8 311

P.L. 86-36

m£DVUmm£D(1 ~[$lBl!JmUV~ £Df][$mlB~

~0WU ~l50W~l5 ~~ Wl5aJlDl5 ~ WaJl]~l1aJGJlD

EQ 1. 4. (c)

MAPS IN MIND: j Photoessay .THE oLrrl SECTION (Parts 3 &4).AN APPROACH TO CALLSIGN ANALYSIS. •LETTER TO THE EDITOR. • . . • . • .CISI FORMING NEW SIG/Human Factors.THE NEW COLLECTION CRITERIA . . • .A FLAG-WAVING PROGRAMMER. • . . . . . .A LONG HARD LOOK AT THE INTERN PROGRAM.A PROPOSAL FOR CALENDAR REFORM. . . . •CRYPTOLOG INDEX FOR 1974 .

j t::.Wi11iam J. JacKson ..

~G~O~g~ ~o:n: : : : J~.Anne Exinterne • ..Francis T. Leahy.

· 1.5• 7· 9.10.11.13.14.20.21

.L. 86-36

Declassified and Approved for Release by NSA on '10-'1 '1-.20'1.2 pursuant to E.O. '135.26.vl DR Case # 54778 ........ •

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Published Monthly by PI, Techniques and Standards,

for the Personnel of Operations

VOL. I. NO. 5

PUBLISHER

BOARD OF EDITORS

DECEMBER 1974

WILLIAM LUTWINIAK

Edi tor in Chief Doris Miller (5642s)

Collection 1 1(35715)

Cryptanalysis 1 1(80255)

Language 1 If5Z36s)

Machine Support ~~::::::::::::::::::~==1{3321S)Special Research Vera R. Filby (7ll9s)

Traffic Analysis William J. Jackson, Jr. (3369s)

Art Editor I~ ___

Editor for December , .... Harry G. Rosenbluh

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~~~-ii~-------------l

I ND:A PHOTOESSAY b1 I~...

Figures 3a through 3f sho~ how the humanhead would be represented in various mappingmethods, revealing their respecti~~ distortions.

FN>lI LY NN>IE USES

CYLINDRICAL MERCATOR N;wi gation and deadreckoning

CONIC LN>1BERT' S Atlases, pilotage andCON FORNAL radio

A=IMUT~~L EQUIDIST~Aeronautics, radio,

I'GNOMONTC

engineering andcelestial maps

tIrans-polar and trans-oceanic route~ radio

rland seismic work

'EO 1.4. (c)P ..L. 86-36

FIGURE ;2

Marshall McLuhan has said that the map is The second major concern in selecting aone of a select group of communications media map is the projection. Projection refers to thewithout which "the world of modern science and method used to put a representation of the earthtechnologies would hardly exist." Last year the on to a flat sheet of paper. Maps are usuallyGeography and Map Library in room 2N075 answered projected onto cylinders, cones and planes. The5000 geographic information requests and following chart shows some of the major typesfurnishedl Imaps, charts, and geographic and their uses,publications to help the employees of the Agencycommunicate more effectively and to help themadjust to the rapidly changing target areas andinternational crises which characterize NSA'srecent history, For those readers who havenever used our services this photoessay shouldprovide an introduction to the selectiQnof map~

In selecting a map we usually ask custQmersto visit the Map Library because describing jmap over the phone can be difficult. One of thefirst questions we usually ask is what scalemap is wanted. This is a confusing question be­cause small can mean large and large can meansmall. In other words, a small scale map coversa large area and a large-scale map covers asmall area. Scales can run from 1:1,000,000,000(one to one billion), which would be a map ofthe world the size of a postage stamp, to 1:1(one to one), which you could get by putting apiece of paper on the floor, putting your footon the paper and tracing around it.You\,/Quldthen have a map of your fooLatascale of oneto one . Figure Jshows three maps ofl I

c::::Jin small, medium, and large scales. Thesquares on the 1:1,000,000 and 1:250,000 mapsrenresent the area covered bv the 1:50 000 man.

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EO 1.4. (c)~.L. 86-36

3d. Lambert's Con formal3c. polyconic

3b. Mercator

FIGURE 3

3a. Globular

='U 1111111111111I1111111111111111111111111111111111111111Illflllllll~plotting, an outline map would be best, Terrain,

_ ::briefing, and outline maps come in three general

~++t'k ::sizes: small, medium, and larg~ depending on

. I yfll', =the size of the paper the map IS on, not the3f. 7 I; '\ :: scale of the map. In general small maps are

3e. Stereographic Gnomonic' !1.: \ :: letter size and are good for including in ~IGINT=and other types of reports. The map shown In= figure 4 is a medium-size mapl

J1111111 II 111" 1/ 11111/ 1111111 UJIJ 1/ 1/ I1/ 11111" '"''1/" 1/ III" 1/ /TIl -After the scale and projection questions usually include a medium size terrain map with

have been solved, the major remaining problem small special inset maps covering population,is the type of features needed on the map. If economics, vegetation, ethnic groups, and otheryou want a map to decorate your wall, a National relevant specialized subjects. The map libraryGeographic Map with terrain features and many has these area brief maps for most of the coun-place names might be best. If you want to do tries in the world.

\\

Dec 74 * CRYPTOLOG * Page 2

Maps on microfiche can be useful when it isnecessary to trace the course of a railroadriver, or border area over a long distance.'Successive sheets in a map series can be photo­graphically reduced and placed side by side onone fiche for easyyisualcontillul,ty.

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FIGURE 5

The last two figures cover specialmaps. In figure 5 you can see, if you squintreal hard, a map taken from the National Geo- Figure 6 suggests the wave of the futuregraphic Magazine which illustrates the world as far as the production of many specializedwide use of oil. The United States is very large maps is concerned. Computer plotting alongand Africa and Australia are tiny. The map be- with maps Oil microfiche and computer graphicslow the oil use map shows in an exaggerated way will undoubtedly playa larger role for boththe world of known oil reserves. These maps have geographers and Agency analysts. Of the exam­been used as an ad for a well-known international pIes shown i,n the photo, the one on the extremeoil company. These maps and the map from Forbes right, illustrating field-of-sight plotting,magazine, "Going Fishing in South Vietnam," would probablY be the most useful for Al1encv

which shows the oil concession zones in the oroblems.1South China Sea, illustrate the wide range ofdevices and distortions that maps employ tocommunicate and also the highly specializednature of many maps. The Geography and MapLibrary has many examples of specialized maps:from maps which show oil pipelines, wells,pumping stations, etc., to bird hazard, whaletime zone,and ice charts to city and port pla~sto moon maps.L 1

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As far as computer graphics IS concerned, theAgency already has rna pro rams on the fol10wincomputer systems;

in conClUSIon, Just rememlJer to think outyour map requirements in advance, then come ondown andvisitusinRoorn2N07S.0urhoUTS arefrom 10 a.m. to noon and from 1:30 to 3:30 p.m. P.L. 86-36

I.-,inguists, collectors, information technicians, SRA's, and data systems people can all findarticles in this issue of CRYPTOLOG dealing with their specialty. Somehow or other, there isn'tanything for cryptanalysts .... 01' there wasn't anything for them until the Editor decided tofill this spot at the bottom of a page with three open-code messages from the back of MilitaryCryptanalytics, Ei!L.Ll. Each of these texts contains some other meaning besides the obvious one.Can you find the hidden message in each of these innocent-looking texts?

