YOUR JOB IN THE CENTRAL INTELLIGENCE AGENCY

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP84-00022R000400030033-2
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 53
• Document Creation Date: December 12, 2016
• Document Release Date: December 3, 2001
• Sequence Number: 33
• Content Type: REPORT

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YOUR 10 IBS
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CENTRAL
~NTELLIGENCE
AGENCY Ffgs_j
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The official seal of the Central Intelligence Agency is re-
produced on the front cover. This seal was approved by
the President ofIthe United States on 17 February 1950.
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Y 0 U AIR- 10
inthe
CENTRAL
IINTIELILEGIENCE
AGENCY
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This handbook has been prepared by the
Office of Personnel for release in July 1952.
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While this handbook has been prepared as an aid to help
familiarize you with your assignment, it happily offers me this
opportunity to welcome you to CIA.
You already know what our mission is. You know what it
means to the security of the nation. There is no need, there-
fore, for me to remind you that you have undertaken much
more than just a job. In joining us, you have assumed a share
of the responsibility for the success of an exceedingly difficult
duty. However extensive or limited your work may be, it will
always bear directly upon that duty. The ability of this Nation
to preserve its security shall depend in no small part upon the
competence and proficiency each of you brings to your own in-
dividual tasks. If you realize this fully, you will derive much
satisfaction from improvement; -- from the ability to produce
better intelligence despite the difficulties of our profession. It
is an honorable and important one, in which you can take great
pride of service.
Director of Central Intelligence
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FOREWORD
This handbook has been prepared primarily for the informa-
tion of newcomers to the Agency. It is available, however, to all
employees as a handy guide to our personnel policies and prac-
tices and it is likely that most of the material contained in the
handbook will apply to you and your job. Some CIA employees
are subject to special rules and procedures, however. Your
supervisor will be glad to answer any questions which you may
have in this regard.
From time to time, as new legislative measures are adopted by
the Congress, some of our rules and procedures are modified.
In your own interest, you should attempt to familiarize yourself
with changes in the regulations affecting you and your work.
You will find that supervisory personnel of the Agency and
members of the Personnel Office are always available to discuss
matters of interest with you. This applies, of course, to personal
matters as well as to topics of an official nature.
Other useful information such as pay scales, locations and
phone numbers of certain offices, etc., will be found in the
envelope on the back cover of the handbook. You may find
this envelope a convenient place to file other unclassified
material.
While this handbook is unclassified, it is for official use only
and should be handled accordingly.
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CONTENTS
About the Central Intelligence Agency . . . . . . . . 7
Loyalty and Security . . . . . . . . . . . . . 9
Your Job Classification . . . . . . . . . . . . 10
Your Appointment . . . . . . . .. . . . . . . 11
Your Pay . . . . . . . . . . . . . . . . . 12
Your Promotions . . . . . . . . . . . . . . 16
A Note on Separations . . . . . . . . . . . . 17
Separations . . . . . . . . . . . . . . . . 19
Your Point of View . . . . . . . . . . . . . . 20
Your Personal Problems . . . . . . . . . . . . 21
Your Performance Evaluation . . . . . . . . . . 23
Your Incentive Awards . . . . . . . . . . . . . 23
Your Training . . . . . . . . . . . . . . . 25
Your Working Hours . . . . . . . . . . . . . 28
Your Leave . . . . . . . . . . . . . . . . 29
When You Retire . . . . . . . . . . . . 36
Benefits and Services . . . . . . . . . . . . . 36
Your Personal Activities . . . . . . . . . . . 42
General Regulations . . . . . . . . . . . . . 45
For Further Information . . . . . . . . . . . . 47
Index . . . . . . . . . . . . . . . . . . 49
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About the Central Intelligence Agency
The events of the past few decades have made it increasingly
apparent that, in order to be useful and effective, our intelli-
gence activities need more over-all coordination than has been
exercised in the past. Until recently, Government departments
and agencies performed only those intelligence activities which
satisfied their own requirements. There was no significant ex-
change of intelligence data. There was no intelligence "clearing
house" to prevent unnecessary overlapping, duplication of effort
and, in some instances, actual competition between the several
intelligence units. Under these conditions, it has been very
difficult for our leaders to evaluate the nation's strength, weak-
nesses, and future requirements in relation to those of the other
nations of the world. It was clear that measures had to be
taken to overcome these deficiencies.
