MORALE OF MILITARY PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80R01731R001300010046-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 27
• Document Creation Date: December 14, 2016
• Document Release Date: July 18, 2003
• Sequence Number: 46
• Publication Date: September 15, 1954
• Content Type: MEMO

25X1
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TUI Daputy Diftator at Contra). Intelligent*
SUBJECT: Morale of Military issareuenel
1. PrtJBLLM:
elf
SEP 15 1954
To obtain information regarding the reported unfaverstle attlitede
of service personnel concerning their assignments with CIA. ,to
determine the conditions which might cause such en attitude, end
to recomend corrective -motion in the case of unfavorable condi.
tinny noted. ?
2. FAcTS BEARIV1 OR THE FRAIL:
a, A review of exit interviews of servioe
personnel (Tab A), indicates that approximately thirty per cent
felt that their military Specialties were not fully utilized and
were critical of the Agency in some degree. Exit interviews and
discussions with officers currently on duty indicate the folIawing
reasons for disliking duty with the AKency;
(1) Assignment to Agency of officers Who are not interested
in our type-of work.
(2) A. feeling that the officers-a career suffers when be re-
eeives letter efficiency reports, or .a report ef any type
which is perfunctory in nature.
? (3) Resentment in same cases occasioned by lowsrefficiency
? ratings than the officer had been accustomed to receiving
in the service
(4) ?Halaseignment and improper use of military occupational
specialties
(5) Isolation tram their service and inability to keep infomed
regarding service news.
(6) Poor reception of new personnel.
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(7) Liffioulty in obtaining reiMbursent for Iona of service
benefits or additional exTenses occasioned by Agency *eau*
rity requirements (applies to a cr-411 nroportion of the
total cases),
(8) Inherent dislike of serving under pseudo off: cers.
(9)
methods which the soldier considers highly unethical.
Look of proper orientation before being required to use
(10) Failure within the various echelons of the Ages*, to prac-
tice those fundamental principles of leadership requisite to
the development of esprit de corps, pride of accomplishment,
pride in the organization, and loyalty in a degree 'which sub-
ordinates personal interesta to achieve the common goal,.
DISCOSION AND CON
.es Tab D.
ACTION UAW LSD:
LUSI,013 s
That preliminary to requesting orders for officer, they be brought
in for interview, if they are available and can come in at no ex-
pense to the Agency. (Action has been taken by. Military Personnel
Division).
b. That when interviews are impractical, aasignments be made, when
Possible, from officers who have had previous experience or who
have manifested interest in our type of work. (Military Personnel
Division is now collecting a list of such officers from the War
Colleges and other sources).
c. That after an appropriate interval the Army again be requested to
authorize our use of the regular efficiency form by civilian raters
and by rating officers of other services.
d. That Tab C be published in the Armed Forces Information Digest to
inform officers that their fears regarding letter efficiency re-
ports are largely unfounded. (This has been published in the August
isaue).
That Tab D be dispatched to the Chiefs oi Major Components empha-
sizing the need in efficiency reports for more adequate description
of the officer's demonstrated qualifications, the degree of respon-
sibility and lob level.
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f* That an interim evaluation repo lb 6) be Obtained from the
immediate superior after an otiicer hes been el duty for four
months. This to discover and oorrect at an early date any pos-
sible malassignmsnts.
That a latter (Tab F) be dispatched to the Chiefs of the major
Commennts emphasising the need for effective distribution of
the Areed Forces, Information Divot (Tab G) to their militer7
personnel, when security conditions permit. Toe large a propor-
tion or our military fail to receive this publiostion*
h. That an Agency notice or regulation be publiehed outlining a re-
commended prodedOrs (Tab H) fey the reception of new personnel.
(A notice on reception of new personnel* including military person-
nel, is now in the process of being published.
i. That our Finance Offioe automatically refer to Military Personnel
Division claims or military personnel which they turndown. The
latter include some legitinnte claims which oeuld be paid by the
DepatyDireetor (AdMinistration).
g.
STAT
k. That adiUkulrperoponnsl receive more adequate briefing regarding
any unusual eemditions with Ukiah they will be confronted upon
their arrival overseas.
. That overseas groups headed by civilians consider the appointment
of the senior military man as a military advisor who would make
himself availible to counsel SilitarY personnel* in addition to
his othor duties*
m. That the Chief and Deputy Chief Of Military Perioanel DiViatOU
periodically call on military pareonnel who are available and that
annual visits be sada to the larger groups in urope and the Far
East.
n. That our pare.m1 orientattn and our various **urines attended by
supervisors ine Ibis instruction in those fundanentals of leader+.
Ship which are toot in the services and in civilian personnel*
industrial management, and foreman training courses. The most ef-
fective means of eliminating personnel problems is at their source.
Harrison C. Reynolds
Aesistant Director ror Personnel
046 C
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Otatf Study, jest:
*mama
Tabs A thru
7 71: ACE:
ale of iiuu7 Personnel r-
25X1
.0'oirdinattaff
AcirLA BY ATTROVINO AThjRI
A, Rovz,D; 17 SEP 1954
7'.'.'"14 4 11
0,wt 1....
C. P. GABELL
Lieutenant General* Oa
Lem:Iv Director
4 A_ h//'-#t- 7/
er .0 4 4- 1 :0?000'."
c
ci
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-A`
4154
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INDEX
TAO.:*. Attitude of Military Personnel
Towards CIA Assignment (natio..
tisal Report)
TAB B Discussion and Conclusions
TAB C . ? ? ? ? ? ? ? , . ? News Item Included in August issue
of the Armed Perces Information
, Digest
TAD D * * ? ? ? O ? Draft of Memorandum, Subject:
Letter Efficiency Reports
TAB t * . e ? ? ? Draft of Interim Evaluution Report
TAB F Draft of Dispatch, Subjectt Armed
Potion Information Digest
TAB 3 ? A. t, ? ** . *** . * ? . ? Sample Copy of Armed Forces Infor-
mation Digest
TO If . . ? ? 4 a ? it ? ? 41 ? ? 0 . Draft of Notice M0.1 I
25X1
&objects Reception of New 14Fionnel
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ATTITUDE OF MILITARY PERSONNEL TWARDS CIA ASSIGNMENT
25X1 A summary of opinions expressed by officers and Ionlisted men
leaving the Agency between 2 May 1953 an Li. naroe of
nation: Exit Exit interviews with representatives of Military Personnel Divic,
sion.
