State Department Serves ‘Guidance on Toxic Behaviors at Work’ Soup, Um …Forgets Meat in Yak Soup

Posted: 12:36 am EDT

 

The State Department recently issued guidance for its American direct-hire employees on “Toxic Behaviors at Work: Where to Turn For Help.” The aim was “to help mitigate the impact of toxic behaviors in the workplace, should they occur.”  It notes that “The stress this causes can lower productivity and employee satisfaction, and make it harder for the Department to retain strong employees and perform its best.”  A separate guidance will reportedly be issued for local employees and contractors.

What is toxic behavior? According to the State Department, the following is what constitutes toxic behavior:

Toxic behaviors are unwanted and can be verbal or non-verbal.  They are behaviors that a reasonable person would consider offensive, humiliating, intimidating, or otherwise significantly detrimental to their ability to do their work.  They include, but are not limited to: violent behavior, e.g., throwing items, breaking items; threatening behavior, i.e.,  intimidation, bullying, yelling, passive aggression, exclusion, lack of communication and/or cooperation; unethical behavior or the appearance of it, loafing, insubordination or failure to follow instructions, discrimination, or harassment.

Let’s add a few more warning signs from Kirk Lawrence of the University of North Carolina at Chapel Hill Kenan-Flagler Business School:

Types of toxic behaviors include tearing others down, passive aggressive leadership, destructive gossip, devious politics, negativity, aggressiveness, narcissism, lack of credibility, passivity, disorganization, and the resistance to change. These behaviors—individually or combined—can create a toxic workplace environment.

The State Department guidance cable does not provide examples of toxic behavior so we had to do some archive  diving where we found some relevant examples:

  • A Public Affairs Officer at a U.S. embassy alleged that his interim performance review was tainted by a hostile environment to which he was subject, characterized by bullying and harassment by his rater, the Deputy Chief of Mission, and his reviewer, the Ambassador. (FSGB No. 2011-042).
  • A Principal Commercial Officer asserted that there were multiple violations of due process resulting “in an oppressive work environment.”  He claimed that “Resolution of this grievance is in the national interest because any organization in which accountability does not exist, managers may act on whim, and decisions and personnel actions are based not on facts but on hearsay, rumors, bullying and fear affects all employees including myself, paralyzes decision-making, erodes morale, makes risk-taking impossible, erodes motivation and performance . . . .” (Case No. 2011-018)
  • A Senior FSO who was an office director at one of the bureaus was charged with inappropriate conduct in interactions with his staff and others.  The charge and specifications include repeatedly referring to women as “bitches” and “hormonal,” yelling, banging on his desk and forcefully expressing his political views throughout the office. This Senior FSO yelled at subordinates and peers, demonstrating threatening and aggressive behavior towards them in violation of the workplace violence policy, evincing anger management issues, and damaging office morale. According to one witness account, there was a tendency to berate people publicly. “The office has this term being of in the tribe and out of the tribe. You can be put out of the tribe by him. There is a culture of fear to be put out of the tribe. Everyone tries to tip toe because it is not a good place to be. He will take away TDY and site visits and make life difficult.” (FSGB Case No. 2011-004)
  • An FS-01 Office Director referred to a former colleague as a “bitch” and used “little officer” and “little employee” to describe women. He sent an e-mail to officemates “which could be viewed as offensive” and received a Letter of Admonishment. (FSGB Case No. 2010-0035)
  • Most employees described this ambassador as aggressive, bullying, hostile, and intimidating, which resulted in an extremely difficult, unhappy, and uncertain work environment. The ambassador eventually resigned but not before most of the embassy’s senior staff, including two deputy chiefs of mission (DCM) and two section chiefs, had either curtailed or volunteered for service in Kabul and Baghdad (via pdf here).
  • One ambassador’s policy successes were overshadowed within the mission by a leadership style that negatively affected morale. Many mission staff reported that the ambassador occasionally criticized and belittled certain section chiefs and agency heads in front of their peers. Mission staff noted front office reliance on a group of trusted mission leaders. Others not in the favored category were more likely to receive attention to weaknesses rather than strengths or potential.  (via)

So this is not really a case of “toxic behaviors in the workplace, should they occur,” is it?

The State Department unclassified guidance helpfully provided a section for “Roles and Responsibilities” — some of the points enumerated below  like, how it’s “nearly impossible to succeed in changing a toxic situation without making any changes in your own behavior” — are rather questionable. We understand the consequences of meeting fire with fire but it sure looks like the onus is on the person who perceives the toxic environment here, rather than the person who is causing it.  Take a look:

It is incumbent on everyone working at the Department of State to conduct themselves in a professional manner.  This means not only refraining from engaging in toxic behavior, but also following the appropriate steps when confronted by someone who is engaging in such behavior.  Meeting the toxic behavior of another with toxic behavior of one’s own is neither productive nor professional.

It is imperative to keep the following points in mind as you consider how to address a situation that you find toxic or counter-productive:

–> If a supervisor is telling you what needs to be done, in a reasonable and non-threatening manner, and holding you accountable for doing it, in a reasonable and non-threatening manner, this is not toxic behavior.  This is their job.  Therefore, you are required to follow supervisory instructions, unless there is substantial reason to believe that the instruction given would place you in a clearly dangerous situation or cause you irreparable harm.  If you perform the action instructed, you do have the right to register a complaint or grieve later.

–> You cannot control the behavior of others, only your own.

–>You should take some time to consider your own role in a situation you find toxic.

