HISTORY OF THE RETIREMENT COUNSELING AND PLACEMENT STAFF (ATTACHMENTS) 19 JUNE 1967 - 14 MARCH 1969

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00708R000300010001-5
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 228
• Document Creation Date: December 9, 2016
• Document Release Date: August 14, 2001
• Sequence Number: 1
• Publication Date: May 1, 1969
• Content Type: PAPER

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SS Historical Paper
No. OP-1 (Vol. II)
SUPPORT SERVICES
HISTORY
(TITLE OF PAPER)
History of the Retirement
Counseling and Placement Staff
(Attachments)
(Pum)
1.9 June 1967 - 14 March 1969
IDO NO'T 1:)ESTROY
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NOTICE
1. This historical paper is a permanent part of the Support Services History and
may not be destroyed.
2. It is included in the "Catalog of Support Services Histories" maintained by the
Support Services Historical Board.
3. If this document is moved from the office of control appearing on the front of
this cover, the Chairman of the Support Services Historical Board should be
notified olr the new office of control.
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S-E-C-R-E-T
Attachments Relating to
HISTORY
OF THE
RETIREMENT COUNSELING AND PLACEMENT STAFF
VOLUME II
S-E-C-R-E-T
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Attachments Relating to
THE HISTORY OF THE RETIREMENT COUNSELING AND PLACEMENT STAFF
VOLUME II
Tab A - Retirement and Placement Staff
1. July 1967 Schedule for the Creation, Development,and
Testing of the Retirement Counseling Program
? 2. Retirement Vocabulary
3. Areas of Concentration - Chart
4. CIAR&D System Questions and Answers Booklet
5. Manual of Procedures
6. CY 1968 Retirees Assisted by RCPS - Summarized by Career
Service
7. Bulletins and Office of Personnel Memoranda
Tab B - Retirement Counseling Branch
1. Retirement Information Seminar #1 - Program
2. Retirement Inforthation Seminar #2 - Program
3. Financial and Estate Planning Seminar #3 - Program
4. Retirement Information Seminar - Evaluation Form
5. Retirement Counselor Questionnaire
6. Pre-Retirement Consultations - Summary Chart
7. CIAR&D Retirement Annuity Computation Chart
8. Extension Monitoring - Memorandum and Form?
9. Wheeldex Control Card (Form 2881)
10. "Record of My Important Papers" (for listing Personal
Information) Booklet
Tab C - External Employment Assistance Branch
1. Dossier Coding Plan
2. Personnel Interview Card (Form 1711)
3. External Employment Assistance Information Sheet
4. Guidance to Personnel Officers of Summary of Agency
Employment Processing
5. Instructions to Employees and Form for Summary of
Agency Employment Preparation.
6. Summary of Agency Employment - Coordination Chart of
Interim Procedure
7. Organizations Cooperating with RCPS in the External
Employment Assistance Program
8. Company Card (Form 2882) - Individuals Referred and
Company Response
9. Job Leads Given to Retirees and Resignees - Summary Chart
10. Sample Bulletin Board Job Listings
11. Job Lead Record Card (Form 2917), and Envelope
12. "Seeking a Job" Booklet
13. Employment Documentation Assistance Given to Retirees and
Resignees - Summary Chart ?
14. Six-Month Letter, with Form for Response
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July 1967
SCHEDULE FOR THE CREATION, DEVELOPMENT
AND TESTING OF THE
two RETIREMENT COUNSELING PROGRAM
WO
June 1967 to June 1969
July, August & September 1967 - The Concept Period
1. Discussions with senior Agency officials to determine scope
of assigned task.
2. Read, research and contact outside organizations to develop
breadth and depth for foundation and direction.
3. Lay an initial plan and test its validity.
4. Discuss projected program thoroughly with each Deputy Director
for reaction and insight into career service policies and
variations in intentions, procedures and personnel handling.
25X1A 5. (No staff was available for the Program at the outset. On
24 June, IIIIIIII informed a priority task would be to round
up a team of supporting officers and secretarial assistance.)
6. During these three months, meet with Deputy Director and
request two senior offices with broad backgrounds in the
directorate to work on the Program for one to two years.
7. . Have all members of the team designated by late September.
(The last two officers reported in on the 18th and 20th of
October.)
8. Acquire office space. (A temporary office in Ames Building
araspace in the Magazine Building were allocated and the
office in Ames was occupied in September.)
October, November & December 1967 - The Fact Finding & Research Period
1. Locate and assemble background information, from both inside
and outside the Agency; collect pertinent statistical reports;
extract and cross reference important details.
2. Interview all Agency retirees - October through December
1967 - for insight into problems and approaches toward their
solutions, and for testing the inclusiveness and emphasis of
the original plans.
3. Establish the areas of concentration in order to make a
frontal assault on the entire Program.
4. Breakdown the areas of concentration into work sectors.
5. Assign responsibilities based upon observation or interest,
motivation and initiative.
6. Prepare at least an initial organization of files based upon
areas of activity and responsibilities, to permit efficient
control, distribution and later use by the entire staff.
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7. Develop bibliography and launch a program to acquire two loca-
tions for Retirement Reading Rooms; from the bibliography
commence the acquisition of an essential basic collection (2
copies) for the reading rooms.
8. Arrange an orderly means for keeping D/Pers, DDS, DDI, DDP
and DDS&T informed through briefings and periodic status
reports.
9. Meet with the chief of each career service to discuss his
unique requirements and explain the possible assistance avail-
able in the RCPS.
10. Brief every career service board and the planned relationships
between it and the Retirement Counseling Program.
January, February & March 1968 - The Period for Techniques and Tools
1. Begin the preparation of format and identify content categories
of a Retirement Newsletter.
2. Plan a publicity campaign - bulletin boards, or cards at cafe-
terias, slips with checks, posters.
3. Relate the employee's dependents to the program.
4. Plan seminars; general Retirement Information plus special
retirement seminars.
5. Draw up counseling procedures and methods, include support of
other Agency components such as OTR, OS, CCS, OF, AND CRS.
6. Commence the systematic counseling of 73 retirees, and refine
our earlier interviewing techniques.
7. Assemble kits of important retirement pamphlets and leaflets
to be provided the retirees.
8.. Prepare an unclassified Retirement Information Pamphlet for
all employees for use in the office or at home.
9. Assemble necessary information and produce a guide to the
various retirement assistance offices, with the matters for
which each is responsible, especially guidance to personnel
officers.
10. Prepare a special seminar for 1968 retirees to be given as
early in 1969 as possible.
11. Develop close working arrangements with the Career Services
for communicating with retirees, and exchanging retirement
information and questionnaires.
April, May & June 1968 - Procedure and Workload Analysis Period
1. Acquire the retiree lists for the years 1968, 1969, 1970, 1971
and 1972 from the career services.
2. Compare these lists with machine runs; note variations and
set up special procedures to aid the typical retirees.
3. Set up enabling procedures for using outside knowledgable
persons (preferrably former Agency personnel) as consultants:
Retiree Association, Re-employment Potentials, Individual Re-
employment assistance, etc.
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4. Prepare drafts of internal working procedures for the respon-
sibilities of the RCP Staff.
5. Develop relationships between RCP Staff and other offices;
include our support to them and their responsibilities in
support of the RCPS and the Retirement Counseling Program.
6. Complete the identification of the statistics from the
various RCP Staff activities; note those which need not be
kept, those which should be kept informally or for a limited
time as being of internal benefit to the RCP Staff, those
which should be kept as perminent record, and those which
have a greater value and should be forwarded monthly.
July, August & September 1968 - Staff Reorganization & Program TestinK
Period
1. Analyze Retirement Program in depth; the nature of the program;
effectiveness of various parts of the effort; proper density
and workload balance; nature and levels of working relation-
ships with others; clarify responsibilities eliminating, trans-
ferring and coordinating as necessary.
2. Examine the magnitude of effort in each activity and deter-
mine the number of persons required to efficiently carry it
out. The present austerity compels projection of the barest
minimum number persons to carry out all functions.
3. Consolidate functions and activities where possible and re-
lated, for greatest efficiency and conservation of manpower.
4. Prepare job descriptions.
5. Stbmit proposed Staffing Pattern and assignment recommendations.
6. Expand "Alumni Association" concepts and prepare external
facility to eventually sei've as correspondence center, give
placement assistanct, set up group insurance program, estab-
lish an Agency supporting foundation, etc.
October, November & December 1968 - Adjustment and Regulatory Period
1. Refine procedures into OP or Agency regulations.
2. Conduct second retirement information seminar applying experi-
ence gained early in 1968.
3. Set up annual seminar series; prepare it for launching in 1969.
4. Prepare final set of questionnaires for use in annual approach
to retirees while they are in the five year counseling zone,
plus interpretations and instructions.
5. Complete the review of the Retirement Information Pamphlet.
Make full use of suggestions from Career Services and from
the retirees and their wives.
. 6. Review experience with publishing in Support Bulletins and the
OTR Bulletins; prepare the patterns and procedures to be
followed.
7. Complete staff studies and recommendations of legislation and
regulatory changes to strenghen the Program.
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January 1969 - Refinement and Rounding Out of the Program
1. Consultations with 1969 and 1974 retirees.
2. Hold one of the special seminars: preferably the financial
planning seminar.
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NI VOCABULARY
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Definitions of Descriptive Statements Covering Agency Employment
Summary of Agency Employment (SAE)
An unclassified statement prepared by the employee with the assistance
of his component personnel officer which appropriately describes the history
of his Agency employment. This statement will be prepared and submitted
as soon as the individual can determine that he is on his final assignment
with the Agency., It will be reviewed and approved as soon as possible by
the appropriate offices, but no later than two weeks prior to separation from
the Agency.
Synopsis (Limited SAE)
A limited statement approved by the appropriate offices covering the
Agency experience of an employee who has had only limited responsibilities.
Personal History Summary
An unclassified document prepared by an employee with the assistance
of the External Employment Assistance Branch. It includes the substance
of the approved Summary of Agency Employment in addition to biographic
information, prior work experience, travel, skills, training, language,
etc. It will serve as a basis for subsequent preparation of job resumes
and job applications and in instances when background information becomes
pertinent; e. g., writing for publication, public speaking.
Resume
A brief extract basically extracted from the Personal History Summary
and written either before or after retirement for the explicit purpose of
portraying the appropriate aspects of an individual's experience against the
requirements of a specific job in which he is interested, or for any other
personal need.
Standard Form 171 (formerly Standard Form 57)
A non-classified Civil Service form used to apply for specific Federal
positions.
Abstract
A four to six line abbreviated extract of highlights from the employee's
summary to be used for job search purposes, in a numbered arrangement
(omitting the name of the individual).
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RETIREMENT COUNSELING PROGRAM
(TASK FORCE AREAS OF CONCENTRATION)
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DMINISTRATION

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Policy
Oryanization & Management
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Coord, with Career Service
sll-PaUt
ACUISITION OF INFORMATION

Interviews
Existinf, Programs
Fanfolds of Others
Reference Collection
-
Fnelpyment Offices
_
_
_
Questionnaires
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INDOCTRINATION.

_
Bulletins/Notices
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Newsletter__
Commendations & Awards
INDIVIDUAL COUNSELING
Career Services Coord.
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..._._
_Questionnaires_ ,
Extent of Agency Counsellng,,
A & E Processing
_
Letter d & Resumes

Background Summary & Index
_
,
SEMINARS
Group Needs & Org.
Types of Participants
Tiaqns_or Phasing
Speaker Selection
,
TRAINING OR JOB PREPARATION
'
OTR Courses
A & E Processing
RETIREE MARKETING
x -
?
Retiree Network (Aftencyl
Emp3.oyment_AAencies & Orgs,__ ._
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RETIREMENT_RELATIONSHIPS
Newsletter
Correspondence Center
Emergen.ey.Availability
CIA type CSC Backstop
LEGAL & REGULATORY
Severance pay
Terminal Promotions
Fina3 Transfer incl HHE
Bonuses '
Tuition for Re-education
Time Off for Courses
Half.lime Employment
Ret. w/Re-empl. Rights
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ADMINL?USE,
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THE
CENTRAL INTELLIGENCE
AGENCY
RETIREMENT and DISABILITY
SYSTEM
QUESTIONS and ANSWERS
OFFICE OF PERSONNEL
WASHINGTON, D.C.
March 1969
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AllVt-INTERNAL USE ONLY
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NOTICE TO ALL RECIPIENTS
This booklet is not to be taken home or
otherwise removed from Agency Headquarters buildings.
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ADMINISTRATIVE?INTERNAL USE ONLY
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THE CENTRAL INTELLIGENCE AGENCY
RETIREMENT AND DISABILITY SYSTEM
QUESTIONS AND ANSWERS
CENTRAL INTELLIGENCE AGENCY
MARCH 1969
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FOREWORD
The information in this pamphlet has been assembled by the Office of
Personnel to answer questions most frequently asked about the CIA Re-
tirement and Disability System and to acquaint employees with the benefits
it provides for participants and their families. In the preparation of this
information, the Civil Service Commission's Retirement Pamphlet No. 18,
January, 1967 and the Foreign Service's "Questions and Answers" Pamphlet,
January, 1966 have been drawn upon in both their formats and contents
as there are many basic similarities in the three retirement systems.
Users of this pamphlet are cautioned that although the information con-
tained herein is valid for most cases, in some instances, because of unique
circumstances and/or security considerations, it may not apply.
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TABLE OF CONTENTS
Page
L The CIA Retirement and Disability System 1
IL The CIA Retirement and Disability Fund 1
III. Membership 2
IV. Crediting of Civilian Service 4
V. Crediting of Military Service 5
VI. Voluntary Contributions 9
VII. Retirement Eligibility 11
VIII. Types of Annuities 13
IX. Annuity Computation 16
X. Re-employment of Annuitants 16
XI. Death Benefits 17
XII. Refunds 20
XIII. Miscellaneous 21
Table of Retirement Monthly Annuity Rates 24
Index 27
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I. CIA RETIREMENT AND DISABILITY SYSTEM
1. What is the CIA Retirement and
Disability System?
This is the retirement system estab-
lished by the Central Intelligence
Agency Retirement Act of 1964 for
Certain Employees, as supplemented
by regulations prescribed by the Di-
rector.
2. What is the current statutory basis
for the CIA Retirement and Dis-
ability System?
The statutory basis for the system is
Public Law 88-643 (50 U.S.C. 403
Note).
II. THE CIA RETIREMENT AND DISABILITY FUND
(Hereafter referred to as "the Fund")
3. What is the CIA Retirement and
Disability Fund?
It is the accumulation of resources
comprised principally of investments
in U.S. securities and money on de-
posit in the U.S. Treasury which are
available for the payment of benefits
under the CIA Retirement System.
4. From what source is money for
the Fund derived?
It may come from five main sources:
(1) deductions from the salaries of
participants of the CIA Retirement
and Disability System; (2) contribu-
tions by the Agency in amounts
which match the deductions from
participants' salaries; (3) transfer
from the Civil Service Commission of
an employee's Civil Service retire-
ment deductions upon his designa-
tion as a CIARDS participant; (4) in-
terest earned through the investment
of money derived from the foregoing
three sources; and (5) U.S. Govern-
ment appropriations when required.
5. How is money in the Fund in-
vested?
The Director of CIA may, with the
approval of the Secretary of the
Treasury, invest in interest-bearing
securities of the United States such
portions of the Fund as are not fin-
mediately required for the payment
of annuities, cash benefits, refunds
and allowances.
6. How much is deducted from the
salary of participants in the CIA
Retirement System?
Six and one-half per cent of the basic
salary.
7. Has the employee contribution al-
ways been six and one-half per
cent of the basic salary?
YES. The contribution rate was es-
tablished as 61/2% when the CIA
System was enacted in October 1964.
8. What is meant by "basic salary"?
Basic salary for CIA employees is the
pay or compensation set by law or
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2 THE CIA RETIREMENT AND DISABILITY SYSTEM
regulation. It does not include over-
time pay, military pay, cash awards,
holiday pay,. overseas allowances and
differentials, or other compensation
given in addition to the basic pay of
the participant. It does include peri-
odic salary increases and quality step
increases.
9. How is the Government contribu-
tion to the Fund made?
From the appropriation used for the
payment of the participant's salary? a
sum equal to the contribution made
by each employee (6% 70) is contrib-
uted by the Agency. In addition, it
can be made by direct appropria-
tions. The CIA birector of Finance
prepares estimates of the annual ap-
propriations required to be made to
?the Fund and causes to be made
actuarial valuations of the Fund at
intervals of five years, or more often
if deemed necessary by him.
10. May a participant pay money
other than compulsory salary de-
ductions into the Fund?
YES. He may pay to cover periods of
prior civilian service for which no
deductions were made or for periods
of prior civilian service for which be
received a refund. This is required
before this service can be credited in
the computation of the participant's
annuity. (See also Section VI "Volun-
tar)' Contributions.")
III. MEMBERSHIP
11. Does an individual automatically
become a participant in the CIA
Retirement and Disability Sys-
tem by virtue of his employment e.
with the Agency?
NO.
12. What conditions must he fulfilled
in order for an employee to quail- f.
ify for designation as a partici-
pant in the CIA Retirement and
Disability System?
The following pre-requisites must bc
met in order to qualify for designa-
tion as a participant. He must:
a. Be at least 25 years of age;
b. Have successfully completed
three years of Agency service;
c. Have signed a written obligation
to serve anywhere and at any time
according to the needs of the
Agency;
d. Be serving on a career basis in a
field which normally requires the
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performance of qualifying service
as an integral part of a career in
that field;
Have performed qualifying serv-
ice or be under official orders for
an assignment requiring the per-
formance of qualifying service;
and,
Have sufficient time prior to com-
pletion of 15 years of service with
the Agency within which he could
complete a minimum of 60 months
of qualifying service or if he has
completed 15 years of service with
the Agency, have performed 60
months of qualifying service.
13. What constitutes "Qualifying
Service"?
Qualifying service is defined in the
Retirement Act and supplemented by
Headquarters regulation. It may be
defined generally as involving duties
determined by the Director to be in
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MEMBERSHIP 3
support of Agency activities abroad
hazardous to life or health, or so
specialized because of security re-
quirements as to be clearly distin-
guishable from normal government
employment.
14. What are the "minimum periods"
of qualifying service?
The following standards are used in
determining an employee's eligibility
for continuing designation as a par-
ticipant:
5 years as a participant: 18 months
of qualifying service
10 years as a participant: 36
months of qualifying service
15 years Agency service: 60 months
of qualifying service
15. Once an employee is designated
as a participant, is his status as
such permanent?
NO, with the exception covered in
Question 17. A participant may re-
main under the System only if he
continues to meet the criteria for par-
ticipation, including the performance
of minimum periods of qualifying
service.
16. Are there any exceptions to the
minimum period requirement for
participants?
YES. If, at the time of review, the
minimum periods requirement has
not been met, an individual may still
remain a participant if (1) he is then
serving on an assignment which will
satisfy the qualifying service require-
ment indicated for the review in-
volved, or (2) he is under official or-
ders to serve in such an assignment
within 90 calendar days, or (3) at the
time of the 15th anniversary review
he has sufficient time prior to the
completion of 15 years of service
with the Agency within which he
could complete a minimum of 60
months of qualifying service.
17. May a participant acquire per-
manent status in the CIA Retire-
ment and Disability System?
YES. Any participant whose career
after fifteen years of service with the
Agency is adjudged by the Director
of Personnel to be qualified for the
System may elect to remain a partici-
pant in the System for the duration
of his employment by the Agency,
and such election will not be subject
to review or approval by the Di-
rector.
18. Does the fact that an employee
may not be eligible for the Sys-
tem after 15 years of Agency
service preclude his being desig-
nated as a participant at a later
time?
NO. An employee may be considered
for designation at any time during
his career provided he meets all of
the criteria for designation specified
in the answer to Question 12 and has
performed the required periods of
qualifying service. The employee
may at any time initiate the request
for consideration.
19. May a former participant again
be considered for designation?
YES, at such time as he meets all of
the criteria for designation specified
in the answer to Question 12 and has
performed the required periods of
qualifying service.
20. May an employee who, at the
time of his fifteen year election,
chooses not to enter the System
or a participant who elects to
leave the System, later become
a participant?
NO, as a general rule.
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4 THE CIA RETIREMENT AND DISABILITY SYSTEM
21. May a participant, prior to the
date of his retirement, elect to
transfer out of the System?
Not as a matter of right; however,
the policy has been to permit a par-
ticipant whose annuity at the time
of retirement would-be higher under
the Civil Service to apply for transfer
to that System prior to retirement.
(As the Civil Service System requires
at least one year of coverage immedi-
ately preceding retirement, applica-
tion for transfer should be made ap-
proximately 18 months prior to a par-
ticipant's anticipated retirement
date.)
22. Under what conditions would a
participant's annuity be higher
under the Civil Service Retire-
ment System?
Only in cases where a participant has
more than 36 years, 10 months of
Federal service. (Under the CIA Sys-
tem, the maximum allowed is 70%
of the individual's high-five average
salary; under the Civil Service Sys-
tem the maximum is 80%.)
23. May persons in the military
service of the United States be
participants in the CIA Retire-
ment and Disability System?
NO. However, participants in the
System who leave the Agency to
enter the Armed Forces for active
duty, under circumstances spelled
out in the Retirement Act, may retain
their status as participants while in
the military service.
IV. CREDITING OF CIVILIAN SERVICE
24. What types of civilian service are
creditable for retirement pur-
poses under the CIA Retirement
and Disability System?
Credit is given for all service per-
formed as an employee of the Fed-
eral Government or of the District
of Columbia Government provided
appropriate contributions are made
to the Fund to cover such service.
Generally, no credit may be allowed
for service in which a participant ac-
quired Social Security coverage un-
der the 1954 Amendment to the So-
cial Security Act.
25. Must the service involved be con-
secutive, or may separate periods:
of service be counted?
Service is creditable, regardless of
breaks in employment.
26. May periods of separation from
service be counted?
NO, except that any separation
which is three calendar days or less
is not considered a break in service.
27. May credit be allowed for pe-
riods of service during which no
retirement deductions were
taken?
Yes, provided a special contribution
is made to the Fund to cover the
service for which credit is sought.
28. Is a special contribution required
to obtain credit for !periods of
service for which a refund of re-
tirement deductions was made?
YES.
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CREDITING OF MILITARY SERVICE
29. How is the amount of the special
contribution determined?
Depending upon the periods when
the service was performed, the con-
tribution is made up of the regular
deductions (see table below).
21/2% from August 1, 1920 ? June
30, 1926
31/2% from July 1, 1926 ? June 30,
1942
5% from July 1, 1942 ? June 30,
1948
6% from July 1, 1948 ? October 31,
1956 and
61/2 % thereafter plus interest at
the rate of 4% to December 31,
1947, and 3% thereafter, com-
pounded annually.
30. Is it to a participant's advantage
to make the special contribution?
Normally, yes, unless he already has
the maximum of 35 years service.
31. When must the special contribu-
tion be made to the Fund to
cover prior service?
The contribution must be made to
the Fund prior to retirement.
32. Does the date of payment affect
the amount of the special con-
tribution?
YES. The longer payment is delayed
the more it will cost because of the
accrual of interest.
33. How may the special contribu-
tion be made?
The participant must submit his Ap-
plication to Purchase Service Credit
(Form 3107) through the Office of
Personnel. The participant is then in-
formed of the amount required to
purchase previous service credit,
payment of which may be made in
a lump sum, or if the participant so
desires, in installments or payroll al-
lotments in multiples of $25.
34. In case of death of a participant,
may a survivor entitled to annu-
ity benefits make the deposit or
redeposit?
YES.
35. Is credit allowed for leave with-
out pay?
Credit is given without deposit to
the Fund for so much of leave with-
out pay as does not exceed six
months in any calendar year.
36. Is there any exception to this
rule?
YES. If the employee is carried on
leave without pay while receiving
benefits under the Federal Employ-
ee's Compensation Act or while serv-
ing with the Armed Forces under cir-
cumstances spelled out in the Retire-
ment Act, the entire period (subject
to the limitations explained in Ques-
tions 54 and 55) is creditable with-
out deposit to the Fund.
V. CREDITING OF MILITARY SERVICE
37. What does the term "military
service" cover?
Service in the Army, Navy, Air
Force, Marine Corps, and Coast
Guard including the service acad-
emies, and, after June 30, 1960, in the
Regular Corps or Reserve Corps of
the Public Health Service, and after
June 30, 1961, as a commissioned offi-
cer of the Coast and Geodetic Sur-
vey.
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38. Is military service creditable for
Agency retirement purposes?
As a general rule, military service is
creditable provided it was active
service, was terminated under hon-
orable conditions, and was per-
formed before separation from a ci-
vilian position under the retirement
system. For exceptions to this general
rule, see the Questions immediately
following.
39. Are periods of lost time (for ex-
ample, AWOL, confinement, etc.)
creditable as active military
service?
NO. All such time during an enlist-
ment must be deducted from the
total time covered by the enlistment.
40. Does the receipt of pension or
compensation under laws admin-
istered by the Veterans' Admin-
istration bar the crediting of mili-
tary service?
NO. Regardless of the length of time
on which the pension or compensa-
tion is based, or the reason for its
allowance, full credit is given for
the military service.
41. Does the receipt of military re-
tired pay bar the crediting of mil-
itary service?
YES, unless the retired pay is:
a. Based on a disability incurred in
combat with an enemy of the
United States or caused by an in-
strument of war and incurred in
the line of duty during a period
of war; or
b. Granted under the provisions of
Chapter 67, Title 10, U.S. Code
(formerly Title III of Public Law
80-810).
42. What is Chapter 67, Title 10,
U.S. Code?
It is a provision granting retired pay
to members of reserve components
of the Armed Forces on the basis of
service instead of disability. The
basic requirement is the attainment
of age 60 with the completion of 20
years satisfactory service.
43. What agency administers Chap-
ter 67, Title 10, T.J.S. Code?
The Department of Defense.
44. Is it possible to receive military
retired pay and Agency annuity
at the same time, using the same
period of military service?
YES, under the conditions oulined in
Question 41. Only the portion of the
service which was in active status,
however, may be credited toward
Agency retirement.
45. May military retired pay be
waived so that military service
will be credited under the
Agency Retirement System?
YES. (However, because of Social Se-
curity coverage of the military which
began 1 January 1957, in many in-
stances waiver of military retired pay
may not be ?to the advantage of a
participant. A qualified Agency re-
tirement counselor should be con-
sulted before such a waiver is in-
itiated.)
46. Does receipt of social security
benefits bar credit for military
service?
Receipt of social security benefits has
no effect on granting credit for mili-
tary service performed before Janu-
ary 1, 1957, but use of such military
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CREDITING OF MILITARY SERVICE 7
service for credit under the retire-
ment system will bar its use for so-
cial security wage credits. However,
military service (except while on mil-
itary leave with pay from a civilian
position) performed after December
31, 1956, may not be credited toward
Agency retirement if the employee
or his widow or child receives or is
eligible to receive monthly old age
or survivors' social security benefits
based on his wages or self-employ-
ment income.
47. May military service be credited
toward retirement rather than to-
ward social security?
Credit will automatically be given
under the Agency Retirement System
for military service performed before
January 1, 1957. Credit may be given
under the Agency Retirement System
for military service performed on
or after January 1, 1957, only if the
employee is not eligible for social se-
curity old age benefits.
48. When is an employee eligible for
social security so as to disqualify
him from receiving credit toward
retirement for military service
performed on or after January 1,
1957?
If an employee has earned sufficient
credits to qualify him for social se-
curity, he will be eligible to draw
benefits at age 62. At this age an
employee is considered eligible for
social security even though he does
not apply for it, or having applied, is
not receiving any benefit. However,
social security benefits paid on ac-
count of disability are not disqualify-
ing until converted to old age bene-
fits, generally at age 65.
49. If an employee retires before he
is eligible for social security, may
he receive credit toward retire-
ment for military service per-
formed on or after January 1,
1957?
YES. Credit for the military service
will be allowed during the time the
employee is not eligible for social
security. If he becomes eligible for
social security after he retires, his an-
nuity will at that time be recomputed
to exclude credit for the military
service.
50. What choice does an employee's
widow (or widower or dependent
child) have between crediting
military service toward retire-
ment or toward social security?
She has no choice with regard to
military service performed on or
after January 1, 1957; if she is elig-
ible for social security, then the mili-
tary service cannot be credited un-
der the Agency Retirement System.
With regard to military service be-
fore January 1, 1957, she does have
a choice; she can choose to have the
military service used under the
Agency Retirement System or cred-
ited toward the social security bene-
fit.
51. What is the effect of an election
by a widow (or widower or de-
pendent child) to credit military
service performed before January
1, 1957, toward social security
rather than using it for retire-
ment, and vice versa?
If the widow elects to credit such
military service toward social secur-
ity, she cannot receive any survivor
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8 THE CIA RETIREMENT AND DISABILITY SYSTEM
annuity under the retirement system.
