PRESIDENT'S MEETING WITH FEDERAL EMPLOYEES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83-00156R000600030112-5
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 17
• Document Creation Date: December 15, 2016
• Document Release Date: November 17, 2003
• Sequence Number: 112
• Publication Date: July 12, 1979
• Content Type: MEMO

 .Approved Fo el& 64lf M 2.E AtAdMR83-001 00600030112-5
Yr
Personnel Management Washington, D.C.-20415
SUL .14 197
MEMORANDUM TO HEADS OF DEPARTMENTS AND AGENCIES
FROM: Alan K. Campbell
Director
SUBJECT: President's Meeting With Federal Employees
On May 21, 1979, the President held a discussion with
thirteen Federal career employees in the Cabinet Room of
the White House. He outlined his views on many issues'
of serious concern to all Federal employees, such as pay,
retirement, benefits, reorganization, and implementation
of the Civil Service Reform Act.
As many of you have reported to me, employee morale has
been adversely affected by inaccurate information on
Administration positions. Now that the President has set
the record straight, i feel it would be useful for all='
Federal employees to know the President's position on the
issues. In conjunction with the White House, GPM has pre-
pared an attractive low-cost pamphlet and a videotape (al-
so available in 16mm film) featuring the highlights of the
meeting. Many agencies already have ordered pamphlets and
films for distribution to their employees.
Pamphlets, videotapes, or films may be ordered by contact-
ing our Office of Public Affairs, at 632-4588. I have en-
closed a copy of the pamphlet for your information .-
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 United States of Anictica
OFFICE OF PERSONNEL NIAN-AGENIEN'T
Office of Public Affaits
 Dear Federal Employee:
Monday, May 21, 1979; President Jimmy Carter met with
thirteen Federal employees in the Cabinet Room of the
White House.'
The purpose of the meeting was two-fold: (1) to allow
Federal employees to ask the President questions about his
position on issues of concern to the Federal work force, and
(2) to give the President information about what Federal
employees are thinking.
The.President is, in his words, the "top employee" of
the Federal Government. His opinions and views on the
issues are important to all of us who work for the Govern-
ment. This President, more than any other President,
has been interested in making Government more efficient
and productive. He has always recognized that the average
Federal worker is competent and dedicated to doing a good
job, but that we formerly lacked the tools to be more
effective. We. would not have those tools now without the
President's personal commitment to civil service reform.
Last year's enactment of the Civil Service Reform Act was a
landmark event for the Federal work force.
Jimmy Carter is interested in more than just the machinery
of Government, he is interested in the people who make it
work.
This pamphlet provides every Federal employee with the
substance of what was discussed at that historic May 21
meeting. Although the original transcript has been edited
for clarity and brevity, all of the questions and the Presi-
dent's responses are reprinted here.
The President comments on the proposed merger of the
Civil Service Retirement System with the Social Security
minimum retire-
th
i
i
e
ng
s
System; states his position on ra
ment age, and his views on the new ethics and financial
disclosure provisions, merit pay, contracting out, whistle-
blowers, waste and fraud, the Senior Executive Service,
and employee morale.. He also discusses his rationale for the.
5.5% pay cap, the new compensation reform legislation,
the elimination of free parking, the protection-of employee
jobs and rights in reorganizations, and personnel ceilings.'
I strongly recommend that you read . this.pamphlet and pass
it on to, your colleagues. I think you will find it enlightening
and reassuring.
1
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The President. First of all, I would like to welcome you
to the Cabinet Room. Today is a special occasion for me
to have a chance to meet with a representative group of
career civil servants in our Government. You have been
chosen because of outstanding achievement and you have
received awards for special contributions to make our own
Federal Government more effective and more efficient and
a greater credit to me and to the country.'
In the last two-and-a-half years I have been privileged
to be part of the system which represents the American
people in our Government and I have recognized with a
growing degree of appreciation the high quality and
dedication of the overwhelming majority of people in the
civil service.
