SUPPORT BULLETIN FOR INFORMATION OF HEADQUARTERS AND FIELD PERSONNEL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04724A000500060001-4
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 27
• Document Creation Date: December 9, 2016
• Document Release Date: January 23, 2001
• Sequence Number: 1
• Publication Date: August 1, 1963
• Content Type: BULL

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SUPPORT BULLETIN
FOR INFORMATION OF HEADQUARTERS
AND FIELD PERSONNEL
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CONFIDENTIAL
GROUP i
Excluded from automatic
downgrading and
declassification
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CONFIDENTIAL
The Support Bulletin, published periodically, is designea I to keep head-
quarters and field personnel informed on administrative personnel, and
support matters. The Support Bulletin is not directive in nature but
rather attempts to present items which, in general, are r f interest to all
personnel and, in particular, of interest to those empPP yees occupying
various support positions. Suggestions and constructive criticism from
both headquarters and field personnel are encouraged.
NOTE': - This bulletin is for information only. I does not con-
stitute authority for action and is in no , ay a substitute
for regulatory material.
W
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August 1963
SUPPORT BULLETIN
FOR INFORMATION OF HEADQUARTERS
AND FIELD PERSONNEL
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1ABLE OF CONTENTS
Page
how to Kill Progress . . . . . . . . . . . . . . . . . . . . . 1
Military Pay . . . . . . . . . . . . . . . . . . . . . . . . . . 1
Out For a Coffee Break'' . . . . . . . . . . . . . . . . . . . . 1
Salary Step Increases . . . . . . . . . . . . . . . . . . 2
[home Service Transfer Allowance . . . . . . . . . . . . . . . 5
Worthwhile Ideas Bring Recognition and Reward . . . . . . . . . 6
National Academy of Foreign Affairs . . . . . . . . . . . . . . . 11
Defensive Driving . . . . . . . . . 13
A Look at Legislation . . . . . . . . . . . . . . . . . . . . . 16
Customs O.K.'s 40 Percent Discount . . . . . . . . . . . . . . 17
Capital Beltway `l`imet i ble . . . . . . . . . . . . . . . . . . . 17
Savings Bond Program . . . . . . . . . . . . . . . . . . . . 2()
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HOW TO
KILL
PROGRESS
Here are twenty-one very common expres-
sions and comments which have been heard
many times from people at different levels in
the Organization. The thinking represented
by these comments would chill any idea and
retard progress because of the extreme nega-
tivism which they imply:
? "It isn't in the budget."
? "It won't work in our department."
? "We tried that before."
? "It's too radical a change."
? "We don't have the time."
? "That price is too high for us."
? "Not practical for operating people."
? "Don't be ridiculous."
? "We're too small for it."
? "That will make our system obsolete."
? "We've never done it before."
? "You're two years ahead of your time."
? "Let's get back to reality."
? "That's not our problem."
? "Why change it; it's still working O.K."
? "We're not ready for that."
? "We'll be the laughing stock."
? "We did all right without it."
? "Let's shelve it for the time being."
? "Let's form a committee."
? "Has anyone else tried it?"
If this shoe fits-let's stop wearing it. None
of us need be a party to killing progress.
MILITARY PAY
The House of Representatives has approved
a military pay raise bill which includes a
special combat allowance of $55 a month for
men serving anywhere under enemy fire.
The bill, which was recommended by the ad-
ministration and now goes to the Senate,
carries pay raises for 1.8 million service men,
not including 832,000 draftees and enlistees
during their first two years of service.
Proposed increases average 12.6 percent and
would be weighted most heavily for those in
the middle grades, both enlisted men and
officers.
OUT FOR A COFFEE BREAK?
An office manager in a Boston firm (we wish
we knew the name) was cleaning out an old
file when he came across the office rules for
1872:
1. Office employees each day will fill lamps,
clean chimneys and trim wicks. Wash
windows once a week.
2. Each clerk will bring in a bucket of water
and a scuttle of coal for the day's business.
3. Men employees will be given an evening
off for courting purposes.
4. After thirteen hours of labor in the office,
the employee should spend the remaining
time reading the Bible.
5. Every employee should lay aside from each
pay day a goodly sum of his earnings for
his benefit during his declining years, so
that he will not become a burden on society.
6. Any employee who smokes Spanish cigars,
uses liquor in any form, or frequents pool
and public halls, or gets shaved in a barber
shop, will give good reason to suspect his
worth, intentions, integrity and honesty.
7. The employee who has performed his labor
faithfully and without fault for five years
will be given an increase of five cents per
day in his pay, providing profits from busi-
ness permit it.
How times have changed!
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25X1 A
SALARY STEP INCREASES
The Federal Salary Reform Act has estab-
lished a new system of granting salary step
increases which provides Government man-
agers with means of providing or denying
monetary recognition to employees in line
with their actual work performance. Under
a provision of the act an employee is given
a step increase upon the completion of a pre-
scribed waiting period if his work is "of an
acceptable level of competence." Manage-
ment is also permitted under the new provi-
sions to grant a step increase to an employee
"in recognition of high quality performance
above that normally found in the type of posi-
tion." The act provides that no more than
one quality step increase may be granted to
an employee within a period of 52 calendar
weeks.
A Civil Service Commission bulletin states :
"For many years Federal managers have
blamed the classification system governing
white collar pay for its failure to allow them
to adjust the salary rates of their employees
according to the actual work performance of
the individual. `A dead level of mediocrity,'
many claimed, resulted from giving the same
basic compensation to all employees doing
similar work and granting increases in rates
within the grade almost automatically ac-
cording to length of service on the job. Now,
under the Federal Salary Reform Act passed
in October 1962, this roadblock to effective
salary administration has been removed. Con-
gress has placed two powerful new tools in the
hands of Federal managers for recognizing
individual performance of their workers...."
HR explain the re-
quirements and procedures for granting regu-
lar step increases and within-grade increases
for high quality performance.
In response to questions already received,
the following questions and answers on regu-
lar and quality step increases are given for
the information and guidance of Organization
employees and supervisors.
Q. What groups of personnel are eligible
for step increases?
A. Regular and quality step increases may
be granted to staff employees and staff agents
(except Temporary Employees) who are re-
ceiving pay at less than the maximum sched-
uled rate of their grade.
Q. Is it more difficult now to obtain a regu-
lar step increase than it was under the old
system of periodic step increases?
