An American Diplomatic Service That Looks Like America, But How?

Posted: 12:53 am EDT
Updated: 3:54 pm PDT

 

Ambassador Tom Pickering, a seven-time ambassador and former Under Secretary for Political Affairs (P), and   Ambassador Edward J Perkins, a four-time ambassador and former Director General of the Foreign Service just did an op-ed for WaPo about the American Foreign Service being too white. And that while our diplomats are “more representative,” we have not made “nearly enough progress.”

That’s changing. Today, our diplomats are more representative. But we haven’t made nearly enough progress. According to the latest statistics, 82 percent of Foreign Service officers (the commissioned career officers serving in embassies and consulates abroad as well as some policy positions stateside) are white. Seven percent are Asian American, 5.4 percent are African American, and 5 percent are Latino. About 60 percent are men. In contrast, the U.S. population is more than 50 percent female, more than 17 percent Hispanic and more than 14 percent African American.

U.S. foreign policy is informed and improved by a wider range of experiences, understandings and outlooks. To represent America abroad and relate to the world beyond our borders, the nation needs diplomats whose family stories, language skills, religious traditions and cultural sensitivities help them to establish connections and avoid misunderstandings.
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How can the Foreign Service draw upon the country’s total talent pool? The challenge isn’t only eliminating the last vestiges of discrimination but also actively recruiting the most talented and dedicated people from every segment of society, especially those of great ability but limited means.

Continue reading, The Foreign Service is too white. We’d know — we’re top diplomats. Warning, the comments are mighty brutal.

Last year we posted Snapshot: State Department’s Permanent Workforce Demographics but that is the total agency workforce which includes Civil Service and Foreign Service employees.  The Foreign Service demographics including the diversity stats from the annual promotion numbers continue to elude us.

The only publicly available data on diversity that we were able to locate is one done by State/HR in 2009 and published online by AFSA, which includes the FY08 Foreign Service workforce diversity statistics.

2009 DOS Diversity Stats FY2008

click for larger view | extracted from 2009 data (pdf)

 

The latests stats cited by the Pickering-Perkins op-ed says that “82 percent of Foreign Service officers (the commissioned career officers serving in embassies and consulates abroad as well as some policy positions stateside) are white. Seven percent are Asian American, 5.4 percent are African American, and 5 percent are Latino.”  The numbers they cite do not include the Foreign Service specialists (DS, HR, IT, etc).

But let’s look at those numbers against the pie chart and see what they look like.  From 2009-2015, we have total gains of 1.4% and total losses of 1.66% or an overall loss of 0.26%.  Take a look:

White:                           82.0% – 81.87% = 0.13% (+)
Asian Americans:     7.0%  –  5.73%   = 1.27% (+)
African Americans:  5.4% –  6.81%   = 1.41% (-)
Latino/Hispanic:        5.0% – 5.25%   = 0.25% (-)

Wait, we have not gone anywhere in the last five years?  It is, of course, possible that the numbers will not be as flat if this category includes the Foreign Service specialists. Maybe there is some  improvement in the diversity hiring for FS specialists.  Maybe it’ll look a lot better when we include those in the calculations.  Or maybe not. See, there’s no way to tell how well, how bad, or how flat are those numbers since they’re not available publicly.

We’re wondering if this is the real reason why the demographics and diversity stats for the American Foreign Service is not publicly available. We’d be happy to update this post if State/HR or the Office of Civil Rights would helpfully send us the most current numbers, including the diversity numbers from the promotion statistics.

A related topic, the current Director General of the Foreign Service Arnold Chacón (with  Alex Karagiannis) also penned a lengthy piece in the May issue of the Foreign Service Journal. Below is an excerpt:

[T]he Bureau of Human Resources is committed to an overarching goal: to recruit, retain and sustain a diverse workforce geared to succeed in 2025 and beyond. We are moving forward on three tracks.