I know that you represent the armed forces, you represent
the farmers, you represent the children in the schools, you
represent people who are handicapped, you represent
those who are looking for good housing, you represent the
taxpayers, and you represent others who have perhaps only
one contact with the Federal Government as a principal
source of advice and counsel.
We are in a time of concern and troubled feelings on the
part of the American people about energy, inflation, peace
in the world, taxation, and ethics. And you are partners
in trying to address these troubled times, to meet the chal-
lenges and also take advantage of the exciting opportunities
that we have to make a great Nation's Government even
greater.
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The American people are concerned about Government.
When I campaigned around the country for two years,
most of the expressions of concern about waste, red tape,
over-regulation, often came up in town hall meeting-type
formats from Government employees themselves. Those
who work for the Government out in the field actually see in
a much more vivid way than the average citizen in private
life that any such defect in the Government ought to be
rooted out. And I have tried, since I have been in this office,
to form a partnership with you. When there is waste, we
want it to be eliminated.
Almost all of you have contributed substantially and have
been rewarded for your contributions to elimination of
waste. We have tried to reduce the red tape, get rid of un-
necessary regulations. And on the rare occasions when there
is fraud in Government, I have tried to form a partnership
with you to root out that fraud.
We have now gotten the Congress to pass legislation author-
izing Inspectors General in the different agencies. They
are not only a constant source of investigation and improve-
ment and inspiration, but they are also individuals to
whom you can go if you have a complaint or if you have
a beneficial suggestion or if you have a report to make about
a defect in Government, and you will be protected from
any sort of punishment.
I think we need to have some protection for whistleblowers
who come forward in a courageous way and say, "This is
wrong in our Government. This is something that has
been a defect for a long time and I want it rooted out."
In the past, there have been cases where those kinds of
people have been punished. The example of that punish-
ment has restrained others from coming forward in an
effective way to improve the Government's structure.
I was very pleased when the Congress passed the civil service
reform legislation. That legislation was evolved by people
like you, working with Alan (Scotty) Campbell, and that
legislation was put forward to the Congress and passed
in a very fine form.
We are now seeking to let the volunteers who want to come
forward to take advantage of the Senior Executive Service,
and the overwhelming portion of senior executives do,
indeed, want to participate in the kind of career opportunity
that lets their initiative, ability, drive, and competence be
recognized. And, it is an inspiration to those who serve in
Government to do an even better job.
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I think that Scotty has been very pleased at the vast per-
centage of those who have left the security which they
formerly had, when everybody moves in a lockstep, no matter
who does a good job and who doesn't, to the kind of com-
petitive world where excellence will indeed be rewarded.
The suggestions that were made last year by more
than 42,000 Federal employees and saved our Nation over
$318 million are a very good example of a new spirit of
enthusiasm and dedication on your part and on the part of
other thousands of people like you. Some of them are
very tiny savings, a few hundred dollars or maybe a few
thousand dollars at most. But I remember one by a NASA
employee that saved our Government $30 million. He
recommended that when a space shuttle was launched, it
might be launched not with a carefully designed new type
of engine, but launched from the top of a modified 747.
This kind of savings is a very good step in the right direction.
I know that you have some concerns that you want to
express to me this afternoon. This program is being taped
to let other Federal employees know about our interrela-
tionships with one another.
I think it is good for me immediately to put your mind at
rest about two or three rumors that have been floating
throughout the civil service.
There are absolutely no plans to raise the minimum age
at which Federal employees can be retired and draw
their retirement benefits. I don't know where the rumor
came from. I had never heard about it before it was publicized
in the paper. Several of the civil servants have come to Scotty
Campbell and my staff and said, "Why are you planning
to raise the minimum retirement age?" We have no plans
to raise the minimum retirement age.
