3 FAH-1 H-2420
FOREIGN SERVICE (FS) Career Development, ASSIGNMENT, AND
TRANSFER
(CT:POH-223; 07-09-2019)
(Office of Origin: HR/CDA)
3 FAH-1 H-2421 subchapter Definitions
(CT:POH-223; 07-09-2019)
(State only)
(Applies to Foreign Service Employees)
Assignment: A tour of duty to
a FS position that exceeds six months. An assignment overseas will only be
considered as completed for the purposes of this subchapter if it satisfies such
minimum period of continuous service overseas as may be specified herein.
Department: The Department of
State.
Detail: The temporary loan of
your services to an international organization during which time you retain
your status as a Department employee.
Detail assignment: An
assignment to a position outside the Department where you retain your status as
a Department employee.
Directed assignment: An
assignment made by the Director General (DG) relying on the overall authority
he or she exercises on delegation from the Under Secretary for Management;
Director General (DG): The DG
of the Foreign Service and Director of Human Resources (DGHR) or the HR deputy
assistant secretary (DAS) to whom he or she has delegated decision-making
authority.
Standard operating procedure (SOP):
The specific references made in this subchapter to auxiliary and supplementary
material that further details procedures and processes that apply to the FS
assignment process. Such material does not, however, constitute policies and
regulations as defined in 3 FAM 1112.1.
Tandem: A couple of which one
spouse is a career or career candidate employee of the FS or Senior FS and the
other spouse is an employee of one of the agencies (Department of Agriculture, Department of Commerce, U.S. Agency for Global
Media, and U.S. Agency for International
Development) authorized to use the Foreign Service Personnel System (22 U.S.C.
3922).
Transfer: A secondment to an
international organization when you are separated from the Service for the
duration of your secondment.
We or HR/CDA: The Office of
Career Development and Assignments in the Bureau of Human Resources.
You: A career or career
candidate employee of the FS or of the Senior FS.
3 FAH-1 H-2422 Authority
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. The procedures outlined in this section are based on
provisions of law cited in 3 FAM 2421 and
the delegations of authority referenced in 3 FAM 2422.
The DG has delegated responsibility for the management and administration of
the Career Development Program (CDP) to the directors of the Office of Career
Development and Assignments (HR/CDA) and the Office of Performance Evaluation
(HR/PE) jointly, and for the open assignments system to the Director of
HR/CDA. HR/CDAs assignment panels (3 FAH-1
H-2425.3) exercise their functions on behalf of the DG who retains the
right to amend or reject the panels decisions.
b. The DG may also, at any time, direct your assignment
on the basis of Service need, whether or not you have bid on the position.
3 FAH-1 H-2423 Principles
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. The Departments Career Development Program (CDP)
for the FS derives from statutory authority in 22 U.S.C. 4023, and from
regulations that are included in 3 FAM 2420.
b. The assignment of members of the FS is based on
provisions of law contained in 3 FAM 2421 and
the regulations cited in 3 FAM 2420 as a
whole.
c. An assignment, for the purposes of this subchapter,
will be to any FS position for more than six months. For assignments to
overseas positions, you must fulfill the following minimum continuous service
requirements in order for the assignment to be considered as a completed one
for the purposes of this subchapter: 10 months for a one-year tour of duty
(TOD), 20 months for a two-year TOD, and 30 months for a TOD of 3 years or
more. For nonstandard TODs overseas, the minimum continuous service
requirement will be at least 83% of the period of assignment.
d. In considering your assignment, the DGs paramount
consideration is the needs of the Service. 3 FAM 2424.2
outlines other concerns that are taken into account during the assignment
process.
3 FAH-1 H-2423.1 Worldwide
Availability
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. 22 U.S.C. 3901(a)(4) is the legal basis for this
section; these provisions are amplified in 3 FAM 2424.
b. We may assign you to any position, on a worldwide
basis, as we determine necessary in the best interests of U.S. foreign policy
and the efficient functioning of the Service.
c. The decision of an assignment panel (3 FAH-1
H-2425.3-1), or of the DG on review or appeal (3 FAH-1
H-2425.3-2) is binding upon you. If you refuse to accept such a decision,
you are subject to disciplinary action, including separation from the Service
per 3 FAM 4300.