–>It is nearly impossible to succeed in changing a toxic situation without making any changes in your own behavior.

–>These are not easy things to do.  Stretching oneself in a situation that is already difficult is additionally unpleasant.  However, it is a necessary part of one’s own development and the improvement of one’s work environment.

Has somebody been reading those management books about “stretching” again? You’re in a toxic workplace, and your boss is an ass and a bully, and you’re “stretching” yourself, so your boss would be more pleasant? No, you’re stretching yourself so that you’ll be more pleasant to your toxic boss, who will, of course, cease being a bully and an ass? No, whaaat?

Ay, dios mio! Who writes this stuff?

The State Department guidance identifies 10 key resources for toxic behaviors:

  • The Office of the Ombudsman, Workplace Conflict Prevention and Resolution Center (wCPRc)
  • Office of Civil Rights (S/OCR)
  • Human Resources/Employee Relations/Office of Conduct, Suitability, and Discipline (HR/ER/CSD)
  • Employee Consultation Service (ECS)
  • Human Resources/Grievance (HR/G
  • Diplomatic Security Office of Protective Intelligence Investigations (DS/TIA/PII)
  • Diplomatic Security Office of Special Investigations (DS/DO/OSI)
  • Foreign Service Institute (FSI) Leadership and Management School (LMS) Leadership Coaching
  • Office of the Inspector General (OIG)
  • Unions for State Department Employees:  American Federation of Government Employees (AFGE) Local 1534, the American Foreign Service Association (AFSA), or the National Federation of Federal Employees (NFFE) Local 1998.

That’s a long list but dear ones, aren’t you forgetting the meat in the soup?

What about leadership?

Leadership—or the lack of it—lays at the core a toxic workplace. When a toxic workplace develops on a peer-to-peer level, it is the lack of leadership that allows it to fester. All too often, however, toxic workplaces are created from the top down, when managers or supervisors are the root of the problem. One study found that 37 percent of workers said they had been bullied at work and that the majority of those bullies (72 percent), were bosses. (via)

A piece on toxic culture from forbes.com notes that there is a large body of research showing that a leader sets the tone for the office and sets an example for internal comportment. “Executives who claim to operate at such a lofty level that they cannot be bothered by the daily operations or political scale-balancing of their organizations are simply poor leaders.”

One HR manager interviewed by Peter Frost in Toxic Emotions at Work (Harvard Business School Press) also observed:

“Fish stinks from the head!” The higher up the toxic person is, the more widely spread is the pain, and the more people there are who behave in the same way. If you have a CEO who delivers public lashings—in effect does his performance appraisals in public—then you will have the lieutenants begin to join in.

We understand the intention is good but c’mon folks … to issue a lengthy guidance on toxic behavior in a workplace without addressing leadership is like serving yak soup without yak meat.

Here are some wild yaks to look at when you read that official guidance. Not quite the same but better than nothin.

“Wild Yaks” by Nadeemmushtaque – Own work. Licensed under CC BY-SA 3.0 via Wikimedia Commons – http://commons.wikimedia.org/wiki/File:Wild_Yaks.jpg#/media/File:Wild_Yaks.jpg

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More yak meat here:

 

 

Burn Bag: State/CSO gets a new mission statement but remains a bureau in fundamental crisis

Via Burn Bag:

As of Friday morning’s announcements of the new mission statement and the bureau town hall (from which most everyone left more confused than informed) to discuss the new organization chart, we remain a bureau in fundamental crisis. Everyone scratching their heads about what they do and exactly whom they support.

CSO’s contractors continue to be an internal force just as the OIG report cited. Worse yet, we already have total supervisory overhead (civil service, foreign service, and third party contractors’ employees) of almost 1:1 with “doers” and despite what the bureau told Congress. Lots of editing and reviewing and pontificating takes place but very little drafting or other original work. It reminds me of a third world state run enterprise!

Should the new name now be the Bureau of Conflict Analysis and Atrocity and Violent Extremism Prevention and J Undersecretary Pet Issues (CAAVEPJUPI)?

tumblr_inline_when you do stuff

via canadian foreign service problems

 

Related posts:

 

Is State/OBO’s Intense Focus on Design Excellence Driving Engineering Employees Away?

Posted: 1:22 am EDT
Updated: April 16, 2015, 7:42 pm PDT

 

Last week, there was a Burn Bag submission we posted on the many losses in the Bureau of Overseas Buildings Operations’ engineering staff.  We’re republishing it below, as well as reblogging a post from The Skeptical Bureaucrat. Maybe this would help save the State Department leadership from having to say later on that no one made them aware of this issue.

We’re actually considering sending a love note to the 7th floor. Something like, “Hey, subscribe to Diplopundit. You may not always like what you read but we’ll tell you what do not always want to hear.” Or something like that.

On second thought, maybe we shouldn’t. They might decide to go back to just Internet Explorer and then all of our readers there won’t be able to read this blog ever again. In any case, here is that burn bag submission, repeated for emphasis:

Is the State Department leadership aware that there have been many losses of OBO [Bureau of Overseas Buildings Operations] engineers in the last 18 months, leaving more than a 20% deficit (OBO words via email, not mine) in engineering staff, with more contemplating separation? Does it care?

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Below from The Skeptical Bureaucrat: Have Hard Hat, Will Travel (used with permission):

Diplopundit’s Burn Bag entry about OBO’s losses in engineering employees made me think back to the retirements and resignations I’ve noticed among my good friends in Overseas Buildings Operations over the last couple years. Yeah, I think there is indeed a pattern there.

