January 2017 NARFE magazine

JAN

’17

P.26

MENTORING AND COACHING

P.33

NARFE’S LEGISLATIVE PROGRAM

COVER STORY Volume 93 • Number 1

PROFILE OF THE FEDERAL CIVIL SERVICE Who We Are, What We Do

P.20

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Blue Cross and Blue Shield Service Benefit Plan will pay a hearing aid benefit up to $2,500 every 3 calendar years for adults age 22 and over, and up to a $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 Service Benefit Plan 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 your Service Benefit Plan or any other applicable federal healthcare program. For hearing aids, acupuncture, chiropractic and vision services, you must exhaust your Service Benefit Plan benefits first. To find out what is covered under your policy, contact the Service Benefit Plan. The products and services described herein are neither offered not guaranteed under any local Blue company’s contract with the Medicare program. In addition, these items are not subject to the Medicare appeals process. Any disputes regarding these products and services are not subject to the Service Benefit Plan’s Disputed Claims process. Blue Cross and Blue Shield Association (BCBSA) may receive payments from Blue365 vendors. Neither the Service Benefit Plan, BCBSA, nor any local Blue company recommends, endorses, warrants or guarantees any specific Blue365 vendor or item. The Service Benefit Plan reserves the right to change, modify, or terminate any item and vendors made available through Blue365, at any time. Blue Cross and Blue Shield Association is an association of independent, locally operated Blue Cross and Blue Shield Companies. State and local taxes and/or fees may apply. Available at participating locations until 12/31/17.

JAN

’17

WASHINGTON WATCH

6

NARFE Testifies on LongTerm Care Premium Hikes

7

10% Increase in Part B Premiums for Some; Less for Others

8

Congress ‘Punts’ FY 2017 Funding Decisions

8

NARFE-PAC Report: Election 2016

9

Retirees Can Give to CFC Through Annuities

10 Grass-Roots Advocacy: 1st Steps in the 115th

10 Conference Registration Deadline Is February 10

20

11 COVER STORY PROFILE OF THE FEDERAL CIVIL SERVICE. Far from a gray bureaucracy, the federal government is a vibrant, evolving ecosystem of programs and people.

Legislative Conference Registration Form

COLUMNS

4 From the President 38 Managing Money 40 The Informed Citizen

26 MENTORING AND COACHING. Some federal retirees stay busy and productive by helping those who remain in federal service.

DEPARTMENTS

14 Questions & Answers 42 For the Record:

TSP Returns, Retirement Claims Status, Countdown to COLA

44 NARFE News 48 The Way We Worked

On the Web VISIT US ONLINE AT:

www.narfe.org

SPECIAL SECTION

LIKE US ON FACEBOOK:

NARFE National Headquarters FOLLOW US ON TWITTER:

@narfehq

33 NARFE’s Legislative ON THE COVER

Program for the 115th Congress

Illustration by Bill Pragluski, Critical Stages, LLC W W W. N A R F E . O R G

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JANUARY 2017 | Volume 93 | Number 1

EDITOR Margaret M. Carter EDITORIAL ADMINISTRATOR Toni Vallario GRAPHIC DESIGN Charlene Gridley EDITORIAL BOARD Richard G. Thissen, Jon Dowie

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 RICHARD G. THISSEN, President; natpres@narfe.org JON DOWIE, Secretary/Treasurer; natsectreas@narfe.org

REGIONAL VICE PRESIDENTS

REGION I James P. Crawford (Connecticut, Maine, Massachusetts, New Hampshire, New York, Rhode Island and Vermont) TEL: 603-630-5191 EMAIL: crawfordjim62@gmail.com REGION II Evelyn Kirby (Delaware, District of Columbia, Maryland, New Jersey and Pennsylvania) TEL: 410-604-1141 EMAIL: ekirby@atlanticbb.net 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 Edward J. Konys (Illinois, Indiana, Michigan, Ohio and Wisconsin) TEL: 937-470-0566 EMAIL: region4vp@gmail.com

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

REGION V Carol R. Ek (Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota and South Dakota) TEL: 620-241-1131, CELL: 620-504-2202 EMAIL: ek617@att.net

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) 800-627-3394 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

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 © 2017, 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, but at the same time we will not undertake to guarantee the reliability of our advertisers.

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From the President

THE TASKS AHEAD

I

wish everyone a very happy and healthy New Year! In this issue, I am pleased to present the NARFE Legislative Program

for the 115th Congress, which convenes this month. The Legislative Program was adopted in August at the 34th Biennial NARFE National Convention in Reno, NV.

Legislatively, we will continue to face challenges to our benefits, as we have in the past several years. It is widely anticipated that the attacks may get even worse. Certainly the headlines since the election haven’t been favorable to feds.

While we were successful in fending off $318 billion in budget cuts in the last Congress, many of the legislators responsible for that budget plan are still in office. Our president-elect has said little about the federal community and, as you

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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know, did not respond to our candidate questionnaire seeking his views on issues of interest to federal employees and retirees. All of these factors point to some very tough battles ahead to protect our benefits in the upcoming Congress.

On the plus side, NARFE continues to make organizational progress. At the recent meeting of the National Executive Board, we received encouraging reports that: membership losses have been cut in half over the past year; the NARFE Federal Benefits Institute webinar program is expanding and continuing to benefit recruitment, retention and non-dues revenue growth; NARFE’s fiscal situation has stabilized, and we are likely to report a surplus for 2016 when the books for the year are closed; and the budget for 2017 is balanced and includes funding to continue our aggressive membership marketing efforts.

In addition, NARFE’s National Bylaws have been updated, incorporating the historic optional chapter membership and One Member, One Vote decisions from the National Convention.

Looking forward, the Board has developed the concept and guidelines for NARFE’s ongoing Strategic Planning process. We also are on schedule in our search for an experienced executive director to run Headquarters operations.

I thank you for all your past efforts and ask for your continuing support in 2017.

RICHARD G. THISSEN NARFE NATIONAL PRESIDENT natpres@narfe.org

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Washington Watch

NARFE TESTIFIES AT HEARING ON LONG-TERM CARE PREMIUM INCREASES

I

n congressional testimony, NARFE President Richard G. Thissen put a human face on the consequences of recent significant premium increases in the Federal Long Term Care

Insurance Program (FLTCIP) and proposed ways to reform the 14-year-old program.

The increases were announced in July 2016 by the Office of Personnel Management (OPM) shortly after it awarded a new seven-year FLTCIP contract to John Hancock Life & Health Insurance Company. They affected nearly all of the 274,000 FLTCIP enrollees and averaged 83 percent, or about $111 a month.

At the November 30 hearing before the House Committee on Oversight and Government Reform’s Subcommittee on Government Operations, Thisssen quoted from several of the hundreds of messages NARFE received from affected FLTCIP enrollees.

“Enrollees should not bear the risk when actuaries and insurance companies make mistakes,” Thissen told the panel.

Michael Doughty, president and 6

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general manager of John Hancock, admitted that his company’s initial actuarial assumptions were wrong. “We recognize enrollee’s legitimate concerns” with the increases, but they were necessary to keep the program’s claims-paying fund solvent, he said.

In 2013, Hancock observed trends in the nonfederal longterm care market that caused it to reassess FLTCIP. The review led it to conclude that the separate FLTCIP account, known as the “Experience Fund,” would not be sufficient to cover projected claims for its current enrollees.

New claims were increasing, particularly at older ages; claims were lasting longer than expected; and policies with higher daily benefit amounts were causing disproportionately higher claims.

NARFE’s Thissen testifies.

Also pictured, from left: Doughty; O’Brien; Laurel Kastrup, American Academy of Actuaries; and Cohen.

Photo by Mike Theiler

Without the premium increases, projections indicated the fund would run out of money between 2035 and 2040, Doughty said.

However, with the premium increases, the fund is projected to be able to pay all current enrollees’ projected future claims, he said.

Marc A. Cohen, director of the Center for Long-Term Services and Supports at the University of Massachusetts-Boston, said the FLTCIP increases should be viewed in the broader context of the long-term care insurance market. “These rate increases are occurring across almost all blocks of long-term care business as actuaries learn how the product is performing and make appropriate adjustments to their initial pricing assumptions,” said Cohen, a professor of gerontology.

However, he added, the industry’s challenges don’t diminish the need for an insurance-based solution for middle-class Americans.

See p. 33 for NARFE’s Legislative Program for the 115th Congress.

Cohen made several suggestions, including a public-private partnership in which consumers would purchase private insurance to pay the initial costs of care, and the government would cover the risk of catastrophic costs.

NARFE also said a public-private partnership should be con-

sidered and proposed eight other policy options to improve FLTCIP. (The testimony is available at www. narfe.org under “Latest From NARFE.”) John O’Brien, OPM senior advisor for health policy, reported almost two-thirds of affected enrollees took some action, with a

little more than half reducing benefits to keep the same premium.

Subcommittee Ranking Minority member Rep. Gerald E. Connolly, D-VA, blasted OPM for not bringing reform proposals to the hearing. He said the hearing would not be the last on the FLTCIP issue.

10% INCREASE IN MEDICARE PART B PREMIUMS FOR SOME; LESS FOR OTHERS

M

edicare Part B premiums will rise by an average of $4 per month for most beneficiaries, according to a November 10 announcement by the Centers for Medicare & Medicaid Services. However, for 30 percent of beneficiaries, including hundreds of thousands of federal retirees, premiums will rise by more than $12 per month – an increase of 10 percent.

This is due to the effect of the socalled “hold harmless” provision of the Social Security Act, which states that the dollar increase in the Part B premium is limited to the dollar increase in an individual’s Social Security benefit. With a 0.3 percent cost-of-living adjustment (COLA) in 2017, an estimated 70 percent of beneficiaries will be held harmless, meaning their Part B premium will increase in proportion to their Social Security benefit, for an average of $4 per month, from $104.90 to $109.

The remaining 30 percent of Part B beneficiaries who are not held harmless – including many federal retirees covered by the Civil

Service Retirement System and anyone else who does not pay Part B premiums from a Social Security benefit – will see their premiums rise from $121.80 per month to $134 per month. The increase is occurring for these individuals to make up for the lost premium income that will result from the limitation on premiums for others due to the hold harmless clause.

“For the second year in a row, some federal retirees will be paying more in premiums simply because they pay those premiums through their federal annuity instead of through Social Security benefits,” said NARFE President Richard G. Thissen. “How one pays their premiums should not dictate the amount of those premiums.

This situation is grossly unfair to millions of Americans.”

NARFE has urged Congress to take action to prevent this disparity and led a coalition of 75 national organizations in a letter requesting such action. But time for Congress to do so in the lame duck session was short at press time.

“The low COLA, combined with

the increase in premiums, means many federal retirees will see a decrease in their federal annuities next year, diminishing their purchasing power and quality of life,” said Thissen.

—BY JOHN HATTON, DEPUTY LEGISLATIVE DIRECTOR

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 877-217-8234 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.

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

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Washington Watch

WAITING FOR PRESIDENT TRUMP, CONGRESS ‘PUNTS’ FUNDING DECISIONS

W

ith government funding scheduled to run out December 9 when the continuing resolution adopted prior to the November elections expires, Republican lawmakers on Capitol Hill planned to extend funding only until March (after the inauguration of President-elect Donald J. Trump), as of press time.

In a meeting just before the lame duck session recessed for a Thanksgiving break, GOP members opted to “punt” final spending decisions for fiscal year 2017 (which began October 1, 2016) until they control all three levers

of government decision-making – House, Senate and White House – rather than negotiate with outgoing President Barack Obama.

While Obama could threaten to veto anything but a full-year funding measure, the prospect of a

protracted discussion (and risk of a government shutdown) appeared unlikely in early December as any leverage Democrats had on influencing the process waned with each passing day.