3 FAH-1 H-2423.2 Continuous
Service in the United States (SOP A-4)
(CT:POH-223; 07-09-2019)
(State only)
(Applies to Foreign Service Employees)
Members of the Foreign
Service may not serve more than six consecutive years in domestic assignments,
unless extensions of up to eight years are granted through a waiver from the
Director General ("6/8 Rule"). The Director General has delegated the
authority to grant such a waiver to the Director of Bureau of Human Resources,
Office of Career Development and Assignments (HR/CDA) by memorandum dated
August 8, 2005. Requests beyond eight years must be approved by the
Secretary. The authority to approve waivers of the eight year rule has been
delegated to the Director General. The following flexibilities apply:
a. INCOMPLETE TOURS
ABROAD: An incomplete tour overseas will not count toward either domestic or
overseas duty. However, an "incomplete TOD" abroad will not reset an
employee's continuous domestic service calculation to zero.
b. FAMILY CONSIDERATIONS
CRITERION: Family considerations, such as family health or a spouse's
professional requirements, may be taken into account when considering waivers
for continuous domestic service up to the eight-year cap.
c. WAIVERS IN TWO-YEAR
INCREMENTS: In recognition of the need for employees to plan for future
assignments, waivers for more than six years of continuous domestic service may
be granted in increments of up to two years, as long as the results do not
exceed eight years of continuous domestic service.
d. TOUR ADJUSTMENTS TO
SUMMER/WINTER: When an employee wishes to extend from the Winter into the
Summer bid cycle, six-year rule waivers of up to four months will be granted
automatically, without the need for an employee to request a waiver.
e. SHORTENED/LENGTHENED
TOURS OF DUTY: When the Department shortens a tour of duty (TOD) for a post,
the amount of time required for a "completed" tour will shorten
accordingly. However, if the Department lengthens a TOD, employees need only
complete the time required for the established TOD at time of paneling to
consider the TOD "completed" for 6/8 Rule purposes. For example, if
the Department extends the TOD at a post from two to three years, employees
originally paneled to a two-year TOD need only complete 20 months of the
original two-year TOD to "reset" their 6/8 clock.
3 FAH-1 H-2424 Foreign Service (FS)
Career Development Program
(CT:POH-208; 07-06-2018)
(State only)
(Applies to Foreign Service Employees)
a. The Career Development Program (CDP) is designed to
prepare you for senior levels in your specific career track. The CDP is
focused on the development of the professional, leadership, language and
technical skills you will require at such levels through training and a range
of assignments and experiences. It is also designed to ensure that Service
needs are met.
b. The program is based on four principles. Your
career should reflect observance of these principles over time:
(1) Operational effectiveness, including a breadth of
experience in several regions and functions;
(2) Leadership and management effectiveness;
(3) Sustained professional language and/or technical
proficiency; and
(4) Responsiveness to Service needs.
c. For an explanation as to how the CDPs requirements
relate to eligibility for promotion into the Senior FS (for generalists) or
into this or other professional-level grades (for specialists), see the
procedural precepts for FS promotion boards at 3 FAH-1 H-2320.
3 FAH-1 H-2425 The Open Assignments
System
3 FAH-1 H-2425.1 Purpose
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. The open assignments system (SOP A-1) is designed to
obtain the most effective match of personnel to FS position vacancies in the
Department and at posts overseas in a transparent and equitable manner. The
paramount consideration remains meeting Service need. To the extent possible,
it also considers your assignment preferences as well as those of the bureaus.
b. The system also takes into account other statutory
and regulatory requirements, including mandatory career development and
training. Assignments overseas, including for the purposes of career
development requirements, will only be considered as completed if they satisfy
the continuous service requirements outlined in 3 FAH-1 H-2423,
paragraph c.
