MEETING OF THE STEERING GROUP OF THE CIA CAREER SERVICE BOARD

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000500090005-6
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 44
• Document Creation Date: December 20, 2016
• Document Release Date: January 13, 2003
• Sequence Number: 5
• Publication Date: August 17, 1953
• Content Type: MFR

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Secur!ty $t `G aaation
17 August 1953
F1IORANDUM FOR THE RECORD
SUBJECT: Nestings of the Steering Group of
the CIA Greer Service Board
Meeting of 33 Judy 1953
Present t E rick, Baird
White,
Helene,
10 The Chairman of the Proft,ssional Selection Panel appeared
before the Steering Group and presented a review of the Panel's
Case No. 49 in which the decision of the Panel had been appealed
by the Deputy Director (Ihte113g~enoe)o The Steeri agreed
that the individual. concerned should be permitted to continue his
trlal-Ou'vios emplo -mant with the Agency, but that he should be
given careful indoctrination and attention, by his supervisors until
his vase is again reviewed by the Panel prior to the eeapiration of
his trial-service period*
20 At the request of the D9VP member, a proposed use of a
Rotation Loan Slot was returned to DW/P without actiono
3o The Steering Group discussed and accomplished changes in
the original list of necuttve Positions which serves as tt%e basis
for the Executive Inventory, and remaffirmed procedures for developing
the 89ce utire Inventog7o It also agreed to hold special meetings for
incumbents of IDcs ive Positions to acquaint them first hand with the
PTOOedtla"e$0
4o It was agreed that the Personnel Director should be asked
to attend the meetings of the CIA Career' Service Boardo
5o The DIVA member' reviewed for the Steering Group the measures
which have been established within the DD/A complex to determine the
suitability of applicants for employment with the Agengyo Miens pre
e 'es were approved by the Steering Group,, and Its Chairman indicated
that the Professional selection Panel would no longer be concerned with
the suitability of applicants.
Meetings of 23 J 7 1953 and 27 !Lull 19
Two special meetings were held on 23 and 27 July 1953-- The
purpose of these meetings was to permit the Chairman, CIA Career
Service Hoard, to provide incumbents of Executive Positions with
information concerning the objectives and methods for establishing
the CIA Doscutive Inventory--
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secau y 3n~au'Yaea"iamf
fleeting of 10 August 1953
Prtiesentt Td rkpstriek
Sheldon,
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19 The Chairman announced the establishment of a panel of
women to examine the career advancement problems of mrafenalanal
-professional women throughout the Agency.
the Steering croup that the Personnel Off *.as, would provide the
Pans1 with these statisti?se but that the members of the Panel
would be cautioned concerning the dissemination of information
contained therein,
rick indicated that the Panel requires detailed perrsoeel
statistics in order to accomplish its mission. It was agreed by
f the Office of Training is Chairman of the o
2? The Steering Group agreed as to the desirability of
establishing A.gency-4dde standard criteria with respect to
Womotionsa, including time-In.+grade requirements. The represen-
tative of the Personnel Office was requested to prepare proposed
regulations with respect to promotion policy, The representative
of the Office of Training was requested to submit proposals can-
owning the problem of promoting people chile in training "use,
3Q The Chairman indicated a general concern with respect to
the. low morale evidenced by Junior Officers
--iftmips.and indicated that he may establish a panel of suamh
officers to review the problsmo which contributed to their low
morales
4o The Steering Group discussed a aaae-morandwn from the
C zaiz'mana Professional Selection Pavel. entitled "Proposed
Selection Procedures" dated 5 August 19539 with two piers
attaohedo. The proposals of the Panel were approved in
prim ple with the following exceptions u
a4 Provisions should be made for a special Panel. of
Paaminere to erxaa tine trial. oervioe employees who, during
their trisl? service periods, are in extended training
status or as assigned overseas,
ba dicaated that the Acting DIVA questioned
the use or MIG_ 1s of .min because of the possible lack
of unifor :ty az ng diffa :frt review groups. Discussion
it sated that Colonel White's queries coW;ad probably be
coach t ed
2
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8eamty'oe~sa,an
Co It should be emphasised that ! 'tics Career Ssrvios
Boards must review all available intcruatim Iron all A sn y-
sources which bear, an the oases of selection for Career
Service .which they consider,
It vu aCreedto place the subject an the agenda for the CIA Career
Service Board=s next meeting in the event that saw m bee of that
Board wishes to discuss it in tuU session,
So The Chairman announced that a foundation mar be setab?
lsehed to assist CIk personnel who ecperienoe personal hardships
for rowans beyond their control,
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Ta A
13 Aagmet1953
Goz Rrable to ths.t available for Overseas Personnel, In certain
Fields and under Controlled Cireur.wtanosa
OGC
FOIAB5
In t!ve tpreign Service Act of 1946 for the purpose of authorizing expenditurAa
recosasary for ar effective overseas program. It is important in examining the
problem of relative, benefit a of headquarters and field personnel to recognize ?- hp
fact that a sore liberallnterpretatiof is placed on "illness or injury incurred
Inc '.~
raesona at their own request, tan undergo further examinations.
and varcinfttions are not administered to headquarters personnel in i. al
of foreign travel.
