RETIREMENT POLICY AND THE DIRECTORATE OF INTELLIGENCE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-00947A000100050001-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 95
• Document Creation Date: December 9, 2016
• Document Release Date: August 3, 2000
• Sequence Number: 1
• Publication Date: January 1, 1968
• Content Type: REPORT

'ia cs~i, f `' 71 Tx
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Secret
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Retirement Folic
andt
le
irectorate a1
emcee
mite
Secret
January 1968
V
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31 January 1968
MEMORANDUM FOR THE DEPUTY DIRECTOR FOR INTELLIGENCE
SUBJECT: Retirement Policy
This report is an amalgam of fact, opinion and judgment
about Agency retirement policy and practice. Its purpose is
to provide background on how that policy has affected per-
sonnel of the Intelligence Directorate, ascertain whether
recent policy changes--resulting in the removal of personnel
from our roles sooner than had earlier been anticipated--
affects operations adversely or benefically, and, to submit
for management consideration changes in policy flowing from
this analysis.
The cardinal supports of sound personnel policy are few
in number. A challenging assignment worth the doing guar-
antees job satisfaction. Fair day's pay for fair day's work
enables the employee to meet the economic obligations of his
station in life. In the choice of how long to extend his
work life lies the reward of flexibility in planning the use
of the years which follow.
This then is what retirement policy is about: the
later years for which the first were made.
Special Advisor
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Covering Memorandum for DDI
CONCLUSIONS . . . . . . . . . . . . . . . . . . . . . . 1
RECOMMENDATIONS . . . . . . . . . . . . . . . . . . . . 4
INTRODUCTION . . . . . . . . . . . . . . . . . . . . . 5
Profile of DDI Population . . . . . . . . . . . 7
DDI Organization Chart . . . . . . . . . . . . 8
DDI Table of Organization . . . . . . . . . . . 9
DIRECTORATE RETIREMENT RECORD . . . . . . . . . . . . . 10
PROJECTED RETIREMENTS . . . . . . . . . . . . . . . . . 12
POTENTIAL PROBLEM AREAS . . . . . . . . . . . . . . . . 15
MANAGER'S VIEWPOINT . . . . . . . . . . . . . . . . . . 22
EMPLOYEE'S VIEWPOINT . . . . . . . . . . . . . . . . . 27
APPENDICES
A. Background to Problems of Administering CIA
Retirement Policy Under Civil Service . . . . . . 33
B. Retirement Policy and Practice . . . . . . . . . 38
Retirement Systems in CIA . . . . . . . . . . 38
Federal Civil Service Retirement System . . . 40
Foreign Service Retirement System . . . . . . 41
Uniformed Services Retirement System . . . . . 42
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Policy in Government Supported Research
Organizations . . . ... . . . . . . . .
University Practice . . . . . . . .
Corporate Practice . . . . . . . . . . .
C. Supporting Tables . . . . . . . . . . . . .
1. DDI Recent Separations . . . . . . .
Intelligence career separations over
age 40 in fiscal years 1962 through
1967; professionals who EOD during
fiscal years 1963 through 1967, and
attrition among this group (7 Tables)
II. DDI Retirement Performance . . .
Number of retirees in fiscal years
1962 through 1967; performance in
retiring personnel on schedule in
calendar 1967; data on DDI cases
recently granted extensions by CIA
Retirement Board (4 Tables)
III. DDI Personnel Whose Retirement Was
Recently Accelerated by Change in
Agency Policy and Who Had Less Than
5 Years Notice (4 Tables)
IV. DDI Retirement Projections . . . . . . . . 64
Personnel either scheduled or eligible
for retirement over the next 5 and 10
years--analysis by retirement system,
by retirement option, by component, by
year, by professional or clerical
designations (18 Tables)
. . .
43
. . .
44
. . .
45
. . .
46
. . .
46
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CONCLUSIONS
The more strict application of Agency retirement policy,
and its recent change resulting in the acceleration of retire-
ment for many, has given us greater flexibility in managing
resources and brought new blood in key posts. Managers have
found it easier to accommodate to the demands of personnel
reductions, reorganizations and reprogramming.
The cost to managers has been the loss alike of personnel
who could have continued in particularly useful service and
personnel whose ability to contribute had leveled off.
Employee morale has suffered, especially among those
called upon to retire a good deal earlier and with a good
deal less service than they had planned.
In effect, the general use of early retirement is serving
as a substitute for the more difficult management job of
selectively separating from service those no longer effective.
572 retirements are scheduled over the next ten years
under present Agency policy. Of these 222 can accelerate
their own retirements because they will have met the 55/30
or the 50/20 age/service combination before their scheduled
retirement dates. An additional 316 will likewise be eligible
but will not reach age 60 during the ten year period.
All of these are uniformly distributed over the next ten
years. No undue numbers are scheduled to leave any single
office. Departures by grade are well distributed. The
retirement dates of office directors and deputies are with
few exceptions well into the future and well spaced.
The most immediate problem is to view sympathetically
extensions which may be requested by individuals among the
126 who had their retirement dates accelerated--up to two
years--on very short notice as career planning goes.
Requests for extension cause can continue to be
made under and under the Director's
approved policy s atement enjoining that the
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"implementation of the revised Civil Service
Retirement policy be phased gradually over the
next two years with liberal exceptions to give
full consideration to its impact on individuals
with less than 30 years service who might have
reasonably expected to continue in employment
until age 62."
[D/PERS memo for DCI 27 Jan 67]
The questionable practice of stressing financial hardship
as major grounds for grudgingly granting extensions should be
discontinued. How much money a man's wife has is not sound
reason for determining the tenure of his employment.
We should develop a management climate which will make
the employee's last years in the Agency the best of his
career. These last years will color his entire outlook as
an alumnus of this Agency--and we do need a strong alumni to
help guarantee our future.
A long term problem of some moment will not be materially
affected by any likely changes in retirement policy. Its
roots lie in the fact that by 1978 virtually every DDI
employee now on board and still on board then will have earned
30 years service by age 55. There is no reliable way to say
now what conditions will be, or whether it will by then be
accepted practice to retire as early as possible. It may be
that the shoe will be on the other foot. We may be searching
for ways to retain people instead of how to make them go. On
the other hand maybe 50 years will then be the magic number
60 is today.
Means should be found for restoring to managers
flexibility in granting extensions for the operational con-
venience of their offices. Arrangements should also be made
to extend the work life of outstanding employees beyond the
normally accepted date of retirement.
As long as the Agency generally adheres to Civil Service
standards in the management of personnel not members of the
CIA Retirement System, the retirement options left to these
employees should be equal to or better than any available
under Civil Service.
This does not mean identical in every respect. It does
mean that if, in the interest of the general management of
the Agency, the employee is to be denied the option of work-
ing until a given age, he should in some way be compensated
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for this in order to maintain parity with his counterpart in
another Government agency. Such compensation might, for
example, be in the form of a separation allowance, or a credit
to his retirement account for annuity service foregone, or
providing at no cost to the employee insurance for a term and
at a level equivalent to what would have been available to him
had he not been retired.
There are economic as well as policy grounds for
compensating the employee for prospective loss of earnings
and annuity. The earlier people with considerable seniority
are retired, the lower the Agency's per capita salary costs.
Why should the Agency not share this gain with the employee?
A liberalization of the normal retirement age in the DDI
would not only preserve human assets, it would bring us more
in line with accepted retirement practice elsewhere. Private
organizations and the academic community in particular have
given the employee an option to retire early while leaving
him the decision of continuing beyond 60 if he chooses.
Alternatively, there is much to recommend broadening the
membership of the present CIA Retirement System to include
all (or all professional) employees, though not necessarily
under identical retirement provisions. This would be consis-
tent with Administration policy as recently expressed in the
President's Cabinet Report on Retirement. It is consistent
with Congressional opinion. It is a natural evolution of
Agency policy that has to date virtually eliminated the dif-
ferences in retirement under the CIA and the Civil Service
systems.
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That DDI urge a policy which provides for:
normal retirement at age 62 with 20 years or
more of service;
terminating by other devices the employ of
personnel who cease to be productive at 60
or earlier;
offering selected outstanding employees an
opportunity to extend beyond age 62 up to
age 65.
That DDI seek to establish a climate of management concern
for employees nearing retirement age to the end of creating
a reservoir of goodwill toward the Agency among its alumni.
That DDI.support an Agency undertaking to conduct a
study of the feasibility of a single Agency-wide retirement
system.
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RETIREMENT POLICY AND THE
DIRECTORATE OF INTELLIGENCE
This study addresses the problem of how the Agency's
retirement policy affects the Directorate of Intelligence.
The particular objective has been to assess the impact
of the early retirement policy adopted by the Director nearly
a year ago following legislation which liberalized retirement
under Civil Service. Two related questions were considered
basic:
Is the accelerated departure of early
retirees from operating components occa-
sioned by recent policy changes beneficial
or detrimental to the DDI mission?
What significant reaction has the policy
engendered among the employees themselves?
The approach used was to look at the record, to study
the pattern of retirements scheduled for the years ahead, to
seek formally the views of our managers, to ascertain infor-
mally how the employees themselves viewed the matter and to
note trends elsewhere that might color the attitudes of pro-
spective employees or in some way penalize us.
A word about definitions. The lexicon used by the
Agency in discussing retirement in its directives has led to
uncertainty--if not resulted in purposeful ambiguity--of
interpretation. To avoid misunderstanding, I have selected
the words "scheduled" and "eligible" to distinguish between
the retirement dates of prime importance.
The scheduled retirement date refers to the date on which
the employee is to retire by force of Agency policy. By con-
trast, when referring to the date on which an employee (be-
cause he meets a prescribed combination of age and service)
may exercise his legal right to retire, the term eligible is
used.
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Thus John Doe is eligible to retire in 1968 because he
has
30
years of service, will attain age 55, and the law says
he
may.
However, he is scheduled to retire in 1973 because
he
will
by then have more than 20 years service, reach age
60,
and
Agency policy is that he shall.
Reports on retirement often are incomplete because
Agency employees belong to one of two retirement systems, the
Civil Service Retirement System (CSRS) and the CIA Retirement
and Disability System (CIARS). Reporting on these systems is
usually kept separate, though most components have personnel
in both systems.
From the manager's viewpoint, he is less concerned under
which system an employee will be retired as he is when he may
or will be deprived of the employee's services. This report
covers the operation of policies under both systems. Thus if
the retirement condition (51/20) finds its way next to 61/20,
neither is likely to be typographic error. Where it has been
important to distinguish between the two systems, this has
been done.
Basic charts have been included immediately following
for orientation and in order to assist the reader to place
the detailed findings in context. These include a profile
of the DDI population (how many people we have in each age
group), an organization chart (how functions have been
assigned and command relationships), and the table of organ-
ization (how professional and clerical positions have been
allocated to the various DDI components).
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DIRECTOR OF CENTRAL INTELLIGENCE
INFORMATION OPERATIONS
REQUIREMENTS STAFF CENTER
ADMIN, EXEC, f, OVERSEAS
PLANNING STAFFS REPRESENTATIVES
DEPUTY DIRECTOR FOR INTELLIGENCE
OFFICE OF
OSI FMSAC 4 k,ti BASIC AND
GEOGRAPHIC
INTELLIGENCE
OFFICE OF
CURRENT
INTELLIGENCE
OFFICE OF OFFICE OF
ECONOMIC STRATEGIC
RESEARCH RESEARCH
SPECIAL COMIREX
RESEARCH STAFF STAFF
DOMESTIC
CONTACT
SERVICE
CENTRAL
REFERENCE
SERVICE
IMAGERY
SERVICE
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Ii Y S,I I.P 4~i'i tlNs`u qi
BOARD AND OFFICE
OF
NATIONAL ESTIMATES
NATIONAL
PHOTOGRAPHIC
INTERPRETATION
' CENTER
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DIRECTORATE RETIREMENT RECORD
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Over the last six years, Agency early retirement policy
has been increasingly more strictly applied. This has
resulted in a rise in the number of separations from the
Directorate of Intelligence* through retirement of one form
or another.