1. TO COVER ~~D HIDE YOUR FI~ANCES, I ~lAINTAI~ STAFF TO BARTER F~C EXCHANGE.

2. BEARER IS A FRIEND. I CANNOT WRITE ~IUCH. WILL YOU BE READY TO MEET A TRUSTED INTERMEDIARY SOYOU CAN GIVE ALL NECESSARY DOCUMENTS TO HIM NEXT WEEK? I HAVE NOTHING MORE TO SAY.

3. DISATISFIED WITH I~~tIDIATE RESULTS OF YOUR .~t~LYSIS STOP ADITIONAL RENUNERATION TO ALLPERSE~NEL WHO INDENTIFY COMPONANT PARTS OF THE ALLOIS OTHER ~ NICKEL OR COPPER.

Sorry but we can't print the anSI,ers, since these problems are part of an extensioncourse ....but you cryppies shouldn't have much trouble with them.

(UNCLASSIFIED)

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86-36

EO 1.4. (c)P.L. 86-36

erson who reviews

~;n;eRevrewe

~ ~There are several advantages tohaving all outgoing messages read by one person:

1) The reviewer serves as a control pointfor conventions of style, usage, technical no­tations, spelling, publication series, priori­ties (sometimes a message looks hotter afterdegarbling, and priority is marked up) .

2) The reviewer can best control thequality of the translations and monitor theobservance of standards. This is best done bya single person .

.3) The reviewer, seeing all outgoingmessages, is able to examine each one in thewidest context possible, Hy.can on occasion

I !spot a duplicatetranslation which has slipped.through thescanners unnoted.

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4.Section Chief EO 1.4. (c)

P.L. 86-36

The determination of standards in generaland in detail is the respo~sibility of thesection chief. He must tperefore be qualifiedas a linguist. Thereare two principal ways inwhich he is able t.%bserve and thereby exer­cise control over the quality of the endproduct:

IJHe may receive the requests for clari­fication of texts from the consumers and fromedl tors wi thin NSA and personally conduct theresearch required for these requests.

2) He may periodically check messages whichhave been translated and review messages whichhave been checked.

It is normally of interest to the sectionchief to read daily the top priority messageswhich have been disseminated by teletype andto examine them with the eye of a reviewer.

of the

In 1963 President Kennedy expressed hissolidarity with the beleaguered people of Ber­lin by proclaiming, "Ich bin ein Berliner!"This was understood without difficulty on bothsides of the Atlantic. But what if he had want­ed to express solidarity with the people ofHamburg-or still worse, Vienna? Americans mighthave been dismayed to hear the President callhimself a Hamburger or a Wiener, for we are notalways familiar with the forms that names ofcities take to express citizenship.

Even in English these may be unpredictableIn the list below, can you give the correct oraccepted English form for a resident of eachcity? (Answers on page 12.)

1.2.3.4.5.6.7.8.9.

10.11.12.

AberdeenAtlantaCairoCambridgeDallasFlorenceGlasgpwLegharnLiverpoolLos AngelesMadrasMadrid

13. Memphis14. MoscowIS. Naples16. New Orleans17. Oxford18. Parma19. Peking20. Rio de Janeiro21. Shanghai22. Tangier23. Trieste24. Warsaw

(UNCLASSIFIED)

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SECRET SPOK-E

EO 1.4. (c)P.L. 86-36

significant system characteristics and ofphenomena useful in analysis. Several standardforms are avail ab Ie for this purpose. I

o~cCOrding to Mr. C. G. Garofalo, former

chief of P14, who is the individual most re­sponsible for the solution of a number of tar­get callsign systems over the past 30 years,the first step you should take when facedwith the job of solving a new and complexcallsign system is to go on two weeks annualleave!

b'wILLIAM J. JACKSON, P14

Assuming' that the system is not immedi­ately obvious, the initial objective is todetermine what type it is.1

L..__"""":-:-"",,,,:"__~ ~rIThTh;e;-tb;;e;tt~t-;;e;r-;eiittih~e;;r~======================~you or the team does on continuity, the easierand more successful your callsign analysis islikely to be. In addition to the requirementof continuity for successful analysis, anotheris that of complete openmindedness in theapproach to the problem: no idea, no suggestion,should be dismissed as being implausible.(Remember, Aristotle said that a likely im-possibility is always preferable to an uncon-vincing possibility.)

Probably the best approach to callsignstudy, after a number of callsign continuitiesare available, is to arrange the callsigns in aform which will facilitate the recognition of

Dec 74 * CRYPTOLOG * page7///

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SECRET SPS~E

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/ EO 1. 4. (e)

40-r9620EQ 1.4. (c)P. L. 86-36

SECRET Spe~f

In forthcoming issues of CRYPTOLOG it isexpected that one or more examples of the ap­plication of the foregoing approach will bepresented.

'LETTER TO TIlE EDITOR

To the Editor, CRYPTOLOG Magazine:

The article in the September issue, "COMINT Analysis ofl ' by Derek Craig,is of great interest, but may I comment on this article? .....------"'"

Mr. Craig's analysisl Iwasa valuable piece of.reportage, and IL.....,----.,......--.................,..........

EO 1.4. (c)P.L. 86-36

(Name withheld by request.)

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Through lectures, seminars, working groupsand publications, SIG/Human Factors plans toprovide opportunities to learn mor~ about thehuman element in procedures and brIng peoplewith common interests and problems together on aprofessional level.

Under the I!:eneral l!:Uidance of' I //>'I ~(A63, ext. 3847), who Initiated ac-tions to start the SIG the nucleus of the I!:rOUDnresentlv includesl

To promote a more efficient intertace amongpeople, hardware, software and environmentin systems design, development and use.

To encourage the acquisition and app~ica­

tion of information, tools and technIquesto satisfy the above.

111111I1 Forming New SPECIAL INTEREST GROUP on

I ~;HUD!F Facto~~~id you ever wonder.

how many hours are wasted because analystshave to read output in "computerese" thatborders on low-level encipherment?

how many ACRP operators have trouble copy­ing traffic due to high noise level in theaircraft, or possibly have hearing problemsfrom the noise?

how many errors are made because of poorkeyboard design or non-standard layouts?

why your typing keyboard is so high thatit gives you a backache or tired shoulders,or just feels uncomfortable?

why somebody designed your operating con­sole so you have to stretch to reach thecontrols, or why they didn't give youenough writing space?

how many computer jobs have to be rerunbecause the tape label was hard to read L- ~IJack Gurin (P16, ext. 5236).and the wrong tape was mounted?

Until the Group is more formally organized,how long this list would get if you really these people are key points ~f contact. If youthought about all the other problems we are involved in human factors work or are a userlive with, day in and day out, because with a strong interest in how systems and pro-someone forgot to consider the human being cedures design affects you or your subordinates,in the working environment? please get in touch. We,need your support.

