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FSOT benefits - Foreign Service Officer Test Updated: 2023

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FSOT Foreign Service Officer Test

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 demo 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 demo questions for each
component of the FSOT to supply 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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D. Both the supply and the demand for the toy were high
E. Answer cannot be determined
Answer: B
Question: 307
drought severely reduces the amount of corn available to consumers, what would you expect
If a
to happen?
A. The supply of corn would go up
B. The demand for corn would go down
C. The price of corn would stay the same
D. The price of corn would go down
E. The price of corn would go up
Answer: E
Question: 308
If 200 jobs are available and only 100 people are unemployed, what will have to happen
according to the laws of supply and demand?
A. Companies needing employees will need to increase pay
B. Companies needing employees will need to decrease pay
C. Companies needing employees will need to reduce benefits
D. Companies needing employees will need to fire workers
E. The laws of supply and demand do not apply to this situation
Answer: A
Question: 309
What type of government does the United States have?
A. Monarchy
B. Democracy
C. Dictatorship
D. Theocracy
E. Oligarchy
96
Answer: B
Question: 310
In the first half of the 20th century, it was not unusual for African American people to have to
use different drinking fountains, lunch counters, and even schools than other Americans. This
was known as which of the following?
A. Segregation
B. Civil Rights
C. The White Man's Burden
D. Affirmative action
E. Slavery
Answer: A
Question: 311
If the last presidential election was in 2000, when will the next one take place?
A. 2002
B. 2006
C. 2004
D. 2005
E. 2010
Answer: C
Question: 312
American writer Henry David Thoreau wrote that if a law "requires you to be the agent of
injustice to another, then I say, break the law." What idea is Thoreau supporting?
A. Anarchy
B. Marxism
C. Violent opposition
D. Free speech
E. Civil disobedience
97
Answer: E
Question: 313
What does a map's legend help you do?
A. Understand the purpose of the map
B. Calculate the real distance shown on the map
C. Locate specific cities or rivers on the map
D. Read the map's symbols correctly
E. Fold the map neatly
Answer: D
Question: 314
Which government official(s) is appointed and not elected by the UScitizens?
A. President
B. Congressman
C. Supreme Court Justice
D. Senator
E. Governor
Answer: C
Question: 315
In the United States, individuals who are suspected of criminal behavior are considered innocent
until they are proven guilty. All citizens have the right to due process which means they are
entitled to a fair trial before a jury of their peers. In addition, they have a right to a lawyer who
will help them support their case. Because the suspect is considered innocent until judged
otherwise, the prosecution has the burden of proof. Even after a verdict is made on the case, both
sides can appeal to a higher court to reconsider the decision. All of these steps are in place to
protect the safety and liberty of all Americans. What is "burden of proof"?
A. Refers to the credibility of
witnesses
B. The responsibility for convincing the jury of their case
C. The suspect's duty to provide an alibi
D. The suspect's right to an attorney
98
E. The responsibility given to jurors
Answer: B
Question: 316
In the United States, individuals who are suspected of criminal behavior are considered innocent
until they are proven guilty. All citizens have the right to due process which means they are
entitled to a fair trial before a jury of their peers. In addition, they have a right to a lawyer who
will help them support their case. Because the suspect is considered innocent until judged
otherwise, the prosecution has the burden of proof. Even after a verdict is made on the case, both
sides can appeal to a higher court to reconsider the decision. All of these steps are in place to
protect the safety and liberty of all Americans. Why can court decisions be appealed?
A. So that mistakes can be corrected if they are made
B. To supply both sides a chance to prepare a stronger case
C. To stop the justice system from working efficiently
D. To allow more people the chance to hear the case
E. To ask the judge to rethink his current position on the case
Answer: A
Question: 317
In the United States, individuals who are suspected of criminal behavior are considered innocent
until they are proven guilty. All citizens have the right to due process which means they are
entitled to a fair trial before a jury of their peers. In addition, they have a right to a lawyer who
will help them support their case. Because the suspect is considered innocent until judged
otherwise, the prosecution has the burden of proof. Even after a verdict is made on the case, both
sides can appeal to a higher court to reconsider the decision. All of these steps are in place to
protect the safety and liberty of all Americans. In other countries, suspects are considered guilty
until proven innocent. How would this affect the burden of proof in a trial?
A. More evidence on both sides would be needed
B. No evidence would be needed for a conviction
C. The prosecutor would have burden of proof instead of the defendant
D. The defendant would have the burden of proof instead of the prosecutor
E. It would have no effect
Answer: D
99
Question: 318
In the United States, individuals who are suspected of criminal behavior are considered innocent
until they are proven guilty. All citizens have the right to due process which means they are
entitled to a fair trial before a jury of their peers. In addition, they have a right to a lawyer who
will help them support their case. Because the suspect is considered innocent until judged
otherwise, the prosecution has the burden of proof. Even after a verdict is made on the case, both
sides can appeal to a higher court to reconsider the decision. All of these steps are in place to
protect the safety and liberty of all Americans. Why is the right to due process important?
A. It prevents innocent people from being wrongly punished
B. It provides more work for lawyers
C. It lets ordinary citizens be part of the judicial system
D. It forces innocent people to prove their innocence
E. It keeps crime rates low
Answer: A
Question: 319
Franklin Delano Roosevelt's New Deal helped America recover from the Great Depression by
providing federal money for construction projects, including schools and roads. How did this
help the country recover?
A. It gave money back to the tax payers
B. It created desperately needed good paying jobs
C. It encouraged wealthy people to do the same thing
D. It made trade easier with Mexico
E. It allowed construction companies to make a large profit
Answer: B
Question: 320
In American cities after the Industrialization Age began, it was not unusual to see children
huddled together without shoes, warm clothing, shelter, or decent food. These children illustrated
what unhappy effect of Industrialization in the United States?
A. Because the focus was on manufacturing, not enough shoes were made
B. Because of low wages, many people lived in poverty
C. Because of protective employment laws, child laborers could no longer be employed
100
D. Because of the freedom women experienced in the workplace, many abandoned their children
E. Because parents work days were guided by strict rules, they were often strict at home. As a
result, their children ran away and lived on the streets.
Answer: B
101
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Certification-Board Foreign benefits - BingNews https://killexams.com/pass4sure/exam-detail/FSOT Search results Certification-Board Foreign benefits - BingNews https://killexams.com/pass4sure/exam-detail/FSOT https://killexams.com/exam_list/Certification-Board Everything You Need to Know About Hiring Foreign Nationals