3 FAH-1 H-2425.2 The Role of the
Office of Career Development and Assignments (HR/CDA)
3 FAH-1 H-2425.2-1 Structure and
Organization of HR/CDA
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. The director of HR/CDA, and his or her deputy, is
responsible for the management of this office and its personnel. The director
may create divisions of the office, that he or she believes will help ensure
the efficient operation of the office and for the administration of the open
assignments system.
b. The director will ensure that information on the
responsibilities of such division(s) is available to you so that you know whom
to contact in connection with your assignment process.
c. The employees in HR/CDA are divided into three
basic groups. While each group has specific responsibilities, all balance
these with a parallel responsibility to the Department and its overall
personnel policy.
d. The first group advises you and your colleagues on career
development and assignment issues and reflects your preferences in the
assignment process. Members of this group also provide guidance to employees
regarding the elements of the CDP. The second group represents the interests
of the Departments bureaus. The third group processes the messages that
authorize your travel to and from post and handles related administrative
issues.
3 FAH-1 H-2425.2-2 Operation of
HR/CDA
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. HR will operate and maintain an electronic system
for submitting and recording your assignment preferences (bids). We will
consider as valid only those bids that you submit via this system unless, in
extraordinary circumstances, we authorize submission of bids in an alternate
written form.
b. We will also maintain, and make available to all
employees, standard operating procedures (SOPs) which complement and provide
further detail for this subchapter of the handbook. We may change these
procedures in the interest of greater efficiency, clarity, and equity as the
need arises. Any material changes that affect the operation of the Open
Assignments System will be reflected in the series of annual messages (see 3 FAH-1
H-2425.4) available to all employees prior to and during each assignment
cycle.
c. Once you have been duly assigned, we will inform
you in writing (A-16) of that decision. At an appropriate point, and in
advance of your need to transfer, we will also issue you the necessary orders (3 FAH-1 H-3760)
that will authorize use of departmental funds to pay, as appropriate, for
travel, training, per diem, and other expenses you incur between postings.
3 FAH-1 H-2425.3 Assignment Panel
Assignments and Assignment Panel Appeals
3 FAH-1 H-2425.3-1 Assignment
Panels
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. Except as indicated below, only assignment panels,
subject to review by and appeals to the DG (3 FAH-1
H-2425.3-2) are authorized to assign you and other Department personnel to
FS positions.
b. The only exceptions are as follows:
(1) Directed assignments including those of
entry-level career candidate members of the FS (3 FAH-1
H-2425.8-6) and for certain limited noncareer appointments (3 FAH-1
H-2425.8-13);
(2) Assignments based on the DGs decision to reverse
a panel decision (3 FAH-1 H-2422);
and
(3) Chiefs of mission (COMs), designated chiefs of
mission, ambassadors, deputy assistant secretaries of State, deputy chiefs of
mission and principal officers (3 FAH-1
H-2425.8-2 and 3 FAH-1
H-2425.8-3).
c. While the panels record these assignments for
administrative purposes they may not amend them.
d. The DG may decide at any point, and in the interest
of efficiency or equity, to change the structure, membership, or operation of
the assignment panels.
e. At present, the DG has authorized the operation of
two panels. The Mid-Level Panel assigns FS-02, FS-03, tenured FS-04
generalists as well as mid-level specialists who are at grade or are being
proposed for stretch assignments within the FS/FP-02 to FS/FP-03 range. The
Interdivisional Panel makes all assignments other than those specifically
reserved to the Mid-Level Panel, including, but not limited to, all assignments
to long-term training, detail assignments, details and transfers.
f. The director of HR/CDA chairs the Interdivisional
Panel. The deputy director chairs the Mid-Level Panel.
g. Only HR/CDA employees may serve as members of a
panel. Panels are constituted, however, so that both your interests and those
of the bureaus are fairly represented.
h. The deliberations of the panels are protected.
Panel members are not authorized to discuss, outside of HR, the specifics of
how a decision was reached or how individual members voted. This is to protect
the ability of the panel to be forthright and frank in its discussion of
proposed assignments and in order to preserve its ability to reach the best
decisions possible.