Some of your colleagues have wondered, and As of now, commit yourself to a Vigilanceare doing something about it. Task (that's a good human-factors buzz word)!

The task is to keep a watchful eye on your dailyUnder the sponsorship of the NSA Computer mail for notices of SIG/Human Factors activities,

and Information Sciences Institute (CISI) they which should be starting soon.are forming a Special Interest Group which will ~;;;::~;;;;:=====================be called SIG/Human Factors.

P.L.

.L.

86-36

86-36

The Special Interest Group's goals are:

To increase awareness of the need to con­sider human factors in our work, so thatas systems and procedures are acquired ordeveloped, (1) people are considered inrelation to the total environment--whichmeans consideration of human physiologicalcharacteristics, behavioral reactions, bio­medical factors, training, motivation,personal comfort and safety, and (2) thehighest and best use is made of both humanand machine resources through assignmentof appropriate roles to each.

To stimulate NSA/CSS-wide interest, under­standing and involvement in the humanaspects of our business.

NO PAGE 19-20 IN NOVEMBER ISSUE

~may~ave noticed that the Table ofContents for the November CRYPTOLOG listed "AMedal for Horatius" on page 19 and a Letter tothe Editor on page 20. You may also have noticedthat your copy didn't have pages 19 &20 in it.It seems that the writer of the letter includedsome terminology and information that were bet­ter left unpublished in a general newspaper.Alas the breach was not realized until theissu~ had been printed..... so in the inte­rest of security the offending page was bodilyremoved. The letter (duly sanitized) will befound on page 9 of this issue and the GoldenOldie about Horatius' medal will be included inCRYPTOLOG sometime soon. (UNCLASSIFIED)

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.................... P. L.86-36

The Collection Specialist will be concernedprimarily with Collection operations and it isintended that certification in this specialtywill enable the individual to be promoted inprofessional-level assignments through gradeGG-13.

From a purist's point of view, the ne~

criteria are exemplary ~n concept. There w1lltwo professional areas:'Collection Specialistand Collection Officer.

The Collection Career Panel has now indraft a new set of criteria for Professional­ization. The new criteria are to be published,we hope, in January 1975. Some description ofthe new criteria will be found below, but fornow, let us just say that they are more

To be certified as a Collection Specialist,pertinent.an aspirant must have amassed 1,000 points, must

When the new criteria are published, aspi- have met certain minimum standards (includingrants who have already submitted Professional having taken some specific training courses),Qualifications Records (PQR's) will.hav~ a spe- and he must have passed a Professional Qualifi­cified amount of time from the pub11cat10n date cation Examination. While academic education isto achieve certification under the existing always an asset in any professionalization sys-criteria. The new criteria will contain some tern, technical training and achievements arerigid requirements--some specific demands -- not stressed for a Collection Specialist;with aca­found currently. At the present, it is not easy demic education a very desirable adjunct. Theto be a professional Collector; in the future emphasis for the Specialist is on technicalit will be more difficult. At the present, competence.training requirements may be met by peripheral The Collection Officer will be, as he iscourses and on occasion credit must be given now, more oriented toward staff and management.for courses of very little relevance to the Col-The criteria for him will include certain mini­lection business. The criteria to be published mum academic education requirements and somewill afford points for any training or edu- ·different required training courses, and somecation, as before, but will require some spe- of the other minimum point requirements may becific Collection-related training as well as higher. Many of the basic requirements will berequiring some additional train~n? from a set the same for the Collection Officer as for theof "elective" courses. The spec1f1cs of the Collection Specialist, so that the points earnedtraining requirements have not be~n agreed,on in achieving certification as a Specialist willentirely, but the basic concept W11~ preva11 as go a long way toward certification as an Offi-w1'll most of the training required 1n the draft. b't b s'ble to become a Col

cer, ut 1 may e pos 1 -lection Officer without being able to qualify as

bE a Collection Specialist. The normal progression,however, will probably be for an aspirant to beprofessionalized as a Specialist first.

Dec 74 * CRYPTOLOG * Page 11

1fAimbf!l 1lfA C9MHft' C&/dfMl:B 9Nl:aY

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ed for the career field, With the advent of thenew criteria, a definite plan can be drawn, acareer can be mapped out in Collection from thebeginning. A potential professional Collectorcan be groomed and be guided by the criteriathrough a career from the time he enters onduty. Those of us elderly personnel who havefloundered and drifted through an entire careercan appreciate how much that could mean,

Besides the ad~ition of academic educationrequirements for the Collection Officer, he toowill be required to pass the PQE. Further, hewill also have to pass an oral examinationboard. When the aspirant has met all the mini­mum requirements, has passed an objectivewritten qualifying examination, and has thenbeen subjected to a further screening by an ex­amining board, he will have demonstrated realprofessional competence. The new criteria willnot be more difficult than those in existence And let it be said one more time: The Col-now, probably, but they will be more rigid, more lector is the backbone of the SIGINT system.specific, more demanding. They will be focussed Without him there is nothing for the other dis­more sharply on Collection and in many ways will;ciplines to work on .. We need competent, pro-be more objective. This writer feels that they fessional Collectors, and through the newwill be a vast improvement, criteria, we will develop them.

, One of the chief benefits to be derivedfrom the proposed criteria is that, for a verywelcome change, a curriculum is being establish-

(E8IJFIBEIJ'FIAb [P,'EES)

(lITIZENS OF THE WORLD Answers (see page b.)

r--!./P.L. 86-36

~

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'ZZ (JI~S~noA dn n 1I001 i lsauoH) ~~pu~n~lj8u~ljS 'IZ ("a5nolj ~l1ljM" ~oJ SP~OM u~wuI 1dnl ~ljlwO~J paA1~ap 51 P~OM aljl pUB '01H wO~J u05~ad B ~alJB paWBu SBM a~uBp aljl ~a~uBp aljl JO aWBU aljl

lliO~J awo~ l,usaop s1ljl 'ON) B~01~BJ 'OZ asa8u111~d '61 (a5aa~J u1 5~) u~saw~Bd '81 UB1uoxO 'LIuB1u~aI~O'9I uBl1IOdBaN 'Sl ~l1Ao~5nW'vI (~~s5~uual u1 5,l1 J1) uB1~dlliaw ~o (ldA83 u1 51 Al1~ aljlJ1) anljdwaW '£1 (lli~OJ lj51UBdS aljl 51 "0.llan~pBw,,) u~1ual1~p~w 'ZI 15B~P~W 'II (lj51u~dS MOU){ nOA

lOU ~o ~aljlaljM uodn 8u1puadap) 0~ar~8uv ~o ouara8uy '01 ("<qppnd,, ~ 5awo~~q "rood" ~lp) UBllpnd-~aA11 '6 UB1u~OA11 '8 (lWO~J 5~lliO~ UB18aMrB~ l~ljM lno ~~n81J Ol lU~lliOW B ~oJ ){U1ljl Ol aAB~ nOAP1U 'u~18~M~oN ~ UB18~MIB~ ..<q pa~uanIJu1 AIqBqo~d ~~BIn8~~~1 A~-~-~~A 5.~Bql iuom ~ooHj U~1~~M-5BI8 'L (s883 u1 5~) aUHua~0T:l '9 an5BlI~a 'S (uH~l ~IPP1W lliO~J) uB1~1~q~lUBJ 'P ("~u~~A8,,ljl1M 5~WAlj~) ~ua~1BJ '£ (A~Ol5 ~aljlou ~IOljM B 5,lBljl ~U~~lUBrlY lON) UBluBIlY 'z UB1uoP~~qy 'I

(UNCLASSIFIED)

intk~~ENGLAND: Some messages sent in 1910 from a sea captain to Scotland Yard

I---marking the first time that radio was used to capture a

... criminal---were auctioned off in London recently for about $4,000. Tho~e m~ssa~es ledlJ to the arrest of Dr. Hawley Crippen who left the dismembered body of hl~ WIfe In the

basement of their London home while he and his girlfriend went for a crUIse to Canadaaboard the liner Montrose, The captain became suspicious and used his ship-to-shore

radio to ask Scotland Yard for advice.

