PART IV. EMPLOYMENT BENEFITS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000501160002-2
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 5
• Document Creation Date: December 27, 2016
• Document Release Date: May 2, 2013
• Sequence Number: 2
• Publication Date: August 5, 1988
• Content Type: MISC

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PA T IV. EMPLOYMENT
Response Due: August 5, 1988
The generic definition of employee benefits is: 1) any kind of
compensation in a form other than direct wages, and 2) paid in
whole or in part by the employer.
The first question in this Part (Question 15) asks each agency
to 'focus attention on why they provide employee benefits to their
workers at all. It lists a number of purposes or objectives that
employers might have with respect to providing a collection of
benefits to employees over and above paying for the work they do,
and it asks each agency to indicate which of the statements
represent the reasons behind the agency's employment benefits.
The second question in this Part (Question 16) requests
information on the particular employment benefits the agency
provides for its workers. For Federal employees generally, there
is a standard package of employment benefits, embracing paid leave,
health insurance, life insurance, and retirement annuities. NAPA
assumes that employees of the intelligence community receive the
same package of benefits as other Federal employees, but asks
whether there are points on which the benefits of these agencies
differ from those of the other agencies of the Federal Government.
If so, NAPA asks for some details about the points of difference.
The third question in this Part (Question 17) asks about
benefits that may be available to agency employees beyond the
standard packages, and the last question (Question 18) asks for an
opinion about the adequacy of the current package of benefits.
NAPA requests that all agencies involved in the study respond
to the questions in this Part of the inquiry.
Question 15. Purposes and Objectives of Employment Benefits:
Virtually all progressive, responsible employers
provide to their employees a package of employment
benefits above and beyond pay for work performed.
When employers are asked why they do this, or what
they expect to gain from it, they offer a variety of
reasons. Some of the most prominent objectives of
employers in providing benefits are listed below.
Please consider the degree to which these statements
represent the purposes of the agency in providing a
package of employment benefits to employees and check
off those statements that best describe the agency's
objectives -- or, if none of the statements on the
list is approoriate, provide a statement of the
agency's objectives. (If the agency has already made
a declaration of its objectives, purposes, or policies
with respect to employment benefits, please send a
copy.)
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/X'
1.
To promote the economic security of employees (and
their families) in areas they could not provide
for out of their earnings alone.
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2.
Because other employers provide benefits to their
employees, the agency has to provide similar
benefits in order to be competitive in the labor
markets that supply the kinds of people the agency
needs.
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3.
4.
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5.
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6.
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7.
X V
8.
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9.
10.
To comply with laws that require employers to
provide certain benefits to employees, e.g.
Medicare, Workmen's Compensation.
To cement the relationship between the agency and
employees over time, to secure organizational
loyalty and a long-term employment commitment, to
make a "contract" between employer and employees.
To pool resources to protect employees from the
financial impact of potentially catastrophic
events (illness, disability, death) by sharing the
risks and costs among a larger group.
To enable the workforce as a whole to cope
collectively and cooperatively with events beyond
the capacity of individual employees, both during
their working years and after.
Social responsibility of the employer -- to keep
employees from becoming a burden on the community,
both during their working years and their
retirement years.
To make it possible for employees to maintain in
later life the standard of living they have
achieved during their working years.
To enable older workers to leave the workforce,
thereby making way for younger workers to move up
the career ladder and also opening jobs at the
intake levels for new workers with fresh views and
recent training -- a process of continual renewal
of the vitality of the workforce as a whole.
Other purposes: To provide employees with sufficient pay
and benefit incentives to allow them to devote their full focus
and attention to their career with the Aged
Question 16. Employment Benefits: This question asks agencies to
respond only if the catalogue of employment benefits
they provide to their employees differs from the
package provided to Federal employees generally, and,
if so, to describe only the key differences.
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Federal employees generally get periods of time off
with full pay: annual leave, sick leave, time off on
national holidays, military leave, jury duty leave,
and administrative leave in the event of emergencies
that make it impossible for workers to do any work,
e.g., natural disasters, severe storms, or building
shut-downs. If the agency's leave provisions differ
.from the. rest of the Government, please describe the
differences.