A demoralization among OBO’s engineers would kind of make sense in the context of OBO’s overwhelming focus on Design Excellence, or, to use the new name for it, Just Plain Excellence. (The word “design” was dropped from the program’s name about one day after the disastrous House Oversight Committee hearing in which OBO’s Director and Deputy Director were severely criticized for favoring artsy & expensive embassy office buildings over functional & sensibly-priced ones.) In a Design Excellence organization, the architects are firmly in charge and the engineers will always play second fiddle.

According to the Burn Bag information, OBO has lost about 20 percent of its engineering staff. There is substantiation for that claim in the current USAJobs open announcement for Foreign Service Construction Engineers, which says OBO has “many vacancies” in that field:

Job Title: Foreign Service Construction Engineer
Department: Department Of State
Agency: Department of State
Agency Wide Job Announcement Number: CON-2015-0002

MANY vacancies – Washington DC,

A Foreign Service Construction Engineer (FSCE) is an engineer or architect, in the Bureau of Overseas Buildings Operations working specifically in the Office of Construction Management, responsible for managing Department of State construction projects overseas. The FSCE is a member of a U.S. Government team that ensures construction is professionally performed according to applicable plans, specifications, schedules, and standards. The FSCE must adhere to the highest standards of integrity, dependability, attention to detail, teamwork and cooperation while accepting the need to travel, to live overseas, and when necessary, to live away from family.

Those vacancies are for permanent, direct-hire, Foreign Service employees. In addition, there were also personal service contractor vacancies for OBO engineers announced on Monster.com five days ago. That one is looking for General Engineers, Mechanical Engineers, and Civil/Structural Engineers.

Why isn’t there also a need for Electrical Engineers? After all, you can’t spell Geek without two Es.

It looks like engineers are indeed exiting OBO in large numbers. Why that is, I can’t be sure. But I have to think it is not a good thing for my friends in OBO.

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Sources tell us that William Miner, the director of the OBO’s design and engineering office was one of those who left in the last 18 months and Patrick Collins, the chief architect retired in January this year. 

The USAjobs announcement cited by TSB does not indicate how many vacancies OBO plans to fill.  In addition to the open vacancies for Foreign Service Construction Engineers, USAJobs.gov also has one vacancy for a Supervisory Engineer (DEU) and one vacancy for Supervisory Architect (DEU).  The monster.com announcement linked to above includes full-time, non-permanent-temporary non-status jobs with initial 1 year appointment renewable for 4 years. All must be able to obtain and maintain a Top Secret security clearance. Oh, and relocation expenses will NOT be paid.

About OBO

 These are the jobs advertised via monster.com:

 

A  2013 HR stats indicate that OBO has 81 construction engineers including 10 who are members of the Senior Foreign Service (SFS).  Those numbers are, obviously, outdated now.   And we’re not sure what “more than 20% deficit” actually means in actual staffing numbers. But if we take a fifth from that HR stats, that’s about 16 engineers gone who must be replaced not just in the staffing chart but also in various construction projects overseas.

Even if OBO can ramp up its hiring the next 12 months, it will still have the challenge of bridging the experience gap. A kind of experience that you can’t reconstruct or replicate overnight unless OBO has an implantable chip issued together with badges for new engineers. Experience takes time, time that OBO does not have in great abundance. Experience that OBO also needs to rebuild every five years since in some of these cases, the new hires are on limited non-career appointments that do not exceed five years.

According to OBO, the State Department is entering an overseas construction program of unprecedented scale in the history of the bureau.  What might also be unprecedented is OBO engineers running out the door in droves.

Why is this happening? We can’t say for sure but …

  • We’ve heard allegations that an official has “run people out of the Department with his/her histrionic behaviors” and other unaddressed issues in the workplace that have generated complaints from staff but remained unresolved.
  • There are also allegations of “poor treatment” of OBO employees and families while in the Department or even when trying to separate.
  • One commenter to the Burn Bag post writes about problems within the Department of “an extreme lack of planning which will have caused our children to attend three schools in three countries just this year alone.”
  • Another commenter writes, “I know it’s TRUE, because I recently departed. Somewhere along the way OBO decided that Design Excellence meant more architecture and less engineering.”
Foggy Bottom, you’ve got a problem. People do not just quit their jobs and the security that goes with it for no reason. Somebody better be home to fix this before it gets much worse.
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For U.S. Citizens in Yemen, a New Website and a New Hashtag Shows Up: #StuckInYemen

Posted: 5:27 pm EDT

 

The State Department suspended embassy operations at the U.S. Embassy in Sanaa, Yemen and American staff were relocated out of the country on February 11, 2015.    This followed  the previously announced suspension of all consular services  on February 8 (see State Dept Suspends US Embassy Yemen Operations, Relocates Staff Until Further Notice).  There was no USG-sponsored evacuation for U.S. citizens residing in the country. At that time, and many times previously, the State Department urged U.S. citizens to defer travel to Yemen and those U.S. citizens living in Yemen to depart the country (see here, here, here, here, and here).

On March 25, Saudi Arabia launched military operations in Yemen in a coalition with reportedly 10 other countries. (see New Front in Regional Chaos: Saudi Arabia Launches Air Strikes Against Houthis in Yemen).  As the situation deteriorated, the following countries have evacuated their citizens from Yemen:

India

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China

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Pakistan

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Russia

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Turkey

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Guys, Somalia!

