EMPLOYEE COUPLES POLICY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP87M00539R002504140012-0
• Release Decision: RIPPUB
• Original Classification: C
• Document Page Count: 62
• Document Creation Date: December 22, 2016
• Document Release Date: September 15, 2009
• Sequence Number: 12
• Publication Date: March 29, 1985
• Content Type: MEMO

ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
MAR 2 9 1985
MEMORANDUM FOR: Executive Director
VIA: Deputy'- Director for Administration
FftCJM: Robert W. Magee
Director of Personnel
SUBJECT: Employee Couples Policy
REFERENCE: Memo fr D/OP to ExDir, dtd 19 March 85, Same Subject
1. Action Requested: That you approve recommendation five in the
attached memorandum on Employee Couples.
2. Background:
a. I understand your concern that superficially it appears that we
are willing to adjust a tour of duty up front at the time of assignment
(recommendation four), but not at the end of a tour by allowing a return short
of tour (recommendation five). Our rationale is explained below.
b. We are trying to maintain the integrity of the Service Abroad
Agreement which obligates the employee to serve a specific tour of duty.
Recommendation four does so by allowing a non-standard tour to be established
in accordance with current regulations at the time of assignment. This will
permit most couples to complete their tours and return together.
c.' The intent of recommendation five regarding short-of-tour returns
is to ensure that the short-of-tour return of one member of the couple does
not guarantee an automatic short-of-tour return for the other. The message we
want to leave with employees, both married and single, is that receipt of
certain benefits when assigned overseas as an individual employee carries with
it certain obligations regardless of marital status.
d. In actuality, many requests for return short of tour with a
spouse would be approved. For example, when one party is PNG'd and the
remaining spouse is ostensibly at post as a dependent, it would be extremely
awkward to have him/her remain at post alone. On the other hand, there will
be cases when a station or base would be seriously disadvantaged if both
ADMINISTRATIVE - IINAL USE ONLY
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
? ? " - t L.I1 1.LV 1J.1. t11 V1i - 11V 11:~~1VC11J VJL \JNLJ.
STAT
SUBJECT: Employees Couples Policy
employees leave together short of tour. Career Services may find themselves
with sufficient justification, and appropriate circumstances which dictate the
need to have one of the spouses remain and we feel it would be imprudent to
deny them this option.
STAT
(-1/
STAT
ve Director
STAT
I-
2
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
SUBJDC': Employees Couples Fblicy
employees leave together short of tour. Career Services may find themselves
with sufficient justification, and appropriate circumstances which dictate the
need to have one of the spouses remain and we feel it would be imprudent to
deny them this option.,
7s/ Robert W. Magee
Robert W. Magee
t4a ry E Flf fet
1 APR 19$3
Deputy Director for Administration
STAT
Ea u ive irecto
STAT OP/P&RS, I(29Mar85)
Distribution:
Original & 1 - Adse (to be returned to D/OP) w/att
1 - ER w/att
1 - DDA w/att
1 - D/OP w/att
1 - DD/PA&E w/att
1 - C/P&RS w/att
1 - Subject w/att
1 - Chrono wo/att
2
ADMINISTRATIVE - INTERNAL USE ONLY
0 3 APR ?985
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
CONFIDENTIAL
MAR 19 1985
MEMORANDUM FOR: Executive Director
VIA: Deputy Director for Administration
FROM: Robert W. Magee
Director of Personnel
SUBJECT: Employee Couples Policy
1. Action Requested: That you approve the recommendations contained in
paragraph three.
2. Background:
a. We have completed a review of Agency policy on employee couples
and are recommending some changes which will facilitate dual assi is for
employee couples; simplify procedures
policy when feasible. We tried to resolve problems within existin
authoritie
Background information and the rationale for these recommendations are
contained in the attached "Report on the Assignment of Employee Couples and
the WAE Spouse Program."
b. These recommendations were coordinated with the DDA, DDI, DDO,
DDS&T, the Chairman of the E Career Service, the Inspector General, Office of
General Counsel, and the Federal Women's Council. The response was very
favorable. Concurrences were received on all recommendations with one
exception. The DDI disagreed with recommendation six based on the belief that
the employee should be the grade of the position. We believe that the use of
the PRA concept will eliminate the numerous complaints and grievances which
have resulted from inconsistent application of using the grade of the
position. The proposal is also in accordance with the Agency's rank-in-person
concept.
Recommendation One: Each employee who is subject to field assignments
and who wishes to be considered for a dual assignment with his or her Agency
spouse should submit a written statement indicating:
*The page numbers after each recommendation refer to the rationale given in
the attached report.
25X1 UNCLASSIFIED WHEN SEPARATED
FROM ATTACHMENT CONFIDENTIAL .
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
25X1
25X1
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
UAYIIt1N1'1Al,
SUBJDCT: Employee Couples Policy
? that the employee will or will not pursue his or her
own career, even if at a different post;
? that if necessary, the assignment of one member
should take precedence over the other (if applicable);
the assignment preference for each;
? and including the. signatures of both employees
(pp. 7-8). (Attachment D of the Report on the
Assignment of Employee Couples provides a suggested
outline.)
Approved U,' Disapproved ( )
Recommendation Two: Wen the identified field position is a lower
grade than the employees allow a PRA not to exceed two grades (pp. 8-9).
Approved (
Disapproved ( )
Recommendation Three: When a position will become available within
60 days of an employee's arrival at the station, the assignment may be made
prior to departure from Headquarters and annual leave and LWCP allowed during
the interim. Overseas pay should be allowed, if the employee is otherwise
qualified (pp. 8-9).
Approved (z Disapproved ( )
Recommendation Flour: A non-standard tour should be considered for
one member of an employee couple when joint assignments are identified but are
not concurrent (pp. 8-9).
Approved V Disapproved ( )
Recommendation Five: Spouses who travel on their own travel orders,
sign a Service Agreement, and receive allowances in their own right incur an
obligation to complete their tour. Requests to return short of tour to
accompany a spouse should be processed on the same basis as other requests to
cut tours short and approval should not be automatic (p. 10).
Approved ( ) Disapproved ( )
i,K
r .-( 7`' ?,,ter
70,~ ~L-- -*--Y--
CONFIDENTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
CONFIDENTIAL
SUBTEXT: Employee Cbuples Policy
Recommendation Six: The following policy should apply when employees
who are present in the field under the auspices of the WAE Spouse Program are
reactivated on either a full-time or part-time basis:
(a) When employees' grades are. equal to or lower than the
grade of the position or requirement, they should retain
their grade and step.
(b) When employees' grades are higher than the grade of
the position or requirement, they should retain their
grade/step if it is within two grades higher than the
position or requirement.
(c) When employees' grades are more than two grades higher
than the grade of the position or requirement, they should
be downgraded to no more than two grades above the position
or requirement, and their salary ould determined in
accordance with existing rules in for changes to
lower grade including:
? employees will be paid.at the highest step in
the lower grade that does not exceed their
existing rate of compensation;
? except that the higher of the two steps may be
used if the compensation in the higher grade
falls between two steps in the lower grade.
In all instances, employees would be eligible for promotion and within-grade
advancement in accordance with existing Agency rules and procedures.
(d) Intermittent employees should be paid at the rate of
their grade if working in their career field, otherwise
they should be paid at the rate of the work performed
(pp. 10-12).
Approved (!rj Disapproved ( )
Recommendation Seven: Ckice a policy is determined, a statement of
the basic benefits and allowances should be included in the Memorandum of
Understanding signed by employees converting to the WAE Spouse Program
(pp. 12-13).
Approved (J/" Disapproved ( )
3
CONFIDEN=
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
SUBJECT: Employee Couples Policy
Recommendation Eight: Retain the present policy that the WAE Spouse
Program applies only to couples in which both husband and wife are CIA
employees (pp. 13-14).
Approved
Disapproved ( )
Recommendation Nine: Completion of the trial period should be
-- - - -
eliminat
(p. 14).
Disapproved (~
c e. ,. 7 k- fL.. rw-..-. (
Recommendation Ten:' The Office of Personnel should develop a
mechanism for collecting information on the number of employee couples, as
well as statistics on the WAE Spouse Program in order to judge its
effectiveness (p. 15). - C-
Approved
Disapproved ( ) ~~ Aw%-
Recommendation Eleven: In addition to the foregoing, it is
recommended that the following existing aspects of the WAE Spouse Program'be
revalidated:
? components are to make every effort to provide work
assignments for employee couples wherever possible;
however, suitable assignments cannot be guaranteed;
in order to ensure equity for all employees, making
inappropriate assignments as accommodations for
individual employees is prohibited;
an employee accompanying an Agency employee spouse to his
or her assignment overseas or to a domestic post may
convert to Reserve Appointment, WAE status when no
assignment is available;
the basic period of absence allowed for the WAE spouse is
a cumulative total of 52 months, with Career Service
option to extend;
.... CONFIDENTIAL -
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
? ..VLYl' 1L16Y.L.L.L . J
SUBJECT: Employee Couples Policy
Career Service approval of an employee's request to enter
the W1E Spouse Program obligates the Career Service to
restore the employee to active employment at the grade,
but not necessarily the position, held at the time of
departure;
? employees whose absences are not approved may enter or
remain in the program but with no Career Service
obligation for restoration to active employment or to the
previously held grade.
