The Foreign Service Journal, September 2003

received at the National Foreign Affairs Training Center and else- where, but others tell a different story. One long-time FMO says, “I’ve never had any language train- ing, ever,” while noting that language skills can be very useful for FMOs who need to check invoices and other host-country documents. An- other FMO new to the service and going to his first post, Sanaa, had to fight fiercely to get even “the short seven-week course in survival Arabic. And you really need Arabic here.” • Limited promotion opportunities. A highly competent specialist can hit the “glass ceiling” for his or her job skill, and may be stuck at FP-2 for 15 years. • Certain specialists may be disliked for doing their jobs. Until 9/11, DS agents and RSOs were often resented for enforcing intrusive security measures. And FMOs, many of whom are CPAs with a strong sense of professional responsibility, are resented for carefully scrutinizing post finances — which is what they are paid to do. As one experienced FMO says, “Any FMO who leaves a mess behind is never ‘dinged’ professionally — he still gets a glowing evaluation. Conversely, cleaning up a mess will annoy post management.” AFSA and Specialists AFSA, of course, is the designated collective bargain- ing agent for all Foreign Service employees, both spe- cialists and generalists. How well does it do in repre- senting specialists? The association has certainly been making an effort to overcome the longstanding perception among specialists (cited by several people who commented to the Journal for this article) that it is mainly interested in FSOs’ issues. Nearly half of AFSA’s current active-duty FS members are specialists, and new hires join AFSA at about the same rate as generalists do. Substantively as well, AFSA has been increasing efforts to recognize specialists’ accomplishments and act on their behalf. Every June, AFSA’s Awards Committee designates one or more specialists to receive its Tex Harris Award, given annually for constructive dissent by an FS specialist, and the Delavan Award recognizes extraordinary performance by an Office Management Specialist. Both awards recognize exemplary contributions to Foreign Service effectiveness, professional- ism and morale. In 2002, AFSA adopted as a goal expanding promotion opportunities for FS specialists. It also lobbied Secretary Powell successfully to use his influence so that specialists are now eligible to join the United Services Automobile Association, which provides banking, insurance and other services. Equal Rights for Specialists? Despite the impressive list of grievances, slights and complaints, most Foreign Service specialists do enjoy their work and value their careers and the accompanying benefits. As one OMS wrote, “Where else but the Foreign Service will computer and office management skills take you around the world?” In addition, specialists say that they have encountered many supportive and respectful DCMs and admin officers who have been a pleasure to work with. The camaraderie that develops among spe- cialists is another important plus for the job. Regarding the question of status and respect, a num- ber of specialists, including several in Information Resources Management, have come to the conclusion that it’s up to the specialists to raise their voices and demand better treatment (for example, asking to come to post events they want to attend). It may also mean education — to help FSOs and oth- ers understand better exactly what the specialists at their post do. As one IMS puts it, FSOs “adopt a standoffish approach to us because they really and truly don’t know why we’re here.” This person suggests that “from A-100 to the Senior Seminar, specialist issues and activities should be discussed in fine detail so everyone has a clear understanding of the contributions being made by all personnel at post.” One experienced IMS says that he tells those new to the service, “Don’t let your dignity ever be disparaged. You cannot take a back seat — you have to move for- ward.” Or, as another IMS says, “Treat me as an equal player on the team, because what I have to offer is of value.” ■ F O C U S S E P T E M B E R 2 0 0 3 / F O R E I G N S E R V I C E J O U R N A L 27 AFSA has worked hard to overcome the perception among specialists that it is mainly interested in FSOs’ issues.