February 2019 NARFE Magazine

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COVER STORY

Volume 95 • Number 2

MOVING TOWARD

A MORE AGILE GOVERNMENT THE FEDERAL READING LIST

Federal Employee Program

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WASHINGTON WATCH

6

Postal Task Force Releases Recommendations

7

2015 Cyberattacks: Where They Stand Now

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Federal Employee Viewpoint Survey Released

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Reasons to Attend LEGcon19

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NARFE Grassroots Improves Locality Pay Fairness

COLUMNS

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From the President

38 Managing Money

COVER STORY MOVING TOWARD A MORE AGILE GOVERNMENT. David Tobenkin discusses what agencies have been doing to respond to the Trump Administration’s request for a more agile government.

DEPARTMENTS

14 Questions & Answers 40 For the Record 42 NARFE News 46 Member Perks

28

THE FEDERAL READING LIST. Everett A. Chasen explores the many resources available to help Feds become more well-read.

48 The Way We Worked

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On the Web VISIT US ONLINE AT:

www.narfe.org LIKE US ON FACEBOOK:

NARFE National Headquarters FOLLOW US ON TWITTER:

@narfehq

COVER STORY

Volume 95 • Number 2

MOVING TOWARD

A MORE AGILE GOVERNMENT THE FEDERAL READING LIST

ON THE COVER

Illustration by GRAPHEK W W W. N A R F E . O R G

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FEBRUARY 2019 | Volume 95 | Number 2

EDITOR Helen Mosher ASSISTANT EDITOR Christopher Johnson COMMUNICATIONS ASSISTANT Precious Dorch-Robinson GRAPHIC DESIGN GRAPHEK, Beth Bedard EDITORIAL BOARD Kenneth J. Thomas, Kathryn E. Hensley, Barbara Sido EDITORIAL OFFICE: NARFE Magazine 606 North Washington St. Alexandria, VA 22314-1914 Phone: 703-838-7760 Fax: 703-838-7781 Email: communications@narfe.org ADVERTISING SALES: Warren Berger Media People Inc. 122 East 42nd St., Suite 1622 New York, NY 10168 Phone: 212-779-7172, ext. 223 Email: wberger@mediapeople.com NARFE FOR THE VISUALLY IMPAIRED ON THE TELEPHONE: This publication can be heard on the telephone by persons who have trouble seeing or reading the print edition. For more information, contact the National Federation of the Blind NFB-NEWSLINE® service at 866-5047300 or go to www.nfbnewsline.org.

ON DIGITAL AUDIO: Issues of NARFE Magazine are also available in audio format through the National Library Service for the Blind and Physically Handicapped (NLS). For availability, call 202-727-2142 or your local NLS service provider.

The Association, since July 1970, has been classified by the IRS as a tax-exempt labor organization [not a union]; however, dues and gifts or contributions to the Association are not deductible as charitable contributions for income tax purposes.

National Active and Retired Federal Employees Association NATIONAL OFFICERS KENNETH J. THOMAS, President; natpres@narfe.org KATHRYN E. HENSLEY, Secretary/Treasurer; natsectreas@narfe.org EXECUTIVE DIRECTOR BARBARA SIDO, execdir@narfe.org

REGIONAL VICE PRESIDENTS

REGION I James C. Risner (Connecticut, Maine, Massachusetts, New Hampshire, New York, Rhode Island and Vermont) TEL: 207-540-6233 EMAIL: rvp1@narfe.org REGION II Kathleen Adams (Delaware, District of Columbia, Maryland, New Jersey and Pennsylvania) TEL: 302-697-6650. CELL: 302-561-5660 EMAIL: adamskhawaii@aol.com REGION III Clarence Robinson (Alabama, Florida, Georgia, Mississippi, South Carolina, Puerto Rico and Virgin Islands) CELL: 404-312-8028 EMAIL: crobin8145@att.net

REGION VI Marshall L. Richards (Arkansas, Louisiana, Oklahoma, Republic of Panama and Texas) TEL: 903-660-2784 EMAIL: pappysdad@cobridge.tv REGION VII Rodney L. Adelman (Arizona, Colorado, New Mexico, Utah and Wyoming) TEL: 623-505-4719 EMAIL: narfe7vp@cox.net REGION VIII Helen L. Zajac (California, Guam, Hawaii, Nevada and Republic of Philippines) TEL: 707-644-7565 EMAIL: HLZajac125@gmail.com

REGION IV Robert L. Helfrich (Illinois, Indiana, Michigan, Ohio and Wisconsin) TEL: 317-501-1700 EMAIL: rvp4@narfe.org

REGION IX Richard Wilson (Alaska, Idaho, Montana, Oregon and Washington) TEL: 253-210-5609, CELL: 425-736-6899 EMAIL: narfe1404@comcast.net

REGION V Cindy Reneé Blythe (Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota and South Dakota) TEL: 785-256-1450 EMAIL: mrsdocbusyb@yahoo.com

REGION X William Shackelford (Kentucky, North Carolina, Tennessee, Virginia and West Virginia) TEL: 703-830-6590, CELL: 703-201-6304 EMAIL: wshack1951@aol.com

HERE’S HOW TO CONTACT US…

TO JOIN NARFE, RENEW YOUR MEMBERSHIP OR FIND A LOCAL CHAPTER:

CALL (TOLL-FREE) 800-456-8410 OR GO TO www.narfe.org TO CHANGE YOUR ADDRESS, PHONE NUMBER OR EMAIL LISTING:

CALL (TOLL-FREE) 800-456-8410 EMAIL memberrecords@narfe.org OR GO TO www.narfe.org, log in and click on “Update My Record”

TO REACH A FEDERAL BENEFITS SPECIALIST:

EMAIL fedbenefits@narfe.org NARFE HEADQUARTERS

606 N. Washington St. Alexandria, VA 22314 703-838-7760 Hours of operation: Monday-Friday, 8 a.m.-5 p.m. ET

www.narfe.org

narfe (ISSN 1948-4453) is published monthly by the National Active and Retired Federal Employees Association (NARFE), 606 N. Washington St., Alexandria, VA 22314. Periodicals postage paid at Alexandria, VA, and additional mailing offices. Members: Annual dues includes subscription. Nonmember subscription rate $40. Postmaster: Send address change to: NARFE Attn: Member Records, 606 N. Washington St., Alexandria, VA 22314. To ensure prompt delivery, members should also forward changes of address without delay. Because of the volume involved, NARFE cannot acknowledge nor be responsible for unsolicited pictures and manuscripts, although every reasonable precaution is taken. All submissions become the property of NARFE. Copyright © 2019, NARFE. Advertisements in the magazine are not endorsements of products and/or services by NARFE, unless officially stated in the ad. We shall accept advertising on the same basis as other reputable publications: that is, we shall not knowingly permit a dishonest advertisement to appear in NARFE Magazine, but at the same time we will not undertake to guarantee the reliability of our advertisers.

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From the President

COME TO LEGCON19

L

EGcon19 is NARFE’s legislative training conference. It is your opportunity to join

NARFE members from around the country

to learn about NARFE’s legislative agenda; receive training on advocacy best practices, communication/outreach tactics and political action committees (PACs); and meet with your member of Congress. Here’s a preview of some of the things we’ll discuss at LEGcon19. I hope this inspires you to want to learn more and join us next month in Alexandria, VA. Have a clear “ask”: An effective ask goes beyond seeking support for specific legislative action. When asking for a meeting, put the topic you want to discuss in the meeting request and keep the topic to two or three bulleted points. On a controversial issue, your member of Congress may be on the opposite side of the fence and change of mind may not occur. But there may be areas, or state-specific components affecting jobs, that could bring out cooperation.

Meet with the right lawmaker: Constituents are effective advocates.

Congressional offices are not interested in

NARFE’s Mission Statement To support legislation and regulations beneficial to federal civilian employees and annuitants and potential annuitants under any federal civilian retirement system and to oppose those detrimental to their interests.

To promote the general welfare of federal civilian employees and annuitants and potential annuitants, to advise and assist them with respect to their rights under retirement, health and other employee and retiree benefits laws and regulations, and to represent their interests before appropriate authorities.

To cooperate with other organizations and associations in furtherance of these general objectives.

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meeting with people who aren’t their constituents, and letters from non-constituents won’t be read.

Focus on your representatives, and you’ll have a better time advancing NARFE’s priorities.

Keep it local: District- and state-specific information and facts are extremely valuable. In fact, congressional staff members often say it’s most helpful in helping the member of Congress form an opinion. The old adage holds true: “All politics is local.”

Don’t shy away from staff: Many congressional meetings are delegated to staff aides, with the member popping in for a quick handshake or photo opportunity. Staff members serve as subject matter experts and can give an assessment of your agenda and how likely the member is to support it. You’ll probably have more time with staff too. Make the most of it.

Follow up: Your work isn’t done when you leave the Hill. Send thank you notes and followup phone calls and be sure to touch base before a crucial vote or committee action.

In closing, remember federal employees and retirees are a powerful constituency, five million strong, located in every congressional district in the United States. Your voice carries weight. Yet, it is your individual experiences and perspectives from across the country that resonate in the halls of Congress.

The only way to create positive change and continue to protect your earned benefits is to organize at the grassroots level. LEGcon19 is designed to help you excel at this. I hope to see you there.

KENNETH J. THOMAS NARFE NATIONAL PRESIDENT natpres@narfe.org

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Washington Watch

POSTAL TASK FORCE RELEASES RECOMMENDATIONS

A

fter much delay, on December 4, the Task Force on the U.S. Postal System finally released its report. President Trump created the Task Force by Executive Order with

instructions to formulate recommendations for administrative and legislative actions to put the U.S. Postal Service (USPS) on a financially sustainable path. The Task Force pointed to decreasing mail revenue, increasing liabilities and an obsolete business model as the driving forces for its proposals.

NARFE shared input as a representative of USPS employees and retirees during the outreach and research phase of Task Force work. Consistent with NARFE’s priorities, we argued the case against leading postal reform legislation that would balance USPS debt on the backs of its retirees by forcing them into Medicare Part B as a condition to retain earned federal health care. Despite bipartisan support, the Task Force did not include similar proposals in its final recommendations. This solidifies further opposition to this misguided policy that would remove postal retiree choice and 6

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set the dangerous precedent that benefits can be changed for those already in retirement.

One promising Task Force proposal is to restructure USPS’ health care benefits prefunding liability and re-amortize payments with a new actuarial calculation based only on the population of employees at or near retirement ACTION ALERT!

age, as opposed to including postal employees that will not qualify for benefits. Even though this would not fully eliminate the overly burdensome prefunding requirement, it would be an effective, common-sense first step to alleviate USPS financial woes.

Although the Task Force issued some advisable recommendations, NARFE will work with allies in Congress to ensure that recommendations to cut federal employee compensation are dead on arrival. NARFE staunchly opposes recommendations to restructure the entire Federal Employees Retirement System (FERS) by increasing employee contributions and moving toward a defined-contribution system. NARFE also opposes

FEBRUARY

Want to hear first-hand from legislators, congressional staff and experts about what Congress has in store for Feds during the 116th Congress? Register for LEGcon19 at www.narfe.org/ LEGcon19 to join NARFE for a three-day training conference March 10–13, 2019, in Alexandria, VA.

recommendations to eviscerate pay by eliminating postal employees’ right to collectively bargain over compensation. Instead, the report suggests postal-employee compensation alterations align with those advanced in the President’s Management Agenda for the overall federal workforce and targets the compensation paid to employees disabled through work.

The Task Force also targeted USPS’ current pricing model and service

MYTH vs.

