The Foreign Service Journal, November 2006

NOV EMB E R 2 0 0 6 / F OR E I GN S E R V I C E J OU R N A L 87 of “hardness” to hardship. A top-five bid for any Iraq service with a Provincial Reconstruction Team becomes an award for attendance rather than for quality ser- vice. It struck several of us that the current system, by skewing so heavily in favor of Iraq service, actually works against the Secretary’s statedgoals of global diplomat- ic repositioning—that is, making sure all of our policy priority areas are adequately staffed. Thus, it would seemmore logical to, for instance, structure the bid season so that our top policy-priority posts are filled (Baghdad, Moscow, Beijing, Tokyo, Tel Aviv, toname a few) insteadof forcing the Service to first fill lower-priorityposts sim- ply because they carry higher differentials. We are alsoconcerned that the effort to reshapetheassignmentsprocesstomeetthe staffingneeds of BaghdadandKabul could have unforeseen, distorting effects on the Service itself. For instance, it is conceivable thatthebiddingandpromotionpreferences offered to Baghdad employees could rela- tivelyquickly lead to the creationof a senior “Iraqcadre”of employeesholding topposi- tions that might better be filled by other employees with stellar track records and more relevant regional or functional expe- rience. Wesuspectthatotherconsequences couldalsoensue. If it has not alreadydone so, we recommend that the department reviewwhat effects the assignment of large numbers of employees to Vietnam four decades ago had on the Foreign Service at large. Sucha reviewcoulddeterminewhat lessons — good or bad — were learned from that experience. The State Department thrives on the flexibilityof its employees. We come from different socioeconomic and ethnic back- grounds. We aspire todifferent goals, and have different ideas of where and howwe want to serve. This diversity and flexibili- tyarewhatmakestheForeignServicearich, productive and strong institution that we areproud to serve. By changing thenature of this volunteer force toonebasedonpres- sure, one changes the nature of American diplomacy. Sincerely, Concerned AFSAmembers, Belgrade A F S A N E W S AFSA Connects with Entry-Level Employees AFSA’s president and State vice president took to the road in September to consult with over 160 entry-level employees in the field. AFSA President Tony Holmes attended the conference in Prague for all entry-level employees working at posts in the Bureau of European Affairs, while AFSA State Vice President Steve Kashkett attended a similar event in Sao Paulo put on by the Bureau of Western Hemisphere Affairs. Holmes participated in two panel discussions on FS careers and gave a solo presentation on AFSA’s present priorities, with a particular focus on recent changes to the assignments system, efforts to eliminate the disparity between overseas andWashington salaries and the linked introduction of a pay-for-per- formance system, as well as the challenges of institutionalizing transformational diplomacy. He gave a similar talk to AFSAmembers at Embassy Prague. The Sao Paulo conference was also a positive, productive event, Kashkett tells AFSA News , attracting more than 80 employees from almost every post from Chile to Canada. The attendees were mostly Foreign Service generalists, though a couple of dozen specialists attended as well. Conference speakers on the ground includedWHA Principal Deputy Assistant Secretary Charles Shapiro, Director of the Human Resources Bureau’s Entry-Level Career Development Office Dean Haas and several other seniorWHA and department officials. Haas and Kashkett led separate panel discussions on promotion/EER con- cerns, assignment/bidding strategies and FS family/lifestyle issues. Kashkett then gave a stand-alone presentation on major challenges facing the Foreign Service today. The participants were very receptive. In addition to interacting with the entry-level employees during the panel discussions and presentations, Kashkett had the opportunity to speak privately with probably about half of the attendees at some point during the three days. Although a lot of different subjects came up in these discussions, the main themes that the participants repeatedly raised at both conferences were concern about unfairness in the new assignment rules, dissatisfaction with what they see as the 7th floor’s exclusive focus on Iraq and apprehension that the future Foreign Service will be inhospitable to families. Kashkett and Holmes got posi- tive feedback about AFSA’s candor and efforts on behalf of our members. Kashkett and Holmes believe there is high value both for AFSA and for AFSA members to have AFSA officers participate in these entry-level conferences. It is an opportunity for ASFA to reach out to a key membership constituency and make valuable face-to-face connections, and it gives entry-level employees a chance to share ideas with AFSA in person. FREE MONEY FOR YOUR CHILD’S COLLEGE EDUCATION High school seniors and college undergraduates who are children of Foreign Service employees (active-duty, retired and deceased) are eligible to apply for one-time-only AFSA Academic/Art Merit Awards and renewable need-based AFSA Financial Aid Scholarships. Awards range from $1,500 to $3,000. The submission deadline is Feb. 6, 2007. Visit AFSA’s Scholarship Program Web page at www.afsa.org/scholar/index.cfm for complete details or contact Lori Dec at dec@afsa.org or (202) 944-5504 or 1 (800) 704-2372, ext. 504 (toll-free). Parents and students can also find information through free online scholarship search engines such as www.fastweb.com, www.wiredscholar.com , www.srnexpress.com and www.brokescholar.com . AFSA NEWS BRIEFS