SUPPORT BULLETIN FOR INFORMATION OF HEADQUARTERS AND FIELD PERSONNEL

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CIA-RDP78-04724A000100060003-6
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RIPPUB
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S
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13
Document Creation Date: 
December 9, 2016
Document Release Date: 
March 23, 2001
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3
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Publication Date: 
October 1, 1957
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BULL
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Approvedpr Release 2001/04/04: CIA-RD.8-04724A000100060003-6 SECRET NOFORN September-October ' 1957 SUPPORT BULLETIN FOR' INFORMATION OF HEADQUARTERS AND FIELD PERSONNEL SECRET NOFORN This document Is 'part of to integrated file. it separated from the file It must be subjected to Individual systematic review, Approved For Release 2001/04/04: CIA-RDP78-04724A000100060003-6 Approved For Release 20"1104/04 : CIA-RDP78-04724A00(0060003-6 t7t 1~ L-- k it Approved For Release 2001/04/04: CIA-RDP78-04724A000100060003-6 Approved For 4e ease 2001/04/04: CIA-RDP78-OA724A000100060003-6 SB-6 THE NATIONAL, DEFENSE EXECUTIVE RESERVE w The executive Reserve hen organized, will , be available to supplement the top staff of the Organization in the event of emergency. - It will be comprised primarily of consultants and former employees of the Organization. They will receive orientation and training from time to time and will participate in the testing of mobilization plans at the relocation site. Executive Reservists must be available at any time to'assume duties with the Organiza- tion. This means that they, must be sufficient- ly interested and not have other civilian com- mitments or an overriding military obligation which would preclude such service. They must meet medical standards, be given secu- rity clearance, and be available for periodic orientation and emergency duty. It is not expected that this reserve will exceed fifty members. The Executive Reservist will not be trained for a specific job but will be utilized in a gen- eral area - corresponding to his experience background. They should.be sufficiently flex-. ible to be assigned to executive duties as re- quired in time of emergency. Each major component determines which key executive positions and areas could be staffed with Executive Reservists and nomi- nates individuals for participation in the pro- gram. The Reservists might be needed as the result of the establishment. of new func- tions or the expansion of existing functions in a wartime type-of mobilization. The add- ed responsibilities that will accrue to exist- ing functions in an emergency situation must also be taken into consideration in determin- ing the need for Executive Reservists. Persons designated as Executive Reservists, while performing in such capacity, will not act or advise on any matter pending before any Government organization, but will be limited to receiving training for mobilization assignments. They are exempted from con- flict of interest statutes while undergoing training as an Executive Reservist. Executive SECRET NOFORN NOFORN SECRET Reservists do not receive pay for such service. They are, however, entitled to transportation and per diem in lieu of subsistence not to exceed fifteen dollars. The size of the Executive Reserve Unit in each Government agency is the sole decision of that agency. As of 29 July 1957, various agencies had designated 695 Reservists and had an additional 216 Reservists in the process of designation. DEPUTY DIRECTOR ADDRESSES RESERVISTS The Tenth Year of the Organization Reserve Officers Training Program was launched 9 September at a joint meeting of reservists of all services. Principal feature of the meet- ing as an address by the Deputy Director who restated the Organization's interest in the joint training concept currently being fol- lowed by the Units and emphasized that this development and use of a common body. of training doctrine will increase the flexibility of the Organization during peacetime as well as in wartime. Developing the theme of increasing, need for organizational flexibility and versatility, the Deputy Director pointed. out that exploitation of opportunities for collection, production, and action in the face of a ceiling of peopke and resources, requires that we continually drop lesser priority programs for more important ones and be constantly alert to our training responsibilities. "Organizationally, program-wise, and with our personnel, we must be able to maneuver and make adjustments, as the need dictates," he said. `Reserve training is contributing to your flexibility . . . . It is one of the several ways in which you as busy people can do the necessary keeping-up, which the Organization expects of career employees. The Deputy Director also told the group,, that the Director of Personnel has taken steps to insure that Organization personnel will re- ceive credit in their civilian personnel records for their reserve training. Approved For Release 2001/04/04: CIA-RDP78-04724A000100060003-6 Approved