NEW BUILDING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04724A000100020006-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 14
• Document Creation Date: November 11, 2016
• Document Release Date: May 10, 1999
• Sequence Number: 6
• Content Type: REPORT

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The architects and engineers are working
daily on the plans and specifications for
our long awaited new building
Concessions such as a bank, barber
shop, dry-cleaning establishment, bakery
or other shops, are under study but final
decision has not been made on their in-
clusion since it will depend upon availa-
bility of space.
The present plans provide for an eight-
story building of plain concrete construc-
tion. The first two stories will be a
large irregularly shaped structure which
will be a base for five wings or towers.
Some of the interesting features planned
for the new building include:
The towers, each of which will be six
stories high, will be of the wide-wing type
allowing a maximum in natural light.
Areas immediately adjacent to the building
will provide sufficient parking space for
employees' automobiles. For those who do
not drive to work bus service to the main
entrance will be available.
There will be four banks of elevators
with four elevators in each bank. ,
A pneumatic tube system is planned to
connect all offices. By the use of this
system a message may be sent mechanically
from one office to another in three to
five seconds. Plans are also being made
for the installment of horizontal and
vertical conveyors to transport bulk
material between offices.
The cafeterias will feature the latest
in modern equipment in both the kitchens
and the dining areas, and it is expected
that by utilizing up-to-date cafeteria
management methods long waiting lines
can be greatly reduced.
Upon completion of the drawings and
specifications cost estimates will be
made and invitations to bid will be sent
to building contractors. A period of
four to six weeks to study the plans and
submit bids will be allowed. Our estimate
now is that construction should start in
late 1957 or early 1958. It will take;an
estimated two years to complete the
building.
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T;J documtbt is Put 61 aM Wit tcA
file. if sepauted from fire file it must be
Fais,octed to indivi ust S;at flatio rivl?A
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EMPLOYEE LEGISLATION
A very modest legislative program for
employees has been proposed by the President
in his FY 1958 budget message.
The President did not propose any pay
raises for employees. He renewed his request
made last year that an employee health and
medical insurance program be enacted (he did
not specify whether it would be the "major"
type proposed last year or a combination
major-basic coverage).
The President also called for outside
training authority for agencies whereby
promising employees could be trained at uni-
versities, industrial plants, and laboratories,
and also asked authority to set up a system
of presidentia awor outstanding civil-
ian servic for em to He promised to
continue the program of air conditioning
buildings in areas where heat and humidity
"impair efficiency."
The President referred to these legisla-
tive proposals for employees declaring: "A t
the present time, I do not contemplate pro-
posing an. extensive program of personnel
legislation comparable to the numerous con-
structive measures enacted in the last several
years." He did, however, make mention of
the special salary study being made by one
major department on civilian scientific,
engineering and professional jobs and said
that any legislative proposals based on the
study would have to await completion of the
study.
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LANGUAGE STUDY ENCOURAGED
The first issue of the Support Bulletin
announced a program under which Organiza-
tion employees will be able to earn fixed
sums of money for acquisition and mainte-
nance of signfic&nt foriegn language
competence. While all of the details and
implementing procedures have not been
entirely finalized, the following languages
are almost cer in to be included in the
program=$i A4(r.
Language Group I: Danish, Dutch,
French, German, Italian, Norwegian, Portu-
guese,/,Spanish, Swedish.
ISr 41r W.4. rl t aL fly
Language Group II: Albanian, Amharic,
Arabic, Bulgarian, Burmese) Cambodian,
Czech, Finnish, Greek, Hindi, Hungarian,
Icelandic, Indonesian, Malay, Nepall,
Pashtu, Persian, Polish, ' 1, Russian,
Serbo-Croatian, Swahili, Thai, Tibetan,
Turkish, Urdu, Vietnamese
Language Group III: Chinese, Japanese,
Korean.
The grouping of these languages reflects
the relative difficulty of learning them
and is not an indication of the priority of
need.
