SIX MONTH REPORT OF PROGRESS AND PROGRAM PLANS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000100030007-5
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 22
• Document Creation Date: December 14, 2016
• Document Release Date: September 25, 2002
• Sequence Number: 7
• Publication Date: January 14, 1956
• Content Type: MEMO

113TAFIOARD FORM NO. 64
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%moo Now
Office Memorandum ? UNITED STATES GOVERNMENT
TO
FROM :
SUBJECT:
Acting Chief, Employee Services Division
Chief, Counseling Branch
Six Month Report of Progress and Program Plans
DATE: JAN 14 1955
1. ?Ths Six Month Report of Progress and Program Plans is
listed under three headings as follows:
A. Branch activities added during the reporting
period.
B. Statistical summary of major activities.
C. Program plans for the period from 1 January through
30 June 1955.
A. During the period from 1 July through 31 December 1954,
the Counseling Branch has discharged its usual responsibilities
and made progress in the following new areas:
(1) In September 19541 the Branch initiated the visit-
a-week to an Operating Office. Each week the Branch Chief
and one of the counselors visit at least one Administrative
Officer and his staff to gain first-hand knowledge of man-
agement problems and further acquaint operating personnel
with the services and professional assistance available in
the Branch. In addition to improving communication and
general understanding between the Office of Personnel and
the operating areas, these visits have provided certain
operating persons with sufficient information and guidance
to enable them to detect and correct some personnel prob-
lems at their source and have encouraged them to solicit
the aid of the Counseling Branch in dealing with the more
complex, deep-rooted problems. In addition to the Above
plan for improving communication, several memoranda to
Administrative Officers have been prepared for the sig-
nature of the Assistant Director for Personnel. These
memoranda have included such subjects as timely submission
of Fitness Reports and reporting employee emergencies.
The combination of per,ponal visits and appropriate mem-
oranda should produce/Closer working relationship between
the Office of Personnel and Operating Offices with resultant
improvement in personnel management.
(2) In September the Branch also assumed responsibi-
lity for the Entrance-on-Duty Orientation Program. This
program, conducted every Monday morning, is designed to
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(2)
acquaint new employees with certain basic Civil Service and CIA
Regulations which pertain to their employment, familiarize them
with the available benefits and employee services, and meet their
immediate housing and transportation needs. This Orientation
affords the Chief, Counseling Branch an excellent opportunity to
meet all new employees and provide information which should assist
them in making an early) satisfactory adjustment to Agency employ-
ment. In addition, two other staff members furnish on-the-spot
assistance to any new employees with housing or transportation needs.
This program has evOked much favorable comment and the benefits, from
a Management standpoint, are both immediate and long-range.
(3) Passage of the Federal Employeest Group Life Insurance
Act of 1954 brought another function to the Branch. 'Under the new
life insurance program the Counselors are charged with the responsi-
bility of informing employees during the exit interview of their
conversion rights when the group insurance terminates because of
separation from Agency employment. This new responsibility also
entails additional clerical work in that each employee leaving the
Agency must be furnished a Notice of Conversion Privilege. Also,
employees who resign in absentia and those who resign in the field,
B. Following is a statistical summary of the major activities of this
Branch for the period 1 July through 31 December 1954:
(1) Number of employees attending the Entrance-on-Duty
Orientation:
July
August
September
October
November
December
Total...
Monthly average.
The Orientation Program was transferred from the Services
Branch to the Counseling Branch in September 1954. However,
since the present Chief, Counseling Branch has been respon-
sible for the Entrance-on-Duty orientation since the
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inception of the program, the workload figures for the past
six months are given above. The program consists of these
four topics: (a) Personnel and You, (b) Regulations which
Affect You, (c) Benefits and Services for You, and (d) Your
Responsibilities. The discussion of Agency and Civil Service
Regulations stresses fundamental facts pertaining to pay,
leave, salary, and retirement; the delineation of benefits
and personal services encompasses hospitalization and in-
surance plans, compensation for injury, Incentive Awards Pro-
gram, recreational actiVities, housing service., employee
counseling, and others.
