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NAVY CIVILIAN PEHSONN-CTIONS 

OIR, Und.erSecNav 

REF ID:A61019L~~~~~~ ~. _ ~Pr 66.2-h 

10 OCtober 1949 

INSTRUCTION 66 

EYPLOIEE SERVICES (FIELD) 

Section 1. 

2. 

3. 

4. 

s. 

6. 

1. 

a. 

References · General provisions 

Info:nnation services 

Food services 

Welfare services 

Financial services 

Recreation services 

Special services 

9. Documents superseded 

SIDTION l, REFERENCES 

Paragraphs 

References •••••••••••••••• ~ ••••••••••• 1-1 

1-1. The follOWing are references in connection nth employee services: a. Rules, Regulations,, Policies, and 

Standards for the Control of Navy Publications and Printing, Appendix B, NAVEXOS 

P-35 (Revised). 

b. BuSa.ndA Manual, Vol. IV, V, and VI. 

c. SecNav ltr 49-108, N.D. Bul. of 

28-Fe"'i>' 1949. 

d. Real Estate Manual for the Navy Department, NavDocks P-20. 

e. Section 3743, Rev. stat.; 41 USC 20. 

SECTION 2, GENERAL PROVISIONS 

Paragraphs 

Purposes of employee services......... 2-1 

Department policy. • • • • • • • • . • • • • • • . • • • • 2-2 

Organisation and administration....... 2-J 

Handling unofficial funds ••••••••••••• 2-4 

2-1. PURPOSES OF EL!PLOIEE SERVICF.S.-The 

purposes of an employee services progl'lilll are to keep employees informed of' the policies 

and rules established by management, to make 

available for them where necessacy those 

facilities which reduce to a minimum interruptions of' work for persona1 affairs, and to 

p:rovide bases for 1jpe_.,j.evelopment and continu- ance of interest in their jobs and places of 

work. 

2-2. DEPARTMENT POLICY. --It is the policy 

of the Department that a program of employee 

services based on the needs of the service be 

established in each naval activity. Only 

those services which contribute to morale., 

job interest, cooper~tion, better attendance, 

health, and productive output are considered 

justified under this program. 

1 

2-,3. ORGANIZATION AND ADMINISTRATION.-a. 

Principles ofa:I:Peration.-Einployee services are an integr part of the Industrial 

Relations Program, and as such should con- sist onl.y of facilities w~eh contribute to 

the efficiency of the serV:i.ce. In no case 

should services be instituted which are adequately provided by comnunity resources and care must be exercised to avoid providing facilities which offer competition 

to private business in the community. The 

Department, neverthe1ess, is concerned nth 

steady day-to-day attendance and production 

of its employees, and where the absence of 

adequate community and business resources 

causes troublesane "WOrk interruptions, con- sideration should be given•to the development o! necessar,y employee services. 

b. Use of community facilities and 

sei=vicii:'--=¥ractic81 working retatIOiiships 

should be established 'With community groups 

and public and private agenciel3 in order 

that the services and facilities of the 

community may be mada readily available to 

enployees. Where possible, employees 

should be referred directly to community 

services for assistance in persona1, 

domestic, legal, and similar problems • 

2-4. HAIDLING UNOFFICIAL FUNDS. -!lavy 

Regulation 1906 states "No officer detailed 

to duty involving the custody or disbursement of public funds shall be charged With 

the handling or custody of, or accountability for, any .funds whatever other than 

funds placed in his custody by operation of 

law or regulation, or pursuant to the orders 

ot the Secretary of the Navy." Navy Regulation 1901 construes the te:nn "accountable 

officer" to mean an officer detailed to 

duty involving pecuniary responsibility for 

Government funds aIXi property in his custoctr. 

Accordingly, "accountable officers, 11 

including disbursing officers and their 

deputies, are prohibited from handllng the 

funds of ~ enployee group or employee 

services organization. 

SECTION 3, INFOllMA.TION SERVICES 

Paragraphs 

Inf'ol'llling employees of important 

developments ••••••••••••••••••••• 3-1 

Bul1etin boards.................... J-2 

Handbooks •••••••••••••••••••••••••• 3-3 

Employee newspapers •••••••••••••••• 3-4 
.-.ID.-..P-.I-..66 ...... ..::;,.3-....;;;l,__ ___ __, ______ RE __ F_I_D_:_A_6J,p_, _Jr_.ERSONNEL L'llSTRUCTIONS 

other media ••••••••••••••••••••••• )-$ 

.3-1. INFORMING EMPLOIEES OF IMPORTANT 

DEVELOPMENTS.-!_. Policy.-It is the policy 

0£ the Department to keep employees informed 

0£ major decisions affecting their ~loyment. 

