PARTNERSHIP PAYS
APRIL 2026
VOLUME 102 ★ NUMBER 3
EDITORIAL DIRECTOR
Jenn Rafael
CREATIVE SERVICES MANAGER
Beth Bedard
SENIOR CONTENT MANAGER
Matt Sanderson
ADDITIONAL GRAPHIC DESIGN TGD
EDITORIAL BOARD
William Shackelford, Cindy Reneé Blythe
CONTACT US
NARFE Magazine
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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 OFFICERS
WILLIAM SHACKELFORD President; natpres@narfe.org
CINDY RENEÉ BLYTHE Secretary/Treasurer; natsectreas@narfe.org
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REGIONAL VICE PRESIDENTS
REGION I Jeff Anliker (Connecticut, Maine, Massachusetts, New Hampshire, New York, Rhode Island and Vermont) Tel: 413-813-8136
Email: jeff.anliker@outlook.com
REGION II Paul Schwartz (Delaware, District of Columbia, Maryland, New Jersey and Pennsylvania) Tel: 240-838-2200
Email: schwartzpaul02@gmail.com
REGION III Lynn Harper (Alabama, Florida, Georgia, Mississippi, South Carolina and Puerto Rico) Tel: 478-951-3260
Email: lynnlarry79@outlook.com
REGION IV Ed Konys (Illinois, Indiana, Michigan, Ohio and Wisconsin) Tel: 937-207-6087
Email: rvpkonys@outlook.com
REGION V Linda Sawvell (Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota and South Dakota) Tel: 563-340-4823
Email: Lsawvell262@gmail.com
REGION VI Patsy Ashton (Arkansas, Louisiana, Oklahoma, Republic of Panama and Texas) Tel: 504-452-3870
Email: rvp6@narfe.org
REGION VII Sharon Reese (Colorado, Southwest, Utah and Wyoming) Tel: 575-649-6035
Email: sreese346@gmail.com
REGION VIII John Almquist (California, Hawaii, Nevada and Republic of Philippines) Tel: 949-246-4378
Email: almquistjw@yahoo.com
REGION IX Steven Roy (Alaska, Idaho, Montana, Oregon and Washington) Tel: 425-344-3926
Email: stevenroy1@yahoo.com
REGION X Robert Allen (Kentucky, North Carolina, Tennessee, Virginia and West Virginia) Tel: 757-404-3880
Email: rvp10@narfe.org
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.
NARFE Magazine (ISSN 1948-4453) is published monthly except in February and July 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 $48. 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 © 2026, NARFE. Advertisements in the magazine are not endorsements of products and/or services by NARFE, unless officially stated in the ad. We shall accept advertising on the same basis as other reputable publications: that is, we shall not knowingly permit a dishonest advertisement to appear in NARFE Magazine, but at the same time we will not undertake to guarantee the reliability of our advertisers.
2 NARFE MAGAZINE APRIL 2026
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AFEDcon26 Ramp Up and Improved Membership Numbers
s we close the first quarter of 2026, I’d like to share a few thoughts with you, update you on recent events, and highlight our current focus.
Most NARFE members know that the peak travel time for your national officers is during April and May, when most federation conferences and annual meetings are held. Your National Secretary/Treasurer Cindy Blythe and I will spend a lot of time on the road. As tiring as it can get, meeting members outside the confines of NARFE headquarters is also fun, worthwhile, and highly educational.
MID-TERM ELECTIONS
NARFE members are opinionated! That’s a fact— not a criticism. Indeed, it is our diversity of opinion that makes NARFE a strong advocate for federal retirees and soon-to-be retirees. As we approach the mid-term elections in November, everyone will be inundated with orchestrated political campaign messages. Political discussion will cover the whole spectrum. For the good of NARFE, let’s stay focused on our core mission, and let’s do it with respect for one another. Our legislative voice is louder than ever. The service we provide to our membership is unwavering. We are poised to meet the challenges we face today and those that lie ahead, both within our association and on Capitol Hill. Details of NARFE’s legislative priorities can be found on the advocacy portion of the NARFE website at www. narfe.org/advocacy.
CONGRATULATIONS TO HQ STAFF AND STREET LEVEL STUDIO
As most of you are aware, in August 2024, your National Executive Board partnered with Street Level Studios to improve our brand recognition with the ultimate goal of ending the membership decline that NARFE has experienced. After many years of decline. NARFE’s membership is beginning
to stabilize. Thanks to the monumental efforts of the headquarters membership engagement staff, Street Level Studio, and many of you at the chapter, federation, and regional levels, our membership numbers are improving. NARFE has cut its annual net loss from -6,840 at the end of December 2024 to -156 at the end of December 2025. Throughout 2026, with the continued assistance of Street Level Studio and the help of all NARFE members, we will vigorously pursue new avenues to attract new members and make extra efforts to keep our existing members on the rolls. I think we will succeed—if we all work together.
FEDCON26 REMINDER
Preparation continues at NARFE headquarters as we prepare for the 2026 National Conference. Online registration is open for our premier NARFE Conference. I hope you will strongly consider joining other members of your NEB and NARFE headquarters staff, and me, at FEDcon26. This event will be held from August 23-25 at the Hyatt Regency, One South Capitol Street in Indianapolis, Indiana. We need your participation. There are many items vital to our organization’s future that need to be discussed. I urge you to become part of this important process by reading NARFE Magazine to learn about these issues, and by coming to Indianapolis to learn more, to ensure the continued success of NARFE.
As always, I appreciate your support so that together, we can move NARFE forward. The future of NARFE is in our hands. Stay healthy and stay safe!
WILLIAM SHACKELFORD NARFE NATIONAL PRESIDENT natpres@narfe.org
Become a Silver Circle contributor today
Your contribution to the Silver Circle supports the direct work of NARFE as we continue to provide you resources and advocacy that you rely on and that member dues alone cannot support. When you donate to the Silver Circle, you are ensuring that NARFE has the resources to continue to fight for the financial security and earned benefits for you and the federal community.
NARFE appreciates all financial support you provide to us and would like to recognize you for your generous contributions to our cause.
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NARFE Urged Passage of Bipartisan Bills, Good Faith Negotiations on Homeland Security to Avoid a Shutdown
NARFE National President William “Bill” Shackelford sent a letter to the U.S. Senate on Wednesday, January 28, urging passage of five of the six remaining appropriations bills that have been agreed to on a bipartisan basis and urging negotiation in good faith over Homeland Security funding.
At press time, Congress and the president had made progress on government funding, passing six of the 12 full-year appropriations bills into law, but a January 30 deadline approaches for the remaining six to avoid another government shutdown.
The White House made a deal with Senate Democrats to pass the five noncontroversial bills (in line with NARFE’s request) along with a two-week stopgap for Homeland Security funding. While the parties agreed to the deal prior to the January 30 deadline, it took several days for the House and Senate to work through internal procedures to pass the provisions into law. That led to a four-day, partial
government shutdown. In the end, the Senate passed the package on January 31 with a 71-29 vote, followed by House passage via a 217-214 vote on February 3. President Trump
signed the package into law later that day.
The short-term funding for the Department of Homeland Security (DHS) was provided through February 13, 2026. At press time, both sides were negotiating the details and conditions of such funding, but no deal had been reached, and funding for DHS lapsed. NARFE continued to call for good faith bipartisan negotiations.
—BY JOHN HATTON, STAFF VICE PRESIDENT, POLICY AND PROGRAMS
APRIL ACTION ALERT: PROTECT MERIT-BASED CIVIL SERVICE SYSTEM
Visit NARFE’s Legislative Action Center at www.narfe.org to send a message to your lawmakers urging them to cosponsor the Saving Civil Service Act, H.R. 492/ S. 134. This act would prohibit the return of Schedule F (now Schedule P/C), thereby ensuring the public’s expectations of an efficient, fair, politically impartial system staffed by honest, competent, and dedicated employees. Merit-based civil service rules are integral to preserving institutional knowledge and expertise within the federal government.
MYTH VS. REALITY
MYTH: The executive branch determines what programs and activities the federal government spends money on.
REALITY: The “Power of the Purse” is outlined in the U.S. Constitution as “No Money shall be drawn from the Treasury, but in Consequence of Appropriations made by Law,” meaning the primary power of spending rests with Congress, the legislative branch. The federal budget process begins with a proposed budget from the president, but Congress must provide budget authority for projects, programs and activities. The executive branch then makes decisions within the confines of that budget authority and in accordance with congressional direction. The president’s budget is a request to Congress, and the final product, as reflected in appropriations bills, rarely resembles the president’s proposal.
OPM’s Processing Delays and Wait Time Issues
As of January 2026, the Office of Personnel Management (OPM) was experiencing delays in processing, particularly in retirement applications and benefits. Contributing factors include a surge in submissions, staff shortages, outdated technology, and concerns about customer care and improper payments.
The Office of Personnel Management’s inspector general released the “Top
In January, the Social Security Administration (SSA) discovered that two Department of Government Efficiency (DOGE) staff members had been improperly accessing and sharing millions of Americans’ sensitive personal data. While the Trump Administration and the SSA cannot say for sure how extensive the data breach was, the SSA filed a lawsuit against DOGE and the staffers on January 16, 2026. They alleged that the staffers went against SSA policy by conferring with a political advocacy group to “find evidence of voter fraud
Management Challenges for Fiscal Year 2026” report, which outlines the agency’s processing challenges and the strategies developed to address them. These include recognizing the need for an agile, optimized workforce to respond to shifts in governmentwide staffing, enhancing technology by launching the online retirement application in spring 2025, and establishing a robust plan to significantly reduce improper payments.
OPM’s current challenges have led to extended waiting times for federal employees and annuitants awaiting case resolutions. OPM recognizes these setbacks and is actively pursuing solutions to streamline operations and decrease processing backlogs.
—BY ELLIE DORSEY, FEDERAL BENEFITS INSTITUTE MANAGER
SSA Discovers Improper Access to Personal Data
and to overturn election results in certain States.” It is still not confirmed whether the DOGE staffers provided this group with any Social Security data. These actions, if proven, may have violated the Hatch Act, which limits government employees from using their position for political gain or to influence political activities. This policy is in place to help ensure a nonpartisan federal workforce that serves all Americans, regardless of political leaning. The filing also alleged that staff members overrode the IT system to share password-protected files
containing people’s private records with outside DOGE affiliates and servers after a judge’s order temporarily halted access.
This news serves as a callback to the claim filed by Chuck Borges, a whistleblower who alleged that DOGE improperly handled sensitive data on an unsecured cloud server back in June 2025. While the SSA rejected Borges’ claim at the time of filing, it’s significant that the SSA seems to confirm this case of improper handling of sensitive information.
—BY ABBY PASQUELLA, POLICY AND PROGRAMS ASSOCIATE
NARFE GRASSROOTS ADVOCACY
LEARN MORE about how you can take action to protect your earned pay and benefits by reviewing NARFE Grassroots materials at www.narfe.org/advocacy
Show Us the Money: Understanding Government Funding
Following the recent, recordbreaking government shutdown, headlines about the budget and appropriations process in Congress have become more frequent—and understandably confusing. To clarify, NARFE is breaking down these distinct but overlapping procedures, explaining how funding levels are set, how money is distributed, and what happens when Congress fails to reach an agreement.
The first thing to know: the federal budget process rarely follows the timeline outlined in the Congressional Budget Act (CBA). The law’s dates function more as goals than strict deadlines. The steps generally occur in the same order, but delays are common—and there are built-in mechanisms to keep government functions moving when they do.
Another key point is that the fiscal year (FY) does not follow the calendar year. It runs from October 1 to September 30. For example, FY26 began on October 1, 2025, and ends September 30, 2026. But planning starts much earlier—often a year in advance. Each fall, federal agencies submit funding requests to the Office of Management and Budget (OMB). For FY26, this happened in fall 2024. OMB reviews these requests and issues “passbacks,” or recommended adjustments to align with the President’s priorities.
Per law, the president must submit a budget request to Congress by the first Monday in February. But this deadline
THE
FISCAL YEAR
(FY)
DOES NOT FOLLOW THE CALENDAR YEAR. IT RUNS FROM OCTOBER 1 TO SEPTEMBER 30.
is often not met exactly on time, with the greatest delays occurring during a new administration. The proposal outlines the administration’s fiscal agenda and shapes the year’s budget debate. After submission, the Congressional Budget Office (CBO) reviews it, and congressional committees develop recommendations. The Senate Budget Committee then introduces a concurrent budget resolution, which both chambers aim to agree on by April 15. This deadline is also often not met, if at all. While not legally binding, this resolution sets the framework for spending and revenue decisions, including any potential budget reconciliation process. When a budget resolution includes a reconciliation directive, it triggers budget reconciliation—a process that ensures enacted laws match
the fiscal targets set in the resolution. Specific committees are instructed to draft legislation meeting those targets, which the Budget Committee compiles into a single “reconciliation bill.” Debate on this bill is limited to 20 hours, and it cannot be filibustered, making it one of the most efficient tools for passing major budget-related laws with a simple majority. However, the Byrd Rule prevents lawmakers from including unrelated provisions; any item not directly affecting spending or revenue can be struck unless 60 senators vote to retain it.
Once the budget resolution passes, the House begins the appropriations process—the phase where Congress actually provides funding. There are 12 annual appropriations bills that define discretionary spending for the year, each adhering to limits set in the budget resolution. Ideally, these bills are reported by June 10, passed by June 30, and sent to the Senate for passage into law before the start of the next fiscal year, on October 1. But that is also an optimistic timeline.
In fact, Congress has not passed all of its 12 funding bills on time since 1996. If they do not pass bills by the deadline, they may pass a continuing resolution to extend the previous year’s funding levels into the new fiscal year. If not, funding lapses, and the government shuts down.
—BY NICOLE BLACKSTONE, GRASSROOTS AND POLICY MANAGER
Active and Retired Federal Employees–Join NARFE (or Renew) 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 NARFE?
If your future security is tied to federal retirement benefits—federal retirees, current employees, spouses and individual survivors—you should join NARFE. Membership expiring? Renew now!
