OIG Issues Recommendation For US Embassy London: EUR Says Nah! Y’all Can Just View Workplace Harassment Videos

The long awaited OIG report on US Embassy London was finally released on August 12 (PDF). The inspection was conducted from September 3 to December 9, 2019. Copies of the draft report were furnished to “Department stakeholders” including the EUR bureau and the US Embassy in London. The report does not say when this draft report was sent out for comments. It also does not indicate if it sent a copy of this draft report to the Under Secretary for Management and Pompeo BFF Brian Bulatao. The State Department left a Senior Bureau official in EUR to respond on behalf of State Department Management.
Late April. According to the Project On Government Oversight (POGO), the inspection report went to US Embassy London for comment (see Watchdog Firing Came Amid Probe of Trump’s Friend, the U.S. Ambassador in London).
On Friday, May 15, 2020,  the Senate-confirmed OIG Steve Linick was fired  (Trump to fire State/OIG Steve Linick who is reportedly investigating Pompeo). NYT reported that Linick has been locked out of his office, despite a law mandating a 30-day waiting period for Congress to raise objections.
May 15, 2020, the President appointed Stephen Akard as Acting Inspector General (PDF).
On May 27, 2020, the US Ambassador to London Woody Johnson wrote a memo to the OIG Assistant Inspector General for Inspections Sandra Lewis in response to the draft report.
June 4, 2020: Acting OIG Stephen Akard informed Congress that he stepped away from OFM operations and is recused on “all matters related to OFM”, “matters I worked on”, and matters involving individuals he know personally (PDF).
On July 1, 2020, the EUR Bureau’s Senior Official Philip Reeker (they’ve given up on having a Senate-confirmed assistant secretary) responded to the draft report according to State/OIG.  Reeker’s memo sent to State/OIG Sandra Lewis , appended to the OIG report, does not include the date it was written, and contains just one paragraph in response to OIG’s Recommendation 1. The EUR bureau did not even bother to respond to OIG Recommendation 9 related to the $31.5 million deficit in the the defined benefit pension plan for the LE staff of US Mission London.
August 5, 2020: Politico reported that Acting OIG Stephen Akard has resigned and not expected to return to the office for the remainder of the week.
August 7, 2020: Acting Inspector General Stephen Akard officially resigned from his position (PDF).
On August 12, 2020, State/OIG under Acting IG – Diana R. Shaw (deputy to Linick, then Akard) released its report of US Embassy London, omits from its front page summary the topics that merited the longest response from both the EUR bureau and the ambassador. Should be interesting to see what that draft report looked like. Excerpt below from publicly available OIG report (PDF):

Tone at the Top and Standards of Conduct

The Chief of Mission, a first time, non-career ambassador, arrived in August 2017 and presented his credentials to Her Majesty Queen Elizabeth II in November 2017. From New Jersey, he was a businessman and philanthropist. The DCM, a career Senior Foreign Service officer, arrived in January 2019 following an assignment as acting Deputy Assistant Secretary for Egypt and North Africa. Prior to that, she had multiple domestic and overseas assignments, principally in or involving the Near East.

When the Ambassador arrived at Embassy London in late summer 2017, he assumed responsibility from the previous DCM who had served as Chargé d’Affaires for approximately 7 months. OIG learned that the relationship between the Ambassador and the former DCM deteriorated during the year that they worked together, affecting mission morale and ending in the DCM’s reassignment. Based on interviews with embassy staff, OIG concluded that the Ambassador did not always model the Department’s leadership and management principles as contained in 3 Foreign Affairs Manual (FAM) 1214 and, in particular, 3 FAM 1214b(4) and (6) regarding communication and self-awareness. For example, some embassy staff told OIG that when the Ambassador was frustrated with what he interpreted to be excessive staff caution or resistance to suggestions about which he felt strongly, he sometimes questioned their intentions or implied that he might have them replaced. This caused staff to grow wary of providing him with their best judgment. With the arrival of the current DCM, chosen by the Ambassador, staff generally reported to OIG that they saw better communication from the Front Office and an increased confidence from the Ambassador in the mission’s staff.

