Issuu

A NARFE PUBLICATION FOR FEDERAL EMPLOYEES AND RETIREES

OCTOBER 2026 VOLUME 102 ★ NUMBER 8

P. 34 How to Shine in Federal Service

P. 44

Coaching Options for Retiring Feds

P. 16

Scorecard for the 119th Congress

P. 52

Open Season Report

THE PERKS OF

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Applicable to all discounts: Residents under a Life Care Agreement are not eligible for the discounts. These discounts do not apply to any room, board or services which are paid for all or in part by any state or federally funded program. Discounts are available to members and their spouse, adult children, siblings, parents, grandparents, and corresponding in-law or step adult children. Subject to availability. Discounts cannot be combined with any other offer or discount. Further restrictions may apply. *The Senior Living discount is only applicable to new residents of a Brookdale independent living, assisted living, or memory care community admitting under an executed residency agreement. Discount applies only to the basic service rate, excluding care costs and other fees and is calculated based on the initial basic service rate. **The In-Home Services discount is only applicable to new clients of personal assistance services by a Brookdale agency under an executed service agreement. ***A Short-Term Stay discount is only applicable to new residents of a Brookdale assisted living or memory care community admitting under an executed respite agreement. Discount applies to the daily rate.

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Contents OCTOBER 2026 COVER STORY PAGE 34

FEATURE PAGE 44

HOW TO SHINE IN FEDERAL SERVICE Given the changes for federal

employees under the current administration, let’s look at what feds can do to stand out at their agency.

COACHING OPTIONS FOR RETIRED FEDS You’ve served the public for years and now it’s time to take on a different, quieter approach as retirement nears. This is your invitation to turn that same care and attention from your career inward, to your own well-being, purpose and joy.

Special Feature

16 Scorecard for the 119th Congress

52 Open Season Report Washington Watch

6 NARFE Presses OPM to

Strengthen Privacy Protections for FEHB and PSHB Claims Data

7 OPM Transitions to Digital Retirement Processing

8 Continuing NARFE’s Grassroots Legacy: Tips to Recruit & Train Advocacy Leaders

9 House Clears $1.15 Trillion Defense Bill; Senate Path Uncertain

10 OPM/MSPB Propose New

Rule For Easier Removal of Employees

11 OPM Publishes Final Rule on

A NARFE PUBLICATION FOR FEDERAL EMPLOYEES AND RETIREES

Federal Employee Suitability and Fitness Standards

OCTOBER 2026 VOLUME 102 ★ NUMBER 8

P. 34 How to Shine in Federal Service

12 Bill Tracker Columns

4 From the President

P. 44

Coaching Options for Retiring Feds

32 Benefits Brief 60 Managing Money

P. 16

Scorecard for the 119th Congress

P. 52

Open Season Report

ON THE COVER Illustration by TGD

62 Alzheimer’s Update Departments

Connect with us!

28 Questions & Answers

Visit us online at www.narfe.org

29 Countdown to COLA

Like us on Facebook NARFE National Headquarters

64 NARFE News 70 NARFE Perks 72 The Way We Worked

REGIONAL VICE PRESIDENTS REGION I Jeff Anliker OCTOBER 2026 VOLUME 102 ★ NUMBER 8 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 606 North Washington St. Alexandria, VA 22314-1914 Phone: 703-838-7760 Fax: 703-838-7781 Editorial: communications@narfe.org Advertising Sales: mprimuth@narfe.org

NARFE FOR THE VISUALLY IMPAIRED ON THE TELEPHONE: This publication can be heard on the telephone by persons who have trouble seeing or reading the print edition. For more information, contact the National Federation of the Blind NFB-NEWSLINE® service at 866-504-7300 or go to www.nfbnewsline.org. ON DIGITAL AUDIO: Issues of NARFE Magazine are also available in audio format through the National Library Service for the Blind and Physically Handicapped (NLS). For availability, call 202-727-2142 or your local NLS service provider.

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

NATIONAL OFFICERS

WILLIAM SHACKELFORD President; natpres@narfe.org CINDY RENEÉ BLYTHE Secretary/Treasurer; natsectreas@narfe.org

TO JOIN NARFE, RENEW YOUR MEMBERSHIP OR FIND A LOCAL CHAPTER: CALL (TOLL-FREE) 800-456-8410 OR GO TO www.narfe.org TO CHANGE YOUR ADDRESS, PHONE NUMBER OR EMAIL LISTING:

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

TO REACH A FEDERAL BENEFITS SPECIALIST:

EMAIL fedbenefits@narfe.org

NARFE HEADQUARTERS

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(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) 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.

NARFE MAGAZINE OCTOBER 2026

(800) 790-3121

From the President

Meeting With the Federal Workforce Caucus

ARFE continues to work with members of Congress who are part of the Federal Workforce Caucus. During a meeting in July with Reps. James Walkinshaw, D-VA, Steny Hoyer, D-MD, and Don Beyer, D-VA, I had the opportunity to discuss federal retiree issues with the caucus members and stress the point that it is imperative that our country continues to honor and value public service currently provided to this nation by active federal employees and historically by federal retirees. A fourth member of the caucus, Rep. Emily Randall, D-WA, was unable to make the meeting due to overlapping responsibilities with the House Committee on Oversight and Government Reform. NARFE strongly encourages every member of Congress to join the Federal Workforce Caucus. Supporting the federal community shouldn’t be a partisan issue. The caucus provides an opportunity for lawmakers from both sides of the aisle to learn about the challenges facing federal employees and retirees and to work together on solutions that strengthen the workforce and the services it provides to the nation. Stay tuned for future updates in this column. NATIONAL ELECTIONS Now that the NARFE elections are over, members can focus on our national elections. Regardless of your affiliation, please acquaint yourself with the positions of all of the candidates to become an “educated elector.” Your vote could lessen the chance that efforts to reduce/ eliminate the benefits of federal employees, retirees and annuitants will occur.

FEDCON26

By the time you read this column, you will have learned about all the activities from the NARFE biennial national training conference, FEDcon26, in Indianapolis and the National Executive Board (NEB) meeting during the last week of August. Conference attendees enjoyed a variety of speakers and training sessions that benefited everyone. Detailed information on everything that occurred at the conference will be available in the November magazine and on the NARFE website. This information will include which bylaws amendments were passed, and which newly elected National Officers and Regional Vice Presidents will serve on the 20272028 NEB. MANAGING YOUR RETIREMENT BENEFITS ONLINE Some members may have a need to contact the Office of Personnel Management (OPM). Your NARFE Federal

NARFE MAGAZINE OCTOBER 2026

Benefits Experts have learned that OPM has changed how retirees should contact Retirement Services. If you have previously used retire@opm.gov, please note that this mailbox is no longer monitored. This mailbox has been replaced by the OPM Support Center. Members should use and bookmark the OPM Retirement Services online contact form at opm.gov/support/retirement/ contact/. This online form should now be used to submit questions and inquiries to OPM Retirement Services. You can also access OPM’s Services Online for a variety of options. For more information, read our NARFE NewsLine blog post at www.narfe.org/blog/2026/07/28/ opm-replaces-retirement-services-email-with-supportcenter-link. AFFINITY PARTNERS & NARFE PERKS Members of the NEB are often asked about our affinity partners. They have been selected because of the exceptional services they have pledged to provide to NARFE members. As a result, NARFE members receive special savings and discounts on a variety of products and services, ranging from financial services and moving companies to travel and vacations. Affinity partners also are a source of needed revenue for NARFE. Many of our partners are listed on the back pages of every issue of your magazine. Check out these pages, and see how much you can save at www.NARFE. org/perks. I want to thank all members for their support of NARFE. Remember, an interested member is an involved member, and your involvement makes us strong!

WILLIAM SHACKELFORD NARFE NATIONAL PRESIDENT natpres@narfe.org

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Washington Watch Washington Watch

NARFE Presses OPM to Strengthen Privacy Protections for FEHB and PSHB Claims Data

ARFE National President William Shackelford submitted formal comments to the Office of Personnel Management (OPM) on July 23, responding to its

notice regarding its collection of medical claims data of Federal Employees Health Benefits (FEHB) and Postal Service Health Benefits (PSHB) program participants. NARFE acknowledged that the revised notice, together with a public explanation issued by Director Kupor, responds to several concerns the association raised earlier—including a process for pseudonymizing personally identifiable data. But NARFE indicated that serious concerns remained. The comments identify three specific reasons for concern. First, the bulk of the substantive explanation resides in a blog post rather than in the Federal Register notice, which is the operative legal instrument; a blog post can be revised or removed without notice or comment, leaving members to detect and litigate any departure after the fact. Second, protections described in the blog post appear in the notice in qualified or discretionary terms—pseudonymization applied “wherever practicable,” disclosures “ordinarily” made

NARFE MAGAZINE OCTOBER 2026

in pseudonymized form—or not at all. Third, and most fundamentally, NARFE asked

for de-identified data, and OPM has offered pseudonymized data, which are not the same standard. De-identified data falls outside the HIPAA Privacy Rule; pseudonymized data is fully identifiable data with identifiers reversibly replaced, and OPM concedes the records remain Privacy Act records precisely because it retains the ability to reidentify them. That risk is heightened, NARFE argued, because OPM holds both the hash key and the FEHB and PSHB enrollment files from which the hashed identifiers are derived—reidentification would require not code-breaking but

OCTOBER ACTION ALERT: PROTECT MERITBASED CIVIL SERVICE SYSTEM

Visit NARFE’s Legislative Action Center at 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 implementation of Schedule Policy/Career, ensuring the public’s expectations of a system that is efficient, fair, free from political interference, and 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: During Open Season, the only way for annuitants to change Federal Employees Health Benefits (FEHB)/Postal Service Health Benefits (PSHB) enrollment is to use their Login.gov credentials to sign into Open Season Online or the PSHB portal. REALITY: While you can use your Login.gov credentials to sign into Open Season Online or the PSHB portal to make FEHB/PSHB changes, you can also call the Office of Personnel Management’s Open Season Express at 1-800332-9798 to make changes, or submit the paper form OPM 2809 to: Office of Personnel Management, Open Season Processing Center, P.O. Box 5000, Lawrence, KS 66046-0500.

only a decision to combine two assets already controlled by the same agency. The letter offers seven recommendations. Most pointedly, NARFE asks OPM to state affirmatively that no data in the system will be used for personnel actions, suitability, fitness, security clearance adjudication, reduction in force, or performance management, noting that OPM is not merely a health oversight agency but functionally the employer of the workforce whose medical claims it proposes to hold. NARFE also asks OPM to (i) incorporate the pseudonymization protocol into the notice for the system of records, and into an enforceable

instrument, (ii) commit to HIPAA de-identification wherever the analytical purpose permits, (iii) establish hard technical and administrative separation between the pseudonymization key and enrollment data, (iv) narrow and log re-identification exceptions, (v) narrow routine uses and commit to any disclosures made per certain routine uses be made in de-identified or pseudonymized form, absent a documented, individualized determination that identifiable data is necessary, and (vi) specify a retention period for the data, so it is not held indefinitely beyond the length of its use.

The comments further urge OPM to explain why it did not adopt a data-minimizing design—such as running queries against the database the Office of the Inspector General already maintains, or modeling the Centers for Medicare and Medicaid Services External Data Gathering Environment, under which record-level data stays in the originating environment— and to narrow defined routine uses, specify a retention and key-destruction schedule, and define “encounter data,” a term left undefined across four iterations of the notice. —BY JOHN HATTON, STAFF VICE PRESIDENT, POLICY AND PROGRAMS

OPM Transitions to Digital Retirement Processing

ccording to Office of Personnel Management (OPM) Director Scott Kupor, July 1 was the official “Last Day of Paper,” marking a major milestone that ends decades of reliance on paperbased retirement application processing. Previously, physical documents had to be transferred between agencies, payroll providers, and OPM’s Retirement Operations Center in Boyers, PA. Now, almost all retirement applications will be submitted online via the Online Retirement Application (ORA) platform,

which launched in June 2025. This shift eliminates the use of paper and significantly reduces processing times. For years, retirement applications were sent by mail between federal agencies, payroll providers, and OPM’s Retirement Operations Center before benefits could be processed, often causing huge delays. With the new digital platform, all agencies can now access a single electronic record, streamlining communication, reducing paperwork, and improving accuracy. OPM

reports that ORA has processed more than 155,000 retirement applications since its initial launch. As part of this transition, OPM introduced several key features. Employees can now complete much of their retirement application before leaving federal service, allowing agencies to start reviewing cases sooner. OPM also plans to process applications while final payroll information is being SEE OPM ON P. 10 NARFE MAGAZINE www.NARFE.org

Washington Watch Washington Watch

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.

Continuing NARFE’s Grassroots Legacy: Tips to Recruit & Train Advocacy Leaders

he phrase “pass the torch” is commonly believed to have originated from ancient Greek traditions, specifically the Olympic torch relay, where a torch was lit in Olympia and carried to the site of the games through a series of runners. The tradition lives on today, in both a literal and figurative sense, as we watch torchbearers hand off the flame and when we, as leaders, hand off the reins to the next generation. While NARFE’s grassroots advocates are not expected to sprint any miles, there is a goal for current officers to assist in recruiting and training their successors so that NARFE can continually progress and improve. To help retain institutional knowledge and ensure we have the right members in line to pass the torch to, NARFE has provided these tips to continue our grassroots legacy.

1. CREATE CLEAR ROLES & RESPONSIBILITIES While the Chapter and Federation Officers Manual gives some of the expected responsibilities of the various advocacy leadership roles, we recognize that every chapter and federation is different and must adjust officer positions to fit their needs. To ensure that current officers are meeting the requirements of their roles and to clearly define positions for 8

NARFE MAGAZINE OCTOBER 2026

any potential interested parties, creating a customized officer cheat sheet/mini-manual for your chapter or federation is key. This guarantees that anyone in a leadership position knows what is expected of them, provides accountability measures, and informs prospective candidates.

2. CAST A WIDE NET

This applies to recruiting leaders and recruiting for our organization broadly! The federal community is growing and changing every day, which means the pool of people eligible to be NARFE members and leaders is, too. NARFE encourages our leaders to look for opportunities to recruit annuitants and current employees and to provide information about officer position from the onset. Networking events, job fairs, or asking to present a professional development session at agencies are all viable avenues for you to get out and spread the word about the value of joining NARFE and considering an officer position.

3. HOLD INFORMATIVE SESSIONS

Beyond giving someone a list of tasks, current officers can provide an opportunity for people to see the action firsthand. Next time you have a meeting with a member of Congress, invite congressional

district leader (CDL) or senatorial leader (SL) candidates to sit in and listen. When the time comes to put together a PAC newsletter, invite those who are interested to help you organize the numbers. Before the candidate submission deadline, offer to be available to answer any questions about what your role is, how you do the job, and what makes someone a good fit to take it on after you. People are less likely to venture into the unknown, so demystify your officer position and let people know they can do it too.

4. MAINTAIN COMPLETE RECORDS

When you look back on your time as an advocacy leader, there are moments where you connected with a particularly helpful staffer, instituted a routine that made your work more efficient, or developed a strategy that yielded stronger results. Write it down. Constructing a “transition guide” with the contact information of relevant individuals, templates for newsletters or emails, and all of the other information you have gathered and materials you have created over the course of your term will set your successor up to build on your work, not start from square one. —BY NICOLE BLACKSTONE, GRASSROOTS AND POLICY MANAGER

House Clears $1.15 Trillion Defense Bill; Senate Path Uncertain

he House narrowly approved its version of the fiscal 2027 National Defense Authorization Act on July 22, voting 216-212 largely along party lines, with 209 Republicans in favor and 205 Democrats opposed. The bill bars the Department of Defense from using fiscal 2027 funds to implement President Trump’s executive order that strips civilian workers of collective bargaining rights. A bipartisan coalition added the language during Armed Services Committee markup, and an

amendment by Rep. Bob Onder, R-MO, to strike it was never offered on the floor. The measure authorizes a tiered military pay raise of 5% to 7%, matching the administration’s request, but is silent on a fiscal 2027 civilian raise. Rep. Steny Hoyer, D-MD, called the disparity wrong, noting that civilian and uniformed personnel often perform similar work side by side, and urged the Senate to insist on parity. Democrats objected principally to the topline. The

CONTRIBUTE TO

$1.15 trillion authorization is a record—roughly $250 billion, or 28%, above the fiscal 2026 level. Hoyer said the bill balloons defense spending while failing to fund pay parity. Opposition also centered on the Iran war and a provision expanding Pentagon cooperation with Israel. Senate prospects remain unsettled. On July 14, senators voted 50-46 against cloture on the motion to proceed—short of the 60 needed and the second such blockade in two weeks. Senate Majority Leader John Thune, R-SD, switched to “no” to preserve his right to call the bill up again. —BY JOHN HATTON, STAFF VICE PRESIDENT, POLICY AND PROGRAMS

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Washington Watch 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.

OPM/MSPB Propose New Rule For Easier Removal of Employees

he Office of Personnel Management (OPM) and the Merit Systems Protection Board (MSPB) have proposed new rules to make it easier for federal agencies to terminate federal employees. Notably, the rule would expedite removals by capping the opportunity to demonstrate acceptable performance at 30 calendar days. It would prohibit agencies from adding informal “performance assistance periods” on top of that. It establishes removal as the default penalty for unacceptable performance, though agencies retain discretion to mitigate to a lesser penalty. It would also narrow the time for employees to respond to the allegations, supporting a potential adverse termination, to as little as one to five days. This compressed response window may not give employees a genuine opportunity to improve or to mount a defense—particularly

in complex cases or where medical issues are involved. The proposed rule would also retire the Douglas factors, 12 factors to weigh when deciding the reasonableness of a penalty. MSPB instead proposes to assess reasonableness under a “totality of the circumstances” standard, decided on a case-bycase basis, with no particular factors required in every case. Replacing a structured framework with an open-ended “totality of the circumstances” standard—combined with narrowing comparator analysis to a single work unit and supervisor—removes some guardrails against arbitrary, inconsistent, or pretextual discipline. Agencies would be restricted from entering into settlement agreements that remove official documentation of performance or misconduct issues, so that other agencies retain the performance record.

