AGENDA FOR THE CIA CAREER COUNCIL 20TH MEETING, THURSDAY, 15 MARCH 1956, AT 4:00 P.M. DCI CONFERENCE ROOM, ADMINISTRATION BUILDING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000700130011-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 29
• Document Creation Date: December 9, 2016
• Document Release Date: August 8, 2000
• Sequence Number: 11
• Publication Date: March 15, 1956
• Content Type: AG

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OGC HAS REVIEWED.
AGENDA
FOR THE
CIA CAREER COUNCIL
20th Meeting, Thursday, 15 March 19562 at 4:00 p.m.
DCI Conference Room: Administration Building
1. Minutes of the 19th Meting; (attached) for approval.
2,A'Staff Study, "Incentive and Honor Awards", dated 7 March 1956;
(at hod) for approval.
Naw business.
?
INCUMENT U.
NI MOE 1% CLAW
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MINUTES
OF THE
CIA CAREER COMICIL
19th Meting, Thursday, I March 1956? 4:00 pom,
DCI Conference Room? Administration Beilding
Present:
25X1A9a
25X1A9a
25X1A9a
25X1A9a
25X1A9a
25X1A9a
25X1A9a
Lyman ,73 Kirkpatrick, 10, Acting Chairman
Robert Amory, Jr.? DD/I? Member
/P? Alt. for DD/P, Member
D/OC? Member
9 A/DDI/AD? Alt. for DD/I
AD/TR, Alt. for DTR? Member
AD/Pers? Alt. for D/Pers, Member
Lawrence Ka Whites, DD/S? Member
1111111111111micutive Secretary
Reporter
Guests
CiPPCS/DDP
Sheffield Edwards., Director of Security
1111111111111110office of Personnel
Office of Pereonnel
1. The minutes of the 18th Meeting of the CIA Career Council were
approved with the following correction: in, place of "It was agreed that
this wae the final reeponsibility of the Director of Personnel along with
his responsibility for job qualifications ?-but that he could only do it
with the assietence of tha Heade of Opt:eating Components and of the Lan-
guage Training Staff" read It was agreed that this was the responsibility
of the Meads of the Major Components and that the Director of Personnel
with their cooperation woad establish a central file of requirements for
language competences?"
2. With respect to paragraph 3 of the minutes of the 18th Meeting,
eonceening the status of Aganey mtlitary reservists, Colonel White
described the action that he had taken with the Department of Defense, the
Meade of the Reserve Components of the Ageney? and the Office of Personnel
to resolve the problem or redeploying military reservists in the Agency in
ehe event ef mobilization,,
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3. The Staff Study, "Selection
the Agenda) was discussed in detail0
procedure which will be followed, in
for the six Defense Colleges and the
Administration.
for Defense Colleges" (item 3 on
The Council approved the following
the future, in selecting candidates
Harvard School of Business
a. The Deputy Directors (Intelligence), (Plans), and (Support)
each will nominate to the CIA Career Council? at least one year in
advance, candidates for each College equivalent in number to two
times the number of slots available.
b. The nominees will be drawn from those recommended by the
several Career Services under the jurisdiction of the three Deputies.
The Career Services will have reviewed all eligible persons for whom
they are responeible and also will have considered the names *1 any
persons who may have applied. Applications may be accepted, by the
Career Services but will not be accepted by the Defense Colleges
Selection Panel.