25X1
ATTITUDE %
Officers
71.3
71.3
10.3
18.4
42.6
35.9
21.5
77.9
99.0
53.3
24.1
22.6
% Enlisted
% All Military
1. Military specialty fully utilized
2. Grade consistent with CIA slot
Grade higher than CIA slot
Grade lower than CIA slot
3. Service career benefitted
Service career unaffected
Service career damaged
4. Satisfied with personnel administration
5. Good relations with 7#rkors
6. Would welcome second tour with CIA
Neutral toward scw.d tour with CIA
Would resist oecond tour with CIA
67.4
69.6
5.8
24.6
5108
34.8
13.4
88.8
99.1
S3.569
10.7
5.8
69.2
70.4
7.9
21.7
47.5
35.3
17.2
83.S
160 9
13.6
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1. Tab A has b.ofl prepared summarising the views expressed by
25X1 I lee/leers and enlisted personnel in their
exit interview. In this mammary- it will be noted that spproximatelT
tuothirde of the departing military personnel felt that their military
opeoiS* was fully utilised and that their jOb was consistent with
litary grads. One out of five et/lases and 900 in seven en-
en felt that service with the Agee., had damaged their military
career. One is twenty unlisted mem and ever one in five of the of fl..
core would not went another assignment with the Agency. The percentage
of officers, in this last group imelmded some who had enjoyed their tour
here, bet felt that additional datjrmith this organisation would irpair
their service career.
vtile the pereentae of CIA critics is a 1ortty, it is com-
aiderably higher than it should be, and it includes some officers of
outstanding ability who are likely to rise to top positions in the
military service. It also ballades a ansiber of bitter and very vocal
critics particularly those individuals who received poor efficiencyreports:. There is a question also as to the degree of frankness with
hildh-departing ~ripe personnel havveneressed themselves in exit
interviews. Based upon the exchange of opinions during informal gath-
erings it is felt in some circles that the percentage of officers
unhappy; in their.Ageneyamignments is much higher.
3. If such impressions are disseminated throughout the services*
it willbecome increasingly difficult to obtain the high type service
personnel which the Agency requires. Even within the eervice, con-
siderable difficulty is experienced in getting good men to fill undisir-
able positions. When qualified, individuals are requested, it suddenly
develops that they are indiapemsahle to BONO other Acre important project,
or their services are urgently required and personally requested by offi-
cers with two or thresstar rank. our OW8 regulations and our agreement
with the Department of Defense permit the services to recall an officer
in e uiddle of his tear here to attend certain seheals, or for "impor-
tant command assignments.* Such requests from the -services are not
infrequent and there is no way of knowing whether or not such requests
have been initiated by the officer nimeelf.
h. Time exists, therefor., a very definite problem of how to
maks daty with the Agency more popular with service personnel, and to
eliminate conditions thigh create an unfavorable reaction. Exit
in-
torvisirn provide information bearing on the problem. Wile a majority
- of the conditions pointed out in these interviews can be corrected only
by action through command channels, there have been a number of comments
,
which related primarily to personnel administration, and steps have
-eiready been taken to correct these.
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5. onta wit, ?ot oicern has been that officer. believe thoi.r
.400vise corners their
to letter reorta rather thanon the roe 1953
seqmosts were made to the Deoertaent of Defense for mission to se
Oft re,Illar form for ratings rendered by our civilians and ?Mears of
other services. tr Force concurred, but the other serviees twos and
still ars firmly opposed. Our last request to the Nary was turned down
in Juno of this year. In denying our requests however, Admiral Arnold.
Deputy Chief of Naval Personnel, pointed *et that for Navy officers
latter 'sports received the sans weight and oonsideration as reports
rendosed on the Nary forms. hecant informal inquiries to Department
of Army reveal that 00.1 is still stronal apposed. As an entering wedges
however, a Presidential Directive and Department of Defense Order an
thorized the regular form to be used in all cases fir offieers in the
Deportment of Defenses including the National Socurity agency. About
the first or the years if experionee eltit those reports turns out to
bo reasonably satisfactory, we will/loos a strong argument in submitting
another formai request. ey that time the present Chief Q1: the Clogs-l-
actation* and Standards Drench, 0-1? will have rotated. The latter has
vary strong convictions an the *abject and appears to, have played an
important rola in blasking our previous renege's.
5. In the meantime, it wild help to publicise authoritative
:statements from the Army. and Davyubleh indicate that our officers'
fears regarding latter reports are largely unfounded' These same
statements however, point out that an offloor4s career can be domed
by a perfunctory report regardless of the fern. Thera is need to call
this to the attention of our officials leo mho out effisioncy ronerts
and to maintain close supervision over these reports in Military Form
sonnel Division as they are received.
7. Those who departed from the Aooc wttn poor efftoiaty reports
naturally feel unkinAr towards this organiaatise, hils in oortaln
area. WALD the Agana there is a Undone, to rate higher than in 00
adlitax7 service, it is also the opinion of officer' haadliae afrtatamt,
:sports hors that tee porsontaas of poor or mediocre efts/spay reports
received by our offlsors is tagber than in the average military unit.. '
teis in Ignite of the fent th4t Our personnel or. selected with considerable
more care. On the ams hand there is the, need to give the officer a rating
no higher than he morass and an the other hands the Agency,' suffers if it
injures promising military careers by rating officers considerably lower
than their average earned in the military service. This is particularly
true when an officer is assigned to duties fora/m.1'14UB career ocienpow
Ilona specialty, as le the 0440 of a flyinc arias, assigned hare because
of his proficioney in a foreign lan[Nage
8. The situation with respect to efficiency reports might be in.
proved by meaner demoting aelaesigncents and by taking prompt corrective
action. To *ht./nearly information reardin., officers wriz.., are not doing
wells it Si proposed to initiate an Interim evaluation report for ?wow
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use only, to he reedered after the officer has completed for months
duty, and at any tie* thereafter when it beeemes apparent that he
fails; to measure up to the high standards; desired Or hie superior.
In the event his superior indicates that the offline scald be more
ousetteely used on some other sesiessent, and egress to release Mai
be roads by MilitarY Personnel Division to find his a
able job within the Agency. If this cannot be aookunplished,
ietoreal visit to the officer's career branch Jaw assist then in
diasseering that he Is needed elmewhere for an inportant assignment.
9. Another complaint has been that militul7 Personnel are tee.
lated froatheir service and have diffieelty in Weeping abreast of
developments in their respective aervtees. To meet this need the Armed
Forces Information bigost is now published monthlr and distributed to
all eilitai7 personnel. The principle need for this digest is for pe
sonnelemerseas. Questioning of these returning, however, develops
that, a small proportion heee received the publleation. As the
ittri little value unless italastribution oen be effectively I.-
anted, it is desirable that we bring this to the attention of each
r Repreeentative.