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Security Information
tab A (Ccat' d)
7. Uo to this point under current legislation there is little difference
between the medical benefits available to headquarters and overseas n onnel.
title, or work assignment of the employee. Headquarters personnel of elk could
hardly claim that the hazards of their environment are any greater than those of
an employde of aqy other agency operating in the tMited States. Furthermore, the
career aspects of the service are not likely to be augmented. by giving the same
benefits to all and sundry irrespective of place of assignment. Otherwise, there
is little incentive to undertake assignments subjeeting one to additional health,
hazards.
Be Outside of the purely career and physical health aspects of attempting
to bring about uniformity in medical bemsfitsfor headquarters and overseas
personnel, other factors militate against such an approach.
a., No civilian agency of the geteruaaent has instituted medical care
for its,personnel assigned in the U Be not provided for in existing
legislation and it would be high's questionable for this Agency to do so
without legislation*
b. The more statement of an employee on assignment at headquarters
that he has made himself available for a *Career Service Program* is in-
sufficient to justify additional benefits. These benefits. should only
accrue when concrete undertakings are implemented, i.e., by acceptance
of a foreign assignment..
to Existing legislation for medical benefits for personnel while
abr8ad is not applicable upon the return of the employee to the U. S. for
assignmentt unless subsequent illness is connected to the foreign aerrice.
Service overseas dries not permit continuing benefits to accrue to an
employee when returned to headquarters.
d. Headquarters; personnel have available group health or private
insurance plans in 'which they can elect to participate which are denied
for various reasons to Agency personnel abroad, Farther, it is the
responsibility of the individual to mercies reasonable care in the
protection of his health wider normal stateside conditions. This is in
keeping with our, traditions and the political atmosphere of the moment,
e. Any attempt to secure m eriar benefits for headquarters personnel
by legislation on whatever theory, would undoubtedly encounter the opposi-
tion of the Bureau of the Budget and the Civil Service Commission as epecis'
group legislation. It would be difficult to support the thesis that head-
quarters personnel deserve such special legislation. Even if these'hurdar-s
were surmounted, opposition in the Congre.a could be reasonably expected.
SECAT
Security Informeloir
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9. From the above it is concluded that:
a. Medical beneNts of overseas personnel should substantially
pars.Usl those enjoyed by the Foreign Service of the Department ox
State with hardship rases being resolved on an ad hoc basis. (This
policy will also avoid Any basis for resentment on the part of
em?a oyees of what is our most used host agency abroad.)
b. Medical benefits of headquarters personnel should conform in
all basic essentials to those enjoyed by employees of other agencies
of the Government where no foreis ~ssrviee is involved.
10. It is recommended that,
No action be taken to obtain legislation extending the provisions-
of nedical care applicable to overseas personnel to headquarters
assigned personnel. (An exception is made in the case of headquarters
personnel on TDY gverseas. This matter is handled in a separate paper.,
nr.r
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UjIgina Persons Act$
The Act was a wartime statute recant] extended until 1 tebruah7 195k.
The basic purpose of the Act was to establish basic suthority and prescribe
orderly procedures to provide for the pay and allowances of 00vernmant am-
ployetees (including military personnel) to were missing in action, prisoners
of war interned in neutral entries, etc. The Act permitted continuance of
pay and allowances under certain circumstances and further provided for or-
derly review of oases, granting the heads of the departments concerned the
authority either to continue the cue or to make a determination of death.
The authority conveyed in the Act permitted proper payment of amounts to
allottees or dependents and, upon finding a death, permitted payment of death
gratuities and death benefits. Since the Act has an expiration date, efforts
by other departments to continue the Act should be monitored to assure that
continuing protection is provided for emplo of OIL.
Reecoaendationt That the Office of the General Counsel be assigned co n-
tinuing responsibility on this matter to monitor action by other departments
in the Congress and, if necessary, to prepare legislation for CIA. That
Office should report periodloally to the Career Service Board on recent devel-
opments and coordinate any proposed legislation for CIA throughout the Agenc.
This group recemmenis that, if possibly permanent goverment-adds legislation
be supported and, only it necessary, should CIA attempt to get legislation
coley for CIA.
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?A6 C
This item as been listed in the memorandum of 25 June 1953 as *Application
of the principles of the United States Hsployeem' Cempansation Act to dependants
of employees wagered in hazardous duties who are themselves exposed to hazard,"
It is believed th_t this subject should be considered as raising the general ques-
tion of medical benefits for dependents of employees who are assignee abroad. It
is not believed that the.liaitatinn of the hazardous duty is pertinent .acne it
is subject to construction in maW duff start ways. 25X1
a. An example of the problem inv9lvKLbAr* would be helpful. Ir the event
OGC an mplgyee of CU, while stationed at contracts malaria, wheat, disease
FOIAB5 Caarpaasatiat. If oontintdng.disability were involved, the ease could be processed
to the Hureau of Bwplayeee' Componaatiaa. However, if the wife. of that aeplayee
OGC aloe coiltxacted malaria, CIA legally could not reiaborse the employee for ary of
the cants involved.