For Reease 2001/04/04: CIA-RDP78-04Z4A000100060003-6 SECRET NOFORN EMPLOYEE LEGISLATION Listed below are a number of Federal em- ployee bills which were passed by the 85th Congress and became law. Also listed are several bills on which some action was taken. BILLS WHICH BECAME LAW THIS YEAR S. 601. Amends Public Law 854 to waive interest payment requirements for Federal workers who left Government prior to October 1, 1956, if they subsequently re-enter the Fed- eral service and redeposit the retirement con-, tributions they had withdrawn. Public Law 85-65. H. R. 8992. provides continued retirement and life insurance protection and re-employ- ment rights to their Federal jobs for Govern- ment employees who transfer to the Interna- tional Atomic Energy Agency. Public Law 85-177. H. R. 6523. Extends for one year to July 1, 1958, compensation benefits for Federal em- ployees or those working for Government con- tractors for injury or death resulting from a war-risk hazard., Extends for same period workmen's compensation benefits to Federal employees who suffer injury or death during a period of detention by an enemy force. Pub- lic Law 85-71. The Howe also a roved a X66 dollar pp ..1 resolution empowering its Administration .n~--sue Committee to make a study'of the Hatch Act. BILLS ON WHICH SOME ACTION, WAS TAKEN AND ON- WHICH FURTHER ACTION IS PENDING S.. 2127. Amends the Federal Employee Life Insurance Act by cutting from 2 percent to 1 percent a month the reduction rate on the policy of an insured who reaches age 6.5; reduction. ceases when policy,is reduced 50 percent of its original value instead of present 25 percent. Approved by Senate Civil Service Committee. S. 1740. Authorizes Civil Service Commis- sion to take over life insurance policies held by present and former Government workers in employee beneficial associations going out SB-6 Of business. Approved--by Senate and House Civil service Committee. 75. Sets forth a Code of Ethics and declares it is the sense of Congress that such code should be adhered to by all Government workers. Approved by House. Pending before Senate Civil Service Commit tee. S. 385. Provides training of Federal em- ployees in .both non-Government and Federal facilities. Approved by Senate. Pending in. House Civil Service Committee. H. R. 4640. Authorizes a refund of volun- tary contributions to an person who has. made such payments to evil,ervice $etire- 'k C, k ment/und, provided he elects to ta e refund- before he receives any annuity payments. Ap- proved by House. Pending before Senate Civil Service Committee. H. R. 8606. Amends Retirement Act by making five years' civilian service (which would embrace both employee and member service) the minimum required for survivor protection upon death of either an employee or a member of Congress with Retirement Act 1k.. C_ coverage. Approved by House. Pending be- fore Senate Civil Service Committee. S. 931. Reorganizes safety f unctions in Government to reduce on-the-job accidents among Federal workers. It creates a Federal safety division in the Labor Department to direct and e011) rdinate safety educational pro- grams conducted by Federal agencies and to encourage safety and accident prevention. Approved by Senate Government Operations Committee. S. 1411. Gives agencies the discretion to retain employees in security cases on payroll . pending a hearing of the charges. Approved, by Senate. The House Civil Service Commit- tee amended the bill to extend the. Govern- ment's security program- to employees in non- sensitive as well as sensitive jabs. Pending in House. ` S. 72-. Increases annuities of retired Gov- ernment workers by 25 to 30 percent, with a PSEYdollar..a-year maximum increase. 'Ap- proved by Senate Civil Service Committee. SECRET NOFORN "!1671- . Approved For Release 2001/04/04: CIA-RDP78-04724A000100060003-6 Approved For Reuse 2001/04/04: CIA-RDP78-Q4 4A000100060003-6 H. R. 607. Increases annuities of retired ,JF~deral workers by 10 percent, but would not s~*a-"? give this. increase to those drawing + i6 dol- 1who now have outside jobs paying more than dollars a year. Also extends annuities & ~~ to widows of employees or retirees who died before April, 1948. Approved by House Civil increase. Approved by Senate Civil Service Committee. IDEAS PAY OFF! ' LARGEST CASH AWARD IN HISTORY Service Committee. H. R. 8522. Consolidates in Section 9 of the Universal Military Training and Service Act, the provisions of law providing 1.e/7mploy- ment rights for ex-servicemen and reservists. Approved by House. Pending in Senate Armed Services Committee. S. 25, Requires that future pay raise for Government per diem (blue collar) workers be made retroactive to 30 working days after start of wage survey. Approved by Senate. Pending in House Civil Service Committee. S. 734. Increases the pay of classified em- ployees by 71/2 percent. Approved by Senate Civil Service Committee. j,tea . 