REALITY MYTH: Federal Employees Retirement System (FERS) retirees received a full 2.8 percent cost-of-living adjustment (COLA) to their Social Security benefits and are therefore protected from inflation.

REALITY: Though FERS retirees receive full COLAs to their Social Security benefits, Social Security is only a portion of their earned retirement packages together with a FERS annuity and Thrift Savings Plan investments. Current law unfairly reduces FERS annuity COLAs if the full COLA is above 2 percent, as it did for 2019, allowing inflation to erode the earned annuity value. Without adequate COLAs for this important portion of FERS earned retirement income, Congress is allowing FERS annuities to unduly decrease over time, which is tantamount to an annuity cut.

standards. It advocated that the USPS Board of Governors should clearly define minimum universal service obligation standards and essential postal services that require continued government protection through price caps and mandated delivery standards, and increase prices for services determined nonessential.

The Task Force additionally stated that USPS should be able to adjust delivery frequency, mode and processing speed to cut expenses.

If USPS pursues these proposals, it would corrode the agency’s prized, high-quality universal services and drive away customers.

Preserving world-class delivery and service standards, including six-day and to-the-door delivery, will be essential to maintain USPS viability.

A successful USPS of the future cannot be built through lackluster delivery services, unreasonable prices and a demoralized workforce.

—BY SAMUEL BARTELS, ADVOCACY ASSISTANT

2015 CYBERATTACKS: WHERE THINGS STAND NOW

I

n the aftermath of two severe cyberattacks on records at the Office of Personnel Management (OPM) in 2015 that compromised the personal information of more than 21 million federal employees, retirees and contractors, OPM contracted ID Experts to provide victims with a suite of identity protection services.

On December 31, 2018, the original three-year contract expired. To abide

by Congress’s mandate that OPM provide 10 years of identity protection services to affected individuals, roughly a month before the expiration, the agency announced it was beginning a rebid for the contract and would extend the services provided by ID Experts through June 30, 2019, to ensure no interruption of services for those already enrolled.

Please check OPM’s Cybersecurity Resource Center (https://www.opm. gov/cybersecurity/) for the latest updates.

OPM’s failure to prepare for the contract expiration in advance

renewed feelings of uncertainty and vulnerability for those affected.

NARFE voiced its disappointment with OPM’s delayed action and called on the agency to provide victims with timely notification regarding their protection for the remaining years of complimentary services. NARFE reiterated its call to legislators to provide affected individuals with lifetime identity protection services, as the threat of identity theft will not expire with the end of the 10-year mandate set

by Congress.

After the cyberattacks, the Government Accountability Office (GAO) conducted four reviews of OPM’s information security shortcomings, culminating in 80 recommendations. In November, GAO publicly released a report on OPM’s progress in completing the recommendations to improve “the agency’s security posture.”

(Continued on p. 9)

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Washington Watch

FEDERAL EMPLOYEE VIEWPOINT SURVEY RELEASED

I

n October 2018, the Office of Personnel Management (OPM) released the latest Federal Employee Viewpoint Survey (FEVS). Conducted annually, the FEVS accounts for the opinions and perspectives of federal employees from across the nation who hold an array of different job types. Survey questions cover job satisfaction, engagement, agency leadership and more. All permanent, non-seasonal federal employees were eligible to participate in the survey.

Survey results showed that the federal workforce is hard-working and dedicated to effectively achieving agency missions.

Highlights include: 96 percent of respondents reported they are willing to put in extra effort to get a job done, 91 percent agreed they are constantly looking for ways to do their jobs better, 90 percent believed their work is important and 84 percent believed they produce high quality work in their work unit. Survey responses regarding managers’ ability to deal with performance and rewards, however, are feeding into the push for civil service modernization proposals, such as pay-for-performance and new accountability measures.

Among non-supervisory employee respondents, for example, only 28 percent believed that steps are

taken to deal with a poor performer in their work unit who cannot improve, only 25 percent believed that pay raises depend on how well employees perform their jobs and only 34 percent believed that promotions in their work unit are based on merit. Also notable, 25 percent of respondents plan to retire within the next five years, highlighting the need to improve recruitment and retention in the coming years.

With a score of 68 percent, overall employee engagement for the 2018 FEVS increased one point from 2017 and continued a trend of modest increases since 2014. The employee engagement measure is based on employees’ perceptions of leadership quality, interpersonal relationships with supervisors, and employees’ feelings of motivation and competency relating to their roles in the workplace. The highest scoring agencies include: 89 percent for the U.S. Office of Government Ethics among very small agencies, 85 percent for the Federal Mediation and Conciliation Service among small agencies, 83 percent for the Federal Trade Commission among medium agencies, 82 percent for the National Aeronautics and Space Administration among large agencies, and 73 percent for the Department of Health and Human

CORRECTION In the January 2019 issue of NARFE Magazine, NARFE’s Advocacy Program for the 116th Congress was missing the following content under the section “US Postal Service Reform”: • NARFE opposes adding conditions, such as a requirement to enroll in Medicare Part B, to the continued receipt of FEHB benefits for current postal retirees and their spouses.

A corrected version is available on the NARFE website.

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Services among very large agencies.

The global satisfaction measure, which assesses respondents’ satisfaction with their jobs, pay and organizations, as well as whether respondents would recommend their agencies as good places to work, remained steady at 64 percent. The top agency global satisfaction scores include: a tie at 83 percent for the U.S. Office of Government Ethics and the National Capital Planning Commission among very small agencies, 88 percent for the National Indian Gaming Commission among small agencies, 82 percent for the Securities and Exchange Commission among medium agencies, 80 percent for the National Aeronautics and Space Administration among large agencies, and 71 percent for the Department of Health and Human Services among very large agencies.

—BY SAMUEL BARTELS, ADVOCACY ASSISTANT

Legislative Resources • Legislative Hotline: A weekly update of legislative news, compiled by the NARFE Legislative Department staff, distributed via email and available by phone (toll-free) at 800456-8410, option 4, and online at www.narfe.org.

• Legislative Action Center: A one-stop site to send a letter to Congress, and more, at www.narfe.org.

REASONS TO ATTEND LEGCON19

A

re you concerned your earned pay and benefits are on the chopping block during the 116th Congress? Are you interested in learning how to raise your voice to protect the federal community? Do you want to join NARFE members in opposing cuts to your earned benefits, but don’t know how to express your concerns? If so, register for LEGcon19 at www.narfe.org/ LEGcon19. At LEGcon19, attendees will: • Learn advocacy best practices: Attendees will learn how to advocate effectively in their state/district and bring NARFE’s legislative priorities to the attention of their legislators.

They’ll learn from nationally recognized speakers, legislators and congressional staff about which issues to discuss and how to address concerns in the right way, at the right time.

• Build relationships: On March 13, attendees will participate in meetings on Capitol (Continued from p. 7) More than three years after the attacks, GAO reported that OPM completed only 51 of 80 recommendations. OPM asserted it plans to complete the remaining recommendations by the end of fiscal year 2019 (FY19). However, OPM stated it does not intend to pursue one of the remaining recommendations to deploy a security tool on contractor workstations, citing controls it already has in place to address the intent of the recommendation, though OPM failed to share evidence of those

Hill to build relationships with legislators and congressional staff. As a constituent, addressing concerns about how legislation affects you will humanize the issues and help position NARFE as the go-to resource about the federal community.

This opportunity to get to know DC congressional staff will serve you well when you reconnect with district staff back home.

• Practice and hone NARFE’s message: Attendees will leave equipped with new advocacy skills, confident in their ability to spread NARFE’s message.

They will learn how to tailor their message about NARFE’s legislative priorities and build confidence to motivate local NARFE members to join advocacy activities.

• Demonstrate commitment to the federal community: NARFE members care deeply about protecting what they’ve earned. Attending this threeday training conference will

demonstrate attendees’ resolve to stay informed about NARFE issues. A strong presence on Capitol Hill will show that NARFE members are united in addressing concerns of the federal community.

• Network with NARFE members: LEGcon19 attendees will meet and mingle with people who are currently employed or retired from the federal workforce and speak the same language and have similar concerns. Opportunities to network with fellow NARFE members will allow attendees to share tactics and effective advocacy strategies.

The deadline to register for LEGcon19 is March 4. To learn more and register for LEGcon19, visit www.narfe.org/legcon19. Contact NARFE’s Advocacy Department at advocacy@narfe.org with questions. We look forward to seeing you at LEGcon19.

controls with GAO for the report.

Despite OPM’s claim of significant progress in fiscal year 2018 (FY18), NARFE is alarmed that even in the wake of such egregious cyberattacks, OPM did not expedite basic and GAO-listed priority recommendations to better protect federal personnel data. “Noteworthy progress” cited by OPM is not satisfactory as long as the federal community is still at risk of victimization.

More than three years after the attacks, there are still basic security best practices that were not implemented in accordance with GAO recommendations.

OPM cannot delay implementing every safeguard possible to ensure that federal employees don’t experience more hardships such as they have as a result of the 2015 cyberattacks.

—BY MOLLY CHECKSFIELD, GRASSROOT PROGRAM MANAGER

—BY SAMUEL BARTELS, ADVOCACY ASSISTANT

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Washington Watch

NARFE GRASSROOTS EFFORTS IMPROVE LOCALITY PAY FAIRNESS

N

ARFE is committed to closing the gap between federal and nonfederal pay in communities across the country. Competitive compensation provides fairness for dedicated civil servants who deliver essential services to the American public, and ensures we continue recruiting and retaining top talent to fill crucial federal roles. To reduce existing pay disparities, NARFE advocated in support of Federal Salary Council recommendations for the establishment and modification

TX; and Virginia Beach/Norfolk, VA. Due to the exemplary grassroots organizing efforts of NARFE members in the area, OPM enlarged the Los Angeles-Long Beach, CA locality pay region to include San Luis Obispo County, CA. OPM also expanded the Albuquerque-Santa Fe-Las Vegas, NM locality pay area to include McKinley County, NM. Locality changes were effective as of the first day of the first pay period in January 2019, and affected more than 71,000 GS employees.

of pay localities as well as the council’s estimated locality pay rates and level of comparability payments for January 2019.

Thanks to NARFE’s advocacy both in Washington and at the grassroots level, the Office of Personnel Management (OPM) added six new General Schedule (GS) locality pay areas and expanded two existing areas to ensure federal salaries betteralign with local labor market conditions. The new locality areas include: Birmingham, AL; Burlington, VT; Corpus Christi, TX; Omaha, NE; San Antonio,

—BY SAMUEL BARTELS, ADVOCACY ASSISTANT

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q $25/month

I want to make a one-time contribution: q $250 – Gold lapel pin and water bottle q $100 – Silver lapel pin

q $10/month q Other: ______/month ($10 minimum) Sustainers receive a sustainer lapel pin and NARFE-PAC 17oz stainless steel thermal bottle that keeps liquids hot for 12 hours or cold for 24 hours.

q $50 – Bronze lapel pin q $25 – Basic lapel pin q Other: _________

q Please do not send any gifts for my contribution (This saves NARFE-PAC money!)

NARFE Member #: _________________________________________ Name: __________________________________________________ Address: ________________________________________________ City: _________________________________________________ State: ___________

ZIP: _______________

Only members of the National Active and Retired Federal Employees Association may contribute to NARFE-PAC. NARFE will neither favor nor disadvantage anyone based on the amount of a contribution or the failure to make a voluntary contribution to this political action fund. NARFE-PAC contributions are not deductible for federal income tax purposes.