A company’s biggest asset is its employees, and the people you hire can significantly affect your organization. When many businesses added “remote workplace” to their list of employee benefits in exact years, they realized the advantage of expanding their pools for top talent. Hiring workers from all around the world is an excellent way for small businesses to find highly skilled employees and expand into a global market. If you want to grow your business with foreign employees, you will need to follow some specific processes before your recruiting strategy can hop the pond.

Who is considered a foreign national?

A foreign national is an individual who is not a citizen (which refers to their legal status) or national (which refers to their place of birth) of a specific country. In terms of employment in the United States, a foreign national (also known as a foreign employee or foreign worker) is an employee or independent contractor who works in the United States but is not a naturalized U.S. citizen.

Even lawful permanent residents (LPRs) with green cards are considered foreign nationals until they are naturalized.

Pros of hiring foreign national employees

Hiring a foreign national employee can greatly benefit your business as well as the life of the employee. Every business should strive for a diverse workplace, and hiring a foreign employee is one way to get there.

Here are some of the top advantages of hiring foreign nationals:

Access to skilled labor

Sometimes, the best employee for a specific job cannot be found in your town, state or country. Widening your recruitment strategy to include a global talent pool can increase your ability to find highly skilled employees that you would not have had access to otherwise.

Labor cost savings

Hiring foreign workers could save you money, depending on the role you are hiring for and the pay range for the position. The U.S. has a desirable job market for many foreigners, giving employers the flexibility to pay lower wages.

“The demand, with the high supply of workers, allows the employer to hire employees [who] are willing to work for lower [pay],” Marianne Curtis, employment litigation attorney and partner at Berger Singerman, told us. “In some cases, this may be the foreign worker who is looking for an opportunity to break into the United States’ employment market.”

Although a lower cost of hiring is a potential benefit, keep in mind that you cannot simply hire a foreign worker just because you want cheap labor. You must demonstrate a lack of other options to get the work certificate necessary to hire a foreign worker.

“The certification requires the employer to confirm that there are insufficient U.S. workers to perform the work at wages that meet or exceed the prevailing wage for the area of employment,” Curtis said.

Improved company diversity

Because of their culture, work experience and personal life experience, foreign national employees bring unique skill sets and perspectives to the U.S. workplace. You might want or need this variety to add to the diversity of your company culture.

If you’re curious to know how your company’s diversity stacks up against some of the largest U.S. businesses’, check out our recent study on diversity, equity and inclusion in the United States.

Expansion opportunities and connections

Hiring a worker from another country can be especially beneficial if you intend to expand your market reach to their region. The employee can supply you firsthand knowledge of what their country is like, educate you on international business etiquette and provide insights on current market gaps. They may even have business connections that prove useful in your expansion.