Approved (- Disapproved
r gee
3/ZS-
Executj Director Date
CONFIDENTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 nnMTMT -iiiu;r,Jr: - .wvirti4iQd. MF. (WTV
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
MAR 2 9 1985
MEMORANDUM FOR: Executive Director
VIA: Deputy Director for Administration
FROM: Robert W. Magee
Director of Personnel
SUBJECT: Employee Couples Policy
REFERENCE: Memo fr D/OP to ExDir, dtd 19 March 85,-Same Subject
1. Action Requested: That you approve recommendation five in the
attached memorandum on Employee Couples.
2. Background:
a. I understand your concern that superficially it appears that we
are willing to adjust a tour of duty up front at the time of assignment
(recommendation four), but not at the end of a tour by allowing a return short
of tour (reco m:endation five). Our rationale is explained below.
b. We are trying to maintain the integrity of the Service Abroad
Agreement which obligates the employee to serve a specific tour of duty.
Recommendation four does so by allowing a non-standard tour to be established
in accordance with current regulations at the time of assignment. This will
permit most couples to complete their tours and return together.
c. The intent of recommendation five regarding short-of-tour returns
is to ensure that the short-of-tour return of one member of the couple does
not guarantee an automatic short-of-tour return for the other. The message we
want to leave with employees, both married and single, is that receipt of
certain benefits when assigned overseas as an individual employee carries with
it certain obligations regardless of marital status.
d. In actuality, many requests for return short of tour with a
spouse would be approved. For example, when one party is PNG'd and the
remaining spouse is ostensibly at post as a dependent, it would be extremely
awkward to have him/her remain at post alone. On the other hand, there will'
be cases when a station or base would be seriously disadvantaged if both
ADMINISTRATIVE - INThRNAL USE ONLY
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
SUBJECT: Employees Couples Policy
employees leave together short of tour. Career Services may find themselves
with sufficient justification, and appropriate circumstances which dictate the
need to have one of the spouses remain and we feel it would be imprudent to
deny them this option.
7s7/ Robert W. Magee
Robert W. Magee
OP/P&RS, (29Mar85)
Distribution:
Original & 1 - Adse (to be returned to D/OP) w/att
1 - ER w/att
1 - DDA w/att
1 - D/OP w/att
1 - DD/PA&E w/att
1 - C/P&RS w/att
1 - Subject w/att
1 - Chrono wo/att
2
ADMINISTRATIVE - INTEL USE ONLY
Deputy Director for Administration
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA- RDP87M00539R002504140012-0_ _W__ _ _
CONFIDENTIAL __
MAR 19 1985
MEMORANDUM FOR: Executive Director
VIA: Deputy Director for Administration
FROM: Robert W. Magee
Director of Personnel
SUBJECT: Employee Couples Policy
1. Action Requested: That you approve the recommendations contained in
paragraph three.
2. Background:
a. We have completed a review of Agency policy on employee couples
and are recommending some changes which will facilitate dual assignments for
employee couples; simplify procedures; and coincide with State Department
policy when feasible. We tried to resolve problems within existing
authorities so as not to create separate standards based on marital status.
Background information and the rationale for these recommendations are
contained in the attached "Report on the Assignment of Employee Couples and
the W1E Spouse Program."
b. These recommendations were coordinated with the DDA, DDI, DDO,
DDS&T, the Chairman of the E Career Service, the Inspector General, Office of
General Counsel, and the Federal Women's Council. The response was very
favorable. Concurrences were received on all recommendations with one
exception. The DDI disagreed with recommendation six based on the belief that
the employee should be the grade of the position. We believe that the use of
the PRA concept will eliminate the numerous complaints and grievances which
have resulted from inconsistent application of using the grade of the
position. The proposal is also in accordance with the Agency's rank-in-person
concept.
*3. Recommendations:
Recommendation One: Each employee who is subject to field assignments
and who wishes to be considered for a dual assignment with his or her Agency
spouse should submit a written statement indicating:
*The page numbers after each recommendation refer to the rationale given in
the attached report.
UNCLASSIFIED WHEN SEPARATED
FROM ATTACHMENT CONFIDENTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
~,vivr tLr~v i I N 1 I
SUB=: Employee Couples Policy
0 that the employee will or will not pursue his or her
own career, even if at a different post;
that if necessary, the assignment of one member
should take precedence over the other (if applicable);
? the assignment preference for each;
? and including the signatures of both employees
(pp. 7-8). (Attachment D of the Report on the
Assignment of Employee Couples provides a suggested
outline.)
Approved q/ Disapproved ( )
Recommendation Two: When the identified field position is a lower
grade than the employees allow a PRA not to exceed two grades (pp. 8-9).
Approved (0 Disapproved ( )
Recommendation Three: When a position will become available within
60 days of an employee's arrival at the station, the assignment may be made
prior to departure from Headquarters and annual leave and LWOP allowed during
the interim. Overseas pay should be allowed, if the employee is otherwise
qualified (pp. 8-9).
Approved (OZ Disapproved ( )
Recommendation Flour: A non-standard tour should be considered for
one member of an employee couple when joint assignments are identified but are
not. concurrent (pp. 8-9).
Approved S(/r Disapproved ( )
Recommendation Five: Spouses who travel on their own travel orders,
sign a Service Agreement, and receive allowances in their own right incur an
obligation to complete their tour. Requests to return short of tour to
accompany a spouse should be processed on the same basis as other requests to
cut tours short and approval should not be automatic (p. 10).
Approved ( ) Disapproved ( )
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
CONFIDENTIAL
SUBJECT: Employee Couples Policy
Recommendation Six: The following policy should apply when employees
who are present in the field under the auspices of the WAE Spouse Program are
reactivated on either a full-time or part-time basis:
(a) When employees' grades are equal to or lower than the
grade of the position or requirement, they should retain
their grade and step.
(b) When employees' grades are higher than the grade of
the position or requirement, they should retain their
grade/step if it is within two grades higher than the
position or requirement.
(c) When employees' grades are more than two grades higher
than the grade of the position or requirement, they should.
be downgraded to no more than two grades above the position
or requirement, and their salary should be determined in
accordance with existing rules in F-----]for changes to
lower grade including:
? employees will be paid at the highest step in
the lower grade that does not exceed their
existing rate of compensation;
? except that the higher of the two steps may be
used if the compensation in the higher grade
falls between two steps in the lower grade.
In all instances, employees would be eligible for promotion and within-grade
advancement in accordance with existing Agency rules and procedures.
(d) Intermittent employees should be paid at the rate of
their grade if working in their career field, otherwise
they should be paid at the rate of the work performed
(pp. 10-12).
Approved (K Disapproved ( )
Recommendation Seven: Once a policy is determined, a statement of
the basic benefits and allowances should be included in the Memorandum of
Understanding signed by employees converting to the WAE Spouse Program
(pp. 12-13).
Approved (j/( Disapproved ( )
CONFIDENTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
SUBJECT: Employee Couples Policy
Recommendation Eight: Retain the present policy that the VAE Spouse
Program applies only to couples in which both husband and wife are CIA
employees (pp. 13-14).
Approved
Disapproved ( )
Recommendation Nine: Completion of the trial period should be
--- -
eliminat
(p. 14).
Recommendation Ten:' The Office of Personnel should develop a
mechanism for collecting information on the number of employee couples, as
well as statistics on the ME Spouse Program in order to judge its
effectiveness (p. 15).
Approved
Disapproved ( ) 0-^--
Recommendation Eleven: In addition to the foregoing, it is
recommended that the following existing aspects of the WAE Spouse Program be
revalidated:
? components are to make every effort to provide work
assignments for employee couples wherever possible;
however, suitable assignments cannot be guaranteed;
? in order to ensure equity for all employees, making
inappropriate assignments as accommodations for
individual employees is prohibited;
? an employee accompanying an Agency employee spouse to his
or her assignment overseas or to a domestic post. may
convert to Reserve Appointment, WAE status when no
assignment is available;
? the basic period of absence allowed for the VIE spouse is
a cumulative total of 52 months, with Career Service
option to extend;
CONFIDENTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
~ X'Jr wrAvt l H 1 ,
SUBJECT: Employee Couples Policy
Career Service approval of an employee's request to enter
the ME Spouse Program obligates the Career Service to
restore the employee to active employment at the grade,
but not necessarily the position, held at the time of
departure;
? employees whose absences are not approved may enter or
remain in the program but with no Career Service
obligation for restoration to active employment or to the
previously held grade.
Approved
Disapproved ( )
aS_
Depu irector 2ministration Date
3/2 s -.
CONFIDENTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
MAR 19 1985
MEMORANDUM FOR: Executive Director
VIA: Deputy Director for Administration
FROM: Robert W. Magee
Director of Personnel
SUBJECT; Employee Couples Policy
t
J
1. Action Requested: That you approve the recommendations contained in
paragraph three.
2. Background:
a. We have completed a review of Agency policy on employee couples
and are recommending some changes which will facilitate dual assignments for
employee couples; simplify procedures; and coincide with State Department
policy when feasible. We tried to resolve problems within existing
authorities so as not to create separate standards based on marital status.