3 FAH-1 H-2425.3-2 Assignment
Panel Appeals
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. You have 10 days to appeal a panel decision, in
writing, to the DG. If you are appealing a decision of the panel to assign you
to a position, you must identify specific reasons that show service in such a
position would impose undue hardship on you personally or professionally. You
may also appeal a decision of a panel not to assign you to a position for which
the panel considered you.
b. Bureaus of the Department may also appeal a panel
decision, within the same time frame, to the DG. Bureau appeals must delineate
why the assignment of the employee would run counter to the efficient operation
of the office or post.
c. The decision of the DG will be final and binding
upon you as well as on a bureau. There is no appeal beyond the DG in either
case. Your failure to accept the decision by the DG will make you subject to
disciplinary action outlined in 3 FAM 4300.
d. You may not appeal a directed assignment.
3 FAH-1 H-2425.4 Open Assignments
Notifications
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. We will announce, on an annual basis, the rules for
filing assignment preferences (bids) during an annual assignment cycle. With
respect to bargaining unit positions, we negotiate implementing procedures and
appropriate arrangements for employees who are adversely affected by
managements assignment actions with the American Foreign Service Association.
b. We will also inform you of the related procedures
regarding the operation of the open assignment system. We will ensure that
this information is made available to all employees serving domestically and
overseas. You are responsible for familiarizing yourself with all provisions
relevant to your assignment situation and observing all rules and guidelines
that apply to you.
c. We will not normally change fundamental procedures,
once the assignment cycle has begun, although we reserve the right to do so if
Service need so requires. In that event, we will notify you as soon as
feasible and permit you reasonable time to make any changes in your bids that
may be required under the revised procedures.
d. We will publish a list of all available positions
(provided by the Departments bureaus under guidelines we supply) to be filled
in an annual assignment cycle. The list will include such out-year positions
as are designated under standards published as noted above. In addition, we
will advertise, in general, other positions (such as assignments and details
outside the Department, 3 FAH-1
H-2425.8-9) available to employees in the assignment cycle.
3 FAH-1 H-2425.5 Terms and
Conditions of Bidding
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
Certain issues and concerns will be relevant to the
bidding and assignment process. These may include, but are not limited to the
following:
(1) The procedure that the panels will follow in
determining assignments. These may include, among others, when you may be
identified for a specific assignment (SOP B-3), or when you may be designated
for such an assignment (SOP B-4). With regard to the latter point, if you fail
to file bids in a manner and by the deadline we specify, you are also subject
to being designated for assignment;
(2) The schedule that the panels will follow in making
assignments to certain positions; for instance, the time periods when you are
eligible to be assigned depending on the nature of the position and/or your
grade. In that regard, we will also advise when you may be a candidate for
positions that are ranked either above or below your grade (SOP B-2);
(3) The length of time or tour of duty (TOD, SOP A-3)
you will be assigned to positions domestically or overseas. In addition to
standard TODs, we intend to maintain specific tours of duty at certain kinds of
posts, the length of which may be affected by factors including, but not
limited to, hardship differential, Service need differential, danger pay, and
the responsibilities of certain positions. Service overseas may also entitle
you to home leave (3 FAM 3430 and
SOP A-13) and/or eligible for rest and recreation (R&R, 3 FAM 3720);
(4) The procedures that are associated with positions
at offices and/or posts that have insufficient bidders for vacancies, such as
historically difficult-to-staff posts (SOP B-19) or hard-to-fill positions (SOP
B-18);
(5) Special procedures that may include, but are not
limited to, the length of time that you may serve continuously in the United
States (SOPs A-4 and A-5) and applicable fair-share service bidding
requirements;
(6) Special allowances available to those who are
assigned to certain difficult-to-staff positions (SOP B-22);
(7) Conditions and deadlines for requesting an
extension or curtailment (SOP A-6);
(8) Considerations that pertain to all assignments to
or involving training, including your eligibility for same and any bidding
requirements (SOP A-7);
(9) Which positions are language-designated, the
requirements for bidding on these, and how or when bureaus may apply for
language waivers (SOP A-8);
(10) When bridge assignments may be appropriate, what
options are available to the employee in terms of assignment versus temporary
duty (TDY), and the financial implications for each (SOP A-9);
(11) How we consider leave-without-pay (LWOP) requests
and what financial and benefit considerations pertain to those granted this
status (SOPs A-12 and A-12A);
(12) When a bureau may request creation of a short-tour
position outside the parameters of the open assignment system, how we will
consider such a request, and how an employee may fill it (SOP A-14);
(13) How and when a bureau may request that a volunteer
cable be issued, the conditions under which an employee may respond to such a
cable, and how we will consider filling the position (SOP A-15); and
(14) How the Department will fill urgent (now)
vacancies and who is eligible to bid on such positions (SOP A-22).