( )
Resignations Processed:
July
144
August
136
September
147
October
124
November
106
December
106
Total
71g3
Monthly average 127
For each resignation processed a Report of Separation
Form 37-154) is prepared, a Final Payment Clearance Sheet
Form 34-30) is completed and a Request for Personnel Action
SF-52) is obtained for submission to the Processing and
Records Division.- An exit interview is conducted for each
employee who separates from the Agency, except those who
resign in absentia and from field offices
Ito determine the cause of separation and to obtain
commen s, suggestions, or criticisms that may be helpful in
improving management and pave the way for a reduction in
personnel turnover. The information obtained from the
interview is recorded on the employeete Report of Separation,
Form No. 37-154. In addition, a monthly statistical report
covering all staff employee separations is prepared and sub-
mitted to the Planning and Analysis Staff for distribution.
(3) Leave Cases Processed:
July
31
August
32
September
33
October
37
November
39
December
44
Total -ZIT
Monthly Average 36
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All requests for LWOP, including Maternity Leave, of
60 days or more duration which require the submission of
SF-52 are processed by this Branch. For each of these a
Final Payment Clearance Sheet is completed as in the case
of a resignation.
(4) Counseling Cases:
Six-Month total: 126
Monthly average: 21
Above total includes hardship, illness (mental And
physical), individual adjustment problems, grievance
cases and 24 "Crash" cases. Inasmuch as certain cases
necessitate several interviews, considerable study, and
much follow up activity, the above figures only approxi-
mate the total workload involved.
(5)
Retirement Cases:
Six-Month total: 102
Monthly average: 17
Interviews are held with all employees who desire
specific information concerning their retirement rights.
Often the employee is not eligible for immediate retirement
but wants his status checked, especially if he is unsure
about the creditability of certain periods of service.
Others desire an estimate of the amount of annuity at age of
retirement, etc. The above figures do not include applica-
tions for service credit, voluntary contributions, or appli-
cations for death benefits, but indicate the number of inter-
views conducted with employees on retirement matters. In
conjunction with this program, letters of appreciation for
signature of the DCI are also prepared by the Branch for
presentation, as appropriate, to persons retiring from the
Federal Service. It is anticipated that this workload will
incrwAteadily as the Employee Services Division informa-
tion/serres is offered to additional Agency components.
(6) Death Cases:
Six-Month total: 5
Letters of condolence are prepared for signature of
the DCI in each death case (except certain security cate-
gories) and contact with next-of-kin is established. Assis-
tance is given in the preparation of claims for unpaid com-
pensation, application for retirement benefits, etc.
Referral of the case to the Insurance and Claims Branch, ESD,
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is made when line of duty is involved, when claims are filed
with the BEC or when quasi-legal issues arise.
(7) Disposition Board Cases:
Six-Month total: 10
The Board considers cases of Agency personnel who suffer
from nervous or mental breakdown, certain emergency cases
arising from a variety of causes, and other employee problems
which require careful, high-level adjudication and coordina-
tion of decision among the several offices represented on the
Board. The Chief, Counseling Branch serves as secretary to
the Board, and since most of the cases are referred to this
Branch for action on the Board's determination, it is con-
sidered an allied responsibility of the Counseling Branch.
(8) Miscellaneous Activities:
During the six-month reporting period, this Branch
engaged in a variety of activities and provided services not
specifically delineated above. These include notary public
service; answering multifarious inquiries (oral and written)
concerning leave privileges, retirement rights, hospitaliza-
tion coverage, insurance conversion, employment records of
former employees, circumstances prompting certain reaigna-
tions, addresses of former employees; correspondence with
employees who resign in absentia; numerous liaison contacts
with Agency Offices, such as Medical, Security, General
Counsel, Inspector General, Finance, Fiscal, and Operating
Offices. Also, the Branch is frequently called upon to
prepare special reports based on data from the Reports of
Separation, provide turnover information, and draft special
correspondence and memoranda.
