SUPPORT BULLETIN 1968

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04724A000800060001-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 29
• Document Creation Date: November 11, 2016
• Document Release Date: April 28, 1999
• Sequence Number: 1
• Publication Date: May 1, 1968
• Content Type: BULL

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SECRET
May SB-36
support
bulletin 1968
FOR INFORMATION F HEADQUARTERS AND FIELD PERSONNEL
SECRET
GROUP I
Excluded from aulomalic
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SECRET
The Support Bulletin, published periodically, is designed 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 of interest to all
personnel and, in particular, of interest to those employees occupying
various support positions. Suggestions and constructive criticism from
both headquarters and field personnel are encouraged.
NOTE : - This bulletin is for information only. It does not con-
stitute authority for action and is in no way a substitute
for regulatory material.
SECRET
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SECRET
TABLE OF CONTENTS
Page
WHAT ABOUT RETIREMENT ...................................... 3
QUESTION BOX .................................................... 5
Civil Service Retirement .......................................... 5
Life Insurance ................................................... 7
Government Bonds ............................................... 7
CIVIL SERVICE RETIREMENT MONTHLY ANNUITY RATES ........ 8
UNITED STATES CITIZENSHIP OF CHILDREN BORN ABROAD ...... 10
MEDICAL EXAMINATION UPON RETURN FROM OVERSEAS ....... 11
LOOK AT LEGISLATION ............................................ 12
THE QUALIFICATIONS INVENTORY ................................ 13
WOULD YOU BELIEVE? ............................................ 14
SAFETY HINTS ..................................................... 18
How to be Safe in an Office ........................................ 18
How to Save Lives at Home ........................................ 20
How to Save a Life by Artificial Respiration .......................... 21
RECOGNIZING AND SUPERVISING TROUBLED EMPLOYEES ....... 22
PROGRAMMED LEARNING CONTINUES TO MOVE FORWARD ..... 25
SYSTEM ANALYSIS OF PSYCHOLOGICAL DATA .. .................. 26
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Diverse Reactions to Retirement
The rather innocent word "retirement" is dis-
arming in its apparent simplicity. It can be mean-
ingless to the young because it appears so remote.
To a middle aged person it may generate uncom-
fortable feelings because he subconsciously feels he
probably should be doing something about prepar-
ing for this thing called "retirement."
The individual who is on the threshold of retiring
may anticipate retirement with a variety of emo-
tions. He may either realize happy expectations
having finally attained his goal or view with alarm
the unplanned and unknown sinking into a state of
near emotional shock.
Why should there be such diverse reactions to
retirement? The answer of course lies in the in-
dividual, in his state of readiness. If we are pre-
pared and really understand that retirement is a
reward for long sustained toil then we conjure a
favorable image. If we are unprepared financially,
psychologically or physically, then retirement is not
a happy prospect.
The Old Concept of Retirement
At least part of the negative concept of retire-
ment, along with death and taxes, comes from a
carryover from our economic and sociological past.
For generations American philosophy has stressed
that work is a virtue while leisure, synonymous with
idleness, was sinful. People worked throughout
their adult life until they literally were no longer
able to work. With the exception of the affluent
few, the average person did not expect to enjoy his
or her retirement years. The retiree too often
looked forward only to the dictionary image-
"1. to go away or withdraw to a private sheltered,
or secluded place; hence, 2. to go to bed." A re-
tiree either literally "went to bed," was deposited
in a nursing home or found a bench where he could
soak up the sun.
Dramatic Changes Taking Place
Fortunately for all of us, dramatic changes have
taken place over the past decade in the United
States. Retirement at an age when free time can be
enjoyed or gainfully utilized is now the standard
pattern. Earlier optional retirement is possible in
many organizations and is elected today at ages
which even ten years ago were unheard of. So-
ciologists predict that the next ten years will see even
men and women in their forties moving off the job to
semi-active retirement status. The average age for
military retirees is now in the mid forties. Groups
of individuals in the military and certain Federal
law enforcement officers can retire after 20 years
of duty. The Department of State's Foreign Serv-
ice has had an early retirement policy for many
years.
The New Breed of Retiree
Many local communities are now able to offer
social welfare services to the underprivileged, re-
tarded children and the handicapped only because
active retired people are freely offering their
services.
