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.
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.
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.
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]
(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!