STATEMENT OF LEE COLWELL EXECUTIVE ASSISTANT DIRECTOR FEDERAL BUREAU OF INVESTIGATION BEFORE THE COMMITTEE ON POST OFFICE AND CIVIL SERVICE U.S HOUSE OF REPRESENTATIVES WASHINGTON, D. C.

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP89-00066R000100040005-5
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 15
• Document Creation Date: December 22, 2016
• Document Release Date: February 22, 2010
• Sequence Number: 5
• Publication Date: April 25, 1985
• Content Type: OPEN SOURCE

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U.S. Department of Justice
Federal Bureau of Investigation
STATEMENT OF
LEE COLWELL
EXECUTIVE ASSISTANT DIRECTOR
FEDERAL BUREAU OF INVESTIGATION
BEFORE THE
COMMITTEE ON POST OFFICE AND CIVIL SERVICE
U.S. HOUSE OF REPRESENTATIVES
WASHINGTON, D.C.
APRIL 25, 1985
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MR. CHAIRMAN, MEMBERS OF THE COMMITTEE, THE FBI APPRECIATES
YOUR INVITATION TO PRESENT OUR VIEWS ON A MATTER WHICH WE CONSIDER
TO BE OF UTMOST IMPORTANCE TO THE SUCCESSFUL ADMINISTRATION AND
OPERATION OF THE FBI - THE NEED FOR SPECIAL RETIREMENT PROVISIONS
FOR FEDERAL LAW ENFORCEMENT PERSONNEL WHO ARE COVERED BY SOCIAL
SECURITY.
I BELIEVE THAT MY COMMENTS ON THIS SUBJECT WILL APPLY
EQUALLY TO ALL FEDERAL LAW ENFORCEMENT OFFICERS, NOT ONLY THOSE
WITHIN THE FBI, BUT ALSO THOSE WITHIN THE OTHER COMPONENTS OF
THE DEPARTMENT OF JUSTICE AND ELSEWHERE WITHIN THE FEDERAL
GOVERNMENT. THERE ARE OVER 27,400 LAW ENFORCEMENT OFFICERS IN
THE DEPARTMENT, INCLUDING SPECIAL AGENTS OF THE FBI AND DRUG
ENFORCEMENT ADMINISTRATION, DEPUTY UNITED STATES MARSHALS, AND
CORRECTIONAL OFFICERS IN THE FEDERAL PRISON SYSTEM. THE
MAJORITY OF MY REMARKS, HOWEVER, WILL ADDRESS THE NEED FOR
SPECIAL PROVISIONS FOR AGENTS OF THE FBI.
THE FBI HAS INVESTIGATIVE JURISDICTION, BY STATUTE OR
PRESIDENTIAL DIRECTIVE, IN SOME 185 GENERAL CATEGORIES COVERING
THE BROAD SPECTRUM OF CRIMINAL, ORGANIZED CRIME, CIVIL RIGHTS,
WHITE COLLAR CRIME, FOREIGN COUNTERINTELLIGENCE, DRUG ENFORCEMENT,
AND SENSITIVE BACKGROUND INVESTIGATIONS. To CARRY OUT OUR MISSION
AND TO PERFORM SUCH DEMANDING DUTIES, THE FBI HAS A CAREFULLY
SELECTED, HIGHLY TRAINED CORPS OF OVER 8,800 SPECIAL AGENTS.
IN CONSIDERING WHETHER SPECIAL TREATMENT OR RETIREMENT
BENEFITS SHOULD BE AFFORDED FEDERAL LAW ENFORCEMENT OFFICERS IN
THE DEVELOPMENT OF A SUPPLEMENTAL RETIREMENT SYSTEM, WE BELIEVE IT
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IS IMPORTANT TO BRIEFLY REVIEW THE SPECIAL RETIREMENT PROVISIONS
THAT FEDERAL LAW ENFORCEMENT OFFICERS, INCLUDING FBI AGENTS,
ENJOY TODAY UNDER THE CIVIL SERVICE RETIREMENT SYSTEM AND THE
LEGISLATIVE INTENT OF THE LAWS WHICH BROUGHT ABOUT THOSE PROVISIONS.
FBI AGENTS WERE THE FIRST GROUP OF FEDERAL LAW ENFORCEMENT
OFFICERS TO BE GRANTED SPECIAL RETIREMENT BENEFITS BY CONGRESS.
