Guide to the Diplomatic Security Service Special Agent Selection and Assessment Process

Updated October 1, 2024

Introduction

The purpose of this guide is to familiarize candidates with the Bureau of Diplomatic Security’s (DS) selection and assessment processes so that they will be able to prepare for the Assessment. This guide outlines steps in the hiring process, evaluation criteria, candidate preparation strategies, and assessment activities. In addition, it includes sample questions similar to those on the Assessment, but not the actual test material, to help candidates prepare for the Assessment.

Candidates should visit careers.state.gov for general information on the Foreign Service Specialist careers, including the Foreign Service benefits package, as well as for details on the subsequent steps in the hiring process for those candidates who achieve a passing score in the Assessment. The careers.state.gov website also offers information on the Foreign Service Officer and other Foreign Service Specialist careers, Civil Service careers, professional fellowship opportunities, Limited Non-Career Appointments, and student/intern programs.

You can connect with a Diplomatic Security Service recruiter to learn more about our wide variety of Foreign and Civil Service careers, student internship programs, the William D. Clarke, Sr. Diplomatic Security Fellowship and the Foreign Service lifestyle at DSScareers@state.gov. Questions regarding the Assessment process should be directed to DSFSapplicants@state.gov.

The Bureau of Diplomatic Security looks forward to receiving your application.

The Diplomatic Security Service Special Agent Selection Process

Unlike educational testing, which focuses on mastery of knowledge, the Bureau of Diplomatic Security’s employment selection process aims to identify those candidates most likely to succeed over the course of a normal career in the Foreign Service. The Department of State’s hiring process is highly selective with only a limited number of openings available.

The Diplomatic Security Service Special Agent selection process can be lengthy but is worth the effort for this exciting global career. Please review 10 Steps to Becoming a Diplomatic Security Service Special Agent and the current Diplomatic Security Service Special Agent Vacancy Announcement as companions to this guide.

Candidates can apply at any time during the year assuming they meet all the requirements for the position listed in the vacancy announcement. Please note, candidates should not apply prior to completing their bachelor’s degree. Using the Apply Now buttons on careers.state.gov, candidates create an account and complete an application via the Pearson Vue application portal.

Applicants must fully answer all questions and narrative sections of the application as resumes are not accepted in lieu of completing the Pearson Vue application. Prior to submitting the application, it is strongly recommended that all information in the application is confirmed as accurate and complete. Please note, applicants may not make any changes after the application has been submitted. This online application will be used to evaluate an applicant’s qualifications for this position.

The Special Agent application has three progressive sections to complete and submit before final submission of the entire package. The sections are the Eligibility Verification Form, Application Information, and Personal Narratives and Statement of Interest. Candidates must complete the three sections of the application, as well as schedule and take the Diplomatic Security Special Agent Test (DSSAT) at a Pearson Vue testing center within six months of submitting the Eligibility Verification Form. If the DSSAT has not been taken within six months from the date the Eligibility Verification Form was submitted, the application is no longer valid, and the applicant must restart the application process. Be sure to complete the three stages of the application in a timely manner so you have ample time to schedule and take the DSSAT.

The DSSAT is an important part of the selection process that includes job knowledge, English expression, and situational judgement necessary to work as a Diplomatic Security Service Special Agent. Candidates will receive their test results immediately following the DSSAT, however, the Department of State only receives applications quarterly. Applications submitted will be reviewed by cohort at the end of each quarter as detailed below. Depending on when a candidate submits their application, it can take up to four months from DSSAT test date to receive email communication requesting required documentation from the Department.

On a quarterly basis, DS Human Resources will receive a cohort of applications and DSSAT results from Pearson Vue. To be considered in a cohort, please be sure to complete your application and DSSAT prior to the end of the cohort deadline.

Cohort One – October 1- December 31

Cohort Two – January 1- March 31

Cohort Three – April 1- June 30

Cohort Four – July 1- September 30

Upon receipt of the application package, DS Human Resources will email candidates requesting transcripts and, if applicable, veteran documentation. Candidates must submit requested documentation by the due date provided. Documents submitted after the deadline will not be accepted, so please monitor your email for time sensitive communications. Note that it is the applicant’s responsibility to ensure transcripts contain all required information as stated in the vacancy announcement and in the request for documents email.

