AFSA FAS Vice President Update: April 2006

Pay for Performance: We are getting closer to implementing pay for performance for FO-1s and below. A bill was circulated for interagency comment a few weeks ago and, if passed as expected, will be implemented in April 2008.

The bill states that, "upon introduction of the new Foreign Service Schedule, any further adjustments in pay must be tied exclusively to individual performance, not longevity or location." Pay increases will take into account "individual performance, contribution to the mission of the Department, or both, under a rigorous performance management system that makes meaningful distinctions based on relative performance."

The upshot is that FO-1s and below will lose their automatic step increases and selection boards will determine both promotability and pay increases. The specifics of how it will be implemented still need to be negotiated. Based on our experience with the SFS pay-for-performance system, a primary AFSA objective will be to minimize the "all or nothing" aspect of this system.

FSOs Overseas to Finally Get Comparability Pay: In return for pay for performance, overseas comparability pay will be phased in over time. FO-1s and below will receive roughly a 9% pay increase during the second half of fiscal year 2007 and the full amount, approximately 18%, as of April 2008.

Is FAS Ready for Pay for Performance? Have you ever sat on a selection board and found that the top performers and bottom performers shake out pretty quickly but that it gets pretty hazy in the middle? If the answer is yes, we aren't ready for pay for performance.

A successful pay-for-performance system requires a rigorous performance management system that makes meaningful distinctions based on relative performance and provides a mechanism to link individual performance and agency goals. To achieve this, AFSA and FAS management negotiated an MOU on performance management. Once it is finalized, the MOU will improve our current system by:

  • adopting a competencies-based approach to performance management;
  • enhancing and clarifying our promotion criteria;
  • setting clear performance standards; and,
  • using a system of work objectives and performance measures to tie individual
    performance to agency goals.

To fully prepare for pay for performance, AFSA also advocates developing a comprehensive career development and training program for FSOs, developing a better system to brief the selection boards on the professional competencies and the promotion criteria, and institutionalizing a more effective feedback mechanism for employees.

Pay for Performance for CS: Pay for performance for the Civil Service is hung up in the court system and is not expected to be implemented in the near future. However, there is nothing to prevent FAS from voluntarily implementing a CS pay-for-performance system similar to the FS system.

2006 WPP: As you are no doubt aware, AFSCME filed an unfair labor practice regarding management's intention to modify the WPP. While AFSA was supportive of management's proposed approach, it fell short on implementation. We were told in early February that there would be a freeze on CS promotions. Without informing AFSA to the contrary, this policy was never implemented. Since our February meeting, there have been approximately 14 promotions to the GS 13, 14 and 15 level.

We have expressed our concerns to FAS management on how the 2006 WPP was handled and have provided concrete suggestions. We will continue to actively monitor the situation and take additional steps if warranted.

Alternatives to the WPP: FAS needs a workforce planning strategy that reflects our dual personnel systems. The WPP is clearly not up to the task. What are the options? Both State and USAID use a system of designated CS and FS positions. AFSA encourages FAS management to consider this approach, especially in view of the fact that the FS Act requires agencies to "designate" positions to be held by FSOs.

Another approach worth considering is designating a certain percentage of supervisory and management positions for FS and CS. According to our analysis, the percentage of FAS-Washington management and supervisory positions held by FSOs has dropped steadily since 1995.

Your thoughts on these and other options would be appreciated.

Reorganization Process is Moving Forward: The following transition teams have been formed - Customer Needs, Communications, Human Resource Management, and Space Planning and Logistics. Additional teams are being developed to examine a range of topics related to general transition and implementation, as well as developing solutions to specific issues. Click here to learn more.

Check Out the New Fact Sheets on the Reorganization: Two new Fact Sheets, Reorganizing to Meet Global Trade Challenges, and FAS's Role in Trade Capacity Building, are now available on the FASTNET.

Looking for an Exciting and Challenging Position? I have enjoyed working with FAS management, my colleagues and the AFSA team over the past two years. However, it is time to move on. If you are interested in the AFSA VP position, please let me or Robert Curtis know. You would have the option of serving for one year and both your TIC and TIS would be extended.

Interested in Becoming an AFSA Member? Click here to obtain a payroll deduction form (SF1187) and fax the form to 202-338-6829 or mail it to 2101 E Street NW, Washington, D.C. 20037.

Visit our website at www.afsa.org

Laura Gabel Scan durra
FAS AFSA VP
14th and Independence Avenue SW
Room 0075
Washington DC 20050
Tel: 202-720-3650
Fax: 202-720-1139
email: Laura.Scandurra@usda.gov
website: www.afsa.org