SUPPORT BULLETIN FOR INFORMATION OF HEADQUARTERS AND FIELD PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04724A000600020001-7
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 29
• Document Creation Date: November 17, 2016
• Document Release Date: May 5, 2000
• Sequence Number: 1
• Publication Date: December 1, 1963
• Content Type: BULL

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December 1963
RDP78-0~24A000600020001-7
SUPPORT BULLETIN
FOR INFORMATION OF HEADQUARTERS
AND FIELD PERSONNEL
AOIh nnu~ .+~~ __ n
ORlG CiASS PAGES ~,C__ RfY ,CkRSS___.s~___
JUST NEXT REY AUTHi HR 10.2
GROUP 1
Excluded from automatic
downgrading and
dedossification
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CONFIDENTIAL
PURPOSE
The Support Bulletin, published periodically, is designed to keep head-
quarters and field personnel informed on administrative, personnel, and
support matters. The Support Bulletin is not directive in nature but
rather attempts to present items which, in general, are of interest to all
personnel and, in particular, of interest to those employees occupying
various support positions. Suggestions and constructive criticism from
both headquarters and field personnel are encouraged.
NOTE: -This bulletin is for information only. It does not con-
stitute authority for action and is in no way a substitute
for regulatory material.
~~~ r~~ ~~ s a~ ~~n
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SB-25 CONFIDENTIAL
THE EXCITEMENT OF THE PUBLIC SERVICE
(Reprinted from the Civil Service Commission
Jour7tal July-September 1963)
by STEPHEN K. BAILEY, Dean,
CPYRGHT
Maxwell Graduate School of
Citizenship and Public Affairs,
Syracuse University
DURING THE EARLY MONTHS of the
Marshall Plan in 1948, I had lunch in Wash-
ington with a man who had just left a $30,000
a year job with. industry fora $15,000 a year
job with the- Economic Cooperation Admin-
istration. When I asked him why he had
sawed off half his salary to come to work for
Government, he gave a reply which I shall
not soon forget. "I moved," he said, "because
of the excitement of the public service." And
he went on, "I make more important deci-
sions in a day in Washington than I made in
a year in industry."
These words, very frankly, startled me. I
was then in the middle of a staff assignment
for the First Hoover Commission on Organi-
zation of the Executive Branch of the Gov-
ernment. Much of the press and a consid-
erable number of task force reports to the
Commission were filled with horrendous tales
of bureaucracy, waste, and duplication. The
term "civil service" had a kind of dull gray,
organization-man connotation.
And if Federal Government careers seemed
dull, the only thing duller was a career in
State or local government where life was pre-
sumably amonotonous round of forms, li-
censes, and routinized services.
But here was a businessman of obvious in-
telligence and flair who had cut his income in
half because of "the excitement of the public
service." Either he was crazy, or there was
something radically wrong with my appraisal
of government employment.
The longer I have lived with this dilemma,
the surer I have become that he was right and
that my early image of the public service was
coclceyed. I am convinced today, more than
ever before, that anyone searching for a career
CPYRGHT
of excitement, satisfaction, variety, and in-
herent fascination should turn first of all to
the world of government. This is not to sug-
gest that careers in teaching, research, busi-
ness, journalism, or the other professions, can-
not be both fun and profitable. Nor is it to
suggest that there are not reasonably routine
functions to be performed in government as
there are in any occupation. The assembly
lines and the accounting bullpens of industry
and commerce have their counterparts in the
public service. And the Lord has fortunately
distributed talents and propensities in such
a way that many people find satisfaction in
performing routine functions in a responsible
and efficient manner.
But the fact remains that for those who
temperamentally wish careers of excitement,
mobility, creativity, and service, government
offers unparalleled opportunities. And these
opportunities are open to men and women of
every conceivable academic and professional
background: natural scientists, social scien-
tists, humanists, lawyers, teachers, engineers,
doctors, mathematicians, foresters, agricul-
tural specialists, artists, social workers, busi-
nessmen-in short, the butcher, the baker,
and the candlestick-maker.
Let me illuminate my high-sounding gen-
eralities with some concrete examples. Last
year I sent a letter to the 800 or so Maxwell
alumni who are at present working for Gov-
ernment. I asked each one to send me a note
about his career. The returns were remark-
able both in volume and content. Following
are some sample replies
"MOST EXCITING DOMESTIC PROGRAM"
Kenneth H. Ashworth, Assistant Director
of the National Association of Housing and
Redevelopment Officials, writes as follows with
regard to careers in the field of urban re-
newal-the building of new cities out of old
ones.
"Most persons," he states, "familiar- with
the field are certain that this is the most ex-
citing domestic program that exists. The boil-
ing-pot of urban renewal contains such tidbits
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CPYRGHT
as local government and all its problems:
local businesses, real estate transactions, fi-
nancing and investment operation, State en-
abling legislation, interurban area problems,
planning, codes and zoning, intense and com-
plicated negotiations, social problems of re-
location, Federal Government relations (in-
volving six to eight different constituent
agencies) , coordination of interagency activ-
ities, and so on.
"David L. Lawrence, while Governor of
Pennsylvania, summed up some of the con-
flicting demands that are made on the urban
renewal director when he said: `He must per-
suade the businessmen that he is a politician
who can get things done in government; he
must persuade the politicians that he is a
businessman who knows the whole mystery
of mortgage financing. The planners must
regard him as an expert in municipal finance.
The municipal finance officer must regard him
as a planner of rare talents. The lawyers must
consider him an unusually lucid engineer, and
the engineers should marvel at such a plain-
spoken lawyer. He is constantly selling peo-
ple land he doesn't own, and he must charm
the owners and the occupants of the land he
just sold to leave amicably and with gratitude,
retaining their affection for the city admin-
istration which has just dispossessed them.' "
And Ashworth continues on the subject of
advancement and responsibility. "These come
as rapidly as the individual can absorb, under-
stand, synthesize, and operate within the com-
plexities discussed above." After citing many
of his classmates' rapid rise to positions of
high responsibility in the public service, he
states, "All of these are young people carrying
responsibilities they would not get for years
in an older, less dynamic program dominated
by older and entrenched people. Since it is
a rapidly expanding program, the demand for
qualified personnel is continually growing.
And finally, on the importance of the work,
Ashworth writes: "In a short paragraph it is
difficult to describe the problems being met
head on by the urban renewal program. Some
of these are urban sprawl, slums, urban blight
and decay, dying urban centers, mass trans-
portion, the preservation of open space, etc.
Perhaps the whole problem is best seen in
perspective by repeating the observation made
by C. A. Doxiadis, the internationally known
planner, architect, and urban consultant
`Even the most conservative population projec-
tions indicate that during the next 40 years
more new buildings and structures and homes
will have to be erected on the face of the earth
than presently exist.' This prognostication
alone speaks to the problems that exist for
mankind and for his living, commuting, and
working environment."
But vast and exciting as the urban renewal
field is, it remains only one of a multitude of
governmental opportunities.
In a totally different field, Alvin L. Alm, of
the Atomic Energy Commission, writes about
the whole new world of research and develop-
ment and contract administration.
"During this last fiscal year, Government
spending on research and development was
estimated at $10.5 billion-over two-thirds of
the national total. Total estimated obliga-
tions during this period for Government con-
tracts equals $7.4 billion. This is not an insig-
nificant part of Federal spending." He goes
on, "At a superficial glance contract admin-
istration appears to be a legal discipline. This
is not true. Law is ancillary to contract ad-
ministration. The lawyer is staff to the con-
tract administrator. A good one-word defini-
tion of contract administration is coordina-
tion: coordination between legal, finance, pro-
curement, property, and technical Govern-
ment staff functions. The contract admin-
istrator must be the perfect generalist, slightly
adept in all of the above fields but accom-
plished in none." And he continues, "It might
also appear that contract administration
would be interested in the narrow, technical
consideration such as fee negotiations rather
than in broad, theoretical concepts of Govern-
ment. This, again, is not true. Some of the
great debates in American political life be-
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SB-25 CPYRGHT CONFIDENTIAL
come activated in the controversy over con-
tracts. These include: private versus public
control of research and development; the
patent problem, the loss of incentives to in-
vent if Government owns the patents or the
inevitable monopolies if they do not; the boon
or disease of centralized direction and decen-
tralized development; security, loyalty, and
the right to employment; the effect of con-
tracts on regional economic conditions; the
use of contracts to enforce laws (nondis-
crimination laws, for example) ; and the right
of Government to rigidly control industry
through contract provisions."
Here, in what may seem to some a highly
technical administrative function, is one
man's sense of excitement about the implica-
tions of what he is doing for society as a whole.
"~.VIOMENTOUS DEVELOPMENTS IN SCIENCE
AND TECHNOLOGY".
Take the tremendous field of national secu-
rity and the role of scientists in the work of
our armed services. Consider Tom Gill's reply.
Tom has had long experience in the recruiting
end of personnel administration for the United
States Navy. "Let me say," he writes, "that
recruiting people for the Federal service has
given me more satisfaction than any other
job I have ever had. I dislike being away
from my family, but I do enjoy selling the
Federal service. In fact, I was recently on
the Syracuse campus to recruit engineers,
mathematicians, chemists, and physicists.
"My first job," he continues, "in the Federal
Government was recruiting Management In-
terns for Navy. I recruited people who were
successful on the Management Intern portion
of the Federal-Service Entrance Examination,
n examination which presumably identifies
quality people with a potential for administra-
tion. Many of the students I interviewed had
attractive offers from other Government agen-
ies and from private industry. I tried to per-
uade them that Government was as interest-
ng and even more challenging than the busi-
ess world."
