3 FAM 1200
PERSONNEL POLICY AND OBJECTIVES
3 FAM 1210
PERSONNEL POLICY
(CT:PER-1151; 08-29-2023)
(Office of Origin: GTM/PC)
3 FAM 1211 GENERAL
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
The policies, programs, standards, and procedures governing the personnel systems of the foreign affairs agencies are designed and administered to ensure the attraction, utilization, development, and retention of personnel of the highest caliber and abilities, and to promote the most effective execution of each agency’s responsibilities.
3 FAM 1212 EQUAL OPPORTUNITY AND THE MERIT SYSTEM
3 FAM 1212.1 Foreign Service (FS)
(CT:PER-1151; 08-29-2023)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
a. The personnel programs of the foreign affairs agencies must be administered without discrimination on the basis of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40 years or older), disability, genetic information, marital status, geographic or educational affiliation, or political affiliation and in a manner to ensure that members of - and applicants for employment in - the Service are free from reprisal for actions cited in sections 105(b)(2) and (3) and 105(c) of the Foreign Service Act of 1980, as amended.
b. Appointment, assignment, and promotion for all categories of personnel must be on the basis of merit. If an applicant is a veteran, it is considered an affirmative factor (see 5 U.S.C. 2108(3)).
c. Personnel policies and programs must ensure that all employees have adequate and reasonable opportunities for training, promotion, and maximum utilization of skills, consistent with the needs of the agency.
3 FAM 1212.2 Civil Service (CS)
(CT:PER-1151; 08-29-2023)
(State Only)
(Applies to Civil Service Employees Only)
a. The personnel programs of the Department of State must be administered without discrimination on the basis of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40 years or older), disability, genetic information, marital status, or political affiliation, as prohibited under 5 U.S.C. 2302(b)(1) and in a manner to ensure that Civil Service employees and applicants for employment are free from reprisal for actions cited in 5 U.S.C. 2303(b)(8)-(9) and in 3 FAM 1500.
b. Appointment, assignment, and promotion for all categories of personnel must be on the basis of merit. If an applicant is a veteran it is considered an affirmative factor (see 5 U.S.C. 2108(3)).
c. Personnel policies and programs must ensure that all employees have adequate and reasonable opportunities for training, promotion, and maximum utilization of skills, consistent with the needs of the agency.
3 FAM 1212.3 Filing Procedures
(CT:PER-1151; 08-29-2023)
(State Only)
(Applies to Foreign Service and Civil Service Employees)
Aggrieved individuals who wish to file a complaint of discrimination under this subchapter should avail themselves of the procedures prescribed by their collective bargaining agreement. Civil Service employees who are not members of a collective bargaining unit may file a discrimination complaint with the Office of Civil Rights (S/OCR) under 29 CFR 1614. All Foreign Service employees whether members of the bargaining unit or not, may file a discrimination complaint with S/OCR under 29 CFR 1614, or use the Foreign Service grievance procedures under 3 FAM 4400.
3 FAM 1213 UNIFORM PERSONNEL POLICIES
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
The Secretary of State, in conjunction with the heads of agencies utilizing the Foreign Service personnel system, will provide leadership in developing uniform policies, standards, and regulations applicable to Foreign Service personnel of the foreign affairs agencies, and in providing uniform benefits and perquisites for such personnel serving at posts abroad, to the maximum extent practicable.
3 FAM 1214 Leadership and Management Principles for Department Employees
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
a. The Department relies on all employees to represent the U.S. Government in the course of carrying out its mission. The Foreign Service Core Precepts and the Office of Personnel Management’s Executive Core Qualifications, in addition to existing Leadership and Management Tenets, such as those established by Consular Affairs, Diplomatic Security, Economic and Business Affairs, and Public Diplomacy, set clear expectations for their employees. Additionally, the Department as an institution embraces an overarching set of Leadership Principles. The established Department-wide Leadership Principles apply to and can be used by anyone, regardless of rank or employment status (e.g. Civil or Foreign Service, Locally Employed Staff, or contractors).