The Department recognizes that when tmJPloyees 

are properly informed, they are relieved 0£ 

undue concern and doubt over actions and 

decisions of management. The Department also 

recognizes that when important actions remain 

unexplained the inevitable e.t'fect is that employees become concerned over the uncertainties 

involved and fail to produce at their best. 

In general, all. matters such as wage schedules, 

changes in working hours, work loads, production 

quotas, reductions in force, and simil.ar items 

directly af£ec'ting their employment should be 

explatned to them. These should be brought 

candidly to their attention through such 

channels as supervisory conferences and meetings, 

Shop Committees, Representatives 0£ organized 

employees, employee newspapers, and bulletin 

boards. Supervisors should be ~ acquainted 

with management's viewpoint in advance in order 

that they may assist in the formulation of 

certain decisions and be in a position to 

intelligently cl:l.scuss such matters with employees. 

3-2. BULLETIN BOA.RDS.-a. General statement.--It is dl.rected that-official an~ 

WiOl'l'icial bulletin boards be maintained in 

each naval activity at such places where emplayees normally congregate or other places 

suitable for the general d:issemi.nation of 

in£o:nnation. 

b. Official material.--Official orders With 

which employees in general are expected to conform. should be posted currently on official 

bulletin boards. 

c. Unofficial materi.al.-All notices, other 

thin o£1'icial notices, are to be posted on unofficial bulletin boards. The posting 0£ 

notices of meetings, social affairs, athletic 

events, and other literature 0£ organized 

groups is permitted, provided. such notices 

am literature do not contain propaganda 

against any individuals, Government agencies, 

or activities of the Federal. Government, and 

provided they are submitted through employees 

of the activity. Organized groups should be 

permitted to use unofficial bulletin boards 

Without further restrictions. Proposeanotices 

am literature JIUSt be submitted to the head 

o.f the activity or bis designated representative 

for approval prior to posting. 

d. ~gestions !or maintenance.--Bulletin boirds~o be e££ective, must be attractive 

and should distinguish between official. and 

unofficial material. 

(l) Bulletin boards should be standardized 

in each naval. activity. 

(2) The date for the removal 0£ bulletins 

10 October 1949 2 

.tram the boards should be designated 

on the boards, and the bulletins 

should be removed from the boards on such specified date. • (3) Responsibility should be fixed for 

posting and servicing bulletin 

boards, and regttlar inspections of 

the boards should be made to assure 

that they' are maintained in an orderly and efficient manner. 

(4) An emplo-Jee activity calendar, 

posted on unofficial boa:tds, and 

changed periodically, will eliminate 

the need £or numerous bulletins. 

This calendar may cover employee 

activities such as announcements 0£ 

lodge, club, or other meetings, 

social affairs, athletic events, etc. 

3-.3. HANDBOOKS.-a. General statement.-

Heads 0£ naval. activities are authOr.!.zed to 

publish and issue such employee handbooks 

as they consider necessary. Employee 

handbooks should inform new employees about 

the activity, serve as ready re!ere~ce for 

old employees !or authentic information 

about the activity, and emphasize the role 

of each employee in the job to be done. 

Handbooks should be written with the idea 

o.f answer.!.ng questions an employee is likely 

to ask. Important points should be highlighted .for emphasis by the use of bold 

type, color, photographs, illustrations, 

charts, cartoons, maps, etc. The most 

effective handbook is of pocket size. A 

distinctive title is a definite asset. 

b. Content.-The content o.f a handbook, 

to-a large extent, depends upon the type 

or naval activi11,Y', the prevailing working 

conditions, the policies and procedures in 

effect, and the needs of management and 

e11ployees. The follow.tng are reconunended 

as desirable minimum content: 

(l) Table of Contents. c2 > FOreiiora. 

(3) Your Job - What is Expected o.f 

ToU.-The employee should be 

advised of what is expected from 

him. His responsibility to management should be clearly defined. 

The -importance 0£ his daily work 

contribution and the necessity £or 

team worlc, cooperation, and prompt 

regular attemiance should be 

emphasized. Inform him where 

station orders and memoranda are 

available, and that he is responsible £or reading and comply:l.ng with 

them. 

(4) Your Boss - How He Will Hdlp You.--

Tlie emplOyeeBhOuld be a :visea 

tllat he should always discuss 

questions and problems with his 

supervisor, who is responsible for 

• 

• 

• 
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• 

• 

• 

REF ID:A6101L 

EllPLO!EESERVlCES (FIE~~~~~~~~~~~~~~-~-~~~~~~~--':NCP===-~I~ti6~·~3~-h his specific wor.k assignments and for 

reviewing h:Ls 'VIC rk, reco111111ending promotions, and advising him general:cy- on aey question involving h:Ls employment. 

