Posted: 3:38 am ET
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Posted: 3:49 am ET
Via state.gov (archive):
@StateDept's gender composition last year for Senior Executive Service was 39.50% female and for the Senior Foreign Service was 32.30% female. With all the departures going on, anyone got newer stats? https://t.co/Bt2nadkAL1
— Diplopundit (@Diplopundit) March 2, 2018
Posted: 2:20 am ET
Below is the comparative look of the State Department Foreign Service promotion statistics from 2014-2017 for Counselors (FE-OC equivalent to One-star rank (O-7)) to Minister Counselors (FE-MC equivalent to Two-star rank (O-8)). The average length of service of FSOs promoted from OC to MC in 2014-2017 is 25 years.
The number of FSOs who competed for promotion annually from 2014-2017 ranges from 215 in 2014 to 246 in 2017. The number of FSOs promoted to from OC to MC was highest in 2016 at 61 FSOs or 24.3%, and lowest in 2017 at 29 FSOs or 11.8%.
That’s less than half the previous year, and that’s notable.
The FE-OC Counselor rank is the first rung in the Senior Foreign Service. The maximum time-in-class (TIC) limits for career generalist and specialist Senior Foreign Service members in this rank is seven (7) years. If FE-OCs are not getting promoted to FE-MCs because the promotion numbers have been shrunk, and they hit their time-in-class, they become subject to mandatory retirement upon expiration of their TIC and their time-in-service (TIS) limits.
Limiting the promotion numbers has been called a “stealth RIF” by old timers who remember the decimation of the career services in the 1990’s.
Via state.gov 11/24/17 FS Promotion Statistics
Again, please note that these numbers only include State Department Foreign Service numbers, and do not include USAID, Commerce, and Agriculture. For those not familiar with the FS system, conal competition recognizes potential and competency in the primary career field. Members recommended for functional promotions demonstrate full proficiency across the six core competencies in a breadth of positions in their primary functional field (cone).
Per 3 FAH-1 H 2320 with the 2005 Selection Boards, classwide competition replaced multifunctionality.
The Department’s goal in instituting classwide competition is to assist the Department in expanding the pool of officers with broad vision and deep experience who are prepared to assume leadership positions in the future. Diplomacy in the 21st Century engages issues that are increasingly global in nature and/or scope, rapid changes in technology which are changing the way we do business, crises requiring effective and rapid response, the continuing need to promote actively democracy and respect for human rights, and threats to our safety and security that continue to surface. It needs broad-based and flexible officers, with leadership skills and the demonstrated ability to plan, organize, administer, and evaluate programs in both the members primary career field and across functional lines, who can transform resources and policy into results, while managing people effectively. While conal competition recognizes potential and competency in the primary career field, classwide competition builds on conal expertise by recognizing potential and competency across functional lines. The Board is asked to rate each employee in the classwide competition based on the relative strength of that members Performance Folder and demonstrated ability to perform effectively at the next higher level.
Posted: 3:05 am ET
Updated: 12:37 pm PT
Below is the comparative look of the State Department Foreign Service promotion stats from 2014-2017 for Minister Counselors (FE-MC equivalent to Two-star rank (O-8)) to Career Ministers (FE-CM equivalent to Three-star rank (O-9)). FE-CM is the highest regular senior rank in the Foreign Service. On November 16, 2017, the U.S. Senate confirmed four nominees to the rank of Career Minister (see PN 2100). Promotion stats below (also published annually in State Magazine) only covers the State Department; we don’t have data for USAID, Commerce (Foreign Commercial Service), or Agriculture (Foreign Agricultural Service).
Four FSOs were promoted to this rank in 2017, the same number promoted in 2015. The number of promotions to this rank ranges from 4-6 FSOs in 2014-2017, so there’s nothing that appears particularly striking in these numbers. If you’re seeing something we’re not seeing, email us. We’ll try and do the other ranks; there are notable numbers there.
Via state.gov 11/24/17 FS Promotion Statistics
Note that an extremely limited number of career diplomats attain Career Ambassador rank (FE-CA equivalent to Four-star rank (O-10)). Per 3 FAM 2320, the Secretary may recommend to the President the conferral of the personal rank of Career Ambassador on a limited number of career members of the SFS of the class of Career Minister whose careers have been characterized by especially distinguished service over a sustained period and who meet the requirements of 3 FAM 2324.2. Conferral of the personal rank of Career Ambassador is made by the President, and with the advice and consent of the Senate.
Posted: 1:35 am ET
Via DOC’s National Travel & Tourism Office (NTTO):
Note that the NTTO’s main source of I-94 arrivals data is the U.S. Department of Homeland Security (DHS)/U.S. Customs and Border Protection (CBP) who releases the I-94 arrivals data to the U.S. Department of Commerce’s NTTO for a its count of all travelers entering the United States. The data reports also integrate the volume of inbound International visitors to the United States from residents of other countries using three U.S. and International government sources: the U.S. Department of Homeland Security/U.S. Customs and Border Protection I-94 arrivals program data, Statistics Canada’s International Travel Survey and Banco de Mexico travel data.