First, we are partnering with AFSA to develop and implement a professional code of ethics for the Foreign Service, based on our core values of accountability, character, community, diversity, loyalty and service.
[…]
Second, we are focusing on improving operational effectiveness.
[…]
Third, we want to devote greater resources to professional development. Partnering with the Foreign Service Institute and the Management Bureau’s Office of Management Policy, Rightsizing and Innovation, we are using the Culture of Leadership initiative to better align recruitment, training, bidding and assignments, and employee performance management. FSI is revamping many of its courses to concentrate on concrete, practical training and coaching, not just mentoring.

Within HR, we are advancing in three areas:

  • Recruiting and developing talented employees with diverse backgrounds (through internships and fellowships, and disability hiring), expanding our marketing strategies and underscoring our merit-based system;

  • Enhancing and integrating leadership and management skills (mandatory supervisory training, coaching for chiefs of mission and their deputies); and

  • Undertaking performance management and assignment reform (new FS employee evaluation form, overhaul of selection board operations, improved recognition and rewards, modernized assignment system, and targeted details beyond State).

If you’re looking at 2025, it would probably be helpful to see what the workforce would be like in say, 2020.

BLS projections say that every race and ethnicity is projected to grow over the 2010–2020 period. However, the share of White non-Hispanics in the total resident population is expected to decrease.

Over the next decade, the workforce will become even more racially and ethnically diverse. The share of minorities in the labor force will expand more than ever before, because immigration is the main engine of population growth and because Hispanics and Asians have high labor force participation rates. BLS projects that, by 2020, Hispanics (18.6 percent), Blacks (12.0 percent), Asians (5.7 percent), and all those belonging to the “all other groups” category (2.9 percent) will make up nearly 40 percent of the civilian labor force.

Asians: Asians accounted for 4.4 percent of the labor force in 2000 and 4.7 percent in 2010 and are projected to increase their share to 5.7 percent in 2020. The continued immigration of this group to the United States, coupled with the group’s high participation rates, contributes to its increasing share of the labor force. The Asian labor force totaled 7.2 million in 2010, and BLS projects this number to increase to 9.4 million in 2020.

Blacks: Blacks accounted for 10.9 percent of the labor force in 1990 and 11.6 percent in 2010; they are expected to increase their share to 12.0 percent in 2020. The increase in the share of Blacks in the total labor force comes mainly from higher birthrates, a steady stream of immigrants to the country, and the very high labor force participation rates of Black women.

The Hispanic labor force was 10.7 million in 1990, 16.7 million in 2000, and 22.7 million in 2010. BLS projects that the Hispanic labor force will reach 30.5 million in 2020 and the Hispanic share in the total labor force will increase considerably over the next decade. In 2000, Hispanics composed 11.7 percent of the labor force, a share that increased to 14.8 percent in 2010. BLS expects that Hispanics will make up 18.6 percent of the labor force in 2020.

And by the way, it looks like the 55-years-and-older age group is also projected to increase to 41.4 million in 2020, and their share in the labor workforce is expected to reach 25.2 percent that year.

We have heard often that “the Department wants its workforce to reflect the diversity of the country we represent to the world.” In 2020, the American workforce will be 18.6 percent Hispanic.  DGHR’s recruitment strategy will have a hard time catching up with that.  There’s nothing new or particularly innovative with internships and fellowships, and we’re not sure how much of a dent those made in the last five years. Are they going to make a difference in the next five years? In ten years?  We have 16 Diplomats-in-Residence across the country who are responsible for providing guidance and advice to students, professionals and the community about Department careers. What kind of results do they get? Do they venture to state and community colleges? 

If the State Department wants its diplomatic workforce to reflect our country’s diversity, it will need more than a handful of internships and fellowships to get there.  And if it does not get there soon, it may be forced to do so soon enough  by a changing electorate, and congressional priorities reflected by that change.

Read more about the labor force projections to 2020 from BLS here (pdf).