A British boxing fan who was hoping for a son has given his new daughter a nameinvolving the surnames of 25 heavyweight boxing champions and for the rest of herlife the girl will have to fill out forms with: Maria Sullivan Corbett Fitz­simmons Jeffries Hart Burns Johnson Willard Dempsey Tunney Schmeling SharkeyCamera Baer Braddock Louis Charles Walcott Marciano Patterson Johansson Liston ClayFrazier Foreman Brown, How did "Maria" get in there?

~ .

~British males made sterile by vasectomy operations have begun wearing necktieswith a special "V" motif, originally designed t~ promote the operation, but accordingto an official of the Vasectomy Advancement SOCIety, many men who have not had theoperation are placing orders for the ties.

Dec 74 * CRYPTOLOG * Page 12

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WA~T AD

R~'MME1:t,

OYq,EO}{~JOHN, q,~2

One of the other programs failed and aftertwo weeks of looking at the program I found outthat the analyst had combined two tapes ontoone and input that one to my program. This in­troduced duplicate records and separate blocksof the same key, and thoroughly confused theprogram and me.

I It only takes one wrong record to derail aTOgrllm, and un.. less that record is flagged athe time; you may find yourself searching

through thousands.Qf~ecordswithout knowingwhat to lOOk for. WhenanC1T\alyst tells you"All of the data has the?echarac:ter"istics" tryto remember the wise old saying:"Sta:t:elUeptsthat use 'always' or 'never' are always fal?:ep':L. 86-36

Programmers can gain more yardage· by EO 1. 4. (c)having the computer act as referee. At each

The analyst who was to \Jse the first pro- point where "unnecessary roughness,"gram gave me the following information about thl "offsides," etc., can occur,includeinput data: the following:

Taking the given information with a simple I'll just run it up the flagpoVe and(minded) faith I proceeded to write programs ~s~e~e~w~h~o~s~all~u!t~e~s-!i!t~. ~ "IIIIl-to do the job. -

The first time the analyst brought backone of the programs it took me a week to dis-cover that the failure was caused by missingseparators between the lane groups in the inputtape. I had not thought to look there. 1..--~------------------------------------------1

a. A statement of what is wrongwith the record;

b.Aprintout of the records thatwere being processed when the flag wasthrown; and

c. A branch to read a new recordand continue processing.

This technique should help both ininitial debugging and in planning laterrevisions.

((f...-,·tllJntil six months ago I considered myself

a competent programmer, but since writing arecent series of data handling programs I'vehad to revise that opinion. The programs be­haved well when being written and initiallydebugged, but got rowdy after being given to an

I,n";,, for routino ",e. The

job I tackled was to write a family of pro­grams, one for each key system, to sort the keyby identification, eliminate duplicate records,and add the newest data to a blocked tape. Thistape would then contain all known key on thatsystem, in a prescribed order.

..

The second time she brought it back Ianalyzed the program logic for another weekbefore I noticed that the segment numbers onthe input tape were not in the proper order. Iadded a sort step to the program.

WANTED: Unwanted RYE GUPPY Manuals. If you havea Manual in ?ood crndition and fO longer need itplease send lt to _ E13, FANX 2,for use in Cryptanalysis training courses.

Dec 74 * CRYPTOLOG * Page 13

j

1

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~LONG HARD LOOIi AT T E

Intern rogramPART FOUR: WHAT HAPPENS TO THE GRADUATES?

L.....:!===-===I;~~;l~~~~~~~~~~~~~~~;~~t~~intern program to date. What impact have theyhad on the work force? Is their performancenotably different from that of college hireswho took and remained in direct assignments?How do graduates feel about an Agency career?How do they feel about the intern program? WhileI have heard much concern about what would hap­pen to college hires if they were required tohave operational experience before being con­sidered for an intern program, there seems tobe relatively little concern about what happensto the graduates, and little effort directed atlooking at the program through their eyes.

One panel did conduct a survey of graduatesseveral years ago and found that approximately20% of the graduates were having problems withtheir assignments and that the primary problemwas lack of challenging work. There are twoways to look at the results of that survey--oneis to say that the hands of those graduateswere held for three years and if they encounterproblems now they should be resourceful enoughto know how to handle them. The opposite ap­proach is to say that after spending thousandsof dollars on classroom and on-the-job trainingfor these people, it is foolish not to havesome type of follow-up program to ensure thatthey are being usefully employed and to monitortheir careers in order to keep abreast of pro­blems that seem to be common to a number of them.

In fact, there do seem to be some patternsin the careers of that panel's graduates thatwould concern me if I were a Panel member or anM3 employee. The survey cited above revealedthat sex and group assignment seemed to have avery significant bearing on career advancement.For instance, at the time of the study 14% ofthe graduates either had been assigned to GroupX by the Pane1 or had trans ferred there and 17%of the graduates had been assigned to Group Yor had transferred there, but 57% of the pro­motions received by that Panel's graduates wentto those in Group X and not one of the Group Ygraduates had been promoted. If I were a Panelmember, I would want to know if Group Y reallyhad appropriate jobs for their graduates. Pro­motional opportunities also seem to have asexual bias: 46 women and 43 men had graduatedfrom the program as GG-ll's. At the time of the

study, six graduates had been promoted toGG-12; they were all men. Sixteen months laterthe grades of the first five classes this panelgraduated were reviewed. By that time 17 of thegraduates were 12's; 14 of them were men.While the Agency reorganization made it diffi­cult to continue an organizational analysis, itwas possible to determine that Group Y had yetto promote a graduate.