C. Program plans for the period from 1 January through 30
June 1955, are based on the assumption that the workload for the .
next six months will not vary significantly from the previous six-
month period. Needless to mention, continual efforts will be
made to improve present operating procedures and enlarge the
personnel relations services currently being offered. In addi-
tion, our program plans include the following:
(1) A primary objective will be more frequent personal
contact with operating personnel to effect closer liaison
and develop better team work in areas of mutual concern.
This will be promoted, in part, by an accelerated visiting
program--two visits a week to Administrative Officers until
all have been seen, and one visit each week thereafter.
(5)
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Since the effectiveness of the Counseling and pre-exit inter-
viewing programs depends, in a large measure, upon early dis-
covery of personal malcontent and interpersonal problems,
this program is considered very vital.
(2) Another goal will be to devise ways of utilizing
the information in the Reports of Separation to greater
advantage. Presently it is planned that the counselors,
at the beginning of each month, will review carefully all
the Reports for the preceding month, compile therefrom com-
ments and suggestions indicative of conditions or practices
which should be scrutinized closely, and report this informa-
tion together with the Counseling Branch recommendations to
the Chief, Employee Services Division for appropriate action.
(3) As an additional responsibility for 1955, the Counselors
will be required to inform all staff employees leaving the Agency of
their rights and privileges under the unemployment compensation
program, established for Federal Civilian employees by P.L.767,
83rd Congress. The administrative work in conjunction with this
new duty includes correspondence with employees who resign in
absentia and in the field, since all separatees must be furnished
Standard Form No. 8, Notice To Separated Federal Employee (Unemploy-
ment Compensation Program).
(4) The administrative procedures involved in processing a
resignation case through the Branch will be reviewed periodically
in the hope of streamlining procedures so that the time required
for such processing will be decreased.
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SERVICES BRANCH
Employee Services Division
Office of Personnel
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SERVICES BRANCH
Table of Contents
and
Summary of Activities, July through December 1954
Individual Activities
1. HOUSING
Housing requests = 271
Housing listings = 221
2. RECREATION AND HEALTH
3. EMPLOYEE WELFARE
4. EDUCATION
Number of inquiries = 24
Tab A
Tab B
Tab C
Tab D
S. BLOOD DONOR PROGRAM Tab E
Agency donors scheduled = 612
6. FUND-RAISING CAMPAIGNS ..Tab F
Total contributions = $47,147.66
7. ,ENTRANCE-ON-DUTY ORIENTATION PROGRAM Tab G
Orientees -
8. INDEBTEDNESS ASSISTANCE AND GUIDANCE Tab H
New eases = 72
9. LEAVE APPROVALS ........Tab I
leave requests 7=360
10. IMPROVEMENT OF AGENCY PHYSICAL FACILITIES Tab J
U. DISCIPLINARY ACTIONS AND SEPARATIONS Tab K
Cases handled = 29
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12.
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Tab L
EMPLOYM APPEALS
Cases - 1
14.
CUSTODIANSHIP OF BULLETIN BOARDS
Tab N
1.
AGENCY 'REPRESENTATIVE AT OUTSIDE MEETINGS
AND OTHER OUTSIDE LIAISON RESPONSIBILITIES
...Tab 0
Meetings attended mr 11
16.
INFORMATION SERVICE
Tab P
Inquiries (estimate) = 600
17.
CAR POOIS
CI:
Transportation needed
Transportation offered = 6
18.
CLERICAL WORKLOAD OOOOOOOOOOOOOO .......... *****
R
Individual service items
19.
EMPLOYEE HANDBOOK
...Tab S
20.
INCENTiVC AWARDS PROGRAM
Tab T
Suggestions received 424
Program Plans for the Period 1 January through
30 June 1955 pp. 11,12,13
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INDIVIDUAL ACTIVITIES
1. HOUSING
31 December 1954
The Branch has continued to provide a housing service to meet
employees' immediate and long-range needs through listings and
advance reservations.
A Services Branch representative has also been available at the
conclusion of each Entrance-On-Duty Orientation session to provide
information and guidance.