The new breed of retirees is now recognized as
a political force to be reckoned with both at the
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SECRET
local and the national level. Increased Social Se-
curity benefits, pensions and annuities have been
established as a result of recognition of the retiree
element. The Retiree Organizations are now estab-
lished on the national level and are most dynamic
and vocal in their efforts to improve the status of
retired personnel. There is little doubt that their
efforts will bear fruit in the form of more favorable
legislation in the foreseeable future.
The modern retiree can anticipate an active life
in community, political, economic and social affairs
or elect re-entry into the labor market in change
of scene second careers. The old dictionary defini-
tion of retirement certainly is outmoded by today's
opportunities and the modern scheme of things.
In fact the word retirement itself no longer applies
in the finite sense to the period immediately follow-
ing the end of an active work career. Disengage-
ment more appropriately defines the period between
termination of regular full time employment and
ultimate retirement. Now the reader might ask
how does this all come about? What is the magic
formula which I can follow?
Advance Planning Pays Off
There is no magic formula. We shape our future
every waking day opening new paths and vistas,
fencing or boxing ourselves in, or possibly even
permitting ourselves to wither and regress. Suc-
cessful retirement will not just happen. Like any
other phase of life achievement of goals set involves
a certain amount of advance planning and a posi-
tive outlook. There is no mystique about retire-
ment.
If we live long enough we will eventually move
into the period of our lives when we are no longer
expected to work. According to the 1965 U.S. De-
partment of Health, Education and Welfare statis-
tics, we can now expect to live a long time in re-
tired status. Longer in some instances than our
normal working career. For example, a 50 to 55
year old retiree can anticipate an average life span
of another 23 to 25 years. The 60 year old retiree
can anticipate living for another 17 years. There
are more than 13,000 persons today over 100 years
of age. These figures represent the potential for
a "heap of living" before shouldering the cloak of
inactivity.
Experts tell us that planning for retirement life
should be incorporated into our thinking when we
first enter the labor market. Most of us are pre-
occupied with immediate problems and concerns in
our early working years. Later we become in-
volved in community affairs and then in the activi-
ties of our children. Some of us never quite get
around to thinking about and planning our post-
Organization lives until the last tour of duty which
may be too late to fully capitalize on our poten-
tials. Even late planning can prove beneficial. A
simple analysis of your net assets (annuity, etc.)
and reduced expenses after retirement may produce
a pleasant surprise when compared with your pres-
ent actual take-home income.
Retirement planning is an intimate process. It
is highly personal to yourself and your family. You
must establish your own living disciplines, invest-
ments, savings patterns, social and leisure activities.
You should however, take advantage of information
wherever it is available and assimilate that which
is essential and meaningful to you.
.New Staff Administers Retirement Program
The importance of establishing an Organization
Retirement Program course of action based on re-
search, facts and tested experiences had been rec-
ognized. In order to visualize, formulate, develop
and ultimately put into operation a well conceived
program, a staff of counselors on retirement and
placement was established in the Personnel Office.
This staff is actively engaged in gathering and pre-
senting retirement related information for assisting
employees who are anticipating retirement. A col-
lection of books, pamphlets and other literature has
been assembled and will be available to all em-
ployees in Retirement Reading Rooms as soon as
the space is allocated.
Individual Counseling Available
Employees interested in individual counseling
discussions are invited to arrange an appointment
with a retirement counselor. Employees who are
considering continued employment after retiring
may obtain assistance in preparation for job hunt-
ing efforts by contacting an external employment
assistance counselor. * *
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question box
CPYRGHT
Q. How is an employee's "high-5" average sal-
ary figured for retirement purposes?
A. The "high-5" average salary is the highest
salary obtainable by averaging the rates of basic
salary in effect during any 5 consecutive years of
service, with each rate weighted by the time it was
in effect. Here is an example of an average salary
computation which covers the 5-year period from
1 January 1963 to 31 December 1967:
Time rate
Rate in cffcct Nvas in efrect Annual Gross
froin- rate salary
Yr. Mo. Dy.
10 10-65 to
1 5 2S (a 7,303-- 10,911
CIVIL SERVICE RETIREMENT
Q. How is an employee's length of service figured
for retirement purposes?
