3 FAM 2700 Training and Employee Development
3 FAM 2710
Foreign Service Mentoring Program
(CT: PER-1118; 12-13-2022)
(Office of Origin: GTM/CDA)
3 FAM 2711 Purpose
(CT: PER-1118; 12-13-2022)
(State Only)
(Applies to Foreign Service Employees Only)
a. The Foreign Service Mentoring Program provides comprehensive mentoring resources that account for the unique contingencies of Foreign Service careers, such as competitive entry; promotion; changing assignments; frequent moves; constant cultural/organizational adaptation; and numerous shifts of job functions. More information is available on the iMentor mentoring portal.
b. GTM recognizes that the diverse nature of our overseas missions and domestic operations means there are many approaches to professional development and leadership. One of the Department’s Leadership and Management Principles, Value and Develop People, addresses mentoring. Mentoring helps to fuel professional development and growth of employees consistent with performance core precepts, executive core qualifications, and leadership and management principles.
3 FAM 2712 Administration
(CT: PER-1118; 12-13-2022)
(State Only)
(Applies to Foreign Service Employees Only)
The Office of Continuity Counseling, Office of Career Development and Assignments, Bureau of Global Talent Management (GTM/CDA/CC) manages the Foreign Service Mentoring Program. The Foreign Service Mentor Council, under direction of the Office of the Director General, was established to oversee the program. The Council is composed of Senior Foreign Service employees representing cones (political, economic, etc.) and various regional and functional bureaus in the Department and GTM representation from Employee Relations (GTM/ER) and Performance Evaluation (GTM/PE). The Principal Deputy Assistant Secretary (PDAS) in the Bureau of Global Talent Management chairs the Council. If the PDAS is unavailable, the GTM/CDA Office Director chairs the Council. The Council typically meets three times per year to affirm preliminary mentor/mentee matchings, to vote on mentor award nominations, and to review the effectiveness of the program components. Details to apply for a mentor or be a mentor can be found on the iMentor website.
3 FAM 2713 Foreign Service Programs Components
(CT: PER-1118; 12-13-2022)
(State Only)
(Applies to Foreign Service Employees Only)
a. The Foreign Service Mentoring Program is voluntary and has the following components:
1. The First Domestic Tour Program provides mentors for employees on their first domestic assignments to help them with navigating work in domestic locations. Interested mentees will apply utilizing the Situational Mentoring portal and will be matched with Washington-based mentors using a comprehensive matching process. All pairing requests are made thru the iMentor website. Pairings will be completed by GTM/CDA/CC with final approval granted by the Foreign Service Mentor Council.
2. Mentor Group Dialogues are provided to newly hired Foreign Service employees during or shortly after the conclusion of orientation. New employees meet with experienced employees for structured conversations. Mentor Dialogues are facilitated sessions under the guidance of a mentor and a cohort of 8-10 new hire employees for a one-time group discussion and readout session. Topics discussed include diversity, inclusion, and building a network to boost professional development and on-the-job success.
3. Situational Mentoring (one-on-one) offers employees the flexibility to brainstorm solutions to issues with Foreign Service mentors that have expertise in the area the employee would like to address. GTM/CDA/CC will maintain a mentoring database of available situational mentors to respond to requests from employees for assistance. Employees can contact GTM/CDA/CC with specific criterion to be matched with a situational mentor.
4. The FS-01 Leadership Program provides Senior Foreign Service mentors for FS/FP-01 employees of the Foreign Service, particularly those interested in competing for a position in the senior ranks. The creation of this program adds a senior tier to existing resources.
b. The Department continues to support mentoring at overseas posts. Programs for first and second tour officers and specialists provide entry-level Foreign Service employees with mentoring by the Deputy Chief of Mission or Principal Officer at U.S. missions. Mid-level programs provide additional guidance and development opportunities for mid-level officers and specialists. All posts, under the direction of their leadership, are required to implement or maintain an active structured professional development program in collaboration with entry-level and mid-level officers and specialists at their posts. The Mentoring Portal provides resources to assist posts with developing mentoring programs to include unique training/coaching opportunities, and regular training time for employees to sharpen critical skill sets. The Department will continue to share best practices of missions with thriving entry and mid-level programs through the Foreign Service mentoring portal.