OVERSEAS PAY AND PERSONNEL PRACTICES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP57-00384R000500020002-5
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 6
• Document Creation Date: December 12, 2016
• Document Release Date: March 20, 2001
• Sequence Number: 2
• Content Type: REPORT

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OMB Declassification & Release' nsW6ctidns?o 'WW - i'to Referral to OMB
A summary of the major conclusions contained in the transmittal letter
end report submitted by the bureau of. the Budget and the Civil Service
Commission on April 1, 1952, to the Post Office and Civil Service Committees
of the Senate and the House of Representatives pursuant to Public Law 201,
82d Congress.
1. Career Service
"The overseas perspnnel practices of the Federal Government
generally are not designed to provide a career service Similar
to that established within the United States."
2. Position Classification
"...accurate position classification is particularly necessary
to equitable salary determination as well as to effective
recruitment and placement. In practice, howzev^r, desirable con-
sistency is not always achieved because position classification
'is not applied effectively overseas on a Government-wide basis.11
3. Allowances and Differentials (Territorial)
"rZigidi.ty the allowance 'structure for the Territories and
possessions has created pressures to increase classification grades
as a means for achieving pay levels overseas which are realistic
in relation to living conditions and costs."
4. Personal Qualities for Overseas Service
"There is need for consi.derng certain personnel qualities as
well as technical competence when recruiting for overseas service."
5. Orientation to Overseas Service
"Overseas personnel need a very thorough orientation with refer-
ence to the broad overseas objectives of the United States and of
the specific agency program, as well as to the economic, political,
social, and historical setting in which they are to work....At
present...insufficient orientation of this type is provided...."
6. Employee Services
"The 1,ick of~/acequate housing, medical services, and community
facilities in many areas of the world has created employee morale
problems, and has made it necessary for Federal af_encies to provide
such services.,.in order to recruit and retain overseas employees....
These services have been developed by each agency independently with
a consequent lack of Government-Ttide consistency."
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7. Home Leave
"....without charge to their annual leave, United States citizens
employed under the Foreign Service Act are brought back to the
United States at intervals of two years for home leave. This serves
the need for keeping them in touch with the current American
scene. Other Federal agencies are not authorized to grant home
leave to their overseas employees."
Non-Un1.ted States Citizen Personnel
"',_ith respect toilaspects of the employment of non-citizen
personnel, there is a high degree of agency and local field
station autonomy.,..the Government frequently is criticized
abroad for not observing local social security practices, with
which it generally cannot conform because of specific United
States lep:al prohibitions."
The Overseas Report
alrapter' III
A. Recruitment
1. "Recruitment is carried on under a number of systems which
differ widely in both over-all approach and individual procedures.'
2. "...overseas services generally dd not offer the same tenure` of
employment which is available in the United States."
3. "The same kinds of overseas recruitment problems are experienced
by all Federal agencies."
B. Examination, Selection and Appointment
1. "Very little has been clone to develop selection guides which
take into account the personality characteristics which are
essential to successful overseas performance."
C. Placement and Transfer
1. "The development of policies and procedures to assure
maximum utilization of particular employee skills and experience
at their posts of assignment varies considerably among agencies."
2. All agencies except State assign personnel to positions cor-
responding in level to their grades.
3. "Transfers between the domestic and overseas Government
service are hampered because of the different systems of
employee-status in the two areas."
D. Promotions
1. There are two different systems used overseas: the formalized
system of the Foreign Service, and those of other agencies.
2. "Yost agencies report that their chief promotion problems
result from lack of interchangeability between the competitive
and noncompetitive services."
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E. Separation
1. Lack of interchangeability is a cause of voluntary separations.
Most overseas employees. quit after fulfilling their employment
agreement.
F. Performance Evaluation
1. Nearly all agencies use plans having common characteristics -
for U. S. citizen employees.
2. Post Office rates only unsatisfactory employees.
3. "Non-United States citizens generally are not covered by
performance evaluation plans."
G. Training
1. Orientation for overseas employees is provided on widely
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