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SUMMARY OF ALLOWANCESAND BENEFITS

FOR U.S.G. CIVILIANSUNDER THE DEPARTMENT OF STATE MAINTAINED

STANDARDIZED REGULATIONS(GOVERNMENT CIVILIANS, FOREIGN AREAS) (DSSR)

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THE CONSUMABLESALLOWANCE AND REST AND RECUPERATION TRAVEL

ARE NON-DSSR FOREIGNAFFAIRS AGENCY BENEFITS RECERTIFIED FOR ELIGIBILITY

BY THE OFFICE OFALLOWANCES WITHIN THE DEPARTMENT OF STATE

The Department of State isdelegated the responsibility to write and maintain the government-wide StandardizedRegulations (Government Civilians, Foreign Areas). This government-wide set of regulations iscommonly referred to as the DSSR and governs allowances and benefits availableto U.S. Government civilians assigned to foreign areas.Note thatbecause individual agencies may draft their own implementing regulations, whichcan be more restrictive than the DSSR, you may not be eligible for all of theallowances listed below.Employees should check both the DSSR andtheir agency's implementing regulations for guidance on a specific allowance.Employees of the five Foreign Affairs Agencies [State, Commerce (ForeignCommercial Service), Agriculture (Foreign Agricultural Service), U.S. Agencyfor Global Media (USAGM) and U.S. Agency for International Development (USAID)]should refer to volume 3 of the Foreign Affairs Manual (FAM) (3 FAM 3200) andvolume 3 of the Foreign Affairs Handbook (FAH) (3 FAH-1 H-3200) for moreguidance. Employees of Defense Agencies should refer to Joint Travel Regulations(JTR),Chapter 5 Part F,and DoD 1400.25: Civilian Personnel Management, Subchapter 1250

The Office of Allowances'responsibilities with respect to the Consumables Allowance and Rest andRecuperation Travel are described at the end of this document.

The Office of Allowancesinternet website:https://aoprals.state.gov

The FAM and FAH can befound on the internet at:https://fam.state.gov/

The Office of Allowancesintranet website:http://aoprals.a.state.gov

The FAM and the FAH can be found on the intranet at:https://usdos.sharepoint.com/sites/A-GIS/dir/default.aspx

There are five generaltypes of allowances and benefits:

(1) Foreign TravelPer DiemAllowances:Theforeign travel per diem allowances provide for lodging, meals, and incidentalexpenses when an employee is on temporary duty to a foreign location. While theOffice of Allowances is responsible for setting foreign per diem rates, perdiem travel policy, both foreign and domestic, is governed by the FederalTravel Regulation (FTR) and not by the DSSR. Employees should check theirindividual agency's implementing regulations also. The FTR can be found on theGeneral Services Administration's website athttp://www.gsa.gov/perdiemrates.

(2) Cost-of-Living Allowances:The cost-of-living allowances are thoseallowances that are designed to reimburse employees for certain excess coststhat they incur incident to their foreign area employment. This group in DSSRChapter 200 includes thePost Allowance (DSSR 220)(morecommonly referred to as the COLA),Foreign Transfer Allowance (DSSR240),Home Service Transfer Allowance (DSSR 250),Separate MaintenanceAllowance (DSSR 260),Education Allowance (DSSR 270), andEducationalTravel (DSSR 280). Cost-of-living allowances are not considered a part oftaxable income (DSSR 054.1).

(3) Recruitment and Retention Incentives:These allowances are designed torecruit employees to posts where living conditions may be difficult ordangerous. Post Hardship Differential (DSSR 500), Danger Pay (DSSR 650), andDifficult-to-Staff Incentive Differential (also known asService NeedsDifferential - SND) (DSSR 1000) are all considered recruitment and retentionallowances. They are included in taxable income (DSSR 054.2).

(4) Quarters Allowances:Quarters Allowances,which include theLiving Quarters Allowance,Temporary Quarters Subsistence Allowance, andExtraordinary Quarters Allowance, are intended to reimburseemployees for substantially all housing costs, either temporary or permanent,at foreign posts where government housing is not provided. These allowances arenot included in taxable income.