OPM FROM P.7

In a July 1 statement, NARFE applauded OPM’s efforts to modernize retirement services by expanding selfservice tools, digitizing historical records, and improving customer support. However, NARFE noted, “…this is just one part of the process

finalized, helping to minimize unnecessary delays. OPM has pledged to issue a retiree’s first pension payment within seven days of retirement for those who submit a complete application by their separation date.

NARFE MAGAZINE OCTOBER 2026

Agencies could no longer maintain tables of penalties or be required to use progressive discipline; each instance is judged on its own facts. As a government-wide rule, it would override conflicting provisions in collective bargaining agreements (CBAs), prohibit longer opportunity periods negotiated in CBAs, bar taxpayer-funded union time to represent employees in removal proceedings, and limit grievance arbitration for short suspensions. Other changes include codifying an “abandonment” doctrine (10 consecutive days absent means it’s a voluntary resignation), annual (rather than triennial) supervisor training, and excluding probationary and Schedule Policy/Career employees from certain appeal procedures. Removing appeals procedures eliminates guardrails to prevent politically based removals. —BY ABBY PASQUELLA, POLICY AND PROGRAMS ASSOCIATE AND JOHN HATTON, STAFF VICE PRESIDENT, POLICY AND PROGRAMS

and does not fix other problems in the customer experience for federal retirees. Delays at the agency or payroll processor level have caused major delays for receipt of interim annuities as they await final processing.” —BY ELLIE DORSEY, FEDERAL BENEFITS INSTITUTE MANAGER

OPM Publishes Final Rule on Federal Employee Suitability and Fitness Standards

t the end of June, the Office of Personnel Management (OPM) published its final rule regarding federal employee suitability and fitness standards. The rule will give OPM the power to terminate federal employees of other federal agencies if it deems them in violation of “suitability” standards, which were previously used only for pre-employment screenings. Federal agencies may refer cases to OPM, but OPM will make suitability decisions for current employees. The rule details an expanded set of suitability factors that clearly overlap with conduct and performance issues where clear law and process already exist. If OPM determines employees fail suitability standards, agencies

would be required to remove the employee within five workdays of a final suitability decision, per the rule. In this final rule, OPM also decided to expand the vetting process to include nondisclosure agreement (NDA) violations, failure to file tax returns, and the misuse of government resources as unsuitable behaviors. OPM argued that current processes for removing employees for misconduct are overly restrictive and inefficient, and that the new rule would close a gap by making it easier to block an applicant with a history of serious misconduct than to remove a current employee engaged in similar misconduct. In contrast, NARFE argued in its comment that “OPM’s proposal to convert half of all adverse

actions against career federal employees into suitability actions would radically alter the system Congress established in the Civil Service Reform Act to guard against unwarranted personnel actions. This proposal, like OPM’s Schedule P/C rule that NARFE also opposed, is another dangerous attempt by the administration to strip civil service protections, deny due process, and politicize the civil service.” The comment period for this rule lasted from February 6, 2026 to March 9, 2026. This rule took effect on July 30, 2026, and we at NARFE will monitor any impacts it could have on federal employees. —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 H.R. 491 /S.624: Equal COLA Act/ Rep. James Walkinshaw, D-VA-11 / Sen. Alex Padilla, D-CA Cosponsors: H.R. 491 – 83 (D) 3 (R) S. 624 – 18 (D) 2 (I)

WHAT BILL WOULD DO

LATEST ACTION(S)

Provides full cost-of-living adjustments, Referred to the House Committee on based on the relevant change in consumer Oversight and Government Reform. prices, to Federal Employees Retirement 1/16/2025 System annuities. 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

FEDERAL ANNUITIES

Read twice and referred to the Senate Committee on Homeland Security and Governmental Affairs. 02/18/2025 H.R. 1522: Federal Retirement Fairness Act / Rep. Emily Randall D-WA-06 Cosponsors: 134 – (D) 21 (R)

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. 7480 / S. 3823: Federal Adjustment of Income Rates (FAIR) Act / Rep. James Walkinshaw D-VA-11 / Sen. Brian Schatz D-HI

Increases the rates of pay under the statutory pay systems and for prevailing rate employees by 4.1 percent in 2027, and for other purposes.

H.R. 7480 – Referred to the House Committee on Oversight and Government Reform. 02/10/2026

Provides continuing appropriations to prevent a government shutdown if the appropriations bills for a fiscal year have not been enacted before the fiscal year begins and continuing appropriations are not in effect. Specifically, the bill provides appropriations at the rate of operations for the prior fiscal year to continue programs, projects, and activities funded in the preceding fiscal year. The bill also limits official travel, congressional recesses or adjournments, and the consideration of legislation that is unrelated to appropriations after the beginning of a fiscal year if the appropriations process has not been completed.

Read the second time. Placed on Senate Legislative Calendar under General Orders. Calendar No. 424. 06/01/2026

S. 3823 – Read twice and referred to the Committee on Homeland Security and Governmental Affairs. 02/10/2026

Cosponsors: H.R. 7480 – 27 (D) 1 (R) S. 3823 – 11 (D) 1 (I) FEDERAL COMPENSATION

S. 4632 – Prevent Government Shutdowns Act Sen. James Lankford R-OK Cosponsors: S. 4632 – 6 (D) 14 (R)

NARFE MAGAZINE OCTOBER 2026

NARFE’s Position:

Support

Oppose

No position

NARFE BILL TRACKER ISSUE

BILL NUMBER / NAME / SPONSOR

WHAT BILL WOULD DO

LATEST ACTION(S)

H.R. 1: One Big Beautiful The Senate-amended, final version of the bill Bill Act / Rep. Jodey that passed both chambers and was signed Arrington, R-TX-19 into law by the president did not contain any of the objectionable federal workforce provisions NARFE opposed throughout the process. 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).

FEDERAL BENEFITS

Senate-amended version (without objectionable federal workforce provisions) passed the Senate on 07/1/2025, passed the House on 07/3/2025, and was signed into law by the president on 07/4/2025.

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.

H.Res. 70 / S.Res.147: Rep. Stephen Lynch, D-MA-8 / Sen. Gary Peters, D-MI

POSTAL SERVICE

NARFE’s Position:

Cosponsors: H. Res. 70 – 209 (D) 21 (R) S. Res. 147 – 3 (D) 4 (R)

Support

Oppose

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.

No position

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

NARFE MAGAZINE www.NARFE.org

NARFE BILL TRACKER ISSUE

BILL NUMBER / NAME / SPONSOR

WHAT BILL WOULD DO

LATEST ACTION(S) H.R. 2550 passed the House of Representatives by a vote of 231-195. 12/11/25. Received in Senate 12/15/2025.

Cosponsors: H.R. 2550 – 216 (D) 9 (R) S. 2837 – 44 (D) 2 (R) 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.

H.R.492/S.134: Saving the Civil Service Act of 2025 / Rep. James Walkinshaw, D-VA-11 / Sen. Tim Kaine, D-VA

Prohibits the establishment of Schedule F of the excepted service, to ensure merit-based hiring and firing of civil servants.

Referred to the House Committee on Oversight and Government Reform. 01/16/2025

H.R. 2550/S.2837: Protect America’s Workforce Act / Rep. Jared Golden, D-ME02 / Sen. Mark Warner, D-VA

Cosponsors: H.R. 492 – 104 (D) 4 (R) S. 134 – 22 (D) 2 (I) FEDERAL PERSONNEL POLICY

Read twice and referred to the Committee on Homeland Security and Governmental Affairs. 09/17/2025

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 Read twice and referred to the Senate Committee on Homeland Security and Governmental Affairs. 01/16/2025

H.R. 4440: Protecting Federal Employee Rights to Personnel Files Act / Rep. Julia Brownley D-CA- 26 Cosponsors: 17(D)

Requires agencies to provide official personnel record files to Federal employees and former Federal employees, and for other purposes.

NARFE’s Position:

NARFE MAGAZINE OCTOBER 2026

Referred to the House Committee on Oversight and Government Reform. 07/16/2025

Support

Oppose

No position

Make Your

Voice Heard on Capitol Hill

NARFE’s Legislative Action Center is NARFE’s easy way to send letters to your members of Congress, search for your legislators, report your congressional meetings, view voting records and much more. Support the Equal COLA Act Support the Saving the Civil Service Act Protect the Freedoms of America’s Workforce Save the Postal Service, Stop Privatization

narfe.org/advocacy/legislative-action-center/

Where Does Your Member Stand on NARFE Issues?

119th Congress Scorecard

NARFE publishes this scorecard of the 119th Congress to ensure NARFE members are as informed as possible about where their representatives and senators stand on key NARFE-supported legislation and how they voted on bills and budget resolutions affecting federal employees, retirees and their families. One key vote (passage of the Social Security Fairness Act) in both the House and Senate was cast in the 118th Congress, but we are including it here because it was cast post-election (and post-publication of our 2024 scorecard). Some members were not yet in office at the time, or others were in the House (and are now senators); we indicate this on the scorecard.

KEY BILL COSPONSORSHIPS:

Pc xc

Saving the Civil Service Act (H.R. 492 / S. 134)

NARFE supports this legislation because it protects the merit-based, nonpartisan civil service by preventing the return of Schedule F or any similar effort to strip career federal employees of longstanding civil service protections. The legislation would prohibit positions in the competitive service from being involuntarily reclassified into the excepted service without express authorization from Congress, ensuring federal employment decisions continue to be based on merit rather than political considerations.

Equal COLA Act (H.R. 491 / S. 624)

NARFE supports this legislation because it would provide Federal Employees Retirement System (FERS) annuitants with the same full annual cost-of-living adjustments (COLAs) provided to Civil Service Retirement System (CSRS) annuitants and Social Security beneficiaries. Under current law, many FERS retirees receive reduced COLAs when inflation exceeds 2 percent, causing their earned retirement benefits to lose value over time.

Federal Adjustment of Income Rates (FAIR) Act (H.R. 7480 / S. 3823)

NARFE supports this legislation because it would provide federal employees with a 4.1 percent pay increase for 2027, consisting of a 3.1 percent across-the-board increase and an average 1.0 percent increase in locality pay. Competitive compensation is essential to recruiting and retaining a highly qualified, professional federal workforce. At a time when federal employees continue to face increasing workloads and inflationary pressures, the FAIR Act helps ensure their pay keeps pace with labor market conditions and supports the government’s ability to attract and retain the talent needed to serve the American people.

NARFE MAGAZINE OCTOBER 2026

KEY SENATE VOTES, 119TH/LATE 118TH CONGRESS 2024 Senate Vote #326, December 18, 2024 Social Security Fairness Act (H.R. 82) NARFE supported this legislation because it permanently repealed the Government Pension Offset (GPO) and the Windfall Elimination Provision (WEP), restoring full earned Social Security benefits to millions of retired public servants, including most Civil Service Retirement System (CSRS) annuitants. The legislation eliminated long-standing penalties that reduced or eliminated Social Security benefits earned through covered employment.

Social Security Fairness Act (H.R. 82) NARFE supported this legislation because it repealed the Government Pension Offset (GPO) and Windfall Elimination Provision (WEP), restoring full Social Security benefits earned by millions of retired public servants, including many CSRS retirees.

2025 House Vote #100, April 10, 2025

Concurrent Resolution on the Budget for Fiscal Year 2025 (H.Con.Res. 14) NARFE opposed this budget resolution because it directed at least $50 billion in cuts in mandatory spending from the jurisdiction of the House Oversight and Government Reform Committee. Given the committee’s jurisdiction over mandatory spending programs is focused primarily on federal retirement and health benefits, the directive targeted earned federal benefits for substantial cuts.

2025 Senate Vote #191 – H.Con.Res. 14, April 5, 2025 / Concurrent Resolution on the Budget for Fiscal Year 2025 (H.Con.Res. 14) NARFE opposed this budget resolution because it directed at least $50 billion in cuts in mandatory spending from the jurisdiction of the House Oversight and Government Reform Committee. Given the committee’s jurisdiction over mandatory spending programs is focused primarily on federal retirement and health benefits, the directive targeted earned federal benefits for substantial cuts.

KEY HOUSE VOTES, 119TH/LATE 118TH CONGRESS 2024 House Vote #456, November 12, 2024

2025 House Vote #145, May 22, 2025

One Big Beautiful Bill Act (H.R. 1) NARFE opposed the original House version of this legislation due to several provisions: (i) elimination of a portion of the FERS retirement package (the FERS annuity supplement) for federal employees, including those already vested and retirement-eligible; (ii) would have forced federal employees completing their probationary period a choice between declining merit-based civil service protections or paying an additional 5% of their pay toward their retirement benefits (essentially a pay cut); and (iii) charging a fee to appeal to the Merit Systems Protection Board (MSPB).

NARFE MAGAZINE www.NARFE.org

STATE BY STATE RECORD ON

KEY NARFE VOTES MEMBERS OF CONGRESS AL At-large representative R Retiring, not seeking reelection S Representative running for Senate D Defeated in primary O Seeking other office * Senator whose term expires in 2026 2028 Senator whose term expires in 2028 2030 Senator whose term expires in 2030

VOTE LEGEND P Voted for the NARFE position x Voted against the NARFE position NV Did not vote S Speaker of the House, rarely votes NIO Not yet elected when vote taken CO-SPONSORSHIPS Pc Co-sponsored the legislation xc Did not co-sponsor

119th Congress: SENATE CO-SPONSORSHIPS

Year

S. 134

S. 624

S. 3823

O* Tuberville (R) 2028 Britt (R)

xc xc

(118th) VOTE # HR H.Con.

119th CAREER %P %P

Year

2028 Crapo (R) 2026 Risch (R)

Res.14

xc xc

x x

0% 0%

33% 50%

xc xc

P P

x x

50% 50%

60% 59%

xc xc

P P

100% 92% 100% 100%

xc xc

P P

x x

50% 50%

Pc Pc

P P

100% 83% 100% 100%

2026 Hickenlooper (D)

xc Pc

xc xc

P P

100% 82% 100% 92%

Connecticut 2028 Blumenthal (D) 2030 Murphy (D)

Pc xc

P P

100% 91% 100% 90%

Delaware 2030 Rochester (D) 2026 Coons (D)

xc xc

Pc Pc

xc xc

P P

100% 100% 100% 94%

Florida 2030 R. Scott (R) 2028 Moody (R)

xc xc

NIO

x x

50% 0%

Georgia 2028 Warnock (D) 2026 Ossoff (D)

xc xc

P P

100% 92% 100% 92%

Pc Pc

P P

100% 94% 100% 87%

Alabama

Alaska 2028 Murkowski (R) 2026 Sullivan (R)

Arizona 2028 Kelly (D)

2030 Gallego (D)

Arkansas 2028 Boozman (R) 2026 Cotton (R)

California 2028 Padilla (D)

2030 Schiff (D)

Colorado 2028 Bennet (D)

Hawaii 2028 Schatz (D)

2030 Hirono (D)

NARFE MAGAZINE OCTOBER 2026

51% 41%

44% 0%

Idaho

CO-SPONSORSHIPS S. S. S. 134 624 3823

(118th) VOTE # HR H.Con. 119th CAREER 82 Res.14 %P %P

xc xc

x x

0% 0%

Pc Pc

xc xc

P P

100% 96% 100% 93%

2030 Banks (R)

xc xc

x x

0% 50%

47% 50%

Iowa 2028 Grassley (R) R* Ernst (R)

xc xc

x x

0% 0%

37% 55%

2026 Marshall (R)

xc xc

P x

x x

50% 0%

57% 33%

Kentucky R* McConnell (R) 2028 Paul (R)

xc xc

x x

0% 50%

43% 12%

xc xc

P P

x x

50% 50%

39% 57%

Illinois R* Durbin (D)

2028 Duckworth (D)

Indiana 2028 Young (R)

Kansas 2028 Moran (R)

Louisiana D* Cassidy (R)

2028 Kennedy (R)

Maine 2026 Collins (R)

2030 King (I)

Maryland

2028 Van Hollen (D) 2030 Alsobrooks (D)

Massachusetts 2030 Warren (D) 2026 Markey (D)

Michigan

R* Peters (D) 2030 Slotkin (D)

24% 26%

xc xc

P P

100% 80% 100% 97%

Pc Pc

NIO

P P

100% 97% 100% 100%

Pc Pc

Pc xc

P P

100% 72% 100% 69%

xc xc

P P

100% 96% 100% 100%

119th Congress: SENATE CO-SPONSORSHIPS

(118th) VOTE # HR H.Con. 119th CAREER 82 Res.14 %P %P

Year

S. 134

S. 624

S. 3823

2030 Klobuchar (D) R* Smith (D)

xc xc

P P

100% 93% 100% 90%

xc xc

x x

0% 0%

51% 56%

xc xc

P P

x x

50% 50%

41% 33%

xc xc

NIO x

x x

0% 0%

0% 43%

2026 Ricketts (R)

xc xc

P P

x x

50% 50%

52% 50%

Nevada 2028 Masto (D)

P P

100% 87%

2030 Rosen (D)

P P

New Hampshire R* Shaheen (D) Pc

2028 Hassan (D)

Pc xc

xc xc

P P

100% 95% 100% 96%

New Jersey 2026 Booker (D) 2030 Kim (D)

xc xc

xc Pc

xc xc

P P

100% 76% 100% 100%

2026 Luján (D)

Pc Pc

xc Pc

Pc xc

P P

New York 2028 Schumer (D) 2030 Gillibrand (D)

Pc xc

xc Pc

xc xc

P P

North Carolina R* Tillis (R) 2028 Budd (R)

xc xc

North Dakota 2028 Hoeven (R) 2030 Cramer (R)

xc xc

2028 Husted (R)

xc xc

Oklahoma 2028 Lankford (R) R* Armstrong (R)

xc xc

Minnesota

Mississippi 2030 Wicker (R)

2026 Hyde-Smith (R)

Missouri 2030 Hawley (R) 2028 Schmitt (R)

Montana 2030 Sheehy (R) R*

Daines (R)

Nebraska 2030 Fischer (R)

New Mexico 2030 Heinrich (D)

Ohio 2030 Moreno (R)

Year

Oregon

CONTINUED

CO-SPONSORSHIPS S. S. S. 134 624 3823

2028 Wyden (D) 2026 Merkley (D)

Pennsylvania 2030 McCormick (R)