Another question has been raised about the prospect of
combining the Social Security and Civil Service Retirement
Systems. I have taken no position at all on this. The Con-
gress mandated that a Commission study the feasiblity
or advisability of this step. This Commission is now doing
the assessment work. It will make a recommendation,
I think, just before Christmas, on December the 20th. And
when that recommendation is made, all of you will have
access to it. The Congress wilt-have access to it. Scotty
Campbell will have access to it. So will I.
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Following that, decisions can be made accordingly. But
in no case will the vested rights of civil servants who have
contributed to a retirement fund be lost. I can't imagine
any circumstances t#nder which those vested retirement funds
would be lost to you. This is a problem, I know, for
many people who are concerned about security, to have the
study going on. But I want to emphasize again that no
decisions have been made. I have not taken a position on it.
I do not intend to until I can very carefully study the report
that will be concluded in December.
MSM
I might make two other points very quickly. We have estab-
lished, and the Congress, as you know, has approved the
5.5 percent pay cap. This was done under the intense pressure
of nationwide inflation. With fringe benefits, which are
included in the guidelines for private employees, it amounts
to more than a 6 percent increase for Federal employees.
This is not as much as many employees would like. But
our Nation is faced with a very serious prospect of increas-
ing inflation.
I firmly believe, in spite of the fact some might not like the
idea, that we in Government ought to take the initiative
in trying to constrain inflation. And a one percent differ-
ence between what the Federal employees get and the
maximum limit under the voluntary wage guidelines, I
don't think is too great a'sacrifice to make.to?provide an
example and also let the people who support us with their
tax monies have confidence that we ourselves are willing to
take action to control inflation in a time of trouble and
challenge for our Nation.
MIMEMMEMESM
The other point I would like to make is that we have now
under preparation a proposal to reform the compensation
system. Scotty Campbell will go over this in detail with
you and the heads of the unions and those who are inter-
ested. We must take action of this type in order to protect
the comparability system. Otherwise, we are going to be
back in a position which the Government witnessed many
years ago when every year the Congress would decide whether
or not to give a certain salary increase. And to bring the
Federal employees' pay scale into an accurate comparable
situation with other employees is a very important chal-
enge to us all.
I am determined to bring this about so that there will be
stability, credibility, and predictability in the establishment
of pay levels for Federal employees in the future.
Let me close by saying that I am grateful that you would
come. I recognize among you superior achievement. Because
you are here and because your own fellow workers know
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to you or a vice and counsel an a report w en you re urn
to your own jobs.
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We have an outstanding Nation. The people look to us
for leadership. In the past, and even now, they have some-
times been disappointed. I get my share of the criticisms
when the people are disturbed. You will have to share those
criticisms with me. But that should just inspire us to work
in a closer spirit of harmony and partnership and do an
even better job to correct the defects and the problems that
we all know do exist at times in the Federal Government
and set an example for the rest of the Nation and restore the
credibility and the trust that is an integral part of strengthen-
ing our democratic system.
Question: Mr. President, we appreciate very much this
opportunity to be with you and appreciate your encouraging
statements about Federal employees. I hope this meeting
can serve to better communicate your positions and your
concerns to the Federal employees throughout the country.
I think the Federal employees, over two million of them,
look to you. as their leader and developer of the policies
and the programs that affect their very welfare. We do get
feedback and there are concerns and perhaps perceptions
by a number of employees that a number of steps taken by
the Administration have indicated an "anti" attitude
towards employees, such as the comparability pay concept,
the rumors about retirement changes, payment for park-
ing for Federal employees, the overall ceiling on executive
salaries, the restructuring of the pay system, and so forth.
I think all of those issues collectively have created a great
deal of misconception on the part of our employees. I wish
you could perhaps comment generally on this, and do
you see new positive programs on the horizon that will be
favorable to the Federal employee?
The President: I think many of the things we have already
done have been indeed favorable. I don't think anybody
would deny that the new civil service legislation is favor-
able. It does provide more competition and it does provide,
at the same time, a higher incentive for superb performance.
