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The Foreign Service Act of 1980 tasks the U.S. Department of State – and the Board of Examiners (BEX) specifically – with responsibility for the evaluation and selection of candidates for the Foreign Service.
The Department takes this charge seriously and has devoted significant resources to the development of a Foreign Service Officer Selection Process with the goal of providing all candidates, regardless of socioeconomic background, education, or experience, a chance to demonstrate their potential to be a Foreign Service Officer.
Candidates who participate in the selection process will find that it is designed to challenge them and to give them the opportunity to demonstrate qualities that have been identified as necessary to become a successful Foreign Service Officer. Thus, the Board of Examiners stands by the validity and integrity of the assessment process as being a fair and accurate selection method for Foreign Service Officers. Indeed, it is vital to the U.S. Department of States mission and purpose.
To ensure no bias in favor of any candidate, the Board of Examiners periodically revises its testing materials. It also asks all candidates to sign nondisclosure agreements before beginning portions of the assessment, and has implemented other safeguards. Please note that BEX will terminate the candidacy of anyone found to have violated the nondisclosure agreement. The Foreign Service is a unique career and, perhaps unsurprisingly, the selection process is also unique. The Foreign Service selection process, including the Foreign Service Officer Test (FSOT), the Qualifications Evaluation Panel (QEP), and the Foreign Service Oral Assessment (FSOA), is an employment selection tool used by the Department of State to identify the most qualified candidates for Foreign Service positions.

In other words, it is a hiring process. Therefore, the nature and purpose of this assessment process are different from those of educational testing. In education, assessment focuses on “mastery testing” and the goal is to determine if the student possesses sufficient knowledge or skill to pass a course or to practice a profession. The assessments are usually comprehensive, covering the entire body of required knowledge or skill. The scores verify current competence and command of a definite skill set. Such assessments are often accompanied by extensive feedback, and possibly remedial training and reassessment, with the ultimate objective of passing. Education assessments are not a competition; the objective is for everyone to pass. In employment selection, the goal is to determine which candidates are the most qualified because an organization wants to hire the best. Employment assessments only sample a job-related body of knowledge or skills because assessment time is limited. The scores are used as predictors of prospective job performance, rather than indicators of current competence. Thus, tests like those used in the Foreign Service Officer selection process are not accompanied by extensive feedback or remedial training because they are not meant to measure an entire body of knowledge or skills. Moreover, the organizations hiring process is meant to be highly selective given the limited number of openings available.

The Foreign Service Officer Test (FSOT) is the first of eight steps in the FSO selection process. It is a computer-based test that consists of four separate test sections:
1. Job Knowledge Test
2. Situational Judgment Test
3. English Expression Test
4. Written Essay Test
The first three sections of the test contain items in a multiple-choice format. The Written Essay appears in the last section of the FSOT. Each section of the test is timed separately and must be completed within the designated time limit.
This Guide provides sample questions for each component of the FSOT to deliver candidates a general idea of the type of questions they will encounter in the test.
Although the Written Essay section is an important aspect of the test that is used to determine a candidates qualifications, it will not be scored unless the candidate passes the Job Knowledge, Situational Judgment Test, and English Expression sections of the test.

Success on the FSOT involves much more than studying for a test. The FSOT assesses knowledge and skills that the candidate has acquired from reading widely from many different sources, study or course work in a number of related fields, and other career or life experiences.
In the development of the FSOT, a job analysis was conducted of the positions held by Foreign Service Officers to identify the knowledge and skills critical to success on the job. Then, a detailed test blueprint was created.
The test blueprint provides an outline of the required knowledge and skill areas and their relative importance to the job. The knowledge and skill areas covered on the FSOT are listed below.
=> Correct grammar, organization, writing strategy, sentence structure, and punctuation required for writing or editing reports: This knowledge area encompasses English expression and language usage skills required for preparing or editing written reports, including correct grammar and good writing at the sentence and paragraph level.
=> United States Government: This knowledge area encompasses a general understanding of the composition and functioning of the federal government, the Constitution and its history, the structure of Congress and its role in foreign affairs, as well as the United States political system and its role in governmental structure, formulation of government policies, and foreign affairs.
=> United States History, Society, Customs, and Culture: This knowledge area encompasses an understanding of major events, institutions, and movements in national history, including political and economic history, as well as national customs and culture, social issues and trends, and the influence of U.S. society and culture on foreign policy and foreign affairs.

