OFFICE OF PERSONNEL MONTHLY REPORT JANUARY 1964

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000200080020-4
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 12
• Document Creation Date: December 9, 2016
• Document Release Date: October 27, 2000
• Sequence Number: 20
• Publication Date: January 1, 1964
• Content Type: PERRPT

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OFFICE OF PERSONNEL - MONTHLY REPORT
January 1964
I HIGHLIGHTS
Lenten Services Plans are complete for a program of religious services
during Lent conducted along the same lines as last year. Since military
chaplains are unavailable, clergymen from the McLean area have been ob-
tained for both Catholic and Protestant services to be held each Wednesday
beginning on Ash Wednesday, 12 February, and continuing to Easter week
when the service will be on Good Friday, 27 March.
Dental Insurance By 31 January, a total of ~ DENTA applications had 25X9
been received. About were from Headquarters personnel. Since the 25X9
"open period" for the Field extends to 14 February, final totals will very
likely exceed our original estimates based on "expressions of interest"
submitted last July and August when the program was first proposed in an
Employee Bulletin.
II OTHER ACTIVITIES
1. RECRUITING
Serious Shortfall in Ps cholo ists One of the hard-to-find categories
of professional personnel which is not yielding to present recruiting efforts
is the graduate Psychologist (Ph. D.). Eight key vacancies are involved.
Stepped-up efforts planned against this target include: an ad in the Feb-
ruary issue of the American Psychological Association journal; participa-
tion in 8 regional meetings of the APA this spring; and an approach to
psychology department heads at a number of major universities indicating our
interest in obtaining faculty members on a 2 or 3 year contract arrangement.
Revision of Professional Recruitment Brochure Comments and suggestions
have been obtained from the four Deputy Directors and our own recruiters
wancerning revisions in the Professional Recruitment Brochure before its
next printing. The suggestions should proved helpful in sharpening the text
and also in improving the layout.
25X1A6d JOTP Screening Center During January, 33 outstandingly
qualifed JOT candidates were referred to by the 5 25X1A9a
professional recruiters who cover the 11 Western states. 25X1A6d
January '64 JOT Class The January JOT class has its full quota of M 25X9
trainees -- the third straight class to do so. Here's how the new class
compares with its two predecessors: DOC JMENT O.
NO CHMGE IN #LASS. [A
Li DECLASSIREC
(~
No CLASS. CHANGE:z) TOE 1 S 3 0'C "406 e 200, - IA+=RDP8bL0T82-6R-4
t? i MAR 2 0219 7 n5
f?::.TE: - :tJ . _ REVIFVIER.
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163 July 63 Jan 64
a.
Composition
"Externals"
"Internals"
"Specials"
b.
Sex
Men
Women
c.
Age
Average
Youngest
Oldest
d.
Number Married
e.
Number Undergraduate
Schools Represented
f.
Number Graduate
Schools Represented
25X9
The new Jan '64 class contains a record number of "internals" - 27. It
also includes a record number of graduates from western colleges, thus
continuing the geographic shift noted in the last class. But its members
show a slight decline in the number holding graduate degrees.
2. SEPARATIONS
Separations Compensation A year-end report on separation compensation
showed that payments to the 73 persons who received benefits under this
program now total $1+72,665. Further payments to the 26 persons still
claiming benefits could reach an additional $11+0,814. And 2 employees
selected under the 20-27 program still remain to be separated. Complete
figures for the program show:
Proposed for separation -
Actually separated ------
Remaining to be separated
25X9
3. PROMOTIONS
Step Increases During 1963, step increases of 41 Agency employees were
withheld under the "acceptable level of performance" standard. Adding to this
number 16 cases carried over from 1962, the disposition of the total cases
active during 1963 is as follows:
27 are still being withheld
20 were granted on a deferred basis after improvement
9 employees resigned or retired
1 employee was downgraded
57
(2)
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4. BENEFITS AND SERVICES
Increased UBLIC Insurance Coverer e On 1 February an expanded and
improved program of UBLIC insurance became available to Agency employees.
The new program: raises the old limit on insurance coverage from $15,000
to $30,000 (and boosts the double indemnity limit from $30,000 to
$60,000); reduces the premium rate from 610 to 50$ per thousand; and
provides free insurance for dependents on a sliding scale up to $1,000
per person, depending on age. UBLIC policy holders under age 60 can in-
crease their coverage up to about 100% without having to submit health
statements; however, such statements will be necessary for new applicants
and policy holders who wish to increase coverage above the 100% mark.
Income Tax Institute 54+ representatives from Headquarters components,
including 1 from gathered in the auditorium 4-5 February for 2 days 25X1 A6a
of intense training designed to equip them to aid other employees in answering
questions connected with the preparation of Federal and State income tax
returns. The instruction is being given by an Internal Revenue Official.