A. A step increase is no longer automatic.
A regular step increase now will be granted,
within time requirements, if the employee's
supervisor certifies that the individual's work
is of an "acceptable level of competence."
The criteria for determining whether an em-
ployee's performance is of an acceptable level
of competence are stated in the Organization
regulations on step increases. It is expected
that not more than a small number of our
employees at any one time would have their
regular step increases withheld. Nevertheless,
when an employee's performance is not ade-
quate in the major aspects of his work, it is
Organization policy that the regular step in-
crease be withheld. If a step increase is
withheld, the individual will be given all rea-
sonable assistance and guidance to help him
improve his work and establish eligibility for
the step increase.
Q. Have safeguards been established to en-
sure that determinations concerning an em-
ployee's work are made objectively and fairly
and that step increases will be given in every
justifiable instance?
A. We might answer this question in much
the same way that John W. Macy, Chairman
of the Civil Service Commission, answered a
similar question recently :
The entire Federal service is dependent upon
the integrity, fairness, and good judgment
of supervisors. If they cannot be trusted
to grant or withhold within-grade increases
figured in hundreds of dollars, how can they
be trusted to administer key Federal pro-
grams with expenditures in millions of dol-
lars and deeply involving us all? Super-
visors are only human and perhaps some
errors will be made. But the supervisor
who denies a within-grade increase must
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be aware that his reasons will be subject to
scrutiny at a higher level if the employee
exercises his right to have a reconsideration
of the supervisor's determination that the
employee's performance is not at an ac-
ceptable level of competence. If the super-
visor misuses this tool for incentive, the
remedy will be to re-educate him or remove
him.
The Organization regulations provide that
if the step increase is to be withheld, the
supervisor shall inform the employee by mem-
orandum. They also state that an employee
may request reconsideration of the decision to
withhold the step increase. In such cases, a
review of the initial decision to withhold the
step increase is made by Organization officials
at a sufficiently high level to assure uniformity
of treatment and conformance with stand-
ards. If the determination upon reconsidera-
tion is favorable to the employee, it supersedes
the original determination and is deemed to
be made as of the date of the original one.
The employee's regular step increase then be-
comes effective as of the date originally due.
Q. If, because of a recent transfer or re-
assignment, the employee's supervisor is not
able to make a judgment about the work of an
employee, is it possible for the supervisor to
defer making his determination until he has
additional time to evaluate the individual's
work?
A. No. The supervisor is required to certify
that the employee's work is or is not of an
acceptable level of competence no later than
the end of the prescribed waiting period. In
such cases, previous supervisors and records
may be consulted, when appropriate, by the
supervisor making the required certification.
Q. Is the supervisor required to give ad-
vance warning to an employee whose step in-
crease is about to be withheld?
A. The Organization regulations on step in-
creases provide that if a step increase is to be
withheld, the supervisor shall inform the em-
ployee by memorandum no later than the end
of the prescribed waiting period. It is a su-
pervisor's responsibility to ensure that his
employees understand what constitutes an
acceptable level of competence and to warn
them, either orally or in writing, whenever
their work is below that level. This will give
an employee an opportunity to correct his
work deficiencies. Consideration of the pos-
sibility of correcting a situation by counsel-
ing, training, reassignment, or admonition be-
fore proceeding with any adverse action which
affects an individual's employment or pay
status is an inherent feature of good super-
vision and is essential in promoting good em-
ployee performance and conduct.
Q. Does a Fitness Report rating of "Weak"
for overall performance automatically require
that the step increase for the employee be
withheld?
A. No. Regular step increases are not
"automatically" granted or "automatically"
withheld. When an employee completes the
prescribed waiting period, a certification must
be made that the employee's work is or is not
currently of an acceptable level of competence.
If the employee's overall work performance
was rated "Weak," but has improved since his
last Fitness Report to the extent that his work
meets the standards that have been set for
him, it would be considered that he had at-
tained an acceptable level of competence. If
he were rated "Proficient," but since then his
work has fallen off and is considered to be
consistently weak or barely adequate, the
withholding of a step increase is justified.
Q. Is time spent in a contract status credit-
able toward a waiting period, when an em-
ployee is transferred from contract to staff
employee status?
A. Service under a contract is creditable
toward not to exceed one step increase pro-
vided that the salary rate under contract was
approximately the same or higher than the
salary paid in the appointive status. Con-
versely, if the appointive status is at a salary
rate equivalent to more than one step in-
crease, the service under contract is not cred-
itable toward the next regular step increase.
Q. If there is a period of LWOP in excess of
the maximum time allowed for credit as serv-
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ice toward a waiting period, does a new wait-
ing period begin upon return to a pay status?
A. A new waiting period begins after a non-
pay status in excess of 52 calendar weeks.
Any time in a nonpay status in excess of cred-
itable time, up to 52 calendar weeks, must be
made up with service in a pay status (not
overtime) before the next regular step in-
crease becomes effective.
Q. The Federal Salary Reform Act provides
for additional step increases "in recognition
of high quality performance." Is it neces-
sary to grant the regular and quality step
increases at the same time?
A. No. If an employee meets the eligibility
requirements for a quality step increase, it
may be granted before he completes the pre-
scribed waiting period for a regular step in-
crease, after he has received a regular step in-
crease, or at the same time the regular step
increase is granted.
Q. Does a new waiting period begin upon
the receipt of a quality step increase?
A. No. An employee who receives a quality
step increase does not start a new waiting
period to meet the time requirements for a
regular step increase. The following examples
illustrate this point:
(1)
A quality step increase is given to an
employee who has completed 40 weeks
of creditable service toward an increase
to the second step of his grade. After
the quality step increase places him in
the second. step, he will require only
12 weeks more of creditable service to
complete the 52-week waiting-period
requirement for advancement to the
third step.
(2) A quality step increase is given to an
employee in the third step of his grade
who has completed 40 weeks of credit-
able service toward an increase to the
fourth step. After the quality step in-
crease places him in the fourth step,
which is in a higher waiting-period
category, he will require only 64 weeks
more of creditable service to complete
the 104-week waiting-period require-
ment for advancement to the fifth step.
In each of these illustrations, the employee
receives credit for the 40 weeks of creditable
service he has already completed.
Q. Must an employee complete a prescribed
waiting period before he is granted a quality
step increase?