Note: Taxation ofAllowances under the DSSR (DSSR 054):The Internal Revenue Service considers"incentive" allowances (Post Hardship Differential, Danger Pay, andDifficult-to-Staff Incentive Differential) as additional compensation; they areincluded in gross income for federal income tax purposes. Other allowancesunder the DSSR are considered "reimbursem*nts" forextraordinaryexpenses due to a foreign assignment and are not taxed. For tax treatment ofPer Diem, please contact the Office of Travel Management Policy, GeneralServices Administration (travelpolicy@gsa.gov) or contact your agency'sHuman Resources (HR)/Global Talent Management (GTM) office.

Following is a detaileddescription of the five general types of allowances and benefits:

1. Foreign Travel Per Diem Allowances:

The Office ofAllowancesestablishesperdiemforforeign areas. Foreign per diem rates are updated monthly and are effective thefirst day of each month, and are published inDSSRSection 925. The ratesconsist of a maximum lodging portion and a maximum meals and incidentalexpenses (M&IE) portion. Because taxes are included in the lodging and mealprices used to determine the foreign per diem rates, tax expenses may not bereimbursed separately. The incidental expenses portion of the per diem rateincludes laundry and dry cleaning expenses. Therefore, these expenses may alsonot be claimed separately.

The foreign per diem ratesare used for (1) Permanent Change of Station (PCS) travel between the U.S. anda foreign area; (2) PCS travel from one foreign area to another; (3) temporaryduty or detail (TDY) to a foreign area; (4) calculating the Temporary QuartersSubsistence Allowance described below when permanently assigned to a foreignlocation; and (5) for the travel and transportation portion of evacuationtravel. Refer to your agency's travel regulations for instructions on how tocalculate travel reimbursem*nts.

The General ServicesAdministration establishes per diem rates in the continental United States(CONUS). For travelers to CONUS locations, laundry, dry cleaning, and taxes onlodging may be reimbursed in addition to the per diem rate. The Department ofDefense establishes per diem rates for all non-foreign locations outside of thecontinental United States as well as Alaska and Hawaii. Travelers to thesenon-foreign "OCONUS" locations may claim lodging tax expensesseparately, but may not claim laundry and dry cleaning expenses as thoseexpenses are included in the incidental expenses portion of the OCONUS per diemrate.

For more information on perdiem policies, contact GSA's Office of Travel Management Policy (travelpolicy@gsa.gov) or consult your agency'simplementing regulations. Implementing per diem regulations for the ForeignAffairs Agencies may be found in section570 of Volume 14 of the ForeignAffairs Manual (14 FAM 570). Domestic per diem rates may be accessed athttp://www.gsa.gov/perdiemrates. Per diem rates fornon-foreign locations outside of the continental United States may be accessedat:http://www.defensetravel.dod.mil/.

2.Cost-of-Living Allowances:

PostAllowance (DSSR 220 and DSSR 960 Omnibus Exhibit):Commonly referred to as the"cost-of-living" allowance (COLA), this is an allowance based on a percentageof "spendable income," i.e. money you can really put your hands on tospend on goods and services. The amount varies depending on salary level andfamily size. The post allowance is calculated by comparing costs in the foreignarea with costs in the Washington, D.C. area for goods and services in thefollowing categories - Food at Home; Food Away from Home; Tobacco/Alcohol;Clothing; Personal Care; Household & Operations; Medical; Recreation; POVand Public Transportation.If the overall cost of goods and servicesat a foreign post, taking into account expenditure patterns,is at least2.5% above the cost of the same goods and services in the Washington, D.C.area, a post allowance is established. See DSSR section 220 for furtherinformation.

Foreign Transfer Allowance(FTA) (DSSR 240 and DSSR 960 FTA Worksheet):The purpose of theFTA is to help defray an employee's extraordinary but necessary and reasonablecosts when they transfer to a post in a foreign area. The FTA has five parts:

(1)The Miscellaneous Expense Portion is to help cover "miscellaneous"expenses incident to a foreign assignment such as car rental when the personally owned vehicle (POV) is delayed arriving at the foreign post; vehicleregistration; driver's license; utility fees or deposits not offset by aneventual refund; and conversion of appliances. The flat amount for an employeewithout family is the lesser of either one-week's salary or $750. For anemployee with family it is the lesser of two weeks' salary or $1,500. A higherrate is available if the employee provides itemized receipts for all expensesclaimed (see DSSR 242.1b).

