ind the most recent experience on the average amount of quarters allowance withheld. Computation of fund requirements is as follows:

Fund requirements for Capehart housing costs have been estimated on the basis of mortgage payments rhousing constructed under the provisions of title IV, Public Law 345, 84th Congress, as amended by title Public Law 1020, 84th Congress (Capehart housing). In fiscal year 1962, it is planned that 6,155 new nits will be completed and accepted by the Air Force. These new family housing units, plus the 49.920 nits programed through fiscal year 1961 brings the total number of Capehart housing units to 56,075 by end 1962. Computation of fund requirements is as follows:

Our first witness will be Maj. Gen. Thomas J. Gent, Jr., Director Manpower and Organization, Headquarters, U.S. Air Force.

General Gent, do you have a statement?

General GENT. Yes, sir; I have a prepared statement.

Mr. ANDREWS. We will be glad to have you read it.

GENERAL STATEMENT OF DIRECTOR OF MANPOWER AND ORGANIZATION

BIOGRAPHICAL SKETCH OF WITNESS

General Gent was born on March 12, 1911, in Oil City, Pa. He graduated from the U.S. Military Academy in 1935, and immediately began flying training, obtaining his pilot's rating in October 1936. In 1943, he was assigned to the Office of the Assistant Secretary of War for Air. From February 1944 to March 1945, he commanded the 449th Bombardment Group of the 15th Air Force and later became wing commander of the 28th Bombardment Wing. Upon graduation from the Air War College in July 1949, he was assigned as commander of the 550th Guided Missile Wing at Eglin Air Force Base, Fla. In 1951, General Gent attended the National War College. He then served as chief of staff of the U.S. Military Academy at West Point, and as vice commander of Pacific Air Force. In 1956, he assumed command of the 314th Air Division in Korea. His decorations include the Silver Star, the Legion of Merit with one Oak Leaf Cluster, the Distinguished Flying Cross with one Oak Leaf Cluster, the Air Medal with three Oak Leaf Clusters, the French Croix de Guerre with Palm, and the Korean Order of Military Merit (Taeguk Medal).

General GENT. Mr. Chairman and members of the committee, in my presentation today, I will discuss the Air Force manpower program for fiscal year 1962 and some of the past and future actions required to accomplish our mission within available manpower resources.

MANPOWER PROGRAMS

As a point of departure, I have summarized the USAF manpower programs for fiscal year 1961 and fiscal year 1962 in the table you have before you.

TABLE 1.-Manpower program fiscal year 1962

This table actually tells only part of the Air Force manpower story. It shows the net change in total authorizations from the fiscal year 1961 position that I discussed with you last year, to the projected fiscal year 1962 program. The problem that does not appear in analyzing the statistics shown in this table is the management problem created by new and unprogramed tasks and the constantly changing workloads and concepts generated by rapid technological advances. These unprogramed requirements necessitate many adjustments, some between jobs and skills on a single installation and others between units and bases Air Force-wide.

PROGRAMED REDUCTIONS

The net reduction in our military manpower program shown in the table does not appear to present a difficult problem when compared with the reductions in previous years.

Between 1957 and 1959, we reduced 112,000 military and civilian spaces. In 1960, there was a reduction of 25,000 and in 1961 an additional reduction of 35,000. This latter figure is composed of 20,000 military and 15,000 civilians. These large decreases of the past few years have been met through elimination of units and numerous internal actions that produced significant manpower savings. So far, we have been able to accommodate these cuts through reductions in supporting functions and activities and will continue to absorb further reductions in these areas to the maximum extent possible.

You will note that we are projecting a reduction of 2,100 military personnel for the fiscal year 1962 budget. This reduction will be accomplished by accelerating the inactivation of one additional medium bomb wing by June 1961.

During fiscal year 1962, we have programed a decrease of the officerairman ratio from 15.6 to 15.4 percent. You may recall that I discussed the problem of the officer-airman ratio last year. Up to this time, it has not been feasible to reduce the officer-airman ratio in the Air Force in view of our increased requirements for officers in the professional, scientific, and technological fields.

Although we have now programed this officer reduction for fiscal year 1962, there is a possibility that new requirements may prevent us from effecting these changes during this period. We are currently analyzing new manpower requirements, primarily for the Strategic Air Command, the Air Research and Development Command, and the Military Air Transport Service. These additional requirements include approximately 4,000 officers to meet new priority workloads that have developed since our fiscal year 1962 program was established.

The Air Force direct hire (01) civilian employment program for fiscal year 1961 is currently 303,752. Under present plans, we would expect to have approximately that many people on board at the end of the fiscal year. In addition, we have requested authority from the Office of the Secretary of Defense to employ an additional 1,500 direct hire civilians required in support of the currently approved airborne alert test and indoctrination training programs.

The following actions result in our programed direct hire (01) civilian increase as indicated in table No. 1.

First, the 1,500 spaces for Air Materiel Command mentioned above. Second, 500 spaces for an expanded surplus disposal program. Third, 350 spaces converted from indirect hire (07) to direct hire (01) in an adjustment in workloads between commands.