A. All periods of creditable service, except any
for which the employee owes a redeposit, are
added together. The odd days in the total are
dropped and the time (years and months) remain-
ing is the length of service used in the annuity
computation formula. For example:
Ycars Months Days
Pcriods of creditable
,ervice
Sept. 13, 1932, to Nov.
Nov. 4, 1937, to Oct.
Mar. 1, 1955, to Dec.
3 t, 1967 12 10 1 0
'rotal.. i 30 22
Q. Must the "high-5" average salary be figured
over 5 calendar years?
A. No. It may start and end on whichever dates
will give the 5 years over which the highest aver-
age salary can be obtained. Because an employee's
salary tends to increase the longer he works, the
"high-5" average will usually be found during the
last 5 years of service.
_ Q. Who is eligible for 25-year discontinued.
service retirement?
A. Any employee who is separated involuntarily
through no fault of his own after completing 25 or
more years of service. In this kind of retirement,
the annuity is reduced by % of 1 per cent for each
full month (2 per cent a year) he is under age 55.
Q. When does the 25-year discontinued-service
annuity begin?
A. It begins on the day after separation from the
service, or on the day after the employee's pay
status terminated and he met the service require-
ments.
Q. Who is eligible for 20-year discontinued-
service retirement?
A. Any employee who is separated involuntarily
through no fault of his own after reaching age 50
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and completing 20 or more years of service. In
this kind of retirement the annuity is reduced by
% of I per cent for each full month (2 per cent
a year) he is under age 55.
Q. When does this 20-year discontinued-service
annuity begin?
A. It begins on the day after separation from
service, or on the day after the employee's pay
status terminated and he met the age and service
requirements.
Q. When is an employee considered involuntarily,
separated through no fault of his own?
A. When he is separated against his will and
without his consent except for cause on charges of
misconduct, delinquency, etc. Some examples of
involuntary separations are: reduction in force,
abolishment of a position, or liquidation of an office
or agency.
Q. Is a resignation ever considered as an invol-
untary separation?
A. Yes, in a few instances such as when an em-
ployee resigns because his office is moving to a
distant location and he is unable to move, or when
an employee resigns after he receives a reduction-
in-force notice.
Q. What conditions must the widower of a de-
ceased employee meet to be eligible for a survivor
annuity?
A. He must have been married to the employee
for at least 2 years immediately before her death,
or, if married less than 2 years, be the father of her
child born of the marriage. In addition, he must
be incapable of self-support by reason of mental
or physical disability and must have received more
than one-half his support from the deceased em-
ployee.
Q. Under what conditions would a widow or
widower of a deceased annuitant be eligible for a
survivor annuity?
A. The widow or widower, if married to the an-
nuitant at the time of his retirement, will auto-
matically be eligible for a survivor annuity unless,
at the time of retirement, the annuitant chose an
annuity without survivor benefit.
Q. Under what conditions would a lump sum'
benefit be payable immediately after the death of
an employee?
A. A lump sum benefit is payable immediately if
the deceased employee had less than 5 years of
civilian service, or if he had completed 5 years but
leaves no widow (or widower) or children who are
eligible for a survivor annuity.
Q. May a lump sum benefit be paid if the de-
ceased employee leaves a widow (or widower) or:
children who are eligible for a survivor annuity?
A. No lump sum benefit may be paid while the
widow (or widower) or children are eligible for
a survivor annuity. If, when all the survivors' an-
nuities have ended, they have received in annuities
an amount which totals less than the employee paid
into the civil service retirement fund, plus any
accrued interest, the difference would be payable
as a lump sum benefit.
Q. Is a lump sum benefit payable immediately
after the death of an annuitant?
A. Yes. Such a payment includes: (a) any an-
nuity accrued to the date of his death and, if no
one is entitled to survivor annuity, (b) the dif-
ference, if any, between the annuitant's total con-
tributions to the retirement fund, plus any accrued
interest, and the total amount of annuity paid.
Q. May a lump sum benefit be paid if the de
ceased annuitant leaves a survivor who is eligible
for an annuity?
A. Yes, but only any accrued annuity due the
deceased annuitant is payable. If when all the
survivors' annuities have ended, the total paid to
the survivors and the annuitant himself is loss than
the amount he had paid into the civil service re-
tirement fund, plus any accrued interest, the dif-
ference would be payable in a lump sum.