If she elects to use the military serv-
ice for retirement, she may still be
eligible to receive social security if
there is sufficient other covered em-
ployment but no credit for the mili-
tary service will be allowed in com-
puting the amount of the social se-
curity benefit.
52. When would it be to the ad-
vantage of a widow (or widower
or dependent child) to use mili-
tary service before January 1,
1957, for retirement and receive
a survivor annuity?
This depends on the circumstances
in the individual ease. Since a choice
to use military service for retirement
cannot be changed, the widow
should get statements from her near-
est social security office and from
the CIA Director of Personnel as to
exactly what benefits would be pay-
able under each system. She can then
compare the benefits and choose the
one which is to her advantage.
53. Is deposit required for military'
service?
NO. Full credit is given for military
service without any deposit to the re-
tirement fund.
54. What credit is given if a civilian
employee is placed on furlough
or leave without pay to enter the
military service?
The entire furlough period is
credited, without deposit, as civilian
service if it ended no later than De-
cember 31, 1956. If it ended after
December 31, 1956, full credit is
allowed for the furlough period up
to a maximum of 5 years.
55. May military furlough periods be
credited as civilian service if
credit for the military service
itself is barred because the em-
ployee is receiving military re-
tired pay or is entitled to social
security?
NO.
56. How does payment of a refund
affect a military furlough?
If a participant applies for and re-
ceives a refund of his deposit in the
Fund while on military furlough, his
employment with the Agency will be
considered terminated for the pur-
poses of the CIA Retirement Act.
57. Is military service creditable if it
is performed after final separa-
tion from civilian employment?
NO. Such service may be credited
only if the individual again becomes
a member of the retirement system.
58. Do the provisions on the credit-
ing of military service which are
explained in this section apply to
service performed with women's
organizations such as the WAC,
WAVES, etc.?
YES.
59. Is service with the Women's
Auxiliary Army Corps (WAAC---
replaced by WAC) creditable?
YES. However, it is creditable as
civilian rather than as military serv-
ice.
60. May an employee receive credit
for service with the National
Guard?
Only when the organization (or unit)
is actually mustered into, or acti-
vated in, the U.S. Army or Air Force.
Training periods or other service per-
formed for a State government, or
when the National Guard is called
for duty by the Governor of a State,
is not creditable.
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VOLUNTARY CONTRIBUTIONS 9
VI. VOLUNTARY CONTRIBUTIONS
61. May a participant make volun-
tary contributions to the retire-
ment fund in addition to the
compulsory contribution?
YES. Such voluntary contributions
are made for the primary purpose of
increasing the annuity at the time of
retirement. These contributions, in
multiples of $5, may not exceed 10
percent of the basic salary for cur-
rent service as a participant. Volun-
tary contributions may also be made
for any period of prior service for
which a participant has purchased
service credit under the System but
not exceeding 10 percent of partici-
pant's basic salary during the period
of service covered.
62. Is the privilege of making volun-
tary contributions open to all
participants?
YES.
63. Do voluntary contributions earn
interest?
YES. The amounts deposited earn in-
terest at 3 percent compounded an-
nually. No interest is earned after a
participant's employment under the
retirement system terminates, nor is
interest paid during the interim pe-
riod between separation and eligi-
bility for deferred annuity.
64. May a participant make volun-
tary contributions after separa-
tion from the Agency?
NO.
65. May an employee make volun-
tary contributions based on his
military pay?
NO.
66. How do voluntary contributions
made by a participant affect his
annuity?
The annuity which the voluntary-
contribution account (contributions
with interest) will purchase is added
to the regular annuity.
67. How much additional annuity
may be purchased with the vol-
untary contribution account?
The amount is calculated from tables
of mortality prescribed from time to
time by the Director of Finance for
this purpose, and varies according to
age of the participant, age of bene-
ficiary, if any, the amount invested,
and whether a guaranteed return of
?the unexpended principal is elected.
(See examples on page 10.)
68. Has the retiring employee a
choice as to the type of annuity
purchased with his voluntary
contribution account?
YES. The voluntary contribution ac-
count shall, at his election, be used:
a. to purchase an additional life an-
nuity;
b. to purchase an additional life an-
nuity for himself and to provide
for a cash payment on his death
to a beneficiary whose name shall
be notified in writing to the Di-
rector by the participant; or
c. to purchase an additional life
annuity for himself and a life an-
nuity commencing on his death
payable to a beneficiary whose
name shall be notified in writing
to the Director of Personnel by
the participant with a guaranteed
return to the beneficiary or his
legal representative of an amount
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THE CIA RETIREMENT AND DISABILITY SYSTEM
ADDITIONAL ANNUITY BASED
ON VOLUNTARY CONTRIBUTIONS
A. Participant elects a monthly single life income, with no guaranteed
return of unexpended principal:
Example:
Male participant age 60 retires with $9,863.46 of accumulated
voluntary contributions. His purchasable monthly income would
be $64.90.
B. Participant retiring at age 58 with voluntary contributions of
$10,486.39 elects monthly single life income, with guaranteed re-
turn of unexpended principal. Under present interpretation, retiring
participant may invest all, any part, or none of his accumulated
voluntary contribution.
Example 1: Invests all--monthly income $56.21.
Example 2: Invests part ( say $5,486.39) with guaranteed return of
unexpended principal and leaves $5,000 as a lump sum
payable upon death. Monthly income $41.74.
Example 3: Invests part ( say $5,486.39) with no guaranteed return
of unexpended principal and leaves $5,000 as a lump
sum payable upon death. Monthly income $46.13.
Example 4: Leaves entire amount as lump sum payable upon death.
Monthly income $25.86.
C. Male participant retires at age 58 with voluntary contributions of
$10,000. He could purchase for himself a monthly income of $61.60.
Instead he decides to elect a joint and survivor annuity with no
guaranteed. return. His wife is 56 years of age.
Example 1: If he elects an equal annuity for himself and his wife,
the amount would be $45.97.
Example 2: If he elects that his wife's annuity be equal to one-half
of his reduced ( additional) annuity, his additional an-
nuity would be $52.66 per month and his wife's annuity
would be $26.33 per month.
equal to the cash payment re-
ferred to in subparagraph (b)
above.
69. What disposition is made of any
balance in the voluntary contri-
bution account if an employee
dies in the service?
All of the voluntary contribution ac-
count is payable immediately in a
lump sum. No part of this account
may be used in computing the an-
nuity which may be due a widow,
widower, or children.
70. What disposition is made of any
balance in the voluntary contri-
bution account remaining at the
death of the annuitant?
The disposition would be in accord-
ance with the option elected by the
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RETIREMENT ELIGIBILITY
annuitant at the time of retirement.
The options are as described under
Question 68 and examples of pay-
ment are on page 10.
71. May a participant withdraw his
voluntary contribution account?
YES. A participant may withdraw
his voluntary contributions and inter-
est at any time he becomes separated
from the Agency for any reason prior
to retirement on an annuity.
72. Is it to the employee's advantage
to make voluntary contributions?
This is a question which an employee
must decide for himself. Voluntary
contributions are an investment and
should be compared to other avail-
able investment opportunities. Here
are some of the facts an employee
should consider in deciding whether
to make voluntary contributions.
a. The return of voluntary contribu-
tions plus accrued interest is guar-
anteed. This return may be in the
form of a refund to the employee,
additional retirement and survivor
annuity, or as a lump sum death
benefit.
b. Voluntary contributions will pro-
vide an increased retirement in-
come in a predetermined amount.
For example, if an employee
wishes an annuity income of $300
a month but his regular annuity
will be only $250, he can make
voluntary contributions in an
amount which is sufficient to pro-
vide additional annuity of $50 a
month.
c. Voluntary contributions do not
have to be made at regular inter-
vals. They may be made at the
employee's convenience. Also,
they may be made in varying
amounts which can be as little
as $5.
d. Voluntary contributions may be
made by payroll deduction.
e. Many other investments offer a
greater interest return than the
3 percent paid on voluntary con-
tributions. Some of these invest-
ments, however, may involve
greater risk than voluntary con-
tributions.
f. The ultimate advantage of volun-
tary contributions depends on the
number of years over which the
additional annuity purchased by
the contributions will be paid. In
other words, it depends on how
long after retirement the em-
ployee (and his survivor, if the
additional annuity is shared) will
live and draw the additional an-
nuity. The table below shows
the life expectancy of the average
employee who retires for reasons
other than disability.
55
60
62
65
70
Life expectancy
Age Men Women
21
26
17
22
16
21
14
18
11
14
VII. RETIREMENT ELIGIBILITY
73, How many kinds of retirement
are provided for in the CIA Re-
tirement and Disability System?
Five. They are: Voluntary, Involun-
tary, Mandatory, Disability and De-
ferred retirement.
74. Is there a minimum requirement
as to the amount of civilian serv-
ice?
YES. Five years of civilian service
are required before annuity benefits
may be paid in any case.
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THE CIA RETIREMENT AND
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75. Is there a mandatory retirement
age under the CIA Retirement
and Disability System as imple-
mented by regulation?
YES. All participants are subject to
mandatory retirement upon reaching
age 60.
76. May the services of participants
be extended beyond the normal
mandatory age?
YES. Whenever the Director shall
determine it to be in the public in-
terest.
77. When does the annuity begin for
a participant who has separated
and who is eligible for an im-
mediate annuity?
It begins as of the first day following
the month in which the participant
was separated and is payable on
the first day of the month following
that for which it accrued.
78. Under what conditions may a
participant retire for disability?
Any participant who has five years
of civilian service credit toward re-
tirement under the System and who
becomes totally disabled incapac-
itated for useful and efficient service
by reason of disease, illness or injury
not due to vicious habits, intem-
perance or willful misconduct on his
part may be retired on an immediate
annuity.
79. Who determines whether a par-
ticipant is totally disabled so as
to qualify for annuity?
a. When the participant has made
application, such determination
will be made by the Director of
Personnel based on the advice
of the Director of Medical Serv-
ices.
b. When disability retirement action
is initiated by the Director of Per-
sonnel on behalf of the partici-
pant, such retirement shall be
only upon order of the Director
of Central Intelligence who shall
also make the determination as to
whether the disability is perma-
nent, based on the advice of the
Director of Medical Services.
80. What determinations are made
regarding total disability subse-
quent to retirement?
Unless disability is determined to be
permanent at the time of retirement,
annual medical examinations are
required until the disability is deter-
mined to be permanent or until the
annuitant has reached his mandatory
retirement age.
81. Must the annuitant pay for these
medical examinations?
NO. Costs of these examinations, in-
cluding reasonable travel and other
expenses incurred in order to submit
to examinations, are paid out of the
Fund.
82. What happens if the annuitant
recovers from the disability upon
the basis of which he is retired?
If the Director of Personnel deter-
mines on advice of the Board of
Medical Examiners that an annuitant
has recovered to the extent that he
can return to duty, payment of the
annuity will continue until a date
six months after the date of the ex-
amination showing recovery or until
the date of re-employment in the
Agency, whichever is earlier.
83. When an annuitant fails to sub-
mit to examinations as required,
what happens?
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13
Payment of annuity will be sus-
pended until continuance of the dis-
ability is satisfactorily established.
84. Must an annuitant who is deter-
mined to be recovered repay any
of the disability anuity received
in order to qualify for reinstate-
ment or reappointment or for an
annuity at some future time?
NO.
85. Who may initiate retirement ac-
tion for disability?
Retirement action may be initiated
by:
(a) Any participant who is of the
opinion that he may be eligible
for retirement because of dis-
ability by applying in writing
to the Director of Personnel for
such retirement; or
(b) The Director of Personnel in the
event a participant appears to
be totally disabled or incapac-
itated, but fails or is unable to
make application for disability
retirement.
86. Who is eligible for voluntary
retirement?
Any participant who reaches age 50
with 20 years of creditable federal
service, 10 years of Agency service
and 5 years of qualifying service
is eligible to retire voluntarily, with
concurrence of the Director.
87. Who may be involuntarily re-
tired?
The Director may at his discretion
place in a retired status any partici-
pant who has completed at least
25 years of service, or who is at
least age 50 and has completed at
least 20 years of service, provided
that in either case such participant
has not less than 10 years of Agency
service of which at least 5 years
shall have been qualifying service.
88. Who is eligible for a deferred
annuity?
Any participant who, after complet-
ing at least 5 years of creditable
civilian service, voluntarily separates
from the Agency, or is separated for
cause (except in cases where separa-
tion is determined by the Director to
be based in whole or part on the
grounds of disloyalty to the United
States) may elect to receive a de-
ferred annuity upon reaching age 62.
89. When does a deferred annuity
begin?
It begins on the first day of the
month following the month in which
the separated participant reaches age
62.
90. What happens if a separated
participant entitled to deferred
annuity dies before reaching age
62?
His contributions to the Fund, with
interest, shall be paid to his desig-
nated beneficiary, or, in the absence
of a designated beneficiary, as pre-
scribed in Question 141.
VIII. TYPES OF ANNUITIES
91. How many types of annuities
may be elected under the CIA
Retirement and Disability Sys-
tem?
Three. These are known as: (1) full
annuity; (2) reduced annuity with
benefit to surviving wife or husband;
and (3) reduced annuity to desig-
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nated beneficiary or an unmarried
participant.
92. What is an annuity without sur-
vivor benefits?
It is a full annuity elected by the
retiring participant which makes no
provision for a survivor and is or-
dinarily payable to the retiring par-
ticipant for the remainder of his life
unless it is terminated for reasons
such as recall or recovery from dis-
ability. Under this type, which any
retiring participant may choose, no
survivor annuity is payable unless
the annuitant at his death leave's
dependent children.
93. What is "reduced annuity"?
In this type, the retiring participant
takes a reduction in his annuity and
names his wife (or her husband),
or in the case of an unmarried par-
ticipant, a designated beneficiary, to
receive a survivor annuity.
94. Who may elect a reduced an-
nuity with benefit to widow or
widower?
Any participant, including one who
is eligible to receive a deferred an-
nuity at age 62, may choose this
type if married at the time his an-
nuity is scheduled to begin. (See
also Section XI, Death Benefits.)
95. When does the survivor annuity
to the widow or widower begin?
It commences on the day following
the annuitant's death.
96. Under what conditions may a
survivor annuity to widow or
widower be terminated?
Upon the death or remarriage of
such surviving widow or widower.
97. How much survivor annuity does
the widow or widower receive?
The annuity payable to the surviving
wife or husband after such annui-
tant's death is 55% of the amount
specified by the annuitant as the base
for survivor benefits.
98. If a participant elects a reduced
annuity with annuity to surviving
spouse, how much is the reduc-
tion of his annuity?
That depends on how much of his
annuity he chooses as a base for the
survivor annuity. The reduction is
21/2 percent of the first $3,600 chosen
as a base plus 10 percent of any
amount over $3,600. For example, as-
suming his annuity is $4,800, if the
retiring employee chooses $2,400 as
a base, the reduction in his annuity
would be 21/2 percent of $2,400
($60 a year); if he chooses, $3,600 as
a base, the reduction in his annuity
would be 21/2 percent of $3,600 ($90
a year); if he chooses $4,800 as a
base, the reduction in his annuity
would be 21/2 percent of the first
$3,600 ($90 a year) plus 10 percent
of the $1,200 balance ($120 a year),
a total reduction of $210 a year.
99. Does the age of a wife or hus-
band who is named as survivor
annuitant affect the rate of an-
nuity?
NO.
100. Must the retiring participant be
married for a specific number
years in order to be able to
name a spouse as survivor ben-
eficiary?
NO. The participant must be mar-
ried at the time of retirement, or
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TYPES OF ANNUITIES 15
in the case of deferred annuity the
person must be married at the time
deferred annuity is scheduled to
begin. (See also answers to Ques-
tions 124 and 125.)
101. Is there any provision for sur-
vivor annuity to child or chil-
dren?
YES, Each eligible child shall au-
tomatically receive an annuity. (For
eligibility see answer to Question
127.)
102. How much survivor annuity
will the eligible child or chil-
dren receive?
a. When there is a surviving wife or
husband, whether or not receiv-
ing an annuity, each child shall
receive an annuity equal to the
smallest of:
(1) 40 percent of the annuitant's
high-five salary divided by the
number of children;
(2) $714.00; or
(3) $2142.00 divided by the num-
ber of children.
b. When there is no surviving wife
or husband, each child shall be
paid an annuity equal to the
smallest of:
(1) 50 percent of the annuitant's
high-five salary divided by the
number of children;
(2) $856.80; or
(3) $2570.40 divided by the num-
ber of children.
*Figures cited in a. (2) & (3) and b.
(2) & (3) above are subject to change
with future cost-of-living increases.
103. Who may elect a reduced an-
nuity with benefit to a person
other than a spouse?
At the time of retirement any un-
married participant who has satis- NO.
factorily passed a physical exami-
nation may elect to receive a reduced
annuity and provide for an annuity
payable after his or her death to a
beneficiary designated in writing to
the Director of Personnel. The bene-
ficiary so designated must be a per-
son having an insurable interest in
the participant.
104. When does the annuity of a
"designated beneficiary" begin?
The annuity payable to a beneficiary
shall begin on the first day of the
next month after the annuitant dies
and continues for the life of the ben-
eficiary.
105. How much annuity will a "des-
ignated beneficiary" receive?
The annuity of a survivor designated
under this provision shall be 55%
of the reduced annuity payable to
the participant.
106. If a retiring participant elects
to provide an annuity for a
"designated beneficiary" how
much is the reduction of his
annuity?
The annuity payable to the partici-
pant making such election shall
be reduced by ten percent of his
annuity and by five percent of an
annuity so computed for each full
five years the person designated is
younger than the participant, but
such total reduction shall not exceed
40 percent.
Age of person named in relation
to that of retiring participant
Reduction in
annuity of
retiring
unrtici ant
Percent
10
15
20
25
30
35
40
Older, same age, or less than 5 years
younger
5 but less than 10 years younger ....
10 but less than 15 years younger ....
15 but less than 20 years younger ....
20 but less than 25 years younger ....
25 but less than 30 years younger ....
30 or more ears oun er
107. Can an annuitant change the
type of annuity after retire-
ment?
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16 THE CIA RETIREMENT AND DISABILITY SYSTEM
IX. ANNUITY COMPUTATION
108. How is the amount of a partici-
pant's annuity determined?
The annuity of a participant shall be
equal to two percent of his aver-
age basic salary for the highest five
consecutive years of service for
which full contributions have been
made to the Fund multiplied by the
number of years, not exceeding
thirty-five, of Federal service to his
credit.
109. How is a participant's length
of service figured?
All periods of creditable service (this
includes service for which full con-
tributions have been made to the
retirement Fund plus free military
service) are added together. The odd
days in the total are dropped and
the time (years and months) remain-
ing is the length of service used in.
the annuity computation formula.
110. Is there any limitation to the
length of service which may
be credited?
YES. Only 35 years of creditable
civilian and military service may be
counted in the computation of an-
nuity.
111. Hovv is a participant's average
salary for the highest five con-
secutive years figured?
The high-five salary is the highest
salary obtainable by averaging the
rate of basic salary in effect during
any five consecutive years of service,
with each rate weighed by the time
it was in effect.
112. Upon what basis is a disability
annuity computed?
The same as described in Question
108, however, if the participant is
under age 60 and has less than 20
years of service credit at the time
he is retired, his annuity is com-
puted on the assumption that he has
had twenty years of creditable serv-
ice, but the additional service credit
that may accrue to a participant un-
der this provision shall in no case ex-
ceed the difference between his age
at the time of retirement and age 60.
This is called the "guaranteed mini-
mum" disability annuity.
113. May annuities be adjusted after
retirement to take care of future
cost-of-living increases?
YES. Under current law, adjustments
will be identical with increases un-
der the Civil Service Retirement
System.
X. RE-EMPLOYMENT OF ANNUITANTS
114. May an annuitant be employed
outside the Federal Govern-
ment?
YES.
115. May an annuitant be re-em-
ployed in the Federal Govern-
ment?
YES. Re-employment in the Federal
Government in this sense should not
be confused with "Recall, Reinstate-
ment or Reappointment" to Agency
service. See Questions 116 and 117.
116. What effect does re-employ-
ment in the Federal Govern-
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DEATH BENEFITS
17
ment have on annuity pay-
ment?
A. re-employed participant is entitled
to receive his annuity payable under
the System, but there is deducted
from his salary a sum equal to the
annuity allocable to the period of ac-
tual employment.
117. What happens to the annuity of
a retiree who is reinstated, re-
called or reappointed as an
Agency employee?
He shall be entitled in lieu of his
annuity to the full salary of the grade
in which he is serving. The annuity
of such employee is terminated the
day preceding recall, reinstatement
or re-employment.
118. Is the annuity computed anew
when he is subsequently sepa-
rated from the Agency?
YES.
119. Does such recalled participant
have the right of a new election
regarding survivorship benefits
benefits when he again retires?
YES.
120. What responsibility does an
Agency retiree have when he
is re-employed in the Federal
Government?
If security considerations clearly per-
mit, he must inform the agency in
which he is re-employed that he is
an Agency annuitant and that agency
must then adjust his salary payments
accordingly. Otherwise he must seek
guidance from the Office of Person-
nel.
XI. DEATH BENEFITS
121. What kind of death benefits are
payable when a participant dies
in service?
There are two kinds: (1) A survivor
annuity benefit which begins on the
day following the death of the par-
ticipant, and is payable in monthly
installments; (2) A lump-sum benefit
which is paid only once.
122. To whom is a survivor annuity
payable?
Under certain conditions a survivor
annuity may be payable to the
widow (or widower) and dependent
children of the deceased participant
or deceased annuitant. It may also
be payable to a person having an
insurable interest and who was
named by the annuitant upon retire-
ment.
123. What conditions must the de-
ceased participant have met to
permit payment of a survivor
annuity?
He (or she) must have completed at
least 5 years of civilian service and
must have been a participant in the
System at the time of death.
124. Under what conditions is the
widow of a participant who dies
in service eligible for a survivor
annuity?
She must have been married to such
participant for at least two years im-
mediately preceding his death, or if
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18 THE CIA RETIREMENT AND DISABILITY SYSTEM
married less than two years, be the
mother of his child born of the mar-
riage.
125. Under what conditions is a de-
pendent widower of a partici-
pant who dies in service eligible
for a survivor annuity?
He must have been married to such
participant for at least two years
immediately preceding her death or
be the father of her child born of the
marriage. In addition, he must be
incapable of self-support by reason
of mental or physical disability and
must have received more than one-
half of his support from the deceased
participant.
126. How is the annuity for surviv-
ing spouse computed upon the
death in service of a partici-
pant.
The survivor annuity is 55% of the
participant's earned annuity.
127. Under what conditions is the
child of a participant who dies
in service eligible for survivor
annuity?
The child must be unmarried and
under age 18 (a child who is over
18 may be eligible if he or she is in-
capable of self-support because of
physical or .mental disability which
began before age 18), or such un-
married child between 18 and 21
years of age must be a student regu-
larly pursuing a full-time course of
study or training in residence in a
high school, trade school, technical
or vocational institute, junior college,
university, or comparable recognized
educational institution.
128. Is an adopted child eligible for
a survivor annuity?
Any legally adopted child is eligible
if he meets the conditions stated in
Question 127.
129. May a stepchild be eligible for
a survivor annuity?
YES. A stepchild must meet the con-
ditions stated in Question 127. In ad-
dition, the child must have received
more than one-half support from the
deceased participant and have been
living with the participant in a child-
parent relationship.
130. May an illegitimate child be
eligible for survivor annuity?
YES. Such a recognized child would
be eligible under the same condi-
tions as a stepchild (see Question
129).
131. Is a child survivor annuity pay-
able in addition to the widow's
annuity?
YES. For example, if a participant
who dies in service is survived by
a widow and three children all of
whom were eligible to receive sur-
vivor annuities, annuity benefits
would be paid to all four survivors.
132. If a widow (or widower) annui-
tant dies, will the children's an-
nuities be increased?
YES. If the children are still draw-
ing annuities, their payments will be
increased as though the participant
had not been survived by a widow
(or widower).
133. If the annuity of one child stops
for any reason, what happens to
the annuity of any remaining
children?
The other children's annuities are
recomputed as though the one child
had never been eligible.
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DEATH BENEFITS 19
134. When a child's annuity stops, is
the widow's (widower's) annuity
affected?
NO.
135. When does the survivor annuity
of a widow (or widower) begin?
Such annuity begins on the day fol-
lowing the day of the death of the
participant or annuitant.
136. How long will the widow (or
widower) continue to receive
the survivor annuity?
The surviving spouse of an annui-
tant receives an annuity until death
or remarriage. The annuity of a de-
pendent widower of a participant
who dies in the service continues
until he remarries, dies, or becomes
capable of self-support.
137. When does the survivor annuity
of a child begin and when is it
terminated?
The annuity begins on the day after
the participant or annuitant dies and
is terminated when the child dies,
marries or attains the age of 18 years,
except that if the child is incapable of
self-support by reason of mental or
physical disability, the annuity is ter-
minated only when such child dies,
marries or recovers from such dis-
ability. In addition, a child's annuity
will continue between the age of 18
and 21 years if he is a student regu-
larly pursuing a full-time course of
study or training in residence in a
high school, college or comparable
recognized educational institution.
138. Is there any survivor annuity
benefit for a spouse who marries
a participant after he or she re-
tires?
NO. However, an annuity vests in a
child born subsequent to retirement
if such child qualifies.
139. Under what conditions is a
lump-sum payment payable im-
mediately after the death of a
participant or an annuitant?
A lump-sum benefit is payable im-
mediately if the deceased participant
had less than five years of civilian
service, or had completed five years
but leaves no widow (or dependent
widower) or children who are eligi-
ble for survivor annuity. If an annu-
itant who ' did not elect a survivor
benefit dies, leaving no children eli-
gible for benefits, before he has re-
ceived in annuity payments that
amount of his contributions to the
Fund, the remainder is payable in a
lump-sum.
140. May a lump-sum benefit be paid
if the participant leaves a wid-
ow (or dependent widower) or
children who are eligible for
survivor annuity?
No lump-sum benefit may be paid
while the widow (or dependent
widower) or children are eligible for
a survivor annuity unless there are
voluntary contributions in the de-
ceased participant's account. If,
when the annuities of all the sur-
vivors have ended they have received
in annuities the amount which totals
less than the participant's compul-
sory contributions to the Fund, plus
any accrued interest, the difference
is payable as a lump-sum benefit.
141. Who may receive lump-sum
payments?
In the absence of a designated bene-
ficiary, if a valid claim to lump-sum
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20 THE CIA RETIREMENT AND DISABILITY SYSTEM
payment is established, it would be
paid in the following order:
(1) To the surviving wife or husband
of such participant;
(2) If neither of the above, to the
child or children of such partici-
pant and descendants of de-
ceased children by representa-
tion;
If none of the above, to the par-
ents of such participant of the
survivor of them;
(4) If none of the above, to the duly
appointed executor or adminis-
trator of the estate of such par-
ticipant;
If none of the above, to other
next of kin of such participant as
may be determined by the :Direc-
tor of Personnel.
142. Of what does the lump-sum
payment consist?
(3)
(5)
It consists of the amount paid into
the CIA Retirement and Disability
Fund plus any accrued interest. If
a deceased participant's account in-
cludes voluntary contributions, that
part is payable as a lump-sum im-
mediately, even though survivor an-
nuities are also payable. Compulsory
contributions after annuities have
ceased are payable in a lump-sum as
described in Question 140.
143. What should the participant do
if the order of payment indi-
cated in Question 141 will not
carry out his wishes?
If a participant elects to designate a
beneficiary not in accordance with
the order of precedence as listed in
Question 141, he must make such
designation in writing to the Direc-
tor of Personnel.
XII. REFUNDS
144. What is meant by "refund"?
A refund is the return to a former
participant of money to his credit
in the retirement Fund.
145. Under what conditions is a re-
fund payable?
It is payable in the following circum-
stances:
(a) When a participant is separated
voluntarily or involuntarily from
the Agency and is ineligible for
a deferred annuity at age 62, be-
cause he has had less than five
years civilian service.
(b) When a participant is separated
from the Agency and is entitled
to a deferred annuity at age 62,
but before reaching that age
elects to have the refund in lieu
of an annuity.
(c) When a participant elects, either
at time of retirement or separa-
tion for reasons other than re-
tirement, to receive his voluntary
contributions in the form of a
lump-sum.
146. How is application for refund
made?
Application must be made in writing
to:
Director of Finance
Attention: Payroll Office
147. If a participant who is eligible
for deferred annuity elects to
receive a refund at the time of
his separation from the Agency,
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MISCELLANEOUS 21
may he later redeposit the re-
fund and receive an annuity at
age 62?
NO. Payment of refund cancels the
right to a deferred annuity. If, how-
ever, the participant is later re-em-
ployed by the Agency under condi-
tions in which he would again be
a participant, he must replace the
amount previously refunded in order
to receive service credit for the pe-
riod covered by the refund.
148. Of what does a refund consist?
It consists of deductions taken from
the participant's salary, any special
contributions made by him to pur-
chase prior service credit, and any
interest accrued on such sums. It may
also include voluntary contributions.
