“Since the Sept. 11 attacks, the number of insiders alleging wrongdoing in government – either through whistle-blower channels or directly to the press – has surged, as have reprisals against them.”
See “A surge in whistle-blowing … and reprisals” by Gail Russell Chaddock, Christian Science Monitor, February 16, 2006.
“If the Bush administration’s interpretation of espionage law is upheld, then everyone is breaking the law, all the time.” That’s the conclusion that emerges from the Bush Administration’s unprecedented use of the Espionage Act to prosecute non-government employees for mishandling classified information.
See “You’re a Spy” by Fred Kaplan, Slate, February 15, 2006.
Jack Shafer sorts out what appeared to be an early post-9/11 disclosure of warrantless domestic surveillance, and takes a poke at DCIA Porter Goss for flogging discredited leak allegations.
See “NSA Scoop or Just Bad Writing?” by Jack Shafer, Slate, February 15, 2006.
The emphasis on interagency consensus, while well-intentioned, has become a structural impediment to bold or innovative policy options. When every agency effectively holds veto power over proposals, the path of least resistance becomes maintaining existing approaches with minor modifications.
The Federation of American Scientists supports H.R. 471, the re-introduction of the Fix Our Forests Act.
As people become less able to distinguish between what is real and what is fake, it has become easier than ever to be misled by synthetic content, whether by accident or with malicious intent. This makes advancing alternative countermeasures, such as technical solutions, more vital than ever before.
Throughout this phase of work, there are many actions hiring managers and staffing specialists can take to streamline the process and improve the quality of eligible candidates. Most importantly, hiring managers and staffing specialists can collaborate within and across agencies to expedite and simplify the process.