IN 1947, CONGRESS REALIZED THAT IF THE FBI WAS TO BECOME A CAREER
SERVICE, SPECIAL RETIREMENT BENEFITS WERE NECESSARY TO OFFSET
THE LURE OF HIGHER SALARIES AND MORE GENEROUS RETIREMENT BENEFITS
AVAILABLE IN THE PRIVATE SECTOR. CONGRESS ALSO RECOGNIZED THE
NEED TO ENCOURAGE THE DEVELOPMENT OF A YOUNG AND VIGOROUS SPECIAL
AGENT WORK FORCE CAPABLE OF PERFORMING PHYSICALLY ARDUOUS TASKS
UNDER STRESSFUL CONDITIONS. ACCORDINGLY, CONGRESS PASSED
LEGISLATION ESTABLISHING A RETIREMENT FORMULA AIMED AT MAKING
RETIREMENT AS EARLY AS AGE 50 WITH 20 YEARS OF SERVICE ECONOMICALLY
FEASIBLE. IT WAS INTENDED THAT OLDER AGENTS WOULD BE ENCOURAGED
TO RETIRE AT AGE 50, OR SOON AFTER, WHEN THE RIGORS AND DEMANDS OF
THE SERVICE COULD BE BETTER MET BY YOUNGER AND MORE VIGOROUS
EMPLOYEES. SUBSEQUENT LEGISLATION EXTENDED THESE SPECIAL RETIREMENT
BENEFITS TO OTHER FEDERAL LAW ENFORCEMENT OFFICERS.
THE LAW ENFORCEMENT RETIREMENT BENEFITS WERE NOT AGAIN
SIGNIFICANTLY CHANGED UNTIL 1974 WHEN CONGRESS PASSED PUBLIC
LAW 93-350. THIS LAW PROVIDED GREATER ANNUITIES AND, STARTING
IN 1978, MADE RETIREMENT MANDATORY AT AGE 55, OR UPON COMPLETING
20 YEARS OF SERVICE, WHICHEVER IS LATER. IN PASSING THIS LEGISLATION,
CONGRESS SOUGHT TO STEM THE RISING AVERAGE AGES FOR BOTH ACTIVE
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AND RETIRING LAW ENFORCEMENT OFFICERS. BY RETAINING THE MINIMUM
RETIREMENT AGE OF 50, AND SETTING A MAXIMUM AGE LIMIT OF 55,
CONGRESSIONAL INTENT CLEARLY WAS TO MAKE FEDERAL LAW ENFORCEMENT
A YOUNG PEOPLES' CAREER.
CONGRESS ALSO RECOGNIZED THAT WITH THE IMPROVEMENT OF
RETIREMENT BENEFITS FOR THE GENERAL CIVIL SERVICE POPULATION, THE
DIFFERENCE BETWEEN THE REGULAR RETIREMENT PLAN AND THE LAW
ENFORCEMENT RETIREMENT PLAN HAD MARKEDLY DIMINISHED.
THEREFORE, THE 1974 LEGISLATION PROVIDED TWO VERY IMPORTANT
RETIREMENT BENEFITS NOT AVAILABLE TO OTHER RETIRING CIVIL
SERVANTS: A MORE GENEROUS ANNUITY COMPUTATION FORMULA, AND
INCLUSION OF OVERTIME PAY IN THE HIGH-THREE-YEARS AVERAGE
SALARY COMPUTATION. WITH THESE ADDED BENEFITS, WE HAVE BEEN
ABLE TO PROVIDE A FINANCIALLY ADEQUATE RETIREMENT ANNUITY FOR
AGENTS WHO ARE REQUIRED BY LAW TO RETIRE AT A RELATIVELY EARLY
AGE.
PRESENTLY, AS A RESULT OF THE SPECIAL LAW ENFORCEMENT
RETIREMENT BENEFITS, OUR AGENTS ARE RETIRING AT AN AVERAGE AGE
OF 52/ YEARS, WITH AN AVERAGE LENGTH OF SERVICE OF ABOUT 24
YEARS. IT IS INTERESTING TO NOTE THAT OF THE 810 AGENTS WHO
HAVE RETIRED SINCE 1980, ONLY 11k PERCENT OF THE RETIRING AGENTS
WERE MANDATORILY RETIRED. OUR AGENTS CAN KNOWINGLY PLAN FOR
THEIR EVENTUAL RETIREMENT. GENERALLY, THEY NEITHER LEAVE AT
THE EARLIEST ALLOWABLE AGE NOR STAY UNTIL THE LAW REQUIRES THEM
TO RETIRE. CONGRESS' OBJECTIVE; TO DEVELOP A YOUNG AND VIGOROUS
AGENT COMPLEMENT, HAS BEEN ACHIEVED THROUGH THE LAW ENFORCEMENT
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RETIREMENT PROVISIONS AVAILABLE IN THE CIVIL SERVICE RETIREMENT
SYSTEM.