3 FAH-1 H-2425.6 Your Role in the
Open Assignment Process
(CT:POH-115; 08-31-2005)
(State only)
(Applies to Foreign Service Employees)
a. Your active participation in the open assignment
process is critical. It is your responsibility to read the material we provide
for each assignment cycle and to understand the context in which you will be
sending us your bids for onward assignment.
b. It is your responsibility to file your bids,
complying with the rules and guidelines we announce by the deadline specified.
If you fail to do that, or you do not update your bid list as may be required
by the open assignments process, you may be designated for any available
assignment (SOP B-4).
3 FAH-1 H-2425.7 Role of the
Bureaus in the Open Assignment Process
(CT:POH-115; 08-31-2005)
(State only)
(Applies to Foreign Service Employees)
Bureaus in the Department play an important role in the
assignment process. Bureaus make their staffing needs and assignment
preferences (except in the case of entry-level career candidates) known through
those members of HR/CDA who represent their interests in the assignment
process.
3 FAH-1 H-2425.8 Special
Assignment Considerations
3 FAH-1 H-2425.8-1 Security and
Medical Clearances
(CT:POH-173; 09-16-2015)
(State only)
(Applies to Foreign Service Employees)
a. 12 FAM 230
governs the question of security clearances in the context of assignments. 16
FAM 200 controls medical clearances.
b. Security clearances: In addition, assignment to
certain designated criteria countries requires an additional clearance (SOP
B-11).
c. Medical clearances (SOP B-12): A medical clearance
for an assignment overseas is valid for two years, or for the length of the
assignment, whichever is longer.
d. You are eligible for assignment overseas, from a
medical perspective, if you hold Class 1 (worldwide available) or Class 2
(limited availability) clearances.
e. Special assignment procedures (post approvals) apply
if you or your EFMs (as defined for the purposes of this section at 16 FAM 100)
have Class 2 medical clearances (see 16 FAM 200). They are designed to ensure
that we can make the best possible assignment in the interests of the Service
while taking into account your medical situation.
f. Special assignment procedures also apply for
employees with children (who are EFMs) who MED/ECS has identified as having
special educational needs.
g. You are responsible for ensuring that you comply with
the above-noted procedures. If you fail to do this, we may designate you for
any position worldwide for which MED clears you whether or not you have bid on
the position.
3 FAH-1 H-2425.8-2 Chief of
Mission Appointments and Deputy Assistant Secretary of State Assignments (SOP
C-1)
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. The Deputy Secretary chairs a committee, known as
the D committee, which reviews candidates to serve as chiefs of mission (COM),
designated COMs, ambassadors, and also as deputy assistant secretaries (DASs)
of the Department.
b. The Deputy Secretary selects members of senior
Department management to serve on the committee.
3 FAH-1 H-2425.8-2(A) Chiefs
of Mission (COMs)
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. In most cases, the regional bureaus will make
recommendations to the DG of candidates to be considered by the D committee for
appointment as chief of mission (at bilateral and multilateral posts). The D
committee reviews candidates that HR subsequently proposes (SOP C-1) for such
positions. The proposal is made after interdepartmental consultations under
established guidelines and following a preliminary security and suitability
review. The committee then selects one candidate and forwards that name to the
Secretary for his or her consideration. Candidates approved by the Secretary
are forwarded to the President.
b. In general, most career FS appointees in these
positions serve for 3 years. There is, however, no term per se to a COM
appointment as appointees serve at the pleasure of the President. COMs are
appointed by the President and require the advice and consent of the Senate.