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q Charge my credit card (required for monthly contribution) q MasterCard

q VISA

q Discover

q AMEX

Card #: ________________________________________________ Exp. Date: _____ /_________ mm

yyyy

Name on Card: _________________________________________ Signature: _____________________________________________ Date: _________________________

Or mail check payable to NARFE-PAC to: NARFE Attn. Budget & Finance 606 North Washington St. | Alexandria, VA 22314

MARCH 10-13, 2019

NARFE LEGISLATIVE TRAINING CONFERENCE

TOP 5 REASONS TO ATTEND LEGcon19 1. Learn Advocacy Best Practices: Hear from nationally recognized speakers, legislators and congressional staff about how to advocate effectively in your state/district and bring NARFE’s legislative priorities to the attention of your legislators.

2. Build Relationships: Participate in congressional meetings to tell legislators how proposals would affect you, and help position NARFE as the go-to resource about the federal community.

3. Hone NARFE’s Message: Leave equipped with new advocacy skills and confidence in your ability to spread NARFE’s message.

4. Demonstrate Commitment to the Federal Community: A strong presence on Capitol Hill shows that NARFE members are united in addressing concerns of the federal community.

5. Network with NARFE Members: Meet and mingle with currently employed and retired Feds who have similar concerns.

LEGcon19 is taking place March 10-13, 2019, at the Hilton Mark Center in Alexandria, VA. Register today at www.narfe.org/legcon19.

Visit www.narfe.org/legcon19 for details on hotel, agenda and hill meetings.

Registration is $225 for NARFE members. Questions? Contact advocacy@narfe.org.

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Find this and other great deals on www.fepblue.org/blue365

Smart Savings.

Smart Hearing.

Be smart about your hearing aid purchase. Service Benefit Plan members can combine their benefit with TruHearing® prices to save thousands.

Example Savings (per pair) Prices and products subject to change. For more information, visit TruHearing.com.

Sample Product

Average Retail Price

TruHearing Price

Benefit (up to $2,500)*

You Pay†

ReSound LiNX 3D® 9

$6,110

$4,190

–$2,500

$1,690

Starkey® Muse™ iQ i2000

$5,570

$3,100

–$2,500

$600

Oticon Opn® 3

$4,830

$2,950

–$2,500

$450

Phonak™ Audeo® B50

$3,860

$2,590

–$2,500

$90

TruHearing Flyte® 770

$3,700

$1,990

–$2,500

$0

Widex® Beyond® 220

$4,010

$2,500

–$2,500

$0

Smartphone compatible‡

Rechargeable

* FEP will pay a hearing aid benefit up to $2,500 total every 3 calendar years for adults age 22 and over, and up to $2,500 total per calendar year for members up to age 22.

Do not rely on this communication piece alone for complete benefit information. All benefits are subject to the definitions, limitations, and exclusions in your FEP brochure.

The Blue365® Discount Program offers access to savings on items that you may purchase directly from independent vendors, which may be different from items covered under FEP or any other applicable federal healthcare program. For hearing aids, acupuncture, chiropractic and vision services, you must exhaust your FEP benefits first.

To find out what is covered under your policy, contact the customer service number on the back of your member ID card. The products and services described herein are neither offered nor guaranteed under any local Blue company’s contract with the Medicare program. These items are not subject to the Medicare appeal process.

Any disputes regarding these products and services are not subject to the FEP’s Disputed Claims process. Blue Cross and Blue Shield Association (BCBSA) may receive payments from Blue365 vendors. Neither the FEP, BCBSA, nor any local Blue company recommends, endorses, warrants or guarantees any specific Blue365 vendor or item. The FEP reserves the right to change, modify, or terminate any item and vendors made available through Blue365, at any time.

TruHearing is an independent company that provides discounts on hearing aids.

What Else Can You Expect From TruHearing?

Exclusive savings Average savings of $980 per hearing aid compared to national average prices

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3 follow-up visits with a provider for fitting and adjustments 45-day trial

Quality & choice TruHearing offers a wide variety of the latest digital hearing aids from top manufacturers Personal care Local professional care from over 5,000 TruHearing providers nationwide

Hearing Aid Purchases Include:

3-year manufacturer warranty for repairs and one-time loss and damage replacement§ 48 free batteries per hearing aid (not included with rechargeable models)

Call TruHearing today and start saving

877-360-2432 | For TTY, dial 711

† Price shown does not include cost of comprehensive hearing exam. Examination and testing for prescribing of hearing aids is covered under the Blue Cross and Blue Shield Service Benefit Plan. The member should confirm that the provider rendering the hearing exam is a Preferred provider. If the provider is Non-preferred, the member may be charged a maximum fee of $75 for the exam, and the member may need to submit a claim for reimbursement. Must be a FEP member to access TruHearing discounted pricing. ‡ Smartphone compatible hearing aids connect directly to iPhone®, iPad®, and iPod® Touch devices. Connectivity also available to many Android® phones with use of a phone clip accessory. § Hearing aid returns, repairs, and replacements subject to provider and manufacturer fees. For questions regarding fees, contact TruHearing customer service.

TruHearing is offered through Blue365, which provides exclusive health and wellness deals and is a program of Blue Cross Blue Shield Association, an association of independent Blue Cross and Blue Shield companies. The Blue Cross® and Blue Shield® words and symbols, Federal Employee Program®, FEP® and Blue365® are all trademarks owned by Blue Cross Blue Shield Association.

All content ©2018 TruHearing, Inc. All Rights Reserved. TruHearing® and Flyte® are registered trademarks of TruHearing, Inc. All other trademarks, product names, and company names are the property of their respective owners. Savings based on a survey of national average retail hearing aid prices compared to average TruHearing pricing. Actual customer savings will vary. Three follow-up visits must be used within one year after the date of initial purchase.

Questions & Answers

The following Questions & Answers were compiled by NARFE’s Federal Benefits Institute staff.

NARFE does not provide legal, financial planning or tax advice or assistance.

EMPLOYEES TSP FINANCIAL HARDSHIP WITHDRAWAL

Q

Is it true that if I take a financial hardship withdrawal from my Thrift Savings Plan (TSP) account, I won’t be allowed to contribute for six months?

A

Yes, that is true, but there is a recent exception that might apply in your case.

Typically, you may not make employee contributions to your TSP account for six months after taking a financial hardship withdrawal from TSP. Therefore, if you are a Federal Employees Retirement System (FERS) employee, you would not typically receive agency matching contributions during that sixmonth period either.

However, the TSP has made a temporary change to the financial hardship withdrawal rules for participants affected by Hurricanes Florence or Michael: “As of December 4, 2018, TSP

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will treat any Financial Hardship In-Service Withdrawal Request as a qualifying hardship and will waive the rule prohibiting employee contributions for six months after taking a hardship withdrawal provided one of the following is true: 1. Your primary residence or place of employment is located in a covered disaster area and has incurred a loss as a result of Hurricanes Florence or Michael.

OR 2. Your hardship withdrawal will be used to assist an eligible family member who lives or works in a covered disaster area and who has incurred a loss as a result of Hurricanes Florence or Michael.

In addition, you must also meet all of the following requirements: • You must be actively employed as a federal civilian or a member of the uniformed services; • You must complete Form TSP-76, Financial Hardship In-Service Withdrawal Request.

This form can be requested by calling the toll-free ThriftLine at 1-877-968-3778; • You must check the “Personal Casualty Loss” box as the reason for requesting financial hardship; • You must write “Hurricane Florence” or “Hurricane Michael” at the top of page 1 above the name of the form; and • Your request must be received

by TSP no later than March 5, 2019 and, in compliance with IRS guidelines, your distribution must occur before March 15, 2019. Any Financial Hardship In-Service Withdrawal Request

forms received after March 5, 2019 will be processed as a standard hardship withdrawal, and your TSP contributions will automatically stop for six months.”

If you want to stop your TSP contributions, complete Form TSP-1 or use your agency’s automated system.

This rule change is not retroactive and all other Form TSP-76 rules apply. Participants may only receive one hardship withdrawal under this change.

If you have questions about this change, call the toll-free ThriftLine at 1-877-968-3778.

Outside the U.S. and Canada, please call 404-233-4400 (not toll free).

TSP AND 401K CONSIDERATIONS

Q

I’m a Federal Employees Retirement System (FERS) employee (56 years old). I’m thinking about retiring from federal service in September 2019, and I plan to immediately start working for a private-sector company that has a 401k plan. What should I consider regarding my contributions into Thrift Savings Plan (TSP) for the remaining months that I’m federally employed in 2019 if I also plan to contribute to my new company’s 401k plan later in the year?

A

The contribution limit for employees who participate in 401(k),

403(b), most 457 plans, and the federal government’s TSP has increased to $19,000 for 2019.

As long as you are contributing 5 percent of your basic salary (or more) every pay period that you’re federally employed, you will receive the 5 percent agency matching contribution.

If you wanted to contribute the maximum $19,000 into your TSP before leaving federal service, you could simply adjust your biweekly contribution with your agency payroll office. But since the 401k plan at your new company falls under this same IRS limit, the only contribution you could make to the 401k plan later that year would be the catch-up contribution mentioned below.

If you haven’t done so already, you should certainly talk to the appropriate representative at your new company and obtain more details about their 401k plan and learn more about any company match options and/ or restrictions that may be applicable to new employees.

Some company 401k plans may or may not have a company matching contribution and some companies might require a waiting period before you can participate. This could affect how much you might want to contribute to your TSP account before leaving federal service.

Regardless, you will receive the FERS agency matching contribution as long as you contribute at least 5 percent of your basic salary into TSP each pay period while federally

employed, and instead of contributing all $19,000 into TSP, you could spread this contribution out to allow you to contribute more to your 401k plan if desired.

The catch-up contribution limit for employees (who expect to be age 50 and over in 2019) who participate in 401(k), 403(b), most 457 plans and the federal government’s TSP remains unchanged at $6,000.

So if your goal is to contribute more than $19,000 into your TSP and new 401k plan in 2019, you can use this option to contribute an additional $6,000.

But because federal employees receive no agency matching contribution with their catch-up contributions, feel free to simultaneously have this amount withheld through your agency payroll office as fast as you can afford if desired. Alternatively, you could potentially use your new 401k plan to make this catch-up contribution, subject to their restrictions.

PRE-RETIREMENT COUNSELING

Q A

How can I arrange for preretirement counseling in my area?

Contact your agency’s Benefits Officer. A comprehensive list of Benefits Officers by agency can be found at the following website: http://apps.opm.gov/abo/

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Questions & Answers

VESTING IN THE FEDERAL EMPLOYEES RETIREMENT SYSTEM (FERS)

Q A

How many years does it take to be vested in FERS?

To be vested (eligible to receive your retirement benefits from the Basic Benefit plan if you leave federal service before retiring), you must have a least 5 years of credible civilian service. Survivor and disability benefits are available after 18 months of civilian service.

RETIREES SPOUSAL SURVIVOR BENEFIT WAIVED

Q

I was married when I retired from federal service 12 years ago, and my spouse waived her right to any spousal survivor benefit upon my death. I elected an annuity payable only during my lifetime.

On page 20 of the October 2018 issue of NARFE Magazine, you mentioned a situation where an election could be made if we divorce and remarry. If my spouse and I divorce and get remarried, would I be able to elect a spousal survivor benefit for her upon remarriage?

A

No. Unfortunately, there is a small difference between your situation and the situation that was covered in the October 2018 issue of NARFE Magazine. You were married at the time of retirement and your current spouse signed a notarized document that permanently waived her rights to a spousal survivor benefit when 16

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you filed for your retirement. The other situation was an annuitant who got married after he had been retired and he simply neglected to contact OPM within the first two years of his marriage to make an election for his new spouse. His spouse never waived her rights.