Q. Is a widow's survivor benefit annuity adjusted
eke care of cost-of-living increases?
A. Yes. Her normal annuity will be increased by
whatever percentage cost-of-living adjustment the
retired employee was receiving at death and may
be further increased by any future cost-of-living
adjustments.
I have estimated that when I am eligible to
z
retire at age 80 with 2 years -of-service my "high-5"
average salary will be approximately $15,000.:
What is the difference between the amount of
monthly annuity wou receive if I elected no
survivor benefit and if f elected the maximum bene
fit to go to my widow?
A. By referring to the chart "Civil Service Re-
tirement System Monthly Annuity Rates" on page
8, you will see that you would receive $23 more
per month-$453 less $430. * *
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Q. I understand that I do not have to pay in-
come tax on the retirement annuity payments that
represent deductions I have paid into the retirement
system. Will I receive any information as to the
amount I have paid in?
A. Yes. You will receive a statement as to the
amount of your contribution with your first annuity
check.
LIFE INSURANCE
Q. If I retire on an immediate annuity, what
period of time must I be covered by the various
available life insurance plans in order to have con=,
tinued coverage? What amounts can I carry into
retirement?
A. Both the regular and optional life insurance
may be continued after you retire on immediate
annuity for disability or after 12 years of service
at least 5 of which are civilian. The regular life
insurance is continued free, but you must pay for
the optional life insurance until age 65 if you retire
before that age. When you are both 65 and re-
tired, the optional life insurance is also free.
When you retire with an immediate annuity for
reasons other than disability or if you attain age 65
before you retire, you may continue, for the re-
mainder of your life, one-third of your basic
WAEPA life insurance (e.g. $15,000 would reduce
to $5,000), provided you meet eligibility require-
ments. Until 21 May 1958, only five years' mem-
bership in the association was required to become
eligible for this continued coverage. However, em-
ployees who became members after that date are
required to have 15 years' membership to be
eligible. (The cost is $30 per year per $1,000.)
If you should be retired with immediate annuity
because of total disability, you will be eligible to
continue two-thirds of your WAEPA basic group
life insurance until you reach age 65, subject to
the payment of premiums. The cost of this re-
tired disability benefit would be the same premium
applicable for your original amount of coverage
and the rate would increase automatically when
you attain the next age group. At age 65, if you
are eligible, you may then apply for the extended
coverage mentioned in the preceding paragraph.
If you have been insured with UBLIC for not
less than 10 years prior to your retirement on an
immediate annuity, you are eligible for continued
coverage. Your coverage is limited to a maximum
of $5,000; and if you retire before age 60, you
must continue the current monthly premium. At
age 60 your coverage is limited to % of the average
amount of coverage over the ten-year period im-
mediately preceding retirement, and no further
premium payment is required. Upon attaining the
age of 70 years, the coverage is reduced to 1/12 of
the ten-year average before your retirement.
GOVERNMENT BONDS
T have quite a few Series E, U.S Savings
Bonds. As I will retire soon, I have heard that
it can be wise to exchange those bonds for Series H
bond _s. Is there any advantage?
A. There most certainly is an advantage in such
an exchange-for people who want current income
from savings bonds. That would include you and
others planning to retire.
The interest of E bonds accrues but you don't
get it until you redeem your bonds, but with H
bonds you receive interest checks twice a year.
But here is the really key point-you postpone all
income taxes on the accumulated E bond interest
until you cash in the H bonds you receive in the
exchange.
However, you will have to report the interest you
receive on the H bonds as ordinary income, which
comes in gradually and most probably at a time
when your income tax rate will be lower. If you
intend to cash your E bonds rather than exchange
them, there are two times when your income tax
bracket may be lower-the time when your Civil
Service annuity represents a return of your con-
tribution and is non-taxable or after 65 when your
exemptions increase. * *
CPYRGHT
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CPYRGHT
Annuitants Over 100 Years of Age
The Civil Service Commission reports that there are 18
annuitants (no identification whether employee or survi-
vor) over age 100 who are still receiving annuity checks.
One employee who retired for disability in 1920 is still
receiving an annuity. His record of annuity payments-
approximately 48 years-is the longest on record.