Presidential appointment: yes
Require advice and consent of the Senate: yes
May elect presidential pay: yes (career FS only)
3 FAH-1 H-2425.8-2(B) Designated
Chiefs of Mission (COMs)
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
22 U.S.C. 3942 provides the President authority to assign
a career member of the Service as charg daffaires or otherwise as the head of
a mission (or as the head of a United States office abroad which is designated
by the Secretary of State as diplomatic in nature) for such period as the
public interest may require. The Presidents authority under this section was
delegated to the Secretary of State by E.O. 12293 of February 23, 1981. The
Secretary has further delegated this authority to the Under Secretary for
Management under delegation of authority No. 148-1 dated September 9, 1981.
Presidential appointment: no
May elect presidential pay: yes
3 FAH-1 H-2425.8-2(C) Personal
Rank of Ambassador
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
22 U.S.C. 3942(a)(2)(B)(i) authorizes the President to
confer the personal rank of ambassador for a period not to exceed six months.
The purpose of this authority is to accord appropriate status to senior U.S.
representatives conducting high-level functions either domestically or
overseas.
Presidential appointment: no
May elect presidential pay: no
3 FAH-1 H-2425.8-2(D) Deputy
Assistant Secretaries of State (DASs)
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
The D committee also considers candidates that the
Assistant Secretaries of the Department propose to serve for DAS vacancies.
The committee forwards the name of the candidate it approves for each vacancy
to the Secretary for his or her approval.
May elect presidential pay: no
3 FAH-1 H-2425.8-3 Deputy Chiefs
of Mission (DCMs) and Principal Officers (POs) Assignments (SOP C-2)
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. The DG chairs a committee, known as the DCM
committee that reviews and proposes candidates to serve as DCMs and POs at
positions overseas.
b. The DG selects members of Department management to
serve on the committee. The committee reviews, in consultation with HR and the
relevant bureaus, the eligible bidders on DCM and PO positions. The committee
then decides on a list of candidates to fill the position.
c. The committee sends the list of DCM candidates to
the COM; the COM may select from among the candidates to fill the position. If
there is no COM at post, or in some cases if the COM is to depart post before
the DCM arrives, the committee sends the list of candidates to the Assistant
Secretary of the relevant bureau. The Assistant Secretary, in these cases,
selects the DCM.
d. The DCM committee itself selects candidates to serve
as POs.
3 FAH-1 H-2425.8-4 Office
Management Specialist (OMS) Assignments for Senior Management and COMs (SOP
C-7)
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. Department principals (Under Secretaries and above),
Assistant Secretaries and equivalents, deputy assistant secretaries (DASs), and
officials referred to in 3 FAH-1
H-2425.8-2(A) (hereafter, and for the purposes of this section only,
ambassadors) may select an OMS regardless of whether or not he or she is
currently available for assignment except as indicated below.
b. The assignment panel will take the necessary action
to curtail, as needed, the OMS from his or her current tour and transfer him or
her expeditiously (with due regard to allowed leave, and related repayment
waivers) to the position in question.
c. At a post with two ambassador-level OMS positions,
the ambassador may select an OMS for the more junior position only from the
list of current bidders.
d. The TOD for an ambassadors OMS will be the standard
TOD for the post.
3 FAH-1 H-2425.8-5 Specialists
(SOP B-9)
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. Specialists are subject to all of the rules and
procedures of the open assignments system except where noted in SOP B-9.
b. Specialists will normally be assigned to positions
in their areas of specialization. Specialists may, however, be assigned to
positions outside their designated skill code under certain conditions (see SOP
B-9).