OIG also found that some staff were impacted by the Ambassador’s demanding, hard driving work style and it had a negative effect on morale in some embassy sections. In addition, OIG learned, through employee questionnaires and interviews, that the Ambassador sometimes made inappropriate or insensitive comments on topics generally considered Equal Employment Opportunity (EEO)-sensitive, such as religion, sex, or color. According to 3 FAM 1526.1, offensive or derogatory comments, based on an individual’s race, color, sex, or religion, can create an offensive working environment and could potentially rise to a violation of EEO laws. Based on the information that OIG learned during the inspection, and pursuant to the requirements in 3 FAM 1526.2, a more thorough review by the Department is warranted.

Recommendation 1:

The Bureau of European and Eurasian Affairs, in coordination with the Office of Civil Rights, should assess the Chief of Mission’s compliance with Department Equal Employment Opportunity or leadership policies and based on the results of the review, take appropriate action. (Action: EUR, in coordination with S/OCR)

Washington interlocutors plus “coffee and donuts”

At the time of the inspection, OIG interviews indicated that both the Ambassador and the DCM modeled 3 FAM 1214 attributes of strategic planning and decisiveness. The Ambassador advised the embassy staff on the importance of spending U.S. taxpayer monies wisely, and he and the DCM practiced proper procedures with respect to receipt of gifts. Both mission employees and Washington interlocutors told OIG the Ambassador was reaching out to U.S. direct-hire and LE staff in an effort to know them better, to convey his appreciation for their work, and to continue to familiarize himself with the many aspects of the complex, multiagency mission he was leading. OIG also learned of several efforts by the Ambassador to engage with his staff, including an event at his residence, Winfield House, for LE staff with 30 years or more of service. He also invited staff to join him for informal “coffee and donuts” gatherings in the embassy. Staff and senior Washington interlocutors told OIG they were encouraged by the constructive and effective partnership formed between the Ambassador and the DCM.

Johnson’s Response to Recommendation 1, May 27, 2020 Memo to OIG:

During my tenure as U.S. Ambassador to the United Kingdom and indeed for the entirety of my professional life, I have respected both the law and the spirit of EEO principles and have ensured that all employees under my direction do the same. If I have unintentionally offended anyone in the execution of my duties, I deeply regret that, but I do not accept that I have treated employees with disrespect or discriminated in any way. My objective is to lead the highly talented team at Mission UK to execute the President’s policies and to do so in a way that is respectful of our differences, with zero tolerance for discrimination of any kind. I believe that team cohesion in our mission is better than ever and as is stated in the OIG report’s narrative, that I have taken extensive measures to get to know all of the staff and thank them for their contributions. I am especially proud of how the Mission UK team has handled these challenging times of COVID-19.

In order to address the concerns documented in your report, perceived or real, I have reviewed an S/OCR course on discrimination in the workplace and have instructed the entire Mission UK country team to do the same, with 100% compliance by the end of May. I respectfully disagree with Recommendation 1 and ask that the OIG consider the absence of any official complaints against me during my three year tenure and the generally positive tone of the OIG report on Mission UK before including the recommendation in the final report and concluding that my actions have negatively affected morale.

Management Response (State/EUR) to Recommendation 1, Memo to OIG:

In its July 1, 2020,2 response, the Bureau of European and Eurasian Affairs disagreed with this recommendation. The bureau stated, that given the concern expressed, the Ambassador has viewed the Office of Civil Rights video on workplace harassment and has instructed all section and agency heads to do the same. He has also encouraged all staff to take the Foreign Service Institute training on mitigating unconscious bias. The bureau also represented that the Ambassador “is well aware of his responsibility to set the right tone for his mission and we believe his actions demonstrate that.” Accordingly, the bureau reported it did not believe a formal assessment was required, but proposed that, in coordination with the embassy, it would instead work with the Office of Civil Rights to provide advice and additional training to all staff, including the Chief of Mission, to heighten awareness on these important issues.

Here is the full undated response from the bureau via State/OIG:

OIG Reply to EUR’s response: SIR! Have you meet your obligations under 3 FAM 1526.2, SIR?

OIG considers the recommendation unresolved. OIG acknowledges the actions that the mission has taken with regard to training of staff and the stated bureau proposal to work with the Office of Civil Rights to provide advice and additional training to all staff. These actions, however, do not address the recommendation which calls for an assessment of Chief of Mission compliance with Department Equal Employment Opportunity or leadership policies. The recommendation can be closed when OIG receives and accepts documentation that the Bureau of European and Eurasian Affairs has met its obligations under 3 Foreign Affairs Manual (FAM) 1526.2.

