PART XV HAZARDOUS DUTY PAY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400090028-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 10
• Document Creation Date: December 9, 2016
• Document Release Date: June 18, 2001
• Sequence Number: 28
• Publication Date: November 27, 1951
• Content Type: REGULATION

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DBAFT 27 November 1951
PART XV HAZARDOUS DUTY PAY
15.1 Hazardous Duty Pay
a. The mission of CIA is of a nature which requires its staff employeeE
and staff agents to be exposed to some personal danger as a part of their
regular positions There are, however, activities necessary to the fulfillmei
of the Agency mission which require individuals in some positions to expose
themselves to more than the ordinary risk.
b The principle is recognized that persons who are exposed to more
than the ordinary risk are entitled to-.additional compensation. This regu-
lation establishes provision for payment of a salary differential to be know.
as Hazardous Duty Pay, to those staff employees and staff' agents who perform
duties under conditions which are extraordinarily hazardous causing them to
be exposed to direct personal peril
15.2 Hazardous Duty Pay Board
a, There is established a Hazardous Duty Pay Board authorized to set
Agency standards and prescribe procedures for .the payment of Hazardous Duty
Pay The Board shall examine conditions under which duty is performed by
staff employees and staff agents to determine if the hazards involved are of
a sufficiently extraordinary nature to warrant the payment of additional com-
pensation in the form of Hazardous Duty Pay. The Board shall consist of the
following membe s:
Assistant Director (Personnel) Chairman
Comptroller Member
General Counsel Member
Representatives of the Assistant Directors of OSO and OPC of at least Divisioi
Chief level shall participate as non-voting, advisory members.
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15 2 Continxed
b. Final action of the Board shall require the presence and unanimous
approval of the three regular members A copy of the report of each action
taken shall be submitted to the Office of the Deputy Director (Administration;
c The Hazardous Duty Pay Board shall meet at such intervals as it
determines necessary and any member shall have the right to request that a
meeting be called
d When the Board determines that a category shall be established for
payment of Hazardous Duty Pay to all employees whose duty falls within that
category': a memorandum shall be sent to the Office of the employees concerned;
setting forth standards for initial payment and for continuation of payment.
e. When the Board determines that one or more persons perform duties
under conditions which do not constitute eligibility within a category, and
do not warrant the establishment of a category but are under conditions which
entitle them to Hazardous Duty Pay a memorandum shall be sent to the Office
of each employee concerned setting forth standards for initial payment and
for continuation of payment
f The Board will designate officials, not to be below Division Chief
level who will be responsible for certifying that the employees receiving
Hazardous Duty Pay have met and are meeting standards for continued eligi-
bility
g. The Hazardous Duty Pay Board may be guided by, but not necessarily
limited to, standards used by the military services or other government agenci,
in determining amounts and methods for payment of k7ency personnel performing
comparable functions.
h. The Board shall determine standards for the payment of Hazardous
Duty Pay to employees and agents while in a training status and after assign-
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15.3 Parachute Pay Differential
a. CIA staff employees and staff agents engaged in parachute jumping
will be entitled to a salary differential as specified below:
(1) CIA civilian trainees undertaking parachute instruction will
granted a parachute pay differential of $300 to be paid upon certi-
fication by the Assistant Director of Training (Covert) showing success-
ful completion of courses of training specified by the Director or his
designee,
(2) Upaii successful completion of training courses such staff em-
ployees or staff agents shall be eligible for a continuing parachute
pay differential of $50. per 2-week pay period (or $100. per month if
on monthly pay periods) payable upon certification of the Assistant
Director of the operating office concerned that the employee or agent
has engaged in at least one parachute jump during the twelve-week (or
three month) period immediately following the completion of training
courses, A similar certification at the end of each succeeding twelve.
week (or three month) period will sustain the employeets or agent's
eligibility for parachute pay differential during the twelve.-week
(or three month) period following each certification.
(3) CIA civilian parachute instructors will be eligible for a
continuing parachute pay differential of $50. per two-week pay period
upon certification of the Assistant Director of Training (Covert) that
the instructor has engaged in at least one parachute jump durirg the
twelve-week period preceding the certification. A similar certification
at the end of each succeeding twelve-week period will sustain the in-
structor's eligibility for parachute pay differential during the twelve
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15.3 Continued
week period following each certification.
b. The Parachute Pay Differential will become effective for those
employees whose eligibility is established at the beginning of the first
pay period following issuance of this regulation.