These findings suggest that the most sig­nificant indicator of a graduate's future ad­vancement in this career field may be his sex,and that Group assignment is also a significantpredictor; however, on a theoretical levelCareer Qualification Battery scores are usedto predict success in a career field. How didthe CQB scores of the graduates who were pro­moted compare to those not promoted? Scores of57 graduates who remained in that career fieldfrom the first five classes the panel graduatedwere analyzed. For the 20 graduates who hadbeen promoted to either GG-12 or GG-11 as ofDecember 1973, the average CQB score in thecategory that pertained to their career fieldwas 5.25. The average score of the 37 graduatesnot promoted was 5.64. I said previously thatif I had faith in CQB scores as predictors ofsuccess and viewed the program as a highly se­lective one, I would require a higher scorethan the 5 that most panels currently requireof program applicants since a 5 indicates aver­age test performance. Actually, what the Panelsmay be expressing by not requiring a higherscore is that they do not have such faith inCQB scores. In the case of this panel the re­quirement for a 5 was not even enforced for 15of the 57 graduates; if it had been adhered to,almost half (9 of the 20) graduates who havebeen promoted would not have been accepted intothe program. Three of those nine did not evenreceive a score of 4 and thus needed a waiversince they did not receive a qualifying scorefor the COSC. On the other hand, only 6 of the37 not promoted (16%) did not receive a scoreof 5 or above and only one of those 6 did notreceive a qualifying score for the COSC. Whilethese are admittedly very small samples, thesefigures make me uneasy when I consider how muchemphasis is placed on CQB scores in determiningwhich employment applicants will be hired, andthen what fields they will enter. '

P.L. 86-36

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P..L. 86-36

him a prime candidate. The possibility that thefirst day was just a bad testing day for thisindividual is diminished by the fact that scoresfor 4 of the categories remained constant:.

Another thing about the CQB that disturbsme is that the CQB battery seems to have changedlittle, if any, in the nine years since I firstencountered it, although some career fields havechan ed considerabl durin that time.

~:":",",,,:,,:"-:-,:,"",:, -:- -:-_~_--:-...JtheSR field has attempted to assert its identity asa definable career field rather than a catchallfor people who do not seem to fit into any otherfield. Does the present CQB, and the weightsgiven the various subtests, adequately reflectthis, or is the battery a selection tool thatwas appropriate for the fields ten years ago butnot today?

My discussion so far applies to just onepanel. The study that was done by the speciallydesignated Intern Study Task Force provides a

That uneasiness prompted me to do somefurther research into CQB scores. I next com­pared scores of 60 interns, 30 with a degreeand 30 without a degree for the category thatpertained to their career field. In view of therecent proposal that the program again be lim­ited to college graduates, I was impressed bythe fact that the average score for non-collegegraduates (6.46) was higher than that of thecollege graduates (5.87). That difference inaverage scores may suggest that performance onthe CQB could be affected by experience eventhough, with an aptitude test, this should notbe the case. This theory received additionalsupport from the test records of 8 on-boardinterns who took the CQB twice. Their twoattempts yielded a total of 206 scores so 103comparisons of scores could be made. Scoresimproved by 1 to 5 points in 56 cases, stayedthe same in 26, and dropped in 21. Given auniversal requirement of 5 for considerationfor an intern program, these people would havegained eligibility in 20 categories and losteligibility in B.The most dramatic change wasan applicant who went from a 3 to an 8, goingfrom a score that was too low to even be con­sidered for the program to a score that made

EXTRACT FROM TABLES

Graduate interns 1969 and 1970CA DATA

SYSTEMSLANG. TA SR

.L. 86-36

Number of internsGrade: GG-9

GG-l1GG-12GG-13

Not Promoted SinceGraduation

Last pIA Outstanding

Overseas Tour

Resignations

FOOTNOTES

The categories of "Number of interns" and "resignations" were not defined but it appeared that "number ofinterns" referred to graduates who were still at the Agency and did not include graduates who have resignedsince the sum of the figures in the grade breakdowns equaled that given for "number of interns." (The oneexception to this was the SR Panel for which "Number of interns" appeared to equal the figures from the gradebreakdown plus resignations). Therefore, to determine the total number of graduates I added "number of interns" to"resignations." This total was used only for the attrition information.

EO 1.4. (c)P.L. 86-36

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E. Percentage of Graduate Resignations by PanelTA (44.4%)LG (33.3%)CA (15.4%)SR (13.4%)OS (1. 4%)

F. Percentage of Graduate Resignations by Sexand Career FieldTA-F (54.5%) LG-M (20%)LG-F (42.8%) SR-M (6.1%)TA-M (37.5%) CA-M (4%)CA-F (22.5%) OS-M (2%)SR-F (20.5%) OS-F (0%)

It should be noted that these figures are lowerthan those contained in an FY74 Management Re­p~r~ .. The difference may be due to varying de­f1n1t10ns of attrition which will be discussedlater.)

If I were an Agency manager and saw thesecharts I would want to know:

I. How do the figures for intern attrition inthese fields compare with those for non-internattrition? How do they compare with the figuresfor college hires who took direct assignments?

2. How many of these interns had prior crypto­logic experience? I would be especially inter­ested in this figure for the TA field. If thosewith prior experience do have better attritionrecords than the liberal arts graduates, as Isuspect, why don't we concentrate on hiring themfor fields like TA?3. Has a study been done of the interns who

resigned? Do college hires with certain majorsand personality profiles tend to leave as Isuggested previously?4. We have heard much about the loss of data

systems personnel once they have received someAgency training; however, the ~9-70 data systemsgraduates had the lowest attrition rate at thetime of this study, and at that time thesegraduates had been with the Agency for up toeight years. Is their graduate attrition ratethe direct result of having the highest promo­tion rates? Is there a leveling off that takes,place--do those who stay here five years tend tomake their careers here? Or has the attritionrate for data systems graduates changed for theworse in recent years? One C Group manager toldme of his idea to try to establish a modelbased on the past attrition of data systemspersonnel and changes in the nation's economy.Such a model could possibly alert Agency man­agers to an impending large-scale loss of datasystems personnel. Did such a model ever becomea reality?5. Is there a logical explanation for the fact

that the resignation rates for interns while inthe.progr~m are closely clustered, as among thevar10US f1elds (24.8--29.3%), but resignationsof graduates show wide variation (1.4--44.4%)?

6. Why is there little relationship betweenthe panel rank order for promotions and theone for outstandings? Is it much harder to getan outstanding if you are a cryptanalyst thanif you are a traffic analyst? Why do female .TAgraduates have the second best percentage forreceiving outstanding performance appraisalsbut not one of them had been promoted? Why isit that the performance appraisal percentagefor the female CA graduates is better than thatfor the males but the reverse is true for theirpromotion percentages? Is it true that womenare given outstandings while men are givenpromotions?

(43.4%)(41.6%)(37%)(29%)(25%)

OS-FLG-FSR-FCA-FCA-M

C. Percentage Receiving Outstanding PerformanceAppraisals by PanelTA (86.6%)LG (50%)DS (47.9%)SR (46.5%)CA (27.2%)

D. Percentage of Outstandings by Sex and CareerField'fi\:M(90%)TA-F (80%)LG-M (58.3%)SR-M (54.8%)DS-M (50%)

The information provided above yielded the fol­lowing statistical information:A. Percentage of Graduates Promoted by Career

FieldDS- (57.5%)TA- (33.3%)LG- (33.3%)CA- (23.6%)SR- (17.2%) (These graduates were at a disadvantage

since the first sa Interns did not graduate until 1970,while other panels graduated interns in 1969.)