Pc Pc

Pc xc

P P

100% 84% 100% 79%

xc xc

NIO

0% 0% 100% 67%

xc xc

P P

100% 94% 100% 95%

50%

31%

xc xc

x x

0% 0%

49% 68%

xc xc

x x

0% 50%

19% 30%

xc xc

x x

50% 0%

53% 33%

2030 Curtis (R)

xc xc

x x

0% 50%

12% 50%

100% 94%

Vermont 2030 Sanders (I)

100% 100%

2028 Welch (D)

Pc xc

P P

100% 78% 100% 83%

P P

100% 96% 100% 80%

Virginia 2026 Warner (D) 2030 Kaine (D)

Pc Pc

P P

100% 92% 100% 94%

x x

0% 0%

64% 33%

Washington 2028 Murray (D)

2030 Cantwell (D)

Pc xc

xc xc

P P

50% 95% 100% 94%

xc xc

P P

x x

50% 50%

54% 68%

2026 Capito (R) 2030 Justice (R)

xc xc

NIO

x x

50% 0%

xc xc

NIO NIO

x x

0% 0%

xc xc

0% 34% 100% 94%

xc xc

NIO

x NIO

50% n/a

32% n/a

xc xc

x x

0% 0%

46% 12%

NARFE MAGAZINE www.NARFE.org

100% 94%

2028 Fetterman (D)

Rhode Island 2026 Reed (D)

2030 Whitehouse (D)

(118th) VOTE # HR H.Con. 119th CAREER 82 Res.14 %P %P

South Carolina VACANT 2028 Scott (R)

South Dakota 2028 Thune (R) 2026 Rounds (R)

Tennessee 2030 Blackburn (R) 2026 Hagerty (R)

Texas D* Cornyn (R)

2030 Cruz (R)

Utah 2028 Lee (R)

West Virginia

Wisconsin 2028 Johnson (R)

2030 Baldwin (D)

Wyoming 2030 Barrasso (R) R*

Lummis (R)

72% 0%

HOW THEY VOTED

119th Congress: HOUSE *CO-SPONSORSHIPS UPDATED AS OF OCTOBER 1, 2026 Alabama 1 S Moore (R) 2

Figures (D) Rogers (R) Aderholt (R) Strong (R) Palmer (R) Sewell (D)

Alaska Begich (R) AL Arizona 1 O Schweikert (R) 2

7 8 9

Crane (R) Ansari (D) Stanton (D) O Biggs (R) Ciscomani (R) Grijalva (D)

Hamadeh (R) Gosar (R)

Arkansas Crawford (R) 1 2

Hill (R) Womack (R) Westerman (R)

California

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 20

Gallagher (R) Huffman (D) Kiley (R) Thompson (D) McClintock (R) Bera (D) Matsui (D) Garamendi (D) Harder (D) DeSaulnier (D) R Pelosi (D) Simon (D) Duarte (D) VACANT Mullin (D) Liccardo (D) Khanna (D) Lofgren (D) Panetta (D) Fong (R) Costa (D) Valadao (R) Obernolte (R) Carbajal (D) Ruiz (D) R Brownley (D) Whitesides (D) Chu (D) Rivas (D) Friedman (D) Cisneros (D)

NARFE MAGAZINE OCTOBER 2026

*CO-SPONSORSHIPS

H.R. 491

H.R. 492

H.R. 7480

xc xc xc xc xc Pc

xc xc xc xc xc xc xc

xc xc Pc xc xc xc xc xc xc

xc xc xc xc xc xc xc

(118th) H.R. 82

VOTE #

H.Con. Res.14

H.R. 1

119th %P

CAREER 29% 100% 45% 30% 50% 18% 97%

33% 100% 33% 33% 33% 0% 100%

NIO

xc xc Pc xc xc xc xc xc xc

xc xc xc xc xc xc Pc xc xc

x x NIO

x x

NV x

x x NIO x x

0% 0% 100% 100% 0% 33% n/a 0% 33%

22% 25% 100% 97% 10% 75% n/a 0% 12%

xc xc xc xc

P x x

x x x x

0% 33% 0% 0%

38% 41% 45% 27%

xc xc xc xc xc xc xc Pc Pc Pc xc xc xc

xc xc xc Pc xc xc xc Pc Pc Pc xc xc xc

xc xc xc xc xc xc xc xc xc xc xc Pc xc

NIO

n/a 100% 33% 100% 0% 100% 100% 100% 100% 100% 100% 100% 100%

n/a 91% 75% 96% 19% 88% 95% 92% 94% 88% 95% 100% 100%

xc xc xc xc xc xc xc xc xc xc xc xc xc Pc xc Pc Pc

100% 100% 100% 100% 100% 33% 100% 50% 33% 100% 100% 100% 100% 100% 100% 100% 100%

86% 100% 82% 91% 90% 33% 92% 58% 65% 97% 91% 88% 100% 90% 100% 100% 100%

xc xc xc Pc xc xc xc xc Pc xc Pc xc Pc xc xc xc

xc xc xc xc xc Pc xc xc Pc xc Pc xc Pc xc Pc xc

NIO

P P P x

P x

NIO NIO

P x

P P P

x x x x

P P

P x

x x x x

P P

P x

P P P P P P

P P P P P P P P

P P P P P

P P P P P P P P

NIO NIO NIO

P P P P P P P P P P

NIO

NIO NIO NIO

NV x

x x x

CO-SPONSORSHIPS

California cont.

32 33 34 35 36 37 38 39 40

Sherman (D) Aguilar (D) Gomez (D) Torres (D) Lieu (D) Kamlager-Dove (D) Sanchez (D) Takano (D) Kim (R)

41 Calvert (R) 42 Garcia (D) 43 Waters (D) 44 Barragan (D) 45 Tran (D) 46 Correa (D) 47 Min (D) 48 R Issa (R) 49 Levin (D) 50 Peters (D) 51 Jacobs (D) 52 Vargas (D) Colorado 1 D DeGette (D) 2

7 8

Neguse (D) Hurd (R) Boebert (R) Crank (R) Crow (D) Pettersen (D)

Evans (R)

Connecticut Larson (D) 1

H.R. 491

H.R. 492

H.R. 7480

xc xc xc xc Pc xc xc Pc xc xc Pc xc Pc xc xc xc xc Pc xc xc xc

xc xc xc xc Pc xc xc xc xc xc Pc Pc Pc xc xc xc xc Pc xc xc Pc

xc xc xc xc Pc xc xc xc xc xc xc xc Pc xc xc xc xc xc xc xc xc

Pc xc xc xc xc Pc xc

xc xc xc xc xc Pc xc

xc xc xc xc xc xc xc

(118th) H.R.

VOTE #

H.Con. Res.14

H.R. 1

119th %P

CAREER

P P P P P P P P

P P P P P P

P P P P

100% 100% 67% 100% 100% 67% 100% 100% 33% 33% 100% 100% 100% 100% 100% 100% 33% 100% 100% 100% 100%

93% 90% 74% 89% 89% 63% 95% 91% 71% 40% 88% 94% 87% 100% 85% 100% 50% 97% 82% 88% 89%

P P

NIO

x x x

P P

P P x

100% 100% 0% 33% 0% 100% 100% 0%

94% 94% 0% 25% 0% 97% 88% 0%

P P

P P P P P P P

NIO

P P P P P P P

NIO

x x

x x x

xc xc xc xc xc

Pc Pc xc xc xc

xc xc xc xc xc

P P P P

P P P P P

67% 100% 100% 100% 100%

96% 97% 94% 93% 94%

Delaware McBride (D) AL

NIO

100%

District of Columbia AL R Norton (D)

n/a

xc xc xc xc xc xc xc xc xc Pc xc xc xc xc xc xc xc xc xc

xc xc xc xc xc xc xc xc Pc xc xc xc xc xc xc xc xc xc xc

xc xc xc xc xc xc xc xc xc xc xc xc xc xc xc xc xc xc xc

NIO x x x

x x x x x x x x

P P

0% 0% 0% 0% 33% 0% 33% 0% 100% 100% 33% 33% 33% 100% 33% 0% 0% 33% 0%

0% 46% 24% 38% 58% 0% 38% 0% 92% 75% 30% 38% 43% 96% 75% 40% 24% 41% 20%

xc xc Pc Pc Pc xc xc xc

xc xc xc xc Pc xc xc xc

xc xc xc xc xc xc xc xc

P P P

33% 100% 100% 67% 100% 33% 33% 33%

41% 92% 88% 90% 93% 49% 76% 75%

Courtney (D) DeLauro (D) Himes (D) Hayes (D)

Florida

1 Patronis (R) 2 R Dunn (R) 3 Cammack (R) 4 Bean (R) 5 Rutherford (R) 6 Fine (R) 7 Mills (R) 8 Haridopolos (R) 9 Soto (D) 10 Frost (D) 11 R Webster (R) 12 Bilirakis (R) 13 Luna (R) 14 Castor (D) 15 L. Lee (R) 16 R Buchanan (R) 17 Steube (R) 18 Franklin (R) 19 O Donalds (R) 20 VACANT 21 Mast (R) 22 Frankel (D) 23 Moskowitz (D) 24 R Wilson (D) 25 Wasserman Schultz (D) 26 Diaz-Balart (R) 27 Salazar (R) 28 Gimenez (R)

NIO

P P P P P P P

NV x

P x

P P P P

x x x x x x x x

P P P P

x x x

NARFE MAGAZINE www.NARFE.org

HOW THEY VOTED

119th Congress: HOUSE CO-SPONSORSHIPS

H.R. 491

H.R. 492

H.R. 7480

xc xc xc xc xc Pc xc xc xc xc xc xc

xc xc xc xc Pc Pc xc xc xc xc xc xc

xc xc xc xc xc xc xc xc xc xc xc xc

Case (D) Tokuda (D)

xc xc

Pc xc

Idaho 1 Fulcher (R) 2 Simpson (R)

xc xc

Georgia 1 S Carter (R) 2

Bishop (D) Jack (R) H. Johnson (D) N. Williams (D) McBath (D) McCormick (R)

7 8 A. Scott (R) 9 Clyde (R) 10 S Collins (R) 11 R Loudermilk (R) 12 Allen (R) 13 VACANT 14 Fuller (R) Hawaii 1 2

Illinois Jackson (D) 1 2 S R. Kelly (D) Ramirez (D) 3 4 R C. Garcia (D) Quigley (D) 5 6

Casten (D)

7 R Davis (D) 8 S Krishnamoorthi (D) 9 R Schakowsky (D) 10 Schneider (D) 11 Foster (D) 12 Bost (R) 13 Budzinski (D) 14 Underwood (D) 15

16 17

M. Miller (R)

LaHood (R) Sorensen (D)

Indiana Mrvan (D) 1 2

7 8 9

Yakym (R) Stutzman (R) Baird (R) Spartz (R) Shreve (R) Carson (D)

Messmer (R) Houchin (R)

Iowa Miller-Meeks (R) 1 2 S Hinson (R) Nunn (R) 3 4 O Feenstra (R)

(118th)

H.R. 82

VOTE #

H.Con. Res.14

CONTINUED

H.R. 1

119th %P

CAREER 31% 93% 0% 92% 88% 94% 25% 31% 24% 25% 24% 31%

P P

P P P

P P P x x x x x x

0% 100% 0% 67% 100% 100% 0% 0% 0% 0% 0% 0%

NIO

n/a

P P

100% 100%

90% 88%

xc xc

67% 33%

32% 44%

xc xc xc xc xc xc xc xc xc xc xc xc Pc xc xc xc xc

P P P P P P P P P P P P P P

P P P P P P P P P P P

P P

100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 33% 100% 100% 0% 0% 100%

75% 92% 63% 80% 89% 97% 94% 87% 93% 92% 91% 53% 88% 97% 25% 27% 88%

P P

94% 63% 0% 35% 41% 0% 93% 0% 75% 71% 71% 63% 59%

xc xc xc Pc Pc xc Pc xc xc xc Pc Pc xc xc xc

xc xc Pc Pc xc Pc Pc Pc xc xc Pc xc xc xc Pc

NIO x x x x x x x

x x

xc xc xc xc xc xc xc xc

xc xc xc xc xc Pc xc xc

xc xc xc xc xc xc Pc xc xc

NIO x x NIO

xc xc xc xc

NARFE MAGAZINE OCTOBER 2026

x x x x x x

x x x

x x

100% 33% 0% 0% 33% 0% 100% 0% 33%

P P P P

x x x x

33% 33% 33% 33%

NIO

x x x

P x

x x x x x

CO-SPONSORSHIPS

Kansas Mann (R) 1 2

Schmidt (R) Davids (D) Estes (R)

Kentucky Comer (R) 1 2

Guthrie (R) McGarvey (D) D Massie (R) H. Rogers (R) S Barr (R)

Louisiana 1 Scalise (R) 2 T. Carter (D) 3 Higgins (R) 4 M. Johnson (R) 5 S Letlow (R) 6 R Fields (R) Maine Pingree (D) 1 2

Golden (D)

Maryland 1 2 3 4 5 6 7 8

A. Harris (R) Olszewski (D) Elfreth (D) Ivey (D) R Hoyer (D) McClain-Delaney (D) Mfume (D) Raskin (D)

Massachusetts 1 2 3 4 5 6 7 8 9

Neal (D) McGovern (D) Trahan (D) Auchincloss (D) Clark (D) S Moulton (D) Pressley (D) Lynch (D) Keating (D)

Michigan Bergman (R) 1 2 Moolenaar (R) 3 Scholten (D) 4 Huizenga (R) 5 Walberg (R) 6 Dingell (D) 7 Barrett (R) 8 Rivet (D) 9 McClain (R) 10 O James (R) 11 S Stevens (D) 12 Tlaib (D) 13 Thanedar (D) Minnesota Finstad (R) 1 2 S Craig (D) Morrison (D) 3 4

7 8

McCollum (D) Omar (D) Emmer (R) Fischbach (R)

Stauber (R)

(118th)

VOTE #

H.R. 82

H.Con. Res.14

H.R. 1

119th %P

CAREER

xc xc xc xc

x NIO

x x

0% 0% 100% 0%

24% 0% 93% 31%

xc xc xc xc xc xc

P P P P P P

x x

P P

33% 33% 100% 100% 33% 33%

37% 40% 88% 25% 47% 40%

xc xc xc xc

xc xc xc xc xc xc

P P P P P

33% 94% 32% 32% 69% 100%

Pc xc

H.R. 491

H.R. 492

H.R. 7480

xc xc xc xc

xc xc xc xc xc xc xc

xc xc

Pc xc

Pc xc Pc Pc Pc

Pc Pc Pc Pc Pc Pc Pc

NIO

33% 100% 33% 33% 33% 100%

xc xc

P P

100% 100%

95% 90%

xc xc Pc Pc Pc xc Pc xc

x NIO NIO

xc xc xc xc Pc Pc

xc xc xc Pc xc Pc Pc

xc xc xc xc xc xc xc xc xc xc Pc Pc Pc

xc xc xc xc xc xc xc xc xc xc xc xc xc

xc xc xc xc Pc xc xc xc

xc xc xc

x x

Pc Pc

xc xc Pc xc xc xc

xc xc xc xc xc Pc xc

x x x

P P P P P P P

0% 100% 100% 100% 67% 100% 67% 100%

17% 100% 100% 88% 93% 100% 88% 87%

P P P P P P P P

P P P P P P P P P

100% 100% 100% 100% 100% 100% 100% 100% 67%

94% 91% 97% 94% 92% 92% 83% 98% 94%

x x

P P P P

P P P

33% 0% 100% 33% 33% 100% 0% 100% 33% 33% 100% 100% 100%

51% 35% 88% 25% 29% 90% 0% 100% 41% 75% 97% 75% 88%

33% 100% 100% 100% 100% 33% 33% 33%

50% 97% 100% 96% 77% 40% 53% 61%

xc NIO NV

NIO NIO

P P P P P P P

NIO

P P P P P

x x x x x

P P P P

x x x

NARFE MAGAZINE www.NARFE.org

HOW THEY VOTED

119th Congress: HOUSE CO-SPONSORSHIPS

H.R. 492

H.R. 7480

H.R.

xc xc xc xc

P P P P

xc xc xc xc Pc xc xc xc

xc xc xc Pc xc xc xc

xc xc xc xc Pc xc xc xc

NIO

R Zinke (R) Downing (R)

xc xc

Nebraska Flood (R) 1 2 R Bacon (R) 3 A. Smith (R)

xc xc xc

Mississippi T. Kelly (R) 1 2

B. Thompson (D) Guest (R) Ezell (R)

Missouri Bell (D) 1 2

7 8

Wagner (R) Onder (R) Alford (R) Cleaver (D) Graves (R) Burlison (R) J. Smith (R)

Montana 1 2

Nevada Titus (D) 1 2 R Amodei (R) 3 S. Lee (D) Horsford (D) 4 New Hampshire 1 S Pappas (D) 2

Goodlander (D)

New Jersey Norcross (D) 1

xc xc xc

New York LaLota (R) 1 2

3 4 5

Garbarino (R) Suozzi (D) Gillen (R) Meeks (D)

x NIO

x x x

xc xc

x NIO

x x

0% 0%

24% 0%

Pc xc

xc xc xc

P P

x x x

33% 33% 0%

75% 56% 24%

Pc xc xc xc

P P P P

P P

100% 33% 100% 100%

92% 41% 97% 97%

xc xc

NIO

P P

100% 100%

97% 100%

P P

NV x

P P P P P

P x

P P

P P P

92% 58% 100% 62% 95% 88% 63% 88% 100% 100% n/a 88%

xc xc xc

NARFE MAGAZINE OCTOBER 2026

xc xc Pc xc xc

100% 38% 0% 91% 37% 75% 18% 63%

100% 33% 0% 33% 100% 33% 0% 0%

xc xc

xc Pc

30% 93% 32% 50%

Vasquez (D) Fernandez (D)

33% 100% 33% 33%

CAREER

New Mexico Stansbury (D) 1

5 6 7 8 9 10 11 12

119th %P

xc xc xc xc Pc xc Pc xc xc Pc xc

H.R. 1

xc Pc xc xc Pc xc xc xc xc Pc xc

VOTE #

H.Con. Res.14

Van Drew (R) Conaway (D) C. Smith (R) Gottheimer (D) Pallone (D) Kean (R) Menendez (D) Pou (D) McIver (D) Mejia (D) R Coleman (D)

(118th)

