The Foreign Service Journal, May 2010

56 F O R E I G N S E R V I C E J O U R N A L / M A Y 2 0 1 0 Language Training: Generalists More Satisfied Than Specialists Here the numbers differ substantially between generalists and specialists: 75 percent of generalists but just 41 per- cent of specialists are satisfied with the availability of language training, with a slightly narrower gap on satisfaction with the quality of language training (66 percent of generalists and 46 percent of specialists). More generalists than spe- cialists feel that current practices support those who ask for language training. For further statistical breakdowns, particu- larly among specialists, refer to the full survey results online. State does not provide training; it pro- vides familiarization. Training still re- mains on-the-job. There is a widespread feeling that training is only necessary at the start of one’s career and is optional or frivolous at later stages. Stress- or Work-Related Mental Health Issues Fifty-six percent of respondents be- lieve that the department should do more to address stress- or work-related mental health issues, with exactly half of respondents believing that these issues are stigmatized by the Foreign Service culture. In fact, 47 percent believe that receiving counseling for stress- or work- related mental health issues can nega- tively affect an employee’s career and/or security clearance. Only 21 percent of respondents believe that the department handles Post-Traumatic Stress Disorder and other work-related mental health issues in a satisfactory manner. To Dissent or Not to Dissent? Respondents cited the following fac- tors when it comes to deciding not to offer dissent: • corridor reputation – 76 percent • relationships at post – 73 percent • promotions and tenure – 69 percent • desire to be seen as a “team player” – 61 percent • belief that dissent would not be taken seriously – 59 percent • none of the above – 3 percent A handful responded that dissent is freely given. Our supervisor explicitly told our sec- tion that she does not appreciate dissent in any form. I believe that dissent is offered quite often — perhaps too often. Tandem Couples: Most Are Not Happy Fewer than half (41 percent) of re- spondents who identify themselves as part of a tandem couple are satisfied with department support for tandem couples; 30 percent are extremely dis- satisfied. Availability of tandem assign- ments is the number-one consideration in bidding for 98 percent of this sub- group. I would like to see AFSAwork more on tandem issues. It seems that the number of tandems is increasing across the foreign affairs agencies, and tandems are cost-ef- fective for the government. Yet the bid- ding process for tandems is extremely difficult — especially across agencies — and tandems often face long periods of separation, even if they are able to be as- signed to the same post. This imposes a significant financial burden on tandem couples, and is difficult for children. Could AFSA follow up with depart- ment management to encourage the cre- ation of more telecommuting opportuni- ties for tandems unable to work at the same post? Comparability Pay: Make It Stick! Respondents are evenly divided as to whether overseas comparability pay af- fects bidding on an overseas assignment. See complete statistics online. Continue working comparability pay; make it full and make it stick. Overseas comparability pay should re- main AFSA’s highest priority. When the comparability is fully im- plemented, it will make it more likely for me to serve overseas. Until full imple- mentation, it will not have an effect. Without this extension, DS agents ac- tually lose money when they serve over- seas. I moved from a 25-percent-differ- ential post to D.C. and my annual salary went up almost $20K. Iraq and Afghanistan Incentives A third of respondents believe cur- rent incentives should be maintained; that number rises to over 40 percent among those who have served in Iraq and Afghanistan. Yet almost a quarter of respondents feel incentives should be only financial or otherwise limited so as not to affect other employees. See Chart 10 on p. 57. Current incentives work; these posts are different. It’s important for the de- partment to recognize that, and incen- tivize recruits. Linked assignments need to stop. Peo- ple doing multiple tours at 15- or 20-per- cent hardship posts should have a chance at cushy jobs, too. DS agents should get linked assign- ments like everyone else. Require the department to pay spe- cialists who serve in Baghdad and Af- ghanistan the same monetary differential that generalists receive when they sign on for an additional year of service over their original one-year assignment. Employees with Disabilities: More Needs to be Done Overall, 41 percent of respondents currently serve or have served with one or more employees with a physical dis- ability; 7 percent are personally aware of a situation where it appeared that the department was not doing enough to accommodate disabled employees. Forty-two percent of respondents be- lieve the department provides satisfac- tory accommodations, and 29 percent A F S A N E W S Survey • Continued from page 53