(2)The Wardrobe Expense Portion is granted when an employee transfers across either one or twoclimate zones to their new foreign post of assignment. There are only three climate zones world-wide (1 = very cold; 2 = moderate; and 3 = very hot). Climate zone informationfor foreign areas can be found in the column headed "Transfer Zone"in DSSR Section 920. Non-foreign area climate zones are listed in DSSR 242.2b. The Department of Defense (DoD) doesnot authorize this part of the FTA for its personnel. For those employees whoqualify, the flat amounts (no itemization; no receipts required) for a one-zone transfer are: $350 employee without family and $700 for employee with family. For the two-zonetransfer: $700 for an employee without family and $1400 for an employee with family.For more information, see DSSR 242.2.

(3)The Predeparture Subsistence Expense Portion is granted to assist employeeswith the costs of temporary lodging, meals, laundry, and dry cleaning that areincurred when an employee transfers to a foreign postfrom a post in theU.S. This allowance may be granted for up to 10 days before final departure froma post in the U.S., beginning not more than 30 days after the employee hasvacated permanent residence quarters. According to the government-wide DSSR the10 days may be taken anywhere in the U.S. as long as the employee or familymembers have not begun travel on orders and the final departure is from theU.S. post of assignment. Note: Agency implementing regulations mayrestrict the 10 days to within reasonable proximityof the U.S. post ofassignment. An agency may consider reasonable proximity as afifty-mileradiusfrom the U.S. post of assignment. State Department policylimits expenses incurred for this benefit to within proximity of the U.S. postof assignment.

Thereare two methods by which employees may be reimbursed (Total Actual Subsistenceand Partial Flat Rate). The agency determines which method to use. Check youragency's implementing regulations for guidance on which method is used. TheState Department follows the Partial Flat Rate method. DSSR 242.3explains how to calculate the two methods. Regardless of the method, thecalculation is based on the employee's U.S. post of assignment per diem and notthe per diem of where the employee/family members may be staying.

(4)The Lease Penalty Expense Portion is to offset a residential (not car or cellphone) lease penalty unavoidably incurred by an employee when transferring to aforeign post. To qualify for the leasepenalty portion, the employee and agency must meet several requirements.Information on the lease penalty expense portion is found in DSSR 242.4.

(5) The Pet Shipment and Required Quarantine Expense Portion to assist with getting the family pet or pets from a U.S. post of assignment to the foreign post or between foreign posts of assignment. The current allowable maximum is $4000 for all expenses and is not per pet. For more information see DSSR 242.5.

Home Service Transfer Allowance(HSTA) (DSSR 250 andDSSR 960 HSTA Worksheet):The purpose of the HSTA is to help defray anemployee's extraordinary but necessary and reasonable costs when they transferfrom a foreign postto a post in the United States. To qualify for theallowance, the employee must sign the attestation in DSSR 252.6b, stating that theyagree to complete 12 months of USG service after transfer to the U.S. The HSTAis also available to family members who relocate to the U.S. following thedeath of an employee assigned to a foreign area.

TheHSTA is like the Foreign Transfer Allowance described above because it also hasfive portions:a miscellaneous expense portion, a wardrobe portion,a lease penalty portion, a pet shipment and required quarantine portion and a subsistence expense portion. For the subsistenceexpense portion, agencies may choose whether to use either the "Actual-ExpenseReimbursem*nt Method - Agency Method #1" or the "Partial-Flat-RateReimbursem*nt Method - Agency Method #2". In addition to AgencyMethod #1 or #2, an agency may offer to employees the optional"Fixed-Amount Reimbursem*nt Method." If the optional method isoffered by an agency the employee may choose which method they want touse.

Checkyour agency's implementing regulations for guidance on which method(s) ofreimbursem*nt your agency offers. These calculations differ fromreimbursem*nts under the FTA. For Agency Methods #1 and #2: (1) if theU.S. post of assignment is in the continental U.S. (CONUS)the standardCONUS per diem rate is used; (2)if the U.S. post of assignment is outsidethecontinental U.S. (OCONUS) then the per diem of that location (Alaska,Hawaii, Commonwealth of Puerto Rico, Commonwealth of the Northern MarianaIslands, etc.) is used.For the Fixed-Amount Reimbursem*nt Method,the per diem of the U.S. post of assignment (whether CONUS or OCONUS) alwaysapplies. DSSR 252.3 explains how to make calculations for all methods.See DSSR 250 and DSSR 960 HSTA Worksheet for further information on theHSTA. Note: State Department policy provides the Partial Flat RateReimbursem*nt Method and not the optional Fixed Amount Reimbursem*nt Method.