—BY ALAN LOPATIN, LEGISLATIVE COUNSEL

‘RECONCILIATION’: FAST-TRACK PROCESS The Republican majority in Congress, buoyed by the election of President-elect Donald J. Trump, plans to use a process called “reconciliation” in the 115th Congress to move quickly to repeal the Affordable Care Act and pass broad-based tax reform. Using reconciliation, the House and Senate, by a simple majority vote, can approve budget legislation. In fact, House and Senate leaders may resort to the process more than once, using it to pass a fiscal year 2018 budget that could contain cuts to federal pay and benefits.

NARFE-PAC REPORT: ELECTION 2016

N

ARFE-PAC, the Association’s political action committee, played an important role in the 2016 elections, helping to elect members of Congress who support the federal community.

NARFE members contributed more than $1.4 million to NARFE-PAC during the 20152016 election cycle, a 54 percent increase over the 2013-2014 cycle.

Members’ generous donations led to NARFE-PAC far surpassing its goal of raising $1 million.

In total, NARFE-PAC disbursed $817,000, an 85 percent increase from the 2013-2014 election cycle.

The large increase helped grow NARFE’s political influence and helped build and strengthen relationships with many candidates.

NARFE-PAC disbursed $677,000 to 216 candidates. Of

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those candidates, about 92 percent won their elections.

In connection with these contributions, NARFE members attended 65 in-district fundraisers, and NARFE officers and legislative staff attended more than 200 fundraisers in Washington, DC. Attending these fundraisers is an important way NARFE members and staff establish and enhance relationships with members of Congress and their staff. Strong working relationships with lawmakers is key to helping advance NARFE’s legislative mission.

NARFE-PAC also disbursed $140,000 to six non-candidate committees, including equal amounts to the four national party committees: the National Republican Congressional Committee (NRCC), Democratic Congressional Campaign Committee

(DCCC), National Republican Senatorial Committee (NRSC) and Democratic Senatorial Campaign Committee (DSCC). The two other non-candidate committees that received smaller, but equal, funds were the Republican Main Street Partnership PAC and the Progressive Action PAC. Contributing to non-candidate committees provides NARFE access to engage with members of Congress on NARFE priorities and gain insight into each party’s legislative agendas.

For a list of the candidates who received NARFE-PAC funds and an explanation of how NARFEPAC decides which candidates get funds, go to www.narfe.org.

Thank you to every NARFE member who contributed!

—BY JASON FREEMAN, POLITICAL AND LEGISLATIVE SPECIALIST

EXECUTIVE ORDER: FEDERAL RETIREES CAN GIVE TO CFC THROUGH ANNUITIES

A

n executive order issued

by President Obama on October 13 makes two major changes in the annual Combined Federal Campaign (CFC), the federal government’s official workplace giving program.

First, federal retirees will be able to make contributions to the CFC through monthly payments from their annuities.

Federal retirees have been able to contribute to the CFC, but only through a one-time contribution by cash, check or money order.

In 2011, a NARFE survey found

that if the Office of Personnel Management allowed retirees to contribute to the CFC through automatic deductions from their annuities, more than 24 percent would do so. NARFE reported the results of the survey to a federal advisory commission, known as the CFC-50 Commission, that was considering ways to strengthen and invigorate the campaign as it celebrated its 50th anniversary.

The automatic deduction option was not adopted at that time.

The second change permits the hours that federal employees vol-

unteer with charitable organizations to count toward CFC goals.

Many campaigns and federal agencies set fundraising goals.

Instead of being allowed to contribute only money, employees’ volunteer hours will be “monetized” and will count toward the total amount raised. To monetize volunteer hours, an estimated value will be given to one hour of volunteer time, which will be used to calculate the total value of volunteer time given by a donor.

Both changes are effective September 2017.

Contribute To NARFE-PAC I want to make a monthly sustainer credit card contribution:

q $25/month

OR

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

q $10/month q Other: ______/month ($10 minimum) Sustainers receive a Sustainer lapel pin and cozy fleece NARFE blanket.

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.

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

q VISA

q Discover

q AMEX

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

yyyy

Security Code (CVV) __________

Name on Card: _________________________________________ Signature: _____________________________________________ Date: _________________________

Or mail check payable to NARFE-PAC to: NARFE Attn. Budget & Finance 606 North Washington St. | Alexandria, VA 22314 W W W. N A R F E . O R G

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Washington Watch

GRASS-ROOTS ADVOCACY: 1ST STEPS FOR THE 115TH

T

his month, not only will a new president be inaugurated, but newly elected members of Congress will be sworn in as well. What role do NARFE members play as the new legislators arrive on Capitol Hill?

Introduce yourselves to the new senator and/or representative, or build upon the relationships you developed with them during the election season. Educate them about NARFE and the Association’s legislative priorities. With continued attention, this will translate into a strong relationship throughout their time in Congress. Many other constituents and organizations will be vying for time with members of

Congress early in the year, so realize that this could make face-toface meetings difficult to schedule immediately.

You also should connect with their staff to develop relationships with those advising the senator or representative. New members will need to fill critical staff positions within their state or district as well as their Washington, DC, office, so be patient as you try to establish those connections.

And remember to reconnect with members who were reelected; keep those relationships strong and growing.

For help, email leg@narfe.org.

—BY MOLLY CHECKSFIELD, GRASS-ROOTS PROGRAM MANAGER

ACT NOW! TRAINING CONFERENCE REGISTRATION ENDS FEBRUARY 10

D

eadline to register for NARFE’s 2017 Legislative Training Conference is February 10. Don’t wait; register now! The 2017 Legislative Training Conference will be March 12-15 at the Hilton Mark Center in Alexandria, VA. Attendees will build advocacy skills and hear up-to-date reports on NARFE’s legislative priorities.

Registration. Register online by going to www.narfe.org/ legcon2017 under “Register Now” or by mail using the form on the facing page. The $175 registration fee includes three buffet breakfasts, two lunches, one buffet dinner, materials, a closing reception, and transportation on March 15

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to and from Capitol Hill for congressional meetings. The fee is not refundable.

Training. Presentations and training on March 13 and 14 will prepare attendees for Capitol Hill meetings on March 15.

Hotel. The special room rate at the Hilton Mark Center Hotel is $169, plus applicable taxes, for a total of $194.51 per night for single – and double – room occupancy. The rate also is available three days before and after the conference, space dependent. The hotel is five miles from Ronald Reagan National Airport and provides a shuttle. NARFE has negotiated a discounted self-parking rate of $15/day. Make reservations online

MYTH vs.

REALITY MYTH: A new president can quickly and easily hire individuals for a majority of jobs in the federal government as soon as they take office.

REALITY: Of the roughly 2.5 million federal and postal employees, only about 4,000 are appointed by the president. These hires, who are referred to as political appointees, serve at the will of the president and change with a new administration.

Of the 4,000, about 1,200 high-level appointees must be confirmed by the Senate.

These positions require a Senate hearing in addition to background checks and other vetting. These include Cabinet secretaries, heads of independent agencies and ambassadors. It can take months (and sometimes years) for individuals in these positions to be nominated and confirmed. Other presidential appointments do not require Senate confirmation. They include some White House staff, a small number of noncareer Senior Executive Service members, and lower level positions reporting to higher level appointees, including schedulers and assistants.

Overall, the large majority of employees within the federal government cannot be directly hired or fired by the president.

or call toll-free 800-445-8667. Be sure to mention you are attending the “NARFE 2017 Legislative Conference.” Deadline to obtain the discounted rate is February 10.

REGISTRATION FORM

Registration must be returned by February 10, 2017

Each participant must complete a form. Please write legibly.

Name:

o Mr.

o Mrs.

o Miss

o Ms. o Dr.

__________________________________ Last

NARFE Membership # __________________________

__________________________

_____________________________

First

Middle

Name as you would like it to appear on badge: _________________________________________________________ Federation or chapter officer title for your badge (choose only one title — Examples: President, Ohio Federation; or NARFE-PAC Chair, Chapter 192/Raleigh, NC): __________________________________________________________ ________________________________________________________________________________________________ Home address: ___________________________________________________________________________________ ________________________________________________________________________________________________ Preferred phone: ____________________________ Email address: _______________________________________ Notify in case of emergency: ________________________________________________________________________ Name

Your congressional district (ex. MD-1): _____________ (This is listed on your magazine label)

Phone number

o Charge to my credit card $ _________________ o MasterCard

$175 registration fee is not refundable.

o VISA

o Discover

o AMEX

Please complete registration form and return with check made payable to NARFE, or charge to your credit card.

Card # ______________________________________________

Mail to: NARFE Legislative Conference Budget & Finance 606 North Washington St. Alexandria, VA 22314-1914

Name on card (print) __________________________________

Exp. Date ________ / _______ (mm)

Conference meals and events are included for registered attendees.

Are you planning on attending the Sunday night dinner? o Yes o No Are you planning on attending the breakfasts on Monday, Tuesday and Wednesday? o Yes o No Attendees may bring guests to all NARFE-provided meals for a separate $175 fee. This fee does not include participation in the trainings or materials. Will you have a guest for meals? o Yes o No Name of guest(s) _____________________________________________________ Is this your first NARFE Legislative Training Conference? o Active Federal Employee o Annuitant

Security Code (CVV) ________

Signature ______________________________

For Internal Planning Purposes Only:

I am a(n):

(yy)

o Yes

o No

o Active Federal Employee Spouse

o Annuitant Spouse

o Survivor Annuitant

Can NARFE include your name, chapter and title on a list of attendees that will be distributed to participants? o Yes o No

Date________

For Internal Planning of March 15 on Capitol Hill: Do you plan to ride the NARFE-provided bus to Capitol Hill on March 15? o Yes o No Do you plan to return to the hotel from Capitol Hill on the bus later that afternoon? o Yes o No Do you plan to attend the evening reception? o Yes o No

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Questions & Answers

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

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

EMPLOYEES NO RELIEF FROM THE WINDFALL ELIMINATION PROVISION BECAUSE OF AN INDIVIDUAL’S AGE

Q

I am a Civil Service Retirement System (CSRS) employee. I earned enough credits to qualify for Social Security and started collecting benefits at my full retirement age of 66. I plan to retire from federal service next spring. I always understood that my Social Security payment would decline substantially once I retired because I am under CSRS, but one federal retirement counselor said that because I have reached my full retirement age for Social Security, my payment would not decrease. Is this correct?

A

The Windfall Elimination Provision (WEP) of the Social Security law reduces the earned Social Security benefits of individuals who also worked in jobs in which they did not pay into Social Security, including federal employees under CSRS. The WEP penalty may be less if an individual has a certain number of years of substantial Social Security earnings, but nowhere does the provision provide relief because of an individual’s age.

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Your Social Security benefit is based upon your average monthly lifetime earnings adjusted for inflation. The average amount is then split into three different amounts, each multiplied by a different factor to arrive at your total monthly benefit amount. The first factor multiplier is normally 90 percent. But under the WEP, that factor is 40 percent for CSRS retirees with 20 years or less of substantial Social Security earnings.

The 40 percent factor increases if

the retiree has between 21 and 29 years of Social Security earnings; and if the CSRS retiree has 30 or more years of Social Security earnings, the full multiplier of 90 percent is used, and there is no reduction in benefits.

PAY FOR PERFORMANCE INCREASE AND ANNUITY

Q

Every year, our organization provides a payfor-performance (PFP) amount that is added to our salaries. The amount is determined in November, and the organization provides the increase in the middle of the next year. I plan to retire in early 2017, before the organization provides the PFP increase to staff. Since I will have earned an increase in pay based on work performed in 2016, will the Office of Personnel Management (OPM) recalculate my high-3 average salary based on the

increase in pay after I retire, or will I not get the benefit of the PFP?

A

The high-3 average salary for annuity calculation purposes is the average basic pay during the three consecutive years of civilian service in which you received the highest basic pay. OPM will use your basic pay rates as shown by your agency when your retirement records (SF 2806) are sent to OPM. If the PFP increase is not reflected in those basic pay amounts, it will not be used. Whether OPM would change your high-3 after you have retired depends on whether your agency sends a corrected record to OPM showing you were paid at a higher basic pay.