10, Another criticism was the noor reception received in same in!,
stances berservice personnel upon join:tag the Agana,. Obr the last tmo
years the Chief of Military Personnel Bieleion boa endeavored to nest:
each incasing officer ane ewe bin feel welcome here, billeted persons
nel are similarly reseived by the Chief of the Personnel Branch? Military
P?raculattplvial'iou Thr000Pties of the individual by the office to
nhioule is assigned is equally important. Experiense in other organi-
setts. has *home that when theme is no published motive for the reception
. et sgb personnel the kind of reception given varies widely depending upon
hew the Chief feels that earning -ene the number of pressing problems
fecoffind his mind at the time the meals reports. Within the Agency*
teo examples occurred in areas where there have been other personnel
preblene, ie ome instance a Captain served Air six months before meeting
the Major* charge of his mit. In anotheresme a Calomel, Deputy Chief
of stemmih, served three anothe before smelting the *Ufa his staff
peup.?11ven then, the long actiorlpatsWiseemt was attended with certain
nt for it eseurred quite by ehance at a seektail.party. As
impressions are often lasting impressions the reception of nee
pereennel in believed sufficiently important to warrant an Agency notice
en the subject.
U. Another condition clearly Indicated by exit interview? is a
need for mere training in the fundamental principles taught in Army
leadership Med sivilian personnel nenagement courses* A majority of
the more serious pereonnel-diffteulties sten from failure on the part
of:_heth our civilians end our military to observe the more elementary
priletplos of leadership mach are widelrineperilsed but often forgotten.
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It is recommended that an orientation of this type be incorporated in
our personnel briefings and in all courses given by the Ageney for those
in supervisory positions. Most organizations continually stress leader-
ship training as the most effective way of eliminating personnel problems
at their source.
12. A not infremint source of irritation to military personnel
has been the difficulty in collecting reimbursement for certain types
of expenses incurred ab, the result of their Agency service. ?hose claims
sometimes run afoul of various technicalities. In other cases delays
were accessioned by unfamiliarity of the individual with local financial
procedures. Typical of the latter was the ease of a Navy Commander eho
had departed from the Agency before word was roes/yid from our reeves.
sentative in the Bureau of Newel -Personnel that the Cemeander had net
been paid an allowanos for civilian clothing, mandatory for his job,
although he had waled repeatedly since 1952. Inveetigation by Mili-
tary Personnel Division revealed that the Commandoes claim had been
approved, but someone was visiting for him to.subnita voudher. This he
did, and he collected biopsy. An example of the claims that get bogged
damn in red tape is the ease of an Air Perm Maigeant. Lir Force Rave-
lations prescribe that service personnel taking certain correspondence
courses sponsored by the service will be reimbursed eseentyefive per cent
of the cost. The Sergeant oonteeplated taking one of thee, courses and
was entitled to the seventy-five per osetreinbursement; however, he was
unable to Obtain reimbursement from the Air Foreel I 25X
25X1 I I co the other hand. his claim 'Omitted to the
Agency was turned does, apparently beesase of some ruling by our logal
people. Claims of this type involve novelist expenditure of money and
failure tom them premptly.has a decididlr adverse effect from a morel*
standpoint.
13. In addition to informationsupplied by exit interviews, sug-
gentians have been received in infernal conyereatjoee with may officers
currently on dnty. One item pointed out by these officers is that mush
of our trouble traces back to our method of selection. Nominations are
mode by the mortises to fill our requisitions in the same manner in which
the e-rvices fill their own vacancies. The officer's wishes in the matter
are rarely considered. With Agency tours however, this is more important
than it is in most service assignments. The nejarity of teasers are
interested only in the more orthodox military deities aed foal that any
diversion from such duties impairs their careers. On the ether hand,
there is a smaller proportion, but nevertheless a large number of offi.
cors?-weo are interested in unconventional warfare. If we could maks
our selections from the latter group, who incline toward our type of
work, the general attitude of the military might he maoh improved.
14. In the way Of corrective action, it has been suggested that
we interview each appliaant and ascertain his desire for an assignment
with us. That is done currently for nearly all who are available for
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interview An offiaer's expressed dislike for the job is usually
softie:teak to remove MA from further consideration. The majority
of *Meese, hmeaver, are assigned to us from distant points and
there Is mo,eraetieal way consistent with security requirements to
give the offiser-a clear-out idea *fide prospective lob here.
15. Another suggestions along the same lines was that we con..
tact the Psychological Warfare Offices of the services for a lint of
officers who have speczed in their activities. The Psychological
Warfare Office of the Department of the Army has already been contacted.
The Chief of Pereonnels Lt. Colonel Clarks indicated his desire to co-
operate on this point and called our attention to a Confidential list
25X1 Roster which gives a world-wide listing of all militaryperson-
nel with training or experionce in guerrilla warfare ranger command,
special forces operations, Office of Strategic Servies counter-guerrilla
warfare, psychological warfare and foreign language propaganda. This
roster shoes military occupational specialties of each individuals but
does not give nrojeeted rotation or reassignment dates. Another sug-
gested source of officers interested in our work was the names of those
attending the various war colleges who select intelligenos or para-
military subjects for their tern papers. This lead has been followed
up. The National War College already has given us aneh a list. To
effect &practical solution it will be necessary to provide the Person..
mel Offices in the services with a list of names of their officers who
have indicated in one way or another that they might be interested in
our type of work. The names of those available for essigtusent here can
then be checked against the list.
25X1
17. When silitary personnel are being sent overseas where they
will be required to adept themselves to unorthodox or highly irregular
procedures, it has been suggested that before they 'tart they be briefed
as to what to expect and the reaadee for such methods,
25X1 In is believed an adequate briefing
would diminish this initial shock and resentment when the individual JAI
suddenly confronted with these conditions on arrival in the area.
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141. TO oomplaints for the atlitary, it has bean suggested
that &military Inspector general be appointed. This officer would
spend a amiable part of his time traveling around to our varicnAs ia-
*Imitations as ea to visit each one at least once a years A military
man in sigh a position meld be of considerable assistance, but it would
be difficult to justify a fall time Inspector General for
military personnel oerrently assigned to the Agency. In the Arun the
maximum number of inspectors general authorised in usually one per
fiflysight hundred *Mears and enlisted men. Colonel Lane Chief of
the Inepeotions Division, Department of the Army, farther advises that the
major portion of amilitary Inspector general's time is spent Ammpectine
the various phases of administration and all activities other than ton-
tine". Considerable time is spent by the Anir Inspector General also
in investigations requested by the Commanding General.. In considering
our own small number of military. it Should be?further pointed out that
25X1 araW 1 lot the total are enlisted personnel,
or the equivalent of about Offiesre, before
goin- to the Inspector General usuaLly Consider the passible effect
upon efficiency reports, end the umber of complaints from this source
is proportionally smeller. It is believed that this requirement can be
adequately covered by the utilisation of a swim talitim7 men is
group, as outlined in peragrefAb nineteen, and by visits of officers free
Military Personnel Division to the field, disaussed in paragraphs tmeuty
and twontr.ome.