NARFE MEMBER BENEFITS
• Understand benefit changes and key aspects to stay on top of with NARFE’s monthly webinars, held on a variety of topics such as Thrift Savings Plan, health insurance options and long term care insurance updates
• Direct access to Federal Benefits Institute experts who can answer your most pressing questions and help you get answers you need from OPM
• Topical and robust articles on new legislation, and topics like car buying tips and finding your path in retirement, and the ever popular Q&A section addressing your most burning benefit questions in NARFE Magazine
• Support from your peers with access to FEDHub, the only national online community for the federal community, and local chapters, where you can meet feds in a neighborhood near you
• Weekly news roundup email called Newsline, with helpful tips and updates from NARFE on the work we are doing to support you
• Discounts on popular national brands with NARFE Perks
• Powerful advocacy and alerts to take action on important legislation pending in Congress and our advocacy team that protects your benefits every day!
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LEGISLATIVE RESOURCES
NARFE NewsLine – A weekly newsletter that goes out to NARFE members on Tuesdays and includes weekly recaps of legislative news, compiled by NARFE’s advocacy and communications teams.
LEGISLATIVE ACTION CENTER – A one-stop site to send a letter to Congress, and more, at www.narfe.org
FRTIB Finalizes Rules for TSP Roth In-Plan Conversions
The Federal Retirement Thrift Investment Board (FRTIB) has updated its rules to let Thrift Savings Plan (TSP) participants convert eligible non-Roth funds to a Roth balance within the Plan. This change is due to the SECURE 2.0 Act of 2022.
Beginning January 28, 2026, TSP participants can convert eligible non-Roth balances to Roth balances within their current accounts. This is called an “in-plan Roth rollover” or “Roth in-plan conversion.”
Any TSP participant with non-Roth balances, such as employee contributions, agency contributions, and earnings, can request an in-plan Roth conversion if they meet Internal Revenue Service (IRS) requirements. The converted amount will be taxed in the year of conversion, and participants must pay any taxes owed.
After a conversion is completed, it cannot be undone. Participants need to follow TSP procedures
to request a conversion and must specify the amount and source. They can convert part or all of their balance. Converted Roth amounts follow the same qualified distribution rules as other Roth balances in the TSP.
Want to learn more? Visit our recent webinar with Federal Benefits expert Mark Keen at https://www.narfe.org/ education/narfe-webinars/ webinar-archive/.
—BY ELLIE DORSEY, FEDERAL BENEFITS INSTITUTE MANAGER
Judge Allows Laid-Off HHS Employees to Challenge Action Via Class Action Lawsuit
In January, Judge Beryl Howell ruled that a group of former U.S. Health and Human Services (HHS) employees were authorized to pursue a class action lawsuit regarding the circumstances of their layoffs. Back in June 2025, seven HHS employees who lost their jobs via a reduction-in-force (RIF) in April 2025 brought their case to court, arguing that the HHS department had taken many erroneous actions during their layoff process. These errors include incorrect details about veteran status, performance ratings, and other personnel information that affected who
did and did not get RIF’d and eligibility for alternative job opportunities. .
These employees argued that this evidence violated the Privacy Act and influenced the derailment of their careers. They also cited comments by Trump Administration officials, such as HHS Secretary Robert Kennedy, who stated that the agency knew mistakes would be made with the RIF.
The Trump Administration had wanted the case dismissed and handled instead by the Merit Systems Protection Board (MSPB). However, Judge Howell cited Supreme Court
precedent stating that cases citing the Privacy Act do not have to go through the MSPB before being heard by a federal court. Judge Howell also noted that Privacy Act claimants are required to receive monetary compensation if they win, whereas MSPB claimants are not always compensated. This lawsuit follows the HHS department’s layoffs of over 10,000 employees through RIFs in March 2025, in an attempt to comply with President Donald Trump’s executive order.
—BY JOHN HATTON, STAFF VICE PRESIDENT, POLICY AND PROGRAMS
Federal Law Enforcement Receives Elevated Pay Raise
In December, Office of Personnel Management Director Scott Kupor issued a memorandum directing the implementation of President Donald Trump’s directive to provide special rates of pay for law enforcement personnel.
Law enforcement personnel in agencies such as the Federal Bureau of Investigation, Immigration and Customs Enforcement, the Secret Service, the Forest Service, and others receive a 3.8% raise.
Most federal employees under the General Schedule (GS) pay scale received a 1% raise. NARFE continues to advocate for fair, across-the-board pay increases.
—BY ABBY PASQUELLA, POLICY AND PROGRAMS ASSOCIATE
OPM Issues Final Regulations Giving Greater Flexibility on Recruitment and Relocation Incentives
In December, the Office of Personnel Management (OPM) issued final regulations that increase agency flexibility to award recruitment and relocation incentives to federal applicants. This regulation would allow
agencies to issue recruitment and relocation incentives above the normal pay limitations, up to 50% of the applicant’s proposed base pay, without OPM approval (not to exceed 100% of base pay).
Previously, agencies needed a waiver from OPM to approve
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incentive amounts above 25% the proposed base pay, but with this new regulation, that ceiling has been increased.
—BY ABBY PASQUELLA, POLICY AND PROGRAMS ASSOCIATE
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NARFE BILL TRACKER
THE NARFE BILL TRACKER IS YOUR MONTHLY GUIDE TO LEGISLATION NARFE IS FOLLOWING. CHECK BACK EACH ISSUE FOR UPDATES.
ISSUE BILL NUMBER / NAME / SPONSOR WHAT BILL WOULD DO
H.R. 491 /S.624: Equal COLA Act/ Rep. James Walkinshaw, D-VA-11 / Sen. Alex Padilla, D-CA
Cosponsors:
H.R. 491: 59 (D) 1 (R) S. 624: 13 (D) 2 (I)
FEDERAL ANNUITIES
H.R. 1522: Federal Retirement Fairness Act / Rep. Emily Randall D-WA06
Cosponsors: 104 (D) 18 (R)
Provides full cost-of-living adjustments, based on the relevant change in consumer prices, to Federal Employees Retirement System annuities.
LATEST ACTION(S)
Referred to the House Committee on Oversight and Government Reform. 1/16/2025
ASSUMING FIRST SPONSORSHIP - Mr. Walkinshaw asked unanimous consent that he may hereafter be considered as the first sponsor of H.R. 491, a bill originally introduced by Rep. Connolly, for the purpose of adding cosponsors and requesting reprintings pursuant to clause 7 of rule XII. Agreed to without objection. Action By: House of Representatives 09/16/2025
Read twice and referred to the Senate Committee on Homeland Security and Governmental Affairs. 02/18/2025
Provides that civilian service in a temporary position after December 31, 1988, may be creditable service under the Federal Employees Retirement System, and for other purposes.
ASSUMING FIRST SPONSORSHIP - Ms. Randall asked unanimous consent that she may hereafter be considered as the first sponsor of H.R. 1522, a bill originally introduced by Representative Connolly, for the purpose of adding cosponsors and requesting reprintings pursuant to clause 7 of rule XII. Agreed to without objection. 07/22/2025
Referred to the House Committee on Oversight and Government Reform. 02/24/2025
H.R. 493/ S. 126: The Federal Adjustment of Income Rates (FAIR) Act / Rep. James Walkinshaw, D-VA-11 / Sen. Brian Schatz, D-HI
Cosponsors:
HR 493: 35 (D) 1 (R) S. 126: 13 (D) 1 (I)
FEDERAL COMPENSATION
Provides federal employees with a 3.3% across-the-board pay raise in 2026, plus a 1% average increase to locality pay rates.
Referred to the House Committee on Oversight and Government Reform. 1/16/2025
ASSUMING FIRST SPONSORSHIP - Mr. Walkinshaw asked unanimous consent that he may hereafter be considered as the first sponsor of H.R. 493, a bill originally introduced by Rep. Connolly, for the purpose of adding cosponsors and requesting reprintings pursuant to clause 7 of rule XII. Agreed to without objection.
Action By: House of Representatives 09/16/2025
Read twice and referred to the Senate Committee on Homeland Security and Governmental Affairs. 1/16/2025
Position: Support Oppose No position
ISSUE
NARFE BILL TRACKER
BILL NUMBER / NAME / SPONSOR
H.R. 1: One Big Beautiful Bill Act / Rep. Jodey Arrington, R-TX-19
WHAT BILL WOULD DO LATEST ACTION(S)
The Senate-amended, final version of the bill that passed both chambers and was signed into law by the president did not contain any of the objectionable federal workforce provisions NARFE opposed throughout the process.
FEDERAL BENEFITS
The House-passed version of this budget reconciliation bill, passed pursuant to the instructions of H.Con.Res.14, would (i) eliminate the Federal Employees Retirement System (FERS) annuity supplement as of January 1, 2028, cutting back vested benefits earned based on past service for individuals at or approaching retirement eligibility age; (ii) require new federal employees to choose between retaining merit systems protections or accepting a 5% pay cut via increased contributions toward retirement without any additional benefit; and (iii) institute a fee to appeal adverse actions to the Merit Systems Protection Board (MSPB).
The original version of the bill would have also (i) increased employee contributions toward retirement by up to 3.6% without any added FERS benefit, and (ii) calculated federal annuities under FERS and the Civil Service Retirement System (CSRS) based on the highest five years of salary rather than the highest three years of salary. Those provisions were eliminated via amendment prior to House floor consideration.
Senate-amended version (without objectionable federal workforce provisions) passed the Senate on 7/1/25, passed the House on 7/3/25, and was signed into law by the president on 7/4/25.
POSTAL SERVICE
H.Res. 70 / S.Res.147: Rep. Stephen Lynch, D-MA-8 / Sen. Gary Peters, D-MI
Cosponsors: H. Res. 70: 208 (D) 21 (R) S. Res. 147: 3 (D) 4 (R)
Expressing the sense that Congress should take all appropriate measures to ensure that the United States Postal Service remains an independent establishment of the federal government and is not subject to privatization.
Referred to the House Committee on Oversight and Government Reform. 01/28/2025
Referred to the Committee on Homeland Security and Governmental Affairs. 03/27/2025
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NARFE BILL TRACKER
ISSUE BILL NUMBER / NAME / SPONSOR
H.R. 2550/S.2837: Protect America’s Workforce Act / Rep. Jared Golden, D-ME02 / Sen. Mark Warner, D-VA
Cosponsors:
H.R. 2550: 216 (D), 9 (R) S. 2837: 44 (D), 2 (R), 2 (I)
H.R.492/S.134: Saving the Civil Service Act of 2025 / Rep. James Walkinshaw, D-VA-11 / Sen. Tim Kaine, D-VA
Cosponsors:
H.R. 492: 89 (D) 3 (R) S. 134: 20 (D) 2 (I)
Overturns a recent executive order that targeted certain unions due to opposition to administrative actions via public statements and lawsuits, ending collective bargaining for covered federal employees.
Prohibits the establishment of Schedule F of the excepted service, to ensure merit-based hiring and firing of civil servants.
LATEST ACTION(S)
H.R. 2550 passed the House of Representatives by a vote of 231-195. 12/11/25. Received in Senate 12/15/25.
Read twice and referred to the Committee on Homeland Security and Governmental Affairs. 09/17/25
Referred to the House Committee on Oversight and Government Reform. 1/16/2025
ASSUMING FIRST SPONSORSHIP - Mr. Walkinshaw asked unanimous consent that he may hereafter be considered as the first sponsor of H.R. 492, a bill originally introduced by Representative Connolly, for the purpose of adding cosponsors and requesting reprintings pursuant to clause 7 of rule XII. Agreed to without objection.
Action By: House of Representatives 09/16/2025
FEDERAL PERSONNEL POLICY
H.R. 5249: Limit on Sweeping Executive Reorganization Act / Rep. James Walkinshaw D-VA-11
Cosponsors: H.R. 5249: 4 (D)
Requires the President and Executive Branch to provide Congress with a Reorganization Impact Report to which Congress must approve before the President may enact major federal employee terminations.
Read twice and referred to the Senate Committee on Homeland Security and Governmental Affairs. 1/16/2025
Referred to the House Committee on Oversight and Government Reform. 09/10/2025
H.R. 5676: Stop Stealing Our Jobs Act / Rep. Sheila Cherfilus-McCormick D-FL-20
Cosponsors: H.R. 5676: 16 (D)
To prohibit any Executive agency from terminating employees during any period in which there is a lapse in appropriations, and for other purposes.
Referred to the House Committee on Oversight and Government Reform. 10/03/2025 NARFE’s Position: Support Oppose No position
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THE FOLLOWING QUESTIONS & ANSWERS were compiled by NARFE’s Federal Benefits Institute experts. NARFE does not provide legal, financial planning or tax advice or assistance.
FEDERAL EMPLOYEES’ DENTAL AND VISION INSURANCE PROGRAM (FEDVIP)
ADoes the government help pay for a portion of our premiums for FEDVIP coverage as they do for our health insurance coverage under the FEHBP?
AFederal employees and annuitants pay for the full cost of their FEDVIP coverage; however, you save money because of the group rates offered by the plans, and employees (but not annuitants) pay premiums with pre-tax dollars. Refer to BENEFEDS.gov for more information regarding FEDVIP. When considering supplemental dental and vision coverage, keep in mind the following considerations:
• If you have good intentions of going to the dentist every six months and the optometrist once a year, but you rarely meet that goal, you will pay premiums for FEDVIP regardless of whether you receive your preventative care or not.
• Employees may use Flexible Spending Account (FSA) or Health Savings Account (HSA) funds to pay for dental and vision expenses on a pre-tax basis, resulting in savings.
• Your Federal Employee Health Benefits (FEHB) program or Postal Service Health Benefits health plan may cover limited dental or vision expenses.
FERS COMPUTATION
QI recently reached the age of 62 and plan to retire at the end of July 2026. I will have over 1,000 hours of unused sick leave and 19 years and 8 months of service. My agency retirement counselor told me that my retirement would be computed using the 1% factor rather than the more generous 1.1%
factor for employees who retire at age 62 with at least 20 years of service. I will have 20 years of service when my sick leave is added to my actual service. So, will it be the 1% or the 1.1% factor?