E!fort should be made to explain the 

basis of a sound relationship with 

,hrs supervisor. (5) Civil Service - Some Things You Should 

Know .=The emploYe'i shoUld Dein!ormed 

that his employment is governed by 

Navy Civilian Personnel Instrnctions 

as well as the Civil Service Act, 

Rules and Regulations. He should be 

advised as to the meaning of certain 

te:nns used in cdnnection with civil 

service and that, as a civil service 

employee, certain regulations govern 

his employment and others provide hilll 

With benefits. He should be advised 

brie!ly as to both the requirements 

and bene!its or Federal employment. 

Fina14'", he should be instructed to 

secure advice from his supervisor on 

arzy- questions which arise in connection 

with h:Ls civil service empleyment. I! 

supervisors are unable to answer such 

questions they will secure the answer 

from the Industrial Relations Of.fices. 

otherw.i.se they will refer employees 

to such of!ices for information. 

(6) Conditions of Employment.--Employees 

shoUld be iavised brre?.l.y of certain 

requirements and restrictions such as hours of work, leave, political 

activity, conduct, security, etc • 

They should also be instructed to secure advice from supervisors 1il en 

questions or doubts arise. 

(7) Fair Treatment. - ''lhat To Do About A 

CO'iplaint, Request or iirsiiiiderstan'Oing.--

TneGrievance Procedure shoUld be ex- p1ained (see !lCPI 80). 

(8) Imustrial Relations Office.--The employee should be advised of the 

functions of the Industrial Relations 

Office and Personnel bupervisors in 

the shops, and where and how they may 

be contacted. 

(9) Training Opportunities.-The various 

training programs conducted by the 

activity should be descri.bed brie:f'ly, 

with emphasis on the purpose and 

value of each training course. (l.O) Safety and Health.-General i'undamentai"iiiethodS"Ot working safe~ 

should be emphasiz\ed, With a list of 

safety iules and brief descriptions 

of safe practices. The use of safety 

equipment should be expJ.ained and empl.oy"ees advised where and ho1r to get 

it. Fire prevention practices and the 

importance ot knowing what to do in 

the case of fires should be incl.uded. 

Activ:Lties handling combustibles may 

.3 

11ant to devote a special. section to 

the subject. Employees should be 

advised of the procedure to follow 

in case of an accident. 

(11) Employee Services.--SUch employee 

services as are available should be 

set forth, indicating where and how 

their benefits may be obtained. 

Such services may include housing, 

transportation, insurance, hospitals, 

medical care, recreation, feeding, 

child care, savings bonds, banking 

facilities, counsel.ling, colllll'Wlity 

weltare agencies, etc. 

(12) Efficiency Ratings.--Employees should 

be advised of the purposes of efficiency ratiIJgs, their frequency, 

their uses and significance, and 

the current appeals procedures. 

(lJ) Beneficial Suggestions.--The value 

of beneficial suggestions and the 

operation of such program should be 

outlined. 

(J.4) Awards.-Brie!:cy" explain the Distinguished Civilian Service and 

Meritorious Civilian Service Aurds, 

the 201 30, 40 and !)O year mrards, 

and such other incentive programs 

as are in effect. 

(15) The~ and National Anthem.--The 

proper procedure to rolIOW"When the 

flag is displayed or the anthem is 

played shoul.d be outlined. 

(16) Military Rank and Corps Insifg!i.-

iiilitaey rank aiicf"Co'ijis insi a 

should be graph:Lcal.ly illustrated. 

(17) Rel.ations with Unions, Shop Committees, and :&linoyee Groups. The 

position 'O'f'J:oc management with 

regard to these activities should 

be expl.ained, setting forth the 

responsibil.ities and rights of 

such groups. 

(18) Index. 

c. nrstribution.-Simpfy passing out the 

haiidbook to new empl.oyees as a casual. 

formality invites only a casual. perusal or 

its contents. It is recol!llllended that it be 

presented during an indoctrination course. 

Important points of immediate concern to 

new employees should be emphasized, with 

reference made to other itEIJlls which the 

empl.oyee should read at the earl.iest 

opportunity. Finally, the employee should 

be impressed With the fact that the handbook should be used largely as a reference 

marmal tor his benefit. 

