1 FAM 230
BUREAU OF HUMAN RESOURCES (HR)
(CT:ORG-525; 04-08-2019)
(Office of Origin: HR/EX)
1 FAM 231 DIRECTOR GENERAL OF THE
FOREIGN SERVICE AND DIRECTOR OF HUMAN RESOURCES (DGHR)
1 FAM 231.1 Responsibilities
(CT:ORG-525; 04-08-2019)
a. The Director General of the Foreign Service and
Director of Human Resources (DGHR) reports directly to the Under Secretary for
Management (M). When the Under Secretary and
Deputy Under Secretary are not available, the Director General may exercise
certain authorities of the Under Secretary. See Delegation of Authority 244-1.
b. In consultation with the Under Secretary for
Management, the DGHR manages the operation of the Bureau of Human Resources
(HR) and is responsible for the operation of the Departments:
(1) Foreign Service and Civil Service human resource
systems; and
(2) Family Liaison functions.
Most functions are carried out by delegations to the Deputy
Assistant Secretaries for Human Resources (HR), the Director of the Office of
Family Liaison (HR/FLO), the Director of the Office of Casualty Assistance
(HR/OCA), and other HR office directors. The Director General personally
decides human resource and family liaison-related issues, when appropriate.
c. The DGHR coordinates human resources policies of
the Department of State with those of the other foreign affairs agencies,
including:
(1) U.S. Agency for International Development (USAID);
(2) Peace Corps;
(3) International Broadcasting Board; and
(4) Some elements of the Departments of Agriculture
and Commerce.
d. The DGHR serves as Chairperson of the Board of the
Foreign Service and the Board of Examiners for the Foreign Service, and also
serves as Chairperson of the Executive Resources Board (ERB).
e. The DGHR has overall substantive and coordinating
responsibility for the following Department regulatory publications:
(1) Foreign Affairs Manual, Volume 1 (Organization and
Functions) subchapter 1 FAM 230,
Bureau of Human Resources (HR);
(2) Foreign Affairs Manual, Volume 2 (General)
subchapter section 2 FAM 113.7,
Community Liaison Office; and
(3) Foreign Affairs Manual, Volume 3 (Human Resources)
and its related Foreign Affairs Handbooks in their entirety.
f. The DGHR has substantive responsibility for 1 FAM 014,
Organization Control, Policies, and Functional Statements (with CGFS and
A/GIS/DIR).
1 FAM 231.2 Organization
(CT:ORG-229; 08-31-2010)
An organization chart of HR is found in 1 FAM Exhibit
231.2.
1 FAM 231.3 Definitions
(CT:ORG-229; 08-31-2010)
Abroad: Any locations outside
of the United States and its territories.
Personnelist: A generic term
used to describe any individual engaged in either Foreign Service or Civil
Service human resources work at a professional level.
Schedules A, B, and C: These
schedules are appointing authorities which cover a very wide range of positions
and are subject to change. For a complete listing, see 5 CFR 213.
U.S. Foreign Service employees:
U.S. citizens who are members of the Foreign Service.
Worldwide: This refers to all
Department of State locations, both in and out of the United States and its
territories.
1 FAM 231.4 Authorities
(CT:ORG-229; 08-31-2010)
a. The Director General was designated as the head of
the Bureau of Human Resources. The bureau was created as a result of the
realignment of the Departments human resources functions on November 23,
1975. (The position of Director General of the Foreign Service was created by
the Foreign Service Act of 1946.)
b. The human resources functions performed by the
Bureau of Human Resources are carried out under the applicable laws of the
United States, principally those contained in Title 5 of the United States
Code, the Foreign Service Act of 1980, the U.N. Participation Act, authorities
transferred under the Foreign Affairs Reform and Restructuring Act of 1998,
enabling legislation of the foreign affairs agencies, and implementing
Executive Orders, regulations, and directives.
