2017 Redesign Ends With a Whimper as Tillerson Announces Start of “The Impact Initiative”

Posted: 4:17 am ET
Updated: Feb 14, 1:17 pm PT

 

The State Department’s 2019 Budget Proposal released on February 12 includes a cover letter where Secretary Tillerson talks about the “completed [the] 2017 Redesign.” Hookay.  On February 13, Secretary Tillerson sent a message to his employees announcing The Impact Initiative (Please note that the Impact Initiative links do not work in the regular Internet, but only works in the State Department’s Intranet so we’ve disabled them below). 

The Impact Initiative is the implementation of plans generated during the 2017 Redesign to enhance our ability to carry out America’s foreign policy and strengthen our leadership training and development. Modernization and Leadership projects are now underway, and employees are being asked to participate in various components of the initiative. Through Modernization and Leadership, the Impact Initiative will help improve efficiency and enhance our ability to deliver on our mission. Please go to http://impact.state.gov for additional information and to sign up for regular updates.

TII is supposed to lay a foundation for the future, and as we’ve previously reported, INR’s Dan Smith is now formally identified as the lead for this new organizational experience. Also see Tillerson’s #Redesign Gets Rebranded as “The Impact Initiative” or TII But Why Not TELII?

The Impact Initiative is the implementation of plans generated during the 2017 Redesign for modernizing work processes and tools and strengthening leadership in the Department. The Modernization projects will reduce impediments to more efficient operations, as identified during the Redesign process; and the Leadership component will focus on ensuring we build the skills, experience, and leadership qualities that we need in our Civil Service, Foreign Service, and locally employed staff. I am pleased to announce that Ambassador Daniel Smith (http://impact.state.gov/ambassador-daniel-b-smith/), Assistant Secretary of the Bureau of Intelligence and Research, will lead the Impact Initiative.

Tillerson’s message to State Department employees includes a section labeled “Background: From Redesign to Impact” — obviously a necessary reminder for an exercise that has been repeatedly identified as “employee-led” … well, in case the employees have forgotten:

The 2017 Redesign, a joint State-USAID initiative, examined our work processes, our workforce development, and our technology tools. The Redesign was tasked to identify opportunities to make our agencies more effective and efficient and identify obstacles that, if removed, would allow us to accomplish our mission with greater impact. Many of you were involved in the various phases of the Redesign, which examined work processes and organizational practices that hold us back and identified those problems that were both significant and solvable. During the Redesign, teams of your colleagues came up with concrete plans and proposals to modernize our work.

As the Redesign wrapped up in 2017, I shared my vision for implementing the resulting projects during a town hall last December: Modernization + Leadership = Greater Mission Impact, or the Impact Initiative for short.

And now about those “Keystone Projects”

The first component of the Impact Initiative is Modernization. Impact Initiative teams are working to implement Modernization projects in three areas: information technology and human resources, policy processes and our global resource footprint, and operational efficiencies. In practical terms, this means the Impact Initiative aims to bring our HR and IT systems in line with modern day standards, streamline our policy development and execution, modernize how we deploy our resources globally, and capture operational efficiencies.

There are 16 keystone Modernization projects with teams working in those projects but they’re only available on the Intranet site.

Tillerson talks about leadership and strengthening training and development:

The second component of the Impact Initiative is Leadership, and I have highlighted the importance of strengthening leadership development. I recently launched a series of Leadership Lectures based on the core leadership tenets. We are reviewing our leadership principles and working to ensure we have the right policies and programs in place to effectively recruit, train, and develop the next generation of Foreign and Civil Service leaders to advance our foreign policy goals for the 21st Century. At my direction, a Leadership Coalition has been selected from a diverse cross-section of established and up-and-coming career leaders to identify ways to strengthen and improve leadership development and delivery of leadership training. Julieta Valls Noyes (http://impact.state.gov/ambassador-julieta-valls-noyes/), Acting Deputy Director of the Foreign Service Institute, is heading the Leadership component of the Impact Initiative.

Tillerson ends his message with a note that TII needs the employees’ “support and participation” and ask that they sign up for regular updates. “For the Impact Initiative to succeed, everyone in the State Department and USAID must stay up-to-date on progress of the work of the Modernization Project teams and Leadership Coalition.”

 

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@StateDept’s Mandatory Harassment Training Overview (Video)

Posted: 3:17 am ET

 

Below is an unlisted video uploaded on February 2, 2018 by the “DMO Team” (?) that talks about the Mandatory Harassment Training ordered by Secretary Tillerson at the State Department. The presenter is Pamela Britton, an Attorney-Adviser from the Office of Civil Rights (S/OCR) at the State Department.

Around the 22 minute mark, the presenter talks about the reporting trends on harassment – saying that it has increased dramatically over the past four years FY2014 (235), FY2015 (320), FY2016 (365), FY2017 (483) but also notes that S/OCR “does not believe that the number of reports are equivalent to the number of actual behavior increasing” or that there’s “an uptick in poor behavior.”  They’re tying the increase in reporting “to the fact that people are now more informed of what to do, how to report, and what should be reported.” Supervisors are reportedly now better informed of their mandatory reporting requirement. Also that there is less tolerance for behavior that may have been tolerated 20 years ago. One more thing to note. Majority of reports are reportedly from overseas, and a significant number of alleged harassers are at the GS-14/FS-02 and higher ranking employees.

This video also cites two EEOC cases from DHS and the U.S. Navy. Whoever put this video together somehow forgot the sexual harassment case at FSI that S/OCR determined was not a sexual harassment case, but where the EEOC eventually found the State Department liable: @StateDept to Hold “Harassment in the Workplace” Session But First, Read This FSI Sexual Harassment Case). And here’s another one: Sexual Assault at a State Dept-Leased Apartment: If This Isn’t Abysmal Failure, What Is It?

 

According to the description posted with this video, on January 12, 2018, Secretary Tillerson mandated all American direct-hire employees receive harassment awareness training within 90 days (by April 12). The Bureau of Human Resources (HR) and the Office of Civil Rights (S/OCR) have made the following video available to ensure that all employees can comply. To ensure accountability with this requirement, all Assistant Secretaries, Chiefs of Mission, Charges, and Principal Officers must certify that all American, direct-hire employees under their supervision have received the training, via memo for domestic employees and front-channel cable for employees stationed abroad. In addition, the Foreign Service Institute, in coordination with S/OCR and HR, will reportedly develop an online harassment awareness-training course, which will be available later in 2018. All locally employed staff, personal services contractors and contractors will be held accountable for completing this on-line training by December 31, 2018.

The video posted says that for questions, please email SOCR_Direct@state.gov. If you would like to report an instance of harassment, please use the reporting link http://socr.state.sbu/OCR/Default.asp…. (links to Intranet site). If you do not have intranet access, folks may send an email to the aforementioned address or call 202-647-9295.

With regards to the harassment training, note that the EEOC in 2016 put out a Report of the Select Task Force on the Study of Harassment in the Workplace (June 2016), which find that much of the harassment training done over the last 30 years has been ineffective in preventing harassment. See https://www.eeoc.gov/eeoc/task_force/harassment/report.cfm,

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