Local Employment Policy Handbook - ICASS

THIRD COUNTRY NATIONALS (TCNs)
Ref: 3 FAM 7270
Third-Country National (TCN) – For the official definition of TCN, see 3 FAM 7120.
TCNs usually cost considerably more than individuals recruited locally. This is due to the additional
costs for official USG travel of the individual and dependents to and from the Mission, shipment of
effects, and other costs associated in getting the proper documentation for the TCN to legally live and
work in country.
Mission management must make every effort to staff each position advertised locally with a fully
qualified Ordinarily Resident or Not Ordinarily Resident applicant before requesting authority to hire a
TCN. This may include exploring an Exception Rate Range (ERR) for the position with HR/OE/HRM
and HR/OE/CM. If authorized by HR/OE, the ERR may enable post to successfully recruit locally for
the position.
The appropriate regional or functional bureau, or agency’s US headquarters, must grant permission before
the Mission may recruit for a TCN.
If authorized, a TCN is not intended to be a permanent employment solution for the Mission. Typically
the authorizing State regional or functional bureau, or agency’s US headquarters, authorizes the
employment of a TCN for a limited amount of time (for example, not to exceed three years). During this
time, HR continues periodically advertising the position, either at the full performance or training level,
for staffing by a fully-qualified OR or NOR applicant.
One generally successful approach is when the supervisor creates a developmental level Position
Description one or more grades below the full performance level of the position currently staffed with a
TCN. HR recruits and staffs the developmental level position with a fully qualified applicant. The
employee then works with the TCN for the remainder of the TCN’s employment (typically 1-2 years),
learning every aspect of the position and how to perform all assigned duties. The TCN’s Work and
Development Plan (WDP, JF-50A), and Employee Performance Report (EPR, JF-50) should include as a
critical job element the training of the employee in the developmental position.
Once the TCN’s employment period is completed and the TCN is repatriated back to the country of hire,
HR puts the LE Staff employee into the position vacated by the TCN at the full performance level using
Priority Placement (exigent circumstances) under the Local Employment Recruitment policy. This
assures that positions at the Mission aren’t filled by TCNs for long periods of time (at great expense to
post and the USG), while also supporting the operational effectiveness of the section or agency.