Separate Maintenance Allowance(SMA) (DSSR 260and DSSR 960 Omnibus Exhibit):SMA is designed to help an employee whois compelled by reasons of dangerous, notably unhealthful or excessivelyadverse living conditions at the foreign post of assignment, or for convenienceof the Government, or because of family considerations, to defray theadditional expense of maintaining family members at another location.

Thereare three types of SMA: Involuntary, Voluntary and Transitional.InvoluntarySMAis paid when family members are prohibited from residing at theforeign post. Children are eligible for Involuntary SMA until they reach 21years of age.Voluntary SMAis paid when family members may goto a foreign post but opt not to for personal reasons. Children loseeligibility for voluntary SMA when they turn 18, unless they are still insecondary school (e.g., high school). The rates for Involuntary and VoluntarySMA are at DSSR 267.1a.

TransitionalSMAmaybe paidfor reasonsfollowing the termination of an evacuation (a)through (c)or in connection with commencement/termination of anunaccompanied tour of duty (d) and (e):

Pleasesee DSSR 260 for details on each type of SMA. Note carefully the limits on sometypes of SMA, particularly the 90-day separation requirement and theone-change-of-election provisions for VSMA and separation/divorce/dissolutionand legal-custody-of-child provisions (DSSR 263).

EducationAllowance (DSSR 270 and DSSR 960 EDA Worksheet):The purpose of the educationallowance is to assist an employee in defraying those costs necessary to obtaineducational services (grades K-12) that would normally be free of charge in theU.S. The allowance is normally based on the least expensive"adequate" school at post. A school is deemed adequate if, uponcompletion of a grade at the school, a child of normal ability could enter thenext higher grade at a public school in the United States. When a school isadequate, the education allowance rates in DSSR 920 (Allowances by Location)for attending a school "at post" and attending a school "awayfrom post" will be the same. The "away-from-post" educationallowance can be used to pay for tuition, room and board,unaccompaniedair baggage and periodic transportation between the post and the school (DSSR272.2 and DSSR 277.2). The employee also has the option to choose the"Home Study/Private Instruction/Virtual Schooling" education method(DSSR 274.12b and DSSR 277.3).

Forchildren qualifying per DSSR 271m, the regulations also provide a "SpecialNeeds Education Allowance" (SNEA) (DSSR 274.12c) in lieu of the"at-post" or "away-from-post" education allowances listedby country/post in DSSR 920 or the "home study/private instruction/virtualschooling" education allowance in DSSR 274.12b. DOD employees comeunder separate authority for education benefits. Note: The transportationportion of the "away-from-post" rate should not be confused with theseparate benefit of educational travel described below. See DSSR Section 270for more information on the education allowance.

EducationalTravel(DSSR 280 and DSSR 960 Omnibus Exhibit):This allowance permits one round tripannually between a school attendedand the foreign post of assignment.This benefit is primarily intended to reunite a full-time post-secondarystudent attendingcollege (including the post-baccalaureate level),technical or vocational school with the employee/parent serving the U.S.government in the foreign area. However, educational travel may be paid for achild in secondary school (grades 9 through 12) instead of the educationallowance described above.

Educationaltravel cannot be paid at the same time as the education allowance and shouldnot be confused with the transportation component of the"away-from-post" education allowance. Educational travel can commencefrom either the schoolor the post, but only one round trip between schooland post is allowed in a 12-month period. Based on a change in law, theDSSRchanged effective July 22, 2007,eliminating the restrictionthat the school attended full-time had to be in the UnitedStates.The educational travel benefit ceases once the studentdependent reaches the age of 23, except for in limited cases when the child'seducation isdelayed by military service (see DSSR 284 for furtherinformation).

3.Recruitment and Retention Incentives:

PostHardship Differential (DSSR 500 and DSSR 960 Omnibus Exhibit):Post hardship differentialis meant to compensate employees for service at places in foreign areas whereconditions of environment differ substantially from conditions of environmentin the continental United States and warrant additional compensation as arecruitment and retention incentive. It is paid as a percentage of basiccompensation (DSSR 040k) in 5, 10, 15, 20, 25, 30and 35% increments andis paid only on days when the employee receives basic compensation. In additionto being paid to permanently-assigned personnel, post hardship differential mayalso be paid to employees on extended detail either from the U.S. or fromforeign posts. See DSSR 500 for further information.