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Foreigners Evacuated

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26 Countries Requested Evacuation Assistance from India

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Whatabout the Amcits in Yemen?

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On April 3, the State Department issued an updated Travel Warning for Yemen that says in part:

The level of instability and ongoing threats in Yemen remain severe.  There are no plans for a U.S. government-coordinated evacuation of U.S. citizens at this time. We encourage all U.S. citizens to shelter in a secure location until they are able to depart safely. U.S. citizens wishing to depart should do so via commercial transportation options when they become available.

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Somebody noticed

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Meanwhile, a new website and a new hashtag just showed up online for U.S. citizens in Yemen:

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Today, April, 6, the US Embassy Sana’a issued an Emergency Message advising U.S. citizens in Yemen that the Indian Government has offered to evacuate U.S. citizens from Yemen to Djibouti:

The Indian government has offered to assist U.S. citizens who want to depart Yemen for Djibouti.  This potentially includes flights out of Sana’a and ships from Aden.  U.S. citizens wishing to take advantage of this opportunity should contact First Secretary Raj Kopal at the Indian Embassy in Sana’a at 00967 734 000 657; you may be required to present a valid U.S. passport for boarding.  The next flights from Sana’a are scheduled to depart early on April 7.  The Department of State cautions that U.S. citizens should consider carefully the risks of traveling to or within Sana’a and Aden in order to board evacuation transport given security conditions in both cities.

On February 11, 2015, due to the deteriorating security situation in Sanaa, the Department of State suspended embassy operations and U.S. Embassy Sanaa American staff were relocated out of the country.  All consular services, routine and emergency, continue to be suspended until further notice.  The Department notified the public of this move, and its impact on consular services, and urged U.S. citizens in Yemen to depart while commercial transportation was available.

The level of instability and ongoing threats in Yemen remain extremely concerning. There are no plans for a U.S. government-coordinated evacuation of U.S. citizens at this time.  If you wish to depart Yemen, you should stay alert for other opportunities to leave the country.  U.S. citizens who are able to depart Yemen for another country and are in need of emergency assistance upon arrival may contact a U.S. embassy or consulate in that country.

Read more: Emergency Message for U.S. Citizens – Updated Departure Options (April 6, 2015)

U.S. Embassy Djibouti is a small post with a low consular workload. At least, until 2010, the consular section there consisted of one entry-level officer (who occupied an FS-03 position) assisted by three local employees  (source-pdf).

We don’t know what is the current US citizen population in Yemen. A State/OIG report from June 2010 estimated that the U.S.-Yemeni community there numbered at least 55,000.  The report also noted that the serious threat of terrorism in Yemen has put “Sanaa’s visa and passport services in the homeland security cross-hairs.”

We have reached out to Consular Affairs but have not heard anything back.

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2014 Foreign Service Promotion Results By Gender & Race Still Behind the Great Firewall of State

Posted: 1:05 am EDT

 

The April 2015 issue of State Magazine includes the 2014 Foreign Service promotion statistics: a “modest decrease” in overall promotion rate it says:

Due to the Diplomatic Readiness Initiative (DRI) and Diplomacy 3.0 hiring efforts, Foreign Service hiring surged in the first decade of the 2000s. These employee cohorts are currently moving into the mid-ranked positions and above, intensifying the competition between employees for promotions. Although the total number of promotions increased to record levels over the past few years, the overall promotion rate decreased as the total number of promotion-eligible employees increased more rapidly. As a result, the overall 2014 promotion rate for all eligible Foreign Service employees experienced a modest decrease to 21 percent, compared with 22 percent in 2013 and 24 percent for the five-year average.

HR has made available online, behind the firewall, the 2014 promotion results by gender and ethnicity/race along with detailed breakouts by grade level for each generalist cone and specialist skill group. They are available at: http://intranet.hr.state.sbu/offices/rma/Pages/DiversityStats.aspx.

Details on Foreign Service promotion planning and promotion trends can also be found at: http://intranet.hr.state.sbu/Workforce/ WorkforcePlanning/Pages/default.aspx.

Ugh! Not again.

Yup, not only is this behind the great firewall, they put it in the “Sensitive But Unclassified” page so they can yank anyone who wants to pass this information out to us or anybody who is in the public sphere.

Last year, somebody in Secretary Kerry’s staff told us he’d take a look and see what can be done.  That’s the last we’ve heard of it and follow-up emails just went into dead email boxes. To this date, we have not learned of any legitimate reason why the detailed breakdown on gender and race in Foreign Service promotions are protected information.

The state.gov’s career website includes the following statement on diversity and inclusion from Secretary Kerry:

 In order to represent the United States to the world, the Department of State must have a workforce that reflects the rich composition of its citizenry. The skills, knowledge, perspectives, ideas, and experiences of all of its employees contribute to the vitality and success of the global mission. Our commitment to inclusion must be evident in the face we present to the world and in the decision-making processes that represent our diplomatic goals. The keys to leading a diverse workforce successfully are commitment and persistence. Delivering strong and effective action requires every employee’s commitment to equal employment opportunity principles. To that end, I pledge that at the Department of State we will: Propagate fairness, equity, and inclusion in the work environment both domestically and abroad…

But that commitment apparently does not include publicly sharing the Foreign Service promotion statistics by gender and race.

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Asking about the security clearance logjam: “Seriously? I suggest we sent her to FLO…” Seriously, let’s not!