H.R. 491

CONTINUED

xc xc xc xc xc xc xc xc xc xc Pc xc

xc Pc

xc xc xc

xc xc Pc xc xc

xc xc xc xc xc

NIO

P P P

x x

x NV x

x x

x x x

NIO

67% 33% 100% 33% 100% 100% 33% 100% 100% 100% n/a 100%

P P

P P P

100% 100% 67%

88% 88% 88%

P P P

x x

x NV

P P P

33% 33% 100% 100% 100%

63% 65% 89% 100% 95%

NIO

x x x

CO-SPONSORSHIPS

New York cont. Meng (D) 6 7 R Velázquez (D) Jeffries (D) 8 Clarke (D) 9 D. Goldman (D) 10 11 12 13 14 15 16 17

19 20 21 22 23 24 25 26

Malliotakis (R) R Nadler (D) D Espaillat (D) Ocasio-Cortez (D) Torres (D) Latimer (D) Lawler (R)

Ryan (D)

Riley (D) Tonko (D) O Stefanik (R) Mannion (D) Langworthy (R) Tenney (R) Morelle (D) T. Kennedy (D)

North Carolina 1 D. Davis (D) 2 Ross (D) 3 Murphy (R) 4 Foushee (D) 5 Foxx (R) 6 McDowell (R) 7 Rouzer (R) 8 M. Harris (R) 9 Hudson (R) 10 Harrigan (R) 11 Edwards (R) 12 Adams (D) 13 Knott (R) 14 T. Moore (R) North Dakota Fedorchak (R) AL Ohio 1 2 3 4 5 6 7 8

9 10 11 12 13 14 15

Landsman (D) Taylor (R) Beatty (D) Jordan (R) Latta (R) Rulli (R) M. Miller (R) Davidson (R)

Kaptur (D) Turner (R) Brown (D) Balderson (R) Sykes (D) D. Joyce (R) Carey (R)

Oklahoma 1 2 3 4 5

Hern (R) Brecheen (R) Lucas (R) Cole (R) Bice (R)

Oregon Bonamici (D) 1 2

5 6

Bentz (R) Dexter (D) Hoyle (D) Bynum (D)

Salinas (D)

H.R. 491

H.R. 492

H.R. 7480

xc xc xc xc Pc xc xc xc Pc xc xc Pc xc xc Pc xc xc xc xc xc Pc

xc xc xc xc Pc xc xc xc Pc xc xc Pc xc xc xc xc Pc xc xc Pc xc

xc xc xc xc xc xc xc xc xc xc xc xc xc xc Pc xc xc xc xc xc xc

Pc Pc

xc xc xc xc xc xc xc Pc xc xc

xc xc xc xc xc xc xc xc xc Pc xc xc

Pc xc xc xc xc xc xc xc xc xc Pc xc Pc xc xc

xc xc xc xc xc xc xc xc xc xc xc xc xc xc xc

xc xc xc xc xc

xc xc xc Pc Pc Pc

xc xc xc xc xc xc

xc xc xc xc xc xc xc xc xc xc xc Pc xc xc

xc Pc Pc Pc Pc

xc xc xc xc xc xc xc xc xc Pc xc xc

(118th)

VOTE #

H.Con. Res.14

H.R. 1

119th %P

CAREER

P P P P P

P P P

P P

100% 100% 100% 100% 100% 33% 100% 100% 100% 67% 100% 33% 100% 100% 100% 0% 100% 33% 33% 100% 100%

89% 100% 93% 90% 75% 65% 92% 82% 81% 82% 100% 63% 88% 100% 94% 59% 100% 75% 56% 100% 100%

P P

NIO x

x x x x x x x

P x x

100% 100% 0% 100% 0% 0% 0% 0% 33% 0% 0% 100% 0% 0%

88% 94% 59% 88% 32% 0% 33% 0% 29% 0% 63% 92% 0% 0%

NIO

P P P P P P P P P P P P P

P P

P x x

100% 0% 100% 33% 33% 33% 33% 67% 100% 33% 100% 33% 100% 33% 33%

88% 0% 95% 15% 29% 33% 75% 26% 91% 54% 93% 54% 88% 57% 71%

x x

P P P

x x x x x

0% 0% 33% 33% 33%

16% 25% 42% 46% 65%

P P P P

100% 0% 100% 100% 100% 100%

92% 50% 100% 75% 100% 88%

H.R. 82

P P P P P P P P P

NV NIO

P P

NIO

x NIO

P P P P

x NIO x NIO

NIO NIO

NIO

x NIO NIO

x x x

x x

x x x x x x x x x x

x x x

x x x x x x x x

x x x x x x x

NARFE MAGAZINE www.NARFE.org

HOW THEY VOTED

119th Congress: HOUSE CO-SPONSORSHIPS

Pennsylvania Fitzpatrick (R) 1

H.R. 492

H.R. 7480

Pc Pc Pc Pc Pc

Pc Pc Pc

(118th)

H.R. 82

VOTE #

H.Con. Res.14

H.R. 1

119th %P

CAREER 77% 92% 89% 97% 97% 97% 0% 0% 54% 16% 41% 88% 37% 52% 51% 36% 88%

P P P P P

P P P P P P

33% 100% 67% 100% 100% 67% 0% 0% 33% 0% 0% 100% 33% 33% 33% 33% 100%

P P

xc xc xc xc xc xc xc xc xc xc xc Pc

xc Pc xc xc xc xc xc xc xc xc xc xc xc xc

xc Pc xc Pc xc xc xc xc xc xc xc xc xc xc xc xc

Puerto Rico Hernández (R) 1

n/a

Rhode Island Amo (D) 1

xc xc

P P

100% 100%

100% 88%

xc xc xc xc xc xc xc

x x NIO x x

x x x x x

P x

0% 0% 0% 0% 0% 100% 0%

35% 28% 0% 27% 21% 95% 28%

33%

45%

Burchett (R) Fleischmann (R) DesJarlais (R) Ogles (R) O Rose (R) Epps (R) Kustoff (R) R Cohen (D)

xc xc xc xc xc xc xc xc Pc

xc xc xc xc xc xc xc xc xc

x x x x NIO NV

x x x x x x NIO x

0% 0% 33% 33% 0% 0% n/a 0% 100%

29% 23% 37% 20% 25% 20% n/a 46% 96%

Moran (R) Crenshaw (R) Self (R) Fallon (R) Gooden (R) Ellzey (R) Fletcher (D) R Luttrell (R) D Green (D) R McCaul (R) Pfluger (R) C. Goldman (R) R. Jackson (R) Weber (R) De La Cruz (R)

xc xc xc xc xc xc Pc xc xc xc xc xc xc xc xc

xc xc xc xc xc xc Pc xc Pc xc xc xc xc xc xc

xc xc xc xc xc xc xc xc xc xc xc xc xc xc xc

x x x

x x x x x x

0% 0% 0% 33% 33% 33% 100% 33% 100% 33% 33% 0% 33% 33% 33%

25% 31% 25% 27% 20% 69% 97% 38% 94% 38% 41% 0% 31% 21% 75%

Boyle (D) R D. Evans (D) Dean (D) Scanlon (D) Houlahan (D) Mackenzie (R)

7 8 9

Bresnahan (R)

Meuser (R) Perry (R) Smucker (R) S. Lee (R) Joyce (R) Reschenthaler (R)

12 13 14 15 16 17

G. Thompson (R) M. Kelly (R) Deluzio (D)

Magaziner (D)

South Carolina 1 O Mace (R) 2

5 6 7

J. Wilson (R) S. Biggs (R) Timmons (R) O,S Norman (R) Clyburn (D) Fry (R)

South Dakota AL O D. Johnson (R) Tennesee Harshbarger (R) 1 2

5 6 7 8 9 Texas 1 2

3 4 5 6

7 8 9 10 11 12 13 14 15

H.R. 491

CONTINUED

NARFE MAGAZINE OCTOBER 2026

P P

NV NIO NIO

P x x

P P

P P P P P P P P

NIO

P P P

x x x x x x x x x

x x x x x x x

x x x x x x x x x

x x x x x x x

CO-SPONSORSHIPS

H.R. 491

H.R. 492

H.R. 7480

xc xc xc xc xc xc xc

xc xc xc xc xc xc xc xc xc xc xc Pc xc xc xc

xc xc xc xc xc xc xc xc Pc xc xc Pc xc Pc xc

xc xc xc xc xc xc xc xc xc xc xc xc xc xc xc

xc xc xc xc

Vermont Balint (D) AL

Virginia Wittman (R) 1 Kiggans (R) 2 B. Scott (D) 3 McClellan (D) 4 McGuire (R) 5 Cline (R) 6 Vindman (D) 7 Beyer (D) 8 Griffith (R) 9 Subramanyam (D) 10 Walkinshaw (D) 11

xc xc xc Pc xc xc Pc xc xc Pc Pc

Texas cont.

16 Escobar (D) 17 Sessions (R) 18 Menefee (D) 19 R Arrington (R) 20 Castro (D) 21 O Roy (R) 22 R Nehls (R) VACANT 23 24 Van Duyne (R) 25 R. Williams (R) 26 Gill (R) 27 Cloud (R) 28 Cuellar (R) 29 S. Garcia (D) 30 S Crockett (D) 31 J. Carter (R) 32 D J. Johnson (D) 33 R Veasey (D) Gonzalez (D) 34 Casar (D) 35 Babin (R) 36 37 R Doggett (D) 38 S Hunt (R)

Utah 1 2

Moore (R) Maloy (R) M. Kennedy (R) R Owens (R)

Washington 1 2 3 4 5 6 7 8

9 10

DelBene (D) Larsen (D) Gluesenkamp Perez (D) Newhouse (R) Baumgartner (R) Randall (D) Jayapal (D) Schrier (D) A. Smith (D) Strickland (D)

West Virginia 1 2

Miller (R) R. Moore (R)

Wisconsin Steil (R) 1

xc xc xc xc Pc Pc xc xc xc xc xc

Pocan (D) Van Orden (R) G. Moore (D) Fitzgerald (R) Grothman (R) O Tiffany (R) Wied (R)

xc xc Pc xc xc xc xc xc

Wyoming AL S Hageman (R)

7 8

xc xc xc xc xc xc

(118th)

H.R. 82

P P

VOTE #

H.Con. Res.14

H.R. 1

119th %P

CAREER

100% 33% n/a 0% 100% 0% 33%

93% 25% n/a 34% 88% 10% 31% 29% 23% 0% 23% 90% 90% 75% 32% 100% 93% 88% 63% 25% 93% 25%

NIO x

x NIO x

x x x x

P P P

P P P P

x x

P x

0% 33% 0% 33% 100% 100% 100% 33% 100% 100% 100% 100% 33% 67% 0%

x x x x

0% 33% 0% 33%

59% 50% 0% 53%

100%

71%

xc xc xc Pc xc xc Pc Pc xc Pc Pc

xc xc Pc Pc xc xc xc Pc xc Pc Pc

0% 33% 100% 100% 0% 0% 100% 100% 0% 100% n/a

45% 75% 93% 86% 0% 23% 100% 92% 23% 100% n/a

Pc Pc

93% 98% 88% 49% 0% 100% 74% 97% 91% 94%

xc xc xc Pc Pc xc xc xc

xc xc xc xc xc Pc xc xc xc

xc xc

P x

NIO

P P P P P

NIO

P P P P

NIO

x x

P P P

x x

P P

NIO x NIO

x x

x NIO NIO

NIO

P P P

P P P P

P P P P P

100% 100% 100% 0% 0% 100% 100% 100% 100% 100%

x NIO

x x

0% 0%

45% 0% 35% 86% 75% 92% 41% 29% 28% 0% 38%

NV NIO NIO

x x

xc xc xc xc

xc xc xc xc xc xc

P P P

x x x NV

P x x x x

0% 100% 33% 100% 0% 0% 0% 0%

33%

Pc Pc Pc

x x x x x

NARFE MAGAZINE www.NARFE.org

Questions Questions&&Answers Answers

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.

EMPLOYMENT

THRIFT SAVINGS PLAN CATCH-UP CONTRIBUTIONS

My coworker told me that my catch-up contributions to my Thrift Savings Plan (TSP) account would automatically be designated as Roth contributions this year, if I earned a certain amount in the year 2025. Is this true? If so, how will this work?

Yes, this is true. Starting in 2026, federal employees aged 50 and older who earned more than $150,000 in 2025 Social Security wages (Box 3 of your 2025 W-2) must make their TSP catch-up contributions exclusively as Roth designations. In other words, the system will automatically designate catch-up contributions if you meet the elective regular deferral Internal Revenue Service (IRS) limit. This mandatory SECURE 2.0 provision means pre-tax catch-up contributions are prohibited for high earners, regardless of standard election forms. The wage limit amount is adjusted annually for inflation. If you don’t want to contribute to Roth, you can stop your contributions at any time. This change does not apply if your 2025 wages were $150,000 or less, or if you’re rolling over eligible retirement funds into the TSP. Civil Service Retirement System (CSRS) participants are not subject to this requirement, as their FICA wages are $0. According to TSP, “if you made over the 2025 IRS income threshold: • Once your total traditional (pre-tax) contributions hit $24,500 (referred to here as the “pre-tax maximum”), any additional contributions beyond that limit count as catch-up and must go into your Roth (aftertax) balance. For most people, the switch to 28

NARFE MAGAZINE OCTOBER 2026

Roth happens automatically. Others may need to check with their payroll office to make sure their contributions are designated as Roth. If you don’t have a Roth TSP balance already, your first Roth contribution will create one. • If you made Roth contributions during the year, those amounts count toward the requirement that catch-up contributions be Roth. Once your total Roth and traditional contributions reach the elective deferral limit, you can still make traditional contributions until your traditional contributions hit the IRS pre-tax maximum of $24,500. In other words, if the Roth contributions you made during the year total the catch-up limit ($8,000 for 2026) or more by the time your total contributions reach the elective deferral limit of $24,500, then the rest of your contributions for the year can be traditional or Roth. Your payroll office won’t make any changes to your contributions because you will have already met the Roth catch-up requirement.” See “Contributions Toward the Catch-Up Limit” www.tsp.gov/publications/tspfs12.pdf.

FEDERAL EMPLOYEES’ HEALTH BENEFITS

Can I cover my grandchild under my Federal Employees’ Health Benefits (FEHB) coverage?

Yes and No. Your grandchild may be eligible for FEHB coverage if they meet the eligibility requirements for foster children. The Office of Personnel Management (OPM) states, “These requirements are: • The child must be under age 26 (if the child is over age 26, they must be incapable of selfsupport due to a disability that existed before age 26); • The child must currently live with you; • The parent-child relationship must be with you, not the child’s biological parent; • You must currently be the primary source of financial support for the child; and • You must expect to raise the child to adulthood.” For your grandchild to be covered under your FEHB enrollment, you must sign a certification stating that your grandchild meets all the requirements and that you will notify your employing office if the child moves out of the home or stops being financially dependent on you. You submit this certification to your employing office for their determination that your grandchild meets these requirements. Your agency will then notify your FEHB plan that your grandchild should be added to your enrollment.

FLEXIBLE SPENDING ACCOUNT

Do I have to be enrolled in the Federal Employees’ Health Benefits Program (FEHB) to enroll in the Flexible Spending Account (FSAFEDS)?

FSAFEDS is an underutilized tool by federal employees, with only around 20% of eligible employees contributing. This is a great way to reduce your taxable income! It reimburses you for eligible health care and dependent care expenses using tax-free money you set aside from your active employee salary. Now, back to your question. If you are eligible for the Federal Employees Health Benefits (FEHB) Program and are an active employee who participates in FSAFEDS, you are eligible to participate in the Health Care FSA (HCFSA) with FSAFEDS. You need only be eligible to participate in FEHB; you do not need to be currently enrolled. However, a Limited Expense Health Care FSA (LEX HCFSA) is different. You must be enrolled in an FEHB plan with a Health Savings Account (HSA) such as a High-Deductible Health Plan (HDHP) or have a spouse who is enrolled in a non-FEHB HSA-qualified HDHP and has an HSA, to enroll in a LEX HCFSA. More information on the LEX HCFSA can be found here: fsafeds.gov/ explore/lex-hcfsa.

RETIREMENT DEFERRED FERS ANNUITY

I separated from the federal government in 2025 with 6 years of service. I was under the Federal Employees Retirement System (FERS) during my entire tenure with the government. Unfortunately, at separation, I was not entitled to immediate retirement. I will qualify for a deferred FERS annuity at age 62 in March 2027, which is around the corner. How do I apply for my deferred annuity?

Thank you for asking this question. Previously, separated employees eligible for a deferred or postponed annuity were instructed to complete and mail paper OPM Form RI 92-19 to OPM at least 60 days before their 62nd birthday or minimum retirement age (MRA). The application process recently changed. Beginning July 1, 2026, former employees applying for a deferred or postponed retirement must submit their applications directly through OPM’s Online

COUNTDOWN TO COLA

The Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W) decreased by 0.01% in July 2026. To calculate the 2027 cost-of-living adjustment (COLA), the 2026 thirdquarter indices will be averaged and compared with the 2025 third-quarter average of 317.265. As a reminder, the 2026 COLA is 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.

MONTH

Monthly % Change

% Toward 2027 COLA

NO DATA

NOVEMBER 2025

317.414

-0.23

0.05

DECEMBER 2025

317.014

-0.13

0.08

OCTOBER 2025

CPI-W

JANUARY 2026

317.942

0.3

0.21

FEBRUARY 2026

319.422

0.47

0.68

MARCH 2026

323.500

1.28

1.97

APRIL 2026

326.541

0.94

2.92

MAY 2026

328.829

0.70

3.64

JUNE 2026

327.075

-0.53

3.09

JULY 2026

327.104

0.01

3.10

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.