149. May the contributions made by
the Agency to the retirement
fund be included in a refund to
an individual?
NO. The Agency's contributions are
to the Fund in general and are not
credited to any individual employee.
150. What rates of interest are paid
on contributions to the retire-
ment Fund?
Interest on refunded compulsory
contributions is computed at four
percent per annum to 31 December
1947 and three percent per annum
thereafter to 31 December 1956.
Such interest is compounded annu-
ally and proportionately for the
period served during the year of
separation. No interest is payable
after 31 December 1956.
151. May a participant designate a
beneficiary for lump-sum pay-
ment?
YES. If a participant elects to des-
ignate a beneficiary for lump-sum
payment he must do so in writing to
the Director of Personnel. The des-
ignation of a beneficiary does not
affect the right of any person who
qualifies to receive survivor annuity
benefits which are payable under the
System.
152. May a participant who is pro-
hibited from receiving an an-
nuity under the provisions of
5 U.S.C. 2281 et seq. and
2283 (c) be paid a refund?
YES. (See also Question 162.)
XIII. MISCELLANEOUS
153. How are benefits paid?
Payment of all benefits (annuity, re-
fund and lump-sum payments) will
normally be by U.S. Treasury check.
154. May annuity checks be negoti-
ated under power of attorney?
YES, if the power of attorney is
given to a bank or trust company.
Banks usually have the necessary
forms and are familiar with the in-
structions which are issued by the
Treasury Department about power
of attorney.
155. Can annuity, refund or lump-
sum payments be attached in
order to settle a judgment or
other indebtedness?
NO. Such payments are not subject
to attachment, levy, garnishment, or
legal processes.
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22 THE CIA RETIREMENT AND DISABILITY SYSTEM
156. Does this bar apply to indebted-
ness to the United States?
NO. Amounts payable to a partici-
pant in an annuity or refund or as
lump-sum payments may be used to
settle a claim which the Government
may have against the individual.
157. May a participant voluntarily
assign his retirement deductions
as security for a loan or other
purposes?
NO.
158. May a participant borrow from
the retirement Fund?
NO.
159. Are annuity payments subject
to Federal income tax?
a. Annuity payments are tax free
until the annuitant's contributions
to the Fund have been exhausted
unless the exclusion ratio formula,
as provided by the Internal Reve-
nue Code, is applicable. (The ex:-
elusion ratio formula is seldom
used and only in cases where an-
nuitant's contributions cannot be
recovered within three years after
retirement.)
b. Under present law, annuities paid
on the basis of retirement for dis-
ability are authorized a "sick-pay"
exclusion (up to $100 per week)
usually until age 60.
160. May an individual receive an
Agency annuity and annuity
from another Federal retire-
ment system at the same time?
YES, if he has qualified for benefits:
under more than one system.
161. If an annuitant serves on a jury,
will his annuity be affected?
NO.
162. Under what conditions may a
participant otherwise eligible
for an annuity be denied such
annuity?
5 U.S.C. 2281. et. seq. and 2283 (c)
prohibits payment of annuity to per-
sons who have committed certain
Federal offenses or acts, or who re-
main outside the United States for
more than one year to avoid prosecu-
tion.
163. Are the survivors of a partici-
pant disqualified from receiving
an annuity if the participant
himself was barred by the gen-
eral requirements of 5 U.S.C.
2281 et. seq. and 2283 (c) which
prohibits the payment of an-
nuity to persons who have com-
mitted certain specific offenses
or acts?
YES.
164. Under what other conditions
may a participant who is eligi-
ble to receive a deferred an-
nuity be denied such annuity?
He may be denied such annuity if
he is separated from the Agency for
cause and if the separation is deter-
mined by the Director to be based in
whole or in part on the grounds of
disloyalty to the United States.
165. May a participant receive an
annuity and Social Security
benefits at the same time?
YES, if he has qualified for both
benefits.
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MISCELLANEOUS 23
166. May an employee keep his Fed-
eral Employee's Group Life In-
surance after retirement?
He retains his group life insurance
only (not accidental death and dis-
memberment) without further cost
to him if:
a. He retires from a position in
which he is insured;
b. He does not convert to an indi-
vidual policy when his insurance
as an employee would otherwise
terminate;
c. He retires on an immediate an-
nuity (one which begins to accrue
not later than one month after the
date insurance would otherwise
cease); and
d. His retirement is for disability or
after at least 12 years of creditable
service.
167. Does the full amount of life
insurance stay in force after
retirement?
Full coverage is maintained until age
65 at which time it is reduced by 2%
each month. These reductions con-
tinue until the amount of insurance
reaches 25% of the amount in force
at retirement.
168. May an employee keep his
health benefits coverage after
retirement?
YES, providing he:
a. Retires on an immediate annuity
after 12 years or more of service
or under the disability provisions
of the retirement law; and
b. Was enrolled in a plan under the
health benefits program from the
date of his first opportunity OR
for the five years of service im-
mediately preceding his retire-
ment, whichever is shorter.
169. If a participant or annuitant
dies, may his survivors continue
his health benefits coverage?
YES, if:
a. The deceased was enrolled for self
and family at the time of his
death;
b. At least one family member is en-
titled to annuity as the survivor
of the deceased; and
c. The annuity of all survivors eligi-
ble for health benefits coverage
is sufficient to pay the withhold-
ings required for enrollment in
a plan.
170. Are retirees under the Agency
system permitted any special
benefits concerning selection of
a retirement site?
YES, whether retiring domestically
or abroad. Such a participant may
identify a retirement site or re-
location address within the United
States, its possessions or the Com-
monwealth of Puerto Rico, to which
his household goods may be shipped
at government expense. He will also
be allowed travel costs to his elected
retirement/relocation area for him-
self and his eligible dependents.
Such travel shall not be deferred for
more than six months after the em-
ployee's last day in pay status.
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RETIREMENT MONTHLY ANNUITY RATES
(Computed at 2% for every year of service)
KEY TO ANNUITY RATES IN TABLE
A?Monthly annuity to retired employee if survivor benefit is not elected.
B?Monthly annuity to retired employee with maximum benefit to surviving spouse.
The maximum benefit to surviving spouse of retired employee, or benefit to widower dependent widower of employee whose death occurs before retirement is approximately
55% of rate A.
NOTE.-1. Service for which retirement deductions were withheld and later refunded cannot be counted unless the refund is redeposited.
2. Rates shown are subject to reduction if service inciucies any civilian time after August 1, 1920, for which no retirement deductions were withheld or deposited. Monthly
reduction in retired employee's annuity for this reasons (4201 10% of the amount due as deposit. Monthly reduction for surviving spouse is 55% of monthly reduction
in retired employee's annuity.
3. If retirement is on account of total disability, the rates shown as payable to the retired employee (A and B) are subject to increase if he qualifies for the guaranteed
minimum disability annuity.
Years
of
Service
AVERAGE ANNUAL SALARY (5 Highest Consecutive Years)
Years
of
Service
$7,000
$8,000
$9,000
$10,000
$11,000
$12,000
513.006
$14.000
S15,000
$16,000
$17,000
518,000649,000
$20,000
$21,000
$22,000
$23,000
$24,000
$25,000
$26,000
$27,000
$20,006
5
A
6
58
57
67
65
75
73
83
81
92
90
100
98
108
105
117
114
125
122
133
130
142
138
150
146
158
154
167
163
175
171
183
178
192
187
200
195
203
203
217
212
225
219
233
227
A
B
5
6
A
5
70
68
80
78
90
88
100
98
110
107
120
117
130
127
140
137
150
146
160
156
170
166
180
176
190
185
200
195
210
205
220
215
230
224
240
234
250
244
260
254
270
263
280
273
A
El
6
7
A
o
82
80
93
91
105
102
117
114
128
125
140
137
152
148
163
159
175
171
187
182
198
193
210
205
222
216
233
227
245
239
257
251
268
261
280
273
292
285
303
295
315
306
327
317
A
B
7
8
A
B
93
91
107
104
120
117
133
130
147
>43
160
157
173
169
187
182
200
195
213
208
227
221
240
234
253
247
267
260
280
273
293
286
307
299
320
311
333
322
347
335
360
347
373
358
A
B
8
9
A
B
105
102
120
117
135
132
150
146
165
161
180
176
195
190
210
205
225
219
240
234
255
248
270
263
285
278
300
293
315
306
330
320
345
333
360
347
375
360
390
374
405
387
420
401
A
B
9
10
A
B
117
114
133
130
150
146
167
163
183
178
200
195
217
212
233
227
250
244
267
260
283
276
300
293
317
308
333
322
350
338
367
353
383
367
400
383
417
398
433
412
450
428
467
443
A
B
10
11
A
B
128
125
147
143
165 183
161 178
202
197
220
215
238
232
257
251
275
268
293
286
312
303
330
320
348
336
367
353
385
369
403
385
422
402
440
419
458
435
477
452
495
468
513
484
A
B
11
12
A
B
140
137
160
156
180 200
176 _ 195
220
215
240
234
260
254
280
273
300
293
320
311
340
329
360
347
380
365
400
383
420
401
440
419
460
437
480
455
500
473
520
491
540
509
560
527
A
B
12
13
A
13
152
148
173
169
195 217
190 212
238
232
260
254
282
275
303
295
325
315
347
335
368
354
390
374
412
393
433
412
455
432
477
452
498
471
520
491
542
510
563
529
585
549
607
569
A
B
13
14
A
163
159
187 210
182 205
233 257 280 303
227W 251 273 295
327
317
350
338
373
358
397
380
420
401
443
421
467
443
490
464
513
484
537
506
560
527
583
547
607
569
630
590
653
610
A
B
14
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
THE CIA RETIREMENT AND DISABILITY SYSTEM
ADMINISTRATIVE-INTERNAL USE ONLY
ADMINISTRATIVE-INTERNAL USE ONLY
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
15
A
B
175
171
200
195
225
219
250
244
275
268
300
293
325
315
350
338
375
360
400 1 425
383 1 405
450
428
475
450
500
473
525
495
593
518
575
540
600
563
. 625
585
650
608
675
630
700
653
A
6
15
1616
A
13
187
182
213
208
240
234
267
260
293
286
320
311
347
335
3/3
358
400
382
427 1 453
407 1 A30
480
455
507
479
533
502
560
527
587
551
613
574
640
599
667
623
693
646
720
671
746
694
A
13
. 1717
A
B
198
193
227
221
255
248
283
276
312
303
340
329
368
354
397
380
425
405
453
430
482
456
510
482
538
507
567
533
595
558
-
623
583
652
609
680
635
708
660
737
686
765
711
793
736
A.
13
18
A
13
210
205
240
234
270
263
300
293
330
320
360
347
390
374
420
401
450
428
480
455
510
482
540 '
509
570
536
600
563
630
590
660
617
690
644
720
671
750
698
780
725
810
752
840
779
A
6
18
1919
A
B
222
216
253
247
285
278
317
308
348
336
380
365
412
393
443
421
475
450
507
479
538
507
570
536
602
564
633
592
665
621
697
650
728
678
760
707
792
735
823
763
855
792
886
820
A
6
20
A
6
233
227
267
260
300
293
333
322
367
353
400
383
433
412
467
443
500
473
533
502
567
533
600
563
633
592
667
623
700
653
733
682
767
713
800
743
833
772
867
803
900
833
933
862
A
B
20
2121
A
B
245
239
280
273
315
306
350
338
385
369
420
401
455
432
490
464
525
495
560
527
595
558
630
590
665
621
700
653
735
684
770
716
805
747
840
779
875
810
910
842
945
873
980
905
A
6
22
A
13
257
251
293
286
330
320
367
353
403
385
440
419
477
452
513
484
550
518
587
551
623
583
660
617
697
650
733
682
770
716
807
749
843
781
MO
815
917
848
953
880
990
914
1,027
947
A
6
22
2323
A
B
268
261
307
299
345
333
383
367
422
402
460
437
498
471
537
506
575
540
613
574
652
609
690
644
728
678
767
713
805
747
843
781
882
816
920
851
958
885
- 997
920
1,035
954
1013
988
A
B
2424
A
6
280
273
320
311
360
347
400
383
440
419
480
455
520
491
560
527
600
563
640
599
680
635
720
671
760
707
800
743
840
779
880
815
920
851
960
887
1,000
923
1,040
959
1,080
995
1,120
1,031
A
B
25
A
B
292
285
333
322
375
360
417
398
458
435
500
473
542
510
583
547
625
585
667
623
708
660
750
698
792
735
833
772
875
810
917
848
958
885
1 ,000
923
1042
960
1,083
997
1 125
1,035
1166
1 ,072
A
B
25
26
A
B
303
295
347
335
390
374
433
412
477
452
520
491
563
529
607
569
650
608
693
646
737
686
780
725
823
763
867
803
910
842
953
880
997
920
1,040
959
1,083
997
1127
1 ,037
1 ,170
1 ,076
1,213
1 J14
A
B
26
27
A
13
315
306
360
347
405
387
450
428
495
468
540
509
585
549
630
590
675
630
720
671
765
711
810
752
855
792
900
833
945
873
990
914
1,035
954
1 080
995
1 J25
1 ,035
1 ;170
1,076
1 215
1 ,116
1 260
1,157
A
B
27
28
A28
B
327
317
373
358
420
401
467
446
513
484
560
527
607
569
653
610
700
653
747
694
h 793
736
840
779
887
821
933
862
980
905
1,027
947
1,073
988
1 J20
0,031
1 167
,. 1,073
1 ,213
1,114
1 260
1 J57
1 307
1 J99
A
B
29
A
6
338
327
387
371
435
414
483
457
532
501
580
545
628
588
677
632
725
675
773
718
822
762
870
806
918
849
967
893
1,015
936
1 ,063
979
1 ,112
1 ,023
1160
1 ,067
1 208
1,110
1 257
1,154
1,305
1 ,197
1 353
1, 240
A
B
29
30
A
B
350
338
430
1:10
383
450
428
500
473
550
518
600
563
650
608
700
653
750
698
800
743
850
788
900
833
950
878
1000
923
1,050
968
1100
1 ,013
1 ,150
1,058
1 ,200
1103
1,250
1 148
1,300
1 ,193
1 ,350
1 238
1,400
1 283
A
B
3131
A
13
362
348
413
394
465
441
517
488
568
534
620
581
672
627
723
673
775
720
827
767
878
813
930
860
982
906
1 033
952
1,085
999
1137
1 046
1188
1,092
1 240
1,139
1292
1;185
1343
1231
1,395
1,278
1 ,446
1,324
A
B
32
A
B
373
358
427
407
480
455
r 533
502
587
551
640
599
693
646
747
694
800
743
853
790
907
839
960
887
1,013
934
1,067
983
1 110
1,022
1173
1 078
1 227
1 127
1,280
1 175
1 333
1 ,222
1387
1 ,271
1 ,440
1 ,319
1493
1 ,366
A
6
32
3333
A
B
385
369
440
419
495
468
550
518
605
567
660
617
715
666
170
716
825
765
880
815
935
864
990
914
1 045
. 963
1 ,100
1,013
1,155
.1,062
1 ,210
1,112
1 265
1.161
1,320
1,211
1 ,375
1,260
1 430
1,310
1485
1,359
1,540
1,409
A
13
3434
A
B
397
380
453
430
510
482
567
533
623
583
680
635
737
686
793
736
850
788
907
839
963
887
1,020
941
1,077
992
1,133
1,042
1,190
1094
1,247
1 145
1 ,303
1 195
1 ,360
1 247
1,417
1 298
1 ,463
1 339
1 ,530
1 ,400
1 ,587
1,451
A
13
3535
A
13
408
390
468
444
525
495
583
547
642
600
700
653
758
705
817
758
875
810
933
862
992
915
1,050
968
1 108
1,020
1167
1,073
1,225
1125
1,283
1,177
1,342
1,230
1,400
1,283
1,458
1,335
1,517
1,388
1,575
1,440
1,633
1,493
A
B
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved FoMerMeaiNsiSertaliuuNOT:ErIAA-RLDUPSLOOON71-0Y8R000300010001-5
INDEX
Numbers following items refer to the questions involved
Age retirement:
beginning date of annuity, 77
conditions for eligibility, 74-76, 86-87
mandatory, 75-78, 87
voluntary, 86
Annuity:
and military retired pay, 41-45
and social security benefits, 46-51, 55
beginning date of, 77, 89, 94-95, 104,
135, 137
children's. See Children's annuity
computation of. See Computation of an-
nuity
designated beneficiary's annuity, 103-107
disability annuity, 79-85, 112
effect of reemployment on, 84, 115-120
election of type of, 68, 88, 94, 97-98,
103, 106-107, 119
how paid, 153
increases in, 10, 61-67, 112-113
life, 67-68
maximum service credited, 30, 110
minimum service requirement for, 74,
86, 88
offenses barring payment of, 88, 152,
162-164
recomputation of, 117-118, 132-134
redeposit, effect on title to, 147
reduced, 93, 98, 103, 105-106, 116
tax on, 159
termination of, 104, 117, 136-137
types of, 91-93, 97-100, 103-107
widow's or widower's. See Widow's ( or
widower's) annuity without survivor
benefit, 92
Application:
for designating beneficiary, 143
for refund, 146
forms, 143, 146
Assignment of retirement funds, 157
Attachment of retirement funds, 155-156
Automatic separation, 75-76, 87
Basic salary, pay or compensation. See
Salary
27
Beneficiary, designation of, 103, 127, 141
(See also Designated beneficiary's an-
nuity)
Break in service, 25-26, 111
CIA Retirement and Disability Fund, 3-10
CIA Retirement and Disability System, 1-2
CIA personnel:
age retirement, 86
conditions for eligibility, 12
Children's annuity:
beginning date of, 137
computation of, 102, 113
conditions for eligibility, 123, 127-133,
138
payment of, 131, 137
provisions for, 101
recomputation of, 133, 137
voluntary contributions, 69
Computation of annuity:
children's annuity, 102, 113
deposit, effect of 109
designated beneficiary's, 105
'high-5" formula, 108
'high-5" average salary, 111
recalled employee, 117
recomputation of, 117, 132-134
reduced annuity, benefit to designated
beneficiary, 105
reduced annuity, benefit to widow or
widower, 97-98
service computation, 109-111
voluntary contributions, 66-68
widow's ( or widower's), 97-98, 126
Continuity of service, 12, 25, 111
Contributions by employing agency, 4, 9,
149
Cost of living increases, 113
Coverage of retirement system. See Mem-
bership in retirement system
Credit for service. See Service credit
Death benefits:
kinds of, 121
lump-sum. See Lump-sum death pay-
ments
Approved For Rxiismomm4itReg?9E9esiONetip00300010001-5
ADMINISTRAIIY --itsfrJRNAL USE APINPA
Approved For Release 2001i0m4 : tAlA Kuru0-uu7uonuu0300010001-5
28 THE CIA RETIREMENT AND DISABILITY SYSTEM
offenses barring receipt of, 163
payment of, 122, 141-143, 153
survivor annuity. See Children's annuity,
Insurable interest, and Widow's ( or
widower's) annuity
Deductions, retirement:
not withheld, deposit of. See Deposit
to cover past service
rate of, 6-7
refund of. See Refund
Deferred retirement:
beginning date, 88-89
conditions for eligibility, 88-90
death of separated participant before
annuity, 90
widow's (or widower's) annuity, elec-
tion of, 94
Deposit to cover past service:
advantage or disadvantage of, 27, 30
after retirement, 31
amount of, 29, 32
by reemployed annuitant, 147
by survivor annuitant, 34
computation of, 29
credit without, 27, 35, 67
free service, 53, 109
how made, 29, 31-33
installment payments, 33
leave without pay, 35-36
military service, 36, 53, 56-57
prior to separation, 31
through payroll deductions, 33
Designated beneficiary's annuity:
application forms for, 143
beginning date of, 104
computation of, 105
election by retiring employee, 103
lump-sum payment, 151
reduction of retiring employee's annuity,
106
termination of, 104
Disability retirement:
beginning date of annuity, 77
computation of annuity, 112
conditions for eligibility, 77-80
disability of short duration, 80
extra service credit given, 112
guaranteed minimum, 112
intemperance, misconduct, etc., 78
medical examinations, 79-81, 83
minimum service requirements, 74
permanent disability, 80
recovery from disability, 82, 84
tax on, 159
total disability, 78-80
Discontinued-service retirement. See De-
ferred retirement
District of Columbia Government, 24
Employee's compensation, 36
Exclusion from membership, 12
Form, application, 143, 146
Full annuity. See Life annuity
Furlough, military, 54-56
Government appropriations, 4, 9
Govermnent claim, 156
Health benefits, employees, 168-169
Income tax, 159
Insurance, employee's group life, 166-167
Interest:
on deposits, 29, 32, 150
on investments, 4-5
on lump-sum death payments, 140, 142
on refunds, 148, 150
on voluntary contributions, 63, 66, 150
Investments, 4-5
Involuntary retirement, 75-76, 87-88
Jury duty, annuitant, 161
Leave:
for military service, 23, 36, 54, 56, 58
without pay, 35-36, 54
Legislation authorizing, 1-2
Life annuity:
effect of voluntary contributions, 67
Loans from retirement fund, 157-158
Lump-sum death payment:
amount of, 139-142
application for, 143
delayed, 140
how paid, 153
immediate, 139, 142
to whom paid, 122, 140-141
upon death of annuitant, 67, 70, 139-142
upon death of former employee, 69, 90,
139
voluntary contributions, 67, 69-70, 142
Mandatory retirement for age, 75-76, 87
Medical examinations, 79-81, 103
Membership in retirement system:
automatic, 11-12
CIA personnel, 11-23
continuity of service, 12
while in military service, 23
Military service:
after January 1, 1957, 46-50
before January 1, 1957, survivors choice
of benefit, 50-52
branches, 37
credit for. See Service credit: military
definition of, 37
furlough, 54-56
National Guard, 60
pay not basic salary, 8
women's organizations, 58-59
Approved ForA9V*0011,Q9/04 ? CIA-RDP90-00708R000300010001-5
A iivt-INTERNAL USE ONLY
ApprovediONPeTaRAseTIV0E0.19704RN: AcLiAIRSDE PO9ON-LOY0708R000300010001-5
29
INDEX
Offenses barring payment of annuity, 152,
162-164
Overtime pay, 8
Pay not credited toward basic salary, 8
Payment of benefits, 131, 153
Power of attorney, 154
Reappointment, 117
Recall, 117419
Redeposit of refund:
after separation from service, 147
by survivor annuitant, 34
Reemployment of annuitant:
as Agency employee, 117
effect on annuity payments, 116-119
in Federal service, 115-116, 120
maximum salary allowed, 116
new election regarding survivorship
benefits, 119
outside Government service, 114
reinstatement in grade, 117
Refund:
Agency contributions, 149
amount of, 148
application for, 146
conditions under which payable, 90, 145,
152
definition of, 144
effect on military furlough, 58
how paid, 153
in lieu of annuity, 145
offense barring payment, 152
voluntary contributions, 71-72, 145, 148
Reinstatement, 117
Removal for cause, 152, 162-164
Retired pay, military:
Chapter 67, Title 10, U.S. Code, 42-43
effect of, 41-45, 55
Title III, Public Law 80-810, 41-43
waiver of, 45
Retirement:
eligibility for, 73-80, 86-88
kinds of, 73
relocation, 170
systems, other. See Retirement systems,
other
Retirement fund:
Agency contribution to, 4, 9
definition of, 3
Government appropriation, 4, 9
interest on, 150-151
investment of, 4-5
source of, 4-10
Retirement systems, other:
coverage of Agency employees, 160, 165
Salary:
basic, 8, 111
deductions from, for retirement, 4, 6-7,
10 "high-5" average, 108, 111-112
Approved For RA9AtqatilikAgeta
not credited toward annuity, 8
reemployed annuitant, 116
Separation:
after 5 years, 74, 78, 88
after 10 years, 86
after 20 years, 80
automatic, 75-76, 87
credit for periods of, 26
deferred annuity, 88
involuntary, 75-76, 87
of 3 days, 26
refund of contributions in lieu of an-
nuity, 145
survivor benefits, 90
voluntary, 86
voluntary contributions after, 64
Service:
break in, 25-28, 111
computation of, 109-111
credit for. See Service credit
maximum credited, 30, 110
minimum requirements, 74, 78, 86
Service credit:
civilian:
creditable service, 24-29, 109-110
deductions not taken, 27
deductions refunded, redeposit of, 147
District of Columbia Government, 24
extra credit, 112
free credit, 109
leave without pay, 36, 39
periods of separation, 26
special contribution required, 28-33
without deposit, 27
military:
deposit not required, 53
furlough, 54-56
how credited, 37-60
National Guard, 60
pension or compensation, 40
retired pay, 41-45
Social Securtiy benefits, effect of,
46-52, 55
women's organizations, 58-59
Social Security:
benefits for military service, 46-52, 55
benefits for military service, survivor's
choice of, 50-52
benefits and CIA annuity, 165
coverage of, 24
retirement before being eligible for
benefit, 49
Special contributions to cover past service.
See Deposit to cover past service.
Survivor annuity. See Children's if?:inuity,
Designated beneficiary, and Widows
(or Widower's) annuity.
Survivor benefits, 67-68, 90-107, 119-121
IMIERRAP916501EMPb00300010001-5
ADMIN1STRATIVE?INTERIVI USE 0141m0010001-5 .Y.
Approved For Release 2001/09/04 : CIA-RDP9u-u0 tuoRoom
30 THE CIA RETIREMENT AND DISABILITY FUND
Separation?Continued
Tax, 159
Termination of annuity, 104, 117, 136-137
Voluntary contributions:
advantages of making, 10, 72
after separation from service, 64
amount of, 61, 67
based on military pay, 65
choice of type of annuity, 68
disposition of upon death, 67-70, 142-143
effect on annuity, 10, 61, 68-67
interest on, 63, 66, 150
limitation, 61
refund of, 10, 71
who may make, 61-62, 64
Voluntary retirement:
beginning date, 88-89
conditions for eligibility, 74, 86
death of separated participant before
annuity, 90
minimum service requirement, 74, 78
Waiver of military retired pay, 45
Widow's (or widower's) annuity:
age, effect on, 99
beginning date of, 95, 135
computation of, 97-98, 126
conditions for eligibility, 100, 123-125
death of widow (or widower), effect on
child's annuity, 132
election by retiring employee, 93-94,
97-98, 100
length of marriage, effect on, 100
termination of, 96, 136
termination of child's annuity, effect on,
134
Voluntary contributions, 67-69
Approved Forhail0164161041190191MEMDM?(8,N7or000300010001-5
Approved For latnigiATAROgRIMPM09N00030Ci01060i-5
Approved For Rx.Lease 20.01/004 ? CIA-RDP90-00708R000300010001-45
uMINISTKATIVE?INTERNAL USE ONLY
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
MANUAL
OF
RETIREMENT AFFAIRS DIVISION
INTERNAL PROCEDURES
CURRENT AS OF 5 MARCH 1969
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-rod
wi
NUMBER
1.
2,
3.
4.
5.
6.
7.
s.
9.
Approved For RelECUIVOWTIAIRDP90-00708R000300010001-5
Retirement Affairs Division
Internal Procedures
SUBJECT STATUS
Establishment, Maintenance and
Disposition of Retiree Dossiers
and Related Records Published
Policy and Procedures Governing
Correspondence with Retirees Published
Extension of Service Beyond Normal
Retirement Date Published
Public Posting of Position Vacancies
for Eligible Retirees Published
Coordination with the Special Activities
Staff (SAS) Prior to the Counseling of
Employees Published
Transmittal of Carbons to the Office
of the Director of Personnel Published
Utilization of the RAD Posting Check
Sheet Published
Preparation and Distribution of Retire-
ment Portfolios Published
Conduct of Retirement and Financial
Planning Seminars Published
10. Commendatory Letters Published
11. Answering Queries on Present or
Former Staff and Contract Employees Published
12. Documentation for Post-Retirement
Use Published
13. Special Interim Annuity Payments
Approved For Relea?crtoo
r r
f
----CiFup I
P Niii0t0IffR 03 0010001-5
. .uowngraJng ar,
eecir,j'inliv
Published
CONFIDENTIAL
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NUMBER
SUBJECT
STATUS
14.
Management and Functions of Retire-
ment Reading Room
Pending
tiowe
is.
Job Leads Source Control
Pending
16.
Limitation of Clerical Support to
Clients of EEAB
Pending
17.
External Employment Assistance
for Resignees
Published
18.
Investigators - Review of Files
Published
19.
Five-Year Consultations
Published
20,
Legal Assistance to Retirees
Published
21.
Referral of Prospective Retirees
from RCB to EEAB
Published
iw yew'
22.