And bringing me up to date he wrote, "I a
now working for the Naval Ordnance Labora
tory in Silver Spring, Md. Part of my job a
present is to recruit scientists and engineers
for .the Laboratory. Incidentally, recruiting
technical people is much easier today than it
was a few years ago. Although higher salaries
are primarily responsible, the `new look' in
Washington is undoubtedly a factor."
Here is a man who finds extraordinary
meaning in life in the function of recruit-
ment-of fitting square pegs into square holes,
of matching the need for highly qualified
technical people to the supply of ambitious
young men and women who are looking for a
meaningful career in the public service.
Another alumnus, George Brannen, is also
concerned with one fascinating aspect of sci-
ence and technology in Government-the field
of .computers, cybernetics, automation, and
self-organizing systems as they apply to gov-
ernmental administration.
"A casual look at the field," he writes, "re-
veals that the United States Government is
the largest single customer for computing
power. Government now uses such equip-
ment- in 43 agencies, departments, or Armed
Forces units. Annual cost for fiscal year 1962
for this item is estimated. at almost half a
billion dollars, twice the amount ..spent in
fiscal year 1959. .Applications cover a wide
range, including all types of administrative
and scientific problems, medical diagnostics,
personnel research statistics, statistical stud-
ies, air traffic control, as well as tactical and
classified uses in the Department of Defense."
So writes George Brannen.
I NEED HARDLY REMIND the reader of the
almost indescribably complex functions which
must now be carried on in the Department of
Defense alone in providing for our national
security through missiles, seapower, and land-
power. And what is true of the military is
also true of the National Aeronautics and
Space Administration. In all of these en-
deavors automatic data processing machines
and various types of quantitative analysis
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challenge the very best of our mathematical
and technical minds. Our survival as a free
nation and the survival of freedom in the
world will depend in large measure upon the
speed of application of science and technology
to the momentous developments of the nuclear
and space age.
",ALSO SMALLNESS AND INTIMACY"
But if government is bigness and complex-
ity, it is also smallness and intimacy. Otto
Newman writes about the great satisfactions
of being the first town manager in a small
community-as he phrases it, "putting a
small shop in order"-watching the effect of
organizational effort pay off in improved gov-
ernmental services. And I can support Otto
Newman's conclusions from my own experi-
ence. I was once mayor of a small city, and
no job I have ever had contained greater
satisfactions or drew more totally on my
limited personal resources. Working with
others I built new schools, increased recrea-
tional facilities for young people, tore down
slums, developed a new civic center, estab-
lished aparking authority, contributed to the
solution of problems of juvenile delinquency
and social welfare, and helped to provide more
efficient continuing services of a community-
wide character. And the sense of excitement
that I had as mayor was shared by scores of
other city employees and volunteer citizens
groups.
OVERSEAS .ASSIGNMENTS WERE "REWARD-
ING" AND "GRATIFYING"
The excitement of overseas service is quite
impossible to communicate adequately. But
consider a statement by Bill Lawson, recently
Chief of the Public Administration Division,
Office of Education and Social Development,
Agency for International Development. Bill
Lawson writes, "The single most interesting
and rewarding job experience in my career
was the one in which I have just finished 6
years-a,s Chief of the Public Administration
Division in AID. I was the first incumbent
of the position, having taken it upon my re-
turn from a 2 years' tour overseas. I took it
at some sacrifice in salary and grade because
it appeared to me to offer great possibilities
for useful service and personal growth. It
fully met my expectations.
"The position, as you know, involved the
direction of a program of technical assistance
in public administration operating in 60 coun-
tries. The work was rewarding for a number
of reasons. It was in the field for which I
had been trained, and was international in
scope. It afforded frequent dealings with
leaders in the field-academicians, consult-
ing firm staffs, foundation and research insti-
tute leaders, foreign and American Govern-
ment officials at all levels, professional as-
sociation staffs and members at home and
abroad.
"One of the most satisfying elements of the
work has been the people in the program.
They are dedicated, have high professional
standards and competence, have idealism
tempered with realism, are endowed with a
certain amount of missionary spirit, and were
chosen among other reasons because they ex-
hibited empathy.
"We fought an up-hill battle in the head-
quarters, in our overseas missions, and in the
participating countries far recognition of the
importance of good administration to eco-
nomic and social development. We were able
to interest a number of universities in over-
seas operations. We succeeded in orienting
one professional organization to the world be-
yond our shores. We see some of our partici-
pants rising to responsible policy and admin-
istrative posts in their countries. Institutions
offering training in public and business ad-
ministration now exist in countries where a
decade ago the term `public administration'
hardly existed in the language."
And Lawson concludes, "In addition to all
the above, the position has enabled me to
travel extensively abroad, and as an old mer-
chant seaman this has been gratifying."
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A further illustrative story comes from Ford
Luikart-now on the senior staff of the Ad-
vanced Study Program at The Brookings In-
stitution, but formerly with a technical as-
sistance mission to Greece. Luikart writes as
follows: "Greece was the object of some of the
first efforts of the `Marshall Plan' organiza-
tion, then known as the Economic Coopera-
tion Administration. Greece had been sub-
jected to a cruel occupation during World
War II and the country was riddled by civil
war after liberation. The issue hung in the
balance as to whether Greece would fall to the
Communists or remain a free nation. Eco-
nomic assistance was essential. It was of
equal importance to help Greece reorganize
government services and personnel manage-
ment so that the aid offered could be used
most effectively. Accordingly, technical as-
sistance in establishing a modern civil serv-
ice system was invited by the Greek Govern-
ment and granted. by our Government. It was
for this purpose that I went to Greece in 1949.
"Modern Greece had never had an organized
civil service system. Government personnel
management was conducted under a myriad
of laws which applied to separate ministries.
There was no uniformity in .selection, com-
pensation, and general personnel manage-
ment standards; no central administrative
agency; and a vacuum existed in training and
personnel development.
"Working with a committee of reputable
officials appointed by the Greek Government,
we drafted a comprehensive civil service code
and obtained its adoption by the Parliament
within a .period of slightly over a year.
"This assignment brought me great per-
sonal satisfaction. Not only was there ac-
complishment in substance, but there also
were satisfactions growing out of association
with able people in the host country, exposure
to a new culture pattern with many attractive
features, and the opportunity to develop some
lasting friendships with Greek people.
"In a recent visit to Greece, I discovered
with satisfaction that the. new system is op-
erating. There has been improvement in
selection, retention, compensation, and dis-
cipline of employees. Some people hold the
view that the new personnel system has made
its contribution to the tremendous recovery
in Greece."
I could regale the reader with dozens of ex-
amples of this kind from the Department of
State, the Peace Corps, USIS, and AID. For
those who have an urge to have a part to play
in helping two-thirds of the world to achieve
economic development, good health, educa-
tion, and national and individual dignity, the
frontiers are endless and exciting. I remem-
ber afew years ago visiting the city of Ibaden
in western Nigeria. The only American of-
ficial in Ibaden at that time was a 28-year-old
graduate of Loyola College, Chicago. This
young man was officially the United States
Information Agency representative-working
on cultural and informational services which
were of importance far beyond the image
which they created of the United States. But
being the only American official in this city
of one million people, the young- USIA man
found himself a kind of consular officer, local
ambassador, and secular missionary rolled
into one. Who can judge the impact of his
life upon the society of Nigeria, or upon the
success of America's overseas operations?
"INCREASED MEANING AND JOY"
As a final illustration of the satisfactions of
public service, let me quote from a letter from
Elias S. Cohen of the Department of Public
welfare of the Commonwealth of Pennsylva-
nia. In describing the satisfactions of his
career he writes as follows: "Forced into
choices, I would say that from a personal
standpoint I enjoyed my job as assistant to
the Superintendent of Manteno State Hospi-
tal, Manteno, Ill:, above all others. Mental
hospital administration offers a learning op-
portunity not present in many other situa-
tions. It presents a microcosm of a commu-
nity-in my case a hospital of 8,000 beds and
1,400 employees. This experience brought me
into close contact with the ultimate consumer
of the service-the mental hospital patients.
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If I worked out a system for providing volun-
teer services or professional recreation, I could
see its results. If I worked out an improved
method of budgeting canteen funds, I could
see the results in new activities by patients.
If I developed new methods in case reporting,
I was close enough to the patients to know
what patients received different courses of
therapy because better reporting brought to
light new information."
And then he goes on to describe his present
work. "In terms of public interest, however,
my present position of Commissioner of the
Office for the Aging in the Department of
Public Welfare is, far and away, the most im-
portant. In this position I am responsible for
forging public policy in Pennsylvania with
reference to the aging population. I have
specific responsibility for developing a public
welfare program for the aging through local
county units and administering a small grant-
in-aid program to stimulate this local develop-
ment. In addition, my office is responsible for
licensing and supervising some 900 institu-
tions for the aged and chronically ill with
45,000 beds. This also involves the concomi-
tants of education, consultation, and develop-
ment of such facilities as well as education of
the public as to what should be expected in
the way of proper services."
It is difficult to imagine ajob-whose success-
ful prosecution could have a richer or more
soul-satisfying dividend-the giving of in-
creased meaning and joy to scores of thou-
sands of our aging population.
But public service involves more than the
career services of Government at home and
abroad. Public service includes politics, and
I could give you scores of examples of men
who have entered public service through po-
litical life and who have found uncommon
satisfaction in the public service aspects of
their political roles. However, the excitement
of politics is well known, so I have limited
the examples in this article to the excitement,
challenges, and rewards of our career services.
PUBLIC SERVICE HOLDS KEY TO THE FUTURE
OF MANKIND
What I have presented here is simply a tiny
sample of the vast range of opportunities open
to those who follow public service careers.
What do these illustrations add up to?
