Federal Managers Association

For more information on the CHCO Council, please visit: www.chcoc.gov.

FMA ZONES 6,7,8 DESCEND ON SUQUAMISH FOR CONFERENCE

Suquamish, Washington played host to members of the Federal Managers Association (FMA) Zones 6, 7 and 8 on September 19 as the groups assembled together during their annual joint Zone Conference. Stephanie Schmittler, Leonard Lew and Winford Sartin, Presidents of Zones 6,7 and 8 respectively, drew a strong gathering for the day-long event centering on FMA internal business, training for members serving under the Department of Defense’s (DOD) National Security Personnel System (NSPS) and the Association’s recent activity on Capitol Hill. FMA President Emeritus Mike Styles also participated in the weekend’s events, providing contagious enthusiasm and support for FMA and the work the Association conducts on a daily basis.

Following opening introductions, Rear Admiral James Symonds, Commander of the Northwest Region for the United States Navy, addressed attendees, providing a glimpse into his role in the Navy and the vital work performed by members of the civil service who work along his side. Discussing many of the challenges facing the Navy and DOD as a whole, Admiral Symonds underscored the importance of unleashing the expertise of those serving on the front lines, including civilian managers and their employees, to advance innovation and transform the way DOD works. Admiral Symonds emphasized the need to embody the core principles of effective leadership, particularly the ability to check your ego at the door while listening, focusing and reacting to good or bad news in a calm and collected manner, to promote efficiency and productivity in the workplace. The Admiral concluded his address with thrilling stories of his most memorable carrier landings during his long flying career. Many of these stories, which the Admiral called “exciting” and “interesting,” captivated the attention of FMA members in attendance.

FMA National Treasurer Sherie Lewis provided attendees with an update of issues in the Association’s National Office upon the Admiral’s departure, providing a behind the scenes look into many of FMA’s operations. Patricia Niehaus, President of FMA Chapter 167, took the stage next to provide training on how to write the self assessments that play a critical role in the NSPS rating cycle. In her role as the Labor Relations Officer for Travis Air Force Base, Niehaus has provided extensive NSPS training while also serving as the Pay Pool facilitator for two of the five pay pools at Travis. Her presentation to the crowd touched on a myriad of topics relating to the self assessment, from the content that should be included to the style in which information should be displayed. Conference attendees were extremely grateful to receive this information from a fellow member with such vast experience in the area.

FMA ’s Government Affairs Assistant Karl Gruss engaged the audience in a look at where many of the legislative issues critical to the Association’s membership stand on Capitol Hill. Focusing primarily on the FY10 National Defense Authorization Act (H.R. 2647/S. 1390), which contains many of FMA’s top legislative priorities and currently sits in conference, Gruss discussed how important it was for FMA members to remain engaged in the legislative process by reaching out to their Congressmen through action letters and phone calls. FMA National President Darryl Perkinson joined Gruss in a dialogue on NSPS, highlighting the role the Association has played and will continue to play in moving forward with future personnel system reforms.

The day concluded with a discussion on the state of FMA led by Perkinson and Lewis. With a focus on the Association’s budget, the pair discussed how FMA has reached new heights in the federal community, boosting its presence in the media and in the halls of Congress. Perkinson presented attendees with various pictures of FMA’s future, asking each member to evaluate their expectations of the services they expect from the Association and the steps they are willing to take to make sure FMA continues down the path to success.

Throughout the weekend, conference attendees assembled in a hospitality room equipped with food and refreshments provided in large part by Tom Butler, FMA Chapter 14 President, and his wife. A special thanks for his and others’ efforts in providing an inviting setting for two nights. Additionally, the folks who attended the conference donated $1143 to FMA-PAC, and we thank them for their generosity.

MYRTLE BEACH HOSTS FMA ZONE 3 CONFERENCE

On September 18 and 19, the Federal Managers Association (FMA) Zone 3 took to the streets in Myrtle Beach, South Carolina, for its annual Zone Conference, organized by FMA Chapter 21. Led by Zone President George Smith, seven FMA chapters participated in the ambitious one and a half day event. Recruitment and finding new ways to grow the zone were common themes throughout the weekend.