World History and Geography: This knowledge area encompasses a general understanding of significant world historical events, issues, and developments, including their impact on U.S. foreign policy, as well as knowledge of world geography and its relationship to U.S. foreign policy. => Economics: This knowledge area encompasses an understanding of basic economic principles, as well as a general understanding of economic issues and the economic system of the United States.
=> Mathematics and Statistics: This knowledge area encompasses a general understanding of basic mathematical and statistical procedures. Items requiring calculations may be included.
=> Management Principles, Psychology, and Human Behavior: This knowledge area encompasses a general understanding of basic management and supervisory techniques and methods. It includes knowledge of human psychology and behavior, leadership, motivational strategies, and equal employment practices.
=> Communications: This knowledge area encompasses a general understanding of the principles of effective communication and publicspeaking techniques, as well as general knowledge of public media, media relations, and the goals and techniques of public diplomacy and their use to support work functions.
=> Computers and the Internet: This knowledge area encompasses a general understanding of basic computer operations such as word processing, databases, spreadsheets, and using e-mail and the Internet.
Related Areas of Study
Success on the FSOT is not necessarily dependent on a specific course of study. However, the curriculum of the following college-level courses often helps to familiarize a candidate with the information assessed by the test. The names of the courses are general and may differ from institution to institution.
• English Composition/Rhetoric
• American History
• American Studies (including cultural and social history)
• American Political Thought
• United States Political System
• American Economic History
• Introduction to Economics (micro and macro)
• World History (Western and non-Western)
• World Geography
• International Economics
• World Religions
• Introduction to Statistics
• Introduction to Management Principles
• Intercultural Communication
• Mass Communication
• Psychology



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Certification-Board Foreign boot camp

female DIs Who Served at Marines' All-Male Boot Camp Say They have been introduced Out for VIP Visits, however confined in practising Recruits | FSOT braindumps and test Questions

The Marine Corps hit a huge milestone ultimate month when three ladies accomplished drill instructor school at Marine Corps Recruit Depot San Diego, which has traditionally knowledgeable only guys. In February, the ladies will lead a platoon of feminine recruits there -- one more ancient second for the one hundred-12 months-ancient base.

however a dozen feminine drill instructors had been assigned to the all-male recruit depot in years past, only to see roles in working towards recruits restrained once they arrived.

The women had extra experience working towards recruits than most of their male colleagues, having already achieved three-12 months drill teacher tours at Marine Corps Recruit Depot Parris Island in South Carolina, the place the provider typically trains feminine enlistees. nonetheless, not one of the 2nd-tour drill instructors had been assigned to practicing battalions in San Diego.

read next:Β The Pentagon Has 6 Months to expose What It is aware of About UFOs

as a substitute, they got guide roles: receiving incoming recruits, working with these too sick or injured to return to working towards, or educating courses. When one female body of workers noncommissioned officer asked to be moved to a standard practising battalion, she referred to a colonel saved giving her the same reply: "We should discover the optimal man for the job."

"or not it's such a common expression that it didn't register with me on the time, but that turned into the excuse anytime," the personnel NCO instructed defense force.com. She spoke on the condition of anonymity, fearing career reprisal for speakme out for the reason that she's nevertheless on active obligation.

The unstated coverage became embarrassing, she noted, and left her feeling indignant and disillusioned. most of the women had more than 10 years in uniform. Some served in combat, others as instructors on the Marine Corps' Officer Candidates school.

It additionally put them in a bad place in terms of how they had been considered by using male drill instructors at the base, the personnel NCO stated.

