Expanded Professional Associates Program (EPAP) Professional Associate

Although the series and grade level above indicate a default FP-07 grade level and a Top Secret clearance level, the actual pay grades range from FP-07 to FP-01 and the clearance requirement may vary from one position to another.

To confirm the specific grade level and clearance requirement for each position, applicants need to check the advertised positions lists found either on the EPAP webpage or in this vacancy announcement. This information will be available after the applicants have answered the Eligibility and Vacancy questions. 

Although the duty location indicates “MANY Vacancies in Department of State Posts - Overseas and Domestic, U.S.,” EPAP positions are only available at U.S. Missions abroad.

Applicants do not need to hold a security clearance at the time of their EPAP application, nor do they need to be a member of the Foreign Service Family Reserve Corps (FSFRC) to apply. However, selected candidates must obtain the appropriate level of security clearance for their specific position before they are appointed. If the candidate cannot obtain the required clearance within nine months of acceptance of the position, the bureau may rescind the offer of employment. 

EPAPs can request GTM funds to cover the costs of travel, per diem/lodging, M&IE, and salary during the functional training for centrally funded positions. AEFMs hired into EPAP positions in DT will be required to complete the FAST-DTO training (YW885) course offered at FSI within the first 12-months of Entrance on Duty (EOD).  This is a 3-week in-person training course, and posts will be responsible for all travel related expenses including per-diem.

Administrative Promotions: Administrative promotion is available to EPAP employees whose positions were advertised with a grade range; therefore, these employees may receive an administrative promotion from FP-07 to FP-06 after 12 months of fully successful or better performance, from FP-06 to FP-05 after 12 months of fully successful or better performance, and from FP-05 to FP-04 after an additional 18 months of fully successful or better performance, as applicable, based on the advertised grade range for their current EPAP position. The performance appraisal must cover at least 12 months via a regular or interim performance appraisal (JF-57 EPR Employee Performance Report).

Grade conversion is not an entitlement or automatic. Upon determining that the employee demonstrates the ability to perform at a higher grade, the supervisor must submit a request for the new grade through a memo to Post HR. The memo will certify that the incumbent’s performance has been fully successful or better since the last formal review and that the employee has demonstrated the ability to perform at the next grade level. Post HR will follow up with the regional bureau’s EPAP coordinator via an SF-52 to request the promotion. EPAP applicants are reminded that they are responsible for seeking their supervisor’s review for administrative promotion. They should initiate this conversation at least one month prior to their anniversary date as promotions are not automatically granted or retroactively applied. More details on promotions can be found on GCLO's EPAP web page.