26 SEPTEMBER 2023 | THE FOREIGN SERVICE JOURNAL Speaking Out is the Journal’s opinion forum, a place for lively discussion of issues affecting the U.S. Foreign Service and American diplomacy. The views expressed are those of the author; their publication here does not imply endorsement by the American Foreign Service Association. Responses are welcome; send them to journal@afsa.org. This has been a worthwhile endeavor for me personally, as it has given me a sense that I’m not alone and someone has my back. I look forward to continuing the discussion within my own community and hope that we will be able to share the successes and challenges of our group with other interested missions. For now, the work needs to get done, and I aim to continue performing at an outstanding level despite the fact that not having the potential for merit-based pay increases challenges my motivation. Whether an oddity of bureaucracy or an oversight in design, it is wrong that there is no merit-based system for EFMs—a cohort described as a “vital” and “integral” part of the State Department’s workforce. These highly qualified EFMs do important (and sometimes indispensable) work at embassies around the world, but in the absence of meritbased pay increases, they’re left asking, “Why not?” For spouses and other EFMs who continue to work hard while our skills and abilities go unrewarded, another, more ominous question looms: “Why?” n In my view, access to merit-based pay increases would fall very squarely in the equity and inclusion buckets. Here’s an example using the 2023 FS salary schedule including 21.66 percent overseas comparability pay (OCP): An EFM in a Grade 4 Step 7 EPAP position making $90,826 leaves post and takes … a Grade 7 Step 14 non-EPAP position (due to circumstances beyond the EFM’s control) and earns $72,337, the highest pay level allowed. As it currently stands, this EFM cannot change the grade of their current position or go to another step. Why is this EFM unable to carry their previous grade and step with them? I understand that positions are graded based on level of responsibility and other factors. However, this quirk in the system could be alleviated in a small but significant way if EFMs were given access to the MSI program. The Foreign Affairs Manual (3 FAM 4891.5-6) has already accounted for this situation, noting that “those approved for an MSI who have reached the highest step of their grade ... by the effective date of an approved MSI will be granted a cash payment in the amount of $2,500 in lieu of a step increase.” Our Future In Chisinau, we started the EFM Professional Development Initiative, which is specifically designed for EFM spouses employed at the embassy. At our kickoff meeting, we identified issues of interest such as benefits, compensation, training, support networks, and more. Our post’s leadership, Deputy Chief of Mission Laura Hruby, a champion for EFM professional development, drove the conversation.
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