.3-4. EMPLOYEE NEWSPAPERS. --a. General 

statement.-The publication of""all employee 

newspapers must conform to the provisions 

of NAVEXOS P-35. See ~PI 66.1-la. When 

non-appropriated .funds do not entire4r 

support the type of newspaper considered 

10 October 1949 
NGPI 66.3-4 REF ID:A61019 

desirable1 station maintenance funds are 

usually used for this purpose. 

b. Difficulties With publ:lcation.--Problems 

regarding organization arid publishing should 

be referred to the appropriate District 

Publications and l.'rinting Office, other 

problems may be referred to OIR Code 235. 

c. Allotment of civilian and rnilitary space~ newspapers.--News and space in a joint military-ci'Vl.lian newspaper shoul.d be 

al.located on a basis proportionate to the 

funcls contributed fran ci vil.ian and mil.i tary 

sources. 

d. Notices concerning organized empl.oyee 

gr'Oups.--The publication of notices and 

other literature of organized employee groups 

is permitted provided such notices and literature do not contain propaganda against an;y 

individuals, Government agencies, or activities 0£ the Federal Ooverniaent1 and are submitted 

by empl.oyees in accordance with the procedure 

established by the head of the activity. Such 

items submitted for publication should be 

handl.ed on a space-availabl.e basis in fair 

competition with other news items. 

3-5. arHER l!EDIA. --a. Public address 

systE111s.--Public address systems installed 

at naval activities may be used according 

to the needs of the activities and direction 

of the comManiing officers for important 

announcements, music, disaster control, news 

i'J.ashes, etc. 

b. Station Orders, Bulletins, ?lemoranda 

and Regulat1ons.--Station uraers, Bulletins, 

:Memoranda and Regulations a££ecting employees 

should be kept current at all times and made 

available to enployees in order that they may 

be continuously informed of their working 

conditions • 

SECTION 4, FOOD SEkVICF.s 

Paragraphs 

General statement ••••••••••••••••••• 4-1 

Administration of food seI"Vl.ce •••••• 4-2 

Operation of food service ••••••••••• 4-J 

Requirements of operators........... 4-4 

Use of general mess ••••••••••••••••• 4-S 

Use of commissary store............. 4-6 

4-1. GENERAL STATEME!~T. --It is the policy 

of the Department of the Navy to make availabl.e such assistance and facilities as are 

necessary so that employees may provide for 

themsel.ves in-plant food service where 

necessary and practicable. Food service in 

general includes cafeterias, lunch counters, 

canteens, and vending machines, which will 

be operated in confo:nnance with t.he provisions of this Section. Under certain 

conditions General Mess and Colllllissary Stores 

will be made available to empl.oyees as 

outlined in NCPI 66.4-5 and 4-6. 

10 October 1949 4 

'lTA'T7V f'TUTT .l.Ull.V.lo ..., .... ~ O?rnEL INSTRUCTIO~S 

4-2. AD?.i:INISTRATION OF FOOD SERVICE. -a. 

Organization.--Food service is operated for 

the benefit of all employees of an activity 

through the medium of employee representatives who determine operating policies and 

procedures, subject to approval or the head 

of the activity. Normally employee organization and participation may be initiated 

by the appointment by the head of the 

activity of a five to seven member Cafeteria 

Association. However1 the cor.manding officer may determine under certain circumstances 

that it is in the best interest of the empl.oyees and the activity to have some or all 

of the members of the Cafeteria Association 

designated through an elective process, or 

nominated by employee groUps. In this 

manner employees and employee groups would 

be given the opportunity to select representatives responsible for the food service and 

its operation, subject to the provisions of 

this Section. 

b. Function of Cafeteria Association.- The Cafeteria Association (or such other 

title as is selected) is responsible for 

developing, recmmnending, and executjng 

pl.ans for operation of the food service, 

subject to approval of the head of the 

activity. The Cafeteria Association may 

operate its food service either through 

empl.oyment of a manager or by entering into 

an agreement with a concessionaire. 

c. Responsibility of Industrial Relations Ufficer.-As a representative of the 

head of the activity, and to coordinate the 

activities of the Cafeteria Association with 

other operations of the establ.isnnent, the 

Industrial Relations Officer is usual:cy- appointed as an ex-officio member of the 

Association. The Industrial Relations 

Officer, functioning in this capacity, shall 

advise and assist the Association, and act 

as i11DUediate point of contact between the 

Association and the head of the activity. 

4-J. OPERATION OF FOOD SERVICE.--a. 

Operation by employment of! manager:-

Vlhere the decision of the Association, as 

approved by the head of the activity, is 

that it woul.d best serve the activity•s 

interests to empl.oy an operating manager 

rather than the services of a concessionaire, 

an appzopriate directive or station order 

wit.h copy t.o OIR 235 ,will be issued, sett.ing forth the conditions of operation, and 

giving the Cafeteria Association authority 

to use the facil.ities under the conditions 

prescribed in NCPI 66.4-4. It is suggested 

that in such a case the Cafeteria Association organize it.self into a non-profit 

corporation in order to avoid personal 

liability for operations in connection With 

the food service. 

b. Operation !?z concessionaire.--Y.'here 

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• REF ID:A6101' 