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CREDIT UNION DECLARES DIVIDEND
On 30 January 1957 the memberE) at the
Annual Meeting of the Credit Union, voted
a four per cent dividend on share payments
as of 31 December 1956. This dividend was
recommended by the Board of Directors and
was based upon the earnings for the calen-
dar year 1956. It was noted that this
was one of the few credit unions in the
area to pay this high a dividend.
It was further pointed out that the
Credit Union has ample funds to make
loans for provident purposes and that
a concentrated effort would be made in
the coming year to get material in the
hands of the membership which would ex-
plain the advantages of Credit Union
loans.
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CHANGES IN GEHA
The following changes in benefits and de-
pendents' eligibility requirements are pro-
vided by GEHA for Hospitalization, Specified
Diseases Policy, and the Air Flight Trip
Program:
a. Hospitalization and Surgical Benefits
Plan- Effective 1 November 1956, the Hospi-
talization Contract has been amended to pro-
vide that unmarried children who are full-
time students shall bei:considered as eligible
dependents until their 24th birthday.
b. Specified Diseases Policy- Effective
1 December 1956, the aggregate coverage pro-
vided by this policy is increased from 5 to
10,000 for any one protected person or de-
pendent for each disease.
c. Air Flight Trip Insurance-- Effective
13 December 1956, this policy provides for
travel one way or round trip in or between
domestic and a foreign zone without the re-
stricting limitations to designated foreign
zones which were previously imposed. The
current coverage and rates are:
remiuins :
Domestic Zone
Flights
.50
1
1.5
2
2.5
Foreign Zone
Flights
1
2
3
4
5
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25X1 C ATTENTION ALL EMPLOYEES
ANNUAL CHARITY CAMPAIGN
Organization Exceeds Goal
Our annual charity campaign was highly
successful. We had a goal of eighty-five
thousand dollars and actual contributions,
including pledges, amounted to a little
more than one hundred and eight thousand
dollars, which represent twenty-three
thousand dollars over our goal.
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SUMMER EMPLOYMENT OPPORTUNITIES FOR
DEPENDENT'S
provides information for employees
whose dependents desire to apply for
summer employment with the Organiza-
tion. For the information of Field
personnel, a program was initiated
last year to employ dependents during
the summer months in clerical, typing,
and stenographic positions. Dependents
eligible for consideration for tempo-
rary summer employment are limited to
sons and daughters who are or will be
16 years of age or older on 1 June 1957
and wives and husbands who were married
to their current spouses when the field
investigation was conducted on the Organi-
zation employee. Employees in the Field
who plan to return to Headquarters on or
before the early part of June 1957 and
who have dependents who may be interested
in being considered for summer employment
should submit the dependents' applications
to Headquarters. In submitting the appli-
cations the Personal History Statement,
Appendix 1 to the Personal History State-
ment, and the medical form should all be
completed and signed by the applicants,
and pouched so as to reach Headquarters
no later than 15 April. The cut-off date
for Headquarters applications is 1 April.
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ROUTING OF MAIL
The misrouting of mail presents our mail
rooms with one of their greatest headaches
and is the cause of excessive delays in mail
reaching its proper destination. The mis-
routing of mail is invariably due to improper
or insufficient addressing. A little more
attention to insure that the organization
or individual to which addressed is properly
identified, and the room number and building
is included would do much to alleviate this
problem.
All offices are encouraged to stress the
importance of routing mail properly and,
where appropriate, include this subject in
on-the-job training courses.
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MANAGEMENT TOOLS
Machine Development
As both business and government become
more complex, it becomes increasingly diffi-
cult to keep up with the masses of paper
which such complexities require. At the
same time it becomes increasingly important
to buy new equipment. Some of the new
electronic machines, the ones you hear
the most about, are large, complex.,and
very expensive; but, surprisingly enough,
mite are relatively inexpensive, compara-
tively small, and ,,easy to operate. Regard-
less of size and,iost, however, experience
shows that the right machines in the right
/
9 -a _u i JP
Job applications An
rovide more
--
p
recur s
nd
v
a
VV %A=Y= 1VP7A..)f.more complete information more rapidly
~
more effective w
f
ays o
processing the infor-
mation needed to operate a complex organiza-
tion and to produce the timely and effective
reports upon which executive decisions must
be based.