1 FAM 232 DEPUTY ASSISTANT SECRETARIES
FOR HUMAN RESOURCES (DGHR/HR)
1 FAM 232.1 Principal Deputy
Assistant Secretary for Human Resources (DGHR/HR)
(CT:ORG-455; 05-31-2018)
a. The Principal Deputy Assistant Secretary for Human
Resources serves as the principal deputy to the Director General of the Foreign
Service and Director of Human Resources, assisting in the formulation and
implementation of human resources policies and programs of the Department and
the Foreign Service and other organizations under the jurisdiction of the
Secretary of State.
b. As designated by the Director General, the Principal
Deputy Assistant Secretary for Human Resources oversees the activities of
various operating elements responsible for administering selected human
resources programs of the Department and the Foreign Service.
c. The Principal DAS serves as a member of the
Training Policy Committee.
d. When so designated, the Principal DAS serves as
Acting Director General of the Foreign Service and Director of Human Resources.
1 FAM 232.2 Deputy Assistant
Secretaries for Human Resources (DGHR/HR)
(CT:ORG-455; 05-31-2018)
a. The three deputy assistant secretaries for Human
Resources (DGHR/HR) under the Director General of the Foreign Service and
Director of Human Resources, assist in the formulation and implementation of the
human resources policies and programs of the Department and the Foreign Service
and other organizations under the jurisdiction of the Secretary of State.
b. As assigned by the Director General, they oversee
the activities of various operating elements responsible for administering
selected human resources programs in the Department and abroad.
c. They undertake specific supervisory
responsibilities as designated by the Director General.
d. Any HR DAS, when so designated, serves as Acting
Director General of the Foreign Service and Director of Human Resources.
1 FAM 233 OFFICES
1 FAM 233.1 Office of Career
Development and Assignments (HR/CDA)
(CT:ORG-455; 05-31-2018)
a. The Office of Career Development and Assignments
(HR/CDA) directs all programs concerned with the professional development of
U.S. citizen members of the Foreign Service of the Department, except those
training functions specifically delegated to the Foreign Service Institute
(FSI), giving appropriate consideration to employee development, bureau
requirements, and needs of the Foreign Service and Foreign Service discipline.
b. HR/CDA administers the open assignment process of
the Foreign Service by proposing candidates for onward assignments while
maintaining a balance between the requirements of the Department and the career
development needs of the individual.
c. HR/CDA administers the human resources policies,
programs, and regulations affecting human resources within the jurisdiction of
the office, making recommendations for changes and improvements when
appropriate.
d. HR/CDA provides career counseling to Foreign Service
applicants, including guidance on career development and transition from
previous careers into the Foreign Service, and implements the Departments
affirmative action policies as they affect career development and assignments.
e. HR/CDA administers: legislation; regulations;
Executive Orders; policies; informal and formal agreements between the
Department of State and other U.S. Government agencies relating to commissions,
titles, and rank; precedence regulations; and policies for all U.S. Government
personnel assigned to Foreign Service posts.
f. HR/CDA coordinates and processes the appointment
and resignation of candidates for, and incumbents of, chief-of-mission and
other Presidential appointment positions which come under the jurisdiction of
the Department of State.
1 FAM 233.2 Office of Civil Service
Human Resource Management (HR/CSHRM)
(CT:ORG-455; 05-31-2018)
a. The Office of Civil Service Human Resource Management
(HR/CSHRM) develops, monitors, and administers programs, policies, and
procedures and evaluation criteria for designated Civil Service human resources
management functions, including merit staffing, career development and
training, performance management, executive resources management, and position
classification.
b. HR/CSHRM analyzes human resources management issues,
evaluates alternative approaches, and designs Department-wide policies to meet
identified or anticipated needs. HR/CSHRM reviews and evaluates pertinent
statutes, regulations, and case law for applicability to Department programs
and operations. HR/CSHRM develops Department regulations and drafts and
responds to legislative and regulatory proposals in support of assigned
programs and functions.
c. HR/CSHRM provides policy interpretation, direction,
and procedural guidance to HR service providers in general HR management and
practices in the specific functional areas of classification, staffing,
performance management, and executive resources management.
d. HR/CSHRM serves as liaison with the Office of
Personnel Management (OPM) on matters related to designated Civil Service
functions.
e. HR/CSHRM manages an HR Accountability Program to
assess the overall delivery of HR management services and adherence to merit
principles. HR/CSHRM conducts accountability and program evaluation reviews
and audits. HR/CSHRM identifies best practices and major and minor
deficiencies in services, prohibited personnel practices, and misapplication of
law and regulation. HR/CSHRM evaluates compliance with audit and evaluation
findings and recommendations. HR/CSHRM participates with HR/SS in the Quality
Assurance/Continuous Improvement Program.
