State VP Voice

BY HUI JUN TINA WONG

Thank you for your continuous, courageous feedback as we navigate these uncertain times. I am prouder than ever to serve alongside you, every day. While I wrote this column in early January applauding the passing of the FY 2025 National Defense Authorization Act (NDAA), including the State Department Authorization Act, new developments make it unclear whether some of these provisions (noted with asterisks below) will be implemented.

Despite these uncertainties, we are motivated by the inclusion of several key provisions that have long been AFSA priorities.

Recognizing key wins. We are encouraged by new and expanded initiatives benefiting both our overseas and domestically based members, including 10-year renewal of the overseas comparability pay (OCP) at two-thirds the level of D.C. locality pay, per diem for local hires, non-competitive eligibility (NCE) for State Department spouses, further expansion of eligibility parameters of the paid internship program, and authorization to extend Federal Employee Health Benefit (FEHB) coverage for up to three years of pre-approved leave without pay (LWOP).

Congressional authorization does not come with a budget for implementation attached, so we understand State will have to assess each initiative that requires funding. Some have built-in implementation time frames of 18 months, and we remain hopeful funding will be allocated during this period.

Per diem for new Foreign Service hires.* Congress has authorized per diem during the first six months of orientation training for all new hires rather than only those moving to the Washington, D.C., area from more than 50 miles away—a long-standing AFSA priority.

We know the January 2025 class of new hires was not part of this implementation, but we will push for local hires in future classes to be included in the implementation, which is vital to supporting new hires of every socioeconomic background.

Retention initiative for active-duty members. AFSA supports FS members who need to take leave for elder care, family, or self-care.

The LWOP program allows active-duty State Department and USAID FS members to take up to three years away from their agencies. The NDAA legislation addresses a major pain point: health insurance coverage after the first year. Now, all eligible FS members can opt in to pay the employee and government contributions of their FEHB insurance program during their second and third year of LWOP.

Count on AFSA to closely examine these issues and urge the department to strike the right balance between efficiency and privacy.

Supporting State Department eligible family members (EFMs). Another important expansion is NDAA legislation allowing EFMs of State Department employees transferring from overseas to domestic duty locations to apply for federal positions noncompetitively.

Previously, EFMs needed 52 weeks of eligible overseas experience to gain NCE eligibility. This requirement has been removed to align with benefits already conferred to Department of Defense military spouses.

This expansion is combined with the department’s recent increased flexibility allowing for the use of NCE more than once during the three-year eligibility period. AFSA continues to advocate for more EFM opportunities overseas and domestically because doing so allows our institution to tap into a vital talent pool and keeps Foreign Service families together.

Building the student talent pipeline.* Another positive update in the NDAA was the expansion of State Department paid internship eligibility to include those who graduated from an accredited degree program within six months of the internship and allow interns to work less than 40 hours per week.

AFSA supports recruitment from geographically and socioeconomically diverse groups across the United States, and these changes to the internship program will support Foreign Service outreach and hiring efforts.

Personnel efficiencies. AFSA recognizes increasing congressional support for generative AI and other approved tools for administrative efficiencies. AFSA is supportive of technology that may reduce the increasing administrative demands on Foreign Service employees.

We want to see all the proper safeguards, risk mitigations, and workforce education that is needed to ensure the technology is used properly and safely. Whether it is negotiating the use of AI in our performance evaluations process, or other AI uses that affect conditions of employment, count on AFSA to closely examine these issues and urge the department to strike the right balance between efficiency and privacy.

Please write to wong@afsa.org or member@afsa.org about what else you would like to see in future advocacy efforts.