Background information and the rationale for these recommendations are
contained in the attached "Report on the Assignment of Employee Couples and
the WAE Spouse Program."
b. These recommendations were coordinated with the DDA, DDI, DDO,
DDS&T, the Chairman of the E Career Service, the Inspector General, Office of
General Counsel, and the Federal Women's Council. The response was very
favorable. Concurrences were received on all recommendations with one
exception. The DDI disagreed with recommendation six based on the belief that
the employee should be the grade of the position. We believe that the use of
the PRA concept will eliminate the numerous complaints and grievances which
have resulted from inconsistent application of using the grade of the
position. The proposal is also in accordance with the Agency's rank-in-person
concept.
*3. Recommendations:
Recommendation One: Each employee who is subject to field assignments
and who wishes to be considered for a dual assignment with his or her Agency
spouse should submit a written statement indicating:
*The page numbers after each recommendation refer to the rationale given in
the attached report.
UNCLASSIFIED WHEN SEPARATED
FROM ATTACHMENT CONFIDENTIAL /DO
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
CONFIDENTIAL
SUBJDCT: Employee, couples Policy
that the employee will or will not pursue his or her
own_ career, even if at a different post;
that if necessary, the assignment of one member
should take precedence over the other (if applicable);
the assignment preference for each;
? and including the signatures of both employees
(pp. 7-8). (Attachment D of the Report on the
Assignment of Employee Couples provides a suggested
Approved V Disapproved ( )
Recommendation Two: When the identified field position is a lower
grade than the emploee allow a PRA not to exceed two grades (pp. 8-9)..
Approved (7 Disapproved ( )
Recommendation Three: When a position will become available within
60 days of an employee's arrival at the station, the assignment may be made
prior to departure from Headquarters and annual leave and LWOP allowed during
the interim. Overseas pay should be allowed, if the employee is otherwise
qualified (pp. 8-9).
Approved (j7
Disapproved ( )
Recommendation Flour: A non-standard tour should be considered for
one member of an employee couple when joint assignments are identified but are
Approved V Disapproved ( )
Recommendation Five: Spouses who travel on their own travel orders,
sign a Service Agreement, and receive allowances in their own right incur an
obligation to complete their tour. Requests to return short of tour to
accompany a spouse should be processed on the same basis as other requests to
cut to
h
urs s
ort and approval should not be automatic (p. 10).
Approved ( ) Disapproved ( )
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
SUB= T: Employee Couples Policy
Recommendation Six: The following policy should apply when employees
who are present in the field under the auspices of the 4AE Spouse Program are
reactivated on either a full-time or part-time basis:
(a) When employees' grades are equal to or lower than the
grade of the position or requirement, they should retain
their grade and step.
(b) When employees' grades are higher than the grade of
the position or requirement, they should retain their
grade/step if it is within two grades higher than the.
position or requirement.
(c) When employees' grades are more than two grades higher
than the grade of the position or requirement, they should
be downgraded to no more than two grades above the position
or requirement, and their salary should determined in
accordance with existing rules inF for changes to
employees will be paid at the highest step-in
the lower grade that does not exceed their
existing rate of compensation,
? except that the higher of the two steps may be
used if the compensation in the higher grade
falls between two steps in the lower grade.
In all instances, employees would be eligible for promotion and within-grade
advancement in accordance with existing Agency rules and procedures.
(d) Intermittent employees should be paid at the rate of
their grade if working in their career field, otherwise
they should be paid at the rate of the work performed
Approved
(-Y Disapproved ( )
Recommendation Seven: Once a
policy is determined, a statement of
the basic benefits and allowances should be included in the Memorandum of
Understanding signed by employees converting to the [AE Spouse Program
(pp. 12-13).
Approved Disapproved
CONFIDENTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
CONFIDENTIAL
SUBJECT: Employee Couples Policy
Recommendation Eight: Retain the present policy that the W AE Spouse
Program applies only to couples in which both husband and wife are CIA
employees (pp. 13-14).
Approved (VJ Disapproved ( )
Recommendation Nine: Completion of the trial period should be
eliminated as an eligibility requirement for the WAE Spouse. Program
(p. 14).
Approved
Disapproved
c4..... 7 ti, rt.,..:
Recommendation Ten:t The Office of Personnel should develop a
mechanism for collecting information on the number of employee couples, as
well as statistics on the WAE Spouse Program in order to judge its
Approved.(! Disapproved
( )
Recommendation Eleven: In addition to the foregoing, it is
recommended that the following existing aspects of the W AE Spouse Programwbe
revalidated:
? components are to make every effort to provide work
assignments for employee couples wherever possible;
however, suitable assignments cannot be guaranteed;
in order to ensure equity for all employees, making
inappropriate assignments as accommodations for
individual employees is prohibited;
an employee accompanying an Agency employee spouse to his
or her assignment overseas or to a domestic post may
convert to Reserve Appointment, WAE status when no
assignment is available;
? the basic period of absence allowed for the WAE spouse is
a cumulative total of 52 months, with Career Service
option to extend;
r07\TF' T nT77,"T Zl T
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
CONFIDENTIAL
SUBJECT: Employee Couples Policy
Career Service approval of an employee's request to enter
the WAE Spouse Program obligates the Career Service to
restore the employee to active employment at the grade,
but not necessarily the position, held at the time of
departure;
? employees whose absences are not approved may enter or
remain in the program but with no Career Service
obligation for restoration to active employment or to the
previously held grade.
Approved (~
Disapproved ( )
gee
OSI
pu irector fDate
Executi Director
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
REPORT ON THE ASSIGNMENT OF
EMPLOYEE COUPLES AND THE
WAE SPOUSE PROGRAM
Policy and Programs Staff
Office of Personnel
22 February 1985
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
Page
A. Introduction ..................................................... 1
B. Methodology ...................................................... 1
C. Historical Review ................................................ 1
D. Current Policy ................................................... 2
E. Statistical Review ............................................... 3
G. Summary of Findings .............................................. 5
H. Dual Assignments ................................................. 5
I. WAE Spouse Program ............................................... 9
J. Information Needed ............................................... 14
K. Recommended Procedural Changes and Policy Clarifications.......... 14
A. OPM 20-61-i1, Memoranda of Understanding
B. Questions on Employee Couples and WAE Spouse Program
C. Historical Chronology of Employee Couples Policy
D. Dual Field Assignments for Agency Employee Couples
E. State Department's Request for Updated Information on Tandem Couples
mKTTTnPK"T AT.
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 MATL+TTIL+ATTT P T
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
22 February 1985
REPORT ON THE ASSIGNMENT OF EMPLOYEE
COUPLES AND THE WAE SPOUSE PROGRAM
A. INTRODUCTION
Current CIA policies on dual assignments and employees accompanying
spouses to other geographical areas (WAE Spouse Program) are stated in
(see Attachment A). Based on the number of
questions posed to the Policy and Programs Staff (P&PS) since July 1982, a
thorough review of the subject was deemed appropriate. This paper describes
the evolution of the policies, the review process and the results. It then
identifies problem areas and suggests policy changes. The term employee
couple, as used in this paper, means two Agency employees married to each
other.
B. METHODOLOGY
The first step in the review process was to look at the recommendations of
the "1979 Report of the Task Force on Working Married Couples" for relevancy.
Next, we examined the issues and questions that have been raised and reviewed
the literature for possible alternatives. In order to learn the experiences
of others, we consulted Foreign Service and NSA officials. We discussed the
issues with Agency officials, including representatives from the DA, DO,' and,
IG. Based on the information gathered, we developed a list of pertinent
questions (see Attachment B) which served as a basis for meetings with groups
of Personnel Officers from the five Career Services in March 1984. The
purpose of these meetings was to hear of their experiences processing and
counseling employee couples, to identify additional problem areas, and to
elicit suggestions for either procedural or policy revisions. Therefore, the
recommendations contained herein are based on a broad spectrum of opinions
within the Agency.
C. HISTORICAL REVIEW
1. "Career Status of Women Who Accompany Their Husbands Abroad" was the
item on the agenda for a meeting of the CIA Career council on 15 May 1958.
The policy approved by the Council that day was to be incorporated into a
regulation and stated that the Head of the Career Service, with the
cooperation of the Director of Personnel, would determine whether a suitable
position existed at the overseas post to permit the continued staff employment
-1-
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15 CIA-RDP87M00539R002504140012-0
of the wife. If not, she would resign, but could be employed overseas under
contract. The policy further stated that these women would be given prefer-
ential consideration for vacancies upon their return. Due to disagreements
over how and where to include. these recommendations, they were not published.
2. In October 1972, the Executive Director-Comptroller approved a policy
which allowed a maximum of three years Leave Without Pay (LWOP) for employees
who accompanied spouses to foreign duty stations. Return to active duty was
subject to the availability of an appropriate position, and no grade retention
was guaranteed. A 1976 update added that in granting LWOP the Career Service
incurred an obligation to make every effort to provide active employment upon
return and insofar as possible, reemployment should be provided at the
employee's previously held grade and in a position of like status.
3. By 1976 the number of employee couples was increasing. During the
period 1976-1978, many employee complaints were made to management, the
Inspector General and the Federal Women's Program Manager. In August 1978,
the DCI sent a memorandum to the Deputy Directors expressing-his concern over
working married couples and asking for a colloquium on the topic, to include
Agency employee couples. In response, in October 1978 the DDA established an
Agency Task Force on Working Couples, whose report and recommendations were
approved by the DDCI in July 1979. Meanwhile, a 1978 policy change allowed an
extension to the three-year LWOP for the convenience of the government and
allowed subsequent grants of LWOP if interspersed with staff assignments.