But since your spouse has already waived her right to any spousal survivor benefit back when you applied for your retirement from federal service, OPM will not allow you to elect a spousal survivor benefit for her later, even if you divorce and remarry her. The only people you can elect spousal survivor benefits for after you retire from federal service are people who didn’t already waive their spousal survivor benefits under your retirement. If you divorce or outlive your current spouse and remarry someone else, you would have two years from the date of any future marriage to elect a spousal survivor benefit for a new spouse.

MEDICARE SUPPLEMENTAL INSURANCE (MEDIGAP) PLAN

Q A

What is a Medigap plan?

Could you provide some information on what it

does?

Medigap is supplemental health insurance that you buy from a private company to pay health care costs not covered by Original Medicare, such as copayments, deductibles, and health care if you travel outside the U.S. Medigap policies don’t cover

long-term care, dental care. vision care, hearing aids or eyeglasses.

For more information, visit www.medicare.gov/ supplements-other-insurance/ whats-medicare-supplementinsurance-medigap.

MEDICARE SUPPLEMENT VS. MEDICARE ADVANTAGE

Q A

What is the difference between Medicare Supplement Plans and Medicare Advantage Plans?

Medicare Supplement plans (Medigap) and Medicare Advantage plans (Medicare Part C) are not the same thing, although both types of plans require enrollment in Medicare Parts A and B (often called Original Medicare).

Medicare Advantage plans offer different ways to get Medicare benefits, while a Medigap policy only supplements your Original Medicare benefits by possibly paying for some of the health care costs that Original Medicare doesn’t cover, like copayments, coinsurance, and deductibles.

Medicare Supplement policies are sold by private companies.

Feds with Federal Employees Health Benefits (FEHB) program don’t need Medicare Supplement plans (Medigap) since FEHB and Medicare will coordinate benefits to provide comprehensive coverage for a wide range of medical expenses. OPM does not allow Feds to suspend FEHB coverage for Medigap. If you cancel your FEHB for Medigap, you will not be allowed to reenroll back into FEHB later.

Medicare Advantage Plans are an “all in one” alternative to Original Medicare. They are offered by private companies approved by Medicare. These bundled plans include Medicare Part A (hospital insurance), Medicare Part B (medical/ outpatient doctor insurance), and usually Medicare prescription drug coverage (usually under Part D).

Although most federal retirees (65 or older) prefer their FEHB and/or TRICARE coverage as their secondary to Original Medicare, some Feds might find Medicare Advantage plans useful for a period of time which is why OPM allows annuitants to suspend FEHB coverage for a Medicare Advantage plan under Medicare Part C. If you suspend FEHB for Medicare Part C, OPM allows you to later re-enroll into any FEHB plan by unsuspending your coverage during any future open season.

Just keep in mind, if you’re married and you decide to suspend your FEHB coverage for Medicare Part C, unless you’re married to a Fed who can keep his/her own separate FEHB coverage, both you and your spouse would be looking at obtaining separate Medicare Advantage plans since Medicare Part C only provides individual policies.

If married on the date of your death, a widow/widower would also be allowed to unsuspend FEHB coverage during any future open season with OPM as long as the surviving spouse was listed on the FEHB plan when it was suspended and as long as a survivor benefit is potentially payable to them.

Similar to FEHB, Medicare

Advantage plans often offer extra benefits not generally covered

by Original Medicare, such as prescription drug coverage, vision, hearing, and sometimes dental. Medigap plans do not offer these extra benefits.

Other than the Medicare initial enrollment period (IEP) opportunity that is the sevenmonth window surrounding your 65th birthday, eligible individuals may enroll in or disenroll from a Medicare Advantage plan during the annual election period (AEP) which runs from October 15 through December 7 of each year.

However, if you were no longer covered by employment health insurance when you reached the age of 65 and you chose not to sign up for Original Medicare during your IEP, then you would have to wait until a future general enrollment period (GEP), which is from January 1 through March 31 each year, to enroll into Medicare Parts A & B (with a potential late enrollment penalty for Medicare Part B) and you would then be allowed to enroll into a Medicare Advantage plan (Part C) anytime between April 1 and June 30 of that same year and the elected Medicare coverage would become effective July 1.

In other words, if you delay enrollment in Original Medicare (Part A and/or Part B), your IEP for Medicare Part C starts three months before you’re enrolled in Part B and lasts only three months. For example, Mr. Jones was eligible to enroll in Medicare Part B in 2010. He chose to delay his enrollment. He used a GEP in early 2016 to enroll in Medicare Part B effective July 1, 2016. His IEP for Medicare Part C was April 1 –June 30, 2016. Otherwise, he

could wait for a future AEP to enroll into a Medicare Advantage plan.

Since Medicare is usually secondary to employment health insurance coverage, if covered by employment health insurance beyond the age of 65, Medicare enrollment can be delayed and individuals can use a special enrollment period (SEP) that will last for eight months once the employment health insurance ends OR becomes retirement health insurance. There is no late enrollment penalty for Medicare Part B if an SEP is used to enroll into Medicare, as long as the individual can prove to Medicare that he/she has been covered by employment health insurance since the age of 65. A Form CMS-L564 can be completed by an employing HR office to certify this information for the individual.

You can use the following web link to learn more about how Medicare Advantage Plans work: https://www.medicare.gov/ sign-up-change-plans/typesof-medicare-health-plans/ medicare-advantage-plans/howdo-medicare-advantage-planswork If you are interested and need assistance with identifying a good Medicare Advantage Plan in your area, you may find helpful folks at your local State Health Insurance Assistance Program (SHIP) office: www. shiptacenter.org/

ONLINE ANNUITY STATEMENTS

Q

Can I view a statement for my annuity payments from OPM online?

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Questions & Answers

A

Yes. Use OPM’s Services Online to view your monthly annuity statement. This statement shows your current annuity payment, including the gross amount, up to 35 possible deductions or additions, and the net amount. Your statement will also show required payment adjustments that OPM makes, such as costof-living adjustments (COLAs), health benefit premium changes, federal income tax withholding changes, and life insurance premium changes.

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More details about your annuity payments can also be found at the following web link: www.opm.gov/ retirement-services/ my-annuity-and-benefits/ annuity-payments/#url=Overview To obtain an answer to a federal benefits question, NARFE members should call 800-456-8410 and select option 2 for the Federal Benefits Institute; send the question by postal mail to NARFE Headquarters, ATTN: Federal Benefits; or submit it by email to fedbenefits@narfe.org.

NARFE at Your Service At NARFE headquarters, experts are available to answer questions and to assist in helping with a variety of benefit matters.

Call NARFE at:

800-456-8410, Option 2

ADVERTISEMENT

Leading Acid Reflux Pill Becomes an AntiAging Phenomenon

Clinical studies show breakthrough acid reflux treatment also helps maintain vital health and helps protect users from the serious conditions that accompany aging such as fatigue and poor cardiovascular health

by David Waxman Seattle Washington:

A clinical study on a leading acid reflux pill shows that its key ingredient relieves digestive symptoms while suppressing the inflammation that contributes to premature aging in men and women.

And, if consumer sales are any indication of a product’s effectiveness, this ‘acid reflux pill turned anti-aging phenomenon’ is nothing short of a miracle.

Sold under the brand name AloeCure, it was already backed by clinical data documenting its ability to provide all day and night relief from heartburn, acid reflux, constipation, irritable bowel, gas, bloating, and more.

But soon doctors started reporting some incredible results…

“With AloeCure, my patients started reporting less joint pain, more energy, better sleep, stronger immune systems… even less stress and better skin, hair, and nails” explains Dr. Liza Leal; a leading integrative health specialist and company spokesperson.

AloeCure contains an active ingredient that helps improve digestion by acting as a natural acid-buffer that improves the pH balance of your stomach.

Scientists now believe that this acid imbalance is what contributes to painful inflammation throughout the rest of the body.

The daily allowance of AloeCure has shown to calm this inflammation which is why AloeCure is so effective.

Relieving other stressful symptoms related to GI health like pain, bloating, fatigue, cramping, constipation, diarrhea, heartburn, and nausea.

Now, backed with new clinical studies, AloeCure is being recommended by doctors everywhere to help improve digestion, calm painful inflammation, soothe joint pain, and even reduce the appearance of wrinkles – helping patients to look and feel decades younger.

FIX YOUR GUT & FIGHT INFLAMMATION Since hitting the market, sales for AloeCure have taken off and there are some very good reasons why.

To start, the clinical studies have been impressive. Participants taking the active ingredient in AloeCure saw a stunning 100% improvement in digestive symptoms, which includes fast and lasting relief from reflux.

Users also experienced higher energy levels and endurance, relief from chronic discomfort and better sleep. Some even reported

healthier looking skin, hair, and nails.

A healthy gut is the key to a reducing swelling and inflammation that can wreak havoc on the human body. Doctors say this is why AloeCure works on so many aspects of your health.

AloeCure’s active ingredient is made from the healing compound found in Aloe vera. It is both safe and healthy. There are also no known side effects.

Scientists believe that it helps improve digestive and immune health by acting as a natural acid-buffer that improves the pH balance of your stomach.

Research has shown that this acid imbalance contributes to painful inflammation throughout your entire body and is why AloeCure seems to be so effective.

EXCITING RESULTS FROM PATIENTS To date over 5 million bottles of AloeCure have been sold, and the community seeking non-pharma therapy for their GI health continues to grow.

According to Dr. Leal, her patients are absolutely thrilled with their results and are often shocked by how fast it works.

“For the first time in years, they are free from concerns about their digestion and almost every other aspect of their health,” says Dr. Leal, “and I recommend it to everyone who wants to improve GI health without resorting to drugs, surgery, or OTC medications.”

“I was always in ‘indigestion hell.’ Doctors put me on all sorts of antacid remedies.

Nothing worked. Dr. Leal recommended I try AloeCure. And something remarkable happened… Not only were all the issues I had with my stomach gone - completely gone – but I felt less joint pain and I was able to actually sleep through the night.”

With so much positive feedback, it’s easy to see why the community of believers is growing and sales for the new pill are soaring.

THE SCIENCE BEHIND ALOECURE AloeCure is a pill that’s taken just once daily. The pill is small. Easy to swallow. There are no harmful side effects and it does not require a prescription.

The active ingredient is a rare Aloe Vera component known as acemannan.

Made from of 100% organic Aloe Vera, AloeCure uses a proprietary process that results in the highest quality, most bio-available levels of acemannan known to exist.

According to Dr. Leal and several of her colleagues, improving the pH balance of your

stomach and restoring gut health is the key to revitalizing your entire body.

When your digestive system isn’t healthy, it causes unwanted stress on your immune system, which results in inflammation in the rest of the body.

The recommended daily allowance of acemannan in AloeCure has been proven to support digestive health, and calm painful inflammation without side effects or drugs.

This would explain why so many users are experiencing impressive results so quickly.

REVITALIZE YOUR ENTIRE BODY With daily use, AloeCure helps users look and feel decades younger and defend against some of the painful inflammation that accompanies aging and can make life hard.

By buffering stomach acid and restoring gut health, AloeCure calms painful inflammation and will help improve digestion… soothe aching joints… reduce the appearance of wrinkles and help restore hair and nails … manage cholesterol and oxidative stress… and improve sleep and brain function… without side effects or expense.

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One AloeCure Capsule Daily

• Helps End Digestion Nightmares • Helps Calm Painful Inflammation • Soothes Stiff & Aching Joints • Reduces appearance of Wrinkles & Increases Elasticity • Manages Cholesterol & Oxidative Stress • Supports Healthy Immune System • Improves Sleep & Brain Function

HOW TO GET ALOECURE This is the official nationwide release of the new AloeCure pill in the United States.