(1) An enormous sense of doing some-
thing important in the world-serving man-
kind, maximizing the effect of one's life on
behalf of others;
(2) Avast sense of challenge and crea-
tivity-a love affair with complexity and
the solving of riddles;
(3) An absence of any sense of being con-
fined or subordinated or bureaucratized-
instead, apositive sense of individual ful-
fillment on the job.
In what other line or lines of work can all
of these values be combined?
And all of this is in addition to the fact that,
by .and large, governments are good em-
ployers. Salaries are becoming increasingly
comparable to those in business and the pro-
fessions. A large number of top governmen-
tal positions draw salaries of $15,000 to $30,-
000 ayear. Retirement and other fringe ben-
efits are increasingly good. Advancement for
able employees is swift.
But these are not the true measures of
career satisfaction. The true excitement of
the public service is in the sense it gives of
living a full and creative and service-oriented
life. The job of government is to create the
good society-a society of peace, order, growth,
humaneness, joy, and freedom. No matter
what skills or aptitudes one may possess, they
can be used in the governing of men.
Why, in conclusion, should anyone aspire
to the public service? It is in the public serv-
ice that the future of mankind on this globe
will be determined most directly. To the pub-
lic servant will fall the responsibility of hu-
man survival; of social order; of aiding in the
maintenance of a productive and growing
economy here and abroad; of providing hu-
mane care for those who cannot cope by
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~Y~AT
themselves-the aged, the mentally ill, the
dispossessed, the destitute; of rebuilding our
cities; of remaking our institutions of public
education; in short, of providing the services
of civilization. Every level of government-
local, State, national, and international-has
a role to play and myriad opportunities for
one to play a meaningful role.
As one sorts out his own career possibilities,
I should like to refer him to some familar
words-slightly paraphrased
"... in order to form a more perfect union
of the world, to establish justice everywhere,
to insure domestic tranquility at home and
abroad, to provide for the common defense
of mankind, to promote the general welfare
of the human race, and to secure the bless-
ings of liberty to ourselves and our posterity
across the face of the earth, I do choose a
career in the public service."
This is not only a preamble to the good
society-it is a preamble to a rich, full, and
joyful personal life.
MIDCAREER TRAINING
The need for a formal training program for
employees at the midcareer level in the Or-
ganization has been recognized for some time.
After many proposals and considerable dis-
cussion, our highest officers determined that
promising midcareer employees should be
given an opportunity to extend their under-
standing of the Organization, of the Govern-
ment, and of international affairs. The prod-
uct of this determination is the new Midcareer
Program, of which the Midcareer Course is an
integral part.
Participants in the program are selected by
the Heads of Career Services, and are pri-
marily but not exclusively GS-13's. For each
employee selected, a program of training and
experience is planned, to extend over several
years. Each program is tailored to the indi-
vidual's needs, after a critical evaluation of
his experience and training and his probable
future development and responsibilities. The
program is subject to periodic review and
modification. It may involve internal or ex-
ternal courses which will increase the value
of the individual to his component and the
Organization, while at the same time offering
him maximum opportunity to develop his own
potentials.
The Midcareer Course is one basic element
of the Midcareer Program, and is designed to
develop the capacity of the students to assume
greater responsibilities. The six-week course
is divided into three major segments. During
the first two weeks the participants study the
work and responsibilities of all major com-
ponents of the Organization and some of the
problems of management. In the third and
fourth weeks the .scope of the course widens
to include study and discussion of the Gov-
ernment in its national setting, emphasizing
the making of policy, public and legislative
pressures on the policy makers, the handling
and allocation of the Government's money,
and other major aspects, both theoretical and
practical, of the development and direction
of national power. During the last two weeks,
prominent authorities and public figures ex-
press their views and lead discussions about
such major topics as the formulation of strat-
egy, developments in space technology, con-
flicts in the Communist Bloc, the movement
toward European union, and other important
trends in world affairs.
The first running of the Midcareer Course
began on 7 October. It will be repeated three
times each year, in the winter, spring, and
fall. Initially, thirty students will be enrolled
in each course on the basis of quotas estab-
lished for components; each group of thirty
will include employees from all the principal
components. One of the greatest values of
the course is expected to be the exchange of
viewpoints by employees representing the dif-
ferent types of work done in the Organization.
CONFIDENTIAL 7
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OBTAINING STUDENT LOANS
(This article, published in our Office of Train-
ing Bulletin, is of such widespread interest
that we reprint it here.)
Few parents today find themselves in such a
fortunate financial posture that the high cost
of a collegiate education can be managed ex-
clusively from resources on hand. Even in
those cases where scholarships or grants are
available, supplementary money is frequently
needed. One source from which to fill the
gap between students' financial resources and
the amount needed to obtain a college educa-
tion may be one of the student loan funds
which have been established in recent years.
Conditions of eligibility, rates of interest, and
repayment terms vary so widely that a careful
comparison should be made before commit-
ment to a particular student loan arrange-
ment. Consideration should be given to the
relative merits of seeking a student loan
through one of the funds available at a par-
ticular college, of obtaining educational fi-
nancing directly from a commercial bank, or
of using the services of the Credit Union.
Each has some advantages and some disad-
vantages.
NDEA LoeNs
For along-term loan, unquestionably the most
advantageous financial arrangement is under
the National Defense Student Loan Program.
As set up by the National Defense Education
Act of 1958, this program permits establish-
ment of student loan funds in eligible col-
leges which provide 10 percent from their own
sources to match the 90 percent made avail-
able by the Federal Government.
Before the NDEA program was instituted,
fewer than 800 colleges had any form of loan
plan, and in the early days of the new program
there was a tendency for only less well-known
colleges to participate in the loan provisions
of the 1958 Act. However, according to a
recent listing released by the Office of Educa-
tion, asizable group of prestige colleges has
joined the NDEA program (Harvard, Yale, and
Princeton among others) and the number of
participating colleges has grown to 1,520.
In colleges which have elected to participate
in the program, no student of demonstrated
ability is denied aid under the NDEA. The
law requires that special consideration in
selection of loan recipients be given those of
academic ability who express a desire to teach
or to those with superior capacity or prepara-
tion in science, mathematics, engineering, or
a modern foreign language; however, any full-
time student who is a U. S. citizen and who is
enrolled in a higher education institution in
the United States or its territories is eligible.
Under the program a student may borrow up
to $1,000 per academic year, up to a maximum
of $5,000 during the entire course of his higher
education. Whether the full amount of $1,000
or a lesser amount may be obtained in a given
year is determined by the college. The insti-
tution itself selects student recipients, ar-
ranges the loans, and is responsible for their
collection. Usually the ofpicial handling the
loan program is the Director of Admissions.
The only disadvantage of this plan is the
limitation on the amount of the loan in any
year. However, the advantages are so sig-
nificant that they may prove to be overriding.
For example, absolutely no interest accrues
prior to the beginning of the repayment
period and this period does not begin until
one year after the borrower ceases to be a full-
time student. During periods of military serv-
ice (up to a total of three years) no interest
accrues and no repayment is required. Inter-
est during the repayment period is at the rate
of three percent per annum. The repayment
period can be as long as 10 years. If a student
borrower becomes afull-time teacher in pub-
lic elementary or secondary schools, 10 per-
cent of the- loan (plus interest) is forgiven for
each academic year of teaching service, up to
50 percent of the loan. In the event of death
or permanent and total disability, the bor-
rower's obligation to repay is completely can-
celled.
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SB-25 CONFIDENTIAL
These easy conditions contrast with other
student loan funds, only a few of which for-
give interest repayment until education has
been completed (generally, these are state-
wide loans guaranteed by enabling legislation
passed by a particular state to facilitate the
flow of low-interest loans to student residents) ,
and many of which are set up for specific ,
academic fields or have other restrictions.
COLLEGE LOAN PROGRAMS
Next to the National Defense Education Act
loans, loans by the colleges themselves gen-
erally have the lowest interest rates and the
most generous repayment schedules. Loan
information should be requested by the stu-
dent when he writes to the college for a catalog
or other informational materials. To receive
a college loan, it is usual that need be demon-
strated. It is not uncommon for college loans
to be denied to students in the freshman year,
notwithstanding need.
Many colleges offer the services of Tuition
Plan Inc. for those parents who prefer to pay
tuition and other fees in equal monthly in-
stallments. The following plans are usually
available at the cost indicated:
One Year Plan (8 payments)-4% more than Cash Price
Two Year Plan (20 payments)-5% more than Cash Price
Three Year Plan (30 payments)-6% more than Cash Price
Four Year Plan (40 payments)-6% more than Cash Price
The two-, three-, and four-year plans include
Parent Life Insurance for qualified parents;
this coverage provides funds for the remaining
period of schooling covered by the contract if
the parent who has signed the contract dies.
CREDIT UNION LOANS
Borrowing at the Credit Union offers a few
advantages-the principal one being conven-
ience. Moreover, it does overcome the one
disadvantage of loans under the National De-
fense Student Loan Program-for educational
purposes the Credit Union will permit a
loan as great as $10,000. The rate of interest
on an educational loan is at the lowest Credit
Union rate, i.e., one-half of one percent a
month on the unpaid balance. To obtain a
Credit Union loan, the student involved plus
a parent or guardian must sign the note.
Unfortunately, Credit Union policy requires
repayment of the entire loan within a one
year period. Thus, it is of little benefit to the
parent arranging to finance a son or daughter
through successive years of education. How-
ever, there may be times of temporary need
when a relatively short-term loan makes sense;
in these cases the Credit Union plan may prove
simplest and most advantageous. It is pos-
sible, too, that a combination of loan plans in-
volving the Credit Union may prove valuable.