After the deadline for document submission, DS Human Resources will review the applications and will determine which application packages meet the required minimum qualifications for the position, as outlined in the Vacancy Announcement. Application packages that meet the advertised qualifications will then move to the Qualifications Examination Panel (QEP). In this step, the QEP, comprised of experienced subject matter experts, will evaluate the entire application package to include the accomplishment questions and statement of interest. The QEP scores each application to determine the best qualified applicants for the position. Only the highest ranked candidates will receive an invitation to the Assessment.

The number of candidates invited to the Assessment may differ over time, depending on the Department of State’s budget and hiring needs.

Assessment Logistics

Assessments for Special Agents are conducted in various cities throughout the United States. Please note that all travel expenses and arrangements are the responsibility of the applicant.

Once candidates schedule the Assessment, they should make any necessary travel and lodging arrangements, keeping in mind the following suggestions:

• Be rested. Candidates who are tired cannot possibly be at their best – taking the Assessment can be an intense experience, and candidates need to be alert and focused throughout the Assessment.
• Candidates should appropriately make allowances for delayed flights, lost luggage, broken down Metro trains, stalled rush hour traffic, and taxi, Uber or Lyft drivers who can’t find the Assessment center.
• Candidates may want to locate the Assessment center prior to the day of the Assessment to make sure they are familiar with how to get there. The Assessment is a professional job interview; candidates will want to dress appropriately for the occasion. Men normally wear suit and tie; women wear the professional equivalent. It is essential to be on time and at the right location as there are multiple candidates scheduled per day.

The e-mail invitation letter will specify where the Assessment will take place. Candidates must report to their assigned Assessment Center no later than the arrival time (versus assessment time) indicated in their confirmation e-mail letter. Candidates who arrive late may be refused entry. The Assessment itself will take approximately three hours for Special Agent candidates, however there may be some additional administrative time at the end of the process. Candidates should plan their return trip accordingly. While the main elements of the Diplomatic Security Assessment remain constant, information on logistical details or time limits or Assessment order, for example, can change quickly. Accordingly, candidates who advance to the Assessment stage should follow the instructions provided on the day of the Assessment.

The invitation to the Assessment will advise candidates what documents and information they will need to bring to the Assessment Center.

The Department of State is committed to full and equal participation in all aspects of the application process. Candidates with disabilities may request accommodations to take the Assessment by contacting the Office of Accessibility and Accommodation at OAA@state.gov. Candidates must clearly describe the accommodation(s), the medical need (diagnosis), and how the requested solution(s) support participation in the Assessment. Candidates should contact OAA as soon as possible and be prepared to submit medical documentation, if requested. Any delay may require the Assessment to be postponed.

Water will be available at the Assessment Center. Candidates may bring coffee and/or soft drinks to the Assessment Center. There is secure space to store coats, bags, and electronic gear. Electronic gear, including cell phones and other Smart devices must be turned off and cannot be accessed until the Assessments are completed.

The Special Agent Assessment

Dimensions:

The dimensions listed below are the basis of the Diplomatic Security Service Special Agent Assessment evaluation process. Assessors evaluate candidates solely on these dimensions. Candidates are encouraged to read the definitions of the dimensions carefully and to spend some time thinking about what they mean. While the definition of leadership, for example, may seem obvious, it is unlikely that the average person on the street would focus on the same aspects of leadership as those highlighted by the Department’s definition.

• Critical Thinking. To discern what is appropriate, practical, and realistic in a given situation; to weigh relative merits of competing demands using sound judgment; to consider multiple points of view when making recommendations; to formulate creative alternatives or solutions to resolve problems; to show flexible and innovative thinking/problem solving.
• Cultural Adaptability. To work and communicate effectively and harmoniously with persons of other cultures, value systems, political beliefs, and economic circumstances; to recognize and respect differences in new and different cultural environments.
• Experience and Motivation. To demonstrate knowledge, skills or other attributes gained from previous experience of relevance to the Foreign Service; to articulate appropriate motivation for joining the Foreign Service.
• Information Integration and Analysis. To evaluate the importance, reliability, and usefulness of information; to distill relevant details from available information; to absorb and retain complex information drawn from and variety of sources; to synthesize and analyze available information; to recognize patterns or trends and draw reasoned conclusions from data.
• Leadership. To recognize and assume responsibility for work that needs to be done; to persist in the completion of a task; to influence a group’s activity or direction significantly; to motivate others to participate in the activity one is leading.
• Negotiation. To recognize divergent and overlapping interests; to recognize advantages and disadvantages of agreement and available options; to advocate, influence and/or persuade others using information, facts, and reasoning rather than emotion; to resolve disagreements; to maintain or develop mutually beneficial working relationships with counterparts in the process.
• Objectivity and Integrity. To be fair and honest to all employees and keep an open mind; to present issues frankly; to analyze facts and data effectively, without interjecting bias; to be consistent in words and actions; to be dependable.
• Planning and Organizing. To prioritize and order tasks effectively, to employ a systematic approach to achieving objectives, to make appropriate use of limited resources.
• Presentation Skills. To speak fluently in a concise, grammatically correct, organized, precise, and persuasive manner; to convey nuances of meaning accurately; to use appropriate styles of communication to fit the audience and purpose.
• Teamwork. To interact in a constructive, cooperative, and harmonious manner towards a common goal; to work effectively as a team player; to establish positive relationships and gain the confidence of others; to ease tension as appropriate.
• Written Communication. To write concisely yet comprehensively; to use clear arguments and facts; to use correct grammar and syntax; to appropriate vocabulary to promote understanding.