Posted: 12:46 am EDT

 

According to Diplomatic Security’s FAQ, the general time to process security clearance averages about 120 days. But the Department of State has apparently initiated a goal to render a security clearance decision in 90 days.   We have, however, heard complaints that eligible family members (EFMs) overseas waiting to start on jobs have been caught in a security clearance logjam with some waiting much longer than four months. We’ve also heard rumors that DS no longer issue an interim security clearance.

So we thought we’d ask the Diplomatic Security clearance people. We wanted clarification concerning interim clearances and the backlogs, what can post do to help minimize the backlogs and what can EFMs do if they have been waiting for months without a response.

We sent our inquiry to Grace Moe, the head of public affairs at the Diplomatic Security Service (DSS). We did not get any response. Three days later, we sent a follow-up email to her deputy, and the group’s security clearance mailbox. Shortly, thereafter, an email popped up on my screen from the Security Specialist at DS’s Customer Service Center of the Office of Personnel Security/Suitability:

“Seriously? I suggest we sent her to FLO…”

Somebody suggesting they send Diplopundit to the FLO? Let’s not.    We’re not privy to the preceding conversation on that email trail.  But seriously, a straight forward  inquiry on security clearance should not be pushed over to the Family Liaison Office (FLO) just because it’s related to family members.

So we told DS that we sent the security clearance inquiry to them for a very good reason and that we would appreciate a response unless they want to decline comment.

The lad at the Customer Service Center wrote back with a lame response that they will answer, but he was not sure about our email because it ends with a .net. Apparently, we’re the only one left in the world who has not moved over to dot com.  And he asked if it would be possible to obtain a name from our office.

Whaaaat? The next thing you know, they’ll want a phone date.

We’re sorry to inform you but this Customer Service not only shovels inquiry elsewhere but it also cannot read and see contact names on emails. So days later, Customer Service is still waiting for us to provide them a name that’s already on the email we sent them.  That kind of redundant efficiency is amazing, but we hate to waste any more of our time playing this game.

So we asked a DS insider, who definitely should get double pay for doing the Customer Service’s job. But since the individual is not authorized to speak officially, try not to cite our source as your source when you deal with that DS office.

Anyway, we were told that it is not/not true that DS no longer issue interim clearances.  Apparently, what happens more frequently is that HR forgets to request an interim clearance when it makes the initial request. So you paperwork just goes into a big pile. And you wait, and wait, and wait.  So if you’re submitting your security paperwork, make sure you or your hiring office confirms with HR that they have requested an interim clearance.

We were going to confirm this with HR except that those folks appear to have an allergic reaction to our emails.

In any case, the logjam can also result from the FBI records checks. If the FBI has computer issues, that, apparently, can easily put tens of thousands of cases behind because without the results of the FBI check, “nothing can be done.” There’s nothing much you can do about that except pray that the FBI has no computer issues.

We also understand that the Office of Personnel Security/Stability or PSS is backed up because of a heavy case load. “Posts seem to be requesting clearances with reckless abandon.”  We were cited an example where an  eligible family member (EFM) works as a GSO housing coordinator. The EFM GSO coordinator has access to the same records as the local staff working at the General Services Office but he/she gets a security clearance.

The Bureau of Human Resources determines whether a Department of State position will require a security clearance, as well as the level required, based upon the duties and responsibilities of the position. So in this example, HR may determine that the EFM GSO housing coordinator needs a clearance because he/she knows where everybody lives – including people from other agencies.  Again, that same information is also accessible to the  Foreign Service Nationals working as locally employed staff at GSO and HR.

Not sure which EFM jobs do not require a security clearance.  We understand that HR routinely asks for it when hiring family members.  Of course, this practice can also clog up the process for everyone in the system.  Routinely getting a clearance is technically good because an EFM can take that security clearance to his/her next job.  The Department of State will revalidate a security clearance if (1) the individual has not been out of federal service for more than 2 years and (2) if the individual’s clearance is based on an appropriate and current personnel security clearance investigation.  So the next time an EFM gets a job in Burkina Faso or back in Foggy Bottom, the wait won’t be as long as the clearance only requires revalidation.

And there is something else. Spouses/partners with 52 weeks of creditable employment overseas get Executive Order Eligibility, which enables them to be appointed non-competitively to a career-conditional appointment in the Civil Service once they return to the U.S. A security clearance and executive order eligibility are certainly useful when life plunks you back in the capital city after years of being overseas.

There is no publicly available data on how many EFMs have security clearances. But we should note that EFMs with security clearance are not assured jobs at their next posts. And we look at this as potentially a wasted resource (see below). EFMs who want jobs start from scratch on their security package only when they are conditionally hired. So if there’s an influx of a large number of new EFMs requesting security clearance, that’s when you potentially will have a logjam.

Back in 2009, we blogged about this issue (some of the numbers below are no longer current):

We have approximately 2,000 out of 9,000 family members who are currently working in over 217 missions worldwide.  Majority if not all of them already have, at the minimum, a “Secret” level clearance. And yet, when they relocate to other posts, it is entirely possible that they won’t find work there. The average cost to process a SECRET clearance has been reported to run from several hundred dollars to $3,000, depending on individual factors. The average cost to process a TOP SECRET clearance is between $3,000 and about $15,000, depending on individual factors. Given that most FS folks spend majority of their lives overseas, the $3,000 for a Secret clearance process for EFMs would be way too low. But let’s assume that all the EFMs currently working only have a Secret level clearance – at $3,000 each that’s still 6Million USD right there. Even if only 500 of them lost their jobs due to regular reassignment, that’s 1.5M USD that’s not put to effective use.