During this six year period, disability cases aside,
110 were retired, varying from a low of one in fiscal 1962
to a high of 38 in 1967.
Even the figure of 38 is not an impressive figure when 25X9
compared with the total movement out. The attrition of DDI
personnel runs at 400 per year (200 professionals leaving at
200 clericals leaving at ).
In considering the retirement problem, individuals in
which we are most interested are those in the over age 40
group. Within ten years some of these become eligible for
retirement under the CIA retirement system. Also, there is
a notion that not many people leave as they get into their
forties and fifties. This is quite wrong.
In the period 1962-1967, separations from the over age
40 group totaled 367, of which 167 were retirees. Averaged
out the picture looks like this:
Cause of separations
Annual average
Deaths
5
Resignations
28
Retired
for disability 9
Retired
as surplus 1
Retired
under
CIA system
2
Retired
under
Civil Service
16
Total
annual
separations
61
*For purposes of analysis, the strength of the Directorate of
Intelligence may be taken By Office of Personnel
occupational titles, are professional, technical,
_ communications and clerical employees. The more
customary division, the result of putting most of the GS-7s
and lower grades in the clerical ranks, shows profes-
sionals and clericals.
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By the end of the period separations from the over 40
group were running 80 per year (60 professionals and 20
clerical), of which nearly 40 were retired for disability
or age or as surplus.
Now retirement results from one of two actions. An
employee retires because he has been induced or forced by
management to do so for specific or general reasons. Or he
exercises free choice after having earned the right to retire
by attaining a certain combination of age and years of ser-
vice. The increases in DDI retirements have largely been
the result of management induced retirements rather than
employee election.
With an increase in the number of employees scheduled
for early retirement has come an increase in requests for
extensions, generally on grounds of financial hardship.
In calendar 1967, 38 people from seven DDI components
were scheduled to retire. Of these 20 retired on schedule
and 18 were granted extensions by the Director on recommen-
dation of the CIA Retirement Board. Many of these extensions
were for short periods of time, four being for six or less
months. The average extension was 12 months, a period which
the Board prefers not to exceed except for compelling reasons.
The average age of those requesting extensions was 62.7,
with a range of 60-68. Years of service earned for this
group were 21.6, with a range of 10-40. Grades varied from
GS-5 to GS-18, with ten out of the 38 cases being GS-13/14s.
From management's point of view, retirements have
progressed in an orderly way. Extensions granted have been
almost without exception in keeping with the spirit of the
policy and regulations.
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For whatever planned or fortuitous combination of
circumstances, projected retirements in the DDI surface no
problems arising from bunching. Retirements scheduled under
Agency policy are uniformly distributed over the next ten
years, as are the potential retirements through eligibility
because of age/service combinations attained. No great
exodus from a single office poses a threat. Nor is the de-
parture of talent as measured by grades in uncommon quantities
in a given time apparent.
Of the employees now on board, 888 of them
will either be scheduled or become eligible to retire in the
next ten years, or both:
Number
Scheduled Eligible
1968
53
53
1969
63
16
1970
46
23
1971
55
45
1972
47
72
1973
52
56
1974
69
55
1975
69
69
1976
56
69
1977
62
80
Total ten years
572
*Of these, 222 become eligible before being scheduled for
retirement. This leaves 316 who will also become eligible
but who will not be scheduled because they do not attain
age 60 before 1978. Hence total scheduled or eligible in
period 1968-1977 is 572 plus 316 or 888.
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The distribution of the 572 employees scheduled to retire
according to grade follows:
Year
Grade Group
Total
Under GS-12
GS 13-15
GS 16-18
1968
53
28
20
5
1969
63
38
23
2
1970
46
23
23
1971
55
31
21
3
1972
47
25
19
3
1973
52
30
17
5
1974
69
37
30
2
1975
69
41
22
6
1976
56
34
19
3
1977
62
35
21
6
572
322
215
35
Of the 888 employees, 802 are presently under the Civil
Service Retirement System and 86 under the CIA Retirement
System, thou h this will change over the years as some, par-
ticularly qualify for the CIA system.
Civil Service System
Status Number of employees
Will be over 60 on scheduled date 103
Scheduled under 60/20 and will
have insufficient service to
elect to leave earlier
Scheduled under 60/20 but will
have sufficient service to
leave before 60 under 55/30
option
Total scheduled under Civil
Service
539
Not scheduled in period but
eligible under 55/30 option
263
Total Civil Service
802
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CIA Retirement System
Number of employees
Scheduled at 60 but eligible to
leave before 60 under 50/20
option
4
Total scheduled under CIA
system 34
Total CIA system
Not scheduled but eligible under
55/20 option 52
Of the 436 employees either scheduled or eligible to
retire over the next five years (calendar 1968-1972), 281
professional and 90 clerical employees are in the Civil
Service System, and 65, all professional, are in the CIA
system.
A projection of key DDI executives, that is, the
directors and deputies of the operating components shows
retirements well into the future and well spaced. About one
third of these officials will have earned a right to retire
before their scheduled date, with option to accelerate their
retirement from one year up to ten.
Projected Executive Retirement
By Year Scheduled or (Eligible)
Component
OCI 1981
OER 1973 (1972)
OSR 1986
OBGI 1973 (1968)
NPIC 1975 (1972)
IAS 1986
CRS 1975 (1972)
DCS 1977 (1976)
1968
1968
Deputy
1983
1983
1984
1975 (1971)
1985
1972
1981
1971
1980 (1970)
1973
Note: Director OCS/DDS&T, a DDI careerist, is scheduled
to retire in 1986, but will become eligible for
optional retirement in 1981.
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POTENTIAL PROBLEM AREAS
Early retirement policy enforcement has created a number
of special problems. Some have matured and already are de-
creasing in importance. The full force of others, more long
range in their implications, has yet to be felt.
Acceleration of Previously Scheduled Retirement Dates
One of the short term problems stems from the impact of
early retirement on the group of employees who got very
little notice of the change in policy making it necessary to
retire at 60 rather than 62.
In the DDI, 126 employees had their retirement dates
accelerated by amounts varying up to two years. For some
employees this was the third time in less than 12 years that
they were given a new retirement date, each earlier than the
previous one.
In some cases, from every point of view (except perhaps
ease of doing the necessary arithmetic) there was little need
.to change the retirement date at all. For example, 17
employees had the dates moved up six months or less. To what
end, except to upset people? The retirement of another 24
was accelerated less than a year. This group has naturally
sought relief through extensions. A plea of inadequate
notice should have sufficed as grounds for extension although
in some cases lack of demonstrable financial hardship made it
uncertain that the application could even be considered.
At the other end of the spectrum, 51 employees had their
careers abbreviated a full two years, ten of these being
scheduled to retire in 1969, another 20 in 1970.
Grade-wise the group varied from GS-4 to GS-17, with
over half in the GS-12/15 bracket.
The point is, in career and family planning, anything
short of five years' notice should be considered inadequate
when a unilaterally imposed management change in job tenure
is being contemplated.
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Early Departure of Eligibles
Quite another problem from management's viewpoint is the
uncertainty surrounding the time of departure of employees
whose service gives them a right to retire well in advance of
their scheduled retirement date. Now that age 60 is the
Agency's normal retirement age, the gap between scheduled and
eligible dates can be as much as five years (age 55) for those
under Civil Service and ten years (age 50) for those under the
CIA system.
We have only limited evidence on the probable effect of
the more liberal provisions of the recent Civil Service leg-
islation. In FY 1966, when a penalty attached to anyone
with 30 years service leaving at age 55, 7,400 individuals
exercised this option throughout the Federal Government.
That year a total of 77,900 people retired (average age 61.3,
average service 24.9). The 55/30 group constituted 10% of
total retirees and 34% of those retiring optionally by age
60:
Option Number Retirees Average Age Average Service
55/30 7,400 58.1 34.6
60/30 14,400 65.0 37.2
By contrast, in FY 1967, under the more liberal
provisions which removed the early retirement penalty, 48,700
people retired (average age 59.9, average service 22.6). The
proportion of this lower figure made up by the 55/30 retirees
was about the same, slightly up to 10.3%. However, they
accounted for 57% of those who retired optionally by age 60
compared to 34% the previous year.
Option Number Retirees Average Age Average Service
55/30 5,000 57.6 33.4
60/20 3,600 61.4 24.7
Comparative Agency statistics for the last three calendar
years follow:
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Civil Service Retirement System
1967 1966
1965
Optional (55/30) 17 )84
)134
Mandatory 78 )
)
Disability 40 47
53
Discontinued service 7 4
14
CIA Retirement System
Voluntary (50/20) 42 28
22
Mandatory 10 16
15
Disability 12 1
2
Discontinued service 1 0
0
65 45
39
A word of explanation is necessary to account for the
large exodus both in the Government generally and in CIA
during 1965. Any time a liberalizing provision is introduced
in retirement legislation, a backlog of people elect to take
advantage of its benefits, particularly when they are given
a deadline within which to act.
Thus many people, including many in CIA, decided to
retire in December 1965 to take advantage of a 6.1% increase
in annuity offered by the Government to those who retired
prior to 1966. Similarly, some have already taken advantage
of the more liberal 55/30 and 60/20 options.
Based on trends in the Government generally, the number
of people electing to retire under the 55/30 Civil Service
option will probably run between 70% and 100% over previous
retirements under that option. The number going out under
the 60/20 option will probably not exceed the 12% previously
averaged by the 62/12 group.
As we have noted earlier, 538 DDI people will over the
next ten years become eligible to retire either under the
55/30 Civil Service option or the 50/20 CIA system option.
222 of the 538 will also be scheduled to retire within the
period.
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A reasonable estimate is that as time goes on a
moderately increasing number of these will elect to retire
under the 55/30. Last year, those retiring early were about
25% of scheduled retirements. We have seen that the 55/30s
last year accounted for 57% of optional retirements by age
60 in the Government generally, but only 10% of all retirees.
Our projection shows that over the ten years our early
retirees cannot exceed 94% of those scheduled because 572
are scheduled during the period when 538 will become eligible.
A reasonable estimate for planning purposes is that on
an average about 25% of those eligible under Civil Service
exercise their 55/30 option to leave early, with the figure
rising to 30-35% over the next ten years.
If we look at probable retirements under the 50/20
option of the CIA system, the proportion of early departures
is likely to be a good deal higher.
We saw above that in 1967, 42 retirements under the CIA
system were voluntary (eligible) compared to ten that were
mandatory (scheduled). And only one was the result of the
exercise by management of its option to retire an employee
involuntarily for the good of the service (the first, inci-
dentally, in the three years the system has been in operation).
It is not improbable that over the years it will come
to be accepted practice for those in the CIA system to retire
at age 50 unless they feel they are really going somewhere.
Though the Director's consent is required for these early
departures, this consent has to date never been withheld, and
may well come to be considered more a matter of form than
substance.