A new vertical file has been instituted for housing requests,
Housing requests, July through December 1954 = 271
Housing listings, July through December 1954 = 221
2, RECREATION AND HEALTH
The Services Brandi, in line with its assigned responsibilities,
has endeavored to place additional emphasis on increasing partici-
pation in an expanded recreation program. A Personnel Relations
Officer and an assistant have been added to the staff mho have devoted
a major portion of their efforts toward encouraging employee interest
through an adequate seasonal recreation schedule.
The accomplishments of the newly organized Recreation Office
during the six month period covered by this report are enumerated as
follows:
a. Planned or assisted with the arrangements
for various types of social gatherings.
b. Stimulated participation in established
activities and encouraged the further
development of others.
c. Maintained close liaison with the various
recreational groups to keep abreast of waning
employee interest or weakened leadership in a
particular phase of certain programs.
d. Developed a library containing civilian and
Government recreational facilities whiCh are
available for employee's referral. (Picnic
areas, swimming facilities, recreation fields
hotels and establishments catering to banquets,
dances, etc.)
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31 December 1954
e. Purchased trophies and athletic equipment for
distribution to teams and activity groups.
The Recreation Officer, acting in his capacity as coordinator
for all Recreation Association activities, assumed the responsibility
for publishing the monthly Newsletter and handling the necessary
liaison responsibilities with the Security Office and other related
external organizations, (D.C. Recreation Department, wholesale houses,
sporting goods establishments, and those controlling the rental or Use
of halls, areas, etc.)
Following is an itemized breakdown of Agency activities which the
Recreation Office has organized or has assisted in developing:
a. Sports
Men's Softball League (16 teams)
Women's Softball ( 1 team )
Touch'-football League ( 4 teams)
Swimming Club
Horseback Riding Group
Bowling League (5 leagues)
Golf ("A" and "B")
Men's Basketball League ( 6 teams)
Women's Basketball ( 2 teams)
b. Hobbies
Bridge Club
String Orchestra
Choral Club
c ? Social
An Agency "Smoker"
Parties and picnics held by various offices
Luncheons for recreational activity groups
An Agency Christmas Concert
The Potomac Recreation Association, organized in 1952, experienced
the usual problems connected with an increased membership which had ex-
panded to the point where the elected officers and executive council
felt that full time help was required from the Office of Personnel. As
a result of a request to the AD/P, the Employee Services Division assumed
the responsibility for developing and coordinating a well-rounded rec-
reation and welfare program. One recreation association, organized to
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31 December 1954
embrace all activity groups, was considered to be in the best interest
of each employee. The Potomac Recreation Association, being the largest
existing activity group, was therefore selected as the logical nucleus
for the contemplated expansion.
A lengthy review of the existing PRA records failed to show that
the membership had at any time approved a constitution but had been
operating under the supposition that the proposed constitution had been
approved. Representatives of the Services Branch in conjunction with
the retiring officers of PRA draw up a new constitution which included
the following major changes: (a) the membership fee of $1.00/annum
was eliminated, (b) all employees who subscribed to the purposes of
the PRA would be considered to be members. These partiaolar changes
were made with a three fold purpose in mind.
1. All employees through their automatic membership
would be eligible to participate in any sponsored
activity and would receive the services offered
by a full time Recreation Office Staff.
2. The PRA would be representative of the thousands
of Agency employees rather than the then existing
membership of 700. This latter total did not in-
clude the various groups and activities which
were operating independently and in many cases in
competition with each other.
3. The Agency would meet with 051 intentions which
suggested in effect that their rebates be re-
leased to a truly representative employee recre-
ation and welfare association.
The members met on November 12 and 18, respectively, in the
Auditorium and approved the new constitution for the PRA. A new slate
of officers, which would be in a position to devote a large portion of
their time to association activities. were Chosen as follmws2 Harrison
!WA laVUOtolioUV.I.VU WWXV 4..14(..U141.41i1 4mcmg tam IMMUOLO, yroposea Agency
notice was then prepared and forwarded to PAS by the new PRA Offices
which announced the purposes of the PRA and the coordination required
of all employees who participate in outside leisure time activities.
