The Foreign Service Journal, September 2003

thin that we could not do our jobs. The new embassy complexes being built around the world have integrated security infrastructures that far exceed those of the past. A typical complex will have five or more vehicle barriers, X-ray machines and walk-through metal detectors at all of the visitor entry points, and 40 or more cameras, just to name a few of the systems we have to maintain. All of these systems require maintenance and repair if they are to be an effective deterrent against attack. Over the next five years, the department projects that it will build between seven and 10 NECs each year, adding tremendously to the security infrastruc- ture and workload worldwide. If we go through another hiring freeze similar to the one in the mid- 1990s, all of the security systems in these new facili- ties will fall into disrepair until another tragedy occurs and the cycle repeats itself. More senior-level promotions. In order to be hired as an SEO, applicants must hold a bachelor of science degree in an engineering field or physics. The working level for most SEO positions is FP-2, and SEOs typically advance to this level within five to eight years — then we hit a ceiling. During the past two years, the promotion rate from FP-2 to FP- 1 for SEOs has been less than 2 percent per year, and over the past eight years, it has averaged under 4 percent per year. It becomes very difficult to retain good employees when they are faced with the statistical likelihood of having to spend the last 15 years of their career at the FP-2 level with very little chance for promotion. More excursion opportunities. The Foreign Service promotion panels have repeatedly stated that employees who have served in excursion positions have a promotional advantage as long as they do not spend too much time outside of their primary skill code. The personnel system, in theory, encourages specialist employees to take assignments outside of their area in order to develop a more versatile work force. Yet in practice, it is very difficult to receive an out-of-cone assignment, as no manager wants to allow experienced employees to leave their area of specialization, and, without the consent and backing of the employee’s home bureau, it is extremely diffi- cult to secure an excursion assignment. The depart- ment would benefit by implementing a program that requires managers to allow employees to take excur- sion assignments at the mid-level grades in order to better prepare them for leadership positions later in their careers. Room for Improvement The Foreign Service has provided me with great experiences and an amazing extended family, but I do see room for improvement. I have been impressed by the recent reforms under Secretary Powell’s leadership, and am gratified that Director General Ruth Davis and AFSA seem committed to improving the working conditions of Foreign Service generalists and specialists. I hope the trend will con- tinue when our leadership changes. By the way, I just spoke with my wife and she said that our son is a star. He delivered his one line flaw- lessly, and she captured most of the show on video — I can’t wait to fly back home and watch it! ■ F O C U S S E P T E M B E R 2 0 0 3 / F O R E I G N S E R V I C E J O U R N A L 35 When a Marine security guard pushes a button to unlock a door, it works because of someone like me. Craig Cloud has been a Security Engineering Officer since 1992, serving in Moscow, Buenos Aires, Abidjan and Washington, D.C. He is currently posted in Harare.