Absentee Voting Since the Agency Notice on Absentee Voting
13 Jan ' was disseminated, calls and visits to the Benefits and Counseling
Branch for additional information have averaged about 30 a day.
Seat Belts Mid-point results compiled as of 31 January from the 15 Jan -
15 Feb seat belt campaign listed the sale of 721 seat belts, including 15
children's and 670 retractors. These results are substantially higher than
had been expected when the campaign began.
GEHA Directors Re-elected All current directors of GEHA were re-elected
at the annual members meeting 21 January.
Spring Fund Drive The 196+ Federal Service Campaign will be conducted
from 1 arch - 15 April to collect funds for the National Health Agencies
and the Joint Crusade. Nine health agencies are represented in the campaign,
along with 4 agencies in the Joint Crusade: the American-Korean Foundation,
CARE, Radio Free Lope, and Project Hope. This is the first year that HOPE
has been included in the Federal Drive. Secretary Dillon is Chairman of the
national, as well as local, Joint Crusade, and Secretary McNamara heads the
National Health Agencies Campaign.
Membershi Drive for Recreation Association Plans for increasing partici-
pationin t he Recreation Association are moving along well. To date they
include a series of posters, a corridor displ .y, an employee bulletin, and
other similar promotional material. In addition, prizes may be offered lucky
membership holders. As a special incentive for employees to support the
Association, arrangements have been made to handle tickets (often at discount)
through the Association for activities of the Washington Senators, U. of
Maryland athletic events, Carter-Barron Theater, Washington Coliseum,
American Light Opera Company, Arena Stage, National Theater, National Guard
Armory, George Washington U. Athletic events and Lisner Auditorium presenta-
tions, Georgetown U. Athletic events, Warner Brothers Theaters, Shady Grove,
and Constitution Hall.
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1964 Savings Bond Campaign The 1964 Savings Bond Campaign has been
set for the period 11-22 May. In advance of the campaign there will be
meetings of the Savings Bond Committee, selections of Vice Chairmen and
keymen, and a rally in the auditorium.
5. AWARDS
Supply Suggestion Pays Off Some months ago a GS-7 Supply Assistant
25X1A6~ observed that commissary, communications, and other supplies were
arriving in rather small shipments which appeared to him relatively expensive
to pack and handle. He suggested that better planning and tighter control
would permit supplies to be ordered in larger quantities and shipped in
conex containers thereby saving substantial packing costs and some freight
and landing charges. A 6-month test of the suggestion at - and 25X1A6a
25X1A6~, just concluded, has produced tangible savings at an annual rate of
almost $30,000.
III SPECIAL REPORT
The Special Report this month is the second in a series which will
attempt to predict the Agency's personnel losses, from retirement and other
causes, for a period extending to about 1975. The purpose of the series
is to give management a better forecast of personnel attrition estimates
on which to base long-range recruitment, training, career development,
and other personnel planning.
4
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January 1964
III SPECIAL REPORT
GENERAL
Last month's Special Report was first in a series-which will attempt to pre-
dict the Agency's annual professional personnel attrition through 1975 in order to
give management a sharper view of its long-range professional replacement require-
ments and a, ist in the improvement of recruitment, training, and career develop-
ment plans to meet these requirements.
The last Report cited 3 key elements affecting attrition among careerists
which should be examined closely in relation to our professional staff:
1. the age distribution of professionals, and particularly the in-
creases in average age that have been occurring in recent years;
2. changes and pending changes to liberalize retirement benefits and
encourage early retirement;
3. the Federal service records of professionals -- which show pro-
gressively increasing amounts each year that will ultimately have
an important effect on attrition rates.
The third element, "Federal service records", was the principal topic of the
last Special Report. This Report presents some statistics and comparisons per-
taining to the first two elements and also depicts the Agency's annual attrition
rates, by selected grade groups, for fiscal years 1958 through 1963.
TAB A - Average Age CCom isons: Staff Personnel, Grades GS-9 through GS-18,
31 December S through 31 December 1963 (Agency)
TAB C - Same as above - for 2ICareer services
TAB D - Same as above - for Support Career Services
TAB E - Annuity Comparisons (For employees in selected age, service, and
grade brackets, TAB E compares the approximate Civil Service annuity
they would earn using "high 5" figures from: (1) the salary scale in
effect 1 July 60 - October 62, and (2) the present salary scale effec-
tive 5 January 1964 Also shown are approximate annuities computed
under present salary scales but using (3) the proposed CIA formula,
and (1.) the formula in pending legislation permitting retirement at
age 55 and 30 years service with no actuarial reduction.)