3-
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31 December 1954
3. EMPLOYEE WELFARE
The Agency maintains an employee welfare fund for use in promoting
the general welfare of its personnel. The fund consists of monies re-
bated to this Agency by Government Services, Inc., incident to its
operation of cafeterias in Agency buildings. Verified instructions from
WI specified that the money be used for employee welfare and recreation
and further suggested that it should be operationally administered by a
representative employee organization.
This Branch, in coordination with the Planning and Analysis Staff,
has prepared papers, at the request of the CIA Welfare Board, which will
effect transferral of the CIA Welfare Fund and operating responsibilities
to the Agency employee association (Potomac Recreation Association).
These papers are yet to be coordinated and approved by the present lel-
fare Board.
The proposed plan places the overall responsibility of Agency
Employee Welfare upon the Career Council, Chaired by the Assistant Dir-
ector for Personnel, and specific operating responsibility for this parti-
cular fund upon the PRA. It has been planned that the Executive Vice
President of the PRA would designate the officers of the PRA to operate
this fund for the benefit of all employees in accordance with GSI accepted
principles of policy and procedure.
b. EDUCATION
Inquiries concerning available training courses and the educational
opportunities in and around the nation's Capital have been referred to
this Branch. In addition, advice and assistance have been afforded
veterans attempting to enroll in training under auspices of the Veterans
Administration or obtaining reinstatement of GI training entitlement.
A number of requests for outside non-Agency training have been
processed through this Office.
Number of inquiries (estimate), July through December 1954 = 24
5. BLOOD DONOR PROGRAM
A member of this Branch has done additional necessary liaison and
administrative work on the Agency blood donor program caused by our
special security regulations.
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31 December 1954
During this reporting period, for the first time, this program
was conducted during the months of July and August, thereby establish-
ing a monthly program of donations.
Number of Agency donors scheduled by Services Branch, July
through December 1954 , 612
6. FUND-RAISING CAMPAIGNS
Three fund-raising campaigns were conducted. For the Community
Chest campaign, the planning and execution entailed the following:
a. Close liaison with campaign headquarters;
b. Prepared CIL notices and distributed
campaign material;
c. Organized campaign and keymen;
d. Collected and transmitted funds, audited
and kept accounts;
e. Prepared biweekly notices for the col-
lection of unpaid pledges.
TWO other campaigns were instituted merely by OIL notices, dis-
semination of literature and the forwarding of funds.
Following are campaign figures showing total Agency contributions
from Ju.1,7 through December 1954.
Campaigns Total Contributions
American - Korean Foundation $ 1,450.33
Community Chest Federation 45,577.21
Arthritis and Rheumatism 120.12
Total contributions, July through December 1954447,147.66
Donations to this yeaes Community Chest Campaign exceeded last
yeaes by $3,536.10. A new, simple effective accounting system was
established which provided for a Lull accounting of all contributions
including pledges paid throughout the year.
The necessity for a cleared person to handle our donations at the
various campaign headquarters has been eliminated by turning all funds
over to Security for the issuance of Treasurers, checks.
Community Chest notices sent (estimate) October through December 1954 = 500
Fund-raising luncheons attended = 5
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31 December 1954
7. ENTRANCE-M-DUTY ORIENTATION PROGRAM
Responsibility for the entrance-on-duty orientation program for all
new employees joining the Agency has been transferred from the Services
Branch to the Counseling Branch. A member of this Branch, however, acted
as substitute when the Chief, Counseling Branch, was unable to conduct
the program. Another member of this Branch continued to be present at
all orientation programs to offer housing services to new employees.
Orientees, July through December 1954 =
8. INDEBTELNESS ASSISTANCE AND GUIDANCE
STAT
Great effort is made in this Agency to assure that employees pay
their just debts for moral reasons as well as to maintain maximum
security standards.
Services Branch maintains liaison between creditor and debtor. It
alerts operating offices as to the presence of serious indebtedness cases
and in those cases, attempts to counsel the employee and help work out a
satisfactory solution.