Also, the Executive Advisory Group approved the policy that these spouses be
given first consideration by their parent organization for vacancies, if
qualified.
4. In 1980, the policy changed to 90 days LWOP followed by automatic
conversion to WAE contract status, without a break in service, and including
for the first time a firm commitment for reinstatement to staff status at the
same grade in the same Career Service. A 1981 policy added the completion of
the trial period as a criteria for eligibility and a 52-month cumulative limit
on absence under this program. An historical chronology can be found in
Attachment C.
D. CURRENT POLICY
1. Current policy (Attachment A) states that components will make every
effort to provide staff positions for to ee couples wherever possible.
Employment of spouses is also governed Restrictions on Employment
of Relatives. When dual assignments are not possible, the WAE Spouse Program
provides a way to maintain an employment relationship with the spouse during
absences from the parent Career Service. To be eligible for this program an
employee must either have completed the trial period, or receive a waiver.
The eligible employee is converted to a Reserve Appointment in WAE status.
The employee thus retains staff status and may be reactivated easily by the
-2-
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 CONFIDEWIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
field installation should an appropriate position become available. A
52-month cumulative limitation is placed on absences under this program, but
the Career Service may grant an extension.
2. When an employee has not completed the trial period and a waiver is
not granted, 90 days LWOP will be allowed. When no position in the field
develops, the employee will be required to resign. An employee who has
completed the trial period and whose absence (including extension of the
52-month limit) is not approved by the Career Service may stay in place,
resign to accompany the spouse, or may convert to Reserve Appointment WAE
status with no Career Service obligation for restoration.
3. Approval by the Career Service incurs an obligation to restore the
employee to active duty at the same grade, but not necessarily the same
position, upon return from the field. The employee is required to sign a
Memorandum of Understanding appropriate to the circumstances of his or her
absence.
4. This program does not apply to employees whose spouses are not Agency
employees. An employee who wishes to accompany a non-Agency spouse may apply
for LWOP under Agency leave procedures.
E. STATISTICAL REVIEW
1. We are unable to determine the number of employee couples in CIA. In
August 1978, at the request of the DCI, the Office of Personnel attempted to
2. The number of employees who received dual field assignments with their
spouses is not known. However, we were able to track those who did not
receive a dual assignment and converted to the WAE Spouse Program. A manual
count was made of those employees who went through the official exit
processing procedure in the Office of Personnel and who were departing on WAE
status to accompany a spouse to the field (foreign and domestic) during the
18-month period from January 1983 through June 1984.
-3-
rrvaFrnV TTar.
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
G. SUMMARY OF FINDINGS
1. Of the ten recommendations of the 1979 Task Force on Working Married
Couples, four remain relevant in 1984. Two are addressed in this paper under
recommendations and are: the need for statistical information on employee
couples; and the use of Personal Rank Assignment (PRA) instead of downgrading
for spouses employed overseas. The remaining two are addressed under
procedural changes and are: simplify the procedures for converting the
contract spouse to staff upon return to Headquarters; and the need for a
central reference point to provide guidance on which components may have
positions at a specific locale.
2. The questions currently being asked regarding assignment, selection
process, home leave, PRA, pay level and allowances for employee couples
assigned overseas are for the most part already addressed in Agency
regulations. Problems have arisen, however, because of selective application
of the regulations or due to the various interpretations of the regulations by
the different subgroups, resulting in a wide disparity in treatment of
employee couples. For example, some subgroups give employee couples
preference in the assignment process, others don't. Some subgroups regularly
-5-
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 mMPrTIWK?I rnt
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
allow PRAs to spouses assigned overseas, others don't. Since most overseas
stations are comprised of employees from different subgroups, the disparity in
treatment is visible and is a continuing point of controversy. We have
identified specific problem areas and recommended changes in Agency policy
which would provide standard parameters while allowing Career Services the
necessary flexibility.
H. DUAL ASSIGNMENTS
1. Survey Results
a. Few policy changes were suggested during this review. Most of the
problems described to us were a result of uneven application of current Agency
policies. The reaction generally was that the Agency is now much more
accommodating in locating dual assignments than ever before, but that we have
a long way to go. We were told that some components almost never send a
spouse in his or her own right with dual travel allowances as outlined in
the field as dependents only to find a job being held for them, are then upset,
at the loss of home leave and overseas pay. Some station chiefs insist on
interviewing and selecting spouses in the field. This practice precludes
assignment from Headquarters in his or her own right and eliminates any
possibility of home leave or overseas pay. The opinion was often expressed
that we continue to view spouses mainly as resources for performing clerical
functions at the station and do not seriously attempt to locate dual
assignments.
b. The opposite point of view was also expressed. Some believed we
had 'gone overboard" in assigning spouses regardless of their qualifications,
and to the disadvantage of other employees. Fortunately there was a middle
ground. Some innovative personnel officers, supported by committed managers,
worked hard to locate field positions in other Career Services'or subgroups
and to coordinate successful dual assignments. The main concerns of all
parties can be summarized as:
? the escalating expectations of employees that a
job for their spouse is a "right";
? the uneven application of current Agency policy;
? discrimination against single employees; and
? the "misinformation" given to employees.
c. When it came to answers, two differing viewpoints were obvious.
Some encouraged maximum flexibility and benefits in order to motivate employee
couples to serve overseas, noting that spouses often are essential to the
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
operation of the stations. Others felt that inequities are increasing and
that a more clearly defined policy is needed to differentiate between
employees willing to pursue a career in their own right and those limited by
their spouse's assignment. Probably the only point of agreement was that we
need a policy that places the burden of career decisions on the employees.
With a clear Agency-wide policy, employees can be counseled on their options
and can then make their own decisions. A discussion of specific problems and
recommendations follows.
2. Problem: Officers responsible for assignments often are unaware that
a prospective assignee has a spouse who also is an Agency employee. This lack
of timely information can impact adversely on dual assignments.
a. Agency management is on record with a. commitment to make every
reasonable effort to identify joint field assignments for employee couples.
In our talks with representatives from each of the four Directorates, we found
this policy was being followed in varying degrees. Non-DO components reported
less success in locating a position for the spouse, which is to be expected.
While sympathetic with the right of the DO to fill its slots with its own
people, some felt that more consideration could be given to non-DO
secretaries, including training in DO procedures at Headquarters prior to
departure. In addition, concern was expressed that in our zeal to find joint
assignments for couples we may not be giving equal consideration for
assignment to single employees. The complexities of dual assignments to an
overseas station are increased by the impact of official presence, cover, and
the limitations on full-time permanent positions.
b. A common problem uncovered in our discussions was the lack of
timely awareness that an employee selected to fill a field assignment had a
spouse who was also an Agency employee and wanted to work. Even in instances
where a husband and wife both worked in the same Directorate there was no
assurance that couples were initially considered for a joint assignment.
Usually it was left to the employee being assigned overseas to raise
the subject that his or her spouse was also an Agency employee and desired
employment. When this information is not received early in the assignment
process, it obviously results in the spouse not being considered for
forthcoming vacancies.
c. To resolve this problem and at the same time allow management to
make every effort to identify dual assignments, we believe more timely
information is required regarding the assignment preferences and or
limitations of each spouse. This information is particularly important since
recent experience has shown that our former assumption that couples would only
accept field assignments at the same post is outdated. We believe it is the
responsibility of employees to provide appropriate officials with timely
information concerning their availability for field assignments. The
-7-
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
The plan is to publish initially a notice to employees
requesting the information and asking them to initiate an update as necessary.
Based on our experience with this notice, we can determine future actions.
For example, we could request the information again after a year or explore
the possibility of incorporating the information into the Field Reassignment
Questionnaire (FRQ).
d. Recommendation: Each employee who is subject to field assignments
and who wishes to be considered for a dual assignment with his or her Agency
spouse should submit a written statement indicating:
? that the employee will or will not pursue his or her
own career, even if at a different post;
? that if necessary, the assignment of one member should
take precedence over the other (if applicable);
? assignment preference for each;
? and including the signatures of both employees.
3. Problem: More flexibility is needed in the assignment process to
increase the possibility of dual assignments for employee couples.
a. The definition of the terms "dual or joint assignments" is that
each member of the couple is assigned to a field position in his or her own
right, according to the Career Service's usual PCS assignment procedures.
Each member is entitled to the benefits and allowances of a field tour and
accepts all obligations of a field tour. Each member signs a Service Abroad
Agreement or, in the case of a domestic assignment, a Service Agreement, Each
should be issued Agency travel orders
necessary. For overseas assignments, each is entitled to certain travel,
transportation, and allowances, in recognition of his or her individual
employee status, as outlined Domestic travel is governed by
Federal Travel Regulations as stated in and only one
family member is entitled to allowances. Inherent in this concept of dual
assignments is the premise that both employees are qualified. Agency policy
already prohibits "making inappropriate assignments as accommodations for
individual employees." The selection process should include consideration of
all qualified employees, regardless of marital status. Identifying two
positions at a given locale, which match two employees as to timing, grade and
qualifications is very difficult. We are suggesting additional flexibility to'
the process. However, it should be recognized that some employees may view
these actions as special accommodations based on marital status.
b. Present practices on PRA vary. We advocate the use of PRA when
the grade of the field position identified for one member is lower than his or
her present grade. Of course the employee must be otherwise qualified for the
-8-
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
job. The PRA should be in accordance with existing regulations
which state: employees are not normally assigned to positions more than two
grades lower than their grade; for overseas assignments, PRAs,may be approved
for periods in excess of two years to allow for completion of the tour, home
leave, and necessary processing. The rationale for this proposal is that the
skills and experience of the employee should enhance the work to be performed
and ultimately benefit the station. When a difference of more than two grades
exists, a PRA is difficult to justify and downgrading should be considered.
