Proposed Bill to Establish a Separate Pay Scale for the Intelligence Community
Title:
A Bill to Establish an Independent Compensation System for Intelligence Community Personnel and Enhance the Attractiveness and Retention of Skilled Professionals in National Security
Preamble:
Whereas the members of the United States Intelligence Community (IC) perform critical and high-risk functions to safeguard national security, are established in the U.S. Constitution, and whereas the current General Schedule (GS) pay scale does not adequately reflect the specialized skills, security risks, and mission-critical demands of intelligence work, this Act establishes an independent pay system for IC personnel, distinct from the GS, to ensure competitive compensation and attract top-tier talent to the national security sector.
Section 1: Short Title
This Act may be cited as the “Intelligence Community Compensation Reform Act of 2024.”
Section 2: Definitions
(a) “Intelligence Community” (IC) refers to the agencies and organizations involved in intelligence and national security activities, including but not limited to the Central Intelligence Agency (CIA), National Security Agency (NSA), Federal Bureau of Investigation (FBI) (in its intelligence capacity), Defense Intelligence Agency (DIA), National Geospatial-Intelligence Agency (NGA), and other agencies designated by the Director of National Intelligence (DNI).
(b) “IC Personnel” refers to employees of IC agencies, including civilian and military personnel, contractors, and other support staff whose roles are classified as part of national security operations.
(c) “General Schedule” (GS) refers to the federal government’s primary pay scale used to determine salaries for civilian employees.
Section 3: Establishment of the Intelligence Community Pay Scale (ICPS)
(a) A new pay scale, the Intelligence Community Pay Scale (ICPS), is hereby established for all IC personnel, distinct from the GS, to provide more competitive compensation and better reflect the specialized skills and high-risk nature of intelligence work.
(b) The ICPS shall be administered by the Office of the Director of National Intelligence (ODNI), in consultation with the Office of Personnel Management (OPM), the Department of Defense, and relevant federal agencies.
(c) The ICPS shall be structured to:
(1) Provide starting salaries that exceed comparable GS salaries by at least 20%,
(2) Include performance-based incentives and bonuses tied to national security mission outcomes,
(3) Offer retention incentives, including higher pay raises at senior levels and long-term career development, and
(4) Adjust for geographic location and the cost of living in high-expense areas.
Section 4: Criteria for Pay Differentiation
(a) IC personnel shall be classified into pay bands based on the complexity of their work, risk exposure, and level of security clearance.
(b) Employees in high-risk, high-stress, or mission-critical roles—such as overseas operatives, cybersecurity specialists, and counterterrorism analysts—shall receive hazard pay and special duty bonuses in addition to their ICPS base pay.
(c) IC agencies may also designate special pay bands for positions requiring rare, high-demand skills, such as foreign language expertise, advanced technical skills, or cybersecurity experience.
Section 5: Separation from the General Schedule
(a) Effective immediately, all IC positions shall be decoupled from the General Schedule (GS) pay system.
(b) IC personnel who are currently on the GS shall be transitioned to the ICPS within 180 days of the enactment of this Act. Their new ICPS classification shall be based on a review of their responsibilities, experience, and security clearance levels.
(c) During this transition, no employee shall see a reduction in pay. Employees whose new ICPS classification results in lower pay than their previous GS level shall retain their existing GS salary until their ICPS level exceeds it.
Section 6: Performance-Based Pay and Merit Incentives
(a) The ICPS shall include provisions for performance-based pay increases and bonuses, determined by individual and team contributions to national security objectives.
(b) Agencies within the IC shall implement robust performance evaluation systems to identify and reward high-performing personnel, with criteria including:
(1) Mission outcomes and effectiveness in national security operations,
(2) Technical proficiency and innovation in intelligence-gathering and analysis,
(3) Leadership and contribution to organizational goals.
(c) Bonuses for critical missions and achievements may be awarded to individuals or teams who demonstrate exceptional service or complete high-risk operations successfully.
Section 7: Career Development and Retention Incentives
(a) The ICPS shall include long-term career development plans and mentorship opportunities to foster professional growth and retain skilled professionals in the IC.
(b) Retention bonuses and step increases shall be available for personnel who:
(1) Achieve long-term goals or complete extended deployments in high-risk regions,
(2) Gain specialized certifications or advanced technical skills relevant to intelligence work,
(3) Remain in service for critical periods as determined by agency needs.
(c) Retirement benefits for IC personnel shall be enhanced to reflect the specialized nature and career longevity of their work.
Section 8: Geographic Adjustments and Cost of Living Increases
(a) The ICPS shall incorporate adjustments for geographic location, accounting for the cost of living in high-expense metropolitan areas, and regions of the world where intelligence personnel are deployed.
(b) Personnel deployed in dangerous or hardship locations shall receive additional compensation through hardship allowances and danger pay.
Section 9: Oversight and Reporting
(a) The Office of the Director of National Intelligence (ODNI) shall oversee the implementation and administration of the ICPS, ensuring its alignment with national security goals and the well-being of IC personnel.
(b) ODNI shall submit an annual report to Congress detailing the effectiveness of the ICPS, including metrics on employee satisfaction, retention rates, and mission outcomes.
(c) The Government Accountability Office (GAO) shall conduct periodic reviews of the ICPS to ensure that it is meeting the goals of improved compensation, retention, and mission readiness.
Section 10: Effective Date
This Act shall take effect 90 days after its passage, with full implementation of the ICPS to occur within 180 days.
Rationale:
This bill establishes a separate pay scale for IC personnel to reflect the unique and demanding nature of intelligence work. By decoupling IC personnel from the General Schedule, it aims to improve recruitment, retention, and compensation for professionals in national security. The ICPS will ensure that the intelligence workforce is properly rewarded for their contributions and risks, enhancing the U.S. national security posture.