CPYRGHT
What $100 a month now
will provide later
If you save $100 a month from now until you
retire, your accumulation will provide these monthly
incomes for 20 years after you retire.
years to
retirement
assumed annual growth rate
3%
5%
7%
9%
40 years
$508
$971
$1,887
$3,706
130 years
320
534
893
1,495
20 years
181
265
387
560
10 years
77
101
130
166
Sanitized - Approved For Re SeaseE: CIA-RDP78-04724A000800060001-'I9
 Sanitized - Approved For Releg EcIA-RDP78-Q4714A000800060001-1
CPYRGHT
United States Citize ship
of Children Born A road
My son was born abroad; is he a citizen? How
do I go about obtaining this proof? Although in-
formation on United States citizenship of children
born abroad was published some years ago, ques-
tions like those above continue to arise. To an-
swer these and similar questions we have outlined
below the current procedures you should follow if
your child is born abroad.
Children's ? Citizenship
Subject to certain requirements for physical resi-
dence in the United States of at least one parent,
a person whose parents are citizens of the United
States inherits their citizenship irrespective of place
of his birth. However, children born abroad who
are United States citizens at birth may encounter
difficulty later in producing documentary evidence
of their citizenship for school enrollment, employ-
ment or other reasons unless certain steps are taken
by their parents both overseas and upon return.
Proof of Child's Birth
As soon as possible after the birth of the child,
you should obtain a certificate of birth from the
hospital or physician and have several copies made.
Other evidence which a consular office will accept
as proof of a child's birth is an authentic copy of
the record of birth filed with local authorities, a
baptismal certificate, or an affidavit of the doctor or
person attending the birth.
Registering the Child's Birth
Upon application by the parents or their repre-
sentative, a consular officer may record the birth of
a United States citizen child in his consular district.
In the time of war or national emergency, passport
agents may be designated to complete consular
reports of birth for children born at military facili-
ties which are not under the jurisdiction of a consu-
lar office, and an officer of the Armed Forces having
authority to administer oaths may take applications
for registration.
As a part of the registration of the jchild's birth
on Form FS-240, Consular Report of Birth, evidence
of the parents' citizenship is required and in certain
cases evidence of one of the parents' physical pres-
ence in the United States prior to the birth.
(Amendments to the Immigration and Nationality
Act have granted exceptions to some of the physi-
cal presence requirements in certain cases of Mem-
bers of the Armed Forces, Federal employees and
employees of certain international organizations.)
Proof of marriage of the parents is required only
if the child's mother is an alien.
After registering the child the parents should
request the consul to furnish them a certificate en-
titled "Certification of Birth," Form FS-545. This
10 Sanitized - Approved For ReleasBEiCIA-RDP78-04724A000800060001-1
 Sanitized - App red For Rele Ef IA-RDP78-Q, 24A000800060001-1
certificate shows that the child's birth has been re-
corded by the Foreign Service, Department of
State but does not state that the child is a United
States citizen. It is, however, accepted by the
State Department as evidence of United States
citizenship acquired at birth for the purpose of
obtaining a United States passport abroad for the
child to enter the United States.
Obtaining a Certificate of Citizenship
Upon return to the United States it is suggested
that employees with one or more children born
abroad contact the Alien Affairs Staff, Office of Se-
curity, for advice on obtaining a certificate of citi-
zenship for each child. The Alien Affairs Staff can
supply the parents with an Application for Citizen-
ship, Form N-600, and can assist them in filling
it out.
The completed application should be forwarded
to the Immigration and Naturalization Service Of-
fice, with three photographs of the child, 2 x 2
inches, together with copies of Form FS-545, birth
certificates of the parents, and their marriage certifi-
cate. The Immigration and Naturalization Service
will notify the parents when they should appear per-
sonally with the child before a Naturalization Ex-
aminer. (Although ordinarily a person claiming
citizenship must be in the United States at the
time, Congress has authorized the Attorney Gen-
eral to issue certificates of citizenship in the Canal
Zone to United States citizens eligible to receive
them.)