19, Still another suetion refers to military assigned overseas,
when the senior, of the group is a civilian. In suds eiremestances, it
was suggested that the /rapier military man present be delegated as the
military advisor, and that he make himself available to listen to the
personal preblens of the military and counsel them, particularly new
personnel dmring the period of their readjuatment to Agency organisation
and procedures. It was farther indicated that such an officer could
deUble in brass and function as a Deputy to the Chief for the purpose
of sompleting efficieegy reports, and possibly for summery court-eartial
nation. Military Personnel Division believes that the proposal might
be used to advantage, but raeoamends that it be considered by each of
our oversees groups on individual basis. How veil such an arrangs..
went will work depends in a Lave degree ,on local orgenisatimu, local
prwlsms and personalities.
20, In conolusios it is deeired to emphasise that a study of this
nature should be made on a oontineing basis. one of eer most important
tasks is to learn more about the problems and attitudes of the service
personnel on duty hers* Fran the operations standpoint it is highly
desirable that the Chiefs make themselves available and get out and get
acquainted with the people who work for them, particularly their Us
mediate sdhordinateas From a personnel standpoint, the same thing applies.
girery effort will be mods bars to maks follow-up calls upon military per-
sonnel who are is available 'mations. Rather than formal queetionnairms,
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which 60110 ?Meer* Object to is planned merely to meet ths in-
dividuals express blandly interest in his reaction to his tour with
U* Agency, and give bin an opportunity to bring up any Peraonal
problems he may have smnissweas any opinions he may desire.
21. In order to obtain better first hand knowledge of problems
in the field and also to meet available military personnel in the
area it in desirable that the Chiefs Military Personnel Divisions
Deputy Chiefs Military Personnel Divisions maks annual trips
to Europe and the For Bast.
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KSW.5 ITEMTO 3E TIM
Letter anatomy reeirts are still required far officers serving
outside Department of Defense in joint agencies them the 'rating officer
is a civilian or an *Moor of another service. DO they adversely af-
fect an officer's career? To this question the Servieee have replied
ae talons
Ihe Chief of Naval Pereonmel steteat that, "Present instrttoAs
to Sigiction boards are to the effect that letter reports are to be
considered equally as formals and, are to be given opal might, with
rerorts anbdttod on the regular printed form. Thie, together with
the general knowledge that of serving in joint 'sed combined
ogoosiee are performing duties efrOopemeibility Should serve to pre-
voot011y reluctsnoe on the part efuevel officers to being assigned
emit duties."
Marine Corte selection boards reseiws the same instruction.
Offioers at the "pick and Shovel" level in Marine Corps Personnel
and also Barest of Navel Personnel state that a well prepared, de-
tailed letter report is given more maid* than a more perbanotery
report op the regular fitness form.
go Officer in Marge of the Secretariat for Selection Boards,
Dopmenant of Army, states that, "Selection Boards are instructed
testy, equal weight to letter efficiency reports, bearing in mind
that these reports do not figure in the OEI, and as a rule the rated
'Officers are serving in important annighnenta, usually on joint or
combimed staff." Theletlemal also unmoved in the regular printed
efficiency report fonts?Isreated an an it.. of pertioular in-
Portman in the board's Selections.
MOW We haven't forgotten the Air Force. With the latter
there is no problem, 49 all raters use the regular effectiveness
/sport form.
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MINCRANDUN Fat
SUBJECT
ter Efficiency Reports
1. Letter offtsiency reports are currently required for Army,
NIVOrm and Marine Corps officers when the rater is net an *Moor of
the same service. A number of sur officers have expressed appro..
hension that these letter reperte are treated lightly by promotion
boards and might inlare their service careers. Hoerr effort has been
made here te obtain permission to use the regular service rating form
in all eases, but to date only Air Force has consented,
2. In %urging dem our meet recent request, Admiral Arnold,
Deputy Chief of Naval Pereennel, painted out that "letter reports
aro to be considered squally as formal, and are to be given equal
weight, with the reverts submitted on the regular printed form.
The same is true with letter officious,' reports submitted on Marines.
The Navy and Merino Carps have nelanmerieal system et 'coring
efficiency reports such as the Areyle Cfio.r Efficiency Index ((ZI).:
3. Instructiems to Army solestion boards also emphasise that
full weight be given to letter reports and the type of duties
perfermed. Nevertheless, only the regular rating form is used in
computing the numerical rating. Under certain circumstances this
might adversly affect the officer, as the OBI is en important faster
in promotion and other personnel actions.
4. In some oases it is possible to render the regular Army
report, Department at Army Fern 67-3. This report will be scored
provided it is rendered by a senior Ailey officer in the chain of
amemand who has ebeerved the officer's performance of duty, and that
60 or mere duty dere have accrued (SR 600485-1, par 7. 1). Wherever
the existing organisation permitis such a report will be rendered
in addition to the letter report submitted by the appropriate rating
officer.
5. While in theory there is no need for such a procedure for
Navy and Marine Corps offioers, representatives from the Bureau of
Naval Personnel and Marine Corps Headquarters point set that addition..
al reports or commendations from superiors in the chain of command
undoubtedly have a strong psychological effect epee the average
selection beard esmsideriag the officer for proeetion. Any such
additional reports will be incorporated in the officer's filo to-
gether with the regular report.
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6. Alith regard to efficiency reports or letter reports, the
following criticism and recommendation of Admiral Arnold are equally
applicable to reports for all services*
From discussions with officers serving is joint agencies,
it appears that at least in some instances a scum, of
dissetlafactioa has boon a tendency towards perfunctory
reports an the pert of civilian reporting seniors. This
his undoebtedky been due to a leek of apprediatiem an the
"tart of such reporting seniors of the vital importance of
these reports to a naval officer's career and the neces-
sity that such reports be is comprehensive and couplets as
possible. It is believed that a continuing program of
indoctrination of supervisors (reporting emigre) in the
vital importance of these reports in naval officers'
career and the 1100011sitf that they be as complete and
comprehensive as possible will be of groat assistance in
eerrecting the situation in the Ometrol Intolligenee
Agency as described in your letter..
7. vs when security requirements prohibit a detailed die.
Omission of the specific types of dutr performed, it is still
possible to give a comprehensive description of the officer's
qualifications and his manner of performance of duty. ,It will be
particularly helpful also to include an indication -et the job level
and the degree of responsibility involved. The Military Personnel
-Division will return to the rating officer any effieleecy report
much fails to meet these qualifiestions.
HARRISON O. REYNOLDS
Assistant Director fir Personnel
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he being tallr utilised la his stilibenr
opeeielte
Is his esdjnm.cit ecenummerate with his ailitiery pad*
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TO
FROM
SUBJECT
Senior Romresentative
UMW; DISFATCil
DISPAT
Classification
Assistant Director for Personnel
( (11-,NERAL AIIMIKSTRATION
( smut, Aimed Forces lnfomation Digest
1. Exit interviews sendketed by Military Personnel Division have
repeatedly revealed that a major source of dissatisfaction on the part
of both officers and enlisted personnel, with their tour of dnty with
riBARK has been the fact that thsy have not been kept abreast or inportan
changes in policies and regulations promulgated. by Unit respective MVP?
ices, In most came they have felt that their service careers have been
damaged by this lank of pertinent, up-to-date inforustion on changes in
service regulations, special assignmiet opportunities, reenlistment, pro-
motion, and separation policies, etc.