BANK LOANS
In some cases, local or hometown banks are
the best source of student loans, for repay-
ment arrangements are liberal, there is usually
insurance protection built in, and coverage
can be worldwide. Families with higher in-
comes why have adequate resources to pay for
educational expenses may find it prudent to
borrow from a commercial bank rather than
disturb annuities or investments. Further,
some of the commercial plans to finance edu-
cation cover attendance at any scholastic level
anywhere in the world up to limits of $10,000
for four or flue years' tuition. Interest costs
in some plans are higher than appear on the
surface.
A number of banks participate in the United
States Aids (USA) Funds program. To be
eligible for these funds, a student must have
completed his freshman year of college and
attend a college participating in the -USA
Funds program. A student may borrow up to
$1,000 a year and a combined total of $3,000.
Repayment starts within four months after
the student graduates and payments are
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CONFIDENTIAL SB-25
spread over 36 monthly installments. Appli-
cation is made through a college's student aid
official or hometown bank, If no hometown
bank participates, the Indiana National Bank
of Indianapolis handles loans for students at-
tending colleges which are in the USA Funds
program. Although the maximum charge is
six percent simple interest from the date of
the note, repayment of $3,000 by 40 months
after graduation can cost the student $663 or
roughly 22 percent of the amount borrowed.
The Assured College Education Plan, under
the Wheeling (W. Va.) .Dollar Savings and
Trust Company is good any place in the con-
tinental United States. Students having less
than two years of college remaining are not
eligible. The bank deposits with the college
at the beginning of each semester or term
whatever amount was agreed upon in the loan
program. Insurance protection costs depend
upon the age of the borrower. The interest
rate is five percent, figured at the time the
college is paid. There is a minimum monthly
repayment of $40 plus insurance and a small
service charge. Assuming payments start
when the student enters college and continue
until two years after graduation (72 monthly
payments) , the student will repay $4,633 on
a $4,000 loan.
The Insured Tuition Payment Plan is a pre-
payment plan. State Street Trust Company
of Boston serves as trustee of the funds.
Monthly payments begin before the student
enters college. For a plan that will pay the
college $2,000 a year for four years, for a
parent between 40 and 60, monthly payment
of $170-$175 for 48 months will cost about
4.6 percent of the total $8,000 required. Thus
this plan is much less costly than a number
of other commercial educational loans.
Much depends on where you obtain a com-
mercial loan. Costs on a loan of $4,000 re-
paid in 72 months could cost $579 in Illinois,
$911 in Michigan, $659 in West Virginia, $896
in Colorado, or $594 in Pennsylvania, taking
into account interest, insurance, and other
charges as well as restrictions on monthly re-
payment amounts.
ORGANIZATION LOANS
In addition to the student loan program of
the Federal Government, and the college
loans, state loans, and selected bank loans
mentioned, there is one other general loan
source-organization loans. Alumni groups,
church groups, corporations or business estab-
listments, local PTA's, veterans' organiza-
tions, labor unions, or service clubs often have
money to lend to college students, generally
requiring little or no interest. Some family
affiliation or identification with the group is
often required.
BUDGETARY OBLIGATIONS
Today our Organization is being pressed
from all sides to undertake new and broaden-
ing programs, to acquire increasingly varied
skills, to speed up the pace in technologically
advancing collection and analysis. Our re-
sources are far below the requirements we
have before us. Our space, even with a new
building, is far short of our needs. These
conditions dictate continous study of the way
we do business, a constant search for improve-
ment in our systems. Heavy responsibility
for this duty must naturally fall on support
offices. It is within this context that our
budget and fiscal ofpices also take on new
importance.
In the system of financial control-and very
little our Organization does is free from in-
volvement with money and with financial
controls-there are numerous techniques and
terminologies which reach into the daily ac-
tivity of the analyst, the case officer, the train-
ing specialist., the scientific technicians, and
so on. While these techniques are relatively
simple, they tend to be accepted by the non-
financial-and-budget persons as parasites on
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SB-25 CONFIDENTIAL
CPYRGHT
Does one exist ?
will probably remain in the. Government after
all the readers of .this article retire. The need
for obligations is established by law and tradi-
tion. For better or for worse, we were mar-
ried to-them when we joined the Federal Gov-
ernment.
Writing .obligations against appropriations
is like waiting checks against your bank ac-
count.. The funds authority should be avail-
able in advance; .the purposes should be legal;
the figures should be correct; the mistakes
should be settled promptly.
How can you tell a good obligation from a
bad-one? . A good obligation is called a valid
obligation. A collection of figures called ob-
ligations is useless if they are not valid-based
on law, facts, and logic.
What are -some of -the criteria for deciding
whether an order or some other action should
be recorded. as a .valid obligation? -Mere -are
four of the most common:
(1) Two parties make a written agree-
ment. This is equivalent to a contract in
business law. In case of current appropria-
time, as something to be left to someone else.
Nothing could be further from the truth. If
our objective of maximum use of resources is
to be achieved, the financial controls take
their place high on the list of things. all our
people should comprehend.
What is a budgetary obligation? Why
should we discuss it? Can we just ignore the
issue and hope it will go away? These are
perennial questions, and the answers are im-
portant to all employees in the Federal execu-
tive structure, especially those in the support
services. The first answer is that an obliga-
tion is an agreement to ..pay for property
ordered or services received. The .second
answer is that a recording of our obligations
is a common and useful tool for managing all
our Government business :.plans, operations,
reviews. The third answer is that the use of
obligations has been with us a long time and
CONFIDENTIAL ~`7
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CONFIDENTIAL SB-25
tions, the Government is then firmly com-
mitted by an actual obligation to pay for
the property or services ordered, upon de-
livery and acceptance. In case of future
appropriations, we are talking about an
estimated obligation for a planned order of
property or services.
(2) An order for certain property or serv-
ices has to be placed with another Govern-
ment agency (such as GSA) by law. The
amount of the GSA requisition can be re-
corded at once as an obligation.
(3) An order for supplies and services is
issued under emergency conditions. Your
station is caught in a civil uprising or nat-
ural disaster and you purchase rations at
the first available source.
(4) Employment and public utility serv-
ices (which are in accord with legal pur-
poses) can be considered as part of con-
tinuing contracts to do Government busi-
ness. For example, your salary should be
CPYRGHT
recorded as an automatic obligation of the
Organization at the beginning of each
month without any new agreement for you
to do work that month.
Do we have some obligations which don't
fit these criteria? Yes. The most important
exception arises in agreements where the out-
side party will not sign our documents. The
authorized Organization representative should
prepare an agreement that is as complete and
accurate as possible under the circumstances
and certify that he had such an oral agree-
ment with the outside party. In case of other
variants, you should consult your Budget and
Fiscal Officer or the Office of Finance about
the unusual obligations.
Why are obligation records certified? The
authority to commit the Government in the
amount of the proposed transaction should
be available before the agreement is approved.
After the agreement or order is approved, the
funds in the amount of the transaction are
reserved for that purpose alone. Internally
the managers need to know exactly how much
has been obligated and is, therefore, already
tied up and not available for new operations.
Externally the President and the Congress
need to know how much actual money the
Treasury maybe expected to collect from taxes.
or bonds and hand out later because of these
reported. obligations.
What do we do about changes in obliga-
tions?
(1) If the whole agreement is canceled
by both parties, we cancel the obligation
and the funds authority can be used for
some other agreement provided the fiscal
year .has not ended.
(2) If the amount of the agreement is
increased and we still have some unobli-
gated current funds authority, we increase
the obligation.
(3) If the amount of the agreement is
decreased, we decrease the obligation and
release the difference for another use if we
are still in ..the same fiscal year.
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(4) If the agreement doesn't meet the
legal tests or does not qualify as an excep-
tional case, there is no valid obligation and
the transaction should be canceled. If pay-
ments have already been made, we may have
a problem of illegal expenditures, calling for
collections or refunds.
(5) Doubtful cases, especially those with
questionable or nonexistent agreements and
estimated instead of known figures, should
be settled with the Office of Finance
before the period of obligation ends. Each
year the oflicial obligation figures are sent
to the Director for certification to the Con-
gress..
If you have a good agreement and a valid
obligation, you know your affairs are under
control. If you are not sure of your basic
agreement -and are not sure of the validity or
amount of your obligation, you can be sure
your affairs are out of control. Where do
you stand?
CPYRGHT
CONFIDENTIAL 13
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SEAT BELTS: SAFE OR HAZARDOUS?
Should your family use seat belts for safety
on the highway-or even when going down-
town for groceries?
There have been conflicting reports and
claims. Motorists today are confused; they
don't know whether they should install belts
or not. You may have heard drivers say they
feel safer without belts. Others say they have
them but don't use them all the time. Still
others say they never venture out without
buckling their belts.
What can the thoughtful motorist who
wants to protect his family believe? What
are the facts?
A Cornell Medical College team has come
up with answers about what happens to belt
users. These answers are of great importance
to you.
The Cornell "Automotive Crash Injury" re-
search project put no less than 20,000 auto
wrecks under the microscope, so to speak.
They have been able to work with careful and
detailed reports, thanks to the police and
doctors of 22 safety-minded States.
The important thing is: 714 of those wrecks
have involved seat-belt owners.
The Cornell project is sponsored by the
United States Public Health Service, the De-
partment of Defense, the Ford Motor Com-
pany, and the Chrysler Corporation. Here is
how Dr. John O. Moore, director of the project,
now answers some of the questions that have
worried motorists:
Can a seat belt trap me and cause my death?
Careful study indicates this is unlikely.
You can be trapped in your car by wreckage.
Or you can be trapped because you are
knocked unconscious. Your seat belt reduces
the force with which you hit anything, and
thus tends to keep you conscious.
But isn't it safer to be thrown out of a wreck?
