3 FAM 2240
FOREIGN SERVICE OFFICER CAREER CANDIDATE PROGRAM
(CT:PER-715; 12-09-2013)
(Office of Origin: HR/CDA)
3 FAM 2241 GENERAL PROVISIONS
3 FAM 2241.1 Authority
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
The authorities include sections 105, 211, 301, 302, 303,
306, 307, 309, 404, 502, 601, 602, 603, 605, 610, 611, 612, 2102, and 2106 of the Foreign Service Act
of 1980 (hereinafter referred to as the Act).
3 FAM 2241.2 Purpose
(TL:PER-302; 11-9-95)
(State Only)
(Applies to Foreign Service Employees)
The Foreign Service Officer Career Candidate Program is a
comprehensive program of appropriate training, assignment, evaluation,
counseling, and review intended to enable candidates for career status as
Foreign Service Officers to demonstrate through on-the-job experience, and in
the shortest time practicable, whether they have the potential to serve
successfully across the normal career span of a Foreign Service Officer
(extending to and including class FS-01).
3 FAM 2241.3 Applicability
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
These regulations apply to:
(1) Entry-level Foreign
Service Officer career candidates who have been appointed under the authority
of 3 FAM 2210.
Such candidates are appointed to classes FS-06, 05, or 04. Such appointments
will be limited to a maximum of 5 years;
(2) Mid-level Foreign Service Officer career
candidates who have been appointed under the authority of 3 FAM 2210 for
a period not to exceed 5 years. Such candidates are appointed to classes
FS-03, 02, or 01; and
(3) Foreign Service Officer career candidates in the
Mustang Program, who have been appointed
under the authority of 3 FAM 2210.
3 FAM 2241.4 Definitions
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
For purposes of this subchapter and 3 FAH-1 H-2240,
the following definitions will apply:
(1) Officer candidate: All
candidates covered in 3 FAM 2241.3;
(2) Entry-level candidate: All Foreign
Service Officer candidates in the categories covered by 3 FAM 2241.3,
subparagraphs (1) and (3);
(3) Tenure: Granting of
career status; and
(4) Commissioning: Act of
appointment by the President and a confirmation by Senate of a candidate who
has been recommended for tenure as a Foreign Service Officer by the
Commissioning and Tenure Board, hereinafter called the Board.
3 FAM 2242 ASSIGNMENT PROCEDURES
3 FAM 2242.1 Responsibilities
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
The Office of Career Development and Assignments (HR/CDA)
makes assignments for officer candidates as follows:
(1) The first assignment of an officer candidate is
identified by the Career Development Officers (CDO) during the candidate
training program at the National Foreign Affairs Training Center (NFATC);
(2) Career Development Officers also identify the
second assignment of an officer candidate; and
(3) These initial two assignments will be in
accordance with tenuring requirements and other objectives of the career
candidate program. In subsequent assignments, officer candidates participate
in the open assignments bidding process. In rare
cases, such as when an officer has served a one-year assignment instead of the
normal two-year assignment, HR/CDA may direct the officer to a third
entry-level assignment.
3 FAM 2242.2 Language Training
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
a. Career Candidates must
show proficiency in at least one foreign language, at the levels prescribed in 3 FAM 2245.7, to be commissioned as Foreign Service Officers.
Career candidates who enter the Foreign Service without demonstrated language
proficiency will be directed to an assignment in conjunction with intensive FSI
language training to achieve this goal. HR/CDA may make such assignment on
either the first or second tour.
b. As demonstrated
potential, shown through documented performance, is the key criterion for
determining tenure, HR/CDA will limit the cumulative amount of time spent in
training prior to the start of a candidates second tour. If a career
candidate cannot attain language proficiency in the normally scheduled training
period and FSI recommends that the candidate be extended in language training,
HR/CDA may extend the training period beyond such limits for officers needing
to attain language proficiency for commissioning.
c. Career Candidates
should know that supplemental language training to allow a career candidate to
attain language proficiency prior to the expiration of the five-year
appointment is not automatic. Learning a language and attaining proficiency
after initial FSI training are ultimately the individual career candidates
responsibility.
