The Foreign Service Journal, March 2023

AFSA NEWS 50 MARCH 2023 | THE FOREIGN SERVICE JOURNAL AFSA Survey Results Continued from page 45 mentoring opportunities dur- ing telework was an important concern. Just under half of respon- dents (46 percent) were satis- fied with telework decisions. Many highlighted inconsis- tencies in the application of telework policy among posts and between overseas and Washington offices; many thought leaders at all levels were applying telework policy according to their personal preferences rather than in reference to guidelines. For supervisors, responses mirrored general answers. Forty-six percent were satis- fied with the amount and distribution of telework. The major- ity of supervisors who were not satisfied expressed the wish to be able to provide more teleworking to their teams. Future Composition of the Foreign Service. Currently, 70 percent of sitting ambassadors are Foreign Service career appointees; roughly 30 percent are political appointees, con- forming to recent historical trends. When asked the appropriate percentage of Foreign Service political appointee ambassadors, 66 percent of respondents preferred a lower percentage, and most of them suggested a limit of 20 percent. One-fifth of respondents did not pick a percentage, and instead chose “Numbers don’t matter— quality matters more than quantity.” When asked whether the use of Foreign Service Limited (FSL) appointments should be “strictly limited,” a majority said yes. When filtered for USAID respondents only, 69 per- cent agreed. Regarding Consular Fellows, 56 percent of all respon- dents (59 percent of State respondents) agreed that fellows should have a path to convert to either FS officer/generalist or specialist. Many who agreed thought fellows should take the Foreign Service Oral Assessment or go through a similar testing process. For the 23 percent of those at State who disagreed with the proposal, the number one concern was whether Consular Fellows have sufficiently broad skills. Career Expectations. Respondents considered it unlikely that they would resign before retirement eligibility. Eighteen per- cent answered yes; 65 percent said it was unlikely; the rest were neutral. However, of the 669 unsolicited written comments we received on this question, about 10 percent indicated that they plan to or are likely to retire as soon as they are eligible. When asked whether respondents aspired to become ambassador, deputy chief of mission, mission director, or prin- cipal officer, 32 percent agreed or strongly agreed (39 percent of FSOs; 10 percent of FS specialists), 18 percent were neutral, and just under half (49 percent) disagreed. Many who disagreed cited the difficulty of reaching senior positions, “crowding out” of career members in favor of political appointees, the unpredictable vetting process, slow promotions, inability to reach senior levels due to specialty limitations, and a desire for work/life balance. Second career respondents noted a lack of time to reach senior levels. The proposal to allow Foreign Service members to leave the Service for up to five years and return at the same level was popular. (This proposal assumed a demonstrated deficit in the reentrant’s cone/specialty would not be required for reentry.) Sixty-six percent of respondents favored the proposal, citing retention and skill-building; several thought up to three or four years would be better; and many disagreed with giving step increases for outside experience gained. Diversity, Equity, Inclusion, and Accessibility. Respon- dents gave fairly high marks for adherence to diversity, equity, inclusion, and accessibility (DEIA) principles. However, many pointed to discrepancies between policy and practical imple- mentation. Accessibility was rated lower than the other DEIA components of diversity, equity, and inclusion. Overseas respondents frequently mentioned that locally employed (LE) staff were subject to treatment that is not consonant with DEIA principles. Those who disagreed were concerned that the language could exclude certain applicants with disabilities or could Please rate the following statement: My ambition is to be an ambassador, a mission director, deputy chief of mission, or principal officer. Strongly agree 14.97% (256) Agree 17.43% (298) Neutral/Not sure 18.36% (314) Strongly disagree 29.06% (497) Disagree 20.18% (345) STRONGLY DISAGREE DISAGREE NEUTRAL/ NOT SURE AGREE STRONGLY AGREE TOTAL WEIGHTED AVERAGE 29.06% 497 20.18% 345 18.36% 314 17.43% 298 14.97% 256 1,710 2.69