Read on:
3 FAM 1526.2 The Department’s Responsibilities Under This Policy
[Under 3 FAM 1520 – NON-DISCRIMINATION ON THE BASIS OF RACE, COLOR, NATIONAL ORIGIN, SEX, OR RELIGION]
(CT:PER-631;   12-14-2010)
(State) (Foreign Service and Civil Service Employees)

a. If the Department receives an allegation of discriminatory harassment, or has reason to believe such harassment is occurring, it will take the steps necessary to ensure that the matter is promptly investigated and addressed.  If the allegation is determined to be credible, the Department will take immediate and effective measures to end the unwelcome behavior.  The Department is committed to taking action if it learns of possible discriminatory harassment, even if the individual does not wish to file a formal complaint.

b. The Office of Civil Rights (S/OCR) is the main contact point for questions or concerns about discriminatory harassment.  S/OCR is responsible for investigating or overseeing investigations of alleged discriminatory harassment.  S/OCR is committed to ensuring that all investigations are conducted in a prompt, thorough, and impartial manner.

c.  Supervisors and other responsible Department officials who observe, are informed of, or reasonably suspect incidents of possible discriminatory harassment must immediately report such incidents to S/OCR, which will either initiate or oversee a prompt investigation.  Failure to report such incidents to S/OCR will be considered a violation of this policy and may result in disciplinary action.

d. S/OCR will provide guidance as needed on investigating and handling the potential harassment.  Supervisors should take effective measures to ensure no further apparent or alleged harassment occurs pending completion of an investigation.

e. The Department will seek to protect the identities of the alleged victim and harasser, except as reasonably necessary (for example, to complete an investigation successfully).  The Department will also take the necessary steps to protect from retaliation those employees who in good faith report incidents of potential discriminatory harassment.  It is a violation of both Federal law and this policy to retaliate against someone who has reported unlawful harassment.  Violators may be subject to discipline.

f.  Employees who have been found by the Department to have discriminatorily harassed others may be subject to discipline or other appropriate management action.  Discipline will be appropriate to the circumstances, ranging from a letter of reprimand to suspensions without pay to separation for cause.  A verbal or written admonishment, while not considered formal discipline, may also be considered.

So, who you gonna call? 
Dammit, the Ghostbusters!

 

Confirmations: Ambassadors to Indonesia, Uganda, Burkina Faso, Jordan, Guatemala, Estonia, USUN, OPCW, FS Lists, More

The following nominations were confirmed by the U.S. Senate on August 6, 2020:

2020-08-06 PN967 INDONESIA | Sung Y. Kim, of California, a Career Member of the Senior Foreign Service, Class of Career Minister, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Republic of Indonesia.

2020-08-06 PN1035 UGANDA |  Natalie E. Brown, of Nebraska, 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 Uganda.

2020-08-06 PN1045 BURKINA FASO |  Sandra E. Clark, of Maryland, 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 Burkina Faso.

2020-08-06 PN1281 JORDAN | Henry T. Wooster, 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 Hashemite Kingdom of Jordan.

2020-08-06 PN1941 GUATEMALA |  William W. Popp, of Missouri, 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 Guatemala.

2020-08-06 PN1426 ESTONIA | William Ellison Grayson, of California, to be Ambassador Extraordinary and Plenipotentiary of the United States of America to the Republic of Estonia.

2020-08-06 PN1339 USUN | Richard M. Mills, Jr., of Texas, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be Representative of the United States of America to the Sessions of the General Assembly of the United Nations, during his tenure of service as Deputy Representative of the United States of America to the United Nations.

2020-08-06 PN1340  USUN | Richard M. Mills, Jr., of Texas, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, to be the Deputy Representative of the United States of America to the United Nations, with the rank and status of Ambassador Extraordinary and Plenipotentiary and the Deputy Representative of the United States of America in the Security Council of the United Nations.

2020-08-06 PN1229 Department of State/OPCW | Joseph Manso, of New York, a Career Member of the Senior Foreign Service, Class of Minister-Counselor, for the rank of Ambassador during his tenure of service as United States Representative to the Organization for the Prohibition of Chemical Weapons.

 

USAID

020-08-06 PN1337 United States Agency for International Development | Ramsey Coats Day, of Virginia, to be an Assistant Administrator of the United States Agency for International Development.