3 FAM 2242.3 Details and Leave
Without Pay
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
a. As the goal of the Officer Candidate Program is to
provide clear evidence of career Foreign Service potential within the time
period of the candidates limited appointment, details, or assignments outside the Department of State will
generally be avoided except for unusual cases, and then only when content and
supervision of the work to be performed would be substantially the same as for
a normal officer candidate position in the Department.
b. Posts may authorize career candidates up to 90 days
of leave without pay (LWOP) under certain conditions as provided in 3 FAM 3510.
Except for medical reasons, all LWOP requests exceeding 90 days must be
referred to HR/CDA. Because career
candidates are on a five-year limited appointment that generally cannot be extended, LWOP is not
recommended prior to tenure.
3 FAM 2242.4 Supervision
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
a. At all posts the deputy chief of mission (DCM) or
principal officer or, in Washington, the appropriate office director or officer of equivalent rank
will be responsible for assigning supervisory duties over entry-level officer candidates and ensuring that they are well trained, and
properly counseled and evaluated. In large organizations where the pressure of
work makes difficult the conduct of this important responsibility, the DCM or office director may designate an appropriate
counselor of embassy or deputy office
director to oversee entry-level officer
candidate activities.
b. Notwithstanding this authority to delegate
responsibility for the day-to-day management of the officer candidate program,
the DCM or office director should continue
to assure personally that these activities are effectively administered and
should remain available to the officer candidates
for consultation as needed.
c. Officer candidates will normally be informed of the
identity of the supervisory official as soon as practical, but always within 45 working days after arrival at
post or bureau.
3 FAM 2243
EVALUATION PROCESS
3 FAM 2243.1 Purpose
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
a. The evaluation process is designed to:
(1) Supply the Board with adequate information on
which to determine a candidates fitness for appointment as a Foreign Service
Officer;
(2) Provide officer candidates with periodic
assessments of their performance so that they can better prepare for their
careers; and
(3) Assist in supplying to the Director General of the
Foreign Service the necessary information for making a final judgment on
possible early termination of an officer candidate appointment because of
unsatisfactory performance of assigned duties (see 3 FAM 2247).
b. Evaluations also play an important role in
determining entry-level officer candidate
promotions, which are based upon satisfactory performance of assigned duties
over the prescribed period. The major
focus of the evaluation process during the entry-level
officer candidate period should be upon long-term potential, growth
capacity, and adaptability to the rigors of a Foreign Service career extending
to and including class FS-01.
3 FAM 2243.2 Evaluation
of Entry-Level Officer Candidates
3 FAM 2243.2-1 Rating
and Reviewing Officers
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
a. Normally, the entry-level
officer candidate's immediate supervisor will prepare the rating officer
portion of the Employee Evaluation Report (EER). If
the supervisor of an untenured entry-level
officer is another untenured officer, the principal officer or DCM (or
in Washington, the office director or
equivalent) will at the beginning of the rating period name a tenured officer
in line of authority as the rating officer. If, in unusual circumstances, the entry-level officer candidate is simultaneously
supervised by more than one officer, the principal officer or DCM (or in
Washington, the office director or
equivalent) at the beginning of the rating period will designate one of the supervisors as a rating officer. The other supervisors may be
designated to submit evaluative material in the form of a memorandum, which the
rating officer may draw upon in drafting the evaluation.
b. The DCM, principal officer, or office director is expected to exercise personal
oversight in establishing responsibilities of
the entry-level officer candidates
assigned to the post or bureau and will in most cases be the reviewing
officer. When the DCM, principal officer, or office
director is the immediate supervisor of the entry-level officer candidate, the former must act as the rating officer only, and the
reviewing officer will be the next highest ranking officer with supervisory
duties in the mission or organization. In large organizations where
supervisory responsibility has been delegated pursuant to section 3 FAM 2242.4,
the appropriate counselor of embassy or office deputy
director may be designated as the reviewing officer in place of the DCM
or office director.
3 FAM 2243.2-2 Rating
Periods
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
Normal Foreign Service rating periods will not apply to entry-level officer candidates. Instead, EERs
will be prepared on Form DS-1829, on a schedule calculated from the candidate's
assumption of specific duties, as follows:
(1) One year from the date in which the entry-level officer candidate assumes specific
duties within a post or bureau; and/or
(2) Upon transfer of the entry-level officer candidate from the post or
bureau or to other duties within the post or bureau; and/or
(3) Upon change of immediate supervisor; and/or
(4) Immediately before scheduled consideration by the
Board.