The parents should take to the Examiner the
originals of the documents, copies of which were
submitted to the Immigration and Naturalization
Service with the application. If proof of United
States citizenship of a parent is by a naturalization
certificate, it is unlawful to make a copy of this
document and the certificate should be exhibited
to the Naturalization Examiner at the time of the
appointment.
Recording the Citizenship
Generally, a certificate is issued immediately after
the Naturalization Examiner has approved the Ap-
plication for Citizenship, Form N-600. If the
parents wish, they may have the child's birth as a
United States citizen recorded in their county court
by showing the child's Certificate of United States
Citizenship to the county clerk and requesting that
the information thereon be recorded. * *
MEDICAL EXAMINATION UPON
RETURN FROM OVERSEAS
ASSIGNMENT
FR 15-1 provides for medical examination
upon completion of a normal overseas tour of
duty. Headquarters regulations extend this re-
quirement to returnee personnel, such as those
returning from extended TDY, who have been
overseas in excess of 180 days. Medical ex-
amination of dependents returning from over-
seas is normally an optional matter although
recommended.
The importance of a medical examination
upon return from overseas should not be under-
estimated. Even though living conditions over-
seas may have been comparable to those in this
country and the employee may be in good
health, the returnee examination provides a
periodic checkup that is in the employee's
longer range personal interest over and above
the administrative requirement involved. There
is occasionally the additional advantage that
through the returnee examination the individual
may be qualified for medical treatment benefits
under existing programs in the event any disease
or illness present can be shown to have been
incurred while overseas.
Arrangements for returnee examinations for
the employee and his dependents should be
made within 10 days of return to headquarters.
Normally, appointments are made through the
employee's personnel officer. If for any reason
this is not feasible, appointments may be made
directly with the medical office.
Sanitized - Approved For Ref& T CIA-RDP78-04724A000800060001-4
 Sanitized - Ap roved For Rgi.: CIA-RDP78 04724A000800060001-1
A look at
LEGISLATION
The Outlook
Although many new bills have been introduced
in the 90th Congress to liberalize fringe benefits,
the chances for passage of any large number of
them are not favorable due to the cost of the
1 July 1968 pay raise and other -budgetary con-
siderations.
Informed sources favor the possibility of passage
for a bill increasing per diem for employees travel-
ing on Government business.
Increased Per Diem Rates
Brigadier General William W. Berg, Deputy
Assistant Secretary of Defense for Manpower,
testified before a Congressional subcommittee that
a recent Census Bureau survey of employee travel
in 18 Federal agencies showed that it cost the
average traveler $19.21 per day for subsistence. He
also reported that a Bureau of the Budget nation-
wide sampling of hotel lodging and restaurant meals,
plus a ten per cent allowance for miscellaneous ex-
penses, showed a daily subsistence cost of $19.56.
Here are the per diem rates in H.R. 13738 as
compared to existing rates:
Existing H.R. 13738
Normal Maximum
$16
$20
Actual Expenses
$30
$35
Additional TDY Outside
Continental U.S.
$10
$15
H.R. 10897 raises the rate of per diem for military
personnel to the level approved by the House for
Civil Service personnel.
CPYRGHT
Funding Retirement Benefits
In connection with increased retirement benefits,
consideration is being given to the financial status
of the Civil Service Retirement and Disability Fund
and raising both the Government's and the em-
ployee's contribution rates.
-Retirement and actuarial authorities have pre-
dicted that the system's estimated $50 billion un-
funded liability will further increase by $1.5 billion
each year under present funding practices.
One of the bills under consideration by the Sub-
committee on Retirement, Insurance and Health
Benefits is H.R. 10912, which is an administration
proposal to put the retirement system on a more
sound financial basis.
President Signs Safety Act
President Johnson, in signing into law the Fire
Research and Safety Act, stated that more than 12
thousand lives were lost by fire in 1966 and noted
that fires were the third largest cause of accidental
deaths in the United States today.
The President added that per capita deaths by
fire in America were twice those of Canada, four
times those of Great Britain, and six times those
of Japan.
"This is a shameful waste," the President said,
"This is something we should stop, we must stop
and are going to stop." * *
12 Sanitized - Approved For ReIeg-qLU~TCIA-RDP78-04724A000800060001-1
 Sanitized - Approved For R% : CIA-RDP7444724A000800060001-1
CPYRGHT
CPYRGHT
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