On 22 January 1946 the President issued a directive which
established the National Intelligence Authority, consisting of
the Secretaries of State, War, and Navy, and the Personal Repre-
sentative of the President. The directive also required the Sec-
retaries to designate persons from their respective departments
who collectively formed the Central Intelligence Group under
the direction of the Director of Central Intelligence. The DCI
was responsible to the National Intelligence Authority. Thus,
the central intelligence principle came to be formally recognized
and put into practice.
The first Director of Central Intelligence to be appointed by
the President was Rear Admiral Sidney W. Souers who set up the
initial organization and held the post from 22 January 1946
until he was succeeded by Lt. Gen. Hoyt S. Vandenberg on 10
June 1946. On 1 May 1947, Rear Admiral Roscoe H. Hillenkoet-
ter was appointed to the post, succeeding Lt. Gen. Vandenberg.
On 26 July 1947, the President approved the National Security
Act. This Act, which consolidated the Armed Forces under the
Department of Defense, also created the National Security Coun-
cil. This Council is composed of the President, the Vice Presi-
dent, the Secretaries of State and Defense, the Chairman of the
National Security Resources Board and certain others whom the
President may appoint from time to time with the advice and
consent of the Senate. It is the duty of the NSC "to advise the
President with respect to the integration of domestic, military,
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and foreign policies relating to the national security so as to
enable the military services and the other departments and
agencies of the Government to cooperate more effectively in
matters involving the national security."
Under the National Security Council, the Central Intelligence
Agency was created and certain of its functions were outlined.
Section 102 (d) reads, in part, as follows:*
". . . it shall be the duty of the Agency .
(1) to advise the National Security Council in matters con-
cerning such intelligence activities of the government
departments and agencies as relate to the national
security;
(2) to make recommendations to the National Security
Council for the coordination of such intelligence activi-
ties of the departments and agencies of the Govern-
ment as relate to the national security;
(3) to correlate and evaluate intelligence relating to the
national security, and provide for the appropriate dis-
semination of such intelligence within the Government
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using, where appropriate, existing agencies and facili-
ties: Provided: That the Agency shall have no police,
subpena, law-enforcement powers or internal security
functions: Provided further, That the departments and
other agencies of the Government shall continue to col-
lect, evaluate, correlate, and disseminate departmental
intelligence: And provided further, That the Director of
Central Intelligence shall be responsible for protecting
intelligence sources and methods from unauthorized
disclosure;
(4) to perform, for the benefit of the existing intelligence
agencies, such additional services of common concern
as the National Security Council determines can be
more efficiently accomplished centrally;
(5) To perform such other functions and duties related to
intelligence affecting the national security as the
National Security Council may from time to time
direct."
The National Security Council and the Central Intelligence
Agency replaced the National Intelligence Authority and the
Central Intelligence Group. The position, "Director of Central
Intelligence," was retained, however, and Admiral Hillenkoetter
held the post until 7 October 1950, when he was succeeded by
General Walter B. Smith.
During the past several years, the Central Intelligence Agency
has provided the foundation for an effective, well-ordered intelli-
gence structure. At the same time, the Agency has served the
nation through its contributions to the National Security Pro-
gram. The Agency has by no means attained its full maturity,
however. Many difficult and challenging problems are still in
store for us.
Loyalty and Security
Loyalty
Executive Order 9835, as amended by Executive Order 10241,
which set up the President's loyalty program, recognized the
necessity of removing disloyal persons from Government service
and refusing employment to those considered disloyal. At the
same time, this program protects applicants and employees
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from unfounded accusations of disloyalty. In order to afford its
employees this protection, the CIA has established a Loyalty
Board to review any such cases that may arise. Your supervisor
will explain the appeals procedure to you at your request.
Security Regulations
One of the first and most important things which CIA em-
ployees are expected to acquire is a thorough understanding of
the Agency's security requirements. The successful accomplish-
ment of the Agency's mission depends upon our ability to oper-
ate within the framework of these requirements. Without strict
adherence to strict security practices, your work - and the work
of the entire Agency - would be of little value.
Perhaps you have already attended the security indoctrination
lectures. If not, you will be asked to do so in the near future.