So here’s the idea – why can’t we create an EFM Virtual Corps? The EFMs who are already in the system could be assigned a specialization based on prior work experience within the US Mission. When not employed at post, their names could be added to the EFM Virtual Corps, a resource for other posts who require virtual supplementary or temporary/ongoing support online. Their email and Intranet logon should be enabled to facilitate communication while they are on a float assignment and their reporting authority should be a straight line to a central coordinator at Main State and a dotted line to the Management Counselor at post.  I know, I know, somebody from HR probably have a ready list of reasons on why this can’t be done, but – how do we know if this works or not if we don’t try? The technology is already available, we just need organizational will and some, to make this work.

Here’s our related post on this topic: No Longer Grandma’s Foreign Service. You’re welcome to post this on the leadership site behind the State Department firewall. Hey, the somebodies already post our burn bag entries there, so why not this one?

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LittleSis: HRC Complex Corporate Ties

Posted: 10:37 am EDT

 

“…our problems have never respected dividing lines between global economics and international diplomacy. And neither can our solutions. That is why I have put what I call economic statecraft at the heart of our foreign policy agenda.”
Secretary of State Hillary Rodham Clinton

 

Of the 425 large corporate donors to the Clinton Foundation, the Wall Street Journal found 60 of those donors lobbied the State Department during Hillary Clinton’s tenure. Excerpt:

Mrs. Clinton’s spokesman, Nick Merrill, says: “She did the job that every secretary of state is supposed to do and what the American people expect of them—especially during difficult economic times. She proudly and loudly advocated on behalf of American business and took every opportunity she could to promote U.S. commercial interests abroad.”

Corporate donations to politically connected charities aren’t illegal so long as they aren’t in exchange for favors. There is no evidence of that with the Clinton Foundation.

In some cases, donations came after Mrs. Clinton took action that helped a company. In other cases, the donation came first. In some instances, donations came both before and after. All of the companies mentioned in this article said their charitable donations had nothing to do with their lobbying agendas with Mrs. Clinton’s State Department

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SFRC Bullies Diplomats Up For Promotion to Self-Certify They Have Not Been Convicted of Any Crime

Posted: 12:45 pm EDT

 

The question is why? Why is the Senate Foreign Relations Committee (SFRC) demanding that our diplomats self-certify that they have not committed a felony within the last seven years? The form says “disclosure of this information is voluntary.” But also that “failure to provide the information requested may result in delay or exclusion of your name on a Foreign Service nomination list.”

Career members of the Foreign Service must be promoted into the Senior Foreign Service by appointment of the President, by and with the advice and consent of the Senate. This self-certification is reportedly also required for employees who are up for commissioning and tenuring at the Foreign Relations committee.

So basically in bullying our diplomats into signing this witless self-certification, the SFRC will be able to provide better advice to President Obama?

How?


All Diplomats Must Hold and Keep Top Secret Clearances

The American diplomatic profession requires the issuance of a security clearance. All Foreign Service officers must hold and keep an active Top Secret security clearance.

The personnel security background investigation begins after an individual has been given a conditional offer of employment and has completed the appropriate security questionnaire, usually a Standard Form 86, Questionnaire for National Security Positions, and other required forms.  Once the security package is received by the Office of Personnel Security and Suitability, it is reviewed for completeness. National agency record checks and scanned fingerprint checks are then conducted. A case manager will direct the background investigation to cover key events and contacts from the individual’s past and present history.   Once the investigators have completed a report, highly trained security clearance adjudicators will weigh the results against existing adjudicative guidelines for security clearances. A critical step in the background investigation is the face-to-face interview the individual will have with a DS investigator. This interview usually occurs within a few weeks of an individual submitting a complete security clearance package. Security clearances are subject to periodic reinvestigation every 5 years for TS clearance, and every 10 years for a Secret clearance.

When there is derogatory information, even based on preliminary facts from a DS criminal investigation, Federal Bureau of Investigation (FBI) counterintelligence or other law enforcement investigation, or an Inspector General investigation, the security clearance is suspended.  Personnel whose security clearances have been suspended may not be placed on temporary duty status at diplomatic facilities abroad and may not be retained in positions requiring a security clearance until the investigation is resolved.

The names of those with pending investigations are automatically removed from the promotion list.  It goes without saying …. oops, maybe it does need saying — diplomats who have pled guilty or convicted of a crime will not be able to hold a security clearance, much less have his/her name included in the promotion list.

Let’s give you an example — Michael Sestak, an FSO who pled guilty in a visa fraud-bribery case. He is currently sitting in jail. He’ll be sentenced in April.  When he comes out of prison, he will not/not have a job to return to at the State Department. Does anyone at the SFRC really think that somebody like Mr. Sestak can slip through federal employment again, get on the promotion list and somehow make it through the most deliberative body in Congress. No? So why would anyone in the Senate think that this self-certification is anything but idiotic?

 

8,042 Diplomats Targeted

On March 2012, fcw.com cited 2,102,269 as the total number of executive branch employees.  Of those, however, only 1,877,990 are full-time, permanent employees. These numbers reportedly do not include uniformed military personnel, or data on the Postal Service and excludes legislative and judicial branch employees.

Out of the 2.1 million employees, the State Department has  a total of 71,782 employees which includes 47,110 Foreign Service National (FSN) employees; 10,871 Civil Service (CS) employees and 13,801 (FS) Foreign Service employees as of December 2014 (see stats here-pdf.)