RETIREES SS NUMBERS NOT SECURE ON MEDICARE CARDS

Q

I am very concerned about the use of Social Security numbers (SSNs) on Medicare cards. When I started my career at the Social Security Administration in 1960, the first thing new employees were told was never to use your Social Security number as an identifier. The number should be kept confidential to protect against unauthorized use and stolen identities. I memorized my SSN and never carried my card with me.

Needless to say, I was shocked to see my number on my Medicare card, which I have been told by health care practitioners I must present at a facility before receiv-

ing any type of health care. Providing a memorized number was not sufficient.

I can’t begin to imagine how many times copies have been made of my Medicare card and entered into computer systems, which significantly increases the risk of unauthorized access to health records and other personal information.

I would hope steps are being taken by the Centers for Medicare & Medicaid Services to develop a more secure system that does not include an individual’s SSN.

A

Many Medicare enrollees have voiced similar concerns, and Congress has acted on them. The Medicare Access and CHIP Reauthorization Act of 2015 requires the Centers for Medicare & Medicaid Services to remove SSNs from all Medicare cards by April 2019. A new, randomly generated Medicare Beneficiary Identifier (MBI) will replace the SSN-based Health Insurance Claim Number on the new Medicare cards for Medicare transactions like billing, eligibility status and claim status.

WAITING FOR DEATH CLAIMS FORMS

Q

My husband died on August 30. After trying for two days to telephone the Office of Personnel Management (OPM), I emailed OPM to request benefits claim documents.

I’ve still not heard from OPM. I have no idea what my annuity or deductions (for insurance, etc., for

one person instead of two) will be.

Is there some way I can follow up?

A

It can take up to six weeks for OPM to send death claims packages, so we suggest you wait another week. If you still haven’t received anything from OPM, contact us and we will see if we can speed things up. In the meantime, if you are concerned about your health insurance coverage, you will retain Federal Employees Health Benefits Program coverage if your husband had a Self Plus One or Self and Family enrollment at the time of his death.

WHICH PLAN TO CHOOSE TO GO WITH MEDICARE B?

Q

I retired in January after 36 years of federal service. I signed up for Medicare Part B but kept my highend Federal Employees Health Benefits Program (FEHBP) Blue Cross Blue Shield (BCBS) plan as secondary insurance because BCBS is still primary for my wife, who is not yet age 65.

Where could I get a straight answer as to whether going down to a low-end BCBS plan is a good idea once my wife also gets Medicare Part B next year? Comparisons of high-end vs. low-end on the BCBS website seem to be for active employees, not retirees with BCBS as secondary insurance.

I can’t tell if a high-end plan is worth close to $2,000 a year more than the low-end option. Any suggestions on where I could get this kind of information?

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

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Questions & Answers

A

NARFE has a very good discussion paper on the FEHBP and Medicare on its website under Federal Benefits Department (www.narfe. org/federalbenefits/). In brief, we suggest if you are enrolled in Medicare Part B and paying an additional premium each month for what amounts to a Medicare supplement, there is no reason to continue to pay a higher FEHBP premium than necessary. BCBS Basic will provide you with adequate coverage as a supplement to Medicare, but remember, you must use the plan’s preferred providers or BCBS won’t pay benefits.

There are other less-expensive plans in the FEHBP than even

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BCBS Basic. GEHA Standard is one.

For more information, you might want to view the NARFE webinar, presented by federal benefits expert Tammy Flanagan, on the FEHBP and Medicare.

Go to www.narfe.org, log in as a member, then click on the NARFE Federal Benefits Institute banner.

TSP WITHDRAWAL AND THE FERS SUPPLEMENT

Q

At age 56, I am a “TSP Millionaire.” If I calculate correctly, I can take $3,000 out of my Thrift Savings Plan (TSP) per month beginning at age 58 and still have $165,000

in my account at age 100. Does that money count as income against my Federal Employees Retirement System (FERS) annuity supplement?

A

The earnings limitation for those FERS retirees under age 62 who are receiving the FERS annuity supplement to their retirement annuity is based on earned income. OPM says that earned income for this purpose does not include pensions or annuities paid as retirement income. Therefore, distributions from a TSP account – part of the FERS retirement package – would not be used toward the earnings limitation.

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Mark your calendar for these upcoming NARFE programs, presented by Federal Benefits and Retirement expert Tammy Flanagan.

January 26 Speeding the Retirement Journey February 23 TSP Love It or Leave It?

Widely recognized in the federal community as the expert who is able to handle the tough questions by providing easy-to-understand answers, Tammy Flanagan consults with, and trains, federal employees at every stage of their careers to help set and achieve their retirement goals and make informed decisions about their benefits.

March 16 Creating a Second Career All webinars start at 2 p.m. ET

NARFE Federal Benefits Institute

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Not a member? Join NARFE today to

access all NARFE Federal Benefits Institute resources and events: www.narfe.org/join.

www.NARFE.org/Institute

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Questions & Answers

NARFE at Your Service For your information, the earnings limitation is the same as for Social Security. For 2017, the limit is $16,920 per year. For every $2 above the earnings limit, the FERS supplement would be reduced by $1.

CAN TSP WITHDRAWAL GO DIRECTLY TO CHARITY?

Q

I will turn age 70 ½ this year, and I know I have to start taking required minimum distributions (RMDs) from my Thrift Savings Plan (TSP) account. I’d like to donate it all to a local charity. Would it make any difference to take the RMD and then write a check to the charity

or have the money go directly there?

NARFE service officers are available to answer questions and to assist in helping with a variety of benefit matters. Check your chapter newsletter for the name and phone number of your service officer. For the nearest service officer, call NARFE (toll-free) at:

A

According to the information we have, withdrawals from a TSP account can go only to the account holder or rolled over to a qualifying IRA account.

However, we strongly advise you to call TSP at 877-968-3778 to be sure of your options.

800-456-8410.

NARFE Service Centers also are available in some areas. Use the Service Center listings on the NARFE website,

To obtain an answer to a federal benefits question, NARFE members should call 703-838-7760 and ask for the Federal Benefits Service Department; send the question by postal mail to NARFE Headquarters, ATTN: Federal Benefits; or submit it by email to fedbenefits@narfe.org.

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Cover Story

PROFILE OF THE

FEDERAL CIVIL SERVICE EVERY FAMILY HAS A HIDDEN STORY, AND THE FEDERAL CIVIL SERVICE FAMILY IS NO EXCEPTION. FREQUENTLY DESCRIBED IN SHADES OF GRAY by outsiders, it is, rather, a vibrant, evolving ecosystem with a variety of habitats and types of inhabitants, resistant to change and bound by statute in some ways, yet diverse in its composition and structure in others. A look at data on federal employment tells some interesting tales about the challenges and achievements of the nation’s federal civilian workforce.

FALLING BEHIND THE NATION’S POPULATION GROWTH

Amid calls by some on Capitol Hill to slash the federal government’s size, what is remarkable is that the federal civilian workforce has stayed relatively constant over the past 50 years, even as the nation’s population continued to grow.

From 1962 to 2016, the nation’s population grew from 186.5 million to 322 million, an increase of more than 72 percent, while the federal civilian workforce (including the U.S. Postal Service) remained largely stable, growing from 2.485 million in 1962 to 2.663 million in 2016, with considerable fluctuations up and down during that period, according to Office of Personnel Management (OPM) data.

“Though often portrayed as oversized and growing uncontrollably, the federal workforce has in fact grown at a slower rate than the burgeoning American population it serves,” noted a 2014 Partnership for Public Service report on federal employment, Fed Figures

Illustration by Bill Pragluski, Critical Stages, LLC

By David Tobenkin

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

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PROFILE OF THE

FEDERAL CIVIL SERVICE 2014. “This slower growth has occurred at a time when the complexity, amount and diversity of services demanded of and offered by the federal government has risen sharply.”

Others, such as Jeffrey Neal, a senior vice president at ICF, an international consulting firm, and former Department of Homeland Security chief human capital officer, say the nature of the federal workforce and the work it performs have changed so drastically over the decades that simplistic comparisons of national population size to federal workforce size provide few insights.

NOT ALL AGENCIES ARE CREATED EQUAL

OPM’s Enterprise Human Resources Integration Statistical Data Mart (EHRI-SDM), accessible through its Fedscope database, includes executive branch civilian employees. It lists: • 18 Cabinet-level agencies, such as Department of Homeland Security (DHS), Department of Defense (DOD) and Department of Veterans Affairs (VA); • 23 large agencies employing 1,000 or more employees (think, for example, Environmental Protection Agency, General Services Administration and Social Security Administration, to name some of the largest); • 30 agencies that are medium size and employ between 100 and 999 employees (think Commodity Futures Trading Commission, Consumer Product Safety Commission, and Railroad Retirement Board); and • 54 agencies with fewer than 100 employees (such as the American Battlefield Monuments Committee, Commission on Civil Rights, and Inter-American Foundation).

The OPM data does not cover the U.S. Postal Service (USPS), legislative or judicial branch employees, or intelligence agencies.

Aside from the Postal Service, which had 493,381 employees as of January 2016, according to the USPS, three department-level agencies – DOD, DHS and VA – dominate federal civilian employment. DOD and defense-related cabinet agencies (U.S. Departments of the Army, Navy and Air Force) had 731,162 civilian employees, DHS had 188,844 employees, and 22

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VA had 368,109 employees, according to OPM’s March 2016 Fedscope, the most recently published data. Together, these departments employ more than half of federal employees.

DOD, DHS and VA also accounted for 94 percent of the growth between 2004 and 2012, responding to the needs of a post-9/11 country and one at war in Afghanistan and Iraq, according to a 2014 Government Accountability Office (GAO) report, Federal Workforce: Recent Trends in Federal Civilian Employment and Compensation.

Federal agencies generally are long-lived.

But there have been some casualties along the way, and there have been some new entries, too.

The Interstate Commerce Commission (ICC) was created in 1887 to regulate railroads (and later trucking) to ensure fair rates, eliminate rate discrimination and regulate other aspects of common carriers, including interstate bus lines and telephone companies. Congress expanded ICC authority to regulate other modes of commerce beginning in 1906. The agency was abolished in 1995 after various areas under its jurisdiction were deregulated by Congress, and its remaining functions were transferred to the Surface Transportation Board.

Sometimes agencies are reorganized and combined. DHS, a cabinet-level department responsible for domestic public security, was formed in 2002 in response to the 9/11 terrorist attacks in an attempt to provide a higherprofile, coordinated homeland security effort. It combined 22 government agencies into a single organization.

One of the newest federal agencies of significant size is the Consumer Financial Protection Bureau. It was created in 2011 to protect consumers of financial sector services as authorized by the 2010 Dodd-Frank Wall Street Reform and Consumer Protection Act, in response to the financial crisis of 2007-08 and the subsequent Great Recession.

Some agencies have seen major readjustments in human capital strategy given changing missions. “In recent years, the U.S. Census Bureau has looked carefully at the skills and competencies of its workforce,” says Robert

Goldenkoff, director of strategic issues at the GAO. “That reflects the fact that the nature of taking surveys has changed, with a move from paper to online, which reduces the need for those who are paper processers and increases the need for IT specialists, including those who deal with cybersecurity. They have eliminated some of their field units and continue to take a hard look at their mission and their employees’ skills and competencies.”

DURABLE FEDS

The federal workforce also generally is a longserving one. A June 2016 OPM report, Common Characteristics of the Government: Fiscal Year 2015, found that in fiscal year (FY) 2015, 75 percent of the nonseasonal full-time permanent (NSFTP) federal workforce had been on board for more than 5.6 years, and only 25 percent had been on board fewer than 5.6 years. The average NSFTP employee has served 13.7 years, as of September 30, 2015, according to an OPM fact sheet.