B. Percentage Promoted by Career Field and SexDS-M (66%) SR-M (22.5%)LG-M (58.3%) CA-F (12.9%)TA-M (50%) SR-F (11.1%)DS-F (39.1%) LG-F ( 8.3%)CA-M (37.5%) TA-F ( 0%)

(To give additional perspecti've to these figures,the statistics on resignations of interns inthe program, from its inception through thefirst quarter of FY75, were analyzed using anM3 report. The figures for these five panelswere clustered between a low of 24.8% for CAinterns and a high of 29.3% for Language interns.

broader look into the fate of the intern pro­gram graduates. When I first looked at one ofthe study's charts, part of which is givenabove, I didn't see much of interest. However,I then used the data provided as the basis foradditional computation and some interestingpatterns began to emerge.

Dec 74 * CRYPTOLOG * Page 16

J

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7. Why is it that only 2 of the 19 field as- subjective 0p1n10n included in the study? Insignments received by intern graduates have comparing job performance, the majority ofgone to' women? I suspect that some people would graduates felt that their job performance wasreply "Because women aren't interested." Then more effective than that of their non-internisn't it interesting that 2 of the 5 TA women peers. Since I wasn't able to compare effective-graduates have field assignments? What was so ness of job performance, I compared the gradedifferent about those women compared with the levels of intern graduates, current on-boardother female graduates? interns, and college recruits who took and re-

B. ,I strongly suspect that if the study had mained in direct assignments for one careershown promotions received by organization there field. In doing this I reasoned that therewould have been biases across the board just as should be a relationship between job effect­·there were in the study that the one panel con- iveness and grade level even though previousducted. Are such biases of interest to M, the research indicated an organizational and sexualPanels, or Agency managers? bias associated with promotions.

9. Is it of interest to M3, the EEO office, or . .Agency managers that the promotion figures show I,e:tabllshed the fo~lowlng paramete:s forthe most sexual segregation and that the male determ1n1ng who would be 1n ~y sample t~ Insuregraduate who statistically has the worst chances that,t~e people I was compar1ng would, In fact,for promotion still has a better chance than be sImIlar: only employees wh~ had a degree,every woman graduate except those in the data were born In or after 1942, dId not have moresystems field? than 12 months difference in their Agency and

government service computation dates, who stillI think it is unfortunate that studies such held a COSC for that career field had not been

as this one usually stop short of looking for an intern in another career field: and were notcause and effect relationships and thus are not assigned to a group that contained only internas meaningful as they should be. In this study graduates or only direct hires. Since the in-I think some of the questions asked were too tern program is described as a highly selectivevague to allow the task force to do this type program, I envisioned that I would be able toof analysis. For instance, if I were one of the find several employees who had been given directsupervisors who was asked "Is there a difference assignments for every intern graduate; there-in the work performance of an on-board intern fore, I was surprised when I found 31 interngraduate compared with a college campus intern graduates and 15 current interns but only 29graduate? "I would ask that the categories be direct hires who fit these parameters. Thebroken down further. Maybe I would take a col- selectivity ascribed to the program and the factlege hire with military experience as my first that the original interns had received two vir-choice, an on-board college graduate as my tually automatic promotions also made me suspectsecond choice, an on-board intern with no de- that the intern graduates would have a gradegree but related military experience as my edge, but an analysis of the grades of thesethird choice, a direct college hire as my fourth three groups revealed a very mixed picture. Inchoice, etc. general, the employee with the highest grade of

I was also concerned by the type of ques- a group that started in a particular month couldtion that intern graduates were asked. Perhaps be either an intern graduate or a ~irect h~re:the originators of the study did use some grad- the honor never went to a cu:rent Intern (Ituates as a sample before administering the ques- should be noted though that ~nterns can not betionnaire but such a review was not evident in promoted above GG-II). I notIced that when Ithe final questions. Most of the ten questions reached employees who have been at the ~gencywere of an opinion nature e.g. "Is there a for 66 months or l~ss that the Agency-wIdecontinuing need for an Intern Program in your shortage.o~ promot10n fund: tended. to producecareer field"? While the answers to such ques- an equal~z1ng effect but, InterestIngly, fourtions are certainly of interest, as an intern of the f1ve peopl~ who h~ve been pr~moted fromgraduate I felt there should be managers better ~hat group were dIrect h1res; the fIfth was anqualified to supply an informed answer than I. Intern gradu~te. ,The less~n for on-board em­To me, the value of asking intern graduates to ployees c~ns1der1~g enterl~g t~e prog:am ap-compare their performance with that of non- parently 1S tha~ If promot10n 1: a majorinterns is also dubious and I question the ~oncern, they WIll ~rob~bly do Just,as well,wisdom of using such subjective questions as l~ not better, ,staYIng l,n an operatlo.nal a,s-part of a study that was designed to determine slgnment --part1cularly 1f money remaIns t1ght.if the intern program should be continued. Until now I have not made any reference to

If subjective questions are used they the attrition rate for women as compared withshould be followed up by facts and figures. In that of men. I still hear supervisors voice re­this case, would facts and figures support the luctance first to hiring and then to giving ad-

Dec 74 * CRYPTOLOG * Page 17

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Conclusion:

These questions sounded much like some that ap­peared in my first installment, but they werecontained in an October 1961 report.

Were these questions answered in 1961? Ifthey were, and the answers were documented, andreadily available maybe I would not have re­peated the questions in 1974. Or perhaps on thebasis of the documentation provided, I couldhave seen that those answers seemed appropriatefor the Agency in 1961 but not in 1974.

vanced training and promotions to young women,giving as their reasons that the women arelikely to marry and then leave the area or be- Much of what I have said really concernscome pregnant and resign. It is no longer valid one central issue: Is there a well defined phi-to use such arguments. I also suspect that in losophy behind the intern program as well asmany cases a baby may not actually be the prime other Agency programs and practices? By "wellcause of resignation, but its arrival represents defined," I do not mean fixed; in fact I do nota socially acceptable reason to leave a job with believe that anything should be consideredwhich the individual may have been disenchanted exempt from change, but just as the data systemsfor some time. In fact, I wonder how many men analyst documents a program he writes, there iswould elect to stay in their current jobs if a need to document personnel practices. Becauseat some time between the ages of 25 and 35, they of frequent changes in administration and awere placed in a position where the social pre- lack of such documentation, there is a tendencysure they received was to resign rather than for Agency personnel to continually "reinventstay on the job and when they were in a position the wheel." In the case of my article, I real­where they knew statistically that their chances ize that few of the ideas are unique; even so,for success were considerably lower than those I was somewhat surprised when, while working onof their counterparts of the opposite sex. this month's installment, I came across an

Motherhood doesn't necessarily make a womanAgenc~ Management Report that included theseless interested in an Agency career provided she questIons:believes that she has a chance of advancing in Are college graduates needed forthat career. It is disturbing to me that the all the jobs that these individuals arefemale intern graduates may be suffering from now on? Are some college graduates be-the same types of handicaps as far as advance- ing put on the wrong jobs? Is the Agencyment is concerned that women in previous eras hiring more college graduates than itdid. I had hopes that since the intern program needs? Is there such a thing as an idealgave men and women the same training, work ex- NSA type that perhaps should be recruited?perience, and promotional opportunites, thatthis equality would carryover into their post,graduate years.