3 FAH-1 H-2425.8-6 Entry-Level
Career Candidates (SOPs B-9 and C-8) [Entry-Level Generalists and Specialists
Except Where Noted]
(CT:POH-173; 09-16-2015)
(State only)
(Applies to Foreign Service Employees)
a. The assignment of entry-level FS employees entails
different bidding requirements, open assignment notifications, assignment
seasons, and TOD.
b. Your first two assignments will generally be to
overseas posts except as Service need dictates. We direct, on behalf of the
DG, the first, and in most cases, the second assignments. You may not appeal
these assignments.
c. We consider a range of factors in deciding on your
assignment in addition to Service need. These may include, among others:
(1) Your requirements for tenure and career
development;
(2) Family, medical and special educational issues as
noted in 3
FAH-1 H-2425.8-1;
(3) Timing issues relating to departure dates of
current position incumbents and any training you require for an assignment;
(4) Your previous assignment(s), including any
hardship and/or danger differentials for those assignment(s).
d. Your TOD for your first two assignments will
normally not exceed two years. In the event that you are approaching the end
of your limited noncareer appointment (3 FAM 2240), we
will adjust your TOD to take this fact into account.
e. For entry-level generalists only: Your eligibility
for language training will be limited until such time as you may be tenured.
We will endeavor, however, to afford you an appropriate opportunity in your
assignments to meet the requirement that untenured generalists reach a given
proficiency in a foreign language before being eligible to be tenured (see 3 FAM 2245.7).
3 FAH-1 H-2425.8-7 Tandems and
Nepotism
3 FAH-1 H-2425.8-7(A) Tandem
Assignments (SOP A-11A)
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. Subject to the nondiscrimination provisions of 5
U.S.C. 2301(b)(2) and 22 U.S.C. 3905(b), which prohibit, among other things,
discrimination on the basis of marital status, we will make a reasonable effort
to assign both members of a tandem (see 3 FAH-1
H-2425.8-7) to the same post in positions appropriate to their class levels
and qualifications.
b. In order to be treated as a tandem for assignment
purposes, the couple must follow all of the guidelines we identify in this
regard.
c. Tandems must know that there is no guarantee that
both spouses will be assigned to the same post. In the event that such
assignment does not prove practicable or possible, or could only be
accomplished by means of disallowed discrimination, we will consult with each
member of the tandem on available options. Such options may include separate
assignments or leave without pay (LWOP; see 3 FAH-1
H-2425.5, subparagraph (11)). In the event that the spouse on LWOP elects
not to bid on such a position, we may identify him or her for the vacancy.
d. The TODs of members of a tandem couple will normally
comply with established policies except to the extent that we may decide
otherwise under established guidelines.
3 FAH-1 H-2425.8-7(B) Nepotism
(SOP A-11B)
(CT:POH-208; 07-06-2018)
(State only)
(Applies to Foreign Service Employees)
See Department regulations at 3 FAM 8320.
3 FAH-1 H-2425.8-8 Training (SOP
A-7)
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. You may be assigned to long-term training or
short-term training, as defined in SOP-7, as a part of your career development
or in the context of your onward assignment.
b. You are required to take certain training as part of
your career development, in order to be assigned to a position with supervisory
responsibilities, and otherwise as law or regulation may prescribe. You will
be advised, in advance, of when we require you to take such training.
c. The Foreign Service Institute (FSI; 13 FAM 121)
generally administers and provides all training which occurs under the
Departments jurisdiction.
3 FAH-1 H-2425.8-9 Positions
Outside the Department (SOP A-10)
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
We anticipate that, in most cases, we will advertise
opportunities to serve in positions outside the Department as part of the
notification you receive during an assignment cycle. In most cases we will
organize special competitions for these positions. We will inform you of any
special bidding procedures that apply in this regard.
