DSSA: SOP 134C3

BUREAU OF GLOBAL TALENT MANAGEMENT
OFFICE OF TALENT ACQUISITION

STANDARD OPERATING PROCEDURE (SOP) NOTICE NO. 134C3

This SOP replaces and supersedes SOP 134C2 dated 2/28/2022 and all prior versions of SOP 134C.

SUBJECT: Salary Standards for Entry-Level Diplomatic Security Special Agent Candidates, effective October 15, 2024.

PURPOSE: To provide procedures for determining the entry-level salary for Diplomatic Security Special Agent Candidates at the time of appointment in accordance with 3 FAM 3121.1-2.

AUTHORITY: 22 USC 3964 and Section 404 of the Foreign Service Act of 1980 authorize the Secretary to assign all Foreign Service personnel “to appropriate salary classes in the Foreign Service Schedule.”
3 FAM 3121.1-2 governs salary assignments for Foreign Service Specialists.

PROCEDURE:

The Office of Intake, Planning, and Onboarding (IPO) is responsible for determining the entry-level salary (grade and step) offered to a candidate, based on their qualifying professional experience, education, and current federal agency salary history. Salary review/appeal procedures are covered by Salary Review Procedure SOP No. 134D5.

Determination of Entry-level Grade and Step:

For all Diplomatic Security (DS) Special Agents (SA), the minimum entry-level salary is set at FP-6, Step 4 and the maximum is set at FP-6, Step 14. All new DS Special Agents will enter on duty at the FP-6 Step 4 level, unless awarded additional steps for certain education, current or prior federal employment salary history matching considerations identified below.

Education:

To be considered, a degree must be conferred prior to appointment by a nationally accredited college or university. The accrediting institution or association must be one recognized by the U.S. Secretary of Education. The minimum education requirements stated in the vacancy announcement must be completed at the time of application. A degree received after the IPO has sent a Confirmed Offer of Employment Letter (that is, an offer to join a specific orientation class with a specified starting date), but before the candidate has been sworn into the Foreign Service, will be credited for grade and salary determination upon submission of evidence of the degree to IPO. Advanced degrees in fields related to a candidate’s specialty above the minimum vacancy announcement requirements may be considered if conferred prior to being sworn in as a Foreign Service Specialist, as described below, for an additional step consideration. Education completed at foreign institution may be used to meet education requirements if the candidate can show that the foreign education is comparable to education received in the United States.

Candidates will be awarded one additional step (above FP6, Step 4) for an advanced degree (master’s or doctorate) in a security related field (e.g., criminal justice), or a law degree. A minor or focus on a related field as part of a non-related field (e.g., foreign affairs or international relations) will not qualify for an additional step.

Directly Related Experience:

Directly Related Experience is professional experience related to the functions of the DS Special Agent position that the applicant has acquired. Directly related experience will be credited only as follows:

  1. Military Service –
    • Specialized military service as a Special Agent in CID, OSI, NCIS and/or Coast Guard Intelligence.
    • Specialized experience in military organizations equivalent to those named above in which the primary duties are directly related to the functions of a DS Special Agent. No credit will be given for service as a Marine Security Guard watchstander, a police patrolman or a Military Police officer without investigative or protective detail responsibilities.
    • It will be incumbent on the applicant to provide all the following supporting documentation:
      • Military document showing a Military Occupational Specialty, Skill Code, or Designator which denotes a military specialty directly related to the DS Special Agent position.
      • Copy of military orders showing applicant’s assignment to a unit in which the primary mission is the conduct of investigations, personal/protective security functions, or management of security programs.
      • Copy of a fitness/performance report from unit in question demonstrating that functions performed are directly related to those of a DS Special Agent, and that the candidate performed them satisfactorily.
  2. Law Enforcement –
    • Specialized, directly related experience as a detective, criminal investigator, personal protective specialist (e.g., Governor’s/Mayor’s Detail), or a Special Agent in a state or federal law enforcement organization.
  3. Other Categories –
    • Additional salary steps are not awarded for work experience which is not directly related to the functions of the DS Special Agent position.

Salary Matching Considerations:

Executive Order 14035 titled “Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce” was signed into law on June 25, 2021. It directed OPM to consider whether to prohibit agencies from seeking or relying on an applicant’s salary history to set pay. On January 30, 2024, OPM issued a final rule titled “Advancing Pay Equity in Governmentwide Pay Systems” which prohibits the use of an applicant’s non-federal salary history to set pay for an applicant receiving their first appointment as a civilian employee in the federal government. To adhere to this rule, salary matching will no longer be considered for Foreign Service candidates who do not have federal salary history.

For DS Special Agent candidates appointed without a break in service of more than three days from other federal government civilian direct-hire employment, in which they served for more than 90 days, the entry-level salary should be the result of whichever of the following computations is more favorable to the candidate:

A. FP-06, Step 4, adjusted for education and directly related experience as outlined above; or

B. The step within the FP-06 Foreign Service grade that is nearest to, but not less than, the candidate’s “current federal salary history” (defined below) with the base salary at the projected grade and step. If the candidate’s current salary is higher than the projected grade and step salary provided in the Foreign Service “Base” Salary Schedule, the candidate’s starting salary will be raised to the closest step within the grade for which they are qualified, without being less than their current salary. If the current salary history is too high to be matched within the qualified grade, step 14 of that grade will be the starting salary. The salary rate is then set at that grade and step as provided in the Foreign Service “Overseas Comparability Pay” Salary Schedule.

For the purposes of this SOP, “current federal salary history” means base salary earned for at least 90 days for government civilian direct-hire employment prior to appointment as a Foreign Service Career Candidate. Candidates must submit a copy of their SF-50 Notification of Personnel Action for the most recent promotion, pay adjustment, or within-grade increase, and/or other appropriate personnel documentation.

For DS Special Agent candidates who are not appointed directly from other federal civilian employment but who previously held a federal government civilian direct-hire position, their highest federal salary will be considered for purposes of salary matching. Candidates must submit a copy of an SF-50 Notification of Personnel Action the most recent promotion, general pay adjustment, or within-grade increase, and/or other appropriate personnel documentation.

Salary Offer Response Deadline:

You will have 10 calendar days to accept, decline, or appeal the salary offered.