A chance meeting today with a former DoD coworker brought to mind an aspect of Grusch's IG "reprisal" complaint I hadn't considered previously. If the ICIG did/does does find he was a victim of reprisals, that could be grounds for reinstatement to his previous position. He'd also probably be entitled to his salary (somewhere in the $150K-$175K range) since he resigned, as well as benefits he would have accrued in that time.
Since you have mentioned Grusch's salary and seem to have an understanding about DoD staffing, I'm curious if you or anyone here has looked into how Grusch came to be employed by the NGA and at a GS-15 level.
According to Grusch's
resume, he was a Air Force Reservist at the time he joined NGA and had an 0-4 Major rank. An 0-4 Major would be a GS-12 or GS-13 at best. So how was Grusch given this huge bump (65% bump in base pay by my research) up to a GS-15?
Prior to joining the NGA, Grusch had spent the preceding 5 years as a "Corporate Security Officer" with a tiny government/military/intelligence staffing provider called
Blue Sky Innovators with only around 60 employees as Grusch's resume makes clear here:
"March 2016 – November 2021, Blue Sky Innovators Inc., Corporate Security Officer...
... CSO for company and manages personnel security program for 60+ employees."
Reading between the lines, it seems that Grusch would mostly have been processing security paperwork for Blue Sky's contractors, managing the facilities and equipment, and other similar job functions. In fact, Grusch obtained this very type of certification at the beginning of his 5 year employment with Blue Sky as is spelled out in his resume:
2016 - Facility Security Officer (FSO), Center for Development & Security Excellence (CDSE)
"Corporate Security Officer" for a small staffing provider is not an especially glamorous role and likely wouldn't have been the most financially lucrative. Indeed, it appears Grusch was looking to transition into real estate or, at least, supplement his income while at Blue Sky as is evidenced by his obtaining his "Licensed Real Estate Broker (Colorado)" license in 2020.
Grusch does obtain a few additional intelligence-tangential certs while at Blue Sky, including:
"2019 HUMINT Intelligence Reporting Program Control Officer Training, McLean, VA
2020 Intelligence Fundamentals Professional Certification (IFPC), USD(I&S)"
Neither cert is particularly noteworthy. Pretty standard stuff for someone overseeing security for a staffing provider specializing in providing contractors to the military and intelligence communities.
Grusch has said that he became involved with the UAP Task Force through his position with the National Reconnaissance Office. This seems somewhat odd because he was a Reservist at the time by his own admission. Why would a Reservist serving a few weeks per year be tasked with this kind of position???
Kirkpatrick
has said he last met with Grusch sometime in 2019 when Grusch and Stratton were first beginning their UAP Task Force investigation.
"I barely knew Grusch. He never worked for me. He briefed me once that I can recall when I was Deputy Director of USSPACECOM, perhaps around 2019. I believe he came with Jay Stratton to discuss starting their research in the UAP task Force. I don’t recall him prior to that time.I don’t know anymore now than I did at the time of those messages what he’s talking about when he refers to “bad blood” since 2015. I was on assignment elsewhere at that time.I had many people come to brief me. I also have a reputation for not suffering fools, and when briefers come in ill prepared and deliver a poorly thought through thesis, I will pick out the flaws in the argument. Perhaps he was one of those. No idea.So, I had no relationship with Grusch. He never worked for me. The only thing I recall was him coming with Stratton. I have no idea what he’s referring to."
So how did a USAF Reservist working a few weeks per year get connected with Jay Stratton in the first place?
More importantly, who was responsible for getting Grusch his full-time position and giant pay grade bump to GS-15?
Grusch's proceeding work at Blue Sky hardly seems to warrant such a big bump in pay. Grusch would have needed some kind of sponsorship for this bump in pay and that should create a papertrail.
If an O-4 Major is assigned to a position that is typically designated for a higher rank or a higher General Schedule (GS) level, it generally requires specific documentation and approval to formalize the arrangement. Here are the key steps and considerations involved:
1. Position Justification and Documentation
- Job Description and Position Justification: A detailed job description outlining the duties and responsibilities of the position must be created. This document must justify why an O-4 Major is suitable for the role despite the position typically being intended for a higher rank.
- Request for Personnel Action (RPA): An RPA may be initiated to formally request the assignment. This form outlines the specifics of the position and the qualifications of the individual being assigned.
2. Sponsorship and Approval
- Sponsorship: A higher-ranking officer or official within the organization typically sponsors the request. The sponsor supports the justification for assigning the individual to the higher position.
- Command Approval: The request must be approved by the appropriate command authority. This might include the unit commander, higher headquarters, or relevant personnel office.
3. Waivers and Exceptions
- Waivers: Depending on the organization's policies and the nature of the position, a waiver might be required to bypass the standard rank requirements. This waiver must be documented and approved by the appropriate authority.
- Exceptions to Policy: If the assignment significantly deviates from standard policies, an exception to policy may be required. This process involves a thorough review and approval by higher-level authorities.
4. Coordination with Human Resources
- Coordination with HR: The personnel or human resources office will coordinate the necessary paperwork and ensure that all legal and regulatory requirements are met. This includes updating official records and ensuring compliance with Department of Defense (DoD) regulations.
5. Training and Certification
- Additional Training: If the position requires specific training or certification that the O-4 Major does not currently possess, arrangements may be made to provide the necessary training.
- Professional Development: The individual may be placed in a professional development program to prepare for the higher responsibilities.
6. Monitoring and Evaluation
- Performance Monitoring: The individual’s performance in the higher position is typically closely monitored. Regular evaluations ensure that the individual is meeting the expected standards and performing effectively in the role.
Sources and References
- Department of Defense Instructions and Manuals: Relevant DoD instructions and manuals provide guidelines on personnel assignments and position classifications. For example, DoD Instruction 1400.25, Volume 431, covers the performance management program for the GS and equivalent personnel.
- Personnel Office Guidelines: Specific guidelines from the personnel office or human resources department within the service branch can provide detailed procedures for processing such assignments.
By following these steps and ensuring all required documentation and approvals are obtained, an O-4 Major can be formally assigned to a position typically designated for a higher rank.
Has anyone investigated this particular aspect of Grusch's service?