The United States (U.S.) Department of State's (DOS) Diplomatic Security Service (DSS) is tasked with ensuring the safety and security of all U.S. diplomatic missions around the world. Domestically, DSS Special Agents investigate Passport and Visa fraud, as well as protect visiting foreign dignitaries. DSS today faces the unprecedented challenge of staffing a large number of Special Agents in Afghanistan, Iraq and Pakistan (AIP) in order to maintain the security needs for U.S. personnel working in those locations. As an incentive to serve in these less desirable locations, DSS Special Agents serving in AIP are given priority for their follow-on assignment. It is becoming increasingly difficult for a DSS Special Agent serving domestically to obtain an overseas assignment, which is a requirement for promotion under the current DSS career development program. This thesis addresses the question, "what changes are needed to the current DSS career development program?" Utilizing open-source data from the DOS, as well as past Government Accountability Office (GAO) reports, it was determined that the current DSS assignment process is not sustainable; thus a change in the DSS career development program is necessary. This will require a change of culture within DOS. Suggestions are made based on the Kotter Model for how to best make the needed changes.

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