OFFICE OF PERSONNEL REPORT - WEEK ENDING 6 JUNE 1975

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-00773A000100010004-7
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 6
• Document Creation Date: November 17, 2016
• Document Release Date: July 19, 2000
• Sequence Number: 4
• Publication Date: June 6, 1975
• Content Type: MF

C0NElDEN T IA
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MEMORANDUM FOR: Deputy Director for Administration
SUBJECT Office of Personnel Report --
Week Ending 6 June 1975
1.. Retirement Update as of COB 3 June 1975:
Retired FY 1975
Voluntary
Involuntary
Mandatory
Disability
Total
153
42
10
41
G
Pending Retirements
June
July
1 Aug
Total
Voluntary
24
13
0
37
Involuntary
16
11
1
28
Mandatory
1
1
0
2
Disability
4
1
0
5
Totals
76
1
77
Civil Service
Retired FY 1975
Optional 52
Mandatory 1
Discontinued Service 73
Disability 51
Total 177
Pending Retirements
June
July
1 Aug
Total
Optional
10
3
0
13
Mandatory
2
0
0
2
Discontinued
Service
9
13
1
23
Disability
6
2
0
8
Totals
7
IT
1
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 CONFIDENTIAL
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The view through 1 August 1975::
CIARDS
Already Retired
246
Committed to go by
72
30 June
Totals
Retired FY 1974
275
Civil Service Total
177 423
46 118
M rn
340 615
2. The Voluntary Investment Plan: The amount invested
in the VI will probably pass the seven million dollar mark
today. We are about eight thousand dollars short of that
mark as of this writing, and the seventy thousand in con-
tributions today will see the plan move to a new record.
3. Single Ceiling: Work continued on implementation
of the single ceiling and placing positions on the Staffing
Complements. We hope to have all completed by 13 June.
4. Summer Interns: Forty-six Summer Interns remain
in the program. All but four are cleared. Twenty-three
have reported for duty. Twelve are entering on duty on
Monday, 9 June, with the remaining 11 reporting on 16 June.
5. Co-op Re uirements: Offices employing Co-op
students have been requested to furnish the Coordinator
with their requirements for the second half of FY 1976.
6. Summer-Only Employees: We have entered on duty
162 Summer-Only employees.
7. NSA Co-op: The NSA Co-op Coordinator called our
Co-op people on 3 June to see if we were experiencing, as
NSA is, higher security and medical reject rates among Co-op
applicants. NSA is particularly concerned about Co-ops
from the University of Akron. We subsequently checked and
found that all five of our Co-ops from Akron had recently
been in for processing. While none are yet cleared, neither
do any of them have security ok medical holds.
8. Blood Donor Day: "Blood Day" on 3 June was highly
successfu . A total of 186 pints was donated -- 41 more
than for the same date last year. A reminder about Blood
Day has been placed on the Bulletin Board on the day before
and on donation day. This has apparently helped the program.
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 CONF1DLN I IAL
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9. Regulation Changes: We forwarded to Records Control
Branch for publication:
25X1A
a. revisions of to
authorize annual leave during initial 90-day
appointments; and
25X1A
b. revisions of
to clarify provisions of leave for maternity
and paternity reasons.
10. Incentive Awards Seminar: As of this date,
approximately 13 Agency officers have indicated that they
plan to attend the Civil Service Commission and National
Association of Suggestion Systems Seminar Program on Tuesday,
25X1A 10 June, at the Ramada Inn in Alexandria.
11. Household Effects: One steamship container which 25X1A
25X1A holds the effects of nine employees, has arrived at
from and we have been advised that
an estimate 3 additional containers are also scheduled to
25X1A arrive. In addition, one container of damaged personal
baggage has arrived from Representatives from 25X1A
Central Processing Branch visited yesterday, 5 June,
to examine effects that have arrived from Southeast Asia.
12. Rehired Annuitants: During the week the following
25X1A rehired annuitants were terminated:
-- Office of Logistics -
n epen ent Contractor.