A. There is no specified "waiting period" for
a quality step increase. To be eligible for
such an increase, however, the high quality
performance of an employee must be sustained
for at least six months and must also give
promise of continuing at the high level. No
more than one quality step increase shall be
granted to an individual within a period of
52 calendar weeks.
Q. If an employee is promoted, must he
serve in the higher grade for a period of six
months before being considered for a quality
step increase?
A. This would generally be the case, par-
ticularly in situations where the individual is
reassigned to a position of greater responsi-
bility or a different type of work; but it is not
a requirement. A quality step increase should
not be granted until there is sufficient service
upon which to base a conclusion that high
quality work is characteristic of the employee's
performance. The Organization has set a six-
month minimum period during which high
quality performance must be sustained to
qualify an employee for a quality step increase.
Q. Is it possible to grant an employee a
quality step increase and an Honor and Merit
Award simultaneously?
A. Yes. A combination of a quality step
increase and an Honor and Merit Award could
be used where the circumstances warrant
simultaneous recognition of both types.
Q. Are quality step increases used as mone-
tary recognition for group achievement?
A. No. The "Certificate of Merit" or the
"Certificate of Merit with Distinction," both
accompanied by an emolument, would gen-
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erally be used as monetary recognition for
group achievement, nonrecurring achieve-
ments, or superior performance in special
work situations of limited duration.
Q. Will a Fitness Report overall perform-
ance rating of "Outstanding" require that the
employee be given a quality step increase?
A. No. An "Outstanding" performance rat-
ing in. the Organization fitness reporting sys-
tem means "performance is so exceptional in
relation to requirements of the work as to
warrant special recognition." An employee
meeting these standards would in many in-
stances meet the standards of performance
for a quality step increase. This does not
mean, however, that the rating automatically
requires the granting of a quality step in-
crease. Other circumstances (e.g., a recent
quality step increase, a promotion, the grant-
ing of an Honor and Merit Award, or other
forms of recognition) may make a quality
step increase inappropriate at the time. Spe-
cial advantages to the employee and the Or-
ganization will be carefully considered in de-
termining the appropriate type of recognition
to be given to employees whose work meets
the standards of high quality performance.
HOME SERVICE TRANSFER ALLOWANCE
During the past year there have been sev-
eral instances where the Temporary Lodging
Allowance (TLA) portion of the Home Service
Transfer Allowance has had to be disallowed,
or special authority sought to pay it, because
employees have not completely understood
the conditions of eligibility. In nearly every
case this lack of understanding occurred in
circumstances where the Washington area
was the employee's home leave point as well
as his next post of assignment.
In administering the Home Service Trans-
fer Allowance, as well as other allowances and
differentials, this Organization follows the
Standardized Regulations (Government Civil-
ians, Foreign Areas) with the modifications
25X1A
stated in As specified in
the Standardized Regulations, the purpose of
the TLA is "to assist in alleviating extraor-
dinary, necessary and reasonable expenses,
not otherwise compensated for, incurred by
an employee incident to establishing himself
at a post of assignment in the United States
between assignments to posts in foreign
areas." [Emphasis supplied.] The regulation
goes on to say that "the grant, or grants, may
cover the period during which the employee,
or a member of his family, incurred expenses
for temporary lodging at his post within a
time range beginning 30 calendar days prior
to the employee's entrance on duty and end-
ing 30 calendar days after his entrance on
duty." [Emphasis supplied.]
The difficulties have occurred in cases
where the Washington area has been the em-
ployee's home leave point as well as his post
of assignment. People returning to this area
under these circumstances are quite likely to
go directly into temporary quarters while
searching for permanent quarters, or while
waiting for their houses to be made ready for
occupancy. They may remain in temporary
quarters for some time before occupying per-
manent quarters, and then continue on leave
for some additional period of time before re-
porting to headquarters for entrance on duty.
Eligibility for the TLA relates to the em-
ployee's arrival at his post of assignment for
duty rather than his arrival in the Wash-
ington area for leave purposes. Even though
the individual may be in the Washington area
on leave, he has not arrived at his post of
assignment until he has reported to head-
quarters. Persons returning to Washington
for leave and assignment may report to head-
quarters to begin their in-processing any time
within 30 calendar days after their arrival,
thereby establishing their eligibility for the
TLA, and then return to a leave status for as
long as they may be authorized to do so.
TLA may be allowed only for temporary
lodgings occupied within 30 days before en-
trance on duty. If the total elapsed time be-
tween the date of arrival in the Washington
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area and the date of entrance on duty is more
than 30 calendar days, and temporary lodg-
ings were occupied more than 30 days before
EOD, the TLA cannot be paid for any part of
the time which preceded the beginning of the
30 day period.
EXAMPLES :
(1) Mr. A returned to the headquarters
area from the field on 1 October 1962
and immediately moved into a motel.
He spent the next 15 days searching
for a home. On 15 October, Mr. A
moved into permanent quarters, his
home. He continued on leave and then
reported for duty on the 15th of No-
vember and filed a claim for the period
from 1 October to 15 October. This
claim cannot be approved for payment
because the period during which he oc-
cupied temporary quarters was before
the 30-day period of his eligibility,
October 15-November 15.
(2) Mr. B returned from the field on 1
October 1962. He took a portion of his
home leave at his home leave point out-
side the Metropolitan area of Wash-
ington, perhaps in Montana, for ex-
ample. He returned to Washington on
20 October and rented a motel room
until he moved into permanent quar-
ters on 12 November. He reported for
duty 15 November. He is eligible for
the TLA for the period 20 October-12
November since the period falls within
the 30-day limit prescribed by the
Standardized Regulations, and he re-
ported for duty before 20 November
when the time limit would have expired.
Mr. C returned to the Washington area
from the field on 1 October 1962. He
and his family lived with a friend while
searching for permanent quarters. He
moved into permanent quarters on 27
October 1962. Mr. C reported for duty
on 30 October 1962 and filed a claim
for the period 1 October through 26
October. Agency regulations provide
for reimbursement at a reduced rate
for this period because noncommercial
lodgings were used.
(4) Mr. D returned to the Washington area
from the field on 15 October 1962, and
moved immediately into a motel while
waiting for his house to become avail-
able. He reported to headquarters for
in-processing on 22 October, and then
returned to a leave status until 1 De-
cember 1962. He occupied permanent
quarters on 1 November. Upon his re-
turn to duty on 1 December he filed a
claim for TLA covering the period 15
October-1 November. His claim was
allowed because he had reported to his
"new post" on 22 October, well within
the 30-day time limit.