b. Supervisors and managers have a unique opportunity and responsibility to lead by example and foster the highest attainable degree of employee morale and productivity. However, you do not need to be a manager to be the leader. The following principles reflect the values the Department believes are important for all employees to cultivate:
(1) Model Integrity – Hold yourself and others to the highest standards of conduct, performance, and ethics, especially when faced with difficult situations. Act in the interest of and protect the welfare of your team and organization. Generously share credit for the accomplishments of the organization. Take responsibility for yourself, your resources, your decisions, and your action;
(2) Plan Strategically – Develop and promote attainable, shared short and long term goals with stakeholders for your project, program, team, or organization. Provide a clear focus, establish expectations, give direction, and monitor results. Seek consensus and unified effort by anticipating, preventing, and discouraging counter-productive confrontation;
(3) Be Decisive and Take Responsibility – Provide clear and concise guidance, training, and support, and make effective use of resources. Grant employees ownership over their work. Take responsibility when mistakes are made and treat them as an opportunity to learn. Formally and informally recognize high quality performance;
(4) Communicate – Express yourself clearly and effectively. Be approachable and listen actively. Offer and solicit constructive feedback from others. Be cognizant of the morale and attitude of your team. Anticipate varying points of view by soliciting input;
(5) Learn and Innovate Constantly – Strive for personal and professional improvement. Display humility by acknowledging shortcomings and working continuously to improve your own skills and substantive knowledge. Foster an environment where fresh perspectives are encouraged and new ideas thrive. Promote a culture of creativity and exploration;
(6) Be Self-Aware – Be open, sensitive to others, and value diversity. Be tuned in to the overall attitude and morale of the team and be proactive about understanding and soliciting varying points of view;
(7) Collaborate – Establish constructive working relationships with all mission elements to further goals. Share best practices, quality procedures, and innovative ideas to eliminate redundancies and reduce costs. Create a sense of pride and mutual support through openness;
(8) Value and Develop People – Empower others by encouraging personal and professional development through mentoring, coaching and other opportunities. Commit to developing the next generation. Cultivate talent to maximize strengths and mitigate mission-critical weaknesses;
(9) Manage Conflict - Encourage an atmosphere of open dialogue and trust. Embrace healthy competition and ideas. Anticipate, prevent, and discourage counter-productive confrontation. Follow courageously by dissenting respectfully when appropriate; and
(10) Foster Resilience – Embrace new challenges and learn from them. Persist in the face of adversity. Take calculated risks, manage pressure, be flexible and acknowledge failures. Show empathy, strength, and encouragement to others in difficult times.
3 FAM 1214.1 Leadership and Management Training and Resources
(CT:PER-986; 05-11-2020)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
a. Employee training on Leadership is available through the Leadership and Management School at the Foreign Service Institute, including required leadership training for different levels of employees as outlined in 13 FAM 301.3.
b. Additional guidance for supervisors is provided in 3 FAH-2 H-120. Supervisors can also reference the Supervisor's Handbooks available at the Global Talent Management Offices of Employee Relations’ website.
c. Teamwork@State provides additional management guidance and support for operational office and project planning, project management, and process improvement to help employees demonstrate application of the Leadership and Management Principles in practical ways. Teamwork@State complements continuous improvement efforts such as ISO9001 and 1CA. This approach and the many tools that Teamwork@State has developed, positions the Department to better innovate, manage and share knowledge, anticipate and mitigate risks, leverage the skills of all employees, and provide avenues for continuous improvement to advance foreign policy.
3 FAM 1215 OBLIGATION TO ACCEPT ASSIGNMENTS
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
In accordance with section 504 of the Foreign Service Act of 1980, as amended, career members of the Service are expected to accept willingly their obligation to serve anywhere in the United States or abroad that the needs of the Service may require.
3 FAM 1216 ETHICAL STANDARDS
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Civil Service and Foreign Service Employees)
Employees at all levels are expected to exhibit at all times the highest standards of character, integrity, and conduct, and to maintain a high level of efficiency and productivity.
3 FAM 1217 PARTICIPATION OF SPOUSE
(CT:PER-924; 09-21-2018)
(Uniform State/USAID/USAGM/Commerce/Foreign Service Corps-USDA)
(Applies to Foreign Service Employees Only)
Unless working as an employee or contractor, participation of a spouse in the work of a post is a voluntary act of a private person, not a legal obligation which can be imposed by any Foreign Service officer (FSO) or spouse. Nonparticipation of a spouse in representational, charitable, or social activities in no way reflects on the employee’s effectiveness on the job.
3 FAM 1218 and 1219 UNASSIGNED