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Questions & Answers Retirement Application (ORA). Paper forms will no longer be accepted. An employee is entitled to a deferred annuity if they separate from service after completing 5 years of service, beginning on the first day of the month following the month in which the individual attains age 62. Additionally, an employee who has not attained the Minimum Retirement Age (MRA) and is separated after completing 10 years of service is entitled to a deferred annuity at their MRA or on any subsequent date. Former employees who separated before their MRA with at least 30 years of service may apply for an unreduced deferred annuity at their MRA, or if they had at least 20 years of service and were under their MRA when they separated, the unreduced benefit is available at age 60. Those with 10 years of service or more may apply for a reduced benefit at their MRA or later; however, the benefit will be subject to a 5% reduction for every year they are under age 62 (prorated monthly) if they are not qualified for an unreduced benefit based on their length of service. FEHB, Federal Employees’ Group Life Insurance (FEGLI) and Federal Employee Dental and Vision Insurance Program (FEDVIP) coverage cannot be reinstated with a deferred retirement. Submitting Your Application: Submit your application directly to OPM through ORA at least 60 days before you want your deferred annuity to begin. To start your deferred retirement application, you will need to click on the ORA - Online Retirement Application https:// retire.opm.gov/portal/former-federal, then follow the instructions to create your ORA account and complete the Login.gov identity verification process. For information about the required identity verification process, please visit the Login.gov Help Center. The ORA platform has a dedicated Help page that contains useful information for navigating ORA and contacting the ORA Technical Support Team. What You Need to Apply: When completing your deferred retirement application, you will need to know: • The beginning and ending dates of federal service for each agency you worked for throughout your federal career • The beginning and ending dates of any honorable active-duty military service • Details about your military service deposit, if applicable • Details about any military retired pay you may be receiving, if applicable

NARFE MAGAZINE OCTOBER 2026

• If you previously applied for a refund, deposit, or retirement with OPM • If you ever received workers’ compensation benefits from the Department of Labor Please visit the “Application Tips” page for more information about documentation you may need to complete your deferred retirement application through ORA: opm.gov/ retirement-center/apply/application-tips/ For more information, visit opm.gov/ retirement-center/fers-information/ types-of-retirement/#url=Deferred-Retirement.

SOCIAL SECURITY

Is it true that I can voluntarily suspend my monthly Social Security check so that my benefits could increase? If so, how does that work?

Yes. To do so, you must have reached your full retirement age (FRA) but are not yet age 70. You can request that the Social Security Administration suspend your retirement benefit payments. By doing this, you will earn delayed retirement credits for each month your benefits are suspended, which will result in a higher benefit payment when the benefit restarts at age 70. During a suspension, you earn delayed retirement credits, which increase your eventual payment by two-thirds of 1% for each suspended month, or 8% for each full suspended year. According to Social Security, “Voluntary suspension begins no earlier than the month after the month of the request. Social Security may accept advance requests for voluntary suspension. However, suspension cannot begin earlier than: • The month after the month of the request. • Your full retirement age. • Your month of entitlement to benefits (for initial claims only).” While your retirement benefits are suspended, your spouse and children cannot collect family benefits on your work record. Similarly, you cannot collect spousal benefits on your wife’s or husband’s record if your retirement payments are suspended. However, a divorced spouse will be able to continue receiving benefits. Also, your Medicare Part B premiums cannot be deducted from your suspended benefits. Suspension is flexible. You can ask Social Security to resume payments at any time until you turn 70. If you haven’t done it by then, Social Security will automatically reinstate your benefits at a higher amount.

SURVIVOR ANNUITY

Can I change my survivor annuity election after retirement?

You can request to cancel or reduce your survivor benefit election within 30 days from the date of your first regular monthly annuity payment. To cancel or reduce your survivor benefit election, submit a notarized Standard Form (SF) 2801-2 (CSRS Retiree) or a SF 3107-2 (FERS Retiree). Your request should include your claim number, the new survivor election amount, and your spouse’s name, SSA#, date of birth, and a copy of your marriage certificate. If it is more than 30 days from the date of your first regular monthly annuity payment, you cannot cancel the survivor annuity benefit you elected at retirement. However, if the 30-day period has passed, but you are still within 18 months after the date of your retirement, you may submit a written request to change your survivor annuity election. Still, you may only make the following changes: • You may elect a survivor annuity; or • You can increase the amount of survivor annuity elected The survivor annuity election that you make at retirement is irrevocable and cannot be changed after the periods described above have elapsed. You should also be aware that if you are canceling or reducing your survivor benefit

election, OPM may owe you a refund of any amount ref lecting the changes between the original and new survivor election. Additionally, if increasing your survivor annuity election, you may pay a one-time payment representing the difference between the old and new election amounts. You must request changes to the survivor annuity election you made at retirement in writing and must send this request to the following address: U.S. Office of Personnel Management Retirement Operations Center Post Office Box 45 Boyers, PA 16017 If you are changing your survivor benefit election after retirement, act within the timeframes and follow the procedures to ensure your request is processed correctly. For personalized guidance, consider contacting OPM directly. 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.

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Benefits Brief

BENEFITS RESOURCES NARFE OFFERS MEMBERS a wide range of information on federal benefits. Visit www.narfe.org/federal-benefits-institute.

Medicare Part C and Medicare Advantage

edicare Advantage (MA), also known as Part C,

is a Medicare-approved plan offered by private companies as an alternative to original Medicare.

These bundled plans include Parts A and B (original Medicare) and usually include Part D prescription drug coverage. They may also include additional benefits not covered by original Medicare. Most Federal Employees Health Benefits and Postal Service Health Benefits (FEHB/PSHB) carriers now offer Medicare Advantage Employer Group Waiver Plans (MA-EGWPs). Enrollment generally requires no additional premium beyond the regular FEHB/PSHB premium. Retirees must provide the plan with a copy of their Medicare ID card showing the effective dates of Medicare A and B. Higher-income retirees may owe an IncomeRelated Monthly Adjustment Amount (IRMAA) on their Part B premium. Many FEHB/PSHB MA-EGWPs provide a reduction to the Part B premium and offer low or $0 cost sharing for many common services. Individual MA plans are also available at www.medicare. gov/plan-compare. While many advertise $0 premiums, enrollees must continue to pay the Part B premium, review deductibles, copayments, coinsurance, drug costs, and the plan’s maximum out-of-pocket limit. Part D prescription drug costs are separate from the MA medical out-of-pocket maximum, so people who take expensive medications should compare drug coverage carefully. MA plans may include dental, vision, gym membership,

NARFE MAGAZINE OCTOBER 2026

transportation, meal support, or over-the-counter benefits. While these extras can be useful, they often come with vendor restrictions, or coverage limits. Most importantly, consider whether the plan ensures reliable access to the doctors, hospitals, medications, and services enrollees are most likely to need. Commercially available individual MA plans may limit access through regional provider networks, require referrals for some types of care, and need plan approval for certain drugs or services. HMOs usually require in-network care except in emergencies, while PPOs may allow out-of-network care at higher cost. Networks, premiums, copayments, drug formularies, pharmacy networks, prior authorization rules, and extra benefits can change annually. Beneficiaries should recheck doctors, hospitals, specialists, facilities, medications, and preferred pharmacies during open enrollment. For people with complex conditions, losing access to a trusted specialist can disrupt care. In addition, commercially available MA plans generally do not cover medical care outside the United States, though some may cover emergency or urgent care abroad. Retirees who travel frequently or live in

multiple states should pay careful attention to service-area rules, provider networks, and out-ofnetwork costs. Plan changes are usually limited to specific enrollment periods: • Oct. 15–Dec. 7: Annual Medicare Open Enrollment Period • Jan. 1–March 31: Medicare Advantage Open Enrollment Period If you leave an individual MA plan, your right to buy a Medigap policy without medical underwriting may be limited, and waiting too long could increase costs or reduce your options. Do not drop your FEHB/ PSHB plan to enroll in an individual MA plan. Instead, consider suspending, rather than canceling, your FEHB/ PSHB coverage, which preserves the ability to re-enroll during a future FEHB/PSHB Open Season without regard to preexisting conditions. Canceling coverage is riskier because it may permanently end that safety net. Staying on Original Medicare (Parts A and B) while on FEHB/ PSHB is also an option.

MA-PD EGWPS OFFERED THROUGH FEHB/PSHB CARRIERS ARE NOT THE SAME AS INDIVIDUAL MA PLANS.

Employer group plans may provide richer benefits, broader support, or more predictable costs than many individual MA plans. FEHB/PSHB MA-EGWPs include Medicare Advantage Prescription Drug coverage. Some FEHB/PSHB MA-EGWPs offer

nationwide access, but retirees should still confirm that out-of-network providers participate in Medicare and are willing to bill the plan. Another advantage is support during the move from active employee coverage to retiree Medicare coverage. FEHB/PSHB MA-EGWPs typically provide enrollment guidance, plan education, dedicated customer service, and retiree-specific communications, which can reduce confusion for people new to Medicare.

PRIOR AUTHORIZATION REQUIREMENTS MAY DELAY CARE

Prior authorization is another concern. Some services, procedures, medications, or post-acute care must be approved before coverage applies. This process is intended to control unnecessary spending, but it can delay care and create administrative burdens. Kaiser Family Foundation (KFF) reported that nearly all Medicare Advantage enrollees face prior authorization for some services. In 2024, MA insurers made nearly 53 million prior authorization determinations, with nearly 8 percent fully or partially denied. A denial does not always mean care is unnecessary. Some denials are overturned on appeal, but the process takes time and requires persistence.

Beneficiaries should request a written denial notice and appeal instructions, especially when the decision affects needed treatment, rehabilitation, medication, or post-acute care. Those who are ill or unfamiliar with the process may delay treatment, accept a less suitable alternative, or pay out of pocket. Medicare Advantage plans are not inherently bad, and many people are satisfied with them. (See key trends here: www.kff.org/medicare/medicareadvantage-in-2026-enrollment-update-and-keytrends/). However, beneficiaries should weigh the impact of restricted networks, prior authorization, changing benefits, travel limitations and potential out-of-pocket costs. Retirees offered a FEHB/PSHB MA-EGWP should compare it separately from individual MA plans because employer group plans may include Part B subsidies, customized benefits, and stronger retiree support. The best choice depends on your income, health status, doctors, medications, travel habits, and comfort with managed-care rules. Carefully compare plans, confirm provider and drug coverage directly, and review total costs—not just premiums. —TAMMY FLANAGAN IS A RETIREMENT AND BENEFITS SPECIALIST WITH RETIRE FEDERAL.

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HOW TO

NARFE MAGAZINE OCTOBER 2026

IN FEDERAL SERVICE BY DAVID TOBENKIN

he current administration has reformed federal workforce policy to increase expectations for federal employee performance, reward high-performers, and reduce civil service protections for those viewed as falling short. Given those changes, this story examines what federal employees can do to end up on the right side of a federal agency’s employee balance sheet.

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Master Basics Understand Your Job Obligations. The first step in satisfying agency expectations for federal employees is to pay close attention to the requirements of the job and related expectations, says Nancy Segal, a former human resources executive at the U.S. Office of Thrift Supervision and founder of Solutions for the Workforce (solutionsfortheworkplace.com), a consultancy for those making career transitions. Federal employees are provided with performance standards at the beginning of their annual employment cycle. These state what criteria employees will be evaluated upon. It is important that federal employees closely and thoroughly review them and then go beyond that by talking to their manager to fully understand what is expected and avoid making mistakes by investing time and effort in the wrong areas, Segal adds.

NARFE MAGAZINE OCTOBER 2026

“If you exhibit the highest professionalism behavior, it’ll show that you are dedicated to your job.” – Linda Lentjes, national president of the Federal Managers Association and an active federal manager Employees should periodically revisit them to make sure that they are on track and take note of new priorities added by management during the performance year. Managers may be able to suggest fixes to stop small errors from becoming big ones. “Have regular conversations with your supervisor about expectations and progress and take notes, because we know what happens with information that is just in our heads,” she said. Understand the Bigger Whole. It is important for an employee to understand their job function and its relationship to the larger goals of the organization, according to Van Patrick Bevill, chief information security officer at the Federal Retirement Thrift Investment Board (FRTIB) and a recipient of the Presidential Rank Award, the highest federal civil service merit award presented to senior executives. “The most common mistake federal employees make is staying narrowly ‘in your lane’ without

understanding the mission context—doing the task correctly but missing what the organization actually needed,” he said. “An example, especially in my field, is treating security or compliance as the office that just says ‘no’ rather than a partner that helps the mission move safely.” Stay plugged in. Segal said it is important that employees stay engaged with what is happening at their agencies, including what is in demand and what should be avoided. Keep your resume and network updated frequently, so in case you’re ready to move on, you are ready. It is important for employees to meet regularly with managers to discuss concerns, struggles, needs, how they see performance and make adjustments that are necessary, says Linda Lentjes, national president of the Federal Managers Association and an active federal manager serving as resource and requirements director for U.S. Naval Forces Southern Command/U.S. Fourth Fleet at Naval Station Mayport in Jacksonville, FL. Be Professional. Acting professionally on the job is important. “If you exhibit the highest professionalism behavior, it’ll show that you are dedicated to your job,” said Lentjes, who started as a GS-2 secretary and worked her way up through hard work and higher education to oversee a department with six direct employees, two military employees, and a contractor. “That includes simple things like getting to work on time; being to meetings on time; dressing professionally; responding quickly to supervisor asks, such as to revise work product; stepping up and taking on some challenging work; volunteering to be a representative at a meeting or a planning event; and stepping outside of what you’re doing to take on some extra challenges and learn as much as you can to keep adding to your own skill set and showing that you are a valued employee.” Honesty, taking responsibility for mistakes and the action to resolve them are also critical, she added.

Communications and Social Aspects

Social Dynamics. Skills beyond the technical give an advantage when being assessed. “The other skill sets that you need include communicating with senior leaders, communicating with people outside your organization, making sure you respond promptly, making sure you show up for the meetings, making sure things are covered and keeping communication open with your leadership,” Lentjes added. It’s also good for morale to contribute to positive social dynamics, such as avoiding gossip and derisive comments, which can harm the work environment, and being a good team player, which is not infrequently an element of agency performance evaluations. Keeping these positive relationships with everyone in the workplace can help you if vying for a promotion.

Influence

Learn to influence others. Effective employees must also be able to influence others, said Daniel Pink (danpink.com), chief speechwriter for former Vice President Al Gore and a former aide to U.S. Department of Labor Secretary Robert Reich before becoming a writer of numerous bestselling books on workplace and behavioral achievement and personal development. Pink says a lesson from one of his books, To Sell is Human: The Surprising Truth About Moving Others, is that everyone now has to be able to move others. “It means being able to explain your work clearly, show why it matters, build trust across departments, and help people act,” he said. To operationalize these general principles, Pink offers some suggestions: • Find one mission-critical problem and take ownership of improving it—without asking for permission. “In other words, find something small(ish)—a recurring bottleneck, a confusing form, a slow internal process—and just fix it,” he said.

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“For me it came down to a few habits: treating the mission as personal, taking ownership of problems even when the easier path was available, and building consensus so that change was something the team drove rather than something done to them.” – Van Patrick Bevill, when citing factors that drove his career forward in the public and private sector.

• If you’re a manager, create small pockets of autonomy for others. Help your direct reports become the best version of themselves and the best servants of constituents by giving them much greater sovereignty over the key elements of their work.

Show Initiative

Be Self-directed and Self-motivated. The strongest performers are not merely compliant, but are self-directed, steering their efforts to constantly get better at something that matters, says Pink, noting that this message was a central theme of his book Drive: The Surprising Truth About What Motivates Us. Stand out: While in federal government, Pink says that he was exposed to the work of numerous civil servants and that certain traits stood out among the most accomplished ones. • They had deep institutional knowledge. They understood not only the current policy, but also how it got there—what had been tried before, what failed, what worked, and why; • They had sharp judgment. They could tell you which details mattered and which were distractions; and • They had mission memory. Political appointees come and go. Strong civil servants often carried

NARFE MAGAZINE OCTOBER 2026

the long-term purpose of the agency in their heads and in their bones. Employees who accomplish tasks above expectations, ahead of expectations, and with little support from managers are those often pegged for more challenging assignments that lay the groundwork for promotion and job protection conveyed by the ability to perform more complex assignments that colleagues cannot. Describing factors that drove his own career forward at a variety of agencies and private sector employers, Bevill noted a few recurring themes: “For me it came down to a few habits: treating the mission as personal, taking ownership of problems even when the easier path was available, and building consensus so that change was something the team drove rather than something done to them,” he said. “The clearest example came early in my tenure at FRTIB. I inherited a security program sitting at the lowest possible FISMA [Federal Information Security Modernization Act] scores, and the expedient move would have been to patch the existing framework. Instead, I made the harder call to rethink everything, and I spent the time to bring the team along so they owned the new vision with me. Within two years we earned the program’s first-ever ‘effective’ rating, and a few years later we were posting perfect scores in critical

areas—proof to me that the real work of excellence is as much about people and ownership as it is about technology. These wins increased the team’s confidence and helped foster a culture of excellence throughout the cybersecurity program.”

Addressing Employee Ratings

Employee ratings tell employees whether they have met the performance mark. There are a few steps to optimizing performance evaluations and learning from them, according to the experts. Track Accomplishments: It is critically important for employees to track their own accomplishments and performance, Segal and Lentjes said. “I think as employees, we don’t always do a good job of that, and we were always so busy with our work that we don’t take the time to really detail what our accomplishments are to be able to document and show their value and worth to the

federal government,” said Lentjes. “So, if they’re being compared to someone sitting next to them with similar tenure, if it comes down to what kind of job have I been doing, you need to be able to demonstrate that and show it.” Employees should carefully document their good results and comments about their performance by others for performance evaluation, said Segal. “Given that an employee may only receive a few of those in a given performance cycle, it is important that they be memorialized, because otherwise they may be forgotten if an employee waits to complete a project at the end of a full-year cycle,” she added. If you work on a large team handling large projects, documenting exactly what you’re responsible for, as well as evidence that you exceeded expectations, is helpful during ratings periods. “Brilliant technical work that’s never translated into terms leadership can act on rarely gets the credit or traction it deserves,” added Bevill.

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Be prepared: “Supervisors are supposed to sit down with employees quarterly, and you need to be prepared, right?” Segal asked. “Have something to bring to the table.”

Special Considerations for Managers

Dedicate sufficient time to managing as well as producing work. A challenge for many supervisors is that they are working supervisors for whom management is one assignment among many. With thinner federal ranks, that trend and related challenges may only intensify, says Lentjes. Nonetheless, it is important that managers treat quarterly meetings with their reports as serious milestones rather than check-the-box events by carefully reviewing performance and relevant events and giving good feedback. Be loyal: Managers and executives must execute the administration’s priorities, even if they disagree with them. Those who feel challenged to support administration positions may wish to depart or, if they stay, find a position where they will be less in the spotlight, Segal said.

