The Foreign Service Journal, June 2004

6 AFSA NEWS • JUNE 2004 A t the endofmy first yearon theAFSAboard, I amstruck by the incredibledepthand rangeof issueswenowface. In addition to normal concerns with grievances, mis- calculated time-in-class dates or retirement calculations,much of my time in the foreseeable future will be spent addressing fundamental issues of pay, performance assessment and recog- nition, andbroader reforms of ourpersonnel system. Thebud- get-drivenmovement to reinvent public sector personnel sys- tems appears likely only to intensify and shake the very foun- dations of the Foreign Service. With the elimination of the existing Senior Foreign Service and its pay structure in January, the fundamental question of compensation levels and structure leaped to the top of my agenda. The issue of converting the overseas FCS senior officers to the new system at the same level of SFS pay as in Washington was resolved in a fair and equi- table manner, yet a host of basic questions remain. First, after converting all SFS officers to Washington pay, the Commerce Depart- ment went ahead and gave Washington- based SFS officers with outstanding perfor- mance a further 2.2-percent increase in line with a similar raise given to their Senior Executive Service officers. We nowneed to figure out how tomake this available to the entire SFS based on the same performance criteria. Second, as of April the FCS promotion list into the SFS had not been approved by the Senate. We need to consult on the compensation levels to establish for newly pro- moted SFS officers, because the old system doesn’t exist and we are not sure when the new systemwill be approved. Finally, we need towork to obtain approval of our perfor- mancemanagement systemso that the expanded pay band for SFS officers can be put in place and overseas comparability pay granted for all officers regardless of rank. I didn’t realize when I joined the board that we would be immersed in consultations over some- thing as basic as our pay structure. An equally important area for work is the training of all officers on the newFCS per- formancemanagement systemandprecepts for selectionboards tobecome effectivewith the 2005 Selection Boards. The appraisal form is significantly different, with the initial one-page statement coming from the rated officer. The famous suicide box goes right up front. The selection boards will have new criteria on performance management to take intoaccount and there arenewassignment-related requirements for promotion into and within the SFS. If we are to avoid future harm to officers or grievances that will invariably grow out of misunderstandings over the new form and criteria for promo- tion, training and dialogue are crucial in the run-up to June 2005 when the new system becomes effective. Finally,wehaveanactionplantomodernizeandautomateourOfficeofForeignService HumanResources inorder to improve service toofficers andat the same time address crit- ical issues such as spousal employment, member-of-household policy and medical clear- ances. All of these have an impact onour ability/willingness tobeworldwide available, and ourdifficultiescomplyingwiththisrequirementunderminetheveryfoundationofourForeign Service system. I urge FCSmembers to share their concerns andoffer solutions or alterna- tive proposals. Our active engagement in the ongoing debate is essential. ▫ I urge FCS members to share their concerns and offer solutions or alternative proposals. V.P. VOICE: FCS BY CHARLES FORD Pay, Performance and Service MEETING WITH THE MEMBERSHIP AFSA FCS in the Field T o signal a new spirit of cooperation and partnership, the Commercial Service for the first time arranged for AFSAFCSVicePresidentCharles “Chuck” Ford to attend and participate in all four of their annual regionalmanagement con- ferences. TheWestern Hemisphere con- ference tookplace lastNovember,withEast Asia /Pacific and theAfrica, Near East and SouthAsiameetings inFebruary. The cycle for the year ended in March with the European conference. By participating in these events, Ford was able to meet directlywith90of the 190AFSAmembers from FCS. These sessions provided invaluable opportunities tobrief everyone on theFCSworkprogramand tohear con- cerns of individual members. Theissuesgeneratingmostinterest,and someconfusion,werechangestotheSenior Foreign Service and overseas comparabili- ty pay. All members are nowmore aware andconcernedaboutoverseascomparabil- itypayandtheneedtoequalizebasicpay to Washington levels if appropriate incentives for overseas service are to bemaintained. The new FCS performance manage- ment systemand selectionboardprecepts was another area of great interest, and AFSA FCS has been instrumental in advocating a yearlong trainingprogramto ensure that raters and rated officers fully understand thenewsystemthatwasmany years in development. Ford took away from the conferences three key issues that need to be addressed: spousal employment opportunities; efforts to improve the member-of-household policy; and a more responsive, automated humanresourcesoffice. Theconcernsraised by members in the field will set the AFSA FCS agenda for the coming year. Thanks go to Acting Director General Carlos Poza and Karen Zens, Deputy Assistant Secretary for International Operations, who had the vision and fore- sight to create this new opportunity that has served as an incredibly useful building block for a new, cooperative partnership with AFSA. ▫