This is a catchy idea and many people be-
lieve it. There will always be freak accidents
in which people are thrown out and land on
soft sod or mud or snow and live. Some sur-
vive even when thrown on hard pavement.
But the IBM machines which store up ac-
cident statistics for Doctor Moore give this
answer:
You are five times more likely to be killed
if you are thrown out of your car.
But suppose a soft-top convertible upsets.
Aren't you apt to be dragged under it -and
killed?
One of the first deaths to a seat-belt wearer
involved a convertible that upset in Michigan.
Critics said : "If that man had not been wear-
ing abelt he might have been thrown clear
and lived."
This can happen, of course. You must
make a mathematical. choice if you own a con-
vertible. A convertible is no different from
any other car in its tendency to roll over. All
cars roll over about once in every five injury-
accidents, Doctor Moore has found. He adds
"A rollover in a canvertible can be dangerous
with or without belts. You can be killed by
being thrown out, or by having the car roll
over you."
The thing. to remember, Doctor Moore says,
is: most accidents do not involve rollover. In
a convertible there is much greater danger of
being pitched over the windshield or over the
side. You must. decide: if you don't have a
belt, you. may be killed by being thrown out
or by being crushed under your car if it rolls.
If you do have a belt, you are well protected
against being thrown out and you may or may
not be killed if your car rolls over.
Suppose your belt breaks?
A good belt will stand 3000 or 4000 pounds
pull from your body. Only about two in every
100 belts break in wrecks. In a severe crash
(45 m.p.h. or over) your belt may break; but
it has already done its job and you "land"
with a ton and a half less force than if you
hadn't worn a belt.
In North Carolina two troopers chased a
reckless driver. At 70 m.p.h. their car slammed
head-on into aculvert-almost sure death.
The trooper at the wheel unbuckled his belt
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and climbed out. The other trooper's belt
broke. But it had done its work and he
walked away. ,
Let's face it; can't the belt itself injure or kill
me?
If you fail to keep it snug, you could slide
down and it might choke you. Doctor Moore
has found no cases in which this has hap-
pened, however.
He has found that belt-wearers do suffer
some lower torso injuries which may (or may
not) have been caused by belts. But among
motorists who don't wear belts, such injuries
occur six times as often.
Some drivers think a belt pulls back across
the tender abdomen. It does not. If kept
properly snug, it pulls down and back across
pelvis and hips, which are strong.
I've heard a belt can send a pressure wave
through the body and burst blood vessels in
the heart or brain.
This idea has been put forth. Neither the
Cornell team nor the Air Force (in many
tests with humans) has found it happens.
Doctor Moore has made another finding:
belts sometimes help you retain control in a
minor crash. Without a belt, you might be
knocked away from the wheel and brake.
Suppose my car catches fire. Can I get out
in time?
Only two cars in every 1000 burn after ac-
cidents, Cornell finds. But even if yours
should, tests by Connecticut State Police show
it only takes one second longer to -get out of
a car if you are wearing a belt. These tests
were made with cars in normal, upright posi-
tions, but Doctor Moore says loosening a belt
in any position takes only a second or two.
Do you need rear-seat belts?
If people regularly use your rear seat, yes.
In a bad head-on crash, the rear seat pas-
senger lands harder due to a curious bit of
accident mathematics. In the split second
after a 40 m.p.h. crash, the front seat pas-
senger hits while the car is still moving at
25 m.p.h. By the time the rear passengers
come sailing through the air the car has
slowed to 10 m.p.h. Hitting the dashboard
then is more like hitting a fixed object.
Won't my front seat passenger's head hit the
windshield?
Without a belt, your passenger may go right
out through the windshield, after his head
smashes into the steel "header strip" above
it at, say 40 m.p.h. With a belt, his head may
still hit the header strip or windshield or
dash panel, but in all these contacts his head
hits with greatly reduced force because the
belt has checked his forward speed. He may
be injured but he stands less chance of critical
injury or death, the Cornell experts say.
If I am driving, what happens to me?
You are helped several ways : (1) the belt
reduces the force with which you hit the steer-
ing column; (2) it also helps prevent a serious
injury: collision of the knees with the dash-
board. If the knees hit, the femur (upper
leg bone) is often driven back to shatter the
pelvis. This type of injury often heals slowly
or imperfectly.
Are belts uncomfortable?
The feeling among many motorists is that
they add tremendously to your comfort. A
wife riding with her husband no longer has
to shift and brace on every turn. The belt
supports her.
Is it true that you are "60 percent safer" with
seat belts?
That's what the Cornell study shows; you
are 60 percent less likely to have an injury of
any sort. Don't let this obscure the finding
that if you wear a belt you are many times
less apt to be thrown out, and are 50 percent
less likely to be killed. Being thrown from
your car is the great killer.
A seat belt is a stop-gap means of diminish-
ing the damage done in accidents, until some-
thing can be done about the real problem,
which is eliminating the accidents themselves!
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CONFIDENTIAL SB 25
HOME SERVICE TRANSFER ALLOWANCE
Support Bulletin No. 24, issued in August
1963, contained an article about the Home
Service Transfer Allowance which has been
brought into question at headquarters be-
cause the language in certain passages, if read
out of context, might lead to misunderstand-
ing. To eliminate the possibility of confusion
in the interpretation of the article which ap-
peared in Support Bulletin No. 24, that article
has been rewritten here.
As specified in the Standardized Regula-
tions (Government Civilians, Foreign Areas)
the purpose of the temporary lodging portion
of the Home Service Transfer Allowance is
"to assist in alleviating extraordinary, neces-
sary and reasonable expenses, not otherwise
compensated for, incurred by an employee in-
cident to establishing himself at a post of as-
signment in the United States between assign-
ments to posts in foreign areas." (Emphasis
supplied.) The regulation goes on to say
that "the grant, or grants, may cover the
period during which the employee, or a mem-
ber of his family, incurred expenses for tem-
porary lodging at his post within a time range
beginning 30 calendar days prior to the em-
ployee's entrance on -duty and ending 30 cal-
endar days after his entrance on duty."
(Emphasis supplied.)
The period of eligibility for the Temporary
Lodging Allowance (TLA) is based upon the
date of the employee's entrance on duty
(EOD) at his domestic post of assignment
and not his arrival in the area. In other
words, even though an employee may be in
the Washington area in a leave status, the
eligibility period for his TLA cannot be es-
tablished until he has reported for duty.
Merely telephoning or "dropping in" at head-
quarters is not .sufficient action to establish
an `.`entrance on duty" date. The employee's
status must officially change from a travel or
leave to a duty status and that change must
be officially documented by the appropriate
administrative officer. A subsequent return
to an authorized leave status would not
change the officially established EOD date.
TLA may be allowed only for temporary
lodging occupied within the time limits pre-
scribed in the Standardized Regulations (30
days before or after entrance on duty, not to
exceed a total of 30 days for an employee with
dependents or 15 days without dependents) .
Temporary lodging expenses incurred prior to
30 days before an employee's EOD date or
after 30 days subsequent thereto are not re-
imbursable. Examples:
(1) Mr. A returned to the headquarters
area from the field on 1 October 1962 and
immediately moved into a motel. He spent
the next 15 days searching for a home.
On 15 October, Mr. A moved into permanent
quarters, his home.. He continued on leave
and then reported for duty on the 15th of
November and filed a claim for the period
from 1 October to 15 October. This claim
cannot be approved for payment because
the period during which he occupied tem-
porary quarters was before the 30-day pe-
riod of his eligibility, October 15-Novem-
ber 15.
(2) Mr. B and his dependents returned
from the field on 1 October 1962. He took
a portion of his home leave at his home
leave point outside the Metropolitan area of
Washington, perhaps in Montana, for ex-
ample. He returned to Washington on 20
October and rented a motel room until he
moved into permanent quarters on 12 No-
vember. He reported for duty 15 Novem-
ber. He is eligible for the TLA for the pe-
riod 20 October-12 November since the
period falls within the 30-day limit pre-
scribed by the Standardized Regulations,
based upon his EOD date.
(3) Mr. C and his dependents returned
to the Washington area from the field on
1 October 1962. He and his family lived
with a friend while searching for perma-
nent quarters. He moved into permanent
quarters on 27 October 1962. Mr, C re-
ported far duty on 30 October 1962 and
filed a claim far the period 1 October
through 26 October. Organization regula-
tions provide far reimbursement, although
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SB-25 CONFIDENTIAL
at a reduced rate because noncommercial
lodgings were used, as the period of the
claim falls within the limits of the Stand-
ardized Regulations based upon the EOD
date.
(4) Mr. D and his dependents returned
to the Washington area from the field on
15 October 1962, and moved immediately
into a motel while waiting for his house to
become available. He entered on duty at
headquarters on 22 October, and was then
authorized to return to a leave status. He
occupied permanent quarters on 1 Novem-
ber. Upon his return to duty on 1 Decem-
ber he filed a claim for TLA covering the
period 15 October-1 November. His claim
was allowed because he had reported to his
new post on 22 October, well within the
30-day time limit.
COMPUTERS HUNT TAX DELINQUENTS
Electronic tax collectors have come to
Washington to sniff out delinquents. In
Maryland, the State Income Tax Division dug
up 22,076 taxpayers in the last fiscal year
who didn't send returns to Annapolis. The
missing taxes date as far back as 1945. And
in Virginia, officials collect at least $2 mil-
lion ayear in unpaid taxes, primarily on per-
sonal income. Electronic computers in the
District of Columbia turned up 100,000 tax-
payers for the "compliance and discovery
unit" to check on. These were people who
filed Federal tax returns, but not District
returns, from Washington addresses. While
the list undoubtedly contains many who don't
have to pay District income taxes for one
reason or another, 46,999 notices about the
apparent discrepancies had been sent out by
the end of August and 5,332 taxpayers re-
sponded with $112,000. The names of some
16,000 taxpayers who didn't respond to initial
notices in the last fiscal year were sent to the
Enforcement Division. This Division sends
a bluntly worded notice that concludes:
"Avoid further collection action-pay today,
now." For those who still don't pay, the Di-
vision follows up by slapping liens against
their real estate holdings in U.S. District
Court. If that doesn't work, the Chief of the
Enforcement Division signs a "notice of levy"
that allows seizure of bank accounts, wages,
or any salable property that will satisfy the
tax bill.
