A QUICK ANALYSIS OF THE HAY STUDY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83M00914R002400160020-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 21, 2016
• Document Release Date: June 17, 2008
• Sequence Number: 20
• Content Type: REPORT

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A "Quick" Analysis of the Hay Study
State Dept. review completed.
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1. TOPIC
An analysis of the Hay Associates "Study to Assist the Department
of State in an Evaluation of the Compensation System of the United States
Foreign Service." 0
II. BACKGROUND
A. Hay Associates was contracted with to assess Foreign Service jobs
as to corn.ent, comparability with other Federal positions, linkage with the
General Schedule pay/grade classification system, and to propose a Foreign
Service (rade System.
B. it applied "Hay Job Evaluation Techniques"to determine the
relative job content of selected Foreign Service positions, domestic and
overseas, arid the relationship of Foreign Service work and pay, both within
the Department and to other external employers, including the U.S. Civil
Service. By data collection and statistical analysis techniques, it
determined that the historical linkage with the General Schedule pay/grade
classification system was no longer appropriate and proposed a new linkage
system and pay scale. 0
C. Ultimately the Congress approved the study's concepts and a new
Foreign Service Pay Scale which resulted in an average salary increase of
9.6 percent.
D. In its study, Hay Associates acknowledged (page 27, Volume I)
..The impact of overseas service is necessarily and properly felt by the
entire Foreign Service and for this reason it is most appropriately addressed
by the grade/pay system. This concept will be developed in the Proposed
Grade Structures section of this report." The consultants noted that the
State Dept. review completed.
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content to context of overseas service (meaning the difficulty associated
with maintaining a mobile service operating under stressful and less than
secure circumstances) should be about 15 percent and made as "...an incremental
addition to the Foreign Service grade/salary structure..."
III. DISCUSSION
A. The Foreign Service Pay Scale (FS) resulted in the following sample
linkage changes.
1. FSO-3 (now FS-1) jobs were found comparable with GS-15 rather
than between GS-15 and GS-14 as was the historical linkage.
2, FSO-4 (now FS-2) were found similar to GS-14 rather
than to (sS-13 as was the historical linkage.
3. FSO-6 (now FS-4) were found comparable to GS-11 jobs rather
than to GS-09 as was the historical linkage.
4. Similar linkage changes were made between FSS and lower
graded GS grades.
B. In using its "Hay Job Evaluation Techniques" points to establish
points for the Civil Service job samples in the General Schedule to prove
job difficulty, Hay relied upon prior studies (1976 Civil Service Commission
study and the 1975 QRMC study). Points for the Foreign Service jobs upon
which the linkage was based were determined during the State Department survey.
As CIA jobs were not included in either study, the application of the "Hay
Job Evaluation Techniques" to CIA jobs, particularly overseas might indicate
that the CIA jobs rank higher in point count than the normal General Schedule
positions.
C. Hay documented (pages 1-4, Volume I) peculiar requirements of
the Foreign Service all of which could be applied to base positions within
CIA. This lends additional credence to the long-held belief that CIA
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positions are more similar to Foreign Service positions than to normal
IV. CONC[,,USIONS
A. The impact of overseas service finding by Hay Associates can
be applied equally to CIA positions overseas. It appears this finding
and the addition of a 15 percent factor were included in assigning "points" to
Foreign Service jobs. This 15 percent factor might apply equally to CIA
jobs overseas.
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