— Domani Spero
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The June 2014 Foreign Service Journal includes an item on the AFSA USAID survey. The 23-question, electronic survey focused on concerns, commendations and assessments related to the USAID FSO experience in calendar year 2013.
The USAID VP writes that the survey results will be discussed with USAID Administrator Rajiv Shah and Special Representative for the Quadrennial Diplomacy and Development Review Tom Perriello to help in the formulation of USAID priorities.
The agency morale rating has dropped significantly. Thirty-seven percent of respondents rated agency morale “poor” in 2012; in 2013, 47 percent of respondents rated morale “poor.” The “good/fair” rating shows a corresponding drop, from 61 percent in 2012 to 51 percent for 2013.
A wide range of concerns were shared by respondents, such as: tension between more seasoned USAID employees and those who have entered within the last five years; an overburdened system with too many “initiatives;” lack of transparency and support from HR; and slow encroachment by State.
In a cross-comparison between questions on the new HR leadership and agency morale, a similarly high percentage of employees (61) rated the new HR leadership “poor” and also determined that morale had dropped.
The “poor” rating for the Administrator (question 20) increased from 23 percent in 2012 to 41 percent in the 2013 survey. His overall approval rating (“fair, good, excellent”) for 2013 stands at 58 percent, also a significant drop from 2012 (78 percent). This decline is disturbing and will be pointed out to his office.
Many FSOs originally liked the new initiatives. However, the prevailing sentiment now is that they are too numerous to coordinate and accurately report on, and many do not come with funding. The comments also reflect a recurring theme that work outside of Africa appears to be a lower priority for the Administrator.
The survey indicates a significant perception that overall conditions at work are worsening (42 percent). This is not as bad as it was in 2011 (46 percent) or 2010 (55 percent); nevertheless, it is a setback since 2012, when only 36 percent thought conditions at work were deteriorating. Pay and bonus freezes, work space concerns due to consolidation and micromanagement of the field by Washington were some of the concerns highlighted this year, and are possible explanations for the increased rating.
AFSA reports that several important issues have been illuminated in this survey, including the following:
- First is the tendency for more recent employees in the workforce to have different views than their colleagues from previous generations. The different characteristics of this new generation of workers are increasingly being discussed in the media. In terms of numbers, the millennials are the largest generation in American history and, with USAID’s recent mass hiring, the majority of our workforce now fall into this category.
- A bonus of the Development Leadership Initiative program is that USAID has a unique opportunity to be a leader in this regard, simply by virtue of its large population of millennials. If we focus on their primary concerns—such as corporate culture, work-life balance, workplace flexibility, making a difference and being appreciated—we realize that they value the same things that are important to everyone! The difference is that millennials are more likely to voice their thoughts and to change jobs if their needs are not fulfilled. How the agency handles this will determine whether USAID emerges as a government leader in such issues as work-life balance, as well as how it fares in employee retention.
- After a brief upturn, morale has taken a slide back down. Comments suggest that this is related to various factors, including the sense of a disconnect with significant guidance related to HR processes, and a feeling that Washington does not understand the challenges that FSOs face daily. Inequalities in benefits between USAID and State further exacerbate the problem.
The AFSA USAID VP Sharon Wayne writes that “AFSA will continue to engage management on these issues. It is my hope that current leadership will choose to accept these results for what they are: valuable feedback on which to act to make this agency better.”
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