1 FAM 233.3 Office of Employee
Relations (HR/ER)
(CT:ORG-455; 05-31-2018)
a. The Office of Employee Relations (HR/ER) administers
and develops policies, plans, and procedures for:
(1) Leave;
(2) Emergency visitation travel;
(3) Travel of children of separated parents;
(4) Voluntary leave transfer program;
(5) Family and Medical Leave Act;
(6) Visitation and rest and recuperation (R&R)
travel;
(7) R&R posts for State and participating foreign
affairs agencies;
(8) The conduct, suitability, and discipline program
for Foreign Service and Civil Service employees;
(9) Counseling and naturalization services for Foreign
Service members marrying foreign nationals;
(10) Adverse actions based on performance; and
(11) Counseling supervisors and employees on conduct
and performance problems.
b. HR/ER administers and develops policies, plans, and
procedures for employee benefits and services programs, including the:
(1) Federal Employees Health Benefits Program and the
Federal Employees Group Life Insurance Program;
(2) Workers compensation programs; and
(3) Family Workplace Initiatives Program.
c. HR/ER manages the regulations process for HR.
HR/ER issues human resources regulations for DGHR, HR, the Foreign Service, and
the other foreign affairs agencies. This function includes:
(1) Coordination of the preparation and clearance by
appropriate offices of new and revised human resources regulations, and
tracking their progress; and
(2) Drafting, editing, obtaining appropriate
interagency management clearances, and publication of approved human resources
regulations.
d. HR/ER administers Department campaigns and drives
including the Combined Federal Campaign, U.S. Savings Bond Drive, and volunteer
programs.
e. HR/ER publishes and distributes the monthly State
Magazine.
1 FAM 233.4 Executive Office
(HR/EX)
(CT:ORG-455; 05-31-2018)
a. The HR Executive Office (HR/EX) coordinates overall
Department and bureau policy requirements with bureau offices.
b. HR/EX formulates and executes the budget for the
bureau.
c. HR/EX authorizes and approves funds for travel and
transportation of effects associated with the assignment, transfer, home leave,
and separation of Foreign Service personnel and their dependents.
d. HR/EX issues permanent change-of-station travel
authorizations to Foreign Service and Civil Service employees and their eligible
family members (EFMs).
e. HR/EX provides administrative and general support
services for the bureau.
f. HR/EX coordinates human resources services for the
bureau.
g. HR/EX develops and coordinates the records
management program for the Department.
h. HR/EX maintains official human resources folders for
the Department and controls access to them.
i. HR/EX administers the Freedom of Information Act
(FOIA) and the Privacy Act for the bureau. HR/EX administers requests for the
Department that involve human resources issues.
j. HR/EX provides employment verification services for
the Department.
k. HR/EX manages the communications center for the
bureau.
l. HR/EX manages the bureaus automation and
information management program.
m. HR/EX develops and maintains Department corporate
worldwide human resources systems, including systems of records, and provides
official human resources statistical information to the bureau and the
Department.
n. HR/EX provides expert advice and technical guidance
in the use of HR systems and software to HR personnel in the Department and
abroad.
1 FAM 233.5 Family Liaison Office
(HR/FLO)
(CT:ORG-455; 05-31-2018)
The Family Liaison Office (HR/FLO) is an advocate on
quality-of-life issues for Foreign Service and other U.S. Government agency
employees and family members assigned to posts abroad. HR/FLO represents
concerns to management, develops programs, and provides client services,
particularly, but not solely, in the areas of education, family member
employment, and crisis management. HR/FLO plays a key role in evacuation
preparation, implementation, and support. HR/FLO sets policy for and manages
the Community Liaison Office Program which provides similar services at posts
abroad.
1 FAM 233.6 GRIEVANCE STAFF (HR/G)
(CT:ORG-455; 05-31-2018)
a. The Grievance Staff (HR/G) advises and assists the
Director General of the Foreign Service and senior officials of the Bureau of
Human Resources with regard to grievance matters involving Foreign Service and
Civil Service employees.
b. HR/G investigates grievances and prepares
recommendations, in the form of decision letters for the signature of a Deputy
Assistant Secretary for Human Resources, for the resolution of grievances
submitted under the Foreign Service Grievance System (see 3 FAM 4400) or the
Civil Service Grievance System (see 3 FAM 4700).
c. HR/G oversees implementation of remedial action, as
necessary, to resolve grievances.
d. HR/G represents the Department in cases appealed to
the Foreign Service Grievance Board.
e. HR/G maintains liaison with the Office of the Legal
Adviser (L) and the Department of Justice regarding litigation arising from
grievance cases.