TAB F - Attrition Com arisons: Fiscal Years 1958 Through 1963 by Grade
Groups (Agency)
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OBSERVATIONS
1. The average age of the grade group, GS-9 through GS-18, is increasing
each year for all major directorates of the Agency.
2. The average age is increasing at a greater rate for the grade group,
GS-12 through GS-18, than for the total GS-9 through GS-18 grade group. In the
three-year period from 31 December 1960 to 31 December 1963, the average age of
the GS-12 through GS-18 grade group in the Clandestine Services Career Service
increased 1.6 years; the Career Services of the DD/I, i.4+ years and the Support
Career Services, 1.2 years.
3. Of the major directorates, the DD/I Career Services have the most stable
age structure in the GS-9 through GS-18 grade group.
4+. With increased use of grade GS-10 during the 1960-63 period, the average
age of persons in this grade decreased in the DD/I Career Services but increased
in the Clandestine Services and Support Career Services.
5. The increased "high 5" with will develop from the Pay Reform Act of
1962 will a .d substantially higher annuities to future retirees, (and this pros-
pect of sharply higher annu ties will no doubt increase pressures for retirement
"deferrals" among employees who would otherwise seek retirement during the next
4-5 years.)
6. Passage of the Agency's proposed retirement legislation, and any amend-
ment of the Civil Service Retirement Act to permit retirement at age 55 with 30
years of service without a reduction for years under age 60, will bring about
,tether substantial increases in annuities over those generated by the Pay Reform
Act of 1962.
7. The Agency's attrition rates have been remarkably stable during the past
six years; however 1960 marked the beginning of a slight upward trend in the
GS-12 through GS-16 grade group, due very probably to the Ancy's new policy on
retirement announced in 1959?
COMMENT
The attached TABS, and those in last month's Special Report, reflect some of
the forces which are at work and which will continue to influence the course of
CIA's attrition rate, and especially, its losses through retirements. Two sets of
these forces, important in their influence but different in their effect, deserve
special note.
On the one band, a potent combination of factors is operating to retard re-
tirements over the near-term, say the next half dozen years. These factors include:
1. the relatively small number of Agency employees above age 50
(who comprise the group from which near-term retirements could
be expected to come.)
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2. the comparatively short Federal service of most employees over
age 50 (which, of course) influences adversely the size of
their prospective annuities and will induce many of them to
delay retirement as long as possible.)
3. the new salary scale that became effective 5 January 196+
(and will produce sharply increased annuities for employees
who defer retirement long enough to raise their "high 5"
substantially.)
On the other hand, a set of different influences is which retirements.
long-term, say after the next 8-10 years, may greatly scate
These influences include:
1. the relatively hi h number of Agency employees in the 40-50
age bracket.
2. the comparatively long Federal service most employees now
age 14.0-50 will have wen they begin considering retirement.
3. the new salary scale effective 5 January 1964 that, in due
course, will produce sharply increased "high 5's."
4. pending legislation (CIA's early retirement bill and the
prospective "55-30" Civil Service I ILtirement Bill) which,
when passed, will increase the attractiveness of early
retirement for employees with substantial periods of
Federal service.
What will happen when these two sets of forces, one retarding present re-
tirements and the other accelerating future retirements, converge? Most probably,
we will have an unprecedcnteea num er of retirements compressed into a span of a
relatively few years. To the extent this is true, it is laden with significance
for our personnel managers and heightens the importance of sound, long-range ngee plan-
sup-
ning for: adequate annual increments of young officers; properly planned
ported training programs; and, perhaps most important of all, aggressive
to develop key professional personnel to replenish anticipated losses, particularly
at the senior executive level.
As noted earlier, a forthcoming report will attempt to estimate both the
timing and the magnitude of the period in which we foresee a "compression of re-
tirements" occurring.
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AVERAGE AGE COMPARISONS - STA T PERSONNEL
Grades GS-9 Thru GS-18
31 Dec 1960 Thru 31 Dec 1963
AGENCY
Grade
31 Dec 1960
31 Dec 1961
31 Dec 1962
31 Dec 1963
GS-18
51.7
52.6
52.8
53.3
GS-17
48.9
49.5
49.3
49.0
Gs-16
47.5
48.0
46.5
47.0
GS-15
46.8
47.0
47.0
47.1
Gs-14
44.1
44.5
44.6
44.8
GS-13
41.4
42.0
42.1
42.3
GS-12
38.4
38.9
39.6
40.1
GS-12 thru 18
41.8
42.4
42.8
43.2
GS-11
38.0
38.6
38.7
38.3
GS-10
34.o
34.4
35.6
35.3
GS-9
36.5
36.7
36.5
36.2
GS-9 thru 18
40.0
40.4
40.7
40.8
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AVERAGE AGE COMPARISONS - STAFF' PERSONNEL
Grades GS-9 Thru GS-18
31 Dec 1960 Thru 31 Dec 1963
CLANDESTINE SERVICES CAREER SERVICE
Grade 31 Dec 1960 31 Dec 1961 31 Dec 1962 31 Dec 1963
GS-18 49.6 50.1 51.1 51.6
GS-17 48.3 49.4 49.2 49.8
Gs-16 48.2 48.0 47.4 47.6
GS-15 46.6 47.0 46.9 47.2
Gs-14 43.4 43.8 43.7 44.2
GS-13 40.4 41.1 41.0 41.6
GS-12 37.3 38.1 38.9 39.5
GS-12 thru 18 41.2 41.9 42.1 42.8
GS-11 37.6 38.5 38.2 37.2
GS-10 32.6 34.0 35.5 35.9
GS-9 38.0 37.9 37.9 38.4
GS-9 thru 18 39.9 40.5 40.8 41.1
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OW M.