This is much more likely than is retirement under Civil
Service at age 55. At 50 a man has sufficient time for an
entire second career. With the economic security of 40% of
his salary guaranteed for life, he will leave in order "to
do what I have always wanted to without undue sacrifice or
risk to my family." We should therefore be particularly
mindful of trends in this direction which presently
accounts for 65 of the 86 DDI members of the CIA system. And
39 of these 65, all professionals, will have an option to
retire before 1978 and before reaching age 60. This is likely
to be a costly program indeed.
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Employee Morale
Unquestionably employee morale has suffered, because the
need for early retirement has never been made clear in many
DDI components, and because unanticipated changes in signals
have upset future plans. While relatively few people are
immediately and directly affected, they are the older hands,
often in key jobs, and their attitudes color the atmosphere
beyond what their number would suggest.
Looking ahead the problem is a bit different. An
employee may be sufficiently far away from retirement that
he remains neutral in any controversy about retirement policy.
As he gets older, however, even if he has accumulated a
healthy service record, he will increasingly resent the fact
that his freedom of choice in deciding his own future has been
curtailed, while that of his counterpart in other agencies
has not.
This would be particularly true in cases of personal
difficulty. As someone has said, a striking characteristic
of the human condition is the discrepancy between aspiration
and opportunity. As he nears 60, many an employee finds the
gap wide and widening.
The very existence of two systems in the Agency makes
more difficult the employee's acceptance of his minority status
in Civil Service. The manner in which the CIA system is oper-
ated--criteria for deciding who shall qualify for retirement
thereunder for example--makes it increasingly apparent that
the form of membership in a given career service outweighs
the substance of doing a given job.
Thus he feels discriminated against in two ways. Looking
internally he sees another--in his mind no more deserving than
he--given membership in the preferential CIA Retirement System.
Looking externally, he sees his Civil Service counterpart free
to decide when he shall retire.
Agency Image
How much the Agency's internal policy on retirement may
affect its image by the outside world is certainly open to
question. A good case can probably be made that there is no
causal relationship between these two things.
19
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A more prudent view is to recognize that whatever the
magnitude of its effect, a discriminatory retirement policy
will impact adversely on the Agency's image. The impact may
be little at a time and it may be slow. The effects are,
however, likely to be cumulative. There are two related
sources of potential trouble. One the retiree, back in his
new life outside the Agency after a career of some years in
it. The other the potential recruit, looking at all aspects
of each job offer before deciding to jump.
A very small sampling of Agency retiree opinion indicated
strong and unanimous views that Agency policy of early retire-
ment results in a waste of accumulated knowledge, experience
and know-how. These retirees, from grades GS-13 to GS-18,
recognized the theory of making room for younger men, etc.,
but thought this did not compensate for the loss of accumu-
lated experience, some obtained by the Agency at considerable
expense. Chronological age, they felt, was not a proper
measure of ability to continue effective output and management.
Query: if our alumni feel our retirement policy is
poor, how much can we count upon them for support when they
advise young people about career opportunities in the Agency?
As to the potential recruits themselves. Our reading is
that many are keenly interested in knowing about the retire-
ment system just as they are about all fringe benefits. The
CIA early retirement system permitting retirement at age 50
with 20 years service is a tremendous inducement. The idea
of retirement at 55 with 30 years service under Civil Service
is much less attractive. It is made even less so when option
to work beyond 60 if he should choose is denied.
The prospective recruit may of course not be aware of
this latter point. Recruiting brochures used by the Agency
today as in 1952 contain reassuring prose about the enjoyment
by CIA employees of the benefits of Civil Service Retirement.
"When You Retire
Generally, CIA employees are eligible for
benefits under the Civil Service Retirement
Act. It will be to your advantage to become
acquainted with the retirement system and
understand the various benefits that it
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provides. Details and rate tables are contained
in the 'Certificate of Membership in the U.S.
Civil Service Retirement System.' Standard
Form 105, which you received when you reported
for duty. For further information consult the
Personnel Relations office."
[CIA Brochure dated July 1952]
"Conditions of Employment
CIA employees enjoy benefits and privileges
generally equivalent to Federal Civil Service
employment, such as membership in a retirement
system... even though they are exempt from
Civil Service."
[CIA Brochure currently in use]
This can mislead. If it does the Agency does not stand to
benefit from it.
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Any retirement policy must serve the ends of management--
those to whom the achievement of the organizational purpose
has been entrusted. To an unusual degree the DDI manager is
dependent upon people to carry out his responsibilities.
How has this manager--the office director, the office
deputy director, the senior line chief--reacted to Agency
retirement policy? Specifically, as policy moves to deprive
him of the services of a given individual at a given time,
or to extend the time during which he will have to continue
to rely on an individual, how has this manager reacted?
To sample this reaction, the views of the office directors
themselves were sought.
It was pointed out to them that close to 600 employees
are scheduled to retire over the next ten years, and that
some 400 of these are professional employees. Moreover, that
some of these as well as an additional number could on their
own decide to call it quits before reaching age 60.
The importance of assessing the effect of these
prospective departures on operations, and of planning antic-
ipatory action designed to keep the Directorate strong was
stressed.
As a first step, each prospective retiree was identified.
Managers were asked to make judgments concerning his contri-
bution and the availability of a replacement.
A judgment was then made of the probable need for his
services beyond the scheduled date of retirement. Consider-
ations influencing this judgment included:
Availability of competent replacement.
Whether his skills are in short supply
or are surplus.
Whether he is blocking others from normal
expectation of advancement.
Whether his departure would facilitate
adjustment to new programs.
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Whether his departure would facilitate
adjustment to reduction in strength.
Whether age or outlook have diminished
his ability to contribute.
Trade-offs of his retirement at 60 with
the cost of training his replacement.
The results of this exercise may be summarized as
follows:
Category Number of Individuals
Assigned
I. Individuals which the office
head would particularly
desire to retain beyond the
presently scheduled date of
retirement:
II. Individuals for whom the
office head could not justify
an extension on the basis of
operational necessity, but
if one were granted by higher
authority on other grounds,
he would welcome it as bene-
fiting the office materially:
III. All things considered, and
recognizing the continuing
usefulness of most of these
individuals, the office head
would prefer to see them re-
tire as scheduled:
Individuals were placed in categories I and II for a
number of reasons. Some have skills not qualitatively
replaceable to the degree of present performance. Some are
needed to meet an unusual training problem. Some are
uniquely capable in their present job. Their departure would
reduce the cost effectiveness of the office. Others still
should be extended in order to facilitate the most orderly
management of the office.
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Another and more immediate situation is presented by
NPIC and IAS. Much of the professional force of those com-
ponents is very young and very new. Apart from heavy work-
loads, the expansion of recent years has put an unusual burden
upon the experienced hands to train the newer ones. Because
of outside competition for like skills turnover is high.
Timely extensions granted to even a few would help a good
.deal.
The basis for seeking extensions for others, in OER and
OBGI for example, will simply be to prolong the unusually
valuable substantive contribution to the output of the office.
Many intelligence officers will sustain their ability to con-
tribute importantly to the work of their offices well beyond
age 60. While managers see no compelling need to extend a
proficient or even a strong performer, they feel that the
services of an outstanding performer should one way or another
be retained at least until 62 and perhaps, in exceptional
cases, even beyond.
Some offices applied very strict standards. CRS, for
example, plans to seek no exceptions on operational grounds.
CRS was influenced heavily by the relatively long average
length of service of its employees and the beneficial effects
of well ordered turnover in the higher positions to facilitate
adjustment to new ways and new levels of operation. OCI
choices for extension were among those particularly competent
in their present assignments and whose classification was
based upon their retention in those jobs, or for a specified
time.
The length of extensions likely to be sought varied from
six months to indefinite. One to two years would satisfy most
situations, unless the passage of time makes matters worse
rather than better in terms of the ability of the office to
accommodate to change.
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The attitudes of office directors were also obtained on
a related matter, and found to be consistent with their views
on early retirement policy. This had to do with the group of
employees fairly close to retirement when the policy was
changed. The prospective job tenure of 126 employees was
curtailed when, as a result of the new policy, their retire-
ment dates were accelerated anywhere from one to 24 months.
On the assumption that there had been inadequate notice,
office directors were queried whether relief should be sought
for the group as a whole.
Without exception, they urged that no group extensions
be granted, but that appeals be left to employee initiative
for consideration by the Retirement Board on an individual
case basis.
. Managers like early retirement.
They would like more flexibility in
administering the policy in a local
situation of limited duration.
. They plan to seek very few exceptions.
The exceptions sought will be for
relatively short periods and for press-
ing reasons only.
If, at the employee's initiative,
extensions are granted on compassionate
or other grounds, managers will in most
cases be able to adjust and continue to
make effective use of the individual.
Because the average age and grade runs relatively high
in the field offices - a sampling of the views of the
office chiefs was taken. Their views were remarkably con-
sistent with those of the office directors, the consensus
being:
Stick to the present policy, but allow
greater flexibility in administering
the policy in individual cases, partic-
ularly where the employee was hired in
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mid-career when a much more liberal
retirement policy was in force.
Operational convenience rather than
necessity should suffice to justify
extensions beyond retirement date.
Early retirement rules need not
necessarily apply to clerical and other
subprofessional support personnel.
Use of employees in postretirement
status is no satisfactory alternative
to an extension. (WAE personnel can
be used only half time) and cannot be
placed in supervisory roles.)
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Employee attitude toward retirement and reaction to
retirement policy is important. Precisely because people
make up virtually our entire list of assets, we must be par-
ticularly sensitive to employee morale and recruitment incen-
tives.
No formal survey was undertaken to sample employee
reaction to retirement policy. Considerable evidence is
nevertheless available. This has been gathered by super-
visors, by administrative and personnel officers, by members
of the CIA Retirement Board and its support units. Some of
this evidence was obtained through letters and conversations
integral to the formal processing of specific retirement
cases or the establishment of new dates on which employees
were expected (scheduled) to retire. Other evidence, perhaps
the most meaningful, was surfaced much more informally--the
telephone call, the conversation over lunch or in the corridors
which remain.the true barometric reading of any organization.
Quite naturally those most concerned are to be found
among the group nearing retirement age. In contrast, many
of the younger employees have given the matter no thought
or have dismissed it lightly. Even among the older employees
there are a number who have shown no particular concern.
They have had many years of service and their early retire-
ment plans of long standing have not been adversely affected
by the recent change in retirement policy.
Among concerned employees--perhaps 10% - 20% in number--
the causes of concern vary from a vague sense of injustice
or confusion to a well-defined conviction that the Agency is
acting immorally or illegally:
o He has never been presented the case why
early retirement was good for the Agency,
the DDI, his shop or himself.
Example
"As manager. ..I can see where retirement
at age 55 or 60 will be very detrimental
to the office.... If it can be demonstrated
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that the 55/30 or 62/20 is the best program
for the Agency to adopt, then I feel it
should be put into effect in some gradual
manner so that it would not work a hardship
on those people who accepted employment with
the Agency with the understanding that if
they performed properly, they would be able
to continue in their profession for their
entire working career...."
o Such policy statements or explanations as he
has seen have used words implying a choice
on the part of an employee even though Agency
expectations were set forth.
Example
"I have read very
carefully and am considerably puzzled by the
semantics therein. I find no statement of a
mandatory retirement age/service combination.
I do fin several rather ambiguous state-
ments.... If I have any understanding of the
meaning of words employed in - the actual
choice of retiring at ages between 60 and 70
remains with the employee. "Optional,"
"voluntary" and "encourages" all imply choice.