NOTE: No such report is required
if the total elapsed period since the prior report is less than 120 calendar days. In unusual circumstances,
the Office of Performance Evaluation (HR/PE) may direct more frequent reports.
3 FAM 2243.3 Evaluation
of Mid-Level Candidates
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
a. The performance and potential of mid-level officer
candidates are evaluated in accordance with the schedule, procedures, and EER
for tenured Foreign Service employees.
b. Normally, the mid-level candidates immediate
supervisor will prepare the rating officer portion of the EER. If an untenured mid-level officer is supervised by another untenured officer, the
principal officer or DCM (or in Washington, the DAS or officer of equivalent
rank) will at the beginning of the rating period name a tenured officer in line
of authority as the rating officer.
c. For a candidate pending review by the Board, HR/PE
may request an interim performance appraisal for any period of performance in
excess of 60 days.
3 FAM 2244
PROMOTIONS
3 FAM 2244.1 Promotion
of Entry-Level Officer Candidates
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
a. An entry-level officer
candidate will be promoted administratively up to class FS-04 for satisfactory
performance, without regard to the candidates ultimate qualification for
tenure appointment as a Foreign Service Officer as determined by the Board.
Such promotions will be in accordance with the requirements and procedures of 3 FAM 2320.
Promotion beyond FS-04 will not be considered until the candidate has been
tenured.
b. Entry-level officer
candidates who have been recommended for tenure will be reviewed by the next
appropriate selection board if they are otherwise eligible. Whenever
time-in-class eligibility rules for promotion consideration would permit one or
more candidates in an entering FSI class of entry-level
officer candidates to be reviewed while rendering ineligible other
candidates in the same group at the same level who were appointed slightly
later, all candidates in the group at that level recommended for tenure will benefit
from the earliest appointment date of those candidates in the group.
3 FAM 2244.2 Promotion
of Mid-Level Candidates
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
Mid-level candidates will be considered for promotion by
selection boards after serving the requisite time in class required for Foreign
Service Officers in their class and occupational category as established in Selection Board precepts. They will be reviewed
in the same competition group as such officers. A mid-level candidate may not
be considered for promotion over the senior threshold until the candidate has
been tenured.
3 FAM 2245
COMMISSIONING AND TENURE
3 FAM 2245.1 Policy
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
The decision on whether to tenure a candidate will be made
by the Board. The sole criterion for a positive tenuring decision will be the
candidates demonstrated potential, assuming normal growth and career
development, to serve effectively as a Foreign Service Officer over a normal
career span, extending to and including class FS-01. This criterion will be
amplified or more fully expressed in precepts provided for the Boards guidance
(see subchapter 3 FAH-1
Exhibit H-2245.3, Precepts for the Foreign Service Officer Commissioning
and Tenuring Board). Because candidates
are recruited in response to defined Service needs, no numerical limit is
placed on the number of positive tenuring decisions by the Board. Candidates
records are reviewed on their merits, not in comparison or competition with one
another. Candidates not recommended for tenure will be separated from the
Service at expiration of their limited appointment or at an earlier date if so
recommended by the Board.
3 FAM 2245.2 Entry-Level
Officer Candidates
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
a. The Board makes its initial judgment regarding an entry-level officer candidates potential as
soon as possible after a candidate has served 36 months. A subsequent review
for candidates not recommended for tenure on initial review occurs 12 months
thereafter. The Board may recommend a third review six months subsequent to the second
review, if it considers that additional
evaluated experience may lead to a favorable tenuring decision. Successful
candidates will be commissioned as Foreign Service Officers and will be granted
27 years from date of entry into the Foreign Service to reach the Senior
Foreign Service (time-in-class restrictions apply at classes FS-04 to FS-01).
b. The Boards decision will in no instance be made
before the candidate has attained class FS-04.
3 FAM 2245.3 Members
of the Foreign Service Appointed Under the Mustang Program
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
Members of the Foreign Service appointed under the Mustang
Program must be subject to the same
commissioning and tenure process as other entry-level
officer candidates.
