Report: FBI falls short in hiring, retaining intelligence analysts

The FBI fell "significantly short" of its goal for hiring intelligence analysts in 2004 and faces a surge of recently hired analysts leaving within the next five years, a new report says.

Additionally, the bureau lacks a formal strategy for retaining qualified intelligence analysts and has not determined the total number of analysts needed to meets its mission, the Justice Department's inspector general said in a report released this week.

"We believe that a formal requirements determination is necessary to properly size and allocate the FBI's analytical corps," the report concluded. "Further, a rationally based requirements determination would help support the FBI's budget requests, recruiting and hiring plans, and any necessary reallocation of analysts."

The 190-page report covered October 2001 to July 2004.

The report found that the FBI has made significant progress in hiring and training quality intelligence analysts but "significant issues remain." For example, the bureau should determine the number needed to meet its mission and use threat-based criteria to place analysts at field offices; establish hiring goals for analysts that are based on projected need, forecasted attrition and the ability to hire, train and utilize them; and implement measures to improve the retention of qualified analysts.

The turnover rate for intelligence analysts decreased for two consecutive years, the report said. The attrition rate dropped to 8 percent at the end of fiscal 2004, at which point the bureau employed about 1,400 analysts. Retirement was the main reason analysts gave for leaving.

But the bureau ended fiscal 2004 with about one-third of its analyst positions unfilled.

FBI analysts and managers identified several impediments to hiring and meeting hiring goals. They included attrition, a lengthy hiring process, failure of candidates to pass the FBI background investigation, and regulations that limit analysts' career paths, grading and pay.

FBI managers said the primary impediment to adding analysts was the hiring process itself. In May 2004, the bureau streamlined its hiring procedures. A new Internet-based system appears to be helping, the report said.

But the report found that 22 percent of current intelligence analysts do not plan on staying with the FBI beyond the next five years. Among those hired in the last three years, 35 percent do not plan to remain. Only 16 percent of newly hired analysts said they are very likely to stay for the next 5 years.

The reason most often cited for leaving was retirement, followed by low pay, poor promotion potential, unfulfilling work assignments and lack of respect for their position within the bureau.

"While the turnover rate for FBI intelligence analysts is not excessive, we are concerned about the effect attrition may have on the FBI's efforts to build a well-qualified analytical corps," the report said. "The loss of analysts hinders the FBI's efforts to meet its hiring goal and to provide sufficient numbers of analysts to support its intelligence requirements."

The report added: "Given the anticipated high attrition rate for analysts hired in the last three years, we believe the FBI should develop a formal strategy for retaining qualified intelligence analysts."

The FBI generally agreed with the recommendations, adding that several already are being carried out. For example, the agency said it is refining its hiring capability and developing a "threat-based methodology" for determining the right number of analysts.

The bureau also noted that Congress granted flexibilities last year that allow FBI intelligence professionals to be compensated at a rate equal to that of others in the intelligence community.