At that tine the Bureau of the Budget requested deletion
made that no other eivilim agweay of the Oovermant tied
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such authority and the!Burean of the Budget could not support CL's position. It
is true, of course, that there exists some precedent for medical care of dependaztr
OGC in the military services. Generally, statutory authority for dependents' ears is
the military is based on permissive statutes uhtdh the various services have son-
strued in different ways at different times. Facilities and space available are
sometimes used by the services as criteria for sedict care of dependentso
d. The bypothetioal case above doss not indicate merely an academic problem
since a great amber of cases of similar nature have occurred in the brief history
of CIA. On the one hand it could be argued that since CIA reads the employee
abroad and pays for the transportation of his dependents abroad, CIA should assume
similar responsibilities for the dependents as are assumed for the employe since
the hardship an the mpleyee is just as real in either case. On the other hand,
it could be argued that CIA sands the employee abroad and the matter of sending
the dependents is a question of privilege, with the Government paying the Gaper' es
of transportation if the employee desires his dependents with his. Having ex-
ercised his choice of having hit dependents with his, the rim of illness or in-
jury to the dependents have been ansosud.
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Reoea ationc Taking into consideration all factors, it is rsnuatt :?'
tint CIA adopt as a gosi, the provision of axdical care, hospitalization, toad
c naaxrsportat son costs in connection tbereeitb, for depsr4 nts of CIA ezmployeee
>.:??opting the cam stacdlntds for eligibility for etch benefits an are awlieabie
the crow of CIA mplayees under Public Lax 110. This won14 require legtalation
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~y .tflforraatiran
TAB D
Statement on Death Gratuity
PrJVlems To determine the advivability of including a Death
Gratuity among benefits provided under career service.
Definitions The term "Death Gratuityu applies to those death bene-
fits, non-contributory in type, which are designod.to cn.re
for burial expenses or provide financial benefits to s+.it-
vors prior to estate settlement.
"'acts: In the case of death reeul;ing from injur- or disease,
the Federal Fhployeee Compensation Act of September 7, 1916,
as amended, provides for payment to the representatives of
the deceased employee an amount not to exceed A4M for the
payment of funeral and buriel expenses,
Military benefits to beneficiaries of commissioned of-
ficers on account of active military, service include burial
payments in the event of death, and six monthet pay in the
case of death. '
Discussions Efficient administration of an Agency sponsored insurance
program will offset need for a death gratuity benefit. 'fie
current review of an insurance program will develop related
'facts.
Certain. menial conditions of service in this Agency
tend to delay the estate settlement process due to funds-
mental security considerations. This ocndition of service
supports the idea of ft gratuity. A rnmaontable amoutt would
be 3 or I months, pay effective inmiedi.ately on eerti.fi~a;::ion
of death by appropriate Agency authority.
However, to date; full death gratuity benefits (burial
expenses and six monthat salary payment to beneficiaries) are
provided poly under military career systems. Such a precedent
tends to rule against inclusion of this benefit in legisla-
tions supporting a civil career service.
Policy guidance an inclusion of career service death
gratuity benefits is. requested.
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1. qcr rat r tare >'01
Yaws o serviee ee lete4 on etire nt
may reentap "Wired to be 40postUd
lkwo period uteri ror. com ,nitt n retiree r
u ton r`ec * (perc*utqP o byre-perio
or each ye .r of tervi a c .
* au &,l rete of t etir at
civ
'a are s 3 of to i. ` atioa bar
7 t et~ati+~t p a C "rr
fire e.1, 6Q, ly, 15 to retire - %t
Do &tt fir more`t o 30 e
ie1 toucitiots diabt3,U.tyg ctieae
:tyri~.c tc + a.g,, ~ --aevtce:
+c .ty wo io
x-953
Tb eatab .i s t t ilt +~t"- reef, zue eta i rretion o 3ibaxa ~
i
tt bft
"Liber&34. tie ` Oes" **t ratiremmut r*rable
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 1. 1lbAnid zequirid sir be lo+rsrxt0t It to, pith or without
ZNwct:W* of psi sede yroporeion4te to y"o under specified
c cuJszas it is . n to
tScni wits %tr
(tis. tUty cons
tied to various .r"
3. squid uelttlix'ed {Ispo sibs be lsorsosedt
4. ba.e; be subject to correction if
sdef in which burs perio "na end is te? in-
.i.e., abesul rsiitrst psnonnel san in any protection
031" -s sri*sge ornts& stiil?setite person e].)t
5. SL tiuiat nCa, h L of nm-d.iaability retire sttt
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Rod temst? f o - Each yv
r he valantary re' At ages
at 'an t eall hfttl peat `oeould toe
eight ntha. ldttdiasg for eiUM
as at or city recof ea, s now occur-7n the case of vo
reset n ggas .of 160 and. 55
xne rotxcnn ng six
by amendm nts of
then specific legiala4t
extra-Agency inspection
special provision regacdiag e2nfloyeee engaged in in
Changes v oul.d be made by moaiifying existing factors
cases rathsr than by obanging the normal factors.
President to be unhealthful in 'ccord with Section 853 a the
foreign Sereica Act, the emplcyn voci3.d receive` credit for two
years of service.