Of the total 13,801 Foreign Service employees, 8,042 are considered “Generalists” and 5,759 are “Specialists.”  The “Specialists which include DS agents, and HR, IT professionals are not subject to Senate confirmation.  The “Generalists” are the Foreign Service Officers  whose tenure and promotion are subject to confirmation by the United States Senate.

The Senate majority in the Foreign Relations Committee appears to be targeting only Foreign Service officers.  FSOs, and FSOs alone have been asked to self-certify that they have not been “convicted of or pled guilty of any crime” in the last seven years. As far as we are aware, this requirement does not extend to nominees who are political appointees.

What makes career diplomats special, pray tell?


The White House Knows About This? You Gotta be Kidding.

This self-certification form which is not available at OPM.gov and does not include an official form number says that “The information collected and maintained in this form will be used as part of the vetting process for Foreign Service Lists submitted to the White House for eventual nomination to the Senate.”

An informed source told us that this self-certification had been negotiated between a representative of AFSA, a staffer at the Senate Foreign Relations Committee, and the State Department.

No, there were no photos.

Apparently, there also was no White House representative involved, although you might missed that when reading the unclassified State Department 14 STATE 98420 cable dated Aug 12, 2014, which says in part:

The Senate Foreign Relations Committee (SFRC) now requires additional vetting before it considers nominees for confirmation in all of the above-mentioned categories. Effective immediately all employees in those categories who have been nominated on or after April 1, 2014 must file a self-certification form certifying that they have not been convicted of a crime or pled guilty in any court over the past seven years, regardless of whether the record in the case has been sealed, expunged, or otherwise stricken from the court record. HR will notify those employees who are up for commissioning, tenure and SFS promotion that they must submit the form, available at:  [Note: we redacted sbu link] and which must be submitted to HR-PasSelfCertificat@state.gov.
Please note: failure to submit the form will mean that HR will not/not forward your name to the White House for nomination to the Senate. There is no waiver of the SFRC requirement. For those individuals who are unable to make the certification, and wish to provide information relevant to any conviction or guilty plea in the last seven years, they may report the information in the space provided on the form. Further investigation may be made on the basis of any additional information provided. The Department may then be required to provide this information to the SFRC.

 

AFSA and the State Department must realized that this is a meaningless and coersive made-up document, but both rolled over and played dead.  No other nominees of any agency of the U.S. government are obliged to sign such a certificate, which is essentially, again, meaningless in the context of a profession in which an active security clearance is a prerequisite to the performance of a job.

This is spectacular and unprecedented.

Well, not unprecedented if you count Senator McCarthy’s witch hunt and lavender scare in the 1950s.


Why roll over and play dead?

The SFRC can hold up ambassadorial nominations, senior State Dept level nominations (undersecretaries/assistant secretaries), and decide who to put first on the hearings list and who to put last (see Happy Easter Greeting: SFRC Left Town With 19 Ambassadorial Nominations Still Stuck on Glue!).  The simple act of holding up large numbers of nominees rather than passing them through at a reasonable pace wreaks havoc on State’s budget, assignments process, and people’s lives. (see Is the U.S. Senate Gonna Wreck, Wreck, Wreck, the Upcoming Bidding Season in the Foreign Service?)  Salaries, promotions, transfers, offices, authorities are money. Ambassadors who do not go to posts on time have big time resource implications in addition to political implications. People who do not have the legal authority to do their jobs (is a consular officer’s notarial legal if he/she did not receive Senate confirmation?) operate in a legal limbo presumably implying risks of all kinds.

So —

Self_certification

click image for larger view

 

Why not ‘just do it’ like Nike? It’s already done but it’s a horrible precedent, what’s next?

This is already being done. Folks have already signed this self-certifying documents and have submitted them as a requirement to their nominations.  They don’t really have a choice, do they? But where does it end?

It doesn’t.

We’ve learned that the SFRC gets information  on names recommended for promotion from the State Department “following vetting” and also directly from the OIG, including information that reportedly goes back decades.

That’s right, going back decades.

If an FSO or any employee is charged with a crime, the employee defends himself/herself in court, and if charged with an administrative matter, the employee defends himself/herself in an HR process. That’s how it works.

One SFRC staffer is now reportedly “negotiating” to gain access to OIG investigative data under the guise of allowing the Senate panel to better advise President Obama concerning the qualifications of Foreign Service Officer candidates. But what the SFRC is now “negotiating” with State and AFSA would be access to raw OIG and Diplomatic Security reports containing derogatory information without any of an employee’s mitigating, exculpatory or defensive evidence information. You okay with that?

What is Senator Corker’s SFRC going to ask for next, your diplomatic liver?

The White House seems asleep at the wheel on this. Today, it’s the State Department, tomorrow, it could be any agency in the Federal Government.

Hey, the Senate Foreign Relations Committee is doing it, what’s the rest of the Senate going to ask for next?

 #

Happy Easter Greeting: SFRC Left Town With 19 Ambassadorial Nominations Still Stuck on Glue!