Footnote on program statistics: In my research I encoun­tered several problems of definition which M3 and thePanels must also have encountered. For instance, how doyou define terms such as "graduate of the program" and"attrition"? In the past some panels classified anyone whocompleted the program as a graduate whether he achievedcertification or not, while other paneLs apparently consid­ered those who completed the program but were not certi­fied as "transfers out." I indicated previously that thefigures on intern resignations in one M3 report differed,rom the figures on intern a'irition in another report basedon M3 input. The explanation may be that "attrition" in­cludes more than resignations in one case but this was notevident. I can think of several types of attrition figuresthat would probably be of interest in reviewing the program:A. Program attrition: How many people who enter the .pro­gram complete it? This would include transfers ou.t and .resignations but only those people who resign .durlng theirinternship. This could be further broken down In several

ways such as direct hires vs. on-board interns, collegegraduates vs. non-graduates, etc. B. Current intern resig­nations: what percentage of inters leave the Agency dur­ing their internship? C. Graduate attrition: What percentageof graduates are left to mark five or ten years at theAgency? (This assumes there is a method of identifyingintern graduates; in the past there has been no systematicway of doing this) D. College hire attrition: This could alsobe broken down into sub-categories such as college hireswho go directly into the intern program, who take and re­main in direct assignments, and who become on-board in­terns. E. Career Field Attrition: The purpose of the programis to supply professional level employees for a specificcareer field. How many graduate interns leave the fieldwithin a year after graduation, five years after?

Which of these categories, if any, do the attrition fig­gures compiled by M3 fall into? Without precise definitionsfor terms such as "graduate" and" attrition':' statisticson the program using such terms are of questionable value.

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It is natural for a new manager to want toleave his mark on a position, but in his at­tempts to do so it is possible that he mayinstitute a program very similar to one thatfailed five years before. All too often theemployees concerned and the administrator'ssuccessors do not know whether a change wasmade for philosophical reasons, budgetary rea­sons, for the sake of change itself, or simplyas a display of power. The changes I am refer­rin~ to affect virtually every aspect of Agencyemployment, including hiring, training, coursecontent, criteria for professionalization,reorganizations, and relocations.

Such documentation would be extremely valu­able in program evaluation. It appears thatthere are often two sets of goals for a program,those that are written and those that are under­stood. There is nothing in the 1973 Intern Pro­gram Study to indicate that one of the primarymotivations for establishing the intern programwas to reduce the attrition rate of collegehires, but if you ask an M3 employee to evaluatethe effectiveness of the program, reduction inattrition is likely to surface as a major moti­vation for starting the program and as a signi­ficant accomplishment of it. (Attrition hasdropped from the 65% reported for college hiresin a 1961 management report to the 30% reportedfor interns in an FY74 management report.) Ifthis was a primary goal, maybe continuation ofthe program would be justified on the basis ofthat reduction even if none of the graduateswere certified; but then attrition statisticsshould be a factor in program evaluation, andevery effort should be made to determine howmuch of the reduction in attrition can becredited to the program and how much to otherfactors, such as a change in the economicclimate of the country.

It also seems appropriate to ask: Wouldthere have been other equally effective waysto reduce attrition? Is there a point at whichthe reduced attrition no longer justifies thecost involved? Is there a point at which itbecomes counterproductive? I suspect that theAgency attrition rate would be even lower if allnew hires were started as a GG-9 and guaranteeda GG-ll 30 months later, but it would be lowerfor the reasons alluded to previously: the re­cruits, good or bad, would soon reach a pointwhere they felt they could not afford to resign.

A look at the orientation of new collegehires illustrates another need for documenta­tion. Currently there is a 9~-week orientationcourse for new uncleared hires, but clearedhires are available for assignment immediately--usually on their third day in the Agency. Myquestions concerning this course are: is itsprimary purpose to give new hires an orientationto the Agency or simply to keep them occupiedwhile processing their clearances? If the goal

is to give them an orientation, and if it hasbeen determined that 9~ weeks is the amount oftime needed for that, then every new hire,cleared or uncleared, should have the course.If the number of new hires dwindles to a pre­cious few (as it did several years ago) otherprovisions should be made for the orientation,but the reason for discontinuing the formalcourse should be documented so that 10 yearshence officials at the School, in M, and else­where will know whether the course was droppedbecause it was considered unnecessary or in­effective or because of cuts to the E budget.On the other hand, if the primary purpose of thecourse is to keep the new hires occupied and9~ weeks is not really needed to orient them tothe Agency, then it is reasonable to expect thatcleared hires would be placed in a more concisecourse. If the number of people not clearedsoon after completing that course grew to be asubstantial one, it would also be reasonable toreinstate LIC working areas rather than contin­uing with the self-study courses that comprisethe second portion of the present CY006 course.I suspect that the School already has machinerecords on courses, so perhaps the documentationI advocate could be done by simply insertingin existing programs a few comments about whycourses were instituted, modified, or dropped.

Similarly the contents of the panels'annual reports could be adapted to provide forsome philosophical consistency both within andbetween panels. This could save the panels fromhaving to learn the same lessons independently.For example, in its original criteria Panel Astipulated that an aspirant could not take thePQE more than three times. When an aspirantvouched for by his supervisor as a very valuableemployee, failed the test for the third time thePanel was in a quandary; the authors of thecriteria had not included any ideas on what wasto become of such people. The Panel concludedthat it was not practical to limit the numberof times an aspirant can take a PQE. About ayear later Panel B published revised criteriain which one of the new features was a three­time limit on taking the PQE. Now it has ap­parently learned the same lesson as Panel A andrecently removed the limit. Why wasn't the firstpanel's experience sufficient to keep the secondfrom having to go through the same educationalprocess? While the panels' annual reports are ameans of sharing findings, and panel A's changein criteria probably was included in its report,in order to be of value to other panels and tosuccessor members of the same ones, the announce­ment of changes in criteria should include therationale behind it.

Once steps have been taken to explain thephilosophy behind the intern program and otherprograms, the next step is to encourage dis­cussion of them. I am not advocating "manage­ment by the masses," but I believe that keeping

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employees informed is beneficial to all concernedand that every employee should be encouragedto comment on program features, to suggest im­provements, or simply raise questions. I am nottalking about a hot line to handle complaints,but a "philospher's corner" in Cryptolog orSpectrum, where you might find an article com­posed of the views of an operational employee,an M3 employee, an intern graduate, and a cur­rent intern on what the goals of the internprogram are-and whether they are being met. Oran argument for specialization by an employeewho has only strayed from his 20 year associ­ation with one problem for the six months need­ed for certification, side by side with anargument for diversitlcation by someone who has

been with the Agency for 20 years and neverspent more than two years in one place. Such acolumn might alleviate the feeling that manypeople have that the system has become moreimportant than the people it was supposedlydesigned for.