The preliminary data indicates a -3.6 percent decrease in overall total of arrivals in year-to-date reported at the end of the 3rd quarter in August 2017. Also a higher year-to-date dip at -6.0 percent in total overseas arrival (excluding Canada and Mexico), a -7.6 percent dip in year-to-date arrival from Mexico, and a -2.1 percent dip in year-to-date arrivals from Europe. Year-to-date arrivals from Canada is up at 4.5 percent, slightly higher than the 3.8 percent at the end of the 3rd quarter but a tad lower than the 4.6 percent in the 2nd quarter.
Posted: 4:25 am ET
On February 13, Foreign Policy did a piece on Tillerson’s hiring freeze of Eligible Family Members (EFM) at the State Department and how even as the freeze ends, it “left resentment in its wake.”
“It’s been months,” said one department official speaking on condition of anonymity, “and still no one understands what is going on with EFMs.”
The confusion could be cleared up soon with concrete steps Tillerson is expected to take this month. Tillerson has authorized an additional 2,449 EFM positions to the State Department payroll, effectively lifting the prior hiring freeze, a department spokesman said. He also plans to expand a selective pool of jobs for highly educated family members, known as the Expanded Professional Associates Program, from some 200 to 400 positions.
“This should put us back to normal hiring levels” for diplomats’ family members, the spokesman told Foreign Policy.
Read the full piece here.
First, on that EPAP expansion that supposed to expand professional opportunities from some 200 to 400 positions, read our recent post: @StateDept Releases New Strategery For Diplomatic Spouse Professional Employment #Ugh. Previously qualified applicants must re-qualify to be eligible under the new standards; they will not be grandfathered into the new program. EFMs on EPAP position are taking jobs that are comparable in duties and responsibilities to career FSOs and FS Specialists, but in some cases, the standard required for EFMs to qualify are higher than those required of FSOs/FSSs. We’ve already heard that some posts will not be requesting EPAP positions. We’d be interested to know what is the fill rate of this program by end of FY2018.
Second, the FP piece citing a department spox says that “Tillerson has authorized an additional 2,449 EFM positions to the State Department payroll effectively lifting the prior hiring freeze.”
That “additional” number got our attention because despite years of effort, the number of EFM jobs has always been problematic, and given Tillerson’s track record, we frankly have low expectation that he will expand or provide something “additional” to a situation that he made worse on his first year on the job.
When we asked about this, the reporter told us “State won’t give us a clear answer – in large part because its hard to track exact number as FSOs cycle to new posts. Best we got was its ‘returning to normal levels.’ Rough estimate: 884 EFMs waived by RT + the 2449 new ones = 3333, a bit below Fall 2016 levels.”
So, if there’s one thing the State Department is really, really good at, it is how to track its people overseas. Also there’s absolutely no reason why the State Department could not give FP a clear answer. Unless, of course, the clear answer would indicate that the EFM employment is not/not returning to normal levels. See, twice a year, the State Department actually releases a report on EFM employment. This happens once in spring, typically in April after the Foreign Service’s winter cycle is done, and again in fall, typically in November, after the summer rotation concludes.
This is the Fall 2017 release. Note that when this report was generated, there were actually more EFMs working outside the mission overseas than inside the mission. This is the first time we’re ever seen this. Below is the Spring 2017 release (also see Unemployment Status of @StateDept Family Members Overseas (4/2017)). Between April and November 2017, a difference of over a thousand EFM employees. Below is a breakdown of EFM employees by region from 2014-2017. Last year’s 2,373 is the lowest number in four years. In Fall 2017, there were 11,816 adult family members overseas (this includes State Department, other foreign affairs agencies as well as other USG agencies under chief of mission authority); so 20% EFMs were employed at our overseas posts. In Fall 2016, there were 11,841 adult family members overseas, and 3,501 were employed at our overseas posts or 30 percent. By the way, the overall “not employed” EFM category jumped from 56 percent in April 2017 to 64 percent in November 2017.
The State Department could argue that some more EFMs were hired after the Fall 2017 report. That’s entirely possible. Or if Tillerson’s additional 2,449 EFM positions” are real numbers, that’s a 96 percent increase to the 2,373 Fall 2017 number. Really? If FP’s 3,333 number is accurate, it would be 60 less than 3,393 (count released in April 2017); it would also be 168 less than the annual Fall count the previous year at 3,501, and brings the total number closest to the 2015 level.