El:PLO'YEE SERVIc::;:s (FIEI!>J.. __________ . __ _ MCPI 66.5-1 

the decision of the Cafeteria Association, as approved by the head of the activity, 

is to utilize the servi.ces of a concessionaire, 

an;y contract arriveP. at to s~cure such service 

should be negotiated bemveen the Association 

and the concessionatre as the contracting 

parties, and should bear the si~nature o! the 

heart of the activity only as to a!J?roval of 

the tenns of the contract and 'I.he use of the 

i'acil"i..ties. buch contract shall not obligate 

funds of the Uni. ted States or otherwise bind 

the Goverm11ent. Ea.ch c::mtract will contain 

all provisions required by ilCPI 66.4-4. A 

copy of each contract entered into will be 

for1Jarded to OI~ 235 for post audit by the 

Office of the ~eneral Counsel. It is not 

necessary to secure pri.or approval on such 

contracts. 

4-4. RE'~UIH.l::i.l::!:'TS OF OPERh.TOH.S-a. Conformance with laws.--The food service shall be 

aaiiiinistered in compliance With all applicable 

state, munici;ial, and other local lal7S if 

such state, mu.'li.cipa1, or other local government has jurisdiction over the area of the 

operation. 

b. Taxation.--The food service shall pay, 

as-and when due, any and all taxes becor'ling 

due by virtue of the operation of such food 

service, including, but not limited to, all 

real estate or other taxes which Ma.,v be held 

to be properly imposed on its possessory 

interest in the right to use the goverrunent 

premises. \'lhen the association ~loys a mana~er, it is considered a non-profit 

cooperative for tax purposes. 

c. Cash sales.--11.11 sales are to be for 

cash, and credit in any fo:nn. is to be prohibiued. 

d. Audits.-Semi-annual or more frequent 

audits of the food service shall be made and 

submitted to the head of the activity. These 

audits should be made by an independent 

certified public accou:i.tant, and at the 

expense of the food service operator. In 

small activities, or in unusual circumstances, 

the head of the activity may direct station 

personnel to perform this duty. 

e. Earnings.--The head of the activity 

shall establish a reasonable maxizrrum rate of 

earnings for food service operations. 

f. Use of profits.-Income from food 

servLce-allCi"associated services is to be 

used primarily for improvinc food service; 

secondarily for such welfare and recreation 

as Will benefit the employees of the activity. 

g. Insurance.--The Cafeteria Association 

orconcessionaLre shall maintai.n product, 

personal, am public li.ability insurance in 

amounts determined by the head of the activit~·· 

h. Prohibited sales.-The sale of intoxicating liquors, beer, ale, or other intoxl.cating 

beverages,is prohibited except when expressly 

pennitted by the Secretaz-3 of the Navy. 

i. Equi:;>ment and fixtures.-!restaurant 

sernces l'lay be operated in available 

e;overnment buildings. !~ecessary equipment, 

fixtures, cookine utensils, dishes, and 

silver may be furnished or purchased by the 

government ii' fund.s are available. All such 

equipl'!ent shall remain the property of the 

government am. responsibility for its 

inventory and replaceMent in initial condition, subJect to reasonable wear and tear, 

shall rest with the user. 

j. Propert~r. -Ti. tle to all permanent 

improverrJ.en-;:;s of ~oveI'l1T'lent property shall 

be vested in the GoveI'l1T'lent regardless of 

who makes them or causes them to be made. 

k. Utilities.- *Utility services trill 

be-furnislied by the Government to food service operatorsJ but shall be paid for by the 

operator at the close of each month. The 

rates specil'ied by paragl'aph 66405 or the 

Bureau or Supplies and Accounts Manual are 

applicable to cafeterias operated by concessionaires J while the rates specified by paragt"aph 67104 are applicable to cafeterias 

operated by managers.* 

4-5. USE OF GmP.:RAL l.Jll'SS.--''ihen facilities are not avatlable to provide adequate 

food service, authority to use the general 

mess may be re'1,uested from the Bureau of 

Supplies and Accounts according to the 

provisions of Volume IVJ Chapter l, Secuion 

VI, Bureau of Supplies and Accounts I.'anual. 

4-6. USE OF CCJI'.l~[SSAR.Y STOI!S.--Civilian 

et'q>loyees are authorized patrons of com1issary &tores outside the conttnental limits 

oi' the United States where the head of the 

activity so directs. The Secretary of the 

Navy may extend commissary pr:i..vileges 

within the continental Uni.ted states 

according to the provisions oi' Bureau of 

Supplies and Accounts !:anual, VolUl'le IV, 

Chapter 4, Part G, Section II. Requests 

for such privileges shall be submitted to 

the Ct,ief, Bureau of Supplies and Accounts. 