After calling the group to order, the audience heard from FMA member Melissa Drummond on the “National Labor Partnership Team Barriers and Executive Order.” Drummond is the Fleet Readiness Center East (FRCE) Corporate Operations Group Head at Cherry Point Marine Corps Air Station in North Carolina. She provided the delegates with an in depth analysis of the Labor Management Partnership Executive Order under the Clinton administration and the steps NAVAIR headquarters took to retain the Partnership after President George Bush rescinded the Order. As Drummond continued her presentation, the delegates in the audience shared their experiences with the Partnership and speculated how the Order would affect them if reinstated by President Obama.

Later in the morning, each FMA Chapter President present provided the group with a report on the ongoings of their chapter. Recruitment efforts and exploring new ways to recruit members were a common theme throughout the reports and chapters shared successes they have had with certain programs amongst one another. Several chapters also shared their efforts to create a scholarship fund for college-age children of the chapter members, which have helped to recruit new members.

After lunch, FMA’s Government Affairs Director Jessica Klement presented the group with a “Government 101” tutorial, giving the audience an overview on the interworkings of Capitol Hill. Afterwards, Klement provided the delegates with FMA’s legislative agenda for the year and recent accomplishments FMA has seen on the Hill. As all the delegates have a stake in the outcome of the FY10 National Defense Authorization bill (H.R. 2647/S. 1390) currently in conference, Klement’s presentation generated a good discussion among the group on how they can help advance their interests in the bill. The first day then ended with new and old business before the delegates headed to the hospitality room for Country and Western night.

The second day of the conference kicked off with a presentation by FMA member Terry Yandle on “NSPS Compensation for Supervisors.” Yandle is in the Total Force Consultant and Management Department at FRCE. Despite having a formal PowerPoint for the group, the presentation quickly evolved into an informal discussion on how the National Security Personnel System (NSPS) has impacted the Defense Department employees in the room. The attendees departed with a greater understanding of their roles under NSPS, as well as specific action to take with certain circumstances arise.

FMA National President Darryl Perkinson joined the group via webinar to talk about the state of the Association. Joined by FMA President Emeritus Mike Styles and Zone 7 President Leonard Lew, Perkinson spoke on FMA’s presence on Capitol Hill as well as the overall future of the organization. The webinar feature allowed Perkinson to engage face-to-face with the Zone while he was physically present at the FMA Zone 6/7/8 Conference.

After adjourning shortly before lunch, the group reconvened in the evening for a Hawaiian night at a nearby park, complete with a pig roast organized by Chapter 21 member Donnie McCall. A heartfelt thank you goes out to all the members of FMA Chapter 21 for organizing this highly successful weekend.

2009 COMBINED FEDERAL CAMPAIGN SEEKS YOUR HELP

The Office of Personnel Management (OPM) is once again rousing support for the federal government’s annual charity drive, the Combined Federal Campaign (CFC), which kicked off September 1 and runs through December 15. With more than 300 CFC campaigns throughout the country, and even globally, the program is the world’s largest annual workplace sponsored charitable giving campaign.

CFC campaigns, which accept pledges from federal civilian, postal and military donors, have raised over $6 billion since creation of the drive in 1961 to provide health and human service benefits around the world. OPM’s Office of CFC Operations runs the management side of the campaign, providing information to agencies and individuals interested in participating in the program. Donations may be made to an assortment of non-profit organizations through December 15.

One notable CFC participant and partner of the Federal Managers Association (FMA) is the Federal Employee Education and Assistance Fund (FEEA), which offers education scholarships and emergency assistance to federal employees and their families. CFC contributions helped support more than $6 million in scholarships over the past 18 years. From Hurricane Andrew and the Oklahoma City bombing, to the 9/11 Pentagon attacks and hundreds of federal workers facing personal financial difficulties each year, FEEA's CFC donors have contributed millions of dollars in emergency assistance.

"The Combined Federal Campaign is a tremendous opportunity for civil servants to extend their commitment to the community and charitable organizations, and FEEA is a great example of that,” said FMA National President Darryl Perkinson. “Its work touches the lives of FMA members and their families. The FMA-FEEA scholarship fund helps put federal managers’ children through college and assists some in their own educational pursuits. We are proud to be one of FEEA’s partners in the federal community.”