27. Increases postal workers' pay by 7'/2 ~ %.0* percent, plus a two-year temporary dollar OF ORGANIZATION IS SHARED BY FOUR EMPLOYEES In impressive ceremonies attended by the three Civil Service Commissioners and a num- ber of Organization officials, the Organiza- tion's Director presented an award' of eighty- five hundred dollars to four Organization em- ployees. This presentation, the largest award. in 'the history of .the Organization's Sugges- tion Awards Program, stemmed from the sub- mission of three .rel,tedtemployee suggestions which affect not only this Organization but SECRET NOFORN SECRET NOFORN also a substantial portion of the rest of the Government. Measurable savings to the Organization amount to be about 55,000 man- hours worth one hundred and fifty thousand dollars per year. This tangible saving will continue to accrue for many years to come and there will be many intangible benefits of general application to a large part of the en- tire Government as well. The Chairman of the Suggestion Awards Committee welcomed the Civil Service Com- missioners and other guests and briefly ex- plained the Organization's/ncentive/wards program, noting that theuggestion~fwards portion of the program heals with improved efficiency in operations and is administered by the Management Staff while the .,Honor ards portion is concerned with Superior performance and is administered by the Office of Personnel. The Chairman explained the nature of the improvements resulting from the suggestions of the four employees being honored and commended each employee for his contribution. He also commended the evaluators and supervisors for their thought- ful consideration of these suggestions. The Director personally presented to each of the four employees a Letter of Commenda- tion from the Chairman of the Suggestion Awards Committee, a Certificate of Apprecia- tion signed by the Director and. an award check, One award was for four khousand dol- lars; two were for two-thousand dollars each and* one was for five-hundred dollars. Tlie Director expressed his deep appreciation both personally and on behalf of the Organization to each employee receiving an award. The members of the Civil Service Commis- sion were very interested in these particular suggestions, and the Civil Service Commission Chairman stressed the Government-wide im- portance of the Incentive Awards Program which produces many such excellent sugges- tions each year. He told the group tha rote its inception, this program has be responsi- ble for savings to the Government of approxi- mately illion dollars and that Govern- ment e ployees have received more than 4-&-S millio dollars in Incentive Awards. k '? Approved For Release 2001/04/04: CIA-RDP78-04724A000100060003-6 Approved For R411ase 2001/04/04: CIA-'RDP78-04 4A000100060003-6 J SECRET OFORN CAREER OPPORTUNITIES IN THE OFFICE OF TRAINING An Organization regulation has now estab- lished the policy that members of the Organi- zation will be made available for rotation as- signments in the Office of Training-as a part of the individual's career development. The primary objective of this policy is to improve continuously the professional quality of our operations. Assignments to the Office of Training are on a rotational basis; for a nor- mal tour, without change in the individual's in er ering his normal advancement. The advantages which returnees from over- seas may find in ' accepting rotational assign- ments with OTR are as follows: a. They broaden the knowledge of the in- dividual through his participation as an in- structor in current courses of instruction and seminars. b. They give the individual an opportunity to assist in the development and reassessment of operational doctrine and principles as they are appropriate to established training pro- grams, c. They afford the individual an opportu- nity to pass on the benefits of his experience to those who are at the beginning or interme- diate stages of their careers. If you are interested in a rotational tour as an instructor with OTR, you should indicate your preference for such assignment on Form 202, Field Reassignment Questionnaire. This ,dorm will be processed by your Career Service / Board, and you will be notified of the results of action taken through normal channels. THE CIVILIAN SPECIALIST RESEE Approval has been obtained for the acti- vation of an Organization Civilian Special- ist Reserve Program on a pilot basis. The Program is limited to twenty-five Specialist Reservists but maybe expanded if warranted, by the experience gained. The Specialist Reserve will be composed of individuals having qualifications for which a lengthy training period is required, such ' as communication specialists, language transla- tors and monitors, psychologists, and ' former employees with Organization training and experience such as former junior Officer Trainees. It is planned that Specialist Re- servists will be earmarked for the Organiza- tion through the Office of Defense Mobiliza- tion. Selected Reservists will report twice during their first year. These reporting peri- ods may either be separate, in which case there will be a three-day period for medical, security, and personnel processing, and a two- week period for training; or one continuous period of seventeen days for both. Annually thereafter, the Specialist Reservist will report for a fifteen-day training period. The Office of Personnel is responsible for the administration of this