INFORMATION ON AGENCY RETIREMENT POLICY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-00693A000200010015-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 7
• Document Creation Date: December 23, 2016
• Document Release Date: October 21, 2013
• Sequence Number: 15
• Publication Date: December 23, 1969
• Content Type: MEMO

Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6
SeNDER WILL. CHECK CLASS. .ATION TOP AND BOTTOM
t I LACLASSIFIED I I CONFIDENTIAL I SECRET
?
OFFICIAL ROUTING SLIP
TO
NAME AND ADDRESS
DATE
INITIALS
1
Director of Research &
2
Development
3
606 Ames Bldg.
4
5
6
ACTION
DIRECT REPLY
PREPARE REPLY
APPROVAL
DISPATCH
RECOMMENDATION
COMMENT
FILE
RETURN
CONCURRENCE
INFORMATION
SIGNATURE
Remarks:
,...,
11.1019
110
lip
, il
,.
FOLD HERE TO RETURN TO SENDER
FROM: NAME. ADDRESS AND PHONE
NO.
DATE
DD/SI 6F20
23 DEC
I UNCLASSIFIED I I CONFIDENTIAL I
SECRET
FOSS NO. 237 Use previous editions
Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6
GPO : 1968 0 - 297-542
(40)
Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6
Erc'
2 3 r 1969
MEMORANDUM FOR: Director of Research and Development
SUBJECT: Information on Agency Retirement Policy
The questions raised by some of your staff, in the
attachment to have been answered in the
light of some of the materials available to me as the
DDS&T representative on the Agency Retirement Board. The
attached responses are purposely brief. I felt it advis-
able to boil down countless hours of debate and present
the situation as it now exists. Since there is a good
deal of background behind this policy, I should like to
suggest that I get together with your representatives
when they consider these responses.
Attachment:
As Stated
Distribution:
Original & 1 - Addressee
2 - DD/SI
OSI:DD
epu y I rec or o
Scientific Intelligence
(23 December 1969)
Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6
Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6
a. QUESTION:
What is the purpose of the Agency's unique treat-
ment of the retirement policy of the Federal Government?
ANSWER:
The decision to establish the Agency's early retire-
ment policy was made in 1959 by Mr. Dulles. When the
CIA Retirement and Disability System (CIARDS) was estab-
lished as a result of legislation enacted in 1964, the
advisability of an Agency-wide early retirement policy
was re-examined. About two years ago a retirement ration-
ale paper was prepared. Key passages of that paper are
quoted below.
1. The production of intelligence bearing
on the national security for use at the highest
levels of policy determination of the United
States Government is a responsibility of the
gravest note. The organization bearing this
responsibility should be staffed with persons
of the highest available intellect, integrity,
professionalism, dedication, perspicacity, and
dynamism. The Central Intelligence Agency's
retirement policy is an essential element of its
program for ensuring that its staff possesses
these attributes to the highest degree feasible.
2. The personnel staffing program of the
Agency is based on the concept of selective
recruitment for career employment and managed
career development. Selection standards are
designed to accept only persons with the highest
qualifications and potential for development.
The Agency's development program provides a career-
long blend of formal training and managed progression
through appropriate assignments of increasing breadth
and responsibility.
3. The goal of the Agency's development pro-
gram is to place the best available employee in
every position. Promotion policy reinforces career
development by advancing those who excel and have
the capacity for further growth. The Agency's
LL, ?
Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6
Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6
SHEET
rigorous system for evaluating the performance
of its employees is designed to assure high
levels of effectiveness. Those who are unsatis-
factory are separated; those who are marginal
or unlikely to find full career satisfaction
are counseled to resign.
4. Intelligence activities are characterized
by continuous changes -- in requirements, methods,
techniques, processes, and emphases. As these
changes occur, the Agency reassigns its career
staff employees and provides supplementary train-
ing as required. To the extent that these measures
do not meet the needs, requisite skills, experience,
and special abilities are acquired by the employment
of new personnel.
