AGENDA FOR THE 20 JANUARY 1983 EXECUTIVE COMMITTEE MEETING: SIS PAY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP85B01152R001001300006-9
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 9
• Document Creation Date: December 21, 2016
• Document Release Date: June 13, 2008
• Sequence Number: 6
• Publication Date: January 14, 1983
• Content Type: MEMO

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EXCOM 002-83
14 January 198
MEMORANDUM FOR: Executive Committee Members
xecu 7ve Assistant to the DDCI
Agenda for the 20 January 1983 Executive Committee
Meeting: SIS Pay
The Executive Committee will meet on Thursday, 20 January, at
1400 hours in the DCI Conference Room to consider the attached SIS
pay options. The Director of Personnel developed this paper in
response to employee concerns regarding the ramifications of the
raising of the pay cap in December for lower level SIS employees.
Attachment
Distribution:
1 - DDCI
1 - Executive Director
1 - DDA
1 -DDI
1 - DDO
1 - DDS&T
1 - Inspector General
1 - Comptroller
Al n- ^ -----
1 - D/Personnel w/o att
Regraded Administrative- SECRET
Internal Use Only when
separated from Attachment.
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SIS Pay Options
1. BACKGROUND:
A. The raising of the Federal Pay Cap on 18 December 1982 to $63,800 for
General Schedule employees and to $67,200 for members of the Senior Service
has caused a pay disparity whereby some employees at Senior Intelligence
Service (SIS) -1 through -3 could be earning more salary dollars had they not
been pranoted to or elected conversion into the Senior Intelligence Service.
Also, the upper ranges of the GS-15 level (steps 7 through 10) presently earn
more salary dollars than those employees at the SIS-1 through -3 level who may
be their supervisors. (This is not a unique situation; officers on a fast
track traditionally have earned less than supervised employees who have been
in grade for a lengthy time.) Of the^ SIS-1 through -3 officers presently
on duty,[I were at the GS-15, step 7 or above level at the time of promotion,
would be earning more salary dollars had they not converted to the SIS but
remained frozen at the last Supergrade or Scientific Pay Scale grade held, and
of the present SISers could be earning more salary dollars had the Agency
remained under the General Schedule. Thus, Lipercent of the SIS-1 through -3
.could be considered penalized for having joined the SIS and percent could
be earning more salary dollars each pay period had the Agency remained under
the General Schedule. Conversely,E] percent of the SIS-1 through -3
officers have earned more salary dollars by virtue of being members of the
SIS.
B. In October 1979,
the Director of Central Intelligence used his
authority to establish the Senior Intelligence Service. Men informing
concerned Committees in Congress, the Office of Management and Budget, and the
Office of Personnel management of this fact, the Agency acknowledged that the
SIS would follow the general purposes and principles provided for in the Civil
Service Reform Act of 1978 which established the Senior Executive Service
(SES). As pay rates for members of the SES were established, they in turn
were adopted for members of the SIS. However, no commitments were made to the
Congress that changes in the rates of pay of SIS and SES necessarily would be
linked (see Attachment A). In addition, the General Counsel has opined that
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the Agency has its own authority to set SIS pay rates,
laws, pursuant to Section 8 of the CIA Act of 1949, as
notwithstanding other
amended.
C. In view of expressed concerns over the disparity outlined in A above,
a series of options are presented in paragraph 2 of this paper for management
consideration
2. DISCUSSION OF SIS PAY OPTIONS:
A. Create SIS within grade steps to alleviate disparity between the GS
and SIS rate structure. The following chart reflects SIS steps at the SIS-1
through SIS-4 levels geared to the GS-15 step increment of $1,618. (This is
one example. Fewer steps or larger increments may be possible.)
SIS Within Grade Steps
(0 7, 02 o,D
~Sab-vo
4. -/, IRS 63'
4, -/ i IS"~. 6
G 3,*6
56
65,418
63,133 64,751
60,848 62,466 64,084
58,563 60,181 61,799 63,417
? Provides pay increase for GS-15's , steps 7 through 10, promoted
to SIS-1.
? Graduated increases at all SIS levels provide pay adjustment for
officers in relation to where they would have been at GS-15 , SG
or SPS level.
? Provides opportunity for pay increase for -1 and -2's having no
opportunity for promotion.
? Because SIS and GS pay are linked, future pay adjustment for GS
would be equitably related to SIS.
? Cost is less than if all SIS-1 and SIS-2 were moved to the SIS-3
rate.
? Eliminates retained rates.
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Cons
? Defeats the performance oriented concept of the SIS.
? The high steps of SIS-l, SIS-2 earn more than the next higher
grade.
In a number of cases officers promoted into and within the SIS who
were at the lower GS-15 step levels have already realized windfall
salary increases resulting from the GS/SIS rate spread and
elevation of the SIS pay cap from $50,112.50 in FY-79 to $67,200
in FY-83. F-I
B. Establish a separate Agency SIS pay scale that would eliminate pay
disparity in relation to the current General Schedule rates. This option has
been recommended by the General Counsel (see Attachment B):
1
$56,945
$63,215
2
59,230
63,786
3
61,515
64,357
4
63,800
64,928
5
65,500
65,500
6
67,200
67,200
? The SIS-1 rate is one hundred dollars above the GS-15 step 10 rate
of $63,115.
? SIS-1 through SIS-4 realize an increased rate of pay.
