AGENCY CIVIL SERVICE RETIREMENT POLICY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-00693A000200010013-8
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: December 22, 2016
• Document Release Date: May 25, 2011
• Sequence Number: 13
• Publication Date: April 30, 1970
• Content Type: MEMO

Sanitized Copy Approved for Release 2011/05/25: CIA-RDP80-00693A000200010013-8
TRANSMITTAL SLIP I DATE
4 May 1970
TO:
DD/ORD
ROOM NO.
BUILDING
REMARKS:
FROM:
D/ORD
ROOM NO.
BUILDING EXTENSION
FEB 55 241 REPLACES FORM 36-8 (47)
"I'm NO-
I
WHICH MAY BE USED.
Sanitized Copy Approved for Release 2011/05/25: CIA-RDP80-00693A000200010013-8
 Sanitized Copy Approved for Release 2011/05/25: CIA-RDP80-00693A000200010013-8
t~~VA C~..x
ORD 2372-70
L tr'AY 1970
MEMORANDUM FOR : Deputy Director for Science and Technology
ATTENTION : DD/SST Career Service Board
SUBJECT : Agency Civil Service Retirement Policy
1. The Career Service Panel/ORD has recently held a series
of discussions concerning the potential impact of the Agency's retire-
ment policy, as implemented under on future personnel re-
cruitment and on the Agency's ability to continually improve its career
development programs. The ORD/CSP agrees with, and indeed
applauds the goals of the Agency's Civil Service retirement policy,
particularly with respect to its expected influence on career develop-
ment. At the same time, the Panel expresses serious concern over
certain disadvantages the policy offers Agency employees as compared
to other Federal Civil Service personnel. The Panel fears that in the
years ahead the advantages sought through a more rapid turnover of
personnel in senior positions may, in fact, be blunted by offering a
"second-class citizens" retirement policy as one of its inducements
to prospective new recruits. No one acid talk to our recruiters very
long these days to realize the serious impact this could have on the
Agency's continued success in the future manpower market. By the
term "second-class" the Panel is indicating the clear disadvantage
inherent in retirement at age 60 versus retirement at 65 or 70 years
of age in the absence of any compensatory provisions.
2. Since the CIA has traditionally been at the forefront among
government agencies in the establishment of improved and forward-
looking management policies, the ORD/CSP suggests that the DD/S&T
Career Service Board also give thought to this problem in the expecta-
tion that any recommendations offered by that body would be responded
to in the usual positive and effective way traditional of the Agency.
Meanwhile the ORD/CSP submits for your consideration the following
suggested remedy:
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Sanitized Copy Approved for Release 2011/05/25: CIA-RDP80-00693A000200010013-8
 Sanitized Copy Approved for Release 2011/05/25: CIA-RDP80-00693A000200010013-8
SUBJICCT: Agency Civil Service Retirement Policy
That the provisions *eE::::Iw amended in such
a way that they establish mot a penalty but an Induce-
ment for early retirement.
As one possible mean of accomplishing this. it is
suggested that be* earned and contributed retirement
i be adjusted to provide for an a"tioaal 3S of
high three salary to become h of ?ot remeat income
it retirement occurs at age s0; that 4% or high three
salary be, added to retirement income if retirement
occurs at age its and that 3% of high three salary be
added to retirement a if went occurs at
age $2.
3. It Is understood that the above suggestion does not take into
aoeesst length of employment or the many other nuances which must be
considered In dsvelispieg a finite plan. It is suggested as a starting point
only. It Is also understood that any cones at perceived or actual Inequities
existing at present, as a result of the Agency's reir emeot policy. could
sad should be handled on an isdivideal basis. The ORD/C$P suggestion
looks to the More and, therefere, ocotalr no element of immediacy or
urgency. It Is colt that after appropriate study, perhaps with the Coopera-
tiea of Owes at Personnel and Office of Finance, a plan could be devised
and, when an opportnut time arrived, steps could be taken for its imple-
mematien.
Distribution:
Orig b Addr
,Ressee
n Director of Research and Development
i nn/ (nun/CSP)
- ORD Chrono
2- DD/S&T Career Service Board -2a. z /
1 - RMC Subject File
1 - RMC Chrono
Xerox copies
1
12 - TO each member of DD/S&T
Career Service Board
1 - AO/ORD
1 - C/MBSD/ORD
DD/S&T/ ORD/ RMChapman; jc 30 Apr 70
Robert M. Chapman
Sanitized Copy Approved for Release 2011/05/25: CIA-RDP80-00693A000200010013-8