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State Dept and USAID to Host Family Member Employment Forum, May 14, 9am -1pm

Posted: 10:42 am EDT

 

The State Department and USAID will be hosting a Family Member Employment Forum this Thursday at the George Marshall Center. This is described as “an event for family members from all agencies under Chief of Mission Authority who are going or returning overseas and are interested in employment outside the mission. Career development experts will share information on the latest hiring practices and trends. Family members will share their employment challenges and successes within their respective career fields (legal, medical, education, accounting, and finance).”  Check out the forum Agenda:  2015 Family Member Employment Forum Agenda

  • Meet one-on-one with career counselors
  • Network and learn from fellow EFMs
  • Learn to develop your global network
  • Develop a strategy for employment outside the mission
  • Learn tips for launching a home-based business
  • Build your personal brand
  • Explore telework and virtual employment options
  • Update your LinkedIn photo at the FLO photo booth
  • Meet with FLO’s team of employment experts

Click here to register at State/FLO.

May 14, 2015
9:00am – 1:00pm

U.S. Department of State, George Marshall Center
21st Street and Virginia Avenue NW
Washington, DC
Metro Station Map (2 pages)

 

One-on-One Coaching Sessions: To sign up for a 20-minute coaching session with a professional career counselor during the Employment Forum, email LJohnson@usaid.gov.

Opening Keynote Speakers

Heather Higginbottom, Deputy Secretary of State for Management and Resources
Arnold A. Chacon, Director General of the Foreign Service and Director of Human Resources
Erin Elizabeth McKee, Senior Deputy Director, USAID
Susan Frost, Director of the Family Liaison Office

Speakers, Panelists and Career Counselors

Fernando Alvarez Sarah Novak
Vicky Bell Deborah Pratt
Christine Elsea-Mandojana Joan Rooney
Paula Feeney Mary Santulli
Susan Musich Debra Thompson
Vici Koster-Lenhardt Vonda Vandaveer
Catherine McCormick Tobias Ward
Bill Norris Carol Brooke-Williams

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Secretary Kerry Makes Brief Stop at Mogadishu Airport, First Ever Secretary of State Visit to Somalia

Posted: 2:10 pm EDT

 

On May 5, Secretary Kerry made a brief stop in Mogadishu, the capital of Somalia. He is the first Secretary of State ever to visit Somalia.  He met with Somalian leaders at the Mogadishu airport but did not go into town. State Department official told the press that this is due to “a huge, huge logistical and security challenge.”

“The last thing we need is something to happen when the Secretary is on the ground. And I don’t think we have the confidence of taking him out of – off the grounds of the airport…

[W]e’re making plans to make our presence more enduring in Somalia. As you know, we announced a new Foreign Service career ambassador for Somalia, and once that ambassador is on the ground, our office will continue to be here in Kenya. But once the ambassador is on the ground, we’re going to have a much more enduring TDY footing in Somalia. We’re going to be there much more regularly with a bit of a – a bit more larger footprint.

 

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Below is a quick recap of US-Somali relation via history.state.gov:

1960 | Somalia achieved its independence in 1960 with the union of Somalia, which had been under Italian administration as a United Nations trust territory, and Somaliland, which had been a British protectorate.

1960 | Diplomatic relations were established on July 1, 1960, when the U.S. Consulate General at Mogadiscio (now Mogadishu) was elevated to Embassy status, with Andrew G. Lynch as Chargé d’Affaires.

1969 | The Somali army launched a coup which brought Mohamed Siad Barre to power. Barre adopted socialism and became allied with the Soviet Union. The United States was thus wary of Somalia in the period immediately after the coup.

1977 |  Barre’s government became increasingly radical in foreign affairs, and in 1977 launched a war against Ethiopia in hopes of claiming their territory. Ethiopia received help from the Soviet Union during the war, and so Somalia began to accept assistance from the United States, giving a new level of stability to the U.S.-Somalia relationship.

1980s | Barre’s dictatorship favored members of his own clan. In the 1980s, Somalis in less favored clans began to chafe under the government’s rule. Barre’s ruthlessness could not suppress the opposition, which in 1990 began to unify against him.

1991 | After joining forces, the combined group of rebels drove Barre from Mogadishu in January 1991. No central government reemerged to take the place of the overthrown government, and the United States closed its embassy that same year, although the two countries never broke off diplomatic relations. The country descended into chaos, and a humanitarian crisis of staggering proportions began to unfold.