Indebtedness cases handled July through December 1954 = 72
9. IEAVE APPROVALS
Agency Regulation dated 28 September 1954, grants the final
approving authority for advance annual leave, military leave, court leave,
and leave without pay under one year to the operating offices. Advance
sick leave, maternity leave over six months and leave without pay over
one year are now the only Instances in which approval must be given by the
Assistant Director for Personnel or his designee.
Leave requests, Jay through December 1954 = 360
10. IMPROVEMENT OF AGENCY PHYSICAL FACILITIES (LIAISON)
Innumerable suggestions for the physical improvement of Agency build-
ings are explored and appropriate action taken. For example, additional
vending machines have been installed in Curie Hall. Recently, Logistics
in coordination with this Branch renumbered Curie Hall rooms and provided
the necessary new signs.
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31 December 1954
11. DISCIPLINARY ACTIONS AND SEPARATIONS
Cases of unsatisfactory performance and conduct involving employees
with rights under the Veterans Preference Act, have been handled in such
a way that the employee involved feels that further appeal to the Civil
Service Commission is unnecessary. This has necessitated more careful
individual attention to each case than is required in most other Federal
agencies. In each case, every effort has been made to effect a resolution
of the situation through reassignment, counseling or other means satis-
factory to all parties involved.
Oases handled, Jay through December = 29
12, EMPLOYEE APPEALS
In view of the fact that non-veteran CIA employees have no further
separation, removal, demotion, or suspension appeals which can be heard
by the Civil Service Commission, special effort has been made to ac-
quaint all members of hearing panels as to proper hearing procedures.
This was done by oral instructions by the Executive Secretary as well as
by handouts prepared by the Services Branch.
Cases, July through December 1954 IT 1
Cases processed, Jay through December 1954 4
14. CUSTODIANSHIP OF BULLETIN BOARDS
Services Branch plans prior to this reporting period, included pre-
paration of an Agency notice governing the use of bulletin boards. With-
in the present reporting period, necessary coordination for this notice
revealed disapproval by the DD/A's Office; therefore, substitute action
for bulletin board control was initiated. An "Instructions to Employees"
card which gives all pertinent details governing the use of bulletin
boards is being prepared for posting on each board. Clarity of message,
neatness of bulletin boards and availability of information in the
Services Branch, Employee Services Division, will be afforded under our
new plan which requires a copy of the posted notice to be forwarded to us.
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The need for a nearly self-sustaining bulletin board operation
was apparent when the Logistics Office withdrew the major support we
had received from their Building Supply Officers*
Suggested relocation of bulletin boards which was coordinated with
the Logistics Office has resulted in at least a start of this operation.
15. AGENCY REPRESENTATIVE AT OUTSIDE MEETINGS AND OTHER
OUTSIDE LIAISON RESPONSIBILITIES
The Branch Chief represented the Assistant Director for Personnel at
government wide fund-raising campaign meetings and other outside functions,
acted as membership chairman for the Society for Personnel Administration
in this Agency, and coordinated requests for Notaries Public within the
Agency. From time to time other.dutside liaison duties were performed
as was necessary.
Meetings attended, thay through December 1954 r. 11
16. INFORMTION SERVICE
Non-routine inquiries concerning Federal laws, Agency regulations,
and CIA policy and procedures pertaining to leave, pay, veterans pre-
ference, appeal rights, suspensions, etc., have been received daily.
Additional inquiries have also been serviced on income tax, notary public
service, priority on home telephones, G. I. loans, social security
benefits, attainment of Civil Service Status, etc. Most inquiries were
verbal and were answered immediately. However, certain questions entailed
considerable research, such as the restoration of a veteran under a Sect-
ion Fourteen appeal. Often Comptroller General decisions as well as
Agency regulations, notices, etc., were reviewed. Referral, through
proper channels, to the Civil Service Commission or to the Office of the
Comptroller General was necessary in certain cases.
Inquiries (estimate) July through December 1954 600
Briefings of Agency personnel on Services Branch activities 34
17. CAR POOLS
The establishment of the Recreation Association Newsletter which
is disseminated to all employees, has enabled us to initiate and
advertise our services. In December, a ear pool service was initiated
through this method.
