The Foreign Service Journal, December 2018

60 DECEMBER 2018 | THE FOREIGN SERVICE JOURNAL the Israeli National Police. Joint investigations require the sharing of information between law enforcement entities. For example, we had a case in which a visa vendor fraudu- lently collected $113,000 in fees from 700 applicants apply- ing for U.S. nonimmigrant visas. The financial damage to the embassy and several Israeli credit card companies was enormous. Thanks to close cooperation for several months between the branch office, the INP, Israeli credit card fraud teams and the Israeli state attorney’s office, the vendor was convicted and required to pay the money back to the branch office. This case is an example of excellent cooperation between the ARSO-I shop and the INP investigative team that brought the case for prosecution. We received recognition for our work from U.S. Ambassador David Friedman. Recognize Hard Work n YVETTE TER WOLBEEK, INTERNATIONAL MILITARY TRAINING COORDINATOR, U.S. EMBASSY PRETORIA, SOUTH AFRICA As a military training coordinator for South Africa, Swaziland (now Eswatini) and Lesotho, my work definitely makes a difference in the daily lives of members of the military in the three countries. The excellent courses the United States offers help them to develop themselves and to contribute to their respective militaries after they return. For example, one major who went to the U.S. Air Force Squadron Officer School was first in her class. On return, she was promoted to an Officer 05, and became the first woman in the South African Air Force to become commander of an operational aviation squadron. We also made it possible for the first African woman to attend the Air War College; she came back with a master’s degree with A levels. These are only two examples, but in general I have received positive feedback from students. To help LE staff be even more successful in their work, they should be offered more professional development opportuni- ties—in my field it is limited. Also, it is important to be recog- nized for your hard work. Sometimes award ceremonies come and go without American officers thinking of their Locally Employed staff. The most interesting thing about my job is to travel, meet- ing colleagues in other countries. Our Security Cooperation Education Training Working Group gives us this opportunity annually. It is the highlight of our year. We Try to Make a Difference, Just LikeYou Do n NOMPUMELELO KHANYILE, U.S. CENTERS FOR DISEASE CONTROL AND PREVENTION, PRETORIA, SOUTH AFRICA Take your time learning the dynamics in each country; enforc- ing drastic changes within a few months of your arrival will not always work. It is understood that in American culture, the louder you are, the more “intelligent” you seem or sound. This may not be the case at the country office. Do not assume that quiet people are slow, stupid or do not know anything. Local staff will with- draw even further if they feel overlooked or talked over. And no, they cannot be trained or taught to be “loud” either. Cultural context is very important. Attempt to remember people’s names. Chances are, local staff will never forget yours. Also, read how an email is signed and try to respond accurately—the highest form of disrespect is spelling a name wrong when responding to an email from that very person! Please do not say: “Oh you change your hair so often, I didn’t recognize you” to people of color. This is not a compli- ment. (Better to remember my actual face, which does not change.) Racism can be very subtle, but believe me, the local staff can always feel it. It can be offensive if you come to a country like South Africa, for example, and we hear that you are taking Spanish or Italian classes (in Africa!). While this is solely Nompumelelo Khanyile.