1 FAM 233.7 Office of Accessibility
and Accommodations (HR/OAA)
(CT:ORG-455; 05-31-2018)
a. The Office of Accessibility and Accommodations
(HR/OAA) develops and coordinates disability policy, initiatives, practical
applications, responds to concerns regarding access to the physical and virtual
environment, and implements the Departments Selective Placement Program, which
promotes and facilitates the placement of qualified individuals with
disabilities.
b. The Office of Accessibility and Accommodations
Accessibility Division (HR/OAA/AD) oversees accessibility standards,
coordinates the Section 508 program (Section 508 of the Rehabilitation Act of
1973, 29 U.S.C. 794d), provides multimedia
captioning, description services, assistive technology equipment and devices,
information, and communication technology support. HR/OAA/AD:
(1) In coordination with the Chief Information
Officer, works to achieve the goals of the Departments Section 508 program.
This includes:
Providing subject matter expertise regarding Section 508
reporting requirements, evaluating all General Exceptions requests for Section
508;
Monitoring, managing, checking, collecting and disseminating
standards and information regarding the Departments compliance of existing
Information Technology (IT) solutions;
Ensuring accessibility is incorporated in agency IT lifecycle and
Acquisition planning;
Establishing training requirements for IT Accessibility
Standards;
Collecting metrics and data to measure compliance; and
Reporting Section 508 Program maturity to the Office of
Management and Budget.
(2) Supports and obtains required approvals for the
Departments Assistive Information and Communication Technologies (A-ICT).
Provides assistive technologies, software and hardware, subject expertise and
support of reasonable accommodations for individuals with disabilities.
(3) Provides multimedia captioning and description
services for Department programs in support of Section 508 and individuals with
disabilities.
(4) In collaboration with the Bureau of Overseas
Building Operations and the Bureau of Administration, promotes equal access for
individuals with disabilities to Department facilities, transportation
vehicles, and emergency management activities.
c. The Office of Accessibility and Accommodations
Disability and Reasonable Accommodation Division (HR/OAA/DRAD):
(1) Is the decision maker on all requests for
reasonable accommodation.
(2) Provides reasonable accommodation solutions for
qualified employees and job applicants with disabilities, including but not
limited to testing accommodations, modified work schedules and telework, unpaid
leave, job restructuring, assistive technology, ergonomic and other assistive
devices, accommodation assistants, reassignment.
(3) Consults with and advises Department Bureaus,
Offices and Posts, domestically and abroad, regarding reasonable accommodation.
(4) Oversees and administers the Departments American
Sign Language (ASL) Interpreting Program, Mobility Scooter Program, and
Personal Assistance Services (PAS).
1 FAM 233.8 Office of Casualty
Assistance (HR/OCA)
(CT:ORG-455; 05-31-2018)
a. The Office of Casualty Assistance (HR/OCA) provides
administrative assistance and support following the death of a direct-hire U.S.
citizen Department of State employee serving abroad or their family member, or
of a Department of State employee in the United States.
b. HR/OCA also offers support to all direct-hire U.S.
Government employees serving under chief-of-mission authority and their family
members, including locally employed staff (LE staff), and Department of State
employees in the United States who are victims of terrorism, mass casualty, or
certain other critical incidents, whether the victims are killed, injured, or
impaired. HR/OCA provides a single point-of-contact at the Department for
employees and families, and is an advocate within the Department, with other
Federal, State and local agencies, and in the private sector, providing
assistance with respect to benefits and compensation, counseling, community
services, and other support. HR/OCA also may assist employees and family
members in cases of terminal illness.
c. HR/OCA has established crisis-support teams and
trains volunteer members (consisting of HR employees from various offices),
which may be called upon to provide family support in the aftermath of an
incident involving multiple deaths and/or injuries. See the HR/OCA Web site on
the Department of States Intranet.