Ce: fal
compi t.shed
Law rather
not require
the existing
tigations.
!'or each year of device abroad,
t for one and one-balf yearn of
dttng yoar of service under the
y, retirement
ot. reduce the
 e
Appropriate and ilde oats Leave stems The principal item causing
difficulties Is the cc0 go . on of leave for an employee stationed
abroad which he can take when returned to the United States for leave pur-
poses. the Foreign Service basically has the same leave system as all
other Government agencies, including CIA. However, superimposed on that
system is provision for accumulating one week for each four months of
service abroad, which leave can be need when the employee return to the
U. S. for the purpose of taking leave. The leave cannot be used for any
other purposes and is not considered in making lump sum payments for
accumulated leave,
There has been some effort by the Department of Defense to secure
similar leave tenefits for its components. However, no final action has
been taken anywhere in Government to obtain similar home leave for anyono
other than the Department of State.
Recommmendations That General Counsel's Office prepare apprcz~r'^~
legislation aiA'be assigned the responsibility, f;E continuing
secure, introduce, and obtain passage of this W.1. If CIA comes ur: with
a package Career Service bill, this item should be included. However, if
a long delay is anticipated, it is recommended that this,specific itau
SECRET
Security Informatian
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SUBJECT; Mutational Allowances to Employees
Serving Overseas
].. A staff study forwarded to the ADD/A 21 July 1953 by the
Personnel Director states that "The Agency has no formal policy nor
consistent practice concerning payaent of the costs of education for
the school-age dependents of overseas personnel."
2. Referring to a legal opinion on a particular case arising in
S8 Division it is stated in the study that "... The legal opinion
emphasises that there exists no specific authority for the type of
expenditure under discussion, that authorization for such disbursements
would be contingent upon the Director's approval, that it would require
a determination that such an expenditure is essential for the carrying
out of Agency functions, and that the term Ifunctiont refers to ex-
traordinary finctione of the Agency and has no relationship to'\Ithe
nsrmal. administrative or o rati problems *ich confront the
rdinia agency.
3. (a) The Military Services have authority to pay tuition costs
of dependents emir military and civilian employees at foreign military
I ~on;ta.
(b) The State D=Waent has been unsuccessful over a long, peri.sxl
of years in obtaining ongressional authorisation for payment of educational
costs for dependents of overseas employees. (Note, Although not clear her?;,
the study eleewbere suggests this applies equally to all State Departnw a!'.
"career services" ire., VS, FSS, FSR and "employees".)
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(c).Other Federal Agencies, Like State Department, are not
authorized to paiy encational costa for dependents of overseas employees.
(Notes 1. The study does not state specifically whether WS, C&(E, etc.,
are in>the latter category.
2. It should be ascertained whether the Forest Service, National
Park Service, Indian Bureau, Atomic btergy Contiesion, etc., are authorized
to pay educational costs for dependents of certain domestic employees, and
if s0, why.)
5. Post differentials are based on a variety of 'hardship" factors
but are paid as a percentage of the employee's salary without regard to
the presence of dependents, if any.
6. ras Bureau of the Budget has sponsored a committee (State, MSA,
Defense, CSC) to craft an. 'Overseas Civilian Service Act" to consolidate
and revise the laws relating to overseas and territorial civilian employees,
A sixth draft provides in pertinent parts
'(y) An education allowance or grant as fellows-
(1) An ailonnce to assist an employee
(a) to provide for the elementary and secondary
education of his minor depenieat*., including costa
of tuition, board and root,corre,ponderce courses
and related -costs;
(b) to transport his minor dependents, teravet?
adequate elementary and secondary educational.
facilities are rot avaii&blo at the prat at w!:i:n
he is serving, +o Lid fraw the nearest l.aeality
where such facilities are available."
It is represented as present feeling in the committee that only a
portion of the costs should be paid, possibly that portion in excess of
normal public school costs in this country. S
7. The staff study reeotends:
(a) Agency support of the general legislation, supra.
(b) Agency should not sponsor interim legislation for CIA alone.
(no bill, no hearings, no reports on the general legislation yet).
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(c) Agency, meanwhile,
1. Consider educational requirements ci dependents in
making assigomentej
2. Pey educational "benefits" only Then and in the measure
of excessive costs arising directly and necessarily out
of cover requirements,
(d) When authorised, the amount of payment to be determined for
each post as the amount in excess of normal cost by comparison with a standard
to be established as representative of the normal cost in this country per
child and educational level.
(a) When authorised, allowance should be made for each child of
educational age.
(f) All cans of educational benefits being received be reviewed
by the Personnel Office for compliance with these *regniremonte" and by
General Counsel for legality.
(g) That the Personnel Director be made responsible for authorizing
"requests." for educational benefits in accordance with these criteria and for
determining a standard cost of educating a child in this country.
8. It is suggested to the task force thatt
(a) An allowance for education of 'dnor dependents of employees
is a legititte goal for this Agency.
(b) Some legislative precedent exists (military services).
(c) Any allowance should extend to minor dependents, not merely
to children,
(e) t tabling legislation should to r_ constructed that any su
allowance would not be taxable as income.