program. Spaces will be allotted and distributed by number, type, and grade to operating components of the Or- ganization that request Reservists. In addition to being qualified at the grade to be employed, the Reservist must meet the following requirements : Be a citizen of our country. Be not employed in. any manner by the Federal Government. Be not a member of the- Reserve Corps of the Armed Services. Be available for training periods of 15 days annually. Be available for full-time employment with the Organization in the event of national emergency. Reimbursement will be made to the Reserv- ist at the rate. of the GS grade commensurate with the 'appointee's qualifications for the position in which he will be utilized. Travel expenses, including per diem, will be paid in accordance with Organization regulations generally applicable to personnel in staff status, during the course of travel away from the Reservist's city of residence or usual place of work. Specialist Reservists, while participating in. training are accorded all the benefits provided SECRET NOFORN Approved For Release 2001/04/04: CIA-RDP78-04724A000100060003-6 Approved For Rase 2001/04/04: CIA-RDP78-044A000100060003-6 by the Federal Employees Compensation Act. However, they are not entitled to leave, Civil Service Retirement or-Government insurance while participating in the reserve program. LANGUAGE STUDY IN FOREIGN COUNTRIES The Organization has authorized intensive, full-time language training of qualified Or- ganization personnel in foreign countries. This training will be conducted as part of the Language Development Program and in ac- cordance with existing regulations governing the use of external training facilities. The number of persons who may be assigned- for full-time language study in foreign countries is limited to one hundred at any given time. The purpose and objectives of this element of the Language. Development Program are three-fold : to emphasize top-management's interest in releasing personnel for needed lan- guage training; to enable selected personnel to acquire as rapidly as possible the compre- hensive language proficiency they need to car- ry out their projected duty assignments; and to provide selected candidates with first-hand living experience in the country in which they will be working or about which they will be concerned in connection with their official duties. The aim of language study in foreign coun- tries is the development of advanced compre- hensive proficiency and fluency in Toreign lan- guages. Consequently, only those persons will be selected whose aptitude, motivation and personal situations indicate the greatest like- lihood that they will derive maximum benefit from such training. Operating fficials should nominate candidates who hav completed all other training prerequisite to field assign- ments and, who, upon completion of language trai ing, can be assigned to duty overseas or at eadquarters in positions which require active use of the language. Priority in the nomination of candidates will be.given, where practicable, to those persons who already have sufficient command of the language to under- SECRET NOFORN SECRET NOFORN take its study abroad without extensive prep- arations at ,eadquarters. With some ex- ceptions, all staff personnel who meet. these criteria may be nominated as candidates for language study in foreign countries. The nomination of Candidates for .language training in foreign countries may originate with the individual, his supervisor, or the head of his career service. All nominations will be made to the Director of Training through normal channels and will arry th endorse ment of the head of the areer ervice con- cerned. Final selection of candidates will be made after language aptitude test results and other qualifications have been reviewed in ac- cordance with established qualifications re- view procedures. The training program for each person who is selected will be approved by the Office of Training and will take into account the in- dividual's prior knowledge of the language, if any, and the amount of basic training he must be given before the overseas phase of his language training can be scheduled. In general, Ifor those without prior knowl- edge of the language, the basic training phase will consist of a period of six to twelve months -full-time language study at a fieadquarters' facility. Those who achieve satisfactory re- sults during the basic training phase will be entered into overseas training programs as they become qualified. The duration of the overseas training phase will vary in accord- ance with the extent of prior knowledge of the language, the difficulty of the language, the time-schedule in the individual's. approved ca- reer plan, and the use which his sponsoring component intends to make of him upon.com- pletion of his language training. This over- seas training phase will approximate four months for Romance and Germanic Lan- Chinese, apanese, and Korean and one year for most other languages. Candidates will be eligible for Language Development Awards if they are qualified un- i0ii provisions of in the same s , nguage training under this program will be regarded