AYou do not have to complete 20 years of actual service to qualify for the 1.1% computation if you have a combined 20 years of sick leave credit and service. This is because the 20-year service requirement is a requirement for your retirement computation; you are eligible for retirement at age 62 when you have completed only five years of creditable civilian federal employment.
Your unused sick leave balance of 1,000 hours converts to more than five months of service credit. When added to your actual service, you should have no trouble meeting the 1.1% factor required for computing your Federal Employees Retirement System (FERS) Basic retirement benefit. Request a retirement estimate report for your July retirement to confirm that your combined sick leave balance and creditable service qualify for the 1.1% computation.
These rules are documented in the following Office of Personnel Management (OPM) Benefits Administration Letter here (Subject: FERS Unused Sick Leave and the 1.1% Annuity Formula): https://www.opm.gov/retirement-center/ publications-forms/benefits-administrationletters/2018/18-103.pdf.
TRICARE AND FEHBP
QI’m planning to retire in February 2027 at the age of 63 with 15 years of federal service. I’ve never had FEHB coverage because I’ve always been under my spouse’s military health insurance, TRICARE. I was hoping to sign up for FEHB during the 2026 annual open season so that we can have FEHB coverage in retirement. We are planning to move to a part of the country where the TRICARE network won’t be as convenient for us as it is where we currently live. Will this be possible?
AYes. Since you will be eligible for retirement immediately upon separation from federal service, and TRICARE has covered you for the last five-plus years of your federal career, you will be allowed to keep FEHB coverage in retirement if you are enrolled in an FEHB plan on the date of your separation. Since you are planning to retire in February 2027, the open season election that you make later this year will be effective in early January, which means you will meet this requirement.
TRICARE will be the secondary payor to your FEHB coverage. In retirement, you may suspend FEHB coverage indefinitely while using TRICARE. See Retirement and Insurance Form RI 79-9, Health Benefits Cancellation/Suspension Confirmation (https://www.opm.gov/forms/ pdf_fill/ri79-9.pdf ), to learn how annuitants may suspend their FEHB coverage. If you decide to suspend your FEHB coverage for TRICARE in retirement, you could always use a future open season to cancel the suspension to reenroll in the FEHB program.
To learn more about non-network providers and TRICARE, visit https://tricare.mil/GettingCare/ FindDoctor/AllProviderDirectories/NonNetwork.
RETIREMENT
FERS DISABILITY RETIREMENT
QI retired under FERS disability over 15 years ago. Upon reaching my 62nd birthday later this year, it’s my understanding that OPM will automatically recompute my annuity as if I had been working the entire time. Can you explain that?
AF ERS employees who are approved by OPM for a disability retirement and who did not meet the normal age and service requirement to qualify for an optional, immediate, unreduced
age-based retirement will receive 60% of their high-3 average salary for the first 12 months of retirement (offset by 100% of any Social Security disability benefits received). Starting in the 13th month, the disability retirement benefit would be reduced to 40% of the high-3 average salary (offset by 60% of any Social Security disability benefits received).
Upon reaching age 62, OPM automatically recomputes your FERS disability retirement using the regular FERS computation formula by considering the amount of federal service that was already creditable under FERS prior to your separation and adding the amount of service you would have had if you had continued your federal career up until the day before your 62nd birthday. They also consider your unused sick leave balance upon separation to possibly increase the length of service used in this recalculation. OPM also recomputes your high-3 average salary based on any cost-of-living adjustments applied to your retirement.
The regular FERS formula states that you receive a benefit equal to 1% of your high-3 average salary for all your years and months of
COUNTDOWN TO COLA
The Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) increased by 0.3% in January 2026. To calculate the 2026 cost-of-living adjustment (COLA), the 2026 thirdquarter indices will be averaged and compared with the 2025 third-quarter average of 317.265, which is 2.8% greater than the average CPI-W for the third quarter of 2024 of 308.729. As a reminder, the COLA will be 2.8% for Civil Service Retirement System (CSRS) annuities and Social Security benefits and 2% for Federal Employee Retirement System (FERS) annuities.
The CPI represents purchases of food and beverages, housing, apparel, transportation, medical care, recreation, education and communication, and other goods and services.
Because there was no data collected for October 2025 due to a lapse in government funding, the monthly percentage change for November 2025 is calculated based on a two-month change from September 2025.
For FECA COLA updates, visit narfe.org and search for FECA.
creditable service in the computation of your FERS annuity. But for disability annuitants who have at least 20 years of service credit, the automatic recalculation at 62 yields 1.1% of their high-3 average salary for all their years and months of creditable service.
For example, if you only had two years of FERS service upon separation at age 47 and were approved for a disability retirement, then 15 years later at age 62, your FERS benefit would be recomputed using 17 years of service (two years of actual service and 15 years of disability retirement before age 62). The recalculation of your annuity would equal 17% of your recalculated high-3 average salary (17 years x 1.0% = 17%).
In a different example, if you had five years of FERS service upon separation at age 47 and were approved for a disability retirement, then at age 62, fifteen years later, the automatic recalculation of your annuity would be based on 20 years of service (five years of actual service and 15 years of disability retirement before age 62. This would equal a benefit of 22% of your recalculated high-3 average salary (20 years x 1.1% = 22%).
Note for special category employees: The 1.1% factor does not apply if the individual was a special category employee upon separation for disability retirement. However, the 1.7% special group formula applies to a maximum of 20 years upon OPM recomputing the annuity at age 62, and any extra years and months are computed using the 1% factor.
Here are some resources to help you understand the FERS Disability Retirement benefit:
• CSRS and FERS Handbook, Chapter 60. Disability Retirement: https://www.opm.gov/ retirement-center/publications-forms/csrsfershandbook/c060.pdf
• CSRS and FERS Handbook, Chapter 61. Computation of Disability Retirement Benefits: https://www.opm.gov/retirement-center/ publications-forms/csrsfers-handbook/c061.pdf and https://www.opm.gov/retirement-center/ publications-forms/csrsfers-handbook/c061_ notice.pdf
• OPM Benefits Administration Letter, 10-105, Subject: Enhanced Disability and Survivor Annuity Computations Under CSRS and FERS https://www.opm.gov/retirement-center/ publications-forms/benefits-administrationletters/2010/10-105.pdf
MEDICARE AND FEHB
QI’ve been retired from federal service for a couple of years, and I’m approaching my 65th birthday and need to figure out what to do about Medicare. I plan to keep my coverage under the Federal Employees Health Benefits Program (FEHBP). What are the advantages of enrolling in Medicare Parts A and B?
AMany FEHB plan options, when combined with Medicare Parts A and B, provide “wrap-around” coverage by waiving most of your cost-sharing (deductibles, copayments, and coinsurance) when Medicare is the primary payer. This benefit will leave you with very little out-ofpocket expenses other than prescription copays and the cost of medical services not covered by Medicare, such as hearing aids, preventative dental and vision care, and routine physical exams.
Medicare Part A, hospital coverage, is typically premium-free for most annuitants and helps cover inpatient hospital and skilled nursing expenses, such as room and board, nursing fees, and other related costs. It is generally recommended to enroll in Medicare Part A during your Initial Enrollment Period (IEP) that begins three months before age 65 and ends three months following the month you turn 65.
Medicare Part B has a standard monthly premium of $202.90 in 2026. If you are married, your spouse will also pay this premium if they are eligible to enroll in Medicare. For higher-income retirees, there is an Income Related Monthly Adjustment Amount (IRMAA that will require you to pay a portion of the government’s share of the premium based on your Modified Adjusted Gross Income (MAGI) from 2024 that Social Security will use to determine your 2026 Part B premium. You can find the chart for IRMAA at https://www. medicare.gov/basics/costs/medicare-costs.
It can be confusing to determine if paying the extra cost of Part B is necessary since your FEHB plans do not require enrollment (for Postal retirees, it may be necessary to enroll in Part B to maintain your coverage under the Postal Service Health Benefit (PSHB) Program). There are some plans that provide a partial reimbursement for Part B premiums, and along with the “wrap-around” coverage, the cost of Part B may pay for itself, especially if you carefully choose a health plan that offers these benefits. Additionally, most FEHB and PSHB plan carriers offer a Medicare Advantage option that provides additional benefits and a reduction in your Part B premium.
When you are ready to enroll in Medicare Part B, if it is after your IEP, you can complete form CMS-40B to sign up during the annual General Enrollment Period (GEP), January 1 – March 31. If you delay enrollment more than 12 months past the end of your IEP, you will incur a 10% permanent late enrollment surcharge based on the current standard Part B premium. If you are covered by “current employment” health insurance, you may not have to pay a late enrollment penalty, and you will have a Special Enrollment Period (SEP) that will last eight months following your (or your spouse’s) last month of “current employment” health coverage. Learn more on this SEP Fact Sheet https://www.ssa.gov/pubs/ EN-05-10012.pdf.
You can learn more about Medicare and FEHB by viewing the webinars that have been archived at the NARFE Federal Benefits Institute. Also, review Section 9 of your FEHB or PSHB plan brochures and links to the websites available at https:// www.opm.gov/healthcareinsurance/healthcare/planinformation/plans/ (choose your state and select the brochure links provided next to each plan option).
To obtain an answer to a federal benefits question, NARFE members should call 800-456-8410 and select option 2 for the Federal Benefits Institute; send the question by postal mail to NARFE Headquarters, ATTN: Federal Benefits; or submit it by email to fedbenefits@narfe.org.
DQualified Life Events and Other Non-Open Season Changes
id you know there are qualified life events (QLE) that allow you to change your insurance coverage outside of the annual open season? The reasons vary depending on whether it is for Federal Employees Health Benefits (FEHB), Postal Service Health Benefits (PSHB), Federal Employee Dental & Vision Insurance Program (FEDVIP), Federal Employee Group Life Insurance (FEGLI), or Flexible Spending Accounts (FSA).
FEHB AND PSHB
You can change your FEHB/ PSHB enrollment or plans for reasons such as:
• Change in family status
• Moving
• Eligible for Medicare
• Spouse loss of health insurance
Employees use the Health Benefits Election Form, SF 2809, (or your agency equivalent) which lists 18 reasons allowing a change if you are participating in premium conversion. Premium conversion allows employees to pay premiums with pretax money. Annuitants and former spouse use the Health Benefit Election form, OPM 2809, to elect changes outside of the open season. These forms can be found at www.opm. gov/forms.
Retirees and survivors use the “Health Benefit Election” form, OPM 2809, to indicate the timing and all permissible changes.
FEDVIP
You can change your FEDVIP enrollment or plan for reasons that include:
• Change in family
• Moving (this event may increase the cost of supplemental dental insurance)
• Return to Active Duty
To learn all of the permissible changes, visit https://www. benefeds.gov/learn/fedvip/ fedvip-qualifying-life-events.
FEGLI
Employees can increase their coverage with a QLE: Marriage, divorce, the death of their spouse, and the acquisition of an eligible child. If you experience a life event and you are a FEGLI-eligible employee, you can elect any coverage the FEGLI program offers.
Submit a “Life Insurance Election” form, SF 2817, or agency online equivalent to your employing agency’s human resources office before the event or no later than 60 days after the date of the event. You will be asked to provide proof of the event to your agency. Employees may apply to increase coverage or reenroll in Basic FEGLI by providing medical documentation. See the “Request for Insurance” form, SF 2822, for more details. The last FEGLI Open Enrollment was in 2016; there are none currently planned.
Retirees cannot increase coverage; however, the amount of life insurance can
be decreased at any time by employees as well as retirees.
• Employees use SF 2817, or agency equivalent, to indicate the coverage they want to keep by signing under their desired options.
• Note: Retirees may elect to maintain 25% of the value of Basic FEGLI with no cost after age 65 or continue 50% or the full amount for an additional premium.
• Retirees submit a request at any time to reduce coverage by writing a signed letter stating clearly the reduction or cancellation they wish to make. Be sure to include your signature, annuity number (CSA/CSF) or social security number, address and phone number. Send the letter to: Office of Personnel Management Retirement Operations Center P.O. Box 45 Boyers, PA 16017-0045
FSA
Retirees are not eligible to have an FSA. As a rule, employees can’t change their Health Care FSA (HCFSA), Limited Expense Health Care FSA (LEX HCFSA), or Dependent Care FSA (DCFSA) election amount during a benefit period (the plan year). That’s why it’s important to plan an election that suits your needs for your entire benefit period. However, there are circumstances when employees can make changes. The Internal Revenue Service determines what counts as qualifying events, typically including:
BENEFITS RESOURCES
NARFE OFFERS MEMBERS a wide range of information on federal benefits. Visit www.narfe.org/federal-benefits-institute
• Change in employment status for you, your spouse, or a dependent
• For uniformed services members, this includes permanent change of station and deployment
• Change in legal marital status (marriage, divorce, or death of spouse)
• Change in the number of dependents (birth or adoption of a child, or death of a dependent)
• Change in dependent’s eligibility (for example, child reaches age 13 and is no longer eligible under a DCFSA)
• Change in childcare or eldercare provider, change in cost, or change in coverage. This applies to DCFSA only.
Note: A dependent is anyone you claim on your federal income tax return or someone who jointly files a federal income tax return with you.
FLTCIP
You may request to decrease your coverage at any time by writing to: Federal Long Term Care
Insurance Program, P.O. Box 797, Greenland, New Hampshire 03840-0797. You can also call 1-800-LTC-FEDS (1-800- 582-3337), TTY 1-800-843-3557.
Your premiums (which are based on your age at purchase) will also decrease. You do not have to undergo new underwriting in order to decrease your coverage. OPM has suspended applications for new coverage under the FLTCIP until December 31, 2026.
While the suspension is in effect; current enrollees may not apply to increase their coverage. Sign in to “My LTCFEDS” using Login.gov, which is a sign-in service that offers secure and private online access to government programs, such as federal benefits, services and applications.