1 FAM 233.9 Office of Overseas
Employment (HR/OE)
(CT:ORG-455; 05-31-2018)
The Office of Overseas Employment (HR/OE) develops,
coordinates, and administers the policies, regulations, and procedures
governing the independent interagency Foreign Service national (FSN) human
resources system, including local compensation plans covering foreign nationals
and U.S. citizens resident abroad, direct-hire, personal-services-contract and
agreement employees hired by the Department of State, the other foreign affairs
agencies, and other participating U.S. Government agencies attached to Foreign
Service posts abroad, and the Departments direct-hire and personal-services-contract
and/or agreement employment programs for all locally-employed U.S. citizen
employees, including U.S. citizens resident abroad and employees who are
eligible family members of career U.S. Foreign Service, Civil Service, and
uniform military service personnel. HR/OE monitors posts administration of
these systems and provides policy interpretation and procedural guidance on the
management of human resources. HR/OE takes the lead on interagency policy,
legislative, regulatory, and procedural issues for foreign nationals and U.S.
citizens employed abroad. HR/OE serves as the executive office for the
Interagency Foreign Service National Human Resources Policy Coordinating
Committee.
1 FAM 233.10 Policy Coordination
Staff (HR/PC)
(CT:ORG-455; 05-31-2018)
a. The Policy Coordination Staff (HR/PC) serves as
Department coordinator for modification of the human resources system and for
coordination of Foreign Service and Civil Service human resource policies,
programs, and procedures.
b. HR/PC recommends changes in human resources policy
and programs; ensures coordination of policies and procedures within the bureau
and with other bureaus and their integration into the overall priorities and
goals of the Director General of the Foreign Service and Director of Human
Resources; and monitors implementation.
c. HR/PC provides regular liaison with the American
Foreign Service Association, American Federation of U.S. Government Employees,
other agencies, and the Congress, the public, the press, and other media on
matters of human resources policy on behalf of DGHR.
d. HR/PC performs a wide range of policy planning and
implementation functions including human resources research, long-range
planning and studies, and coordinates bureau action on all human resources
issues, including legislative issues, litigation, labor-management partnership,
collective bargaining, public affairs, regulations, and equal employment.
1 FAM 233.11 Office of Performance
Evaluation (HR/PE)
(CT:ORG-455; 05-31-2018)
a. The Office of Performance Evaluation (HR/PE)
develops and administers human resources policies, programs, and regulations
affecting performance evaluation, promotion, tenuring, separation of members of
the Foreign Service, and the Departments incentive awards and suggestion
awards programs. HR/PE develops and administers appropriate training for users
of the Foreign Service appraisal system.
b. HR/PE organizes, advises, and provides staff
services for the review and appraisal of the performance records of Foreign Service
members.
c. HR/PE implements the decisions of the Under
Secretary for Management and/or the Director General of the Foreign Service and
Director of Human Resources regarding tenuring boards and other review panels
and boards for Foreign Service members.
1 FAM 233.12 Office of
Recruitment, Examination, and Employment (HR/REE)
(CT:ORG-455; 05-31-2018)
a. The Office of Recruitment, Examination, and
Employment (HR/REE) manages and coordinates the recruitment, examination, and
selection and hiring of new Foreign Service human resources employees for the
Department.
b. HR/REE provides a Staff Director, Registrar, and
staff for the Board of Examiners of the Foreign Service (HR/REE/BEX).
c. HR/REE manages student employment programs for the
Department.
d. HR/REE provides related services to other foreign
affairs agencies on a limited basis as provided by agreements with those
agencies.
1 FAM 233.13 Office of Resource
Management and Organization Analysis (HR/RMA)
(CT:ORG-455; 05-31-2018)
a. The Office of Resource Management and Organization
Analysis (HR/RMA) provides overall leadership and coordination in the
development and implementation of policies, plans, procedures, and standards
for classification of Foreign Service positions domestically and abroad, and
for senior Foreign Service positions worldwide.
b. HR/RMA administers, interprets, and disseminates
policies and procedures for Civil Service classification appeals.
c. HR/RMA conducts standards reviews and development
projects (for the Foreign Service) to include coordination of the review and
comment on draft classification standards.
d. HR/RMA plans, develops, establishes, interprets,
evaluates, and advises management on U.S. Government-wide uniform foreign
affairs agency and Department policies, procedures, activities, and/or
strategies affecting a wide range of compensation program areas.