2020-08-06 PN1427 United States Agency for International Development | Jenny A. McGee, of Texas, to be an Associate Administrator of the United States Agency for International Development.

ASIAN DEVELOPMENT BANK

2020-08-06 PN1296 Asian Development Bank | Jason Myung-lk Chung, of Virginia, to be United States Director of the Asian Development Bank, with the rank of Ambassador.

2020-08-06 PN1280 European Bank for Reconstruction and Development |J. Steven Dowd, of Florida, to be United States Director of the European Bank for Reconstruction and Development.

 

FOREIGN SERVICE S LISTS

2020-08-06 PN2067 Foreign Service | Nominations beginning Shefali Agrawal, and ending Michael B. Schooling, which 101 nominations were received by the Senate and appeared in the Congressional Record on June 29, 2020.

2020-08-06 PN2068 Foreign Service | Nominations beginning Anna Mae G. Akers, and ending Ismat Mohammad G. Omar Yassin, which 214 nominations were received by the Senate and appeared in the Congressional Record on June 29, 2020.

2020-08-06 PN2069 Foreign Service | Nominations beginning Jonathan Paul Ackley, and ending Amanda B. Whatley, which 43 nominations were received by the Senate and appeared in the Congressional Record on June 29, 2020.

2020-08-06 PN2070 Foreign Service | Nominations beginning Jeffrey Thomas Albanese, and ending Katherine Rose Woody, which 11 nominations were received by the Senate and appeared in the Congressional Record on June 29, 2020.

2020-08-06 PN2071 Foreign Service | Nominations beginning Erin Elizabeth McKee, and ending Dana Rogstad Mansuri, which 5 nominations were received by the Senate and appeared in the Congressional Record on June 29, 2020.

2020-08-06 PN2072 Foreign Service | Nominations beginning Lawrence J. Sacks, and ending Bruce F. McFarland, which 27 nominations were received by the Senate and appeared in the Congressional Record on June 29, 2020.

2020-08-06 PN2073 Foreign Service | Nominations beginning Deanna Scott, and ending Christopher Walker, which 3 nominations were received by the Senate and appeared in the Congressional Record on June 29, 2020.

2020-06-10 PN1704-1 Foreign Service | Nominations beginning Michael J. Adler, and ending Ivan A. Wray, which 206 nominations were received by the Senate and appeared in the Congressional Record on March 16, 2020.

US Ambassador to Brazil Todd Chapman on Reported “Favor” to Help Trump Reelection

 

Excerpt from HFAC letter to Ambassador Todd Chapman, a career diplomat who has been COM at the US Embassy in Brazil since March 2020. He was previously Ambassador to Ecuador from 2016 – 2019:

“We are extremely alarmed by a report in Brazilian newspaper O Globo yesterday which stated that while lobbying your counterparts on reducing ethanol tariffs, you raised “the importance for the Bolsonaro government of maintaining Donald Trump as U.S. President.” The article further stated, “Iowa is the largest ethanol producer in the United States…and could be a key player in Trump’s election. Hence the importance – according to Chapman – for the Bolsonaro government to do the U.S. a favor.”

These statements are completely inappropriate for a U.S. ambassador to make, and if true, would be a potential violation of the Hatch Act of 1939. We ask that you respond in writing by 5:00 p.m. EST on August 4th as to whether the allegations in the aforementioned article (attached to this correspondence) are true. Specifically, please provide us with a complete description of all conversations that you have had with Brazilian government officials in the executive and legislative branches with regard to ethanol tariffs and the U.S. presidential election. If you deny these allegations, please provide complete and unredacted copies of any and all documents referring or related to any discussions you have had with Brazilian government officials in the executive and legislative branches with regard to ethanol tariffs, to reassure Congress and the American people that our Ambassador to Brazil is truly representing the interests of the United States and not the narrow, political interests of President Trump.