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THESE STATEMENTS HAVE NOT BEEN EVALUATED BY THE FOOD AND DRUG ADMINISTRATION. THIS PRODUCT IS NOT INTENDED TO DIAGNOSE, TREAT, CURE, OR PREVENT ANY DISEASE. ALL DOCTORS MENTIONED ARE REMUNERATED FOR THEIR SERVICES. ALL CLINICAL STUDIES ON ALOECURE’S ACTIVE INGREDIENT WERE INDEPENDENTLY CONDUCTED AND WERE NOT SPONSORED BY THE AMERICAN GLOBAL HEALTH GROUP.

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Moving Toward a More

Agile Government

By David Tobenkin

In a world of work where missions and duties shift at an everfaster pace, federal agencies often must struggle to keep up with change. The Trump administration has called upon federal agencies to be more agile—and many agencies are responding.

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The President’s Management Agenda (PMA), released in March 2018, discussed what constitutes “agile operations” and why it is a key goal for federal government: “The Government needs to become more agile in its organization and operations. Currently, the Government is inflexible and made up of many component entities that generally function predictably and stably. An operational inertia often takes hold, with too little attention paid to incorporating operational efficiencies or responding to technological advances and innovations...

[The administration] will require agencies to look at operations through a different lens–one that stresses the importance of recognizing key mission requirements, and aligning the workforce to meet those needs. This requires identifying opportunities to more efficiently use the people we have, through reskilling and redeployment efforts, and matching employees to important and meaningful work.”

Agencies have been responding to this through a variety of efforts. “I don’t believe the administration and many federal agencies have gotten as much credit as they deserve for recognizing that we must couple technology and human capital to better hire and better reskill the workforce so that the federal government is smart enough and fast enough to do what’s being asked of it, which is the foundation of the Management Agenda,” says Donald Kettl, a professor at the University of Texas at Austin and academic director of the university’s LBJ Washington Center.

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ADDRESSING CRITICAL HIRING NEEDS

An oft-cited federal agency shortcoming is the hiring of employees, a process that is criticized by many as opaque, with many positions likely to be awarded to insiders, and impaired by an overly long and convoluted application, evaluation and selection process. In October, under newly designated U.S. Office of Personnel Management (OPM) Acting Director Margaret Weichert, OPM announced additional hiring flexibilities to help agencies address occupations where there are severe shortages of candidates or critical hiring needs.

“

These direct hire authorities contribute to more agile

operations by providing agencies much needed

flexibility in the hiring process.”

OPM, which plays a key role in establishing federal workforce policy, has engaged with federal agencies’ chief human capital officers (CHCOs) to identify occupations where agencies may be experiencing critical hiring challenges, and where labor market trends, hiring and retention data, and agency experience supported granting additional direct hire authorities, which allow

“

This requires

identifying opportunities

to more efficiently use the people we have, through reskilling and redeployment efforts and matching employees to important and meaningful work.”

federal agencies to hire employees without using hiring procedures that are otherwise statutorily required, according to OPM Deputy Director Michael Rigas.

“Our analysis identified a number of critical and shortage occupations, and we were able to authorize new direct hire authorities covering a variety of important jobs in STEM disciplines that perform critical functions, such as cybersecurity, engineering, biology and others,” says Rigas, noting that there are currently more than 130,000 employees in these occupations across the federal government. “These direct hire authorities contribute to more agile operations by providing agencies much needed flexibility in the hiring process.”

In addition, OPM has proposed regulations to give agency heads broader authority to identify critical hiring needs and shortage categories in the information technology field, along with the ability to approve direct hire authority within their own agencies.

“Allowing direct hiring where they can is a great idea,” says Jeffrey Neal, a senior vice president at consulting firm ICF and a former U.S. Department of Homeland Security (DHS) CHCO. “In many critical STEM fields, it can take six to nine months under standard processes to hire people, which is a killer, because they are snapped up by the private sector in the meantime.”

An executive of one federal employees union, the National Treasury Employees Union (NTEU), takes a more guarded view.

“Some use of direct hire authority can be useful, but it does come with its own set of issues,” says NTEU National President Tony Reardon. “Any use of direct hire authority should be carefully monitored by agencies, OPM and Congress because it can lead to non-diverse hires, the hiring of only those already personally known to hiring managers and agency officials, as well as, in the extreme, merit principle violations such as nepotism. Direct hire authority alone does not solve the biggest obstacles to hiring, such as hiring freezes and continuing resolutions that prevent new hiring and create extensive delays for the onboarding process, continued threats to the pay and pensions of federal employees and chronic underfunding of federal agencies.”

COMPREHENSIVE INITIATIVES

Some agencies are implementing comprehensive initiatives to improve agility. In winter 2016, DHS, one of the largest federal agencies with more than 250,000 employees, launched the DHS HR Academy, which aims to enable DHS human resources (HR) staff to provide HR activities such as hiring, professional development and performance management in ways that are more responsive to real-time requirements and operational changes, says Angela Bailey, DHS’ current CHCO. To foster collaboration and increase responsiveness, the HR Academy hosts a group for HR professionals on LinkedIn that shares daily relevant articles and news of interest to HR W W W. N A R F E . O R G

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practitioners; conducts national networking events to promote cross-component discussion on HR topics; partners with OPM’s Open Opportunities program to match employees to career-building activities; and holds events to communicate senior leader career stories to HR professionals of all levels.

“All of these initiatives have the same goal— to build a strong DHS HR community,” Bailey says. “An interactive, collaborative community contributes to building and sustaining an agile workplace culture.”

When fully implemented, HR Academy will provide centralized training and offer virtual participation to reach all of DHS’s geographically dispersed HR personnel, Bailey says.

OPM is also attempting to enable agencies to reskill and upskill segments of the workforce by developing new tools, Rigas says, including: • An Executive Playbook, a web-based tool that will assist executive leaders and other strategic partners to identify workforce needs • A Reskilling/Upskilling Toolkit, which will contain information, guidance, tips and resources on how to reskill and upskill employees impacted by major workforce changes such as automation • A Competency Exploration for Development and Readiness (CEDAR) tool that helps agencies quickly assess competencies and gaps, and use that information to improve employee skills

TAPPING TECHNOLOGY

OPM also has several efforts that are designed to use technology to increase agility. One recently launched initiative is a National Science Foundation (NSF) cash prize competition, totaling $100,000 and called the NSF Career Compass Challenge, for IT applications (apps) that would help predict how the job market will change in future years, match individuals to those future jobs, and lay out the

education and training the person would need to get the job, Rigas says.

“We are also working with a large department that is using ‘bots’ [software applications] within their chief financial officer’s office to streamline their work and help employees to develop new skills or upskill based on the increased opportunity to do more high value work, as the ‘bot’ takes on more routine tasks,” Rigas adds.

TRAINING INITIATIVES

A July 2018 decision by the U.S. Department of Defense (DOD), the largest federal civilian employer with more than 900,000 civilian employees, will require DOD departments to implement an approach for training and education that is designed to reduce barriers to knowledge sharing and redundant and outmoded capabilities that do not foster agility to fully support the dynamic mission environment, according to Vicki Brown, DOD’s Chief Learning Officer, Civilian Workforce.

“All DOD Components must rationalize their business systems, to include learning management systems, and default all external purchasing of training and education capabilities to USALearning’s assisted acquisition process, which will save time, resources and effort and provide the DOD workforce with an Enterprise Record Store and Enterprise Course Catalog,” Brown says.

“The Record Store will allow a central location for all training to be documented and the Course Catalog will provide world-wide access to all DOD and federal training opportunities to the DOD workforce. This initiative supports the desires of employees for self-directed learning to improve skills, develop new skills, and reskill to meet emerging agency missions.”

STRUCTURAL REFORMS

Many workforce experts call for reform of the civil service system by, for example, reducing

the number of General Schedule (GS) tiers of civil service from the current 15 GS levels to a smaller number of pay bands, which could allow more flexibility in performance management and compensation. This has already occurred in some agencies given special statutory pay authorities, such as the National Geospatial-Intelligence Agency.

In a similar vein, DHS continues to finalize and prepare for the implementation of a new cybersecurity-focused personnel system based on authority granted to its secretary in the 2014 Border Patrol Agent Pay Reform Act. “We believe that we cannot recruit the cybersecurity talent our mission requires by simply eliminating a step in the hiring process or adding a grade to the pay scale,” Bailey says. “We have to modernize the civil service for the 21st century field of cybersecurity. In implementing the new personnel system, we are focused on several key shifts, including streamlined, proactive hiring; market-sensitive pay; flexible, dynamic career paths; and development-focused performance management.”

“

In implementing the new personnel system,

we are focused on several key shifts, including

streamlined, proactive hiring; market-sensitive pay; flexible, dynamic career paths; and development-focused performance management.”

While making similar reforms governmentwide would require federal legislation, in the interim, OPM is taking action in areas where it does have existing statutory authority. OPM announced in October, for example, that it is beginning work to look at creating special occupational pay and classification systems for certain occupations where the GS pay and classification system does not function effectively for a position or group of positions, says Rigas, noting this approach leverages an existing provision of law that authorizes the President’s Pay Agent to establish such alternative

systems. The process includes soliciting and considering input and views from agencies, labor organizations and other interested parties; public notice; and a public hearing.

“This includes considering approaches like pay banding and open pay ranges, simplifying how we classify work or skills requirements, creating new approaches to performance and incentivebased pay, or improving how we set pay levels that are market informed by geographic location,” Rigas says. “We recently kicked off an interagency working group exploring [the development of] a new pay and classification system for economists, an occupation that has been identified as a governmentwide mission critical occupation.”

Ronald Sanders, a former senior federal agency HR executive and currently director of the School of Public Affairs at the University of South Florida, praised the move. “This allows OPM to set up special pay systems and take advantage of their authority in a manner never exercised,” Sanders says. “For example, if I am an economist or acquisition professional, the new personnel system for my position cuts across agency lines and is unique for my occupation. The development of those standards would be a very powerful enabler for the type of mobility and agility the PMA seeks by making it easier for an economist to move from agency to agency. And that is the best type of career mobility—moves that keep them within their field of expertise.”

The Trump administration also announced several proposed federal agency reorganizations that would alter which agencies do what. OPM is among the leading examples. The administration also proposed to move the governmentwide security clearance function from OPM and the National Background Investigations Bureau to the DOD, given the latter agency’s experience with background checks and the fact that many of those who need background checks work for the DOD.

ENCOURAGING MOBILITY AND CAREER PROGRESSION

Many say a common agency problem is that bureaucratic structures trap employees within a narrow range of job functions, depriving them of experiences that would allow them to develop greater breadth and expertise.

In July 2017, DHS launched the DHS Joint Duty Program as a formal detail program to provide professional development opportunities by encouraging and facilitating assignments of DHS personnel to other DHS components and other W W W. N A R F E . O R G

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federal agencies. These detail assignments help ensure that DHS personnel have a federal and DHSwide perspective, cultivate cross-organizational networks, facilitate knowledge and information sharing, and broaden cross-component and interagency experience, Bailey says, adding that the program will be expanding federalwide within the next couple of years.

A focus on individuals, rather than larger classes, may be one key to agility, Sanders says, adding that a smaller number of grades, or bands, for employees tends to gravitate toward rank-inperson approaches, which classify employees based upon their unique skills and abilities, an approach common in the military and used for the Senior Executive Service, rather than rank-in-position, or classifying positions based on needs and then hiring individuals with those qualifications, the approach most commonly used in the federal civilian government.

“

The federal government is very slow at getting many things done because of how the federal government currently works. A good example is the largescale implementation of new computer systems, which can take five to seven years to deploy.”