In this situation the employee should be counseled on the options and the
consequences of each and then allowed to decide. The options are: remain in
place and do not accompany spouse; accept the field position as offered; or
convert to the WAE Spouse Program.
c. On occasion, a position for one member of an employee couple is
identified but the vacancy will not occur until after the employee's arrival
at the station. We propose that the assignment be made in advance from
Headquarters as long as the effective date of the tour begins within 60 days.
The employee would be granted annual leave and LWOP until the new tour begins.
If otherwise qualified under (Overseas Pay Schedules, dated
29 March 1983), the employee should be eligible for overseas pay. The
employee would be issued separate Agency travel orders. If overseas, the
employee would be entitled to the provisions for travel and
transportation allowanc
retroactive provisions.
d. To simplify matters in the above or similar situations of non-
concurrent tours, we suggest the use of a nonstandard tour for one member.
The tours of both employees would then end at the same time, allowing joint
return travel and home leave. This action should be taken at the time of
assignment, and is preferable to allowing an employee to depart short
in order to accowa7ny a s use.
An employee granted a
nonstandard tour to coincide wit~the Lour of a spouse must meet existing
Agency requirements in order to be eligible for home leave and R&R.
e. Recommendation: When the identified field position is a lower
grade than the employee, allow a PRA not to exceed two grades.
f. Recommendation: When a position will become available within 60
days of an employee's arrival at the station, the assignment may be made prior
to departure from Headquarters and annual leave and LWOP allowed during the
interim. Overseas pay should be allowed, if the employee is otherwise
qualified.
g. Recommendation: A nonstandard tour should be considered for one
member of an employee couple when joint assignments are identified but are not
concurrent.
-9-
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
4. Problem: A problem arises when one spouse departs short of tour at
the convenience of the Government.
a. Following the rationale that each spouse has a career in his or
her own right, the question is whether the remaining employee should be
permitted to depart short of tour solely because his or her spouse is
departing. In our discussions with Directorate representatives, some felt
that if spouses receive the benefits derived from traveling on their own
travel orders, they also should incur a commitment to honor their Service
Agreement. To do otherwise gives married couples a distinct exception to
Agency regulations and creates a double standard. On the other hand, others
felt this was a non-issue and we should remain flexible as we have in the past
b. Recommendation: Spouses who travel on their own travel orders,
sign a Service Agreement, and receive allowances in their own right incur an
obligation to complete their tour. Requests to return short of tour to
accompany a spouse should be processed on the same basis as other requests to
cut tours short and approval should not be automatic.
I. WAE SPOUSE PROGRAM
1. Survey Results: The WAE Spouse Program is for those employees who did
not receive an assignment and are accompanying an Agency spouse to the field
as a dependent. Few problems were noted with the current program. The
requirement for completion of the trial period in order to qualify for the
program usually has been waived. Some thought this requirement irrelevant.
Requests for the extension of the 52-month limitation have been few to date
but usually were granted. Reinstatement at the same grade upon return to
Headquarters appears to be working smoothly, though clarification is needed
regarding the step of the grade. Some sug
employees whosp -mouses are st-ate c)
ere ore, we sou emphasize hat under existing Agency policy, an employee
must request approval before accepting employment with another agency.
Substantial disagreements were found in two major areas. One was benefits and
compensation due a WAE spouse reactivated in the field. The question is
whether these employees are now serving a tour in their own right or are
considered "local-hires." The other area was the grade and step at which
reactivated in the field and the use of PRA or downgrading procedures. A
discussion of specific problems and recommendations follows.
2. Problem: When employees in the field under the auspices of the hA.E
Spouse Program are reactivated in a job or grade different from that at
Headquarters, the determination of salary can be a problem.
a. The most controversial of the problems associated with employee
couples is determination of the salary of the WAE spouse who subsequently is
reactivated in the field. The DO has had, for many years, a set of guidelines
25X1
'25X1
-10-
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 OONFIDENTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
for setting pay for field-hires, including reactivated WAE spouses. Unfortun-
ately, those guidelines have not been uniformly applied throughout the DO and,
if known outside the DO, have been ignored by other Directorates who may have
positions in DO stations. The resulting confusion has contributed to the
perceptions of unequal and unfair treatment, and has led to grievances on this
issue. Generally, there has been no problem when employees' grades are equal
to or lower than the grade of the position or requirement being filled. The
controversy develops when employees' grades are higher and/or when they are
working at the field station in an occupational category different from their
usual one.
b. We concluded that simplicity was in order after considering
options for: full-time positions and part-time requirements (part-time
employees are budget-controlled and not assigned to positions); DO and non-DO
careerists; within-grade steps for "relevant" experience; and occupational
specialties. Basically, it would be simplest to provide the same base for all
WAE spouses reactivated in the field, whether full-time or part-time, in the
same or in a different occupational specialty. The PRA rules could be applied
to the full-time employee who occupies an established position, and the PRA
concept could be applied to the part-time employee who fills a requirement.
Everyone agrees that it makes little sense to pay a GS-13 analyst that level
of salary to do secretarial or clerical work. We could allow the GS-13 to be
downgraded to within two grades of the position or requirement within the
current PRA regulation.
c. When employed in intermittent status, WAE spouses are filling
temporary, ad hoc requirements of a short-term nature. Therefore, the current
practice should be continued. If the work being performed is within their
career field, employees are paid at the rate of their grade. If the work is
not within their career field (such as the GS-13 recalled to substitute for a
clerk), they are paid at the rate of the work performed.
d. While some might argue that inequity still would exist since
employees would be receiving different salaries for doing similar work, or be
paid at rates higher than the duties deserve, in fact it would be no different
than normal operating procedure for the entire Agency. Because employee
spouses have been a vital part of our overseas activities from the beginning
and will continue to be, we believe it imperative to reduce the bureaucratic
red tape, simplify a somewhat complex administrative procedure, and reduce the
number of potential grievance situations.
e. Recommendation: The following policy should apply when employees
who are present in the field under the auspices of the WAE Spouse Program are
reactivated on either a full-time or part-time basis:
(1) When employees' grades are equal to or lower than the grade
of the position or requirement, they should retain their grade and step.
-11-
mMPTnFAFPT?T
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
(2) When employees' grades are higher than the grade of the
position or requirement, they should retain their grade/step if it is within
two grades higher than the position or requirement.
(3) When employees' grades are more than two grades higher than
the grade of the position or requirement, they should be downgraded to no more
than two grades above the position or requirement, and their salary should be
determined in accordance with existing rules in for changes to lower
grade including:
? employees will be paid at the highest step in the lower grade
that does not exceed their existing rate of compensation;
? except that the higher of the two steps may be used if the
compensation in the higher grade falls between two steps in the
lower grade.
In all instances, employees would be eligible for promotion and within-grade
advancement in accordance with existing Agency rules and procedures.
(4) Intermittent employees should be paid at the rate of their
grade if working in their career field, otherwise they should be paid at the
rate of the work performed.
3. Problem: Confusion exists over the benefits and allowances provided
an employee who is in the field under the WAE Spouse Program and is
reactivated.
a. Under past policies a spouse usually returned to duty in the field
in a contract status. The written contract made clear to all parties the
conditions of employment. Under the present policy, the spouse not assigned
PCS from Headquarters is in the field in WAE status and may be reactivated as
intermittent, regularly scheduled part-time or full-time staff employee.
Often the field job is not in the employee's occupational category. The
question now being asked is whether the reactivated employee should receive
the same benefits and allowances as those serving a tour in their own right.
Our
employee
in tne rieia unaer a WAE Spouse Program: is present for personal reasons as
a dependent of an Agency employee; was not assigned a position from
Headquarters; was not issued individual travel orders; and did not sign a
Service Abroad Agreement or Service Agreement. If this spouse is selected for
a position and reactivated in the field, the question arises - what benefits
and allowances should he or she receive? For example, home leave and overseas
pay currently are not authorized. However, we often heard arguments that home
leave should be given to those employees going out under the WAE Spouse
-12-
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
Program where a job had been identified prior to departure. We questioned why
employees were not being sent PCS if jobs were identified prior to departure.
What allowances and benefits are due part-time employees? These are complex
issues which the Office of Personnel will study and clarify.
c. Recommendation: Once a policy is determined, a statement of the
basic benefits and allowances should be included in the Memorandum of
Understanding signed by employees converting to the WAE Spouse Program.
4. Problem: The current WAE Spouse Program does not include employees
whose spouses work for other agencies.
-13-
CONFIDENTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
C. Recommendation: Retain the present policy that the WAE Spouse
Program applies only to couples in which both husband and wife are CIA
employees.