Development of new machines, adaptations
of existing equipments and new concepts of
data processing are all tools which civilian
agencies, the military services)and business
are finding increasingly useful in the never-
ending struggle for more complete information,
faster processingggnd lower operating costs.
The trend in recent years toward mechaniza-
tion of data processing is perhaps the single
most important development in the evolution
of office procedures.
Machine development today is a dynamic
field; but mac,ines are not a panacea. New
developments in machines are to be found in
almost every area of human endeavor; civilian
agencies and the military services,as well as
business,are turning to electronic data pro-
cessing because, properly used, these machines
can produce a better end-product and give more
complete information more rapidly than can
human beings.
than would be possible without them, and
at the same time permit substantial dollar
savings over other methods of processing
information.
The impact on people of electronic data
processing is not as great as one would
expect. Government, business, industry
indeed the whole country, is faced with -
personnel shortages,especially in clerical
fields. In many instances work is slowed
down or not undertaken at all because of
clerical shortages. Electronic data
processing is the solution to at least
part of.this problem because machines can
do much routine clerical processing, thus
freeing numbers of people for more interestixg
more rewarding work, even in clerical fields.
Of course, people must learn new techniques,
must understand and know how to operate the
new machines, but there is usually sufficient
time between the decision to use machines
to process data and the installation of the
equipment to permit::ade.tiuatel_retraining of
clerical personnel with no major personnel
dislocations.
Are these machines really electronic
brains? Peo
le talk about "
it
":
p
memory un
s
While it is obvious that machines can do Do machines have memories? In order to
effectively many jobs formerly done by people, understand theca new machines It i
e-e
?
s -
ssar
it is i
b
d
-.VV+ vast "VV VV
e carrie
away by
enthusiasm. It is important to be sure that
machine application is appropriate, and then
to select the right machine or combination
of machines for the specific job application.
This should be done before any money is spent
to understand the logical evolution of
computers in terms of data processing methods.
It's not very mysterious. Almost everyone
is familiar with adding machines--you push
a key, wheels turn inside the machine, and
the resulting figures are recorded. When
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you push the "total" button, the sum of
all the figures you've put in the machine
will appear in a little window or be
printed on a tape. Electronic computers
work very much the same way except that
all of the processing done electronically
instead of mechanically. The electronic
computer is a dramatic development in
data processing machines. In addition
to the ability to process data rapidly,
it has what is called a "memory capacity,'.'
or the ability to store "bits" of informa-
tion for an indefinite period of time,,
and to "feed out" any or all of this
information, selected in sequence or at
random, in accordance with instructions
previously recorded in the machine. In-
formation can be taken out of the computer
either in a coded "machine language,"
such as punched cards or tape, or through
a printer somewhat like the adding machine
printer. Of course thisis something of
an over,.simplification; however, it does
serve to illustrate that the modern
electronic computer involves only an
extension of standard procedures which
,have been used before. Although it
requires a knowledge of electronics
to understand and set up the computers
to operate initially, almost anyone can
learn the series of predetermined steps
which permit operation of the computer.
The Organization is currently conduct-
ing a study to determine the feasibility
of electronic data processing applications
in various areas. This Bulletin will
present more specific information about
potential Organization utilization of
electronic data processing, as well as
other types of information processing,
equipment,,and techniques, as studies in
these fields progress.
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MILITARY RESERVE STATUS INFORMATION
General
There has been considerable clarifica-
tion of the peacetime and wartime status
of Organization military reservists during
the past few months. Eseentially all em-
ployee reservists are now classified into
one of the following Organization cate-
ories for mobilization purposes,e
ategory listings are or shortly will be
on record with each of the military
services.