WORTHWHILE IDEAS BRING
RECOGNITION AND REWARD
This article summarizes some suggestions
recently adopted by the Organization under
the Suggestion Awards Program. A review
of the award-winning suggestions should in-
spire Chiefs of Station and Base to report
worthwhile proposals which deserve recogni-
tion, and should stimulate field employees to
look at their work and to think of improve-
ments. It is important that the Suggestion
Awards Committee be told of the suggestions
so that the suggester may receive full credit.
The Suggestion Awards Committee will be
pleased to furnish more complete data on any
of the following suggestions upon request.
CIPHER DEVICE
Two communications persons received an
award of $170 for designing and fabricating a
tape-punching device for use on five letter
code group cipher devices (figure 1). The
punch guide enables the operator to gain
speed and complete accuracy when inserting
the group count manually. The idea is being
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25X1A
Figure
referred to other Government agencies for
possible use and a reevaluation will be made
after six months to establish field benefits and
a possible additional award. (Sugg. No.
63-74)
EQUIPMENT MODIFICATIONS
A very good safety idea, submitted by a
Communications Specialist, was to install a
flashing red light on the GPT-750 radio trans-
mitter to remind technicians of the danger
of high voltage. Although the transmitter is
standard military and commercial equipment
and meets formal safety standards, evaluators
agreed that the safety device should reduce
the possibility of injury or death. An award
of $50 was granted the suggester. Other
Government agencies are being advised of this
safety idea. (Sugg. No. 62-253)
Several expensive Vugraph Bessler Over-
head Projectors have been modified at very
little cost with the result that a special oper-
ator is no longer needed because the instruc-
tor in a classroom switches the slides. This
invention (figure 2) is very popular at one
of our training sites, where it was considered
feasible to modify the existing equipment and
not purchase the new expensive models pres-
ently on the market. The invention consists
of a slide adapter which is an aluminum rail
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SCHEMATIC DRAWING OF EXISTING SETUP
VU-GRAPH OR
OVER-HEAD PROJECTOR
PULLEY
DESIGNED FOR LARGE CLASSROOMS( (THEATER) AND REAR-PROJECTION
SCREENS
Figure 2
attached to the projector with a traversing
rack, which rolls on ball bearings. The trav-?
ersing rack contains space for five aligned
Vugraph slides. Each slide is placed into
viewing position by a remote control push
button device. This suggester received a
$100 award. (Sugg. No. 62-142)
Two suggesters shared a $100 award for in-
venting a semiautomatic easel for use with
the Model "E" Eastman Portable Recordak
Camera; it can also be used as an accessory
with any microfilm camera having an adjust-
able lens. The invention consists of a box
of wood or other material having a hinged
Plexiglass copy pressure cover bearing an ad-
justable reach exposure switch tripping bolt.
The bolt impinges on an exposure switch
when the cover is closed. The box has a
flush-fitted resilient foam copy bed to accom-
modate a variety of copy under smooth pres-
sure. Its advantage is to prevent exposure of
the camera, ensure correct camera adjust-
ment, and obtain the sharpest negative pos-
sible. The consensus was that the suggestion
was operationally valid and increased the pho-
tographic quality of critical documents and
letters. The easel will be a stock item and
is completely adequate for field components.
It has been determined that the Government
is entitled to a royalty free license to this in-
vention, but the inventors retain their com-
mercial rights. (Sugg. No. 62-100)
REAR-PROJECTION
SCREEN
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A $50 award was paid to a crater in one
of our warehouses for devising an electrically
operated continuous belt (line) type conveyor
from the table packers' location to the sawer.
This conveyor transmits cargo control tickets
used when a carton of packaged material re-
quires a wooden box overpack. The conveyor
reduces man-hours, eliminates some safety
hazards, and allows for additional on-the-job
man-hours for table packers. (Sugg. No.
62-38)
NEW EQUIPMENT
A $100 award was earned by a field em-
ployee who proposed that a gas-fired, fully
automatic, Scotch Steam Boiler plant be in-
stalled at the station. The suggester, al-
though not a technically trained individual,
conducted considerable research to find the
correct type of equipment to meet the sta-
tion's needs. The installation saved almost
$4,000 annually for steam used. (Sugg. No.
61-157)
SAFETY
A suggester received $25 for recommending
that the following safety measures be estab-
lished in locations having teletype machines.
The guards were briefed and a notice was sent
to all teletype rooms recommending:
(1) that officers checking teletype traffic
over the weekend or at night be instructed
on the technique of clearing a jammed ma-
chine and replacing an exhausted paper
roll.
(2) that building guards be instructed to
periodically check the machines and ad-
vised to turn off the equipment if it is found
to be jammed, off the track, or out of paper.
(3) that a fire extinguisher, suitable for
use with electrical equipment, be placed in
each teletype room.
Ideas like this are decidedly meritorious and
should be sent to the Suggestion Awards Com-
mittee. (Sugg. No. 61-456)
RECORDS
One field employee earned $75 for recom-
mending the elimination of stock cards and
stock levels for standard forms at his station.
He devised a plan to obtain such forms di-
rectly from headquarters by daily courier serv-
ice. Adoption achieved the saving of approxi-
mately 150 cubic feet of storage space, the
elimination of detailed handling of stock levels
on approximately 100 stock record cards, and
best of all the receipt of forms within five
working days instead of some twenty work-
ing days. (Sugg. No. 63-73)
An ingenious librarian, after extensive re-
search and cross checking, designed an In-
ternational Anniversary Desk Calendar. The
calendar pinpoints the major anniversaries
in countries throughout the world; provides
the basis for personnel and coverage plan-
ning; guarantees accuracy and consistency in
the translation of terms, and ensures the
standardization of translation. One division
uses this calendar at headquarters and in the
field. The suggester received a minimum
award of $35. (Sugg. No. 62-351)
SAVINGS
One alert suggester received $135 for pro-
posing a way to salvage scrap metal at one
of our outlying installations. He proposed
that scrap metal not be discarded on a dump
with all the other refuse, but that it be placed
in a separate area where it could be salvaged
and sold to scrap metal dealers. As a result
of this proposal, a large amount of scrap
metal was sold. Calculations for the award
were based upon the amount of scrap sold,
less the cost of labor involved in handling it.