5. Problem: Some employees question the necessity for retaining
completion of the trial period as an eligibility criterion for the WAE Spouse
Program.
a. During this review, suggestions were made to drop completion of
the trial period as an eligibility criterion since it was routinely waived
anyway. The major reasons given were: (1) consider the cost of hiring the
individual; (2) placing the employee on Staff Reserve WAE does not cost the
Agency anything; (3) upon return to Headquarters, the employee can begin work
immediately; (4) the requirement could be considered discriminatory to spouses
since sponsors may be assigned to the field without having completed the trial
period. Some were in favor of retaining the current policy and liked its
flexibility. Others preferred an Agency-wide minimum standard of time which
must be served (such as 18 or 24 months) before being eligible for a waiver.
b. We considered the original reason for the requirement valid. That
is, the trial period provides the Career Service an opportunity to assess the
employee's performance and suitability for a long-term career. However,
requests to waive the requirement are being granted routinely. We then
explored another option, a requirement for twelve months Agency employment.
The advantage would be a performance appraisal report on record recommending
for or against continued employment with the Agency. But of the eight
requests for waivers forwarded to the Director of Personnel since January
1984, five were for employees with less than one year service. From all
indications; length of service is not a major concern of the Career Services.
c. After careful consideration, our conclusion is that completion of
the trial period should be eliminated as a requirement for the WAE Spouse
Program. Adoption of this recommendation would not affect the trial period
itself, which must be completed eventually. The Head of the Career Service
may continue to disapprove requests to convert to the Program due to
performance or suitability. This recommendation also would eliminate the need
for separate policies for trial period and non-trial period employees. All
employees, whose requests to convert to the WAE Spouse Program are
disapproved, will have the same options. They may remain in place, resign or
convert to W7E Status with no Career Service or Agency obligation for
restoration upon return to Headquarters. Adoption of this recommendation
would be a step toward simplifying the bureaucracy and eliminating paperwork.
d. Recommendation: Completion of the trial period should be
eliminated as an eligibility requirement for the WAE Spouse Program.
-1 A-
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 mNFInlNTIAI.
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
J. INFORMATION NEEDED
1. Problem: No current mechanism exists to gather statistical information
on employee couples, such as numbers of couples, grades, patterns, trends.
a. Since the seventies, each time the topic of employee couples
surfaces the question is asked, "How many people are involved?" We have never
been able to provide an accurate answer. In addition to the assignment of
employees to foreign or domestic stations, interest in information on marital
status or immediate family members has been expressed for other reasons, such
as day care studies and conformance with Federal nepotism statutes. In 1982,
P&PS researched this issue and found no specific relevant written guidance
which would either prohibit asking an employee if his or her spouse works for
the Agency or maintaining records on employed spouses. The Department of
State used to generate a report on employed spouses until 1978 when the
American Foreign Service Association protested. About one-third of State
Department's married women maintain their maiden name on official records and
we may have a similar pattern. In May 1984, a Department of State Notice (see
Attachment E) went out to all Foreign Service employees requesting specified
information on employees who are members of tandem couples, in order to update
the data base. Responses are voluntary but encouraged.
b. Recommendation: The Office of Personnel should develop a mechanism
for collecting information on the number of employee couples, as well as
statistics on the WAE Spouse Program in order to judge its effectiveness.
K. RECOMMENDED PROCEDURAL CHANGES AND POLICY CLARIFICATIONS
Upon analysis, some of the areas perceived as problems during the review
process do not involve policy but are procedural and can easily be resolved.
Suggestions were made to clarify or simplify the points listed below, either
in the language of the employee couple policy or in a procedural issuance.
1. Specify that the policy includes domestic field and overseas
assignments.
2. Indicate that DO Division Personnel officers are the focal point for
information on a given overseas locale. These officers should be able to
advise employees about which Agency components have positions at that locale
and refer the employee to an appropriate contact. This idea of a central
reference point has been raised many times and was a recommendation of the
Working Married Couples Task Force in 1979. A reference point is especially
important to non-DO employees.
3. The WAE Spouse Program should be clarified by stating the following:
a. Specify that employees who intend to marry are not eligible for
this program until they are actually married.
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 QfNFIDENTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
b. Include guidance for consideration by the Career Service in
establishing the step of grade when a WAE spouse returns to Headquarters (type
of work performed in field, hours worked, field promotions, etc.). Include a
reference to Agency policy on the waiting period for a periodic step increase.
c. The obligation to reinstate the WAE spouse in the same Career
Service at the same grade applies also to spouses who went to the field under
previous policies. This was understood in the development of the current
policy and should be specifically stated.
d. The timely return to duty of a spouse who has worked in the field
under contract, and who seeks staff employment at Headquarters, continues to
be perceived as a problem. Some of these employees went to the field under
previous spouse policies. Current procedures already exist to shorten or
eliminate the processing (mainly medical and security) time by either
beginning the process in the field well in advance of return, or by not
terminating the contract in the field. However, these procedures are not
being used in all cases. Personnel officers should be reminded to use the
existing procedures. This subject was also included in recommendations of the
Task Force on Working Married Couples.
4. Educate employees, Personnel officers and managers on the Agency
spouse policy to reduce the misunderstandings which result in uneven
application of policy and in grievances.
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
?
?
?
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
ADMINISTRATIVE - INTERNAL USE ONLY
This Notice Expires'1 February 1983
PERSONNEL
15 July 1982
EMPLOYEES ACCOMPANYING SPOUSES TO
OTHER GEOGRAPHICAL AREAS
(WAE SPOUSE PROGRAM)
Rescission: I dated 3 April 1980
dated 27 July 1981
No Field Counterpart to this HN
1. The Office of Personnel recently completed a study of the
effectiveness of the Agency's program to accommodate the employment
needs of employee couples. As a result of that study, which was
reviewed in depth by the Personnel Management Advisory Board with
comments and input from various organizations at all levels 4n the
Agency, the program has been redesigned as indicated in the following
paragraphs, effective' 14 May 1982. This notice will serve as policy
until appropriate regulatory issuances are amended.
2. It has been.Agency policy for many years, and'will continue
to be*, that components will make every effort to provide staff positions
for employee couples wherever possible. It is important that employees
express their interests in such dual assignments well in advance of the
beginning of the processing procedures for moves from headquarters to
the field, from the field to headquarters, and for lateral transfers
from one field post to another. It must be recognized, however, that
the availability of suitable positions cannot be guaranteed and that
sound personnel management practices, ensuring equity for all employees,
prohibit making inappropriate assignments as accommodations for
individual employees.
3.. In instances where dual assignments are not possible, the When
Actually Employed (WAE) Spouse Program provides a way for eligible
employees to maintain their employment relationship with the Agency
during absences from their parent Career Service. Components are urged
to identify potential work assignments at field posts for WAE spouses
in advance of their departure from headquarters or from a field post on
a lateral transfer if at all possible. Employees are reminded, however,
that each Career Service has a specific responsibility-for the career
development and training of career employees in their oNn Service. With
this in mind, components will make every effort to give equal consideration
to LWAE spouses, both.those from their own Career Service and those from
other Services, along with their own career employees, when planning for
field assignments.
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
ADMINISTRATIVE ? INTERNAL USE ONLY
PERSONNEL
15 July 1982
4. The specific provisions of the WAE Spouse Program are as
follows:
a. The trial period must be completed, or a waiver
granted by the Director of Personnel based on the request
of and justification by the Career Service responsible
for the employee.
b. the employee who has completed the trial period,
or who has been granted a waiver, will retain his or her
staff status and convert to a time-limited Reserve
Appointment in WAE status. (A Reserve Appointment
includes an expiration date which ensures a notification
to the Career Service 120 days prior to its expiration.)
c. The employee may be employed by the field
installation with headquarters approval of the proposed
rate and schedule of pay for the work to be performed.
d. A Career Service may approve absences for a
"basic period" of a total of 52 months, either for
consecutive tours or for combinations of tours accumu-
lating to 52 months. Absences beyond a cumulative total
of 52 months are considered "extensions" and may be
granted by the responsible Career Service.
e. There is no requirement for headquarters service
between approved absences during the 52-month basic period,
or between it and any extension(s).
f. Leave Without Pay (LWOP) of 90 days following
expiration of annual leave will be granted when a trial
period employee who is not granted a waiver chooses to
accompany his or her spouse to another geographical-
location. Should an assignment develop during that
period, the field installation may employ the accompanying
spouse. Should an assignment not develop during that period,
the employee will be required to resign.
g. Approval of an employee's request for absence is
not to be assumed to be automatic. Career Services are
responsible for considering all aspects of the employee's
service and the needs of the Career Service--in determining
their ability to accommodate the employee's absence. When a
Career Service does not approve an initial request, or other
requests within the basic period, or requests for extensions
of the basic period from an employee who has completed the
2
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
ADMINISTRATIVE - INTERNAL USE ONLY
PERSONNEL
15 July 1982
trial period requirement, the following options are available
to the employee:
(1) He or she may remain in place.
(2) He or she may resign to accompany the spouse.