Transportation needed, December 1954 = 3
Transportation offered, December 1954 7. 6
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31 December 1954
18. CLERICAL WORKLOAD
The clerical workload of this Branch has been both tremendously
varied and exacting. Letters have been prepared for the signature of
the DCI in the Incentive Awards Program as well as for fund-raising
campaigns. Letters have been prepared for the signature of the AD/P
and DAD/P in the Incentive Awards Program, Recreation Program, fund-
raising campaigns, and various other service activities. Also, CIA
notices have been prepared when necessary for the proper functioning
of Branch activities. Case files were developed and maintained in the
Incentive Awards and problem-cases field. Files were maintained for
housing, bulletin boards, fund-raising, recreation, and Incentive
Awards. Considerable dictation has been required for Incentive Awards,
recreation, problem cases, welfare and the like.
Individual Service Items, July through December 1954 . 2, 511
19. EMPLOYEE HANDBOOK
This Branch, consonant with its assigned responsibilities for
improving employee morale and services, initiated consideration for
revision of Vie somewhat outdated employee handbook. The proposal
met with favorable reaction, and the Branch, in conjunction with PAS,
was assigned the responsibility for the revision.
20. INCENTIVE AWARDS
The Incentive Awards Committee, chaired by the AD/P, has been
administratively supported and directed by this Branch.
The Government Employees Incentive Awards Act (Public Law 764)
became effective 30 November with the fOTINE.g major provisions:
Repealed existing laws on Incentive Awards and made
Civil Service Commission responsible for administering
the new Government-wide program.
Eliminated authority for granting within-grade salary
increases for meritorious performance and limited
awards to monetary ones.
Increased the range of possible monetary awards to
permit Agency heads to grant up to $5,000iand with
CSC approval, up to $25,000 for unusually outstanding
or exceptional suggestions.
Authorized inter-departmental awards and Presidential
awards.
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31 December 1954
Incentive Awards Review No. 2 was submitted 3 December for printing
and includes in its 8 pages,. summaries of adopted suggestions, names of
suggesters, and amounts awarded. Its purposes are to provide greater
recognition to award-winners and disseminate information to all offices to
permit maximum utilization to meritorious suggestions.
The Executive Secretary attended the 12th Annual Convention of the
National Association of Suggestion Systems in Chicago October 18 - 19.
The highest percentage increase (149.5%) of suggestions submitted in FY
1954 over FY 1953 in all Government agencies was realized in CIL, but
the Agency did not receive the award because of security considerations*
GPO received the NASS Governmental participation Award Plaque for the
highest "reported" increase (97%).
The Chairman, Executive Secretary, and three Committee members at-
tended a special briefing given at CSC by the new Director of the Govern-
ment-wide Incentive Awards Program on 16 November.
Statistical Summary of Activities - Incentive Awards Cpmmittee
No. of Employee Suggestions Received
No. of Suggestion Briefings Prepared
No. of Committee Meetings
No. of Special Panel Meetings .
No. of cash awards approved by Committee.
Amount of cash awards
No. of Suggestions with Tangible Savings
Estimated First-year Savings of Adopted
Suggestions
Average Savings per Suggestion
No. of Adopted Suggestions Awaiting
Committee Approval for Award
No. of Superior Accomplishment Recommen-
dations Approved by Committee
No. of Efficiency Awards Approved by
Committee
1 Jan -
30 June 54
1 July -
31 Dec 54
379
424
228
123
2
2
1
2
18
36
$770.00
$1,745.00
7
13
$14,174.00
$30,959.00
$2,024.85
$2,381.46
17
23
3
11
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vole Now
Services Branch
PROGRAM PLANS FOR THE PERIOD
JANUARY THROUGH JUNE 1955
It is planned that the Chief and one other member of this
Branch will visit at least one area administrative and/Or per-
sonnel officer each week to effect a closer liaison. Also, a
concerted effort will be made to determine,with the aid of
leading questions in the recreation association uNewsletteet
the additional personnel services and facilities desired to
improve employee morale, and increase the scope and effective-
ness of the services presently offered by this Branch.