But those are the kinds of characteristics that ought to
pervade the feeling and attitude of every employee, including
the President of the United States. It commensurately pro-
vides a higher degree of reward for those who are highly
qualified and who are highly motivated and who do superior
work. In my opinion, that is a major step in the right
direction.
As I said before; I don't believe that the little more than 6
percent increase in pay plus fringe benefits is too great a
sacrifice to ask among the civil servants who work with
me in Government.
When I checked among my own Cabinet officers and
within the White House staff, the top staff members, they
were completely willing not to have any increase in their
salaries during the time of very high inflation when we
need to address this issue in a forceful fashion and also
set an example for the rest of the country.
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As I said, the 7 percent limit is the maximum limit. There
have been many settlements around the country at a much
lower level than this. I can't do anything other than disavow
the inaccurate reports that have been made about mini-
mum age for retirement and so forth.
I forgot to mention a few minutes ago about the elimination
of the right for free parking. As you know, this is a privi-
lege that will be enjoyed until October when it will begin
to be phased out. It has been enjoyed by just a very small
portion of the Federal employees.
In a time of energy shortages, in a time of need for the
conservation of energy, in a time of very high air pollution,
I believe it is a proper decision to have Federal employees
on the same basis as private employees, paying a very
modest amount of parking fees which will be an instiga-
tion to the sharing of an automobile by several employees
where most of them now come in, as you know, one person
in an automobile. Also, it will tend to make the use of a new
rapid transit system more effective and more attractive.
But I don't have any apology to make for ending free parking.
It is something that is not highly popular. But I don't
think it is an unwarranted sacrifice to ask.
Question: Do you foresee in the years ahead that Federal
employees will be treated as well as employees in the private
sector in terms of cost of living?
The President: Yes, I believe if we can pass the compen-
sation reform legislation. The idea there is to have the
Federal employees, in a very predictable way, have pay
schedules that are accurately comparable to those paid in
the non-Federal sector. It also permits some flexibility from
one community in our Nation to another, so that the
salaries are indeed comparable. That is the goal we want
to achieve.
Question: My concern is contracting out for services.
We hear everything is going on contract.
My employees are the lowest paid in the wage rate system.
They have no bumping rights. There is only one place
to go, home. What is going to happen to those people?
The President: I am very concerned about the protection of
the rights of employees of that kind, as you undoubtedly
have known. When I was beginning our programs to
reorganize the Government, to make it more efficient,
more effective, I went into every major agency in the
Washington area, personally, to answer questions. Some-
times five or six thousand people would come and I would
answer questions in the courtyards of the Pentagon and
other places. That was a frequent one asked: "Will you
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protect the jobs of people who might be affected when the
Government is reorganized?" We have had six reorgani-
zation plans already approved. I think that I can say that
within the best of our ability, I think successfully, we have
protected the careers of those who might adversely have been
affected.
The contracting part of decisions is made when the head
of an agency is convinced, along with Office of Manage-
ment and Budget guidance, that contracting itself can save
the taxpayers and the Federal Government substantial
amounts of money. I have been extremely cautious in not
putting forward my own approval of contracting outside
full-time employees unless it is obvious that employees
themselves will be protected and also that the Government
will benefit by reduced cost for a given level of service.
If you have any information that would indicate that we
have made a mistake in that respect, I wish you would give it
to me. I will be glad to have it. I will discuss this with the
Office of Management and Budget and also with Secretary
of Defense Harold Brown and make sure that this does
not occur again.
Director Campbell: If I might add, Mr. President, under
the new guidelines OMB has put out, which will go into
effect May 30, for any activity currently being done by
the Government, there is a bias in favor of calculating
the costs by giving a 10 percent advantage to continuing it
in the Federal Government.