25X1A
-- Office of Training --
Independent Contractor.
13. Cut-Off: The "cut-off" period for the PERCON
System has een changed to agree with the staff personnel
cut-off system on the RCA 501 which means bi-weekly updates
to coincide with the payroll system and end-of-month personnel
statistical cut-off.
14. College Placement Council: Some of the facts which
emerged from the College Placement Council's first national
meeting at the Shoreham-Americana from 28-30 May are
attached as an addendum to the Weekly Report.
Coming Events:
1. The last chance to enter EAA's drawing for Redskin
Tickets is 13 June.
CONFIDENTIAL
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 1ONFIDENT1Al
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2. We will conduct an APP and PDP Skills Session on
10 June.
3. Input of position numbers and career service
designations for permanent contract personnel and new data
items to identify temporary employees, Co-ops and Summer
Interns will begin next week in preparation for the change-
over to single ceiling.
25X1A
Director of Personnel
CON =kDENTIAL
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NOTES ON THE COLLEGE PLACEMENT COUNCIL'S FIRST NATIONAL MEETING
Last Fall it had been expected that the downward trend
in recruiting activity would be tempered somewhat by the
demand for engineers and by the strong position of the
petroleum industry. Neither of these expectations material-
ized, however.
At all degree levels, openings for engineers dropped
20%, while the petroleum industry showed only a 4% increase
over last year in contrast to a 33% increase anticipated
earlier in the season. CPC noted, however, that the engineer-
ing decrease followed three successive years of increases:
7% in 1971-72, 32% in 1972-73, and 1.4% in 1973-74.
By degree level, the largest drop was experienced at the
doctoral level -- 20%, although bachelor's and master's
candidates fared little better. The bachelor's decline was
18% and the master's decrease was 17%.
No categories escaped the downturn. The least affected
were the "sciences, math, and other technical" category at
the bachelor's level -- down 7%; engineering at the doctoral
level -- down 10%; and business administration at the master's
level -- down 11%.
Engineering, normally the most heavily recruited cate-
gory, declined 20% at the bachelor's level and 23% at the
master's level. Business, another top category, dropped
28% at the bachelor's level.
The "other non-technical" category at the bachelor's
level, which includes humanities and social sciences, together
with other liberal arts candidates, dropped 9% in the number
of hires. This does not mean, however, that the prospects
for these candidates were relatively better than for engineer-
ing and business majors, CPC noted. This year's drop was on
top of a 45% decrease in 1970-71 and almost no subsequent
improvement in the intervening years.
Additionally, 36% of the hires in the "other non-technical"
category were reported by the federal government, with the
majority coming from the competitive federal career examination
eligibility lists which include recent as well as new graduates.
By types of employers, the only categories on the plus
side, besides the petroleum industry with its 4% increase,
were local and state government agencies -- up 18%, and non-
profit and educational institutions (non-teaching positions)
-- up_ 7%. The volume of hires in both these categories,
however, was low.
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Even such stable employers as public accounting firms,
metals, and chemicals/drugs, all of which had anticipated in-
creased hiring this year, were part of the downward trend.
Public accounting dropped only 5%, but chemicals/drugs and
metals declined 21% and 24%, respectively. Reflecting the
national economy, the largest decreases in the CPC survey
were recorded for the building materials/construction in-
dustry and for automotive and mechanical equipment, both
down approximately 60%.
Judging from their comments, ecmployers do not expect
appreciable improvement in hiring until possibly next Spring.
Many said there is little necessity to do much recruiting
because of an available supply of experienced individuals and
recent college graduates, coupled with reduced turnover and
internal re-allocation of personnel.
Despite all of these factors and the poor economic cli-
mate, top students, minorities, and women in high-demand
disciplines are expected to continue in a strong competitive
position. For the majority of graduates, however, supply is
seen as exceeding demand unless the economy improves substan-
tially.
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