THE SPECIAL RETIREMENT BENEFITS OUR AGENTS ENJOY HAVE
HISTORICALLY PROVEN TO BE A VALUABLE INDUCEMENT IN THE RECRUITMENT
OF HIGHLY QUALIFIED APPLICANTS. THE HIGH STANDARDS WE SET IN
TERMS OF MATURITY, EDUCATION, AND WORK EXPERIENCE, OFTEN MEAN
THAT THE NEWLY APPOINTED FBI AGENT IS SOMEWHAT OLDER THAN OTHER
EMPLOYEES EMBARKING ON A NEW CAREER IN THE FEDERAL SERVICE.
YET TO PROMOTE THE EFFICIENCY OF THE BUREAU IN ACCOMPLISHING
ITS OBJECTIVES, THE AGENT'S CAREER MUST END AT AN AGE WHEN OTHER
PROFESSIONALS ARE JUST REACHING THEIR CAREER HEIGHTS AND CAN
LOOK FORWARD TO BENEFITING FROM THEIR MANY YEARS OF PROFESSIONAL
EXPERIENCE. THE PROVISIONS WERE DESIGNED TO COMPENSATE THE AGENTS
AND OTHER COVERED EMPLOYEES FOR LEGISLATIVELY SHORTENED CAREERS.
SUCH EMPLOYEES DO NOT HAVE THE OPTION OF WORKING LONGER TO
INCREASE THEIR ANNUITIES. THEREFORE, AGENTS SHOULD BE AFFORDED
A COMPARABLE FORMULA FOR ACCRUING RETIREMENT CREDITS UNDER THE
SUPPLEMENTAL RETIREMENT SYSTEM. IF WE ARE TO BE SUCCESSFUL IN
OUR RECRUITMENT EFFORTS, OUR APPLICANTS MUST BE ASSURED THAT A
FINANCIALLY ADEQUATE RETIREMENT ANNUITY WILL BE THEIRS WHEN THEY
RETIRE FROM THE AGENT RANKS.
ATTRACTIVE RETIREMENT BENEFITS ARE UNDOUBTEDLY OF
MAJOR IMPORTANCE NOT ONLY IN RECRUITING TOP QUALITY APPLICANTS,
BUT ALSO IN RETAINING AGENTS DURING THEIR OPTIMUM PRODUCTION
YEARS. WHATEVER THE REASONS MAY BE THAT PROMPT AN INDIVIDUAL
TO PURSUE A LAW ENFORCEMENT CAREER, WITH ALL OF ITS UNIQUE AND
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SOMETIMES UNATTRACTIVE DEMANDS, A MAJOR FACTOR IS CERTAINLY A
FAVORABLE RETIREMENT PLAN. A SURVEY CONDUCTED BY THE FBI TO
ELICIT THE ATTITUDES OF AGENTS TOWARD RETIREMENT FOUND THAT
THE RETIREMENT PLAN WAS A KEY FACTOR IN AGENTS ACCEPTING AN
APPOINTMENT AND THEN REMAINING IN A POSITION WHICH MAKES
EXTRAORDINARY DEMANDS ON BOTH THE AGENT AND HIS/HER FAMILY.
MANY AGENTS RESPONDED THAT THEY MOST LIKELY WOULD NOT HAVE
ACCEPTED SUCH A DEMANDING POSITION WITHOUT SOME FORM OF
ADDITIONAL COMPENSATION, SUCH AS THE RETIREMENT BENEFITS
PRESENTLY AVAILABLE UNDER THE CIVIL SERVICE RETIREMENT SYSTEM.
IT IS OUR FIRM CONVICTION THAT THE FACTORS WHICH
PROMPTED EARLIER CONGRESSES TO PROVIDE SPECIAL RETIREMENT
BENEFITS FOR AGENTS AND OTHER FEDERAL LAW ENFORCEMENT OFFICERS,
ARE AS VALID TODAY AS EVER. THESE SAME FACTORS SHOULD BE
CONSIDERED BY THIS COMMITTEE IN THE DEVELOPMENT OF A SUPPLEMENTAL
RETIREMENT SYSTEM FOR AGENTS WHO ARE COVERED BY SOCIAL SECURITY.
