Exploring the Bureau of Global Talent Management: Structure and Services

The Bureau of Global Talent Management (GTM) stands as a cornerstone within the U.S. Department of State, entrusted with the critical mission of overseeing the human resources systems for both the Foreign Service and Civil Service. Headed by the Director General of the Foreign Service and Director of Global Talent (DG), this bureau is pivotal in shaping and managing the Department’s most valuable asset: its people. This article delves into the organizational framework and diverse services offered by GTM, providing a comprehensive overview for those seeking to understand its vital functions.

Organizational Overview and Key Responsibilities

Reporting directly to the Under Secretary for Management, the Director General holds a significant position, even capable of exercising certain Under Secretary authorities in their absence. The DG’s primary mandate is to manage the operations of GTM, ensuring the smooth functioning of the Department’s human resource systems for both the Foreign Service and Civil Service. Furthermore, GTM is responsible for Family Liaison functions, acknowledging the crucial role families play in the lives and careers of Department personnel, particularly those serving abroad.

While the DG provides overarching direction, the day-to-day operations are largely delegated to Deputy Assistant Secretaries for Global Talent Management (DGTM/GTM) and directors of various GTM offices, including the Global Community Liaison Office (GTM/GCLO) and the Office of Casualty Assistance (GTM/OCA). The DG retains the authority to make personal decisions on critical human resource and family liaison matters when necessary, ensuring high-level oversight on sensitive issues.

A key aspect of GTM’s role is interagency coordination. The DG is responsible for aligning human resources policies of the Department of State with other foreign affairs agencies. This includes vital partners such as:

U.S. Agency for International Development (USAID)
Peace Corps
International Broadcasting Board
Relevant elements within the Departments of Agriculture and Commerce

This coordination ensures a cohesive approach to talent management across the U.S. foreign affairs landscape. Additionally, the DG chairs important boards, including the Board of the Foreign Service, the Board of Examiners for the Foreign Service, and the Executive Resources Board (ERB), further solidifying their influence in talent management policies and decisions.

GTM’s responsibilities also extend to the Department’s regulatory publications, with the DG holding substantive responsibility for key sections of the Foreign Affairs Manual (FAM), particularly Volume 1 (Organization and Functions) related to GTM, Volume 2 concerning the Community Liaison Office, and the entirety of Volume 3 (Human Resources) and its associated Foreign Affairs Handbooks. This demonstrates GTM’s central role in defining and documenting the policies and procedures that govern talent management within the Department.

Key Offices and Functions Within GTM

To effectively manage its broad mandate, GTM is structured into several specialized offices, each focusing on distinct aspects of talent management. These offices work in concert to cover the entire employee lifecycle, from recruitment to retirement, and to provide comprehensive support services.

Leadership and Support Offices

Executive Office (GTM/EX): Serving as the backbone of the bureau, GTM/EX provides essential executive management and administrative services to the Director General and all GTM offices. This includes strategic planning, financial management, human resources management for GTM itself, information resources management, and general services. GTM/EX is also crucial for emergency coordination and ensuring continuity of operations for the bureau, and organizes key Department events like the annual retirement ceremony and Foreign Affairs Day. GTM/EX comprises the Office of Management Resources (GTM/EX/MR), which handles budget, travel authorizations, general services, HR for GTM, and records management, and the Office of Technology Services (GTM/EX/OTS), responsible for managing the Department’s Integrated Personnel Management System (IPMS) and related HR technology.