DangerPay (DSSR 650 and DSSR 960 Omnibus Exhibit): The danger pay allowance (DSSR 652f) providesadditional compensation for employees serving at designated danger pay posts.It is paid as a percentage of basic compensation in 15, 25 and 35% incrementsand is paid only on days when the employee receives basic compensation. Inaddition to being paid to permanently-assigned personnel, danger pay may alsobe paid to employees on temporary duty or detail to the foreign post.

Forthose not qualifying for the danger pay allowance described above, a danger payallowance (DSSR 652g) may be granted to civilian employees who accompany U.S.military forces designated by the Secretary of Defense as eligible for imminentdanger pay. The amount of danger pay will be the same flat rate amount as theimminent danger pay amount paid to uniformed military personnel, currently $225per month. Civilian employees eligible for this type of danger pay will be paiddaily. The two types of danger pay (DSSR 652f and 652g) may not be paidsimultaneously. See DSSR 650 and DSSR 920 footnotes "p" and"v" for further information.

Difficult-to-StaffIncentive Differential (DTSID)- also referred to asService Needs Differential (SND) (DSSR 1000):This DTSID/SND ispaid to an employee permanently assigned to a post with a Post HardshipDifferential rate of 5% or higher, after an agency has determined thatespecially adverse conditions of environment warrant additional pay as arecruitment and retention incentive to fill the employee's position at thatpost. This DTSID/SND is a percentage of basic compensation (up to 15%). Checkwith your agency representative for more information because each agencydevelops unique procedures to implement the differential (or may choose not toimplement it). Note that DTSID and Danger Pay compensation together may notequal more than 35% of an employee's basic compensation. General guidance canbe found in DSSR 1000.

4.Quarters Allowances:

Temporary Quarters Subsistence Allowance(TQSA) (DSSR 120 andDSSR 960 TQSA Worksheet): The purpose of TQSA is to assist with temporarylodging, meals, laundry and dry cleaning in a foreign area when an employeefirst arrives at a new post and permanent quarters are not yet available, orwhen an employee is getting ready to depart the foreign post permanently andmust vacate residential quarters. An employee cannot receive the post(cost-of-living) allowance when receiving the TQSA. An employee may receiveTQSA and LQA at the same time when initially arriving at post or prior to departingpost only with agency permission for unusual circ*mstances described at DSSR 123.2&124.1; and DSSR 132.11 & 132.41. For further information on TQSA,please refer to DSSR 120.

Living Quarters Allowance(LQA) (DSSR 130 andDSSR 960 LQA Worksheet):This allowance is granted to an employee tohelp defray the annual cost of suitable, adequate living quarters for theemployee and their family at a foreign post where government-leased or -ownedhousing is not provided. The LQA rates are designed to substantially cover theaverage employee's costs for rent, utilities, required taxes levied by thelocal government, and other allowable expenses. Living quarters allowance ratesare categorized by "quarters groups" based on the employee's gradelevel or rank and family size. Additional amounts of up to 10%, 20%, or 30%above the LQA rates may be allowed for larger families. For further informationon LQA, see DSSR 130. DSSR 136 contains guidance for employees occupyingpersonally-owned quarters.

Extraordinary Quarters Allowance(EQA) (DSSR 138 andDSSR 960 EQA Worksheet): An employee and eligible family members at aforeign posting may receive EQA when they are required to vacate theirpermanent quarters partially or completely because of renovations/repairs orunhealthy or dangerous conditions. The employee may continue to receive post(cost-of-living) allowance and LQA when receiving EQA. For furtherinformation, see DSSR 138.

5.Other Allowances:

Representation (DSSR 300): Representationallowances are intended to reimburse employees, including foreign nationalemployees and adult family members of employees, for expenses incurred inestablishing and maintaining relationships of value to the United States inforeign countries. Reimbursem*nt may include costs for entertainment andcustomary gifts or gratuities. Funds are limited and specific guidelines areformulated at each foreign post depending on need, custom, and budget. See DSSR300 for further information.