The Des Moines Register printed a denial from the State Department:
“Allegations suggesting that Ambassador Chapman has asked Brazilians to support a specific U.S. candidate are false,” said a department spokesperson. “The United States has long been focused on reducing tariff barriers and will continue to do so.”
Allegations suggesting that the U.S. Ambassador to Ukraine …. oh, wait, that was different, silly.
But as Pompeo’s new motto insistently says dear ones, “distrust and verify”.
So what motivated the Brazilians for making this public? More than one source reported this on Brazilian media. Is Foggy Bottom saying they’re making this all up? To what end?
Look, Ambassador Chapman is a Senate confirmed career diplomat. As such, he has an obligation to respond to questions that U.S. senators may have on this issue.  But the  SFRC under GOP Senator Jim Risch doesn’t seem at all interested in asking further questions. No surprise there. The HFAC is asking questions, however, and we hope the ambassador answer those questions.
For folks in the FOIA business, if/if there were instructions related to this, there would have to be a paper trail from the State Department’s WHA bureau, the home bureau of U.S. Mission Brazil.  Ambassadors typically get their marching orders from their home bureau.

FSO Kip Whittington: The Color of Diplomacy (via War on The Rocks)

Kip Whittington is a Foreign Service officer with the U.S. Department of State who has served in the Middle East and Latin America. The views expressed in this article are solely those of the author and do not represent the views of the U.S. Department of State or the U.S. government.
Below excerpted from War on the Rocks:

Professional Reflections: The U.S. Foreign Service of Today

I recall day one of my A-100 Foreign Service orientation class, a moment of true excitement and anxiety for any new Foreign Service officer preparing to embark on a journey to an unknown destination. For me, it was a career that would scratch the itch for public service and the fascination with foreign cultures, politics, and cuisine. But as I took a seat and searched the room, I noticed my class consisted of two black officers, including myself, out of 75 (my wife’s class had one, seven years prior). Weeks later, I was pleased to see the subsequent orientation class with substantially more people of color, but I soon learned the majority were hired through fellowship programs designed to increase diversity at the State Department. A monumental step, but I wondered: Why the glaring distinction with non-fellowship hires? It is such a stark one that minority officers are often assumed to be fellows, as if that is the only way racial and ethnic minorities can enter the field. The perception will likely not change soon, as only 7 percent of the U.S. Foreign Service is represented by employees who identify as black, a mere 1 percent increase since 2002.

In 2020, the U.S. diplomatic corps, regrettably, does not represent the true diversity and talent of the United States. And it shows.

It shows every time a visa applicant asks to speak to a “real American” at the interview window, as an Asian-American colleague experienced. The interviewee demanded he speak to a supervisor, looking over my colleague’s shoulder for the “pale, male, and Yale” American who surely must have been around the corner. My colleague granted the request, inviting the consul to the window. The consul was Afghan-American. I relished the satisfaction of imagining the applicant’s facial expression in that moment. But now, six years after the encounter, knowing only 6 percent of Foreign Service employees are of Asian descent, I ponder what assumptions remain about U.S. citizens in the minds of those we interact with abroad.

U.S. Ambassadors in the News: Iceland, United Kingdom, Eswatini, Zimbabwe, South Korea

ICELAND

UNITED KINGDOM

ESWATINI (SWAZILAND)

ZIMBABWE

SOUTH KOREA

 

Nominee For Peru Ambassadorship Lisa Kenna Gets a Late Thunderbolt

 

Via Politico:
Lisa Kenna, Pompeo’s executive secretary — a gatekeeper of sorts to his office — told the Senate Foreign Relations Committee that she was unaware of the substance of Giuliani’s outreach at the time, but now knows it was an effort to discredit Yovanovitch. Giuliani made calls and delivered documents to Pompeo that came from Ukrainian figures viewed as corrupt by the State Department.
“At the time, I did not know what the documents were about. It’s deeply disturbing,” said Kenna, who is being vetted by the committee for the ambassadorship to Peru.
Ms. Kenna’s prepared testimony for the SFRC is available to read here.

Chigozie Okocha: The Slow Burning Car That is the Black and Brown Experience in the State Department

By Chigozie Okocha
(The author is a second-tour Foreign Service Officer, currently serving as Vice Consul in the Consular Section of the U.S. Consulate General in Hyderabad, India).