Consistent with that profile, the federal population also is aging. In FY 2015, 25 percent of the federal workforce was younger than 38.4 years of age; while 75 percent of the NSFTP workforce was older than 38.4, according to OPM’s Common Characteristics report. A long-feared retirement tsunami has not yet occurred, in part because federal employees are working longer for reasons that include increased living expenses, reduced benefits, longer life spans and statutory protection against age discrimination. For many, the implementation of telework has facilitated continued work by those who otherwise might have retired due to physical challenges.

The downside of such durability is a concern it raises regarding agency continu-

ity of operations, with fears that a sudden exit for the door, which is still possible, could reduce institutional knowledge and possibly endanger operations.

The workforce is notably older than the national workforce as a whole. According to FY 2015 Fedscope data, only 7.9 percent of the federal workforce is made up of people younger than 30, compared to 23 percent of the total U.S. workforce.

On the other hand, the percent of new hires under 30 into NSFTP positions in FY 2015 (25.2 percent) was slightly higher than the percentage of people under age 30 in the overall U.S. civilian labor force (24.8 percent in 2015), says Mark Reinhold, associate director of employee services at OPM. A multitude of efforts are underway to increase governmental appeal to millennials, who some fear have been impacted by several events in the federal government, such as hiring freezes, sequestrations, furloughs and a threeyear freeze on statutory annual pay adjustments from 2011 to 2013, which OPM and others contend has negatively affected employee morale and limited opportunities for individuals to join the federal

The Departments of Defense, Homeland Security and Veterans Affairs together employ more than half of federal employees.

PROFILE OF THE

FEDERAL CIVIL SERVICE government. OPM is reaching out to millennials through efforts that include student loan repayment, internships and recent-graduate programs, an OPM spokesperson says.

It also is clear that the future of federal service and the federal workforce itself may look quite different. In 2015, former OPM Chief Operating Officer Angela Bailey departed to DHS, where she is now its chief human capital officer. In a July 2016 interview with Federal News Radio, she noted that there is no expectation that the next generation of federal employees will stay in the federal government for 30 years and that DHS is exploring ways in which it can allow employees to more easily transition to the private sector and back to the agency, that pay and benefits might be less uniform than is currently the case, and that General Schedule (GS) level might be less key to advancement at agencies than at present.

INCREASINGLY SKILLED BUT CHANGING FAST ENOUGH?

The federal workforce has transformed from a large, clerical-based body in the 1950s to one that is disproportionately composed of highly skilled individuals at present. More than 99 percent of NSFTP employees have obtained at least a high school degree and nearly half at least a college degree, according to OPM’s 2016 Common Characteristics report.

The 2014 GAO Federal Workforce report found that the shift in demand for greater education and skills continues. It found that most of the increase in employment from 2004 to 2012 occurred within occupational categories that require higher skill and educational levels (see sidebar, p. 25). These categories include professional occupations (e.g., doctors and scientists) and administrative occupations (e.g., financial and program managers), as opposed to clerical, technical and blue collar occupations, which remained stable over that period.

Compared to those in the private sector, federal jobs require higher levels of skills in part because a higher proportion of federal jobs than nonfederal jobs are in skilled occupations such as science, engineering and management, while 24

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the federal sector has a lower proportion of occupations such as manufacturing, construction and service work, says the GAO’s Goldenkoff.

“This trend definitely will continue,” says Goldenkoff. “What the federal government really needs now are knowledge workers and workers in STEM [science, technology, engineering and math] occupations, and the hiring trends demonstrate that through the hiring of more people with college and advanced degrees, such as for cybersecurity positions.”

The increasing levels of more educated employees have implications for federal government budgeting, namely that it will become a more expensive workforce, according to the 2014 GAO Federal Workforce report.

INCREASINGLY DIVERSE, TOO

The idea that the composition of the federal workforce should mirror the population it serves is built into the civil service’s founding principles, notes Neal. One of the nine Merit System Principles that serve as the foundation of the Civil Service System, and that are codified in law, states: “Recruitment should be from qualified individuals from appropriate sources in an endeavor to achieve a work force from all segments of society, and selection and advancement should be determined solely on the basis of relative ability, knowledge and skills, after fair and open competition, which assures that all receive equal opportunity.”

A misconception of many is that most federal employees reside in Washington, DC. Rather, of the 2 million federal civilian, non-

The increasing levels of more educated employees has implications for federal government budgeting, namely that it will become a more expensive workforce.

THE DIFFERENT WORKER TYPES OPM established a set of classification standards for agencies to determine grade levels for their positions, organized within six broad occupational categories. The numbers below are for the fourth quarter of 2015, as documented in a June 2016 OPM report, Common Characteristics of the Government.

PROFESSIONAL POSITIONS (e.g., doctors) require knowledge in a field of science or learning characteristically acquired through education or training equivalent to a bachelor’s degree or higher. 481,140 positions ADMINISTRATIVE POSITIONS (e.g., financial managers) involve the exercise of analytical ability, judgment, discretion and personal responsibility, and the application of a substantial body of knowledge of principles, concepts and practices applicable to one or more fields of administration or management. 722,031 positions TECHNICAL POSITIONS (e.g., medical technicians) are typically associated with and supportive of a professional or administrative field. Those positions involve extensive practical knowledge, gained through experience and/or specific training less than that represented by college graduation. 311,726 positions CLERICAL POSITIONS (e.g., data transcribers) involve structured work in support of office, business or fiscal operations. 78,440 positions BLUE COLLAR POSITIONS comprise the trades, crafts and manual labor (unskilled, semi-skilled and skilled). 174,233 positions OTHER WHITE COLLAR POSITIONS (e.g., correctional officers) are miscellaneous white collar occupations that do not fall into any of the prior categories.

70,675 positions.

postal employees, only 171,082 are located in Washington, DC. Only a total of 433,948, or about 21 percent, are in the Washington, DC, Maryland and Virginia regions, according to March 2016 Fedscope data.

Geographically, large contingents of federal employees also are in California, with 8.19 percent of the total, and in Texas, with 7.14 percent. ​Of the 2.067 million total federal civilian executive branch employees, 1.166 million, or 56.4 percent, are male, and 901,000, or 43.6 percent, are female, according to the March 2016 Fedscope data.

Whites numbered 1,326,405, or 64.2 percent, as of the March 2016 date. Those in the Black/African American category were 371,493 (18 percent), and actually ahead of their proportion of the population (13.3 percent as of July 2015, according to the Census Bureau). Asians numbered 120,621 (5.8 percent); American Indians and Alaskan Natives were 35,365 (1.7 percent); and Native Hawaiians and Pacific Islanders were 9,889 (0.48 percent). Those identifying themselves as more than one race were 28,782 (1.4 percent).

A notable shortfall in federal employment diversity exists for Latino/Hispanic employees, who constituted 174,651 in March 2016 (or 8.4 percent of federal civilian executive branch employees), compared to their 17 percent proportion of the population. They are expected to grow to 28 percent of the U.S. population by 2060, according to Census Bureau projections.

Even apparent progress in the diversity arena to date can be somewhat deceptive, as the percentage of minorities at the more senior grades and in the Senior Executive Service (SES) is less representative, Neal notes. In fiscal 2015, women, who represent roughly half the population, made up 33 percent of the career SES, and minorities, who were about 38 percent of the U.S. population in 2014 and continue to grow, accounted for 20.5 percent, noted a June 2016

report by McKinsey & Company and the Partnership for Public Service, which used FY 2015 Fedscope data. The federal workforce executive diversity statistics did, however, appear better than those of the private sector, where a recent McKinsey & Company analysis found that just 16 percent of private-sector executives were women and 12 percent were minorities.

“Our senior executives are responsible for our nation’s most critical programs and policies, and nearly half of the SES will be eligible to retire during the next president’s first term,” says Mallory Barg Bulman, director of research and evaluation for the Partnership for Public Service. “It is vital that federal agencies thoughtfully and strategically recruit diverse, talented candidates for the next generation of SES to best serve the American people.”

—DAVID TOBENKIN IS A FREELANCE WRITER BASED IN THE GREATER WASHINGTON, DC, AREA. W W W. N A R F E . O R G

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Mentoring and Some federal retirees have stayed busy and productive in retirement by mentoring or coaching those who remain in federal service.

Here’s how they do it.

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Coaching

Is it for you?

By Everett A. Chasen

MOST FEDERAL EMPLOYEES AND RETIREES WILL TELL YOU THAT WHATEVER SUCCESSES THEY ACHIEVED in their careers were not accomplished on their own. Successful government workers seek out and receive help from others who have been there before them – learning the complexities of their jobs; working through difficult problems; developing and advancing as professionals.

Those who provide such help are called mentors. The knowledge federal retirees have developed, coupled with the willingness of many retirees to continue to work in retirement, makes mentoring an ideal way to stay busy and productive. Mentoring the current federal workforce allows retirees to continue to serve their former agencies, and their fellow Americans, in both paid and unpaid positions.

“Mentoring is the transfer of knowledge,” explains Seth Sinclair, leadership coach and trainer for Sinclair Advisory Group LLC, a company providing strategic planning, leadership training, executive coaching and specialized consulting services for public- and privatesector clients. “It’s focused on organizational knowledge, sharing experiences, providing support and especially on helping people understand the organizational aspect of how they can be successful.”

“Essentially,” he continues, “a mentor helps others to have their best chance for success.”

WHAT A MENTOR DOES

The dictionary describes a mentor as simply “a trusted counselor or guide,” but in a good mentor-mentee relationship, a mentor is much more than that. A successful mentor shares his or her knowledge, experience and wisdom with a mentee, in hopes the mentee will benefit from what the mentor has learned over the course of his or her career.

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Mentoring and Coaching Mentors help mentees improve performance, develop leadership qualities and enhance their success.

They often have specific knowledge of the arenas in which mentees work, and can share that knowledge and use it to open doors for those with whom they are working.

Mentors introduce their mentees to others who can help them get ahead, share information about the organization in which they work and may advocate with senior leaders on behalf of their mentees. They know the politics of federal agencies and federal service, and can provide specific strategic advice.

OPM’S TAKE

The Office of Personnel Management (OPM) regularly offers current federal employees a three-day class on “Coaching and Mentoring for Excellence.” The course examines coaching and mentoring as core tools to help others develop leadership competencies. It teaches key coach-

Part of a mentor’s job is to share his or her experience, but another aspect is simply to be supportive. ing and mentoring strategies to help employees reach the next level of performance and make productive choices concerning the direction of their careers.

OPM encourages federal agencies to develop formal mentoring programs that “can help an agency enhance developmental opportunities, transfer knowledge from tenured employees to new employees and rising leaders, and decrease turnover by motivating and challenging employees.”

The agency cites the Departments of Energy, State and Labor; the Environmental Protection Agency; the National Institutes of Health; and the Pension Benefit Guaranty Corporation as federal organizations that have implemented 28

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successful mentoring programs.

The Partnership for Public Service, a Washington, DC, nonprofit that works with federal agencies on management issues, offers a program called Strategic Advisors to Government Executives (SAGE) that connects senior-level executives with their predecessors and privatesector counterparts. SAGEs share knowledge, ideas and best practices to help current senior executives transform government and improve its performance. OPM also has a program for employees in the Senior Executive Service called the Situational Mentoring program, which facilitates short-term discussions between senior executives at different agencies on high-impact issues, problems, challenges or opportunities.

While OPM does not explicitly encourage the use of retirees as mentors, they suggest that retirees who may want to mentor current employees contact the agency to which they would like to offer their services, as each agency may have its own approach and requirements for these arrangements.

WHAT MAKES A GOOD MENTOR?

“Good mentors,” says Sinclair, “have to be great listeners, not just advice givers. They need to bring out the best in others’ thinking by asking them the right questions and being empathetic and understanding to the other person’s situation. Then they must be vulnerable and share the good and bad from their experiences to give their mentee the best information possible.”