(f) Factors considered in cowpuCing e1".owance should bed
1. Cenerally equivalent curriculum;
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2. Tydtion, board and room, correspondence courses
and related costs and
3. Transportation to and from the nearest locality
4 w::" generally equivalent curriculum is available,
(g) The Agency should support the general legislation if timely.
(h)' In the abeence of the general legislation the Agency should
include in any comprehensive legislative program of its own a provision for
educational benefits:
(i) The stated purpose of aaq such allowance should be to "assist"
the employee to provide for education, eto,
(3) Mutational 'benefits" arising directly and necessarily out of
cover requireaents are not benefits at all and are no more "allowance' to
an individual employee than is his office, desk, pencils, etc,
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Pte: At this point it is sufficient to list various alternatives open
to CIA in approaching. the problem of pay scales. Thse alternetives could
be listed as follows:
a. Retain the present G8 scale, CPC scale, and Wage-Board
V }
scale.
b. Adopt an entire nowschedule of pay scales, possibly
basing it on the Foreign Service :.ay scale.
D a. Adopt a procedure which would tie pay scales to the cost
of living index.
d. Assimilate present grades to military grades and adopt
O military pay scales.
As a. matter of background iriormation, CIA is specifically exsmpted from the
Classification Act applicable to Government generally. The scate3purpose fir
this exemption ras on the grounde.of security. Tn s:_:itten statements to the
.Bureau of the 3udge'L and the Civil Service Commission, the Director advised
that, as a matter of policy, CIA intends to e3mpl,}: witt the provisions of the
Classification Act insofar as possible, At the year !last, in order to eev!.-
ate from that stated purpose, it is believed tint .here would be re ui'ted ax-
tensive iustificai:ior to the Bureau of the Budget. It can be, argued tt'iai.
legislation would be et least desirable, if t:ot necesasr,.
At this time there will be ao detailed ctiscusrlor of r.llovsnee&. Thee
is a great deal to be said for following .erce.:nt Allowance' sch lu:zas esta-
blished by. other e.geneies, princiip.lty, the Department of State and
0 Service Commission. Adainistratively, they have thQ wach,irery 'or detE:: c^_n, ,Ig
the proper swounts of such a;.lowences, alrul it wrald seem :c to rJs. a?,, and Li-
efficient for CIA to lupli^_ate such mc:hin.ry. Depcrding on the tyT, of pay
schedules which e"entua..!.,y e.re to be sdattcad w, ell ,e tnf, typ of alloa?ancHa
to be conaidere3
Over the years there has teen cons'.dcrable liscrssion cn~cerr.ing the
basic concept of personnel ciassafieation. There ere some who ar,uc that the
Classification Act of 1949, which is based on tin evaluation of rospunsibil'
of the Job, is i.-adequate to msct the peculiar.needs of CIA, with pert,!'
reference to rotating 'et loyees from the United States to overseas p? and
return. It.`S.s been believed by many trst thct classification ehoab, oe made
of the individual and that, having quialifled.for a certain grade or rank, he
SPT
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slouid then carry that rank. on his shoulder, no matter what the position to vhici:
e is assigned. Some have argued e'ren that luct e.seignnentz rhoul-i be ra
c?c.;:t regard. to the cia.ssificat'..an of the position. Some of. the al arnatiice o,ea?x
in this connection can be listed as foi',ows:
at Retention of the iresent system.
b. Retain the.;~rese& system but pexnsit a certain, percantagz of
the established T/C's to be filled by individuals holding higher grades
than the positions,
c. The conferring of grade or rank on the individu,il as such with
demotion to come only for cause,
d. Retention of the present system insofar as classification of
jobs is concerned, Including retentioa of the 08 r-.tings, combined w th
the clear-cut concept of retention. of that rank or grade by the indivi-
dual except for cause.
In considering all of the above alter^ati"n, it ;.:, believed basic that ti.er:,
h.,_.ld be a. clear-cut statement and recognlti.r,n of the needs of C'A, In order best
to determine which e,yatew would fu]_.ill these -.=tndattons
for nhangee of the oresent system r_?ho:ld be based ox:, generalizations that some
other system woicld be more desirable or nwre fi.exfole.
Recoaxmeadatio-x: No over-all reeoimmendetion is made at this point on this
subject. ~The.`.tas#. S!orct.? does recommend specifical)y that CIA retain the present
('SS scale;' CPC scale, and N.ge-Board systems in view of trie many advantages acorn-
to such widely ttsed scales
SEURET
In oruation
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ant improv?mente.thr*ugh employee participation,
Under a career bert ce, itcentive.aarards are, and
will. continue to,bed desirable in, obtaining. agency roans
combining pro ision1 of the Classification Aet of 10,49
coveri superior socmplishment and efftci.etcy awards with
been Eprroved for the Federal Servim
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Daily exempted--to establish psr,Cofmanee rating program for evaluating
the work perfcri tcv of employees. The Act provides that "no officer or
employee of, any department Abell be given a performance rating, regardless
of the name given to such rating; and no such rating shall be used as a
basis for any action,, except under a pertonsnce rating plan, approved by
the Civil Service Coaanistlon as confol ng :with the rsquireaents of this
such personnel actiore on promotions, in-grade pay advancement; and separa-
tions. Personnel *%-:.uarions are indispensable to any systemattc Program
of career planning em: development. of individual officers and employees.