1. HOUSING
If future workload permits, we hope to inspect and evaluate
certain boarding houses, hotels and rooms.
2. RECREATION AHD HEALTH
Plans for the coming year aim to give additional impetus to
the existing program and to develop new activities whenever the
demand warrants.
Publicity is now being given toward the recruitment of
interested individuals for a Chess Club and art classes. We
are awaiting further word from the Security Office concerning
the procurement of range facilities prior to organizing a pistol
club.
The Recreation Office's ultimate goal is to develop all
activities of the Potomac Recreation Association to the extent
where each one is self-operating and the Recreation Office will
act only in a liaison and coordinator capacity.
3. EMPLOYEE WELFARE
Upon approval by the present CIA, Welfare Board, the Chief,
Services Branch) as the Executive Vice President of PRA, will
appoint several members of his Branch who are also officers of
PRA to comprise the rewWelfare Board. It is planned that emer-
gency loans or grants will be made to certain deserving employees,
and that portions of the fund may be used to promote the general
welfare of all employees through augmentation of the recreation
program and other desirable programs.
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L. EDUCATION
It is planned to increase the dissemination ct educational
information by sending sp ecific course information supplied by
the various universities to the Agency components most concerned.
5. FUND-RAISING CAMPAIGNS
It is anticipated that, with approval, we will inaugurate a
one-fund drive in this Agency.
6. INDEF3TEDNESS ASSISTANCE AND CUIDANCE
Approximately 80% of the cases of employee indebtedness are
within the Logistics Office. A conference concerning indebtedness
has been tentatively planned with the Personnel Officer of Logis-
tics. Considerable improvement was made during the past sip: months,
and it is hoped that in the near future the number of cases of in-
debtedness in Logistics Office can be greatly reduced.
7. IMPROVEMENT OF AGENCY PHYSICAL FACILITIES (LIAISON)
Continued liaison with operating officials is planned in order
to effect necessary improvements.
8. DISCIPLINARY ACTIONS AND SEPARATIONS
Personal contact is planned with all personnel and adminis-
trative officers in order to acquaint them and their offices with
disciplinary and separation procedures.
9.. BULLETIN BOARDS
It is hoped that relocation of bulletin boards will be completed
in the next six months and that adoption of our new control system
will result in neater boards. The additional informat ion acquired
from forwarded copies of posted notices should make available a new
and tremendous source of employee services regarding housing, trans-
portation, etc.
10. EMPLOYEE HANDBOOK
A tentative deadline of 1 July 1955 has been voluntarily set
for completing necessary revisions incident to and publishing of an
up-to-date employee handbook.
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11. INCENTIVE AWARDS
In keeping with Congressional intent as expressed in P. L. 763
and the President's Memorandum of 28 December 1954 to Heads of
Executive Departments and Agencies, projected plans to provide
further implementation of this management improvement program are
indicated below:
A. Increasing secretariat support to the Incentive
Awards Committee and its Special Panel for Clandestine Services
Awards will be provided to permit their meeting more frequently
in order to expedite processing of employee suggestions .
C. Promotion and Publiciz of IA Pro ram. Various
methods ?e use to "Sprea the Gospe o program
and. explain the system to groups in the Agency concerned
with its implementation. Some presently planned for include:
1. Publication of Incentive Awards Review No. 2
in January and No. 3 in April.
2. Revision and Reissuance of Incentive Awards
Regulation and Notice and initial issuance of
3. Distribution to all employees of a Notice
signed by the DCI quoting or summarizing the President's
Memorandum of 28 December and requesting greater par-
ticipation in the Program by Agency employees under
increased leadership by supervisors.
D. Continuing emphasis will be placed upon broader utiliza-
tion of adopted suggestions throughout the Agency to obtain maximum
impact toward improvement in operations and administration. It is
intended to accomplish this through greater use of Management Staff
to follow up on implementation of suggestions in all Eppropriate
components'
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