c. The Defense CollegesSelection Panel will screen the nomina-
tions and recommend to the Council candidates and alternates for the
current sessions of the Colleges and projections for future sessions
where possible,
d. The Council will recommend to the Director candidates and
alternates for the current sessions, The Director will make the final
determination,
It was also agreed that the Career Services and the Heads of Major Components
should have the responsibility of recommending whether an individual was a
suitable candidate for more than one particular college, The Defense Col-
leges Selection Pnnel was directed to draft the implementing regulations
and procedures
40 The Staff Study "Individual Career Planning" (item 2 on the
Agenda) was discussech In summary it would appear that in the aggregate
there was more individual career planning going on in the Agency than had
at first appeared, It was also apparent that there was considerable
diverge:rev of opinion as tr. -
a0 whether career planning was the responsibility of the indi-
vidual himself, his supervisor or his Career Service,
b0 the extent to which career planning was desirable,
ca the consequences of unrealistic career planning which woad
make imolementation difficult or impossible with attendant unfortunate
impact on the morale of the individual,
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d. 1he mottled bywhieh eareer planning should be carried outs,
e, the extent to whieh etandardized forms and preeederes for
eareer leeanning was deoirable, and
.re the priceitles to be established for eareor planning for
greups or eategories of persone,
3everal epeelfic eareee elene were taseensed ae exaelplep and the careee
elamieg aceivitiee in the Office of Communications were:deeeribed in
ema detail It was agreed that a banie meseoneept in the Agency veemed
t4av6 geow)L up to tee effect that career planning was eynonymoue with
zetatooe end it was felt efforts should be intensified to c*rreet some
erreneeve concepts sueh as thie, It was generally agreed that the Well -
GS-12 levee wolaid probably ble the one to which first priority ahead be
attaehed. There was :ciao discussion of the need for caeser planning fee'
personnel at the 1S-15 level since it had to be realized that the great
majoeie,y of Gb-15s, would not have the opportunity of advancing into the
eupeegmade area,
5, It was ageeed ehat:the Staff Study under eonuideration should be
eevised'in view of the discussien which had taken place; that there be
devieed a preosed preeedure together with forms that could be us*d in
Vne career planning activity, The Coueeil would then review the proposale
prior te eireulating them te t,ht, several Career Services- It was felt
that this method would enable the Agency to arrive at a ueilagm ihilosvp4
with respect to Individual Career Planning,
6, II, was aged that the Career Ceune:U weuld at an early date
examine the pessibility of CIA partieipating in the new Senior Civil
3erwice which was being established =de the auepices of the Civil Seer-
eee Commissien?
7, The Inspeetoe General referred to a memorandum to him prepared
by a senior officer who had had long experience in the Agenee concerning
' Aide to Peelennel Maeagement," He requested that this be eireulated for
hej informateen to all member of the Couiloil
8, The Council adjourned at 5'400 p,rti
25X1A9a
utive Sectary
ZIA Career Cq,e,e-,e.f,d1
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SUBJXT:
Charmen, CIA Career Couneil
ancentive and Honor Awards
7 MAR 1956
REFERSNCES (a) Public Law Ao. 763. Title 111, Government Hmployees
Incentive Awards Act, effeotive 30 WoveMber 1954.
1, Civil Service Commission Interpretation (Trans-
.._
25X1A
mittal Sheet No. 477)
(b) CIA Regulation No.
(c) CIA Regulation No.
Re.CIALmendations for the approval of the
pragrapb 6, page 9 .And.
Incentive Awards Program
Honor Awards
PRO4LRM:
ik Career Councliare contained
a. that, shall be the ILgency policy in respect to cash awards for an
accepted impvovement suggestion in line of work and otherwise,
sustained superior performance and a single instance of meritorious
oonduct?
h. What is the proper administrative mechanism for dealing with these
personal accamplishments?
2.
a?
ASSUMPTMJS:
That the Agency deems it good personnel administration to consider
for award or distinction (1) all acceptable employee improvament
suggestions in the fields of economy, efficiency, working conditions,
morelee safety, and security; and eeparately therefrom, (2) all
instances of sustained superior and meritorious performance and
single instaeces of exceptional meritorioUs act or service and valor.
h. That the Agency desires to conform to over-all Federal legislation
on this subject tnsofar as compatible with its intelligence mission.
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SUMECT: Incntire and Honor Awards
3.
FACTS:
a. Previous to 30 November 1954--and for a number of years prior
thereto--incentive award programs existed within the Federal
Government. There were various laws-ewith varied unequal, limited,
and confused application. Cash awards were made for efficiency
suggestions and in-grade step-increases were permissible. Under
thee& laws also 'emor awards were authorized.
For purposes of this survey, the only important legislation in this
field is the new Incentive Awards Act, effective 30 November 1954,
which has replaced the previously existing authorities. (Public
Law No, 763, Title III.)
(1) The heart of this law lies in the following:
(a) "Section 304. (a) The head of each department is
authorized to pay cash awards to, and to incur necessary
expenses for the honorary recognition of, civilian
officers and employees of the Government who by their
suggeetions, inventions, superior accompliftmtle_gr
erforts?rittto
envid, 9/Agyanantsaaratim
or wh9...=1.001_41=ielsellsPreliftriPtgstE in the public
interest in connection with or related to their official
employment.'
