125.) If he had 160 staff and only one auditor and one supervisor for 7 courses, he would be in poverty. Only 25 WDAH & very few supervisor minutes per course or student possible. That org would go broke FAST. It could not afford itself! There's nothing to deliver!