Gain New Skills and Experience

Be flexible and open to change: Flexibility is a key attribute to development and advancement,

according to Lentjes, noting that trait was important to her own advancement. “I’ve stayed within the Department of Navy, but I’ve moved from one command to another, even if I loved where I worked, because that was necessary to move up,” she said. Risk/Reward analysis. Employees should pay attention to certain job series that provide less job protection. If a job is a temporary or a TERM one, employees should not expect its duration to be extended, even if they can demonstrate superior performance. Employees should understand whether the job they are considering taking or are in is a job category such as Schedule Policy/Career (which should be indicated on the job posting), which are designed to allow managers maximum flexibility in separating employees at will, including for reasons that may have nothing to do with performance. On the other hand, Segal and Lentjes both said job protections should be secondary to whether a given job is well-aligned to an employee’s talents or interests. “You can excel and grow much faster if it’s something that you’re good at and enjoy doing,” added Lentjes.

“Brilliant technical work that’s never translated into terms leadership can act on rarely gets the credit or traction it deserves.” – Van Patrick Bevill

NARFE MAGAZINE OCTOBER 2026

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“This administration is very much into AI and figuring out how to automate stuff. I think if you are resistant to it, that will put you on the radar screen and not in a good way.” – Nancy Segal, former human resources executive at the U.S. Office of Thrift Supervision and founder of Solutions for the Workforce.

Embrace New Initiatives

Responding to Change

Recognize and respond to change. Segal says responding to change is especially important given the rise in expectations for the U.S. bureaucracy in general and given that many agencies have recently undergone rapid change. “Often, when federal agency expectations have changed, people think ‘I can wait this out, right?’ or ‘they don’t really mean it,’ or ‘I’ve been through this before; it’ll go back to the way it was, and so I’ll just keep on, keeping on…,’” Segal said. “That attitude is a huge mistake.” Realize what will remain and what will grow. Segal said it is important to identify within an agency’s mission what is an essential core that must remain, even in times of cutbacks. Segal used HR, a field where she was a leader, as an example. Acquiring skills at the nexus of recruiting and technology is a viable strategic path forward in HR, she says. There is a need for HR people highly skilled at recruiting who can use applicant tracking software (ATS) that is commonplace in the private sector but still new to federal government, given that many federal agencies are moving toward its use.

NARFE MAGAZINE OCTOBER 2026

Artificial intelligence (AI) is likely to revolutionize many areas of federal service, and federal employees must learn to apply it, several sources said. “This administration is very much into AI and figuring out how to automate stuff,” said Segal. “I think if you are resistant to it, that will put you on the radar screen and not in a good way.” Bevill said that the clearest new skill employees should pursue is fluency with AI and automation— understanding how to apply these tools responsibly to your own work and knowing their limits—paired with risk-based thinking and the data literacy to support a recommendation with evidence. “At FRTIB, I saw firsthand how valuable adaptability is,” he said. “When we moved to a managed-services model and modern cloud architecture, we stood up a reskilling and upskilling program so IT specialists could move into new cybersecurity roles, and the people who leaned into that change opened real new career paths for themselves. My advice is to seek out that kind of hands-on exposure deliberately—through agency training, rotations, pilots, and federal learning resources.” —DAVID TOBENKIN IS A FREELANCE WRITER BASED IN THE GREATER WASHINGTON, D.C. AREA.

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NARFE MAGAZINE OCTOBER 2026

Coaching Options FOR

Retiring Feds BY HERB CASEY

For most of your career, retirement has probably been described to you as a finish line—a date circled on a calendar, the moment the paperwork clears and the pension starts. But for many federal employees, retirement rarely feels like an ending. It’s the point where the familiar cadence of the workweek falls silent, the structure that has organized your days for decades disappears overnight, and something new—undefined, unscheduled, and entirely yours—begins to take shape. For many people who built careers in mission-driven work, that shift carries real weight. It’s emotional. It’s sometimes spiritual. And it’s almost always more complicated than anyone expects. NARFE MAGAZINE www.NARFE.org

ou’ve spent years upholding responsibilities that mattered—serving the public in ways both visible and invisible. Now, as retirement approaches, a quieter kind of calling appears: the invitation to turn that same care and attention toward your own well-being, purpose, and joy. This season can hold excitement and uncertainty in the same breath. Some days bring anticipation—more time with family, a project you’ve put off for years, the simple freedom of an unscheduled morning. Other days bring harder questions: Who am I without my job title? What will give my life meaning now that the mission is over? How do I navigate everything that’s changing at once? If any of that sounds familiar, you’re not alone. Retirement is one of life’s most significant transitions, and like any transition of that size, it deserves patience, clarity, and support. One resource some federal retirees turn to during this time is a retirement or life coach. Coaching isn’t a universal solution—it isn’t right for everyone, and it isn’t necessary for everyone—but for certain people, at certain points in the journey, it can be a genuinely helpful companion. This article takes a closer look at what coaching can offer federal retirees.

The Case for Coaching: How It Can Help

Coaching tends to be most helpful for retirees who are wrestling with questions of identity or purpose, feeling the emotional weight of the transition, coming out of high‑stress or high‑identity careers, considering consulting or part‑time work, needing structure for newly unstructured time, navigating other major life changes, or wanting accountability around health, wellness, or personal

Many federal agencies offer confidential coaching through their Employee Assistance Programs (EAPs), providing support for both the emotional and practical sides of retirement.

NARFE MAGAZINE OCTOBER 2026

goals. If several of these resonate with you, coaching may be worth exploring. Many federal agencies offer confidential coaching through their Employee Assistance Programs (EAPs), providing support for both the emotional and practical sides of retirement. One federal retiree, Rosalyn Marshall, used her agency’s coaching services during her transition. She found the experience invaluable in helping her think through her post‑retirement options and chart a meaningful path forward. Navigating complex federal benefits. The Office of Personnel Management (OPM), your agency’s human resources (HR) office, and organizations like NARFE all offer valuable, well-researched information. None of them can offer ongoing, personalized support built around your specific circumstances. A coach who knows the federal system can help you make sense of your Federal Employees Retirement System (FERS) or Civil Service Retirement System (CSRS) annuity, weigh survivor benefit options, plan how Federal Employees Health Benefits (FEHB) program will interact with Medicare, time Social Security benefits, think through Thrift Savings Plan (TSP) withdrawal strategies, prepare for the reality of OPM processing delays, and understand how consulting or part-time work might affect your benefits down the road. For many retirees, that clarity alone is worth it—it reduces stress and helps prevent expensive mistakes. Take advantage of retirement benefits training offered by your federal agency before retiring to understand your various retirement benefits. An organization dedicated to providing civilian federal employees with the resources, guidance and understanding needed to maximize their retirement benefits is Retire Federal (retirefederal.com). They have thorough knowledge of the complex rules of retirement planning and can help you understand your federal retirement benefits. Working through identity, purpose, and meaning. Most retirement planning— understandably—centers on money. But the non-financial side of retirement, how you spend your time, who you spend it with, what gives your days meaning, often ends up determining whether retirement feels fulfilling or hollow. A coach can help you think through daily routines, health and wellness goals, social engagement, travel or relocation decisions, hobbies and creative pursuits,

Retirement gets celebrated, and rightly so— but celebration doesn’t erase the real adjustments that come with it: the loss of a daily routine, the loss of built-in social connection, occasional isolation, anxiety about what’s ahead, shifts in marriage or family dynamics, health concerns, or simple decision fatigue from having too many open questions at once.

caregiving responsibilities, and choices around downsizing or aging in place. Approaching these questions deliberately, rather than letting them sort themselves out by accident, can make a real difference in how retirement actually feels. Support through the emotional and lifestyle transition. Retirement gets celebrated, and rightly so—but celebration doesn’t erase the real adjustments that come with it: the loss of a daily routine, the loss of built-in social connection, occasional isolation, anxiety about what’s ahead, shifts in marriage or family dynamics, health concerns, or simple decision fatigue from having too many open questions at once. A coach offers a structured space to talk through all of this, along with accountability for the goals you set, encouragement during the harder stretches, practical tools for building new routines, and steady support through the emotional ups and downs. For some retirees, this kind of support proves especially valuable during the first year after leaving work.

Sally Mayberry, (sallymayberrycoaching.com) a certified life coach and a former federal employee, sees retirees benefiting most when she helps them translate their skills into a meaningful next chapter–whether that’s consulting, volunteering or personal passion projects. “It’s all about intentionally designing what comes next rather than just drifting into it,” she said. Personalized, one-on-one attention. Many federal agencies aren’t set up to provide individualized retirement transition support—that’s simply not their function. Most federal EAPs cover active employees, but some also extend services to retirees. A coach can offer what the system can’t: tailored guidance, regular check-ins, a confidential space to process what you’re feeling, a partner in working through decisions, and a structured plan for that first year of retirement. For retirees who value accountability and conversation as part of how they process change, this kind of one-on-one attention can be genuinely powerful. Certified NARFE MAGAZINE www.NARFE.org

transition coach Berri A. Wells, (linkedin.com/ in/berriawells/) offers personalized, one-on-one sessions that help clients examine their challenges with clarity. She equips them to spot and break free from assumptions and limiting beliefs that hinder growth. Support for retirees from securitysensitive roles. Retirees coming from intelligence, law enforcement, national security, and defense backgrounds often face a distinct set of challenges: an identity shift after leaving high-stakes work, the process of reintegrating into civilian life and its slower rhythms, restrictions on post-retirement employment, decisions about whether to maintain or use a security clearance, and questions around consulting or contracting opportunities. A coach who understands these environments can help retirees move through this transition with clarity and dignity.

The Case Against Coaching: When It May Not Be Necessary On the other hand, you likely don’t need a coach if you already have a clear retirement plan, enjoy learning and adjusting on your own, have strong social and emotional support already in place, feel confident navigating your benefits, prefer privacy over structured check-ins, or are already thriving in this new chapter. There’s no universally right answer here—only what fits your temperament and your circumstances. Cost. Coaching is generally not covered by federal benefits, and prices vary widely—anywhere from $100 to $300 per session, $1,000 to $5,000

NARFE MAGAZINE OCTOBER 2026

for multi-month programs, and $3,000 to $10,000 for more specialized or high-end coaching. For retirees living on a fixed income, that expense can be significant enough to rule it out entirely. Inconsistent quality and credentials. “Retirement coach” isn’t a regulated professional title—anyone can use it, regardless of training or experience. Some coaches hold International Coaching Federation (ICF) certification, specialized retirement coaching training, direct experience with federal benefits, or backgrounds in counseling, human resources, or financial planning. Others have none of that. This unevenness means retirees need to vet potential coaches carefully rather than assuming a title guarantees expertise. Coaches can’t replace financial planners or OPM guidance. A coach cannot provide regulated financial advice, offer legal advice, access OPM systems directly, resolve annuity processing issues, or substitute for a certified financial planner. Some retirees go in expecting more than a coach can legally or ethically provide, which sets everyone up for disappointment. Not everyone needs it. Plenty of federal employees retire successfully without ever working with a coach. You may not need one if you’ve already decided what’s next for you after retiring. Carlos, a law enforcement officer (LEO), didn’t need a coach because he planned to retire after 25 years and secured a part-time security consulting role that let him keep using the same skills. He learned about his retirement benefits by taking pre-retirement benefits classes.

FEHB & PSHB Programs

Explore the Medicare Advantage plan designed exclusively for federal and postal retirees After a lifetime of public service, you deserve health coverage designed with your needs in mind. The UnitedHealthcare® Group Medicare Advantage (PPO) plan offers you comprehensive benefits like: $0 medical copays

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Call 1-866-482-1174, TTY 711, or visit uhcfederalretiree.com to learn more. You will remain in the FEHB or PSHB program if you elect to enroll in the UnitedHealthcare® Group Medicare Advantage (PPO) plan. Plans are insured through UnitedHealthcare Insurance Company or one of its affiliated companies, a Medicare Advantage organization with a Medicare contract and a Medicare approved Part D sponsor. Enrollment in these plans depends on the plan’s contract renewal with Medicare. Benefits, features and/ or devices may vary by plan/area. Limitations, exclusions and/or network restrictions may apply. *Provider network may vary in local market. Please call our Customer Service number or see your Evidence of Coverage for more information. ©2026 United HealthCare Services, Inc. All rights reserved. H2001_ P4226100_073026_M P4226100

The risk of over-dependence. Good coaching should build your confidence and then step back—not create a relationship you feel you can’t move forward without. If a coaching relationship starts to feel like a crutch rather than a bridge, that’s worth noticing.

How to Choose a Coach, If You Decide to Work with One If coaching feels like a worthwhile next step, finding the right coach starts with a bit of homework. Federal employees should seek out professionals who understand the unique complexities of the federal retirement system. Don’t hesitate to ask whether a coach has firsthand experience with FERS or CSRS, FEHB, the Thrift Savings Plan, Social Security provisions affecting federal retirees, and special retirement rules for law enforcement officers, firefighters, air traffic controllers, and employees in securitysensitive positions. Credentials matter as well. Look for coaches with certifications from organizations such as the International Coaching Federation (ICF), specialized retirement coaching training, or professional backgrounds in human resources, counseling, or work with older adults. Most coaches offer complimentary introductory consultations, giving you a chance to evaluate their expertise, communication style and whether you feel comfortable with them.

NARFE MAGAZINE OCTOBER 2026

A quality coach will be transparent about the scope of their role, clearly explaining what they can and cannot provide. Just as important is finding a coaching approach that aligns with your personality and decision-making style. Some coaches take a highly structured, goal-oriented approach, while others emphasize reflection and conversation. The best choice supports how you navigate transitions and make important life decisions. Pam Ex, (https:// pamexcoaching.com), an ICF-certified career and retirement coach, advises prospective clients to take their time before making a commitment. “Interview various coaches, ideally through referrals or internet searches, to find one that is compatible with your style and understands your needs, goals, and time and budget requirements before making a commitment to one,” she said.

A Balanced Perspective

Retirement coaching is neither essential nor frivolous. It’s a tool—one that can be genuinely valuable for some federal retirees and entirely unnecessary for others. The real question isn’t whether coaching is good or bad in general, but whether it matches what you need. Do you want help navigating the emotional or lifestyle side of this transition? Do you feel uncertain about purpose or identity as this chapter closes? Would structured support during your first year of retirement be useful? Do you prefer personalized guidance over self-directed research? If your answer leans toward yes, coaching may be worth exploring. If not, you can retire with just as much confidence using the many free resources already available to federal employees— your agency’s HR office, OPM’s guidance, and organizations built specifically to support retirees. Whether you choose to work with a coach or navigate this transition on your own terms, what matters most is approaching it with clarity, intention, and hope. A coach can be a companion for part of that journey—but the journey itself, start to finish, is yours to shape. —HERB CASEY, A FEDERAL RETIREE, IS A RETIREMENT AND TRANSITION COACH BASED IN ST. PETERSBURG, FLORIDA

Medicare Advantage benefits support healthier living

PEN SEASON

REPORT

2026 OPEN SEASON: NOVEMBER 9 – DECEMBER 14 FEHB PLAN CHANGES

he 2026 federal benefits Open Season will run from Monday, November 9, to Monday, December 14. During Open Season, federal employees may enroll in or change their current enrollments in several federal insurance benefit programs: the Federal Employees Health Benefits (FEHB) program, the Federal Employees Dental and Vision Insurance Program (FEDVIP), and the Federal Flexible Spending Account Program (FSAFEDS). Federal retirees and survivors may change their current FEHB and FEDVIP enrollment. Open Season is the only time each year when FEDVIP enrollees can cancel their registration. Postal Service employees, annuitants and their eligible family members will enroll in the Postal Service Health Benefits (PSHB) Program. Postal employees may enroll in or change their current enrollments in FEDVIP and FSAFEDS, and postal retirees may change their current enrollment in FEDVIP. In early October, the Office of Personnel Management (OPM) will release information on 2027 premiums and benefit changes for the many insurance plans participating in these federal programs. This happens well before open season’s start date, giving everyone enough time to review the options and decide whether to change. NARFE will publish selected information in the November and December issues of NARFE

NARFE MAGAZINE OCTOBER 2026

Magazine. Resources also will be posted on NARFE’s website at www.narfe.org/open-season.

POSTAL SERVICE HEALTH BENEFITS (PSHB)

U.S. Postal Service employees, annuitants, and their family members are eligible for coverage under PSHB. Postal annuitants are not generally required to enroll in Medicare Part B if they have not already done so. Anyone who was a postal annuitant as of January 1, 2025, and not already enrolled in Medicare Part B, was required to enroll in Part B as a condition of receiving health benefits through the PSHB program. If they have done so since then, they must remain in Medicare Part B. Any family members of such a postal annuitant were also exempt from the Part B enrollment requirement. Further, postal employees (including current annuitants) who were at least age 64 as of January 1, 2025, are not required to enroll in Medicare Part B when they retire (as a postal annuitant) as a condition of receiving health benefits through the PSHB program. Any family members of such a postal employee are also exempt from the Part B enrollment requirement. As a reminder, enrollment in a PSHB plan will not disrupt enrollment in other insurance and benefits programs, including: • Federal Employees Dental and Vision Insurance Program (FEDVIP)

OPEN SEASON REPORT • Federal Flexible Spending Account Program (FSAFEDS) • Federal Employees’ Group Life Insurance (FEGLI), or • Federal Long Term Care Insurance Program (FLTCIP)

2026 PRIORITIES

In its annual call for carriers this year, OPM announced new requirements for carriers participating in the FEHB and the PSHB health insurance programs. The updated “call letter” provides guidelines for changes to FEHB plans for the 2027 plan year, including adjustments to childhood vaccine incentives, weight-loss medications, and gender-transition care. Carriers were required to update their benefits, offerings, and premium rates by May 31, 2026, to comply. These changes will apply to the plan year starting January 1, 2027. Several important changes may impact health coverage. These include expanded access to nonpharmaceutical pain management options and broader availability of treatments supporting lifestyle changes, such as the Make America Healthy Again (MAHA) initiative, which aims to improve nutrition, health, and scientific research.