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19 November 1951
ML MOR NDUM FOR: Career Service Committee
FROM: Working; Group on Career Benefits
SUBJECT: Parachute Pay for Staff Employees and Staff Agents
1. By memorandum, dated 26 October 1951, to the members of the
various Working Groups of the Career Service Committee, there were trans-
mitted the directives and terms of reference that were assigned to each
Working Group by the Committee. The problem was stated to this Group
To recommend to the Career Service Committee the scope of and degree
to which 'Career Benefits' are necessary and desirable;".
2. The Minutes of the 4th Meeting of this.Working Group reflect the
unanimous view that parachute pay for appropriate trainees is necessary and
desirable. It appears that no legislation is required for this purpose.
However, the recommendations contained herein would. require approval of
the DCI.
3. The principal document of reference considered by the Working
Group pertaining to this subject is the memorandum from the Assistant
Director of Training (Covert) to the Joint Training Committee, dated
18 September 1951. That memorandum is attached for ready reference.
The specific recommendations of this Group are stated in broad terms, and
it is recognized that detailed regulations necessarily must be devised
upon approval of the following principles:
a. To be included in this plan would be those staff employees
and staff agents who are under the jurisdiction of the Covert Training
Branch.
b. Such employees who are certified for jump training and jump
instructors would be entitled to additional compensation based on
payment of $100.00 per month. Trainees would be entitled to three
months of payment based on military standards of eligibility. Pay-
ment would only be made in the event of successful completion of pre-
scribed courses of training approved by the DCI, or his designee.
c. Such payments would be paid retroactively to all trainees
and instructors who otherwise meet the standards and who have com-
pleted the prescribed. courses subsequent to 2 October 1950. Pay-
ments would only be made for those individuals who are in the employ
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of CIA on the date of DCI approval of this plan. It is recognized
that there may be legal and fiscal restrictions pertaining to the
retroactive aspects. Therefore, upon appropriate determination
of those restrictions, payments will, be made as legally permissible
and if funds are available.
do Insofar as possible the regulations to be issued would em..
body the policies established by the military regarding jump pay.
e. Training Courses, the completion of which would entitle an
individual to the additional compensation, would require approval
by the DCI, or his designee.
f. Authority should be delegated to the Assistant Director for
Personnel, upon recommendation of the appropriate Assistant Director,
to approve additional compensation for jump pay where, in his opinion,
staff employees and staff agents other than those under the juris-
diction of the Covert Training Branch have complied substantially
with the standards prescribed for trainees and instructors under
that Branch.
4. This Group is not aware of the specific form in which the Career
Service Committee desires recommendations to be made. However, it is be-
lieved that the recommendations contained in this memorandum are sufficiently
definite to warrant consideration by the Committee and, if approved, to'be
forwarded through appropriate channels for approval of the DCI. In the
event the Committee approves this recommendation, it is suggested that
implementing regulations be drawn, probably as an addition to the Confiden-
tial Funds Regulations. The appropriate unit for drafting these :regulations
probably would be the Advisor for Management, with proper coordination with
the Office of the Comptroller and the Office of Personnel,. In this manner
the recommendation, together with the regulations, could be presented to
the DCI for his approval simultaneously.
/s/
Chairman
Recommendations Approved:
/s/ F. Trubee Davison
Career Service Committee
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"Agrew
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18 September 1951
BU..BJ-E,CT: Hazardous Duty Pay for CIA Civilians
1. PROBLEM
Is it desirable and, if so, how can it be accomplished to set up
a hazardous pay arrangement for CIA civilians participating in federally
r~co;niz~d hazardous duty, such as parachute jump training. (This paper
involves the parachute jump phase only).
2. FACTS
a. The military services authorize additional pay for hazardous
duties involving submarine activities, parachute jump activities, etc.
b. The services have an arrangement whereby upon successful
completion of five jumps officer personnel receive additional pay
at the rate of $100.00 per month and enlisted personnel at the rate
of $50.00 per month.
c. The services grant hazardous pay for parachute work upon com-
pletion of the fifth Jump which then automatically qualifies the in-
dividual for back--pay for the month preceding that jump, for the
current month, and the succeeding month., thus qualifying; him for the
first calendar quarter. Thereafter he qualifies by waking one jump
per calendar quarter; in other words minimum jump requirements make
the rate of pay thereafter for an officer equivalent to $300.00 per
j mp.
d. The civilian CIA employee undergoing the same type of in-
struction intermiti?led with military personnel undergoing instruction
concurrently and within the same group receives no additional pay.
e. The CIA basic trainee is employed as a GS-5 ($3100) and
maintains that rating until he has reverted to his operational office
where he is promoted in normal manner.
f. In addition to the GS-5 trainees, there are on occasion other
CIA civilian employees of higher rating who partake in jump training
to further qualify them in their specialties.
g. As this program expands, or changes status in reference to
Army personnel assigned, civilian CIA instructors may be required on
a full time hazardous duty pay status.