Federal employees interested in donating to the FMA-FEEA scholarship fund should mark their pledge cards with FEEA’s CFC #11185 and indicate the amount of the pledge, then turn in the card before the deadline for their particular agency. Deductions begin with the first full pay period in January and continue throughout the year.

For more information on the Combined Federal Campaign, please visit: www.opm.gov/cfc. To learn more about FEEA, visit: www.feea.org.

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WHAT’S HAPPENING ON CAPITOL HILL?

CIVIL SERVANTS IN COMBAT ZONES FACE DISPARATE BENEFITS

Federal civilian employees serving in combat zones across the globe face a myriad of discrepancies when it comes to issues of pay and the disbursement of benefits, including medical care, Members of the House Oversight and Government Reform Subcommittee on Federal Workforce, Postal Service, and the District of Columbia and panelists charged during a hearing held on September 16. According to Congressman Gerry Connolly (D-Va.), who served as Chairman in the absence of Representative Stephen Lynch (D-Mass.), resolving these issues is critical to boost moral and provide members of the Armed Forces with the support critical to their success.

Entitled, “A Call to Arms: A Review of the Benefits for Deployed Civil Servants,” the hearing provided a venue to discuss the impact of the disparity present in combat zones, particularly pertinent as over 35,000 civil servants have shipped off to Iraq and Afghanistan since 2001 to provide mission support. According to the Subcommittee, greater attention must be paid to addressing the policy challenges posed by the influx of civilian federal employees.

The presence of multiple pay systems has led to the inaccurate and often incomplete disbursement of compensation, Government Accountability Office (GAO) Director of Defense Capabilities and Management Brenda Farrell told the Subcommittee, and despite the urging of Congress, the Office of Personnel Management (OPM) has done little to develop a unified package of benefits for all federal employees serving in combat zones. According to GAO data, roughly 40 percent of deployed civil servants detailed difficulty in receiving pay and benefits in a timely and accurate manner. GAO called on OPM to assemble a task group to provide recommendations to dispel with incongruence faced by deployed employees, and OPM has engaged in this directive, Farrell stated.

“Deployed civilians are a crucial resource for success in the ongoing military, stabilization, and reconstruction operations in Iraq and Afghanistan,” noted Farrell. “Most of the civilians—68 percent of those in our review—who deploy to these assignments volunteered to do so, are motivated by a strong sense of patriotism, and are often exposed to the same risks as military personnel.”

“Given the importance of the missions these civilians support and the potential dangers in the environments in which they work, agencies should make every reasonable effort to ensure that the compensation and benefits packages associated with such service overseas are appropriate and comparable for civilians who take on these assignments,” she continued.

An interagency task group continues to make progress in this area, according to OPM Deputy Associate Director for Pay and Leave Administration Jerome Mikowicz, by examining the current state of benefits afforded to deployed civil servants and potential adjustments that must be made to ensure these employees are compensated fairly. An Administration report outlining areas of concerns and potential modifications to current policy will follow if the group determines changes would prove beneficial.

“We believe the outcome of this process will also help ensure greater consistency in these employees’ compensation and benefits to the extent such consistency is desirable and feasible,” Mikowicz concluded in his opening statement.

For more information on the hearing, please visit: http://oversight.house.gov.

SECURITY CLEARANCE REFORM REMAINS A CONGRESSIONAL PRIORITY

Although significant progress was made under the prior Administration to reduce the time it takes for civil servants to receive security clearances, the current process relies too heavily on outdated procedures impeding efficient administration of clearance applications, Members of the Senate Homeland Security and Governmental Affairs Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia asserted during a September 15 hearing. Further emphasis on modernization strategies to eliminate many of the obstacles facing an enhanced streamlined approach to the process, including a sustained reliance on paper documentation, is necessary to improve our nation’s security, continued Chairman Daniel Akaka (D-Haw.).

Citing concerns voiced by the Government Accountability Office (GAO), which placed the security clearance process on its High-Risk List for the past five years, Members of the Subcommittee asked Office of Personnel Management (OPM) Director John Berry, a witness at the hearing, to asses his agency’s progress in reforming the clearance process. Under the 2004 Intelligence Reform and Terrorism Prevention Act (P.L. 108-458), OPM, which provides over 90 percent of the background investigations required during the process, was instructed along with other agencies involved to cut the time needed to process a security clearance to 60 days by the start of 2010, 40 days for the initial clearance portion, and 20 days for the adjudication process. Berry reported to the Subcommittee his agency was ahead of schedule in establishing the reforms necessary to meet this goal.