Nowhere is there any statement or implication
that employees will be terminated if they do
not opt to retire before the mandatory age of
70...."
o He has had the signals changed on him three
times in little over ten years and considers
this unfair even if the overall policy is
justifiable.
Example
"I badly confused about the ethical
justification for changing the retirement
rules so often that personal financial plan-
ning is impossible.... You will remember the
recruiting talk some of us middle-aged marvels
received to convince us in 1948 that Agency
service was highly desirable.... We were
specifically assured that since 65 was the
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retirement age those of us in middle age
still had an opportunity to serve in govern-
ment long enough to get satisfactory retire-
ment compensation.... [Nevertheless] I
hasten to say that I'll go quietly and
quickly to the nearest Agency exit on my 60th
birthday. No one will have to push me but
that does not mean that I look with equanimity
at any government agency breaking its word
not once but twice...."
o He has had unconscionably short notice to
redirect his professional life.
Example
O a little over a year ago I received a
notice about the desirability of preparing
for the retirement that would be all mine
at 62. It took the Agency only some 13
months to rescind that order...."
o He has been penalized the economic advantages
of longer service accruing from pay raises
designed to provide relief from rising costs
of living.
Example
"To retire immediately on reaching my 60th
birthday... would face me with extremely
heavy financial and personal problems, with
which I shall probably be unable to cope
without a substantial extension...."
o He is being deprived of future income in a
period when earnings and professional attain-
ment are at their peak and when college costs
for dependents may still be an important
consideration.
Example
"For me, income foregone consists of that
income which I have expected to earn from
Agency employment between the ages of 61
and 65--or, after state and federal taxes,
about $75,000. What does the Agency offer
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to the employee in return for this income
which it expects him to forego? If the
employee qualifies under the CIA Retirement
System he receives an incentive in the form
of higher annuity accumulation rates. This
incentive to early retirement amounts in
effect to an annuity service credit of 1.75
years. The Agency employee who retires early
under the Civil Service Retirement System
receives no such annuity credit or other
material inducement for his potential income
foregone."
o He also foregoes annuity income.
Example
I'' t1 be said that in lieu of income
foregone, the early retiree attains more
rapid access to his annuity, and that its
effective value is enhanced because he will
draw on it for a longer period of time than
if he retired at a later date. True, but
in retiring early, the employee also foreoges
annuity income. If I retire after 20 years
of Agency service I become eligible for
36.25% of an average income of about $24,000,
which will yield an annuity (with survivor
benefits) of around $8,100. I thus forego
four years of annuity accrual as compared
with retirement at age 65. Were I to retire
at age 65, at the same salary level, ignoring
in-grade increases, promotions, or general
salary increases, my annuity would rise to
$9,800, a gain of more than 20 percent.
Viewed in terms of income foregone, early
retirement thus deprives the individual in
my category of one-fifth of the anticipated
annuity at the normal retirement age of 65."
o He foregoes the opportunity to provide
additional annuity for himself from antic-
ipated savings during his terminal years of
employment.
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Example
S pu pose, instead of foregoing income the
employee follows the prudent course of
saving some 20% of his salary after taxes.
Converted into private annuity this sum
should be worth about $500 a year in annuity
benefits for each year worked in a senior
grade beyond the age 60 and up to the age
of 65. Now this sum just about equals the
amount of additional Civil Service Retire-
ment earned during each of these years."
o He views as unrealistic the Agency assumption
that private industry has a ready job for
the early retiree who must continue to work.
Examples
"Except for transfer to other government
service in lieu of retirement, a prospect
which diminishes rapidly after 60, the pro-
spects are dim. In private employment it
is necessary to work for 40 quarters or ten
years to qualify for minimum social security
coverage. Few retirement plans in private
industry will accept a short timer with less
than five years of expected contributions."
"Since the receipt of your memorandum, I have
been alert to every opportunity for durable
and gainful employment which would maintain
approximately the level of my present net
income and thus avoid financial distress
following retirement.... Unfortunately,
none of these discussions was fruitful.
Either by reason of company policy as to
age, or lack of suitable qualifications for
the job openings where age is not a factor,
or because of long identification with the
Agency, the persons with whom I talked could
offer no promise of employment in any category."
o He has had the flexibility of deciding his
own future--left to other Federal employees--
taken away.
No Foreign Diss m
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Examples
"am at present concerned with these matters
of principle, and with discovering what the
effective rights of career service employees
are, rather than inquiring about appeals
procedures for individuals or special excep-
TI T
it is a vio a ion of my constitutional and
basic legal rights."
How much resentment has actually built up, how much this
affects output, how much will persist after retirement itself,
and what repercussions this might have on the Agency's image
or our ability to recruit, are all matters of conjecture. It
is easy enough to see some resulting harm, but how significant
is this when offset by the revitalizing effects early retire-
ment is designed to produce? None can truly answer this
question.
We can say that the most serious effects on employee
morale will be short-run. The passage of time will altogether
eliminate some of the causes of discontent enumerated above.
The effect of other causes will be mitigated if only because
all employees will have lived under the new dispensation
longer.
No Forei n Di
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Background to Problems of Administering
CIA Retirement Policy Under Civil Service
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BACKGROUND TO PROBLEMS OF ADMINISTERING
CIA RETIREMENT POLICY UNDER CIVIL SERVICE*
In 1953 the Agency confirmed in regulatory issuance the
policy adhered to since its beginnings: "CIA would effect
the retirement of eligible employees in accordance with the
spirit and purposes of the Civil Service Retirement Act...."
This policy continued in force for a number of years, during
25X1A which many individuals were hired, some in mid-career, with
full assurance that they could plan their futures on the basis
of this policy 21 December 1963).
Late 1959 brought a shift away from that policy to one
of encouraging employees to retire well in advance of the
statutory limit of the Federal Government. In contrast to
the mandatory age of 70, CIA employees were expected to so
plan their lives that those having 30 years of Federal service
at age 60 would then retire, while any one having less than
25X1A 30 but more than five years of service would retire at 62.
The Agency notice announcing this was dated 5 January 1960;
the Headquarters Regulation was dated 3 November 1961.
The new policy was proposed and pressed by the Clandestine
Services on grounds of need for a younger, more vigorous
service than would have been possible under normal Civil
Service practice in the Government generally.
In the interest of having a single policy within the
Agency, the other directorates accepted the DDP proposal
though they had no compelling requirement for its provisions.
In recognition of this variation in need deputy directors were
delegated authority to waive the policy in individual cases,
and waivers were in fact liberally granted.
On 27 July 1964, as one means of adjusting the Agency's
strength to projected levels, the Executive Director directed
that exceptions "be granted only when an employee's skills
are truly irreplaceable from within the Agency or when a real
financial hardship would result which would materially affect
25X1A the employee's ability to maintain the necessities of life"
*Excerpt from memo to Chairman, Retirement Board,
14 August 1967.
-I~ F rei in Dissem
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(Action Memo -. In the face of this directive, many
supervisors logically concluded that no man is irreplaceable
and recommended no waivers on grounds of operational necessity.
Others equated operational convenience with irreplaceability
in granting extensions. Where the individual felt aggrieved
and the deputy did not recommend his retention, recourse was
to the Agency Retirement Board, created to enhance the chances
of a uniform application of Agency policy in hardship cases.
The r. ors of the Agency policy, as reflected in Action
Memo were almost at once partially blunted by the
action of the Executive Director in a case representative of
others. In a memorandum dated 24 August 1964 to its Chairman,
the Agency Retirement Board was directed to extend for at
least three years an employee with a 17 year tenure who was
scheduled to retire at age 62. The reasons given were:
Need for a humane and judicious application
of policy where individuals have entered on
duty late in life;
Careful regard to any commitments, precise
or implied, oral or in writing.
The Executive Director noted that it was "particularly important
that we not force these people to retire unless they are will-
ing, when it is difficult if not impossible for them, to return
to their former professions or to acquire other commensurate
employment." Attempts to reconcile the apparent inconsistency
between these actions were on grounds that exceptions covered
by the 24 August memo were likely to be very few indeed.
The application of new Agency policy proceeded with
reasonable success. Until July 1967, not one employee due to
retire under it failed to, though on a number of occasions
delays occurred, and persistent persuasion if not insistence
were required to secure compliance. Evidence of compliance
in these cases takes the form of the employee signing a request
to retire (CSC 2801).
Meanwhile CIA successfully pursued a parallel course of
action to secure special legislation to deal with the problem
of the Clandestine Services. In October 1964, the Congress,
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at Agency urging, passed PL 88-643, an act for the retirement
of certain CIA employees, largely those whose overseas service,
or some equivalent, would entitle them to preferred retirement
treatment similar to that accorded to Foreign Service Officers.
Barring extension by the Director, members of this special
retirement system are to retire at age 60, though there are
options exercisable by the employee for earlier retirement.
Despite this favorable legislation, estimated eventually
to affect the careers of perhaps one-fourth CIA employees,
managers sought further relief through early retirement.
Many in the DDP are not and will never be covered by the CIA
Retirement System. DDP and DDS, and to a far lesser extent
the DDI and DDS&T, felt the need for opportunities to promote
promising mid-careerists if Agency performance was to be
improved. The hump created by mid-careerists hired in the
expansion of the 1950s, the Bureau of Budget squeeze on super-
grade slots, the difficulty of teaching old hands new tricks,
all conspired to alert top management to opportunities for
additional relief.
Relief came in the form of Federal legislation enacted
in 1966 amending the Civil Service Retirement Act. The
changes permitted optional retirement without a reduction in
annuity at age 55 with 30 years service, and at age 60 with
20 years of service (in addition to the previous provision
for retirement at age 62 with five years service).
These provisions were seized upon as a means of narrowing
the gap between tenure for those under the Civil Service
Retirement System and those under the CIA Retirement System.
This was accomplished when, on 23 February 1967, the Director
approved the 27 January 1967 memorandum of the Director of
Personnel. Follow-up action resulted in relieving the deputy
directors of the authority to grant extensions based on the
needs of the service. Form letters were sent to all employees
within five years of retirement to confirm old or set new
dates at which time they were expected to retire.
From the employee's viewpoint several aspects of the
Agency's retirement policy have been disconcerting from the
outset. For the majority of CIA personnel, the Agency's need
to have them retire early has never been convincingly explained
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let alone demonstrated. There has been sufficient lack of
uniformity in the application of the policy as to raise some
eyebrows. The wording of Agency notices and regulations on
the subject has left uncertainty regarding the preparedness
of the Director to enforce his own policy in the event of
employee non-compliance. Where the Director's right to set
such a policy was not doubted, uncertainty remained concern-
ing the propriety of changing the rules of the game several
times within a period of a few years. Furthermore, there
appeared to be an inconsistency between an Agency position
at the time of recruiting which stresses Agency adherence
to Civil Service standards of pay and benefits, and an Agency
position at the time of retirement which stresses the freedom
of the DCI from Civil Service imposed standards of retirement
in favor of his own.
Why then has there been compliance to the policy until
recently? There are a number of reasons. First, recognizing
the Director's special powers under the Agency's organic act,
and given a new situation without precedent, people were just
reluctant to make a contest in a situation where experience
shows the individual pitted against the bureaucracy seldom
wins. Second, there was a general sharing of feeling that
the Agency is something special, that the Clandestine Services
had a special problem, that a uniform policy was defensible
if it helped to solve this special problem, and that sufficient
flexibility had been given supervisors to seek and obtain
waivers in particular cases as to provide adequate protection
for the employee. Third, the 60/30 - 62/20 parameters set
forth were fairly close to the conditions which many employees
set for themselves. Four, some of the employees who have
retired were one way or another pressured by management into
so doing, often in a degrading manner.
