STATUS REPORT ON THE RETIREMENT COUNSELING PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00688R000200050003-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: December 12, 2016
• Document Release Date: December 19, 2001
• Sequence Number: 3
• Publication Date: September 6, 1968
• Content Type: MF

F' I L E~ ~ / 7
MEMORANDUM FOR: Special Planning Assistant to the Deputy Director
for Support
SUBJECT Status Report on the Retirement Counseling Program
REFERENCE : Memo dtd 29 Aug 68 to D/Pets fr SPA/DDS, Subj: BOB
Questions Re FY 1970 Program-Wide Prg. Memo
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1. Background
In June 1967 the Agency decided to establish a more comprehensive
pre-retirement counseling program designed to contribute to the resolu-
tion of the imbalance of senior (both in age and years of service) per-
sonnel in most components of the organization. This imbalance developed
as a natural consequence of the circumstances of staffing the Agency
during its formative period, 1947 to the early 1950's. The massive
staffing requirements of the early years resulted in a block or "hump"
of employees of essentially the same age and years of service moving
forward toward seniority at the same time.
The Agency is entering a period where this group of employees is
now becoming eligible for optional early retirement but are five to
ten years from mandatory retirement, A serious blockage of promotions,
offi-
cers looms in the immediate future unless an increasing number of
these senior officers can be encouraged to elect early retirement as
soon as practicable.
This group of senior officers has provided a career of dedicated
and effective service which deserves recognition and humane considera-
tion. The solution must be found which avoids arbitrary administrative
action but which would encourage an appreciable portion of this group
to recognize the need and desireability of their retirement prior to
reaching mandatory age.
It. was apparent that reliance on routine retirement processes was
insufficient to accelerate the numbers of voluntary early retirements
and the number of scheduled mandatory retirements are too few to meet
the desired objectives.
On 18 September 1967 a special retirement counseling staff or
task force was organized to analyze the problem, develop plans and
programs and initiate actions which would stimulate eligibles to
"opt out" in greater numbers.
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2. Activities of the Retirement Counselin and Placement Staff
a. 18 September - 31 December 1967
During this initial period the retirement staff concentrated
its efforts on research and the development of program plans.
These studies included:
(1) Detailed analysis of the Agency's retirement eligibles
to ascertain their age/grade/years of service, atti-
tudes toward retirement, planning for retirement and
probable responsiveness to encouragement or incentives.
(2) Extensive research of the literature of retirement and
preparation for retirement.
(3) Review of pre-retirement counseling and assistance pro-
grams in other organizations, both in public and pri-
vate sectors.
On the basis of these studies it was concluded that the
majority of eligibles and employees facing mandatory retirement
were not emotionally conditioned nor financially prepared for
transition to retired life and left on their own, had done little
in the way of advance planning. It was indicated that initial
pre-retirement counseling or conditioning was necessary and
ideally should be initiated at least five years prior to the
planned retirement date. For those eligibles whose planned
retirement dates were less than five years, special programs
were required. The following program plans were developed and
implemented to meet these requirements:
(1) Individual counseling interview services for selected
retiree eligibles to encourage them to elect early
retirement and to assist them in developing plans for
action in this regard.
(2) Individual counseling interviews for employees on the
threshold of mandatory retirement to assist them in
successful transition.
(3) Individual counseling interviews with employees sched-
uled for retirement in five years. Opportunities for
annual follow-up interviews each successive year to
retirement. Assistance as appropriate each successive
year to assure successful retirement.
(4,) Development of seminar outlines for group presentation
to retiree eligibles on at least an annual basis or
more often, if necessary.
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(5) Acquisition of retirement literature for hand-outs
and/or publication in Agency employee bulletins or
other media.
(6) Establishment of Retirement Reading Rooms for employee
use.
(7) Expansion of Agency external employment assistance
facilities. This included guidance in preparation of
employment history resumes, counseling on job search
techniques and development of job lead sources.
b. 1 January - 31 March 1968
Studies on retirement continued during this period and
refinements were made in program implementation and techniques.
The individual counseling interviews were continued on an in-
creasing volume. Employees responded affirmatively to the ser-
vices and assistance offered.
In late March 1968 the initial retirement information semi-
nar was presented in the Agency Auditorium. Personal invita-
tions were extended to those employees scheduled for retirement
in calendar year 1968 with "open" invitations to all employees.
Over the period of five daily two-hour sessions, an average of
315 daily attendance was recorded.
c. 1 April - 30 August 1968
The staff continued its research with particular emphasis
on the development of proposals for additional incentives for
early retirement. Several of these proposals require legisla-
tive authority for implementation and application must be
deferred for the future.
The Retirement with Re-employment Rights or "Trial Retire-
ment" program plan was approved in, concept and procedural
details are being worked out.
Plans were completed for a second retirement information
seminar to be presented in early November 1968.
Continued emphasis was placed on expanding external employ-
ment lead sources with particular efforts directed toward
assistance to employees whose Agency careers were spent in the
clandestine services.
Portfolios of selected pre-retirement literature were
assembled and forwarded to the Agency's field installations
for use of employees eligible for retirement.
.~ ~a `u~ k w to ti
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R-suI is to date
During the relatively short period since -the'riew re-t:i:L-eraezl .,3---'o:r.=^,s
have been in effect, an affirmative change in employee attitudes toward
retirement is quite apparent. An increasing number of early retirement
eligibles are voluntarily seeking counseling relative to firming up
their retirement plans. Employees selected and advised to consider
early retirement by the career services have responded with a willing-
ness to cooperate and are seriously preparing their plans. Special
counseling and external employment assistance is being provided this
type of employee.
During the period 1 January - 31 August 1968 an increase of approxi-
mately 2C0% in optional retirements under the CIA R&D System over the
numbers retired in the same period in 1967 occurred.
Agency policies regarding approvals of extensions beyond the nor-
mal retirement age have been stiffened and have influenced employees
desiring to work beyond age 60 to initiate planning for early retire-
ment in order to compete for jobs in the private sector at a younger
age.
Projected Activities and Anticipated Results
a. Projected Activities
Based on the encouraging results of program implementation
to date, it is intended to continue to expand individual
counseling services and to emphasize affirmative aspects of
early retirement through every means and media available.
Emphasis will be placed on early identification of eli-
gible employees selected by the career services and special
assistance provided these individuals.
Efforts will be sustained to expand external employment
job lead sources for specific retirees.
Ideas and proposals on additional incentives for early
retirements will be developed and implemented.
b. Anticipated Results
(1) By providing counseling and external employment
assistance to employees eligible for optional retirement we
expect to accelerate the rate of optional early retirements
and reduce the "hump" problem.
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(2) Success in accelerating the rate of early retirements
under both CIA and Civil Service Systems promotes the
whole flow of promotion and succession to which our recruitment,
training and assignment programs are geared. This in turn
provides the vigorous and productive force required by the
Agency.
(3) While the essential objectives of the retirement
assistance program are management oriented, employee interests
and well being as well as Agency-employee relations are greatly
enhanced by the service provided. Employee attitudes toward
retirement are expected to be come more affirmative as they
obert S. Wartles
SECRET
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