2. In order to meet the above need,
publishing mismographed *Armed Forces Information Digest's on the last
day of each month since 31 October 1953. it calls attention; to new di-
rectivee issued by the Arnw, Navy, Air Force, and Marine Corps* and briefs
the salient facts contained in each. It include* into tion of Isportanee
to all service personnel on subjects such as soldier voting, the Armed
Services Contingency Llation Act, and changes in Joint Travel Regulations
rsennel has been
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TAB
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41i
3. Ample oopiea f distribution to serviCe_eeMeenmel overseas
have been sent to the Chief, of ttie Operating Divisions for transmittal
to oversees stations, Weever, exit interviews conducted with returning
personnel indicate that few of our people are receiving the publioation.
25X1 Way =who have returned from abroad since 1 ?AiVh 1954 have reported
aiming any copies of the Digest). The complaint, "1 have been too set-
off from my brooch of aervioew continues.
4. It is desired that all members of the Aread Services under your
Jurisdiction receive copies of the Armed Forces Information Digest regularly,
unless security considerations prebibit it. In this conneeticm4 the Digest
is unclassified, and eontaina nothing* indicate it. source of publication.
If you are not rsceiving sufficient copies for your needs, request report
of the number of copies desired.
septesber 1954
Distribution,
(fieleael Officer ICoordinitiag Officer)
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2
Tab G
VIVA
THE ARMED FOR
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)2MATiOt4 OVCST
0
a 0....09
0 ' V
Co
Ttel II, We. 7
PA C
,01I-LAR A WISPS T SOCIAL
Sectiee
Department of tile Armv Circular Y4 '
7 Jel 54; eautione military rereennol:ee
eelfe equate preparatiene sc that social
securtty benefits may accrue to their de-
pendents in the event of death,
A wits
It is .important that each eervice
:member on actiee duty adviee his depen-
dents that, in the event ef his death, the
degendente ehould inquire promptly at the
nearest field office of the Social Secur-
ity Administration (addressee available et
any post office) as to whether surviverev
beneffts are due.
*Dependente of wilitary perscnnel elho
die while an active duty geeerallywili be
entitled to survivors1 benefits, partile. '
lar]y when there are children under 18 yeare
of ago.
nAeplications for benefite must be ftliP
ld. before any.payments can La made, ead
each payments are retroactive for only eft e
months. A cocial security number ii not e
necessary until claim is actually Med,'
bat should a servicemmber desire sron a
netmber at this time, 11, can be secured rpon
application at the nearest field effice of
the Social Reorrity Administration.*
,MAT FEDERAL LW AFFR W. kilT ' ICUS
Air Force Bulletin No. 6 (8 Jun, 54)
Totes the pertinent aspects of Publio It,
379, recently passed by the 83rd Congrescei,
establishing the appointnent, selectia%
retirement, promotion and severance poliel
cies for warrant officers in the three
branches of the Armed Services (plus the
Marine Corps).
Billed the *Warrant Officer Act of
1954," it supersedes previous legislation
governing warrant officers.
31 July 195.
4??, '70,2MMUILVAJET1
Army fer 3 Jul rerorte that
tate Commenwealth rlaesachueette Las
ex4ended ita Korean borer te Aue
ole0e rerrieemen on indefinite enlist-
mente ead emmiseicn offieers.
PeelPioualy the bonem applied only
to elleible veterans.
Retort t3OG they served over-
aeac; t2tr etateside. T hV eligible
applieeeta nust have at leeet three
'vele active dlte. aervice since 25 Jun
50 (start, of the Zoroan conflict)
M7242EPP oPmeTW2i.rW 114-SP F.A7
Armr-Navyehir Fares J1URNAI (17
Is runninj a feature etcry for the
befit of re-uppers on the method for
oemputing re-enliatment pay under the
new'borne policy recur:A.1y enacted by
00avese.
effereos
laLmarAtkiet-
For
rades Ke-2
tsruE.7,,mun)
Y 30 day5.
basic pay times
the years of
e-enlistment
otract.
;Iere-enliet.
Aner the
t time re-
Oeivea 20 4g7al beeio Pay ties the
eiSare for /which he re-enlieta.
re-enlic =get - For grades E-3
through E-7 -Le bonus is computed by
multiplying 241dayst basic pay by years
of re-enlistment contract.
algiE20 . For grades E-4
thr-
1/, the bonne is computed by multi.
ep-leg 10 days' benic pay by the NAMN*
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of the re-enlistment contract. At this
stage, no re-up bonus is provided foe
man in the lower three pay grades,
rIth ro-enlistmont For grades E-h thru
Sr:7; the comiiTailcn is made on the ba-
Gie of five day n basic pay times the
yoars of the re-enlistment uontraet,
with no re-up pay provided for the bot-
tom three grads,
Seyu ANAY JCOPNAL:
No re-enlistmllibonue accrues
ter completion of 20 years service,
Ith,c5teiat the maximum bonue cale4anel.
Ibis means that a serviceman Who re-en-
lists in hi tl 1Cth y for the 1orerV1 tin
'Jill be paid %-hly tWyezrs ro-enlistman
banuc.r
rot-
..,The card is authorized for issuance
to eligible dependents of U.S. Navy and
Yarine Corps personnel on active duty
(in excess of 60 days) and to dependants
of Navy and Marine Corps retired and
Fleet Reserve retired personrei.
...Complete details on regulations gov-
erning the application for and uss of
the Military Dependents Identiticatim
Card are contained in SecNa7 List. 1700-
1 of 30 Mar 511.
(EdAllNotes See also the ? 31 Jan 54
?
ise of AID for other iaformation2)
iMENT TRAVEL CHIEF CHANGTD
CIVVI1
Air iorce I&O Letter 848 (11 Jun)
quotes a new directive from the Depart-
ment of the Amy:
NRW 0151TCATI,TTS:
Joiat Travel Pegs (Chang o 24: 1 jun
defiLes dependents to incllide parer
not actually resilling in membels houipe-
hold. However., eucA a dependnnt is not
eatitled to transportation upon memberve
PCC? unless specificallY aethorized,
AFR 205-28 (4 Jur $4) rTiscifnure of
Olassified Informatiou to Roserva Forces
2e:rack-me:I" elaborate on AP policy fur
Jisclosures of clnssifind Lriformation to
AP Reserve and ANGUS persaanel not on EAD.
SEA-AIR ERANCffleS ISSUE SINGIE 17X CARD
Mary's ALL HANDS for July reports
t3te: new. 'tall-purpose military d2pend-
s%ts identiliqt::tion card OD Form 720)4
is on the lie?y fcr.. dspenden:4r of 4pNy,
..larine Corps, Coast Guard and Air Force
psrsonacl.