Why are there now such strong indications of resistance
to the newly announced policy? The inverse of the points
made above of course suggest themselves. Basically the malaise
concerning early retirement under Civil Service stems from:
A realization that the long range family
plans made on the basis of earlier policy
would be seriously affected by an acceler-
ation of the date of retirement.
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C
A realization that an Agency policy statement
which uses words like "option," "eligible,"
and "expect," does not carry the conviction
of mandatory enforcement.
A realization that, compassion apart, uniform
enforcement of policy makes little sense,
when some categories of employees are in
short supply and other categories may attain
or maintain their highest performance in the
twilight of their careers.
A realization that the Agency has been granted
legislation to deal with its special problems.
Hence, why should Agency employees remaining
under Civil Service not enjoy all options
enjoyed by other Government Civil Service
employees?
A realization that an Agency position, almost
.any position, apart from income, provides the
individual with certain status. There is an
indefinable reluctance to abandon this unless
a substitute is provided.
A realization that pay raises, in the immediate
past or prospective, will appreciably improve
retirement income only if the employee works
long enough to have them fully reflected in
his "high five" earning average.
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APPENDIX B
Retirement Policy and Practice
Retirement Systems in CIA
Federal Civil Service Retirement
System
Foreign Service Retirement System
Uniformed Services Retirement
System
Policy in Government Supported
Research Organizations
University Practice
Corporate Practice
No Foreian Di
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RETIREMENT SYSTEMS IN CIA
CIA employees belong to one of two basic retirement
systems, either the Civil Service Retirement System (CSRS)
or the CIA Retirement and Disability System (CIARS). The
Civil Service system has existed since 1920 and its member-
ship constitutes most of the employees of the Federal Govern-
ment. The CIA system came into being as a result of Agency
initiative with the passage of the Central Intelligence
Agency Retirement Act of 1964 for Certain Employees.
From the employee's viewpoint, the essential differences
between the CSRS and the CIARS at the time of its passage
lay in the options available to management and to the
employee concerning retirement age and the amount of retire-
ment pay.
By passing the Federal Employees Salary Act of 1966,
the Congress narrowed the differences in retirement options.
And when in February 1967, the Director modified the
Agency's retirement policy by adopting the new employee
options of the Act of 1966, the differences between retire-
ment under the CIA system and the CS system as administered
by the Agency were even more considerably diminished, as the
representation below shows:
CIA
System
Employee
Options:
50/20
Management
Options:
50/20
x/25
60/x
65/x
Civil Service
in CIA
Civil Service
Elsewhere
55/30
55/30
60/20
62/5
70/x
60/20
70/x
62/5
70/x
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No change has been made in the basis for calculating
retirement pay under the CIARS and the CSRS. The difference
is in the multiplier applied to the average high five years
of pay, resulting in a difference of 3 3/4% in favor of the
retirement pay of members of the CIA system.
A source of apprehension, partly justified and partly
based on misinformation, is the impact of retirement upon
insurance coverage provided by Agency programs.
On retirement, with 12 or more years of service, FEGLI
coverage remains in force free of premiums. Coverage is
reduced at age 65, whether or not the individual is still
on the job or is retired, at the rate of 2% per month down
to a minimum base of 25% of the original coverage.
The UBLIC program provides coverage at 50c per month
per $1,000 until age 60, whether or not the individual has
retired. After age 60, coverage is reduced to 1/6 of the
average coverage of the last ten years until age 70, at
which time it is reduced to 1/12.
The WAEPA program provides that on retirement or at age
65, whichever comes first, the individual may retain 1/3 of
his original coverage at a cost of $30 per year per $1,000.
Premiums prior to age 65 are $13.10 per month for $16,250 of
basic coverage.
Thus early retirement has no practical effect upon
coverage provided by FEGLI or UBLIC.
However, retirement before age 65 materially affects
WAEPA protection, reducing it by 2/3 with no reduction in
cost.
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issem
FEDERAL CIVIL SERVICE RETIREMENT SYSTEM
Until recently normal retirement under Civil Service in
the Government generally was under two employee options:
age 62 with at least five years service or age 60 with at
least 30 years. About 12 times as many retire under the 62-5
provision as do under the 60-30 option. (This ratio is down
from more than two to one a year earlier.)
The average age of recent 62-5 retirees was 66 years;
the average service, 21 years. The 60-30 retirees averaged
65 years of age and had 37 years of service. Overall average
age of normal retirees was 65.7, average service 25.6 years.
In 1966, Congress liberalized retirement provisions so
that optional retirement is now possible without penalty at
55 with 30 years service, at 60 with 20 or at 62 with five.
The legislation is too recent to have yielded any useful
statistics on how it may affect retirement patterns, although
we do know that 6% of FY 1965 retirements were under the
55-30 option then in force under which the income of the
retiree was reduced 1% for each year that he was short of
60 years of age.
The compulsory retirement age under Civil Service remains
70. And attempts by the Administration to get a two-way
55-30 option was rejected by Congress. In other words,
Congress gave the employee the right to retire at 55 with
30 years of service, but refused to give management the right
to retire involuntarily an employee meeting these conditions.
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FOREIGN SERVICE RETIREMENT SYSTEM
In the Foreign
Service
Retirement and Disability System,
after which the CIA
system
was patterned, retirement is
mandatory at age 60
(except
for career ambassadors and
career ministers who
retire
at 65).
Age 60 was set
"in recognition of the need to maintain
the Foreign Service as a corps of highly
qualified individuals with the necessary
physical stamina and intellectual vitality
to perform effectively at any of some 300
posts throughout the world including those
in isolated, primitive or dangerous areas.
Retirement at 60 also enhances the advance-
ment opportunities of the most effective
younger personnel and reduces the strain
on the selection-out program."
Voluntary retirement on full annuity is authorized at
or after age 50 with 20 or more years. Officers making most
use of this provision are those whose careers have leveled
out.
This system includes a provision for selection-out,
i.e., the enforced retirement. or separation of FSOs below
the class of career minister who either remain in class with-
out promotion for a specified period or fail to maintain the
standard of performance required of officers in their class.
[Note: Under this system, a bright FSO
promoted early, but who may therefore spend
more time in a higher class, will be pushed
out of the service altogether. On the other
hand, his plodding running mate, who lingers
in each class for a maximum length of time,
then barely makes the promotion list, will
not be retired as early.]
3 : F n Dissem
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UNIFORMED SERVICES RETIREMENT SYSTEM
The military retirement system places primary emphasis
on the maintenance of a young and vigorous force capable of
performing vital defense and combat missions. For officers,
this system is closely integrated with an up-or-out selective
promotion system. Officers passed over for promotion two
consecutive times are forced to retire (if they have 20 years
or more of service), or are discharged with a readjustment
payment (if they have under 20 years service).
The practical effect of this is the retirement of all
officers beginning with majors (as they attain 20 years of
service) through general officers (as they attain 35 years
of service). Most officers would therefore find themselves
retired between the ages of 40 and 55, with 50 being the most
likely age.
The involuntary separation provisions are complemented
by provisions which permit voluntary retirement of members
who have at least 20 years of service. This is a privilege,
not a right, the exercise of which depends upon the approval'
of the respective Departmental Secretaries.
In addition, maximum age limits are imposed. Ages 60
or 62, varying by department and depending primarily upon
grade, are the generally prescribed statutory limits for
retention of male officers (50 or 55 for some female officers).
Strictly controlled exceptions may extend some to 64. And
others, such as doctors, lawyers and chaplains, who would
otherwise be retired prior to age 60 based on grade and ser-
vice, may be extended to age 60.
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POLICY IN GOVERNMENT SUPPORTED RESEARCH ORGANIZATIONS
Many organizations, entirely or largely supported by
Government contracts, engage in research and analysis similar
to the work of the Agency's production offices. Indeed some
of these are in direct competition with CIA for these skills.
Illustrative of these institutions is the Research
Analysis Corporation (RAC) which is under contract to the
U.S. Army. RAC's retirement policy provides as follows:
"Your Normal Retirement Date is the first
day of the month on or following your 65th
birthday.
"You may retire as early as age 55 if you
have then completed 15 years of Credited
Service or if you are determined to be
permanently disabled by RAC....
"You may continue in active service beyond
your Normal Retirement Date only with the
consent of RAC.... Your retirement income
will begin when you actually retire in the
same amount which would have been payable
at your Normal Retirement Date."
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Retirement plans in American colleges are administered
by three types of systems: the Teachers Insurance and Annuity
Association (TIAA)--College Retirement Equities Fund (CREF)
program, State Teachers and Public Employee programs and the
Agency Life Insurance Company retirement programs. All these
are for the most part supplemented by Social Security coverage.
The most authoriative general pronouncement on retirement
policy is the statement made in 1957 by the Joint Committee
of the American Association of University Professors (AAUP)
and the Association of American Colleges (AAC). This group
recommended a fixed and relatively late retirement age,
stating that "the desirable fixed retirement age would appear
to be from 67 to 70."
The most widely used system in colleges today specifies
a normal retirement age of 65 with extensions granted to age
70.
In some cases, where extensions, say beyond 65 or 68,
are granted, the work schedule is reduced to half time.
There are indications that retirement for administrators
may increasingly be earlier than for teachers. In some of
these cases the administrator continues on as teacher after
relinquishing administrative responsibilities.
Another approach is to appoint individuals to
administrative posts for a given period--say four years. On
completion of this tour, the individual is either extended
or returned to faculty status. This can easily become
normally accepted practice.
No Forei n Dissem
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Retirement policy and practice among private corporations
have been largely related to the Social Security program.
Hence the compulsory age of retirement is in most cases 65.
And the preferred minimum early retirement age is 60.
Many companies have different policies for salaried and
hourly employees, and some differentiate between men and
women. Where these differing practices are in force,
salaried employees have much less opportunity to work after
65 than hourly workers, and women have an earlier retirement
age than men--with accelerations from three to ten years.
The trend over the last ten years has been toward more
restrictive policies, that is, in the direction of lowering
the age of compulsory retirement, although on occasion a
company has moved in the other direction.
A small number of corporations allow all employees to
work after 65, regardless of ability and willingness. At
the other extreme an equally small number enforce compulsory
retirement at 65 in the strict sense: everyone must retire
at 65, including those who perform outstandingly.
Many companies allow exceptions to the compulsory rule.
Some of these require retirement unless asked by management
to stay on, with perhaps an annual review on a case by case
basis.
Early retirement, that is, under age 65, is still an
exceptional occurrence in most companies. The right to early
retirement is increasingly less subject to company consent,
but left as an option which the employee may chose to exercise.
The majority of companies provide postretirement life
insurance and pay the entire premium. The preretirement
coverage however is reduced on retirement. Postretirement
health insurance coverage is just as widespread, though only
about one third of the companies bear the full cost.
Preretirement counseling programs and various schemes
to help employees taper off, experiment with the use of increase
in leisure time, and generally adjust, are widespread.
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Supporting Tables
I. DDI Recent Separations
II. DDI Retirement Performance
III. DDI Personnel Whose Retirement Was
Recently Accelerated by Change in
Agency Policy and Who Had Less Than
5 Years Notice
IV. DDI Retirement Projections
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Intelligence Career Separations over age 40
(Fiscal Year 1962-67)
A.
Summary by cause of separation
47
B.