Of the 22,076 notified in Maryland last year
about their failure to file returns, many actu-
ally owe no taxes, but tax agents keep after
them to make sure. The number of those fail-
ing to file returns, however, has been steadily
dwindling, indicating that more and more are
becoming resigned to paying up promptly.
Auditors of the Maryland Income Tax Divi-
sion also collected $3,013,402 in the last fiscal
year from 4,761 taxpayers who didn't pay
enough. Maryland officials don't bother with
real estate liens as a first step. Instead, they
go straight for the wages, then whatever prop-
erty and holdings they can find.
Virginia tax officials rely primarily on liens
against wages, bank accounts, and other
assets. Then they resort to civil lawsuits or
tax warrants directing the sale of real
estate owned by hold-out taxpayers. City
and County tax officials in Virginia also crack
down periodically by hauling residents into
court on criminal charges of willful failure to
file returns. The courts generally levy no
more than $100 fines.
All three jurisdictions can levy financial
penalties for failing to file returns in time.
Actual criminal prosecutions are rare because
tax officials feel they are able to get- entirely
satisfactory action through one or the other
of the several devices available to them fvr
collections. It is unlikely that you will be
sent to jail for local income tax evasion, but
sooner or later you will have to pay up.
CONFIDENTIAL ~ 7
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CONFIDENTIAL SB-25
CPYRGHT
WATCH YOUR LANGUAGE!
by Theodore M. Bernstein
Assistant Managing Editor,
The New York Times
point." Therefore, use "center on" or "center
i_n," but not "center around."
(Cribbed from the Reader's Digest)
How well do you use .words? When you
talk, write a letter or .compose a memo to the
boss, do you say what you mean? If you
think you do, look at the following common
errors culled from the pages of The New York
Times, a newspaper noted for the excellence
of its literary standards. These editorial
slips were collected-and commented on-by
Mr. Bernstein in Winners $z Sinners, "a bul-
letin of second guessing" that he issues to his
colleagues from time to time as a spur to what
he whimsically refers to as "accurasy."
Advance Planning. "With a little advance
planning, culinary chores for Easter can be
simplified." Planning is the laying out of a
future course; "advance" is therefore super-
fluous.
Another. "New York's public schools will
greet their 890,700 boys and girls today .. .
another 331,000 will attend the parochial
schools." "Another" means "one more of the
same kind." Thus, "another" would be cor-
rect here only if the second figure were the
same as the first figure. Why not use "more"?
As the Crow Flies. "Karachi, Pakistan, is
2300 miles from Ankara, Turkey, as the crow
flies." This once shiny figure of speech ante-
dates aviation days and is mighty tarnished
now. Why not "by air"?
Bring to a Head. "The matter was brought
to a head last Monday." This is not only a
cliche but a repulsive one. To bring to a
head means to suppurate, or cause pus to form.
By Means of. "The spindle is rotated by
means of a foot pedal." Generally, "by'' will
serve nicely for "by means of."
Center. "The strikers' grievances center
around vacation provisions." The verb "cen-
ter" means "to be collected or gathered to a
Chain Reaction. "Jackie Gleason's unre-
hearsed fall set off a chain reaction of thou-
san s o oca an ong- is ante a ep one
calls." "Chain reaction" does not mean a
great quantity; it means a process in which
a cause produces an effect that in turn be-
comes acause, and so on.
Claim. "Mr. Casper claimed that a college
degree was a business necessity." "Claim"
should not be used as a synonym for "say,"
"assert" or "declare" except when there is at
issue an assertion of a right or title.
Collision. "Mr. Crotty was changing a tire
when a second car smashed into his auto-
mobile. The collision ruptured the gasoline
tank." When two things collide, they strike
against each other; both are in motion. No
collision here; it was the "crash" or the "im-
pact."
Comprise. "He gave the names of four books
that comprised the body of Roman civil law."
"Comprise" means "contain, embrace, include,
comprehend." Thus, the whole comprises
the parts, but not vice versa. What is wanted
here is "compose," "constitute" or "make up."
Continually. "When McSorley's finally closes
its swinging doors, the oldest place in town
that has been continually in the business will
be Pete's Tavern." The word here should be
"continuously." "Continual" means over and
over again; "continuous" means unbroken.
Dilemma. "The question is basically the com-
mon suburban dilemma: Should construction
of apartments be allowed in former one-family
areas?" A dilemma is a situation entailing
a choice between two distasteful alternatives.
There was no suggestion here of such alter-
natives. Use "problem" or "predicament." .
Flaunt. "Secretary Dulles charged the South
Korean government with `unilateral action'
flaunting the authority of the United Nations
command." "Flaunt" means to wave or to
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SB-25 CONFIDENTIAL
make a boastful display. "Flout," which the
writer had in mind but couldn't quite reach,
means to treat with contempt.
Fortuitous. "So Tobin wound up with the
Lions, who already had an ace quarterback
in Bobby Layne. Never was a more fortui-
tous deal made." "Fortuitous" means "hap-
pening by chance"; it does not mean for-
tunate.
Founder. "The schooner foundered and ap-
parently sank in heavy seas." If it foundered,
it sank-because that's what "foundered"
means. The word has abuilt-in sink.
Infer. "Was I attempting to belittle a great
American writer when I inferred that Moby
Dick is overstuffed?" To infer is to deduce;
to imply (which is here the intended mean-
ing) is to signify or to hint.
In Order. "The United States and France
have invited Yugoslavia to send a military
mission to Washington in order to discuss
defensive planning." Delete "in order," unless
you are being paid by the word.
Less. "He could get even less games than did
Hoad." The general rule is to use "less" for
amount and "fewer" for number.
Livid. "Provoo's face became livid. He leaned
forward, banged his fist on the witness box
and shouted." "Livid" means either black-
and-blue or the color of lead. It does not
mean vivid or red.
Masterful. "In a masterful display of sea-
manship...." The distinction in good current
usage between "masterful" (imperious, domi-
neering) and "masterly" (skillful, expert) is
worth preserving.
Pinch Hitter. As a synonym for "substitute"
or "replacement," the phrase is a weary
cliche. In addition, it usually is misused. In
baseball, of course, a pinch hitter is a player
sent to bat because his manager believes he
will do a better job in the circumstances than
the man he is replacing. A tenor hastily
inserted in the cast to replace a singer who is
~RGHT
indisposed is not a "pint - i mg enor.
is not expected to do as good a job as the miss-
ing star, much less a better one.
Preparatory. "As the former Far Eastern
commander reviewed his service in the Orient
preparatory to leaving for Paris ..." The re-
view in no sense prepared him for his depar-
ture; what the writer meant was simply "be-
fore."
Ravishing. "Elm Beetle Infestation Ravish-
ing Thousands of Trees in Greenwich." In-
sex? Keep your mind on your work. The
word you want is "ravaging."
Reason ...Because. "He said the reason he
had broken down was because his mother had
died two days before the hearing." "Reason"
and "because" have the same connotation.
Eliminate one or the other.
True Facts. "No matter what the true facts
of the situation are...." Delete "true"; there
are no such things as false facts.
-Wise. "Saleswise, the new candies are doing
well." Slapping the suffrix "-wise" onto words
promiscuously and needlessly is, at the mo-
ment, afad. Help stamp it out.
TO OIJR READERS
If there's something of general interest you
would like to hear more about, or some sup-
port subject you think might be clarified or
more fully explained by an article in the Sup-
port Bulletin, the editors will be glad to re-
ceive your ideas and suggestions.
Or if you have the time and the inclination
to write an article, we will be happy to have
your contributions.
Contributions and suggestions from the
field can be sent through regular correspond-
ence channels.
CONFIDENTIAL ~ 9
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CONFIDENTIAL SB-25
PAY BILL
John W. Macy, Chairman of the Civil Serv-
ice Commission, appeared before the House
Post Office and Civil Service Committee in
August in support of the President's plan to
give an additional flue hundred million dol-
lars in pay raises next January 1 to Federal
employees. The White House released its
recommendations for higher executive salaries
which were made by an advisory panel of
citizens headed by Clarence B. Randall, a
retired steel executive. The recommendations
proposed salary rates as follows : Cabinet
Members, $50,000; Deputy Secretaries of De-
fense and State Departments and Heads of
the most important agencies such as National
Aeronautics and Space, $45,000; other Cabi-
net Under Secretaries, Chairmen of regulatory
agencies, and Heads of large agencies, $40,000;
Assistant Secretaries, Regulatory Commission
members, Deputy Heads of large agencies,
Heads of certain agencies and outstanding
Bureau Chiefs, $35,000; Administrative As-
sistant Secretaries, Chiefs of major Bureaus,
and highest level staff, $33,000; and Heads
and Board members of smaller agencies, and
Deputy Heads of other agencies, $30,000.
Salaries of the Vice President and the
Speaker would be advanced to $60,000 and
their present allowances of $10,000 each would
be increased to $15,000. Members of Congress
would receive $35,000, of which $5,000 would
be deductible from income taxes to offset liv-
ing expenses. It was also recommended that
Members be given allowances up to $50 a day
to finance official business trips, and that they
be allowed additional trips back to their home
States to conduct public business.