1991| The U.S. Embassy closed on January 5, 1991, and all U.S. personnel were withdrawn after the collapse of the central Somali government.

1992 | In December 1992, the United States began Operation Restore Hope. President George H.W. Bush authorized the dispatch of U.S. troops to Somalia to assist with famine relief as part of the larger United Nations effort.

A Marine sentry prepares to close the gate to the Joint Task Force Somalia headquarters during the multinational relief effort Operation Restore Hope. (Department of Defense/Joe Gawlowicz)

A Marine sentry prepares to close the gate to the Joint Task Force Somalia headquarters during the multinational relief effort Operation Restore Hope. (Department of Defense/Joe Gawlowicz)

1993 | On October 3, 1993 Somali warlord Muhammad Farah Aideed’s forces shot down two Black Hawk helicopters in a battle which lead to the deaths of 18 U.S. soldiers and hundreds of Somalis. The deaths turned the tide of public opinion in the United States. President Bill Clinton pulled U.S. troops out of combat four days later, and all U.S. troops left the country in March 1994.

See Battle of Mogadishu (1993)

1995 | The United Nations withdrew from Somalia in March 1995.

2013| The United States did not sever diplomatic relations with Somalia. Through the U.S. Embassy in Nairobi, Kenya, the United States maintained regular dialogue with transitional governments and other key stakeholders in Somalia, and after January 17, 2013, with the newly recognized central government of Somalia.

2015 | In February 2015, President Obama announced his intent to nominate Katherine S. Dhanani as first Ambassador to Somalia since 1991. If confirmed, Ms. Dhanani will lead the U.S. Mission to Somalia but will be physically based at the U.S. Embassy in Nairobi, Kenya. See President Obama Nominates FSO Katherine S. Dhanani as First Ambassador to Somalia Since 1991.

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What About American Ambassadors? The Next President Will Not Nominate a Super PAC as Ambassador

Posted: 1:53 am EDT

 

The 2016 presidential election is some 18 months away. Some folks who are hoping to land a gig at some of our European embassies are expecting to get busy just about now. About 2/3 of all ambassadorial appointments will go to career diplomats but about a third will still go to top supporters of the winning candidate, most of them heavy lifters when it comes to rounding up funds to help get their candidate elected.  That’s not going to end anytime soon. See list of Obama Bundlers via OpenSecrets. Click here for Obama’s ambassadors during his first term, click here for the current appointees.  Click here for George W. Bush’s Pioneer Fundraisers who got similar appointments.  @PhilipArsenault has the breakdown of appointments for both presidents, both terms here.

In any case — apparently, the not quite so rich has a new lament this election cycle. “Who needs a bundler when you have a billionaire?” One fundraiser interviewed on WaPo says“Bundlers felt they were part of the process and made a difference, and therefore were delighted to participate. But when you look at super-PAC money and the large donations that we’re seeing, the regular bundlers feel a little disenfranchised.” All that money is moving the ground under their feet, and disrupting the status of the new incarnation of rangers, pioneers, and bundlers.

It is highly unlikely that the next President of the United States will appoint Super-PACs as ambassadors to Paris, London, Madrid or Brussels, etc.. So folks, calm down! While waiting for the call, folks should gear up learning about what American ambassadors do.  Oh, interested individuals also need to figure out which posts to avoid for various reasons.  It could be that the official ambassador residence is too small, or smaller than the house the appointee is accustomed to, or too old, or needs a new roof, or new paint, or new floors, or has bad toilets (and new appointee ends up supervising repairs and all that).  So put that on the to-do list but for now, an excellent book to read is Ambassador Dennis C. Jett’s book, American Ambassadors, The Past, Present and Future of American Diplomats, because it’s delightful and informative and everyone should know what he/she is getting into.  Also mark your calendars; the author will be giving a talk on the book at AFSA on June 11th from 2:00 to 3:30 pm.  Many thanks to Ambassador Jett and Palgrave Macmillan’s Claire Smith for permission to share an excerpt from the book with our readers.