Sinclair believes telling others what to do is the wrong way to approach a mentoring assignment. Instead, mentors should think, “I want to help them learn.”

Part of a mentor’s job is to share his or her experience, but another important aspect is simply to be supportive. Those who are working through difficult problems and are willing to learn from others need help, but also need to know those problems will eventually disappear.

Telling them simply to “stay with it” can be as helpful as technical support.

“A lot of federal employees don’t have anywhere to go where they can express their frustrations, fears and concerns,” says Sinclair.

“Because of this, their mentor becomes the person they can go to and feel confident that they are supported.” In order for that confidence to

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Mentoring and Coaching manifest itself, mentees need to trust their mentors – so trustworthiness is another important aspect of a successful mentor.

Sinclair cites several projects in which federal agencies called upon retired employees to serve as mentors. Each made an appreciable difference in the agency’s ability to accomplish its mission. Here are two of them: One agency identified 24 emerging leaders from among its employees and used mentors to work with them in a structured way for six months to help them better understand the organization and their connection to the agency’s mission. They also helped to transition mentees’ mindsets from a top-down management approach to leadership to a “systems thinking” approach, which seeks to understand the interrelationships among parts of the organization.

Within a year, more than half of the employees participating in the program either moved into positions of increasing responsibility, or transferred into positions within the organization that were clearly a better fit for them and enabled them to make a better impact on the organization’s mission.

Sinclair also cited the Veterans Health Administration (VHA), one of the largest health care organizations in the world.

Directing a VA hospital is an extremely complicated position. According to Sinclair, “the pressure, scrutiny and complexity of the job is outrageous. This is not a normal federal SES position.” VHA assigns retired hospital directors to newly appointed directors as mentors. The mentors work with people at the time of their transition to these leadership positions and provide them specific advice in an enormously complex environment.

“Being able to provide them with emotional, I’ve-got-your-back support, and to teach them the complexities of issues like affiliations and how to work with congressional staffs – the value is off the charts for something like that,” he says.

COACHING VERSUS MENTORING

Mentoring is not the only way retired federal employees support those who are carrying on their legacy. There is also the professional field of executive coaching. While coaches and mentors have similar goals, they fulfill different roles.

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Good coaches don’t solve problems; instead, they facilitate a process that makes solutions evident.

Coaches “partner with clients in a thoughtprovoking and creative process that inspires them to maximize their personal and professional potential,” according to the International Coach Federation (ICF), which seeks to advance the art, science and practice of professional coaching (www.coachfederation.org).

Good coaches don’t solve problems; instead, they facilitate a process that makes solutions evident to their clients. They offer support and an objective perspective to help their clients better understand their values and priorities, and to better align their organizational and life goals.

They are trained and often certified in coaching techniques. While the relationship between a mentor and a mentee is always voluntary, sometimes coaches are assigned to individuals in order to improve specific skills. Coaches are more specifically oriented to help employees improve those skills; mentors are better at helping to guide career growth.

Executive coaches do not always have direct experience in the client’s work or industry, unless the coaching they are hired to provide is specific and skills-focused. Mentoring is usually a longer-term relationship than coaching, which often ends when employees develop the skills they need to solve problems. Coaching is more of a collaborative relationship than mentoring: mentors are usually older and more experienced, while coaching is a specific, certifiable skill.

A COACH’S STORY

Sinclair cites Nevin Weaver, a former VA Senior Executive, as a federal employee who became a successful coach. Weaver’s journey to become a leadership coach started with coaching he himself received late in his career.

“When I was in VA,” Weaver recalls, “I was asked to be a mentor for people starting out (in

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Mentoring and Coaching VA’s Washington, DC, headquarters.) I helped new executives with tools that made me successful, or ones I observed in other successful people. It wasn’t a bad approach, but my mentoring could have been much more meaningful.

I didn’t have the time I have now to dedicate to the task.”

“One day,” he continues, “I got an email from our Senior Executive personnel management office offering a coaching service for executives.

I didn’t want to get into any long-term relationships, but this was only for five weeks.’

“The person I selected had both federal and private-sector experience. It was one of the best experiences I ever had. He was very engaging and knew exactly what questions to ask, and when to ask them. It changed my attitude toward mentoring and coaching.”

Weaver’s coach helped him put together a project he and his staff were working on by probing his vision and his strategy, and helping him redesign that strategy. “We talked every week. I wanted to be able to do what this person is doing, and I realized I needed to know more about mentoring and coaching if I wanted to help people in their careers.”

When Weaver retired, he pursued professional training in the field through ICF. Credentials are awarded to professional coaches who have met stringent education and experience requirements and have demonstrated a thorough understanding of the coaching competencies that set the standard in their profession.

For Weaver, achieving the rank of Associate Coach First Level required a significant commitment of time and effort. “I received 72 hours of coach-specific training from the Christian Coach Institute in North Carolina,” he says.

“Then I got 10 hours of coaching from a mentor.”

The formal training, conducted online, was followed by 100 hours of working with eight clients and passing an assessment examination in coaching knowledge, conducted by ICF. Weaver also joined the Central Florida chapter of ICF, a professional group of coaches who meet once a month to share ideas.

Since his federal retirement three years ago, Weaver has coached between 20 and 25 people.

He has served as an executive coach with VA and the Department of the Navy, and with a cybersecurity entrepreneur.

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With the Navy, Weaver has helped SESers prepare their Individual Development Plans by aiding them to select training courses and programs that will enable them to improve their performance. He also has worked with a VA medical center that has had considerable personnel change recently. The medical center has had many employees rotate through in temporary duty (TDY) assignments.

“I helped people get acclimated to the hospital,” he explains. “I talked to them about expectations and the tactical plan the medical center had developed, and then discussed what they were going to do to move the organization forward. We developed a ‘continuity folder,’ so that TDY employees would enter what they had done in their positions and what they thought needed to be done. Then, I would discuss what was in the folder with the next person.”

“I like working with people to help them become successful,” Weaver says. “Success for me is helping others develop their vision or goals and a strategy to implement those. I enjoy talking to them about their dreams for their job, and helping them to put some shape to that.”

He suggested three books aspiring mentors and coaches should read: Execution: The Discipline of Getting Things Done, by Larry Bossidy, Ram Charan and Charles Burck; Leadership Coaching, by Tony Stoltzfus; and Executive Wisdom: Coaching and the Emergence of Virtuous Leaders, by Richard R. Kilburg.

“If a person is thinking about doing this,” he says, “I would talk to people who do it. Talk to someone who is a coach or has been coached, and find out what it entails.

“You really have a paradigm shift. You’re in control of nothing. All you have is influence to get people to shape their ideas and develop their vision. You don’t tell them what to do. It’s a big shift from being an executive in charge to helping someone navigate their career.

“There are people who have brilliant ideas – much smarter than me – and all I need to do is help them form and shape those ideas so that they can be successful with them,” he concludes.

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

Special Section

115 NARFE’S LEGISLATIVE PROGRAM FOR THE 115th CONGRESS (2017-2018) NARFE’s Legislative Program for the 115th Congress (2017-2018) was adopted by the membership at the 34th Biennial National Convention held August 28-September 1, 2016, in Reno, NV. NARFE’s Legislative Program provides an extensive and specific enumeration of NARFE’s memberendorsed legislative positions. In pursuing these, NARFE will defend the earned pay, benefits and compensation of federal and postal civilian employees and retirees. NARFE advocacy primarily focuses on the following legislative priorities:

• Protecting federal and postal retirees’ existing

retirement and health benefits from reductions and/or erosion.

• Protecting federal civilian and postal employees’ pay, retirement and health benefits.

• Protecting the viability, stability and standard of service of established federal government functions.

Under the NARFE Bylaws, the National President has the authority to execute Association policy, which

includes the Legislative Program. Under this authority, the National President makes the final legislative policy and strategy decisions based on guidance from the Legislative Program, counsel from the legislative director, and consideration of the views of the National Executive Board and members of the Association. Such counsel and views take on particular importance when, in the absence of specific guidance from the Legislative Program, the National President must use judgment on what is in the best interest of federal workers and annuitants. The interaction between NARFE members at the chapter and federation levels and their members of Congress is critical to achieving the goals set forth in the Legislative Program.

Legislative goals followed by an asterisk * require the introduction of legislation.

Language printed in italics is new to the Legislative Program for the 115th Congress.

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RETIREMENT

FEDERAL CIVIL SERVICE ANNUITIES • NARFE supports cost-of-living adjustments (COLAs) for all federally administered retirement programs on a regular annual schedule, computed on the same basis and paid at the same time, regardless of age and/ or income level. NARFE opposes across-the-board cuts not required in all federally administered retirement programs.

• NARFE supports a Consumer Price Index (CPI) based on the objective analyses of Bureau of Labor Statistics (BLS) professionals, and opposes any politically arbitrary changes in the CPI, including the Chained CPI. • NARFE supports changing the CPI-W to the CPI-E as the standard for determining the annual COLA.* • NARFE supports legislation to repeal the increase in pension contributions of new federal employees, enacted in February 2012 and December 2013, and opposes other future reductions in federal retirement benefits.* • NARFE supports legislation that permits civilian federal employees to deposit bonuses and performance awards in any form into the Thrift Savings Plan (TSP) on a tax-deferred basis.* • NARFE supports legislation that would allow TSP participants more flexible withdrawal options from their TSP account.* • NARFE supports legislation to conform the TSP regulations to Internal Revenue Service (IRS) regulations on other qualified retirement savings plans.* • NARFE supports legislation to authorize the Federal Retirement Thrift Investment Board to take legal action to protect the interests of TSP account holders in accordance with its fiduciary responsibilities.* • NARFE supports legislation to enhance deferred federal annuitant retirement benefits.* • NARFE supports legislation to provide retiring federal employees the option of electing and paying the actuarial cost of additional survivor annuity amounts in 5 percent increments, up to 75 percent of an unreduced annuity.* • NARFE supports legislation that would allow the recalculation of retirement annuities for federal employees who have retired since 1994 and who worked in Hawaii, Alaska or the U.S. Territories, and who pay the contributions to the Civil Service Retirement and Disability Fund and income taxes that they would have paid had locality pay been available to them prior to their retirement.* 34

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• NARFE supports legislation to provide equitable tax

treatment of government retirement benefits comparable with Social Security.* • NARFE opposes any action that erodes the solvency of the Civil Service Retirement and Disability Fund (CSRDF) and supports providing full public disclosure of the fiscal stability and financial obligations of the Fund.

• NARFE supports legislation on behalf of the diminishing number of Filipino federal annuitants to provide for increased and adequate compensation for services rendered to the government of the United States.* SOCIAL SECURITY • NARFE opposes investment of the Social Security reserves in investments other than Treasury securities.

• NARFE opposes replacing any portion of Social Security benefits with private individual accounts.

• NARFE supports the repeal or reform of the Social Security Government Pension Offset (GPO) and the Windfall Elimination Provision (WEP).* • NARFE supports legislation that would require the Social Security Administration to report annually the amount of WEP penalty to affected individuals.* • NARFE supports raising the Social Security payroll tax cap to cover the first $250,000 in annual earnings, indexed for inflation.* • NARFE supports indexing the income threshold on taxable Social Security benefits.* • In addition, NARFE is guided by the following six Social Security principles to provide: 1. A benefit people can depend on; 2. Financial security for the disabled, survivors and dependents (i.e., social insurance); 3. Universal and fair coverage; 4. Deliberate redistribution of benefits to lower income beneficiaries; 5. Efficient administration of the program (less than 1 percent overhead costs); and 6. Full cost-of-living adjustments (COLAs).

FEDERAL EMPLOYEE PAY, JOB SECURITY AND OTHER BENEFITS

• NARFE supports full implementation of federal

employee pay parity as reflected in the Federal Employees Pay Comparability Act of 1990 (P.L. 101-509).