CIA is included und4rr the Performance Rating Act of 1950 (Public law
873 81st Congress} which requires Federal agencies--except those specifi-
13 August 19-3
Personnel Evaluation: In a career:system, a regular procedure for ob-
taining personnel evaluations constitutes one of the principal bases for
agencies covered by the Act. 'Alto the Commission has never made such an
investigation, there is a c natant,possibility that it may do so at a future
,
and the career Service Cos nitte0 have all agreed that t'ns provie c;f the
Act could not be harmonized with the security reiuiretleentsat CIA. The
main issue involved is.the maategita the Civil Service; Commission to is
spect. Agenoy.administration of whatever plan of evaluation, is adopted. 'The
Comaission construes that as requirias it to make internal audits within
the General Counsel, the Deputy Director (Aaministratiou.),
In the past
to all of the requirements outlined in the Performt-ee Asti. Act. When
0-1 4-
perience my point outlthe need` for revision, the present evaluation
procedures represent & :system which was specifically ~tesreloped in response to.
the kind of rating system conteAg+aa uy ' Iw .,~,~.. -? - ,
meet the Agency's car service cogs n objectives. Although aonlwicnal ex-
In going along on` its own to set up an evaluation aye`?ag whte9
 Recou ndition: That the Gener't2 Coupsel be-asked to include in tte
Ageac7's legie7Ative program a request tk*t CIA be lx6Mted from the Per:orm-
ate Rating Act of 1950. In order to imn sufficient fleaxibility to establish
evalue.tior, programs tettlch are respanaive to Agency requires ttsx reseft aud
fu?t?lrt, it is Earths~' recomtsended, that to apeeifle,provisicxts regarding evalua-
tSon methMe be written tto 3.avr.
 Sm ` ,e
Securrty '. oimstioa
Hardship Poste
1. The personnel of CIA serve in many different geographic locations
throughout the world. It is recognised that some of these locations are
more unsatisfactory than others in terms of such factors as health,
sanitation, standard of living, olimets, and recreational and educational
facilities. In a career service, it is recognized that a career officer
may be called upon to take his share of duty at less desirable posts as
well as those more desirable. Some locations have been classified as
hardship posts by the Department of State. It is believed that the Agency
should continue to recognized the existence of different types of hardship
posts and should make adequate special allowances for service in such posts
by means of specific benefits, privileges or emoluments. The degree of
reward or compensation may be adjusted to the degree of hardship experienced
in the post. Compensation for service in such posts might be made through
such adjustments asr
so Shortened tours of duty*
b. Increased credit toward retirement.
c. Special provisions for home leaveo
d. Special monetary allowances.
2. The Department of State has developed yardsticks or criteria to
be applied to any given post in order to determine the degree of hardship
experienced by personnel who serve there.
3. In many instances, CIA personnel and State personnel serve in the
same geographic locations. It is believed that the State Department criteria
are generally satisfactory, and that the results of the application of these
criteria are adequate for CIA needs. These same criteria may be applied by
CIA at those posts which the Department of State has not evaluated, and the
results would be satisfactory for Agency. purposes,
4. The Agency has adequate authority to provide CIA personnel with
adequate special privileges and allowances at hardship posts, regardless of
considerations of cover. There is an exception to this conclusion, namely,
special accelerated retirement privileges adjusted to degree of hardship,
It has been agreed that special retirement privileges will be reviewed by.
the Task Force but as a part of its recommendation with respect to a
complete retirement plan for the Agency,
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 A.
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S-S=G-R-F-T
Seour3L'y WOFMlion
5. ltt sunnarys the CL has an acceptable method for determining
the hardship aaperienced at foreign posts. It also has authority to
either alleviate or compensate for hardship experienced at such poets
with possibly one exceptions ieh will be covered in other recomsendattad
of the Task Force. It mqq be conoluded;thats in generals CL needs no
epecid legislation to solve the problems created by the aadatenoe of
hardship posts,
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13 August 1953
1 waa.v w.r ** ~-.
concern s particular point. Some have felt that the concept implies
ability to order civilian eagalopes of CU to be available at all time,
day or night, to go to. any place. where ordered, others have felt that the
purpose to be served by adopting such a concept would be to confer additional'
benefite in the medical field. Still others have believed that such a con-
ceptis necessary for people considered' as career intelligence officers
dedicated to their profession. An incidental point involved here would be
the possible elimination of avertima and night differentials,
long. as CIL people are p.Plllana TA'pay, uxe yrA.u.:ayw+ yr+v... .... -v ----
legislation would be statutory recognition of the obligations assumd by
the Careerists. Howerer,?no 1e8auy enforasable action could be taken.