—MICHELE BOLLIER IS A RETIREMENT AND BENEFITS SPECIALIST WITH RETIRE FEDERAL.
Prepare for the future as a family decision-maker or future beneficiary.
• Get clear guidance on federal benefits, health insurance, and long-term care planning.
• Find community and connections through local events or online through FEDHub. First-year chapter dues are free for new members.
The After Trump 2.0 Civil Service
This NARFE Magazine story is the first of two parts that examines reforms to the federal civil service in the first year of the second President Donald J. Trump administration. This story will focus on reductions in the size of the federal civil service, agency eliminations and reorientations, and their impacts on the delivery of agency services. The second story in next month’s issue will focus on the politicization of the federal civil service, limitations on federal agency actions, federal employee and union rights, and what the next year may hold. This story was also reported on in a series on narfe.org.
BY DAVID TOBENKIN
A year has passed since President Donald J. Trump took office with an ambitious target of reducing and reforming the federal civil service. Trump’s inaugural speech promised to “immediately restore the integrity, competency and loyalty of America’s government.”
Following a strong push through a multitude of executive orders issued on Inauguration Day, along with ongoing prioritization and support from a friendly Republican-controlled Congress and the U.S. Supreme Court, the Trump administration has made significant progress toward achieving some of its goals. It has, in particular, reduced the size, scope and personnel counts of federal agencies, particularly those it disfavored, and brought them and their employees under tighter White House ideological and operational control.
While the basic parameters of the federal civil service, most agencies, and most employees remain intact, civil service protections against the politicization of the federal workforce have been reduced and continue to face further challenges.
Federal employee advocates, including NARFE, have challenged the legality and advisability of many of these actions, slowed the implementation of some, noted adverse effects on some agencies’ capabilities and
performance, and highlighted the great pain inflicted upon many federal employees.
“It’s been a whirlwind of changes and policies and attacks on the federal workforce, from large scale reductions in force, to elimination of collective bargaining rights, to attempting to politicize the civil service, to potentially firing people due to a shutdown and attempts to deny people back pay after a shutdown,” says John Hatton, NARFE staff vice president of policy and programs.
Whether some of the administration’s goals to further reduce the federal workforce in general and its civil service protections are fully realized will depend on the initiative’s ongoing prioritization. To the degree cuts may impair agency performance, as well as the results of the 2026 mid-term elections and how additional Supreme Court rulings unfold, much remains to be seen. Still, little stands in the way of this administration, many interviewees said.
“The administration has directed a broad package of pretty fundamental changes aimed at the federal workforce and the structure
of the federal government, all which rolled together, I think, constitute a fundamental effort to try to establish Article Two of the Constitution [governing the executive branch] primacy over Article One [legislative branch] with respect to that federal workforce,” says Donald
As of November 2025, according to the latest OPM data at press time, the federal civil service stood at roughly 2.085 million, down by roughly 220,000 individuals since Donald Trump took office. In a November 21, 2025, blog post, OPM Director Scott Kupor said that in 2025, the government had hired roughly 68,000 people, while approximately 317,000 employees left the government .
Kettl, professor emeritus and former dean of the University of Maryland School of Public Policy.
Reducing the Size of the Federal Service
A primary administration goal stated was to reduce the size of the federal civil service. Russ Vought, director of the U.S. Office of Management and Budget (OMB) in both Trump administrations
and one of the primary authors of the influential Project 2025 policy agenda document for the second Trump administration, and billionaire Elon Musk, who for four months informally led the Department of Government Efficiency (DOGE), spearheaded an initiative to reduce the workforce rolls of many agencies through attrition, forced separations from service, and a hiring freeze. OMB required federal agencies to submit workforce-reduction plans, and many agencies led by new Trump political appointees took aggressive steps to deregulate and downsize.
The first few months after the inauguration were traumatic for many federal employees. A brief, early DOGE-led effort mandated that federal employees report their accomplishments weekly in “five points” or face termination. This requirement ended, and employee responses, or lack thereof, did not appear to have resulted in adverse actions against employees who did not comply in most agencies.
The push to reduce the workforce also included a notable “Fork in the Road” deferred resignation program offered to most federal civil servants. More than 154,000 individuals took the “Fork in the Road,” which was similar to an offer Musk made to employees of his online media platform X, formerly known as Twitter. Federal employees who accepted the offer, which was sent by email from OPM and accompanied by a threat that largescale workforce reductions were imminent across many federal agencies, were promised up to an unprecedented nearly nine months of paid leave in exchange for agreeing to depart federal service by September 30, 2025. The administration honored the payout and claimed the move would save $100 billion annually. A U.S. Senate analysis from July
2025 reported that the program was set to cost $14.8 billion to pay the wages and benefits of around 200,000 federal workers taking up to eight months of leave, according to Fortune magazine.
A significant number of terminations of federal employees accompanied that initiative. Among those prioritized for termination were probationary employees, who had fewer civil service protections, communications teams, and administrative staff. In some cases, DOGE employees scoured agency buildings for violations of federal rules, seemingly as a pretext for firing federal employees.
A report by the Partnership for Public Service (the Partnership), a federal civil service think tank, asserted that downsizings directed by DOGE did not save the money it had pledged to save, a key rationale for the cuts.
“Before taking office, Musk predicted DOGE would cut at least $2 trillion in waste from the federal budget, later changing the target to $1 trillion,” noted the Partnership report, “A Government in Chaos: Trump’s first year back in office.”
“Once in office, DOGE published a list of contracts they canceled and claimed a savings of $214 billion by October. However, the numbers posted have been full of errors and widely disputed by public reporting,” the report continued. “The savings are likely much less than claimed. In fact, overall government spending increased in 2025, and the amount cut is unknown, even by Congress.”
In May, with Elon Musk’s departure from DOGE leadership and some lower federal courts issuing rulings that stayed some of the administration’s adverse actions against federal employees, came a less aggressive approach toward reducing employees. In some cases, agencies conceded that clear errors were made in prior terminations, such as DOGEprompted departures of top experts at the National Nuclear Security Administration, which risked setbacks to U.S. nuclear safety, security, and superiority. Some agencies later rehired employees after determining that cuts had impaired their missions. In some cases, federal agencies
“The point is not just to remove employees just [to remove employees]; it’s to do it in a very strategic way [that maintains agency capabilities] and also helps the employees [removed] find other
jobs.”
— Jenny Mattingley, vice president for government affairs at the Partnership.
such as the IRS hired seasonal workers with fewer rights.
Though reduced in scope, some workforce reduction efforts continued. In October, the U.S. Department of Homeland Security (DHS) sent out management-directed reassignments forcing individuals to move to other job locations and DHS divisions or be terminated, according to Bloomberg News. Legislation passed to end the shutdown included a provision that paused agency layoffs through January 30. Many legal challenges to prior layoffs continue in court.
A notable exception to the general downsizing was the Department of Homeland Security (DHS) and, in particular, its U.S. Immigration and Customs Enforcement (ICE) and U.S. Customs and Border Protection (CBP) components, which received large budget and workforce increases to pursue Trump’s priorities of undocumented immigrant detention and deportation.
As of November 2025, according to the latest OPM data at press time, the size of the federal civil service stood at roughly 2.085 million, down roughly 220,000 individuals since Donald Trump took office. In a November 21, 2025, blog post, OPM Director Scott Kupor said that in 2025 the government had hired roughly 68,000 people,
while approximately 317,000 employees left the government, which Kupor said met a Trump executive order goal of four reductions for every new hire into federal government (with exceptions for national security, public safety, law enforcement, and immigration enforcement). The Partnership said it marked the largest workforce reduction among federal employees since World War II. Across the Cabinet agencies, the Departments of Defense, Agriculture, and the Treasury saw the largest workforce reductions in terms of scale, each with more than 20,000 reductions since the beginning of 2025, the Partnership said. In many cases, agencies achieved force reduction goals through attrition.
The 43-day federal government shutdown that began on October 1 was accompanied by unprecedented administration threats to lay off some furloughed employees and to deny backpay to others after the shutdown ended. However, it appeared that no employees were let go solely because of their furlough status, and that furloughed employees generally received back pay after the shutdown.
Some interviewed said that if the administration desired a greatly reduced workforce, there were ways to achieve a more humane approach to employees, protective of agency performance, and consistent with applicable statutes. This is mainly to avoid politicizing the federal workforce and to drive away the most qualified federal employees with the greatest private-sector options.
“It does not appear that they have used traditional [reduction in force] rules or traditional methods for removing employees, things that can take up to a year to do well,” says Jenny Mattingley, vice president for government affairs at the Partnership. “The point is not just to remove employees just [to remove employees]; it’s to do it in a very strategic way [that maintains agency capabilities] and also helps the employees [removed] find other jobs.”
According to Nancy Segal, a former human resources executive at the Office of Thrift Supervision and founder of Solutions for the Workforce, a consultancy for those making career transitions, there seems to be an unwillingness on the part of the administration to meet its goals in the way the regulations require.
“I mean, honestly, they can do any of this stuff, right?” she asked. “This is not that complicated from an HR perspective. The issue here is not what they’ve done, but the how, the speed, and the seeming lack of overarching strategy.”
The administration has taken existing rules governing things like paid leave and transformed them into things that have never, ever been attempted, adds Kettl.
“They have engaged in impoundments to try to freeze out agencies,” he said. “They have, in the case of the Department of Education, sent many of its functions to other agencies while keeping a hollow core to try to avoid the charge that they’re eliminating
“This is not that complicated from an HR perspective. The issue here is not what they’ve done, but the how, the speed, and the seeming lack of overarching strategy.”
— Nancy Segal, a former human resources executive at the Office of Thrift Supervision and founder of Solutions for the Workforce.
things that Congress has mandated. There is a large amount of legal pro bono work being done offline by attorneys friendly to the administration who are poring through statutes and regulations to make exceptions, because some of this is so far beyond existing practice. There are some very clever people putting this together.”
Others praised the administration for seeking needed changes to the bureaucracy, even if conceding that aspects of policy execution have been flawed to date.
The Trump administration has tackled necessary civil service reform issues that, for years, were impeded by deadlock on Capitol Hill over civil service legislative reform, says Ron Sanders, a retired senior HR executive at several federal agencies, including OPM, and chairman of the U.S. Federal Salary Council in the first Trump administration.
“I personally think that suggesting that all these changes need to be legislated is an excuse for inaction,” he said. “My experience at OPM was that the career staff just wants to be led. So, if you exercise and demonstrate a little leadership, they’ll follow you just about anywhere, and they’ll tell you what’s legal and what isn’t right and what they can do and can’t do administratively, but they’ll do it right. And at the end of the day, the previous OPM did nothing, I think, largely because the unions told them do nothing, and the net result was a lot of handwringing and a lot of inaction.”
Sanders and others said a priority going forward will likely be to close the skills gaps caused by the large, sudden separation of so many federal employees. And, as in the private sector, there is a federal initiative to employ artificial intelligence (AI) to shrink the workforce and make the workforce that remains more effective.
“I think [AI] is the number one thing that is going to help people mitigate the staffing shortages,” said Gregory Barbaccia, the chief information officer for the U.S. government, a position with oversight of the federal government’s technology that is housed within OMB, told Nextgov/FCW in August.
Agency Eliminations and Reorientations
The Trump administration targeted some agencies for outright elimination or drastic downsizing, despite objections by unions, employee advocacy groups, and some in Congress that
significant changes to congressionally authorized agencies required legislative approval.
The Trump administration described these agencies as underperforming, wasteful, and many were longstanding targets of Republican ire overall or with respect to portions of their missions. This includes allegations that they or their actions improperly invaded the role of the states in some cases.
Among the agencies the administration sought to eliminate was the U.S. Agency for International Development (USAID), which assists developing nations. It was shuttered mainly after 10,000 employees were laid off, according to a CNN tally. The Consumer Financial Protection Bureau (CFPB), which polices financial industry practices, was another target, where about 1,500 employees were laid off. Vought then took control of the CFPB.
The U.S. Department of Education workforce was reduced by half, or about 2,000 employees, as the administration sought to redirect authority and funding to the states. The Trump administration had attacked all three as wasteful and ideologically driven. The U.S. Environmental Protection Agency (EPA) was targeted for a staff reduction of more than 20% and the elimination of its environmental justice division. And at OPM, which tends to the HR needs of the federal workforce and leads workforce policy, it announced it was reducing its workforce by roughly one-third.
While ideological and policy shifts are standard after changes in administrations with switches between major parties, many second Trump 2.0 administration shifts were especially
sharp, including fundamental reorientations of longstanding missions, often accompanied by significant deregulation and a narrowing of focus to specific Trump administration agendas.
At the EPA, leadership argued there was no basis for regulating greenhouse gases under the Clean Air Act after nearly 20 years of doing so, following a 2007 Supreme Court decision. The Department of Health and Human Services’ (HHS) Food and Drug Administration (FDA), National Institutes of Health, and Centers for Disease Control (CDC) suffered severe employee cuts and faced frontal challenges to existing consensus-driven scientific approaches, such as a sharp turn against many vaccines long viewed by many mainstream medical bodies as a key element of preventative health care.
HHS Director Robert F. Kennedy, Jr., described many employees at his agency and at these bodies as having conflicts of interest and/or failing to achieve good health outcomes for Americans.
There was a general push to make independent agencies and commissions subject to White House ideological control. As is standard for transitions between presidential administrations of different parties, the administration replaced agency heads
and leaders of independent commissions and agencies. Unusually, however, the administration sought to remove some Democratic members from those bodies before the ends of their staggered terms, a statutory construct designed to avoid sudden swings in commission compositions and to the often-technocratic decisions those bodies make.
Democrats were removed from the Federal Trade Commission (FTC), the Consumer Safety Product Commission, and the Federal Reserve and, as of late 2025, the Supreme Court appeared poised to issue a decision reversing one of its past decisions, Humphrey’s Executor v. United States, that the Supreme Court had previously interpreted as limiting the president’s ability to remove members of independent agencies (like the FTC) to ensure their independence, allowing removals only for “cause.” The conservative majority of the Supreme Court, in a variety of rulings, appeared to support a unitary executive legal theory that grants the president vastly expanded powers to remove officials from independent agencies.