(3) He or she may elect to convert to Reserve
Appointment WAE staff status to accompany the spouse,
with no Career Service obligation to restore the
employee to active employment or the previously held
grade upon return to headquarters.
h. The employee's Career Service will have jurisdiction
of the employee during all approved absences. Comparative
evaluation is suspended at the time no performance appraisal
is available in the employee's regular occupational specialty.
Career Service cognizance may change during absences upon
agreement of the employee and the Career Services concerned.
i. Approvals by the employee's Career Service oblige
that Service to restore the employee to active employment
at the grade, but not necessarily the position, held at the
time of departure. The employee is responsible for maintaining
the skills and qualifications required for the assignment held
prior to departure.
j. The employee. is expected to return to active employ-
ment no later than 60 days after return to the headquarters area.
k. The employee will be required to read and sign the
memorandum of understanding appropriate to the particular
circumstances of his or her approved or nonapproved absence.
5. The provisions of this program do not apply to employees whose
spouses are not also Agency employees. An employee who wishes to
accompany a non-Agency spouse to a location a headquarters
area may apply for LWOP as provided for in eave and Other
Absence.
Harry E. Fitzwater
Deputy Di-+ector
for
Administration
DISTRICUTIOtl: ALL EMPLOYEES
3
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
OP MI ORANUUM NO.
4 October 1982
OFFICE OF PERSONNEL MD'9)RANDUM
SUBJ DCT: WhE Spouse Proy ram
REFERENCE: dated 15 July 1982
1. This memorandum provides guidance toward implementation of the WAE
Spouse Program. Unless otherwise indicated, the personnel officer of the
parent camponent of the spouse employee is responsible for taking the
particular action indicated. (U).
A. Request for F---rsonnel Action
In the request for personnel action converting the employee to
Reserve appointment in WAE status and assigning the employee to the "Budget
Control" Section the nature of-the action
should read as follows:
"Conversion to Dccepted Appointment -' FLserve
NTE (Date) - Pay Adjustment to Intermittent
Reassignment."
The not-to-exceed (NTE) date for the Reserve appointment is to be set at 60
days after the projected end of the sponsor's tour. Remarks should read: "lb
accompany spouse to field." A copy of the request for personnel action should
be sent to Compensation Division, Office of Finance. (U)
B. Time and Attendance Reports
On the T&A card for the pay period in which the employee converts
to WAE status, a remark should be made on the reverse: "Converted to WAE
status effective (date)." After the conversion personnel action is effected,
the office of Finance will still issue T&A cards on the employee unless they
receive a memorandum requesting that no further ones be issued. However, any
cards issued after the canpletion of the one advising of the conversion need
not be canple ted and returned l. (U)
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 KTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
C. Limp-sun Payment for Annual leave
All employees converting to WAE status will be paid a lump-sun for
the amount of unused annual leave they have as of the effective date of the
personnel action. Office of Finance initiates this procedure after receipt of
the conversion personnel action. (U)
F. Dcit Processing
The WAE Spouse will undergo exit processing through Personal
Affairs Branch. The CEM OC locator card will be retained by the parent
component. (U) _
G. Waiver to remit Accompanying Sponsor to Field prior to Completion
of Three-Year trial Period
Heads of Career Services, or designees, may request the Director
of Personnel to waive the requirement that the three-year trial period gust be
completed before proceeding to the field. The requesting memorandum should
state the amount of the trial period that will have been completed prior to
conversion, canment on the employee's performance to date, and provide
additional justification for the waiver based on the particular circumstances
of the case. (C)
2. Employees currently in contract WAE status under the previous rules
need not be converted to staff status until they return to Headquarters and
are reinstated at their previously held grade in accordance with the Career
Service obligation to do so. Absences under the previous rules will be
considered as part of the 52 month basic period. (U)
3. The guidance provided above is to meet immediate needs for
implementation of the program. Additional guidance will be publisied lat r.
2
ODNFI1 TTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
In the meantime, questions on the WAE Spouse
Policy and Programs Staff, 100
6 Pones Building
rector of Personnel
directed to the
(U)
25X1
25X1
_ 3
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
%v%PmrIVCIV I IAL
(When Filled In)
MEMORANDUM OF UNDERSTANDING
CONCERNING STATUS CHANGE TO ACCOMPANY SPOUSE TO A FIELD INSTALLATION
(Approved by Career Service)
I understand that, as a result of my Career Service's approval of my
request for a period of absence from active employment to accompany my
Agency-employee spouse to a field assignment, I will be converted to a Reserve
Appointment as a staff employee in a When Actually Employed (WAE) status. I
also understand that the following provisions will apply:
A. The field installation may employ meat any time subject to
Headquarters prior approval of the proposed rate of pay and program of work
to be performed.
B. I will continue to be covered under the Agency or Civil Service
Retirement System but will accrue credit for retirement purposes only for
those days actually worked.
C. Upon return to the Headquarters area on or before the expiration
of my Reserve Appointment, I will be restored by my Career Service at the same
grade level achieved prior to my departure although not necessarily in the
same position.
D. I am expected to be available to return to active duty with my
Career Service within 60 days after my return to the Headquarters area.
I also acknowledge that I have read and signed the memoranda of
understanding for employees in WAE employment status concerning my
entitlements under the Federal Employees' Group Life Insurance and Federal
Employees Health Benefits Programs.
Signature Date
STAT
FO" "" 3510 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
(When Filled In)
MEMORANDUM OF UNDERSTANDING
CONCERNING STATUS CHANGE TO ACCOMPANY SPOUSE TO A FIELD INSTALLATION,
(Not Approved by Career Service)
Although my Career Service has not approved my request for a period of
absence from active employment in order for me to accompany my Agency-employee
spouse to a field assignment, I have elected to avail myself of the option to
accompany my spouse on a non-sponsored basis. I understand that I will be
converted to a Reserve Appointment as a staff employee in a When Actually
Employed (WAE) status for the duration of this absence.
I acknowledge that this election was made with the full knowledge of the
following conditions:
A. Lacking approval of my Career Service for this absence, the
Career Service incurs no obligation to restore me to active employment upon my
return to the Headquarters area.
B. Every effort will be made to find an appropriate assignment for
me upon my return, but it may not be at the same grade or in the same type of
position I held at the time of my departure. I understand, however, that in
the event a position is not found within 60 days of my return to the
Headquarters area, my employment will end.
I also understand that the following provisions apply in connection with
this absence:
A. The field installation may employ me at any time subject to
Headquarters prior approval of the proposed rate of pay and program of work
to be performed.
B. I will continue to be covered under the Agency or Civil Service
Retirement System but will accrue credit for retirement purposes only for
those days actually worked.
C. I am expected to be available to return to active duty within 60
days after my return to the Headquarters area.
I also acknowledge that I have read and signed the memoranda of
understanding for employees in WAE employment status concerning my
entitlements under the Federal Employees' Group Life Insurance and Federal
Employees Health Benefits Programs.
STAT
10-Q7 351 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
CONFIDENTIAL
(When Filled In)
MEMORANDUM OF UNDERSTANDING,
CONCERNING STATUS CHANGE TO ACCOMPANY SPOUSE TO FIELD INSTALLATION
(Trial Period Not Completed and Not Waived)
As my three-year trial period has not been completed, nor has a waiver
been granted to permit me to go to the field prior to its completion, I
understand that in accompanying my Agency-employee spouse on a field
assignment I will be carried on Agency rolls in Leave Without Pay (LWOP)
status for a period of ninety days. My LWOP will begin upon the expiration
of all my accrued annual leave.
If a position for me in the field is not identified prior to the
expiration of the ninety days of LWOP, I understand that I will be required
to resign effective that date. If the field installation does identify a
position for me prior to the expiration of the ninety days. of LWOP, I
understand that I will be returned to full duty as a Staff employee.
I also acknowledge that I have read and signed the memoranda of
understanding for employees in a non-pay employment status concerning my
entitlements under the Federal Employees' Group Life Insurance and Federal
Employees Health Benefits Program.
STAT
na 3s IL Approved For Release 2009/09/15 :CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
?
?
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
VVLNL -L. "M 11Cll.A
Employee Couples
1. When selecting, assigning, or processing an employee for an overseas
assignment, how and when do you become aware that the spouse is also an
employee?
2. How do you determine the availability of an assignment for the spouse who
wishes to work overseas?
4. If the spouse is assigned to an overseas position prior to departure from
Headquarters, do you prepare the same documentation as for the other
employee, e.g., service abroad agreement, personnel action, individual
travel orders, etc.?
5. What are the procedures if the spouse is being assigned to a position
outside his or her own career service?
6. When both members of a couple are assigned overseas on PCS and one is
recalled or transferred, what happens to the other spouse?
7. What other kind of problems have you experienced with dually assigned
employee couples?
WAE Program
1. When an employee on WAE Staff Reserve to accompany a spouse is
reactivated overseas, what steps do you take?
2. What problems have you experienced if employee is reactivated at same
grade? If the grade of the job is lower than employee's grade?
3. Do you attempt to match salary rather than follow the DO policy?
4. Are steps higher than DO policy requested by the field and, if so, are
they approved by Headquarters?
5. Do you receive requests to "convert" back to regular status and remove
from WAE while employee is overseas? If so, how do you handle?
6. Have you experienced any problems with "extending" the 52-month limit?
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
7. How have you handled the reinstatement to "prior grade" upon return to
Headquarters? Same step held upon departure? Step employee would have
attained if he or she never left? Credit for promotions granted while
temporarily working overseas?