Medical Examinations for Retirees
Published
Neinof
wwl
Approved For Releaseafflilirt Mcir19
GROUP 1
1604006krig'O 010001-5
-1APIMUL1111AL
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RAD INTERNAL PROCEDURE 12 September 1968
No. 1
Establishment, Maintenance and Disposition of
Retiree Dossiers and Related Records
1. General Poli.
The Retirement Affairs Division (RAD) has established a retiree
records system which is designed to provide a central point for main-
taining data pertinent to each potential retiree. The records system
consists of a central-'file of individual dossiers containing all
retirement information, documentation and a record of all actions
taken, materials provided and assistance rendered to each retiree
from his initial contact with RAD until such time as retirement and/
or external employment assistance is no longer required. The records
system also includes a WHEELDEX card index to insure proper monitor-
ing of the dossier file, control of dossiers removed from the file for
any reason, and a permanent record of pre-retirement counseling and
other assistance given each retiree.
2. Categories of Retirees
Within the purview of these procedures there are three categories
of retirees with whom RAD is concerned. They are:
(a) Programmed - Those individuals listed in machine runs by
name, date of birth, career service, retirement system and lon-
gevity computation dates from which it is determined that the
individual is within the five-year mandatory retirement zone and
therefore subject to periodic and scheduled retirement counseling
and assistance.
(b) Non-programmed - Walk-in or referral cases who may desire
retirement information or counseling concerning retirement eligi-
bility, planning, systems, options, (i.e., early, disability, etc.),
external employment, and/or other related considerations. These
individuals may not yet have reached the five-year zone of retire-
ment consideration; they may, in some instances, have met the
requirements for optional retirement prior to the mandatory retire-
ment date; they may be retiring prior to 1973 and thus have been
invited to participate but are not programmed into the system.
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CONFIDENTIN
I "Excic"-"-1767---;:l
-CONFIDENTIAL .
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(c) -Post-retirement - Those individuals who have retired and
whose files remain active because of a possible requirement for
external employment assistance or other retirement assistance
which it is within the capacity and authority of the RAD to pro-
vide. .Except in unusual cases where it may be in the Agency's
Interest to do otherwise, this: assistance will be limited to one
post-retirement year.
3. ProcedUres for Establishment and Current Maintenance of Retiree
Dossiers
(a) grammed
(1) On receipt of the IBM card indicating retirement .date
(normally five years hence) the RAD clerk will initiate a,
request for a biographic profile from the Qualifications Analy-
sis Branch (QAB). A retiree dossier will be opened in full
name with last name first, the biographic profile inserted and
the dossier placed in the retireecentral file system. A
photograph may later be requested from the Office of Security,
if desired. Appropriate record of actions taken by RAD will be
entered in the WHEELDEX card file.
.(2) The dossier will be organized and maintained in
accordance with the RAD approved file and tabs, and appropriate
records made of queries, contacts and actions taken in connec-
tion with the individual.
?
(3) The Counselor's questionnaire will be filled in with
appropriate annotations and checked in accord with the responses
of the employee. The questionnaire and the External Employment
Assistance Information form which will be,filled in by individ-
uals desiring job assistance, will be filed in the retiree's
dossier. The dossier will also be color-coded on the top edge
to permit quick identification of an individual's field of
interest, skills and geographical area of preference, with regard
to post-retirement employment.
(4) Upon completion of a retirement interview with a pros-
pective retiree, the Retirement Counselor will record the
results of the interview in a Memorandum for the Record and,
if appropriate, the RAD clerk Will forward a copy to the
External Employment Assistance Branch (EEAB) prior to EEAB
follow-up action.
(5) When a dossier is removed from the central file for
any reason, a charge-out card, initialed by the officer who
withdraws it, will be inserted in its place. If the dossier
Approved For Release 24
oo19I impplim-oo7o8R0003000i ?ow -5
I ItiL
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I .
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Che LiP I
Excludul Ira autaltat
dcr.vn;rdinl zi;Id
_...,..?..., .., " '
CONFIDENTIAL
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is transferred to the EEO for retention as the primary action
office, an entry will be made in the WHEELDEX (in pencil) show-
ing the reference as a charge-out and indicating the date of
transfer. Upon completion of the action, the dossier will be
returned to the file and the WHEELDEX will be changed to reflect
such return.
(b) Non-programmed
(1) Upon any significant non-programmed contact with the
Retirement Counseling Branch (RCB) the latter will open a dos-
sier on the individual, procure the biographic profile and handle
as in programmed cases, including entry of information in the
WHEELDEX. If appropriate, the individual will also be referred
to the EEAB, Retirement Operations Branch (ROB) and elsewhere
for specialized assistance.
(2) Any walk-in, referral or other non-programmed contact
with the EEAB or ROB will be referred to the RCB. Upon counsel-
ing, interviewing or other appropriate action, RCB will estab-
lish a dossier on the individual to include a report of action
taken. Subsequent referral back to EEAB or ROB will be made as
necessary with appropriate entry in the WHEELDEX.
(3) Any subsequent handling or processing of non-programmed
retiree's dossier will be in accord with the routine established
for programmed cases.
4. Post-Retirement Employment Requirements
Upon completion of counseling interviews by RCB, if it appears that
an individual has an active and positive interest in external employment
and would favorably consider early retirement if suitable work could be
found, or, if the individual's retirement is imminent and there is a
pressing need for outside employment, the individual's dossier, if not
already there, will be sent to EEAB for immediate action and a WHEELDEX
entry made accordingly.
5. Disposition of Retiree Dossiers
(a) No later than four months after retirement of the individ-
ual, the original signed approved Personal History Summary will be
removed from his dossier and forwarded to the Office of Personnel
File Room for inclusion in his Official Personnel Folder prior to
the Folder being retired to the Records Center; which in practice,
takes place approximately six months after the individual has left
the Agency. Normally, within one year after date of actual retire-
Approved For Releaseninrinro_00708R000300010001-5
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GM? 1
Excluded. fro
dawngrar,in,
CONFIDENTIAL
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ment, RAD will remove from the dossier all other official documents
or correspondence of record and forward this material to the Records
Center for inclusion in the retiree's Official Personnel Folder.
Non-essential materials will be destroyed and appropriate entries
accomplished in the WHEELDEX indicator.
_Lb) The procedures for closing out a dossier described above
may be deferred temporarily in a case where EEAB is still actively
engaged in providing post-retirement employment assistance to an
individual. In such instances, the dossier will remain intact in
the RAD record system until such action is completed.
Approved For ReleasEDMRDENTIAt90-00708R000300010001-5
1
-4-
-7677-
Excluded from ainainatth
downgrading and
declassillcali:n
I'
24X1 A
Nor
CONFIDEN1 1AL
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RAD: INTERNAL PROCEDURE
No. 2 . 16 September 1968
?% Policy and Procedures Governing Correspondence with Retirees
I. General Ponca.
The Retirement Affairs Division (RAD) will routinely initiate
follow-up correspondence with each retiree on the sixth-month anniver-
sary of his retirement. In general terms, this correspondence will,
convey to the retiree the Agency's continuing interest im:his well-
being, adjustment to retirement, employment situation, and to solicit
other information of potential value to the retirement program. Ex-
ceptions to this policy will be made in those situations where the
Central Cover Staff, Office of Security, the Special Activities Staff/
OP, Benefits and Services Division/OP or the parent division of the
retiree interpose conditions on the contacting of an individual. Nor-
mally, if a retiree fails to respond to the six-month letter, another
letter will not be sent.
2. Procedures
a. Preparation and Review of Correspondence Lists
Each month the Retirement Operations Branch (ROB) will furnish
to the External Employment Assistance Branch (EEAB) a list of the
names of those employees who retired five months previously. A
copy of this list will be forwarded by EEAB to the Central Cover
Staff, Office of Security, BSD/OP and to SAS/OP for review and con-
currence prior to the preparation of the follow-up letter. Concur-
rence of the Agency component (i.e., division/staff) to which the
retiree formerly was assigned will be obtained by telephone.
b. Preparation of Follow-up Letters
The EEAB will prepare the standard follow-up letter for each of
the retirees on the approved list. Although a standard format and
wording will be used, in each case the letter will be typed as an
original. (See Tab A.) ,Attached will be .a standard form for com-
letion b the retiree. (See Tab B.) Letters will be completely
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tinflgad;n!, and
_
CONFIDEAMAI
?
CONFIDENTIAL
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c. Retiree Responses
(1) Responses to the follow-up letters will be received, re-
corded and tabulated by EEAB, and will then be forwarded
to C/RAD for review and a determination as to the need
for further action.
(2) If the C/RAD determines that further action is required,
he will:
(a) Return to EEAB those responses requiring action
related to employment assistance.
(b) Designate an RAD officer to undertake any other action
required.
d. Official Replies
(1) EEAB will prepare replies to those responses requiring
action related to employment assistance.
(2) The designated RAD action officer will assemble whatever
information is required and prepare an official reply in
final form (less signature) on all other responses requir-
ing action.
(3) In any instance where the C/RAD or the action officer (EEAB
or RAD) detects any element or facet of the case which sug-
gests a potential security problem or concern, a further
check will be made with the Office of Security and/or Cen-
tral Cover Staff, as appropriate, before an official reply
is dispatched.
(4) All replies prepared by RAD will be routed to EEAB for
signature and dispatch. An accompanying memorandum should
contain sufficient data to permit EEAB to close the case,
including identification of the office or individual from
whom the substantive information was obtained or to whom
referral was made.
(5
Approved For Releeefflirrt irArP90-00708R000300010001-
- 2-
Gaiid 1
Wel frmitI
do'w'ngralirG, nit I
25X1A
?ri
bed
sod
'gape
VOW
Tab A
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Retiree
Address
Dear
Date
As your former employer, the organization is sincerely
interested in you and trusts you find the transition period
a pleasant experience. I am sure you know the whole retire-
ment program is receiving much emphasis by senior officials
here.
In order to be of service to you (if needed) and for
statistical purposes, we would like for you to complete the
attached form. If there are any questions on the form that
you feel you should not answer, please complete the remainder
and return it as soon as possible.
Thank you very much for your consideration.
Sincerely,
`w 25X1A
1st
.N1111101
Personnel Officer
Attachments:
Questionnaire
Envelope
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04 : CIA-ROP90-00708R000300010001-5 -
NAME
?
CURRENT ADDRESS
EMPLOYED
PHONE
YES
(If yes) Employer
Job Title
Salary
Full Time
Part Time
INFORMATION DESIRED
SUGGESTIONS
NO
Approved For Release 2001/09/04: CIA7RDP90-00704,R000300010001-5 ?
25X1A
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Guide for Corresponding with Retirees
Retiree's Name
Street Address
City & State
Dear
Date:
(Month, Day, Year)
This letter is in response to your recent correspondence.
(Personalized response to the retiree's specific requests
for information or suggestions are to be included here, in this
portion of your letter.)
Should you wish or need to contact us in the future, please
direct your correspondence to me at the address indicated
above.
Yours very truly,
25X1A
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
25X1A
IMI
mle
um'
.so
Iod
umrium I IfiL
'
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
RAD INTERNAL PROCEDURE
No. 3
25 February 1969'
Extension of Service Beyond Normal Retirement Date
1. General Polto.
The Retirement Affairs Division (RAD) has been assigned primary res-
ponsibility for monitoring the "Extension of Service" program to insure
that extension requests are initiated in sufficient time prior to sched-
uled date of retirement to permit orderly review and processing through
the appropriate command channels. All provisions herein apply to parti-
cipants in both the Civil Service and CIA Retirement Systems.
2. Procedures
? a. An officer in the Retirement Counseling Branch (RCB), desig-
nated by the C/RAD, will, in October of each year, verify with each
Career Service the monthly groupings of those scheduled to retire
during the year commencing the second January following; or, one
year and three months prior to the earliest possible retiree for the
calendar year. The Career Service will determine, through consulta-
tions with each individual, whether he intends, or is considering
submitting a request for an extension.
b. By the end of each month the RCB Counselor will check with
the Career Service of the component he represents, the names from
the master monitor (yearly list) of those employees who, during the
current month reached their twelfth month prior to retirement, as
projected during the annual October review, to determine whether
there has been any change in status.
c. Corrections, adjustments and deletions to the monthly list
will be made jointly by the RCB and the Career Service.
d. The RCB will coordinate the corrected monthly list with the
Executive Secretary, CIA Retirement Board, Retirement Operations
Branch (ROB), to insure that the records he monitors for the Board
are current and accurate.
e. Each extension case, determined or potential, which evolves
from the foregoing procedures will be included in the monitoring
index of the Secretary, CIA Retirement Board. A soft file will be
set up by the Secretary for each extension case for reference pur-
poses for future action. The RCB will make ?appropriate entries in
the individual's dossier and in the WHEELDEX index.
owu 1
Approved For Relettr 1QjrNT7FFDP90-00708R000300010001 liJ If
UUNt uLANI
? Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
f. Upon receipt of an extension request, the Secretary will
prepare a fact sheet which will include all pertinent details of
the case; e.g., compassionate considerations, Agency requirements,
etc. This, together with all memoranda on the case, including the
biographic profile, will be reproduced in sufficient copies for
inclusion in the books sent to each member of the CIA Retirement
Board prior to its bi-weekly meetings. The case will then be put
on the agenda for action at the next Board meeting but in no in-
stance later than the end of the eleventh month prior to the em-
ployee's retirement month.
g. After consideration by the Board, a memorandum to the
Director of Central Intelligence will be prepared by the Secretary
of the Board for signature by the Director of Personnel, stipula-
ting the details of the case, recommendations of the Career Service
and Deputy Director (or Head of Independent Office), and Director
of Personnel comment on the Board recommendations. Such action
will be completed and the case forwarded to the DCI by the end of
the tenth month prior to the employee's retirement month.
h. Upon receipt of the Director's decision a memorandum will
be prepared by the Secretary of the Board for signature by the
Director of Personnel, informing the employee of the decision and
forwarded to him through the appropriate Deputy Director or Head
of Independent Office and Career Service. A copy of this memoran-
dum will be placed in the employee's dossier and appropriate entry
made in the WHEELDEX index.
i. A suspense file will also be established within RAD. If
the Director of Personnel's memorandum transmitting the Director's
approval or disapproval of the extension request includes a recom-
mendation that the employee seek the assistance of RAD in obtaining
external employment the employee's name will be entered in the sus-
pense file. Thirty days from the date of the memorandum, if the
employee has not sought such assistance, the appropriate RAD Coun-
selor will so inform the Career Board concerned and request that
the individual be advised to avail himself of the services pro-
vided by RAD. A record of such advisories will be maintained in
the employee's dossier and in the WHRELDEX index.
? j. If the employee responds to the Career Board's advisory,
the External Employment Assistance Branch, RAD, will make available
to the employee any appropriate available job leads and will endea-
vor to develop new leads suitable ?to the employee's requirements.
In addition, the employee will be requested to visit the United
States Employment Service and avail himself of its assistance in
finding a position. The employee will also be asked to report back
to EEAB the results of his discussions with USES, including job
leads furnished, follow-up action taken or proposed, and reasons
for rejection of job leads if such is the case. A summary of this
(these) report(s) will be included in the employee's dossier.
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?
_.,... ..
Cr 1
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A-RDP90-00708R000300010001-5
3. Retirement Counseling
When in the course of regular retirement counseling, at any time
between the five-year interview and the employee's actual retirement,
the RCB is given any indication that an employee has a problem calling
for compassionate consideration which might lead to a request for ex-
tension, such information will immediately be conveyed to the appro-
priate Career Service for further examination and command action.
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61,v,i'? 1
ExclrIcd
da,:r?
CONFIDENTIAL
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c. The listing will advise prospective retirees to contact
25X1A EEAB for further information. EEAB will: verify
that the applicant is, in fact, eligible for retirement before any
further action is undertaken or information released. This can be
done by phone call to the Position Inventory Branch, Office of Per-
tsonnel, for verification of birth date and service computation date,
--or -by reviewing the biographic profile on file in the Qualifications
,Analysis. Branch,. Office of Personnel.
.0 low
-???4
d. Having established that the applicant is, in fact, eligible
er within 90 days of eligibility (18 Months for academic positions),
the EEAB counselor will set up a personal interview with the appli-
cant at which time he will assess his qualifications and suitability
prior to referral to the prospective employer.
e. The RAD will not advise the employee's Career Board or super-
:visors of his interest until the applicant indicates he intends to
actively pursue the lead.
f. Referrals to prospective employers will be made with the
understanding that the applicant will advise EEAB of the outcome of
each such interview.
Attachment:
Sample Listing
-2?
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CONFIDENTIAL
. I I
EsINe,011 fr:;1 altr12111.
ecf:Itt,:rfil13 and
ele
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-CONFIDENTIAL
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POSITION VACANCIES
FOR ELIGIBLE RETIREES ONLY
The position vacancies Listed below are currently
on fiie in the External Employment Assistance Branch,
Retirement Affairs Division, Office of Personnel. Fur-
ther information pertaining to these positions will be
made available only to employees who are currently eli-
gible for optional retirement or those who are within
90 days of attaining eligibility (18 months for academic
positions). Call extension
* #101
#102
LOCATION (City/State)
? POSITION/DUTIES (Description)
QUALIFICATIONS (Desired/Mandatory)
SALARY (Specific/Open)
STARTING DATE (Month/Year)
ETC.
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CROW'
Exclild'od fro alfornfi:
25X1A
? Approved For Release 60NRDENTRIAlip-00708R000300010001-5
RAD INTERNAL PROCEDURE
No. 5 28 February 1969
Coordination with the Special Activities Staff
(SAS) Prior to Counseling of Employees
1. General Policy
Prior to counseling employees on retirement matters, whether
scheduled or walk-ins, all names will be checked with the Special
Activities Staff (SAS), Office of Personnel, to ascertain
whether that office has any interest in the individual concerned. If
there is, in fact, SAS interest, the latter office will provide guidance
with regard to what follow-up, referrals or discouragement of further
contact should be made.
2. Procedures
a. To implement the above policy, the Retirement Affairs Division
(RAD), by 31 January of each year, will prepare an alphabetical listing
of all Agency employees scheduled for mandatory retirement (under
either the CSRS or CLAR&DS) five years hence. The list will be forwarded
in duplicate to SAS for review. The original will be returned to RAD with
the following indicators assigned as applicable:
(1) "x" Those with whom we should have no contact;
(2) "y" Those who may be given limited assistance such
as attending seminars and to whom we may give material but with
whom there will be no detailed personal consultations;
(3) "z" Those who may be given complete counseling and
assistance but whose cases should be given discreet handling.
b. If, subsequently, SAS interest should aevelop with regard to
additional employees on the list, RAD will be so advised by SAS and a
notation ("x", "y", or "z") will be entered on the WHEELDEX index.
c. In those instances where an individual walks in to RAD seeking
advice or assistance and where there has been no prior check by RAD, ?
the counselor will have a secretary make a phone check with SAS before
he engages in any substantive discussion with the individual. If the SAS
check is affirmative, the interview will be smoothly terminated as soon
as possible and SAS informed of its tenor and results. A memorandum
for the record will also be made for the immediate attention of the Chief,
RAD, copy to SAS.
? Approved For ReleacfrOWDEASIINBP90-00708R000300
Exlcoll:eratismPingalautiongnidattc
Approved For Release 2001/09/04 : CIA-RDP90-00708R000300010001-5
RAD INTERNAL PROCEDURE
No. 6 27 February 1969
Transmittal of Carbons to the
Office of the Director of Personnel
1. General Policy
To insure that the Office of the Director of Personnel is kept
informed of RAD activities, carbon copies of RAD Memoranda for the
Record concerning planned and unusual activities involving RAD
personnel will be forwarded to the O/D/Pers for inclusion in the
reading file.
2. Procedures
a. The carbon copy of any document being transmitted outside
of the Agency will be forwarded to the Office of the Director
of Personnel at the time of the dispatching of the original.
b. Carbons of notated routing sheets or covering memoranda for
memoranda, lists, retirement documents, etc. transmitted by
RAD to other offices of the Agency, including other elements
of the Office of Personnel, will be forwarded within the week
in which the materials are sent out.
c. Internal RAD memoranda will be transmitted to the Office of
the Director of Personnel within a week of the date on which
they were typed.
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mot
?
UUNFIDENTIAL
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RAD INTERNAL PROCEDURE
NO. 4 7 October 1968
Public Posting of Position Vacancies
for Eligible Retirees
1..General Poli
The External Employment Assistance Branch (EEAB) of the Retirement
Affairs Division (RAD) will make the necessary arrangements to have
posted, periodically, on bulletin boards situated in the principal
Headquarters buildings, a listing of currently available position va-
cancies which may be of interest to Agency employees who have quali-
fied, or who are about to qualify, for optional retirement. Each
listing will contain pertinent information concerning the position va-
cancy, however, the identity of the employer will be obtainable only
through the EEAB which will first establish the eligibility and quali-
fications of an applicant.
2. Eligibility
The posting of position vacancies is an undertaking of the RAD
which is designed to assist employees qualified, or near qualified for
optional retirement, who need or desire post-retirement employment.
It is not intended, nor will it be permitted, that this facility be a
convenience for resignees or other separatees from the Agency. Its
sole purpose is to provide assistance to qualified retirees and each
posted listing will be prefaced by an explanatory statement to this
effect.
3. Procedures
a. EEAB will make the necessary arrangements with the appro-
priate building authorities to have posted bi-weekly on selected
bulletin boards in the principal Agency Headquarters buildings,'a
list of currently available position vacancies for the considera-
tion of prospective retirees. The buildings referred to will in-
clude, but not necessarily be limited to, Headquarters, Ames, Key,
Magazine, NPIC and Glebe.
b. The listings will include a prefatory statement defining
eligibility criteria. Substantive information will include such
items as city and state, job title and description, salary, and
qualifications required or desired, if available. The name of the
company or its specific street address or telephone number will
not be listed.
Approved For Reltuirif5t/W[rtR.DP90-00708R000300010001-5
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RAD INTERNAL PROCEDURE
" No. 7 3 March 1969
Utilization of the RAD Posting Check Sheet
1. General Policy
The RAD Posting Check Sheet will be used by all counselors in the
Retirement Counseling Branch and the External Employment Assistance
Branch, to insure that appropriate records are available and current
on all employees seeking assistance from the RAD.
2. Procedures
a. During the initial interview the counselor will complete all
items in the first two lines. The Service Computation Date (SCD) will
be entered directly from either the bio-profile or the official per-
sonnel folder. Incidental information related to the desires of the
employee, RCB or EEAB proposals, coordination obtained, etc., will be
recorded under comments.
b. Counselors will complete those portions of parts Two and Three
of the posting check sheet as appropriate.
c. EEAB counselors will pass the marked check sheet to the senior
clerical assistant of EEAB who will transcribe the pertinent informa-
tion to the Form 1711 and forward the check sheet to the first secre-
tary in the office of the C/RAD.
d. RCB counselors will pass marked check sheets to the first
secretary C/RAD.
e. The first secretary,.C/RAD will transcribe appropriate infor-
mation on the check sheet to the WHEELDEX index.
f. Check sheets received from EEAB will be returned to the senior
clerical assistant, EEAB for file and subsequent use in preparing the
monthly report. RCB check sheets will be destroyed.
3. Follow-up Action
Each time a follow-up contact is made with the employee or a
counselor takes action on behalf of the employee, a new Posting Check
Sheet will be accomplished. These subsequent check sheets need be
filled in only with the name and date of birth in the heading section
and such entries as are appropriate to the current action. The check
sheets will then be processed in the manner set forth above.
Approved For Release 2001/09/04: CIA-RDP90-00708R00030001000 cp,uj
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RAD INTERNAL PROCEDURE
No. 8
Preparation and Distribution
of Retirement Portfolios
1. General Policy
13 March 1969
Prior to the annual Retirement Seminar, the Retirement Affairs
Division (RAD) will assemble and forward to each invitee, through his
career service, a portfolio of retirement materials, associated liter-
ature and aids containing up-to-date and practical information on all
aspects of retirement planning and preparation.
2. Procedures
a. Research and Review
This involves a thorough study of the materials available on
all phases and aspects of retirement, both in private industry and
the Federal government. Much of this material is free, and an
attempt should always be made to use as much as possible of gratis
pamphlets and brochures, if appropriate for RAD use. A continuous
review is necessary since some of the material becomes obsolete in
a matter of months, e.g., Social Security and Civil Service Bene-
its. Good sources of current information on retirement are insur-
ance companies, retirement organizations, investment houses and the
Government Printing Office. The Social Security Administration,
Health, Education and Welfare Administration, as well as literature
distributed by the various Federal agencies in support of their
retirement programs, are also excellent sources of information.
b. Procurement of Material
Once a decision has been reached to use a piece of retirement
literature, whether in the portfolio, or as a handout at a seminar,
or as a handout by the counselors, the Registrar and Media Officer
will prepare and monitor the requisition and control
subsequent handling of the materials. The R&M Officer has devel-
oped extensive contacts in private industry and in Federal govern-
ment with a resultant savings in money and procurement time. The
number of copies of material will depend on the cost and the nature
of the publication. For example, a pamphlet likely to become out-
dated in a short period of time will be purchased in smaller quan-
tities than a pamphlet on housing which would not likely be sub-
ject to change. Material going into a retirement protfolio for
seminar use will be procured and on hand at least 45 days prior
to the conduct of the seminar.
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CONFIDENTIAL
Approved For Release 2001/09/04 : CIA-RDP90-00708R000300010001-5
c. Procurement of Vinyl Portfolios
Each person retiring from the Agency will be furnished retire-
ment material in a vinyl portfolio. The portfolios cost the Agency
$3.25 each and the Office of Logistics maintains a supply of port-
folios for use by the Office of Personnel. A requisition will be
made to the Office of Logistics for these portfolios and at that
time the Office of Personnel will be charged for the cost. The
vinyl portfolios will be procured and on hand at least 45 days
prior to the running of the seminar. The Director of Personnel has
approved this expenditure and the issuance of one portfolio to each
employee prior to his attending the Retirement Information Seminar.
d. Collation of Material for Placing in Portfolio
The retirement material for inclusion in the vinyl portfolios
will be collated and inserted into separate kits (envelopes). The
vinyl portfolios that Were distributed to retirees attending the
November 1968 Retirement Information Seminar contained eight kits
of categorical materials consisting of 41 pieces of literature.
Attached is a listing of the various publications that were used
in the kits. In the past the material has been collated in Maga-
zine Building under the supervision of the R&M Officer,. assisted
by a temporary detail of three or four employees from the IAS pool.
It generally takes about two days to prepare 400 portfolios.
e. Distribution of Portfolios
? Portfolios distributed to retirees will be forwarded via the
individual's career service. This is necessary for control pur-
poses and to keep the career service apprised of the situation.
The portfolios containing the retirement material will be distrib-
uted to the retirees no later than 20 days prior to the conduct of
the Retirement Information Seminar.
Enbtl (rA
Approved For ReleaseetWirnmn9.0-00708R000300010001-5
UAW-NYE:NI IML
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KIT # 1 - HEALTH
How To Keep Fit and Enjoy It
A List of Health Information -- Leaflets and Pamphlets of the PHS
Facts About Nutrition
The Fitness Challenge
Drug Service Price List
Mental Health in Retirement
KIT # 2 - SECOND CAREER
Starting and Managing A Small Business of Your Own
What Your Employment Service Is Doing About Older Workers
Dols and Don'ts for Mature Job Seekers
How to Get and Hold the Right Job
Employment Agencies That Will Bilk You
KIT # 3 - .SOCIAL SECURITY.
Your New Social Security
Your Social Security
Request for Statement of
Your Medicare Handbook -
Social Security Benefits
and Medicare Fact Sheet
Earnings
- Health Insurance Under Social Security
-- How You Earn Them
KIT # 4 - PLAN YOUR RETIREMENT
Time in Your Hands
Ten Commandments of Creative Retirement
Are You Planning on Living . . . The Rest of Your Life?
Meeting the Challenge of the Later Years
Once in a Lifetime
KIT # 5 - ORGANIZATION AND CIVIL SERVICE BENEFITS
Your Retirement System (CSC) - Pamphlet 18
Federal Employee Facts
Annuity Benefits Under CS Retirement Act
Key to Annuity Rates
The Central Intelligence Agency Retirement Act of 1964 for Certain
Employees
Retirement Annuity Monthly Rates
Public Law 90-539, 80th Congress, H.R. 18786, September 30, 1968
(Amendment to CIA Retirement and Disability Act.)
,.r
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e ,
CONFIDENTIAL
4011
New'
Approved For Release 2001/09/04 :.CIA-RDP90-00708R000300010001-5
KIT # 6 - LEGAL AND TAX ASPECTS
Do You Need A Will?'