 

In response to the killing of George Floyd and tense protests in the United States, a white colleague graciously reached out to me and asked if I would be willing to lead a discussion on the racial tension that I or other black and brown colleagues may be experiencing in the State Department.  I assumed it was an appeal to support in organizing a space for me to vent my frustrations, if I chose to do so.  I recognize that the idea with this type of forum is to encourage further discussion around issues particularly affecting officials that look like me to freely unpack and process through subtle hostilities and/or overt discriminatory practices we witness within the State Department.  I respectfully declined.
I declined not because I am against such a proposition, quite the contrary.  I do believe holding open and honest interventions about racial issues and unconscious bias, interwoven with office politics, could prove fruitful (and probably should be instituted in most office spaces).  Such fora could potentially help victims of these office transgressions express themselves in ways that they have never done before, to colleagues who may occupy a significant amount of time and space in their daily lives.
I declined because as I was experiencing mental burnout from processing racial tension in the United States, I was not convinced this request satisfied the cost-benefit analysis.  And now that I have taken a bit longer to reflect on the proposition, I feel fully cemented in my decision.  Holding such a forum is not for me, and here is why.
All officers who work for the State Department upon entry into the Foreign Service go through a six-week orientation, in which one day is dedicated to acknowledging the institution’s white-washed history.  The State Department, like most other institutions whether public or private, had its history imbued with racist measures embedded in its brick and mortar – from biased recruitment and testing to the “Negro Circuit,” or as former Ambassador Harry Thomas Jr. explains, a label that describes a process by which assignments for African American Ambassadors were limited to only smaller less-influential posts.  The State Department in its inception was not for black and brown applicants.
In its defense, the State Department has made strides to uproot its previously held racist policies, including a concerted effort through fellowship programs and advocacy/affinity groups.  But naturally, that uprooting leaves residue scattered everywhere, which can be hard to see.  The decision makers who take up senior leadership positions in the State Department are still predominately white.  And for many black or brown junior and mid-level officers, stories abound of racial bias or prejudicial slights and insults that would considerably dampen the mood at any weekend social gathering.
It’s this elephant in the room I am reminded of that makes me think, “what would a forum for such discussions serve, if not only to put these officers on display so they may relive their possibly potent traumatic experiences, for your recreation?”  As onlookers drive past and stare intriguingly at the burning car, only to then continue on toward their intended destination, the consequence of inaction is institutionalized apathy.  You might be thinking, “well these sessions help us learn, and they encourage us to devise a path forward,” to which I echo an activist who asked “what extensive course are you learning and why haven’t you passed yet?”
From junior officers to ambassadors, the stories of racism or inequities in hiring practices, promotions, and assignments that former or current black and brown State Department officials have experienced are already public and accessible.  The statistics underscoring inequalities are also public and accessible.  Better yet, there are countless articles on the web that offer direct testimony on how underlying racial biases have permeated the workplace and everyday life.  What else is there to learn?
A CALL TO ACTION . . .

Continue reading

Tex Harris: What happens when crucial facts are ignored by your superiors? (Via ADST)

 

Via ADST

The tension between Harris and the U.S. Embassy in Buenos Aires came to a head with the discovery of a file on the planned Yacyretá Dam project, a hydroelectric dam to be constructed between several South American countries with EXIM [Export-Import Bank of the United States] financing for the involvement of an American company. However, Harris quickly noted something unusual about the Argentine manufacturer listed in the file he had borrowed. It had deep connections to the government regime, information that had not been shared with Washington.

In this “Moment,” Tex Harris describes the difficulties and the risk to his personal career he faced in spreading awareness of the dangers of U.S. involvement in the Yacyretá Dam project, highlighting the barriers to morality he occasionally encountered within the bureaucracy.

F. Allen “Tex” Harris’s interview was conducted by Charles Stuart Kennedy on December 10, 1999.

Read Tex Harris’s full oral history HERE (pdf).