“I am extremely proud of the progress that my team has made eliminating the backlog of background investigations, meeting stringent timeliness goals, and sustaining a focus on quality,” Berry stated. “We are committed to continuing our collaborative work with the [Office of the Director of National Intelligence] and [Department of Defense] to create a roadmap for future enhancements that support our collective goals for quality, timeliness, efficiency, and privacy protection.”

According to Berry, 90 percent of initial security clearance investigations conducted by OPM in fiscal year 2007 took 115 days on average. In the third quarter of FY09, that figure has dropped to 37 days, three days below the figure the Intelligence Reform Act mandated OPM reach by December of this year for this portion of the clearance process.

Acknowledging the benefits of efforts made by OPM and DOD to streamline the process, Brenda Farrell, Director of Defense Capabilities and Management at GAO, said her agency was still concerned about the level of transparency exercised by the Administration in reports delivered to Congress outlining progress in achieving the goals laid out in the Intelligence Reform Act. Farrell expressed concerns the Administration’s reporting style impeded Congress’ ability to make informed decisions regarding the clearance process.

“By limiting its reporting on timeliness to the average of the fastest 90 percent of the initial clearance decisions made in fiscal year 2008 and excluding mention of the slowest clearances, the executive branch did not provide congressional decision makers with visibility over the full range of time it takes to make all initial clearance decisions and the reasons why delays continue to exist,” Farrell told the Subcommittee.

Furthermore, GAO believed a greater emphasis must be placed on ensuring the security clearance not only improves its timeliness, but also its quality.

“Incomplete documentation may lead to increases in both the time needed to complete the clearance process and in overall process costs and may reduce the assurance that appropriate safeguards are in place to prevent DOD from granting clearances to untrustworthy individuals,” testified Farrell. “Because the executive branch has not sufficiently addressed quality in its reports, it has missed opportunities to provide congressional decision makers with greater visibility over the clearance process.”

For more information on the hearing, please visit: http://hsgac.senate.gov.

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WHAT’S NEW IN THE EXECUTIVE BRANCH?

GAO: ELIMINATION OF SSA BACKLOG HANGS IN THE BALANCE

The Social Security Administration’s (SSA) ability to eliminate the backlog of hearing requests overwhelming the agency’s Office of Disability Adjudication and Review (ODAR) hinges largely on whether administrative law judges (ALJ) will be hired and prove productive at the levels SSA has anticipated, the Government Accountability Office (GAO) told Members of Congress at their request in a recent report (GAO-09-398). According to the agency’s analysis, both SSA and GAO believe ODAR has a 78 percent chance of eliminating the backlog by 2013, which is SSA’s goal based on current projections.

That projected elimination date has the potential to fluctuate greatly, however, if SSA’s assumptions regarding several factors relating to ALJs go unrealized. Much of SSA’s 2013 projection is based on the agency’s anticipation that ALJ productivity will rise in fiscal year 2010, surpassing that achieved in FY09. If ALJ productivity fails to meet SSA’s goals, the report states, the agency’s chances of eliminating the backlog by 2013 are reduced to 34 percent. Similarly, if SSA is unable to hire the intended number of ALJs, or if ALJs are not available to the extent desired, the agency’s success rate drops to 53 percent. The inability to meet any of these criteria reduces the agency’s chance of reaching its goal to 14 percent, GAO asserts.

While SSA has taken several steps to improve its ability to calculate actual output versus projected output to assess progress made to streamline performance, GAO recommended SSA Commissioner Michael Astrue focus on three areas moving forward. According to the report, Astrue should ensure all initiatives in place to reduce the backlog have established performance goals and calculable measures. The agency must also place greater attention on the costs associated with initiatives SSA deems critical to eliminating the backlog, as opposed to focusing solely on how much time these initiatives will save in pursuit of the 2013 elimination date goal. Additionally, SSA should continue with the establishment of formal risk assessments when moving forward with implementation of its strategic plan to tackle the backlog in order to ensure potential adverse effects, such as reduced quality or accuracy in the decisional process, are weighed against the benefits of the plan’s implementation.