Summary of age and grade averages
48
C.
By grade by year
49
D.
By component by year
50
E.
By date of birth and type of separation
51
Recruitment and Attrition Levels Among DDI
Professionals EODing Fiscal Years 1963-1967
F.
Entered on duty
52
G.
Attritions
53
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INTELLIGENCE CAREER SEPARATIONS
OVER AGE 40 BY CAUSE
(FY 1962 - 1967)
Annual
Average
Resignations*
172
28
Death
28
5+
Retirement
167
28-
CSC Optional
95
16
Discontinued Service
8
1
Disability
54
9
**CIA Retirement System
10
2
Total True Separations
367
61
% T/O***
* Includes 20 identifiable as separated for unsatisfactory
service.
** Includes 3 voluntary, 4 mandatory age and 3 disability.
*** T/O of used throughout, of which _ are over 40
years o age.
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INTELLIGENCE CAREER SEPARATIONS
OVER AGE 40: FY 1962 - 1967
Median age of separation: 55
Resignation 49
Death 59
Retirement 62
Age of highest incidence:
Resignation 48
Death 64
Retirement 63
Average annual separations by grade:
Supergrades
4
GS
- 15
4.5
GS
- 14
7
GS
- 13
8
GS
- 12
8
GS
- 11
5.5
GS
- 9/10
9
GS
- 7/8
5
Under GS - 7 10
Trend: Number of separations doubled over period
of 6 years (from 38 to 81).
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INTELLIGENCE CAREER SEPARATIONS
OVER AGE 40 BY GRADE
(FY 1962 - 1967)
1962
1963
1964 1965
1966 1967
18 2
2
1
4
1
10
17 1
1
1
1
4
16 1
3
3
2
9
15 2
2
3
4
8
8
27
14 5
5
8
6
9
8
41
13 5
7
3
12
10
11
48
12 8
6
4
7
13
9
47
11 1
4
7
7
11
9
39
10 2
2
3
1
1
9
09 6
8
6
7
1
15
43
08
1
3
4
1
9
07 2
7
2
3
5
2
21
48
38
56
64
66
06
1
3
2
5
7
18
05 3
4
2
6
4
4
23
04
2
3
2
5
3
15
03
1
1
2
02
1
01
1
1
11
14
15
60
38
56
47
67
78
81
Equivalents used:
GP 99
equals
GS
- 11
CF 2
10 "
GS
10
CF 1
It
GS
- 2
W 07
it
GS
- 1
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INTELLIGENCE CAREER SEPARATIONS
OVER AGE 40 BY COMPONENT
(FY 1962 - 1967)
YEAR
COMPONENT
1962
1963
1964
1965
1966
1967
TOTAL
DDI
3
1
1
2
5
1
13
OCI
2
9
4
6
3
5
29
OER
10
10
16
15
15
6
72
OSR
OBGI
1
4
7
13
25
NPIC/IAS
5
4
2
6
3
5
25
CRS
8
13
14
18
20
30
103
DCS
3
7
5
11
14
12
52
5
7
4
9
10
8
43
TOTAL 38 56 47 67 78 81 367
0 i
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DATE OF
BIRTH
INTELLIGENCE CAREER SEPARATIONS
OVER AGE 40 BY DATE OF BIRTH
(FY 1962 - 1967)
1900
1
19
20
1
1
1
11
13
2
1
1
10
12
3
4
19
23
4
3
1
22
26
5
2
1
13
16
6
4
2
7
13
7
4
1
7
12
8
6
3
4
13
9
4
2
6
12
1910
4
1
6
11
11
5
2
5
12
12
3
7
10
13
3
2
3
8
14
8
9
15
11
15
16
6
11
17
8
12
18
14
16
19
19
20
1920
14
2
16
21
14
2
16
22
14
2
17
23
9
2
12
24
4
3
7
25
5
1
8
26
6
1
7
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DDI PROFESSIONAL EODs
(FY 1963-1967)
Component
1963
1964
1965
1966 1967
Total
ODDI/IRS
1
1
OCI
23
13
6
4 8
54
OER/OSR
73
38
23
38 63
235
OBGI
12
2
8 15
37
NPIC/IAS
120
84
49
129 78
460
CRS
79
43
11
56 60
249
50*
23*
2
3 11
89
ONE
1
2
2 2
7
TOTAL
360
204
93
240 240
1137
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DDI ATTRITION AMONG PROFESSIONAL
(FY 1963-1967)
EODs
Component
1963
1964
1965
1966
1967
Total
ODDI/IRS
OCI
12
5
17
OER/OSR
39
22
10
10
11
92
OBGI
4
1
2
3
10
NPIC/IAS
44
28
11
29
21
133
CRS
43
28
4
15
16
106
DC S
1
1
26*
13*
1
1
2
43
ONE
1
1
2
4
TOTAL
168
97
27
58
56
406
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II.
DDI RETIREMENT PERFORMANCE
A.
Number of DDI retirees
(Fiscal Year 1962-67)
1. By age and year
55
2. By grade and year
56
B.
Performance in retiring personnel on schedule
(Calendar 1967)
By component and ratio of extensions
to retirements on schedule
57
C. Current DDI cases granted CIA Retirement Board
extensions (grade - component - age/service -
months extended) 58
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r-I N N co
r-a
I r-I
N l- LO co N Co N co r-I r-I cfl rI C N CU
r-I rl r-I rl r-I r1
C r1 r-? N di N r-I N co N r-I
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r-i co r1 r-I r-I rl
t44to t`xm Or-IN co [f'LO Co[-00
O O O 000 r-1 r-I r-i r-I r-I r1 r1 r1 r-I
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DDI PERFORMANCE IN RETIRING
PERSONNEL ON SCHEDULE
(CALENDAR 1967)
NUMBER RETIRED NUMBER RATIO
ELIGIBLE ON SCHEDULE EXTENDED EXTENDED
ODDI*
OCI
2
1
1
50
OER
2
2
0
OSR
OBGI
3
2
1
33
NPIC
2
1
1
50
15**
8
7
47
12
6
6
50
2
2
100
TOTAL
38
20
18***
47
NOTE:
Where employee is scheduled to leave by end of year,
and no reason is known why this will not happen, he is
included in total of those retired.
* One not scheduled to retire was retired as surplus.
** Plus 1 retired for disability, and another as surplus.
*** Four were extended only very short times (2, 2, 4 and 6
months respectively) and are retiring at end of 1967.
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CURRENT CASES GRANTED
RETIREMENT BOARD EXTENSIONS
CASE #
GRADE
COMPONENT AGE/SERVICE
EXTENSION
(Months)
1
18
60/30
18
2
15
DCS
62/23
7
3
14
NPIC
65/25
12
4
14
DCS
62/19
2
5
14
DCS
62/17
12
6
14
DCS
61/30
6
7
14
DCS
62/29
11
8
13
OBGI
63/25
6
9
13
DCS
STATSPEC
62/17
12
10
13
OCI
62/25
3
11
13
IAS
66/12
12
12
13
62/27
5
13
11
64/10
23
14
10
60/21
7
15
9
60/40
6
16
9
DCS
60/34
10
17
7
DCS
67/12
24
18
7
CRS
62/26
5
19
6
CRS
62/14
12
20
6
DCS
65/16
12
21
6
DCS
63/12
12
22
5
CRS
64/18
36
23
5
CRS
65/24
12
24
*CIARS
5
CRS
64/12
12
Age
62.7 years
60-68
Longevity
21.6 years
10-40
Extension
12.1 months
2-36
Approved For Release 2000/di/'3694 4 dgiTA000100050001-6
 Approved For Release 2000/08/30 : &-10100947A000100050001-6
No Foreign Dissem
III. DDI PERSONNEL WHOSE RETIREMENT WAS RECENTLY ACCELERATED
BY CHANGE IN AGENCY POLICY AND WHO HAD LESS THAN 5
YEARS NOTICE
A. By grade and number of months of
acceleration 60
B. By component and new year of scheduled
retirement 61
C. By acceleration in months and new year
of scheduled retirement 62
D. By grade and new year of scheduled
retirement 63
Approved For Release 2000/08?3(f Q F ~( bs60}A000100050001-6
 Approved For Release 2000/08/30 : &- OlQ0947A000100050001-6
No Foreign Dissem
DDI Personnel Whose Retirement
Has Been Accelerated And
Who Have Had Less Than 5 Years Notice
(By Number of Months Accelerated Per Grade)
4
1
1
5
10 2
1 2
5
6
5
5
7
8 1
2
5
8
9
9 1
1 1
6
10
3 1
2
11
16
3
13
12
20 6
4 2
8
13
16 2
2 4
8
14
15 2
3
10
15
18 1
2 3
12
16
2
2
17
3 1
1
1
18
No F
Approved For Release 2000/0830
'466&000100050001-6
 Approved For Release 2000/08/30 : tk0i00947A000100050001-6
No Foreign Dissem
DDI Personnel Whose Retirement
Has Been Accelerated And
Who Have Had Less Than 5 Years Notice
(By Component)
Component
Total
ODDI
3
3
OCI
10
3
4
2
1
OER
9
4
1
2
2
OSR
OBGI
14
8
4
1
1
NPIC/IAS
5
2
1
1
1
CRS
32
10
10
10
2
DCS
28
5
8
13
2
M
25
11
6
7
1
TOTAL
126
43
34
39
10
Approved For Release 2000/08930 ' 1W#(bs4}A000100050001-6
 Approved For Release 2000/08/30 : d j ' -b0947A000100050001-6
No Foreign Dissem
DDI Personnel Whose Retirement
Has Been Accelerated And
Who Have Had Less Than 5 Years Notice
(By Number of Months Accelerated)
Acceleration
(in Months)
T t 1
o a
1969
1970 1971
1972
1
2
1
1
2
3
5
1
4
4
7
1
1
5
5
2
1
6
1
1
7
4
2
2
8
5
2
1 2
9
3
1
1 1
10
2
2
11
4
3
1
12
6
3
1 2
13
1
1
14
2
1
1
15
2
1
1
16
4
1
3
17
4
3
1
18
2
2
19
3
2
1
20
4
1
2 1
21
5
1
3 1
22
5
3
1 1
23 .
2
1 1
24
51
10
20 21
TOTAL
126
43
34 39
10
No F 44
Approved For Release 2000/08/30 o?cc 66,i~A000100050001-6
 Approved For Release 2000/08/30: Oil- k4k -' 0947A000100050001-6
o oreign Dissem
DDI Personnel Whose Retirement
Has Been Accelerated And
Who Have Had Less Than 5 Years Notice
(By Grade)
1969 1970 1971
1972
18
17
3
1
2
16
2
2
15
18
6
6 5
1
14
15
5
7 3
13
16
5
3 6
2
12
20
9
3 4
4
11
16
9
3 4
10
3
3
9
9
1
3 4
8
7
8
2
2 4
6
5
3
2
5
10
1
4 3
2
4
1
1
TOTAL
126
43
34 39
10
Approved For Release 2000/v> /3&9~,~' 66 lA000100050001-6
 Approved For Release 2000/08/30 : &K- I00947A000100050001-6
No Foreign Dissem
A. Personnel scheduled or eligible for retirement
over the next ten years (Calendar 1968-77):
1.
By retirement system and option
66
2.
By component and year
67
3.
By grade and year
68
a.
ODDI
69
b.
IRS
70
C.
d.
e.
f.
g.
h.
i.
j.
k.
OCI
OER
OSR
OBGI
NPIC
IAS
CRS
DCS
79
1.