In addition to that, there are employee protections in situa-
tions where there is contracting out. I don't mean to suggest
for a moment there aren't problems. There are indeed
problems and they are very human problems. But I can
assure you that both the agency and the Office of Personnel
Management do everything possible to protect the rights of
employees and to go a step beyond that and do everything
possible to find them employment elsewhere in the system.
Question: May I add something? I am in the Pentagon.
I do quite a lot of work with contracting. Every one of
these contracts is treated very specifically on a case-by-case
basis. All of the very things that Director Campbell is
talking about are considered: personal rights, environmental
impact, impact on a low-cost area or an area that is in
trouble economically. There are occasions when we go
on contract to find out maybe it wasn't the very best case.
But I would say that was rather an exception. I would say
the program is being very well monitored from where I sit.
The President: My impression has been, maybe from a
biased point of view, that we are much more cautious now
with the new regulations, Scotty, than was the case three
or four years ago about protecting employees' rights.
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Question: You mentioned the word ethics. I think that
the new conflict of interest law was needed. There wasn't
any doubt about it. But now I think maybe the pendulum
has swung a bit far and maybe we are beginning to lose
some really top-level people because of overly restrictive
conflict of interest regulations.
I am concerned that in the future we may deny ourselves
some very good people because these folks will be afraid
the very things they will do in Government will preclude
their following through with a career outside of Gov-
ernment.
The President: This has been of concern to us. We have
discussed it several times around the table when the full
Cabinet was here. As you know, there was one amendment
added to the ethics legislation in the Senate that we did not
support that created a technical problem. We are now
working with the House and Senate to get those defects
corrected, hopefully, before the first of July. We have had a
few people who have resigned from Government service
because they felt that the new ethics legislation restricted
them excessively in their future dealings with the Govern-
ment as it related to jobs that they were doing in the Gov-
ernment now. I think that it was necessary for some people
to leave the Government because in the past there has been
too much abuse by people who served in the Government
for a limited period of time who got special knowledge or
influence within the Government structure itself, went
out and formed either a consulting firm or joined a legal
firm, and came back and used improperly their former
contacts in the Government. That kind of thing ought to
be rooted out.
Question: The morale factor, I think, is a very significant
one that we have to react to.
I 'don't know of one situation where we have gotten favorable
publicity, to the degree that I think we should, other
than what we got on the shot to the moon. People got up
and said, "My God, look what they did."
It is unfortunate that we are not communicating the real
good that this Government does for our people.
The President: What you say also concerns me. I am
the representative of the employees of the Government and
I am the top employee in the Government. I would say,
not quite facetiously, that anybody who thinks they are being
criticized as an employee ought to pick up the newspaper
every day and compare the criticism they get to the criticism
I get, every day. I don't object to it because I know that
constructive criticism can make us do a better job and
correct errors in Government or defects in the Govern-
For Rele WO Q2haCIAhFC 3S-M5'~6ftOO600a
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The thing that I have tried to do is to acknowledge freely
that there has been excessive regulation, excessive red
tape, excessive waste, excessive bureaucratic confusion, and
on rare occasions excessive fraud, and to point out that
the rooting out of those things is not me against 2 million
Federal employees but it is me along with the overwhelming
proportion of those Federal employees, all of us trying
to improve the Government mechanism together. In
other words, it is not me and the public against the Federal
employees, it is me and the Federal employees as partners
trying to make the Federal Government better.
For example, the year before last, last year, again this year,
we are setting all-time records in the export of agricultural
products to foreign countries. This is something that
everybody knows I didn't do. This has been done by the
superb professional economists, advisers, and foreign
sales experts within the Department of Agriculture.
So I think there is a great deal of natural appreciation
for what Federal employees do. The thing I want to do is
make us all not be satisfied and not wince or cry out loud
when we are criticized, but say we are trying to correct
those defects and we are trying to make it so that we are not
subject to legitimate criticism in the future.