Category 1 -- Those to be ordered to
active duty and assigned to the Organi-
zation to fill military manpower require-
ments.
Category 2 -- Those to be released by
the Organization for active duty with
their parent service.
Category 3 -- Those to be deferred
from active duty to continue in their
civilian Organization position. (This
Category automatically results in assign-
ment to the Standby Reserve.)
In most instances the action taken
was in accordance with the stated prefer-
ence of individual reservists. However,
as a matter of policy, deferment (Cate-
gory 3) was not requested for employees
who had an unexpired statutory reserve
obligation. Also, employee reservists
who were serving overseas during the
screening period were placed in Cate-
gory 1 pending their return to this
Z~tut'y:. .. .:.
Annual Service Qualification
Questionnaires
Employee reservists in Categories 1
and 2 should indicate, that they are
immediately available O days) for
active military service in event of
war or emergency.
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Employee reservists in Category 3
should indicate that wing to the
nature of employment they will not
be available for si months.
Security instructions must be care-
fully observed when listing the
employer.
Standby Reserve Questionnaire
The Selective Service System has
the responsibility of determining the
availability of members of the Standby
Reserve for order to active duty in
time of war or national emergency
declared by Congress or when otherwise
authorized by law.
Pursuant to the provisions of this
Act, the Selective Service System is
now sending availability questionnaires
to members of the Standby Reserve.
This questionnaire emanates from the
local boards and is directed to reserv-
ists whose names have been furnished
by the military department of which
the reservist is a member. Requested
information includes a detailed state-
ment on present occupation and employer.
Here again security instructions
must be carefully observed.
Employees in Category 3 need not be
concerned if they are classified as
"available" by local boards. Control
systems established by the military
services are considered adequate to
ensure that such individuals will be
deferred unless subsequently released
by the Organization.
When reservists are transferred from
Standby to Ready Reserve status, local
boards will be so notified by the approp-
riate military service. No action is
required on the part of the individual.
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Employer Certificates of Availability
As a part of the process of screening
the Ready Reserve to ensure their immedi-
ate availability, some of the military
services require certificates of availa-
bility from the supervisors of Government
employees. Such certificates are fur-
nished by the Chief, Reserve Affairs
Branch, Military Personnel Division,
Office of Personnel, for members of
Organization ,sponsored reserve units
and for Category 2 reservists. As a
rule, release certificates will not be
furnished for other employee reservists
on duty at Headquarters. It is hoped,
however, that Category 1 reservists
who are aviAtors,: navigators, electronics
specialists, and others requiring special=
ized training to maintain their proficiency
may be permitted to train with locally
available organized units in an associate
status.
Requests for exception to the policy
of granting release certificates should
be forwarded to the Director of Personnel.
Status of Em loyee Reservists
Serving Overseas
It is in the best interests of active
reservists to participate in reserve
activities while serving overseas in
order to maintain proficiency and meet
time in grade requirements for considera-
tion for promotion. Such participation
is also in the best interests of the
Organization to ensure that its Category 1
employee reservists are qualified and
available to meet its key military
personnel requirements in event of an
emergency. However, action taken with
the military to obtain such training
must be in good faith. There is no
objection to the issuance of routine
certificates of availability for mili-
tary service when required. However,
supervisors cannot issue such certifi-
cates for the purpose of permitting
employee reservists to obtain assign-
ments to organized units in a pay
status unless they are in fact pre-
pared to lose such employees upon
mobilization. The only exception'
to this rule is where the military
unit would accept the reservist
without a certificate with the under-
standing that he would not be avail-
ble to the unit in an emergency.
The inability to obtain unit
reserve training assignments need
not be too detrimental to reservists
serving overseas in most cases. Under
current policy, reservists who leave
our country for periods in excess of
six months are transferred to the
Standby Reserve and may remain in
that status until their return without
jeopardizing their reserve status. It
is possible for such individuals to
earn a satisfactory retirement year
through the completion of correspondence
courses which can be mailed to most
areas. Reservists going overseas
should contact the Reserve Affairs
Branch, Military Personnel Division,
Office of Personnel, for guidance in
necessary administrative procedures,
training opportunities and procedures
for enrollment in correspondence courses.