The Federal Managers Association (FMA) has fought to secure the President’s requested funding figure of $11.4 billion for ODAR’s administrative expenses in the Fiscal Year 2010 Labor, Health and Human Services and Education Appropriations Act, H.R. 3293, to equip the agency with the staffing levels necessary to provide adequate support for ALJs. On July 24, the House of Representatives approved the requested funding level in its version of the appropriations bill, which passed by a vote of 264-153. Less than a week later, the Senate Appropriations Committee issued its support for the bill. The legislation currently awaits consideration by the full Senate.

To view a copy of the GAO report, please visit: www.gao.gov.

OPM DRAFTS RULES TO EXTEND BENEFITS TO DOMESTIC PARTNERS

Draft regulations proposed by the Office of Personnel Management (OPM) on September 14 seek to implement an Executive Memorandum issued by President Obama calling for an extension of certain benefits, including access to the Federal Long-Term Care Insurance program, to same-sex partners of federal employees. The Memorandum, pointing to private sector practice and the need for enhanced equality in the federal workforce, ordered OPM to pursue inclusion of gay and lesbian federal employees’ domestic partners in those eligible for the benefits. OPM’s regulations would ensure agencies take into account the needs of the entire workforce in the development of policies regarding available benefits and certain leave options.

The draft regulations would modify the definitions of “family member” and “immediate relative” under certain circumstances to explicitly include a wider variety of relationships under the terms, including, but not limited to, the same-sex domestic partners of gay and lesbian federal employees. Redefining who is covered under these terms would provide gay and lesbian federal employees with greater flexibility to take various forms of leave, such as sick or emergency leave, to address the needs of their domestic partners.

“With America’s changing demographics and socio-economic trends, employees have increasing personal needs and family care obligations,” the proposed regulations state. “Two-parent families often need both parents to be engaged in the workforce, and many parents raise children in single-parent homes. Employees face increasing demands to provide care to aging relatives or other family members outside of the nuclear family. OPM believes it is important to address the needs of a more diverse workforce. By ensuring consistent policies within the Federal Government we set an example as the model employer of a diverse workforce.”

OPM’s proposal would extend many of these same benefits to heterosexual domestic partners of federal employees, but the regulations would not afford these individuals access to the long-term care insurance program. OPM will receive public comments on the draft regulations until November 13.

For more information on the proposal, please visit: http://www.gpo.gov.

E-VERIFY SYSTEM BACK IN ACTION

New regulations are back in place requiring federal contractors to authenticate their employees’ work-status eligibility through the Department of Homeland Security’s (DHS) E-Verify database after a U.S. District Court Judge in Maryland denied an attempt to enact another delay on moving forward with the system. Opponents of the system argued contractors would have to shoulder much of the cost of its implementation, but the judge determined proceeding with the certification program would benefit more than it would hurt.

The online immigration certification program has provoked outrage from businesses and immigration groups alike, which cited long delays and complications associated with the verification process as justification for its termination. Those in favor of the program contend that the E-Verify system protects jobs for U.S. citizens and immigrants that have legally established themselves in the country. Proponents have also claimed the system accurately verifies employment eligibility over 99 percent of the time. During debate over the program in February, those in favor of the program noted that discontinuing the program could potentially provide jobs for over 300,000 illegal immigrants.

According to DHS’ Citizenship and Immigration Services, approximately 169,000 contractors employing nearly 3.8 million workers must take part in the program, which applies to companies with government contracts exceeding $100,000. Failure to prove work-status eligibility through the system requires the contractor to terminate the employee.

For more information on the E-Verify program, please visit: www.dhs.gov.

AGENCIES CONTINUE, HESITANTLY, TO ADOPT TELEWORK INITIATIVES

Agency engagement in telework programs is on the rise, though the rate at which agencies are expanding their use of this workforce tool requires significant improvement, stated Office of Personnel Management (OPM) Director John Berry in a report to Congress released on September 16. Citing data compiled over calendar year 2008, the report expressed the Administration’s support for the program as both a means to improve federal employees’ work-life balance and as a vital instrument to maintain federal operations in the face of an emergency which may prevent employees from accessing their central offices.