as "directed" training. Approved For Release 2001/04/04: CIA-RDP78-04724A000100060003-6 Approved For Rase 2001/04/04: CIA-RDP78-04Z,24A000100060003-6 SECRET NOFORN MANAGEMENT TOOLS REPORTS MANAGEMENT A sage old..fire chief at a large Navy base wasquestioned about fire regulations. "What about reporting fire hazards?" he was asked. "If`you mean in writing, heck no!" he replied, and then added, "By the time I got the writ- ten word this whole place might be burned to the ground." The chief was practicing good reports man- agement - timely reporting of essential in- formation in a simple and direct manner. Most of our requirements for administrative reports cannot be stated as simply as *the fire /hief's, nor complied with as easily. Wide- spread activity requiring increasing adminis- tratve control, a corn artmented organiza- ona structure, and eve changing conditions .tend to complicate repor ing systems. How- ever, Organization personnel can do much to improve our administrative reporting prac- tices simply by applying the, following prin- ciples: Establish the basic need for a report - A re- port is justified if : (1) the information re- quired is appropriate to the functions of the using office, and preparing offices are the best sources of data; (2) the report serves a pur- pose which could not be accomplished some other way, such as through direct supervision or inspection; (3) the need for the report does not stem from a problem which should be cor- rected rather than reported; or (4) the infor- mation reported is actively used as a basis for actions, plans, or decisions, and these uses fully justify the cost of the report. Select a reporting frequency which is con- sistent with the need for information. Pro- grams on which information is reported often decelerate rapidly. Unless changed, the re- porting frequency may soon become unrealis- tic, or the opposite may occur, i.e., the pace of a program is stepped up, or situations begin to occur so frequently that they should be summarized rather than reported separately. Check a series of reports. What frequency is needed now; what is the trend? Specify a reporting date which, if possible, is convenient to the reporting office. Avoid conventional peakload reporting dates such as end-of-month, end-of-quarter and end-of-year. Allow sufficient time for adequate prepara- tion, without overtime. Base due dates on working days, ,not calendar days, whenever possible. ,sure that. the flow of information follows the pattern of organization and command, and that information is summarized at vari- ous points where decisions are made or where responsibility is placed. Good administra- tion includes delegating authority to make decisions at levels where actual operations are carried out; good reporting stops detailed in- formation atthose same levels. Develop a report format which: (1) is sim- ple in design and standard for each preparing office; (2) provides for transmitting the re- port without covering correspondence; and (3) is arranged so that the preparing office can compile the data from records it normal- ly keeps, and so that the receiver can locate information quickly and apply it to his needs. Be sure t1jat the report directive you issue is clear and complete - preferably in writing. Good directives mean good reporting. Be sure that periodic and critical reviews. of the need for continuing reports are made. Reports management can mean fewer and better administrative reports at lower cost, thus releasing more time for the Organization to accomplish its mission. Consult your Records Officer if you have an administrative reporting problem. Further guidance . is available from the Records Management Staff. MERIT PAY RAISE PLAN .The President's Sub-Cabinet Committee studying Federal salary systems has been asked to consider at least one highly signifi- cant change in the Classification Act, which controls the grades and pay of the Govern- ment's/lassified employees. SECRET NOFORN Approved For Release 200.1/04/04: CIA-RDP78-04724A000100060003-6 Approved For I Wease 2001/04/04: CIA-RDP78-0 24A000100060003-6 The proposal is that the Act be modified to give agencies authority to grant "merit raises" to outstanding employees. There is no such authority now. Employees can advance from grade to grade as vacancies and their particular skills per- mit. Those who ' advance get small peri- odic, step-increases at 1 for 18-month inter- vals. And those who remain long years in the same grade can qualify, eventually, for as many as three longevity step-increases, each equivalent to one periodic step-increase. These last, of course, are seniority increases. Nowhere in the law is there provision for merit increases, other than grade-to-grade promotion, for employees who perform out- standingly. Proponents of the new proposal insist it would give vastly increased "flexibility" to the dustry's. pay practice more nearly into line with in- centive to. individuals; and bring Government lassified salary system; provide greater in- It frequently` happens, they say, that the "man makes the job" - while the rigidities of the Classification Act deny him the proper compensation for the work he actually per- forms. A "merit raise" system, it's said, might be written into the Classification Act in any one of several ways.. Two possible ways are : 1. By reducing the number of grades, which now total 18, and providing big- ger salary ranges for the remaining grades. At the same time, the upper steps of each grade would be reserved for "merit raises. 