I am writing to express AFSA’s concern regarding the lack of a plan to place FSOs, who are returning in a few months, to FAS/Washington-based positions.

AFSA was told in February that there would be a freeze on CS promotions and all lateral moves would be done on a temporary basis. We thought this was a reasonable way to move forward in view of the realignment exercise. However, a clear plan has not been communicated to FAS managers and no guidance has been given to FSOs. As a result, positions are being filled through CS promotions and lateral assignments, without regard for the need for positions for returning FSOs, and FSOs are still awaiting instructions regarding which positions they will be able to bid on as part of a modified WPP.

AFSA recognizes that we are going through a period of change and transition. As we have indicated in the past, we support the realignment exercise as it is in the best interest of the agency and FSOs. A successful realignment, from our perspective, requires a workforce planning strategy that reflects our dual personnel systems. We need a mechanism to ensure adequate positions for returning FSOs, flow through opportunities for FS, and adequate promotion opportunities for CS. While the WPP is the primary vehicle for placing returning FSOs, it is not an effective mechanism for ensuring adequate positions and flow through opportunities for FSOs. This is because CS employees can apply for promotions throughout the year and because no targets have been set. By default, the WPP consists of “leftover” positions. In the past, to ensure there were enough “leftovers” to go around, positions available as of February were placed in the WPP. This year, that hasn’t happened. Because we are not actively managing the process, AFSA is concerned that there will not be enough positions for returning FSOs.

AFSA’s specific request is to identify the available positions in the agency suitable for returning FSOs and announce them as part of a modified WPP. As part of the realignment exercise, AFSA recommends developing a workforce planning strategy that provides agency management with the tools it needs, including targets and performance measures, to ensure adequate opportunities for both FS and CS employees. The WPP, on its own, is not up to the task. We would welcome the opportunity to provide recommendations regarding a comprehensive workforce planning strategy so that we can make more informed human capital decisions.