THE SPECIAL RETIREMENT PROVISIONS AVAILABLE TO AGENTS IN THE
PAST GREATLY CONTRIBUTED TO MAKING THE FBI THE CAREER SERVICE
IT IS TODAY. PREFERENTIAL RETIREMENT BENEFITS HAVE BEEN AFFORDED
AGENTS, NOT PRIMARILY TO REWARD THESE EMPLOYEES FOR PERFORMING
DEMANDING SERVICES, BUT TO SATISFY THE GOVERNMENT'S NEED FOR THE
TYPE OF WORK FORCE THAT CAN EFFECTIVELY PERFORM AND DELIVER LAW
ENFORCEMENT SERVICES - A WORK FORCE THAT IS YOUNG, AGGRESSIVE,
AND ABLE TO MEET THE FORMIDABLE CHALLANGES THAT AGENTS FACE DAILY.
BOTH THE WELFARE OF THE INDIVIDUAL EMPLOYEE AND THE SAFETY OF THE
PUBLIC DEPEND UPON AGENTS BEING ABLE TO EFFECTIVELY PERFORM
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THEIR DUTIES, WHICH OFTEN INCLUDE DECISIONS AFFECTING HUMAN
LIFE AND PERSONAL PROPERTY. THE WORK-RELATED HAZARDS ARE REAL.
THE RIGORS OF A HOSTAGE NEGOTIATION OVER MANY STRESSFUL HOURS OR
LONG HOURS OF SURVEILLANCE IN OFTEN HOSTILE ENVIRONMENTS REQUIRE
AGENTS TO BE BOTH PHYSICALLY AND PSYCHOLOGICALLY ABLE TO MEET
THE CHALLENGES IN THESE AND MANY OTHER INTENSE SITUATIONS.
IN THE PAST THREE YEARS, 92 AGENTS WERE ASSAULTED IN THE PERFORMANCE
OF THEIR DUTY: 20 AGENTS SUFFERED SERIOUS INJURIES; AND 5 AGENTS
WERE KILLED IN THE LINE-OF-DUTY. AGENTS MUST RETIRE BEFORE THEIR
VIGOR AND PHYSICAL ABILITY BEGIN TO EBB.
THE CURRENT MINIMUM RETIREMENT ELIGIBILITY AGE OF 50,
AFTER 20 YEARS OF INVESTIGATIVE SERVICE, WITH MANDATORY RETIREMENT
AT AGE 55, ARE PROVISIONS WHICH MUST BE CONTINUED IN ANY
SUPPLEMENTAL RETIREMENT SYSTEM FOR LAW ENFORCEMENT OFFICERS. WE
CONSIDER THESE PROVISIONS VITAL TO THE CONTINUED PROFICIENCY OF
THE FBI IN CARRYING OUT ITS MISSION. RETIREMENT BENEFITS MUST
BE SUCH THAT AGENTS ARE ENCOURAGED TO REMAIN IN THE SERVICE
LONG ENOUGH TO FULFILL THEIR OPTIMUM POTENTIAL, BUT YET OFFER
THE OPPORTUNITY TO RETIRE BEFORE THEY LOSE THE PHYSICAL AND
PSYCHOLOGICAL QUALITIES DEMANDED BY LAW ENFORCEMENT WORK.
IF THE GOVERNMENT DOES NOT PROVIDE EARLY
RETIREMENT BENEFITS FOR OUR AGENTS COVERED BY SOCIAL SECURITY,
THE BUREAU COULD LOSE MANY HIGHLY QUALIFIED APPLICANTS TO EITHER
STATE AND LOCAL LAW ENFORCEMENT AGENCIES, WHO OFFER EARLY RETIRE-
MENT; OR TO OTHER FEDERAL AGENCIES AND THE PRIVATE SECTOR, WHO
CAN OFFER IDENTICAL RETIREMENT BENEFITS FOR A JOB WITH FEWER
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PERSONAL RISKS, LESS PRESSURE, AND FEWER INCONVENIENCES.
THEIR ENTITLEMENT TO A SOCIAL SECURITY PENSION MUST
CERTAINLY BE CONSIDERED IN EVALUATING THE ADEQUACY OF AN AGENT'S
PROJECTED RETIREMENT ANNUITY UNDER THE SUPPLEMENTAL PLAN. HOWEVER,
SINCE INDIVIDUALS CANNOT DRAW SOCIAL SECURITY BENEFITS NORMALLY
UNTIL AGE 62, THE SUPPLEMENTAL PLAN SHOULD OFFER AGENTS SOME
FORM OF INTERIM BENEFIT DURING THOSE YEARS AFTER RETIREMENT
WHEN THEY ARE NOT YET ELIGIBLE FOR SOCIAL SECURITY.
