MEDICAL OFFICE CAREER SERVICE PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79-00434A000300080007-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: November 17, 2016
• Document Release Date: May 31, 2000
• Sequence Number: 7
• Content Type: OUTLINE

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MEDICAL OFFICE CARS SERVICE PROGRAM
1. Categories of Medical Personnel
a. For purposes of career planning, medical personnel will be
divided into four general categories as follows:
(1) The Professional Staff, consisting of physicians.
(2) The Administrative Support Staff, consisting of:
(a) Administrative officers, such as Medical Office
and hospital administration, personnel management,
statistics, and budget specialists.
(b) Supply officers, such as medical logistics
specialists and pharmacists.
(c) Training officers, such as training program
planners and instructors.
(3) The Clinical Support Staff, consisting of:
(a) Psychologists, either clinical or research.
_.r
r (b) Medical technical specialists, such as experts
in some phase of support, as the Requirements Of-
ficer or Standards Officer.
(c) Medical technicians, either general or special-
ist.
(4) The Nursing Staff, consisting of registered nurses
assigned to appropriate duties.
a. These should include the basic considerations outlined in
the Agency Career Service Board recommendations, namely:
(1) Hazardous duty pay as defined.
(2) Honor awards for meritorious service and for longevity.
(3) A more comprehensive life insurance program than that
which is currently offered through WAEPA. This should include
assurance that life insurance policies presently in effect
with private companies will be honored in the event of acci-
dental death of the insured either at a domestic or foreign
station.
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(4) A more comprehensive retirement program for employees
which might afford an increase in retirement pay. This
could be on a voluntary basis if desired.
(5) A comprehensive health insurance program which could
include all benefits currently offered under Blue Cross,
financed by CIA.
(6) An alternate plan would include overall coverage of
medical care similar to that offered to active duty military
personnel.
3. Specific Benefits for Professional Staff
a. While it is not maintained that medical officers should be
entitled to special privileges denied other categories, the
realistic facts of recruitment and career retention of physicians
will demand unusual attention. Two assumptions will be made:
(1) That medical officers eligible for inclusion in the
career program will be considered equally if not better
qualified professionally than the average U. S. practicing
physician of comparable age.
(2) That the average salary of a CIA medical officer is
less than the net income of the average U. S. practicing
physician. The authority for this statement is "Medical
Economics", November 1952.
(1) Equal opportunities for overseas rotation for all
physicians below the level of DC/ S at periodic intervals.
This will not alter the basic obligation to accept over-
seas assignment when directed.
c. Salary
(1) An annual net salary, including benefits and allow-
ances, equal to that of the net income of the average
U. S. practicing physician. This might be accomplished
by one of the following methods:
(a) Added inducement pay similar to that provided
physicians in the military service.
(b) A sliding scale inducement pay based on the an-
nual net income figures of practitioners as compiled
by the appropriate Government bureau.
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(c) GS grade raises which would increase the medical
officers' income to a figure approaching that of the
average U. S. practitioner. This solution would seem
to be the least desirable because of obvious conflicts
with other Agency T/0's.
d. Professional Development
(1) Each medical officer within the career program will
be given twelve months out of each sixty months for study
or research while on full pay. This period, analogous to
sabbatical leave offered at most universities, would be
spent in independent study or research at an institution
or area mutually chosen by the physician and the Career
Service Board, and such study would be devoted to some
field which would enhance the individual's value to the
Agency.
4. Assignment
a. Assignments of all medical personnel will be made in accord-
ance with the recommendations of the Career Service Board.
5. Rotation
a. All personnel will rotate through field assignments as rec-
ommended by the Medical Office to the appropriate Assistant
Director responsible for the area concerned.
b. Provisions will be made to rotate personnel through various
departmental assignments within the Medical Office.
c. In appropriate cases, individuals may be assigned to non-
medical duties in other Agency components, but such individuals
will remain basically attached to the parent Medical Office un-
less the Career Service Board recommends permanent intra-Agency
transfer.
6. Training.
a. Provisions will be made to furnish internal and external
Agency-sponsored training opportunities for qualified personnel.
Such training will be primarily designed to enhance the useful-
ness of the individual to the Medical Office mission as well as
to the Agency as a whole.
a. Promotion policies and procedures will be established in
accordance with CIA regulations.
SECRET
Secure' Information
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Security iy6rmation
8. Termination
a. Termination of individuals coming under the provisions of
the Medical Office career program will be subject to review
by the Medical Office Career Service Board.
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