(b) The President has the same authority la_addlasm to (a)
above.
(c) Tho Civil Service Commission has exercised its authority
to set regulations and instructions for the carrying out
of this program.
(d) A department or Agency head may pay an award up to and
including 1;5,000, To pay from $5,001.00 up to and in-
cluding ;25,000, a department must have the Commission's
approval upon certification of the department that the
employee's contribution is "highly exceptional and
unusually outstanding."
(e)
Terminatton of the authority to make in-grade step-
increases for incentive awards or meritorious performance.
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3U ECT Ineentive and Honor Awards ?
(2)
(f) A department or Agency head may incur expenses for the
crestien of non-monetary awards srch as medals, etc.
Of pantinular importance is the following Civil Service
interpretetien of this legislation:
(a)
(b)
(0)
Who lz eligible: Ovilien employees.
Nature of contribution:
responsibilities.
Nodificat-lon:
Outside of or within job
ElIbinjob reaponsibilities, the contribution must
be so superior or meritorious in exceeding normal job
requirements as to warrant special consideration.
2. Even if the job xmirla the employee
superior reaults exceeding normal job
ths employee is still eligible if the
is untrs, er if the contribution can
the immediate area of responsibility,
.'3'; The CIA General Counsel has edvised that the Agency .can
carry at practically ary reasonable policy including restric-
tien of awards not involving monetery savings to honorary
awavde, but tits ehould be expreseed as policy and the regula-
tion itself not to be restrictive or rigid in its application."
(See Apponaix
to prod
reqnirements.
performance
be used outside
e. The Agency's 2ieeioi cf the Incentive Awards Act is embodied
in CIA Ireguilation No, Incentive Awards Program.
(1) Th Le Reguletion, dated 21 April 1953, ante-dating the new law,
authorizea the granting of tho following types of ward: cash
up to $1,001 for improvement nuggestions, in-grede step-increases
(up to three) for efficiency, in-grade step-increases (one only)
for superiee eccomrlishment and commendation to supplement cash
or in place thereof in event of employee ineligibility.
(2) Agency Nottce Vc, , dated 13 January 1955, authorizes
the processing and conferring of incentive awards in accordance
with the new 7.ncentiva Avards legislation.
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SUBJECT: Incentive and Honor Awards
(3)
The Incentive Awards Program is administered via the mechanism
of an Incentive Awards Committee and separately, an Incentive
Awards Panel. The latter deals with all incentive award matters
concerning the DD/P Area and is supervised by the Chairman of
the Agency Incentive Awards Committee. The summary of actions
taken under the Program since its inception is shown in Appendix
ho
Members of these two bodies are appointed by the DCI as follows:
.122.%Ittleenelkiteeunkulatteft.
Chairman. Chief, Management
One member representing the
II u
n
to n
n n
IP
LuaottmliamirAULEanal
Staff
Office of
Office of
Office of
Office of
DD//
DD
/P
Personnel
Communications
Training
Logistics
Chairman, Chief of Administration, TSS
Two membere representing the DD/P
d. The Agency's program in respect to Honor Awards formerly derived its
authority from the various laws referred to in paragraph 3 a, but now
comes within_the_puryiew of the new Incentive Awards Act. CIA
Regulation dated 13 April 1955,authorizes awards for acts
requiring a high order of personal courage or for singularly important
contributions to the national intelligence effort not involving the
exercise of personal valor.
(1)
Agency awards consist of medallions known as:
Distinguished Intelligence Cross
Distinguished Intelligence Medal
Intelligence Star
Intelligence Medal of Merit
(2) In addition, the employee may be eligible for one of two
National awards. the National Security Medal and the Medal
of Freedom. Dmployees are aleo eligible, under this program.
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SUBJECT: Incentive and Honor Awards
for awards from their cover orgenizatinne. Personnel detailed
to CIA are eligible for awards from their parent organizations.
(a) Summary of the Awards made under the Honor Awards Program
since its inception is shown in Appendix III.