ONE
80
B. Personnel scheduled or eligible for retirement
over the next five years (Calendar 1968-72):
By retirement system and professional or
clerical designation 81
N.Q
Approved For Release se 2000
0 o~o~6AF 069 lA000100050001-6
 Approved For Release 2000/08/30 : &k1k& I00947A000100050001-6
No Foreign Dissem
C. DDI "no-option" scheduled retirements under
Civil Service (Calendar 1968-72):
By longevity and year 82
["No-option" means employee will not have
earned enough service to leave at his
pleasure before age 60 under the 55/30
provision.]
D. Personnel eligible to accelerate their own
retirement within the next ten years by
exercising 55/30 option under Civil Service
or 50/20 option under CIA system:
By year and component 83
Approved For Release 2000/3 0 9? k -bOg47A000100050001-6
 Approved For Release 2000/08/30 : CIA-RDP80-00947A000100050001-6
PERSONNEL SCHEDULED OR ELIGIBLE FOR RETIREMENT
OVER THE NEXT 10 YEARS: CALENDAR 1968-77
(BY RETIREMENT SYSTEM AND OPTION)
Civil Service Retirement System CIA Retirement System
Component Over 60/20 60/20 Total Early Total 60 60 With Early Total Total
60 Only With Scheduled 55/30 CSRS And 50/20 50/20 CIARS Eligible
55/30 Option Eligible Over Option Option Eligible
Option
ODDI 2 3 5 8 13 2 2 15
IRS 8 5 13 11 24 1 1 2 26
OCI 3 19 16 38 31 69 1 3 4 73
OER 10 14 10
OSR 2 4 2
OBGI 12 21 21
NPIC 3 22 22
z
0
11
O GD
n
d J
v
(D 6;
CRS 27 51 41 119 35 154 1 1 155 m
DCS 20 42 37 99 39 138 3 3 141
_ 20 52 31 103 40 143 4 22 39 65 208
ONE 5 5 4 14 3 17 2 2 19
TOTAL 103 243 193 539 263 802 4 30 52 86 888
NOTE: Special cases such as pending disability retirement cases and reserve appointments not
included. As of 1 Jan 68 these totaled 12, including 2 cases of employees who will retire
STATSPEC after 31 Dec 77 at over age 60.
Approved For Release 2000/08/30 : CIA-RDP80-00947A000100050001-6
 Approved For Release 2000/08/30 : CIA-RDP80-00947A000100050001-6
PERSONNEL SCHEDULED OR ELIGIBLE FOR RETIREMENT
OVER THE NEXT TEN YEARS: CALENDAR 1968-77
(BY COMPONENT AND YEAR)
ODDI
0/(1)
0/(0)
0/(0)
0/(2)
2/(2)
1/(2)
0/(1)
0/(2)
0/(1)
2/(2)
5
(13)
15
IRS
0/(1)
0/(0)
0/(1)
2/(0)
0/(2)
1/(2)
2/(3)
5/(4)
2/(0)
2/(5)
14
(18)
26
z
OCI
1/(1)
3/(0)
4/(2)
2/(3)
3/(7)
2/(3)
4/(10)
7/(5)
5/(14)
8/(6)
39
(51)
73
0
Fli
OER
3/(3)
4/(0)
2/(2)
3/(0)
4/(4)
4/(1)
7/(2)
1/(5)
4/(4)
2/(6)
34
(27)
51
0
V: hi
-;I N
OSR
1/(1)
0/(0)
0/(O)
0/(1)
1/(1)
2/(0)
1/(1)
1/(1)
0/(2)
2/(4)
8
(11)
17
nt4
OBGI
7/(4)
10/(0)
6/(2)
37(5)
4/(4)
4/(6)
3/(3)
8/(9)
8/(7)
1/(9)
54
(49)
82
M d
NPIC
3/(4)
3/(1)
1/(1)
3/(4)
4/(9)
6/(7)
7/(8)
9/(7)
7/(12)
4/(15)
47
(68)
93
U
IAS
1/(0)
0/(0)
0/(0)
07(1)
1/(0)
0/(1)
0/(1)
1/(0)
0/(1)
2/(0)
5
(4)
8
(D
CRS
10/(5)
16/(4)
14/(0)
13/(10)
11/(17)
11/(6)
13/(10)
10/(4)
107(9)
12/(12)
120
(77)
155
DCS
9/(7)
9/(2)
9/(3)
15/(7)
9/(8)
8/(12)
10/(5)
87(10)
10/(11)
14/(14)
101
(79)
141
_
14/(25)
17/(8)
10/(11)
14/(12)
8/(17)
11/(15)
19/(11)
18/(19)
9/(8)
9/(6)
129
(132)
208
ONE
4/(1)
1/(1)
0/(1)
0/(0)
0/(1)
2/(1)
3/(0)
1/(3)
1/0)
4/(1)
16
(9)
19
NOTE: Scheduled and Eligible are not mutually
scheduled during this period.
exclusive
categories. Some
individuals will
be both
eligible and
Approved For Release 2000/08/30 : CIA-RDP80-00947A000100050001-6
 Approved For Release 2000/08/30 : c M0100947A000100050001-6
No Foreign Dissem
PERSONNEL SCHEDULED FOR RETIREMENT
OVER THE NEXT TEN YEARS: CALENDAR 1968-77
(BY GRADE AND YEAR)
Year
Grade
68
69
70
71
72
73
74
75
76
77
Total
18
5
1
1
3
1
1
1
13
17
1
1
1
3
1
7
16
2
2
1
1
2
3
4
15
16-18
5
2
3
3
5
2
6
3
6
35*
15
6
7
9
5
5
6
13
6
8
7
72
14
5
6
10
8
4
2
6
6
4
7
58
13
9
10
4
8
10
9
11
10
7
7
85
13-15
20
23
23
21
19
17
30
22
19
21
215
12
4
10
4
6
5
6
10
13
6
10
74
11
6
12
4
6
5
8
11
8
10
6
76
10
1
3
3
3
1
11
10-12
10
23
11
12
10
14
21
24
19
17
161
9
5
1
4
6
4
4
3
7
3
4
41
8
1
2
1
1
2
1
8
7
5
3
2
7
1
3
5
4
2
5
37
7-9
10
4
7
13
7
7
9
12
7
10
86
6
5
5
3
3
3
2
5
3
2
31
5
2
4
4
3
4
4
2
4
4
31
4
1
2
1
1
2
3
1
2**
13
4-6
8
11
5
6
8
9
7
5
8
8
75
Total
53
63
46
55
47
52
69
69
56
62
572
*Includes 7 GS-18 members of the Board of National Estimates
(4 of which are "scheduled" to retire in 1968, 1 in 1969,
1 in 1973 and 1 in 1974) for purposes of this report only
inasmuch as these cases are handled by the Director.
**Includes 1 GS-3.
Approved For Release 2000/0893'?WW" ' 660 A000100050001-6
 Approved For Release 2000/08/0 : &A--'0947A000100050001-6
o Foreign Dissem
ODDI: SCHEDULED RETIREMENTS
(CALENDAR 1968-77)
Year
Grade Total
68 69 70 71 72 73 74. 75 76 77
18 1 1 1 3
17
16
15 1 1
14 1 1
13
12
11
10
09
08
07
06
05
04
Average per year: 0.5
Range 0 - 2
Approved For Release 2000/0830 O F ~(bsbs4l'A000100050001-6
 Approved For Release 2000/08/30 : & k- i00947A000100050001-6
No Foreign Dissem
IRS: SCHEDULED RETIREMENTS
(CALENDAR 1968-77)
68 69
70 71 72 73 74
75
76
77
18
17
16
15
14
13
2 1
1
1
12
1
1
11
1
1
10
09
1
1
08
07
1
1
.06
1
1
05
04
Total
2
1
2
5
2
2
14
Average per year:
1.4
Range
0 - 5
Approved For Release 2000/d 873d l (& A000100050001-6
 Approved For Release 2000/08/0 : G1 ROM b0947A000100050001-6
NO oreign issem
OCI: SCHEDULED RETIREMENTS
(CALENDAR 1968-77)
68
69
70
71
72
73
74
75
76
77
18
17
16
15
14
13
12
11
10
09
08
07
06
05
04
1
1
1
2
1
1
1
1
1
1
1
1
1
1
2
2
1
5
1
1
3
1
1
3
2
1
14
5
7
2
1
1
2
Total
1
3
4
2
2
5
7
5
Average per year:
Range
4
Approved For Release 2000/08/430' 42A0001 00050001-6
 Approved For Release 2000/08/N30 : O,>0947A000100050001-6
o oreign Dissem
OER: SCHEDULED RETIREMENTS
(CALENDAR 1968-77)
Year
Grade Total
68 69 70 71 72 73 74 75 76 77
18
17
16
15 1 2 1 1 2
14 1 1 1
13 1 1 2
12 1 1 2 2 6
11 1 1 2
10
09
08
07
06 1
05
04 1 1 2
Average per year: 3.4
Range 1 - 7
No Forei *0-909em
Approved For Release 2000/08/30 : _~~f~D~ I-47A000100050001-6
 Approved For Release 2000/0890 : OX-,"80 ~0947A000100050001-6
o oreign Dissem
OSR: SCHEDULED RETIREMENTS
(CALENDAR 1968-77)
Year
Grade
18
17
16
15
14
13
12
11
10
09
08
07
06
05
04
Total
68
69
70
71
72
73
74
75
76
77
1
1
1
1
1
1
1
1
2
1
2
Average per year: 0.7
Range 0 - 2
No Forei Di m
s
Approved For Release 2000/08/30 : Cftn107A000100050001-6
 Approved For Release 2000/08/30 : &-WA&i-'0 947A000100050001-6
No Foreign Dissem
OBGI: SCHEDULED RETIREMENTS
(CALENDAR 1968-77)
Year
Grade
Total
68 69
70 71 72 73 74
75
76
77
18
17
16
15 1 2
1 1 1
1
7
14 1 2
3
1
1
8
13 2 2
1 2 1
1
1
1
11
12 2
1 1
2
1
7
11
1
2
3
1
2
10
1
09 2 1
1
08
07 1
1
06 1
1
05
04
Average per year:
5.4
Range
1 - 10
No Forei n Dissem
Approved For Release 2000/08/30 : 9 0~90947AO00100050001-6
 Approved For Release 2000/08/30 : G
MAD -fl 0947A000100050001-6
NO oreign Dissem
NPIC: SCHEDULED RETIREMENTS
(CALENDAR 1968-77)
68
69
70
71
72
73
74
75
76
77
18
17
16
15
14
13
12
11
10
09
08
07
06
05
04
1
1
1
1
1
1
1
1
1
1
4
1
1
1
1
1
1
1
2
2
1
2
1
1
1
1
1
1
1
5
10
7
5
3
1
2
2
4
Total
3
3
1
3
4
6
7
9
7
4
47
Average per year:
4.