Some critics noted that a long-term effect of greater politicization of federal agencies could be large swings in policy between administrations
“There is a large amount of legal pro bono work being done offline by attorneys friendly to the administration who are poring through statutes and regulations to make exceptions, because some of this is so far beyond existing practice. There are some very clever people putting this together.”
— Don Kettl, professor emeritus and former dean of the University of Maryland School of Public Policy.
of different political parties and a lack of regulatory certainty for industry stakeholders and the public.
Impacts on Delivery of Service
Employee and good governance advocates asserted that many functions of government were harmed by many of the workforce cuts. The Partnership began a “Federal Harms Tracker” of what it contended were deleterious impacts upon agency functions related to the cuts (https:// ourpublicservice.org/federal-harmstracker/cost-to-your-government/), relying in part upon analysis by others, including, for example:
“I personally think that suggesting that all these changes need to be legislated is an excuse for inaction.”
— Ron Sanders, a retired senior HR executive at several federal agencies, including OPM, and chairman of the U.S. Federal Salary Council in the first Trump administration.
• “Amidst efforts to reshape the VA workforce, a government watchdog finds that ‘severe’ staff shortages at its medical centers had increased 50% since last year, according to Military.com;
• “After staff cuts, more than 90 national parks had reported lost revenue and problems enforcing entry fees, making repairs, and running educational programs, according to The New York Times;
• “Communications staff at many agencies were cut, slowing the ability of many agencies to disseminate facts to the public;” and
• “An IRS watchdog warns of tax filing challenges next year after agency cuts 25% of workforce,” according to Federal News Network.
“We launched this harms tracker first, because there was not a lot of clear, transparent data coming from the administration and also because people don’t always know what the federal government does and how they’re going to be impacted by all of these cuts,” Mattingley says.
For their part, the administration and some agencies have asserted improvements to the performance of some programs. In November 2025, the Department of Veterans Affairs (VA) announced that the backlog of veterans waiting for compensation and pension benefits had dropped by more than 57% since the start of the second Trump Administration.
“Since President Trump was inaugurated Jan. 20, the backlog has dropped from 264,717 to 112,353, a 57% reduction,” the VA reported.
A sequel to this story in next month’s issue will focus on other aspects of changes to the federal civil service in the first year of the second Trump administration, including politicization of the federal civil service, limitations on federal agency actions, reductions to federal employee and union rights, and what the next year may hold.
—DAVID TOBENKIN, IS A FREELANCE WRITER BASED IN THE GREATER WASHINGTON, D.C. AREA.
FEDCON26 BREAKOUT SESSION TRACKS
Attendees will choose from at least six options during each breakout session timeslot, with session tracks for Advocacy, Active Federal Employee, Federal Benefits, NARFE Leadership, and Lifestyle. Illustrative examples of session topics (i.e., not confirmed yet) within featured tracks are listed below:
ADVOCACY TRACK
Advocacy Update: What’s the Latest and What’s Ahead
Advocacy is Personal: How to Be A NARFE Advocate Using Your Own Story
Leading NARFE-PAC in 2026 and Beyond
NARFE LEADERSHIP TRACK
Membership Recruitment
Leadership Succession Planning
Chapter Officer 101
Federal Officer 101
Best Practices for Chapter/Federation Communication
Understanding the AMS and Zoom platforms as a Chapter/Federation Officer
FEDERAL BENEFITS TRACK
Federal Retirement Bootcamp
Getting Your Affairs in Order: Estate Planning for Feds
Roth Conversions
Medicare and FEHB/PSHB
ACTIVE FEDERAL EMPLOYEE TRACK
Career Management Strategy
Proactive Leadership and Prioritizing What’s Important
Workplace Rights and Protections
LIFESTYLE TRACK
How to Declutter Your Life and Reduce Stress
Managing Medicine and Chronic Disease with Nutrition and Exercise
Meditation and Yoga
Learning the 7 Pillars of Wellness
Book your hotel by July 29 in order to take advantage of NARFE’s special group rate of $179 per night.
Identity how to prevent it, What it is,
Theft
and how to recover from it!
BY EVERETT A. CHASEN
Identity fraud is sharply on the rise in the United States. Here’s how to protect yourself—and what to do if you become a victim.
In 2024, 18 million Americans were victims of identity theft, according to a report from Javelin Strategy and Research and AARP. The report estimated that people lost $47 billion from identity fraud and scams in that year. What is this widespread and dangerous offense, and how can you keep from being a target for criminals?
“Identity theft is when someone steals your personal information, such as your name, Social Security number, bank account number, or credit card details, and uses it to commit fraud or other crimes,” explained Herb Weisbaum, contributing editor at Checkbook.org, a nonprofit that helps consumers make smart decisions, and host of their “Consumerpedia” podcast.
Fraudsters, he added, “can open credit cards and take out loans in your name. They can drain your bank accounts. They can file false tax returns and get your refund. They can use your name to claim health insurance benefits, or get drugs and sell them on the black market.”
Eva Velasquez, CEO of the nonprofit Identity Theft Resource Center (ITRC), suggested, “Identity misuse is what most of us think of when we think of identity theft. Someone has pretended to be you and has done something for financial gain.”
The ITRC supports victims of identity theft, fraud, and scams, free of charge. It also offers identity protection education for individuals and businesses.
“The best way to wrap your head around it is to think about all of the things you yourself do with your identity,” she said. “You can open up new lines of credit, you can get medical goods or services, you can apply for government benefits— and if you’re dealing with law enforcement and the criminal justice system, you’re going to have to be identified. Those are the four sectors— financial, government, medical, and criminal— we’re talking about.”
The damage caused by identity theft can be significant. In ITRC’s 2025 Consumer Impact Report, available on the organization’s website (Idtheftcenter.org ), researchers found that 67.8% of identity theft victims who responded to a recent survey had considered self-harm.
Other takeaways from the report included: criminals are stealing larger sums than ever before; previous victims are increasingly retargeted; and social media account takeovers, in which hackers take control of people’s accounts and use them to steal information or for their own personal profit,
are the most commonly reported form of identity misuse.
Where do criminals find information to steal about ordinary citizens? Often, they buy it on the “dark web,” where personally identifiable information (PII) on hundreds of millions of people is available. The “dark web” is a hidden part of the internet, not indexed by search engines, accessible only with specialized services. It provides users with a high degree of anonymity and privacy, which has led to its use in illegal activities, such as trading in stolen data.
While some credit monitoring services can try to check whether your information is on the dark web, they cannot remove it, says Weisbaum.
“They can’t monitor anything that’s behind a paywall,” he said. “So, they can see some of the stuff that’s on there, but not everything. And because they can’t remove it, they can’t do anything about it. You have to act as if your information is out there—because it is!”
Freezing Your Credit
Weisbaum and Velasquez agree that the most important thing you can do to protect your identity is to freeze your credit reports. Credit reports are detailed histories of how people have managed their credit over time. They are records of your borrowing activity compiled by consumer reporting agencies (credit bureaus), based on information supplied by lenders and creditors. Lenders and other businesses use your report to evaluate your creditworthiness and decide whether to offer you a loan, a new credit card, or an apartment lease.
Included in the report is the personal information identity thieves are looking for: your name, date of birth, Social Security number, current and former addresses, and your employers’ names. There’s also a list of credit accounts you have opened, both current and closed, including cards, mortgages, and auto loans. This includes your credit limit or loan amounts, the current balance on your accounts, and your payment history.
Credit reports differ from credit scores in that reports are actual statements with detailed credit
activity and history, while scores are numerical ratings based on the information in the report.
Security freezes lock your credit file, making it difficult for thieves to open new accounts in your name.
“Potential creditors won’t approve new credit card or loan applications submitted by bad guys, or allow them to open new bank accounts using your stolen identity info, because they can’t access your credit reports,” said Weisbaum. “Your current creditors will still be permitted to check your files, and initiating a freeze won’t impact your credit scores.”
Velasquez added that if your credit is frozen, it has to be thawed first by temporarily lifting the freeze through logging on to your accounts at each credit bureau’s website.
“You maintain control of the thawing process,” she said.
There are four major credit bureaus in the United States: Equifax, Experian, TransUnion, and Innovis. Each creates its own credit reports, and each has different procedures for freezing those reports. You can get a copy of your reports at annualcreditreport.com, a site authorized by the federal government to provide consumers with their own credit information.
ITRC offers a web-based tool to make it easy to freeze your credit reports. Frozenpii.org walks you through the process, with direct links to all four credit bureaus and phone numbers if you’d prefer to call.
“It doesn’t take long at all, and is one of the most proactive consumer protection steps and identity risk minimization steps you can take,” said Velasquez.
In addition to making it easier to freeze your own credit reports, the site provides links enabling parents and guardians to freeze and thaw the credit files of children under 16 years of age. Ordinarily, of course, children don’t have credit files. If one exists for your child, it’s a clear indication that their personal information has been stolen and their identity misused.
“Every child gets a Social Security number,” said Weisbaum, “and thieves can use that to create what’s called a synthetic ID. They take the name and social security number and give them a different address, so everything comes to them if they apply for a loan or do anything.”
Children have a clean state—and odds are the they may not find out someone is using their identity and doing harmful stuff until they get to a point where they’re going to apply for credit, like for their first car, their first credit card, or a student loan.
“Then they see their credit is wrecked and have a nightmare to deal with before they can do anything,” he added. “If your child is getting something a minor shouldn’t get, like jury duty notices, or parking tickets, or credit collection calls, there’s a good chance they have been the victim of identity theft. You need to act accordingly.”
According to Javelin Strategies and Research, one in 50 children in the U.S. are victims.
“If you haven’t already (frozen your and your children’s credit reports), go do it right now,” Weisbaum added.
I followed his advice myself, using ITRC’s tool, and found it was a simple and quick process!
Other Ways to Protect Yourself
Besides freezing your credit report, monitoring the information in the report, and regularly reviewing your credit scores, Weisbaum has other suggestions to help protect your identity.
Don’t reuse the same password on multiple sites, even for sites where you don’t feel privacy is an issue. If a criminal gets that password, they can use it on all of your accounts.
An article he wrote, entitled “Identity Theft and Fraud: How to Protect Yourself,” can be found on the Consumers’ Checkbook website at https://www.checkbook.org/washington-area/ identity-theft-and-fraud-how-to-protect-yourself/.
He urges readers to be smart about passwords. Don’t use the same password for multiple accounts, especially for your most sensitive ones, such as bank accounts, credit cards, investments, government benefits, and social media. This even applies for sites where you don’t feel privacy is an issue. Passwords should be strong and hard to guess.
If a criminal gets that password, they can use it to access all of your accounts. All the major web browsers have built-in password managers that will generate a strong and unique password for each account and remember it for you.
Weisbaum adds, however, that the best passwords, even long and strong ones, are no match for today’s international crime rings. Microsoft detects more than 4,000 password attacks every second
To fight this, use multi-factor authentication (MFA) when it’s available. This extra layer of security—a code sent by email, text, or phone call—isn’t foolproof, but it can thwart most phishing attacks. According to Microsoft, MFA reduces the risk of having your data compromised by 99.2%—but criminals are already creating new attacks that target MFA.
Also, passkeys are cryptographic credentials that securely replace passwords. They use public-key cryptography in combination with biometrics, such as fingerprint and facial recognition, or device PINs to verify your identity, replacing traditional passwords. There’s nothing to remember or lose, and nothing for criminals to steal. They block every attempt a criminal can make to steal your password. Not
every website uses passkeys yet, but when they’re offered, use them.
His article also suggests to be careful before clicking on links in any email or text messages you receive. Also, verify phone numbers you get on search engines before calling customer service.
If you phone a call center, and they know nothing about your account, or request information that isn’t needed to handle your problem, money to have your problem resolved, or remote access to your computer or smartphone— beware! Don’t trust Caller ID, which can be spoofed to display whatever bogus information criminals want.
What to Do If Your Identity Has Been Stolen
If you’ve been a victim of fraud, “immediately contact your credit card company, bank, or investment brokerage and report the crime,” said Weisbaum. In most cases, the stolen funds will be restored or fraudulent charges removed.
If your identity’s been stolen, however, more steps are required. What to do “is going to be unique for each person,” said Velasquez, “because this is such a broad crime that occurs in so many different sectors.”
“If I have to think about universal things to do, the first is documentation,” she said. “You need a good handle on where the theft occurred, in what account, and what documentation of yours was misused. Where was it misused, and how did you find that out? You’re also going to need a police report or an identity theft affidavit from the Federal Trade Commission. You won’t normally need that if it’s an unauthorized charge on an existing credit card, but for just about everything else, you’ll need those two things.”
Join Mark Keen, CFP, on December 14 as he shows you how to build an effective estate plan that
NARFE Recruiter Rewards
Help NARFE Grow!
Did you know that NARFE rewards our members for recruiting new members? Think of it as a special thank you from Headquarters for increasing our numbers and voices. $8 for every active fed!
HOW DOES THIS AWESOME INCENTIVE WORK?
January-August
Enrollment Submission Requirements:
• Recruiter’s Membership ID must be included on each application.
• Recruiter receives $8 for any new (never joined) active federal employee enrollment only September-December Fall Membership Recruitment Drive
• Recruiter receives $10 for new enrollment (any member type—active or retired federal employee)
New members can join by:
• Mailing in the application from the F-135 brochure
• Going online to narfe.org/join
• Calling us at 800-456-8410 Ext 1, Monday through Friday, 8 a.m. to 5 p.m. EST.
• Mailing in the application that appears in every issue of NARFE Magazine
“Whether you’re a victim that needs help or just a concerned individual, don’t be embarrassed to ask organizations like the ITRC.”
The ITRC provides identity theft advice and assistance to victims of identity theft. Experts help create a resolution plan specific to your case by phone, text, and real-time chat. You’ll get a case manager and advisor—a real person who works with you each step of the way.
“We don’t do the work for you,” said Velasquez. “But we will hold your hand through the whole process and help ensure you can manage each step.”