• NARFE supports legislation that would afford federal employees serving in combat zones the same tax treatment as their military counterparts.* • NARFE supports providing federal employees paid

parental leave.*

• NARFE opposes legislation to arbitrarily decrease

Federal Employees’ Compensation Act (FECA) benefits.

• NARFE opposes policies on contracting out of federal jobs that put employees at a disadvantage in the competitive process.

• NARFE opposes proposals that would privatize inherently governmental functions.

• NARFE specifically opposes contracting out the processing and maintenance of federal personnel records.

HEALTH CARE FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM The Federal Employees Health Benefits Program (FEHBP) is the nation’s most efficiently administered and cost-effective employer-sponsored health insurance plan, providing coverage to employees, retirees, and their spouses and dependents. As such, NARFE will continue to actively participate in discussions with the Office of Personnel Management (OPM) regarding premiums, coverage, terms, conditions and marketing of FEHBP plans.

To maintain affordability and integrity of the program, NARFE supports: • Providing incentives for enrollment in Medicare Parts A and B for those eligible, including improved coordination of benefits that would reduce out-of-pocket health care costs, and reimbursement for Part B premiums, providing premium relief for those enrolled in Part B;* • Legislation that would ensure all FEHBP enrollees receive the same level of prescription drug coverage, by plan;* • Legislation to amend Section 125 of the tax code to allow federal retirees and survivors to pay: 1. Their share of FEHBP and other employer-sponsored health insurance premiums with pretax annuities;* and 2. Health care costs not covered by traditional health insurance and child and adult dependent care with pretax annuities deposited by annuitants in Flexible Spending Accounts (FSAs).* • Efforts to contain FEHBP costs, including initiatives to rein in prescription drug expenses, particularly the use of the federal supply schedule by FEHBP plans to purchase prescription drugs on behalf of enrollees.

To protect the program, NARFE opposes: • Reductions in government contributions toward

FEHBP premiums;

• Adding conditions, such as a requirement to enroll in

Medicare Part B, to the continued receipt of FEHBP benefits for current retirees and their spouses; • Authorizing, encouraging or forcing participants into Health Savings Accounts, Medicare Savings Accounts, Medical Savings Accounts, “customer-driven,” “consumer-driven” or “patient-directed” plans in the FEHBP; • Broadening participation in FEHBP, unless separate risk pools are created; • Requiring federal agencies to prefund the government/employer’s share of post-retirement FEHBP premiums for their current employees; • Risk segmentation of FEHBP participants based on age or Medicare enrollment; • Proposals that would allow Flexible Spending Accounts (FSAs) to be used in conjunction with highdeductible catastrophic health insurance to form an alternative version of a Health Savings Account; • Increases in the enrollee co-payment for purchase of prescription drugs in FEHBP by federal annuitants who participate in Medicare; and • The Office of Personnel Management’s decision to forgo the Medicare employer subsidy to which the FEHBP is entitled. NARFE will actively pursue the subsidy for the purpose of offsetting FEHBP premiums charged to the government/employer and all enrollees.

MEDICARE NARFE supports: • Protecting Medicare’s guarantee of basic health security for older Americans at affordable and predictable prices; • Applying the effect of the hold harmless provision to all Medicare beneficiaries permanently;* • Preserving the current Medicare fee-for-service program, including the ability to select the physician of your choice; • Ensuring that the Medicare drug program does not require beneficiaries who receive such coverage through other insurance to pay additional premiums;* • Repeal of means-testing of Medicare premiums;* • Reducing the penalty imposed on those who do not enroll in Medicare Part B at the time they become eligible;* • Enhancing Medicare prescription drug coverage, including authority for the federal government to negotiate drug prices for the entire program; simplify and stabilize coverage; and provide equal coverage throughout the United States and its territories;* and W W W. N A R F E . O R G

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• Allowing pharmacies to buy prescription drugs from

pharmaceutical manufacturers for Medicare beneficiaries at the same average discount available in industrialized countries.*

NARFE opposes: • Means-testing cost-sharing requirements; • Increasing the Medicare eligibility age; • Requiring home health care co-payments; • Proposals that would give private Medicare plans an unfair competitive advantage over the current Medicare fee-for-service program and undermine the present program’s ability to share health care costs over a wide community of coverage; and • Proposals that limit the government’s share of Medicare premiums through a formula that does not accurately reflect the costs of providing health care to beneficiaries.

LONG-TERM CARE • NARFE supports the integrity and affordability of the Federal Long Term Care Insurance Program (FLTCIP).

• NARFE supports the guarantee of long-term care benefits for individuals presently eligible for Medicaid, adequate state and federal contributions to Medicaid to finance program needs, and standards of care and safety that all providers must follow in order to receive reimbursement.

• NARFE supports proposals to develop and coordinate a comprehensive long-term care policy that would include public and private initiatives that address financing, choices and quality service.

• NARFE opposes further limitations on, and supports easing, asset rules that prevent severely disabled persons from qualifying and receiving Medicaid longterm care benefits.* • NARFE supports tax relief for the purchase of longterm care insurance, family caregiving and other longterm care expenses.* • NARFE supports proposals that would help individuals who cannot afford long-term care insurance or have a need for long-term care to receive such services without impoverishing themselves or their spouses.* • NARFE supports nursing home reform, including efforts to ensure that long-term care facilities are adequately staffed with experienced professionals in the medical disciplines of gerontology and nursing, and that such individuals continue to receive training and are adequately compensated.* 36

| J A N

2 0 17

•

U.S. POSTAL SERVICE REFORM

• NARFE supports legislation to maintain the service

standards in place as of July 2012, including preservation of six delivery days per week by the U.S. Postal Service (USPS) nationwide and to-the-door delivery at its 2012 levels.* • NARFE will join with other federal and postal organizations to seek legislation to keep small post offices open throughout the United States.* • NARFE supports legislation to relieve the U.S. Postal Service of its overly burdensome requirement to prefund its future retiree health care obligations that are estimated to accrue over the next 75 years.* • NARFE supports legislation to allow the Office of Personnel Management to make payments for any refund due to the USPS from the Civil Service Retirement and Disability Fund (CSRDF), on the condition that such payments would not result in the reduction of federal annuities paid to retirees and survivors.* OTHER PROVISIONS

• NARFE supports legislation permitting drugs made

in the United States or other industrialized countries, and exported to third-party industrialized countries, to be reimported, or imported, to the United States, and preventing pharmaceutical manufacturers from limiting the sale of drugs to other countries for the purpose of discouraging reimportation.* • NARFE supports legislation that would provide comprehensive patient protections to consumers enrolled in health plans regulated by federal and state law, and also would allow such individuals to sue their plans for wrongful denials of care.* • NARFE supports the reauthorization of, and adequate annual appropriations for, the Older Americans Act to ensure the continuation and enhancement of community services for senior citizens of all income levels.* • NARFE supports legislation that would grant statehood to the District of Columbia.* • NARFE supports legislation and other changes necessary to extend to the delegate from the District of Columbia the same right to vote on the floor of the U.S. House of Representatives as is afforded to all other members of Congress.* • NARFE supports campaign finance reform legislation that would increase the effect of small-dollar individual contributions on political campaigns and grass-roots-based political action committees relative to high-dollar individual contributions.*

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* 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.

Managing Money

KEEP CONTRIBUTING TO TSP IN GOOD TIMES AND IN BAD

I

don’t pretend to know when the next bear market will occur, but just as economic expansions don’t last forever, bull markets don’t last forever either. Indeed,

both the economy and the stock market go through cycles of expansions and contractions, and at some point, a bear market will occur, and the economy will enter a recession.

Contrary to what many think, bear markets can present an opportunity, especially for those in the accumulation phase.

Unfortunately, there’s no lack of creativity when it comes to investors sabotaging their own retirement portfolio – from attempting to time the market, to panicking and selling out of stocks after they’ve dropped, to chasing returns. Perhaps one of the worst actions you can possibly take is to stop contributing to your Thrift Savings Plan (TSP) or 401(k) – especially when an employer match is involved.

If fear is pushing you to the brink of stopping your TSP contributions – don’t. At a minimum, you should continue your contributions and direct them to the G Fund, which won’t drop in value. But here’s an alternative to consider: If you are in the accumulation phase, embrace market volatility and direct your contributions to stock funds.

Sure, it’s never fun watching the stock market drop 30, 40 or even 50 percent, but what

38

| J A N

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better opportunity is there for accumulators, who are systematically investing in their TSP, than to buy stocks on sale? When your favorite store throws a sale, what do you do?

You go shopping. But for some reason, when the stock market is selling for a third or half of what it was, people’s wallets slam shut as securely as a vault at Fort Knox.

Unfortunately, I’ve spoken with many people who stopped contributing to their retirement plan during a bear market.

“I don’t want to throw good money after bad” is what I often hear. It certainly may seem like this is what you’re doing at times, but you’re missing out on a money-making opportunity if you stop those contributions.

You’ve probably heard of the term “dollar cost averaging” (DCA), which is the process of buying a fixed dollar amount of an investment at regular inter-

BY MARK A. KEEN

CFP®

vals. With this technique, more shares are purchased when prices are low, and fewer shares are purchased when prices are high. DCA is the technique you’re using when you contribute to your TSP each pay period, and it’s instrumental in helping you take advantage of market volatility.

For example, take the bursting of the dot-com bubble and the ensuing bear market. The S&P 500 Index took 30 months to go from its peak in April 2000 to its bottom in October 2002. When all was said and done, the index lost 49 percent of its value, and it took approximately another 3 ½ years to get it back.

Let’s assume you were contributing $500 per month to your TSP account and you had 100 percent of that investment going to the C Fund, which tracks the S&P 500 Index.

Over that 30-month bear market, you would have contributed $15,000 to your TSP account. Based on data obtained from Morningstar, and using the S&P 500 Index as a proxy for the C Fund, that $15,000 investment would have been worth approximately $10,000 when the S&P 500 reached its low in October 2002. I know, some moneymaking opportunity, but bear with me.

Had you continued investing

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

$500 per month into the C Fund, you would have broken even just one year after the October 2002 bottom. And assuming you continued the $500 monthly investment until the S&P 500 Index returned to its April 2000 high (approximately another 2 ½ years after your break-even point), your contributions would have totaled $36,500, and your account value would have been about $45,000.

In other words, over the six-year period when the S&P 500 delivered a zero percent total return, your $500 monthly investment would have earned an annualized return of almost 7 percent.

Of course, we realize that in the financial arena, past performance is not a guarantee of future results. But, as the saying goes, buy low, sell high.

So, consider continuing your contributions to stock funds – particularly during bear markets – and the DCA strategy will help you with the buy low part.

Selling high? Well, that’s an entirely different discipline to practice.

MARK A. KEEN, CFP®, IS PARTNER, KEEN & POCOCK, 10300 EATON PLACE, FAIRFAX, VA, AND AN INVESTMENT ADVISER REPRESENTATIVE AND REGISTERED PRINCIPAL OF THE STRATEGIC FINANCIAL ALLIANCE, INC. (SFA). SECURITIES AND ADVISORY SERVICES ARE OFFERED THROUGH SFA. EMAIL: MKEEN@KEENPOCOCK.COM.

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11/11/16 9:43 AM W W W. N A R F E . O R G 39

|

The Informed Citizen

STATES’ DOWN-BALLOT ELECTION OUTCOMES

I

where there is unified government for the first time in six years, 25 states will have Republican governors and majorities in both chambers of the legislature.

Only six states have Democrats in control of both chambers of the legislature and the governors’ office. The other 19 have some version of divided government. (See map, below left.)

already held the governorship, full control (referred to as a “trifecta”) of those states. The GOP also won the Minnesota Senate.

Democrats won narrow control of both chambers of the Nevada Legislature and took back the state House in New Mexico.

However, both Nevada and New Mexico have Republican governors.