? These revised SIS rates enable retention of the SIS hierarchial
structure providing monetary recognition for increased
responsibility.
Cons
? The increased cost may be prohibitive. Fbr example, GS-15
promotions to SIS-1 this January would result in an increased cost
of (see Attachment C). This does not take into
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consideration the cost of promotion within the SIS. Conversion of
all SIS officers to the revised pay scale will cost
(see Attachment D).
? Pranotion fran GS-15 step 1 to SIS-1 would amount to a salary
increase of $14,662 while an officer being promoted from SIS-3 to
SIS-4, (Office Head or DO Division Chief) would only realize an
increase of $571.
? Could we sell a separate SIS pay structure to Congress and OMB,
and, if so, how long would it take before we could implement these
rates? The 9.6 percent interim overseas differential action
resulted in lengthy deliberations with CMB and the Hill.
If the President is recommending a freeze on Federal, military and
civilian employee salaries, would it be politically wise to
request an exception for a small segment of CIA employees?
? In a number of cases officers promoted into and within the SIS who
were at the lower GS-15 step levels have already realized windfall
salary increases resulting from the GS/SIS rate spread and
elevation of the SIS pay cap from $50,112.50 in FY-79 to $67,200
in FY-8 3.
C. Elevate SIS-1 and SIS-2 salaries to the SIS-3 current rate of
$61,515.
Resolves pay disparity for all those officers who would have
achieved the GS-15 step 9 pay rate of $61,947 or the GS-16 step 3
rate of $60,741.
Adjusts pay for the majority of the SIS officers effected with
increase in personal service costs less than the
increase cited in option B.
? Officers who would have been at the GS-15 step 10, GS-16 step 4,
GS-17 and higher SPS levels continue to remain behind the rate
they would have achieved.
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No pay distinction at the SIS-1, -2, or -3 levels recognizing
differences in level of responsibility or program management.
D. Retain the recently approved SIS pay structure and policies affecting
SIS pay such as pay retention for GS-15/7 - GS-15/10 officers promoted to SIS-
1.
? SIS is a separate and distinct system fran the General Schedule
and includes benefits such as: unlimited accrual of annual leave
with lump sum payment at retirement, eligibility for rank stipends
and performance awards, and sabbaticals. This system also
includes an element of incentive in that excellence in performance
is rewarded and results in greater total compensation than the
effect of realizing GS longevity increases.
Establishment of the SIS pay cap at $67,200 versus the GS pay cap
which is limited to $63,800, is an indication that the SIS is the
Senior Service. Future cost of living adjustments will permit the
lower SIS levels to rise above the GS capped rate of $63,800.
? Historically, the General Schedule grades have overlapped and
currently a GS-15 step 10 ($63,115) earns more than a GS-16 step 4
($62,639). This condition is similar to the overlapping pay rates
between GS-15 step 10 and the first three SIS pay rates.
The majority of our GS-15 officers pranoted to SIS-1 are between
the GS-15 step 2 and step 5 pay rates. The following comparison
depicts the monetary gain for these officers when promoted to SIS-
1 at the current rate of $56,945.
GS-15/2
$50,171
SIS-1
$56,945
+ $6,774
GS-15/3
51,789
56,945
+ 5,156
GS-15/4
53,407
56,945
+ 3,538
GS-15/5
55,025
56,945
+ 1,920
GS-15 step 7 through GS-15 step 10 are authorized pay retention
when promoted to SIS-1.
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Officers at the GS-15 step 7 level ($58,261) and above who were
promoted to SIS-1 will not receive a base pay increase for
expanded duties and responsibilities.
? Approximately 62 percent of the officers who converted to SIS or
who have been promoted into the SIS are currently earning less
salary dollars than had they remained supergrade, Scientific Pay
Schedule (SPS) or GS. F-1
E. Provide the option of permitting officers to revert to the previous
supergrade, SPS or GS status they would have realized had they not achieved
membership in the SIS. This would be a "one time" irrevocable option that
would permit each SIS officer to decide the merits of his or her individual
case. The same election would be offered to GS-15 officers approved for
promotion.
? The immediate result would be to adjust pay upward to the GS rates
that the officer would have achieved had he or she remained under
the GS or SPS pay scales.
This option would be consistent with the original SIS membership
option to join or decline membership in the SIS and is similar to
the one time option to elect coverage under the CIA Retirement and
Disability System (CIARDS).
? Retains the integrity of the SIS system as constructed.
? Allows officers to decide for themselves which system, GS or SIS,
is best for them.
Officers reverting to the General Schedule would:
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? be limited by the GS $63,800 pay cap versus the $67,200 SIS pay
cap.
? no longer be eligible for the accrual of unlimited annual leave
and lump sum payment for that leave at retirement (Prospective
changes in retirement legislation may make this annual leave
entitlement more attractive in the future.).
? no longer be eligibile for rank stipend or performance award
consideration.
? no longer be eligible for SIS sabbatical opportunities.
3. RECOMMENDATION:
A. It is recamnended that the SIS principle of linking job performance
evaluations to opportunities for performance awards and stipends based on
individual excellence be reaffirmed by retaining the recently approved SIS pay
structure and policies affecting SIS pay (Option D).
appropriate Supergrade range or retain their GS status (Option E).
B. However, if pay disparity concerns are of sufficient magnitude to
warrant change, it is recammended that present SIS members and future
promotees into the Service be allowed a one-time irrevocable election to
either remain in or enter the SIS as presently constructed, revert to the
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