Tandem Employees in the Foreign Service

The Global Community Liaison Office (GCLO) works to improve the quality of life for tandem employees and their family members. GCLO advocates on behalf of all employees and Foreign Service community members answering questions, offering confidential guidance, and sharing available resources, including GCLO programs and services in DC and overseas through the worldwide CLO Program.

Key Resources

Global Community Liaison Office

The Global Community Liaison Office (GCLO) advocates for tandem employees and families under Chief of Mission authority by linking groups working on tandem issues and organizing informational and listening sessions with Subject Matter Experts and Department leadership. In addition, the Crisis Management and Support Services Team provides guidance and referral to all Foreign Service employees and their family members on a range of topics. Email GCLOAskSupportServices@state.gov for more information.
GCLO’s Family Member Employment page – Provides information on centralized hiring programs and hiring mechanisms.
GCLO’s Unaccompanied Tours page – Information and resources to support employees and family members before, during, and after an unaccompanied assignment.
GCLO’s Personal Preparedness page – Information and resources to help prepare for the possibility of a sudden departure from an overseas post.
Community Liaison Office (CLO) Program – Provides morale-enhancing support to U.S. government employees and family members of all agencies who are assigned to U.S. embassies and consulates abroad.

Department of State Resources

Tandems Teams Channel

The Tandems Teams Channel is moderated by the Tandems Coordinator through the Office of Career Development and Assignments. The Tandems Teams channel provides a wide range of information of importance to tandem employees. For more information contact: TandemCoordinator@state.gov.

DETO Policy

For employees with DETO-related questions, please visit the DETO SharePoint site (intranet) or email the DETO Policy Group at: DETOPolicy@state.gov.

3 FAM 2370 Domestic Employee Teleworking Overseas (DETO) provides in-depth information and guidance related to DETO positions, such as the definition of a DETO, eligibility requirements and establishing a DETO arrangement, and much more.

iMentor

Tandem employees may participate in the Bureau of Global Talent Management’s iMentor program. The iMentor program is committed to providing state-of-the-art mentorship programs and fostering a culture of leadership that supports ongoing professional development and competency building. Tandem employees may request mentors and/or mentees that are fellow tandem employees. For more information please email: FSMentoring@state.gov or CSMentoring@state.gov.

Department of State’s Employee Consultation Services (ECS)

ECS provides confidential services to assist Foreign Service and Civil Service employees who may be experiencing professional or personal life challenges. They offer services face to face, video, or telephonically, both domestically and abroad.

ECS also conducts many different support groups for employees and their families. These groups meet at the State Department and virtually to share issues, resources, and approaches to the problems that tandem Foreign Service employees may face, such as parenting, divorce and grief, health and well-being, eldercare, anxiety and stress, and other life events.

Email MEDECS@state.gov or call 202-634-4874 for more information and also visit GCLO’s Counseling Resources and Referral Services page.

Publications

Serving in Tandem for State (Foreign Service Journal, May 2019)
Tandem Couples: Serving Together, Apart (Foreign Service Journal, July/August 2016)

Employee Services

WorkLife4You (WL4Y) is the Department of State’s 24/7 comprehensive and confidential resource and referral service for employees and their family members. WL4Y provides free 24/7 education, and referral services that help Department of State employees and family members find the programs, providers, information, and resources they need to manage personal and professional responsibilities. Counselors will help determine what services are needed and available and refer to appropriate providers (including lawyers who may assist with financial matters, wills, prenuptial agreements, etc.).

Call them for 24/7 personalized assistance, read articles and educational guides on their website, order topic-related kits, engage in monthly live talks, watch webinars and listen to audios, or ask for a free in-person eldercare assessment from a qualified Professional Care Manager.

Department of State, both Civil Service and Foreign Service, employees and family members are eligible to use WorkLife4You.

Visit GCLO’s List of Federal Agencies’ Employee Assistance Programs (EAP) webpage or contact GCLOAskSupportServices@state.gov for help with contacting your agency’s EAP.

Additional Resources

American Foreign Service Association (AFSA) is both the principal advocate for the long-term institutional wellbeing of the professional career Foreign Service and responsible for safeguarding the interests of AFSA members.

Associates of the American Foreign Service Worldwide (AAFSW) offers social opportunities and digital outreach including the Livelines Discussion Group (must be an AAFSW member to access).

