The Foreign Service Journal, November 2016

One of the most common issues members raise is pro- motions—specifically, why they didn’t receive one. To help manage expectations, I want to address the most common promotion miscon- ceptions and clarify how the system works. Misconception #1: I received MSIs for the last three years, so I should be promoted. Misconception #2: My last three rating officers have recommended me for promotion, so I should be promoted. Misconception #3: I served in a Priority Staffing Post or stretch job, so I should be promoted. Misconception #4: Everyone in my class has been promoted except me, so I should be promoted. All of these misconcep- tions can be addressed through a better under- standing of the promotion system. In the first place, a limited number of promotions are available each year. The Foreign Service Act says that promotion numbers are based on “a systematic long-term projection of personnel flows and needs designed to provide (A) a regular, predictable flow of recruitment into the Foreign Service; (B) effective career development patterns to meet the needs of the Service; and (C) a regular, Managing Your Expectations of Promotion STATE VP VOICE | BY ANGIE BRYAN AFSA NEWS Views and opinions expressed in this column are solely those of the AFSA State VP. Contact: BryanA@state.gov | (202) 647-8160 predictable flow of talent upward through the ranks and into the Senior Foreign Service.” In other words, it is a complicated calculation designed to ensure that the department does not pro- mote so many employees at any given level that there are more employees than jobs at that level. Further, competitive pro- motions aren’t guaranteed. Just as the Foreign Service turns away many impressive applicants because other applicants are even more impressive, the selection boards are unable to pro- mote many well-deserving individuals because others are higher on the rank- ordered list. Promotions are based on demonstrating the ability to perform at the next level. If you are an FS-3 employee who is outstanding at your job, receiving impec- cable Employee Evaluation Reports for your work, but your EERs do not reflect your ability to perform successfully at the FS-2 level, you will not be recom- mended for promotion. Promotions are designed to move people up to the next level once they have already shown they have the ability to perform at that next level—the system does not want to move people up before they are ready, poten- tially setting them up to fail. This forward-looking fea- ture of EERs and promotions is why it is so important that you make sure your evalu- ation clearly discusses the “next-level-up” work you’ve been doing. Did you serve as Acting Section Chief? If so, be specific in your EER. For example, “Served as Acting Section Chief, an FS-1 position, for a month, suc- cessfully leading the section through three VIP visits and a trade negotiation.” Sometimes a stretch position or a PSP job still isn’t enough to get you pro- moted. You might be com- peting against people who served in more challenging jobs, or your skill code might offer more limited promo- tion opportunities. So what can you do if you want to increase your chances of being promoted? • Work with your rating and reviewing officers to make sure your EER empha- sizes your proven ability to perform successfully at the next level. • Talk to your career development officer (CDO) and your mentor(s) about onward assignments that might offer more opportuni- ties to prove yourself. • Review your official performance folder to make sure that all of your EERs and awards are included. Ensure that there is nothing in your file that shouldn’t be there, such as a discipline letter that should have been removed. • Look at who is serving on your promotion panel. You have the right to request the recusal of anyone who you believe cannot apply the precepts fairly and without bias in assessing your per- formance. Finally, seek out assign- ments that make you happy—the happier you are, the better you perform and the better your chances of getting promoted. Far too many people take jobs they don’t want because they believe it will get them promoted, only to find them- selves unhappy in the posi- tion and then bitter when they don’t end up getting a promotion. If you’re in a job that you find meaningful, a non-promotion will be a brief disappointment, not an event that derails you. n Promotions are based on demonstrating the ability to perform at the next level. 52 NOVEMBER 2016 | THE FOREIGN SERVICE JOURNAL