(Sugg. No. 62-240)
One suggester made a comprehensive study
of unloading operations, cargo packing pro-
cedures applied by headquarters and a Naval
Supply Center in the United States, landing
charges and porters' fees at a certain post,
customs procedures and charges, and the pro-
cedures preferred by commercial shipping rep-
resentatives at the port. As a result of this
study the suggester found that the U.S. Gov-
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ernment could have saved approximately
$15,000 between July 1960 and August 1961,
by consolidating shipments and improving
the packing and crating. His recommenda-
tion described in detail the size and weight of
the containers. It was adopted by all con-
cerned and he received a $100 interim award
based upon local application with moderate
intangible benefits. Later, consideration will
be given to calculating additional savings.
The Navy will also calculate its savings, and
it is hoped will pay our man an award for his
contribution to that department. (Sugg. No.
62-207)
CHECKLIST
Another suggester received $50 for propos-
ing a standardized checkout list to be used
as a guide by country desk officers when
transferring their desk duties to a successor.
When completed, the list would signify that
the country desk responsibilities have been
comprehensively received by the successor.
This list should be signed by both the out-
going and the incoming officer and submitted
to the branch chief for review. This is po-
tentially useful at any desk where complicated
projects are transferred to successors. (Sugg.
No. 61-487)
INVENTIONS
A unique invention which improves the In-
tertype Printing Machine has many award
facets to it. The invention is an inserting
device, controlled by a code in the tape to
release the pi matrix automatically into the
line casting assembly of the Intertype Ma-
chine. The device is advantageous because
there are over 300 characters automatically
fed in, which previously could not be placed
in the magazine channel except by hand. It
saves 10 lines of production each time it is
used and a calculated 159 man-hours in any
one year. The awards for this invention
demonstrate the interest the U.S. Government
has in its employees' inventions. The Organ-
ization Patents Board has declared that the
employee shall retain commercial rights to
his invention, that is to say that if he obtains
the patent, he will be paid royalties by com-
mercial concerns using the device. The Gov-
ernment receives a royalty free license to the
invention. The Department of Justice is pre-
paring patent application papers in the sug-
gester's name, at the request (and expense) of
the Organization. When the patent is actu-
ally applied for, he will receive a disclosure
award of $50. When it is obtained, he will
receive an invention award of $75. In the
meantime a suggestion award of $130 was
paid to the inventor for the benefits accruing
to this Organization, the idea will be circu-
lated among other Government agencies, and
if they adopt it, it will be worth some addi-
tional awards to him to be paid by the using
agency. (Sugg. No. 62-251)
A $700 interim award has been paid to four
scientific research personnel who invented a
method of making magnetic core aperture
plates by completely encasing the cores in
plastic with the aperture open to accept elec-
trical windings (figure 3). The component
Figure 3
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manufactured by these inventors has applica-
tion in any equipment requiring a small mag-
netic storage device. The suggestion is also
being referred to other Government agencies
and industry has shown considerable interest
in this achievement. There are many advan-
tages to this new method and large scale
savings are anticipated within the next year.
An additional award will be considered when
data on tangible savings is available. (Sugg.
No. 62-365)
A joint invention by a Business Machines
Specialist in this Organization and an engi-
neer from another organization merited an
interim award of $1550. The achievement
consists of an exposure control device for use
on microfilm cameras. The device optically
scans the document before exposure and
measures separately the average luminance
of the lines or text and the luminance of the
background. These measurements enable the
operator to vary the illumination until the de-
sired values are indicated and thus produce
microfilm images of a far greater uniformity
than is possible with any other apparatus
currently available. It is estimated that pri-
vate industry would have charged about
$250,000 for the research and materials in-
volved for such a task whereas the total cost
incurred by using Government facilities and
the talents of these Government inventors was
approximately $15,000. (Sugg. No. 63-59).
FOREIGN LANGUAGE AID
After several years' research, a field em-
ployee has completed a very worthwhile
achievement by publishing a "Comprehensive
Listing of Japanese Names with Telecode
Numbers." The publication contains some
45,000 Japanese names with standard English
transliterations, plus commonly accepted le-
gitimate, alternate or variant readings; also,
Chinese characters, plus commonly used, sim-
plified renderings where appropriate, and the
appropriate telecode number. The suggest-
er's handbook eliminates the task of con-
stantly referring to the Chinese Telecode
Book, saving many thousands of man-hours
over a period of months. Other advantages
are the elimination of errors during the card-
ing and filing processes and increased accu-
racy in identifying individuals. The Commit-
tee voted an interim award of $150 and a
final award of $150 to the suggester. Other
organizations have been furnished the hand-
book, of whom one thus far has transferred
$100 to the suggester, making his total award
to date $400. (Sugg. No. F 60-326)
THINK BIG - TRAVEL FAR - SEND
YOUR IDEAS AND INVENTIONS TO
THE SUGGESTION AWARDS COMMITTEE!
BE SURE TO INFORM YOUR
SUGGESTION AWARDS COMMITTEE
IF YOU USE ANY OF THE
IDEAS DESCRIBED ABOVE.
NATIONAL ACADEMY
OF FOREIGN AFFAIRS
(Reprinted in part from the
Department of State News Letter)
Proposed legislation to establish an insti-
tution to be known as the National Academy
of Foreign Affairs is now pending before Con-
gress.
The measure was strongly recommended by
President Kennedy who advanced it as a
means of meeting a demand for "men and
women capable of informed and forceful
action everywhere within the economic, po-
litical and social spectrum of our concern."
The proposed Academy, to be situated in or
near the District of Columbia, would provide
advanced education for over 1200 members of
the Department and Foreign Service and Gov-
ernment employees of other agencies con-
cerned with foreign affairs.
The proposed Academy would be under di-
rection of a Chancellor appointed by the.
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President. Its operations would be subject to
basic policy and guidance by a board of re-
gents.
The Secretary of State would be chairman
of the board. Its membership would include
four other high Federal officials, and five
private citizens designated by the President
and confirmed by the Senate.
In a memorandum to the President, Secre-
tary Rusk had said : "The importance of a
new approach to foreign affairs training, edu-
cation and research was highlighted in the
Report of the Committee on Foreign Affairs
Personnel, chaired by former Secretary of
State Christian Herter.