Grades GS-9 Thru GS-18
31 Dec 1960 Thru 31 Dec 1963
DD/I TYPE CAREER SERVICES
Grade
31 Dec 1960
31 Dec 1961
31 Dec 1962
31 Dec 1963
Gs-18
52.5
53.2
53.2
54.4
GS-17
48.9
49.6
49.3
49.6
Gs-16
47.0
48.1
45.2
46.1
GS-15
46.6
46.6
46.8
47.0
GS-14
44.4
44.8
45.1
45.1
GS-13
41.6
41.9
42.4
42.5
G6-12
38.5
39.2
39.9
41.1
GS-12 thru 18
42.2
42.7
43.1
43.6
GS-11
39.3
39.4
39.7
40.0
GS-10
35.4
34.3
35.3
33.9
GS-9
37.3
38.0
37.6
36.5
GS-9 thru 18
41.0
41.0
41.3
41.1
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Grades GS-9 Thru GS-18
31 Dec 1960 Thru 31 Dec 1963
SUPPORT CAREER SERVICES
Grade
31 Dec 1960
7 Dec 1961
31 Dec 1962
31 Dec 1963
GS-18
54.3
56.0
55.3
55.8
GS-17
50.0
47.8
48.6
48.7
GS-16
46.9
47.4
46.2
48.0
GS-15
47.4
47.5
47.3
48.0
GS-14
45.0
45.4
45.7
46.4
GS-13
42.5
43.2
43.2
43.4
GS-12
39.5
39.7
40.1
40.6
GS-12 thru 18
42.4
42.9
43.1
43.6
GS-11
37.5
38.2
38.3
38.3
GS-10
34.2
35.2
36.0
36.4
GS-9
35.1
35.3
35.2
35.1
GS-9 thru 18
39.5
39.9
40.2
40.4
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ANNUITY COMPARISONS
UNDER PAY SCALE
EFFECTIVE FRO K JULY 1960
TO PAY REFORM ACT OF 1962
UNDER PAY RFORM1ACT OF 1962
PHASE II PAY SCALE
EFFECTIVE JANUARY 1964
Annuity Under
Annuity Under
Age
Service
Grade
Step
High Five
Annu3 ty
Hi
h Five
Current
Ci
il S
i
Annuity Under
Proposed
g
v
erv
ce
Proposed Agency
Federal 55-3
50
20
GS-71
5
$ 8}6?0
$2,648
$ 9,530
$ 2,935
$ 3
812
50
20
GS-13
5
11,675
3,595
13,265
4,085
,
5,306
50
20
GS-15
5
15,030
4,629
17,725
5,459
7,090
55
30
GS-1
5
8,600
4,590 *
9,530
5,089
5,718
$ 5,335
55
30
GS-13
5
11,675
6,234 *
13,265
7,083
7,959
454
7
55
30
GS-15
5
15,030
8,026 *
17,725
9,465
10,635
,
9,961
55
30
GS-11
Top
8,860
4,731 *
10,650
5,687
6,390
5,985
55
30
GS-13
Top
11,935
6,373 *
14,805
7,905
8,883
8
320
55
30
GS-15
Top
15,030
8,026 *
19,270
10,290
11,562
,
10,829
60
30
GS-11
5
8,600
4,833 *
5
718
5
335
6o
30
GS-13
5
11,675
6,561 *
13,265
7,454
,
7
959
,
7
454
60
30
GS-15
5
15,030
8,446 *
17,725
9,961
,
10,635
,
9,961
60
6
30
GS-11
Top
8,860
4,979 *
10,650
5,985
6,390
5
985
0
6
30
GS-13
Top
11,935
6,707 *
14,805
8,320
8,883
,
8
320
0
30
GS-15
Top
15,030
8,446 *
19,270
10,829
11,562
,
10,829
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