The Foreign Service Journal, February 2005

F or several weeks at the end of 2004, many USAID FSOs were seizedwithaheightenedsenseof anxietyas the specter of a directed assignment to Iraq or another hot spot loomed over their heads. The last time anyone remembered “directed assignments” beingmentioned atUSAIDwas in the Vietnam era, and few current FSOs were on board back then. AFSAdealt withmanymembers’ angst over this issue. A variety of family and pro- fessional concerns surfaced. Some officers even said they were ready to resign/retire if faced with a directed assignment. Others said they joined USAID to carry out devel- opment work, and they questionedhowdevelopment workwas possible in awar zone. They argued that movement was severely restricted (especially in Iraq), as was interac- tion with counterparts, and that adequate security had to be an absolute prerequisite to development activity. Many pointed out that rather than sending people to war zones, USAID traditionally evacuates them from such places, such as Haiti. It is constructive topauseandexaminehow this matter was handled. It may be less con- structive to dabble for a moment in the role of organizational shrink, but we are going to do it anyway. AFSAnoticed somethingdeep- er in the reaction of people — it was not a questionof braveryor cowardice, but that offi- cers felt alienated fromthe organization, without voice, anddisempowered. Their trust in the organization was low, because there was no confidence that the directed assign- ment selection process would be fair and transparent. To its great credit, USAIDmanagement listened to employees and AFSA about the negative side effects of directed assignments. As a result,managementmodified its strat- egy. It launched a campaign to rearticulate and clearly communicate its organization- al objectives. It underscored the bureaucratic stakes for the organization. At the same time, it reinvigorated the campaign to get volunteers, through e-mail notices, a world- wide Internet broadcast and an “All Hands” meeting. We have all heard of StephenCovey’s famous book: The 7Habits of Highly Effective People . Well, you knew it had to happen: he has a new book, and it’s about the eighth habit. The concept is thatwhen the voice of the employee is heard andwhen it is aligned with that of the organization, youget higher trust,more commitment and greatermoti- vation. That seems to bewhat happened at USAID. Employees donot want to be flot- samon the sea. Theywant to have a voice, and theywant to take their destinies in their own hands. When employees are given a voice, the chances of organizational success are great- ly enhanced. We saw that happen in this case, as sufficient volunteers stepped forward, making directed assignments unnecessary (at least for the time being). We cannot say whether volunteerswill continue to step forward anddirected assignments canbe com- pletely avoided in the future, but at least there are lessons learned fromthis initial expe- rience that should not be forgotten. Employees’ voices were heard. AFSA’s voice was heard. ▫ V.P. VOICE: USAID n BY BILL CARTER Directed Assignments: A Possible Case Study When employees are given a voice, the chances of organizational success are greatly enhanced. FEBRUARY 2005 • AFSA NEWS 13 be excluded for individuals under 60. Over 60 the exclusion is $12,000. If the individ- ual receivesmore than one federal pension, theexclusionappliestoeachpensionorannu- ity separately. RHODE ISLAND: Fully taxable; no exemptions available. SOUTH CAROLINA: Individuals under age 65 canclaima$3,000deductionof qual- ifiedretirement income; those65yearsof age or over can claim a $10,000 deduction of qualified retirement income. A resident of SouthCarolinawho is 65years or oldermay claim a $15,000 deduction against any type of income, but must reduce the $15,000 by any retirement deduction claimed. SOUTHDAKOTA: Nopersonal income tax. TENNESSEE: Socialsecurityandpension income isnot subject topersonal income tax. TEXAS: No personal income tax. UTAH: Individualsunderage65maytake a $4,800 exemption. However, the deduc- tion is reduced$.50 for every $1.00 that fed- eral adjusted gross income exceeds $32,000 (married filing jointly) or $25,000 (single). Over65yearsofagea$7,500exemptionmay be taken for each individual. However, the exemptionisreduced$.50forevery$1.00that the Federal AdjustedGross Income exceeds $32,000 (married filing jointly) or $25,000 (single). VERMONT: Fully taxable. VIRGINIA: Individuals over age 65 on Jan. 1, 2004, can take a $12,000 deduction; those age 62 or 63 on Jan. 1, $6,000. Those reaching 62 after Jan. 1 will not be able to claimany deductionuntil they reach65. For those reaching 65 after Jan. 1, 2004, the $12,000 deduction will be reduced by one dollar for each dollar their AGI exceeds $50,000 for single and $75,000 for married taxpayers. All taxpayers over 65 receive an additional personal exemption of $800. WASHINGTON: Nopersonal income tax. WEST VIRGINIA: Up to $8,000 of income received fromany source is exempt if 65 years or older. WISCONSIN: Pensionsandannuitiesare fullytaxable. However,benefitsreceivedfrom afederalretirementsystemaccountestablished before Dec. 31, 1963, are not taxable. WYOMING: Nopersonal income tax. ▫