Intrinsic value to employers

Curtis said hiring a foreign worker can also be beneficial for a small business owner because they’re giving a valuable opportunity to someone seeking employment in the U.S. This can be a rewarding and personally enriching experience for employers.

Cons of hiring foreign national employees

Although hiring foreign workers can benefit you and your company, there are a few potential drawbacks. You can mitigate most of these with the proper preparation.

Here are some of the biggest potential disadvantages of hiring foreign nationals:

Language barriers

If you and your foreign employees speak different languages, you will need to have a detailed plan to help them do their jobs and take extra measures to overcome the language barrier. For example, you might want to hire bilingual mentors for them. [Read related article: Unspoken Signals: Common Body Language Mistakes to Avoid in the Workplace]

Legal risks

Hiring a foreign national is an intensive process that requires several laws and guidelines to be met. As a result, there are legal risks associated with hiring foreign workers if you aren’t careful. You should speak with an experienced immigration attorney to ensure your recruitment and hiring processes comply with all applicable immigration laws and regulations.

Pushback from local communities

Some communities might push back on businesses hiring foreign workers because they want to retain local jobs for local talent. This is something to keep in mind, especially if you operate in a small community with limited job opportunities.

Misaligned motivation

Curtis said some foreign workers see their employment in the U.S. as an individual steppingstone, which can cause a lack of interest in and dedication to the company’s future and growth.

Time and money

The process of recruiting and hiring a foreign national often requires more time and money upfront than hiring a domestic employee. Applying and waiting for certifications and visas can delay the process even further.

“The process can be cumbersome, so patience, commitment to the ultimate outcome and managing expectations are critical,” Curtis said.

>> Read next: Time-Zone Mania: How to Deal With Geodiversity

How to hire foreign workers

If you are considering hiring a foreign worker, follow these four steps:

1. Acquire certifications.

Apply for certification from the U.S. Department of Labor (DOL). To complete this application, you must provide proof that you need a foreign worker, can pay them appropriately and meet the applicable foreign labor certification program criteria.  

2. Recruit and interview candidates.

The hiring process for foreign workers will look slightly different from the typical hiring process for U.S. citizens. Keep this in mind as you post on job boards, review resumes and conduct interviews with candidates. The overall process can also take much longer. The candidate will need to be approved for their visa before you can officially hire them, and completing this paperwork could take a while.

3. Acquire work visas.

Your foreign national employee will need a work visa from U.S. Citizenship and Immigration Services before they can legally work in the United States. You can verify their work authorization with Form I-9 if they already have one. If they don’t, you may have to sponsor their work visa, which will take a lot more time and effort.

You need to plan far in advance when hiring a foreign worker, because sponsorship of a work visa generally takes three to six months to get approved.

4. Comply with tax laws.

Address all tax laws that apply to your company and the foreign worker. For example, foreign workers in the U.S. will need a Social Security number and be subject to payroll taxes.

FAQ about hiring foreign national workers

What certification do foreign workers need?

Foreign nationals must acquire specific certifications before they can work in the U.S. These foreign labor programs are meant to ensure that the presence of the foreign worker will not adversely affect job opportunities or wages for U.S. workers.

Your foreign national worker will need to acquire one of the following certifications from the DOL, depending on the occupational requirements of the job:

How much does it cost to sponsor a foreign worker?

The filing fee to sponsor an H-1B employee typically ranges from $3,000 to $4,000. If you have more than 50 employees, with at least half of them being foreign nationals, it will cost you an additional $4,000. Employers will also be responsible for additional attorneys’ fees, which can be another couple thousand dollars.  

How many foreign workers can a company hire?

There is no set maximum number of foreign workers an organization can hire; however, that doesn’t mean you won’t face any limitations. For example, some visas, such as the H-1B visa, have restrictions on how many can be issued throughout the year. Business owners seeking to hire foreign nationals will need to pay close attention to current immigration processes.

“For example, with the Trump administration, there were restrictions on work visas for the stated purpose to Boost job prospects for Americans,” Curtis said. “Ultimately, the restrictions on foreign workers will depend on the current immigration process and economic effects on the individual company to navigate the process.”

How are foreign employees paid?

If your foreign employee is working for you in the United States, you can pay them just the same as you would a U.S. citizen. However, if your foreign employee is doing the job from abroad, you need to pay them according to the payroll and employment guidelines in their country. Pay attention to factors like tax rates, payroll deductions, deadlines, employee benefits and time-off regulations. Also, make sure you are correctly classifying them as employees versus contractors. If you’re paying workers overseas, you can either set up and incorporate a legal entity or use a global employment organization service.

What kinds of jobs qualify for foreign labor certification?