You, the Law and Retirement
USAF JAG Law Review
Record of my Important Papers
Checklist for Legal Check-Up
Tax Benefits for Older Americans
Consumer Guide for Older People
KIT # 7 - RETIREMENT AREAS
Tax Facts for Older Americans
Comparison of Retirement Areas
Index of Comparative Living Costs Based on the Retired Couple's Budget
KIT # 8 - FINANCIAL PLANNING
Harvest Years Guide to Financial Planning
What Everybody Ought to Know About This Stock and Bond Business
mi -7-"Giar-1
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Approved For ReleaC_ _ _2_ _ _ I _ _1141DP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
RAD INTERNAL PROCEDURE
CONFIDENTIAL
,No. 9 4 March 1969
Conduct of Retirement and Financial
Planning Seminars
1. General Policy
The Retirement Affairs Division (RAD) will plan, prepare and con-
duct a retirement seminar in February of each year, and a financial and
estate planning seminar in the fall of each year. The retirement semi-
nar will be presented specifically for those who have received five-
year letters the preceding January and invitations will be sent to this
group. Others who might wish to attend will be notified by Employee
Bulletin and will be accommodated on a first-come, first-served basis.
Spouses will be invited to attend whenever accommodations permit. In
addition, special seminars on selected subjects of broad general inter-
est (e.g., education, selling, etc.) will be conducted aperiodically
as deemed appropriate.
2. Procedures
The following constitute the basic procedures for the planning,
preparation and conduct of retirement and financial planning seminars:
a. Prepare "proposed seminar agenda n with speakers and dates.
mit to Chief, RAD who will get D/Pers approval and authorization to
honorariums and confirmation that funds are available.
(90 days prior to running of seminar)
b. Reserve Auditorium. Call
(80 days)
c. Contact speakers. Confirm dates and times.
(80 days)
d. Confirm Security approvals for all speakers.
(80 days)
e. Complete final orders for portfolio material.
(80 days)
f. Requisition portfolios from Logistics.
(60 days)
g. Ask speakers about special arrangements for podium i.e.,
slides, blackboards, etc. Advise
(60 days)
CONFIDENTIAL
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h. Collate material and insert in.portfolios.
(35 days)
i. Arrange for a chartered bus to take Rossyln employees to Head-
quarters through a memorandum to Chief, Logistics Services Division.
(30 days)
j. Prepare Agency Bulletin announcing seminar.
who will coordinate with D/Pers.
(30 days)
k. Draft invitation for selected employees to attend seminars.
Draft to be approved by.C/RAD and shown to D/Pers.
(30 days)
Draft to C/RAD
1. Get machine listing by name and office number of employees
selected to receive seminar invitations.
(20 days)
m. Send invitations and portfolios to individual employees through
respective Career Services. Covering memorandum should be over signa-
ture of C/RAD.
25X1A (20 days)
25X1A n. Arrange visitor parking in front of Headquarters Building.
go imp, Call on Exiling
(20 days
25X2i$X1A
25X1A
o. Arrange for guards at Auditorium during seminars and reserve
two s aces by guard station for those who will transport speakers.
Call Ext
(20 days)
p. If film showing is to be scheduled call CRS/
DDI, Oi and have her deliver to on scheduled
date.
(20 days)
q. Draw Request for Advance to get money for honorariums. Submit
request to Office of Finance in Key Building. Request receipt form.
(15 days)
mu r. Arrange lunches for speakers. Reserve table in Executive Dining
25X1A Room. Call
(10 days)
s. Check material for handouts. Request girls to help in Auditor-
ium.
(10 days)
IMO
1100
mid
CONFIDE.NT1AL
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t. Call Personnel Officers and advise of bus schedule and purpose.
(10
Gays
u. Arrange transportation for speakers. Use office staff.
(5 days)
v. Arrange for office colleague to monitor bus departure at
Magazine.
(5 days)
CONFIDENTIAL
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-3-
UUINFIULIN 11111_
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RAD INTERNAL PROCEDURE
u.
No. 10 4 March 1969
Mir
Commendatory Letters for Retirees
1. General Policy
The furnishing of letters of recommendation to retirees is contrary
to Agency policy. In lieu thereof, should a retiree so desire, he will
be provided a letter of commendation signed by the Director of Personnel.
Such letter normally will not be considered warranted if the retiree is
already in receipt of a comparable letter of commendation or apprecia-
tion from his Deputy Director or Career Service.
2. Procedures
a. In a case where an individual, on leaving the Agency, requests
a letter of recommendation, the RAD Counselor or other officer receiv-
ing the request, will propose that a commendatory letter of appreciation
be prepared by EEAB for the specific services rendered, for the signa-
ture of the Director of Personnel. This document, phrased in context
and style appropriate to the DOP, should be equivalent to a letter of
recommendation. (Sample letters are available in EEAB.)
b. Letters of appreciation will not be prepared routinely for all
retirees.
c. Letters of appreciation may be written, when appropriate, for
either a retiree or resignee.
d. Prior to the drafting of any letter of appreciation, there will
be a review of the official personnel folder to ascertain that such a
letter is not contrary in any way to the documents contained in the
official file reflecting upon the individual's services and the evalu-
ations of his supervisors. In addition, the name of such individual
will be checked in advance of preparation of such a letter with the
Special Activities Staff (SAS) and the Office of Security.
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CONFID I AL
EXChif.`,7.0, ?
RAD InternAlpiiiitmeddtorReleaeI TI3EITIAP90-00708R000300010001-5
No. 11 21 May 1969
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Answering of Written Inquiries
on Present or Former Employees
1. General Policy_
The External Employment Assistance Branch (EEAB) will answer
inquiries from private industry and Government agencies for employment
information on employees who are receiving or who formerly received
assistance from EEAB, or who are certain Special Activities Staff (SAS)
cases or non-routine cases referred by Transactions and Records Branch.
2. Procedures
a. Staff Employees
1 Uson recei.t of the in uir and the file if the file indicates
(2) .If there is an SAS memorandum in the file, a thermofax copy
of the inquiry will be filled in with suggested answers and sent to SAS for
their approval, correction or additions. When approved copy is returned,
EEAB will transfer information to original inquiry and send it out to the
requesting agency or coMpany.
(3) When there is no SAS memorandum, the file will be reviewed
to ascertain if the answer can be prepared from information contained
therein. If not, the supervisor will be called or, in his absence, the
appropriate personnel officer. On some inquiries, the information may
be obtained by phone. On the longer and more inclusive ones, a thermofax
copy will be sent to the supervisor or personnel officer for completion
and return to EEAB. The information will then be transferred to the ori-
ginal and sent out. Whenever EEAB has actually assisted an employee,
an extra copy of the reply will be made and filed with EEAB's file on the
employee.
b. Contract Employees
(1) The above procedure for staff employees will be followed
generally for contract employees. However, as it is the responsibility
of EEAB to obtain the Contract File, and the Contract Personnel Division
Approved ForReletsofrlrjrN Tr/179 1979NC""
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does not have a complete cross-reference of pseudos and true names, it
is a more time-consuming process.
GROUP 1
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RAD INTERNAL PROCEDURE
No. 12 4 March 1969
Documentation for Post-Retirement Use
1. General Polic_y
It is Agency policy to assist employees in their attempts to obtain
employment outside the Agency. Pursuant to this line of direction, RAD
is the organization component designated to assist in the preparation of
the necessary documentation.
The purpose of this paper is to describe procedures governing the
preparation and approval of items of documentation needed in external
job search efforts. The phrase "items of documentation" applies to the
"Personal History Summary," the "Resume" and the "Summary of Agency
Employment."
2. Procedures
a. An employee who desires assistance in obtaining external employ-
ment will be interviewed by a counselor in the External Employment Assist-
ance Branch.
b. The counselor will determine whether or not the employee has
had a statement of his Agency experience approved for use in external job
search. If not, the employee will be instructed to prepare a summary of
his Agency employment. The counselor may assist the employee in the
preparation of the statement.
c. When the employee completes what he believes to be a comprehen-
sive and an accurate non-sensitive statement of his Agency work experience,
the counselor will route the document to Central Cover Staff and to the Office
of Security for review and approval. In the process of such review, the
employee may be invited to either CCS or OS, or both, to effect changes
necessitated by considerations of cover and security.
d. Having been approved by Cover and Security, a document will be
returned to the counselor in EEAB who will advise the employee that he
may use the approved summary when describing his Agency work experi-
ence after separation from the Agency, An employee may prepare a Personal
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History Summary in which he will relate all the significant factors in his
total background, including Agency experience delineated as in his approved
Summary of Agency Employment.
e. The counselor will next guide the employee in preparing a resume
to be used in applying for a particular job in which he is interested. A
resume will be a statement of all the significant factors from the employee's
total background of experiences (Agency and other) which are selected to
"target in" on a specific job or position of interest. Some employees may
prefer to use the PHS instead of the resume in the job search.
3. Other
Until such time as the process for preparation and approval of the
Summary of Agency Employment is established by Headquarters and appro-
priate published field notices, EEAB will be the general focal point for
guidance and assistance on this subject. When, as is anticipated, the prepa-
ration of SAE's is decentralized among the various operational components,
EEAB will concern itself primarily with the preparation of PHS's and resumes.
Until that time, EEAB -will assist on all three documents.
GROUP
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CONFIDENTIAt downgrading and
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
air
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. Approved For Release 200 0 : I - 90-00708R000300010001-5
RAD INTERNAL PROCEDURE
No. 13 27 March 1969
Special Interim Annuity Payments
1. General Policy
It is the policy of this Agency to provide a special interim
annuity check(s) to any CIAR&D System retiree pending the final
verification of complete entitlements for the employee's annuity
and transfer of funds back from the Civil Service Commission, when
the verified total amount cannot be provided on schedule.
2. Procedures
a. Retirement Operations Branch will determine through the
processing of appropriate documents for an individual that the com-
plete annuity calculations and follow-up payment are likely to be
delayed.
b. On determination of a probable excessive delay beyond one
month, ROB will so notify the Office of Finance.
c. ROB will transmit to the Office of Finance a statement of
-40 CIA service and the average High-five salary.
mei
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Eril
rug
Vire
d. The Office of Finance will cut an interim check, not to
exceed 75 percent of the estimated basic annuity, based upon the
above two facts and transmit the check to the employee on the nor-
mal scheduled mailing date, in accordance with paragraph b. above.
Periodic interim checks will be mailed on the regular schedule
until statement of verification has been received by the Office
of Finance.
e. Whenever an interim check has been issued by the Office of
Finance, the Office of Finance will, upon receipt of the statement
of verified service and related information from ROB, cut a special
check to cover the amount of the difference between a payment(s)
already made and the amount of the regular annuity check.
Approved For Release 2001/09/04: CIA-RDP90-00708R0003000100014
Exc!!tif.,z
24. 4
uth1ULIN I Ira,
CONFIDE0
RAD Inter r Kr p rPO kee lease 2001/09/04: CIA-RDP90-00708R000300010001-5
No. 17 19 May 1969
External Employment Assistance
for Resignees
1. General Polls/
In addition to furnishing assistance to retirees, the External
Employment Assistance Branch (EEAB) will furnish guidance to
employees resigning from the Agency in the preparation of documenta-
tion to be used in applying for employment outside the Agency.
2. Procedures
a. An employee requesting EEAB to provide him with assistance
will be advised that the service is available to him only with the knowledge
of his component personnel officer and, if he has had cover, only after
approval by the Cover Staff. A check will also be made with the Special
Activities Staff (SAS) to determine whether that office has any interest in
the individual. On referrals from SAS to EEAB for employment assistance,
an employee who has had cover will be advised to contact the Cover Staff
for instructions.
b. When the above procedures are complied with, the file will be
ordered and reviewed.
(I) Assistance in Obtaining Government Employment
(a)
When the employee is interested in Government employ-
ment, a check will be made to determine whether he has
Civil Service status. If he does not, his background will
be reviewed to ascertain the appropriate Civil Service
tests which he might take to establish such status. When
this preliminary review is completed, an appointment will
be arranged for an interview.
(b) Assistance will be given in the preparation of a Form 171
(Government application form) and arrangements will be
made for necessary clearances of the form with Security
and Cover, when applicable.
(c) If an employee has status, copies of Civil Service docu-
mentation reflecting this fact will be made for his use.
If he is currently a professional and had obtained status
as a non-professional, he will be advised to file for any
CSC examination for which he is qualified to establish
Lm? 6 p;UNIT
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?1 CONFTENTIAL
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Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
professional status. This may not be necessary but it
is a precautionary measure inasmuch as some Govern-
ment agencies require such certification from the Civil
Service Commission. He will be further advised that,
unlike the non-status person filing for such an examina-
tion, he can be hired immediately by an interested Agency
and will not have to wait for his name to appear in order
on the Register.
(d) Upon receipt of the approved Form 171, an employee
having status will be advised of any existing vacancies
in the competitive agencies and, where advisable,
appointments will be made for him. Where not advis-
able, he will be furnished a list of suggestions which
will include actual vacancies. The same referral pro--
cedure applies to the few Excepted Agencies (NSA,
FBI, DIA, AEC) which, like CIA, are excepted from
the hiring procedures of the Civil Service Commission.
(e)
(f)
For those employees riot having status, the appropriate
Civil Service examinations will be reviewed with them
and instructions will be furnished on the method of filing
for the examinations in order to establish status. If the
employee expects to be with the Agency when the ratings
are received, he will be advised to notify EEAB upon
receipt, and information on current vacancies and other
suggestions will then be furnished to him. If the employee
expects to leave before receipt of the rating, he will be
given general information on government agencies which
might utilize his background.
Both status and non-status personnel leaving the area will
be given lists of Government agencies in their prospec-
tive areas. The non-status employees who have taken
a test in Washington will be advised of the procedure for
transferring their eligibility to the new location.
(2) Assistance in Applying for -Employment in Private Industry
(a) Assistance will be given in filling out a Personal History
Summary and arrangements will be made for necessary
clearances. The employee will be advised to file with
the United States Employment Service and? in addition,
he will be given access to material in EEAB which lists
firms in the new location.
4 CONFIDENTIAL
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000'0113 01-5
,
-
vitiO
- CONFILIFNTIAL
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) Assistance in Applying for Other Government Employment
(a)
This group of employees is treated separately herein
because they are referred by SAS and usually have only
two weeks in which to obtain employment. Time is of
the essence, therefore, if they are to have a new posi-
tion available upon termination of Agency employment.
A secretary/stenographer/clerk typist test is conducted
every day at the Civil Service Commission. The rating
may be picked up late the same day the test is given, or
be mailed out that evening. Because of the shortage of
this category of personnel in Washington, D. C., if a
candidate passes the test with a percentage rating over
70 percent she is eligible for selection from the Register.
If the employee passes the test the first time, there is
usually no problem in obtaining a position within the two-
week period. Where the circumstances of the case allow,
appointments will be made for interviews. Otherwise a
few Government leads are furnished to the individual,
and she will be responsible for making the appointments.
In both cases, however, there is an exchange of phone
calls among the new employing agency, EEAB and the
employee, which includes forwarding the necessary
personnel data to the new Agency.
(b) For clericals with no typing or shorthand, a vacancy will
be sought in an excepted agency, and, in addition, infor-
mation will be furnished on the Junior Federal Assistant
Examination, or other open examinations not requiring
typing or shorthand skills. Examinations for other than
the secretary/steno/typist are given on an appointment
basis, and the rating is not received for at least one or
two months after the test, thereby precluding any possi-
bility of immediate placement. For clericals, therefore,
it will usually be necessary for EEAB to provide assis-
tance in obtaining employment in private industry.
(4) Assistance in Applying for Employment in Private Industry--
Pool Disqualifications
Few of the persons disqualified from the pool (Interim
Assignment Section) will require a Personal History
Summary. They will be given guidance in filling oUt
employment applications and will be given the name of
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an EEAB counselor for reference purposes. The same
procedures described in paragraph 2 b. (2) (a) above
will be followed, but due to the youth and inexperience
of the individuals needing assistance, more concentrated
guidance will be necessary.
V Si oa
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RAD INTERNAL PROCEDURE
No. 18
Investigators -
Review of Files - References
24 March 1969
1. General Policy
The External Employment Assistance Branch (EEAB) will function as
a liaison between government investigators and Agency employees.
2. Procedures
a. When an investigator calls in to EEAB seeking information on
an employee, he will be asked whether he wishes that information be
furnished only from the personnel file or if, in addition, he desires
an interview with a supervisor and co-worker.
b. The personnel file will be ordered from Employee Files.
c. If, when the file is received, it contains a memo from the
Special Activities Staff (SAS), a consultation will be held with
that office before any further steps are taken. Also, if the file
does not indicate that cover held by the employee has been lifted,
this will be checked out with CCS. Instructions received in each
of these instances will be followed.
d. The normal procedure, unless exceptions have been specified
by SAS or Cover, will be to review the file and type required infor-
mation on a card which will be permanently retained by EEAB.
e. To comply with the request for an interview with a super-
visor, who in turn will furnish the name of the co-worker, the super-
visor listed on the most recent Fitness Report will be called. He
will be advised that EEAB acts as a liaison between government in-
vestigators and our employees. He will then be asked permission to
furnish his name and telephone extension to the investigator. De-
pending upon circumstances, this may result in the substitution of
someone else who has known the employee in a supervisory capacity.
In some cases, there will be no one available. This could be (1)
:because of the length of time that has elapsed since the person was
employed by the Agency; (2) the transitory nature of some of our
employees or (3) cover or security reasons. In such cases, the in-
vestigator is advised that "no one is available." An effort will be
made to hold this type response to a minimum due to the fact that the
Agency wishes to cooperate with the investigative services whose
? cooperation, in turn, our security investigators need to perform
their duties.
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f. Many of the files reviewed for the FBI are labeled "White
House Priority" as they are for present employees being detailed to
the White House or former employees either working or being consi-
dered for White House appointments. When files are reviewed for the
FBI, it will be necessary to attempt to contact a supervisor for
each different assignment that the employee or former employee has
held. The time and effort consumed in this operation will depend
upon the number of years worked and the number of assignments held.
g. During the EEAB interview, the investigator will not be
shown the file, but his questions will be answered by the EEAB coun-
selor. Mostof these can be anticipated and can be responded to from
information contained in the EEAB file card referred to in paragraph
d. above. Names and phone numbers of supervisors will be furnished
to the investigator and he can make his appointments at their con-
venience.
3. Interviews with CIA Personnel Given As References
a. Investigators frequently call in with the name of a CIA
employee who has been listed as a reference by a friend or acquain-
tance.
b. The EEAB counselor will obtain the phone number, call the
individual, explaining that EEAB acts as a liaison between government
investigators and our employees, and advise him of the name of the
person who has listed him as a reference, asking his permission to
furnish his phone number. (This procedure is followed because of
the many complaints received from Agency employees, who were discon-
certed and sometimes upset to have an individual from the "outside"
call them directly for an interview in the Agency.)
.c. When clearance has been obtained to furnish the phone number,
it will be given to the investigator who will then set up his inter-
view. If a problem should arise involving considerations of security
or cover, the individual should consult with his Cover or Security
office. Instructions by the latter will be followed by the EEAB.
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RAD INTERNAL PROCEDURE .
my No. 14 4 March 1969
ymi
VW
wit
Five-Year Consultations
1. General Policy
The Agency Retirement Program is primarily organized into a five-
year plan for seminars and individual counseling. It is essential that
all employees anticipating retirement be provided timely guidance and
assistance on their retirement problems. Re-training for certain types
of occupations, acquiring essential documentation covering the employee
and his dependents, preparing for financial augmentation of his retire-
ment annuity and most important for development of a sound psychological
approach to retirement, all require a rather lengthy preparatory period.
It is therefore the policy to provide personal consultations which will
commence no later than five years prior to separation.
2. Procedures
a. The Retirement Counseling Branch control and statistics officer
will annually verify, with the Executive Secretary of the CIA Retire-
ment Board, the list of employees scheduled for retirement five years
hence. Following verification he will recast this list according to
career service and provide the pertinent career service list to the
appropriate directorate counselor.
b. The five-year letter sent to every employee by the Director of
Personnel five years prior to the year in which he becomes 60 years of
age will carry a paragraph putting the employee on notice that his
retirement counselor will be in touch with him in the near future to
schedule the employee's first consultation.
c. The directorate counselor will request copies of the bio-pro-
files for his career service(s). These requests will be submitted in
monthly groups.
d. On receipt of the bio-profiles, the Retirement Counseling
Branch secretary will establish the retirement dossier for each em-
ployee, place the bio-profile, IBM list-out card (if available), and
a.copy of the five-year letter and its transmittal record sheet in
the dossier. She will place the name label on the dossier and stamp
the folder SECRET. The secretary to the C/RAD will post the estab-
lished dossier on a WHEELDEX record card including pertinent control
data and then file the dossier alphabetically.
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e. The responsible retirement counselor will withdraw a dossier
and contact the related employee to make an appointment for holding the
five-year consultation. This will normally be during his birth month
five years prior to reaching age 60.
f. If the employee is not available at Headquarters for consulta-
tion in the scheduled month, or a contact cannot be projected to com-
plete the five-year consultation during the year, the retirement coun-
selor will contact the career service and any pertinent administrative
components to establish a referral control in the employee's soft file
for arranging consultation on his return to the Headquarters area.
g. If an employee or his career service indicates a plan for early
retirement, as soon as this plan becomes known and no later than five
years prior to planned retirement, the five-year consultation will be
scheduled in collaboration with the career service and the employee,
if available.
h. The retirement counselor will make a complete review of his
plans for retirement. This review will be governed primarily by the
retirement questionnaire which is the counselor's guide for surfacing
the important areas for retirement consideration and for identifying
the individual's problems in relation thereto.
i. The counselor will discuss as fully as possible each item of
interest to the retiree or surface each as a potential area of interest.
j. The retirement counselor will provide related leaflets, pam-
phlets and published information which may be available to augment his
guidance of the retiree. The retirement counselor will inquire as to
the employee's intention relative to employment after separation from
ur the Agency. If the employee indicates an interest in possible employ-
ment, the retirement counselor will ask him to complete the External
Employment Assistance Information sheet and return it either to the
retirement counselor or to the EEAB officer at the time of his first
yr
consultation in EEAB.
WIN
11E1,1
k. The employee will be informed by the retirement counselor that
no job lead assistance can be given until the EEAI has been completed
and related information provided EEAB.
1., Where an interest in post-Agency employment is indicated, the
retirement counselor will contact EEAB to arrange for an appointment
for an officer of that branch to interview the employee.
m. Every five-year consultation or other initial consultation will
?be cleared in advance with the appropriate career service in order to
surface any complications or special handling which ?may be required.
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n. Every initial consultation -- five-year or otherwise -- will be
checked with SAS prior to the consultation. The retirement counselor
will file in the dossier the questionnaire with any notations deemed
advisable.
o. The retirement -counselor will prepare a memorandum for the
record of every five-year consultation or other initial consultation
including all appropriate items in the discussion which may be of assis-
tance to the employee as he prepares for retirement. This memorandum
for the record will include under the subject or in the initial para-
graph a reference as to the result of the SAS check. This memorandum
for the record will be prepared in an original, subject's file copy,
D/Pers reading file and chrono copy.
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RAD INTERNAL PROCEDURE
No. 20 27 March 1969
Legal Assistance to Retirees
1. General Policy
a. The Office of General Counsel maintains a list of cleared
lawyers in the Washington metropolitan area for its use and to assist
In meeting requirements for legal aid as they may arise. Help for
employees through selections from this list has always been given by
OGC.
b. The Deputy General Counsel has advised that OGC will provide
legal assistance and a name or names of outside lawyers to any em-
ployee in the process of planning for his retirement or in line with
retirement counseling. OGC will suggest appropriate names to an
employee after identifying the area of need and determining know-
ledgeable lawyers practicing in the area in which the employee re-
sides.
2. Procedures
a. Any employee expressing a need for legal assistance, while
in the process of retirement counseling, will be placed in contact
with OGC, will serve as
the focal point for OGC assistance of this type. However, in the
case of senior officers (normally GS-15 or above),
Deputy General Counsel ext has suggested that they could be
referred to him or to
b. Retirement counselors will make certain that any employee
desiring referral to an outside lawyer is fully aware that the selec-
tion of such a person and any subsequent advice received will be
strictly the employee's responsibility.
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Referral of Prospective Retirees
from RCB to EEAB
General
Prospective retirees may benefit from counseling by EEAB in
matters pertaining to the preparation of documents or assistance in
seeking post-retirement employment, or both. Referral of prospective
retirees from RCB to EEAB will be in accordance with the policy and
procedure described following.
Policy
The activities of any one branch of RAD, no matter how impor-
tant in and by themselves, are also to be regarded as efforts comple-
mentary to those of the other branches toward the objective of ensuring
the most efficacious processing of prospective retirees through RAD.
The timely exchange of thoroughly developed information on each case
will assist each branch in the succession of processing to work with a
retiree in an efficient and professional manner.
Procedure
I. RCB is usually the point in RAD at which the first in-depth
discussion takes place between a retiree and a counselor. Information
developed during such an interview will materially assist a counselor in
EEAB to appreciate rapidly the attitudes, motivations, problems and
aspirations present in each individual case.
2. In addition to briefing a client on the various retirement bene-
fits attendant upon his particular circumstances, the RCB counselor
should determine the client's plans for the post-retirement period, the
need for other employment, the realism of the client's appraisal of his
own abilities and his aspirations for employment, the degree of his
motivation, his attitude toward the process of assistance and the realization
of the degree of effort he must put forth in his own behalf.
3. The counselor in RCB will, in addition to the check-off sheet
"Planning for Retirement, " prepare the supplemental sheet thereto for
each client. This sheet should be prepared in legible longhand in order
to contend with the delays in typing support because of higher priorities,
and should definitely comment on the items noted in the preceding para-
graph as determined during the interview. In those cases in which
assistance from EEAB will be required, an EEAI sheet should be prepared.
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4. A client should not be referred to EEAB until after a counselor
in that branch has had the opportunity to review the report prepared by
the' counselor in RCB and has had the opportunity to raise questions? or
ask for additional information, if necessary. ?For those persons who
require assistance from EEAB, therefore, an appointment should be
arranged at such time as will permit the counselor in EEAB sufficient
opportimity for a careful review of the record from ROB.
5. The counselor in EEAB likewise should thoroughly document
each of his interviews with the client in order to compile a useful record
that may be used by other branches in RAD and, possibly, by the Retire-
ment Board.
6. Persons who initiate inquiries into their retirement by visiting
ROB or EEAB should be encouraged to avail themselves first of the services
of ROB. Counselors in ROB or EEAB should refer such persons to RCB.
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RAD Internal Procedure
No. 22
Medical Examinations
for Retirees
I. General Policy
21 May 1969
Under an agreement reached between the Retirement Affairs
Division and the Office of Medical Services, the latter has agreed to
extend certain services to retiring employees. Specifically, that
office has agreed to forward to an employee's doctor any items from
the Agency's medical file on the employee which the employee believes
his own doctor would find useful. In addition, retirees may contact the
Office of Medical Services for other information or for a physical exami-
nation if desired.
2. Procedures
(a)
Retiring personnel who wish their records sent to their
own physician should be instructed to write a memo-
randum to the Registrar, OMS, in which he designates
the doctor to whom the records are to be released, gives
his address and specifies the items of record which he
would like to have transmitted. The employee should
state in the memorandum that he is retiring from the
Agency and is requesting this service pursuant to the
agreement between RAD and OMS.
(b) Retiring employees who wish to have a consultation with
mir an Agency doctor or to request an examination should
25X1A call on They should identify
themselves as persons about to retire and request the
services pursuant to the agreement between RAD and
25X1A OMS. who will make further arrangments,
wishes the calls to come to him so that over a period
410
of time he might discern a pattern in the requests. He
will discuss his findings with RAD as a possible basis
for revision: of the procedures. ?
(c) RAD Counselors will advise prospective retirees that this
service is available to them.
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Headquarters
EMPLOYEE BULLETIN
mi Retirement Counseling Series #1
WIN
20 December 1967
THE AGENCY RETIREMENT COUNSELING PROGRAM
1. The Director of Central Intelligence has approved a sub-
stantial expansion of the Agency's retirement counseling efforts.
Senior officers representing the Agency's Career Services have been
selected by the Deputy Directors and Heads of Independent Offices to
participate in the preparation and development of a comprehensive
Retirement Counseling Program (RCP).
STAT INTL
2. The group is now in the early fact-finding phase in fulfill-
ment of Agency plans and requirements. Interviews with Agency per-
sonnel who are about to retire and with Deputy Directors, Heads of
Independent Offices, Operating Officials, and other senior officials
are producing an ever-expanding collection of facts, opinions, and
problems which are helping to shape the program. Additional comments
and suggestions applicable to the development of the program are
2iereby solicited from all Agency employees and should be forwarded to
Chief, Retirement Counseling Program, Room 212,
Magazine Building.
P 3. The major emphasis of the RCP is focused on the five-year
?ri
period just prior to retirement. Seminars chaired by experts in
various aspects of retirement are planned. The size of each seminar
will be determined by the subject to be discussed. Large groups will
tor be assembled for presentations on broad matters of general interest.
Individual counseling, including external placement assistance where
the need exists, will be coordinated with and will support Career
Service counseling efforts.
4. Two Retirement Reading Rooms containing books, periodicals,
and other literature on retirement and related subjects are being
established--one at the Headquarters Building and one in the Rosslyn
area for use by interested Agency employees. When the reading
material is assembled, an announcement of the opening of these rooms
will be circulated.