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Dennis C. Jett, American Ambassadors, Published 2014. Copyright© Dennis C. Jett, 2014 [First Published in 2014 by Palgrave Macmillan ®] reproduced with permission of Palgrave Macmillan.

Screen Shot 2015-04-26

 

On the face of it, the first ambassador for whom I worked seemed perfect for the job. If the director of a movie called up central casting and told them to send over actors to audition for a role as an ambassador, he would have been a shoo-in for the part. He had, in fact, been an actor, costarring in movies with Marlene Dietrich and Shirley Temple. He had also been a successful politician, elected to Congress twice and as governor of Connecticut. The Connecticut Turnpike is named after him.

He came from a wealthy and illustrious lineage—his family included a senator, an admiral, and another ambassador. They could trace their roots back to the pilgrims. Tall, handsome, and silver-haired, he was fluent in several languages. According to one expert on style, he was “one of the most polished gentlemen in America” for more than half a century. He was also named ambassador three times by three different presidents. In referring to him, a journalist once wrote: “If the United States could be represented around the world the way it is represented in Argentina, it would be loved by the peoples of all nations.”

In reality, the ambassador was a disaster—and a dangerous one at that. Although he seemed to some to be the perfect diplomat, those who knew him better considered him, in effect, a threat to national security. The reason for such a divergence of opinion is that there is more to being an ambassador than simply glitz and glamour.

And when it came to John Davis Lodge, there was little else.

I did not know all of that when I was assigned to Buenos Aires as my first diplomatic posting. In early 1973, I had only been in the Foreign Service for a few weeks. All newly minted Foreign Service Officers (FSOs) are introduced to the State Department through a six-week course, a kind of boot camp for bureaucrats. There the raw recruits get basic training about the government they are to represent. Toward the end of the course, the fledgling FSOs are given a list of all the postings in the world that are available for their first tour of duty. They have to decide on their preferences and then hope that the personnel system answers their prayers.

Having grown up and been educated mainly in New Mexico, where the Hispanic and Native American cultures had an influence on even a transplanted Northeasterner like me, I decided Latin America would be my first choice. Because Argentina seemed the most exotic of the possibilities in the southern hemisphere, that country was at the top of my list. As luck would have it, none of my peers ranked it as high, so the job was mine. But first I had to take additional training, including learning Spanish.

It was then that I came across an article in the Washington Post about Lodge written by Lewis Diuguid, the paper’s Latin American correspondent. In essence, the article said that Lodge was all style and no substance; dinners at the elegant ambassadorial residence inevitably dissolved into songfests, with Lodge belting out his favorite tunes from Broadway shows. The article claimed that Lodge kept four staff members in the embassy’s information section engaged full time in trying to get the local press to run photos and articles about his latest social activities.

Diuguid implied that Lodge’s desire to appear in the newspapers did not extend beyond photographs and the society pages. The article went on to quote anonymous sources, who said a serious conversation with Lodge was impossible and that if anyone had any real business to conduct with the embassy, they went to see the deputy chief of mission, the number two person in any embassy and one who is always a career diplomat.

As I read the article, I found it hard to believe it was not grossly exaggerated. I wondered how someone in such an exalted position could be such an apparent lightweight. A few weeks after arriving in Buenos Aires, I had the opportunity to witness Lodge in action. He gave a large formal dinner at the residence for a visiting official from Washington. It was not a social occasion but rather an important opportunity to gather impressions on how the new government would conduct itself. One big question was whether Peronist officials would even come to the dinner. It was feared they might not if hostility toward the United States was going to again be one of Peron’s policies.

The evening unfolded, however, as if the Diuguid article had scripted the event. At the end of the sumptuous meal, as coffee and dessert were being served, Lodge called over an accordionist who had been providing soft background music. With this accompaniment, he burst into song while still seated at the table and rolled off a number of tunes. We all then adjourned to the ballroom, where he continued the entertainment. Among his favorite Argentine guests was a couple whom he summoned to join him at the grand piano. While the husband played, the wife and Lodge sang duets from Porgy and Bess and other Broadway hits.