SF:C'IION 5, \':EI.FARE SEINICES 

Paragraphs 

Health and r11edtcal................. 5-l 

Group insurance for hospitalization and medical care •••••••••••• 5-2 

Blood donations •••••••••••••••••••• 5-3 

Housi.."'lg •••••••••••••••••••••••••••• 5-4 

Counselling •••••••••••••••••••••••• 5-5 

Commwlity welfare services ••••••••• 5-6 

5-1. HEALTH AIJD MEDICAL.-UCPI 88, 

I!IDUSTRIAL HEAJ,TH PROGRAH, contains 

instructions concerning heaJ.th and medical 

services. NCPI 90, INJURY COUPENSATIOII AND 

T3.F.A.Tl•!EHT, contains details concerning 

treatrient of injury under the Federal 

19 December 1949 
REF ID:A61019. 

Emplo~rees 1 Compensatton Act, as anended. 

5-2. GROUP INSUrlANCE FuR HUS?ITALillTIOi~ 

AND 1$DICAL CAHE.--a. General statencnt.--

It is recognized that employees May ''dsh to 

purchase eroup insurance for hospitalization 

and medical care. I't. is not the policy of 

the Navy Department to recomnend any specific 

insurance policies or conpam.es. Hanagement,, 

however, should be able to pit>vide information 

and assistance as to the types of plans offered 

by various reliable companies and organizations. 

such assistaroe Will make it possible for employees to select the most satisfactory plans 

for their spectfic needs. 

b. Collections.--For policy on collections 

orpremiums see ilCPI 215. 

5-3. BLOOD DO!lAT.LOilS.--a. General staternent.--Heads of naval activities are encouraged 

toSuppo rt and publicize the Blood Donor Progra!llS 

by appeali.ne to employees to bec001e regular 

blood donors. 

b. Time off for donors.--Ernployees will be 

excusedTroiii'\rorICtOClO?iate blood according 

to the provisions of !JCPI 105.8-1. 

c. 51ace and tranS':lortat1ori.--Ac't.1vities 

With a argeruiiiiber of persoruiel may assign 

and reserve space at the activities for Uobile 

Units to accommodate donors at reBUlar intervals,, 

thus reducing the ti.-ne necessaey for donors to 

be absent from duty. Activities that find it 

impractical to accommodate Mobile Units may 

i'un1ish transportation to firoups of volunteers 

reportill!I to the places designated for donations. 

5-4. HOUSrNG.--To provide an effective 

advisory housing service where necessaey,, 

lists of vacant houses, apartments atd rooms 

should be currently mai.nta.ined and contacts 

established With the local housine center, 

landlords and other sources of rental ltstin£Is. 

Liaison with local housillfi authorities in regard 

to upkeep, repairs and cei.lings on rent11l propertl.es is also desirable j n order that employees 

may secure advice on proble~s and difficulties 

which may arise in connection with their tenancy. 

5-5. COUNSELL!NG.-a. General statement.--

Naval activities ftnd,,-in their daily operations,, 

that the productive output of employees is, at 

times, disturbed by employee problems of a 

pei•sonal nature. Such problems may be of a 

social, domestic,, financial,, legal, econonic, 

medical, or other nature. If the di.sturbing 

problems arise out of employees' workini:; 

situations they normally should be handled 

by the immediate supervisors. The primary 

management responsibility for the solution 

of problems 5rowint; out of the working 

situation,, such as personal adJustment to 

the job, rests with line supervision. In un- usual cases, 11ne supervision J1l8Y request 

guidance and assistance i'rom the Industr"\.al 

10 October 1949 

6 

UAVY CIVILIA:l PEP.SO!r.;~ II!S'rRUCTI:JNS 

Relations Office. On the other hand, employees with personal problems not reloted 

to the job, although they may interfere 

'With productive out.put, suould be referred 

by naval activities 1..o appropriate co111-

l!IUili ty afienci.es for assistance. It should 

be borne in ~ind that the primar-3 responsibi.lity for handli.nr, personal problems is 

that oi' the employee himself. The Dcpart1nen~, therefore,, in ceneral considers its 

counselling service to consist of those 

functions in the Industriai Relations 

Office concerned with the foreeoing 11ianagement responsibilities. 

b. Functions.--The counselling service 

no'FrnallY is responsible for: 

(1) Consulting ,,ith line supervision 

and providing a&sistance on problems of personal BClJUSt.F.ent to the 

job, 

(2) Referrillfi employees with personal 

problems not related to the working 

situation to appropn.ate cornrumity 

agencies and resources. 

(3) Haintainlng contact with local 

welfare agencies, medccal officers, 

eclucatconal institutions,, public 

officials, etc., to secure complete 

information as to servJ_ces available 

to employees 

{4) l!aki.:g information availab1e to 

employees concerning the welfare 

resources of the COIQ!lunity. 

