INFORMATION ON AGENCY RETIREMENT POLICY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-00693A000200010016-5
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: December 23, 2016
• Document Release Date: October 21, 2013
• Sequence Number: 16
• Publication Date: December 23, 1969
• Content Type: MEMO

Declassified in Part - Sanitized Copy Approved for Release 2013/10/21 : CIA-RDP80-00693A000200010016-5
MOUND= FOR: Director of Research and Development
SUBJECT: Information on Agency Retirement Policy
The quesOeue raised by some of your staff, in the
attachment t* have been *severed in the
light of some of the materials available to me as the
DDOBT 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, 1 should like to
suggest that I get together with your representatives
when they consider these responses.
Attachment:
As Stated
Distribution:
Original ft 1 - Addressee
2 - DD/SI
OS
I: ED:
1Lputy ushrecvor-of
Scientific Intelligence
(23 December 1989)
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a. QUISTICIL
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 1950 by We. 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 organisation 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
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nrcr,r.?
rigorous system for evaluating the performance
of its employees to designed to assure high
levels of effectivemess. Those who are emanate-
factory are separated; these who are marginal
or unlikely to find fall career satisfaction
are counseled to realms.
4. Intelligence activities are characterised
by cant icons changes -- in requirements, methods,
techniques, promisees, ad emphases. As these
changes scour, the Argosy reassigns its career
staff employees and provides supplementary train-
log 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 pert/ousel.
5. Became* there are practical limits to the
else of the Agency, the requirement for new employ-
ees and the operation of the career development
program cannot be accomplished without attrition.
Part 4101 this attrition in provided by involuntary
separatless and resignations through the Agency's
system for evaluating employee performance. Other
'mausolea are provided by voluntary retirement and
resignation and by death and disability. Rut to.
gather 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 elegies and responsibil-
ities. It also provides the additional attrition
necessary for career development and the acquisition
of new employees.
b. OFAITION:
When was the practice as quoted in paragraph 2
initiated?
AMER
As noted above the Agency !is zotirement policy
which generally limits the career span of its career
employees to age 60 was adopted in 1,50.
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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 80 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 ago 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. QUISTION:
Is any action planned to adjust the general policy
to eliminate present injustices?
AMUR:
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. ORSTION:
On request, can any employee hired prior to the
ewe of the R.AAtMiremetinderstandi statement get an
explicit stabemant oE his service future, including
extension of service tors beyond minimums, to assist
his in personnel planning?
ANSUR:
Zech 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.
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If the individual desires to request an extension,
he should make his request about 18 months in
advance of the scheduled date.
e. QUH8T/ON:
What are the criteria for the granting of
exceptions to the goners' policy on retirement?
AMUR:
According to
the granting of exceptions:
two criteria guide
1. Zmployees 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. Imployees 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
DDSOIT personnel are somewhat more common than for DDP
and DOS personnel.
f. COMMON:
What is the interpretation and usage of the
Retlremerd Understaading forms now executed by new
employees?
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ANSWIR:
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.
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