e. HR/RMA conducts evaluations, policy development, and
operational activities associated with the Departments organizational review
and approval, and position management programs.
f. HR/RMA establishes and maintains the Departments
organizational and position management policies and procedures as outlined in 1 FAM 015 (with
CGFS and A/GIS/DIR) and 3 FAM 2610.
g. HR/RMA approves the establishment, abolishment, or reprogramming,
as appropriate, of all Department-of-State positions.
h. HR/RMA directs a workload measurement program and
manages the Departments full-time equivalent (FTE) system.
i. HR/RMA allocates FTE ceilings to Department bureaus
and realigns allocations based upon changing needs and priorities.
j. HR/RMA conducts reviews of all bureau program plans
and budget submissions to recommend and justify allocation of human resources.
k. HR/RMA defends the Departments FTE requirements
before the Office of Management and Budget (OMB).
l. HR/RMA provides workforce planning for both the
Foreign Service and Civil Service.
m. HR/RMA analyzes human resources management issues
and develops management systems to permit more effective use of available
resources.
n. HR/RMA supports the Director General of the Foreign
Service and Director of Human Resources (DGHR) in his or her role as a member
of the Under Secretary for Managements team.
o. HR/RMA conducts special studies and/or coordinates
Department programs related to position classification, position management,
occupational structure, compensation, workforce planning, or resource planning.
p. HR/RMA provides analysis of general human resources
management issues of interest to the Departments principal officers.
1 FAM 233.14 Office of Retirement
(HR/RET)
(CT:ORG-455; 05-31-2018)
a. The Office of Retirement (HR/RET) administers the
Foreign Service Retirement and Disability System and the Foreign Service
Pension System for participants for the Department of State and other foreign
affairs agencies. HR/RET:
(1) Issues policies and regulations and operates
automated systems to manage these programs;
(2) Determines eligibility for benefits and authorizes
payment, adjustment, and termination of benefits under these programs; and
(3) Counsels U.S. Foreign Service employees and their
families about these programs.
b. HR/RET helps OPM administer the Civil Service
Retirement System and the Federal Employees Retirement System for Department of
State employees (including Foreign Service nationals (FSNs)) covered by these
programs. HR/RET:
(1) Helps prepare retirement records in conjunction
with bureau executive offices, CGFS, and posts abroad for submission to OPM;
and
(2) Counsels U.S. Civil Service employees and their
families about these programs.
c. HR/RET helps OPM administer the Federal Employees
Group Life Insurance (FEGLI) Program and the Federal Employees Health Benefits
(FEHB) Program for Foreign Service annuitants and certain Department of State
employees and their dependents, described as follows:
(1) Maintains records of health and life insurance
enrollments and authorizes collection of premiums for coverage of annuitants
under these programs;
(2) Manages the FEHB program for former spouses of
Foreign Service employees and annuitants; and
(3) Manages the program for temporary continuation of
FEHB coverage under Public Law 100-654 for all Department of State employees
and Foreign Service annuitants.
d. HR/RET helps the Federal Retirement Thrift
Investment Board administer the Thrift Savings Plan (TSP) for Department of
State participants. HR/RET manages TSP open seasons for Department of State
employees.
e. HR/RET conducts briefings on the Civil Service and
Foreign Service retirement systems at periodic retirement planning seminars.
1 FAM 233.15 Office of Shared
Services (HR/SS)
(CT:ORG-455; 05-31-2018)
a. The Office of Shared Services (HR/SS) administers
the position classification, staffing, and pay administration programs for
several client bureaus. HR/SS provides advice, guidance, technical assistance,
and operations-level support services to client bureaus. HR/SS ensures that
human resources actions submitted by customers and programs administered by
clients are in compliance with applicable laws, rules, and regulations.
b. HR/SS exercises final approval authority for Civil
Service and domestic Foreign Service non-senior level position classification
and human resources staffing actions initiated by client bureaus.
c. HR/SS manages Department-wide programs to include,
but not be limited to, the Upward Mobility Program, Interagency Career
Assistance Program, the Voluntary Leave Transfer Program, and the Homeland
Security Presidential Directive-12 Program.
1 FAM 236 THROUGH 239 UNASSIGNED