THE SUPPLEMENTAL PLAN SHOULD BE STRUCTURED SUCH THAT
AGENTS ARE ENCOURAGED TO REMAIN IN THE SERVICE SUFFICIENTLY LONG
TO FULFILL THEIR OPTIMUM POTENTIAL, BUT YET PROVIDED THE
OPPORTUNITY TO RETIRE BEFORE THEY LOSE THE QUALITIES DEMANDED
BY LAW ENFORCEMENT WORK SUCH AS VIGOR AND PRIME PHYSICAL CONDITION.
IN THE CIVIL SERVICE RETIREMENT SYSTEM, AGENTS ARE NOT ENTITLED
TO RECEIVE THE BENEFIT OF THE MORE GENEROUS ANNUITY COMPUTATION
FORMULA UNLESS THEY HAVE SERVED A MINIMUM OF 20 YEARS IN A COVERED
POSITION. SIMILARLY, ANY SPECIAL BENEFITS FOR AGENTS IN A
SUPPLEMENTAL PLAN SHOULD ONLY ACCRUE AFTER AGENTS HAVE SERVED
IN A COVERED POSITION FOR A MINIMUM PERIOD OF TIME. A REQUIRED
PERIOD OF SERVICE IS NEEDED TO PROVIDE AN INCENTIVE FOR OUR
AGENTS TO STAY IN THE FBI, TO PROMOTE A CAREER SERVICE, AND TO
PERMIT THE GOVERNMENT TO REAP A FAIR RETURN ON ITS CONSIDERABLE
INVESTMENT IN THE SPECIALIZED TRAINING AFFORDED AGENTS. WE
SUPPORT A 20 YEAR MINIMUM PERIOD OF SERVICE REQUIREMENT TO
ESTABLISH ELIGIBILITY FOR SPECIAL RETIREMENT BENEFITS.
IN CONCLUSION, THE FBI STRONGLY SUPPORTS THE CONTINUATION
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OF SPECIAL RETIREMENT BENEFITS FOR LAW ENFORCEMENT PERSONNEL. THE
CURRENT AGE AND SERVICE REQUIREMENTS, INCLUDING MANDATORY
RETIREMENT, SHOULD BE RETAINED. SINCE AGENTS COVERED BY SOCIAL
SECURITY WILL BE ELIGIBLE FOR THESE BENEFITS AT AGE 62, THIS
SHOULD BE TAKEN INTO CONSIDERATION IN FORMULATING AN EARLY
RETIREMENT ANNUITY.
THIS CONCLUDES MY PREPARED REMARKS. I WILL BE
PLEASED TO ANSWER ANY QUESTIONS THE COMMITTEE MAY HAVE.
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Attachment
RETIREMENT OF LAW ENFORCEMENT OFFICERS IN THE
DEPARTMENT OF JUSTICE
Number of Law Enforcement Officers Eligible for Retirement Under
Public Law 93-350
FBI 8,816 INS 4,531
DEA 2,268 USMS 1,505
BOP/FPI 10,305 Total 27,425
Number of Law Enforcement Officers Retiring/Year*
FBI 97 INS 35
DEA 25 USMS 11
BOP/FPI 140 Total 310 (Including 2 fr. OBDs)
Average Age of Law Enforcement Officers Retiring in Typical Year*
FBI 52.5 INS 53
DEA 52 USMS **
BOP/FPI 54 Dept-wide 53
Average Length of Service of Law Enforcement Officers Retiring in Typical Year*
FBI
24.2
INS
28
DEA
27
USMS
21
BOP/FPI
24
Dept-wide
25
General
6870 of all the Department's Law Enforcement Officers are in other
bureaus (other than the FBI)
68.77. of those who retire are from bureaus other than the FBI
* Year is 1982.
** USMS statistics are unavailable.
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STATEMENT OF CHARLES E. WEITHONER, ASSOCIATE ADMINISTRATOR
FOR HUMAN RESOURCE MANAGEMENT, BEFORE THE HOUSE POST
OFFICE AND CIVIL SERVICE COMMITTEE, CONCERNING EARLY
RETIREMENT PROVISIONS UNDER A SUPPLEMENTAL RETIREMENT
PROGRAM. APRIL 25, 1985.