A panel of three assessors will conduct the Assessment, which is designed to enable candidates to demonstrate the requisite skills and abilities listed above. The assessors include retired Foreign Service personnel and active-duty Diplomatic Security Service Special Agents, all of whom annually receive specialized training on how to conduct Assessments objectively by measuring the candidate’s performance against an established performance standard.

The Assessment is not an adversarial process. Candidates are not competing against other applicants for the same position; rather, they are judged on their ability to demonstrate skills necessary to be an effective Diplomatic Security Service Special Agent.

The Exercises Comprising the Assessment

1. The Written Test – Utilizing a laptop computer, candidates will have 45 minutes to write a one-two page essay on a topic that the candidate will select from a list of questions provided on the day of the Assessment. Assessors evaluate the essays based on a candidate’s ability to analyze a topic and to write a concise, well-organized essay in grammatically correct English. A well-written essay will make a clear and effective argument that is easily read and understood. Assessors do not consider the opinions expressed when evaluating an essay. For Special Agent candidates, the essay will be the first exercise of the assessment day.
2. The Structured Interview – All candidates participate individually in a Structured Interview conducted by the three assessors. Candidates are expected to respond to questions based on their personal background, professional experience, and motivation to become a Diplomatic Security Service Special Agent.

Candidates should respond specifically to the questions that are asked in a clear and concise manner, rather than give a response that highlights their qualities or resume but does not answer the specific question.

The interview is structured to ensure that all candidates receive the same Assessment experience. Candidates will likely find it more formal and structured than other interviews they may have experienced. Assessors will remain neutral throughout the interview and not provide any clues, including non-verbal ones, about a candidate’s performance. During the Structured Interview, assessors may shuffle papers, lose eye contact, or interrupt a candidate to manage the time. Candidates should not assume that these actions signal anything either positive or negative.

The Structured Interview portion of the Assessment consists of three sections, which together, will last no more than 60 minutes. The interview encompasses a lot of material, so candidates will have only a few minutes to answer each question. The time is controlled to provide all candidates the same opportunity.

A. Experience and Motivation Interview – In this portion of the Structured Interview, candidates should convey to the assessors a clear and precise picture of themselves, including their understanding of the opportunities and challenges of a career in the Foreign Service. The assessors will consider candidates’ expressed motivation and experience to join the Foreign Service. It is helpful to have some knowledge not only of the Foreign Service in general, but also of the Diplomatic Security Service Special Agent career.

B. Past Behavior Interview – In the second segment of the Structured Interview, the assessors ask the candidate a series of questions to which the candidate should respond with examples from their own experience. Candidates will have six minutes to select six questions they wish to discuss (one question for each Dimension) and to prepare their responses based on the candidate’s personal experience. During this portion of the Structured Interview, candidates should ensure that their responses relate directly to the relevant Dimension and emphasize what they personally did in each situation.

C. Hypothetical Scenarios – The final part of the Structured Interview consists of a series of hypothetical scenarios designed to test the candidate’s situational judgment. Although the scenarios presented in this exercise are hypothetical, they are closely related to real-life situations that Diplomatic Security Service Special Agents regularly encounter. Candidates are advised, however, that while the scenarios occur in a Foreign Service setting, they are not expected to know how an Embassy operates or to be familiar with government rules and regulations. Rather, they are asked to provide a solution that demonstrates good judgment and knowledge of their specialty.