For More Information www.Ballotpedia.org used The New York Times for actual vote counts. For instance, use www. nytimes.com/elections/results/ iowa for Iowa results. Drill down to obtain vote counts, including ballot questions. MultiState Associates (www.multistate.com) has excellent summary documents.

Map: Ballotpedia.org

Executive and Legislative Branches Like the federal government,

Map indicates states in which one political party holds the governorship and a majority in the state house and senate – a “trifecta.”

SENIOR ANALYST

n the 2016 elections, Republicans surpassed their previous high-water mark of 31 governorships in 1922 by capturing open seats in three formerly Democratic states: Missouri (Eric Greitens defeated Chris Koster), New Hampshire (Chris Sununu defeated Colin Van Ostern) and Vermont (Phil Scott defeated Sue Minter). Though a recount is underway, the only incumbent governor seeking re-election who did not win appears to be North Carolina’s Gov. Pat McCrory. (At press time, McCrory trailed Ray Cooper by about 9,700 votes.)

Ballotpedia.org reports Republicans also increased the number of state legislative seats in both the state senates (by a net of 33) and state houses/ assemblies (by a net of 3).

Because several chambers are closely divided and 2016 was not a wave election (in which one political party makes major gains), both major parties gained new majorities in different places.

The GOP picked up chambers in Kentucky (House) and Iowa (Senate), giving the party, which

40

BY CHRISTOPHER FARRELL

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GEORGIA CHAPTER HOSTS LEGISLATORS

Georgia Chapter 1417 hosted a Legislative Forum in lieu of its regular October chapter meeting. From left: State Rep. Buddy Harden, Dist. 148; U.S. Rep. Austin Scott, R (a former state legislator); Federation President Lynn Harper; Region III Vice President Clarence Robinson; and State Sen. Larry Walker, Dist. 20.

NARFE’s Dues Withholding Program What is dues withholding?

It is a dues-payment method that gives NARFE members (retirees) the option of having their annual NARFE membership dues deducted from their annuities on a monthly basis.

Advantages • Save 15% off your annual NARFE dues!

• Sign up your spouse and double your savings!

• You’ll never get another dues reminder from us!

• Your monthly payment is affordable and convenient!

• You may cancel your dues withholding at any time!

How does it work?

One-twelfth of your total dues is automatically deducted from your monthly annuity. Your monthly deduction is determined by the following formula: (NARFE dues ÷ 12) + (Chapter dues - if applicable ÷ 12) = Total Monthly Deduction How do I sign up?

It takes 60-90 days to process your application. Once the process is complete, you will receive a special membership card distinguishing you as a NARFE dues-withholding member.

To learn more about dues withholding, call 800-627-3394.

Retirees, spouses of retirees and annuitant survivors are eligible for dues withholding.

NARFE Dues Withholding Application for Retirees YES. I want to enroll in NARFE’s Dues Withholding Program (Annual NARFE dues of $34 and, if applicable, Chapter dues of record to be withheld annually.)

Social Security Number (9-digit number)

– Mr.

Mrs.

Civil Service Annuity Number

– Miss

C S

Ms.

–

–

–

(Include prefix, CSA or CSF) (Include any applicable suffix)

Full Name ______________________________________

NARFE MEMBERSHIP INFORMATION

Street Address __________________________________

NARFE Membership ID ____________________________________

Apt./Unit _______________________________________

NARFE Chapter # (If applicable) _______________________________

City _________________________ State _____ ZIP _____ Phone (__________) ______________________________ Email __________________________________________ Date of Birth _________ /_________ / ____________________ dd

mm

yyyy

YES. I Also Authorize My (NARFE Member) Spouse’s Dues To Be Withheld From My Annuity. (Additional annual dues of $34 and, if applicable, chapter dues to be withheld annually.)

If YES, enter spouse’s information below.

Spouse’s Name ___________________________________________ ________________________________________________________ Spouse’s Membership ID ___________________________________

AUTHORIZATION (Withholding will begin in 60-90 days). No payment should be forwarded with application.

I authorize the United States Office of Personnel Management to make appropriate deductions from my annuity payments, not to exceed the amount certified by the National Active and Retired Federal Employees Association as the amount of dues for which I am annually obligated, in accordance with elections I made above, and to pay the deducted sum to the National Active and Retired Federal Employees Association (NARFE). This authorization shall also apply to any and all dues changes certified by NARFE membership in accordance with elections I made above: Please allow 60-90 days for processing.

I understand that this authorization shall be valid until NARFE receives and processes my written notice of cancellation in accordance with its agreement with the Office of Personnel Management and that any disputes regarding this authorization shall be a matter between NARFE and myself. I hold the Office of Personnel Management harmless for any erroneous allotment deduction made pursuant to this authorization. ___________________________________________________________________________

______________________________

Signature of Annuitant or Survivor-Annuitant

Date

Dues payments and gifts or contributions to NARFE are not deductible as charitable contributions for federal income tax purposes.

MAIL THIS FORM TO: NARFE, ATTN: Member Records, 606 N. Washington St., Alexandria, VA 22314-1914 www.narfe.org 800-627-3394 rr@narfe.org Do not send money with this form

DW-2 (11/16)

2016

G FUND

F FUND

C FUND

S FUND

I FUND

NOVEMBER

0.16%

-2.35%

3.71%

7.95%

-1.99%

OCTOBER

0.14%

-0.74%

-1.82%

-3.86%

-2.03%

SEPTEMBER

0.13%

-0.04%

0.02%

0.90%

1.24%

YTD

1.62%

2.75%

9.84%

14.28%

-1.29%

1 YEAR

1.80%

2.44%

8.11%

9.81%

-3.29%

3 YEAR*

2.05%

3.24%

9.14%

7.17%

-1.89%

5 YEAR*

1.89%

2.77%

14.52%

14.42%

5.72%

10 YEAR*

2.65%

4.52%

6.94%

7.95%

0.99%

L INCOME

L 2020

L 2030

L 2040

L 2050

*ANNUALIZED

2016

NOVEMBER

0.49%

1.05%

1.57%

1.87%

2.19%

-0.38%

-0.91%

-1.39%

-1.66%

-1.89%

SEPTEMBER

0.20%

0.30%

0.38%

0.43%

0.48%

YTD

2.93%

4.29%

5.40%

5.97%

6.48%

1 YEAR

2.64%

3.33%

4.00%

4.27%

4.51%

3 YEAR*

3.04%

3.99%

4.57%

4.89%

5.08%

5 YEAR*

4.08%

7.33%

8.81%

9.82%

10.71%

10 YEAR*

3.73%

4.62%

5.10%

5.32%

N/A

OCTOBER

*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 2015

2016

For the Record

INTEREST RATES AND STRONG DOLLAR LED TO MIXED RETURNS

THRIFT SAVINGS PLAN FUND RETURNS

Claims Received

OCTOBER NOVEMBER DECEMBER JANUARY FEBRUARY MARCH APRIL MAY JUNE JULY AUGUST SEPTEMBER OCTOBER

8,374 6,019 4,753 15,423 11,293 5,741 7,241 7,210 5,929 9,238 6,818 6,946 7,326

Inventory

Avg # of Days (Steady State % Processed in to Process Case in is 13,000) 60 Days or Less (FYTD) More Than 60 Days

12,642 12,562 11,399 19,761 22,692 19,211 14,517 14,035 13,529 15,562 16,334 15,146 16,677

74% 76% 78% 79% 80% 82% 80% 80% 79% 79% 78% 77% 58%

86 98 104 94 96 118 92 103 115 110 112 100 91

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/. Source: OPM 42

| J A N

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Interest rates and the dollar both trended higher in November on speculation that the economy will move to a better growth trajectory and inflation will return. The F Fund had a loss for the month because of higher interest rates; however, the C Fund and the S Fund achieved gains, benefiting from the better economic outlook. Developed foreign markets were generally higher; however, the I Fund was lower because of the increased value of the U.S. dollar. The L Funds had positive returns because of the better domestic equity markets.

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

COUNTDOWN TO COLA

T

he Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) increased 0.10 percent in October 2016.

To calculate the 2018 cost-of-living adjustment (COLA), the indices of July, August and September 2017 will be averaged and compared with the 2016 third-quarter average of 235.057. The percentage increase, if any, determines the COLA. October’s index, 235.732, is up 0.29 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. October’s index is 2.14 percent higher than the December 2015 base index of 230.791.

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

OCTOBER 2016 NOVEMBER DECEMBER JANUARY 2017 FEBRUARY MARCH APRIL MAY JUNE JULY AUGUST SEPTEMBER

CPI-W

235.732

Monthly % Change

+0.10

% Change from 235.057.

+0.29

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: $12 Million Fund NATIONAL COMMITTEE CHAIR Card Number: Merv Stuckey, 2272 E. Buster Mountain Dr. Expiration Date: (mm)/ (yy) Oro Valley, AZ 85755-4709 *Total as of October 31, 2016 3-Digit Security Code: 100% of all contributed funds go to Name: (please print) EMAIL: narferoadrunner@comcast.net

$12,000,076* 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 3333 S. Wadsworth Blvd., Suite 300 Lakewood, CO 80227

/

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.

Please check appropriate box(es). To make credit card contributions, call 800-338-0755. 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

Amount: $

NARFE-FEEA Scholarship Fund

Amount: $

Name: Address: City: State: ZIP:

NARFE News

STAY ALERT! As the 115th Congress begins, NARFE’s Legislative Department urges all members to make sure their email address is in their NARFE member record so they can receive Legislative Alerts and other breaking news from the Association. To add or change your email address, call (toll-free) 800456-8410 or go to www.narfe.org, log in and click on “Add/Update Email.”

$12 MILLION GOAL REACHED!

C

umulative NARFE-member donations to the Association’s NARFE-Alzheimer’s Research Fund topped $12 million, NARFE National President Richard G. Thissen announced November 22. “I appreciate the efforts of all NARFE members who helped us reach this goal,” Thissen said. “Our members’ continued generosity shows our dedication to help all

Americans and the world fight this terrible disease.”

Since NARFE took on Alzheimer’s as a national project in 1985, members have raised money through setting progressively higher cumulative fundraising goals. The “$12 Million in 2016” goal was set at the 2014 National Convention. Confident that the goal would be met, the 2016 National

Convention set a new goal of “$13 Million in 2018.”

Through a partnership with the Alzheimer’s Association, 100 percent of NARFE-member donations goes to Alzheimer’s research. NARFE has funded 71 research projects.

To make a tax-deductible contribution to the NARFE-Alzheimer’s Research Fund, please use the coupon on p. 43.

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.

44

| J A N

2 0 17

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 _____ /_______ Security Code (CVV) ____ mm

yyyy

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

Active and Retired Federal Employees ...

Join NARFE Today!

The only organization dedicated solely to protecting and preserving the benefits of all federal workers and retirees, NARFE informs you of any developments and proposals that affect your compensation, retirement and health benefits, AND provides clear answers to your questions.

Who Should Join the National Active and Retired Federal Employees Association?

If your future security is tied to federal retirement benefits – federal retirees, current employees, spouses and individual survivors – you should join NARFE.

NARFE MEMBER BENEFITS

• Get monthly issues of narfe magazine with news and insights for the federal community.

• Access the NARFE Federal Benefits Institute for powerful resources to help you fully understand and manage your benefits.

• Visit the Legislative Action Center to contact your representatives about bills affecting federal benefits.

• Visit the Member Perks page for a full listing of the many time-, money- and hassle-saving benefits available only to NARFE members.

NARF E MEMB ER S H IP APPL IC ATION q YES. I want to join NARFE for the low annual dues of $40. q Mr. q Mrs. q Miss q Ms.