This will be your chance to ask any questions that have been
bothering you. Meanwhile, consult your supervisor or the CIA
Security Regulations (every office has a copy) when you have a
security problem. You should review the regulations frequently,
in order to keep them firmly in mind and to keep abreast of the
changes which are made from time to time.
Your Job Classification
Your job is one part of the total work responsibility of the
Agency. It is made up of various duties and responsibilities
which will be explained to you in detail by your supervisor.
These duties and responsibilities have been written down in
what is called a "position description." The position description
for your job was judged as to the difficulty of its duties and
responsibilities. This process, called "Classification," deter-
mined the pay scale of your job.
Most positions in this Agency fall into one of the following two
job groupings:
GS - General Schedule.... (Clerks, Economists, Drafts-
men, Photographers, Labora-
tory Technicians, Cartogra-
phers etc.)
CPC - Crafts, protective, and (A u t o m o t i v e Mechanics,
Custodial ........ C h a u f f e u r s, Messengers,
Guards, Laborers, etc.)
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Within each of these groups, jobs are divided into grades ac-
cording to levels of difficulty and responsibility. The grade
GS-4, for example, is assigned to a more difficult and responsible
job than is the grade GS-3. In determining grades, the job is
considered as separate from the individual. In other words, the
duties and responsibilities of the work involved, rather than the
qualifications of the person holding the job, determine the grade.
Another job grouping - in addition to the GS and CPC sched-
ules - is the Wage-Board or so-called "ungraded" position. The
pay rates for these positions are established in line with the pre-
vailing rates for similar types of work in the local area. For ex-
ample, the pay rates for carpenters in this Agency are fixed to
meet the rates for such positions in other Government agencies
and private industry in the Washington area.
Your Appointment
Because of the nature of the work which you will be doing as
an employee of the Central Intelligence Agency, you were not
subject to the Civil Service requirements for competitive exami-
nation as a condition of your employment. By the same token,
you will usually not acquire a competitive civil service status as
a result of your employment with CIA.
On the other hand, in certain cases it may be possible for you
to acquire civil service status in the normal manner. That is,
you may take a competitive examination given by the Civil Serv-
ice Commission and, if you are rated "eligible," your name will
be placed on the appropriate Civil Service Register. The CIA
may then ask, at your request, that you be officially certified to
this Agency at such time as your name is reached on the Regis-
ter. It is important that you understand, however, that at the
present time there are few examinations and appointments
which lead to permanent civil service status. Of course, if you
have acquired civil service status before your employment with
CIA, you will retain it.
Your employment with CIA is of a permanent nature and is
not subject to any time limitations. Because your appointment
is permanent,* you are eligible for benefits under the Civil Serv-
ice Retirement Act.
* Within CIA, but do not confuse this permanent "job tenure" with per-
permanent "civil service status."
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Trial Period. Unless you already have acquired competitive
civil service status before your appointment by CIA, you will be
"on probation" for one year. This is the time when both parties
- You and the CIA - must decide whether or not they would
like to make the arrangement permanent.
The CIA will try to make your adjustment to the Government
service as easy and rewarding as possible. You will be given
careful guidance and training along each step of the way. Re-
member, however, that the largest part of the responsibility for
your success rests with you.
Your Pay
Pay Plan
Although the Central Intelligence Agency is specifically ex-
cepted from the provisions of the Classification Act of 1949, as
amended, in general, we use the pay scales * which are provided
in that Act. If you are paid on another basis, the details will be
supplied by your supervisor. Otherwise your salary will depend
upon the schedule and grade in which your position is classified.
If you occupy an "ungraded" position (see p. 11), your rate of
pay is determined by the rates which prevail in the local area,
and the salary tables established under the Classification Act
will not apply to your particular job.
When You Are Paid
There are 26 pay periods during the year at intervals of two
weeks. Payday arrives every other Friday. You will always be
one pay check behind, because payday arrives nearly 2 weeks
after the close of the period for which you are being paid. (See
descriptive examples below.) New employees usually do not re-
ceive their first pay checks until they have been on duty for at
least 3 or 4 weeks. If, for example, a new employee hap-
pened to enter on duty on Wednesday, April the 11th, he would
not receive his first pay check until April 27th. This check
would represent his earnings for the 11th, 12th, and 13th of April
(assuming that he did not work on Saturday).
" A copy of the "Pay Scales" will be found in the envelope on the back
cover of this handbook.
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