MAHA could influence existing lifestyle medicine programs described in the call letter. In addition, carriers are encouraged to offer select prescription drugs directly from manufacturers at prices aligned with international and federal standards through TrumpRx, a federal online tool designed to help consumers obtain lower prices on certain brand-name drugs by purchasing directly from the manufacturer. For 2027, OPM emphasized that FEHB and PSHB plan members should take a “more active role” in their health. The agency is also encouraging carriers to expand non-pharmaceutical health coverage, which OPM said will “prevent chronic conditions and drive meaningful cost savings.” Amid the surging expenses, OPM is encouraging carriers to find “innovative” ways to cut costs while maintaining “comprehensive” coverage. That can include strategies such as “site of care optimization”—or in other words, incentivizing plan members to go to lower-cost medical care facilities whenever possible. • Weight loss treatments: In its call letter, OPM detailed its expectations across several health-related areas—including weight loss and obesity management, vaccine-related incentives,

IMPORTANT REMINDERS FOR ALL PLAN PARTICIPANTS • Research Preferred Providers. Fee-for-service (FFS) plans use preferred provider organizations (PPOs) and doctors to help contain program costs and keep premiums at a reasonable rate. Usually, you will save a lot on out-of-pocket costs if you use your plan’s preferred hospitals or doctors. However, PPO arrangements are business contracts that are not always renewed. PPO arrangements can be made and also can be discontinued from one year to the next. In addition, there may not be PPO arrangements in all parts of the country. If you are enrolled in an FFS plan or thinking of enrolling in one, you should check with the hospitals and doctors you use and ask them if they are PPO providers in your plan. You also can review your plan’s PPO

directory to see if your doctor or hospital is a PPO provider for your plan. • Ask Questions. Make sure to confirm information in your plan’s brochure by speaking with a plan representative. Do not assume anything. For example, plans may describe benefits in terms of “annual” or “annually.” This would seem to mean “each year,” when, in fact, it may mean that a year must have elapsed before it will cover you again. • ID Cards. New plan identification cards showing your enrollment are issued by the health plan. If you do not change to another plan or option during Open Season, you don’t necessarily get a new ID card from the plan.

NARFE MAGAZINE www.NARFE.org

OPEN SEASON REPORT maternal health care and gender-affirming care. For obesity treatment plans next year, OPM is calling on FEHB and PSHB carriers to revise requirements, as needed, for members before they can qualify for coverage of GLP-1 medications prescribed for weight loss. For plan year 2027, OPM will require carriers to use a rigorous type of obesity management program called “intensive behavioral therapy” (IBT), both before and during getting insurance coverage of “anti-obesity medications.” IBT programs are designed to promote weight loss through nutrition, physical activity and other behavioral changes. • Gender-affirming care: OPM’s call letter will also bring further changes for insurance enrollees seeking coverage of gender-affirming care. Beginning in January 2026, OPM required FEHB and PSHB carriers to largely terminate coverage of gender-affirming care for enrollees, with exceptions made for those midway through treatment. OPM also still allows for coverage of counseling services from licensed mental health providers, including “those who provide faith-based counseling.” Starting in 2027, OPM told carriers to additionally end all insurance coverage for plan members who are mid-treatment for gender-affirming care. The only coverage that will still be allowable from carriers relating to gender-affirming care is counseling services. • Maternal health care: OPM also called on carriers to ensure they are educating members on impacts to maternal health. OPM encouraged carriers to use screening bundles and outreach programs for enrollees who are interested in becoming pregnant within the next year. Also, carriers should ensure access to treatments for “conditions that are recognized to adversely impact fertility,” such as obesity, prediabetes and hypertension.

OPEN SEASON FAQS

Will my current health plan continue to participate in the FEHB program? The FEHB program adds new plans and drops others each year, and plans can change from year to year. For instance, your premium may stay the same, but certain medical procedures may not be covered the way they were in the past. The best way to stay on top of upcoming changes is to read 54

NARFE MAGAZINE OCTOBER 2026

information from your health plan and OPM. To ensure you do not miss any critical communication, make sure your current address is on file with both OPM and your FEHB plan. How do I get a plan brochure for Open Season? I didn’t get one in the mail. Health insurance carriers no longer have to mail plan brochures. You can view the brochures online at OPM’s website (www.opm.gov/healthcareinsurance/healthcare/plan-information/plans/) or call your carrier using the contact information on your health plan ID card. In my agency, who can I go to for assistance or answers to my Open Season questions? For help with or questions about your Open Season options, contact your human resources office or your agency’s shared service center. Your agency should have provided you with its contact information. If you still need assistance after speaking with those sources, try contacting your agency’s headquarters-level agency Benefit Officer using the following link for contact details: https://apps.opm. gov/abo/index.cfm#list. If you have remaining questions that your agency can’t address, contact NARFE’s Federal Benefits Institute at fedbenefits@narfe.org. If I make a change during Open Season, when will it be effective? Open Season changes for annuitants are effective January 1. Changes for most current employees take effect on the first day of the first full pay period in January. If you need medical services before your Open Season enrollment effective date, contact your old plan. What are the parameters used to determine the dates for the annual Open Seasons for health, dental and vision insurances as well as for flexible spending accounts? Each year, Open Season runs from the Monday of the second full workweek in November through the Monday of the second full workweek in December. This year’s Open Season begins Monday, November 9, and ends Monday, December 14. This is the time of year to ensure that you have the right health, dental and vision insurance coverage for you and your family.

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OPEN SEASON REPORT It is also the time for current employees to consider how much money to put aside in flexible spending accounts for out-of-pocket medical and dependent care expenses for the upcoming year. I have had the same health insurance plan since the day I first joined the federal government years ago. Why is it important to have a federal Open Season every year? Most Federal Employees Health Benefits (FEHB) plans will see benefit and rate changes for the upcoming year. Some plans might drop out of the program, and others may change their service areas or coverage options. Many different types of plans are available in just about any ZIP code. It is wise to review your coverage each year during this period to decide which coverage and premium best suit your needs for the upcoming year. Another program to consider during Open Season is the Federal Employees Dental and Vision Insurance Program (FEDVIP). Through this program, you have the option to supplement your health insurance plan with separate dental and/ or vision insurance coverage that could potentially reduce your out-of-pocket costs for these types of care. You may also cancel your participation in these programs during this period. A flexible spending account through FSAFEDS can save employees money through lower tax withholding. You can fund your account through pretax contributions from your salary and use it to pay for health care out-of-pocket or dependent care costs. Typically, you cannot enroll, change your enrollment or cancel your coverage in these programs outside of an Open Season unless you experience a qualifying life event. Why are the enrollee shares for some Self Plus One enrollments the same or higher than Self and Family enrollee shares for the same plan? The Office of Personnel Management (OPM) provided the following answer to that question: “For most enrollees, the enrollee share for Self Plus One will be lower than the enrollee share for Self and Family. However, some plans may have higher enrollee shares for self-plus-one enrollments than for self-and-family enrollments. “The statutory formula that is used to calculate the government contribution is based on the

NARFE MAGAZINE OCTOBER 2026

average of all plan premiums and requires that OPM calculate a maximum contribution for each enrollment type. “In other words, there is a limit to how much the government will contribute toward the cost of a Self Only, Self Plus One or Self and Family enrollment. The government contributes the lesser of the maximum contribution or 75% of the total premium. The remaining amount is the enrollee share (how much the enrollee must pay). “In some cases, such as plans with a premium cost that is above the program average, this calculation may result in a higher enrollee share for a Self Plus One enrollment than a Self and Family enrollment.” Which benefit is the most important to consider? The answer can vary depending on your medical needs in the upcoming year. For those not enrolled in Medicare Part B, the catastrophic protection benefit is very important. It puts a dollar limit on what you must pay out of pocket in terms of co-payments and coinsurance for the expenses that the plan covers. If a federal employee is married to another federal employee and they don’t have any eligible children under their FEHB plan, then it’s usually less expensive to maintain a separate Self Only FEHB plan versus a shared Self Plus One plan. However, you should consider using OPM’s online plan comparison tools and/or the Consumers’ Checkbook Guide to Federal Health Plans to carefully compare your options, including physician networks and prescription drug coverage (NARFE members receive a 20% discount). If I make an Open Season enrollment change and I have to go to the doctor after January 1, which plan do I contact to provide the insurance coverage based on my visit? If you are an annuitant, you should contact your new plan. Your Open Season enrollment is effective January 1. However, if you are an active employee, your new plan is not responsible for providing coverage until the effective date of your enrollment change, which for most active employees is the first day of the first full pay period in January. As an active employee, if you need medical services before the effective date of your Open

NARFE Is the One Voice You Need During Open Season NARFE’s Open Season Webinar Series — FREE for NARFE Members THURSDAY, OCTOBER 22, 2 P.M. ET Medicare: To Part B or Not to B with Tammy Flanagan

THURSDAY, NOVEMBER 12, 2 P.M. ET FEHB / PSHB for Active Employees with Kevin Moss

THURSDAY, OCTOBER 29, 2 P.M. ET Open Season Prep with Tammy Flanagan

TUESDAY, NOVEMBER 17, 2 P.M. ET FEHB / PSHB without Medicare with Kevin Moss

THURSDAY, NOVEMBER 5, 2 P.M. ET Medicare Advantage Plans with Mercedes Johnson

THURSDAY, NOVEMBER 19, 2 P.M. ET FEHB and Medicare Part D with Kevin Moss

TUESDAY, NOVEMBER 10, 2 P.M. ET FEHB / PSHB with Medicare with Kevin Moss

THURSDAY, DECEMBER 3, 2 P.M. ET Open Season Wrap-Up with Michele Bollier

Online Q&A sessions follow each webinar. For details and to register, visit www.NARFE.org/webinars.

NARFE OPEN SEASON WEBINAR PRESENTERS REGISTER TODAY!

Call: 800-456-8410 x1 Email: memberrecords@narfe.org Online: www.narfe.org/webinars

NOT A MEMBER?

Join NARFE today NARFE.org/Join

Michele Bollier

Tammy Flanagan

Mercedes Johnson

Kevin Moss

Federal benefits and retirement expert

Senior Editor with Checkbook’s Federal benefits and FEDERAL BENEFITS INSTITUTE Guide to Health Plans retirement expert NARFE MAGAZINE www.NARFE.org 57

OPEN SEASON REPORT Season enrollment or change, you should contact your old plan. Your old plan will provide coverage under its new 2027 contract for care received in January before your new plan’s effective date. These expenses will count toward your prior year’s deductible. Can I enroll online in the FEDVIP without contacting the OPM? BENEFEDS is an enrollment and premium processing system sponsored by OPM that you must use to enroll in the FEDVIP. BENEFEDS includes a secure website and a call center. BENEFEDS also handles billing and premium administration. It’s the only place to enroll in a FEDVIP plan. You can enroll securely online at www.benefeds.com or by telephone at 1-877-8883337, TTY 1-877-889-5680. Is it possible to make a serious mistake in choosing a plan during Open Season? There really aren’t any bad plans in the FEHB or PSHB. It’s just that there may be a plan that is better suited for you based on how and where you want to obtain your health care in the upcoming year. Federal employees, retirees and their survivors enjoy the widest selection of health plans in the country. You can choose from among consumerdriven and high-deductible plans that offer catastrophic risk protection with higher deductibles, health savings/reimbursable accounts and lower premiums; fee-for-service (FFS) plans and their Preferred Provider Organizations (PPO); or Health Maintenance Organizations (HMO), if you live (or sometimes if you work) within the area serviced by the plan. Common mistakes include: enrolling in a costly plan or option when you don’t need one; a plan that doesn’t cover a specific benefit that you need; Self Only coverage when you need additional coverage or vice versa; or you enroll in a plan that requires you to use preferred providers and there are none in your area. You might also make a mistake if you live outside the United States and Puerto Rico, and neglect to enroll in a plan that offers “overseas” benefits.

NARFE MAGAZINE OCTOBER 2026

Are there any useful tools online that can help me make decisions during this Open Season? Several resources can help you understand the relationship between the three annual Open Season programs and help you choose an FEHB or PSHB plan and/or a FEDVIP plan. If actively employed, you also have resources to assist you with setting up a health care or dependent care Flexible Spending Account. To find all the information you need to make informed decisions during Open Season in one place, start with NARFE’s Federal Benefits Open Season portal at www.narfe.org/open-season. Of particular interest are the eight NARFE Federal Benefits Institute webinars dedicated to Open Season topics, including two on the PSHB. One will be streamed live on November 6 on FEHB/ PSHB without Medicare (Active Feds), and one on November 13 on FEHB/PSHB with Medicare. There will also be a November 20 webinar on Medicare Part D. For a more sophisticated set of online tools, consider using the Consumers’ Checkbook Guide to Health Plans for Federal Employees. Some agencies have purchased access to this program for their employees, so if you are actively employed, refer to the following web link to see if your agency has secured access for you: www. checkbook.org/newhig2/year22/more.cfm. If you don’t currently work for an agency that provides such access, you can use the discount code 20NARFE to receive 20% off the regular cost of using the website. The site also offers some “Open Season Tips” at checkbook.org/newhig2/ year22/advice/11-fehb-open-season-tips. FSAFEDS has tools and calculators on its website to assist employees with determining the appropriate amount they might want to set up in a flexible spending account during the Open Season for any qualified expenses they anticipate incurring in the upcoming year. These tools are available at the following link: fsafeds.com/support/savingscalculators. — NARFE FEDERAL BENEFITS INSTITUTE

Our AMERICAN Adventure

2026-2027CALENDAR

16-MONTHS OF NATIONAL ICONS

Your donation to NARFE works 365 days a year. GIVE TODAY and we’ll send you this calendar to remind you of the great

things that NARFE does for you every day. Go to www.narfe.org/reserve-calendar to reserve your calendar. or more will go a long Your gift in this amount d pay and benefits! Hurry! Quantities are limited. y to protect ing your earne wa

FR26CAB

Enclosed is my NARFE donation: q $25 q $35 q $50 q Other $ ____________ NARFE 2026 CALENDAR: PHOTO CONTEST WINNERS q Mr. q Mrs.

q Miss q Ms.

q CHECK ENCLOSED (payable to NARFE) OR CREDIT CARD INFORMATION:

Name: ______________________________________________

q MasterCard

Address:_____________________________________________

Card Number: _____________________________________

City: ________________________________________________

Expiration Date: __________(mm)/ ________ (yy)

State: _______________________________________________

3-Digit Security Code: __________ Date: _______________

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q VISA

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PLEASE MAIL COUPON AND CHECK TO: NARFE DONATE NOW, Attn: Fundraising 606 N. Washington St., Alexandria, VA 22314

Donations to NARFE are not tax-deductible for federal income tax purposes.

Managing Money

There Is a Better Option Than the TSP Beneficiary Participant Account

hen a Thrift Savings Plan (TSP) participant dies

and the surviving spouse is entitled to all or part of the account, the TSP automatically establishes a

beneficiary participant account (BPA) and transfers the deceased participant’s TSP into it. This automatic process serves as an important benefit. It allows the surviving spouse to take their time to evaluate the available options rather than being forced to make a quick decision during a highly emotional period. Despite that short-term benefit, the TSP BPA carries several long-term drawbacks, and many surviving spouses will find better places to keep the inherited money. Before we get to the drawbacks, it’s important to understand that a spouse with a TSP BPA is a beneficiary participant, not a TSP participant. A TSP participant is an account owner. For tax purposes, however, a beneficiary participant is treated as a beneficiary maintaining an inherited retirement account, not as an owner, and beneficiaries are subject to different rules than owners. For example, required minimum distributions (RMDs) for beneficiary participants are calculated using the Internal Revenue Service’s (IRS) Single Life Expectancy Table, which produces materially larger RMDs than those produced by the Uniform Lifetime Table used by owners. On the other hand, beneficiary participants may take withdrawals before age 59½ without incurring the 10% early-distribution penalty that would otherwise apply to an account owner. Perhaps the biggest difference, and drawback, occurs when a beneficiary 60

NARFE MAGAZINE OCTOBER 2026

participant dies. In this case, the TSP pays the remaining balance directly to their beneficiaries as a lump sum. Those beneficiaries cannot transfer their shares to an inherited IRA, so any traditional balance becomes fully taxable in a single year, creating a tax bomb for the next generation. Fortunately, a beneficiary participant has options. The spouse can remain a beneficiary by keeping the TSP BPA or by transferring it to a properly titled inherited IRA. Alternatively, the spouse can become the owner by transferring the TSP BPA into their own TSP account, if they have one from their own federal or military service, or into an IRA in their own name. For most surviving spouses, taking ownership is the better choice. It puts the account under owner-side rules, so RMDs use the more favorable Uniform Lifetime Table, and the spouse’s beneficiaries inherit under the more flexible rules that apply to any IRA owner or original TSP participant. There are, however,

circumstances in which remaining a beneficiary is the better option. For example, when a surviving spouse is under 59½ and needs to withdraw money from the inherited account. Distributions taken as a beneficiary are not subject to the 10% early-distribution penalty, but distributions from the spouse’s own IRA or TSP generally would be. Remaining as beneficiary preserves penalty-free access until age 59½, when the spouse can reassess. Remaining a beneficiary can also make sense when the surviving spouse is older than the deceased participant. When a retirement account owner dies before they were required to start RMDs, a surviving spouse remaining as beneficiary isn’t required to start RMDs until the year the deceased would have reached the applicable RMD age. Consider George, who turned 72 this year, and his wife Linda, who died at age 65. If George transfers Linda’s TSP into an IRA of his own, his first RMD would be next year. If instead he remains a beneficiary—either by keeping the TSP BPA or by transferring it to a properly titled inherited IRA—he can delay RMDs on Linda’s account another 10 years, until the year Linda would have reached her applicable RMD age. The applicable RMD age is currently 73, but it rises to 75 in 2033 for those born in 1960 or later. Even when remaining as beneficiary is the right choice for a surviving spouse, the TSP

BENEFITS RESOURCES NARFE OFFERS MEMBERS a wide range of information on federal benefits. Visit www.narfe.org/federal-benefits-institute.