Defying superiors: So Bill Hallman [the political counselor] came into my little airless office, like an overgrown closet, and he sat down and he talked about responsibility and team play and all the other kinds of things that we had to understand in the Foreign Service, that there was a responsibility to doing things in a collective way and that, even though we may feel strongly about something as an individual, we had to put things into perspective and [accept] the judgment of senior people and other visions and other ideas, and blend in. We had this long philosophical discussion. Bill was a wonderful, very thoughtful and conscientious Catholic probably trained in a Jesuit school. He was very intelligent and a fine Officer. So we had this very, very theoretical discussion about responsibility in the Foreign Service to be a member of the team and to fit your ideas into the fabric of an embassy’s reporting. Then, like a bombshell, he pulled out my letters and said that the DCM and he had requested me to withdraw these letters and not to send them in the pouch, that they shouldn’t go up as an official-informal with information that was as pertinent and as potentially disruptive to a major multimillion-dollar arrangement. It should be done in a considered way by the embassy. Well, I don’t get angry, I really don’t get angry, but I was really upset. I didn’t lose it, but I was really upset, and I told Bill absolutely not, I had considered this, and if the embassy wanted to send up a detailed telegram, it would get there certainly before the classified pouch got there. These were marked “confidential,” and these official-informal letters would come after the fact, and the embassy would send a telegram out in the next day or so, next day or two, and still put its considered view, and I refused to withdraw the letters and they should go in the pouch. So we talked for another half an hour, and then when it was all over, Bill then said to me, “I guess I’ve done one thing. At least we’ve missed the closing of the pouch for this day,” . . . it bought him some more time. This was before e-mails. This was when telephone calls were big deals, and the main thing was either pouch or cable. So Hallman left. I felt I had just been hit with about a three-hundred-pound stone. I went down kind of reeling to the “cobra,” to the pouch room, where you put your messages in the communications center. The guy was there and I said, “I’ve got to get these in the pouch. They were taken out by the DCM, but now I want to send them back.” He said, “I’m sorry. I can’t. We’ve closed the pouch.” So probably my greatest negotiation as a diplomat was to convince the communicator to open the pouch. After some conversation about the importance of this, he decided that he would open the pouch, which meant he had to redo all the seals and redo all the paperwork. He did it and put these two letters back in the pouch and closed them up. I didn’t say anything further to Hallman. I didn’t tell him that I had gotten them in the pouch. I just went back to my office with a feeling of satisfaction that I had overcome what had been a significantly bad event.

Facing the music: I got what was probably the worst efficiency report ever written on any individual. It was absolutely incredible: “not a team player, his own sense of values and priorities,” and so forth, and I got a fairly rigorous and tough but in a sense fair from his perspective [review] from the political counselor. There was a certain amount of negotiation involved in that. But the DCM, who was a very skillful writer, Max Chaplin, wrote a review that was absolutely an epitaph, just carved in stone. When this got back to Washington, I was identified for selection out. My tour was going to be a three-year tour, and the Argentine government had come to the ambassador, Castro, and said that they were going to PNG me [make me persona non grata], and Castro talked them out of that on the theory that the devil you know is better than the devil you don’t know, and if you send Harris back, then Derian will send someone else down here who may be even taller and worse than Harris. So Castro talked them out of that, and they didn’t PNG me, but things became so difficult in the embassy after this Yacyretá business. . . .

It was quite clear that my career was in deep trouble with this efficiency report. I had sent a copy of it to Derian and to Mark and asked them if there was anything they could put in the file to balance it off, and he put a very good—I think Mark may have signed it, Patt may have been out—and it was a very well done praise of the work I had done and the contribution I had made to American foreign policy. So the review board—after having been low ranked, I went to the review board—essentially gave me a censure. It wasn’t an official reprimand or anything where I lost pay or things like that, but essentially wrote me a letter of censure that I had to become a better team player, and of course I had been low-ranked. Now, I was the guy who had invented the grievance system. I had been there at the beginning with other people, and here was an efficiency report that was absolutely defective, but I was so emotionally unable, psychologically unable, to deal with the ramifications of going through all this pain that was associated with the report and my being identified for selection out, and all these other painful moments, that I ran away from it, which is a very standard psychological behavior of diverting from things that are difficult and hard and painful. It’s the way the body protects itself. So for year after year after year I couldn’t get promoted, because they’d open up the file and here was this low ranking, this selection-out procedure in the file, and this horrific report, and I was facing [the] time in class [deadline].

 

Ex-FSO Tianna Spears: Dear @StateDept, “Hello there, it’s me again”

 

Tianna Spears:
“You held discussions and town halls. As the paint dries, Juneteenth receives recognition, and Confederate statues are destroyed, remember that this is just the beginning.
You ask people of color and Black employees to share their suffering and experiences that were repeatedly dismissed and ignored. There is trauma, mental illness, stolen dreams, nightmares, and whispers that travel around the world in household effects. This isn’t the case just for Foreign Service members that are people of color, but the entire organization.
As employees that are people of color come forward and speak their truth, have you provided paid counseling/ therapy and tangible resources to continue these conversations? You ask my fellow colleagues to do the work for you once again.
You retraumatize.”
Related post: You ask, what is it like to be Black in America? A former @StateDept employee tells her story

US Embassy Brazil: Ambassador Chapman Takes “Precautions” After July 4th Lunch With Bolsonaro