PERSONNEL RESERVE FOR THE CENTRAL INTELLIGENCE AGENCY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A002800040017-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 8
• Document Creation Date: December 12, 2016
• Document Release Date: May 31, 2002
• Sequence Number: 17
• Content Type: REPORT

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Approveeor Release 200 /06/28: CIA-RDP7804718AO02800040017-1
PERSONNEL RESERVE
 Approved For Releje 2002/06/28 : CIA-RDP78-04718A002 0040017-1
PERSONNEL RESERVE FOR THE CENTRAL INTELLIGENCE AGENCY
To examine factors relative to the establishment of a Personnel Reserve
in the Central Intelligence Agency.
2. FACTS BEARING ON THE PROBLEM
a. Personnel reserve organizations have proved effective in augmenting
the Military, Public Health, and Foreign Service by providing trained forces
immediately available during initial periods and for duration of a national
emergency*
b. To provide for an effective personnel reserve, it is essential that
an agency have prior claim to the services of the reservist.
c. Training is an essential part of a reserve program.
d. Regular employment reinstatement rights should be available to the
reservist to the maximum extent possible.
e. Remuneration of the reservist provides some incentive in any mutual
agreement between a reservist and the active organization of which he is a
part.
f. Sources for organization of a CIA reserve can be found in employee
listings of predecessor organizations, separatees in good standing of this
Agency, and by direct recruitment.
3. DISCUSSION
a. The purpose of a CIA reserve is to provide a trained force of
individuals, which, added to the force in the regular career service, will
be adequate to enable the Agency to perform its functions and duties during
initial stages of national emergency.
b. The CIA reserve should be composed of citizens of the United
States and of its territories and possessions who are physically and other-
wise qualified for performance of duty, and who, through acceptance of a
reserve appointment, indicate their intent when called to serve the Agency
during any period of national emergency or war declared by the Congress or
the President to exist, and to take such training duty as may be required.
co Consideration of security clearances as a problem in administration
of a personnel reserve has developed that it is one largely of additional
cost due to an increase of the number of investigations that must be made to
assure valid security clearances for each reservist employee. Continuing
costs for this investigatory procedure are estimated in Annex B "Cost Esti-
mates Directly Chargeable to Administration of a CIA Personnel Reserve".
Provision of an adequate staff and funds to process reserve clearances on
an annual or periodic basis is the answer to this problem.
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d. Handling of security information in a reserve training program
and, at the same time, avoiding compromise of current operations while
providing material of value to the reservist and the Agency is inter-locked
with the form and organization of the reserve training program. A first
premise in avoiding such compromise is that the reserve trainee should not
be given on-the-job type training in certain components of the Agency. ~'"n
other components, on-the-job training is clearly appropriate. Considering
these facts in a very general sense, a reserve training program appears
entirely feasible provided the reservists are handled on a scheduled basis
in courses carefully controlled and approved as to course content. Annex C -
"Comments on a Reserve Training Programtt provides further amplification of
this.
e. Assignments in this Agency for reservists of other services are a
problem which must be considered in the establishment of a CIA reserve.
This is considered essential in view of the many well-qualified reservists
of other services currently employed in the Agency or others who might be
interested in serving the Agency during a national emergency but who
probably could not be interested in a CIA reserve if required to give up
their military or other reserve commission giving certain retirement benefits.
The assignment of reservists of other services to this Agency is probably a
problem for negotiation in each case between the Agency and those services
in question, including reimbursement for all costs and salary incident to
maintenance of a reservist contract,
f, Review of the sources for obtaining CIA reserve membership
indicates that there are an estimated Ocases of individuals who were
employees of predecessor organizations, and an estimated F-1cases of
individuals who have been separated from this Agency under ignorable condi-
tions. Of these cases, many may prefer to maintain reserve membership in
other organizations in order to preserve retirement benefits, etc.
g. The major problem in establishing a CIA reserve is to conclude
an agreement with the military services for deferment of Agency reservists
in the event of mobilization and for utilization during an emergency of
Agency reservists who are in uniform or the military reserves. It would
be premature to make final determinations on such facets of the program as
employee eligibility, term of service, type of training, compensation and
benefits, reinstatement rights, etc., prior to the conclusion of a basic
agreement with the National Security Council or Department of Defense.
h. There would be no necessity for paying reservists except during
periods of active duty or training. During such periods, however, the
reservist would be, in fact, an employee of the Agency, and it follows that
the Agency has authority for the payment of the reservist's salary as an
Agency employee.
it. CONCLUSIONS
a. It is concluded that a personnel reserve organization is desirable
in order to insure orderly and effective augmentation of the Agency during
initial periods and duration of a national emergency.
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b. It is concluded that the Director of the Central Intelligence Agency
has authority under existing law to train reservists on active duty and to
obligate funds for that training. No legislation is required for this
purpose*
c. Establishment of a prior claim by the Agency to a reservist em-
ployee's services is largely a matter of mutual agreement between the
reservist, his employer, the military service where the individual is a
member of a reserve in that service, and the Agency.
d. Maintenance of security clearances on reservist employees
constitutes no problem other than approval by appropriate authority of an
adequate staff and funds to care for the investigatory work which is
chargeable to maintenance of security clearances*
e. That the Director of Central Intelligence discuss this proposal
with the National Security Council or the Secretary of Defense.