"It was also the subject of a recent report
to you submitted by a special Presidential
Advisory Panel of academic leaders, chaired
by Dr. James A. Perkins. The legislation
now being proposed is based primarily upon
the findings and recommendations of the
latter report, although it has taken account
of ideas and suggestions from many other
sources, including various legislative pro-
posals put forward by members of the Con-
gress in past years."
Here in condensed form are described the
more significant features of the legislation
as outlined by Secretary Rusk to the Presi-
dent :
"Enactment of the legislation will manifest
a clear and firm commitment by the Congress
and the Executive Branch to make training,
education and research in foreign affairs a
more effective and integrated instrument of
American foreign policy.
"The program of the proposed Academy
will encompass the entire range of foreign
affairs and thereby serve the totality of Amer-
ican interests. Thus, while the methods of
resisting communist expansion-direct and
indirect-must be given great emphasis, this
subject obviously cannot be treated in isola-
tion. It must be closely linked with various
interrelated purposes and activities of U.S.
foreign policy, such as the economic and so-
cial advancement of they less-developed coun-
tries, the preservation of our regional alli-
ances, and the promotion of American com-
mercial ties with other nations. . . .
"In the broadest sense, the program of the
new Academy may be expected to better meet
our needs in three major areas:
"(a) The analysis, compilation and distri-
bution of the products of the best thinking
developed in governmental and private re-
search institutions.
"(b) The study and evaluation of past and
present U.S. operating experience in various
fields of foreign affairs (especially in new or
expanded program areas).
"(c) The training and education of profes-
sional staffs responsible for formulating, su-
pervising and conducting foreign affairs activ-
ities.
"As the Academy's program is designed to
cover all significant aspects of foreign affairs,
so it must meet the needs of all U.S. depart-
ments and agencies actively involved in for-
eign relations. . . . When the Academy 'is in
operation, it will be the principal source of
professional training and education for per-
sonnel of the State Department, the USIA
and AID, as well as a supplemental source
of training for more than 20 other Federal
agencies.
"The proposed legislation establishes the
Academy as a separate institution, with in-
dependent and ample facilities for furnishing
advanced training and education to foreign
affairs personnel throughout the Government,
for initiating and conducting useful research
and for performing other tasks assigned to it.
". . . the training and research undertaken
by the Academy will not be conducted in an
`ivory tower' atmosphere but will be genuinely
geared to the concrete needs of the agencies
actually engaged in international opera-
tions. . . .
"The proposed legislation gives the Chan-
cellor administrative authorities and respon-
sibilities similar to those normally possessed
by heads of major private educational institu-
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tions. If the Academy is to be successful, it
must attract personnel of the highest quality,
must be able to achieve and maintain rigorous
academic standards, must have optimum flex-
ibility to adjust its activities to ever-changing
requirements, and must have access to equip-
ment, property, services and other resources
comparable to those available in leading uni-
versities.
"While the research, education and train-
ing conducted by the Academy will primarily
be for officers of the Federal Government, the
proposed legislation will permit private
American citizens, and even foreign nationals,
to receive training at the Academy where
such training is deemed to be in the national
interest... .
"The proposed Academy will not in any
sense compete with the activities of estab-
lished colleges and universities, but rather will
serve as a channel through which the knowl-
edge, opinions, experiments and ideas of the
whole academic world may be used more effec-
tively in the Government's foreign affairs
programs. Thus, the Academy will not at-
tempt to duplicate the basic courses provided
by colleges and universities. Instead it will
develop new programs of training and re-
search designed to synthesize these diverse
educational resources, plus the knowledge and
experience within the Government itself, and
focus them upon the concrete problems of
foreign affairs. Similarly, the Academy will
continue to look to private colleges, universi-
ties and foundations for assistance and coop-
eration in many phases of advanced research
and training and will have authority to con-
tract for such services where necessary.
". . . it is expected that the Academy will
place emphasis upon training, education, and
research in such matters as :
"(a) The methods of formulating the goals
of U.S. foreign policy in the light of American
institutions and values and the means by
which policies to achieve these goals are de-
veloped and executed, including coordination
of the work of the different U.S. agencies, both
at home and abroad.
" (b) Communist history, theory, strategy,
tactics and resources-military and non-
military-and the methods of detecting and
counteracting Communist efforts to domi-
nate, penetrate and subvert free societies and
institutions.
"(c) Political, social, economic and cultural
evolutions and conditions in critical areas of
the world.
" (d) The problems of social and economic
advancement in the less-developed areas, and
the means of coping with such problems.
"(e) The structure, activities, relationships
and implications of international organiza-
tions.
"Early enactment of this legislation will
be a major step forward in bringing more fully
to bear the resources of the Government and
the Nation on the challenges and problems of
foreign affairs confronting us in these tur-
bulent times."
DEFENSIVE DRIVING
(Borrowed from the General Services
Administration booklet The Driver-
Defensive Driving. Copies available
from the Office of Logistics.)
If you are 65 years young, or older, you were
born before there were 16 registered auto-
mobiles in the entire United States. In 1961
Americans spent more than 93 billion dollars
to buy, operate, and service our private and
commercial motor vehicles. Nine cents out of
each American dollar spent goes for automo-
tive items. During fiscal year 1962, Govern-
ment-owned motor vehicles traveled more
than 2.24 billion miles.
All of this leads to the depressing statistical
fact that more than one-half of all hospital
cases in the United States are the result of
motor vehicle accidents. About 4.7 million
people are injured in automotive accidents
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each year. Almost 90 percent of the deaths
and about 85 percent of the injuries occur in
clear weather, and 73 percent of the deaths
and 60 percent of the injuries occur on dry
roads. More than three times as many people
are killed on dry roads as meet death on wet,
snowy, and icy roads combined. It's neither
the roads, the vehicle, nor the weather. It's
the nut that holds the wheel nearly 80 percent
of the time.