8. Has the requirement for completion of the trial period before being
"sponsored" for WAE program been a problem?
9. Are waivers of this requirement being requested? Are they approved when
requested?
10. Have you experienced any other problems with the WAE Program?
CONFIDENTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
?
?
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
I.IAVJ:.L J"141 _LJ.LJ
HISTORICAL CHRONOLOGY OF
EMPLOYEE COUPLES POLICY
15 May 1958
CIA Career Council discussed "Career Status of Women Who Accompany Their
Husbands Abroad" and approved the following policy for incorporation into
The Head of the Career Service in cooperation with the
Director of Personnel will determine whether a suitable
vacancy exists at the overseas post to permit the continued
staff employment of the wife. If none is identified she
will resign but may be employed under contract on a full
or part-time basis.
16 September 1958
Career Council approved the revision with one addition:
The Director of Personnel will be responsible for giving
preferential consideration for reemployment to women who
are members of the Career Staff and who had to resign
staff employment in order to accompany their husbands.
These women will not only be given preferential consid-
eration for vacancies within their former Career Service
but also for any other vacancy for which they are qualified.
Agency officials disagreed over whether the policy should appear in a
separate regulation, a notice or a handbook. Consequently, it was never
published.
12 October 1960
A memorandum from the Chief, Regulations Unit, OP to the Director of
Personnel states that in regard to a memorandum from the IG:
"The policies concerning the employment of women who
accompany their husbands to a new location and the
limitation on granting leave are currently in practice
but are not included in any published regulatory issuance
or written directions to Heads of Career Services or
Operating officials."
The Executive Director-Comptroller approved a policy of three years LWOP
to accompany a spouse to a foreign duty station. In December 1972, this
policy was published and procedures outlined in
1973 in OPM 20-30-3 and OPM 20-30-5. Provisions were:
11nrTt'TnVK1 TTAT
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
1. LWOP for a maximum of three years following use of accrued
annual leave.
2. Memorandum of Understanding required.
3. If employed overseas on contract, automatic reversion to
LWOP if contract terminates prior to end of three years.
Contract time counts towards three years.
4. If not available to return to duty at Headquarters at end
of three years, staff employment terminated.
5. Return to duty is subject to availability of an appropriate
position and will be at the grade of the position, regard-
less of employee's previous grade
6. If spouse not employed by the Agency, employee may be carried
on leave status (annual and LWOP) for 90 days before termination.
May be extended only if specific commitment received for return
to pay status within a reasonable time.
18 November 1976
By granting IWOP, a Career Service incurs an obligation
to make every effort to provide active employment at
previously held grade and in a position of like status
at the end of the leave period.
8 June 1978
1. In order to be eligible for the three-year LWOP,
employee must have completed the former one-year trial
period, or two years of the new three-year period.
2. Three-year LWOP grant may be extended for the
convenience of the government and up to 60 days to
allow reasonable time to return to duty.
3. Subsequent grants of LWOP may be approved if inter-
spersed with assignments as staff employees of at least
three years duration.
4. Contract or staff employment during three-year period
constitutes a break of the period. Employee can return
to remaining three-year period of original grant.
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
5. Upon return, given first consideration by parent
organization for any vacant position for which qualified.
1 August 1978
Memorandum from DCI to Deputy Directors expresses his concern over
working couples and asks for a colloquium on the subject.
October 1978
DDA established an Agency Task Force on Working Married Couples.
July 1979
Task Force report published.
3 April 1980
indicates changes:
1. If no field position is identified after 90 days LWOP,
employee is converted to WAE contract status.
2. Rate of pay and work hours approved by Headquarters.
3. For the first time a firm commitment is given for
reinstatement to staff status in the same Career Service
at the grade previously held upon return to Headquarters.
4. If sponsor is transferred laterally to another field
location, spouse will be given priority consideration for
vacancies.
27 July 1981
adds to previous notice:
1. Completion of three-year trial period, or waiver
by Director of Personnel.
2. Employee must sign Memorandum of Understanding
(contains commitment to restore).
4. Can change Career Service if all parties agree.
5. Comparative evaluation of employee under contract
status is suspended if employee not in his or her
occupational specialty.
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
15 July 1982
changes the above policy:
1. Employee who has completed the trial period or
received a waiver converts to Reserve Appointment
in WAE Status.
2. If reactivated in the field, Headquarters approves
rate and schedule of pay.
3. Career Service may grant an extension of 52-month
cumulative limit on absence.
4. A trial period employee not granted a waiver is
granted 90 days LWOP following use of accrued leave.
If no position in the field develops, employee resigns.
5. If Career Service does not approve employee's absence
(including request for extension), employee can remain in
place; resign to accompany spouse; convert to Reserve
Appointment WAE Status with no Career Service obligation
to restore employee to active employment.
6. Spouses of non- envy employees may apply for LWOP
as provided i on leave.
4 October 1982
OPM 20-61-11 outlines procedures for above notice, stating that upon
conversion to WAE status:
1. Lump sum payment is made for annual leave.
2. Employees are required to undergo exit processing
through Personal Affairs Branch.
CONFIDENTIAL
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
?
?
is
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
1. Management is committed to make every reasonable effort to provide
dual field assignments for employee couples. An employee couple is one in
which both husband and wife are Agency employees. In order that both
employees are considered for field vacancies, more timely information is
needed on assignment interests and availability of employee couples. This
information is vital for planning assignments and will maximize opportunities
for dual assignments.
2. Each employee who is subject to field assignments and who wishes to
be considered for a dual assignment with his or her Agency spouse should
submit a written statement covering the items listed below. This information
should be provided to each employee's Greer Management Officer or appropriate
Greer Service 'fFicial and should be updated as necessary.
3. Employees may include additional data which is relevant to assign-
ments. Career Services or subgroups may request additional information to
facilitate assignments. Otherwise the statement should include the following:
a. A statement that the employee will or will not pursue
his or her own career, even if at a different post;
b. A statement that if necessary the assignment of one member will
take precedence over the other (if applicable);
c. Assignment preferences for each member;
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
d. Employee data:
Name
Social Security Number
Service Designation
Grade
Component
Position Title
Relationship (Husband or Wife);
e. Repeat above data for the spouse.
f. The signatures of both employees.
STAT
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
?
?
?
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
May 4, 1984
DEPARTMENT NOTICE
ALL F.S. PERSONNEL
REQUEST FOR UPDATED INFORMATION
ON TANDEM COUPLES
We are seeking to update our records and the corresponding data base
concerning those employees who are members of tandem couples and who
previously have requested registration (our.last Department Notice
on this *subject was December 2, 1981). Employees who have not
registered previously are invited to do so at this time also. This
is being done now in order to obtain as accurate data as possible in
anticipation of the next open assignments cycle. In addition,
current information will assist the personnel system to more
rationally address the issues of career development and assignments
of Foreign Service personnel who are members of tandem couples.
While there is no required deadline, replies prior to May 30 would
be appreciated.
Definition. A tandem couple is defined as a married couple each of
whom is a career employee of any of the U.S. Foreign Affairs
agencies covered in the Foreign Service Act of 1980, namely, State,
AID, USIA, Commerce (Foreign Commercial Service) and Agriculture
(Foreign Agriculture Service). Employees who are intending to marry
are not considered as members of tandems for the purpose of
assignment until they are actually married.
We recognize that not all tandem couples may wish to be recorded as
such. Some may believe this information to be not germane to their
assignments or careers, or they may simply not wish marital status
to be a factor in determining their assignments or career
development. Nonetheless, because of the importance the tandem
factor can have in the assignment process, we are attempting to
update existing information in our data base to ensure its current
accuracy and to publicize the process by which new tandems may
register as such. This does not mean that members of registered
tandems must always be considered for assignment as tandems. Our
assignment procedures have allowed tandem members to indicate at the
time that they submit their respective bids whether they wish their
tandem status to be a consideration in the assignments process.
(Continued on reverse)
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
 Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0
Action requested. Any Foreign Service employee of the Department of
state who has a spouse who is an employee of one of the five
agencies mentioned in the definition of pare 2 and who wishes tandem
couple information to be on record should furnish the following
information to her/his Career Development Officer (CDO) in PER/FCA
via memorandum using the format given in the following paragraph.
We would appreciate receiving responses from all tandems, even those
who may have registered in the past in order to make our data base
as complete and accurate as possible.
,1. Employee Data:
1. Surname', First name, Middle Initial
2. Social Security Number
3. Grade
4. Primary Skill Code (Cone)
5. Post
II. Tandem Spouse Data:
6. Spouse's Surname, First Name, Middle Initial
7. Agency of-Spouse
.8. Social Security Number of Spouse ;
9. Grade of Spouse
10.,Primary Skill Code (Cone) of Spouse
11. Post of Spouse
Those employees who have previously identified themselve's as members
of 'tandem couples,' but who are no longer members of tandem couples
should use only the format of Section I in paragraph 5 and add a
closing line (line 5 a) asking that their 'tandem' status be deleted
from the personnel data base and indicating their correct marital
status.
The Bureau Executive Directors are requested to assure that each
State Foreign Service employee is given a copy of this Notice.
Approved For Release 2009/09/15: CIA-RDP87M00539R002504140012-0 .