{5) Analyzing employee needs for the 

purpose oi' reconcnendine such action 

as appears necessary. 

5-6. CO:llfilNIT'l i/ELr'AHE SF..RVICES. -a. 

Community campaigns.-Fund-raising caiiipaie;ns among civilian employees for 

subscription to public or private welfare 

agencies are regulated by !\'CPI 215. 

b. Special services.--I·'aval activities 

should be able to provide, for employees in 

need, current information about local community welfare agencies and servi.ces. 

SECTION 6, FINA! CIAL SERVICES 

Paragraphs 

Credit UlUOns •••••••••••••••••••••• 6-1 

Eanking facilities ••••••••••••••••• 6-2 

Income tax servi..ce ••••••••••••••••• 6-3 

Utility bi.11 paYJ'lents •••••••••••••• 6-4 

OVerseds life insurance •••••••••••• 675 

6-1. CREDIT UUIOUS.-a. Organi.zation.--

A credit union may be organized under a 

Federal charter or under a chartet issued 

b~· the state in v1hich the activity is 

located. 1''ederal-chartered unions are 

under the supervisj.on of the Bureau of 

Federal Credit Unions 1 lt'ederal Security 

Agency. ;:n.rormation concerning the organi-

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REF ID:A61019L 

EMPLOY.EE SERVIQES Cwt~~~~~~~~~~~~~~~~~--~~~~~~~NC~PI ......... ~66~,uZ~-l=­ zation and operation or such unions may be 

obtained from the regional offices, or the 

central office of that agency in Washington, 

D. c.; info:i:mation concerning state-chartered 1 

unions from the appropriate state agency. The 

ability of a credit union to attain a sound 

financial status and provide funds for the 

borrowing members is dependent on its success in attracting saVi.ngs from both borrawillg and 

IJDn-borrow:l..ng members. This cannot generally 

be accomplished when the field of prospective 

members is limited to rel~tiv~ small numbers 

of employees, It is the mperience of credit 

unions that the larger the membership, with 

resulting Wider possibilities for balanced 

membership of non-borrowing and borrowing 

depositors, the more favorable are the possibilities of attaining a dividend-paying basis. 

b, Jlana.gement assistance.-A representative o!-~he head of the activity shou1d be designated as liaison between the board of directors of the 

credit union and top mahagement, This representative should be able to &1ve or assist in securing 

sound financial advice, recommend acceptable 

practices of good management, and keep informed 

of the f'inancial. soundness of' the organization. 

In addition, management should provide suitable 

office space for the transaction of credit 

union business, grant space in employee publications, permit use of bulletin boards for 

promotional or informational purposes, and allow 

-the use of other appropriate facilities of the 

naval actiVity to further the aims of the 

organization. 

c. Handling of credit union funds.-Consonant 

with the p:rovisionSOfParagraphr-Ii' of this 

Instruction, disbursing officers and their 

deputies are prohibited from handling credit 

union funds, 

d. Time f'or conducting business,-Care 

shouJ.cf'1)e"""exercised that the transaction of 

credit union business is not pennitted to 

:impede production, and credit union officials 

should be instructed that their business be so conducted as not to interfere with regular 

duties, Interpretation of what constitutes 

such interference is for detemination by the 

head of the actiVity, For iniijtructions 

regarding collections see NCPI 21S. 

6-2. BANKING FACILITIES.--a., General statement,--Banking facilities areJ.imited to lirge 

establishments and activities in isolated or restricted areas where adequate banking 

facilities are not otherwise avai1able, 

b, Requests for banking facilities.--Requests 

sh'Ould be addre'SSed to the Secretar,r of the Navy, 

Office of the Fiscal Director, via the :management bureau. I! the need for a bank is established, 

the cooperation ani assistance of the Department 

of the Treasury Will be invited and negotiation 

for a branch bank 11':1..ll be instigated, ActiVities 

are not to deal imepenciently with local banks. c. ~ cashing service.-If an activity 

7 

desires to uti1ize the services of the 

Disbursing Officer qr a bank for the 

purpose of cashing employee pay checks, 

the prior approval of the Office of the 

Fiscal Director, Navy Department, 

Washington 25, D. c., must be secured, 

In the event an activity decides that the 

matter of cashing employee pa;y checks can be handled through the cafeteria or 

similar service, local arrangements may be 

made with the management of that service. 

6-3. Il\K:CJ«E TAX SERVICE. -Prior to the 

time o! payment of income tax or the 

preparation of estimates, advisory 

service may be established to assist em~ 

ployees. The local Internal Revenue 

Service can render assistance in the es- tablishment of the service and may lend 

expert interviewers for short periods of 

time. 