As the show dragged on, the Peronist officials signaled they wanted to talk to the visiting official and the deputy chief of mission privately, so they all slipped off to the library. The Peronists made it clear that the new government would be open to a constructive and productive relationship with the United States, unlike in the past. This was a significant shift in policy that would be welcomed in Washington.

Finally, after the songfest, the guests began bidding the Lodges good night and thanking them profusely for the evening. The embassy staff members were always the last to leave; it was customary to stay until dismissed by the ambassador. As we waited for this to happen, Lodge learned of the discussion that had taken place in the library while he was singing in the ballroom. He became furious at his deputy, ranting that he had been stabbed in the back before but never in his own home. Unmoved by the success of the discussions, Lodge continued to berate the poor man in front of all of us. That evening I learned an important lesson: a country is not well served by an ambassador who thinks entertaining is the most important of his duties.

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Also read Selling Ambassadorships Is as American as Apple Pie (HuffPo)U.S. Embassies Have Always Been for Sale (Daily Beast) and Peter Van Buren’s review, American Ambassadors, The Past, Present, and Future of America’s Diplomats (HuffPo).

Howard v. Kerry: Court Denies Motion to Dismiss One Retaliation Claim

Posted: 10:52 am EDT

 

Excerpt from Civil Action No. 14-727 (JDB) by Judge John D. Bates of the United States District Court of the District of Columbia:

Kerry Howard, a former Community Liaison Officer at the American consulate in Naples, did not enjoy her working environment. That is an understatement, to be fair: she refers to it as a “cesspool.” Pl.’s Opp’n [ECF No. 21] at 3. In this suit, Howard asserts that she suffered from a hostile work environment that was discriminatory to women, and from discrete instances of retaliation for her attempts to aid fellow employees. But these claims do not match precisely with those she raised during the administrative process. As a result, some must be dismissed, based on the defendant’s motion to do so.
[…]
Here, Howard filed administrative charges alleging only two discrete retaliatory acts: her poor evaluation on April 19, 2012, and being placed on a performance improvement plan that same day. See Notice of Dismissed Allegations [ECF No. 13-2] at 5. Both were dismissed administratively for failure to contact an EEO counselor within forty-five days, as required by the first step of the exhaustion process. See id. Since then, however, it has become clear to both parties that Howard did timely request an EEO counselor on May 7, 2012—regarding her performance improvement plan. See Pl.’s Supp. at 2; Def.’s Resp. at 3. This claim was therefore appropriately exhausted. The Court will accordingly deny defendant’s motion to dismiss as to the retaliation claim regarding that performance improvement plan.1
[…]
Odious the allegations may be—but Title VII “does not set forth a general civility code for the American workplace.” Burlington, 548 U.S. at 68 (internal quotation marks and citations omitted) (citing precedent that courts “must filter out complaints attacking the ordinary tribulations of the workplace, such as the sporadic use of abusive language” (internal quotation marks omitted)). Thus, the Court will grant the government’s motion to dismiss the remainder of Count I.

More straightforward is the government’s assertion that Howard failed to exhaust her hostile work environment claim. In the hostile work environment context—as opposed to discrete instances of retaliation—it is settled that claims “like or reasonably related to the allegations of the administrative charge may be pursued in a Title VII civil action, notwithstanding the failure to otherwise exhaust administrative remedies.” Bell, 724 F. Supp. 2d at 8 (internal quotation marks, citation, and alteration omitted); see also Morgan, 536 U.S. at 115 (“Hostile environment claims are different in kind from discrete acts.”). “A new claim is ‘like or reasonably related’ to the original claim if it ‘could have reasonably been expected to grow out of the original complaint.’” Bell, 724 F. Supp. 2d at 8–9 (quoting Weber v. Battista, 494 F.3d 179, 183 (D.C. Cir. 2007)).