I'll conclude my contribution to such aphilosophical discussion by saying that it wasnot my primary goal to win converts to all mybeliefs, but I did hope to start people thinkingabout many facets of the program and askingwhich ones are good, which should be modified,and which eliminated. I hope that current andgraduate interns as well as non-interns willnow take up the discussion.

1\ 'rurus'll fur arnl~ubnr 1!t~fnrttt-

~hen Julius Caesar introduced his calendar,he designated every fourth year as a leap year,the extra day being February 29th, as at Eresent.However by the 16th century it became evidentthat there had been a few too many leap years,since their purpose, of course, had been to syn­chronize the calendar year and the earth'sannual revolution around the sun. It seemed thatthere had been about three leap years too manyfor every period of 400 years. Thus at thattime there had accumulated about 12 extra calen­dar days.

In 1582 Pope Gregory XIII proposed that theaccumulated extra days be dropped all at onceand that thenceforth all calendar years endingin 00 (except those divisible by 400) consist of365 days and therefore not be leap years. (Fol­lowing this rule, 1900 was not a leap year.)Summarizing: every period of 400 years wouldhave only 97 leap years instead of the 100 thatJulius Caesar had envisioned. Since 97 X 366+ 303.X 365 is an exact multiple of 7, each ofthese periods of 400 years begins with the sameday of the week.

There was general chaos, confusion andturmoil for several centuries, as each countryfound it expedient or necessary to come intoline with the new Gregorian calendar. The Unite~

States, for example, did not adopt it until thetime of the American Revolution, and then onlyafter a long struggle. As great an improvementas the Gregorian calendar is over the Juliancalendar, there will nonetheless be an accumula­ted error of one day after 3,200 years. I believethe turmoil that might occur at such a time canbe avoided.

If Pope Gregory had had a large computerin his basement, he would have noted that bymerely excepting every year exactly divisible by128 from the Julian leap year rule, he couldhave had at once a simpler and a far more accu­rate calendar. Instead of 97 leap years every400-year period he would have proposed 31 forevery l28-year period. Oddly enough, thisleaves 97 normal years. (The number 128 istwo to the seventh power, or 10 000 000 inbinary notation. This mayor may not be ofmystical significance.)

If we now decide to adopt this iMprovedrule, it would first affect the year 2048,which at the moment is scheduled to be a leapyear, although of course it should certainlynot be one.

If the earth continues to rotate at itspresent rate, the proposed calendar will beaccurate for 173,000 years. (Actually it slowsdown by one second per day after 500 centuries.)

(Note: The true period of the ea~h's

revolution now is 365 days, 5 hours, 48 minutes,45 seconds, and some hundredths of a second.We note that S hours, 48 minutes, 4S secondsdivided by 24 hours results in 31/128. Henceone leap year dropped from the original Juliancalendar of 32 such, every 128 years, producesalmost perfect synchronization.)

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Reflections on a Translators' Conference Nov 111Right-to-Left Text Sort" Are Not Impossible .. At:g 14

New Trends in the Teaching of Cryptanalysis:A Walk Through th" '75 Curriculum Nov 5

~:ews from thf School Oct 14Nice Busman's Holiday for One NSA Employee Aug 19

EO 1.4. (c)

Prizes & Honors from the LeanedOrganizations -- Spring 1974 Aug 21

Project Carriage: Worldwide HF1FModernization Plan Sep 9

Purity of the Russian Language:Slavophiles vs. Westernizers No' 12

Puzzle No.1 Aug 10Puzzl,· No.2 Aug 13

TDB: The 1EXTA Oal.a Base Aub 4Telephone RecalL _ Oct (i

The Apostrophe:SomeThought·s , ..••..Nov 14The English Languag j ,. the News :.pec 12

~: ~~~:;:n~fS~~:~o~fi~h~'·~~yd~yTa1k !\ljg 11

Philharmonic (Gold"n.Qldie) : •......... Aug 20The Mission oJ the Signals Pr~c~s~il1g

Requirements Panel ..... ; ... .;..J • •••••••.••••. Oct 1The New Collection Criteri~•• ; Dec 11The New AnalY~isGlossa ry Aug 8The Old ectiUII; Parts 3 & 4 .' .. Dec 5ThE:,ercise: A Case Study In

esen,"ch Analysi, Oct 16

Want Ad Dec 13What is a Clllector? Aug 2What Should You Expect? or The Analysis

of Cryptanalysts Aug 5Worldwide HFDF Modernization Plan:

Project Carriage.... . .... . . .... . . . .. ... . .. Sep 9

Secret Mess8ges " " Dec 4Secrets of the Altars: The Moustier

Cryptograms. . . . . . . . . . . . . . . . .. . Sep 10Self-Paced Instruction: The Future Is ~ow' '" .Aug 15Some Thoughts on Lexicograrmy sPp 11Subject: SRA Symp"sium... . Qct 19

King Eusyb & Queen Deodi (Golden Oldie) Sep 19

Language in the News Sep 14Letter to the Editor , Dec 9Lexicographic Corner:Some Thoughts on

Lexicography , '" , Sep 11

A Flag-Waving Progranuner Dec 13A LettEr of Introduction Aug 1A Long Hard Look at the Intern Program:

Part 1: Program Philosophy &Recruitment Sep 16Part 2' Selection &Orientation .. '" Oct 11Part 3: Motivation & Morale Nov 15Part 4: What Happens to the Graduates? Dec 14

A Proposal f"r Calendar Reform Dec 20A Short Directory of Career Panels .','\ug 17A Sp"t by Any Other Name. . . . . Aug 7An Approach to Cullsign Analysis Dec 7An October Overlap Oct 20An Unofficial Glossary of Weasel

Weasel Word; (Golden Oldie) Oct 10Answer to October Overlap Nov 21Answer te Puzzle No.1 Aug 2ClAnswer to Puzzle No.2 Aug 18As We Go to Press Sep 7

Gary's Colors ·.··.··· .Stp 8Guidesmanship or How to Write Technical Manuals

Without Actually Gi'ing Anything Away Nov 18

Calling All SRA's: Reporting Symposium? Aug 20Character-Building in the People's

Republi .. of China Oct 7CISI Forming New Special Interest Group

on Human Factors Dec 10Citizens of the World Dec 6Ci tizens of tl,e World Answers. . . . . . .. . Dec 12

~~~ t:~~~:i~' ~fl I·;:>.;::::~; 1{Contribution' SolicIted Sep 21Cryptanalysis &Code Recovery , .. Sep 5cm PTOLOG Index for 1974 · .Dec 21

Maps in Mind: A Photoessay '" Dec 1

Data &Definitions: Calling Things byTheir Rightful Names , .. Nov

Department of Golden Oldies:An L'nofficial Glossary of WeaselWor<;!s,;;: ..Oct ] 0King Eusyb 8: Queen Deodi.;., .•.............. Sep 19Managem"pt Surv~_Y-__ of---the Phi lharmonic Aug 20

______IWhat? Where? Why? Nov 5

Even 5 -Year-Old Chi Id. .. . Oct 4

PI-Dec74-S3-23300Dec 74 * CRYPTOLOG * Page 21

DOCID: 4019620

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TIllS BOCY~.KNT CONTl..INS COBKWORB MATKRll.. l.