The card be used for idantifihr
cation fe, comatssary stores,rni:L erc:,71anges,0
,eerviccs, aeritio.:,9 and
sir6.2ar activities, says L.:J rIANDS,
Adds AIL HANDS:
"BuSandal through issuance of Sec-
lav Inst. 1700.1, hae promagated iartrllo-
tions governing tae administration of t?..a
Military Dependents Identification Card0
aLdminictrative control of tile
L.z.nt of all. dependents, 1:P civilian tm,
pleyens and LAY civilian employeee from
GaTUS to Japan will be trynnferled from
the Commanding (Tficer? Seattle Port uf
Fmbarkation to he Commanding Genoa-alp
Can Francisco Pert of Embarkation, effee-
tiye 1 Aug 514.
n.A11 port calls issued an or alter
1 1411g for travel of subject indivir.oras
to Japan cn Cr after 1 Sep will ta
ecod by taa Comanding General, Sar! Fran-
Cin0 Fort of 'Iabarkation."
New procedures:
1, Civilian. travel orders and de-
pendent travel uethorizations for travel
to Japan (An or after 1 Sep 54 to place
indjerkauals on call of the Commanding
General of the Saa Francisco Port of Em-
barka0on
? ill passports for individuals
to travel to japan ea or after 1 Sep 54 ?
to be for:Yarded to the Oommanding General:::
San Francisco Part a Embarkation.
3. Fort of EMbarkation copies of
dependent priority lists and all changes
thereto for travel to Japan on or after
1 Sep to be fcrwared to the Commandiog
General, San Francisco Port of Embarka-
tion.
Section II - ARMY
Jan Bikyv UNIFORM IN CIVVIF, WEE
A recent (7 Jul 54) chsnge to AR
-32, C6, specified that Army person-
nel, Qwhen engagnd in off-duty civilian
employmonton will not weer the uniform.
ARMY ENLIWED INIESIVITMS TO GET MCP
The Department of the Army recently
has authorized the payment of mustering
cut pay to enlisted men who resign from
indefinite tours and re-enlist within
90 daps.
The new policy wasreported in the
3 Jill issue of Army TIMES.
Said TIVMS:
"The method chosen by the Army to
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qualify indefinites for mustering out
pay is to permit resignation after six
years i service and roieenlisenent 41thin
three nonths without loss of grade The
re-enlistment, according to G-10 can be
for an indefinite term.
'4er'alority for this is a new sub-
paragraph (0) to paragraph 3 of An 615-
367P.
DA. LISTS NW RATING PULiCDS
LA message 519561 (25 May 54) an-
neineee a new policy for rating officers
to correct efficiency reports which do
not neve the remarks of an indorsing
officer.
1. Efficiency reports will be com-
pleted and indoreed at the lest poss-
ible level. The purpose is to obtain two
acuate and considered opinions based
on intimete knowledge and cloee observe-
ticn cf the officer beteg rated.
2. The rater will be the immediate
superior in the chain of command or
staff who is in a position td render
a considered report,
38 The indorsing efficer need
not be senior in date of rank to the
rating officer, hut munt be in grade
and/or date of rank to the officer be-
ing rated, and west hold an appropri-
ate superior position to the rater.
The indorsement should norrally be com-
pleted by the officer who prepares thn
efficienci rapert of the rater; hcrever,
exceptions may be mace wnen this would
result in the indoreement's being pre-
pared by a superior who is not in a
position to have persenel knowledge of
the performance of duty of the officer
being rated.
4. The preparation of efficiency
reports on officers in staff positions
should be decentralized to the maximum,
to executiveel deputies, and assistant
commanders.
Section III - AIR FCRCE
USAF OPENS 400 REGULAR WO SLOTS TO M/SGTS
Bolling AFB Ii'!C Letter 6-57 (8 Jul
54) diecloses that the Air Force will
tender sore 1700 Regular Air Force War-
rant Officer appointments during Fiscal
Year '55 to Reserve Wts and meter ser-
geants
Says the letter:
"Am part of the
implenentation
of the Warrant
Officer Act of
54 (see else-
e- where in this
issue)....plans
call for teed- ?
'caring Regeler AF
Weeraet Officer
appotnteerte to
approximately 1700 persons Ormng FY /55.
Approrimately 1300 of the appointreats
will be tenelerod to USAF non-Aegular War-
rant Officere eurrchils serving oil active
duty as 'Warrant Offitiire. Approximately
400 of the appointments will be rendered
to USAF airmen currently serving on act-
ive detv as macter sergeants includlrg
'Vacs-0 masts r sergeants hading Reserve
'efeerant Officer appointrents. No person
will be permitted to apply for a Regular
Warrant Officer appointment in more than
three specialties4,
oThe appointment of the 400 Regular
Warrent Officers referred to (above) will
be geared to the skill requirement of the
USAF. Appointments will be mnde only in
skills where a stated requirement exists,
Manning docements are presently being can
vex' ted to include Warrant Prfiser skill
requirements. Based on this action it is
anticipated that on or about 1 Nov 54 a
list will be nublfshod of those AF spec-
ialties in which theee appointments will
be made,
".?Phster sergeants will be appoint-
ed in the peroanert grade of Warrant Of-
ficer, W-1.0
Requirements:
1. Be a citizen of the U.S.
2. Bo seirving on active duty in the
grade of M/Sgt or WO and have completed.
at least one year of active Federal servic
in that grade immediately prior to 30 Jun
111
54.
341s of 30 Jen 55 have attained at
least 21st birthday and not have attained
42d biethde
4. Heiress than 19 years total ac-
tive Federal servico an of 30 Jun 540
5e Have a high school education or
have passed the high school GED test.
6. Be of ouch background, character
and reputation as to cause appointment in
the Regular Air Force to be clearly con-
sistent with the interest of national se-
curity.
7. Be recommended for appointment
by orgendeation commander.
e Be .medically qualified for Reg-
ular Warrant Officer ttppointrente
9. Must have attained a qualifying
score on both the USAF supervisory exam-
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ination and the appropriate APT.
Regarding paragraph 9, "?/Sgt S must
qualify on a 7-level APT appropriate to
any awarded. AFSC at the 7-1evel or appro-
prate to any duty AFSC at the 7-level in
which they have served continuously for,
90 or moro days imediately prior to teat
ing and which is appropriate to the war-
rant specialty or specialties for which
applying and qualify on the USAF super-
visory examination."
In most cazesseys USAF, retesting
will be minecessery.
USAF PUBLISHES UFFICEA EVALUATICIN PAM
The Air Force likently published a
new pamphlet outlining current procedures
and practices in the evaluing and rating
of officers by superiors (AFP 36-1-3,
1 Jul 54).
Governieg AF
Form 77, 'qrfi-
cer Effectiveness
Report," the pan
also specifies
the manner in
which major com-
mands are to re-
view these forms.