According to the report, 102,900 federal employees engaged in telework, representing nearly nine percent of those in the workforce who are able to participate in telework based on their job responsibilities. This marks an increase of over 8,200 workers who took advantage of the program compared with the previous calendar year. Of those who participated in the program, 64 percent utilized the flexibility tool at least once a week. Additionally, 48 agencies (61 percent of those reporting) observed a rise in telework engagement.

“[Telework] programs have been shown to help individual employees successfully balance the responsibilities of work and family, increase the safety of neighborhoods, and reduce pollution,” commented Berry. “The potential benefits of a teleworking workforce are now more important than ever: with the cost of gas again on the rise it has become a critical tool in the struggle to balance stretched family budgets; with the threats of new strains of influenza, it provides an effective resource in the face of possible pandemic; as our Nation searches for ways to conserve energy, telework provides a valuable asset toward establishing green workplaces.”

Progress remains slow, however, as many agencies remain reluctant to embrace the tool fully. Only 44 agencies (56.4 percent of those reporting), have integrated telework into their Continuity of Operations Plans, potentially placing many agencies at risk in a national emergency. According to the report, managerial resistance is one of the largest impediments to a more thorough execution of telework opportunities.

“We have significant work ahead to develop a strong telework culture, Berry concluded. “I look forward to our continued collaboration with agencies on this important issue as we move telework forward in the Federal Government.”

To view a copy of the report, please visit: www.telework.gov.

MCHUGH CONFIRMED AS ARMY SECRETARY

After stalling for months on a final decision, the Senate voted by unanimous consent to confirm Representative John McHugh (R-N.Y.) as Secretary of the Army. The vote on September 16 followed a series of holds placed on his nomination by the Senators from Kansas over concerns of how the Administration proposed to relocate Guantanamo Bay detainees.

Both Kansas Senators refused to remove the hold until they were assured Fort Leavenworth, Kansas, was not among the proposed transfer locations.

Congressman McHugh served New York’s 23rd District for nine terms and acted as Co-Chair of the House of Representatives' Army Caucus for the past 14 years. McHugh most recently served as Ranking Member of the House Armed Services Committee. President Obama first nominated McHugh for the Army Secretary post on June 2, citing his experience serving on the House Armed Services Committee and his ability to reach across party lines to achieve objectives.

For more information on the President’s nominations and confirmed members of his Administration, please visit: www.whitehouse.gov.

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GET INVOLVED AT THESE EVENTS!

FMA ZONE 2 CONFERENCE THIS WEEKEND!

FMA Zone 2 will hold its conference on September 26 at the Holiday Inn in College Park, Maryland. Reservations can be made by calling 1-877-270-6397. R oom rates start at $99.00 per night. The registration cost of the conference is $25. Questions? Contact Zone 2 President Jackie Bell at jebell1949@comcast.net.

A full agenda for the conference can be found on FMA’s Web site. Please keep checking back with us online at www.fedmanagers.org for up-to-date information.

TELEWORK EXCHANGE TO HOST FALL TOWN HALL MEETING

The Telework Exchange continues its efforts with the Fall 2009 Telework Exchange Town Hall Meeting, September 24, 2009, at the Ronald Reagan Building in Washington, D.C. FMA is a sponsor of the event.

The Fall 2009 Town Hall Meeting will discuss best practices in telework, how to utilize existing resources to build a telework program, as well as how agencies are establishing and expanding telework programs within the federal government. Consisting of two tracks, the event program will explore telework policies, performance, management, and technology for executive management, HR, and IT departments. For the Fall Town Hall Meeting, Telework Exchange is offering free registration to government attendees and we expect even stronger attendance numbers. FMA members are encouraged to attend.

Click on this link for more information: www.teleworkexchange.com/townhallmeeting.

HCMF CONFERENCE SET FOR NOVEMBER

The Human Capital Management: Federal (HCMF) Conference has become an important annual meeting that FMA is again pleased to sponsor. HCMF takes place November 16-18, 2009, at the Marriott Key Bridge in Arlington, Virginia.

HCMF delivers exceptional value for learning about key human capital strategies and initiatives across federal agencies and for meeting peers looking for solutions to day-to-day challenges in managing and developing the workforce. It is an exciting time to be a human capital officer, with all the many opportunities to assess, change, and improve existing human resource policies and processes. Join government leaders and peers at this three-day interactive training conference and uncover innovative ways to engage current employees, find the right people to join your agency, and develop high performing individuals and teams.

