Snapshot: Geographic Distribution of @StateDept Family Member Employment (Fall 2021)

Via State/FLO (FAMER)

 

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Snapshot: Unemployment Status of @StateDept Family Members Overseas (Fall 2021)

 

Via State/FLO:

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Modernizing @StateDept Workforce and Winning Talent – See What’s Glaringly Missing?

 

On January 25, DipNote posted a new piece by Deputy Secretary Brian McKeon on Modernizing Our Workforce and Winning the Competition for Talent. He talked about recruiting the next generation, focusing on retention and building critical skills for the State Department. Excerpt below:

Recruiting the Next Generation

      • Our Recruitment Division conducted more than 3,000 recruiting activities, including over 900 events specifically targeting DEIA prospects. These DEIA-focused recruiting events engaged over 15,000 individual prospects.
      • We established a 500-person Volunteer Recruiter Corps with representation from all affinity groups, which participated in more than 150 events. These groups mirror the makeup of our workforce and help strengthen and support its diversity.
      • We streamlined the security clearance review process, reducing the average time it takes to finalize a clearance for new and transferring employees.
      • Looking ahead, we will continue to urge Congress to authorize and fund paid internships.

A Focus on Retention

      • We are focusing on creating and sustaining workplace flexibilities, to support our people and their families, modernize our performance management system, and promote professional development and career mobility for all our employees. In the last year, we have:
      • Expanded remote work and telework eligibility. The Department needs to keep pace with the private sector in enabling greater flexibility, and we are committed to enhancing and institutionalizing many of the changes we have implemented in response to the pandemic.
      • Expanded student loan repayment eligibility criteria.
      • Established the first Veterans Services Coordinator position, to better support our more than 5,000 veterans at the Department.
      • Created a Retention Team. In addition to reviewing the data and talking with the workforce to understand why people stay and why they leave, the Retention Team will develop the first Department-wide retention strategy.
      • These steps are important and are intended to support positive change across the Department. But we are not finished. In early 2022, in addition to announcing performance management reforms, we expect to roll out new professional development opportunities as well as long overdue initiatives aimed at helping our Civil Service employees build rewarding careers.

Building Critical Skills

      • As we reorient U.S. foreign policy to focus on 21st-century challenges that most directly affect Americans’ lives, we need to build our capacity and expertise in areas critical to our national security. To that end, we have:
      • Established a Talent Sourcing Unit to more effectively identify, reach, and target individuals for recruitment, especially in fields requiring specialized skills.
      • Conducted our first Department-only career fair, focused on STEM-and engaging diverse candidates.
      • Established new Foreign Service climate diplomacy positions in all geographic regions and key overseas missions and embassies.
      • Eliminated degree requirements for Foreign Service IT specialists and hired for several Civil Service data scientist positions.
It is shocking to see that this new modernization plan does not even mention family members anywhere.  Take a look at the following numbers:
Out of 11,840 total adult family members overseas, 75% (8,838) are female and 25% (3,002) are male.
Only 40% (4,761) adult family members are employed, while 60% (7,079) are not employed.  Of the 40% employed, only 24% or 2,900 worked for Uncle Sam inside our embassies and consulates while 16% (1,861) worked outside the US missions performing telework, running home businesses, or working in the education field.
According to BLS, the percentage of dual-income households in the United States was fairly stable between 1998 and 2017, ranging from 52 to 58 percent.
That’s not the case for FS households overseas. 
60% of FS adult family members overseas are unemployed. While unemployed, a good number are most likely not contributing to a retirement system. Sporadic and employment gaps while overseas could translate into a retirement wage gap; the same gap that helps push up the poverty rate for older women in this country.
We think that’s an important point to note since 75% of FS spouses overseas are female.
Something else to note when looking at these numbers.  In 2020, the average life expectancy of women at birth in the US was 80.5 years; 75.1 years for men.
So on average,  female FS spouses with chequered careers and with less retirement security than their regularly employed spouses are expected to live five years longer than their male spouses. According to WISER, the average annual Social Security benefit received by women age 65 and older is approximately $14,000, which is unlikely to cover all retirement expenses.
Would the female spouses in a modern State Department continue to give 20-30 years of their lives to life overseas as accompanying partners, only able to work now and then, and putting their financial future in their old age in great peril? How many employee-spouses would opt to leave mid-careers to give their accompanying spouses opportunities to pursue their own careers and build financial independence?
Also read: WISER: Retirement Planning for Stay-At-Home Moms

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Unemployment Status of @StateDept Family Members Overseas (Fall 2017)

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:

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Yes or No: EFMs Are Making Their Maximum Contribution 😱 A Picture Book 😭

Posted: 12:38 am ET
[twitter-follow screen_name=’Diplopundit’]

 

Part I:  “EFMs are making their maximum contribution!”