6-4. UTILITY BI!.L PAIMm1TS. --Payment; 

of gas, light, telephone and 11ater bills 

frequently presents a problem to employees, 

Arrangements for the payment of utility 

bi1ls on the premises of a shore es- tablishment JDa,'11" save considerable 

man-hours. 

6-5. OVERSFAS LIFE DiSURANCE.--a. 

Overseas life insurance is available to 

American citizen employees of the Naval 

Establishment serving outside the continental. limits of the United States, those 

in tra:l.nine f'or or awaiting transportation 

for duties abroad, and supervisor,r or administrative employees in the United 

States who in the nonnal course of their 

duties are required to make trips abroad, 

A salary allotment may be made to cover payment of this insurance as provided in 

?«JPr 5. Activities interested in a group life insurance plan providing over- seas coverage should wr:l.te directly to 

the 118.r Agencies Employees Protective 

Association, 1040 Washington Building, 

15th Street and New York Avenue,, 

Washington 5, D, C, 

SECTION 7, RECREATION SERVICES 

ParagraphS' 

General statement •••••••••••••••• 7-1 

Recreation associations.......... 7-2 

Isolated stations and 

overseas areas................. 7-3 

7-1. GENERAL STATEMENT.-The Department of the Navy recognizes the need f'or 

individual eJDpl,oyees and groups of employees to participate in recreation 

activities, The extent to which 

recreation and entertainment actiVities 

10 October 1949 
..::M::~P:..:I::...;:;.66:;.;•:...:.7_;-l=------'=------RE--F--I-D_:_A_ ...,NA=~ .... !~(.;"--~~RSONNEL INSTRI!C'llQNS 

should be encouraged by naval activities 

depends upon the availability of adequate 

community facilities and the needs and 

interests of the employees. Since the 

Comptroller General holds that appropriated funds may not be used for the payment 

of salaries of civilian employees to develop, 

organj.ze, or supervise recreation pn>grams 

for civilian employees, it is necessary that 

recreation programs be developed through the 

direction and leadership of organized em- ployee recreation associations or groups. 

The activities of employee recreation groups or associations may be encouraged by making 

available to them such station facilities as exist, giving adequate publicity to their 

programs through station papers and otherwise, 

and by recognizing them as perfo:nning a serlice 

for the naval activity. 

7-2. RECREATIG! ASSOCIATIONS.--Employees 

may form such recreation associations as 

they consiper desirable and as approved by 

heads of activities. Ordinarily their funds 

for initial operation may be raised by an assessment of dues or ticket sales for such 

group activities as they sponsor. 

7-J. ISOLATED STATIONS AND OVERSEAS 

AREAS.--At isolated stations and in overseas areas, civilian employees and their dependents 

may be authorized to participate in the use of such military recreation .fund.a as the 

Chief of Naval Personnel or the Commandant of 

the Marine Corps may designate. (See ~PI 

66.1-1~.) 

SECTION 8, SPECIAL SERVIC:ES 

Paragraphs 

Transportation ••••••••••••••••••••••• 8-1 

Safety clothing stores ••••••••••••••• 8-2 

Conmrunii07"services at overseas or isolated stations............... 8-J 

8-1. TRANSPORTATION. -Satisfactory transportation to and from work is important, and 

necessary negotiations with local transportation companies shou1d be undertaken to 

maintain adequate schedules. In some inataooes it may be necessary to arrange for 

the staggering of shifts to spread the 

tran:;J:,ortation load over a longer period of 

time. An effective group-riding or shareyour-car program encouraged and promoted 

through granting priority for parking privileges, and through the use of bulletin boards 

and publicatio,ns, Will ck:> much to relieve the 

local transportation and parking problems. 

8-2. SAFETY CLOTHING STORES. -Arrangements 

may be made whereby safety clothing, asbestos 

gloves, safety shoes, or other safety items 

necessary to the job are made available for 

10 October 1949 8 

sale to employees in facilities within the 

activity. such service may be provided by an employee-managed association, such as a 'Velfare Association or Cafeteria Association. 

8-3. CGIMUNITY SERVICES AT OVERSEAS OR 

ISOLATED STATIONS.-a. General statement.--

At overseas or isolated areas where adequate 

community life and facilities are not 

present, heads of activities are authorl.zed 

to establish such comnunity facilities as appear necessary. The following partial 

list is indicative of the kinds of trade 

!'acilities which might be provided: 

Medical and Dental Offices 

Insurance and Finance Agents 

Barber and Beauty Shops La~ry and Cleaning Shops 

Cobbler and Tailor Shops 

Clothing Stores 

Drug Stores 

Food Stores 

SECTION 9, DOCUMENTS SUPERSEDED 

9-1. The folloo ng document • s hereby 

sUperseded: 

a. :OOPI 66 of 17 Apr 1945. 

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File No. - OlR 210:lhw 11&.n!C:-'""uz 

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