3 FAM 1200
PERSONNEL POLICY AND OBJECTIVES
3 FAM 1210
PERSONNEL POLICY
(CT:PER-924; 09-21-2018)
(Office of Origin: HR/PC)
3 FAM 1211 GENERAL
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
The policies, programs, standards, and procedures
governing the personnel systems of the foreign affairs agencies are designed
and administered to ensure the attraction, utilization, development, and
retention of personnel of the highest caliber and abilities, and to promote the
most effective execution of each agencys responsibilities.
3 FAM 1212 EQUAL OPPORTUNITY AND THE
MERIT SYSTEM
3 FAM 1212.1 Foreign Service (FS)
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
a. The personnel programs of the foreign affairs
agencies must be administered without discrimination on the basis of race,
color, religion, sex, sexual orientation, national origin, age, handicapping
condition, marital status, geographic or educational affiliation, or political
affiliation and in a manner to ensure that members of the Service and
applicants for appointments in the Service are free from reprisal for actions
cited in sections 105(b)(2) and (3) and 105(c) of the Foreign Service Act of
1980, as amended, (the Act; see 3 FAM 2110).
b. Appointment, assignment, and promotion for all
categories of personnel must be on the basis of merit. If an applicant is a
veteran, it is considered an affirmative factor (see 5 U.S.C. 2108(3)).
c. Personnel policies and programs must ensure that
all employees have adequate and reasonable opportunities for training,
promotion, and maximum utilization of skills, consistent with the needs of the
agency.
3 FAM 1212.2 Civil Service (CS)
(CT:PER-658; 11-16-2011)
(State Only)
(Applies to Civil Service Employees Only)
a. The personnel programs of the Department of State
must be administered without discrimination on the basis of race, color,
religion, sex, sexual orientation, national origin, age, handicapping
condition, marital status, or political affiliation, as prohibited under 5
U.S.C. 2302(b)(1) and in a manner to ensure that members of the Civil Service
and applicants for appointments in the Civil Service are free from reprisal for
actions cited 3 FAM 1500.
b. Appointment, assignment, and promotion for all
categories of personnel must be on the basis of merit. If an applicant is a
veteran it is considered an affirmative factor (see 5 U.S.C. 2108(3)).
c. Personnel policies and programs must ensure that
all employees have adequate and reasonable opportunities for training,
promotion, and maximum utilization of skills, consistent with the needs of the
agency.
3 FAM 1212.3 Filing Procedures
(CT:PER-658; 11-16-2011)
(State Only)
(Applies to Foreign Service and Civil Service Employees)
Aggrieved individuals who wish to file a complaint of
discrimination under this subchapter should avail themselves of the procedures
prescribed by their collective bargaining agreement. Civil Service employees
who are not members of a collective bargaining unit may file a discrimination
complaint with the Office of Civil Rights (S/OCR) under 29 CFR 1614. All
Foreign Service employees whether members of the bargaining unit or not, may
file a discrimination complaint with S/OCR under 29 CFR 2914, or use the
Foreign Service grievance procedure under 3 FAM 4400.
3 FAM 1213 UNIFORM PERSONNEL POLICIES
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
The Secretary of State, in conjunction with the heads of
agencies utilizing the Foreign Service personnel system, will provide
leadership in developing uniform policies, standards, and regulations
applicable to Foreign Service personnel of the foreign affairs agencies, and in
providing uniform benefits and perquisites for such personnel serving at posts
abroad, to the maximum extent practicable.
3 FAM 1214 Leadership and Management
Principles for Department Employees
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
a. The Department relies on all employees to represent
the U.S. Government in the course of carrying out its mission. The Foreign
Service Core Precepts and the Office of Personnel Managements Executive Core
Qualifications, in addition to existing Leadership and Management Tenets, such
as those established by Consular Affairs, Diplomatic Security, Economic and
Business Affairs, and Public Diplomacy, set clear expectations for their
employees. Additionally, the Department as an institution embraces an
overarching set of Leadership Principles. The established Department-wide
Leadership Principles apply to and can be used by anyone, regardless of rank or
employment status (e.g. Civil or Foreign Service, Locally Employed Staff, or
contractors).