Types of Violations
Persons
Killed
Percent
Persons
Injured
Percent
Exceeding Speed Limits
10,260
33.3
946,600
37.4
Wrong Side of Road
5,220
16.9
179,700
7.1
Did NOT have Right-of-Way
4,250
13.8
559,400
22.1
Cutting In
60
0.2
65,800
2.6
Passing on Wrong Side
240
0.8
15,200
0.6
Passing on Curve or Hill
120
0.4
2,500
0.1
Failure to Signal and
Improper Signal
180
0.6
50,600
2.0
Car Rolled Away -- No Driver
30
0.1
2,500
0.1
Drove Off Roadway
6070
,
19.7
222,700
8.8
Reckless Driving
4
,130
13.4
445,500
17.6
Miscellaneous
240
0.8
40,500
1.8
TOTALS
30,800
1 00.0
2,531,000
-100.0-
1961
Persons
Persons
Weather
Killed
Percent
Injured
Percent
Clear
33,010
87.8
2,534,300
82.9
Foggy
410
1.1
18,300
0.6
Rain
3,650
9.7
382,100
12.5
Snow
530
1.4
122,300
4.0
TOTALS 37,600 100.0
3,057,000
100.0
1961
Road
Persons
Persons
Conditions
Killed
Percent
Injured
Percent
Dry
27,440
73.0
1,834,200
60.0
Wet
7,820
20.8
709,200
23.2
Snowy
940
2.5
232,300
7.6
Icy
1,400
3.7
281,300
9.2
TOTALS
37,600
100.0
3,057,000
100.0
Speed is still the biggest killer of all the
driver violations, accounting for 331/3 percent
of the deaths and more than 37 percent of the
injuries. Driving off the roadway, driving on
the wrong side of the road, failing to yield the
right of way, and reckless driving account for
another 64 percent of the driver violations
resulting in deaths. All of these are subject
to the control of the driver provided he has
the will power and exercises the initiative to
stay out of the competition to beat the light,
Persons
Killed
Percent
Collision with
Percent
Persons
Killed
14,700
39.1
Automobile
39.5
15,000
9,740
25.9
Non-Collision
25.0
9,500
7,100
18.9
Pedestrian
20.0
7,600
4,300
11.4
Fixed Object
10.7
4,050
1,230
3.3
Railroad Train
3.4
1,300
450
i.2
Bicycle
1.1
430
40
0.1
Other Vehicles
0.2
80
40
0.1
Miscellaneous
0.1
40
37,600
100.0
TOTAL
100.0
38,000
to jump the lane, to get there first. If you
must assert yourself when you're behind the
wheel do it for the sake of safety and in honor
of common sense. Drive as you know you
should.
Police and insurance records show that from
1 to 6 a.m. are the most dangerous hours for
fatal motor vehicle accidents, and from 4 to
5 p.m. is the most dangerous for nonfatal ac-
cidents. During 1961, between the hours of
4 p.m. and 8 p.m., when most people are
headed home from work, 9,290 persons never
got to the front door. Don't take your
worries from home or from the office behind
the wheel. Keep tension out of the driver's
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seat. Relax and give your reflexes, your nat-
ural skills a chance to drive the car.
If you're going out on the freeway, thru-
way, parkway, turnpike, autobahn, auto-
strada, or superhighway, be alert, be sharp,
give your undivided attention to driving the
car. At 60 to 70 miles an hour things happen
fast, too fast for the inattentive driver to cor-
rect in time. Don't "dope" along. Watch
your distance to the car in front, and the
tail-gater behind. Give turn signals twice as
much time before you pull out to pass, and
when you're out there in the passing lane
stay long enough to get two or three car
lengths in front of the car you've passed be-
fore cutting back in, but do get back. Don't
ride the left lane. Leave that open for the
real speed demon who will otherwise pass you
on the right at exactly the moment you decide
to ease over.
Adequate vision is a must for all drivers.
The eye specialists have agreed that persons
on /An
r b
r are
tt
o
e
e
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adequately equipped for today's driving. Peo-
ple with vision less than 20/40 should see an
eye specialist before driving.
The doctors also tell us that drivers
should refrain from frequent smoking before
and during periods ofnight driving, and when
driving at high altitudes. Carbon monoxide
from smoking decreases the visual sensitivity
of the eyes, especially in areas of low illumina-
tion. If you smoke at all when driving at
night, be sure your car is well ventilated.
Be patient, be careful, use your common
sense.
A LOOK AT LEGISLATION
(From The Civil Service Commission
Journal, April-June 1963)
MOST OF THE BILLS affecting officers and
employees of the Federal Government that
have been introduced in the 88th Congress
since it convened on January 9 are identical
or similar to those introduced in prior Con-
gresses. A brief' summary of some of the pro-
posed legislation pending follows.
Hearings are just beginning on a few of
the bills of either a technical or perfecting
nature. All the bills mentioned are pending
before the House or Senate Committee on Post
Office and Civil Service or one of the subcom-
mittees, unless otherwise indicated.
EMPLOYEE-EMPLOYER RELATIONS
Bills to provide for recognition of Federal
employee unions and to provide procedures
for the adjustment of grievances have been
introduced in the House. The bills would
base in statute a program similar to the one
provided by Executive order.
HEALTH BENEFITS
Bills to amend the Federal Employees'
Health Benefits Act of 1959 include those to
eliminate discrimination against married fe-
male employees and those to extend the bene-
fits to groups not now covered, such as certain
retired employees entitled to deferred annu-
ity, survivors of annuitants who died prior to
April 1, 1948, and certain students up to age
21.
LEAVE
Bills to amend the Annual and Sick Leave
Act of 1951 have been reintroduced. Most of
these bills are similar to those of prior years
and cover such subjects as a 26-day annual
leave accrual rate for all employees, an in-
crease in the ceiling on leave accumulations,
and a raise in the sick leave accrual rate to
15 days a year. Other bills propose to credit
unused sick leave toward retirement or make
payment for sick leave upon retirement.
PAY
Several bills to amend the Federal Salary
Reform Act have been introduced. One would
change the effective date of promotions of
certain employees from the actual date of
promotion prior to the Federal Salary Reform
Act of 1962 to the effective date of such pay
act. Another would restore the granting of
step increases on the basis of performance rat-
ings of satisfactory in lieu of the standard of
acceptable level of competence. A third
would fix pay for Classification Act employ-
ees on the basis of prevailing rates and a
fourth would adjust the salaries of postal em-
ployees in accordance with prevailing rates.
The bill on back pay has been reintroduced
in both House and Senate. This proposed
legislation provides for payment of compensa-
tion and restoration of employment benefits
to certain Federal employees improperly de-
prived thereof.
Several bills have been introduced to au-
thorize the withholding from the pay of civil-
ian employees of the United States the dues
for membership in certain employee organiza-
tions, upon consent of the employee.