Videos

GCLO and TalentCare hosted a series of webinars in April 2022 to share the latest information on resources for tandems and to hear directly from employees and family members with questions as well as insights, ideas, and recommendations to improve the tandem experience. You can view the recording of the Tandem Information Session on GCLO’s YouTube channel.

Tandems Information Session Hosted by TalentCare and GCLO

Frequently Asked Questions about Tandem Employment in the Foreign Service

General Questions
Assignments Questions
Bidding Questions
Domestic Employee Teleworking Overseas (DETO) Questions
Other Topics

FAQ Answers

General Answers
Assignments Answers
Bidding Answers
Domestic Employee Teleworking Overseas (DETO) Answers
Other Topics

General

1. What is the definition of a tandem couple?

A. While there are many other families with two career spouses, a “tandem couple” in State Department Foreign Service assignment terms is a career or career candidate Foreign Service employee whose spouse is a career or career candidate Foreign Service employee of one of the five foreign affairs agencies is part of a “tandem couple.” The foreign affairs agencies include Department of State, U.S. Agency for International Development (USAID), Department of Commerce, Department of Agriculture, and the United States Agency for Global Media (USAGM). (3 FAH-1 H-2421)

2. What is the Cohen Rule?

A. The Cohen rule is when the tour of duty (TOD) of one member of a tandem couple is adjusted to synchronize bidding cycles. Entry-level officers or tenured officers in an entry-level directed tour may not invoke the Cohen Rule. If an employee studied language under the In Country Language Training (ICLT) program, that employee may not invoke the Cohen Rule to align bidding cycles with the other spouse. See SOP A-31 for more information about ICLT. SOP A-31 can be found on the intranet or request a PDF of the SOP by emailing TandemCoordinator@state.gov.

3. What is the Muller Rule?

A. The Muller Rule permits language training at FSI, while remaining on salary, to the unassigned member of a tandem couple who may be going to a post in LWOP status where the language would be an asset, on the premise that a position might come open at that post during the assigned member’s TOD. The assigned member of the tandem couple must be assigned to the Washington, D.C., metropolitan area for the unassigned member of the tandem couple to be eligible to study in these circumstances.

4. What is In-Country Language Training (ICLT)? Who is eligible for ICLT?

A. The ICLT program is designed as an exception to the norm of FSI attendance to meet the needs of the Foreign Service and the needs of employees under special circumstances by allowing the employee to take full-time language training at their post of onward assignment rather than at FSI. Applications are usually justified by tandem or family-friendly considerations.

Only tenured mid- and senior-level employees are eligible to participate in ICLT. An employee must have received and accepted a handshake on a Language-Designated Position (LDP) at the post where they will study the language. This requirement precludes an employee from studying at post without a specific position assignment. The Muller Rule does not apply to ICLT. See SOP A-31 for more information. SOP A-31 can be found on the intranet or request a PDF of the SOP by emailing TandemCoordinator@state.gov.

5. What is a “Y” Tour?

A. Short tours are also called “Y” tours because the position numbers begin with the letter “Y.” The Short-Tour Program was established in 1984.

The purpose of “Y” tours is to increase staffing flexibility to meet short-term, high priority needs or projects; to address surges or seasonal work beyond the ability of regularly assigned employees; to fill positions when the incumbent is seconded on detail to another agency; and to fulfill project and seasonal/surge needs.

6. Can children be listed on both members of a tandem couple’s orders?

A. No, they cannot appear on both sets of a tandem’s orders but should appear on both employees’ records (e.g. on both Employee Profiles).

7. The Department requires that all tandems register their tandem status, how do I do that?

A. To be recognized as a tandem, each State member of a tandem couple must ensure that their individual Employee Profile accurately reflects their tandem status. To update an Employee Profile, employees submit an OF-126 via HR Applications. Instructions for updating tandem status on an Employee Profile can be found on the Tandems Teams group site. Dependents must appear on the employee profiles of both parents. To find out how to access the Tandems Teams group site, please email TandemCoordinator@state.gov.

*Note about the SF-1190 (Foreign Allowances Application, Grant and Report) – if the parent on whose orders the child arrived at post ends their assignment, for example, to either take an assignment at another post or enter into a leave without pay status (“departing parent”) and the other parent remains employed at post (“remaining parent”), the remaining employee must request an SF-1190 be processed to move any children to the remaining parent’s travel orders, so that the children can continue to receive post allowances and for other purposes. New travel orders for the remaining parent are not issued unless that parent is also traveling.