But I am very pleased at how we have been courageous
enough to tackle problems that have long existed in
Government. And I beleieve that we have begun to convince
the American people now that we are trying to root out
those few instances of fraud and that we don't try to cover
up or hide those instances because we ourselves might
be embarrassed.
It is somewhat of a reflection on me as President, having
been in office for two and a half years, to find that there is a
person in the General Services Administration who is
violating the law. But I would rather root that person
out and let the public know we are rooting him out than
to leave that person there. If I get part of the blame, I am
just willing to accept that. I am sure that most civil
servants would agree.
Question: Sustained personnel ceilings get to a point
where they become detrimental. I am sure the Government
wants to do what is most efficient. But sustained person-
nel ceilings are a real burden. I think this. area needs to be
examined very thoroughly.
The President: I agree to some extent. Let me give it
to you from my perspective.
I have tried to restrain the growth in total Federal employ-
ment, but I have tried to do it in such a way as to eliminate
excessive employees when normal attrition takes place in
areas where they are not needed. Let me give you two quick
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Within the last two weeks, we have had two Ambassadors
retire: one in Switzerland and one in Egypt. The one in
Switzerland is a non-career officer who is a top businessman,
very successful. The other one is a career officer, Herman
Eilts, who has served in the Mideast for 30 years.
Both of them, when I asked them on retirement, "What
is your major suggestion for improvement in the ambassa-
dorial service?" said, We have entirely too many people
in the foreign embassies of our country, in Egypt and
Switzerland. We could do a much better job if we had fewer
people."
I have contacted the Secretary of State and the Office of
Management and Budget and we are going to send a small
team around to visit a representative number of embassies in
foreign capitals. If we can see where we can do a better
job with fewer people, that will be great. Then if we save
200 employees or 2,000 employees, if we can increase the
number of agricultural experts who sell American grain
overseas-that would be a good change, right?
That is the kind of thing we are trying to do. But we have
not cut down overall levels of employment. We have tried
to maintain them constant. But we try to focus the need
and fill those needs, and we have tried to eliminate exces-
sive employees where they are not needed.
I can't deny sometimes we make a mistake. Sometimes
the impositions are arbitrary. But I have really tried to look
at it personally. Obviously I have to take the recommen-
dations of your agencies and also the Office of Management
and Budget. But I get involved in it personally and try
to make the best judgment I can.
Question: I feel that many Federal employees are con-
cerned about health benefits. Will the new health insurance
plan contain a clause to cover dentistry? the high cost
of dentistry is not covered in most health insurance plans
we have in Government. Has any provision been made for
that?
Director Campbell: We are working with the carriers
now about the possibility of including dental coverage in
health plans. One of the difficulties is that dental coverage is
very expensive and health coverage in general is becoming
much more expensive.
We hope hospital cost containment will help in that
regard, but in order to include dental coverage, there would
have to be a very substantial increase in the cost of health
insurance to both the employees and to the Government.
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We are now looking very hard to see if there can be some
cutbacks in some of the medical coverage to include dental.
Then the employee can make a choice of the package he
or she may want. We are very aware of it. We hope very
much we will be able to accomplish it. But within what
we think is a reasonable cost, it is going to be very difficult.
Question: I would like to get back to Civil Service Reform,
which I agree is an effective step forward. One major
concern I have run into is the merit pay implementation. As
a personnel director, I am responsible for seeing that it is
implemented effectively, but I don't think the employees
feel that it can be done fairly and equitably. I would like to
know your view. And to follow up on that, do you plan
to recommend extending merit pay to grade levels other
than 13 through 15 supervisory and managerial levels?
The President: The concept of the Civil Service Reform
Law was understood by me fairly well when we had the
debates and when I met with Congressional committees
and when I went out and met with all of the employees in
different agencies. And I think that the idea was to try
it at those particular pay levels first and make sure we did
have a smoothly functioning program before we extended
it to other pay levels.