2. By retaining the present 18 grades, but building a series of "merit" steps on top of them. This would increase salary overlap grades - something classification /experts don't like. /experts The proposal for fewer' assified grades has come repeatedly in rec nt years-most re- cently in the 7.5 percent pay raise bill ap- proved by the Senate. Post 'Office and Civil Service Committee before Congress adjourned. That measure would eliminate Grades GS- 1, 6,.8, and 10, substituting a 14-grade system for the present 18. SECRET NOFORN SECRET NOFORN Meantime, the S}ib-Cabinet Salary Commit- -tee continues to get suggestions for various systems which would have Classified pay rates fluctuate from area to area. CREDIT UNION PRAISED FOR PROMPT ACTION Quoted below is a letter of appreciation sent to the Credit Union by one of the operating divisions : "1. On the morning of 5 September, the Division received a priority cable from the field that an employee required a loan by 6 September. An inquiry was made of the Credit Union who advised that the formal loan application, dated 13 August, had not been received until 4 September. "2. Because of the circumstances involved in the case, the Division requested the Credit Union to expedite processing of the loan. . At 12 o'clock, two and a half hours after receipt of the request, the Credit Union notified the Division that the loan had been approved and that the money had been deposited with the. Finance Division. "3. This is only one example of the cooper- ation received by this Division and its field stations from the Credit Union. On numer- ous occasions, the Division has received service far, beyond that which could normally be ex- pected. In addition, the manner in which the Credit Union has cooperated with the field has been of inestimable value in main- taining the morale of the employees who know that, if an emergency arises, the Credit Union will provide prompt assistance. "4. This Division wishes to express its sin- cere appreciation to the, personnel of the Credit Union for their outstanding coopera- , tion and assistance." The facilities of the Credit Union are avail- able to all employees. The only requirement is the investment of five &11 4r s for one share (deposit) plus a twenty-five Approved For Release 2001/04/04: CIA-RDP78-04724A000100060003-6 Approved For Rase 2001/04/04: CIA-RDP78-Or4724A000100060003-6' CONFIDENTIAL" 25X1 NOFORN CLAIMS FOR HOSPITALIZATION OR SURGERY Do you want your claim for hospitalization or surgery to be paid promptly? Claimants in the field should be sure it includes all the necessary information, as outlined in the at- tachment to Book Dispatch No. 117 of 25 Sep- tember 1956. Claimants atfeadquarters, in- stead of consulting the Dis atch, receive per- sonal, assistance in completing the form. If you are an overt employee, you should always carry the white GEHA identification card. In an emergency, it will admit you to a hospital, after which you can arrange through your office to have the admission forms mailed or brought to you. Where there is no emergency, it is best to pick up the forms a few days ahead and take them with you to the hospital. Using the white card and admission forms, you need pay only the part of the bill not covered by the hospitalization contract. The hospital collects the rest from GEHA. Make sure that any approach by the hospital - to GEHA is made through the address and tole- hone number on the back of the card. Administrative personnel receiving claims from the field should see that they are com- plete before forwarding them to GEl-IA. OFF-DUTY LANGUAGE TRAINING. PROGRAM On their return, to Xleadquarters, overseas personnel may "be interested in participating in the Voluntary Language Training Program S8, 4 that has been designed- to qualify students for the Organization Language Development Awards for comprehensive proficiency at the elementary and intermediate levels. The courses, each sixteen weeks long, begin three time a year: the first week in January, May, and in September. Five hours of class- room instruction, either before or after duty hours, and seven hours of laboratory work and other outside study are required of the stu- dents each week. Tapes and textbooks are supplied by the Office of Training. Instruc- tors have been recruited almost entirely from among staff personnel of the Organization, who are compensated at the standard Gov- ernment overtime rate. Classes are limited to a maximum of ten students and a minimum of five students. Regular - daytime language standards of achievement and methods of instruction are followed as closely as possible. Forty courses are presently in progress in eleven different languages : Chinese, Finnish, French, Ger- man, Italian, Japanese, Persian, Polish, Portu- guese, Russian, and Spanish. Courses are cur- rently being offered at basic and intermediate levels. will be offered in languages listed in rovided the minirn?x1 A enrollm nts is reached. Overseas returnees interested in taking ad- vantage of this opportunity for language training, at no cost to themselves, should sub- mit their requests or voluntary language training during nouty hours through the appropriate Training Officer. RECORD PROMPTLY CHANGES IN ADDRESS OR ASSIGNMENT A master locator card file is maintained at Xeadquarters on all staff employees in the 1Eeadquarters area. The purpose of this file is to provide the home address, residence tele- phone number, organization component and office location to which assigned. A change in residence or change in assignment should r NOFORN Approved For Release 2001/04/04 ? 