COMPENSATION FOR OVERSEAS PERSONNEL AND STRESS RESULTS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP83M00914R002400160024-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: December 20, 2016
• Document Release Date: November 13, 2007
• Sequence Number: 24
• Content Type: MEMO

Approved For Release 2007/11/13: CIA-RDP83M00914R002400160024-7
SECRET
SSA DDA
Chief, Psychiatric Division
Office of Medical Services
Clinical Psyc o ogist
SUBJECT: Compensation for Overseas Personnel and
Stress Results
1. On the basis of information obtained from OMS Stress Studies of
Agency personnel who serve abroad in today's world, the following points are
offered as justifications for additional compensation for Overseas Personnel.
a. Additional compensation represents an appropriate signal to all
Agency employees that several major factors and conditions of field
service for overseas personnel and their families are unusual and
different from those of Headquarters employees and most other official
Americans who are working abroad. Attempts are being made to
understand and relieve these unique stressors but more time is
required. Additional compensation is the most immediate way to
recognize Agency personnel for these unique stressors of overseas
service.
h. Additional compensation in the form of a salary related payment
not only constitutes a meaningful recognition signal but also an
appropriate incentive for valuable overseas services under
conditions of increased stress. Monetary compensation effectively
connotes to recipients and others that overseas service under
increased dangers is recognized and appreciated by the Agency. In
recent years, overseas stressors have increased significantly as a
result of evolving factors, e.g., hostile identification and
exposure which can be directed against any CIA employee and family
member and asset overseas. The ground rules have changed. Although
employees say that they continue to be motivated for 0/S service,
their families are increasingly more reluctant to accompany them
overseas because they no longer have a secure sense of adequate
protection and equity as regards substantial threats to career
and safety.
c. In comparison to most other Americans who are officially employed
abroad, most Agency officers
This requires them to work longer hours at the ris
of heightened visibility and exposure to potential threat without
any additional compensation. These stressful duties and conditions
serve to further separate and distinguish Agency officers from other
official Americans abroad.
RRUT
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f. Agency personnel and their families serve in many areas abroad where
there is a marked uncertainty and fear about safety because of the
casual crime and violence. Ever-increasing anti-American sentiment
political turmoil, and uncontrolled crime and violence abroad
magnify the realism of these dangers and cause Negative Stress which
is directly proportionate to the actual dangers involved. Agency
personnel and their families are increasingly reluctant to expose
themselves to such physical hazards despite possible detriment to
their careers.
g. Of the basic stress factors associated with PCS Reassignment Process,
FAMILY CONSIDERATIONS is the first and largest cluster of stressors
that is statistically isolated and identified. Essentially, this
factor encompasses the stressful impacts of PCS reassignment on the
family as a unit. Today, more than ever before, employees exhibit
serious concern about the stressful effects of a reassignment on
their families. Thus, FAMILY CONSIDERATIONS has a greater weight
today in their decision to serve abroad.
h. Another basic stress factor in the PCS Reassignment Process is
FINANCIAL DISINCENTIVES. Statistically, this factor is made up of
various stressors, e.g., continuing reduction of 0/S inducements,
benefits, privileges; unsatisfactory monetary allowances;
inadequate compensation for major expenses, financial losses;
marked decline of buying power of U.S. dollar abroad; etc. In
essence, 0/S living is much more expensive today. This fact is a
major source of Negative Stress for employees and their dependents.
i. Some basic stress factors which are statistically derived from the
many stressors associated with Locale of Assignment include THREATS
TO FAMILY WELFARE AND HAPPINESS, ADVERSE LOCAL LIVING CONDITIONS,
DIFFICULT INTERPERSONAL RELATIONS, THREATS TO PHYSICAL SAFETY AND
SECURITY, and ISOLATION. These hardships of Locale of Assignment
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call for management attention in the form of recognition and support
of employees and their families who serve in many stressful areas
abroad.
j. Today, most spouses, of necessity and by choice, are employed in
jobs or careers which they must relinquish to accompany employees
overseas. These gainful occupations serve a combination of
purposes, e.g., to keep up with the cost of living and buy a home.
Opportunities of equivalent employment and income for the spouse
overseas are limited. Thus, overseas service today represents a
financial job, and career sacrifice for most spouses and family.
2. OMS representatives are available to discuss these and any other points.
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