(3) The Honor Awards Program is administered by the CIA Honor
Awards Board. Members of the Board are appointed by the DCI
eems follow
e
Ueettrember and alternate representing the DD/I
n n "
go " DD/P
W0 1
J) SecutAty Advisor A
r? t)
Personnel Advisor
The DCI appoints the Chairman from among the three members.
e. Yndustrial and basinose policy under typical suggestion systems,
as evidenced from the companies listed below, is almost uniformly
as followl;
(1) No superior performance award at ell.
(2) The senior executive is not eligible for an award for any
improvement suggestion.
) The supervisor at whatever echelon is eligible for an
improvement award if the imprerament suggested is peeLtaNe
of his immediate line of work.
(4) On exception to the above is from aevery large retailer
who, Via a special fund, pays snbstantial money on occasion
for a significant and broad contribution in the field of a
man's own work. Hover, the retailer is traditionally and
particularly dependent on new ideas all of the time in order
to keep his head above water This comes about from the
nature of the bueineas, as well as because of a commonly low
profit level.
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SUBJECT: incentive and Honor Awards
(5) The only other exception in this list is American Telephone &
Telegraph Ccmpany, which makes one of three possible Honor
Award medals for heroic service and for noteworthy public
service with accompanying cash. As of August 1955. (in 35
years) the awards have been;
15 gold medals with $1,000 each
139 silver medals with $500 each
1402 bronze medals with $100 each (the local Co's
award bronze)
(6) Comptniee surveyed are as follows:
American Cyanemid Company
American Telephone & TelegraPh Company
Ford. Motor Company
General !ails, Inc.
General Yotors Corporation
Illinois Central Railroad
4. DISCUSSION:
may
John Hancock Life 4nsurance Company
Macy's New York
National Biscuit Company
Remington Rand, Inc.
Westinghouse Electric Corporation
a. Any substantial contribution could possibly call for one or more
of the forms of award for which provision is made in the two
referenced Agency regulations. The term used in RMIla
singularly important contribution to the national inte gence
effort-1' is broad enough to fall under the jurisdiction of
either the Incentive Awards Committee, the Incentive Awards Panel
or the Honor Awards Board - or all of them, To that end the day--
to-day administration is now collaborative. However,- the first
two named groups have the cash but no medal and the Honor Awards
Board has the medal but no cash, It is to be noted that the
Honor Awards Program is designed to recognize outstanding con-
tributions to any mission or activity conducted by CIA. Promotion,
as an award is of course outside of the jurisdiction of either the
Incentive Awards Committee or the Honor Awards Board. In-grade
step-increases under these programs are no longer permissible.
(1) It is further to be noted that the Agency unit primarily
responsible for surveys as to efficiency is given a most
significent morale reeponsibility,
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SIWECT: Incentive aad aonor Awards
(a) Recent transfer of the Chairmanship of the Incentive
Awards Committee from the Direotor of Personnel to
the Chief, Management Staff was predicated on the
volume nature of the items arising under the Program.
i.e.. almost entirely improvement suggestions, Re..
consideration is now properly in order.
b. A contribution of any outside-of-the-employee's particular job
responsibilities is clearly something different from within-his-
job responsibilities. In the latter cage, particularly the
farther up the scale of salary' compensation one goes, the more
significent is the question of cash award. When considering
within-job resoonsibilities, appropriateness of the different
kinds of award - or no award - can well be a morale question
depending on a number of factors. Importantly these factors are:
nature of the contribution, grade of the individual, hie age, his
position, hie job responsibilities, degree of supervision accorded,
length of seevice in the Agency, his immediate career staff status
and hi a fitness reports.
o. The Civil Serviee Commission's interpretation of the federal law
makes the DCI eligible for a cash-award! This leeway suggests that
this Agency can construct its own policy.
4. Of the four Honor Awards within our own control, only one ie within
reach of the great body of Agency employssev in the field of mite-
rignseggeetepengeeet. This is the Intelligence Medal of Merit, the
fourth one listed below.
(1) Distinguished Intelligence Cross e for heroism.
(2) Distinguished Intelligence Medel - for outstanding service's of
distinctively exceptional nature as to constitute a "Wor cone
Izikl;tipe to the missione of CIA.
(3) Intelligence Star - for heroism.
(4) Intelligence Medal of Merit - ". . for meritorioum aervice or
act . , above normal duties requiring initiative and extra
effort vhich have contributed to the accomplishment of the
missions of CIA."