724A000100060003-6 C Approved For Rease 2001/04/04: CIA-RDP78-0 7 4A000100060003-6 SB-6 CONFIDENTIAL be reported promptly so that the master 25X1 A may be brought up to date. (Se The maintenance of this loca fl taken on additional significance this past year 25X 1A as it also is used as the source for home ad- dresses for the W-2'1, Withholding Tax State- v~f ix,T inh cnrvnc in lieu of a T7-9,- for T)ls- It is urged that more attention be given by employees to correcting the locator file when a change takes place. A recent nal sis of uuarter y perio in icated that 37A. of all changes reported for the period were re- ceived during the last 20 days of the period, which was after the quarterly summary check ese reported changes, 30 were received too late to process for that period. Employees should report promptly all changes in address in order to keep the per- sonnel locator file up to date, and so that 25X1A W-2's will reflect the current and correct ad= dress. should so tha may be corrected. Supervisors and Adminis- trative Officers can help tremendously, when they learn that an employee has moved, if they would have the individual promptly complete the personnel information card to show the new address. Cards are on file in each com- ponent administrative office for verification if an employee wishes to see whether the rec- ord of his address is current. The coopera- tion of all is requested to maintain the value of these records by keeping them up to date. ORGANIZATION CIVILIAN RESERVE PROGRAMS Programs to establish a unit of the National Defense Executive Reserve and a Civilian Spe- cialist Reserve in the Organization have been approved as a part of our manpower mobiliza- tion planning. The Executive Reserve, which NOF'~" ORN CON FI DENTIAU 0 NOFORN is a, Government-wide program, was estab- lished to provide for, Federal employment of executives during emergency periods. The Di- rector of the Office of Defense Mobilization,. who is charged with the responsibility for ad-- ministering the program, has authorized, the establishment of a unit of the Executive Re- serve in our Organization. The Civilian Spe- cialist Reserve, a program within our Organi- zatibn, provides.for a pool of trained civilian specialists who would be available to us in the. event of war or general emergency. SHIPMENT OF PRIVATELY OWNED 25X10 AUTOMOBILES his changesshould reduce de- lays in the receipt of privately owned automo- CORRECTION 'i'ne last issue of tine Oupperi, rsuiieulll Cai- V ried an article entitled ? "Language Training-F in the Field." Paragfaph 4 of this article stated, "Volunteer language students are 213X1 A imbursed by the Organization to a maximu l A " of two hundred and fifty dollars a year. Me reviously was the case, as ex ressed i ut was rescinded b present policy as express states, "Chiefs of Station penditures to cover the, cost of tuition, and the cost of providing facilities and equipment for foreign language training when such cases are, in their opinion, reasonable and war- ranted." We regret this error. Approved For Release 2001/04/04: CIA-RDP78-04724A000100060003-6 Approved For Rel*se 2001/04/04 :-CIA-RDP78.-04724A000100060003-6 SECRET NOFORN CIVIL SERVICE RETIREMENT (This is the last of a series of articles on the liberalized Civil Service Retirement (CSR) Act.) RECOMMENDATION DUE ON CSR-OASI SWITCH In approving the new CSR law, the House Civil Service Committee directed CSC to try to work out a, plan whereby those who leave the Government with less than five years of service could' have it credited toward Social Security's Old Age and Survivors Insurance. The agencies concerned are studying the pro- posal and will make recommendations on 'it to Cgngress net year. That, is the only step under consideration toward coordination' of the two systems. DUAL BENEFITS : The new CSR law carries no prohibition, as once was proposed, on dual retirement benefit payments to Federal em- ployees. So it is still possible for you to retire under CSR, take a private job for a few years and then also retire under OASI. Thousands are doing it, and tens of thou- sands of active Federal employees have OASI credits which they earned prior to Govern- ment employment. or on after-hours jobs. It is entirely legal for. a retired Federal. employee to be paid CSR benefits while he is working in a private job to qualify for OASI payments. Women Government workers are keenly in- j terested in the possibility