Fourth, transfers of approximately 1,450 civilian authorizations to the Army and 500 to the Navy to compensate for transfers of workloads.

Fifth, minor adjustments resulting in a net increase of approximately 150 additional spaces.

The difference of approximately 600 authorizations in the indirect hire (07) civilians shown in fiscal year 1961 over last year's estimate is due to a change in budgeting procedures wherein services provided by the West Berlin government are now included on a comparative transfer basis. The reduction of approximately 300 civilians in this category in fiscal year 1962 will be achieved through the phaseout of certain oversea units.

As you are aware, the Air Force uses contract services in the performance of certain functions. In keeping with program changes and the increases and decreases in the types of work where contracting is employed, we have adjusted the contract services program to keep it at minimum acceptable levels.

The total contract man-years forecast for fiscal year 1962 is approximately level with fiscal year 1960. Fiscal year 1961 is somewhat higher due to increased requirements for research and development for such programs as SAMOS, Dyna Soar, and SKYBOLT, without a compensatory decrease in other programs.

Table No. 2 summarizes the percentage distribution of total manyears available to the Air Force.

TABLE 2.-Percentage distribution of man-years available to the Air Force

Another problem area, that of unprogramed or new requirements originating with new developments in our weapon systems and revised operational concepts, will amount to more than 23,000 jobs by the end of fiscal year 1962. There are 9,400 spaces included in this figure to be added to the missile program. Authorizations for these people must be obtained by reducing other areas. This is where we become involved in the problem of adjusting the distribution of our manpower resources with its inherent personnel problems...

The manpower required to maintain and operate our manned heavy strategic bomber force rises as we increase our capability through elimination of B-47's and an increase of B-52's. The supporting tanker force will be increased and the strategic wings further dispersed

In view of certain factors which will be discussed in the next pres entation, our airman turnover rate has been greater than anticipated. It, therefore, has been necessary to apply a larger share of our ma power resources to the training effort than had been previously programed.

A problem has developed as the result of a directed program to replace approximately 1,500 military personnel with 1,500 civilians the operation of Air Force commissaries. Since our civilian ceil:has not been increased for this purpose, we must transfer the spa from other civilian jobs,

STS

Operation and maintenance of new communication facilities. tems, and equipment; further expansion of our security services.sextific education, and missile training programs; maintenance of SACE radar and computer equipment; and support of new augmenta".0" missiles such as HOUND DOG are some of the areas where it become necessary to invest additional manpower.

These and many other priority unprogramed requirements hay been met through reprograming actions within and between our m commands.

MANPOWER ACTIONS

In order to absorb these unprogramed requirements, many actions have been taken to identify and eliminate lower priority tasks. Without going into detail, examples of these actions are as follows:

We have been conducting numerous functional reviews and are continuing to do so. Several of the areas that have produced spaces for application elsewhere are firefighting, food service, and personnel services.

We have undergone a major reorganization in the Continental Air Command with a savings of approximately 1,300 authorizations. We will close several Air Force facilities.

As a result of special studies, reductions have been made in the Alaskan Air Command and the 13th Air Force Headquarters in the Philippines. As the inventory of support aircraft has been decreased we have been able to reduce the associated aircraft maintenance manpower.

We have met some of our new manpower requirements by placing certain of our activities under single managers.

In addition to these management actions, reductions in manned aircraft units will partially offset the increased requirement for personnel in our missile organizations.

RATED OFFICER REQUIREMENTS

The area of rated officer requirements was studied by a board of general officers that convened on February 13. The purpose of this board was to formulate a concept of utilization of rated officers that will provide a more sound basis for current and future Air Force rated officer requirements and to compute the total numerical requirments for active rated officers in the Air Force. The action of this board has been approved by the Chief of Staff and lays a firm basis for developing new policies and revising existing procedures for determining rated officer requirements which are responsive to the needs of the Air Force. Briefly, I would like to pass on to you the philosophy behind this reappraisal of our rated officer requirements.

The requirements for rated officers must be based, primarily, on the necessity for the Air Force to respond instantly to unannounced crises on a sustained, worldwide basis. Recognition of the nature of the continuing cold war requires that we modify our existing aircrew/ aircraft ratios to provide for situations such as we experienced in Taiwan, the Congo, and in Lebanon. To airlift a force the size of a U.S. Army battle group, dispatched on an emergency basis, aircrews, not airframes, would be the limiting factor. In the Congo airlift, long distances and lack of aeronautical facilities aggravated this deficiency, requiring the use of behind-the-lines rated personnel to supplement authorized crews and to establish and direct the airlift task force. Crew ratios must be augmented to increase the responsiveness and invulnerability of our forces and to fully recognize the increased workloads imposed on our SAC, TAC, and MATS aircrews by the greater frequency, duration, and magnitude of such cold war air operations.

In addition, there are Air Force positions which require rated incumbents in order to provide adequate supervision at the aircrew