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SUBJECT: Incentive and Honor Awards
It is suggested that there is room additionally for a lower level
award in the field of meritorious service to permit recognition of
superior performance that is not sufficiently significant to quality
for the Intelligence Medal of Merit. Thereby it would be possible
to reach a larger number of employeee.
e. Viewing the whole body of employees it can generally be held that
at the G5-11 level there halm the true executive group and the
senior executive potential or resource. Correepondingly, below
this level, and increasingly downward. there exists the great body
of individuals whose advancement to executive level may be long
delayed or never achieved. Here even a modest form of award - a
merit certificate - and especially cash - is of greater signifi-
cance and of a different appropriateness value.
r. Inherently centained in meritorious award recognition of a senior
grade employee (increasingly from 05-11) is the award to a super-
visor who reflects the performance of the people who support him.
One-time cash awards may well be entirely appropriate in the field
of improvement suggestions dealing with efficiency, conditions of
work and? eecurity, etc., and quite the opposite for meritorious
conduct. With an improvement suggestion,, most frequently, one can
obtain an actual dollar saving; even when the benefit is intangible,
a saving can often be seen.
h. Depending on the nature and value of the contribution, a promotion,
a commendation or a medal might be applied to any situation with
the medal reserved for the most significant.
g-
(1)
A cesh award for sustained superior or meritorious performance
or for a single meritorious act or service, especially in the
higher grades, waters down the attitude which is se important to
promote in the Agency; namely, sense of mission, job-pride and
dedication. To a degree, such pricing also vitiates "job-pride
and that kind of performance which comes only from the internal
personal satisfaction of doing well and better than the other
fellow.
Thi e point is perhaps sharply made within the questions: "What are
we being paid for in base salary?" "Is the intangible factor of
mission, loyalty, devotion. and integrity properly compensable out-
side of position with its accompanying emoluments?"
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(2) Of interest is a 7-man "gallup poll" on cash versus U. S.
medals. (See appendix 17).
CONCLUSIONS:
a. That feature of the present Incentive Awards Program involving
eustained meritorious performance or a single meritorious act on
the one hand, and the Honor Awards Program on the other are all
within the same basic context. They :should be dealt with together
in policy and in administration.
b. In the field of meritorious performance a cash award within the
upper grades is inappropriate in this Agency.
c. In the field of improvement suggestion, a cash award within the
upper grades is equally inappropriate but because of the sharp
psychological differences in these two kinds of contribution
greater flexibility may be used in case of improvement suggestions.
d. The Agency needs another award to recognize frequently occurring
superior performance.
e. The commendation letter presently used in connection with suggestion
awards should be continued as appropriate.
6. RECOMMENDATIONS;
,.- It is recommended:
a. .That, in accordance with
11. stott
bite Law No. 763, the Agency create an
Incentive Awards Program Jcoinpoajd
An honor awards element dealing
and valor; and
-
A suggestion awards elment,,dealing wit improvement suggestions,
i.e., efficiency, morale0 safety, securitg, etc. ,
eritorious performance
? )4
tet-r-va 40, ?, ,ftue,
b. That Regulations Nos?
tion embodying the above concept.
e. That there be created a fifth award,for meritorious performance ,to
consist of a Certificate of Merit accompanied by a flat unvarying
emolument of $100.00.
be combined into one regu1a-
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SUBMT: InceLtive and Honor Awards
d. That the administration of the two elements of the Program be con-
tinued as at present by an Honor Awards Board and a Suggestion
Awards Committee.
e. That the Honor Awards Board be informally directed that no cash
award shall be made to any employee in grades GS-11 and above for
sustained superior meritorious performance or for a single merito-
rious act or service and that the Certificate of Merit be awarded
only to employees in grades GS-10 and below.
f. That the Suggestion Awards Committee be informally directed that
no cash awards shall be given for improvement suggestions to
empleyees in grades GS-15 and above, except upon approval by the
DCI on a most exceptional basis.
That no member of the Suggestion Awards Staff, the Records Manage-
ment Staff, or the Organization and Methods Staff shall be eligible
for an award for an improvement suggestion.