Perpetrators of domestic violence often use their victims’ identities to do things without their permission. ITRC helps with abuse issues as well.
“We provide all of that at no cost to the public,” she noted. “We’re funded primarily through the Department of Justice, corporate sponsorships and donations, which we are able to accept. It’s a really challenging time right now, though, especially relating to federal and other government grants. If people are looking for a place to provide charitable donations, they can help a lot of folks here.”
ITRC also conducts research on identity theft and publishes reports on data breaches (the unauthorized acquisition, access, or loss of sensitive or confidential information); the impact of identity theft on businesses and victims; and on trends in identity theft. They train business employees on ways to deal sympathetically with victims, and provide information on recent largescale data breaches.
“We have a suite of products we sell to companies, so we can educate them, and we use that money to provide our free services to the public,” Velasquez said.
Final Thoughts
“I think a lot of people feel ashamed and embarrassed, not only when they become a victim, but even when they don’t,” Velasquez concluded. “Maybe they get a weird text or email or phone call, and just don’t know how to handle it, and feel they should know how.”
Whether you’re a victim that needs help or just a concerned individual, don’t be afraid to ask organizations like the ITRC.
“You can peruse our website, or live chat with one of our advisors, and get the information or help you need, with no judgment,” she added.
Weisbuam adds that your information is floating around on the dark web in multiple locations.
“It’s being bought and sold,” he said. “If you haven’t been a victim so far, it’s because fraudsters haven’t gotten around to you yet. Every single one of us is vulnerable.”
The key is to do what you can to protect yourself, especially by freezing your credit.
“And set up your life to be aware that you’ll likely become the victim of identity theft so you can shut it down fast, because the quicker you reveal what’s happened, the less damage the thief can do,” added Weisbeum. “Look out for your family and your neighbors. If your neighbors tell you they’ve won a clearing house sweepstakes, but they need to wire $2,000 for shipping and handling, tell them in a nice way that that’s not legit.”
“Finally, there are a lot of good people trying to help you. If bank tellers say, I think this is a scam, listen to them—because they could save you a fortune!”
—EVERETT A. (EV) CHASEN, IS A WRITER AND COMMUNICATIONS CONSULTANT IN THE WASHINGTON, DC, AREA. HE IS RETIRED FROM THE FEDERAL GOVERNMENT AFTER 35 YEARS OF SERVICE.
What is dues withholding?
NARFE’s Dues Withholding Program
It is a dues-payment method available to retired NARFE members, their spouses and annuitant survivors giving them the option to have their annual NARFE membership dues deducted from their annuities each month.
Advantages
• Save more than 10% 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: ($42 NARFE dues ÷ 12) + (Chapter dues - if applicable ÷ 12) = total monthly deduction
How do I sign up?
Complete the Dues Withholding Application below. Send no payment. It may take 60 to 90 days before auto-deduction starts. Your membership starts as soon as your application is received. To learn more about dues withholding, call 800-456-8410.
NARFE Dues Withholding Application for NARFE Members who are Retirees, Spouses of Retirees or Annuitant Survivors
STOP! Complete this section ONLY if you are signing up for Dues Withholding. If so, DO NOT send payment
o YES. I want to enroll in NARFE’s Dues Withholding Program. NARFE dues of $42* and chapter dues, if applicable, to be withheld annually. (*Dues-withholding members save more than 10% off the regular NARFE dues rate.)
Social Security Number (9-digit number)
o Mr. o Mrs. o Miss o Ms.
Full Name
Street Address
Apt./Unit
City
State ___________ ZIP
Phone (__________)
Date of Birth _________ /_________ /
Civil Service Annuity Number
(Include prefix, CSA or CSF) (Include any applicable suffix)
NARFE MEMBERSHIP INFORMATION
NARFE Membership ID
NARFE Chapter Number
o YES. I also authorize my (NARFE member) spouse’s dues to be withheld from my annuity. (Additional annual dues of $42 and chapter dues, if applicable, to be withheld annually. If YES, enter spouse’s information below.)
Spouse’s Name
Spouse’s Membership ID
Spouse’s Email
AUTHORIZATION (Withholding will begin in 60-90 days). Send NO PAYMENT with Dues Withholding 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. 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.
this form
State Tax Treatment of Federal Annuities
TAX YEAR 2025
The latest edition of the NARFE state tax roundup contains the most up-to-date information on how each state treats federal annuities and other retirement income. Use this guide to learn whether there have been any changes to your state’s tax rules as you prepare to file your 2025 taxes (returns filed in 2026), or to better understand how your retirement income may be taxed if you relocate in the future.
The NARFE team reviewed every state’s official tax filing instructions to compile the comprehensive, state-bystate guide that follows. We encourage you to read it carefully—both to double-check your current tax situation and to identify states that may offer meaningful tax advantages for retirees. If you find the information helpful, please consider sharing it so others don’t miss out on potential savings.
This roundup of state tax treatment of federal annuities and related tax provisions is provided for informational purposes only and does not constitute professional tax advice. While NARFE has taken all reasonable steps to ensure the accuracy of the information at the time of publication, we cannot guarantee its completeness and are not responsible for errors or omissions. Readers should consult a qualified tax professional when preparing their tax returns.
A word about timing: Members often ask why this package is published in April, just ahead of the filing deadline. The information in this guide is based on each state’s official tax instructions, the last of which are typically released in early February. Publishing in April allows NARFE Magazine to reflect legislative changes affecting the 2025 tax year, helping readers verify their current returns while also providing forward-looking guidance for retirement and relocation planning.
States With No Personal Income Taxes
States Exempting Total Amount of Civil Service Annuities*
* In addition, the states listed below exempt certain federal civil service annuities from taxation. Some exemptions depend on the taxpayer’s age or dates of government service.
KENTUCKY: Portion of a federal annuity attributable to service prior to Jan. 1, 1998, is exempt. See p. 45
NORTH CAROLINA: Federal annuities are not taxed if the individual had five or more years of federal government service as of Aug. 12, 1989 (Bailey settlement). See p. 46
OKLAHOMA: CSRS excluded from taxation. For annuities with FERS and CSRS, the CSRS portion excluded. See p. 46
OREGON: Federal annuities earned for service prior to Oct. 1, 1991, are not taxed. See p. 47
VERMONT: CSRS annuities only, subject to AGI thresholds; FERS annuities are taxable. See p. 47
WISCONSIN: CSRS annuities only, if the account was established before Jan. 1, 1964, or paid to a qualifying beneficiary. See p. 47
Other Exemptions
ALABAMA: SS, federal retirement, military retirement and state pension income are exempt. Income from all defined-benefit pension plans is exempt. Income from distributions from accounts like IRAs and 401(k)s is generally taxable. The first $6,000 of otherwise taxable retirement income is exempt for those 65 and older.
ARIZONA: SS is exempt. Income from benefits, annuities or pension as retired or retainer pay of the uniformed services is exempt. Up to $2,500 total of qualifying U.S. government and Arizona state and local government pensions are exempt per taxpayer. Additional personal exemption for age 65+.
ARKANSAS: SS, military retirement benefits are exempt. Up to $6,000 per taxpayer of retirement income from public or private employmentrelated retirement plans is exempt. Distributions from traditional IRAs are also eligible for the $6,000 retirement income exemption for age 59½ or older (and in certain cases for earlier distributions).
CALIFORNIA: SS is exempt. Private, public and military pensions are taxed. Taxpayers who are age 65 or older or blind may qualify for an additional exemption credit. Taxpayers who qualify as senior head of household may be eligible for an additional credit.
COLORADO: SS income that is not taxed by the federal government is exempt. There is a $24,000 pension/ annuity exemption for all taxpayers age 65+, $20,000 pension/annuity exemption for all taxpayers between
ages 55 and 64. There is a $15,000 military retirement exemption for retirees 54 or younger and their spouse.
CONNECTICUT: SS is fully exempt if federal AGI is under $75,000 (single/MFS) or under $100,000 (MFJ/HH/QW); above these thresholds, SS is partially exempt. A pension/annuity subtraction is available if federal AGI is under $100,000 (single/MFS/HH) or under $150,000 (MFJ): taxpayers below $75,000/$100,000 may subtract 100% of taxable pensions/ annuities and 75% of taxable IRA distributions (non-Roth); higherincome taxpayers within the limit receive a reduced amount. Military retirement pay is exempt.
DELAWARE: SS is exempt. Taxpayers age 60+ may exclude up to $12,500 of pension and other qualifying retirement income (including certain investment income and distributions from qualified employee benefit plans) and qualify for an additional tax credit of $110. Taxpayers under age 60 may exclude up to $2,000. Taxpayers age 65+ and/or blind are entitled to an additional standard deduction of $2,500.
DISTRICT OF COLUMBIA: SS is exempt. Other retirement income is not exempt. If born before January 2, 1960, or blind, an additional standard deduction of $1,600; ($2,000 if single or head of household).
GEORGIA: SS is exempt. Taxpayers age 65+ may exclude $65,000 of retirement income. Taxpayers age 62 to 64, or those permanently and totally disabled regardless of age,
Key to Abbreviations
AGI=Adjusted Gross Income
CSRS=Civil Service Retirement System
FERS=Federal Employees Retirement System
HH=Head of Household
IRA=Individual Retirement Account
MFJ=Married Filing Jointly
MFS=Married Filing Separately
QW=Qualified Widow(er)
RR=Railroad Retirement*
SS=Social Security
*Federal law does not permit states to tax Railroad Retirement income. Exemption is not noted in roundup except where it affects provisions.
may exclude $35,000 of retirement income. Up to $5,000 of the maximum allowable exclusion may be earned income. Up to $17,500 of military retirement income can be excluded for taxpayers younger than 62; an additional $17,500 can be excluded for such taxpayers with more than $17,500 earned income.
HAWAII: SS is exempt. Federal retirement, military retirement, state or county retirement system pension income, and distributions from exclusively employer-funded pensions are exempt. Additional personal exemption of $1,144 per person age 65 and older, or $7,000 exemption for qualifying taxpayer who is blind, deaf or totally disabled.
IDAHO: SS is exempt. Retirement benefits deduction available for CSRS annuitants who established CSRS eligibility prior to 1984 and are age 65+, or age 62+ and disabled, in the amount of $48,216 (if single) or $72,324 (if MFJ), reduced by SS and RR received. Deduction includes workers under the Foreign Service
TAX YEAR 2025
Retirement and Disability System (FSRDS) and eligible military retirees. Persons using MFS status are not eligible for the retirement benefits deduction. Food Tax Credit of $155 per qualifying person is available to Idaho residents.
ILLINOIS: SS and income from any qualified employee benefit plan (including federal government plans) are exempt. Pension or retirement savings accounts like 401(k) plans, an IRA, or a traditional IRA that has been converted to a Roth IRA are exempt. Additional $1,000 exemption for those age 65 or older; additional $1,000 exemption is available for those who are blind.
INDIANA: SS is exempt. Taxpayers age 62+ (or surviving spouses) may deduct up to $16,000 of taxable federal civil service (CSRS) annuity income, reduced by the total amount of any SS or RR benefits received. Military retirement pay and survivor benefits are fully deductible. Taxpayers may claim a $1,000 personal exemption; an additional $1,000 exemption is available for taxpayers who are blind or age 65+. An additional $500 exemption is available for a spouse age 65+ if federal AGI is less than $40,000 ($20,000 if MFS).
IOWA: SS and military retirement benefits are exempt. An additional $20 personal credit is available for taxpayers age 65 or older, and an additional $20 credit is available for those who are blind. Iowa allows a retirement income tax exclusion for federally taxable retirement income for taxpayers who are age 55 or older on December 31 of the tax year, or who are disabled, or who are a surviving spouse or survivor with an
insurable interest in an individual who qualified for the exclusion based on age or disability.
KANSAS: SS benefits included in federal taxable income may be subtracted. Federal, military, and Kansas state or local government pension income is exempt. Taxpayers 65 or older and/or blind qualify for higher standard deduction amounts, depending on filing status and whether one or both spouses qualify. Kansas offers property tax relief to eligible homeowners and renters who meet age, disability, and income requirements.
KENTUCKY: SS is exempt. Federal civilian and military retirement annuities attributable to service prior to Jan. 1, 1998, are excluded. Annuities attributable to service after Jan. 1, 1998, are included as pension income, of which taxpayers may exclude up to $31,110 in total. Additional $40 credit is available for age 65 or older, and $40 for each individual who is blind.
LOUISIANA: SS is exempt. Federal retirement annuities are exempt. In addition, taxpayers age 65+ may exclude up to $12,000 of retirement income otherwise taxable by Louisiana, including distributions from pensions, annuities, and IRAs; if filing MFJ and both spouses are age 65+ and each has retirement income, up to $12,000 per spouse may be excluded.
MAINE: SS and military retirement benefits, including survivor benefits, are exempt. Taxpayers may deduct up to $48,216 each of eligible pension income, including federal civil service annuity income; the
deduction must be reduced by SS and RR received. For tax year 2025, the pension income deduction is subject to phaseout for taxpayers with federal AGI above $125,000 (single or MFS), $187,500 (HH), or $250,000 (MFJ or QW).
MARYLAND: SS is exempt. If age 65 or older or totally disabled, taxpayers may exclude up to $41,200 of taxable pension income, subject to reduction by SS and RR and other conditions. An additional $1,000 exemption is available for residents who are blind or age 65+. If a dependent age 65 or older is claimed, an additional exemption of up to $3,200 may be allowed, depending on AGI. Military retirement income may be subtracted up to $20,000 if 55 or older, $12,500 if under 55.
MASSACHUSETTS: SS, federal civil service (including CSRS and FERS), and military pensions are exempt. Pension income from another state or local government is also exempt if that jurisdiction provides reciprocal tax treatment for Massachusetts public employee pensions. An additional exemption of $700 is available for each individual age 65+, and an additional exemption of $2,200 is available for each individual who is blind.
