24 SEPTEMBER 2023 | THE FOREIGN SERVICE JOURNAL SPEAKING OUT Jonathan Geense recently left Embassy Chisinau where he served as community liaison office coordinator (CLO). He is a husband, father of three daughters, and a Foreign Service family member. He and his spouse, Maureen, a USAID officer, are looking forward to their next tour, in Colombo, where Jon hopes to continue his advocacy for issues affecting eligible family members. “Meritorious Service Increase (MSI) 2022 Open Season: Call for Nominations!” I distinctly remember seeing that cable. I am an eligible family member (EFM) employed as community liaison office coordinator (CLO) in Chisinau and have been for nearly four years. The cable caught my eye because I am at a Grade 6 Step 6, and for the last three evaluation cycles, I have achieved an “Outstanding” rating on my Employee Performance Report (EPR). I eagerly read through the cable, hoping that surely there would be an opportunity for someone like me, who has performed at a reasonably high level, to earn a pay increase on the merits of my work. I read the cable a second time, dug deeper into the Procedural Precepts, and spelunked my way through the guidance on MSIs from the Bureau of Global Talent Management (GTM). Was I missing something? Unfortunately, no. As it stands today, EFMs have no way of increasing their pay via a merit-based system. Not through MSI, not through annual performance reviews, nor through any other mechanism that I have found in almost four years working for the State Department. In fact, a “quick” read through the text of the Foreign Service Act of 1980 reveals that, yes, it does explicitly provide for salary increases for “especially meritorious service,” and no, it does not exclude EFMs from that mechanism. But the bureau’s guidance document is clear that EFMs are—ironically enough—not eligible for MSI. I believe it’s long overdue for EFMs to be able to participate in the same MSI system that officers have access to and that shows the value they bring to the department’s workforce. Good news is on the horizon, however. As of spring 2023, there were working groups within the Department of State— with input from GTM, the American Foreign Service Association (AFSA), and other stakeholders—aware of this issue and moving it forward. I am pleased that this is being given serious consideration. What follows is my argument for why allowing EFMs access to a merit-based promotion system is so important. Our Value As many in the Foreign Service community know, completely uprooting from the U.S. or a current post every two, three, or four years is immensely difficult. Adding financial uncertainty and stress only compounds the issues. Many spouses who accompany their partners into the Foreign Service are giving up professional degrees, six-figure incomes, friends, family, and other support networks, only to be faced with job opportunities that pay considerably lower than what they had been making. I appreciate that the State Department identifies EFMs as “vital” and “integral” to the important work of missions around the world (20 STATE 21900). But the limitation on ways EFMs can permanently increase their base salary stands in contrast to the kind words. Let me explain. There are two ways EFMs can increase their pay while encumbering a position at an overseas post. First, through some type of award system like State Department annual awards or the Secretary of State Awards for Outstanding Volunteerism Abroad (SOSA), Champions of Career Enhancement for EFMs Award (CCEEFM), the Eleanor Dodson Tragen Award, or AFSA’s M. Juanita Guess or As it stands today, EFMs have no way of increasing their pay via a merit-based system. Merit Pay for Family Member Employees BY JONATHAN GEENSE
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