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APPENDIX I
21 February 1956
MEMORANMUM FOR: Chief, Management Staff
SUBJECT: Incentive Awards
I trust the attached will give you the guidance you want. In
other words, I believe you can carry out practically any reasonable
policy including restriction of awards not involving monetary savings
to honorary awards, but this should be expressed a? policy and the
regulation iteelf not be too restrictive or rigid in its application.
/8/
LAWRENCE R. HOUSTON
General Cee1sts1
Attachment
21 February 1956
MEMORANDUM FOR: -Mt. Houston
SUBJECT: Incentive Awards
1. I talked to Mr. John Roes, Deputy bhief? Incentive Awards
Division, Civil Service Commission (Code 141, Extension 5821) about
the propriety of restricting the payment of monetary awards by in.
ternal regelation.
2. Mr. Ross said that the law and Civil Service regulations do
not restrict incentive awards, either monetary or honorary, to any
particular class or grade of employee. There is, however, no legal
reason that the Agency cannot by internal regulation restrict the
eligibility. of employees for awards to certain grades of employees.
The Ccmaission would prefer that the agencies would not establish
rigid regulations -precluding env particular grade or grades of em-
ployees from receiving award?. He stated that the Air Force and
Department of Agriculture have given some consideration to excluding
supergrade employees from the program by regulation. He believes,
however, that they have decided to handle the problem on a ease by
ease basis rather than by restrictive regulations.
3. In summary Mr. Ross said that the Commission would prefer to
have the agencies leave their programs as flexible as possible and
that it does not advocate restrictions by grade. If an agency feels
that some restriction is desirable, the Commission would prefer that
it be in the framework of a guiding policy rather than an absolute
regulatory reotriction.
25X1A9a
Office pf General Counsel
APPENDIX I
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1 JULY 1948 TO 31 DECEMBER 1955
Fiscal Year
Total 2/
1950 through 1952
1953
1954
1955
34
2
15
1 Jui.154 30 Nov, ,4 1/
13
OTAL
614
Dec.154 - 30 Jun.'55-----
4
$2,45c1.00
1956
1 Ju1.155 - 31 Dec,155 4
TOTALS -7!-3/
1122422:22
;51850.00
AWARDS FOR PERFORMANCE
Distribution by Typo
APPENDIX II
Special Act
or Service
20
1
6
Sustained High
Work Performance !!!22211E1 in Economz
Method or Device
6
7
9 2
1 - $1,500.00
1 - $ 400.00
W=-41,900.00
8
1
1
2 - $ 550.00 1 - $ 400.00
2 - $1,500.00
19 - $2,050.00
Efficiency
_3.-Meachtotioersons11500.00(4
1 - $1,900.00
1
3
Fiscal Year
Number of
Suggeitions Submitted
AWARDS FOR SUGGESTIONS
Estimated Dollar Saving!
4/
Amount of Lump-sum
Cash Award
Number Approved
1949 through 1952
1953
1954
1955
1 Jui.154 - 30 Nov.'54 1/
1 Dec.154 - 30 Jun.155
1956
1 Jul.155 - 31 Dee '55
TOTALS
89
299
762
331
532
297
16
14
46
36
25
37
$ 12,500,00
$ 40,000.00
$ 78,500.00
$ 6,200.00
$ 71,781.00
$ 16,667.50
$ 408.00
$ 985.00
$2,050.00
?$ 375.00
$2,705.00
$1,195.00
2,310 -
174
$225,648,50
$7,718.00
Distribution of suggestions received and awards granted by principal area for Fiacal Year 1955 is:
DD/I pp DD/S
Number Receive
31.5%
30.3%
34.5%
Number Awards
36.1%
36.1%
27.8%
1/ 30 November 1954 is the effective date of the Government EMployees1 Incentive Awards Act (Public Law 763, Title III)
g/ Prior to 30 November 1954, 64 meritorious step-increases were granted. It is not practical to indicate the dollar amounts involved.
After 1 December 1954, 8 lump-sum awards were granted in the amounts shown. GS-11, 11;
3/ Distaihution of these 72 awards by grades is as follows: Gs-4, 3; 0S-5, 6; 08-6, 3; 06-7, 2; 06-8, 1; 08-9, 11;/05-12, 5; 08-13, 11;
08-14, 8; 05-15, 7; SP-5, 1; CPC-5, 1. (fbe GS grades of two persons are unavailable.)
y Estimated in accordance with Civil Service Commission standards.