Career and Employee Lifecycle Offices

Office of Career Development and Assignments (GTM/CDA): This office is central to managing the careers of Foreign Service members. GTM/CDA administers the open assignments system, facilitating assignments that align with both professional development goals and the Department’s operational needs. They provide career counseling, guidance on assignments and professional development, and manage the appointment and resignation processes for chief-of-mission and other Presidential appointments within the Department. GTM/CDA also develops and maintains professional development programs and guidance materials, ensuring the Foreign Service workforce remains skilled and adaptable.
Office of Civil Service Talent Management (GTM/CSTM): Focusing on the Civil Service workforce, GTM/CSTM develops and administers programs, policies, and procedures for key HR functions including merit staffing, career development and training, performance management, executive resources management, and position classification. They analyze HR management issues, develop Department-wide policies, and ensure compliance with relevant statutes and regulations. GTM/CSTM also serves as a liaison with the Office of Personnel Management (OPM) on Civil Service matters and manages an HR Accountability Program to assess the effectiveness and fairness of HR service delivery across the Department.
Office of Talent Acquisition (GTM/TAC): GTM/TAC is the Department’s recruitment engine for the Foreign Service. This office manages the entire recruitment lifecycle, from outreach and assessment to selection and hiring of new Foreign Service employees. GTM/TAC supports the Board of Examiners of the Foreign Service (BEX), coordinating assessments and examinations for Foreign Service Generalists and Specialists. They lead recruitment efforts to attract diverse and highly qualified candidates and manage various internship and fellowship programs, including the prestigious Pickering and Rangel Fellowships. As the sole hiring authority for Foreign Service positions, GTM/TAC oversees candidate registers, extends job offers, and manages onboarding processes.
Office of Performance Evaluation (GTM/PE): This office is responsible for policies and programs related to performance evaluation, promotion, tenure, and separation of Foreign Service members. GTM/PE also manages the Department’s incentive and suggestion awards programs. They organize and support performance review boards, implement decisions related to tenure and promotions, and provide training on the Foreign Service appraisal system, ensuring a fair and effective performance management process.
Office of Retirement (GTM/RET): GTM/RET manages retirement systems for both the Foreign Service and Civil Service. For the Foreign Service, they administer the Foreign Service Retirement and Disability System and the Foreign Service Pension System, determining benefit eligibility, authorizing payments, and counseling employees on retirement planning. For the Civil Service, GTM/RET assists OPM in administering the Civil Service Retirement System and the Federal Employees Retirement System, preparing retirement records and providing counseling. They also manage aspects of the Federal Employees Group Life Insurance (FEGLI) and Federal Employees Health Benefits (FEHB) programs for annuitants and employees, and support the Thrift Savings Plan (TSP) for Department participants.

Employee Relations and Support Offices

Office of Employee Relations (GTM/ER): GTM/ER develops and administers policies and procedures related to a wide range of employee relations matters, including leave, emergency visitation travel, telework, discipline, and performance-based adverse actions. They also manage employee benefits programs such as the Federal Employees Health Benefits Program, Federal Employees Group Life Insurance Program, workers compensation, student loan repayment, and bicycle subsidy. GTM/ER plays a key role in issuing HR regulations for the Department and coordinating Department-wide campaigns and programs related to employee well-being, such as the Combined Federal Campaign and Work Life Wellness Month.
Global Community Liaison Office (GTM/GCLO): GTM/GCLO serves as an advocate for quality-of-life issues for Foreign Service and other U.S. Government agency employees and their families assigned to posts abroad. They represent family concerns to management, develop support programs, and provide client services, particularly in education, family member employment, and crisis management. GTM/GCLO is a key resource for evacuation preparation and support and sets policy for the Community Liaison Office Program at posts worldwide, ensuring families are supported throughout their overseas assignments.
Office of Accessibility and Accommodations (GTM/OAA): GTM/OAA is dedicated to promoting disability inclusion and accessibility within the Department. They develop and coordinate disability policy, address accessibility concerns in physical and virtual environments, and implement the Department’s Selective Placement Program for individuals with disabilities. GTM/OAA’s Accessibility Division (GTM/OAA/AD) oversees accessibility standards, the Section 508 program for IT accessibility, and provides assistive technology and multimedia captioning services. The Disability and Reasonable Accommodation Division (GTM/OAA/DRAD) manages reasonable accommodation requests, provides solutions for employees and applicants with disabilities, and administers programs like American Sign Language interpreting and Personal Assistance Services.
Office of Casualty Assistance (GTM/OCA): GTM/OCA provides crucial support and administrative assistance in the event of the death of a direct-hire U.S. citizen Department of State employee serving abroad or their family member, or of a Department employee in the U.S. They also offer support to employees and families affected by terrorism, mass casualty events, or critical incidents. GTM/OCA serves as a single point of contact, advocating for employees and families within the Department and with external agencies, providing assistance with benefits, counseling, and other support services. They also maintain crisis-support teams to assist in incidents involving multiple casualties.
Grievance Staff (GTM/G): The Grievance Staff advises the Director General and senior GTM officials on grievance matters involving Foreign Service and Civil Service employees. GTM/G investigates grievances, prepares recommendations for resolution, and oversees the implementation of remedial actions. They represent the Department in cases appealed to the Foreign Service Grievance Board and maintain liaison with the Office of the Legal Adviser and the Department of Justice on grievance-related litigation.