3 FAM 2245.4 Mid-Level
Officer Candidates
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
a. The Board makes its initial judgment regarding a
mid-level candidates potential as soon as possible after a candidate has
served 36 months. A subsequent review for candidates not recommended for tenure
on initial review occurs 12 months thereafter. The Board will conduct a third
review approximately two months prior to
expiration of the candidates limited appointment if it does not recommend
tenuring on second review.
b. Mid-level candidates who are promoted before tenure
will be referred to the next session of the Board for review for career status
regardless of the date of their last review and of their period of service. In
the case of mid-level candidates whose limited appointments would expire before
the next scheduled meeting of the Board, the referral must be made in time to permit a decision before
the expiration date. In considering for career status a mid-level candidate
who has been promoted, the Board must accept
the candidates promotion as a prima facie indication that the candidate has
demonstrated the potential to serve successfully in a Foreign Service career.
If, notwithstanding this presumption, the Board should determine that the candidate requires additional experience
before the Board can reach a decision on
career status, the Board must prepare a
statement setting forth the reasons for its decision. This statement must be made available to the candidate and to the candidates Career Development
Officer (CDO), and must be made part of
the Boards permanent record.
c. Mid-level candidates commissioned as Foreign
Service Officers are granted a pro-rated time-in-service (TIS) from date of
entry.
d. TIS limits for tenured mid-level candidates are as
follows:
|
Class of Appointment
|
TIS Through Class
FS-01
|
|
FS-01
|
15 years
|
|
FS-02
|
20 years
|
|
FS-03
|
22 years
|
3 FAM
2245.5 Uniformed Services Employment
and Reemployment Rights Act (USERRA)
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
Boards are advised that the
Uniformed Services Employment and Reemployment Rights Act (USERRA) provides
that members called to military service are entitled to the additional
seniority and rights and benefits that such a person would have attained if the
person had remained continuously employed at the Department. In light of this
mandate, Boards are instructed to weigh carefully and consider military
evaluation reports and awards nominations a member provides in connection with
the period of time during which such member was on active military duty. In
this regard, Boards should review carefully any statement submitted by a member
concerning the relevance of military service to his or her work in the Foreign
Service.
3 FAM 2245.6 Deferral
of Board Review
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
Board review will take place in accordance with the
provisions and schedule set out in this subchapter. In unusual circumstances,
such as unavoidable absence of an evaluation report, recent assumption of new
duties, or other conditions that would
make Board review at the scheduled time inequitable, the candidate may request, or the Department
may recommend, that review be deferred until a succeeding session of the Board,
rather than proceeding with review on
schedule with the possibility of denial of tenure and lengthy delay before the
next scheduled review. Such deferral may take place only with the concurrence
of the Department and the candidate. Subsequent Board reviews will date from
the time of actual Board review, but in no case will deferral itself lead to
extension of limited appointment or time-in-class.
3 FAM 2245.7 Foreign
Language Proficiency
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
a. No officer candidate may be commissioned until the
candidate has demonstrated a proficiency in at least one foreign language, as
prescribed in 3
FAM 2730. In appropriate cases, the
Board may render a favorable tenure decision conditional upon subsequent
achievement of the prescribed language rating before the expiration of
candidate status. In such cases, the Boards action will not take effect until
the candidate achieves the required
language rating. Candidates who fail to satisfy language probation
requirements by the end of their five-year limited appointment will be
separated from the Service.
b. Candidates who are language probationers and who
have been recommended for tenure and are subsequently recommended for promotion
by a Selection Board will not receive such
promotion unless they satisfy their language requirement before the convening
of the next Selection Board. If the
officer is not off language probation before the convening of the next board,
the officer will recompete for promotion.
c. The following list
reflects existing language designated positions (LDPs) and may be modified in
accordance with the regular LDP review and re-designation process. For each
language listed, the first number indicates the necessary minimum score in
speaking and the second number indicates the necessary minimum score in
reading.