Numerous temporary and permanent jobs qualify for foreign labor certification by the DOL. These can include jobs such as professional specialty work (e.g., architects, engineers, therapists and healthcare workers), temporary or seasonal agricultural labor (e.g., farm workers), and temporary or seasonal nonagricultural labor (e.g., housekeepers and cooks).

Can you hire someone without a work visa?

Sort of. Yes, you can technically hire a foreign national who doesn’t have a work visa. However, they can’t start working for you until they have one. If the foreign worker does not have a work visa at the time of hire, you will have to sponsor them or help them get a work visa before their official start date.

Source interviews were conducted for a previous version of this article.

 Wed, 01 Nov 2023 12:00:00 -0500 en text/html https://www.business.com/articles/hiring-foreign-nationals/ Certification Grievances Appeal Process

If an ISA CAP® or CCST® applicant feels he/she was wrongly denied certification, original or renewal, from the CAP or CCST program, then he/she has the right to appeal.

Appeals Procedures

All appeals shall be in writing.

  1. The notice of appeal must be delivered to the Certification Board, addressed to the attention of the ISA Executive Director, by the close of business on the 21st day after the receipt date of the notice of denied certification.
  2. The appeal should include the date the notice of denied certification was received and must state the reasons the applicant believes the denied certification was in error.
  3. The appeal should indicate whether or not the applicant requests a hearing.
    1. If a hearing is requested, the applicant must explain why a hearing is needed, identify the issues to be resolved at a hearing, list names of prospective witnesses, and identify documentation and other evidence to be introduced at the hearing before the Board.
  4. The Chair of the Certification Board will select a three-member panel of the Board to become the Review Panel, one of whom shall be appointed Chair and will be the final vote in the event of a tie during the ruling.

Procedures

The Review Panel will review the appeal and any request for a hearing. The Review Panel will grant a hearing in connection with the appeal, if requested.

Hearing

  1. The Chair of the Review Panel will determine the time and location of the hearing within 90 days after determination that a hearing is warranted and will notify the applicant within the first 21 days. The applicant will be notified of the hearing time and location at least 20 days prior to the time determined for the hearing.
  2. The applicant may be represented by counsel or represent him/herself at the hearing. The applicant may offer witnesses and documents and may cross-examine any witness.
  3. The Review Panel may consider any evidence it deems relevant without regard to strict application of legal rules of evidence.
  4. The applicant is urged to submit a written brief (four copies) 10 days prior to the hearing to the Certification Board, addressed to the attention of the ISA Executive Director, for distribution to the panel in support of his/her position. However, written briefs are not required.

Deposition

  1. If the applicant or Review Panel desires to take a deposition prior to the hearing of any voluntary witnesses who cannot attend the hearing, the deposition of a witness may be applied for in writing to the Chair of the Review Panel together with a written consent signed by the potential witness that he or she will supply a deposition for one party and a statement to the effect that the witness cannot attend the hearing along with the reason for such unavailability.
  2. The party seeking to take the deposition of a witness shall state in detail as to what the witness is expected to testify.
  3. If the Chair of the Review Panel is satisfied that such deposition from a possible witness will be relevant to the issue in question before the Panel, then the Chair will authorize the taking of the deposition. The Chair will also designate a member of the Panel to be present at the deposition.
  4. The deposition may be taken orally or by video. Any refusal of the taking of the deposition by the Chair shall be reviewed by the Panel at the request of the applicant.
  5. The party requesting the deposition will pay for the cost connected with taking the deposition.

The applicant will be notified of the result of the Review Panel within 30 days of the meeting.

Final Review

  1. If the Review Panel makes a decision adverse to the applicant, the applicant may appeal to the full Certification Board for a final review by the close of business on the 21st day after the notice of decision is issued. Such appeal shall follow the same procedures as the initial appeal to the extent possible with the Chair of the Board serving as the Chair of the Final Review Panel. The Chair will once again select a three-member panel, one of whom shall be himself, to become the Review Panel, and the final vote in the event of a tie during the ruling shall be his.
  2. If the applicant does not petition the Board for review or request a hearing before the Board regarding the recommendation of rejection of the application within the time allowed by these rules, the original decision by the Review Panel shall stand.
 Mon, 03 Jul 2023 20:58:00 -0500 en text/html https://www.isa.org/certification/certification-testing/certification-grievances-appeal-process The Benefits of Serving on a Board in Retirement

So, you think you might want to serve on a board of directors? You'd like to contribute in a different way. Or broaden your expertise. Or keep active and engaged in retirement.

All good reasons. But just like applying for a job, there is a right way to go about it and a wrong way. You need to know what type of board -- public company, private company or nonprofit -- you're interested in and understand that it might take a while to find that perfect seat.





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