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h. Statistically:
The number of GS-5 CIA civilian employees who
have completed jump training to date and who have
received no hazardous duty pay is . . . . . . . . . .
The number of other CIA civilian employees who
have completed this training to date, and who have
received no hazardous duty pay is . . . . . . . . . . .
The number of GS-5 CIA civilian employees now
undergoing hazardous training is . . . . . . . . . . .
The number of other CIA civilian employees now
undergoing training is . . . . . . . . . . . . . . . .
The estimated number of GS-5 CIA civilian employees
who will take this training, under present training pla
and policy (FY52 and 53) is . . . . . . . . . . Ws x-
ive e)
The estimated number of other CIA civilian employee
who will take this training, under present training pla
and policy (FY52 and 53) is . . . . . . . . . . . . x-
elusive e)
The estimated number of CIA civilian instructors
who may be required on a continuing hazardous duty pay
under present training plans and policy (FY52 and 53)
is . . . . . . . . . . . . . . . . . . . . . . . . . .
DISCUSSION
a. In view of the fact that hazardous occupations are recognized
in the form of additional pay in other services of the government; indi-?
viduals participating in the same type of aFtr?uction, under the same con-
ditions and working within the same group are entitled to the same con?-
sideration.
b. The CIA civilian employee (the CIA civilian instructor excepted)
will not be required to continue on a hazardous pay status. Be may, in
the fulfillment of a perilous and jeopardous mission, be required to use
the knowledge gained under instruction. Therefore, the pay increase for
this type of hazardous duty should be limited to a three-months' period,
except for the instructors, commencing v:ith the month in which he suc-
cessfully completed that phase of his training.
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c. A GS-7 is entitled to the administrative benefits accruing
to a 2nd Lieutenant. Lower rat:Ln s are in enlisted status. The
approach to the hazardous pay problem for the GS-5 trainee would
therefore be to grant him between $50 to $100 per month for throe
months. The GS-5 trainee does not., however, accrue all other ad-
vantages given to enlisted, men of the services. Therefore, all CIA
trainees, regardless of rating, should receive the full hazardous
duty pay of $100 per month for three months.
d. On the hypothesis of parity of duties performed, all who have
completed this training should receive the hazardous duty pay retro-
actively.
e. The estimated cost of financing this project is:
(1)
(2)
(3)
(4)
f. Assuming funds available, the hazardous duty pay increases for
trainees could be accomplished by:
(1) Temporary promotions of three months' duration at an
annual rate of increase of $1200 per year, or
(2) A bulk payment of $300 per trainee out of other funds,
such as Confidential Funds, which are directly controlled by
the DCI.
The administrative cons ide rations of temporary promotions in all prob-
ability eliminate that method as being inefficient and inexpedient,
particularly as not only are GS-?5 ratings to be considered but others
of higher category. Of the two solutions proposed, it is felt that
solution (2) would be more acceptable administratively.
4. CONCLUSION
a. All CIA civilian trainees should receive extra pay ($300)
for hazardous duty for a period of three months upon successful
completion of the course of training as prescribed by CIA.
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b . ALL CIA civilian instructors engaged. in hazardous duty should
be placcd on a hazardous duty pay status on a basis comparable to that
for which the military services are entitled to extra compensation by
provisions of law.
5. RGC0 ISNDATIONS
a. That all CIA civilian trainees currently and in the future
undertaking hazardous duty instruction under TRC be granted hazardous
duty compensation at a rate of $300 per trainee, upon successful corn-
pletion of such courses of training as the Director, CIA may direct.
:u. That all CIA civilian instructors engaged in hazardous duty
be placed on a continuing hazardous duty pay status at a rate of
$100 per month, qualifying for such continuous pay in a manner iden-?
tical with that prescribed by law for the military services.
c. That these amounts be paid from Confidential Funds available
to the DCI.
d. That hazardous duty pay be similarly paid: retroactively, to
individuals who have prior to the approval of this action successfully
completed similar trainin, but not earlier than 2 October 1950.
Assistant Director of Training (Covert)
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