|
Albanian 2/2
|
Amharic 2/2
|
|
Arabic (all variants)
2/1
|
Armenian 2/2
|
|
Azerbaijani 2/2
|
Bengali 2/2
|
|
Bulgarian 2/2
|
Burmese 2/0
|
|
Cambodian (Khmer) 2/2
|
Chinese (all variants)
2/1
|
|
Czech 2/2
|
Danish 3/3
|
|
Dutch/Flemish 3/3
|
Estonian 2/2
|
|
Finnish 2/2
|
French 3/3
|
|
Georgian 2/2
|
German 3/3
|
|
Greek 2/2
|
Gujarati 2/2
|
|
Haitian Creole 3/3
|
Hausa 2/2
|
|
Hebrew 2/2
|
Hindi 2/2
|
|
Hungarian 2/2
|
Icelandic 2/2
|
|
Indonesian 2/2
|
Italian 3/3
|
|
Japanese 2/0
|
Kazakh 2/2
|
|
Korean 2/0
|
Kurdish 2/2
|
|
Kyrgyz 2/2
|
Lao 2/2
|
|
Latvian 2/2Lithuanian
2/2
|
Macedonian 2/2
|
|
Malay 2/2
|
Mongolian 2/2
|
|
Nepali 2/2
|
Norwegian 3/3
|
|
Panjabi/Punjabi 2/2
|
Pashto 2/1
|
|
Persian/Dari/Afghan 2/1
|
Persian/Farsi/Iranian
2/1
|
|
Persian/Tajiki 2/2
|
Pilipino/Tagalog 2/2
|
|
Polish 2/2
|
Portuguese 3/3
|
|
Romanian 3/3
|
Russian 2/2
|
|
Serbo-Croatian (all
variants) 2/2
|
Singhala/Singhalese 2/2
|
|
Slovak 2/2
|
Slovenian 2/2
|
|
Somali 2/2
|
Spanish 3/3
|
|
Swahili 2/2
|
Swedish 3/3
|
|
Tamil 2/2
|
Telugu 2/2
|
|
Thai 2/2
|
Tibetan 2/1
|
|
Turkish 2/2
|
Turkmen 2/2
|
|
Ukrainian 2/2
|
Urdu 2/2
|
|
Uzbek 2/2
|
Vietnamese 2/2
|
3 FAM 2245.8 Action
by the Director General
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
Upon receipt of the Boards recommendations, the Director
General will initiate necessary administrative action to commission employees
recommended for tenure by the Board and notify officer candidates not selected
for tenure on the last review.
3 FAM 2245.9 Temporary
or Permanent Removal of Names From Commissioning and Tenure Lists
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
The Director General may order the temporary exclusion
from a tenure list of the name of any candidate if, in the Director Generals
opinion, commissioning as a Foreign Service Officer would be inconsistent with
the national interest or the efficiency of the Service. Such reasons must be
based upon either:
(1) Issues of loyalty, security, misconduct,
suitability, or malfeasance; or
(2) Indications that documentation available to the
Board regarding an employees performance may have been significantly
inaccurate or incomplete.
NOTE: Procedures for temporary or
permanent removal of names are found in 3 FAH 1 H-2246.
3 FAM 2246
SEPARATION OF OFFICER CANDIDATES
FOR UNSATISFACTORY PERFORMANCE
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees)
The following applies to all candidates subject to review
by the Board.
3 FAM 2246.1 Policy
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees
The Officer Candidate Program is designed to permit an
on-the-job evaluation of the officer candidates fitness and aptitude for
effective service as a Foreign Service Officer across a normal career span.
That judgment normally will be made by the Board as described in 3 FAM 2245.
However, in exceptional cases a candidate may, prior to Board review, prove
unable to perform assigned duties satisfactorily, including the satisfactory
completion of the basic training course, or may fail to meet the standards for
a Foreign Service Officer as assessed through basic training. In such
circumstances, it serves neither the interest of the Service nor the individual
to retain the candidate for the full trial period originally scheduled. In
such instances, the Director General will terminate the candidates appointment
without delay, as authorized by section 612 of
the Act.