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MANSMIIIAL Alr
: C1A-RDI:g0-01
9 march 1956
;
TO:
ROOM NO. BUILDING
REMARKS
While assembling the Agenda pack
for the next Career Council Meeting I
noticed what I thought was a discrepancy
in the last tabulation, just above the
footnotes.
I asked if the total;
of the percentages following the Niumber
Received!' shouldn't total to 100 0/0. Pal
called back today to report that the info
I have added in ink to attached Appendix
II had been erroneously omitted.
'Do you want this omission called
to the atten on -all recipients of the
Agerea pri e.jeeting, or will you
handle ifat h Meet hel?
m../:gern- , A.
/ _ . , .r ' ,
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AMADIX III
STATISTICAL SUMMARY OF HONOR AWARDS
18 September 194? to 31 December 1955
1Note On 20 February 1953, the Honor Awards Program was established
In an organized and rational basis" Prior to that dates awar48 and
de.!,orationt were granted on a more or less hit or miss basis,
SECTION A
38 Awards granted prior to 20 February 1953
I NATIONAL AWARDS
Medal of Freedom. .
4 6 ? 0 0 0 6 0 0 0 0
71 AWARDS C.F ME ARNIM FORC
2.
Duaztont_nf_thalrmy:
Silvsr Star . . . . . 2
" .... . . ? ? ti ? ? 0 0 0
Soldiers Medal. . 0 0 0 0 0 6 0 0 0 a 4. a a ? a . . 1
. 0 0
. . .
Commendation Ribbon with Metal Pendant. . .. 5
li0.121irtWatf..9.r.-tth?V tian
Navy
O 0 0 6 6600 000 6 401
PAP?SX:ttgait_ottbfLAX-Eilrrl.
Distinguished Flying Cross? ?
? . 1
Aar Medal . . . .
Commendation Ribbon with Metal Pendant, . . . 3
III CIVILIAN AWARDS OF THE DEPARTMENT or DEFENSE
Rxceptional Civilian Service Award (Air Force)? . 1
4mb1em for Meritorious Service tArmy) . 1
Certificate of Merit (Arne)
0 0o ? b ? 0 0 0 1
Certificate of Appreciation (Army). . 1
IV AWARDS OF TiE DEPARTMENT OF STATE
Superior Service Award. . . ? ? ? ? . ? . 1
Commendable Service Award .
. 0 0 . 2
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',Continued)
SECTION B
31 Awards granted subsequent to 20 February 1953
I NATIONAL AWARDS
National Security Medal .
Medal of Freedom. . .
0 ? 9 0 0 0 0 9 ? 3
? 0 0 9 Cr 4 0 ? 0 ? 2
U AWARDS OF THE CENTRAL INTELLIGENCE AGENCY
Distinguished Intelligence Cross. ? 0 0 0 0
O 0 0 0 0
Distinguished Intelligence Medal. 0 ? ? 0 ? 4
Intelligence Star0
. . . 2
Intelligence Medal of Merit . ? ? 00000 o 0 , o 3
III AWARDS OF mE, ARM FORCES
122PAttgentof_tallituz
Legion of Merit .
Soldiers Medal. . . . . . o 0 0 0 0 0 t1 0 0 do 0 0 Ils?
Bronze Star Medal. 7 . . . . . .
Commendation Ribbon with letal Pendant. . . . . . . 3
2apaementspf_thaLAir_Egro,
Legion of Merit . . . . . . . . . . ? Le
0 0 0 0 0 1
Distinguished Flying Cross. . . 0 a o 0 0 0 o 0 _.
Air Medal . . . . . . . . . . . . . 6 . . 0 . 2
? y cl
Commendation Ribbon with Metal Pendant. . . . . . . 1
S-E-C-R-E-T APPENDIX III
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ATPA4D1X III
(continued)
11 Awards of Foreign Governments
Granted. between 18 September 1947 and 31 December 1955
? ?
a
3
?
1
9 ?
?
0
G
1
e ?
0
D
0 ?
D
0
0
2
0 ?
0
9
0
2
a 0
0
o
0
3
SECTION D
16 Awards of the Central Intelligence Agency at present being processed
1, Distinguished Intelligence Medal, 5
2. Intelligence Star. . . . . . . . . .
. . . . . . . 1
Intelligence Medal of Merit..... .