MICHIGAN: SS and most military retirement benefits are exempt. Retirement and pension income may qualify for a subtraction based on the taxpayer’s year of birth and, in some cases, whether the income is from SSA-exempt employment. Different limits apply depending on filing status and eligibility category. These rules are complex and phased in over time; taxpayers should consult the Michigan retirement
and pension benefits worksheet to determine the allowable subtraction.
MINNESOTA: Allows either the standard deduction or itemized deductions. The standard deduction is reduced by up to 80% if Minnesota AGI exceeds $238,950 ($119,475 if MFS), with the full reduction applying at $1,083,150. Certain types of military retirement pay, including U.S. Armed Forces and Minnesota National Guard retirement pay, may be subtracted from taxable income to the extent included in federal AGI. The standard deduction is increased for taxpayers who are age 65 or older and/or blind, with the amount of the increase depending on filing status and the number of qualifying individuals on the return.
MISSISSIPPI: SS is exempt. Retirement income from federal (including CSRS and FERS), state, and private retirement systems is fully exempt. An additional personal exemption of $1,500 is available for taxpayers who are blind or age 65 or older.
MISSOURI: Military retirement income is exempt. Taxpayers with AGI under $85,000 (single, HH, MFS, or QW) or $100,000 (MFJ) may exempt federal, state, or local government pension income and the taxable portion of SS benefits. Taxpayers with AGI exceeding these limits may qualify for a partial exemption.
MONTANA: Taxpayers age 65 or older may subtract $5,660 ($11,320 if MFJ and both spouses are age 65 or older) from federal taxable income; this amount is adjusted annually for inflation. Certain
resident working military retirees and eligible beneficiaries may qualify for a partial subtraction of military retirement or survivor benefits, subject to limitations and residency requirements.
NEBRASKA: SS benefits are fully exempt from Nebraska income tax and are not subject to a federal AGI threshold. Nebraska provides a specific exclusion for CSRS annuity income, which limits the otherwise decreasing adjustment from federal AGI; this exclusion does not apply to FERS annuitants. Military retirement benefits may be excluded from Nebraska taxable income to the extent included in federal AGI. Other pension income remains fully taxable.
NEW JERSEY: SS and military retirement pay are exempt. Taxpayers age 62 or older may exclude pension, annuity, and IRA withdrawal income if their New Jersey gross income before exclusions does not exceed $150,000. The maximum annual pension exclusion is $100,000 if MFJ, $75,000 if single, HH, or QW, or $50,000 if MFS.
Additional retirement income may be eligible for a special exclusion for taxpayers (and spouses filing jointly) who will never receive SS or RR benefits because their employer did not participate in either program; the exclusion is $6,000 if MFJ or $3,000 if single or MFS. An additional $1,000 personal exemption is available for individuals age 65 or older or who are blind.
NEW MEXICO: SS benefits are exempt for taxpayers with AGI of $100,000 (single, HH, or QW),
$150,000 (MFJ), or $75,000 (MFS). Up to $40,000 of military retirement benefits may be exempt. Taxpayers age 65 or older may qualify for a deduction of $8,000. Taxpayers age 100 or older are exempt from New Mexico income tax if filing single, or if both spouses are age 100+ and and the taxpayer is not claimed as a dependent.
NEW YORK: SS and state, local, and federal pensions—including military and federal civil service (CSRS and FERS)—are exempt. An additional pension and annuity income exclusion of up to $20,000 per taxpayer is available to individuals age 59½ or older.
NORTH CAROLINA: SS is exempt. Under the Bailey Settlement (Bailey v. North Carolina), federal retirement benefits are exempt only for taxpayers who had five or more years of creditable service as of Aug. 12, 1989.
NORTH DAKOTA: SS is exempt. Military retirement benefits are exempt.
OHIO: SS and military retirement pay are exempt. Ohio provides a nonrefundable retirement income tax credit of up to $200 if qualifying retirement income is $8,001 or more. Residents age 65 or older may claim a $50 senior citizen tax credit per return. Taxpayers receiving a federal civil service retirement pension that includes credit for military service may deduct the portion of federal retirement pay attributable to that military service.
OKLAHOMA: SS is exempt. Each individual may exclude 100% of CSRS retirement benefits,
TAX YEAR 2025
including survivor benefits, paid in lieu of SS to the extent included in federal AGI; FERS benefits do not qualify for this exclusion, although any CSRS component of a mixed CSRS/ FERS benefit does qualify. Individuals may exclude up to $10,000 of FERS retirement benefits or other qualifying retirement income. Military retirement benefits are exempt. An additional $1,000 personal exemption is available for individuals age 65 or older if federal AGI does not exceed $15,000 (single), $25,000 (MFJ), $12,500 (MFS), or $19,000 (HH); a separate $1,000 exemption is available for legally blind individuals.
OREGON: SS is exempt. Federal pension income for individuals who retired before Oct. 1, 1991 is not taxed, including qualifying annuities earned out of state. Taxpayers age 62 or older may qualify for a retirement income tax credit if household income is below $22,500 ($45,000 if MFJ). An additional standard deduction is available for taxpayers age 65 or older—$1,200 (single or HH) or $1,000 per qualifying spouse (MFJ, MFS, or QW). An additional exemption credit is available for taxpayers who are blind or severely disabled.
PENNSYLVANIA: SS, federal civil service retirement benefits (including CSRS and FERS), and military retirement benefits are exempt. Distributions from employersponsored retirement plans— including 401(k) plans, IRAs, and the Thrift Savings Plan—are exempt once the retiree reaches age 59½.
RHODE ISLAND: SS benefits may qualify for a modification. Taxpayers born on or before March 1, 1959, with federal AGI not exceeding $130,250 (MFJ), $104,225 (MFS), or $104,200 (single or HH), may also qualify for a modification of up to $50,000 of taxable pension or annuity income.
SOUTH CAROLINA: SS is exempt. Taxpayers age 65 or older may deduct $10,000 of qualified retirement income, while those under age 65 may deduct $3,000 of qualified retirement income, including income from federal retirement plans. All taxpayers age 65 or older may also claim a senior deduction of $15,000 (single, HH, or MFS) or $30,000 (MFJ), reduced by any retirement income deduction claimed. All military retirement income included in South Carolina taxable income may be deducted.
UTAH: Taxpayers born on or before Dec. 31, 1952, may be entitled to a retirement income tax credit of up to $450 ($900 if MFJ). The credit is phased out at 2.5 cents per dollar of modified AGI over $16,000 (MFS), $25,000 (single), or $32,000 (MFJ, QW, or HH).
VERMONT: SS benefits or qualifying contributory government retirement income (including CSRS) may be exempt, subject to federal AGI limits and filing status; taxpayers may claim only one, not both. Most other pension and retirement income is taxable.
VIRGINIA: SS is exempt; any portion of SS benefits taxed at the federal level may be subtracted on
your Virginia return. Taxpayers age 65 or older may claim an age deduction: those born on or before Jan. 1, 1939, may deduct $12,000. Taxpayers born Jan. 2, 1939, through Jan. 1, 1961, may claim up to $12,000, reduced $1 for every $1 that adjusted federal AGI exceeds $50,000 (single) or $75,000 (MFJ or MFS). An additional personal exemption of $800 is available for residents age 65 or older, and an additional $800 exemption is available for residents who are blind.
WEST VIRGINIA: Residents may exempt up to $2,000 of qualifying pension income, including civil service and state or local government pensions. Military retirement income and certain federal law enforcement retirement income are exempt. Taxpayers who are age 65 or older or disabled may exclude up to $8,000 ($16,000 if MFJ) of remaining taxable income.
WISCONSIN: SS and military retirement benefits are exempt. CSRS retirement benefits are exempt if the retirement system account was established before Jan. 1, 1964, or if the taxpayer is receiving benefits as a beneficiary of such an account; FERS benefits generally do not qualify for this exemption. Taxpayers age 65 or older may exclude up to $5,000 of retirement income if federal AGI is less than $15,000 (single or HH) or $30,000 (MFJ or MFS). A $700 personal exemption is available, with an additional $250 exemption for taxpayers age 65 or older.
IAre You Ready For the TSP Roth In-Plan Conversion Option?
t’s official. The Thrift Savings Plan (TSP) has finally rolled out the Roth in-plan conversion feature, allowing participants to convert Traditional TSP balances to a Roth account without moving money out of the TSP.
Before considering the new Roth in-plan conversion option, it’s essential to understand what a Roth conversion is and its tax implications. A Roth conversion is the process of moving money from a tax deferred retirement plan, such as the Traditional TSP, to a Roth account. Every dollar converted from the Traditional TSP to a Roth account is treated as taxable income in the year of conversion, regardless of whether it occurs within the TSP or by transferring it to a Roth IRA.
While the new Roth in-plan conversion feature is available to all TSP participants, it is not right for everyone. Roth conversions are complicated, and whether converting makes sense for you— and if so, how and when—depends on your personal circumstances, goals, and objectives.
Roth conversion income stacks on top of other income, such as pensions, Social Security benefits, investment income, and required minimum distributions (RMDs). Adding Roth conversion income to the mix may push a participant into a higher tax bracket, increase the taxable portion of Social Security benefits, or trigger income-related monthly adjustment amount (IRMAA) surcharges for Medicare premiums. The fact that a Roth conversion happens within the TSP doesn’t prevent these potential consequences.
If you’re considering a Roth in-plan conversion, there are
several logistical issues to be aware of. One critical detail is that the TSP won’t withhold taxes from the Roth in-plan conversion. You’ll need to use outside funds to pay both federal and state
BEFORE CONSIDERING THE NEW ROTH IN-PLAN CONVERSION OPTION, IT’S ESSENTIAL TO UNDERSTAND WHAT A ROTH CONVERSION IS AND ITS TAX IMPLICATIONS.
(if applicable) taxes on the conversion, and you may need to make estimated tax payments to avoid underpayment penalties.
From a planning perspective, this is actually a good thing. Using outside money to pay the taxes allows the full converted amount to remain in the Roth account, growing tax-free, rather than being reduced by withholding.
The new Roth in-plan conversion option is a welcome addition for participants who want to do Roth conversions but prefer to keep their money in the TSP. It also expands access to those who couldn’t do conversions before, like active feds under age 59 ½ who are not permitted to take an in-service withdrawal, which is
necessary to convert to a Roth IRA. These younger feds, who may be in lower-income years, can now consider strategic Roth in-plan conversions if they anticipate higher income and tax rates in the future.
The TSP’s Roth in-plan conversion feature is available to active employees, separated and retired participants, and spouse beneficiary participants. Still, the feature is not available to nonspouse beneficiaries (non-spouse beneficiaries may not maintain a TSP account). If you’ve never had a Roth TSP balance, your first in-plan conversion will create one.
The minimum amount for each in-plan conversion is $500. While there’s no maximum conversion amount, the TSP requires you to leave at least $500 in each funding source after the conversion, which includes traditional contributions, agency matching contributions, agency automatic (1%) contributions. Given the tax implications, participants will want to place a self-imposed limit on any Roth in-plan conversion based on their own circumstances.
The TSP allows up to 26 in-plan conversions per calendar year, offering significant flexibility in managing timing risk. Similar to dollar-cost averaging, spreading conversions across multiple transactions can help avoid converting a large amount just before a market decline.
For participants subject to required minimum distributions (RMDs), it’s important to note that you must satisfy your RMD before you can make a Roth in-plan conversion for that year. And no,
BENEFITS RESOURCES
NARFE OFFERS MEMBERS a wide range of information on federal benefits. Visit www.narfe.org/federal-benefits-institute.
In the March 2026 NARFE Magazine article titled “Tax Planning for Federal Retirees,” the enhanced senior tax deduction introduced under the One Big Beautiful Bill Act applies for tax years 2025 through 2028. NARFE apologizes for this error. In addition, we want to clarify that the pull statement on page 33 reflects, “While total taxable income determines the tax rate on qualified investment income, qualified investment income doesn’t affect the marginal tax rate on ordinary income.”
you cannot convert your RMD to a Roth account— either via an in-plan conversion or to a Roth IRA.
There are several other rules to be aware of. For additional details and the complete list of rules, visit TSP’s website at https://www.tsp.gov/makingcontributions/traditional-and-roth-contributions/ roth-in-plan-conversions/.
I also discussed this topic for two hours on February 6 with NARFE’s Federal Benefits Institute. Watch their webinars on demand here: https://www.narfe.org/education/narfe-webinars/ webinar-archive/
The new Roth in-plan conversion feature makes Roth conversions more accessible and convenient for TSP participants. But Roth in-plan conversions are complicated, taxable events that cannot be
undone, so careful planning is critical. For a more in-depth discussion of Roth conversions, check out the NARFE Roth conversion webinar that I presented in February. The recording and slides are available on NARFE’s website.
MARK A. KEEN, CFP®, PARTNER, KEEN & POCOCK. SECURITIES OFFERED THROUGH THE STRATEGIC FINANCIAL ALLIANCE, INC. (SFA), MEMBER FINRA/SIPC. ADVISORY SERVICES OFFERED THROUGH STRATEGIC BLUEPRINT, LLC AND THE STRATEGIC FINANCIAL ALLIANCE, INC. MARK KEEN IS A REGISTERED PRINCIPAL OF SFA AND AN INVESTMENT ADVISOR REPRESENTATIVE OF SFA AND STRATEGIC BLUEPRINT, LLC. SFA AND STRATEGIC BLUEPRINT ARE AFFILIATED THROUGH COMMON OWNERSHIP BUT OTHERWISE UNAFFILIATED WITH KEEN & POCOCK. NEITHER STRATEGIC BLUEPRINT NOR SFA PROVIDE TAX OR LEGAL ADVICE.
It’s Never Too Early to Start Thinking About Renewing!
There are so many affordable options for renewing and ways to save! The standard rate for renewing your NARFE membership is $48 but check out the following ways to save on your annual dues.
GO PAPERLESS!
We hope you will encourage your fellow members to set it and forget it!