Other USAF pub-
licaticns:
AFR, 35.45 (10
Jun 54) - Application for Assignment to
tie. Office of Special Investigations es-
tablishes requirements and procedures
whereby officers, warrant officers, and
airmen may apply for assignment with OSI.
CFR 45-18A (10 Jun 54) - Deferment and
Zxemption for Certain Members of Reserve
Components of the Air Force clarifies
"satisfactory participation," in on Or-
ganized Unit; permits individuals to
make up excess absences due to illnees
or injury.
AFR 45-35A (14 Jun 54) - Service Oblig-
ations under Section t(d), Universal
Military Teaininz ad Service Act cone
tains definition of satisfactoiy part-
icipation in an organized unit.
AFR 76-13A (9 Jun 54) - Air Movement Des-
ignator for Oversee Shipnents by Military
Aircraft provides current procedures for
requesting an air movement designator from
oversee control activity monitoring ship-
ment) changes coordinating officer loca-
tions.
ADM 1-3 (1 Apr 54) - Theater Air Cpera-
tions and ADM 1-8 (I May 54) Strategic
Air Operations.
casmoLLER READING BANS RESERVE PRIVILEGE
A boiling AFB DEC Letter (5-15, 29 "There is no provision in current
Jun 54) quotes a message from the Air Air Force Security directives for a can-
Force Finance Center in Denver disallew-
ing anyone otter than Regular Air Force
officers to select their hems upon re-
tirement for "purposes of travel and tranr
portation allowances."
Say? the letter:
4By decisions B-1165660 dated 10
Mar 54, and B-117430, dated 19 Mass 54,
the Comptroller-General reaffirmed that
only Regular Air Force officers are en-
titled to solect their hones upon re-
tirement purposes of travel and trans-
portaeion.
"Provisions of paragraph 1150-3,
Joint Traga Regulations, in conflict,
should colithuc to be disregarded. Re-
serve members approaching retirement
should be informed of ineligibility to
receive reimbursement for travel of .,elf
and dependents and traneportation of
hoesehold goods beyond the plade of last
entry on active duty or lune of record."
OVERSEAS RETURNEES MAY RE-UP AT PORT
Air Force TIMES for 26 Jun notes
that airmen returning from overseas for
separation vill be able to re-enlist at
poet processing groups beginning in July,
headquarters USAF, says TIMES, has
authorized ports also to grant airmen 30
day re-ap leaves, travel by private auto
to station cf assignment with advance
payment, and immediate payment of re-en-
listment taaus.-
Previously, returning airmen were
processed for reparation at ports but had
to re-enlist at nearby bases or AF re-
cruiting stetions.
EASE REQUIREMENTS FCR REGULAR AF
The 2 Jun 54 TIC Etler lists the
latest requirements for an appointment
to the Regular Air Force officer corpse
J. Federal commissicned service
requirement is reduced to /2 months;
2. Marimm age is lowered to 31
years, three months-
3. Minimum education is 60 semester
hours or 90 quarter hours towards a EA
degree (this also may be waived by major
air commanders).
Specifics may be found in APR 3640
TIG BRIEF ADVISES AGAINST INQUIRIES
.?ImMiNneaoMmn.na
The 2 Juele 54 TIG brief advises
against inquiries on the "status of se-
curity clearances" at OSI Headquarters,
Bolling AFB.
Says TIC:
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trai repository for the rerording of SM0'.
uivi.tvolearenees. The authority to grant
security eeearances rests with melee air
eammandere...When a seeurity cleaeaace
is greeted it is recorded on the cerrent
service reeord of airmen, the erganteation
al copy of Officer& Qualificotien Petord
or offcial personnel folder of cieilian
employess...Inquiriee to the Director of
Special Investieations, the Air Provoet
Alarehal, the Fourth OSI District Cfiice
or dea(quarters USAF Will be unprodnctive
because the Air Force does not maintain
a central clearance file,"
70CUNTARY RETTRWENT BANS LPTED
. .
The Air Force, in an interim change
to AFI 36-50 (15 Jun 54)9 has impleesate
Id a relaxing of voluntary retirement re-
etrjetione contained in the late:it refense
Department aepropriatione,
The nee retirement Policy
ly Ur Force Regular officere.
Changes:
: to on-
1. Applications for veluntaey rs-
tirainnt submitted under eeetio ii, para-
graph 6b, AFR 36-50, in the abeenee of un-
peva or exceptienal eircumetancee? norm-
clew will be approved if the officer has
completed at least 30 years acttve Feder-
al oerviee.
USA? mins NSAW SECURITY REG
The Air Force 26 Apr 54 publiehed
a new regulation (AFR 205-6) governing
clearance of both military and civil-
- lane employed by USAF for access to se-
curity mater*al,
2. Those who have completed less than
30 years to be approved must meet these
requirementea
a. When thceenghly drxTairlited
undue persceal or family hareen.le exists
etelen would be nateria4y and pernammet
elIeviated by We retirement;
b. Officer has been remevai from
flying statue fur the ceuensuisoce of the
eoeernment, if application is submitted
within six months;
c. Mardatory retiremeet under any
provieion of the law is imminent;
d. Officer Las been eecunmended
for elieination or demotionj
e. Ceerall record of effieer's
performance of Out in eueh ce to earrant
a ecncloeion tart Areeset weeld. net be
conteary to the beoxeintcrents of tee Air
Force;
f. Any. Other case in which -the
applicant gs retirement would lot meet the
specific reqeirememle? but wherein, unusual
or special circumullEcee exist which dic-
tate apprceal.
militare personnel are affect-
ed by the ree, and civilians who are
peed frem eitiar appropriated or non-
appropriated funds, excludi.ng aliens
employed ceiteide the U,S,
Pertirent teeters:
I. Final aod interim Top Secret
clearance' will no longer be granted
civilians on tne basis an continuous
years of zereice.
2. Fermel clearance is required
for all eereonael for acness to con-
fidential infornation Clearance for
civiliena eill be based an a National
.Aeency check, military an a review of
personnel records.
3. Interim clearance will not be
granted anlees e request for inveretiga-
tion of the typo required for final
clearanee ha a been forwarded.
14. interim clearances won't be
logged oe military service records.
5. Yilitary personnel must have
a "saties'ectorily completed" DD Form
989 "Loyeley Certificate for Personnel
of tne Armed Forces," on file before a
requeot for investigation iP initiated
or prior to beirg graoted a clearance
when investigation is waived.
Sayr the 5ry TIG Brief:
"The new regulatien is aimed at
prelmtlag dupiieetion of clearance
acteen. Cieaeanee granted by proper
autherity en the Air Force and other
Departmort of Defense agencies may be
accepted by AF coomenders...Accees to
claesifted information may be granted
an the. is of the category of clear-
ance aping in the records."
?