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Excerpts from Statutes Providing for Employee Reinstatement
1. The Foreign Service Act of 1946 (Public Law 724, 79th Congress)
Sec. 528. Reinstatement of Reserve Officers
"Upon the termination of the assignment of a Reserve Officer assigned
from any Government agency, such person shall be entitled to reinstatement
in the Government agency by which he is regularly employed in the same
position he occupied at the time of assignment, or in a corresponding or
higher position. Upon reinstatement he shall receive the within-grade
salary advancement he would have been entitled to receive had he remained
in the position in which he is regularly employed under subsection (d),
section 7, of the Classification Act of 1923, as amended, or any corresponding
provision of law applicable to the position in which he is serving. A
certificate of the Secretary that such person has met the standards required
for the efficient conduct of the work the Foreign Service shall satisfy any
requirements as to the holding of minimum ratings as a prerequisite to the
receipt of such salary advancements."
2, Coast Guard (Public Law 207, 81st Congress)
(Title 14., Part II - Coast Guard Reserve and Auxiliary)
Sec. 761. Engaging in Civil Occupation: Leave and Training Duty
r, . . . . .All members of the reserve who are in the employ of the
United States government or the District of Columbia who are ordered to
duty by proper authority shall, when relieved from duty, be restored to
the positions held by them when ordered to duty."
3. Selective Training & Service Act of 1940
(Ch. 720, 54 Stat. 885, as reported in U. S. Code, 194.6 Ed., Title 50)
Sec. 308 App.
"a. Any person inducted into the land or naval forces under this act
for training and service, who, in the judgment of those in authority
completes his period of training and service shall be entitled to a
certificate to that effect * * a, *.
"b. In the case of any such person who., in order to perform such
training and service has left or leaves a position, other than a temporary
position in the employ of any employer and (1) who receives such certificate.,
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(2) is qualified to perform the duties of such position, and (3) makes appli-
cation for reemployment within 90 days after he is relieved from such training
and service or hospitalization continuing after discharge for a period of not
more than one year -
"(a) If such position was in the employ of the U. S. government,
its territories or possessions, or the District of Columbia, such
person shall be restored to such position or to a position of like
seniority and pay;
"(b) If such position was in the employ of a private employer,
such employer shall restore such person to such position or to a
position of like seniority status and pay unless the employer's
circumstances have so changed as to make it impossible or unreasonable
to do so;
"(c) If such position was in the employ of any state or political
subdivision thereof, it is hereby declared to be the sense of the
Congress that such person should be restored to such position of like
seniority, status and pay.
ttc. Any person who is restored to a position in accordance with the
provisions of Para (a) or (b) of subsection b. shall be considered as
having been on furlough or leave of absence during his period of training
and service in the land or naval forces, shall be so restored without loss
of seniority, shall be entitled to participate in insurance or other
benefits offered by the employer pursuant to established rules and
practices relating to employees on furlough or leave of absence in effect
with the employer at the time such person was inducted into such forces,
and shall not be discharged from such position without cause within one
year after restoration.
"NOTE: See. 1 of the Act of June 1946 provided "that all of the provisions
of the Selective Training and Service Act of 1940, as amended, are hereby
expressly reenacted, except those provisions which are hereinafter amended
or repealed (Sec. 303, 305, and 316 of U. S. Code 1946 Edition, Title 50,
WAR, Appendix). Sec. 308, above, therefore was reenacted in June 1946."
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Cost Estimates Directly Chargeable to Administration
of a CIA Personnel Reserve
Annual Recurring Expenditure Estimate 1/
Cost Estimate Per Individual
1.
Security Clearances, Annual
Recurring Cost, Estimate
$100.00
2.
Salaries 2/(estimate based on
GS-71, X5,940 per annum)
15 days @ $16.50
247.50
3.
Per Diem Subsistence
15 days 6 $9.00
135.00
4.
Transportation
(Est. Based Round Trip
Chicago-Washington)
Round trip lst. cl. fare $75.38
Round Trip Lower Berth 19.10
94.48
TOTAL (Est)
$576.98
1/ Est. costs chargeable directly to a reserve program. Substantial
additional costs would be incurred that are not directly chargeable
to a reserve program, such as the expenditures of the Training and
Personnel offices in administering the program.
2/ Est. based on Public Law 351, Section 510, Career Compensation Act
of 1949.
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Comments on a Reserve Training Program
Review of factors affecting training under a reserve program
reveals that such a training program is feasible provided that it
is handled on a scheduled basis carefully administered and controlled
as to approved course content to insure:
1. That information provided for the reservist is of
value and controlled on a true need-to-know basis.
2. That reserve training operations be confined to
approved locations.
3. That any plans for active employment of the reservist
during training shall be controlled in a manner insuring against
unprofitable shopping around the Agency, a procedure providing
limited training for the reservist and of questionable value
to the Agency as regards security of operations.
An example of profitable on-the-job reserve training can be
cited in the case of a support function such as Communications
where it appears feasible and desirable that communications
reservists, after appropriate indoctrination, can participate in
actual communications problems simulating operations. This type
of on-the-job training is not limited to the reserve training period
but can be extended to communications operations problems on a
continuing basis where the reservist volunteers for such a program.
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