Yes, Sir. Yes.

Via giphy.com

Great! Word cloud your maximum contribution.

Note: Eligible Family Members (EFMs) washing their vegetables in Clorox or donating one collapsed lung due to host country pollution are considered normal condition of the service, and do not/not count as contribution.

How many receptions did you host? Did you cook all the meals? Did you massage your diplomat’s tired feet? How do you rate yourself in the perfection scale of a diplomatic hostess?

via reactiongifs.com

See, a perfectly painless exercise!

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Part II: “EFMs are making their maximum contribution.”

No, Sir. No… I mean …

via professionalfangirls.com

So, EFMs are not working as hard as they should in support of the mission.

Via Imgur

No, sir, that’s not what I mean, see … it’s like …

You have an MBA from Wharton and you take any job you can to support the mission, keep your brain from turning into a rusty nail, and keep the bag lady “I’ll live to be 86 with no retirement” nightmare away.

Certainly underpaid, and underemployed but 30.0001% of EFMs are LUCKY if they can get any job. Any  job maybe except as a cheesy hottie in Minsk.

 

But 56.01234% of EFMs do not even have jobs. And see, the 14.0016% who works in the local economy (if there is a bilateral work agreement), may have to give up some of their immunity.

Also if you have to start a business or stick your tongue out, you need permission from the Chief of Mission, who may/may not give it to you.

Then there’s … well, the delicate part.

If your spouse finds a younger model, well, damn, you could be back in the USA looking for a paid job at age 52 with a resume that’s more spotty than, oh lord, a Spotted Trunkfish!

Do you know that …. wait …

 

Too much information? You mean, wouldn’t a “yes” or “no” and a word cloud work just as well?

 

The end? The END!? But … but …. there’s more!

Via reactiongifs.com

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Snapshot: Geographic Distribution of Family Member UnEmployment Overseas #notajobsprogram

Posted: 2:01 am ET
[twitter-follow screen_name=’Diplopundit’]

 

Via state.gov/flo

A couple of things we’d like to note here. One, the State Department’s “listening tour” survey only includes “employed family members.” If the survey only includes employment inside/outside U.S. missions, that would include 44% of family members overseas and excludes more than half the family member overseas population. If it only  includes current employment inside U.S. missions, that effectively excludes 70% of family members overseas. Family members may be employed at one post and be unemployed at the next one. A prior job at one embassy is not an assurance that that they will have jobs at the next one.

Two, the regional bureaus where we find the highest number of family members employed at U.S. missions are in areas that are challenging and have traditionally been hard to staff:

1) SCA/South Central Asia (includes Afghanistan, Pakistan, Bangladesh)

2) AF/African Affairs, (oh, where do we start?)

3) NEA/Near Eastern Affairs (includes Iraq, Egypt, Lebanon).

According to the November 2016 data, about 300 positions in SCA, 560 positions in AF, and almost 400 positions in NEA are eligible family member positions.  When these EFMs leave their posts during the upcoming transfer season, these positions will not be filled (with very few exceptions) due to the hiring freeze; and they can’t be hired at their next posts because of the same hiring freeze.

Embassies and consulates will have to make do without their RSO Security Assistant/Escorts (escorts all non-cleared laborers and other service personnel in or adjacent to controlled access areas (CAAs) where classified materials is stored, handled, processes, or discussed), without Mailroom Clerks (who run the unclassified mail and diplomatic pouch facility at post), without Make Ready Coordinators (who prepare vacant housing units for occupancy), and without Residential Security Coordinators (who conducts security surveys, and coordinate/verifies residential security upgrade work is scheduled and completed, and ensures residential security hardware is installed properly and functioning) — to name a few of the jobs that EFMs perform overseas. The jobs will still need to be done but if folks think that the USG will be saving money, then these folks have a lot to learn.

Imagine the Regional Security Officers (RSO) doing the security escort jobs until the hiring freeze is lifted.

Or let’s have the Information Management Officer do mailroom clerk duty until the hiring freeze is done.

Instead of paying $13/hour for an EFM to do the job, the USG will be paying premium pay for a US-direct hire employee to do the same job. And no, you can’t outsource these jobs to Third Country Nationals from Nepal or to an Indian BPO. The end.

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