3 FAH-1 H-2425.8-9(A) Detail
Assignments
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. The legal bases for detail assignments to positions
outside the FS are 22 U.S.C. 3983 and 22 U.S.C. 2685.
b. Detail assignments are intended to benefit you and
the Department. They benefit you by broadening your foreign policy skills and
expertise. They also contribute to overall interagency cooperation and provide
expertise and support to organizations involved with foreign affairs
activities.
c. Detail assignments may include, but are not limited
to the following:
Office of a member of Congress or congressional office
Other agencies of the Federal Government
State and municipal governments
Academic institutions
U.S. armed forces war colleges
International organizations
Nongovernmental organizations
d. Detail assignments may not exceed four years of
continuous service unless the Under Secretary for Management approves an
extension under special circumstances.
e. If we detail or assign you to the office of a member
of Congress or to an office of the Senate or House of Representatives, you will
have the status of an employee of the Congress for the purpose of payment of
travel and other expenses.
3 FAH-1 H-2425.8-9(B) Details
to International Organizations
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
We may detail you to an international organization for a
period not to exceed five years. The Secretary may extend such a detail up to
an additional three years if he or she determines this would be in the national
interest. You will remain an employee of the Department while on such a
detail.
3 FAH-1 H-2425.8-9(C) Transfers
(Secondments) to International Organizations
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. The legal basis for this section is 5 U.S.C. 3581 -
3584.
b. An international organization, for the purposes of
this section, is a public international organization, or
international-organization preparatory commission in which the U.S. Government
participates.
c. We will only consider a transfer if it is requested
by an international organization and if you agree with the proposal. Transfers
fall outside the provisions of the Open Assignment Process.
d. If we transfer you to an international organization,
you will be separated from the Service for the length of time you are employed
by the receiving international organization. You will retain, however, your
rights and benefits as a career member of the Service, during your period of
separation and may be eligible for re-employment consistent with the statutory
provisions cited herein.
3 FAH-1 H-2425.8-10 Assignments
to CS Positions
(CT:POH-131; 05-01-2008)
(State only)
(Applies to Foreign Service Employees)
a. The Director General (DG) may (22 U.S.C. 3983(a)(1))
assign you to a Civil Service (CS) position in the Department. The DG will
generally act in response to a request by a bureau; in any case, you may not
initiate such a request. Such assignments would also require the temporary
conversion of the CS position to a FS position, subject to HR procedures in
this area, for the duration of your assignment.
b. Such assignments fall outside the parameters of the
open assignments process.
3 FAH-1 H-2425.8-11 Overcomplement
(SOP B-6)
(CT:POH-208; 07-06-2018)
(State only)
(Applies to Foreign Service Employees)
a. We may assign you to overcomplement status in a
bureau for specified reasons of a temporary nature, rather than to a position
in the Department. It is our intention that your status in overcomplement be
limited to the minimum time period necessary to make you available for
reassignment or separation.
b. In general if you are returning from overseas, you
will be assigned to overcomplement in the bureau that has jurisdiction over the
post from which you return.
c. We will assign you to HR overcomplement only with
the approval of the DG or the director of HR/CDA.
3 FAH-1 H-2425.8-12 Unassigned
(CT:POH-208; 07-06-2018)
3 FAH-1 H-2425.8-13 Assignment
of Limited Noncareer Appointees
(CT:POH-173; 09-16-2015)
(State only)
(Applies to Foreign Service Employees)
a. The DG may make limited noncareer appointments
(LNAs) to the FS by virtue of the authority granted under 22 U.S.C. 3943 and in
conformity with 22 U.S.C. 3949. Appointees are members of the FS by virtue of 22
U.S.C. 3903.
b. The regulations controlling such appointments appear
at 3 FAM 2290.
LNAs created under these provisions however, are excluded from the application
of the assignment procedures contained in this subchapter.
c. The DG, or an assignment panel, will assign
individuals on LNAs to FS positions, except in the case of family member
appointments (FMAs; 3 FAM 8210).
Assignment procedures for certain types of LNAs are further addressed as
follows: Career CS employees of the Department (SOP B-18 and B-21), retired
members of the FS (SOP B-21), and employees of other Federal agencies (SOP
A-10). In the last instance, such appointments would also be based on a formal
written agreement between the Department and the other relevant agency.
3 FAH-1 H-2426 THROUGH
H-2429 UNASSIGNED