5. Periodic bulletins or notices will keep Agency employees
abreast of all retirement planning activities. A system has also
been devised for maintaining communication with retirees for the
exchange of information.
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Headquarters
EMPLOYEE BULLETINsT
TINTL1
Nue
Retirement Counseling Series #2
13 February 1968
SPECIAL RETIREMENT DNFORMATION SEMINARS
1. Special Retirement Information Seminars are being arranged
to help employees who are nearing retirement. The purpose of these
seminars is to provide constructive information to enable Agency
employees to plan an organized retirement and to approach it
confidently. Two seminars will be presented in calendar year 1968.
The first, in March, will be primarily for employees scheduled to
retire between 1 April and 31 December 1968; the second, for employees
scheduled to retire between 1 January and 31 December 1969, will be held
in November. Personnel who are planning to retire within these periods
will be asked to participate in these seminars. Other employees who
are interested in starting to plan for their retirement after 1969 are
cordially invited to attend all or a part of the sessions.
2. The first seminar, consisting of five two-hour sessions, will
begin on 25 March 1968. All sessions will be held in the auditorium,
Headquarters Building. The schedule and subjects are listed below:
SESSION I
Monday, 25 March
10 a.m. to 12 noon
Disengagement and the Meaning
of Retirement
SESSION III
Wednesday, 27 March
2 - 4 p.m.
CIA and Civil Service
Retirement - Financial Aspects
' Social Security
SESSION II
Tuesday, 26 March
10 a.m. to 12 noon
Health and Housing
SESSION IV
Thursday, 28 March
10 a.m. to 12 noon
Legal and Tax Aspects of
Retirement - Banking
SESSION V
FridaY; 29 March
10 a.m. to 12 noon
Part-time EMployment and
Second Careers
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3. Some outside specialists will participate in this seminar.
A question-and-answer period will follow each lecture to give
employees opportunity to discuss points of particular interest.
4. Individuals, other than the 1968 retirees, desiring to
attend the March seminar are asked to get in touch with the
Retirement Counseling and Placement Staff, extensio11111 no later
than Wednesday, 20 March 1968. STATINTL
5. The exact date of the November seminar for employees
retiring in calendar year 1969 will be announced by a subsequent
bulletin. The schedule and subject matter will be essentially the
same as in the March seminar.
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Headquarters
EMPLOYEE BULLETIN
Retirement Counseling Series #3
9 January 1969
FINANCIAL AND ESTATE PLANNING SEMINAR
1. In the process of counseling employees preparing to retire,
the Office of Personnel has found that inadequate financial planning
is the most common deterent to retirement readiness. It has been
determined further in discussion with individuals involved that one,
two or even five years would allow insufficient time to properly pre-
pare for a supplemental income to augment an anticipated retirement
annuity. This is one aspect of planning which should be given con-
structive attention as early as possible and then refined as major
personal and family requirements and income adjustments become known.
To assist employees in their consideration and actions, a Financial
'Nur and Estate Planning Seminar has been arranged to include insurance,
investments, estate matters, and legal and tax subjects.
2. This seminar is primarily for employees approaching mid-
career. Age forty appears to be a logical time for launching serious
planning in the financial and estate fields - family needs are likely
to be identified by that time and income patterns can be reasonably
projected. For these reasons and to permit scheduling, this seminar
is being held for those who will reach age forty sometime during
calendar year 1969. up to the limit of accommodations other interested
employees are invited.
law
3. This seminar, consisting of three two-hour sessions, will
begin on Tuesday, 25 February 1969 in the Headquarters Auditorium.
go. Each year after 1969, a similar seminar will be held for forty-year-
old employees. The 1969 Financial and Estate Planning Seminar schedule
and subjects to be discussed are listed below and on the next page.
WWI
WW,
SESSION I SESSION II
Tuesday, 25 February
10:00 a.m. to 12 Noon
Pre-requisites for an
Investment Program,
Insurance
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10:00 a.m. to 12 Noon
Estate Planning, Legal
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SESSION III
Thursday, 27 February
10:00 a.m. to 12 Noon
Investments
4. Outside specialists will lead the discussions during the
seminar. A question and answer period will be included with each
lecture to give employees an opportunity to discuss points of
particular interest.
5. Individuals,: other than those in the forty age group,
desiring to attend the seminar are asked to register by calling
25X1A extension no later than Friday, 14 February.
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EMPLOYEE BULLETIN
NOY
'Nose
Retirement Counseling Series A
26 March 1969
RETIREMENT INFORMATION SEMINAR
1. Retirement Information Seminars are designed to help employees
who are nearing retirement. The purpose of the seminars is to provide
constructive information to enable Agency employees to plan an organized
retirement and to approach retirement with confidence. One of these
general seminars will be presented in April for employees scheduled to
retire between 1 July 1970 and 30 June 1972. Personnel who are planning
to retire during this period will receive individual invitations to
participate.
2. The seminar, consisting of four morning sessions, will begin
on 22 April 1969. All sessions will be held in the Auditorium,
Headquarters Building. The schedule and subjects. are listed below:
SESSION I SESSION II
Tuesday, 22 April
9:00 a.m. to 12 noon
Disengagement and the Meaning
of Retirement
Social Security Benefits
Items of
General Interest
SESSION III
Thursday, 24 April
9:30 a.m. to 12 noon
Financial Planning
Legal Aspects and Banking
Wednesday, 23 April
9:30 a.m. to 12 noon
Civil Service Benefits
Housing
SESSION IV
Friday, 25 April
9:30 a.m. to 12 noon
Health
Second Career
3. Some outside specialists will participate in these seminars.
A question and answer period will follow each lecture to give employees
an opportunity to discuss points of particular interest.
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4. Individuals, other than those retiring between 1 July 1970
and 30 June 1972, interested in starting to plan for their retirenent
may attend all or part of the April seminar on a space-available basis.
Applicants should get in touch with the Retirement Affairs Division,
25X1A extension no later than Friday, 11 April 1969.
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23 May 1968
OFFICE OF FtRSOldtraMEMOEtANDUM NO, 20-50-2
SUBJECT, EXtension of Ageney Employment
1. In October of each year the Retirement Counseling Branch, OP,
will verify with each Career Service the monthly groupings of those
scheduled to retire during the year commencing the second January'
following) one year and three months prior to the earliest possible
retiree for the calendar year. For instance, this would mean that the.
review vould be held in October 1966 for those scheduled to retire
during the year 1970.
2. At the end of each month the Retirement Counseling Branch will
check with each Career Service, the names from the master monitor
(yearly list) of those employees vho reached their twelfth month prior
to retirement and wore projected for interview in that month, during
the annual October review.
3. Corrections, adjustments and deletions to the monthly list will
be made jointly by the Retirement Counseling Branch and the Career
Service.
4. The corrected monthly list will be checked by the Retirement
Counseling Branch with the Executive Secretary, CIA Retirement Board,
, Technical Branch, OP, to bring his monitoring records for the Board up
to date.
5. Each extension case appearing, on the above monthly list will
be included in the monitoring index of the Secretary, CIA Retirement
Board. A soft file is set up on each retirement extension case Sox'
reference purposes for future action.
6. Upon receipt of a retirement extension .request, a fact sheet is
prepared an the case which includes comparative estimates as well as,
other pertinent details. The fact sheet, all memoranda on the case, and
the biographic profile are reproduced in sufficient copies for inclusion
in the books sent to each member of the C/A Retirement Board prior to
the biweekly meetings. The case is then put on the agenda for Action at
the next Board meeting but not later than the end of the eleventh month
prior to the employee's retirement month.
Group I
Approved For Releaee0240$10WINEW.12-11NIF10411134133400019904tMa4i?
Approved For Release 2001/09/04: CIA-RDP90-00708R000000,10001-5
C-?0-N-P-X-D-E41-11!-I4-1/
T. Following consideration by the Board, a memorandum le written
to the Director by the Secretary of the Board for signature of the.
Director of Personnel giving the deteils of the case, Career Service and
Deputy Director or Head of Independent Office reccomendatima Board
recemmendation? and Director of Personnel comment on the Boarl reccamanda-
tion. Action involved will be completed and the case forwarded to the
Director by the end of the tenth month prior to the employee e retirement
month.
8. Upon receipt of the Director's decieion a memorandum le written
to the employee, through the appropriate Depute; Director or Bead of Independ-
ent Office and Career Service, from the Director of Personnel informing him
of the decision of the Director.
9. The card file is updated ;showing the action approved. by the
Director. ,
10. When in the course of regular retirement counseling, at Any time
between the five-year consultation and the employee's actual retirement,
the Retirement Counseling Branch is given any indication that an employee
has a problem caning for ccmpassionate consideration which may lead to a
request for extension, such information will be Immediately conveyed to
the appropriate Career Service for further examination and. command action.
11. Supporting retirement information will be provided, to headquarters
components, and to field etations and bases through their appropriate head-
quarters offices by the Retirement Counseling Branch.
12. The Technical Branch and the Retirement Counseling Branch will
develop forms and monitoring devices as required to simplify and aid. the
"Extension of AgenaiElliPioYmelit?
/s/
Hebert S. Wattles
Director of Personnel
OPP! 17.68
2
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Approved For Releases4QM/44.TCIA-RDP90-00708R000300010001-5
3 May 1968
OFFICE OF PERSONNEL MEMORANDUM NO. 20-50-1
SUBJECT : Responsibility for Retirement Processing
REFERENCE: OPM 1-14-11, dated 21 March 1968
1. This memorandum supplements OPM 1-14-11 to provide further guid-
ance regarding various aspects of the retirement program and processing
of retirement matters.
2. In OW 1-14-11, we mentioned our long-range plan to establish a
Retirement Division when the Retirement Program is fully organized and
functioning. During the current interim period the Retirement Counseling
Branch (RCB) and the External Employment Assistance Branch .(EEAB) are
components of the Retirement Counseling and Placement Staff (RCPS), with
Chief, RCPS reporting directly to the Director of Personnel. The Technical
Branch (formerly Retirement Branch) will continue to be an element of BSD
until the Retirement Division is activated. When the Retirement Division
is activated it will consist of the three Branches identified Above and
will be placed under the Deputy Director of Personnel for Special Programs..
3. Primary functional responsibilities of the RCPS at the present
time are as follows:
a. Office of the Chief/RCPS
(1) Develop plans for broader retirement assistance programs.
(2) Organize and establish specific facets of the Agency's
retirement assistance programs.
(3) Supervise RCB and EEAB activities.
b. Retirement Counseling Branch/RCPS
(1) Serve as the initial contact point in the Office of
Personnel for general retirement counseling.
(2) Provide personal counseling services to employees seeking
assistance and advice in connection with general retirement planning.
S-E-C-R-E-T
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Group 1
Excluded from Automatic
Downgrading and
tgoggimumm000low
25X1A
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(3) Prepare seminar presentations for group employee
counseling.
c. External Employment Assistance Branch/RCPS
(1) Provide guidance to individuals in the preparation of
their personal history resumes.
(2) Provide specific counseling to employees on planning
job search efforts, techniques of application, and job interviews.
(3) Provide information regarding application for non-
governmental and for U.S. Government employment (both nonstatus
direct hire agencies and through Civil Service examinations).
4. As in the past, the Technical Branch/BSD will continue to provide
information on the technical aspects of the CIA Retirement and Disability
System and the Civil Service Retirement Act, final computations, reviews
of past service, the process of effecting retirement, and the like.
Personnel officers should also note that documentation concerning desig-
nation of participants in the CIA Retirement System, requests for extensions
under the Agency's retirement policy, applications for retirement or for
service credit or for refunds of retirement withholdings, designations of
beneficiary, and similar papers should be forwarded to the Technical Branch
for appropriate action.
5. Personnel officers are encouraged to call or advise employees
call RCPS or Technical Branch/BSD, as appropriate, on extension
respectively.
25X1A
2
Robert S. Wattles
Director of Personnel
OW 15-68
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wit
25X1A
Oki
-.1?11
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0-0- N- F- D- E- N- T- I- A- L
14 March 1969
OFFICE OF PERSONNEL MEMORANDUM NO. 1-14-13
SUBJECT : Implementation of Organizational Plan - Office of Personnel
REFERENCES: OPM 1-14-11, dated 21 March 1968
OPM 20-50-1, dated 3 May 1968
1. This memorandum supplements OPM 1-14-11 and OPM 20-50-1 regarding
our long-range plan to establish a Retirement Division at the time the
Retirement Program became fully organized and functioning. During the
interim period the Retirement Counseling Branch and the External Employment
Assistance Branch have been components of the Retirement Counseling and
Placement Staff, under the direction of with the
Retirement Operations Branch being an element of the Benefits and Services
Division.
2. Effective 17 March 1969 the Retirement Affairs Division is activated,
Nal
with the three branches identified above becoming the elements of the Retire-
ment Affairs Division. This Division will be placed under the Deputy Director
of Personnel for Special Programs.
25X1A
3. is appointed Chief, Retirement Affairs Division
vino on 17 March 1969. Prior to reporting to his new assignment,
at the request of the Director of Personnel, will write the history of the
Retirement Program during the past two years.
_
soar"
Robert S. Wattles
Director of Personnel
OPM 5-69
Group I
Excluded from Automatic
0-0-N-F-I-D-E-N-T-I-A-L Downgrading and
Declassification
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25X1A
25X1A
25X1A
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Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
RETIREMENT INFORMATION SEMINAR
NO.
25 March - 29 March 1968
Monday, March 252 1968
10:15 - 10:15 Introduction
Chief, Retirement Counseling
and Placement Staff
1015 - 10:45 Welcome
Director of Personnel
10:45 11:45 Disengagement and Meaning of
Retirement
STATINTL
Tuesday, March 26, 1968
10:00 - 11:00 Health
Director of Medical Services
11:00 12:00 Housing
t; Everett Ashley, Director,
Statistical Reports and Analysis
Staff, Office of Deputy Under
.Secretary, Department of Housing
and Urban Development
Wednesday, March 27, 1968
10:00 - 10:15 CIA Retirement
ID/Chief,. Benefits and Services Division
10:15 - 11:00 Civil Service Benefits and Vinancial
Aspects of Retirement
Lawrence D. Davis, Training Officer
Bureau of Insurance and Claims,
Civil Service Commission
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Wednesday, March 27, 1968
11:00 - 12:00 Social Security Benefits
Thursday, March 28, 1968
10:00
- 10:30
10:30
- 11:15
11:15
- 12:00
William Spates, Manager,
Washington Office
Social Security Administration
Legal Aspects of Retirement
Associate General Counsel
Tax Aspects of Retirement
Speaker from Internal Revenue Service,
U.S. Department of Treasury
Banking
MMMMMTATINTL
Friday, March 29, 1968
10:00 - 11:00 Part-Time Employment
Robert B. Brown, Chief,
Staff Services Division,
U.S. Employment Service
11:00 - 12:00 Second Careers
Management STATINTL
onsultant, Author and Speaker
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RETIREMENT INFORMATION SEMINAR
No. 2
18-22 November 1968
HEADQUARTERS AUDITORIUM
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Monday, 18 November 1968
9:30? 9:45
9:45-10:15
10:15-10:45
10:45-11:00
11:00-12:00
Welcome
Executive Director-Comptroller
Introduction
Chief, Retirement Counseling and Placement
Staff
Film: "The Rest of Your Life"
Intermission
Disengagement and Meaning of Retirement
STAT I NT L
*
Tuesday, 19 November 1968
9:30-10:00
10:00-10:50
10:50-11:00
11:00-12:00
Health
Director of Medical Services
Organization and Civil Service Retirement
Systems
Deputy Director of Personnel for Special
Programs
intermission
Housing
MRS. MARIE C. McGumE, Assistant to the Sec-
retary on Policies Affecting Departmental
Housing Programs, Department of Housing
and Urban Development
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ApproV'ed Fd Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Wednesday, 20 November 1968
9:30-10:40 Civil Service Benefits
MR. LAWRENCE D. DAVIS, Training Officer,
Bureau of Retirement and Insurance, Civil
Service Commission
10:40 ?10:50 Intermission
10:50 ? .12:00 Social Security Benefits
MR. WILLIAM R. SPATES, Manager, Washing-
ton Office, Social Security Administration
Thursday, 21 November 1968
9:30-10:40 Financial Planning
10:40-10:50 Intermission
10:50? l2:00 Legal Aspects and Banking
Friday, 22 November 1968
9:30-10:30 Part-time Employment
MR. ROBERT B. BROWN, Chief, Staff Services,
U.S. Employment Service
10:30-10:45 Intermission
10:45-12:00 Second Career
STATINTL
STATINTL
Management Consul- STATINTL
tant, Author and Speaker
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S-E-C-R-E-T
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MEMORANDUM FOR:
SUBJECT : Invitation to .Attend the Financial and Estate
Planning Seminar
1. I wish to extend to you a personal invitation to attend
a Financial and Estate Planning Seminar. It has been arranged
especially for those employees approaching their mid-careers and
who will reach age forty sometime during calendar year 1969. By
the time mid-career is reached, whether single or head of a
family, a person should be giving serious thought to his future
financial and related requirements. At the same time, he should
be planning and projecting steps to meet these requirements.
2. The Seminar, of three morning sessions, will be held in
the Auditorium from 25 through 27 February 1969. It is expected
that you will find all sessions interesting, informative and of
considerable value. If you are married, your spouse is also
cordially invited to attend since we believe that the Seminar
will have much to offer a husband-wife team. A guard will be
stationed at the entrance to the Auditorium and a visitor's badge
will be issued to your spouse each morning. Please notify the
RCPS office 0111111W 14 February if you plan to come and also
if you will bring your spouse. There is a wide interest in this
Seminar and all accommodations will probably be taken up.
3. An agenda is attached for your information and guidance.
Brochures and other printed matter will be available as handouts
at the Seminar.
Attachment
25X1A
Chief, Retirement Counseling and Placement Staff
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fig" "41^ and
Approved For Release 2001/09/04 : CIA-RDP9000708R000300010001-5
TOPICS
SESSION _I
10:00 a.m. to 10:15 a.m.
Welcome - Director of Personnel
?_Ifl1 p.m.to 12 Noon
1. Seminar description and objectives - suggested reading material.
2. Basic pre-requisites for an investment program.
a. Adequate emergency reserves.
b. Forms of insurance.
c. Importance of a well-planned insurance program.
4. Insurance program to help you pay costs of a college education
for your children.
SESSION II
? 0 a.m.
1. Estate planning.
2. Inflationary trends in the years ahead - the merits of investing
versus trading - growth versus income - safeguards for the investor.
3. Research and selection of securities - sources of advice and infor-
mation.
4. Types of securities - various vehicles for investments.
00 a.m. to 12 Noon
1. Legal safeguards for the investor.
2. Legal consideration relative to wills, gifts, trusts, and safe
deposit boxes.
3. Tax savings.
4. Banking - advantages of safe investments with a fixed income.
SESSION III
?-fl n.m. to 12 Noon
1. The stock market and how it works.
2. Methods of investing and savings through investments.
3. Mutual funds, common stocks, closed-end investments, and tax
sheltered investments.
4. Types of monthly investment plans and aggressive versus defen-
sive investing.
5. Investment program to help you pay costs of a college education
for your children.
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STATINTli
STATINTL
STATINTL
STATINTL
wiarr?
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CONTENTS
Estate, Legal, and Tax Aspects
1. Estate planning and wills.
2. Title to property and kinds of ownership including rights
derived from ownership.
3. Importance of legal check list.
)], Gifts., trusts, and safe deposit boxes.
5. Banking - advantages of safe investments with fixed income.
.6. Rights of survivorship.
Insurance
1. Types of insurance policies.
2. Importance of a well-planned insurance program.
3. Life insurance starts an estate of x dollars the moment
the first premium is paid.
4. Re-evaluation of insurance program to fit your current
1.nd Ntnre needs,
Tax: advantages of insurance.
6. Insurance program to help you pay for costs of a college
oducation for your children.
Investments
1. Importance of choosing a broker.
2. What type of stocks and bonds are recommended and why.
3. Stocks and bonds as a hedge against inflation.
L. Advantages and disadvantages of mutual funds.
5. Real estate can be a valuable investment.
6. Investment program to help you pay for costs of a
college education for your children.
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or yew'
TTP
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RETIREMENT INFORMATION SEMINAR EVALUATION
1. How do you rate the entire seminar?
E:1 Excellent 0 Very Good 0 Average Fair J Unsatisfactory
2. Program Strengths
3. Program Weaknesses
4. Please rate the following using E for excellent, VG for very good, A for
average, F for fair and U for unsatisfactory.
STATI NTL
Disengagement Diseng.agement
Social Security
Civil Service
Housing
Financial Planning
Legal Aspects and Banking
"The Rest of Your Life"
Second Career
5. General comments, recommendations or criticisms which you may wish to
make.
PLEASE RETURN THIS EVALUATION SHEET TO ROOM 212 MAGAZINE
BUILDING. YOU NEED NOT SIGN IT. If you need additional advice and
counsel on any subject pertaining to your retirement, please call extension
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Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
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?
rol
WOO
Noor,
1?1
sr
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PLANNING FOR RETIREMENT
SECTION I BEGIN YOUR PLAN EARLY
1. Have you decided what you intend
to do when you retire?
2. Have you begun serious and consi-
dered planning to fulfill your retire-
ment plans?
*3. Are you aware of the benefits,
provisions, entitlements, and op-
tions of your retirement system?
*4. Have you worked up an estimate
of your annuity projected to your
scheduled retirement month and the
month when you become eligible for
optional retirement?
*5. Have you recently assembled
your vital documents and personal
records essential to orderly plan-
ning? Are they in a secure and
readily accessible place?
* Denotes literature is available in the form of handouts in RAD office.
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Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
SECTION II FINANCIAL PLANNING
*1. Have you made a realistic calcu-
lation of your net worth (assets
less obligations) and an analysis of
your current spending patterns?
2. Have you considered possible
changes in your present mode of
living, including less expensive
housing, fewer luxury items, etc.
to enable you to live within your
reduced retirement income?
3. Have you calculated your retire-
ment income as of a specified date
and matched it against current, con-
tinuing or future additional finan-
cial obligations?
,*4. Do you have other income or
eligibility for future income in
addition to your retirement annuity?
Check, if applicable?
Social Security
Veteran's benefits
Income from investments
Other
*5. Have you recently familiar-
ized yourself on your life insur-
ance holdings and benefits in
light of your retirement needs
with the insurance branch? Check,
if applicable?
(Continued)
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Approved For Release 2001/09/04: CIA-RDP90-00708 0003001000-5
/7
//P
.5
o 2V
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i e, .., ?py
0S, ,..0. ?.,-
UBLIC
,
FEGLI
WAEPA
Mortgage Insurance
GI
Other
SECTION III
TO WORK OR NOT TO WORK
(Consider self and spouse)
1. Will you need to Work after
retirement for financial reasons?
2. Are there modifications which
might be made in your present retire-
ment plan to make employment after
retirement optional rather than
essential?
3. Have you established the mini-
mum supplemental income, over and
above your annuity, which will meet
your financial needs?
?
4. Even if not financially neces-
sary, is work desired because of
its interest to you as a type of
activity?
5. (a) Do you have hobbies or
avocations?
(b) Can they be converted to
income producing activities?
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Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
6. Should you improve or develop
any skills or techniques, acquire
any knowledge, training or experi-
ence in preparing to enter a new
field of interest?
/
7. Have you acquainted yourself
with the labor market opportuni-
ties, salary ranges, etc. in the
desired locations and fields of
employment that you might wish to
pursue?
8. Have you realistically evalu-
ated your background and qualifi-
cations in terms of your prospects
for employment?
9. Are you acquainted with the
job search counseling and employ-
ment assistance available to you
through the External Employment
Assistance Branch of the Retirement
Affairs Division?
-
1(1. Have you completed your
Summary of Agency Employment?
SECTION IV
WHERE TO LIVE
*1. Have you considered several
alternatives for your home loca-
tion after retirement?
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4-
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
*2. Has the cost (living, local
taxes, etc.) of the areas tenta-
tively selected been given full
consideration?
. .
?
,
*3. Have you determined the cli-
mate desired?
4. Have employment opportunities
in the area(s) under consideration
if applicable, been examined?
5. Have you considered the cultur-
al and recreational features of
various areas?
6. Have you evaluated the import-
ance of family considerations?
7. Have you tested the locations
under consideration by spending a
couple of weeks or a vacation in
each to check the details of living
there?
SECTION V
HEALTH PLANNING
I. Have you decided.whether your
present medical and hospital insur-
ance plan is adequate for your re-
tirement needs? See Insurance
Branch for advice.
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Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-
(2.5)
o
o NY
4
*2. Are you aware that you may
retain your government health
benefits insurance coverage after
retirement if eligibility is es-
tablished?
*3. Are you familiar with eligi-
bility criteria for Medicare?
*4. Are you aware of pre-retire-
ment services which are available
to you through the Office of Medi-
cal Services?
5. Have you considered and planned
for your retirement environment fac-
tors conducive to good health and
longevity such as opportunities for
exercise and recreation, available
medical care, etc.?
SECTION VI PERSONAL CONSIDERATIONS
(Employee's Use Only)
1. Indicate here any strictly per-
sonal factors that you wish to main-
tain for future reference.
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SECTION VII ADDITIONAL INFORMATION
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175
150
125
100
75
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2,11'7
RETIREMENT COUNSELING BRANCH
PRE-RETIREMENT CONSULTATIONS
Formal
Informal
i;161666
JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC JAN FEB MAR
a-.
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04 41A-RDP90-00708R000300010001-5
CIA R&D SYSTEM
RETIREMENT MONTHLY ANNUITY RATES
(Computed at 2% for every year of service)
KEY TO ANNUITY RATES IN TABLE
A-Monthly annuity to retired employee if survivor benefit is not elected.
B-Monthly annuity to retired employee with maximum benefit to surviving spouse.
The maximum benefit to surviving spouse of retired employee, or benefit to widow or dependent widower of employee whose death occurs before retirement, is approximately
55% of rate A.
NOTE.-1. Service for which retirement deductions were withheld and later refunded cannot be counted unless the refund IS redeposited.
2. Rates shown are subject to reduction if service includes any civilian time after August 1, 1920, for which no retirement deductions were withheld or deposited. Monthly
reduction in retired employee's annuity for this reason is 142 of 10% of the amount due as deposit. Monthly reduction for surviving spouse is 55% of monthly reduction
in retired employee's annuity.
3. If retirement is on account of total disability, the rates shown as payable to the retired employee (A and B) are subject to increase if he qualifies for the guaranteed
minimum disability annuity.
Years
of
Service
AVERAGE ANNUAL SALARY (5 Highest Consecutive Years)
Years
of
Service
$7,000
$8,000
$9,000
$10,000
$11,000
$12,000
$13,000
$14,000
$15,000
$16,000
$17,000
$18,000
$19,000
$20,000
$21,000
$22,000
$23,000
$24,000
$25,000
$26,000
$27,000
$28,000
5
A
B
58
57
67
65
75
73
83
81
92
90
100
98
108
105
117
114
125
122
133
130
142
138
150
146
158
154
167
163
175
171
183
178
192
187
200
195
208
203
217
212
225
219
233
227
A
B
5
6
A
13
70
68
80
78
90
88
100
98
110
107
120
117
130
127
140
137
150
146
160
156
170
166
180
176
190
185
200
195
210
205
220
215
230
224
240
234
250
244
260
254
270
263
280
273
A
B
6
7
A
B
82
80
93
91
105
102
117
114
128
125
140
137
152
148
163
159
175
171
187
182
198
193
210
205
222
216
233
227
245
239
257
251
268
261
280
273
292
285
303
295
315
306
327
317
A
B
7
8
A
B
93
91
107
104
120
117
133
130
147
143
160
157
173
169
187
182
200
195
213
208
227
221
240
234
253
247
267
260
280
273
293
286
307
299
320
311
333
322
347
335
360
347
373
358
A
B
8
9
A
B
105
102
120
117
135
132
150
146
165
161
180
176
195
190
210
205
225
219
240
234
255
248
270
263
285
278
300
293
315
306
330
320
345
333
360
347
375
360
390
374
405
387
420
401
A
B
9
10
A
B
117
114
133
130
150
146
167
163
183
178
200
195
217
212
233
227
250
244
267
260
283
276
300
293
317
308
333
322
350
338
367
353
383
367
400
383
417
398
433
412
450
428
467
443
A
B
10
11
.A
B
128
125
147
143
165
161
183
178
200
195
202
197
220
215
220
215
240
. 234
238
232
260
254
257
251
280
273
275
268
293
286
312
303
330
320
348
336
367
353
385
369
403
385
422
402
440
419
458
435
477
452
495
468
513
484
A
B
11
12
A
B
140
137
160
156
180
176
300
293
320
311
340
329
360
347
380
365
400
383
420
401
440
419
460
437
480
455
500
473
520
491
540
509
560
527.
A
B
12
13
A
B
152
148
173
169
195
190
217
212
238
232
260
254
282
275
303
295
325
315
347
335
368
354
390
374
412
393
433
412
455
432
477
452
498
471
520
491
542
510
563
529
585
549
607
569
A
B
13
14
A
B
A
B
163
159
175
171
187.