We’ll have to wait and see, after all, when State announced that it lifted the EFM hiring freeze late last year, it turned out, it was only a 50% lift. So as you can imagine, we have some difficulties digesting this additional number of EFM positions. We’ll have to wait for the Spring 2018 report to see how back to normal this really is. If/When it does return to normal, one still need to shake one’s noggin. This. Was. A useless, needless exercise by thoughtless newbies.
Read more here:
Posted: 3:49 am ET
Related to our previous posts on the State Department’s new FSO Professional Development Program (see @StateDept Rolls Out New FSO Development Program, and Promotion Rules to Get Into the Senior Foreign Service and AFSA: FSOs Will Now Compete in a “Scavenger Hunt” to Be Considered for Promotion Into the Senior Foreign Service), see a snapshot of the new PDP principles rolled out by the State Department on the last working day of 2017:
The Professional Development Program (PDP) is designed to enhance leadership and adaptive capacity, fuel professional development, and develop the experience and skills of employees over the length of their careers. It is also designed to meet Service needs at various grade levels. Service needs continue to evolve based on U.S. interests, international challenges, and the evolution of diplomacy to encompass inter-agency and “crisis response” responsibilities. The principles outlined below encompass this dual objective of employee and Service needs. No single career path — no specific set or sequence of assignments, no particular promotion timing — determines success. Professional growth and career advancement come from taking on challenges and demonstrating accomplishments across an array of Service-needs assignments to broaden experience, widen perspective, deepen expertise and language proficiency, and amplify leadership and adaptive capacity. Employees should use assignments and training opportunities to challenge themselves and to integrate competencies and skill sets for positions of greater responsibility irrespective of rank or grade.
The PDP has four principles that an officer must develop and demonstrate over the course of his or her career, from entry through tenure and up to consideration for promotion at the Senior Threshold. Officers considered for entry into the Senior Foreign Service should demonstrate:
1) Operational effectiveness, including a breadth of experience over several regions and functions;
2) Leadership and management effectiveness;
3) Professional language proficiency; and
4) Responsiveness to Service needs.
Mandatory Requirement | A minimum of 15 years in the Foreign Service, to include service in a mix of completed domestic and overseas assignments with demonstrated regional and substantive expertise, including service in two separate bureaus after tenure. Those entering the Foreign Service after January 1, 2017, must serve at least one tour in a global affairs bureau or in a global affairs position.
(Note: Superhard language training held in-region may be counted toward regional expertise. “Domestic assignments” refers to Department positions in Washington and elsewhere in the United States, not details or long-term training.)
Mandatory Requirement: Completing one of the following two electives
1) Professional Development (one tour/one academic year, cumulative, after tenure). Such assignments would be drawn from the annual list of training opportunities and details managed by the HR Bureau’s Professional Development Unit (HR/CDA/PDU), including long-term training opportunities such as Senior Training programs at the War Colleges; academic study; Transatlantic Diplomatic Fellowships; Commands and Staff Colleges; Inter-American Defense College; National Intelligence University; and details such as NSC; DHS; Pearson Fellowships; USTR; Treasury; and USTDA.
2) Out-of-Cone Assignment (one year, after tenure). Such assignments would include a position with a skill code other than your primary skill code.
Mandatory Requirement | Significant and substantial leadership responsibility (one tour, after tenure). Such assignments would include positions that assign work, develop and set priorities, counsel employees, evaluate performances, resolve disputes, effect minor disciplinary measures, interview and recommend candidates for positions within a unit, and supervise other employees who perform such responsibilities. Positions such as Deputy Chief of Mission, section heads, unit chiefs, and office (or deputy office) director positions could be examples of positions that fulfill this requirement. Leadership effectiveness entails executing and achieving policy and programmatic results through people.
Mandatory Requirement | In accordance with the Procedural Precepts, FS-03s must complete Basic Leadership Skills (PK245) for promotion to FS-02; FS-02s must complete Intermediate Leadership Skills (PT207) for promotion to FS-01; and FS-01s must complete Advanced Leadership Skills (PT210) for promotion into the SFS.
Mandatory Requirement | One language at the 3/3 level (or at the 3/2 level for a hard or superhard language) tested after tenure, or one language at the 4/4 level (tested either before or after tenure).
Mandatory Requirement | A completed tour at a 25% or greater hardship differential post from entry into the Foreign Service OR a completed tour at an unaccompanied post from entry into the Foreign Service AND
Another completed tour at a 20% or greater hardship differential post after tenure.
Note: The standard definitions for “tour completion” apply:
10 months for a 12-month TOD
20 months for a 24-month TOD
30 months for a 36-month TOD
The term ‘global affairs bureau’ means any bureau of the Department that is under the following —
Global affairs positions refers to diplomatic policy and support: components funded under this category are the bureaus and offices of the following:
Posted: 2:01 am ET
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