The Foreign Service Journal, March 2009

28 F O R E I G N S E R V I C E J O U R N A L / M A R C H 2 0 0 9 accompanying parent CDs from FLO. The Office of Medical Services recently established the Deployment StressManagement Program, within its Office of Mental Health Services. This program provides screening for Post- Traumatic Stress Disorder and assists Foreign Service Medical Practitioners in arranging specialized care. Currently two mental health providers are sta- tioned in Baghdad, and another awaits clearance for assign- ment to Kabul. Regional Medical Officer/Psychiatry pro- viders are located in 15 countries and offer a variety of fam- ily and children’s services. And the Employee Consultation Service, a part of MHS, provides confidential consultations in person and by telephone. Assignment Iraq, Assignment Afghanistan The five-day Foreign Affairs Counterterrorism area studies course is mandatory for all employees serving in Iraq, and is held almost every week. A parallel course fo- cusing on Afghanistan is also available to employees; the first session was held in January. In addition, State’s HR in- tranet resources have expanded to include two country- specific sites: Assignment Iraq and Assignment Afghani- stan ; FSI also has the Destination Iraq site. New positions to boost morale and welfare at unac- companied posts include Embassy Baghdad’s first CLO coordinator position, created in the spring of 2008 to pro- vide support to the more than 1,000 employees working in the embassy and on Provincial Reconstruction Teams. Embassy Kabul also has a CLO coordinator, who serves a community of close to 400 employees. In addition, Bagh- dad has two full-time social workers at post, and Kabul is also now hiring a social worker. In 2007, State initiated an annual season’s greetings pro- gram coordinated by FLO, to send donations of books, CDs, DVDs and games, along with banners signed by em- ployees, to colleagues in those two countries. This was a way for all department employees to show their apprecia- tion for the sacrifices made by the Foreign Service and Civil Service staff in those two war zones. After an Unaccompanied Assignment Just as FLO’s support includes that needed after an un- accompanied assignment, CLOs at the onward-assignment receiving posts may need to assist employees and their families with issues unique to the un- accompanied tour community. The transition into a less high-threat work- ing environment may come with chal- lenges — a feeling that work is menial, trouble with focusing, tiredness —not to mention potential family reintegra- tion issues that may have an impact not only on an employee’s work perform- ance, but on the well-being of individ- ual members of the family or the family as a whole. During the course of the assignment, a spouse or part- ner may have had to assume additional responsibilities; very young children may not recognize the parent who was away; and it may take some time to adjust to living in the family unit. Just making the physical move can be tiring! Some people may transition with ease, but for those who need extra time or support, it is important for supervisors, colleagues, friends and family members to keep an eye and ear out for any noticeable changes that may require atten- tion. Many employees moving on to a post overseas or to a domestic assignment find it helps to talk to a colleague who has “been through it,” or to ask for extra leave before jump- ing right back into work. Due to the number of UT posi- tions and the frequency of the assignment cycle, family members will often find others at post who have been on the family side of an unaccompanied tour; and it may help to talk to them about life at post and reintegration issues. Remember, what works for one couple/family may not necessarily work for another. Even months after the as- signment is over, the family may still be feeling the impact of the separation, and it may be helpful to take time to re- flect on the experiences — share themwith a colleague or bring them to the CLO’s or FLO’s attention if you can sug- gest ways of improving the support offered. Both sides of an unaccompanied tour come with chal- lenges, but these can build stronger family relationships, growth, and career fulfillment. The department has come a long way in addressing these challenges. We hope to reach, support and elicit feedback from everyone who has experienced unaccompanied tours to help us identify the best ways to support our employees and families. Will we get there? I sure hope so. And when we do, it will be in no small part due to the collaborative efforts throughout the department and the valuable feedback re- ceived from those who have “been there.” F O C U S Reuniting with family can be difficult, but with time and patience on all sides, a new “normality” can be found.