The report recommends a salary of $60,500
for the Chief Justice of the Supreme Court;
$60,000- for Associate Justices; and $45,000 for
Judges on the Courts of Appeals, Court of
Military Appeals, Court of Customs and Pat-
ent Appeals, and the Court of Claims.
Randall called on businessmen everywhere
to support the recommendations, which he
said were in the interests of the country and
also in their own interests. He said it didn't
make good sense for the School Superintend-
ent in Chicago to be paid more than double
the salary of the Secretary of Health, Educa-
tion, and Welfare, and for the head of a foun-
dation interested in national affairs to be paid
more than the Secretary of State. The panel
concluded that Uncle Sam is at a competitive
disadvantage with state and local govern-
ments in attracting men and women to the
Federal service. A partial check revealed that
more than 1,000 persons in state and local
governments are paid $25,000 to $60,000,
which is more than Members of Congress and
as much or more than Cabinet members who
get $25,000.
The President's supplemental plan would
provide an average increase of 4.7 percent for
the 1.1 million classified and. related employees
and 3.2 percent for the 590,000 postal workers.
Chairman Macy said the additional increases
were needed to make effective the salary com-
parability law which Congress approved a year
ago. Macy emphasized that the pay sched-
ules conform squarely with the principles and
policies expressly laid down by the law of the
land and he flatly opposed any changes in
them as has been proposed by Committee
members. He stressed that the plan is a
matter of equity for employees by pointing
out that Congress has assured employees that
their salaries would be brought into line and
kept in line with general national salary levels,
and that simple equity demands that this
promise be carried out.
At the national convention of the National
Association of Rural Letter Carriers, held in
Pittsburgh on 15 August 1963, Representative
Arnold Olsen of the House Post Office and
Civil Service Committee told the convention
that at least 15 of the 25 committee members
are ready to vote for legislation to give Fed-
eral employees a supplemental pay raise next
January 1.
Early in September Representative Morris
K. Udall (Democrat-Arizona) introduced a
bill that would raise the salaries of Members
of Congress from $22,500 to $35,000 and pay
the Speaker of the House of Representatives
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SB-25
25X1A
$50,500 next January 1. Cabinet officers
would be raised from the present $25,000 to
$40,000. The Administrators of the Housing
and Home Finance Agency, Space Agency,
Bureau of the Budget, and Veterans Admin-
istration would receive $38,500, as would the
Directors of Central Intelligence and the FBI.
The Deputy Postmaster General, Deputy At-
torney General, and various Under Secretaries
would get $36,500.
The bill would spotlight nepotism by requir-
ing any official who recommends a relative for
appointment, employment, or promotion with-
in his department to make the recommenda-
tion and relationship a matter of public record.
This rule would also apply to Congress.
Representative Udall is also sponsoring the
administration-approved pay bill for classified
and postal workers. It would give them irl-
creases of 4.7 and 3.2 percent respectively, in
addition to raises already approved for Jan-
uary 1. He previously told classified and
postal employee union leaders that he saw
very little hope that the $20,000 Federal salary
ceiling can be broken unless congressional pay
is also raised. His earlier bill provides a $25,-
500 salary for classifieds and $22,445 for top
postal employees.
REVISED TRAVEL REGULATIONS
The Organization travel regulations (HR
- recently have been extensively re-
vised. To the extent feasible, the revised regu-
lations have adapted for the use of the Organ-
ization various provisions of the Foreign Serv-
ice Travel Regulations not heretofore part of
the Organization's travel regulations. The re-
vised regulations will be effective for all travel
and transportation of personal effects begun
on or after .l6 December 1963; however, pro-
vision is made for the former travel regula-
tions to apply to commitments made before
that effective date.
The major changes embodied in the new
regulations are:
1. They provide specifically for rest and
recuperation travel for employees and
their dependents.
2. They change the formula for comput-
ing constructive cost for indirect travel
so that it is based on (a) the class of
travel authorized and mode (surface
or air) authorized and actually used,
and (b) a comparison of the total ac-
tual costs of indirect travel with the
total costs that would have been in-
curred if travel had been by a usually
traveled route.
3. They make provision fora 24-hour stop-
over in cases of extended air travel.
4. They set forth new Organization policy
placing greater restrictions on travel
by foreign airlines.
5. They specify more extensive mandatory
requirements for the use of less than
first-class air accommodations, within
the United States, between the United
States and designated points abroad,
and on trips of eight hours or less be-
tween overseas points.
6. They provide a simplified method for
computing per diem on the basis of
a whole day rather than a quarter
day for travel outside the continental
United States.
7. They eliminate the provision requiring
per diem for children under 11 years of
age to be computed at one-half the rate
for adults.
8. They provide that per diem for air
travel shall be based upon the rate ap-
plicable to the destination point rather
than fixed at $6 per day.
9. They provide a new schedule of weight
limitations on the shipment and stor-
age of personal effects.
10. They deny education and medical travel
to PCS employees and dependents sta-
tioned in Alaska and Hawaii.
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CONFIDENTIAL
PROPOSED INCOME TAX CUT
By a vote of 19 to 4 on 14 August 1963, the House Ways and Means
Committee voted to cut personal income tax rates for most Americans
by an average of 15.5 percent. It also voted to reduce corporate taxes
by an estimated 2.1 billion dollars annually. Individual income tax rates
approved by the committee are reduced to a range of from 14 to 70 per-
cent of taxable income from the present rate of 20 to 91 percent, with
2/s of the cut coming next year and the rest in 1965. Charts comparing
income tax rates are shown below.
How Tax Rates Compare
PRESENT AND PROPOSED INDIVIDUAL INCOME TAX RATES
TAXABLE INCOME PER
CENTAG
ES
Single person
Married (joint) Present
1964
1965
$0 to $500 .........
$0 to $1000 ..........
20
16.0
14
$500 to $1000 ......
$1000 to $2000 ......,
20
16.6
15
$1000 to $1500 .....
$2000 to $3000 .......
20
17.5
16
$1500 to $2000 .....
$3000 to $4000 .......
20
18.0
17
$2000 to $4000 .....
$4000 to $8000 .......
22
20.0
19
$4000 to $6000 .....
$8000 to $12,000 .....
26
23.5
22
$6000 to $8000 .....
$12,000 to $16,000 .....
30
27.0
25
$8000 to $10,000 ....
$16,000 to $20,000 .....
34
30.5
28
$10,000 to $12,000 ...
$20,000 to $24,000 .... ,
38
34.0
32
$12,000 to $14,000 ...
$24,000 to $28,000 .....
43
37.5
36
$14,000 to $16,000 ...
$28,000 to $32,000 .....
47
41.0
39
$16,000 to $18,000 ...
$32,000 to $36,000 .....
50
44.5
42
$18,000 to $20,000 ...
$36,000 to $40,000 .... ,
53
47.5
45
$20,000 to $22,000 ...
$40,000 to $44,000 .....
56
50.5
48
$22,000 to $26,000 ...
$44,000 to $52,000 .....
59
53.5
50
$26,000 to $32,000 .. ,
$52,000 to $64,000 .....
62
56.0
53
$32,000 to $38,000 ...
$64,000 to $76,000 .....
65
58.5
55
$38,000 to $44,000 .:.
$76,000 to $88,000. ...
69
61.0
58
$44,000 to $50,000 ...
$88,000 to $100,000 ....
72
63.5
60
$50,000 to $60,000 ...
$100,000 to $120,000 ...
75
66.0
62
$60,000 to $70,000 ...
$120,000 to $140,000 ...
78
68.5
64
$70,000 to $80,000 ...
$140,000 to $160,000 ..
81
71.0
66
$80,000 to $90,000 ...
$160,000 to $180,000 ...
84
73.5.
68
$90,000 to $100,000 ..
$180,000 to $200,000 ...
87
75.0
69
$100,000 to $150,000
$200,000 to $300,000 ...
89
76.5
70
$150,000 to $200,000.
$300,000 to $400,000 ...
90
76.5
70
$200,000 to $300,000.
$400,000 to $600,000 ..
91
77.0
70
$300,000 to $400,000
$600,000 to $800,000 ..
91
77
0
70
$400,000 and over ...
$800,000 and over .....
91
.
77.0
70
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SB-25 CONFIDENTIAL
For an Average Family
MARRIED TAXPAYER WITH 2 DEPENDENTS, WITH
TYPICAL AVERAGE ITEMIZED DEDUCTIONS
Adjusted gross income Present President's Adopted
(wages and salaries only) law program program
Tax Payment
$5000
....................
300
245
235
$7500
....................
720
596
576
$10,000
....................
1196
1014
994
$15,000
....................
2213
1908
1875
$20,000
....................
3410
2952
2884
$30,000
....................
6420
5570
5416
$50,000
....................
14,576
12,690
12,369
Percent decrease from present rates
$5000
....................
...
18.3
21.7
$7500
........ ...........
...
17.2
20.0
$10,000
....................
...
15.2
16.9
$15,000
....................
...
13.8
15.3
$20,000
............. ......
...
13.4
15.4
$30,000
....................
...
13.2
15.6
$50,000
....................
...
12.9
15.1
Tax as percent of adjusted gross. income
$5000
....................
6.0
4.9
4.7
$7500
....................
9.6
7.9
7.7
$10,000
....................
12.0
10.1
9.9
$15,000
....................
14.8
12.7
12.5
$20,000
....................
17.1
14.8
14.4
$30,000
....................
21.4
18.6
18.1
$50,000
.........?..?~~~~~~~
29.2
25.4
24.7
The bill passed the House in substantially the form in which it was
introduced and has been sent to the Senate where the action is expected
to be deferred, possibly until the next session.