____________________________________________________

Full Name

____________________________________________________

Street Address

PAYMENT OPTIONS q Check, Money Order or Bill Pay (Payable to NARFE) q Bill me (NARFE membership will start when payment is received.) q Charge my: q MasterCard

q VISA q Discover

q AMEX

_________________________________________________ Card No. Expiration Date _____ /________ Security Code (CVV) _____

____________________________________________________

Apt./Unit

____________________________________________________

City

State

ZIP

____________________________________________________

Phone

____________________________________________________

Email

I am a (check all that apply) q Active Federal Employee q Active Federal Employee Spouse q Annuitant

1Q6

q Annuitant Spouse q Survivor Annuitant

q Please enroll my spouse _______________________________________________

Spouse’s Full Name

_______________________________________________ Spouse’s Email

THREE EASY WAYS TO JOIN 1. Complete this application and mail with your payment to NARFE / Member Records / 606 N. Washington St. / Alexandria, VA 22314-1914

2. Join online at www.narfe.org.

3. Call 800-627-3394, Monday through Friday, 8 a.m. to 5 p.m. ET.

mm

yyyy

_________________________________________________ Name on Card _________________________________________________ Signature _________________________________________________ Date

TOTAL DUES $40 Annual Dues X ___________ = ___________ Per Person # Enrolling Total Dues Dues payments are not deductible as charitable contributions for federal income tax purposes.

MAY WE THANK SOMEONE? If applicable, please provide the name, membership and chapter number of the member who introduced you to NARFE: _________________________________________________ Recruiter’s Name _________________________________________________ Recruiter’s Membership ID _________________________________________________ Recruiter’s Chapter Number Looking to meet others in the federal community and participate in NARFE at a local level? Call 800-627-3394 to learn about a NARFE chapter in your area.

Or, if known, add Chapter # __________________________

NARFE respects the privacy of our members. Personal information is used to provide content and relevant communications to our members, and will not be sold or rented to third parties without your express permission.

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.

FINANCE AND LEGAL

IDShield & LegalShield 571-830-5489 www.legalshield.com/info/narfe LegalShield offers legal service plans as well as identity theft protection plans to NARFE members at discounted monthly rates. For more information on rates and to sign up today, visit the website above.

to secure a comparable quote. Your completed quote will help benefit NARFE! For complete terms and conditions, visit www.narfe.org/memberperks.

NARFE Insurance Services 800-233-5764 www.narfeinsurance.com

NARFE General Store 855-99NARFE (855-996-2733) www.narfegeneralstore.com

Designed and administered by Mercer Consumer, exclusively for NARFE members: senior age whole life, term life, Medicare supplements, hospital income plan, short-term recovery insurance, pet insurance, accidental death and dismemberment, cancer care, enhanced dental insurance and long-term care.

As the official provider of NARFE merchandise, the NARFE General Store offers NARFE-approved name badges, business cards, clothing, accessories, cups and mugs, plaques and clocks, and much, much more. Check out our online catalog for our customizable product line.

MOVING SERVICES

InFirst Federal Credit Union 800-328-1500 www.infirstfcu.org

All NARFE members will receive contracted pricing for all interstate shipments. This will apply to packing, transportation and full-value coverage against damages. Please mention you are a NARFE member.

INSURANCE

Wheaton World Wide Moving 800-248-7960 narfe@wvlcorp.com

GEICO offers a special discount opportunity for NARFE members. To find out how much you could save, visit our website or call today and mention that you are a NARFE member. Have your current coverage information available in order 46

Bekins Van Lines 800-248-4810 narfe@bekins.com

As a member of NARFE, you have the privilege of joining InFirst Federal Credit Union, which has been serving active and retired federal employees since 1935. The credit union offers extensive services at competitive rates to members nationwide at 5,000+ shared branches, 55,000 surcharge-free ATMs and 24/7 phone access. Accounts are insured by NCUA up to $250,000.

GEICO 800-368-2734 www.geico.com/fed/narfe

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NARFE MERCHANDISE

At Wheaton, we know interstate relocating is much more than trucks and boxes. Moving is not simply an address change. It’s a life change. With a network of top-quality agents throughout the United States, Wheaton provides peace of mind with every relocation.

We offer you, as a NARFE member, benefits to help you have a positive interstate relocation experience. Call today and mention you are a NARFE member to start the moving process.

PRODUCTS

Omaha Steaks 800-228-9055 www.omahasteaks.com/ NARFE Since 1917, Omaha Steaks has been delivering customers the finest gourmet steaks, seafood, poultry, pork, sides and desserts. Omaha Steaks make memorable gifts for any holiday, or you can enjoy a gourmet meal right at home.

NARFE members can enjoy FREE SHIPPING on select combos and an additional 10% DISCOUNT at checkout! If calling, use promo code YTZ.

Purchasing Power 866-670-3479 purchasingpower.com/NARFE With Purchasing Power, thousands of brand-name products are within reach.

As members of NARFE, you can buy today and pay over time through payroll or annuity allotment. Choose from the latest computers, appliances, vacation packages and more. Never worry about

hidden fees, credit checks or interest.

Pay over 6 or 12 months, and you’re done. Save 5% with code NARFEVIP.

TELECOMMUNICATIONS

for the “budget-minded” renter. Today, with approximately 3,500 locations around the world, Budget is a leading rental car supplier now offering discounts to members of NARFE. Call or book your reservation now at Budget. com using the NARFE BCD number D871500.

Verizon FiOS www.narfe.org/memberperks NARFE members can save up to $10 a month on a new qualifying Triple Play bundle with Verizon FiOS Internet, TV and home phone service – savings of up to $120 per year. The FiOS 100% fiberoptic network delivers award-winning broadband and entertainment to your home. Only FiOS Internet customers get upload speeds as fast as their download speeds. With FiOS TV, 625+ channels are available, including 185+ in HD, and over 130,000 On Demand titles, thousands free. This exclusive onlineonly savings is only available to new Verizon customers or those upgrading to the Triple Play Package.

TRAVEL

Wyndham Hotel Group 877-670-7088 Choice Hotels International 800-258-2847 www.choicehotels.com With 6,200 hotels in the United States and throughout the world, Choice Hotels® offers something for everyone. As a NARFE member, receive 20% off your next stay at participating hotels when you use Special Rate ID 00801967. This offer is subject to availability and cannot be combined with any other offer.

Advance reservations required through phone number or website above; cannot be redeemed at individual hotels.

Choice Hotels brands are: Comfort Inn, Comfort Suites, Sleep Inn, Ascend Collection, Cambria, MainStay Suites, Suburban, EconoLodge, Clarion, Quality and Rodeway Inn.

Avis Car Rental 800-633-3469 www.avis.com Avis Car Rental is one of the world’s best-known car rental brands with approximately 5,500 locations in more than 165 countries. Avis has a long history of innovation in the car rental industry and is one of the world’s top brands for customer loyalty. Call or book your reservation now at Avis.com using the NARFE AWD number A701900.

Budget Car Rental 800-633-3469 www.budget.com Budget Car rental was founded in 1958

NARFE members receive up to 20% off the “Best Available Rate” at participating locations. Call and give the agent your special discount ID number, 8000002694, at time of booking to receive discount. Call to reserve your room today at one of these fine hotels: Wyndham Hotels and Resorts®, Days Inn®, Ramada Worldwide®, Baymont Inns and Suites®, Hawthorn Suites® By Wyndham, Microtel Inns and Suites®, Howard Johnson®, Travelodge® and Knights Inn®.

Advance reservations required through phone number above; cannot be redeemed at individual hotels.

WELLNESS

Beltone Hearing Care 888-418-6763

Alamo 800-462-5266 www.alamo.com Drive Happy® with Alamo® where NARFE members receive year-round discounts. Call or visit our website today and reference Contract ID 262544.

RENT® and reference Contract ID 5282909. For complete terms and conditions, visit www.narfe.org/ memberperks.

Local Hospitality www.narfe.org/travel NARFE is pleased to offer its members an exclusive travel discount service.

Savings may exceed 50% and average 10-20% below market on all hotels and car rental suppliers around the world.

Any hotel, any car, anywhere, anytime!

National 800-CAR-RENT www.nationalcarrental.com You Drive A Hard Bargain. Receive up to 20% off rentals at National Car Rental. To make a reservation, call National Car Rental at 1-800-CAR-

Beltone has been helping the world hear better for 75 years. NARFE members receive 25% off, and those with Blue Cross Blue Shield Service Benefit Plan insurance coverage may be eligible for two Beltone True 3™ hearing aids for ZERO out-of-pocket.

Life Line Screening 800-324-9906 www.lifelinescreening.com/ NARFE Life Line Screening, America’s leading provider of community-based preventive health screenings, will conduct health screenings using state-ofthe-art ultrasound technology in your neighborhood. To schedule an appointment, please call the number above and give the operator code number BKHN075 or visit the website.

NARFE Member Perks are designed to provide NARFE members with a quality option in their search for commonly used products and services. NARFE makes no guarantee on any products and services listed and encourages its members to shop and compare before making a decision on any financial matter.

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

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The Way We Worked

PENNSYLVANIA AVENUE PATROL Surrounded by Secret Service agents, newly inaugurated President Richard M. Nixon and Mrs. Pat Nixon wave at the crowds from a Lincoln Continental limousine as it makes its way down Pennsylvania Avenue in Washington, DC, on January 20, 1969. Every four years, the Secret Service, which is charged with protecting the president, secures the inaugural parade route. After the president takes the oath of office at the U.S. Capitol, Secret Service agents travel with the new president along the parade route to the White House, where the president, the vice president, their families and guests watch the parade from the official reviewing stand.

PHOTO from the Richard Nixon Presidential Library & Museum; courtesy of 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 http://shfg.org.

48

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DID YOU KNOW? The Secret Service is responsible for procuring, driving, maintaining and securing the vehicles used by the president at all times, according to the agency’s website, www.secretservice. gov. The limousine used by President Obama was unveiled on Inauguration Day 2009.

A customized Cadillac, it was in production for two years and was built to Secret Service specifications, including a heavy duty chassis, extended length and armored material.

B Bu ig tt ge on r s

o ts N rac nt

Co

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IMPORTANT CONSUMER INFORMATION: Jitterbug is owned by GreatCall, Inc. Your invoices will come from GreatCall. Plans and Services require purchase of a Jitterbug phone and a one-time setup fee of $35. *Monthly fees do not include government taxes or assessment surcharges and are subject to change. Coverage is not available everywhere. 5Star or 9-1-1 calls can only be made when cellular service is available. 5Star Service will be able to track an approximate location when your device is turned on, but we cannot guarantee an exact location. 1We will refund the full price of the Jitterbug phone and the activation fee (or setup fee) if it is returned within 30 days of purchase in like-new condition. We will also refund your first monthly service charge if you have less than 30 minutes of usage. If you have more than 30 minutes of usage, a per minute charge of 35 cents will be deducted from your refund for each minute over 30 minutes. You will be charged a $10 restocking fee. The shipping charges are not refundable. There are no additional fees to call GreatCall’s U.S.-based customer service. However, for calls to a GreatCall Operator in which a service is completed, you will be charged 99 cents per call, and minutes will be deducted from your monthly rate plan balance equal to the length of the call and any call connected by the Operator. Jitterbug, GreatCall, and 5Star are registered trademarks of GreatCall, Inc. ©2016 GreatCall, Inc. ©2016 firstSTREET for Boomers and Beyond, Inc.

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I enclose $________ purchase price, and only $5.99 shipping & handling for my entire order. Please add applicable state & local sales tax for the following states: AZ, CO, FL, GA, MA, MN, NE, NJ, PA, WI, & WV.

2 pairs 29.98 4 pairs 56.45

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Pant Sizes: S(30-32) M(34-36) L(38-40) XL(42-44) *Big Men ($3 more per pair): per pair 2XL(46-48) 3XL(50-52) when you 4XL(54-56) buy 2 Inseams: XS(25-26) S(27-28) M(29-30) L(31-32) pairs 43.47 [XL(33-34) inseam available in S, M, L, XL waists only] pairs 68.37

When you pay by check, you authorize us to use information from your check to clear it electronically. Funds may be withdrawn from your account as soon as the same day we receive your payment, and you will not receive your check back from your financial institution.

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