Evaluating the Exercises

Each assessor scores a candidate’s performance on the writing exercise and on the structured interview based on a scale of one to seven, with seven being the highest possible score.

For Special Agent candidates, the score from the Diplomatic Security Special Agent Test (DSSAT) is included in the overall score.

The combined score from all exercises and the DSSAT determines a candidate’s overall score. The cut-off score to continue a candidacy is 5.25.

Exit Interview

Following the conclusion of the Assessment, assessors will meet with the candidate to provide the results of the Assessment and to advise whether they reached the cut-off score that would allow their candidacy to be continued. At this time, all candidates will have an opportunity to ask general questions about the assessment process or about the Department of State. However, assessors are not permitted to provide specific feedback or critiques of the candidate’s performance. Because many candidates take the Assessment more than once, individualized feedback would be considered personal coaching and would constitute an unfair advantage for those who have previously taken the Assessment.

During this exit interview, successful candidates will receive an Immediate Conditional Offer of Employment and a briefing on next steps in the hiring process. They will also be asked to sign an Essential Physical Requirements certification certifying their ability to meet the physical requirements of the job, as detailed in the vacancy announcement.

It is important to note, however, that passing the Assessment is not a guarantee of employment. Following the Assessment, successful candidates must undergo a thorough background investigation to receive a Top-Secret security clearance. In addition, a Suitability Review Panel will review the candidate’s entire file to determine overall suitability for a Foreign Service career.

All candidates also must meet the Foreign Service Minimum Medical Qualification that would allow for acceptance of assignments based upon the needs of the Foreign Service. Special Agent candidates must meet supplemental Physical Qualification Standards specific to the Diplomatic Security Service Special Agent position.

Once a Special Agent candidate has the requisite security clearance, has met the Foreign Service Minimum Medical Qualification standard, including the Supplemental Physical Qualifications Standards required for the position, and has passed the suitability review; they will be scheduled for their pre-employment physical readiness test (PRT) and will be provided two pre-established dates to choose from. Candidates are expected to complete the PRT within the dates provided. They must pass the PRT before being placed on the Register of Cleared Candidates. Candidates who do not pass the PRT will be afforded one additional opportunity to retake the PRT within 30 days of completing a 60-day waiting period. If the candidate fails the PRT a second time, their candidacy will be discontinued. The Physical Readiness Test components are discussed in the PRT Participants Guide and may be subject to change.

Once meeting all pre-employment requirements, candidates will be placed on a rank order Register of Cleared Candidates for the Diplomatic Security Service Special Agent position. Candidates may remain on this Register for up to 18 months, after which the individual’s candidacy will expire. Please note that if U.S. Department of State, Global Talent Management extends a final offer of employment and you decline or do not respond, your name will be placed back on the Register and there is no guarantee you will receive a subsequent offer. If you do receive a second final offer of employment and decline or do not respond, your candidacy terminates regardless of how much time you have left on the Register. A candidate’s ranking on this register will fluctuate over time as other candidates are added to or drop off the register. Candidates who are eligible for veterans’ preference, or who demonstrate proficiency in a foreign language, may receive additional points and thus may increase the chances of receiving a final offer of employment.

Sample Assessment Materials

The following materials provide candidates with an idea of the kinds of questions and exercises they will encounter on the day of their Assessment. They should be seen as illustrative only. They are not the actual questions and exercises that will be encountered on the Assessment Day, nor do they necessarily reflect the difficulty or the length of such questions and exercises.

Written Test

1. Special Agent: As funding for federal law enforcement declines, agencies must sometimes prioritize its dwindling resources between preventive measures and enforcement. Discuss ways of how best to balance the two opposing priorities and what consequences, intended and unintended, those choices may have on the overall mission.

Hypothetical Question

1. Special Agent: You are the Regional Security Officer in a developing country in which a large percentage of the population is engaged in agriculture and animal husbandry. Your Foreign Service National Investigator (FSNI) informs you that a large number of local herdsmen and their flocks have arrived at the gates of the embassy demanding to speak to the person in charge about the killing of several sheep by an embassy vehicle. The FSNI states that the dead sheep were good breeders and worth much money to the herdsman. They are seeking a large amount of local currency as compensation, along with a formal apology from the embassy for the incident. Describe your actions as the Regional Security Officer. How do you handle such a situation? What would you do if the crowd became unruly?