of dual CSR and OASI benefits inasmuch as women can draw OASI annuities at age 62. A scattering of retirees are paid triple bene- fits - veterans' pensions in addition to CSR .and OASI annuities. - REEMPLOYMENT MADE EASIER FOR RETIREES - A retiree who has been, or will be, reem ployed in the Government stands to benefit. from the new'law. The requirement for remployment is eased to make the retiree eligible for any job for which he qualified, to serve "at the will of the appoin ing officer." `10 SECRET NOFORN Approved For Release 2001/04/04: CIA-RDP78-04724A000100060003-6 A retiree's rqlemployment will have this effect on his annuity: If his retirement was based on an involun- tary separation (except for" age retirement) not due to any fault of his own, or if he were retired for disability and later found to be recovered or restored to earning capacity, his annuity mill be either discontinued or sus- pended. If his reemployment is subject to the CSR Act,. his annuity will be discontinued -and his ,future retirement rights will' be determined under the law in effect at the time he is sepa- rated from the rmploymeiit. If his reemployment is not subject to the CSR Act, his annuity payments will be sus- pended and resumed at the old rate upon termination of the reemployment. If his retirement was based on a voluntary separation or an involuntary separation for cause,, or if he retired for age, or if he was a disabilit annuitant age 60 or over at the time of remployment, his annuity will con- tinue but his salary during the re-mploy- ment will be reduced b the amount of annuity he receives. If the rmploy?ment continues for at least one year of full-time service, he will be entitled, after separation from there- employment, to a supplemental annuity based on the r9mployed service. WHERE MONEY COMES FROM FOR THE CSR FUND Your contributions to the CSR fund are held in Government securities. Contributions to the fund are from four sources: employee deductions, congressional appropriations ron- tributions. from all agencies and the interest earned on these funds. ". Employee deductions were 2 ?/2 percent when the original CSR Act became effective in 1920. The rate rose to 31/2 percent in July, 1926; to, Approved For Remise 2001/04/04: CIA-RDP78-04724A000100060003-6 .CONFIDENTIAL 5 percent in July, 1942; to 6 percent in July, 1948, and to 61/2 percent last October 1. The deduction is made on your basic salary only and not on such "extras" as .allowances and overtime. The latest audit showed the CSR fund to have a balance of about 7.2 billion dollars. A total of 4.8 billion dollars has been paid out in employee and survivor benefits; employees have paid 5.7 billion dollars into the fund, and 6.3 billion, dollars has been put in by the Gov- ernment in the form of appropriations and interest on investments. GENERAL PROVISIONS OF THE, NEW CSR AcT COVERAGE : CSC has the authority to de- cide which temporary and intermittent jobs As a general rule, all full-time and regular Federal employees are covered either by CSR or some other Government retirement sys- lem. BREAK IN SERVICE: If you have a break in service up to three days, it will no longer count against your service credit for CSR. o---REJECT: You can waive any part of the CSR annuity you have earned. This permits vet- erans to refuse some part of their CSR pay- ments in order to continue to receive their veteran's pensions, which could be cut off after incomes reach certain levels. LEAVE WITHOUT PAY:. Credit is given for leave without pay up to six months in any calendar year., There is no legal limit on the amount of such leave that can be allowed, and " 1__ _ 1^~~1r~ NOFORN some former employees, now in other jobs, have been on leave for 5, 10 and 15 years. SUBSTITUTE POSTAL EMPLOYEES are al- lowed full credit toward CSR for all service since their original appointments, provided they are subject to call for duty. They do not need to work full time-to get full-time credit. TRANSFER: The new'law permits a Federal employee to transfer from another Federal retirement system to CSR, but now he must turn over to CSR the refund he receives from the system he left in order to get CSR credit for salary and service. Besides CSR, our Gov- ernment operates retirement systems for the Foreign Service, TVA, and other special em- ployee groups. BORROW : No; you can't borrow money from the CSR fund. A RETIREE can work for a private firm en- gaged in Government contract operations without losing his CS annuity. REPEALED : The annuit increase law which became effective Nov. 1, 55, was continued in effect for employees separated before Oc- tober 1, 1956. This increase cannot be paid to an employee separated after the new law became effective. INTEREST: It will not be paid after Decem- ber 31, 1956 on the accounts of those who have five or more years of service. Three percent interest, compounded annually, will be paid only to those employees who leave the service with more than. one but less than five years of service. The elimination of interest will have no bearing on the amnount of any annuity payable under the act. CONFIDEN 1 1Ai Approved For Release 2001/04/04: CIA-RDP78-04724A000100060003-6