CONFIDENTIAL 23
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SAFETY FOR WOMEN
Numerous attacks on women at home alone
or walking alone on the streets are prompting
police to issue advice on safety precautions a
woman can take.
The following tips are from a pamphlet by
the New York City Police Department for
women of that city, but they also apply else-
where
Notify police promptly of any suspicious
person loitering near your home or on routes
you ordinarily take. At night, walk where
it's well lighted.
If awakened by an intruder, don't try to ap-
prehend him-he might be armed. Don't
panic. Lie still, observe carefully. At the
first chance, call police.
Never open the door automatically when
there's aknock-insist that callers identify
themselves. Install a peephole window in the
door.
At night, double lock your door and use a
chain lock, too. Equip your door with a lock
that has a "dead bolt" as well as a spring lock.
Put locks on windows that will make them
secure even when partly open.
In case of burglary while you're out, don't
enter the house if the door has been forced.
Go next door and call police.
If threatened by a robber, do as you're
told. Observe him closely.
Don't put keys under mats, or in a mailbox
or other receptacle by the door.
I f you Zose your door key, have locks changed
promptly. Keep your door locked at all times.
Some burglars make a career of finding open
doors.
Employ servants only on recommendation
and after investigation.
When you go away, do it quietly. Be sure
that deliveries of milk and newspapers are
halted in your absence. Don't leave notes
outside.
Don't flash sums of money in public places.
Money and valuables belong in the bank. If
you must keep them at home, don't display
them.
When shopping, don't leave your purse Zyinq
on a counter. Hold on to your shoulder bag
at the lock. In a theater, keep your bag in
your lap.
In addition to these tips, New York police
urge this : If you receive a threatening or
obscene telephone call, notify the nearest
police station.
PROCUREMENT OF SPARE PARTS
FOR OFFICIAL AND
PERSONAL VEHICLES
The Department of State recently made ar-
rangements permitting Foreign Service posts
to order automotive spare parts and acces-
sories directly from the General Services Ad-
ministration (GSA) . These arrangements ap-
ply to all official vehicles of a post, including
those of afTiliated agencies.
GSA is making special plans to obtain and
ship parts, including tires, tubes, batteries,
anti-freeze, lubricants, etc., with the least pos-
sible delay and at the same price as would
apply under present Government contracts.
Because the maintenance and operation of
private vehicles are also important to opera-
tions at many posts, arrangements have been
made for American employees of State and
afiiliated agencies to order automotive parts
directly from U.S. suppliers. The various sup-
pliers have agreed to offer favorable prices,
roughly equal to prices charged to automobile
dealers.
Instructions concerning ordering and pay-
ment procedures were sent to all diplomatic
and consular posts in Department of State
Airgram No. CA-8135 dated 31 January 1963.
This Organization has been invited to par-
ticipate in the arrangements. If appropriate,
activities may obtain detailed information and
assistance from American Embassies or Con-
sulates.
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CONFIDENTIAL
MILITARY STANDARD TRANSPORTATION
AND MOVEMENT PROCEDURES
(MILSTAMP)
On 1 October 1963 the Department of
Defense placed its transportation system un-
der the new Military Standard Transporta-
tion and Movement Procedures known as
MILSTAMP. The new system can apply data
communications and processing systems to
transportation documents to control and iden-
tify worldwide military cargo shipments.
The introduction of MILSTAMP will have
considerable impact on our procedures. The
principal immediate effect will be in changes
to the Department of Defense documentation
system. Organization employees in trans-
portation positions, or in other positions re-
quiring technical transportation instructions,
have been provided detailed advance informa-
tion on the new procedures.
The basic MILSTAMP document, which may
be used in either mechanized or manual for-
mat, covers purposes formerly served by ap-
proximately ninety different documents. The
new multipurpose Transportation Control and
Movement Document (TCMD) may serve as:
Advance shipment advice to military ter-
minals.
Waybill for military truck movements.
Dock receipt or cargo document at ter-
- urinals.
A source document for mechanically pre-
pared manifests.
A cargo delivery receipt for consignees.
An intransit data report for use of De-
fense Traffic Management Service.
MILSTAMP is a companion system to
MILSTRIP (Military Standard Requisitioning
and Issue Procedures) which was placed in
effect in July 1962 and which standardized
the ordering and processing of supplies.
MILSTAMP extends the uniform procedures
beyond the ordering and issuing phases
through the -phase of movement of the sup-
plies to the ultimate consignee.
In addition to simplifying movement pro-
cedures through reduction of documents, ma-
jor benefits will be derived by the military
through the ability to better plan the use of
transportation equipment and through readily
available historical data which can be com-
piled mechanically through use of the TCMD
form.
If you want additional information con-
cerning implementation of MILSTAMP with-
in our Organization, contact the Transporta-
tion Division, Office of Logistics.
BACK TO COLLEGE, AT HEADQUARTERS
The off-campus program, offering courses
under the auspices of the George Washington
University and the American University, has
registered well over 200 students for the fall
term, the largest enrollment to date. Courses
are being given this semester in economics,
English, geography, history, political science,
and psychology. Heaviest enrollments were
in the four economics courses.
In addition, a special noncredit seminar in
mathematics for scientists and engineers is
being conducted under GWU auspices. This
course is for those who have lost proficiency
in math through disuse of skills acquired
earlier and who wish to review their algebra,
trig, geometry, and calculus. The demand for
this course is shown by the number enrolled:
40.
The off-campus program gives employees
stationed at headquarters the opportunity of
college courses at convenient hours and loca-
tions and at reduced rates. All courses are
taught after hours at headquarters. Some
students in the program are sponsored by the
Organization; most are in it on their own for
self-improvement.
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CONFIDENTIAL SB-25
QUALITY STEP INCREASES
The quality step increase, one of the sig-
nificant innovations of the Federal Salary Re-
form Act of 1962, was established to permit
special recognition of the employee whose
sustained work performance is above that
characteristically found in the type of posi-
tion concerned. In the seven months since
the announcement of standards for admin-
istration of this new incentive benefit, 165 Or-
ganization employees have received quality
step increases. In a few cases, the recom-
mendation for a step increase showed that
the individual's job had grown to a point war-
ranting upgrading, and the individuals re-
ceived grade promotions. No recommenda-
tion for a quality step increase has been for-
mally disapproved, but in some ten cases the
sponsoring official withdrew his recommenda-
tion after being asked to consider it further.
All elements of the Organization have made
use of the quality step increase to recognize
and reward outstanding employees. There
have been few recommendations from the
field, however.
The GS grades of the recipients of these
increases cover the entire range from GS-3
through GS-15. In some cases the recipient
had been in grade far an extended period and
his prospects -for a grade promotion seemed
limited. In these cases, the justification for
the quality step increase rested chiefly on pro-
longed performance above and beyond the
normal requirements of the job. In other
cases, the principal justification for the in-
crease was recent and relatively short term
performance at an unusually high level.
The Civil Service Commission 'has recently
completed a study of the use being made of
.quality step increases. The agencies included
in that study employed 135,810 people, and
one out of every 154 had been recommended
for a quality step increase. Of the recom-
mendations on which action had been com-
pleted, 83 percent had been approved and 17
percent had been disapproved. Our Organi-
zation's experience compares favorably with
this record.
CHANGE IN LENGTH OF MILITARY
OBLIGATION UNDER THE UNIVERSAL
MILITARY SERVICE AND TRAINING
(UMS&T) ACT
Public Law 88-110 of 3 September 1963
established a uniform military Reserve obliga-
tion of six years for all personnel subject to
military service. Before that date, persons
between 17 and 181/2 years of age who elected
to enlist for the so-called six-month training
program incurred an eight-year obligation.
The new standard six-year obligation does- not
reduce a longer Reserve obligation incurred
before enactment of the legislation.
In addition to providing for a standard six-
year obligation, the new law authorized the
military services to establish enlistment pro-
grams with variable periods of initial active
duty training (ACDUTRA) for persons be-
tween 17 and 26 years of age who have had
no previous military service. Such enlist-
ments are authorized only for assignment to a
vacancy in an organized unit. Training will
be for periods of not less than 4 nor more than
18 months depending on the time required to
properly qualify the individual in the desired
specialty (skill) . All such enlistees will be
required to satisfactorily participate in Ready
Reserve unit training for the entire six-year
period of their obligation, which may be
started either before. or after the initial period
of ACDUTRA.
Individuals interested in this program may
contact any of the military Reserve or Na-
tional Guard centers or units in the head-
quarters area for information regarding unit
vacancies and length of ACDUTRA required
for the various military specialties.
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SB-25 CONFIDENTIAL
LIFEBLOOD BY THE GALLON
On 20 August 1963, a ceremony was held at
headquarters honoring 22 employees for their
contributions to the Organization's Blood
Donor Program. Four component keymen re-
ceived certificates for having served for ten
or more years. Eleven blood donors received
certificates for having donated three gallons
of blood, five for having donated four gallons,
and two employees for having donated nine
gallons!
The Deputy Director was the speaker, and
presented the individual certificates.
There are on record approximately 320 em-
ployees who have donated a gallon or more
of blood, and over 2,000 are currently partici-
pating in this vital program. It is anticipated
that as they reach three gallons they will be
publicly honored at an annual ceremony.
The generosity of these donors may benefit
any Organization employee or member of his
immediate household who needs blood. As
long as the Organization meets its quota,
blood is available free of charge to employees
and their families at any hospital in the
United States which participates in the Red
Cross Blood Donor Program.
Lincoln's Gettysburg Address contains 266
words. The Ten Commandments contain 297
words. The Bill of Rights contains 557 words.
But a Federal agency needed 26,911 words
for an order reducing the price of cabbage.
CONFIDENTIAL 27
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