BPA is still not the right place for the inherited account. The better choice is a properly titled inherited IRA, which preserves the same penaltyfree distributions and RMD timing benefits, but avoids the TSP BPA’s punitive lump-sum payout to its beneficiaries. Instead, if the surviving spouse died while holding the inherited IRA, the surviving spouse’s own beneficiaries may establish successor inherited IRAs rather than being forced into a lump-sum distribution. While the rules governing what happens to an inherited IRA when the surviving spouse later dies are better than those governing the TSP BPA, they still aren’t as good as the rules that would have applied if the spouse had taken ownership of the inherited account. A surviving spouse can take ownership of an inherited IRA

at any point, so once beneficiary status no longer offers an advantage, they generally should. Stay tuned next month, when I compare the successor beneficiary rules for a spouse who remained a beneficiary against those for a spouse who took ownership. 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.

Are you looking for a way to get involved with local feds in your community?

New member s receive t heir first yea r of chapter dues FREE!

Are you missing the friends you used to work with every day in the office?

Find a local chapter convenient to you!

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.

NARFE MAGAZINE www.NARFE.org

Alzheimer’s Update

Latest Report Says Over 7M Are Living With Alzheimer’s ccording to the recent 2026 Alzheimer’s Disease Facts and Figures report (alz.org/alzheimers-dementia/factsfigures), announced in April 2026, there are over seven

million Americans who are living with Alzheimer’s. You see, NARFE members, it appears that we are making history through our donations toward Alzheimer’s research to help find a cure. However, in the current phase 5 or 6, several studies named in a previous press release, including more than 1,000 people who had early signs of Alzheimer’s disease, those receiving Donanemab experienced roughly 35-40% slower cognitive decline while engaged in daily activities than those who received a placebo. That is an important development for patients and their caregivers, since it can help those suffering from the disease live longer and lead more independent lives. However, the move at this point is to do what we can to get the Centers for Medicare and Medicaid Services (CMS) not to block Food and Drug Administration (FDA) approval of this drug and all the new drugs coming out. This is especially important since this new data highlights the drug’s proclivity to work specifically on amyloid, which is the protein that appears to mostly affect the memory and cognitive function of those with Alzheimer’s disease. It is also important to remember that presently, the other drugs currently approved 62

NARFE MAGAZINE OCTOBER 2026

by the FDA, Aducanumab and Lecanemab, are accessible but not to all patients with Alzheimer’s, since only those who participate in clinical studies can get Aducanumab, and the CMS limits access to Lecanemab and others since it, like Donanemab, targets amyloid, which the CMS says requires further studies. Of note, the Department of Veterans Affairs does grant access to Lecanemab. Now, to be clear, FDA approval for certain drugs does not guarantee full patient access to those drugs, and this would be the case for the drugs mentioned above. Therefore, what is our current charge? Well, we need NARFE members to reach out to everyone they know to use every medium that they have access to—phone calls, postcards, letters, tweets, social media posts, TikTok videos, and the like—so that they can put pressure on our national and local legislators to get the CMS to approve more of some of these new drugs. This includes Donanemab, which might be approved, and to remove restricted access to the other promising drugs since they, according to the studies, have shown that they can significantly improve the quality of life of people with Alzheimer’s disease.

As previously said, this is crucial to a family member or caregiver taking care of someone with Alzheimer’s disease or dementia. It is also crucial to extend the lives of those who are suffering. It is also about improving the quality of life for many people everywhere. Therefore, let me thank all of you for your continued NARFE monthly contributions toward Alzheimer’s research. We also know that these donations are helping those who are suffering from Alzheimer’s and dementiarelated diseases. I believe one day in the very near future a cure for Alzheimer’s and dementia will be found, and as a result, we will have our first, second, third, and fourth survival. Until then, let us continue to eat right, exercise our minds, bodies, and souls, so that our lives will be richer and we will be better able to help ourselves, our families, and many others. Please don’t forget to reach out to your congressional leaders with letters, calls, cards and through social media, as we need their help today as well. For more information about Alzheimer’s disease and dementia, please get in touch with the Alzheimer’s Association at www.alz.org or call the 24-hour helpline at 800-272-3900. OLIVIA A. WILLIAMS IS CHAIR OF THE NARFE-ALZHEIMER’S NATIONAL COMMITTEE. EMAIL: OEASHF3@GMAIL.COM. THIS COLUMN APPEARS QUARTERLY.

Do you love being a member of NARFE but dislike receiving renewal notices?

GO PAPERLESS!

Dues Withholding is for retired members and is only $42 annually ($3.50/monthly annuity withholding). To apply, see NARFE’s Dues Witholding application on pg. 73 of this issue of NARFE Magazine or on the back of your next renewal notice. It takes about 4-5 months to get members onto dues withholding.

Or anyone can sign up for AutoPay! Sign up for AutoPay for a 1-year, 2-year or 3-year membership rate and save.

1 yr – $48 2 yr – $92 3 yr – $126

Login to our website at https://members.narfe.org/ and click on My Account and then My Settings and click on My AutoPay Account to preauthorize your card today! Call 800-456-8410 and dial 1 for membership assistance to update your rate. Stay in your chapter and don’t worry about forgetting to renew!

NARFE News

Join NARFE’s Fall Membership Drive

id you know that NARFE rewards its members for recruiting new members? Think of it as a special “thank you” from our staff for building our membership and voices.

This year the dates have changed! The drive began on August 1, and the program runs through November 30, 2026. Current members can earn $10 for each new member they recruit and other prizes. This is a critical time of year when we truly need all NARFE members to step up and help us

grow by reaching out to potential new members. Please use email, your websites, and social media to encourage your fellow members to participate and promote the benefits of NARFE membership. And be sure to provide prospects with your NARFE member ID number so you get credit when the new members join.

To assist you in your recruiting efforts, we have a wide range of resources you can use to introduce active and retired federal employees to NARFE. To access them, log in at narfe.org and click on “For Members” on the menu bar and select “Officer Resources” on the dropdown menu. On the Officer Resources page, scroll down and click on “Membership Officer Resources” to access a page with many helpful tools, including:

FEDERATION CONFERENCES AND MEETINGS REGION IX SYMPOSIUM: ALASKA, IDAHO, MONTANA, OREGON, AND WASHINGTON: Oct. 1-3, Ellensburg, WA For more information go to narfe.org/region09/ WASHINGTON FEDERATION CONFERENCE: October 1. Ellensburg, WA. More information to come. CONNECTICUT FEDERATION CONFERENCE: October 14, Wallingford, CT. More information to come. HAWAII FEDERATION CONFERENCE: October 14, Honolulu, HI. More information to come. 71ST ILLINOIS FEDERATION ANNUAL MEETING AND CONFERENCE: October 21 from 9:00 to 11:00 a.m. and 1:00 to 3:00 p.m. Hear from National Secretary/Treasurer, national staff, regional vice president, a panel of FEHB providers and more. For more information to narfe.org/il/ KENTUCKY FEDERATION ANNUAL MEETING: Virtual meeting on October 27 at 10 a.m. ET. Zoom ID: 89615623237, Passcode: 944502 Contact: Stephen Saylor, KY Federation President at ssaylor8@ gmail.com or go to narfe.org/ky/2026/07/28/kentucky-federation-annual-meeting/ INDIANA FEDERATION ANNUAL MEETING: October 29, 2026. NALC Branch#39 Union Hall 2211 E. 54th Street Indianapolis, IN 46220. Time 10am to 5pm. Contact John Triplett johntriplettnarfe@gmail.com for more information.

NARFE MAGAZINE OCTOBER 2026

Donate

to NARFE programs

Donate to NARFE

Enclosed is my NARFE Contribution: $ __________________

MAKE CHECK PAYABLE TO: NARFE

Name: ___________________________________________________________

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

PLEASE MAIL COUPON AND CHECK TO: NARFE / 606 N. Washington St. / Alexandria, VA 22314 or donate online at www.narfe.org/ donate With NARFE’s thanks, you will receive a NARFE Photo Calendar

Address: _________________________________________________________

NARFE safeguards the earned pay and benefits of America’s five million federal workers, retirees, their spouses, and survivors. NARFE is YOUR legislative voice and tireless advocate.

Card Number: ____________________________________________________

NARFE contributions are NOT tax-deductible.

City:_____________________________________________________________ State:______________________________ ZIP: _________________________

Credit Card Information: q M/C q VISA q Discover q AMEX Expiration Date: ______ (mm)/ _____ (yy)

Security Code: ______________

Signature: ___________________________________ Date: ____ / ___/____ Name: (please print) _______________________________________________

Support Alzheimer’s Research

NARFE members contributed for Alzheimer’s research: $18 Million Fund $17,264,173.16* *Total as of July 31, 2026. All contributions go directly to Alzheimer’s research, with the exception of funds given to the Walk to End Alzheimer’s or The Longest Day.

If you have any questions, write to: National Committee Chair Olivia Williams PO Box 2175 Columbia, SC 29202 OR EMAIL: oeashf3@gmail.com MAKE CHECK PAYABLE TO: NARFE-Alzheimer’s Research (write your chapter number on memo line)

Enclosed is my NARFE-Alzheimer’s contribution: $ ________ Every cent that is contributed is used for research. Name: ___________________________________________________________ Address: _________________________________________________________ City:_____________________________________________________________ State:______________________________ ZIP: _________________________ Chapter number: __________________________________________________

PLEASE MAIL COUPON AND CHECK TO: Alzheimer’s Association 225 N. Michigan Ave., 17th Floor Chicago, IL 60601-7633

Credit Card Information: q M/C q VISA q Discover q AMEX

Your charitable contribution is tax-deductible to the fullest extent allowed by law.

Signature: ___________________________________ Date: ____ / ___ / ______

Give to the

NARFE-FEEA Fund MAKE CHECK PAYABLE TO: NARFE-FEEA Fund PLEASE MAIL COUPON AND CHECK TO: FEEA 1641 Prince St. Alexandria, VA 22314

Your charitable contribution is tax-deductible to the fullest extent allowed by law.

Card Number: ____________________________________________________ Expiration Date: ______ (mm)/ ____(yy)

Security Code: _______________

Name: (please print) _______________________________________________

The NARFE-FEEA Fund supports NARFE members during disasters; provides scholarships to their children, grandchildren and great-grandchildren; and funds other programs to support NARFE members at the direction of NARFE and FEEA. Enclosed is my NARFE-FEEA Fund Contribution: $ ________ Name: ___________________________________________________________ Address: _________________________________________________________ City:_____________________________________________________________ State:______________________________ ZIP: _________________________ Email: ___________________________________________________________

To make credit card or e-check contributions, visit www.feea.org/givenarfe.

NARFE News • A recruitment email template that incorporates a testimonial • The NARFE membership brochure, with powerful talking points • An “elevator speech” to help you quickly and effectively explain the benefits of NARFE membership • The “About NARFE” video if you have an opportunity to make a short introduction to NARFE and want the impact of professional, polished media • A membership presentation script that covers NARFE’s advocacy efforts and all our key member benefits • PowerPoint slides provide visuals that sync up with the script and show all the ways NARFE helps members get more out of their federal benefits

Plus, check out NARFE’s membership marketing campaign ads and use these new ads and videos to recruit on your Facebook, Instagram or

THANK YOU FOR YOUR COMMITMENT AND SUPPORT. TOGETHER WE CAN HELP NARFE GROW!

Nextdoor accounts or whatever new social platform you are using. To view these resources visit “Member Quick Links” – “Membership Recruitment Materials” – “Download member marketing assets” from Street

Level Studio. You can also find our new “Celebrate NARFE’s Top Recruiters” page and keep up with NARFE’s recruiters all across the country! If you need printed supplies to support your efforts (membership brochures, applications, copies of NARFE Magazine, etc.), you’ll find a link to the F-18 Requisition for Printed Supplies interactive online order form on the “Officer Resources” page which you can use to place your order. If you have questions, please email our membership development team at membership@narfe.org or call us at 800-456-8410 ext 1. Thank you for your commitment and support. Together, we can help NARFE grow! —BY NORA MACDONALD, SENIOR DIRECTOR, MEMBER ENGAGEMENT

Give the GIFT of NARFE Membership A gift of NARFE membership includes all the benefits afforded NARFE members. FROM: Sponsor name ___________________________________________________________________________________ NARFE Membership ID number ________________________ TO: Name _____________________________________________________________________________________________ Address _____________________________________________________________ City_________________________________________________________ Phone ( _______) _________________________________ q Active Federal Employee

State _________________ ZIP _____________

Email _______________________________________________

q Active Federal Employee Spouse

q Annuitant

q Annuitant Spouse

q Survivor Annuitant

Would you like your gift to include a FREE one-year chapter membership? Choose one:

PAYMENT OPTIONS

q Chapter closest to recipient’s home OR

q Charge my: q MasterCard q VISA q Discover q American Express

q Chapter # _____________________

Card No. _____________________________________________

TOTAL GIFT MEMBERSHIP = $48

Expiration Date _____ /_________ mm yyyy Name on Card ________________________________________

MAIL THIS APPLICATION TO: NARFE / Member Services 606 N. Washington St. / Alexandria, VA 22314-1914

Apt./Unit ________________________

NARFE MAGAZINE OCTOBER 2026

q Check or Money Order (Payable to NARFE)

Signature __________________________________ Date _______

NARFE’s Dues Withholding Program What is dues withholding? 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.) Civil Service Annuity Number

Social Security Number (9-digit number)

–

C S

–

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

o Mr. o Mrs. o Miss o Ms.

NARFE MEMBERSHIP INFORMATION

Full Name ____________________________________

NARFE Membership ID _______________________________

Street Address ________________________________

NARFE Chapter Number ______________________________

Apt./Unit _____________________________________

o YES. I also authorize my (NARFE member) spouse’s dues to

City ________________________________________

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.)

State ___________ ZIP _________________________ Phone (__________) ___________________________ Email _______________________________________ Date of Birth _________ /_________ /__________________ mm

yyyy

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.

MAIL THIS FORM TO: NARFE, ATTN: Member Services, 606 N. Washington St., Alexandria, VA 22314-1914 800-456-8410

memberrecords@narfe.org

NARFE MAGAZINE Do not send money with this form www.NARFE.org (DW-26701/21)

NARFE News

NARFE Discusses Bipartisan Solutions With Federal Workforce Caucus

ARFE National President William Shackelford and Staff Vice President of Policy and Programs John Hatton visited Capitol Hill on Wednesday, July 15, for the latest meeting of the Federal Workforce Caucus, co-chaired by Reps. James Walkinshaw, Don Beyer

and Steny Hoyer, where they discussed bipartisan solutions to protect federal employees’ and retirees’ earned benefits, improve the Office of Personnel Management’s service to federal retirees, and preserve a merit-based civil service. You can watch a video summary of this meeting by visiting

NARFE’s YouTube channel at https://www.youtube.com/@ narfehq. This meeting was also reported in the Tuesday, July 21 weekly NARFE NewsLine email newsletter. Subscribe to NewsLine at www.narfe.org/ communications/enewsletter/. —BY MATT SANDERSON, SENIOR CONTENT MANAGER

From left: Rep. Steny Hoyer, William Shackelford, Rep. James Walkinshaw and Rep. Don Beyer

MISSOURI NARFE CONNECTS WITH FEDERAL COMMUNITY AT FCCA CONFERENCE Missouri National Active and Retired Federal Employees (NARFE) was proud to host an exhibit table at the 95th Annual Federal Court Clerks Association (FCCA) Conference, held July 13–16, 2026, in St. Louis. The event provided an excellent opportunity to visit with current and former federal employees about the value of NARFE membership and the importance of protecting earned federal pay and benefits. Throughout the conference, attendees stopped by to learn more, ask questions, and pick up NARFE applications, magazines, and benefit-decision materials. The April 2026 NARFE Magazine tax article drew particular interest, and many conversations centered on retirement planning, federal benefits, and how NARFE supports members with timely information and advocacy. Recruiters also highlighted NARFE’s ongoing work on Capitol Hill. NARFE closely monitors legislation that could affect federal employees and retirees, supports measures that protect earned benefits, and encourages members to contact their Representatives and Senators when action is needed. Attendees also learned about NARFE’s educational resources, including webinars and access to benefit experts who help members better understand complex federal benefit issues. 68

NARFE MAGAZINE OCTOBER 2026

NARFE MEMBER BENEFITS

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!

• 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! 1Q6

NARFE MEMBERSHIP APPLICATION

o Renew my membership

o I want to join NARFE for the low annual dues of $48

_______________________________________________

o Mr. o Mrs. o Miss o Ms. _____________________________________________________

Verify your chapter dues amount or join a NARFE chapter today by calling 800-456-8410 x1.

Full Name

Membership ID (ID # can be found on cover of magazine)

_____________________________________________________

To view your current renewal invoice (with chapter dues if applicable), login to narfe.org, click “Member Portal,” then “My Account” and then “My Invoices.” Simply pay online or return this form with the invoice amount.

_____________________________________________________

PAYMENT OPTIONS

_____________________________________________________ Street Address City

Apt./Unit

State

ZIP

Phone

Retirement date (or expected)

o Check or Money Order (Payable to NARFE) o Charge my: o MasterCard o VISA o Discover o AMEX ________________________________________________

I am a (check all that apply)

Expiration Date _______/_______ (MM/YY)

o Active Federal Employee o Active Federal Employee Spouse o Annuitant o Annuitant Spouse o Survivor Annuitant

________________________________________________

o Please enroll my spouse

________________________________________________

_____________________________________________________ Email

_____________________________________________________

Card No.

_____________________________________________________ Spouse’s Full Name

_____________________________________________________ Spouse’s Email

LOOKING TO MEET OTHERS in the federal

Name on Card Signature

________________________________________________ Date

TOTAL DUES $48 annual dues x ________=_________ per person

#enrolling

total dues

community? Go to www.narfe.org/chapters to find a chapter near you.

Dues payments are not deductible as charitable contributions for federal income tax purposes.

Are you a new member who wants to receive a FREE one-year chapter membership? Choose one:

THANK YOUR RECRUITER Did someone introduce you to NARFE? Please provide their name and member ID.

o Chapter closest to home OR o Chapter #____________

________________________________________________

NARFE respects the privacy of our members. Personal information is used to provide content and relevant communications to our members. Some NARFE member benefits are provided by third parties (NARFE Perks), and not NARFE.

________________________________________________

Recruiter’s Name

Recruiter’s Membership ID

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

2. Join online at www.NARFE.org/join. 3. Call 800-456-8410 ext 1, Monday through Friday, 8 a.m. to 5 p.m. ET. (05/25)

Use your NARFE Perks and your membership will more than pay for itself!

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