Goals of Organization Military Reserve
Training Programs
The mission of the Organization
military reserve training program is
to prepare Organization reservists to
perform intelligence and related activi-
ties in a military capacity in wartime.
Current plans envision a cyclical
training program with the following
objectives:
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1. Survey the Organization's war-
time relationship with the military ser-
vices and the Organization's wartime
activities.
2. Study the organization and
mission of the U. S. military services.
3. Study the order of battle of
the enemy forces.
Ii. Study the organization and
mission of allied military services.
Certain segments of the above programs
will be repeated each cycle. However, as
plans for the wartime organization crystal-
ize and plans can be made for assignment
of reservists to specific areas and func-
tions, it is contemplated that part of the
program will be devoted to area and func-
tional type training.
Category Preference
Pending return to Headquarters all
Field personnel have been placed in
Category 1. Those not having a reserve
obligation will have an opportunity to
express a personal preference upon their
return to Headquarters. The Office of
Personnel will contact each reservist
upon his return to Headquarters. Head-
quarters personnel have previously been
furnished questionnaires on this subject.
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(This is the second of a series
of articles on the liberalized
Civil Service Retirement (CSR) Act.)
In computing your annuity, first, get
your five-year average high salary and your
length of service; then place yourself in
one of the four f ollowfing groups and follow
the pertinent instructions.
Group 1: Salary of 2500 or less. Com-
pute your annuity by taking 1 per cent of
salary, plus 25, times years of service
Group 2: Salary from 2500 to 3333. Use
the 1 per cent plus 25 on the first 10 years
of service, and 2 per cent on the remainder.
Let's say your salary is 3000 and you
have 30 years of service. Take 1 per cent
or 30, plus 25, or 55, times 10 years of
service, to get 550. Then take 2 per cent
of 3000, or 60, times 20, your remaining
years of service, to get 1200. Add 550 and
1200 to get 1750, your annuity.
Group 3: Salary from 3333 to 5000. Take
1 per cent, plus 25 on five years; plus 1 3/4
per cent on the next five years; plus 2 per
cent on all further service.
Group )4 s Salary of 5000 and up. For
example, Letts say it is 6000 and you have
30 years of service. Take 1 1/2 per cent of
6000 to get 90, times 5, years of service, to
get 450. Then take 1 3/4 per cent of 6000 to
get 105, times 5, years of service, to get 525.
Finally, take 2 per cent of 6000, or 120, times
20, your remaining years of service, to get 2100.
Then add 450, 525, and 2100 to get 3375, your
basic annuity.
NOTE: Igezt 3 sJe will
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HOW YOUR BASIC ANNUITY' IS SOMETIME'S
REDUCED
Your basic annuity is reduced for
any of the following reasons:
3' If you elect a survivor type of
annuity.
.f If you have had civilian service (not
military service) after July 31, 1920,
during which no CSR deductions were made
from your salary and for which you have
not made a deposit.
(s If you retire before age 60, except
for total disability.
Compute the amount by which your .
basic annuity would be reduced for any
of these three reasons in these ways:
If you retire before age 60, except
for total disability, subtract from
your basic annuity 1/12 of I per cent
for each full month (1 per cent for each
year) you are under age 60 but not under
age 55; plus 1/6 of 1 per cent for each
full month (2 per cent for each year)
that you are under age 55.
The remainder is your annuity unless
tha following reduction also applies to
you.
If you have had civilian service
after July 31, 1920, during which no CSR
deductions were made from your salary and
for which you have not made a deposit,
subtract from your basic annuity an
estimated 10 per cent of the amount of
CSR deductions which could have been made
from your salary during such service,
plus interest.
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