Brown says a recent initiative that will support DOD efforts at reskilling or skill enhancement of its workforce is the implementation of the Public Private Talent Exchange (PPTE) program.

The program, authorized by 2017 legislation, allows DOD to assign its employees to a private sector organization or assign a private-sector organization’s employee to a DOD organization and will commence with a pilot in January 2019.

“PPTE is an opportunity to exchange knowledge, experience and skills between the DOD and private sector and produce a highly qualified workforce, which is critical to the Department’s 26

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mission, by enhancing mission-essential areas such as cyber, information technology and acquisition,” Brown says.

Brown also mentions two other initiatives: 1. DOD has an association with the Federal Academic Alliance, a consortium of colleges and universities who have entered into a partnering agreement of the OPM, that provides reduced tuition for DOD employees to enhance competencies for mission-critical occupations to help employees enhance abilities or reskill.

2. The U.S. Navy’s “Tech to Engineer” Program, a program designed for technicians to grow in their careers and move into hard-to-fill engineering positions.

A partnership between the Navy and the University of Southern Indiana provides Navy civilian technicians an opportunity to earn their Bachelor of Science Engineering degree from the University of Southern Indiana and advance from a technician to an engineer.

INCREASING SPEED

A key attribute of agility that is often missing in federal government is speed. “The federal government is very slow at getting many things done because of how the federal government currently works,” Neal says. “A good example is the large-scale implementation of new computer systems, which can take five to seven years to deploy.”

However, a crisis can often lead the federal government to respond with great alacrity, Neal adds. The formation of NASA in 1958, a year after the Soviet Union’s launch of the world’s first artificial satellite, Sputnik, and NASA’s triumphant success landing a man on the moon slightly more than a decade later stands as an example. Another occurred at DHS. “At DHS, I was involved in one classified matter where we put two dozen people in the room and wouldn’t let them come out until they came up with a solution,” Neal says. “They responded the way you would hope and came up with a solution that was implemented very quickly. When matters are important and urgent enough, people get their acts together and do the work that needs to be done. However, when the crisis passes, people tend to go back to their internal politics, game playing and bureaucratic approaches.”

—DAVID TOBENKIN IS A FREELANCE WRITER BASED IN THE GREATER WASHINGTON, D.C. AREA.

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braham Lincoln once said, “Books serve to show a man that those original thoughts of his aren’t very new after all.” Reading is a great source of new ideas, and a fine way to understand other people and their points of view. Reading widely, well and carefully is a sure ticket to success, whether you’re aiming high in your career or staying engaged with your community in retirement.

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Reading is a conversation between the writer and the reader. It’s the best kind of conversation, too—the kind in which one party (the writer) has carefully thought about what he or she is going to say before saying it. Because of this, the other party has the advantage of receiving the writer’s best thoughts without the digressions, omissions and unsupported assertions that frustrate even the most useful face-to-face discussions.

Reading is vital to developing your mind.

It enhances your vocabulary and allows you to communicate precisely. Reading well-written books improves your writing skills, too, because you are observing and appreciating the craft of writing. It improves your thinking and speaking skills by showing you ways to express yourself more clearly and with flair.

According to the International Publishers Association, more than a million books are published every year. No one can even read a fraction of that number, especially while earning a living at the same time. In the workplace, emails, memos, reports and other materials land on federal employees’ desks and in their computers every day. At home, magazines, websites, social media and blogs also compete for readers’ limited attention.

Despite this, reading remains a valuable use of your time. According to Jack Covert and Phil

“ Reading well-written books improves your writing skills...and your thinking and speaking skills by showing you ways to express yourself more clearly and with flair.”

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Sattersten, authors of The 100 Best Business Books of All Time, books are “a high-value proposition for $20 and two hours of your attention.” They help you do your work better, explain how other people and agencies have responded to the same challenges you face, and offer the best thoughts of those who study issues that are important to you.

BOOKS FOR CURRENT FEDERAL EMPLOYEES

Stewart Liff, a retired federal employee, has written five books on government performance management and human resource management. Liff’s book Managing Your Government Career offers powerful advice on how to apply, interview for, and get the job you want; how to develop the right mentors; and how to make fluid transitions as you progress up the career ladder. It’s a book every civil servant should own.

Liff chooses books largely through other people’s recommendations and the recommendations of writers he likes and respects. He also regularly browses the business sections of bookstores—and believes his career success owes much to having read biographies “for the opportunity to see how great leaders face and overcome challenges in their own lives.”

FedWeek offers several handbooks of value to current and aspiring government employees. Among them are The Complete Guide to Federal Career Transitions, The Complete Guide to Writing a Federal Resume, TSP Investors Handbook, the Federal Employee Handbook, and retirement planning guides for employees covered under both Civil Service Retirement System (CSRS) and Federal Employees Retirement System (FERS). All provide practical, useful and actionable advice, and are available in both print and Kindle editions.

Newly appointed federal managers, especially those transitioning from the private sector, should consider owning The First

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90 Days in Government, by Peter H. Daley and Michael Watkins. The book offers new managers ways to overcome nine challenges they are likely to face during their transition, including how to clarify their expectations for their new staff, how to define goals, and how to manage personal stress.

“Many newsletters for federal employees that were once only available in print form have gone digital.”

BOOKS FOR EVERY BOOKSHELF

A personal favorite, written 30 years ago and still in print, is Coping With Difficult People

by Dr. Robert M. Bramson. His short book explains how some people’s behavior can make you miserable and offers ways to neutralize their affect on you. The book is easy to read and easy to refer to (it’s helpful to reread chapters just before meetings that might get confrontational) and doesn’t attempt to change the behavior of difficult co-workers. Instead, there are hundreds of useful suggestions on how to change your own behavior, so you can effectively deal with those kinds of people.

In Rules and Tools for Leaders, written by two retired military officers, General Perry M. Smith, USAF and General Jeffrey M. Foley, USA,, a chapter on hiring the right people for the right jobs includes a list of questions to ask candidates—perfect for conducting a successful interview or finding help for a project. Their recommendation that new leaders should look for opportunities

“ . ..new leaders should look for opportunities early on to demonstrate their integrity.”

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early on to demonstrate their integrity is particularly good advice. Easy to follow checklists on how to hire and recruit, fire, plan, deal with the media, and other subjects make this a remarkably helpful book for leaders and aspiring leaders.

OTHER HELPFUL READING MATERIAL

Many newsletters for federal employees that were once only available in print form have gone digital. Federal Times (www.federaltimes. com), Government Executive (www.govexec. com), and the aforementioned FEDweek (www. fedweek.com), all have extensive websites with easy access to both recent and archived material—and they all offer an additional menu of regularly published newsletters and special reports on specific topics of interest to different segments of the federal community. Choose as many as you’d like—they’re all free.

Federal Times sends out emails that inform subscribers about breaking news as it happens.

Its staff prepares a daily brief for employees and others; offers weekly updates on Federal IT and acquisition and management issues; and provides a biweekly newsletter, called Retirement Academy, on the transition from the public segment to private life.

Government Executive’s long list of newsletters includes a morning and afternoon digest of must-read federal news; four weekly technology newsletters; three on government management; and four on issues related to federal careers, including a weekly newsletter by career consultant and NARFE contributor Tammy Flanagan.

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“ ...reading without remembering is of little value. While reading a book, underline it, write about it, talk about it and think about it.”

And FEDweek offers newsletters on issues impacting federal careers, pay and benefits, including a Thrift Savings Plan (TSP) Investment Report, a daily report for federal managers, and a retirement and financial planning report for “those beginning to think about retirement or are well under way.”

Other websites federal employees should check regularly include FederalSoup (www.federalsoup.com), a one-stop resource for information on career, pay, benefits, financial planning and retirement options. There’s also FedSmith.com (www.fedsmith.com), a digital service for current and former federal employees, and GovLoop (www.govloop.com), which describes itself as a knowledge network for government, providing news coverage of issues and events pertinent to the government community, weekly online trainings and self-paced courses.

General purpose news magazines that offer important content include Bloomberg Businessweek (www.bloomberg.com), a great source of business intelligence, analysis and news. Forbes magazine (www.forbesmagazine. com) features useful articles on finance, industry, investing and marketing topics. And the Harvard Business Review (www.hbr.org), published by Harvard University, offers the 34

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latest research on managerial excellence six times a year.

Several magazines are dedicated to goings-on at individual agencies, most notably the Department of Defense. Finally, of course, there’s the magazine you now hold in your hands, NARFE Magazine (www.NARFE.org), which keeps members of our association up-to-date on developments in NARFE’s key advocacy arenas; provides answers to our members’ most important questions; offers financial planning advice to help you grow your retirement income; and offers feature articles of special interest to NARFE members and their families.

“ Just the act of writing things down will help you retain what you’ve read.”

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“ The impressive person is the person who has read more thoroughly than anyone else. You become the ‘go-to’ person in your organization and profession.”

IMPROVING YOUR READING SKILLS

How do you keep up with all of this reading and make sense of all of the information that’s available? Dr. Robert Kole, who taught composition and literature at the City University of New York and the Polytechnic Institute of New York for many years, offers a number of suggestions to help federal employees and others improve their reading comprehension skills.

According to Kole, reading without remembering is of little value. While reading a book, underline it, write about it, talk about it and think about it. “I keep talking about what I’ve read,” he explains. “That’s the way I remember what’s important.” Reading for business requires concentration—so readers should sit at a desk and read with a notebook or legal pad alongside. “Just the act of writing things down will help you retain what you’ve read,” he believes.

While many federal employees underline significant passages in books they are reading, Kole suggests writing your thoughts in a notebook instead, because notebooks make it easier to keep track of them. “If I write too much in a book,” he tells us, “it becomes very hard to reread.

“The impressive person is the person who has read more thoroughly than anyone else,” he concludes. “You become the ‘go-to’ person in your organization and profession.”

Speed reading is another valuable skill federal employees should consider learning.

While many people get disappointing results from speed-reading courses, there are some things you can do to improve your ability to read more quickly. The best of these, quite simply, is to read more often. The more you read, the more your vocabulary will improve, and the less you 36

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will stumble over unfamiliar words. You can also train your eyes while reading to take in more words with every glance.

If you move your lips when you read, train yourself to stop—and if you hear every word in your head as you read, a phenomenon called subvocalization, try to stop that habit, too. You should be able to read far more quickly than you can speak, and moving your lips limits you to reading at a speaking speed. Keep your vocal cords busy by humming or chewing gum while reading to reduce subvocalization.

Don’t listen to music if your goal is to read more quickly. If possible, avoid other distractions, such as a pinging email inbox or a chirping cellphone. By paying attention to what you read the first time, you’ll minimize the number of paragraphs you have to reread for comprehension.

Use your peripheral vision: try reading down the middle of the page and catching the words on the sides of the page, instead of moving your head from left to right. You don’t drive that way, why should you read that way? Finally, as you improve your reading speed, make sure your ability to comprehend what you’ve read hasn’t suffered. If you don’t understand what you’ve read, there’s no sense improving your speed.

You’ll just have to reread the material, which won’t save any time at all!

The famed humorist Groucho Marx once said, “outside of a dog, a book is man’s best friend. Inside of a dog, it’s too dark to read.”

Reading creates respect. It’s a superb way to understand other people and their points of view. Being widely read demonstrates you are an educated and thoughtful person, two keys to being well regarded by your peers.

— EVERETT A. (EV) CHASEN IS A WRITER AND COMMUNICATIONS CONSULTANT IN THE WASHINGTON, D.C. AREA. HE IS RETIRED FROM THE FEDERAL GOVERNMENT AFTER 35 YEARS OF SERVICE.