There will not be considered have the medical benefits aspects of this
problem,.since that is more properly lacluded in Tab A. The matter of
elimination of'overtiae and night dUfsrentials, it is believed, acre pro-
perly could be considered under the general olassificaticn of parr and
classification. That leaves the more nebulous concept of having Careerists
available at all times to respond to-the needs of service. This, it is
suggested, could very possibly be the subject of legislation in any package
career service progra? for CL. In writing such a bill, it would seem
highly desirable to place obligations on Careerists, as it would provide a
Rg ommandatione It I :,. recces ended that ssgislatIAm be drafted to
establish the; concept that a Careerisiis is fleet to orders at all times;
- . . i . -- -.__e.. .... A M 4ha na_Aw nk nit for duty at
sy r~ua i+w..
orders, but this may as g03.ng. LO! AL u?'
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r VIMbO
 i
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S+E-CwBT
Secant` foinmtian
5. It is recommended that a Board (perhaps the about-to-be-
established Selection Board) be made responsible for final review and
recommendations to the Director concerning all proposed separations of
career engtlayoes. This review should inoiuV voluntary as well as in.
voluntary separations and should foilov essentially the ease principles
as those proposed for the selection of career employees. In other words,
both the entering and the leaving processes would be handled" an a
responsibility of the Director, in essentially the same way and with
.reference to essentially the same principles,
6. This Board would be advisory to the Director and it would recommend
to the Director, in each case, the final selection of individuals for
aCareer Status" or their separation from 'Career States". The appointment
action or separation action would be signed by the Director and authen-
ticated by the Personnel Director. The Board would have stature com-
parable to a military seleotiar board or to the Board of Examiners of
the Foreign Service.
70 while the framework of the procedures for accomplishing these
cb4eetives should be spelled out in the legislation, the decisions
resulting from these procedures east be subject to no repeat no review
outside of the CUA unless they be subject to review Nk by tSe National
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S-E-C-R--E:eT
Security 3hT'oimaaion
Reduction in Force and Appeals
1, It is the intent of CIA to carry out established Federal
policies in the conduct of its personnel affairs, However, for
security. reasons, the Director must have authority to conduct the
personnel affairs of the Agency without such affairs being subject to
review by officials or organizations outside of the intelligence family,
2, In order to carry out the above intent, the Agency would estab-
lish principles and procedures to:
a. Provide a mechanism to accomplish equitable and
orderly reductions in its personnel force as required, This
mechanism would recognize the basic principles of Veteran's
Preference in the Federal Government; The collaboration of
the Civil Service Commission should be sought in arriving
at an appropriate RIF formula, The formula would be estab-
lished by statute and may or may not coincide exactly with
current provisions of the Veteran's Preference Act, depending
on the peculiar needs of CIA. CIA would administer its RIF
program and might make periodic non-statistical reports to
the Civil Service Coninission, Individual cases would not
be reviewed by the Civil Service Commission but might 5""e
reviewed by a civilian board, perhaps under the National
Security Council,
b, Provide a mechanism for the orderly and equitable
consideration and processing of individual adverse actions
within the Agency, Such a mechanism would recognize estab-
lished principles pertinent to civilian Federal personnel in-
cluding Veterans, The Director's decision concerning adverse
actions including separations aliall,be final. This principle
should be modified only if a review by NSC or some secure board
is adopted,
c, Provide a mechanism for the orderly and equitable con-
sideration of all appeals initiated by Agency personnel according
to the present appeal rights employed by Federal civilian personnel
including Veterans, This mechanism should limit such appeals to
consideration within the Agency and the Director's decision on'
all matters including Fair Employment, Loyalty, etc,, shall be final
unless on review by NSC or same secure board is addptede
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S-E C-ReEST
Seourlty Sn aFmition
3o if it is found desirable to provide some outside review of
the Director's decision on personnel affairs, such review should be
centered in one place within the intelligence family. Consideration
should be given to the establishment of an appropriate board for this
purposso The members of the board might be appointed by the NEC and
be composed of outstanding persons of unquestionable Integrity**
possess a broad understanding of the Agency's activities and personnel
affairs.
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06
Problem: To examine factors relative to an Agency personnel
reserve program.
Facts: Personnel reserve programs have proved effective in
augmenting the military, public health and foreign services
during periods of national emergency and for services re-
quiring special skills and knowledge.
Augmentation of the Agency mission in periods of
national emergency and Agency requirements for certain-
specialized skills or knowledge can be accomplished
through a reserve prograa:,
In any consideration of a personnel management
system identifying the individual rather than the po'i--
tion, limitations by statuteron the number of ins{.viua7s
in the system dictate establishment of a reserva.
Discussions A successful reserve program is conditioned or built
on assurances that individuals in that reserve receive ade
quate and scheduled training and that the Agency has first
priority on an individual's services. The reservist, in
turn, should have re-employment rights to the maximma degree
possible.
While a reserve program can be made applicable to ary
personnel management system. ..experience in operation of i.,he
Foreign Service Reserve is appropriate to this dir'ussion:
Foreign Service Reserve officers are appointed or
assigned by the Secretary of State for non-consecutive
periods of not more t"%an four years each. Reserve officers
may be assigned either from. other Government agencies, ssub-
jegt to the' approval of the heat. of that cgency, or appointed
fr;r private life. They must Yave outs:,an+iing qualifications
of a specialized character. They may bs tratsfirrre-x from cr
post to another by the Secretary as the interests of the
vice requLre. They are appointed or assigned to ary c'
e,
f
tw
ic
i.ce o..
six --lasses corresponding to those of Fo:sign Se
appropriate to their age, qualifications, and experience.