182
187
182
210
205
233
227
257
251
280
273
303
295
327
317
350
338
373
358
397
380
420
401
443
421
467
443
490
464
513
484
537
506
560
527
583
547
607
569
630
590
653
610
A
B

14
15
200
195
213
208
225
219
250
244
275
268
300
293
325
315
350
338
375
360
400
383
425
405
450
428
475
450
500
473
525
495
550
518
575
540
600
563
625
585
650
608
675
630
700
653
A
B

15
16
A
13
240
234
267
260
293
286
320
311
347
335
373
358
400
383
427
407
453
430
480
455
507
479
533
502
560
527
587
551
613
574
640
599
667
623
693
646
720
671
746
694
A
B
16
17
A
B
198
193
227
221
255
248
283
276
312
303
340
329
368
354
397
380
425
405
453
430
482
456
510
482
538
507
567
533
595
558
623
583
652
609
680
635
708
660
737
686
765
711
793
736
A
B
17
18
A
B
210
205
240
234
270
263
300
293
330
320
360
347
390
374
420
401
450
428
480
455
510
482
540
509
570
536
600
563
630
590
660
617
690
644
720
671
750
698
'780
725
810
752
840
779
A
B
18
19
A
B
222
216
253
247
285
278
300
293
317
308
333
322
348
336
380
365
412
393
443
421
475
450
507
479
538
507
570
536
602
564
633
592
665
621
697
650
728
678
760
707
792
735
823
763
855
792
886
820
A
B
19
20
A
B
233
227
267
260
367
353
400
383
433
412
467
443
500
473
533
502
567
533
600
563
633
592
667
623
700
653
733
682
767
713
800
743
833
772
867
803
900
833
933
862
A
B

20
21
A
B
245
239
280
273
315
306
350
338
385
369
420
401
455
432
490
464
525
495
560
527
595
558
630
590
665
621
700
653
735
684
770
716
805
747
840
779
875
810
910
842
945
873
980
905
A
B

21
22
A
13
257
251
293
286
330
320
367
353
403
385
440
419
477
452
513
484
550
518
587
551
623
583
660
617
697
650
733
682
770
716
807
749
843
781
880
815
917
848
953
880
990
914
1,027
947
A
B
22
2323
A
B
268
261
307
299
345
333
383
367
422
402
460
437
498
471
537
506
575
540
613
574
652
609
690
644
728
678
767
713
805
747
843
781
882
816
920
851
958
885
997
920
1,035
954
1 ,073
988
A
B
24
A
B
280
273
320
311
360
347
400
383
440
419
480
455
520
491
560
527
600
563
640
599
680
635
720
671
760
707
800
743
840
779
880
815
920
851
960
887
1,000
923
1,040
959
1,080
995
1,120
1,031
A
B

24
2525
A
B
292
285
333
322
375
360
417
398
458
435
500
473
542
510
583
547
625
585
667
623
708
660
750
698
792
735
833
772
875
810
917
848
958
885
1,000
923
1 ,042
960
1,083
997
1,125
1,035
1,166
1,072
A
B
2626
A
B
303
295
347
335
390
374
433
412
477
452
520
491
563
529
607
569
650
608
693
646
737
686
780
725
823
763
867
803
910
842
953
880
997
920
1,040
959
1,083
997
1,127
1,037
1,170
1,076
1,213
1,114
A
13
2727
A
B
315
306
360
347
405
387
450
428
495
468
540
509
585
549
630
590
675
630
720
671
765
711
810
752
855
792
900
833
945
873
990
914
1,035
954
1,080
995
1 ,125
1,035
1,170
1,076
1,215
1,116
1,260
1,157
A
B
28
A
B
327
317
373
358
420
401
467
446
513
484
560
527
607
569
653
610
700
653
747
694
793
736
840
779
887
821
933
862
980
905
1,027
947
1,073
988
1,120
1,031
1 ,167
1,073
1 ,213
1,114
1,260
1,157
1,307
1,199
A
B
28
29
A
B
338
327
387
371
435
414
483
457
532
501
580
545
628
588
677
632
725
675
773
718
822
762
870
806
918
849
967
893
1,015
936
1,063
979
1,112
1,023
1,160
1,067
1,200
1,110
1,257
1,154
1,305
1,197
1,353
1,240
A
13
29
30
A
B
350
338
400
383
450
428
500
473
550
518
600
563
650
608
700
653
750
698
800
743
850
788
900
833
950
878
1,000
923
1,050
968
1,100
1,013
1,150
1,058
1,200
1,103
1,250
1,148
1,300
1,193
1,350
1,238
1,400
1,283
A
B

30
3131
A
B
362
348
413
394
465
441
517
488
568
534
620
581
672
627
723
673
775
720
827
767
878
813
930
860
982
906
1,033
952
1,085
999
1,137
1,046
1,188
1,092
1,240
1,139
1,292
1;185
1,343
1,231
1,395
1,278
1,446
1,324
A
B
32
A
B
373
358
427
407
480
455
533
502
587
551
640
599
693
646
747
694
800
743
853
790
907
839
960
887
1,013
934
1,067
983
1,110
1,022
1,173
1,078
1,227
1,127
1,280
1,175
1,333
1,222
1,387
1,271
1,440
1,319
1,493
1,366
A
B

32
3333
A
B
385
369
440
419
495
468
550
518
605
567
660
617
715
666
770
716
825
765
880
815
935
864
990
914
1,045
963
1,100
1,013
1,155
1,062
1,210
1,112
1,265
1,161
1 ,320
1,211
1,375
1,260
1,430
1,310
1,485
1,359
1,540
1,409
A
B
3434
A
B
397
380
453
430
510
482
-A-
567
533
62:3
583
680
635
737
686
793
736
iegs-e-xteryini94
758
850
788
810
907
839
862
963
887
015
I ,020
941
i.,&100gDpigolqwwq
968
1,077
9_9_2_
1,020
1,133
L042 _
1,073
I ,190
1 _oaa_
1,125
1 ,247
1 14_5_
1,177
1 ,303
1 0903047,41,M,
8,230
1,360
P
1,283
1 ,417
Oluil,3R
1,335
1,463
1,3p
1,388
1,530
1 ,400
1 ,575
1,440
1,587
1 ,451
1 ,633
1,493
A
B
A
13
35
35
A
B
408
390
468
444
525
495
pp
547
rckvgd7Eor
600
653
Re
705
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
-
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
3 March 1969
MEMORANDUM FOR: Secretary, CIA Retirement Board
SUBJECT
Status of Extension Requests for Employees
Scheduled for Retirement in February 1970
1. Attached, for your information, is a listing of Agency
employees who are scheduled for retirement in February 1970, and
who have requested, or are planning to request, an extension of
Agency employment.
2. The "Remarks" column indicates the present status of
such extension requests as determined by a canvass of the Career
Services.
25X1A
Chief, Retirement Counseling & Placement Staff
Attachment:
a's
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
MONTH:
I I i I I I i I E
Approved For Release 2001/09/04( CIA-RDP90-00708R000300010001-5
DLRECTORATE:
NAME
CAREER
SERVICE * A * C
SCHEDULED
RETIREMENT
Approved
EXTENSION
DATE
REMARKS
(Laclucie All New or Chang Lrformation)
; *A - Agency Need
*C - Compassionate
or Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
TYPE OF RETIREMENT
DATE(S) EFFECTIVE
LOCATION OF DOSSIER
CHECK
'NUM . d,
RETIREMENT COUNSEL-
' INC ORA
VOLUNTARY (..IBIA/y)
1
-21111SEtill
DISABILITY
INVOLUNTARY
OCCUNENT CENTER
=2881 RETIREMENT COUNSELING '''
SYR
TYPE OP RETIREMENT
DATE(A) EFFECTIVE
LOCATION OF DOSSIER
CHEC .
',Mind)
(Q. , _ \ 70. C
a ill ad
V
VOLUNTARY (?,,/,.,?)
DISABILITY
TECHNICAL BRANCH
INVOLUNTARY
DOCUMENT CENTER
;!..288I RETIREMENT COUNSELING "I
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04 : CIA-RDP90-00708R000300010001-5
ITEM
CFMCK
-
ITEM
CHECK
ITEM
CHECK
INITIAL CONTACT
DOSSIER OPENED
CONSULTATION
5 YEAR LETTER
MEMORANDUM FOR RECORD
SEMINAR
MATERIAL GIVEN
PHOTOGRAPH
APPLICATION SIGNED
INFORMATION ASSISTANCE
DRAFT RESUME
TECHNICAL SUP. GIVEN
A.
APPROVED RESUME
JOB TEAM
\ 6
-3
,
INCA
MCA
ITEM
CHECK
ITEM
CAECA
INITIAL CONTACT
DOSSIER OPENED
CONSULTATION
S YEAR LETTER
MEMORANDUM FOR RECORD
SEMINAR
MATERIAL GIVEN
PHOTOGRAPH
APPLICATION SIGNED
INFORMATION ASSISTANCE
DRAFT RESUME
TECHNICAL SUP. GIVEN
APPROVE0 RESUME
JON LEAD
. ? ,
? , ..?,
,. !" - .. 0.
r
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
44.0
RECORD
OF MY
IMPORTANT PAPERS
Name:
Date:
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
CONTENTS
Page
A. Personal data 2
B. Family data 3
C. Persons to be notified in emergency 7
D. Employment and retirement 8
E. Banking and savings information 9
F. Personal insurance policies. 10
G. Personal property 12
II. Real Estate: residence and other. 14
I. Other miscellaneous property 17
J. Interest in businesses 17
K. Stocks and bonds. 17
L. Trust funds 18
M. Loans 18
N. Income and gift tax returns and records 19
0. Medical information 19
P. Legal adviser 20
Q. C.P.A. or accountant 20
It. Will 20
S. Funeral and interment instructions 21
T. Net worth. 22
U. Power of attorney 22
V. Personal certificates and records 23
W. Calculation of benefits 24
This is a list of important records for the protection of your family
and heirs. It is intended for your spouse, executor, legal adviser, or
principal heir.
The pages of this record are flexible and for such use as you may
desire. They are stapled if you wish to keep them together. They are
punched if you wish to insert them in a loose-leaf binder?this will
permit saving unchanged pages when you bring your records up to
date. This record should be kept in a safe place but be immediately
accessible to your spouse or principal survivor in the event of need.
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R0003000100017,5A
SHOULD I BE UNABLE TO ACT FOR MYSELF, HERE is
RECORD OF WHOM TO SEE, WHAT TO LOOK FOR, AND
WHERE TO LOOK.
By
(Signature)
Date
Legal Residence (State)
A. PERSONAL DATA
1. Name (print)
Date of birth
Place of birth
2. Birth certificate (No., date, jurisdiction, etc )
Location of certificate
Place where certificate can be secured
(See Item B-7 if no birth certificate)
3. Naturalization certificate, if any (No., date, etc.)
Date of citizenship
Location of record
4. Marriage license No. Certificate No
Date of issue Place
Date of marriage Place
Person officiating
Location of records
5. Divorce papers, if any
Date Place
Court
Location of record
6. Church affiliations
Name of church
Address
Position held (if any)
Names, addresses, and telephone numbers of ministers, priests, or
rabbis to be notified
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5 2
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
7. Military service
Serial number(s)
Branch( es)
Period(s) of service
Location of discharge papers
8. Veterans ( ) or Employees' Compensation (
) Claim
Information (Indicate which)
Nature of any claim
Novi
Claim No
Grant, rating, or result
Date of last action Result
Submitted
Date
Compensation rate $
As of
Other pertinent information
9. Faternal, civic, or professional organizations
Organization
Address
Benefits
Organization
Address
Benefits
Organization
Address
Benefits
B. FAMILY DATA
1. Name of spouse (maiden name, if wife)
Date of birth
Place of birth
Birth certificate (No., date, jurisdiction, etc.)
Location of certificate
Place where certificate can be secured
Naturalized? When
Where
Deceased? Date Place
Place of burial
Death certificate (No., date, jurisdiction, etc.)
Location of certificate
Place where certificate can be secured
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2. Name of father
Address, if living
Telephone number (inci area code)
Date of birth
Place of birth
Birth certificate (No., date, jurisdiction, etc )
Location of certificate
Place where certificate can be secured
Naturalized? When
Where
Deceased? Date Place
Place of burial
Death certificate (No., date, jurisdiction, etc.)
Location of certificate
Place where certificate can be secured
3. Name of mother
Address, if living
Telephone number (incl. area code)
Date of birth
Place of birth
Birth certificate (No., date, jurisdiction, etc )
Location of certificate
Place where certificate can be secured
Naturalized? When
Where
Deceased? Date Place
Place of burial
Death certificate (No., date, jurisdiction, etc.)
Location of certificate
Place where certificate can be secured
4. Name of spouse's father
Address, if living
Telephone number (incl. area code)
His date of birth
His place of birth
Birth certificate (No., date, jurisdiction, etc.)
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Location of certificate
Place where certificate can be secured
Naturalized? When
Where
Deceased? Date Place
Place of burial
Death certificate (No., date, jurisdiction, etc )
Location of certificate
Place where certificate can be secured
5. Name of spouse's mother
Address, if living
Telephone number (incl. area code)
Her date of birth
Her place of birth
Birth certificate (No., date, jurisdiction, etc )
Location of certificate
Place where certificate can be secured
Naturalized? When
Where
Deceased? Date Place
Place of burial
Death certificate (No., date, jurisdiction, etc )
Location of certificate
Place where certificate can be secured
6. Names (maiden and married, where applicable) and birth dates of
children (and present addresses and telephone numbers, if different
from my address).
a. Name
Date of birth
Place of birth
Birth certificate (No., date, jurisdiction, etc.)
Location of certificate
Place where certificate can be secured
Address
Telephone number (inci area code)
Office Home
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'tem,
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b. Name
Date of birth
Place of birth
Birth certificate (No., date, jurisdiction, etc.)
Location of certificate
Place where certificate can be secured
Address
Telephone number (incl. area code)
Office Home
c. Name
Date of birth
Place of birth
Birth certificate (No., date, jurisdiction, etc.)
Location of certificate
Place where certificate can be secured
Address
Telephone number (incl. area code)
Office Home
d. Any children deceased? Yes
If "Yes," complete items below:
Name (maiden and married where applicable)
No
Date of birth
Place of birth
Date of death
Place of death
Place of burial
Death certificate (No., date, jurisdiction, etc )
Location of certificate
Place where certificate can be secured
Deceased child's spouse
Spouse's name (maiden, if applicable)
(current, if changed)
Address
Telephone number (incl. area code)
Office
Deceased child's children
Name
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Address
Telephone number (incl. area code)
Office Home
Name
Address
Telephone number (indl. area code)
Office Home
e. Any other closely related survivors
Name
Relationship
Husband's or wife's name
Address
Telephone number (incl. area code)
Office Home
Name
Relationship
Husband's or wife's name
Address
Telephone number (incl. area code)
Office Home
7. Affidavit as to birth
If you, your spouse, or parent of either, have no birth certificate,
and have not been able to obtain one, it is important that you pre-
pare an affidavit as to birth with appropriate legal advice. It should
be a statement, signed and witnessed, that shows where you were
born (country, state, county, city); when you were born; your name
at birth and any other names used; reason why there is no certificate
or record; and cite any available supporting authentication.
Location of affidavit
Comment
C. PERSONS TO BE NOTIFIED IN EMERGENCY
(In addition to spouse, children, living parents of self or spouse, and ministers,
priests, or rabbis)
1. Employer contact
Telephone
Address
(See also items A-6, A-9, J, K, R, and insurance agents)
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Telephone number (incl. area coa ) Home
Office
2. Name
Relationship
Address
Telephone number (incl. area code)
Office Home
3. Name
Relationship
Address
Telephone number (incl. area code)
Office Home
D. EMPLOYMENT AND RETIREMENT
1. Present employer
Agency
Bureau
Address
Date employed
Whom to contact (name, title)
Personnel officer
2. U.S. Civil Service retirement information
Period(s) of employment covered (dates)
Any periods not covered, or for which contributions not yet paid up?
(dates)
Location of Certificate of Membership
Location of Designation of Beneficiary (if any) (SF 2808) for any
lump sum payment
3. My Social Security number is
Location of card
Are you fully insured?
Currently insured?
Yes No
Yes
No
4. Social Security numbers of family members
Spouse 2nd child
1st child 3rd child
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E. BANKING AND SAVINGS INFORMATION
Now'
?
Newil
Thousands of unclaimed bank accounts are advertised in the papers
every year because the depositor did not tell his family about them.
Designate joint accounts and list the joint names.
1. Checking account
Bank name Account No.
Address
In whose name(s)
Location of records
Person who has the power to sign checks for me?
2. Savings account
Name of institution
Account No
Address
In whose name(s)
Location of book
3. Savings account
Name of institution
Account No.
Address
In whose name(s)
Location of book
4. Safety deposit box No.
Bank or institution
Location of branch or office
In whose name(s)
Location of key
5. Location of home records depository
Location of key or combination
Custodian or depository (if in care of someone else)
6. Credit union
Name
Address
In whose name(s)
Location of book
Person to contact
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Location and telephone number
F. PERSONAL INSURANCE POLICIES
Policies and premium receipts should be preserved in a safe place.
Occasionally review your policies to exercise any options or rights of
conversion and to insure proper beneficiary designation. The employing
agency, or the Civil Service Commission, will furnish information on
U.S. Government sponsored insurance programs.
Life Insurance
Amount of policy $ as of
Beneficiaries, if specified (Date)
Location of Designation of Beneficiaries
Location of certificate
(Indicate which is applicable, if any)
U.S. Government Life (WW I Veterans)
National Service Life Insurance (WW II and Korean War Veterans) or
Servicemen's Group Life insurance (since September 28, 1965)
Amount of policy $ as of
(Date)
No.
Policy numbers
Issue date of policy Insured's age at issue
Annual premium $ Paid up to
Beneficiaries, if specified
Location of Designation of Beneficiaries
Location of policy(ies)
Instructions
Policy loans
Amount $ on Policy No.
as of
(Date)
Amount $ on Policy No.
(Date
Approved
Of Date
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Health Insurance
I.
Knowledge of the location of such policies can help the family make
immediate claim if you are disabled. The employing agency, or if re-
tired the Civil Service Commission will furnish information on the
Federal Health Benefits program. An employee's surviving wife or
husband or children may be able to continue the Federal Health Benefits
coverage provided: (1) employee was enrolled for himself and family
and had completed 5 years of civilian service, and (2) employees wife
or husband and children are eligible to receive a survivor's annuity
under the Federal Civil Service system.
Company or issuing agency
Policy number Issue date
Monthly premium Premium to be sent to:
Location of policy
Special instructions?
Automobile Insurance
Company Policy number
Issue date
Premium amount
Location of policy
Special instructions
Other Insurance Plans
(List the following information for all fire, travel, and other policies,
including "mortgage insurance" policies and those associated with
memberships in fraternal or professional organizations, automobile
clubs, mortgages, or other credit plans.)
Policy No. Amount 7
Issue date of policy Insured's age at issue
Annual premium 7 Paid up to
Company and address of home office
Type of insurance
Double indemnity Yes No
My broker or representative is
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Policy loan No Yes Amount $
Policy owned by me or by
Location of policy
Any special instructions
G. PERSONAL PROPERTY
1. Location of inventory of household furnishings
Ownership Sole Joint With
Insurance policy numbers
Expiration dates
Location of insurance policies
Name of insurance company
Agent
Address
2. Jewelry
Ownership Sole Joint With
Location of Jewelry
Insurance policy numbers
Expiration dates
Location of insurance policies
Name of insurance company
Agent
Address
3. Automobile(s)
a. Kind, year
Ownership Sole Joint With
Title certificate No. and jurisdiction
Location of title
b. Kind, year
Ownership Sole Joint With
Title certificate No. and jurisdiction
Location of title
Insurance policy numbers
Expiration dates
Location of insurance policies
Name of insurance company
Agent
Address
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4. Furs or other articles in storage
Location of items
Location of claim checks or papers
Insurance policy numbers
Expiration dates
Location of insurance policies
Name of insurance company
Agent
Address
5. Collections (stamps, books, coins, paintings, etc.)
Kind
Location
Kind
Location
Insurance policy numbers
Expiration dates
Location of insurance policies
Name of insurance company
Agent
Address
6. Silverware?
Location?
Value
Instructions
7. Any personal property on loan, pledged, or for some other reason
not located in residence
Kind
Location
Terms or reason for location
Terms for return
Location of claim checks or papers
Instructions
8. Location of personal property tax receipts
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9. I have in my use or possession the following personal property be-
longing to others, under these circumstances.
*ftiod Kind or item
Location
Name and address of owner
Terms of loan or of my possession
Instructions
H. REAL ESTATE: RESIDENCE AND OTHER
Residence address
Rent or own
Name of landlord or agent
Address
Ownership title Sole Joint With
Mortgage held by
Address
Location of real estate documents:
Deed
Copy of mortgage
Tax receipts
Title insurance policy
Title abstract
Surveys
Other
Insurance Policies
No.
Amount $
Expiration date
Name of insurance company
Agent
Address
Location of policy
No. Amount $
Expiration date
Name of insurance company
Agent
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Address
Location of policy
Address
Ownership title Sole Joint With
Mortgage held by
Address
Location of real estate documents:
Deed
Copy of mortgage
Tax receipts
Title insurance policy
Title abstract
Surveys
Other
Insurance Policies
No
Amount $
Expiration date
Name of insurance company
Agent
Address
Location of policy
No. Amount $
Expiration date
Name of insurance company
Agent
Address
Address
Ownership title Sole Joint With
Mortgage held by
Address
Location of real estate documents:
Deed
Copy of mortgage
Tax receipts
Title insurance policy
(The same kind of information should be recorded for other real property?houses,
apartments, stores, farms, land, etc.)
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Title abstract
Surveys
Other
Insurance Policies
No.
Expiration date
Name of insurance company
Agent
Address
Amount $
Location of policy
No. Amount $
Expiration date
Name of insurance company
Agent
Address
Location of policy
Address
Ownership title Sole Joint With
Mortgage held by
Address
Location of real estate documents:
Deed
Copy of mortgage
Tax receipts
Title insurance policy
Title abstract
Surveys
Other
Insurance Policies
No.
Amount $
Expiration date
Name of insurance company
Agent
Address
Location of policy
Amount $
No.
Expiration date
Name of insurance company
16
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Agent
Address
Location of policy
I. OTHER MISCELLANEOUS PROPERTY
(Business equipment, typewriters, adding machines, tractors, trucks, boats, airplanes,
cameras, etc.)
1. Item
Make Model
Location of item
Ownership in whose name
Location of papers
Mortgage company
Address
2. Item
Make Model
Location of item
Ownership in whose name
Location of papers
Mortgage company
Address
J. INTEREST IN BUSINESSES
Name of business
Location
Your position or interest
Location of records of ownership
Officials to be informed
(List same information for additional business interests)
K. STOCKS AND BONDS
Valuable rights are often lost because the owners of stock certificates
and bonds cannot be located. Records of purchase, sale, etc. are needed
for tax purposes. List all stocks, bonds, mortgage notes and other in-
vestment securities, showing with respect to stocks, name of the com-
pany, kind of stock, certificate number and cost; with respect to bonds,
obligor, amount, due date, interest rates and dates payable; description
and similar information about notes and other securities, showing in
every case the exact names under which owned.
Location of list of holdings
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Location of certificates
Location of purchase and dividend records
Brokerage firm
Address
My representative or agent
U.S. Savings Bonds
Individual or co-ownership
Beneficiary
Location of the list of serial numbers
Location of bonds
L. TRUST FUNDS
Summary of trusts (designation of trusts, beneficiaries)
Attorney who has details
Address
Location of basic trust documents
Location of trust records 1
Location of trust property, securities, etc.
M. LOANS
(In addition to those listed elsewhere)
Payable
Under these conditions
I owe money to
Address
Car
Furniture
Other
Name of loan company
Address
Payment due date
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Notes
Trusts
Loans
The following persons owe me money in amounts indicated:
Name
Address
Name
Address
Name
Address
Location of records, notes, etc
N. INCOME AND GIFT TAX RETURNS AND RECORDS
Copies of Federal and State (or D.C.) income tax returns, any gift tax
returns, and similar records, are located:
Current year records to date are located
0. MEDICAL INFORMATION
(Indicate family doctor and any specialists and their specialties)
Name of doctor
Address and telephone number
Name of doctor
Address and telephone number
Name of dentist
Address and telephone number
Location of receipts for medical services, prescriptions, etc., to be sub-
mitted as claims under provisions of health insurance policies
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Name
Firm
Address
Telephone number
Q. C.P.A. ACCOUNTANT
Name
Firm
Address
Telephone number
R. WILL
The law of the state is generally controlling with respect to a will,
marriage, divorce and care and custody of children.
If you do not make a will your estate will be distributed among your
heirs in accordance with the law. The court will appoint such adminis-
trators and guardians as may be necessary. This may cause your family
trouble and expense that could be avoided by a properly drawn will.
It is generally advisable to appoint a guardian (usually the wife or
husband as the case may be) for your minor children in your will;
otherwise the court will appoint one when necessary. It is most impor-
tant to designate someone as guardian in the event of death of mother
and father to eliminate family problems and to select the person(s) you
desire to guide your children
Have you made a will? Yes No
Location
Date
Executor
Firm name (if any)
Address
Telephone number
Office Home
(Executor should be promptly notified of the death of the employee)
Trustees (names and addresses)
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Lawyer who drew my will
Address
Niro,
S. FUNERAL AND INTERMENT INSTRUCTIONS
Number of cemetery plot
Address
Deed
Location of deed
Perpetual care Yes
Location of instructions regarding funeral
No
Who should be contacted about arrangements?
Wishes with regard to funeral, funeral director, disposition of remains,
choice of minister, interment, remembrances in lieu of flowers, etc.
Veteran's eligibility for burial of self, wife, and minor children in a
National Cemetary
Disposition of personal clothing and minor household items (this will
not take the place of a will).
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T. NET WORTH
(Assets and Debts)
'Napo"
(Note: You may wish to make rough calculations here regarding net
worth, by totalling all your assets and all your debts. If you wish to
make more detailed calculations, most banks have forms for calculating
net worth. Insurance companies, estate planners, and stock brokers may
also have pertinent forms.)
U. POWER OF ATTORNEY
Name
Comment
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ur PEKbUNAL LERTIFICATES AND RECORDS
These are often necessary for insurance purposes, Social Security,
pensions, and in many other circumstances where factual proof of age,
relationship, date of birth, or other such facts are required. They may
be very important for children or heirs.
Document Location
Birth certificates
Marriage certificates
Veteran's records
School records
Citizenship records
Municipal tax records
State tax records
Federal tax records
Property tax receipts
Will
Social Security number
Educational Record
Degrees
Awards
Diplomas and certificates
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W. CALCULATION OF BENEFITS
The focal point of all your arrangements, of course, is, "What security
will my immediate family, other dependents, or other heirs have, if I
should drop out of the picture?" In order to put your arrangements in
that perspective, it will be useful to summarize the data in the following
way:
Calculation of benefits and income to my survivors:
If I died today,
1. My widow(er) would receive:
a. Lump sum payments of:
(1) Unpaid compensation and ac- Non-accidental Accidental
cumulated annual leave
(2) FEGLI. .
(3) USGLI, NSLI or SGLI
(4) Other insurance:
(a)
(b)
(c)
(5) Federal Employees' Compen-
sation (or Bureau) payment
for burial, etc
TOTAL
b. Monthly income of:
(1) Federal Civilian Retirement
Survivor annuity
(2) Social Security Survivor's An-
nuity (if eligible). . $
(3) Federal Employees' Compen-
sation Annuity (if eligible
and if elected in lieu of
Retirement Annuity)
(4) Veterans benefits
(5) Military Retirement Annuity $
(6) Private insurance annuity
plans:
(a)
(b).
(c)
(7) Dividends.
(8) Interest.
(9) Rentals. .
(10) Trust payments
(11) Business income
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(12) Other income: Non-accidenta
(a)
$
$
(b).... ?
$
$
(C). ? ?
$
$
TOTAL.
$
2. EACH of my children would receive:
Oldest child (born
Second child (born
Third child (born
a. Lump sum payments of:
(1) Unpaid compensation and ac-
cumulated annual leave $
(2) FEGLI.
(3) USGLI, NSLI or SGLI
(4) Other insurance:
(a).
(b)
(c)
TOTAL
b. Monthly income of:
(1) Civil Service Retirement Sur-
vivor Annuity.
(2) Social Security Survivor's An-
nuity (if eligible).
(3) Federal Employees' Compen-
sation Annuity (if eligible
and if elected in lieu of
Retirement Annuity)
(4) Veterans benefits
(5) Private insurance annuity
plans:
(a)
(b).
(c).
(6) Dividends.
(7) Interest
(8) Rentals.
(9) Trust payments.