Posted: 6:58 am EDT

 

On March 10, the Senate Foreign Relations Committee (SFRC) held confirmation hearings for the following nominees:

  • Mr. Stafford Fitzgerald Haney
    Of New Jersey, To Be Ambassador To Costa Rica
    Download Testimony
  • Mr. Matthew T. McGuire
    Of The District Of Columbia, To Be United States Executive Director Of The International Bank For Reconstruction And Development For A Term Of Two Years
    Download Testimony
  • Mr. Gentry O. Smith
    Of North Carolina, To Be Director Of The Office Of Foreign Missions, And To Have The Rank Of Ambassador
    Download Testimony
  • Mr. Charles C. Adams Jr.
    Of Maryland, To Be Ambassador Of The United States Of America To The Republic Of Finland
    Download Testimony

 

On March 25, four more nominees had their confirmation hearings before the committee:

  • Mr. Paul A. Folmsbee
    Of Oklahoma, To Be Ambassador Of The United States Of America To The Republic Of Mali
    Download Testimony
  • Ms. Mary Catherine Phee
    Of Illinois, To Be Ambassador Of The United States Of America To The Republic Of South Sudan
    Download Testimony=
  • Ms. Cassandra Q. Butts
    Of The District Of Columbia, To Be Ambassador Of The United States Of America To The Commonwealth Of The Bahamas
    Download Testimony
  • Ms. Katherine Simonds Dhanani
    Of Florida, To Be Ambassador Of The United States Of America To The Federal Republic Of Somalia
    Download Testimony

 

On March 27, the U.S. Senate left for the Easter recess, so we won’t see the senators hard at work again until mid April. None of the nominees who already had their confirmation hearings this month were cleared before the committee left town.  Regular Foreign Service officers who have been waiting confirmation for their promotions have also been stuck, some in super glue. We will have a separate post on that. The following are the 25 nominations for ambassadors and senior officials stuck in Committee.

via Wikimedia Commons

via Wikimedia Commons

 

2015-03-26 PN325 | Alaina B. Teplitz, of Illinois, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Federal Democratic Republic of Nepal.

2015-03-26 PN324 Julieta Valls Noyes, of Virginia, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Republic of Croatia.

2015-03-26 PN323 Atul Keshap, of Virginia, a Career Member of the Senior Foreign Service, Class of Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Democratic Socialist Republic of Sri Lanka, and to serve concurrently and without additional compensation as Ambassador Extraordinary and Plenipotentiary of the United States of America to the Republic of Maldives.

2015-03-25 PN317 Lucy Tamlyn, of New York, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Republic of Benin.

2015-03-25 PN316 Hans G. Klemm, of Michigan, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to Romania.

2015-03-25 PN315 Kathleen Ann Doherty, of New York, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Republic of Cyprus.

2015-03-16 PN289 Ian C. Kelly, of Illinois, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to Georgia.

2015-03-11 PN280 David Hale, of New Jersey, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Islamic Republic of Pakistan.

2015-03-04 PN238 Perry L. Holloway, of South Carolina, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Co-operative Republic of Guyana.

2015-03-04 PN237 Gregory T. Delawie, of Virginia, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Republic of Kosovo.

2015-02-25 PN212 Sheila Gwaltney, of California, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Kyrgyz Republic.

2015-02-25 PN211 Katherine Simonds Dhanani, of Florida, a Career Member of the Senior Foreign Service, Class of Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Federal Republic of Somalia.

2015-02-12 PN192 Mary Catherine Phee, of Illinois, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Republic of South Sudan.

2015-02-12 PN189 Charles C. Adams, Jr., of Maryland, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Republic of Finland.

2015-02-05 PN177 Nancy Bikoff Pettit, of Virginia, a Career Member of the Senior Foreign Service, Class of Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Republic of Latvia.

2015-02-05 PN176 Stafford Fitzgerald Haney, of New Jersey, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Republic of Costa Rica.

2015-02-05 PN175 Cassandra Q. Butts, of the District of Columbia, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Commonwealth of The Bahamas.

2015-01-08 PN49 Azita Raji, of California, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Kingdom of Sweden.

2015-01-08 PN47 Paul A. Folmsbee, of Oklahoma, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Republic of Mali.

Nominees for two ambassador ranked positions at the United Nations and four assistant secretary level positions at the State Department are also awaiting their confirmation hearings and/or full  Senate vote.

2015-02-12 PN191 United Nations | Sarah Elizabeth Mendelson, of the District of Columbia, to be an Alternate Representative of the United States of America to the Sessions of the General Assembly of the United Nations, during her tenure of service as Representative of the United States of America on the Economic and Social Council of the United Nations.

2015-02-12 PN190 Department of State | Sarah Elizabeth Mendelson, of the District of Columbia, to be Representative of the United States of America on the Economic and Social Council of the United Nations, with the rank of Ambassador.

2015-01-29 PN131 Department of State| Gentry O. Smith, of North Carolina, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Director of the Office of Foreign Missions, and to have the rank of Ambassador during his tenure of service.

2015-01-16 PN87 Department of State | Brian James Egan, of Maryland, to be Legal Adviser of the Department of State.

2015-01-08 PN48 Department of State | Jennifer Ann Haverkamp, of Indiana, to be Assistant Secretary of State for Oceans and International Environmental and Scientific Affairs.

2015-01-08 PN46 Department of State | Michele Thoren Bond, of the District of Columbia, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be an Assistant Secretary of State (Consular Affairs).

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Insider Quote: Petty Little Beaver Plays Dirty in Humans of the Foreign Service

Posted: 6:53 am PDT

 

“You are not in the Senior Foreign Service, and you never will be in the Senior Foreign Service, because somebody has told the Senate all about you!” 

— petty little beaver (who never left high school but now representing the United States of America) to person who refused to give job endorsement

 

Related post:

The Odd Story of “Vetting/Scrubbing” the Tenure/Promotion of 1,800 Foreign Service Employees in the U.S. Senate