I welcome the opportunity to appear before you today to
discuss the views of the Federal Aviation Administration
concerning the continued need for early retirement for our air
traffic controller workforce.
As the Committee is aware, early retirement provisions for air
traffic controllers were first enacted in 1972 as part of
Public Law 92-297. The rationale for enacting such retirement
legislation was simple: air traffic control was considered to
be a young person's occupation. That fundamental conclusion,
documented by experts at the time, remains every bit as true
today.
When the FAA proposed that the Congress establish an early
retirement program for controllers, it did so based upon data
which had been gathered over a period of time concerning our
controller workforce. We developed a considerable body of
evidence which demonstrated a distinct correlation between the
age of tower and center controllers and their ability to
control traffic effectively. This correlation is evident from
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the outset of controller training at the FAA Academy, through
field-training and the later stages of controllers' careers.
Studies consistently showed chronological age to be inversely
related to scores on numerous aptitude tests, various indices
of Academy training progress, and ratings of journeyman-level
job performance.
The need to rapidly process information, make mental judgments
in time-critical situations, and to learn and apply new
procedures, techniques, and information concerning complex
subject matter in a demanding environment are all basic
elements of a controller's job. It has been shown repeatedly,
however, that, as a natural part of the aging process, these
and related kinds of skills begin to decline. Though
different skills may decline at different rates for different
people, there is no question but that it will occur for all
individuals at some time during the aging process.
Accordingly, the evidence clearly pointed to the conclusion
that air traffic control work was best done by young people.
Therefore, an early retirement program, coupled with a maximum
retention age, was established in law as the appropriate means
to provide a youthful workforce.
One problem frequently encountered before the enactment of
early retirement provisions for controllers was that it was
difficult--both for managers and for employees--to decide what
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beginning to decline somewhat, though still marginally
acceptable. The availability of early retirement today
provides a needed and valuable alternative for such
individuals who typically recognize themselves that their
skills have begun to decline.
In the 13 years since the Congress recognized the need for
enactment of early retirement provisions for air traffic
controllers, we have had an ongoing opportunity to monitor the
effectiveness of these provisions. This operational
experience confirms for us that these provisions continue to
be necessary to assist us in maintaining a vigorous and
youthful controller workforce that can best provide safe
service to the American travelling public.
Let me elaborate on our experience with the early retirement
provisions for controllers. From 1969 through 1971, just
prior to enactment of early retirement legislation for
controllers, about 400 controllers retired. Seventy percent
of these were disability retirements; only 30 percent were by
those who met normal requirements for retirement.
From 1972 through 1979 medical disability retirements began to
decrease with a corresponding increase in early retirements.
During the 5 years from 1980 through 1984, medical retirements
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dropped to 18 percent and early retirements increased to 59
percerlt.of total retirements of our controllers and first-line
supervisors. In the last 2 years, only 10 percent have been
medical retirements and 73 percent were early retirements.
This experience clearly shows, in our view, that continuation
of special retirement provisions provided by Public Law 92-297
is essential to the future operation of the air traffic
control system. The early retirement program has become the
principal and, we believe, proper avenue for our controllers
and our first-line supervisors to leave the air traffic
control system, if necessary, when they are not eligible for
normal retirement. We believe this promotes system safety by
allowing controllers whose skills have diminished with age to
leave the system.
Before closing, Mr. Chairman, let add that this need is fully
recognized within the Administration and that any
Administration proposal for a supplementary retirement system
will provide for a continued early retirement program for
controllers. We also believe that benefits under such a
program must be sufficient not only to treat such employees
equitably for their service, but also to preclude the problems
of an aging work force we experienced before 1972. In that
respect, we believe that an early retirement program needs to
compensate employees for the fact that Social Security
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benefits will not begin until age 62. Specifically, it is our
conviction that the present provisions of Public Law 92-297
regarding early retirement, that is, eligibility at age 50
with 20 years of service or with 25 years of service at any
age, need to be incorporated in any new retirement system for
federal employees.
In concluding, Mr. Chairman, I would like to note that we have
81 firefighters who work at National and Dulles Airports. In
November 1977, I testified before the Subcommittee on
Compensation and Employee Benefits supporting continued early
retirement for FAA firefighters. Although you have not asked
us to address the need for early retirement for firefighters
today, I would like to indicate that we believe there
continues to be a valid need to provide for early retirement
for them as well.
Mr. Chairman, that completes my prepared statement. I would
be pleased to respond to any questions you may have at this
time.
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