8. How do I change my passport endorsement and what should it say?

A. All tandem employees who meet the definition of a tandem couple are encouraged to obtain the 01B passport endorsement. This endorsement covers a variety of employment scenarios. More information may be found on the Special Issuance Agency’s (SIA) intranet site under “Information for Families.”

Eligible Family Members (EFMs) must receive the 01A passport endorsement and must show the name of the sponsor on whose orders the EFM appears. If a child is switched to the orders of the other parent, the child’s passport must be re-endorsed, and it may be necessary to obtain a new passport. Employees must consult SIA via e-mail at CA-PPT-SIA-ENTITLEMENT@state.gov for more information.

Assignments

1. Why is it difficult to get assignments together, especially entry level (EL)? Many employees are forced to choose between family and career and choose to leave the Department.

A. Global Talent Management/Career Development and Assignments (GTM/CDA) will make every reasonable effort to facilitate tandem assignments but cannot guarantee tandem employees can be posted together. Assignments must abide by EEO policies and cannot advantage or disadvantage anyone for an assignment based on marital status.

The Generalist/Specialist Entry Level Teams in CDA/EL do not add posts to the bid lists and do not pre-assign any employees. At CDA/EL, the focus must be on giving employees the best opportunities to:

fulfill EL requirements,
get tenured, and
get off language probation.

For these important reasons, “EL bidding always leads.”

The EL Specialist team does not “own” EL positions and must request positions from the bureaus prior to each class. This makes it very difficult to assign couples together, especially when there are few positions to fill in each specialty. However, they do make every reasonable effort to assign tandems together.

Ultimately, tandems need to weigh serving together against locations and the jobs they want – deciding what is most important for their family in each bid cycle and making decisions accordingly. Tandems should work closely with their Career Development Officers (CDO) to develop a realistic bidding strategy that maximizes the possibility of serving together.

2. What does paneling a Tandem Assignment mean?

A. Assignment panel agenda items are clearly marked when tandems are assigned overseas. This ensures that tandem issues (including timing and location) have been considered before an assignment is approved. Remarks regarding tandem status are not necessary for panel actions assigning members of a tandem to domestic positions in different offices.

3. Do Tours of Duty (TODs) differ for tandems?

A. All employees are expected to conform to existing Tour of Duty (TOD) practices. If the assignments of tandems to a specific post entail differing TODs, CDA may approve an extension or curtailment request for one member of the tandem to synchronize both employees’ bidding cycles in accordance with the Cohen Rule (SOP A-02). This does not apply to entry-level employees or tenured employees in entry level-directed assignments. Such a personnel action cannot disadvantage other bidders and must be compatible with the needs of the Foreign Service. In cases where both members of the tandem are entry-level employees, CDA/EL will review requests to align the spouses to the same bidding cycle. Extension requests to synchronize bidding cycles must not result in either tandem member exceeding the maximum TOD established for the post at which they are serving. Curtailment requests to synchronize bidding cycles may result in potential repayment requirements (e.g., R&R travel, SND, home leave) for the employee.

4. Can you tell me more about the Anti-Nepotism Review (ANR) process?

A. The ANR requirement does not mean an employment relationship will be prohibited, but rather it is designed to ensure the employment relationship will be consistent with nepotism policies, regulations, and laws. The Department values its tandem employees and will be as forward-leaning as possible when reviewing ANR requests. The goal is to “get to yes” while respecting and working with the constraints of existing nepotism legal restrictions, regulations, and policies.

However, while the aim of this process is an approved arrangement, it is important for employees to keep in mind that it may not be possible to work out a satisfactory anti-nepotism review or alternate supervisory arrangement (ASA) for every proposed assignment that involves relatives. Please refer to 3 FAM 8320 for the Department’s guidance on nepotism.

Bidding

1. What options are available to tandems as they move up through the ranks, especially considering nepotism issues?

A. There are many strategies to consider that are available to tenured tandems:

Cohen Rule – Allows tandems to synchronize their transfer dates to the same bidding cycle.
Muller Rule – Allows tandems to study together at FSI if certain criteria is met.
Domestic Employee Teleworking Overseas (DETO) Agreement – A workplace flexibility which allows a tandem officer to telework a domestic position from an overseas location.
Leave Without Pay (LWOP)

However, there are other strategies that are recommended as you progress in your careers. These strategies include:

Alternating assignments in DC.
Considering down stretches, especially because promotion panels are not aware of the position grade.
Prioritizing who will be the lead bidder on a particular bidding cycle and then alternating the next cycle. For example, if one spouse was recently promoted, then the other spouse can be the lead bidder in that particular bidding cycle.
Considering an out-of-cone assignment.