A bill to permit the Federal Government
to withhold from wages of Government em-
ployees taxes upon their income by munici-
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palities which impose the duty of collecting
taxes upon the employer has been reported
out of the Committee on Ways and Means
and is pending on the Calendar in the House.
LIFE INSURANCE
Bills have been reintroduced to amend the
Federal Employees' Group Life Insurance Act
to modify the decrease in the amount of in-
surance at age 65 or after retirement and to
provide for an additional unit of insurance.
POLITICAL ACTIVITY
Two pending bills would amend the Hatch
Act. One would permit all officers and em-
ployees of the Government to exercise the full
responsibility of citizenship and take an ac-
tive part in the political life of the United
States. This bill is before the House Com-
mittee on House Administration. The other
bill would permit certain political activity by
Federal employees residing in Maryland or
Virginia and employed in the District of Co-
lumbia or surrounding counties of such States.
This bill is pending before the Senate Com-
mittee on Rules and Administration.
RETIREMENT
The bills to provide for retirement on full
annuity after 30 years of service regardless
of age have been reintroduced. Some of these
bills have a 55-year age requirement. Among
other bills introducted to amend the Civil
Service Retirement Act is one to provide for
recomputation of annuities where persons des-
ignated to receive annuities predecease the
annuitants; another eliminates the provisions
requiring termination of annuities of surviv-
ing widows or widowers upon remarriage.
CUSTOMS O.K.'s 40 PERCENT DISCOUNT
The full price of most tourist purchases at
retail may be reduced by 40 percent for cus-
toms purposes, U. S. Commissioner of Customs
Philip Nichols, Jr., has ruled. However, the
full price of articles especially made to order
will be used for customs valuation.
Autos purchased abroad for personal use
will be valued in accordance with special in-
structions depending on the make, year, con-
dition, use, and other factors. The result
generally will be a substantial reduction.
Also excluded from the 40 percent discount
are any items purchased at less than the full
retail price.
Persons arriving in the United States must
declare the full price paid for articles acquired
abroad. Several penalties are imposed for
false statements, Commissioner Nichols said.
Only Customs officers may deduct the dis-
count.
CAPITAL BELTWAY TIMETABLE
The Virginia Highway Commission an-
nounced during March that it has awarded a
contract for the construction of a 3.2-mile
section of dual-lane road between points east
of Shirley Highway and west of Telegraph
Road, the final link in Virginia's portion of
the suburban beltway. This link is being
delayed because of the need for special soil
treatment of the roadbed, but if all goes well,
this portion will carry traffic early in 1964.
The only other portion of Virginia's 22-mile
segment of the beltway still to be completed
connects Routes 7 and 50. This is under con-
struction and is expected to be opened to
traffic in the autumn of this year.
The oldest completed portion of the belt-
way is the 1.5-mile, four-lane connection be-
tween Wisconsin and Connecticut Avenues in
Maryland, which was opened to traffic in July
1957. In order to qualify for the Federal
90-10 matching funds for interstate highways,
which both states hope to use to full advan-
tage, this section will have to be widened by
two lanes. Similarly, the four-lane portion
from Georgia Avenue to University Boulevard
will be widened to six lanes by the same time
in July 1964. Traffic will continue as usual
during both widening projects.
CONFIDENTIAL 17
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CONFIDENTIAL. SB-24
The only other part of Maryland's 42-mile
section of the beltway which has been com-
pleted runs from River Road to the Cabin John
Bridge, which was opened to traffic about the
first of January 1963. The longest uncom-
pleted section is the 25-mile stretch between
Cabin' ohn bridge
?.1
Mount Vernon
University Boulevard and Indian Head High-
way. This portion, together with the connec-
tion between Georgia and Connecticut Ave-
nues, is scheduled for completion during the
summer of 1964, and is reported to be moving
smoothly towards its target date.
Capital i3eltwa
timetable _
18 CONFIDENTIAL
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 Approved For Reba a 2001/03/02 : CIA-RDP78-047 A000500060001-4
SB-24 CONFIDENTIAL
SAVINGS BOND PROGRAM
PROGRESS REPORT
ADVANTAGES
CONFIDENTIAL 19
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CONFIDENTIAL SB-24
SAVINGS BOND PROGRAM
Progress Report for Fiscal Year 1963:
Number of Bonds Bought . . . . . . . . . . . . . Up 22 percent
Maturity Value of Bonds Bought . . . . . . . . . . Up 22 percent
Payroll Savers at Year-End in HQ . . . . . . . . . Up 23 percent
Payroll Savers at Year-End in Field . . . . . . . . Up 96 percent
Accumulated Value of Payroll Savings:
SAVE EACH
MONTH
In
3 years
In
5 years
In 7 years &
9 months
$ 6.25
7.50
12.50
18.75
25.00
37.50
75.00
25X1A
$ 233
280
466
701
934
1,402
2,805
$ 403
484
807
1,214
1,617
2,428
4,856
$ 661
794
1,323
1,991
2,652
3,981
7,963
Advantages You Get With Savings Bonds:
Loss-proof - if lost, stolen, or destroyed, your bonds are replaced
by the Treasury.
Just like cash - only safer! Can be redeemed quickly and easily
at your bank.
Dependable - you know what your money will earn and the value
of your investment.
Tax advantage - exempt from state and local income taxes, no
Federal income tax until bond is cashed.
The easy, convenient way to save :
All you have to do to begin saving or to increase your present savings
the guaranteed Savings Bond way is to complete a bond allotment form
as explained i Then your nest-egg grows automatically
each pay day.
20 CONFIDENTIAL
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 C?
TRY
PAYROLL SAVINGS
ev"', 7, - a f ef!,. 7oc 1f;l oei - p/
 Approved For Rel se 2001/03/02 : CIA-RDP78-047 A000500060001-4
CONFIDENTIAL
CLONE IDENTIAL
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 FORM 2250
6-64 (42)
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(PLACE FORM 490 HERE)
OFFICIAL
RECORD
COPY
The attached document(s) must be safeguarded. It is the
Agency's Official Historical Record and must be preserved
in accordance with the Federal Records Act of 1950. For
additional information, call the Chief, CIA Archives and
Records Center, extension 2468.
Approved'F7STW s LS 7 * 3102. R'DX 0 W95460001-4
CIA ARCHIVES AND RECORDS CENTER