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Managing Money

THE MECHANICS OF NAMING A TRUST AS BENEFICIARY

O

ver the past two months, we’ve discussed the reasons why you may want to name a trust as beneficiary to your retirement plan and the

requirements to qualify it as a “look-through” trust. We continue the topic this month with a discussion of the mechanics and tax implications when naming a trust as beneficiary.

A properly designed lookthrough trust preserves the ability to take Required Minimum Distributions (RMDs) over the life expectancy of the oldest trust beneficiary.

It’s important to note, however, it may be possible to split beneficiary accounts if the trust creates subtrusts for each beneficiary, in which case, each beneficiary may use his or her own life expectancy for the RMDs. Proper beneficiary designation is critical in this case and legal counsel should be consulted.

The trust is considered to be a non-spouse beneficiary, even when the sole beneficiary of the trust is a spouse. This is an important consideration for Thrift Savings Plan (TSP) participants, as only the spouse of a TSP participant may maintain a beneficiary participant TSP account.

When the retirement plan owner dies, the retirement plan should not be distributed to the trust. Doing so irrevocably removes the money from the

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retirement plan and creates a taxable event on the entire balance. If it’s a Roth account, the distribution may be nontaxable, but the future taxadvantaged growth is lost.

Instead, the trust becomes the direct owner of the retirement plan.

Whether dealing with the TSP or an Individual Retirement Account (IRA), the trustee will need to establish and transfer the deceased owner’s retirement plan to an inherited IRA and follow the applicable RMD rules. The titling of the inherited IRA is critical and should be something similar to: James Smith, IRA (Deceased 1/1/2019) For the benefit of (FBO) John Smith, Trustee of the Smith Trust, beneficiary Many incorrectly believe leaving money to a trust will save on taxes, but in reality, naming a trust as beneficiary may produce the opposite result. When considering taxes, it’s important not to confuse estate taxes with income taxes.

While trusts may be used to

BY MARK A. KEEN,

CFP®

reduce the estate tax burden (although with the federal exemption standing at $11.4 million, very few people have an estate tax problem now), it’s quite possible a trust as beneficiary will increase the income tax burden when compared to leaving the retirement plan directly to individuals.

The reason why is, the trust tax brackets are significantly compressed when compared to the tax brackets for individuals and couples. For example, in 2019, a trust hits the top tax rate of 37 percent when income reaches $12,750, but individuals don’t hit the top rate until income reaches $510,300, while married couples filing jointly don’t reach the top rate until income reaches $612,350.

As we’ve previously discussed, when a non-spouse designated beneficiary inherits a retirement plan, he or she will be subject to RMDs. In the case of a trust as beneficiary, the RMDs are first made from the IRA to the trust, and then depending on the trust provisions, may or may not be paid out to the beneficiaries. In the case of the conduit trust, the distributions are simply passed along to the beneficiary, but in an accumulation trust, they are held in the trust for as long as the trust dictates.

Distributions from a taxdeferred retirement plan

BENEFITS RESOURCES NARFE offers members a wide range of information on federal benefits. Visit www. narfe.org/federalbenefits and www.narfe.org/ FederalBenefitsInstitute.

are taxable, and to the extent any inherited IRA distributions are retained in the trust, the trust will be responsible for reporting and paying tax on the income at the trust’s tax rate. When a trust distributes income to the beneficiaries, however, the trust claims a distributed net income deduction for the amount distributed, and the beneficiary then reports the income on his or her own tax return.

Reasons for naming a trust as beneficiary should include specific financial planning objectives, or to exert control over the post-death distributions of those assets. While it’s not wise to base decisions solely on tax issues, the potential effect of taxes certainly warrants considering the pros and cons with respect to the financial planning goals of naming a trust as beneficiary.

My objective, with regard to the past several columns, is to introduce you to the complexities of naming a trust as beneficiary. And perhaps more importantly, illustrate the need to seek expert legal counsel with respect to retirement plans and trust planning.

MARK A. KEEN, CFP®, IS PARTNER, KEEN & POCOCK, AND AN INVESTMENT ADVISER REPRESENTATIVE AND REGISTERED PRINCIPAL OF THE STRATEGIC FINANCIAL ALLIANCE, INC. (SFA). SECURITIES AND ADVISORY SERVICES ARE OFFERED THROUGH SFA.

NARFE NATIONAL LIFE MEMBERSHIP APPLICATION National Life Membership offers a hedge against future dues increases and affirms a member’s ongoing support of NARFE’s mission to serve federal employees and retirees. National dues are paid for life; applicable chapter dues are billed annually.

CONTACT INFORMATION o Mr. o Mrs. o Miss o Ms. Full Name _____________________________________________ Street Address _________________________________________ Apt./Unit ______________________________________________ City _______________________ State _____ ZIP _____________ Phone (__________) ____________________________________ Email ________________________________________________ Date of Birth _____ /_____ /_________ dd

mm

yyyy

Recruiter ID # (if applicable) _______________________________ Chapter Number (if applicable) ____________________________ (call 800-456-8410 for chapter information) MEMBERSHIP INFORMATION Member Number: _______________________________________ (New members) Membership is open to civilians in any agency of the federal or D.C. (before Oct. 1, 1987) governments eligible for a federal annuity.

Thank you for becoming a National Member for Life. You will receive a membership card, certificate and special lapel pin.

Please allow six weeks for processing. Dues payments & gift contributions to NARFE are not deductible as charitable contributions for income tax purposes.

I am a (check all that apply)

o Active Federal Employee o Active Federal Employee Spouse

o Annuitant o Annuitant Spouse o Survivor Annuitant

Life Membership Fee Schedule Ages 30-39 40-50 51-55 56-60 61-65 66-70 71-75 76-80 81-90 91-100+

Single or Quarterly Payment Installments $1,796 $450.25 1,408 353.25 1,127 283.00 960 241.25 801 201.50 653 164.50 514 129.75 392 99.25 251 64.00 127 33.00

PAYMENT INFORMATION o Single Payment or o Quarterly Installments (4 payments) Life Membership fee amount: $ _____________________ PAYMENT OPTIONS o Check or Money Order (Payable to NARFE) o Charge my: o MasterCard o VISA o Discover o American Express Card No. _________________________________________ Expiration Date _____ /_______ mm

yyyy

Name on Card _____________________________________ Signature ________________________ Date ___________ MAIL THIS APPLICATION TO NARFE Member Records 606 N. Washington St. / Alexandria, VA 22314-1914

W W W. N A R F E . O R G

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2018

G FUND

F FUND

C FUND

S FUND

I FUND

DECEMBER

0.26%

1.84%

-9.03%

-10.70%

-4.82%

NOVEMBER

0.26%

0.62%

2.04%

1.92%

-0.13%

OCTOBER

0.26%

-0.78%

-6.84%

-10.06%

-7.94%

YTD

2.91%

0.15%

-4.41%

-9.26%

-13.43%

1 YEAR

2.91%

0.15%

-4.41%

-9.26%

-13.43%

3 YEAR*

2.35%

2.28%

9.26%

7.67%

3.50%

5 YEAR*

2.28%

2.88%

8.53%

5.49%

0.88%

10 YEAR*

2.30%

3.73%

13.17%

13.67%

6.48%

R

eported anxiety over U.S. monetary policy and concerns about slowing global growth likely contributed to the global stock market decline.

Losses in the C Fund and the S Fund reflected the broad downturn in U.S. stocks. The I Fund also performed poorly, receiving little help from the falling dollar. The F Fund held sizeable gains, though, as buying of Treasury bonds led to lower yields despite the fed funds target rate increase. All of the L Funds experienced losses.

—BY SEAN MCCAFFREY, CHIEF INVESTMENT OFFICER, THRIFT SAVINGS PLAN

2018

*ANNUALIZED

L INCOME

L 2020

L 2030

L 2040

L 2050

DECEMBER

-1.31%

-2.18%

-4.64%

-5.61%

-6.45%

NOVEMBER

0.53%

0.65%

0.99%

1.12%

1.22%

-1.40%

-2.24%

-4.60%

-5.54%

-6.35%

0.71%

-0.36%

-3.58%

-4.89%

-6.02%

OCTOBER YTD 1 YEAR

0.71%

-0.36%

-3.58%

-4.89%

-6.02%

3 YEAR*

3.47%

4.90%

5.75%

6.22%

6.65%

5 YEAR*

3.21%

4.22%

4.79%

5.10%

5.33%

10 YEAR*

4.41%

7.62%

8.91%

9.81%

N/A

*ANNUALIZED

RETURNS are net of the effect of accrued administrative expenses and investment expenses/costs. Source: TSP (For additional monthly returns, go to www.tsp.gov.)

G Fund: Government securities (specially issued to the TSP) F Fund: Government, corporate and mortgage-backed bonds C Fund: Stocks of large- and medium-size U.S. companies S Fund: Stocks of small- to medium-size U.S. companies (not included in the C Fund) I Fund: International stocks of 21 developed countries L Fund: (Lifecycle) Invested in the G, F, C, S and I Funds (The proportion of L Fund balance invested in each of the individual TSP funds depends on the L Fund chosen.)

OPM RETIREMENT CLAIMS PROCESSING STATUS 2017

2018

For the Record

MOST TSP FUNDS SLIP DURING DECEMBER MARKET DOWNTURN

THRIFT SAVINGS PLAN FUND RETURNS

Claims Received

Inventory Monthly FYTD (Steady State Average Processing Average Processing is 13,000) Time in Days Time in Days

NOVEMBER 5,572 19,294 DECEMBER 5,568 14,515 JANUARY 14,590 20,467 FEBRUARY 13,290 24,225 MARCH 7,767 18,730 APRIL 8,390 17,489 MAY 7,625 18,024 JUNE 9,397 18,198 JULY 8,281 18,334 AUGUST 8,826 17,513 SEPTEMBER 7,142 17,628 OCTOBER 9,012 19,729 NOVEMBER 7,510 19,162

68 60 63 46 49 58 58 65 57 56 64 63 70

66 63 63 59 57 57 58 59 59 58 59 63 67

FOR THE NUMBER of new retirement cases the Office of Personnel Management (OPM) receives each month by agency and the percent with errors that it returns to those agencies, go to www.opm.gov/retirement-services/. l Source: OPM 40

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COUNTDOWN TO COLA

T

he Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) decreased by 0.45 percent in November 2018. To calculate the 2020 cost-of-living adjustment (COLA), the indices of July, August and September 2019 will be averaged and compared with the 2018 third-quarter average of 246.352. The percentage increase determines the COLA. November’s index, 245.933, is down 0.17 percent from the base.

Benefits awarded under the Federal Employees’ Compensation Act (FECA) to individuals suffering work-related injuries or illnesses are adjusted according to each calendar year’s percentage change in the CPI-W. November’s index is 2.25 percent higher than the December 2017 base index of 240.526.

The CPI represents purchases of food and beverages, housing, apparel, transportation, medical care, recreation, education and communication, and other goods and services. Included are various government fees, such as water charges, auto registration fees, and sales and excise taxes.

MONTH

CPI-W

Monthly % Change

% Change from 246.352

OCTOBER 2018

247.038

0.19

0.28

NOVEMBER

245.933

-0.45

-0.17

DECEMBER JANUARY 2019 FEBRUARY MARCH APRIL MAY JUNE JULY AUGUST SEPTEMBER

Donate to NARFE Programs Support Alzheimer’s Research

YOUR CHARITABLE CONTRIBUTION IS TAX-DEDUCTIBLE TO THE FULLEST EXTENT ALLOWED BY LAW.