Federal. employees are entitled to Workmen's
Compensation, which provides for continuation of
income during periods of disability related to injury
on the job. If employees of the agency are not able
to claim workmen's compensation, or if their benefits
differ from other Federal employess, please describe
the differences.
Through the Federal Employees Health Benefits Program
(FEHB), Federal employees can obtain either health
insurance or prepaid health care in a health
maintenance organization, for the employee and
dependents, with costs shared by the Government and
the employee. Through Medicare, they can obtain
health care support after age 65; and costs are shared
by the Government and the employee. If the agency
does not provide these benefits, or if the agency
programs differ markedly from the Government norm
(e.g., agency pays larger share of costs, or benefits
exceed or fall short of those of other agencies),
please describe the differences.
Through the Federal Employees Group Life Insurance
Plan (FEBLI), Federal employees can obtain life
insurance for themselves, including extra insurance
for accidental death or dismemberment, and can also
obtain life insurance for family members. If the
agency's life insurance offerings differ from the
plans for other Federal employees, please describe the
differences.
Federal employees other than those enrolled in.FERS
may participate in the Thrift Savings Plan, with
investment by the employee only and none by the
Government. If this privilege is not available to the
agency's employees, or if the agency's provisions for
its employees are different, please indicate those
facts.
With respect to retirement plans, we request only that
you affirm the points set forth below, or correct them
if they are wrong:
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- CIA employees may be covered by CSRS, FERS, FERS
Special Category, or, in some cases, by CIARDS.
- NSA employees may be covered by CSRS, FEiS, or FERS.
Special Category.
- DIA employees, and employees of the military
intelligence services may be covered by CSRS or
FERS.
- FBI employees may be-covered by CSRS or FERS.
- State Department employees in the Foreign Service
are covered by the Foreign Service Retirement
Plan, and those in the civil service may be
covered by CSRS or FERS.
- Except for CIARDS, and for the FBI's law
enforcement eligibility under CSRS or FERS, none
of these retirement plan provides routinely for
retirement at any age after 25 years of service,
or at age 50 with 20 years of service. (Exception
to this rule: in the event an agency is having a
major reduction in force or a major
reorganization, the agency may get permission from
OPM to offer on a one-time basis early retirement-
to employees involved.)
- In addition to paying annuities to retired
employees, all of these plans offer disability
retirement in the event of injury or illness that
makes it impossible for the employee to continue
working, and all of them offer survivor's
annuities for dependents after the death of the
employee.
If any part of our understanding outlined above is in
error, please provide correct information on that
matter.
Question 17. Other Employment Benefits: Some additional employment
benefits are available to some Federal employees, in
some agencies, in some locations, but are not
necessarily part of the standard package available to
all Federal employees. Please' indicate whether the
agency offers any of the following benefits, and if
so, to what employess, where, and under wnat
circumstances:
Counseling for alcohol, drug, financial, social,-or
other problems of the employee or family that would
otherwise disrupt work or the work place.
Day care available for children, or for elderly
dependents, with costs paid in part by the agency.
The NSA is currently researching the feasibility of a day-care
facility. We have established a referral program for employees.
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Pre-retirement planning and counseling service.
Other benefits:
Question 18. Adequacy of Employment Benefits: This question asks
for an opinion: Are the employment benefits now
available to employees of the agency adequate or
inadequate in terms of the special needs of the agency
staff? Please elaborate_bn the response -- why do you
say the benefits are adequate or inadequate, and what
are the special needs of the agency staff?
Compensation and benefits programs were establised in the 1940's
and 50's for a work force which was primarily composed of traditional
male wage-earners who were the sole supporters of their families.
Much of what worked then is ineffective today. It is apparent
that we must begin today to plan for the changing work force of
tomorrow. The average age of the work force will rise, more
women will enter the work force, and there will be more single
parent families. The needs of each of these groups are different
and should be addressed.(life/health/disability insurance, child/
elder care issues, etc.). Flexible cafeteria style benefits,
although posing serious monetary problems, need to be researched
to meet employees needs. The current system of benefits.has eroded
to the point that the private sector is providing benefits packages
that the Federal government cannot match. This coupled with higher
salaries offered in the private sector poses serious problems for
future recruitment and retention of high quality personnel.
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