For more information, please visit: www.HCMFederal.com.

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Long Term Care Partners, LLC , FMA Corporate Partner. Long Term Care Partners is the administrator of the Federal Long Term Care Insurance Program. Sponsored by the U.S. Office of Personnel Management, the Program is available to Federal and U.S. Postal Service employees and annuitants, active and retired members of the uniformed services, and their qualified relatives. With more than 210,000 enrollees, it is the largest employer-sponsored long term care insurance program in the country. FLTCIP policies are simple to understand and offer enrollees some distinct advantages, including comprehensive coverage, competitive and stable rates, international coverage, and administrative service standards that are the highest in the long-term care insurance industry. Policies are sold direct through a highly-trained, non-commissioned staff with no high pressure sales tactics – simply sound advice. Visit www.LTCFEDS.com or http://www.opm.gov/insure/ltc/index.asp for more information.

FSAFEDS, the Federal Flexible Spending Account Program, FMA Corporate Partner. FSAFEDS provides consumers and corporations a single source of health management decision guidance through its integrated suite of consumer-driven healthcare solutions. Its innovative consumer experience offers comprehensive care, planning, spending, productivity and strategic management services that help guide participants to be healthier and more productive. Visit www.fsafeds.com for more information.

Blue Cross Blue Shield Association Federal Employee Program, FMA Corporate Partner. The Blue Cross and Blue Shield Association represents the independent, locally operated Blue Cross and Blue Shield plans. The 40 local member companies of the Blue Cross and Blue Shield Association have provided millions of families with top-quality, affordable health insurance for more than 70 years. For the one in four Americans who carry Blue Cross and Blue Shield cards, the Blue Plans symbolize health security. Visit www.fepblue.org and join the best, most-recognized group of health insurance providers in the world.

GEICO, FMA Corporate Partner. GEICO was created over 60 years ago to insure Federal employees. Over the years GEICO has continuously strengthened its affiliation with the Federal workforce. GEICO’s Federal program supports the GEICO Public Service Awards, which have honored federal workers (active and retired) who have contributed to the public good since 1980. Find out how much you could save with GEICO auto insurance as an FMA member by getting a quick, line-by-line rate quote at http://www.geico.com/landingpage/go51.htm?logo=00781. When you request a quote, GEICO will make a contribution to support the work of FMA.

Shaw, Bransford, Veilleux and Roth, P.C. SBVR concentrates its law practice on the representation of Federal employees, with a special emphasis on the representation of executives and managers. SBVR serves as General Counsel to the Federal Managers Association and is uniquely situated to recognize the interests and viewpoints of Federal managers. For up to two free half-hour legal consultations and reduced legal fees as an FMA member, please visit: www.shawbransford.com.

FEDS (Federal Employee Defense Services) provides premier professional liability insurance benefits to the federal employee community. The FEDS liability insurance policy costs only $270 a year, and if you are a manager, supervisor, or law enforcement officer, your agency will reimburse you up to ½ of the cost. Your net cost would be $135 per year. FEDS provides federal employees with the protection they need to do their jobs. You simply can’t afford not to have it! SPECIAL OFFER: Three months free when you make the switch from another federal employee professional liability program. To learn more, visit: http://www.fedsprotection.com. Be sure to note your FMA membership when you join FEDS.

The Federal Managers Association and Management Concepts have teamed up to present the Federal Managers Practicum — a targeted certificate program for Federal managers. As the official development program for FMA, the Federal Managers Practicum helps FMA members develop critical skills to meet new workplace demands and deepen their managerial capabilities. Also, FMA members receive 20% off any book purchase and each book is guaranteed to win you a promotion! For more Practicum information, click here. For a catalog of discounted publications, go to Management Concepts. To order, call Vanessa Gillette at 703-270-4107.

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The Washington Report is published biweekly by the Federal Managers Association.
Jessica Klement, Editor; FMA Staff Writers.

The Federal Managers Association, established in 1913, is the oldest, largest, most influential association representing the interests of the nearly 200,000 managers, supervisors and executives serving in today’s Federal government.

1641 Prince Street ~ Alexandria VA 22314-2818 ~ (703) 683-8700 ~ FAX (703) 683-8707 ~ E-Mail Info@fedmanagers.org

Washington Report Archives