Section IV - NAVY
pVi BOW PCNDERS PROMOTIONS OF CAPTAIN
A Navy Line selection board convened
13 Jul to recommend Regular Navy and Ac-
tive duty Reserve captains for temporary
promotion to rear admiral, according to
Nan,- TINES.
To be considered are captains who
will have three or more years in-grade
service by 30 Jun 55 up to and ircluding
Maxwell F. Leslie, No. 675 in the 1954
Navy Register.
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NAVY. TO SET UP RESERVE RETENTION LIST
A spacial Reserve Cfficer RE71.64
Board set Up by the Navy in Apra' eur-
renely is dravina up a "priority-of-
retenticn" list for all Reseeve officers
serving in the grades of lieuteuane aud
aboae eho are an volentary extended aca
titre duty, reports the June ALL BANES,
The lists will supersede prertous
is and will go into effect 1 Jul 54.
Adds ALL HaND410
"Following coxdpletion of the hoards
week, the Navy will release to iftactive
duty approximately ,/,000 Naval Reserve
officers now servialivoluntari1y on ac-
tive dutye Such AMOluntary releeseathe
Chief of Naval Pereonnel statee, does not
reflect adversely upon ally eserve offi-
cer under this program."
the new warrant officer career law (Pub-
lic Law 379, see GENERAL sectien).
"Tee selection board, which first
convened 1 Jun? picked 657 warrant offi-
cers of the Regtlar ;:levy for temporary- .
promotion to sommissioned warrant offi-
cer, grads W-2. It also selected 83
Reeeeve varrants on inactive duty for
temporal promotion to the W-2 grade.
gThree elaa of the Regrlar 'Ay
Serving temperarily as commissioned
offieeramere select for in-grade _
promAiWto the W-3 grade*"
--ALLaiLaNDS DISCLOSES OISIAS-TCUR-CaANGES
NAVY Ra0 SETS UP DIRECT APPOINTI2IT PLAN
A recent BuPers Instruction ;1120.15A)
"establishes procedure for qualified ren
and women of the Regular Navy to .apply for
appointment to the grade of ensign, 2300,
in the Administration and Supply Section
of the Medical service Corpe of the Reg-
ular Navy," reports ALL BANDS.
Other BuPers Insts.:
No. 1530.23A - Authorizes commands to
nominate enlisted men to participate in
the Navy-.wide preliminary ezam for aesign-
ment to the U.S. Naval Preparatory School
as candidates for appointment to the Na-
val Academy.
No. 1611.5 - Introduces a revised Officers
Fitness Report and gives instructions for
its ase.
No. 1910.58 - Contains instructions gov-
erning the separation of enlisted person-
nel an active duty in the Regular -Aavy ar
Naval Reserve program,,
Ne. 1120.11A - Revises and brings Le to
date eligibility requiremeets and process-
ing procedures for enreileent of enlisted
members of the navalervice in the Offi-
cer Candidate School at Newport, it. I.
NAVY SLATES 3472 IN aRAaEif0 BOOSTS
Navy T1TES for 26 jun reports that
1472 warrant and commissioned warrant
officers of the Regular and Reserve Navy
aave been recommended for in-grade pro-
motions,
Said TIKES:
"All of thoze picked for in-grade
promotion were selected an a need of the
service basis. Next year's in-grade pro-
motions will be made on the basis of ser-
vice-wide examinations as provided for in
In
?
sly issue of Navy's ALL RANDS
reports ty tours at 39 special sta-
tions and areas have been altered in
accordance with a new Navy policy,
Normal Navy overseas tours are 24
months, The chart posted by ALL RekaDS
for the special areas ranges from sin
morthe at remote and inaccessible posts
to the 214-month maximum,
Says ALL HANDS:
uCaereeas service is defined as
duty performed ashore at naval activi-
ties beyond the continental limits of
the U.S, and on board non-rotated naval
vessels en the Feropean and Asiatic ar-
eas,
"To corplete a normal tour, per-
sonnel muse spend tic prescribed time
in the lecalita, exclusive of transit
tame to and from that particular spot,
However, personnel transferred from one
overeeae area to ancther will be cred-
ited towerd total obligated time with
the time served in the first area,
',Request for extension of time will
normally be geanted at most of the over-
seas stations for a maximum of one year
ae the discretion of tne administrative
cormand if the forwarding endereements
indicate that such an extension would
be in the best interest of the service
and that the individual is psycholog-
ically and physically adapted to such
an exteneion.0
Complete information can be found
on Page 56 of the July issue of ALL HANE
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Vol II, No. 7 HEADQUARTERS ANNEX
AG DEPT. LIST CCURS35 FCR FALL
The U.S. Department of Agriculture
recently, announced its undergnaduate and
graduate courses for the Fall semester
to be held in the Administration Build-
ing, 14 at. and Independence Ave.
Tuition fees are $10 a Credit hour,
payable at the time of registraticn. aAr-
rangements may be made to pay hair of
the: tuition at registration and the re-
mainder by 15 Oct. A l service charge
is levied in the latter instance.
Nermal registration for credit
courses will be held 11 Sep thru 18 Sap
from 9 a.m. to 600 p.m. Monday thru
Friday and 9 a.m. to 4 p.m. an Saturdays.
Courses;
Biological sciences, English, Writ-
ing, literature, information methods,
speech, library techniques, foreign
languages, mathematics, statistics, ad-
ministeative procedures, letter and re-
pnrt writings shorthand and secretarial
pracSices, chemistry, metallurgy, geo-
graphy, geology, oceanography, meter-
?logy, astronomy, general administvation,
organization and management, budgetary
administration.
Hospital administration, personnel
administration, legal administration,
procurement and property management,
eccounting add auditing, economics,
agricultural economics, transportation,
human relations, cooperative extension
educations history and international
eelations, engineering, surveying and
mapping, fine arts, hare economics,
landscape design, photography, litho-
graphy.
The Graduate School catalog for
1954-55 is available at the Graduate
School office.
4D1 muLATEs rr '55
9TRk
31 July 1954
SOH=
The 9 Jul MEW Bulletin quotes the
TI&E office:
"During Fiscal Year ;955 payment
of tuition assistance for voluntary
off-duty courses taken at accredited
civilian echools and colleges will be
as follows:
Seventy-five per cent tui-
tion assistance for Army enlisted
persoanel and warrant officers;
42, Seventy-five per cent tui.
tion assistance for Army commissioned
officers of all ranks, provided com-
missioned personnel agree to remain
on active duty for two years after
completion of courses for which tui-
tion assistance is given. Tuition
assistance will not exceed $7.50 per
semester hour, $5 per quarter hour,
or $22.50 per Carnegie unit for high
school courses."
TUITION FCRMS AVAILABLE'AT THE PENTAGON
Military personnel intending to
enroll in accredited civilian schools
and colleges under the military educa-
tional assistance program must obtain
contract and agreement forms at room
3c 147 in the Pentagon or room G-524,
TI&E office.
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