(10) Business income
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(11) Other income: Non-accidental Accidental
(a)
(b).
(c).
TOTAL
Note: If you have other relatives who are dependent upon you in whole or in part, you
will undoubtedly want to use a similar format and calculate the survivors' benefits
and other income which each one will have under varying circumstances.
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Name'
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Approved For Release 2001/09/04: Cl
'?I !;'!!! !!!'iii
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Approved For Release 2001/09/0
re??! !!
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Approved For Release 2001/09/04: CIA-RDP9
1111 ..;.
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29
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?
-pY?Wd
LOCATION
REMAIN IN D. C. AREA
RELOCATE - NEW ENGLAND AREA
RELOCATE - SOUTHERN U.S. AREA
RELOCATE - CENTRAL U.S. AREA
RELOCATE -WESTERN U.S. AREA
RELOCATE - MIDDLE ATLANTIC AREA
RELOCATE - OVERSEAS
TO RETIRE WHEN SCHEDULED
ELIGIBLE TO RETIRE EARLiER
THAN SCHEDULED
PROFESSIONAL
TEACHING
Elementary
Secondary
Public
Private
CREATIVE
AND TECHNICAL
COMMO
PHOTOGRAPHYIIIIII
NEWS MEDIA
CREATIVE
WRITING
EDITING
MOM
College/ ART MUSIC
University
LAW
LINGUISTICS
SCIENTIFIC
RESEARCH
LTPRARIAN
FTECTRONICS
TRADE! CLERICAL MANAGEMENT
AND SALES AND ADMIN
SECRETARIAL
CLERICAL
TRADE
SALES
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EXECUTIVE
FINANCIAL
LOGISTICS
PERSONNWT. 11111
SECURITY
4 .
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3EURG I
(When Filled In)
NAME
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INTERVIEW
DATE
DETAILS OF SITUATION AND ACTION TAKEN (Cont'd)
_ ...
1 1: v __SECO
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1? twil lie
l .m.
NAME (Last, first, middl Approved
proved
TITLE 40.
For Release 2001/09/04%
-^ADE
CIA-RDP90-00708R000300010001-5
SALARY
OFFICE DATA
TYPE REFERRAL
DOB
EOD
LWD (If applicable)
OTHER DATA
OP INTERVIEWER
INTERVIEW DATE
DETAILS OF SITUATION AND ACTION TAKEN
CONTINUE ONREVERSE SIDE
PERSONNEL INTERVIEW RECORD D
FORM rra
9.64 USE PREVIOUS EDITION
SECRET
GROUP I
Excluded from automatic
downgrading and
declassification
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(4.11)
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'EXTERNAL EMPLOYMENT ASSISTANCE INFORMATION
NAME
DATE
ANTICIPAILD DEPARTURE:
(month)
-(year)
LOCATION INTEREST:
(In order of priority
(1)
identify three if
(area)
(state)
(city)
possible)
(2)
(area)
(state)
(city)
(3)
(area)
(state)
(city)
EMPLOYMENT INTEREST:
Professional
Business
Commercial
Technical
Research
Creative
(field) (specific)
(field) (speaific)
(field) (specific)
(field) (specific)
(field) (specific)
(field) (specific)
SALARY INTEREST:
(In addition to annuity check: amount:
and other income)
-Required ( ) Full-time
(lowest acceptable ( ) Part-time
salary).
Desired
(reasonable high
salary)
( ) Full-time
( ) Part-time
FURTHER DETAILS AND EMPLOYEE SPECIALTIES TO ASSIST IN JOB SEARCH:
(NOTE: This form is to be filled out by any employee requesting external
employment-assistance. All employees reaching the five year zone of
retirement consideration will be questioned concerning employment interest
after retirement. An employee. may on his own initiative at any time or
at time of annual approach by his Retirement Counselor, initiate action
intentW0 eC 001=or 200 1/09/04
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
1
S-E-C-R-E-T
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
GUIDANCE FOR COMPONENT.PERSONNEL OFFICERS
RELATIVE TO THE PREPARATION OF THE SUMMARY OF AGENCY EMPLOYMENT (SAE)
GENERAL INFORMATION
This folder contains, on the opposite side, samples of the various items of
1ft. documentation that might be utilized by employees upon separation from the Agency.
The Summary of Agency Employment should be in the possession of each departing
employee. Samples are being furnished of various types of documentation so that
you might be better prepared to respond to related queries from employees prepar-
ing to separate from the Agency. Component and career service personnel officers
will have responsibility for assisting in the preparation of SAEs only. Employees
desiring assistance with retirement documentation other than SAEs should be refer-
25X1A red to EEAB, IIIIIIIIII1Room 202, Magazine Building.
Each of the Tabs carries a brief description of the purpose of that type of
document, as portrayed by the following samples. One feature in the preparation
of the Standard Form 171 (see Tab 3) needs specific mention. Each numbered block
in Section 18 of the Form (Experience) requests the applicant to furnish the name
and title of his immediate supervisor. If a question relative to listing a super-
visor(s) is brought to your attention, it is Agency policy to cite only the Direc-
tor of Personnel (by title, not by name) in this block. The proper information to
be inserted is: Director of Personnel, Phone
dm' Name
Beneath this guidance sheet is a copy of the instruction to individuals con-
cerning preparation of the Summary of Agency Employment by the employee and the
form to be used. You will be furnished a supply of these instructions with forms
attached so that you may give one to each person about to prepare his Summary.
ASSISTANCE TO BE GIVEN BY COMPONENT PERSONNEL OFFICER
1. When an employee has begun his final assignment, is on the verge of op-
tional early retirement or has stated his intention to resign, give him a copy of
the Instruction sheet with the attached SAE form.
2. Determine whether or not he has ever been under cover. If so, he should
go first to the Central Cover Staff where the cover plan to be followed in his
SAE, will be agreed upon.
3. After receiving the employee's proposed SAE, route it to the appropriate
offices for review, comment and approval. It must always be examined by the career
service and the Office of Security; if he has ever been under cover or served in
the Clandestine Services it must also be routed to Central Cover Staff and CI Staff.
Nine 4. After approval by all responsible offices, you should reproduce a copy of
the summary statement only, reflecting all corrections and Changes, and give it to
the employee..
5. The original SAE with the initials of the approving officers and their
recommended changes, if any, will be forwarded for inclusion in the employee's
Official Personnel File.
Approved For Release 2001/09/04: CIA-RDP 9x-cgrintialdag 0010001-5.
S-E-C-R-E-T downgrading and
declassification
25X1A
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
1.?
Nei
mod
IMO
ime
1. owl
'Nor'
IMO
S-E-C-R-E-T
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
INSTRUCTIONS FOR PREPARATION OF SUMMARY OF AGENCY EMPLOYMENT (SAE)
(Blank for submitting your SAE is attached)
The purpose of this instruction is to provide you with guidance for
prepalting your Summary in a manner that does justice to your record of
employment with the Agency.
Each person who leaves the Agency will find it useful to have, for
his permanent retention and use, a statement covering his employment by
the Agency. This Summary will be useful in applying for other employment
or when responding to requests for information concerning his background.
In order to satisfy the continuing obligation to protect Agency security
interests, such a Summary must be reviewed and approved by the Office of
Security and the Central Cover Staff, and Cl Staff.
The person best qualified to prepare your Summary. is yourself. You
have a better grasp of and appreciation for what you did in the Agency
than has anybody else, and your Summary will present this information in
your own unique style. The personnel officer of your component will
gladly show you several samples of Summaries.
The Summary should be a narrative of your most significant attributes
and fundamental knowledge acquired and applied during your employment with
the Agency. Briefly, it should portray your highest levels of skill and
responsibility. This will undoubtedly mean concentration on what you did
in your later years in the Agency as opposed to what you did in your
initial years. You should not go into such details as to cover every-
thing you did, nor should you be so general as to blur important and
significant services rendered. You should concentrate on giving a clear
and concise description of those aspects of your employment which will
establish your professional stature, portray the level of your supervi-
sory and functional responsibilities, and describe the level and types of
your coordination. Do not "blow yourself up"; on.the other hand, do not
let too much modesty eclipse a clear picture of your qualifications. Spend
some time at organizing your narrative, and rewrite it until you have a
clear and sufficient description of your skills, techniques, abilities
and levels of supervisory responsibilities.
After you have drafted your Summary, give it to your personnel offi-
cer for his transmittal to your career service, Security and if appropri-
ate, to Cover, Cl Staff and any other concerned component. You might be
asked to visit one of these offices if there are questions on what you
wrote or if some revision might be necessary. When your career service,
Security, and if appropriate, Cover and Cl Staff approve your Summary,
they will record their approvals on the Summary Form and return it to
your personnel officer. He will have this processed draft placed in your
Official Personnel File, after making a clean corrected copy for your
permanent retention and use.
Approved For Release 2001/09/04? CIA-RDI fata,541340 300010001-5
SECRET ? downgrading and -
donsinc.q..
SECRET
Approved FcagiffedrOack/i4EaltoWRO? -00708R000300010001-5
NAME OF EMPLOYEE IGRADE
CAREER SERVICE
DATE SUDI1TTED
Ali Information in the body of this Summary will be considered as UNCLASSIFIED after full review and approvals by
appropriate offices. If additional space is required, use same size sheet as this pace andattach hereto.
E?0
onni
mai
? ad
mtii 'Novi
ati
oaig
_
COORDINATION REVIE.iS AND APPROVALS
(Cross out all non?applicable offices)
COMPONENT SUPPORT OFFICER
DATE
SPECIAL STAFFS 02 COMPC'JENTS. '
OFFICE OF SECURITY/EAR
DATE
CC8
DATE
COMPONENT SUPPORT OFFICER (Pers.)
? -- -- ? ? --- _ _ _ _
DATE FORVIARDED TO OFFICIAL PERSOUEL
FOLDER
CI
DATE
CAREER SERVICE
A.
ATE
? roved For
OTHER
Release 2001/09/04: CIA-RDP90-00708R000300010001-5
DATE
'?111_/14n
SECRET
Group 1 stamp
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
SECRET
ApprovedMaketle Rnym
? ,
M678ting-A10708R000300010001-5
Chart of Interim Procedure For ALL Retirees And Resignees, Pending Regulatory Issuances.
(Action begins on entering final assignment or on announcement of imminent separation)
410? +My
Approved
Copy
Given
Final
Review
by
?
?6000ffice of Person el
.00?'
etirement Counseling'
and Placement Staff
EEAB Action
*IN
a f
ec ?
? ??
???
* C?g4
IL ,
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? ?
? ?
? ?
? ?
l'IN*4644%.*fte??????? ? *
?
? ?
?41
4 ?
0
?
4
?
0 0
Employee
Departs
With
a I ? ?
1.113.10163SPRAWSlasIbow2f
Approved
Unclassified
SAE
old
Review,
Correction
Central Cover
Staffrand Approval
4
Review, 1, *
Correction ? ".
and Approval ."
.111W1MOESMC.6.1.1.201PAUMNPALWITV,V.47,,,TrfirrIAM5/1Zis10, Ain.alik,gpi ? "kW., rff...V.,4-11Ks...4,,,,
Official
%
?
Non-ogicial
?
4 of, a?
46be
Check Status o
Cover Enti
Viability
?????;,?Twel074?11
esponsible
Component
and
CI Staff
as
Applicable
Person who has
01$A4100 .ttl.,141b IGOSSMI kiVA
0 PS Division, EAB
Office of
Security
never been under cover or in the Clandestine Service
Person with cover background or Clandestine Service assignment(s)
Approved For Release 2001/09/04: CIA-RDP90-00708R
Coordination during SAE porcessing; where cover isaM9P9e19?91-mployee
checks story with CCS before commencing to draft his SAE
cvrp-pm
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
:ORGANIZATIONS COOPERATING WITH RCPS IN THE
EXTERNAL EMPLOYMENT ASSISTANCE PROGRAM
? SINCE 1 June 1968
Alexandria Public School System
American. Institute of Foreign Trade
American Technical Assistance Company
Aritona State University
Association of American Geographers
Bank of America
Bishop's Service, Inc.
Catholic University
Center for Research in Social Systems
City of Milwaukee
Coordinating Council for Higher Education, State of California
Disney Productions
E. J. Charters Associates Inc.
Equitable Life Assurance Society
Florida Investigator Agency
Foreign Area Studies
General Electric (Philadelphia)
General Public Utilities Corp.
George F. Cake and Company
Hughes Arizona Operations
Hughes Tool Co.
International Association of Chiefs of Police
John Carroll University
John Powell Associates
Lingenfelter
Lockheed Aircraft (California)
Lockheed - Georgia Co.
Madison High School
'Massachusetts Mutual Life Insurance Company
McDonald Douglas Corp
Metropolitan Life
Mil Pac Inc.
Monsto Chemical CO.
Mormon Church
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
'National Association of Independent Schools
National Education Association
Northeastern University
Northern Systems Company
------:-Northern Virginia Community College
Operations Research Inc.
Pacific Gas and Electric Co.
Peoples Drug
Radiation Incorporated
Radio Science Company
Rio Grande College
Sagner Corp.
Security Pacific National Bank
Sjostrom Automatics
Stanford Research Institute
State of Arizona
State of Pennsylvania
State University of New York
Systems Research in Social Systems
T. C. Williams High School
Telephone Equipment Design Engineering
University of Arizona
University of Maryland
Valley National Bank
WAEPA
Worldwide Assurance for Employees of Public Agencies
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
EXTERNAL POSITIONS THAT HAVE COME TO THE
ATTENTION OF RCPS SINCE 1 June 1968
Accountant
Administrative Assistant
Administrative Officer (Colleges)
Area Specialist
Auditor
Bank Officer
Blue Collar Workers
Computer Programmer
Conservationist
Economist
Electrical
Electronic
Electronic
Electronic
Estate Manager
Executive Secretary
Finance Officer
Firearms Salesman
Foreign Trade Specialists
Grocery Store Operator
Housekeeper
Instructor
Insurance Salesman
Office Manager
Operations Research
Personnel Analyst
Personnel Assistant
Personnel Director
Photographer
Professors
Research Specialist
Resident Manager (Apartment)
Sales people (retail)
School Department Head
School Director
Secretary
Security Officer
Service Station Operator
Show room Manager (Wearing apparel)
Student Affairs Officer
Systems Analyst
Writer-researcher
Engineer
(Antenna)
Engineer
Specialists
Engineer
Specialists
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
COMPANY NAME
Approved For Release
20011019/44 : CIARGB90-00700X003000
OFF ICER
OFFICE
OFF ICER
,
0001n-5.OLD INFORMATIIP"
ADDRESS
OFF ICE
PHONE
CI TY STATE ZIP
OFFICE
PHONE
TELEPHONE NO.
DATE OF INITIAL CONTACT
OFF ICE
PHONE
COMPANY SPECIALITY
OFFICE
PHONE
CANDIDATE
APPLICATION
JOB
TITLE
OF OFFER
SALARY
DATE
OF
HIRE
REMARKS
NAME
QUAL I F I -
CATIONS
DATE OF
VACANCY
DATE
CANDI-
DATE
WRITTEN
APPLI-
CATION
PERSONAL
INTER-
VIEW
JOB
OFFER
ADVISED
YES
NO
YES
NO
YES
NO
Approved
T
Fc-t- Release
i
200
/09/04
: CIA-RDP90-00708R020300010001-5
FORM 2882
5.66
AommaciLar Rele
INTEREST (List fields of employment)
OTHER INFORMATION RE COMPANY
COMPANY RESPONSE
II I? I, i-:11'? III I
NO INTEREST
(4.11-13)
8R00nnnnn10001-5 4
(List fields of employment)
RCPS EVALUATION OF COMPANY
Approved For Release 2001/09/04: IA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
75
I 25
00
75
25
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JAN FEB MAR APR MAY JUN JUL ? AUG SEP OCT NOV DEC J .P, 1)5. FEB MAR
1968 1969
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Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
?
MOP
3.
Approved For Release 2001/09/04 : CIA-RDP90-00708R000300010001-5
1 MARCH 1969
IF YOU PLAN TO TEACH IN THE FALL OF 1969 YOU SHOULD HAVE
YOUR APPLICATION FILED BY MID-MARCH. IF YOU PLAN TO TEACH
IN FEBRUARY OR SEPTEMBER OF 1970 IT IS NOT TOO SOON TO APPLY
NOW.
itame
ANYONE WHO CONTEMPLATES A SECOND CAREER IN THE ACADEMIC
WORLD ANYTIME IN THE NEXT FIVE YEARS SHOULD SEE HIS RETIREMENT
COUNSELOR AS SOON AS POSSIBLE. CALIIIIIIIFOR AN APPOINTMENT. STATINTL
POSITION
1039A DIRECTOR OF DATE TO
PHYSICAL PLANT SALARY LOCATION BE FILLED
%owl 039B
RESPONSIBLE FOR OPEN
MAINTENANCE OF
BUILDINGS & GROUNDS
ON UNIVERSITY CAMPUS
ENGINEERING DEGREE
BUSINESS MANAGER
IOWA IMMEDIATELY
V. P. FOR BUSINESS LOW WASHINGTON IMMEDIATELY
AND FINANCE 201S STATE
1040A GEOGRAPHER
ASSISTANT PROFESSOR $10-12,000 CALIFORNIA
1040B GEOGRAPHY EDITOR
1041A
IMMEDIATELY
PLANNING, EDITING, OPEN ILLINOIS IMMEDIATELY
MAINTENANCE 8z
REVISION OF MAPS
SECURITY OFFICER
INDUSTRIAL & PERSON- $12-15,000
NEL WITH A MAJOR
AIRCRAFT SERVICE CO.
JFK INTER- IMMEDIATELY
NATIONAL--
NYC
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
JOB LEADS FOR REVpRpErEuviii_gAgease 2001/09
DATE POSTED: 15 NOVEMBER 1968
SALARY
POSITION'
109 OPERATIONS RESEARCH SPEC $15,000
BA Business Admin plus
gppropriate management
experience.
Wool
1012 COUNTRY CLUB MANAGER
Experienced in the man-
agement of dining room,
kitchens lounge etc. W111
be responsible for purchase
of food and food stuffs -
Supervise help - Arrange
parties. Not responsible
for golf course.
1014 A DIR PLANTS & FACILITIES
Oversee plant maintenance
and construction at a
college.
1014 B COLLEGE INSTRUCTOR
College Instructors thru
professors to teach in all
disciplines MA required
PhD preferred.
.4
1018 SECURITY OFFICER
Patrolman at local
college. Shift work
1019 ESTATE MANAGER
Live on estate while
owners are on 2 year
world tour
1020 COMMUNICATIONS ENGR
.4
Design & Development
of high frequency -
receivers & amplifiers
nimiO
1020 A COMMUNICATIONS TECH
Asst to 1020 trouble-
shooting testing HF
receivers & amplifiers
1021 SECURITY OFFICER
Investigation, Interviewing,
Physical and Personnel
Security
STATINTL
DATE TO BE
LOCATION FILLED
California Immediately
Up to $15,000. Local
$16000
Open
On or-
before,3/69
NY State Immediately
NY State 9/69
$4896 Local Immediately
Plus one free
college course
per semester
$175 per month. Local Immediately
plus use of
estate
Up to $20,000 Local . Immediately
$10-12,000 Local Immediately
$13-16,000 Phila Immediately
ApprovedINTiERDOSIMR00193910C4A-F1913,90-00708R000300010001-5
JOB LEADS FOR RETIREE ELIGIBLES ADDITIONAL LEADS AVAILABLP y-42qc
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
EXTERNAL EMPLOYMENT ASSISTANCE BRANCA
211 MAGAZINE BLDG.
TITLE/KIND OF POSITION
0 APPLIED IN PERSON 0 BY MAIL
0 FOLLOW-UP 0 NO FURTHER CONTACT
0 ACCEPTED FOR POSITION
0 REJECTED FOR POSITION
REASON DECLINED POSITION
0 SALARY 0 LOCATION
DUTIES 0 OTHER (specify):
GIVE REASON. IF KNOWN
DATE
SIGNATURE
FORM 2917
8-68
IIMWCIr! ii
n; ;1
JOB LEAD RECORD
(4-13)
I nip I nn;1 I liortimI iTtql 11, 1,110 11[1frIJI II I',11, r unr #
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09104 CIA-RDP90-00708R000 00010001-5
seekin
Approved For Release 2001109/04 CIA-RDP90-00708R000300010001
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
yOU have written yo resume,
now put it to work.
Make A Brief
Before applying for a position hand tailor a Brief
composed of extracts from your Resume. The Brief
should include only that part of your Resume infor-
mation which is pointed at the specific type of po-
sition for which you are applying; i.e. teaching, re-
search or writing.
There is no single approach
You must follow every lead you can discover. Per-
sonal contact is very important in providing leads
to worthwhile jobs. You would be ill-advised not to
give your friends and associates the chance to help
you find the position you want. Consider all the
people you know who might be able to provide you
with valuable contacts.
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
""beltrokINO
TAKE STOCK OF YOURSELF. WHAT CAN
YOU DO? AFTER YOU HAVE LISTED YOUR
SKILLS, RELATE THEM TO JOBS.
Canvass
the newspaper
ads daily.
You would be unwise not to recognize the problems
with which you will be faced in seeking employment.
You will be entering a new competitive area in which
your success will be determined by your own in-
itiative and resourcefulness. It will be up to you
to decide on the iob or the type of occupation in
which you are interested and for which you are
qualified, and then go out and find it. It is not
likely that the job will find you. And you should
not expect, as a matter of course, to start at the
top of your occupational field.
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approyb I 2001/09/04: CIA-RDP90-00708R000300010001-5
n
449p/kattbo
letteiti
Authorities
mailing
cases th
proach.
letter.
1. The
an offici
or by titl
2. A iltj
gramma*
you are in
apply yo r
tions you ;b
to the or
the impr
lar orga
3. Us
avojid cr
4. Th
and exp
5. All
ment of yo
disagree on the effectiveness of
f-to a ore anization, bulin some
ay ?e your onJy oven f ap-
ever send a brief witho a cover
teation letter should b
the organization, by name
:name isAinknow-m-
applic tion letter is short c
accur, an sin re. In t
ested i the orga ation an
ualificati expre in. wha co
ve_y8u mightgnoka.
cltion, its pro cts or service r
that you ha 8 ingled out it
.00
on.
?
e pronoun "I" is not objectio b
0
an egotistical tone.
*It is mos
carrying
Approved
e or more ee s or an ack
communication.
rable to apply for a
rief with you.
elease 2001/09/04: CIA-RD
ed to
sible,
ncise,
why
ry to
tribu-
letter
ating
rticu-
e, but
losed
edge-
tion in person,
00708R000300010001-5
130
Approved For ReleaSe 20
: CIA-RDP90-00708R000300010001-5
Owe ,h44
Hteindeee
ea,
You may be completely capable of filling the
job you are seeking, but the half hour or so
you are given with the interviewer is when you
have to sell yourself. Here are some of the
things you can keep in mind:
Get the name of the company straight, along
with its address. Know what its products or services
are. Plan to arrive for the 'interview at least 15
minutes early.
2. Have copies of your resume with you, whether
or not you have previously mailed it to the organiza-
tion. You may need it for reference, or the inter-
viewer may request additional copies.
cd It goes without saying that your personal ap-
pearance at an interview must pass inspection.
IDress conservatively and neatly.
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
You cannot rehearse your role in an upcom-
Approved ForilFablilatfe2i30'1/09/t0 rdiVitCorigae Oirs0t4ROV*3 00 010001-5
your own native courtesy and good sense.
Remember, the interviewer wants to hire you
if you have something to offer his organization.
frank
than
which
up in
Approved Fo
In most cases, an interview will start with
"tell me about yourself," so be prepared. Be
as specific as you can, informative without
boasting or telling your troubles. Keep fol-
lowing the interviewer's lead, don't answer yes
or no, on the other hand don't talk too much.
Some interviewers like to do most of the talk-
ing and judge you by your reactions, others
speak hardly at all, their attitude is that it is
your job to sell yourself. Most interviews fol-
low a question and answer formula, in this case
your ability to answer quickly and intelligently
is of great importance. If your answers are
confused, your case is lost.
10001-5
.8 s9
Via1r 116 &if!'ftr PfiStf. .141ff1?-
Approve F?cyr / Al4 _ 11 300010001-5
:Ot work. try o oval. giving the impression t at
you have come in to look over the possibilities and
that you are not sure of what you want.
,
Raise questions about the company, but re-
member you may be asked the reasons for your in-
. If You are offered a job on the
are sure it is what you want spot accept with aatdnoedtfihyniointuek
yes. If you have anydocilitbts, When
y
k for ti
m e
it over.Set a definite de w can provide
an answer. Above all,
, don't create theim pression
that you are playing one company against another.
Very few job offers are made during the interview:
other candidates likely will be seen and higher ofr
cidi s may have to review your qualifications.
. I-
7 Salary discussions are an inevitable part of an
interview.i Be realistic n your salary requirements.
Most companies promote from within, they can't bring
in someone from the outside when they have a man
who not only has the education, training and know-
how that the job requires, but also has been with them
for 15 years
Be alert to signs from the interviewer that the
session is almost at an end. If you want the lob,
sum up your interest briefly, say that you are in-
terested, then stop. Be certain to thank the inter-
viewer for his time and consideration ofY ou Show
as much confidence in leaving as you did on arriving.
Approved For Release 2001/09/04 CIA-RDP90-00708R000300010001-5
arRelease 2001/09/04: CIA-RDP90-00708R0003 10001-5
Wilt"
If the interviewer seemed really interested in you,
or perhaps indicated that you would hear from him?
and you don't hear from him?wait about a week
after the date of contact indicated, then make a
phone call or write a brief note to remind him of
.46
your ta You have little to lose at this point by
refreshi ? memory, and you might get a favor-
able re If you do not get a flat rejection?if
there is ti I so suggestion that you should keep
in touch, keep in touch.
If you d8n',t. on ct immediately, you at least will
learn much from y yr first interview, the important
thing is to keep tryinb.
A number of organizations may be con?4ering
your application. It is only fair to inform all per ons
concerned if you accept employment. It will scitli
a good deal of unnecessary effort and avoid em-
barrassment to those who may still be trying to find
you a job.
Approved For Release 2001/09/04: CIA-RDP90-00708R000300 10001-5
Approved
Approve
r Release 2001/09/04: CIA-RDP90-00708R000300010001-5
4 HE JOB YOU WANT IS WAIT-
ING SOMEWHERE, IT IS HOPED
THAT THE MATERIAL HEREIN
WILL PROVIDE THE NECESSARY
DIRECTION TO ENABLE YOU TO
LAUNCH YOUR OWN JOB PRO-
CUREMENT PROGRAM-ESSENTI-
ALLY A DO-IT-YOURSELF TASK.
AGGRESSIVENESS, PERSISTENCE,
AS WELL AS PATIENCE, WE HOPE
WILL REWARD YOU WITH THE
POSITION YOU DESIRE. REMEM-
BER.
OFFICE OF PERSONNEL
RETIREMENT COUNSELING AND PLACEMENT STAFF
or ReleNagidiA46141-MktiP9464:WRING6o96M?bb1-5
Approved For Release 2001/09/04 : CIA-RDP90-00708R000300010001-5
*
Approved For Release 20 DP90-00708R000300010001-5
Approved For Release 2001/09/04 : CIA-RDP90-00708R000300010001-5
-11
Additional information is available through the Retirement Counselors
and in the Retirement Reading Room
Approved For Release 2001109/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
EMPLOYMENT ASSISTANCE GIVEN TO RETIREES ' AND RESIGNEES
BY EXTERNAL EMPLOYlvENT ASSISTANCE BRANCH
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^1110^^^^^1^^^^^^ ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^ 1011._;,i
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AN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC JAN FEB MAR.
968 1969
Approved For Release 2001109104: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
31 December 1968
Mr. John Q. Jones
9033 Johnson Street
Alexandria, Virginia 22308
Dear Mr. Jones:
As your former employer, the organization is sincerely
interested in you and trusts you find the transition period
a pleasant experience. I am sure you know the whole retire-
ment program is receiving much emphasis by senior officials
here.
In order to maintain contact with you, and to provide
guidance and statistical background for aiding future retirees,
we would like for you to complete the attached form. Any
questions on the form that you feel you should not answer,
please leave blank and complete the remainder and return it
as soon as possible.
Thank you very much for your consideration.
Sincerely,
1.11.111111111
Enclosures:
Questionnaire
Envelope
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
STATINTL
Approved For Release 2001/09/04 :.CIA-RDP90-00708R000300010901-5
NAME
CURRENT ADDRESS
EMPLOYED
(If yes) Employer
Job Title
Salary
Full Time
Part Time
INFORMATION DESIRED
SUGGESTIONS
PHONE
YES NO
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
STATINTL
111,191!1r111141,111rrirrrrgrilrir 1111.111197{1
Approved For Release 2001/09/04; CIA-RDP90-00708R000300010001-5
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5
SECRET
SECRET
Approved For Release 2001/09/04: CIA-RDP90-00708R000300010001-5