. . . . . .10
S-E-C-R-E-T APPENDIX In
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Appendix IV
17 February 1956
25X1A9a
MEMORANDUM FOR: Mr.
Mr.
SUBJECT a Cash ve Medals
Pursuant to our discussion of 13 February 1956 a canvass was taken on
15 February, to determine the attitudes on this subject that would be expressed
by former members of the Armed Forces who have been awarded one or the other of
the highest UP decorations; the Modal of Honor, the Dietinquished Service
Cross or its equivalent the Navy Cross.
The following question was put to seven members of the Army and Navy Legion
of Valor who are identified after the answer.
"The time is 1919 or 19450 as the case mey be. You have been told that
you have been awarded the DSC or Navy Cross. AtthattiralA if you were
given your choice would you have preferred to ii64441M000 in cash or
would you have chosen the decoration?"
Answers were received as follows:
Individual Service Period Cash Decoration
Enlisted man Army WW I 'Yes
n n Army WW I Yes
IR II Army WW1 Yes
Officer Army WW I Yes
Officer Amy WW II Yes
Officer Army WW II Yes
Enlisted man Navy WW I & II Yes
Two Army enlisted men did not know of the existence of the DSC before it
was preeented to them. The fact. that General Pershing decorated one man at the
incident above pricovthe other admitted that from ignorance he would probably
have taken tte cash,, if it were offered. A Worldlier II combat disabled West
. Pointer thought the question silly, wing in effect (expletives expurgated)
"Does sameone.think that extra performance can be bought?"
Following the spirited debate on this question, the following was asked:
"The time is now 1956 and as you know you are one of the relatively small
number of surviving holders of the DSC or Navy Cress. If the whole thing
could be done over, would you now prefer to have had $1000 and no decoration,
or would you, based on your experience during the intervening years choose
the decoration instead of the cash?"
Appendix IV
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The reaction was unanimous; in retrospect none of the *even would prefer
caoh to his decoration. The reasons advanced were mairay based on the
prestige factor of the decoration, the exclusiveness to some degree that
'crash believe; the decoration confers on him and to phrase it differently
the satisfaction enjoyed by reason of haying been deemed worthy of the
decoration,
25X1A9g1of
Chairman CIA Honor Awards Board
Appendix IV
2
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g1.8.1 "1"...4
14 March 1956
MEMORANDUM FOR: Members of the CIA Career Council
SUBJECT; Staff Studs, "Incentive and Honor Awards"
The Task Force on Incentive Awards wishes to amend the
..ecommendations in its Staff Study, "Incentive and Honor Awards,"
dated 7 March 1956, as follows:
It is recommended:
That, in accordance with Public Law No. 763, the Agency create
an Incentive Awards Program under_the_gmeral Jurisdiction of
the Deputy Direetor (Sumort) composed of
(1) An honor awards element under the puperviskaa-g?i42
P.treetaz....e.LTersonnel dealing with meritorious perform-
ance and valor; and
(2) A suggestion awards element under the supervision of till
ghlej_KADAummtAtatt dealing with improvement sugges-
tions, i.e., efficiency, morale, safety, security, etc.
The amendments to the original recommendations are underlined.
25X1A9a
4xecuti e Secretary
CIA Career Council
i ?
I'
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Nrwoi
CONFIDENTIAL
14, March 1956
MEMORANDUM FOR: Members of the CIA Career Council
SUBJECT: Staff Study? "Incentive and Honor Awards"
Vt41
The Task Fore on Incentive Awards wishes to amend the
recommendations in :Au Staff Study. "Incentive and Honor Awards,"
dated 7 March 1956, as follows:
It is recommended?
a. That, in accordance with Public Law No 763, the Agency create
an Incentive Awards Program d e r
the DepVII_Prector (Su-wort) composed of
An honor wards element underAlle superviskil of the
argetoll_of_Persennel dealing with meritorious perform-
ance and valor; and
A suggestion awards element suveri8ioIL the
Cf_h?tzLitiotgement. Start dealing with improvement sugges-
tions, i.e., efficiency, morale, safety security. etc.
The amendments to the original recommendations are underlined.
25X1A9a
N-xecuti e Secretary
CIA Career Council
CON
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