"the vast majority of them resented the incontrovertible fact that they get the additional pay -- the particular responsibility assignment pay -- but from their view, we're no longer having to do the work," she mentioned. "it be now not that they didn't want to. They weren't letting us."

The Marine referred to she by no means got a transparent clarification as to why her request to serve with a working towards battalion went ungranted. She had the assist of her battalion leaders, she pointed out, but the movement ultimately needed to be accredited by way of Col. Dan Kazmier, who turned into commanding officer of Recruit practicing Regiment on the time.

There weren't any policies prohibiting girls in San Diego from serving in average training battalions, said Capt. Sam Stephenson, a practising and training spokesman. 2nd-time period drill instructors are assigned responsibilities "in line with their capabilities, adventure, skill, as smartly as the needs of the command," he stated.

Kazmier, who retired in October, didn't respond to questions on why requests from feminine drill instructors who desired to be assigned to recruit practicing battalions weren't authorized, asserting most effective that he's "very proud of the growth they made [on gender integration] and how MCRD San Diego is carrying on with to lead in that effort."

Commandant Gen. David Berger observed in September that the service would "run a couple of trials this wintertime" through which it would movement female drill instructors to coach recruits on the West Coast.

"All of their female drill instructors are on the East Coast," Berger observed.

The feminine drill teacher who spent two years at San Diego stated few recognize that ladies had been assigned there for years. She referred to she wishes the Marine Corps hadn't squandered the probability to coach new girls drill instructors on the West Coast whereas she and other experienced feminine DIs had been assigned to the San Diego recruit depot.

They might have guided them, she mentioned, including that she feels sorry that they can't.

the primary female drill instructor arrived at MCRD San Diego in 2003, Stephenson pointed out. They've served as physical practicing, educational, martial arts and water-survival instructors, he introduced. They've also informed other drill instructors on the San Diego schoolhouse.

The goal of getting feminine drill instructors at the all-male depot became to "give extra leadership roles and experiences for their Marines and recruits," he mentioned.

The team of workers NCO mentioned that, now and then, it felt like the Marine Corps put feminine drill instructors on the West Coast to assuage members of Congress who have pushed for more gender-integrated practicing at boot camp. even if they weren't allowed to serve in practising battalions, the girls were continually anticipated to signify the depot at air indicates and different hobbies off base.

an additional female drill instructor who become on the depot when the body of workers NCO was there served in an administrative position. however whenever a person from Congress, a diplomat or member of another carrier or overseas defense force confirmed up, the feminine Marine turned into tasked with displaying them around.

"they might put her obtainable to guide them round, deliver them the tour, and provides the thought that they have ladies here," the body of workers NCO mentioned.

Stephenson observed it's general for the recruit depots' "strongest performers" to be selected for VIP visits and base tours.

a couple of 2nd-tour male drill instructors who had worked with ladies at Parris Island knew the female Marines were in a position to more than changed into being asked of them, the personnel NCO said. but fear of retribution was potent, so they did not take their complaints up the chain.

"The one component that we, as adult females, are consistently aware about within the Marine Corps is that if you push too challenging for whatever, in case you draw too an awful lot consideration to an issue, you can also get what you have been requesting, but you also can be install for certain failure and even sabotaged," the Marine talked about. "once I introduced the challenge up to my enterprise commander, he had the enterprise first sergeant comprehensive a written, poor counseling on me.

"If I had pressed the subject any more than I did, they might have made sure that I failed," she brought.

Stephenson stressed that open and sincere communication up and down the chain of command, devoid of fear of retribution, is consistently strengthened via verbal and written communication. everybody, he introduced, is anticipated to deal with their fellow Marines with dignity and admire.

"it is unfortunate and disappointing that this particular person felt she experienced neither," he talked about.

-- Gina Harkins will also be reached at gina.harkins@militia.com. observe her on Twitter @ginaaharkins.

related:Β feminine Recruits to instruct at Marines' All-Male San Diego Boot Camp in historic First

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