Official Residence Expenses(ORE) (DSSR 400):The purpose of ORE is toreimburse a principal representative (e.g. an Ambassador) at a foreign post forexpenses related to operating and maintaining a suitable official residencewhen those expenses exceed the usual expenses incurred if they were serving atthe post in any other official capacity. Generally the principal representativewill contribute three and one-half percent of salary (DSSR 040 L) for"usual" expenses; allowable expenses above that amount will bereimbursed. See DSSR 400 for further information.

EvacuationPayments(DSSR600 and DSSR 960 EPW): Evacuation payments are made when an employee/familymember(s) is/are authorized or ordered to evacuate a foreign post. Evacuationpayments consist of (1) a subsistence allowance to help cover the costs oflodging, meals, laundry, and dry cleaning; (2) local transportation at thesafehaven when a personally owned/operated vehicle is not available; (3) anair freight replacement allowance if air freight is not shipped from post; and a Pet Shipment and Required Quarantine Allowance to assist with getting the family pet or pets out of and return to the foreign post of assignment.Subsistence amounts are based on the safehaven's per diem rate, whether theevacuees are occupying commercial or non-commercial quarters and variesdepending on family size. The M&IE calculation decreases at the 31-daymark. Evacuation payments terminate no later than 180 days after the evacuationorder is issued.

TheUnited States is normally designated as the official safehaven but regulations alsoallow for an official foreign safehaven.An employee is required to report to a specific location for work. For the official U.S. safehaven, dependents/eligiblefamily members may choose anywhere in the 50 United States, the District ofColumbia or any non-foreign area. Evacueesmay receive evacuation benefits following arrival at their safehaven. An employee may request designation of analternate foreign safehaven for special family needs but approval is notguaranteed. See DSSR sections 600 and960 (Evacuation Payments Worksheet) and the Evacuation Manual available at eachforeign post for more information. The Office of Allowances' website alsocontains Frequently Asked Questions on Evacuation.

Advanceof Pay(DSSR 850):Upto three months' salary (minus certain deductions as designated by the agency)may be advanced when an employee is assigned from the U.S. to a foreign post orbetween foreign posts, however not between a foreign post and the U.S. Anadvance of pay may also be authorized for medical emergencies. Repayment varies by agency; the StateDepartment maximum is 18 pay periods; the DOD maximum is 26 pay periods. SeeDSSR 850 for further information.

References:

DSSR010-Authorities for establishing the allowances/benefits

DSSR030- Determining eligibilityfor the allowances/benefits under the DSSR

DSSR040- General definitions usedfor the DSSR (however, if there is a specific definition at a chapter, thatdefinition will pertain for that chapter)

DSSR070- All reportingrequirements for reports used to determine the allowances and instructions foruse of the SF-1190 (Rev. 07/2009) for claiming the allowances.

DSSR100- Quarters Allowances(includingLQA,TQSAandEQA)

DSSR400- Official ResidenceExpense (ORE)

DSSR500- Post HardshipDifferential

DSSR600- Evacuation Payments

DSSR650- Danger Pay

DSSR850- Advances of Pay

DSSR900- Instructions forunderstanding all columns of DSSR 920

DSSR960-Valuable training/learning resource which contains theworksheets forTQSA, LQA, EQA, FTA, HSTA, EDA, EPW and the "Omnibus Exhibit" ofhelpful points on Post Allowance, SMA, Educational Travel, Post Hardship Differentialand Danger Pay

DSSR1000-Difficult-to-Staff Incentive Differential

TheDepartment of State Standardized Regulations (DSSR) are maintained by theOffice of Allowances within the U.S. Department of State. Changes to the DSSRare proposed through an interagency clearance and union consultation process.

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TheOffice of Allowances' responsibilities with respect to posts' eligibility for aConsumables Shipment and eligibility for Rest and Recuperation Travel are asfollow:

Consumables:The Office ofAllowances determines eligibility for a Consumables Shipment based oninformation contained in the Consumables Survey (DS-0267A) submitted by foreignposts as well as other criteria. A post requiring a consumables shipmentis one at which conditions make it difficult to obtain locally the consumablesrequired by employees and their eligible family members. Consumables arereferred to as expendable personal property because they are used up as opposedto wearing out.

Lastupdated on May 1, 2023