“Claims of ideologically distinct categories of discrimination and retaliation, however, are not ‘related’ simply because they arise out of the same incident.” Id. at 9 (internal quotation marks omitted). As this Court has pointed out before, “[t]he EEOC charge form makes it easy for an employee to identify the nature of the alleged wrongdoing by simply checking the labeled boxes that are provided. When an employee is uncertain which type of discrimination has occurred, she need only describe it in the text of the charge form.” Williams v. Spencer, 883 F. Supp. 2d 165, 174 (D.D.C. 2012) (internal quotation marks and citation omitted). In Howard’s formal complaint, she checked the box for reprisal—not for sex discrimination. See Formal Compl. of Discrimination [ECF No. 13-1] at 2. And the explanation she attached to the form similarly focuses on reprisal alone. See id. at 3–4. Thus, “[t]o the extent that [Howard] is attempting to claim that [the hostile work environment] was discriminatory based on [sex], as opposed to retaliatory, [the government] is correct that [Howard] did not exhaust her administrative remedies.” Williams, 883 F. Supp. 2d at 174. As a result, the Court will grant the government’s motion to dismiss as to Count II (hostile work environment based on discrimination).

Read in full at https://ecf.dcd.uscourts.gov/cgi-bin/show_public_doc?2014cv0727-25.

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Tweet of the Day: Admiral John Kirby as Next Foggy Bottom Spokesman

Posted: 3:01 pm EDT
Updated: 4:08 pm EDT

 

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Snapshot: Obama’s Female Ambassadors, Highest Percentage Appointments at 31.6%

Posted: 1:24 am EDT

 

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The first female ambassador was appointed by President Franklin D. Roosevelt during his first term. She was the first female member of U.S. Congress and the daughter of the 41st Secretary of State William Jennings Bryan.

Owen, Ruth (Bryan) (1885-1954) | Envoy Extraordinary and Minister Plenipotentiary, Denmark 1933-1936 (see Wikipedia entry).

During his second term, President Roosevelt appointed a second female ambassador, this time to Norway.

Florence Jaffray (Hurst) Harriman (1870-1967) Envoy Extraordinary and Minister Plenipotentiary July 1, 1937-1940 (see Wikipedia entry).

It was not until 1953 under President Eisenhower when the first female Foreign Service Officer was appointed ambassador.  Frances E. Willis was appointed Ambassador to Switzerland in 1953, Ambassador to Norway in 1957, and Ambassador to Sri Lanka in 1961. She was the first female FSO conferred  with the rank of Career Ambassador  on March 20, 1962.

Thanks to Philip for sharing his charts!

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Burn Bag: On security clearance … leave it alone or the process will become “more” problematic?

Via Burn Bag:

“We have many EFM clearances – and interim clearances were requested by HR and rejected by DS for all of them – which are still pending. The oldest one is 15 months, the next is 13 months, etc. etc. (we have many). These people will PCS [permanent change of station] and still not have their clearance completed. The only statements from DS – other than implying to leave them alone or the process will become “more” problematic are that USDH [U.S. direct hire] clearances are first in line. Some missions depend on EFMs.”

image via imgur

image via imgur

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

William A. Heidt – From “E” Bureau to the Kingdom of Cambodia

Posted: 2:19 am EDT

 

President Obama recently announced his intent to nominate William A. Heidt as the next Ambassador to the Kingdom of Cambodia. The WH released the following brief bio:

William A. Heidt, a career member of the Foreign Service, class of Minister-Counselor, currently serves as Executive Assistant to the Under Secretary for Economic Growth, Energy, and the Environment at the Department of State, a position he has held since 2012. Mr. Heidt served as Deputy Chief of Mission at the U.S. Embassy in Warsaw, Poland from 2009 to 2012, Counselor for Economic and Social Affairs at the U.S. Mission to the United Nations in New York from 2007 to 2009, Economic Counselor at the U.S. Embassy in Jakarta, Indonesia from 2004 to 2007, and Special Assistant in the Office of the Under Secretary for Economic, Business, and Agricultural Affairs from 2003 to 2004. Prior to that, he served as a Finance and Development Officer at the U.S. Embassy in Jakarta from 2000 to 2003 and Economic and Commercial Officer at the U.S. Embassy in Phnom Penh, Cambodia from 1997 to 1999. Earlier assignments with the Department included Economic Officer in the Bureau of Economic and Business Affairs, Economic Officer in the Office of Korean Affairs, Economic Officer in the Office of Bilateral Trade Affairs, and Consular Officer at the U.S. Consulate in Poznan, Poland.