7
Range
1
- 9
No Forei n Di e
Approved For Release 2000/08/30: qj# &94}A000100050001-6
 Approved For Release 2000/08/0 : - &-'00947A000100050001-6
o oresgn Diissem
IAS: SCHEDULED RETIREMENTS
(CALENDAR 1968-77)
68 69 70 71 72 73 74 75 76 77
18
17
16
09
08
07
06
05
04
Average per year: 0.5
Range 0 - 2
1 1
2
No Foreign Dissem
Approved For Release 2000/08/30 : c t fft?0947A000100050001-6
 Approved For Release 2000/08/30 :O, -i4-100947A000100050001-6
o oreign Dissem
CRS: SCHEDULED RETIREMENTS
(CALENDAR 1968-77)
68 69
70
71
72
73
74
75
76
77
18
17
1
1
16
15 1 2
1
1
1
6
14
1
1
1
2
5
13 2
3
2
1
9
12 2
1
1
1
1
1
1
2
10
11 1 3
1
3
2
2
3
1
1
17
10
09
4
3
3
1
1
1
1
1
15
08
07 4 1
2
2
1
1
2
1
2
2
18
06 3
1
1
1
2
2
1
11
05 1 4
3
3
1.
1
2
3
3
21
04 2
1
1
1
1
1
7
13
11
11
13
10
10
12
120
Average per year:
12
Range
10
- 16
*fto is
Approved For Release 2000/08/ 0 F
74,OA0001
 Approved For Release 2000/08/p: GY4=RDP80rb0947A000100050001-6
0 oreign issem
DCS: SCHEDULED RETIREMENTS
(CALENDAR 1968-77)
Grade
68
69
70 71
72
73
74
75
76
77
18
17
1
2
16
15
2
2 2
3
1
2
3
15
14
3
1
5 4
1
2
2
1
19
13
1
3
3
3
3
5
3
2
2
25
12
1
1
1
1
1
3
1
3
12
11
1
2
1
1
5
10
2
2
09
3
08
07
'1
1
3
1
1
3
06
2
2
1
1
8
05
2
04
Total
9
9
8 14
9
8
10
8
10
14
99
Average per year:
9.9
Range 8 - 14
No Forei n Di
Approved For Release 2000/08/30 : C> 4lWA000100050001-6
 Approved For Release 2000/08/0: Gam,?Q947A000100050001-6
o or-e ggn Dissem
SCHEDULED RETIREMENTS
STATSPEC
(CALENDAR 1968-77)
68
69
70
71
72
73
74
75
76
77
18
17
16
15
1
2
3
1
7
14
1
1
1
2
1
6
13
3
2
1
1
2
2
2
13
12
2
4
1
4
1
3
4
7
3
29
11
5
8
3
3
3
4
6
4
3
45
10
1
2
1
5
09
2
1
4
1
08
07
3
1
1
06
1
1
2
05
1
1
3
04
1
1
1*
3
Total
14
17
10
14
8
11
19
18
9
9
129
Average per year:
12.9
Range
8 - 19
*GS-3 included as GS-4 for convenience.
No Forei
Approved For Release 2000/08/30 : C k
0947A000100050001-6
 Approved For Release 2000/08/30 : WD4(00947A000100050001-6
No Foreign Dissem
ONE: SCHEDULED RETIREMENTS
(CALENDAR 1968-77)
Year
Grade Total
68 69 70 71 72 73 74 75 76 77
18 4 1 1 1 7*
17 1 1
16 2 2
15 1 1 2
14
13
12 1 1
11
10
09 1 1 2
08 1
07
06
05
04
Total 4 1 2 3 1 1 4 16
Average per year: 1.6
Range 0 - 4
*Members of Board of National Estimates serve at the pleasure
of the Director, and hence may or may not retire as shown
above.
Approved For Release 2000/f/3b?S"iJM7A000100050001-6
 Approved For Release 2000/08/30 : CIA-RDP80-00947A000100050001-6
DDI RETIREMENT CASES
(CALENDAR 1968-1972 BY RETIREMENT SYSTEM)
Component
Civil Service System CIA System
Prof
Clerical
Total
Prof Clerical
Total
Prof
Clerical
Total
ODDI
3
-
3
2 -
2
5
-
5
IRS
4
1
5
1 -
1
5
1
6
OCI
23
-
23
3
3
26
-
26
o
OER
19
4
23
OSR
3
1
4
- -
-
3
1
4
z
0
U 0
OBGI
32
9
41
- -
-
32
9
41
tt (D
NPIC
18
9
o
n
n~
27
2
-
2
20
9
29
(D
x oo
~
IAS
3
-
3
- -
-
3
-
3
.
tr: d
CRS
49
43
92
1 -
1
50
43
93
DCS
55
16
71
3 -
3
58
16
74
H-
65
7
72
51 -
51
116
7
123
cnn
ONE
7
-
7
2 -
2
9
9
m
TOTAL
281
90
371
65 -
65
346*
90
436
*Includes 21 Technical and 11 Commo.
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DDI NO-OPTION SCHEDULED RETIREMENTS UNDER CIVIL SERVICE
(CALENDAR 1968-1972 BY YEARS OF SERVICE)
Component
Under 25 Years 25-29 Years 30 or More Yrs Annual Totals
68 69 70 71 72 68 69 70 71 72 68 69 70 71 72 68 69 70 71 72
ODDI
z IRS 1 1
0 OCI 1 1 3 4 2 2
Ili
U0 OER 1 3 1 1 1 1 1 1 1 2
rr(D OSR 1
OBGI 1 3 1 1 1 4 4 3 1 1 2 3
NPIC 1 1 1 3 1 1 1
N IAS 1 1
CRS 5 9 3 6 2 4 6 8 5 4 1 1
Component
Totals
2 2
1 3 4 2 3 13
2 4 2 2 3 13
1 1
2 7 10 4 2 4 27
2 3 1 1 2 9
1 1 2
1 10 16 11 11 7 55
DCS 5 5 3 2 3 1 4 6 2 3 11 2 9 9 9 13 7 47
2 7 3 4 2 6 9 4 6 1 2 1 10*16 7 10 4 47
ONE 1 3 1 4 1 5
Annual 16 27 12 15 12 21 31 26 17 14 9 4 11 6 46 62 38 43 32
Under 25 82
25-29 109
30 or more 30
*In addition 3 members of CIARS.
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o oreign Dissem
EMPLOYEES WHO COULD ACCELERATE THEIR
RETIREMENT WITHIN THE NEXT 10 YEARS
BY EXERCISING THE 55/30 OR 50/20 OPTION
Number by Component
Eligible ODDI OCI OER OSR OBGI NPIC IAS CRS DCS ONE
1968 2 1 3 1 4 4 5 7 25 1 53
1969 1 4 2 8 1 16
1970 1 2 2 2 1 3 11 1 23
1971 2 3 1 5 4 1 10 7 12 45
1972 4 7 4 1 4 9 17 8 17 1 72
1973 4 3 1 6 7 1 6 12 15 1 56
1974 4 10 2 1 3 8 1 10 5 11 55
1975 6 5 5 1 9 7 4 10 19 3 69
1976 1 14 4 2 7 12 1 9 11 8 69
1977 7 6 6 4 9 15 12 14 6 1 80
Total 31* 51 27 11 49 68 4 77 79 132 9 538
*ODDI 13
IRS 18
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No Foreign Dissem
References
Classified reports (9)
Open literature (13)
Machine listings (6)
Approved For Release 2000/o93CT::? l e OsY, 1A000100050001-6
 Approved For Release 2000/08(30 :0 6947A0001 00050001-6
o Foreign issem
CIA, "Benefit Programs for You and Your Family," in Support
Bulletin, January 1967.
D/PERS, Retirements for the Next Decade in CIA, Personnel
25X1A Forecasts Series, No, arch 19671 pp. 13.
I memo for Director of Personnel, subj: Criteria for
Retirement under CIA System, 7 April 1967.
Imemo for Chairman, CIA Retirement Board, subj: CIA
Retirement Policy under Civil Service, 14 August 1967.
D/PERS memo for DCI, subj: Special Report on the CIA
Retirement Policy, 24 October 1967.
D/PERS memo for deputies, subj: Proposed Notice - Employment
after Retirement, 12 December 1967.
[See in particular the Background section of TAB A:
Extended Use of Employees After Age Sixty.]
D/PERS, Report on Succession Problem in CIA, 22 December
1967, pp. 17, including Tabs.
D/PERS, Comparative Analysis of Civil Service and CIA
Retirement Systems, released December 1967, pp. 55.
D/PERS, Statistical Information on Agency Retirement
Projections, released December 1967, pp. 52.
Cabinet Committee, Federal Staff Retirement Systems, Report
to the President, Sena a ocument No. 14, GPOY
6 April 1967.
89th Congress, Second Session, Federal Salaries and Fringe
Benefits, House Hearings on HR 12094 and related b: 111S,
including HR 14122, 7 March through 27 April 1966.
GPO, 1966.
U.S. Social Security Administration, "Social Security in
Review" in Social Security Bulletin, April 1964,
U.S. Dept. HEW, pp. 45.
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 Approved For Release 2000/08N: #bQ947A000100050001-6
0 oreign Dissem
Gordon, Margaret S., "Work and Patterns of Retirement," in
Aging and Leisure, Robert W. Kleemeir, Editor, Oxford
University Press, New York, 1961, pp. 15-53.
Greenough, William C. and King, Francis P., Retirement and
Insurance Plans in American Colleges, Columbia niversity
Press, New York, lqbq.
Ingraham, Mark H. and King, Francis P., The Outer Fringe
[Faculty Benefits Other Than Annuties and Insurance],
University of Wisconsin Press, Madison, 1965.
Lenz, Comdr. Allen J., "Early Retirement and Income
Maximization," in Old Age Income Assurance, a compendium
of papers on problems and policy issues in the public
and private pension system, submitted to the Joint
Economic Committee of the Congress, Part IV, pp. 164-176,
GPO, December 1967.
Lockheed Corporation, Retirement Plan, (LAC 900-1), July 1966.
National Industrial Conference Board, Corporate Retirement
Policy and Practices, NICB, Inc., 1962f. -
Pressey, Dr. Sidney L., "Problems and Potentials of
Professional Retirement," in Aging and Retirement, Fifth
Annual Southern Conference on eronto ogy, University of
Florida Press, 1955, pp. 49-56.
Research Analysis Corporation, Retirement Income, booklet
published as part of RAC Benefit Plan series, 1 August
1965.
Schulz, James H., "'Early Retirement' Trends and Pension
Eligibility Under Social Security," in Old Age Income
Assurance, Part III, pp. 156-168, GPO, December 1 7.
Spengler, Joseph J., "Some Economic and Related Determinants
Affecting the Older Worker's Occupational Role," in
Social Aspects of Aging, Ida Harper Simpson and John C.
McKinney, Editors, Duke University Press, Durham, North
Carolina, 1966, pp. 3-41.
No For n Di
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o oreign Dissem
MACHINE LISTINGS
DDI Separations, Age 40 and Over, FY 1962-1967, as of 30 June
1967, OP/RCD Special Requirement #949 and Supplement.
DDI Personnel.Roster, as of 30 September 1967, OP/RCD Job
#940. Straight alphabetical by surname (940 A); by date
of birth (940 B); alphabetical within office (940 C).
DDI Retirement Projection Report--Year by Retirement Group by
Service Designation, as of 30 November 1967, OP/RCD Job
#219 A.
DDI Professional EODs for FY 1963-1967, indicating attritions
as of 31 December 1967, OP/RCD Job #952 A.
DDI Staffing Complement--Position Control Register, as of
31 December 1967, OP/RCD Job #140.
Directorate of Intelligence Retirement Projection: 1968-1977
(1 January 1968), CRS/EDPD/SYSTEMS PROGRAM #89,
16 January 1968.
[A machine backup to a manual color coded card file of
888 DDI personnel scheduled or eligible for retirement
in the next ten years.]
No Forei n Di
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 Seeretd For Release 2000/08/30 : CIA-RDP80-00947A000100050001-6
Secret
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