5. Because there are practical limits to the
size of the Agency, the requirement for new employ-
ees and the operation of the career development
program cannot be accomplished without attrition.
Part of this attrition is provided by involuntary
separations and resignations through the Agency's
system for evaluating employee performance. Other
vacancies are provided by voluntary retirement and
resignation and by death and disability. But to-
gether these do not create a sufficient number of
vacancies.
6. The Agency's retirement policy is an integral
part of its program to maintain the high level of
performance required by its mission and responsibil-
ities. It also provides the additional attrition
necessary for career development and the acquisition
of new employees.
b. QUESTION:
When was the practice as quoted in paragraph 2
initiated?
ANSWER:
As noted above, the Agency's retirement policy
which generally limits the career span of its career
employees to age 60 was adopted in 1959.
- 2 -
Irs
Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6
Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6
At that time employees were expected to retire
at age 60 with 30 years of service or at age 62 with
at least 5 years of service. When the Civil Service
Retirement Act was amended in 1966 to include a pro-
vision for optional retirement at age 60 with 20
years of service, Agency policy was in turn revised.
Some employees had been informed prior to the revision
of Agency policy in 1966 that their scheduled retire-
ment would be at age 62 and presumably they had planned
accordingly. With the change, their scheduled retire-
ment age would be lowered to 60. It was decided that
these few employees should be permitted to remain on
duty until age 62 if they so requested. Employees who
have at least 30 years of service at age 60 are not
included since their retirement was already a provision
of the earlier Agency policy.
c. QUESTION:
Is any action planned to adjust the general policy
to eliminate present injustices?
ANSWER:
It is not clear what "present injustices" are
considered to be. In the early days of the imple-
mentation of the policy a small group of so-called
"three letter employees" was created because of
changes in the optional retirement legislation (see
the answer to Question b). This was an inequity that
was dealt with at the time. Personal hardship cases
are dealt with individually (see the answer to Question
e).
d. QUESTION:
On request, can any employee hired prior to the
use of the Retirement Understanding statement get an
explicit statement of his service future, including
extension of service term beyond minimums, to assist
him in personnel planning?
ANSWER:
Each employee is entitled to an explicit state-
ment of his service future. Under established practice
he is reminded of his retirement date 5 years in advance
- 3 -
SECr
Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6
? Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6
EL17.11.
If the individual desires to request an extension,
he should make his request about 18 months in
advance of the scheduled date.
e. QUESTION:
What are the criteria for the granting of
exceptions to the general policy on retirement?
ANSWER:
According to
the granting of exceptions:
two criteria guide
1. Employees may be extended beyond the
scheduled retirement age established in accord-
ance with b above when because of skills or
other qualifications which are needed and should
be preserved for the Agency or for other reasons
the Deputy Directors, Heads of Career Services,
or Heads of Independent Offices believe it desir-
able to continue their employment.
2. Employees may request an exception to
the Agency's policy based on unusual and compel-
ling personal circumstances which would result
in serious personal hardship if retirement takes
place as scheduled. Requests should be forwarded
through the Operating Official or Head of Independent
Office concerned.
Such requests are reviewed by the Retirement Board,
which makes its recommendation to the Director of
Personnel, who in turn makes his recommendation to the
DCI. With few exceptions extensions are granted for one
year only. For your information extensions for DDI and
DDS&T personnel are somewhat more common than for DDP
and DDS personnel.
f. QUESTION:
What is the interpretation and usage of the
Retirement Understanding forms now executed by new
employees?
4 -
r" T
Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6
Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6
SEC7
ANSWER:
The Retirement Understanding form is an attempt
by the Agency to highlight the fact that the Agency's
retirement policy differs from that of normal Civil
Service employment. It serves to inform the new em-
ployee so that he can determine whether this fact affects
his decision to accept employment.
- 5 -
crer7T
u4d. '448.
Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010015-6