Policy and Operations Offices

Office of Overseas Employment (GTM/OE): GTM/OE focuses on human resources policies and procedures for Locally Employed Staff (LE Staff) and Eligible Family Members (EFMs) at posts abroad. They develop and administer local compensation plans, manage direct-hire and contract employees hired at posts, and monitor posts’ administration of these HR systems. GTM/OE leads interagency policy work on LE Staff and EFM issues, ensuring consistent and effective policies across foreign affairs agencies.
Policy Coordination Staff (GTM/PC): GTM/PC serves as the Department’s coordinator for HR system modifications and policy alignment between the Foreign Service and Civil Service. They recommend changes to HR policies and programs, ensure policy coordination within GTM and with other bureaus, and monitor policy implementation. GTM/PC maintains liaison with employee unions, other agencies, Congress, and the public on HR policy matters, and engages in policy planning, research, and coordination on a wide range of HR issues, including legislative matters, labor relations, and equal employment opportunity.
Office of Organization and Talent Analytics (GTM/OTA): GTM/OTA provides leadership and coordination in organizational structure, position classification, and workforce planning. They develop and implement policies for classifying Foreign Service and senior Foreign Service positions, administer Civil Service classification appeals, and conduct standards reviews. GTM/OTA also manages the Department’s organizational review and position management programs, establishes organizational policies, and manages the Department’s full-time equivalent (FTE) system, allocating FTE ceilings to bureaus and defending the Department’s FTE requirements to the Office of Management and Budget (OMB). They conduct workforce planning for both Foreign and Civil Service and provide analysis on HR management issues to Department leadership.
Office of Talent Services (GTM/TS): GTM/TS supports the Department’s HR service delivery model through client services and Department-wide programs. They provide Civil Service classification, recruitment, and personnel actions for client bureaus across the Department. GTM/TS administers or supports Department-wide programs such as Employee and Annuitant Services, Pathways Programs for students and recent graduates, the Reemployed Annuitant Global Registry, Shared Leave Programs, the Transit Subsidy Program, and the Foreign Service Family Reserve Corps (FSFRC), enhancing HR service delivery and efficiency.
Office of Presidential Appointments (GTM/PAS): GTM/PAS manages the Department’s presidential appointments program, overseeing the selection and onboarding of senior leadership and ambassadors. They act as the customer service provider to the White House for Presidential commissions and manage Foreign Service Commissioning. GTM/PAS is uniquely responsible for overseeing the Great Seal of the United States on behalf of the Secretary of State, highlighting their role in formalizing high-level appointments and representing U.S. authority.

Authorities and Definitions

GTM’s operations are grounded in the laws of the United States, primarily Title 5 of the United States Code, the Foreign Service Act of 1980, and other relevant legislation and executive orders. The bureau’s creation in 1975, evolving from the former Bureau of Human Resources, reflects the Department’s commitment to specialized talent management. Key terms relevant to GTM’s operations include:

Abroad: Refers to any locations outside of the United States and its territories, a critical distinction for the Foreign Service and overseas operations.
Schedules A, B, and C: These are appointing authorities covering a wide range of positions, subject to change and detailed in 5 CFR 213, important for understanding different hiring mechanisms within the Civil Service.
U.S. Foreign Service employees: U.S. citizens who are members of the Foreign Service, defining the core personnel managed by GTM/CDA and other Foreign Service-focused offices.
Worldwide: Encompassing all Department of State locations, both within and outside the United States and its territories, reflecting the global scope of the Department’s operations and GTM’s responsibilities.

Conclusion

The Bureau of Global Talent Management is a multifaceted organization essential to the U.S. Department of State’s effectiveness. Through its diverse offices and dedicated staff, GTM manages the entire spectrum of human resources functions, from talent acquisition and career development to employee relations, benefits, and retirement. By understanding GTM’s structure and services, individuals within and outside the Department can better appreciate the complexities of managing talent in the foreign service and civil service, and how GTM supports the Department’s global mission through effective human capital management.