SECRET -'
swwkv la
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NUpon the termination of the asoignment of a
Reserve officer assigned, from any Government tgerty$
one' person shsll be entitled to reinstatement in
the cotersaent agency by which be is regularly em-
ployed in the Oft* position he sacts[,ied at t1e time
of assigrrenti or; in a corresponding or higher posi
t;ion. Upon reinstatement he shall receive the witasin-
grade salary advancements he would have been entitled
to receive had he remained ht the pceition in w":soh he
of the Classification Act of 1923, as amended, or any
corresponding provision of law applicable to the posi-
tion in which he Is serving. 1i certificate of the
quired for the efficient oonduc#'of the work the For-
eign Service shall satisfy arv requirements as to the
holding of minimum ratings as a prerequisite to the
receipt of such salary advancements.%
clusionss Precedent,has established the need for legislation to
While on active duty they receive the same pay, allw -
antes, privileges, and benefits accorded to Foreign Service
officers And may, whenever the Secretary of State deeds it
necessary, some in a diplomatic or consular capacity after
being commissioned by the President, by and with the advice
and consent of the Senate., Normally, Reserve officers, due
to their specialist background, are attaches and specialize
ineconanio, cultural,,.ag_ricultural$ or other types of work
requiring experience and special training. They partici-
pate in the Civil Service Retirement System.
The significance of reinstatement rights under a re-
serve program is made clear by the following quotation from
The Foreign Service Act V 19461
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Part C Se t':-et^ Rose"_-We Officer's
"In accordance with the terns of this Act and under such
regulations as the Secretary shall prescribe, there shall be organized
ans. maintained a Foreign Service astern, referred to hereafter as the
Appointments and Assigtments to the Reserve
S. 522.
w Whenever the services of a person to is a Citizen of the
United Stst as and who has been such for at least five yews are required
by the Service, the Secretary afsy
(1) appoint as a Reserve officer for nonconsecutive
periods of not more than four yews each, a person not in
the ample ,y' of the Goverment whom the Board of the Foreign
Service shawl deam to have+ outstanding qualifications of a
specialized character; and
(2) assign as a Reserve offices for nonconsecutive
periods of not mere than four years each a person regularly
eraployedin any Government agetrcy, subject, in the case of
an esloyee of a Goverment agency other than the Department
of State, to the ocprsent of the head of the agency concerned."
Appointment or Assignment to a Close
sec. 523-
"A Reserve officer, appointed or assigned to active duty,
shall be appointed or assigned to a class and not to a particular post,
and such or, officer may be assigned to posts and may be transferred from
one post to another by order of the Secretary as the interests of a the
e saw'
Service may re!uire. The class to which he shall be spp
ahat:J- depend on his age, qualifications, and experience.'
Ceamttissions
Sec. 524.
1Wheatever the Secretary'atall deem it in the interests of the
Service that a Reserve officer shall serve in a diplomatic or consular
i nd rier1
capacity, he may recomtezd to the President that such officer be by
ao a diplomatic or consular officer or both. The President mays
with the advice and consent of the Senate, commission such officer ae L
dim] omatic or consular officer or both, ir.. d all official acts of such in
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itder h ,U'?om:'tc O_ CCrlel!l:1r eomrisa.ior "hall
be F ":":1n"2t :!,'nde"11 ?Y3 : ?;Ut}E"`drt.Wior. as as diplomatic or L n:' #f' cf fioer?
In all other cis'-, aprcpriate rank and statu.?, ana.e c.zs t,:, tniat of
Foreign Service off ices s ersaged in tic rk of oor, arable impcrtrc.e ahpa-.
?-e nrovided to pafl it Reserve Officera to carry out their dnttes
ecretary shall by 7regulstkc a define the period dxi.rg
of4icer shall be eomider^.d aan ruin; mi active duty.
reguiattnns which t e Secretary inn preeedz,gs r wv+ .L . th a,. s a,~
.
abrregponding or ghee position. Upon rei rtatement he shah rexce.ve
the within-grade a s4vr ace eute; he wsruld have been anti' led t^+
rettnstatement? in 1f} a Cio*raxZPsa agtcy by,Uhith he is rt*gul sly e+tjleyed..
ti he oeeupiad at the tune of aisiginertt, or in a
in the name prexi
ed,, 528.
ahemded, er &kr co eapealldirpg praviston ?
monk: of the For.tga 8erriee and rime shall have beat in a given, class for
a. ooctinaons period of nine months or acres shall., on the first day --r
each fiscal year, relive an increase in salary to the next higher :ct&
for the class in tab he is stirring. The Mrrstary is authorised to
grant to a Paroign Service affioer or a Reserve officer, in sz' claw,.
additional inersans in salary within the salary rwmpe established for :a r
class in ethich he i;.= nerving, based upon especially meritorious serrice."`
 1946 provides excellent exsn pies. It As be:
Service 'pvograa is prey' mt.ad to,Conrasas s