b. Supervisors and managers have a unique opportunity
and responsibility to lead by example and foster the highest attainable degree
of employee morale and productivity. However, you do not need to be a manager
to be the leader. The following principles reflect the values the Department
believes are important for all employees to cultivate:
(1) Model Integrity Hold
yourself and others to the highest standards of conduct, performance, and
ethics, especially when faced with difficult situations. Act in the interest
of and protect the welfare of your team and organization. Generously share
credit for the accomplishments of the organization. Take responsibility for
yourself, your resources, your decisions, and your action;
(2) Plan Strategically
Develop and promote attainable, shared short and long term goals with
stakeholders for your project, program, team, or organization. Provide a clear
focus, establish expectations, give direction, and monitor results. Seek
consensus and unified effort by anticipating, preventing, and discouraging
counter-productive confrontation;
(3) Be Decisive and Take
Responsibility Provide clear and concise guidance, training, and
support, and make effective use of resources. Grant employees ownership over
their work. Take responsibility when mistakes are made and treat them as an
opportunity to learn. Formally and informally recognize high quality
performance;
(4) Communicate Express yourself
clearly and effectively. Be approachable and listen actively. Offer and
solicit constructive feedback from others. Be cognizant of the morale and
attitude of your team. Anticipate varying points of view by soliciting input;
(5) Learn and Innovate Constantly
Strive for personal and professional improvement. Display humility by
acknowledging shortcomings and working continuously to improve your own skills
and substantive knowledge. Foster an environment where fresh perspectives are
encouraged and new ideas thrive. Promote a culture of creativity and exploration;
(6) Be Self-Aware Be open,
sensitive to others, and value diversity. Be tuned in to the overall attitude
and morale of the team and be proactive about understanding and soliciting
varying points of view;
(7) Collaborate Establish
constructive working relationships with all mission elements to further goals. Share
best practices, quality procedures, and innovative ideas to eliminate
redundancies and reduce costs. Create a sense of pride and mutual support
through openness;
(8) Value and Develop People
Empower others by encouraging personal and professional development through
mentoring, coaching and other opportunities. Commit to developing the next
generation. Cultivate talent to maximize strengths and mitigate
mission-critical weaknesses;
(9) Manage Conflict -
Encourage an atmosphere of open dialogue and trust. Embrace healthy competition
and ideas. Anticipate, prevent, and discourage counter-productive
confrontation. Follow courageously by dissenting respectfully when
appropriate; and
(10) Foster Resilience
Embrace new challenges and learn from them. Persist in the face of adversity. Take
calculated risks, manage pressure, be flexible and acknowledge failures. Show
empathy, strength, and encouragement to others in difficult times;
3 FAM 1214.1 Leadership and
Management Training and
Resources
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
a. Employee training on Leadership is available through
the Leadership and Management School at the Foreign Service Institute,
including required leadership training for different levels of employees as
outlined in 13
FAM 310.
b. Additional guidance for supervisors is provided in 3 FAH-2 H-120.
Supervisors can also reference the Supervisor's Handbooks available at the
Human Resources Offices of Employee Relations website.
c. Teamwork@State provides
additional management guidance and support for operational office and project
planning, project management, and process improvement to help employees
demonstrate application of the Leadership and Management Principles in
practical ways. Teamwork@State complements
continuous improvement efforts such as ISO9001 and 1CA. This approach and the
many tools that Teamwork@State has
developed, positions the Department to better innovate, manage and share
knowledge, anticipate and mitigate risks, leverage the skills of all employees,
and provide avenues for continuous improvement to advance foreign policy.
3 FAM 1215 OBLIGATION TO ACCEPT
ASSIGNMENTS
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
In accordance with section 504 of the Foreign Service Act
of 1980, as amended, career members of the Service are expected to accept
willingly their obligation to serve anywhere in the United States or abroad
that the needs of the Service may require.
3 FAM 1216 ETHICAL STANDARDS
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
Employees at all levels are expected to exhibit at all
times the highest standards of character, integrity, and conduct, and to
maintain a high level of efficiency and productivity.
3 FAM 1217 PARTICIPATION OF SPOUSE
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Foreign Service Employees Only)
Unless working as an employee or contractor, participation
of a spouse in the work of a post is a voluntary act of a private person, not a
legal obligation which can be imposed by any Foreign Service officer (FSO) or
spouse. Nonparticipation of a spouse in representational, charitable, or
social activities in no way reflects on the employees effectiveness on the
job.
3 FAM 1218 and 1219 UNASSIGNED