I think Scotty Campbell might very well comment on what
he sees as the problems in implementation. Maybe you could
meet with Scotty later to see if you have any particular
cases where you don't think it has worked effectively.
You could discuss them with him. Scotty, would you
respond to that?
Director Campbell: First, may I say, to reinforce what
you said, Mr. President, about the Senior Executive Service,
we are delighted that, so far, over 3,000 have already
agreed to join; only seven have said no. This is in contrast
to the predictions we got during the period of passage
and I think speaks very well for the Federal employees at
the top. They are willing to take risks. They are willing
to be measured against their performance. On the whole,
I would argue that that is a demonstration to the public
and to all of us that we have a group of top managers in this
Government who are willing to put their jobs on the line.
In relation to merit pay, there is no question that since we
have not had performance appraisal in the Federal Gov-
ernment that amounted to anything, there is a great deal
of concern among those at grades 13 through 15. My own
judgment is we are making good progress. Many of the
agencies are now giving training in how you do performance
appraisal. My guess is that like the Senior Executive
Service, after people get through the first fear of change,
that there will be a general acceptance of it. But it is difficult.
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It is going to take time. The private sector people tell
you how difficult it is. But none of the major companies
are thinking of abandoning it because if you don't have
performance appraisal, what do you base decisions on?
That means you make automatic decisions and you lose what
we hope will be brought out of it.
I can assure you, Mr. President, we are working very hard
to provide training on performance appraisal. We are
working with the employees in doing so. I think a year
and a half from now we will have the same kind of response in
performance appraisal that we are now getting to the
Senior Executive Service.
The President: Scotty, how closely do you work with
personnel directors to make sure the initial stages of it
are working?
Director Campbell: We work very closely with the per-
sonnel directors across the Government as well as with the
Assistant Secretaries. I must say, we learn as much from them
as they learn from us as we attempt to put these systems
into place.
The President: Scotty, my time is running out, but let
me say this-as we get into the program on merit pay
more thoroughly in the weeks and months ahead, I hope that
if a problem does evolve where you and the personnel
directors agree that we have an unforeseen problem, that
you will come to me and let me know about it. We will see
what we can do to alleviate the problem.
Director Campbell: I certainly will.
The President: I think that the principle, as you know,
is very similar to the Senior Executive Service, that within a
certain resrvoir of funds, the ones who do superior work
get a higher level of pay. And that, I think, will be an
incentive for all of us to try to do a better job, to let the
American people be truly proud of the outstanding work that
we hope to continue to do in Federal Government service.
I am part of you. I am very pleased today to have you,
representatives of different agencies and also the different
pay levels and also the different careers, come and meet
with me. I have learned a lot in preparing for this meeting. I
have also learned a lot from your comments and questions.
I wish you well in the future and I know you wish me
the same. We will do a good job for the taxpayers of our
country.
Thank you very much.
 5 a
ed FTFjQQA/05/12: CIA-RDP?0156R00060a
Ray E. Burris, GS-12
Department of Health, Education, and Welfare
Dr. George R. Carruthers, GS-15
Naval Research Laboratory
Yolanda H. Carrillo, GS-5
Internal Revenue Service
Joseph P. Cribbins, GS-15
Department of the Army
Audrey N. Gibson, GS-13
Department of Housing and Urban Development
Joyce G. Hill, GS-9
Department of Commerce
Angelina Garcia, GS-17
International Communications Agency
Rudolph F. McDuffie, GS-10
Department of the Army
Dr. Francis J. Mulhern, GS-18
Department of Agriculture
L. David Taylor, GS-17
Department of Health, Education, and Welfare
Joan L. Van Der Lyke, GS-8
Department of State
Sharon H. Wilkin, GS-12
Department of Labor
William E. Williams, EL-V
Internal Revenue Service
Films and videotapes of the meeting are available for
purchase from:
The National Audiovisual Center
8700 Edgeworth Drive
Capitol Heights, Maryland 20028
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