Regarding nepotism, keep in mind this is a regulation that the Department must observe and sometimes a workaround is not feasible. However, the Office of Career Development and Assignments (CDA) strives to ensure all arrangements are viable so that a tandem employee can have a workable option, when possible, but it really depends on the size of the post, the supervisory chain of command, the duties, and other considerations. Every case is different, and CDA works closely with Legal to analyze each one to ensure there is a workable angle within the regulations.

2. Can TalentMap have the option to enter up to a certain amount of non-State locations in matching tandem positions for inter-agency tandems to better sort and organize bids?

A. TalentMAP is a system specifically designed for the Department of State based on GTM/CDA’s bidding and assignments policies and procedures. Since other agencies have their own bidding systems and timelines, it is impossible to include information that pertains to other agencies into TalentMAP at this time.

Non-state employees are encouraged to seek advice from their CDOs and HR staff in their agencies to ensure all options available to tandems are properly applied.

Domestic Employee Teleworking Overseas (DETO)

1. What is a DETO and how do I get one?

A. DETO is an acronym for “domestic employee teleworking overseas.” It is a remote work arrangement that allows an employee in a domestic position to telework from an overseas location. It’s not an assignment but rather a workplace flexibility. Please note that some DETO arrangements still require an Anti-Nepotism Review. For additional information on DETO assignments, please consult 3 FAM 2370 or email DETOPolicy@state.gov.

2. Why are DETOs not eligible for certain benefits like allowances, differentials, or home leave, even though they are overseas?

A. Eligibility for allowances, differentials, home leave, etc. are based on an overseas assignment. And although both Civil Service and Foreign Service DETOs telework from overseas, the assignment itself is domestic.

With the exception of the eight-year rule for Continuous Domestic Service and Overseas Comparability Pay (OCP) for Foreign Service DETOs, DETOs are not considered to serve at a post of duty abroad, as defined in the Code of Federal Regulations (CFR).

3. Why do DETO agreements take so long to get approved?

A. Every DETO arrangement is different, and the approval time can vary widely. Some of the factors that can lengthen the approval process for a DETO arrangement include the requirement for an anti-nepotism review (ANR), any International Cooperative Administrative Support Services (ICASS) costs, and the need for a workspace at a consulate or embassy.

Global Talent Management (GTM) is convening a series of DETO process-related working group sessions with the bureaus to work through the biggest obstacles in the process. Part of the issue is that although demand for the program has risen sharply, there has been no commensurate increase in staffing for those who must review and approve the applications.

All employees are advised to begin the process several months in advance to ensure its completion before the employee arrives at post, as the process can sometimes take as long as 3-6 months. Although an employee can travel to post without a completed DETO agreement, they cannot begin to telework from overseas until the agreement is completely signed and they have Chief of Mission approval.

4. Why can’t DETOs do “Y” tours (short tours)? Why prevent officers from being a value-add to offices in need?

A. The purpose of “Y” tours is to increase staffing flexibility to meet short-term, high priority needs or projects; to address surges or seasonal work beyond the ability of regularly assigned employees; to fill positions when the incumbent is seconded on detail to another agency; and to fulfill project and seasonal/surge needs.

Leadership views assignments as positions that should not be temporary. In addition, an increase in “Y” tours could lead to more domestic assignments going unfilled.

5. How does the eight-year rule of continuous domestic service apply to DETOs?

A. If the employee on a DETO arrangement is a member of the Foreign Service, time spent on the DETO does count as overseas service for the purposes of the eight- year limit on continuous domestic service (3 FAM 2371.17).

6. Can FSOs with a Department of Defense (DOD) spouse apply for a DETO?

A. Department of State (DOS) and interagency employees who are also the spouses of DOD personnel have faced challenges in meeting the requirements for approval for DETO arrangements overseas when the DETO residence is not located near an embassy or consulate. Over the last year, DOS has worked with DOD to make it easier for DOD spouses to receive Chief of Mission (COM) approval for their DETO agreements, helping these individuals maintain their careers while keeping their families together. For additional information, contact DETOPolicy@state.gov.

Tandem Employees in the Foreign Service

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