Mr. Heidt received a B.A from Pennsylvania State University and an M.A. from The George Washington University.

If confirmed, Mr. Heidt would succeed Ambassador William (Bill) E. Todd who was confirmed as the U.S. Ambassador to the Kingdom of Cambodia on March 29, 2012. Among the previous COMs at the U.S. Embassy Phnom Penh are career diplomats Charles A. RayJoseph A. Mussomeli, and John Gunther Dean (see 12 April 1975: Ambassador John Gunther Dean recalls the day the United States abandoned Cambodia).

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State/OIG to Review Use of Special Government Employees (SGE), Conflicts of Interest Safeguards

Posted: 2:20 am EDT

 

Back in 2013, we blogged about the State Department Special Government Employees:  Who Are the State Dept’s 100 “Special Government Employees”? Dunno But Is Non-Disclosure For Public Good? and this: State Dept refused to name its SGEs because of reasons #1, #2, #3, #4 and … oh right, the Privacy Act of 1974:

At that time, there was a message from Mission Command:

“Good morning, Mr. Hunt (or whoever is available). Your mission, should you choose to accept it, involves the retrieval of all Special Government Employee (SGE) names. There are more than a hundred names but no one knows how many more.  They are padlocked in the Privacy Act of 1974 vault, guarded by a monstrous fire-breathing creature from Asia Minor. PA1974 vault location is currently in Foggy Bottom.  As always, should you or any member of your team be caught or killed, everybody with a badge will disavow all knowledge of your actions. This message will self-destruct in five seconds.  If not, well, find a match and burn.”

Teh-heh!

In January 2014, without Mr. Hunt, the State Department finally released its SGE list as reported by ProPublica here . ProPublica  concluded then that “the list suggests that the status is mostly used for its intended purpose: to allow outside experts to consult or work for the government on a temporary basis.” Which makes one wonder why it wasn’t readily released in the first place.

The recent Clinton email debacle, revived interest on Secretary Clinton’s use of the SGE program that allowed some political allies to work for the government while pursuing private-sector careers. In March, Sen. Charles E. Grassley (R-Iowa), who heads the Judiciary Committee was on it.

Via WaPo:

“The public’s business ought to be public with few exceptions,” Grassley said in a statement Saturday. “When employees are allowed to serve the government and the private sector at the same time and use private email, the employees have access to everything and the public, nothing.”

Senator Grassley’s request to the State Department, apparently not yet answered, is available here.

Last week, Senator Grassley received confirmation that the State Department Office of Inspector General will review the department’s use of the Special Government Employee program. Below is part of Senator Grassley’s statement:

“This program is meant to be used in a limited way to give the government special expertise it can’t get otherwise,” Grassley said.  “Is the program working the way it’s intended at the State Department or has it been turned on its head and used in ways completely unrelated to its purpose?   An independent analysis will help to answer the question.  An inspector general review is necessary. Available information suggests that in at least one case, the State Department gave the special status for employee convenience, not public benefit.”

In response to Grassley’s request, State Department Inspector General Steve Linick confirmed his office “intends to examine the Department’s SGE program to determine if it conforms to applicable legal and policy requirements, including whether or not the program, as implemented, includes safeguards against conflicts of interest.”

Grassley is concerned about potential conflicts of interest arising from a top State Department employee, Huma Abedin, who worked for both the government as a Special Government Employee and an outside firm, Teneo, at the same time.

More about Ms Abedin’s consulting work here.  Senator Grassley’s request to IG Linick is available here.  IG Linick’s response to Senator Grassley is available here.

You get the feeling that State/OIG is the most wanted office in WashDC these days?

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