3 FAM 2246.2 Procedures
3 FAM 2246.2-1 Entry-Level
Officer Candidates
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees
a. In accordance with the schedule in 3 FAM 2244, the
EER is submitted to HR/PE and reviewed for compliance and adequacy. Upon
receipt of an EER in which the candidates
performance is rated as unsatisfactory, HR/PE will refer the case to the
Director General for review. No post or
bureau will submit an unsatisfactory report on a candidate unless the candidate
received notice in writing of the areas of
performance that are deficient and had a reasonable opportunity to demonstrate
satisfactory performance. A period of 60 days ordinarily will be sufficient to
demonstrate needed improvement, but a lesser period may suffice. An
unsatisfactory rating cannot be made unless the member has been given a
reasonable opportunity (ordinarily 30-60 days) and adequate guidance to remedy
deficiencies.
b. Upon being advised by the Director, HR/PE, that a
candidates service has been rated unsatisfactory, the Director General will:
(1) Advise the candidate in writing of this decision
and grant a period of at least 10 working days for the candidate to offer
comment on that finding; and
(2) Conduct further review or inquiry regarding the
candidates performance as the Director General may deem appropriate. All
material generated by such a review or inquiry or otherwise considered by the
Director General will be made available to the candidate, who will be granted a
period of ten working days from receipt of
such material in which to offer comment.
c. Upon completion of the above procedures, the
Director General will review all relevant and admissible material on file
regarding the candidates performance and will do one of the following:
(1) Advise the candidate that the finding of
unsatisfactory performance has been changed to satisfactory, and initiate
action to ensure that all personnel records reflect this determination; or
(2) Direct that the candidate be separated from the
Service under section 612 of the Act; or
(3) Withhold judgment regarding possible action for a
specified period of further on-the-job observation. The post or bureau must
submit to HR/PE the EER immediately following the additional period stating
either that the candidates performance is satisfactory or unsatisfactory. The
Director General will readdress the question based on overall performance
history at that date.
d. When ordering separation under this section, the
Director General will set the effective date, which may be no less than 30 days
following notification of that action, excluding travel time required to return
to Washington, DC, if abroad.
3 FAM 2246.2-2 Mid-Level
Candidates
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees
a. Ordinarily, the determination of unsatisfactory
performance will be made by the rating and reviewing officers only in
connection with a normally established performance appraisal period (see 3 FAM 2810 for
regulations governing submission of annual and interim reports and 3 FAM 2244 for
additional reports that may be required by HR/PE for mid-level candidates). When at any time after a reasonable opportunity
for experience in a new position a mid-level candidates performance is judged
clearly unsatisfactory, the supervisor in consultation with the chief of
mission or other reviewing officer may, if the situation warrants, advise the
candidate in writing of the unsatisfactory determination and the reasons for
the decision. The candidate will have 60 days to raise performance to a
satisfactory level. In such cases, if the candidates performance after the
60-day warning period is unsatisfactory, the post or bureau must immediately
submit a full performance appraisal on the prescribed Department form to HR/PE
documenting that performance is unsatisfactory. The report should be prepared
and submitted in accordance with 3 FAM 2810.
Upon receipt of the report, HR/PE will refer the case to the Director General
for review.
b. Upon being advised by the Director, HR/PE, that a
candidates service has been rated unsatisfactory, the Director General will:
(1) Advise the candidate and grant a period of at
least 10 working days for the candidate to offer comment on that finding; and
(2) Conduct such further review or inquiry regarding
the candidates performance as the Director General may deem appropriate. All
material generated by such a review or inquiry or otherwise considered by the
Director General will be made available to the candidate, who will be granted a
period of 10 working days from receipt of the material in which to offer
comment.
c. Upon completion of the above procedures, the
Director General will review all relevant and admissible material on file
regarding the candidates performance and will do one of the following:
(1) Advise the candidate that the finding of
unsatisfactory performance has been changed to satisfactory, and initiate
action to assure that all personnel records reflect this determination; or
(2) Direct that the candidate be separated from the
Service under section 612 of the Act; or
(3) Withhold judgment regarding possible action for a
specified period of further on the-job observation. During that additional
period, the Director General may direct a special monitoring of the candidates
performance, possibly to include preparation of evaluation reports at more
frequent intervals than otherwise prescribed. Upon expiration of the period,
the Director General will readdress the question based on overall performance
history at that date.
d. When ordering separation under this section, the
Director General will set the effective date, which may be no less than 30 days
following notification of that action, excluding travel time required to return
to Washington, DC if abroad.
3 FAM 2247
PROCEDURES AND GUIDELINES
(CT:PER-715; 12-09-2013)
(State Only)
(Applies to Foreign Service Employees
Procedures and guidelines which implement these
regulations are published in 3 FAH-1 H-2240.
3 FAM 2248
and 2249
unassigned