DUES WITHHOLDING
Roughly a third of members are on dues withholding. This is an easy way to support NARFE with a monthly deduction of $3.50 from your annuity. This includes an annual savings of $6 off the regular $48 annual dues. This option is only available for retired members. Sign up for dues withholding today by completing the form on page 41 or the back of your renewal form, and once accepted dues will start to be withdrawn from your annuity in three to four months.
AUTOPAY
This option is for any member who doesn’t want to receive more print or email renewal reminders! By logging in to your account, you can set up a credit card to be charged on either a one-, two-, or three-year interval. The two-year and threeyear rates include annual savings of $2 and $6, respectively. To update the invoice in your record
to one of these rates, email memberrecords@narfe.org or call 800-456-8410, ext. 1.
To sign up for AutoPay, login to https://members.narfe.org/ and click on “My Account,” and then “My Settings” and click on
AUTOPAY IS AN OPTION FOR ANY MEMBER WHO DOESN’T WANT TO RECEIVE MORE PRINT OR EMAIL RENEWAL REMINDERS!
“My AutoPay Account” to preauthorize your card today!
By automating your NARFE membership and if applicable chapter dues, you can
• Save NARFE valuable resources (and a few trees) by not having to mail renewal notices
• Never have to worry about forgetting to renew
• Donate to the PAC whenever you want; and
• Not worry about accidentally falling out of your chapter
If you love being a member of NARFE, you will really love being a member of your local chapter! During renewal is a great time to add on your local chapter dues and start getting more involved with NARFE. Chapter dues can range from $0-$20.
NEW CHAPTER MEMBERS
If you just started your NARFE membership, you can join your local chapter for free during your first year of membership! Don’t be surprised when you receive your first renewal notice that will include your chapter dues in it as well. Call headquarters MondayFriday 8 a.m. to 5 p.m. EST at 800-456-8410 x1 to make changes to your chapter or to renew.
If you love being a member of NARFE, you will really love being a member of your local chapter. During renewal is a great time to add on your local chapter dues and start getting more involved with NARFE. Sign up for dues withholding, autopay or a multi-year renewal today!
—BY NORA MACDONALD, SENIOR DIRECTOR, MEMBER ENGAGEMENT
Member Services
Representative Joins NARFE
Skylar Jones has joined NARFE as a member services representative, supporting data and payment processing, membership adjustments, and member calls. She is a graduate of North Carolina Agricultural & Technical State University, where she earned her bachelor’s degree in psychology.
Before joining NARFE, Skylar worked and volunteered in a variety of customer-facing roles. Most recently, she interned at the American Psychological Association’s (APA) Meetings & Events Office, assisting with planning for APA 2024 and APA 2025. In that role, she handled incoming calls and emails, supported coworkers with day-to-day tasks, and even conducted interviews with the Board of Convention Affairs as part of her professional development.
Skylar was born in Washington, D.C., and grew up in southern Maryland. She’s happy to be back in the
D.C. Metropolitan area and excited to see where life takes her next. In her free time, Skylar enjoys anything creative, coloring, sketching, listening to music, and watching YouTube.
She’s grateful to be part of NARFE and loves helping members who need support.
—BY MATT SANDERSON, SENIOR CONTENT MANAGER
FEDERATION CONFERENCES AND MEETINGS
VIRGINIA FEDERATION ANNUAL MEETING & CONFERENCE: April 13-15, Harrisonburg, VA. For information visit https://www.narfe.org/va/meetings-events/events/vfn-conference-2026/. Contact: Deborah O. Fisk, valeg@vanarfe.org
MISSOURI FEDERATION CONFERENCE: April 22-23, Margaritaville, Osage Beach, Missouri 65065. For information visit www.narfe.org/mo/meetings-events/events/
72ND ANNUAL KANSAS FEDERATION CONFERENCE: April 27-28, Prairie Band Casino, 12305 150th Road, Mayetta, KS. For information visit www.narfe.org/ks/
NORTH CAROLINA FEDERATION 70TH ANNIVERSARY ANNUAL CONFERENCE: April 28-30, Hyatt Place Streets of Southpoint, Durham NC. More information to come.
MARYLAND FEDERATION BOARD MEETING: May 5-6. The Comfort Inn & Conference Center, 4500 Crain Highway, Bowie, MD 20716. More information to come.
NEW YORK FEDERATION CONFERENCE, ANNUAL MEETING AND ELECTION: May 6, Crowne Plaza Albany —The Desmond Hotel, 660 Albany Shaker Rd, Albany, NY 12211. Please visit www.narfe.org/ny or contact NY Federation Secretary Linda Suchocki at narfenyfederation@gmail.com for more information.
WEST VIRGINIA FEDERATION CONFERENCE: May 13-14 Best Western, Bridgeport, WV. Contact: bkuennecke@yahoo.com. More information to come.
DAKOTA FEDERATION CONFERENCE (COMBINED NORTH AND SOUTH DAKOTA FEDERATIONS): May 15-16, Ramkota Hotel and Conference Center, Pierre, SD Please visit www.narfe.org/sd for more information.
COLORADO FEDERATION BOARD MEETING: June 19, Winsor Gardens, Denver, CO, For more information go to http://www.narfe-colorado.com
IOWA FEDERATION CONFERENCE: September 22-23, Meskwaki Hotel and Convention Center, 1504 305th St, Tama IA 52339, Contact: Harry Healey Irish13155@yahoo.com
REGION IX SYMPOSIUM: ALASKA, IDAHO, MONTANA, OREGON, AND WASHINGTON: Oct. 1-3, Ellensburg, WA For more information go to https://www.narfe.org/region09/symposium2026
Lawmakers Form New Caucus to Advocate for Federal Workforce Reforms
Following a year of the Trump administration’s overhauls to the civil service, a bicameral group of lawmakers on Wednesday launched a congressional caucus focused on the federal workforce.
Senator Van Hollen, D-MD, and U.S. Senator Tim Kaine, D-VA, along with Rep. James Walkinshaw, D-VA, Congressman Steny Hoyer, D-MD, Rep. Mike Lawler, R-NY, and Suhas Subramanyam, D-VA, joined federal unions and good government organizations to announce the newly formed Federal Workforce Caucus. The group aims to more cohesively advocate for federal employees.
NARFE National President William Shackelford and Staff Vice President of Policy and Programs John Hatton were on hand. Read more at https:// federalnewsnetwork.com/congress/2026/02/ lawmakers-form-new-caucus-to-advocate-forfederal-workforce-reforms/.
—BY MATT SANDERSON, SENIOR CONTENT MANAGER
Nassau and Suffolk County, NY NARFE Chapters Represented at USPS Health Fairs
In November 2025, two NARFE chapters, #0471 and #1264, in Nassau and Suffolk County, NY, were well-represented at five area U.S. Postal Service health fairs.
In our first photo is Joanne Smith, Suffolk Chapter #1264 president, and her member at the Postal Service Health Fair at Bethpage Processing and Distribution Center.
In our second photo, members Marianne Polo and Jody Zapata, and Linda DeVito, are at the Postal Service Western Nassau Processing and Distribution Center Health Fair.
Also, Chapter #0471 had a great table set up by our member James Soo at the Postal Service MidIsland Processing and Distribution Center. Mr. Soo also did the Postal Service Health Fair at the Queens Processing and Distribution Center. Mr. Soo and Philana Overstreet, members of Chapter # 0471, also had a table set up at the Postal Service Health Fair at the NYISC-JFK facility.
Thanks to Marianne Polo, NARFE Chapter #0471 membership chair and service officer, for attending and sending over these photos! We really appreciate all of your efforts!
—BY MATT SANDERSON, SENIOR CONTENT MANAGER
Membership Coordinator Joins NARFE
Angela Gallman has joined NARFE as a membership coordinator on the Membership Engagement Team, supporting a positive, seamless membership experience. Her role focuses on ensuring members receive timely, accurate and helpful service, and she values the opportunity to collaborate with both members and internal teams.
Settling into the role has been a great experience, she says. Angela has felt welcome and supported and has enjoyed learning about the many components that keep membership operations running effectively. Her goal is to help maintain efficient processes behind the scenes so that
NARFE’s programs and services can truly stand out.
Angela’s background includes experience in member service-focused environments, where strong communication skills, attention to detail, and responsiveness were key to success. These experiences have prepared her well to support members with care and professionalism.
Angela is a proud Washingtonian. She enjoys exploring the many trails throughout the D.C., Maryland and Virginia area. Biking and walking outdoors are some of her favorite ways to recharge and stay active.
—BY MATT SANDERSON, SENIOR CONTENT MANAGER
NEW! Retractable banners available
- Quick and easy to set-up
- Packs down easily
- Attractive silver hardware
- Table-top version measures 11”w x 19”h
- Floor version measures 60”w x 83”h
NARFE Merch
- Table coverings for events and health fairs
- Polo shirts/t-shirts/jackets/ poplin shirts
- Bumber stickers/lapel pins/ auto magnets
- Mugs/tumblers/license plate frames/pens
- Chapter and Federation Officer Badges
- Cooler tote bags
NARFE.org/shopnarfe
Use your NARFE Perks and your membership will more than pay for itself!
THE TOP-6 MOST POPULAR NARFE PERKS
As the largest operator of senior living communities in the US, Brookdale has over 600 locations all across the country. Members are eligible for 7.5% discount at Brookdale Independent Living, Assisted Living and Memory Care communities and 10% discounts on Brookdale Private Duty Home Care. Discounts are for new move-ins/customers only.
Brookdale Senior Living Communities 877-713-2762 | www.brookdale.com/narfe
With 6,400 hotels throughout the world, Choice Hotels offers something for everyone. As a member, receive 20% off your next stay at participating hotels when you use Special Rate ID 00801967. Choice Hotels International | 800-258-2847 www.choicehotels.com
With over 160 tours to all 7 continents and travel styles varying from small group to river cruising, Collette offers something for everyone. As a NARFE member, you receive an additional $50-$100 off all tours including sales and offers! Just use your member benefit code NARFESAVE or let our reservation agent know you are a NARFE Member when booking. Collette Travel | 844-311-6563 www.narfe.org/gocollette
Designed exclusively for NARFE members, (plans administered by AMBA Administrators, Inc.) Senior Age Whole Life Insurance, Senior Term Life Insurance, Hospital Indemnity and Short Term Recovery Insurance, Dental Insurance, Vision Insurance, AssistPlus, Discount Prescription Plan and Pet Insurance. NARFE Insurance Services | 800-233-5764 www.narfeinsurance.com
At Wheaton, we know interstate relocation is much more than trucks and boxes. With a network of top-quality agents throughout the United States, Wheaton provides peace of mind with every relocation.
Wheaton World Wide Moving | 800-248-7960 narfe@wvlcorp.com
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Life Line Screening, America’s leading provider of community-based preventive health screenings, will conduct health screenings using state-of-the-art ultrasound technology in your neighborhood. Operator code BKHN075. Life Line Screening | 800-324-9906 www.lifelinescreening.com/NARFE
OTHER FAVORITE PERKS
IDShield monitors your identity from every angle, not just your Social Security number, credit cards and bank accounts. We make sure everything connected to you is safe, including your passport, email, phone numbers, driver’s license number, medical IDs and more. IDShield | 410-419-7130 | www.legalshield.com/info/narfe
Whether it’s big, small or somewhere in between, you have affordable legal help when you need it. Members receive the discounted rate of $18.95 for families of 10 (two adults and up to 8 children) when you sign up through the website above.
LegalShield | 410-419-7130 | www.legalshield.com/info/narfe
Renting with Alamo is easy and affordable. Book now! At Alamo Rent A Car, save more so you can see more and take advantage of a wide selection of vehicles for all your car rental needs. Reference Contract ID 262544 when you call or visit our website today.
Alamo Rent-A-Car | https://partners. rentalcar.com/narfe
See how much you can save at www.NARFE.org/memberperks
(Previously Office Depot/Office Max) ADDITIONAL
“Aquarius Plateau. J. K. Hillers at Work,” 1872
John K. Hillers was a federal government photographer for the U.S. Geological Survey and the Bureau of Ethnology. He began as a boatman in 1871 during John Wesley Powell’s second Colorado River expedition and by 1872 had become the expedition’s chief photographer. This photograph is by and of Hillers at the Aquarius Plateau in south-central Utah taken during that expedition. He later became the first staff photographer for the Bureau of Ethnology, and his extensive career with both organizations resulted in approximately 20,000 negatives.
PHOTO from the Records of the National Archives, courtesy of the National Archives History Office, in collaboration with the Society for History in the Federal Government (SHFG), bringing together government professionals, academics, consultants, students and citizens interested in understanding federal history work and the historical development of the federal government. To join, visit www.shfg.org.
DID YOU KNOW?
Hillers spent his entire career as a government photographer, working for agencies dedicated to increasing knowledge. Bureau of Ethnology and Geological Survey publications reproduced his work, and examples also appeared at numerous international expositions. Hillers’s photographs, seen by a wider audience than those of other photographers, had a great impact on Americans and on American photography. For more information, visit https:// www.getty.edu/art/collection/ person/103KGQ and https:// americanart.si.edu/artist/ john-k-hillers-6691
Are you missing the friends you used to work with every day in the office? Find a local NARFE chapter convenient to you! Are you looking for a way to get involved with local feds in your community?
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Visit www.narfe.org/chapters to find the chapter that’s right for you, and then call us between 8 a.m.-5 p.m. ET at 800-456-8410. Then dial 1 for membership and we’ll get you signed up right away.
WEDNESDAY, APRIL 1, 2 P.M. ET Tax Planning with Mark Keen, CFP®
THURSDAY, APRIL 9, 2 P.M. ET Office Hours for Officers with NARFE Staff
THURSDAY, APRIL 16, 2 P.M. ET Putting Your Affairs in Order with Michelle Bollier
THURSDAY, APRIL 23, 2 P.M. ET Family Benefits in Marriage, Divorce and/or Remarriage with Tony Opat
THURSDAY, APRIL 30, 2 P.M. ET Retirement Planning for Feds with Wess Battle
THURSDAY, MAY 7, 2 P.M. ET Membership Recruitment, Engagement, and Retention for Chapter Leaders with NARFE Staff