WRITE YOUR CHAPTER NUMBER ON CHECK; MAKE IT PAYABLE TO: NARFE-Alzheimer’s Research

Enclosed is my NARFE-Alzheimer’s contribution: $ Every cent that is contributed is used for research.

Please circle: Mr. Mrs. Miss Ms. AND MAIL TO: Name: Alzheimer’s Association Address: 225 N. Michigan Ave., 17th Floor City: State: ZIP: Chicago, IL 60601-7633 Chapter Number: Credit Card Information:

MasterCard VISA NARFE MEMBERS CONTRIBUTED FOR If you have any questions, write to:

Discover AMEX ALZHEIMER’S RESEARCH: $13 Million Fund NATIONAL COMMITTEE CHAIR Card Number: Olivia Williams, 22 Garden Springs Road Expiration Date: (mm)/ (yy) Columbia, SC 29209 *Total as of November 30, 2018 3-Digit Security Code: 100% of all contributed funds go to Name: (please print) EMAIL: oeashf3@gmail.com

$12,894,416.66* Alzheimer’s research.

Signature

Join the Silver CIrcle CLIP THIS CONTRIBUTION FORM AND MAIL TO: NARFE Silver Circle 606 N. Washington St. Alexandria, VA 22314

•For a contribution of $25 or more, you will receive a Silver Circle pin, and your name will be listed in narfe magazine with other contributors.

•For a contribution of $1,000 or more, your name will be placed on the “Wall of Fame” at NARFE Headquarters.

YOUR CHARITABLE CONTRIBUTION IS TAX-DEDUCTIBLE TO THE FULLEST EXTENT ALLOWED BY LAW.

/

Enclosed is my Silver Circle contribution: $ ID # (ID # may be found on your narfe magazine label or your NARFE membership card)

Name: Address: City: State: ZIP: Silver Circle contributions are NOT deductible for federal income tax purposes.

INSTALLMENT PLAN Wall of Fame 12-month installment plan

Give to the Scholarship and Disaster Funds

PLEASE MAIL COUPON AND CHECK TO: FEEA 1641 Prince St. Alexandria, VA 22314

/

All donations go to the NARFE General Fund to support NARFE programs and operations.

My check is enclosed

(Please make check payable to NARFE Silver Circle.)

Please charge my credit card Card type MasterCard VISA

Discover AMEX Card Number: Expiration Date: (mm)/ (yy) Name: (please print)

Signature

MAKE CHECK PAYABLE TO: NARFE-FEEA Disaster Fund or NARFE-FEEA Scholarship Fund.

Date

YES!

Date

/

I would like to help with my contribution.

Scholarships are available to children, grandchildren and great-grandchildren of federal civilian retirees and current federal employees who are NARFE members.

NARFE-FEEA Disaster Fund NARFE-FEEA Scholarship Fund

Amount: $ Amount: $

Name: Address: City: State: ZIP: To make credit card contributions, visit NARFE Scholarships at www.feea.org/givenarfeschol or NARFE Disaster Relief at www.feea.org/givenarferelief.

/

NARFE News

MAKE YOUR VOICE HEARD

T

2019 NARFE SCHOLARSHIPS

he 2019 NARFE-FEEA Scholarship Program, open to children, grandchildren and great-grandchildren of NARFE members, will run through March 25, 2019. Applicants must be high school seniors planning to attend their first year of an accredited college full time (in a two- or fouryear degree program) in the fall/ winter of the award year.

Students can access the online application from the NARFE

website at www.narfe.org/ scholarships. For complete details on eligibility requirements and how to apply, visit https://feea. org/our-programs/ scholarships to download the scholarship brochure and the 2019 Scholarship Application.

In 2019, 10 students will be chosen to receive a $700 award.

The NARFE Scholarship Program relies on the generosity of donors. To make a tax-

Need to contact your member of Congress? Want to learn how to best advocate on behalf of the federal community? NARFE members are encouraged to use the NARFE Legislative Action Center to quickly and easily send messages, tweet or call their members of Congress about NARFE’s issues. NARFE’s Legislative Action Center includes a letter, phone script and tweet to use as a framework to contact your legislators. To learn more, visit www. narfe.org/legislation.

deductible contribution, checks must be made payable to NARFEFEEA Scholarship Fund and mailed to NARFE Scholarship Awards, c/o FEEA, 1641 Prince St., Alexandria, VA 22314.

You also can use the donation coupon that appears every month in NARFE Magazine (p. 41 of this issue).

For additional information, please email scholarship@narfe. org.

New NARFE Staff and Promotions SETH ICKES

has joined NARFE’s Advocacy Department as the new Grassroots Assistant. Prior to joining NARFE, he served as a campaign manager in Pennsylvania.

He also has experience as a policy intern for a nonprofit in DC, a two-time congressional campaign logistical intern, an intern at a major party’s national convention, a news and opinion writer at his college newspaper, 42

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and a grassroots organizer on local initiatives and campaigns.

Ickes holds a bachelor’s degree in Political Science and History from Clarion University of Pennsylvania.

His role will help strengthen NARFE’s grassroots program by assisting the advocacy department staff, and contribute to planning LEGcon19.

JAMES “AL” REEVES has been promoted to Senior Benefits Specialist in the NARFE Federal Benefits Institute. Reeves has

been providing NARFE members important benefits information and guidance since January 2008.

In that time, Reeves has demonstrated a strong commitment to NARFE members, delivering thorough answers to often urgent questions. He is known for his excellent customer service.

Both at headquarters and in the field, he has contributed significantly to NARFE’s important mission with regard to federal benefits expertise.

Attn: Federal Employees and Retirees

BETTER HEARING BEGINS HERE

Take advantage of your $2,500 hearing benefit.

Call Your Hearing Network at 877-696-5335 Federal Employees and Retirees may be eligible for a pair of Oticon OpnTM 3 hearing aids for $0 out-of-pocket.*

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* Disclaimer: Your out-of-pocket costs may vary depending on plan benefits, eligibility, deductible, co-insurance, and model of device chosen. This is not a guarantee of coverage or payment. Benefit is not available through all insurance plans. Please consult your plan for coverage details.

FEDERATION ELECTIONS 2019 FEDERATION

DATE(S)

WEBSITE/CONTACT INFO

Georgia

March 1 to April 1, 2019

www.ganarfe.org Ralph Angelo, 706-860-2014 ralphinga@comcast.net

Illinois

March 15 to April 15, 2019

www.narfe.org/site/il Linda Glasgow, 618-288-2260 Glasgowljg@aol.com

Maryland

March 26 to April 15, 2019

www.mdnarfe.org Larry Watson, lrwalto@yahoo.com

Massachusetts

April 1 to 26, 2019

www.manarfe.org Gene Holt, 978-256-6818 wgholtjr@verizon.net

Oklahoma

April 4, 2019

www.narfe.org/site/ok Randy Freeland, 405-372-5799 randyfreeland@suddenlink.net

Virginia

May 1 to 31, 2019

www.vanarfe.org Leslie E. Ravenell, 804-224-3069 Nell8211@gmail.com

Need to update your Federation Election information?

Please email Precious Dorch-Robinson, NARFE communications assistant, at probinson@ narfe.org. Remember to provide your federation name, date(s) of your election and any website or contact information.

What Every Fed Should Know About Their Benefits Registration FREE for Members in the NARFE Federal Benefits Institute

Don’t miss out on these upcoming WEBINARS from the NARFE Federal Benefits Institute: February 7 March 7 March 21

All New!

Step by Step to Retirement The TSP and You Optimizing Your Social Security Benefits

Not a member? Join NARFE today to access all

NARFE Federal Benefits Institute resources and events: www.NARFE.org/Join

NARFE PRESENTERS

James Marshall, head of the NARFE Federal Benefits Institute, offers a depth of knowledge from his long career helping Feds make smart decisions.

Tammy Flanagan, expert on federal benefits, offers easy-to-understand answers to the most complex questions.

Mark Keen, CFP, is a financial planner with years of experience helping feds prepare for retirement.

NARFE Federal Benefits Institute www.NARFE.org/Institute

44

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for Specia NAR l O FE R ffer ead ers

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Member Perks

SAVE MONEY WITH NARFE PERKS NARFE appreciates your service, and so do businesses across the country.

Whether you are planning your next vacation or planning for retirement, members can save money on everyday purchases, thanks to our Affinity Partners. It’s just one more way we’re able to say “thank you” for being a NARFE member.

PUT YOUR NARFE MEMBERSHIP TO WORK

Money-saving discounts that benefit you www.NARFE.org/memberperks

46

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INSURANCE: NARFE Insurance Services

WELLNESS: Lifeline

Plans administered by Mercer Health offering life, short term recovery, pet, travel, vision and hospital insurance policies.

Call and mention code BKHN075 or go online to schedule your health screening appointment.

1-800-233-5764 www.narfeinsurance.com

Nationwide

1-855-550-9216 Discover how Nationwide’s suite of insurance solutions can help protect your financial future.

TRAVEL: Choice Hotels International 1-800-258-2847 www.choicehotels.com

1-800-324-9906 www.lifelinescreening.com/narfe

Brookdale Senior Living 571-483-1265 www.brookdale.com

Discounts on memory care, independent and assisted living communities, and more throughout the U.S. Offer good on new move-ins only.

PERSONAL SERVICES: Office Depot/Office Max

Receive 20% off of your next stay when you use the special rate id 00801967.

1-855-337-6811, ext. 2897 www.officediscounts.org/narfe

Alamo 1-800-462-5266

Save up to 80% on more than 93,000 products. Shop online or in any Office Depot or Office Max Store.

Drive Happy with Alamo, where NARFE members receive year round discounts using contract id 262544.

ID Shield

www.alamo.com

Avis 1-800-633-3469 www.avis.com

Avis has 5,500 locations world-wide.

Get discounted rate using the AWD number A701900.

571-830-5489 www.legalshield.com/info/narfe Monitor your identity from every angle.

NARFE Members receive a discounted rate of $8.95 for individuals or $18.95 for families.

W W W. N A R F E . O R G

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47

The Way We Worked

RECORD PRESERVATION In this photo from 1936, staff in the Division of Repair and Preservation work on one of the very first batches of records transferred to the National Archives. Before the National Archives existed, the government’s records were often kept in improper storage areas and accumulated mold, silverfish, insects and other vermin. To rid the records of these infestations, the Archives installed six-ton fumigation chambers, each capable of handling 300 cubic feet of records at a time. Today, the Document Conservation Laboratory is still in its original location in the National Archives Building with additional labs in College Park, MD, and St. Louis. With years of research on best practices in preservation, the staff use the most up-to-date techniques to continue to ensure America’s documentary heritage is preserved and accessible for generations to come.

PHOTO from the Records of the Public Building Service, courtesy of the National Archives History Office; in collaboration with the Society for History in the Federal Government (SHFG), bringing together government professionals, academics, consultants, students and citizens interested in understanding federal history work and the historical development of the federal government. To join, visit www.shfg.org.

48

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DID YOU KNOW? The Public Business Service (PBS) serves as a landlord for the civilian federal government and manages federal properties across the country.

The organization acquires space for new construction and leases property on behalf of the federal government.

PBS’ mission is to “provide effective and sustainable workplace solutions for federal agencies at the best value for the American Taxpayer.” More than 500 historical properties have been preserved and 8,681 assets are leased by the PBS. It’s one of the largest offices under the General Services Administration (GSA), which purchases goods and services for the federal government.

On the web: www.gsa.gov/pbs

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*This is not insurance and insurance benefits vary. Some restrictions apply. 1 year battery supply with purchase of hearing aids. Offer valid at participating HearUSA providers only. Call for details.