• "SEC ED" = Secretarially signed order of the Executive Director, expiring one year from date of issue.

The Executive Secretaries may not change or edit a Secretary's or AdComm's SEC ED but may only pass or send it back with comments.

A Secretary likewise may not change another lower executive's SEC ED in the Secretary's Division but must only pass it on or send it back with comments.

An Executive Secretary or a Secretary may have a job endangerment chit filed for refusing to pass a SEC ED an executive believes vital to uphold his or her statistic, with a full explanation of why.

The LRH Communicator may refuse to pass a SEC ED only if it is against policy and if so, then the full reference of what policy letter or SEC ED it violates must be furnished with the refusal. This means of course that an LRH Communicator must be well up on Policy. Nebulous "It's against policy" is a violation of the LRH Comm's instructions from me.

As the Personnel Control Officer is in actual fact responsible for the effectiveness of staff members, since they influence all statistics and he is blamed for lack of good staff, the following is therefore required:

If no policy concerning such a SEC ED is known to exist yet the SEC ED seems to the LRH Communicator to put the org at risk, the SEC ED must be cabled to the LRH Comm WW for further advices.

NO SEC ED APPOINTING OR PROMOTING PERSONNEL MAY BE PUBLISH ED FOR ANY DIVISION OR THE ADCOUNCIL OR OKAYED BY THE LRH COMMUNICATOR UNLESS IT HAS THE PERSONNEL CONTROL OFFICER'S INITIAL UPON IT FOR THE HCO AREA SEC.

If by refusing to issue a SEC ED, an executive's statistic becomes bad and if this is traced beyond reasonable doubt in any resulting hearing on that Executive, the LRH Communicator must be given a hearing.

The Personnel Control Officer, not having a very high rank, may not change the SEC ED but may only refuse to okay it.

On the other hand if a SEC ED is passed by an LRH Communicator that is clearly against published policy letters and results in dropped statistics then if any hearing occurs on the Executives whose statistics dropped the LRH Communicator must be made interested party.

The LRH Communicator must refuse to okay for issue any SEC ED concerning personnel appointments or assignments or promotions unless it already has on it the initials of the Personnel Control Officer, regardless of who proposed it.

NO PROMOTION, TRANSFER OR ASSIGNMENT MAY BE DONE BY ANY DIVISION OR EXECUTIVE WITHOUT ITS BEING THE SUBJECT OF A SEC ED.

Any wages drawn by a person not so appointed may be claimed by the org from the verbal appointing person.

The theory operating here is that SEC EDs are supposed to improve statistics and that one cannot hold an executive responsible for his or her statistic if that executive's orders are prevented from being issued.

An executive worth anything at all will issue specific orders to remedy a dropped statistic or reinforce a climbing one and as that executive is awarded or penalized only on the basis of the statistics he or she is responsible for, interference with his or her orders can be serious.

It is expected that the Personnel Control Officer will look up the

• 1. Leadership Survey

One can always quote actual policy letters or bulletins at any level with no fear of making a danger condition unless one is quoting inapplicable material.

If an executive is going to be hung for a statistic then he is entitled to give the orders up to a point where the org is endangered. At that moment of course he or she goes into Danger Condition.

An executive can always even originate a policy letter or one that cancels an impeding Pol Ltr or SEC ED if he or she thinks it will help his statistic.

of every personnel on an appointment SEC ED before he or she okays it.

An originated cancellation of a Pol Ltr or a new Pol Ltr must go to the Qual Sec for opinion and then the HCO Area Sec and then the Advisory Council and any changes needed must be noted and it must be sent back to the originator at any stage for rewrite before it can go to the LRH Communicator and so on to LRH.

The Personnel Control Officer must beware of low leadership scores for executives of any rank and refuse an ok on that basis alone for executives.

Poor Case gain or a Suppressive tendency record should be definite cause of a refusal to okay a personnel SEC ED.

Ethics records should be considered mainly on the basis of disclosing suppressive tendencies.

No one may try or file chits on a Personnel Control Officer for refusing to okay a SEC ED for the HCO Area Sec.

In any org of size the Personnel Control Officer must be separate from the HCO Area Sec.

The initiating may not be done by the HCO Area Sec if the Personnel Control Officer will not initial.

SEC EDs appointing Personnel Control Officers must be initialled by the HCO Area Sec.

If a Personnel Control Officer initials a SEC ED and a person so appointed turns out to be suppressive or grossly incompetent and comes to an Ethics Hearing or Committee of Evidence, then the Personnel Control Officer or the HCO Area Sec becomes at once an interested party and must prove beyond reasonable doubt that due care was taken in the appointment.

If the Personnel Control Officer refuses to okay a SEC ED and can show no reason or statistic or record why not, if challenged by higher authority, then he or she must initial it. But if the smallest reason exists why the appointment is questionable he is immune to any challenge.

All appointments, particularly to Executive Positions are done by statistics and record, not by personality.

"Leaving the post empty rather than fill it with a bad personnel" is the maxim of his judgment on initialling SEC EDs for the LRH Communicator to ok.