Federal Managers Association

On February 6, Perkinson, along with FMA’s Government Affairs Director Jessica Klement, joined Mike Causey on his weekly show, Your Turn with Mike Causey, on www.federalnewsradio.com, WTOP 1050AM in the Washington, D.C. area. During the hour-long program, Perkinson was able to address several topics important to federal managers and supervisors, including proposed changes to the Thrift Savings Plan (TSP) and the implementation of the Department of Defense’s (DOD) National Security Personnel System (NSPS). Perkinson’s interview can be downloaded at: http://www.federalnewsradio.com/?sid=759670&nid=251.

On February 9, Perkinson and Klement again appeared on Federal News Radio, this time on the FEDtalk program administered by the law firm Shaw, Bransford, Veilluex, and Roth. Along with hosts Debra Roth and Jannika Cannon, Perkinson and Klement discussed FMA’s 2008 legislative agenda. One of the hot topics of discussion was a credit for unused sick for employees under the Federal Employees Retirement System (FERS) as legislation on this issue should be introduced soon. The duo also discussed the importance of pay parity for civilian and military employees in fiscal year 2009, as well as extending locality pay to employees residing in Alaska and Hawaii. Perkinson concluded the show with information on the Association’s upcoming Convention and Training day taking place March 9 – 13. The entire interview can be accessed at: http://www.federalnewsradio.com/?nid=16.

For more information on FMA’s 2008 legislative agenda or the 70th annual National Convention and Management Training Seminar, please visit FMA online at: www.fedmanagers.org.

FMA ZONE 3 GETS DOWN TO BUSINESS IN ATLANTA

On February 9, FMA Zone 3 held its annual conference in Atlanta, Georgia. FMA Chapter 322 hosted the event with over 20 FMA members in attendance, including FMA National Vice President Jim Mahlmann, Zone 3 President George Smith and Government Affairs Assistant Josh Russin.

After a brief welcoming from Zone 3 President George Smith, the audience heard from Michael Weiss, Attorney Advisor for the Fleet Readiness Center, Southeast at the Naval Air Station in Jackson, Florida. The discussion focused on the current version of the Hatch Act, which was amended in 1993. Mr. Weiss relayed to the conferees their rights and limitations as federal employees to participate in political campaigns and their rights in the workplace under the Hatch Act. A majority of federal employees are able to participate in partisan campaigns as long as it is on their own time and without the use of any federal resources. Weiss specified that federal employees can only run for office in non-partisan elections. He also highlighted the severe repercussions for federal employees who are found in violation of the Act. When in doubt, Weiss implored members to consult the Office of Special Counsel about questions pertaining to permissible political expression in the workplace. Mr. Weiss cited a couple of cases where federal employees were reprimanded or fired under the Hatch Act. The presentation generated much discussion by the group and Weiss was peppered with questions by FMA members pertaining to the Act.

Later in the day, each of the Chapter Presidents and members in attendance talked about what’s going on at their facilities. FMA National Vice President Jim Mahlmann presented to the group the current state of FMA and offered creative methods to engage current and new members. Innovative membership recruitment ideas were discussed at length. Some initiatives practiced by the chapters include hosting community-oriented events such as toy drives, scholarship competitions and golf tournaments. Josh Russin presented the group with an overview of the first session of the 110th Congress, FMA’s recent legislative accomplishments and a look at FMA’s draft 2008 Issue Briefs. The presentation triggered discussion on the National Security Personnel System (NSPS) as well as the Government Pension Offset (GPO) and the Windfall Elimination Provision (WEP). Many of the Zone 3 members will be operating NSPS in the near future and will be affected by these Social Security offsets once they retire. The conference concluded with FMA Chapter 21 hosting the Zone members in a hospitality room, complete with North Carolina barbecue.

“Once again, the turn out and the energy generated by the Zone 3 conference was spectacular,” Mahlmann said after the event. “We are pushing forward with an ambitious agenda to improve the association, and I believe the success of the Zone 3 conference is part of our overall effort to strengthen the value and participation in this organization.”

FMA ZONE 2 MAKES HEADWAY IN BALTIMORE

Also on February 9, FMA Zone 2 held its annual conference in Baltimore. Maryland. FMA Zone 2 President Jackie Bell, along with Zone Vice President Andy Anderson, led a jam-packed day with nearly 15 delegates in attendance. FMA’s National President, Darryl Perkinson was able to join the group via teleconference, where he updated the group on his recent trip to Washington, D.C. He also spoke on the many benefits FMA offers to its members and the importance of recruiting the younger generation to join FMA. As a supervisor at the Norfolk Naval Shipyard, Perkinson also stated his views on NSPS, which was on the minds of several in attendance.

Zone business and chapter updates dominated the remainder of the morning. The Zone approved a new budget with which to use for various zone activities. Each chapter president in attendance was then asked to update the group on their recent activities. A common theme among the delegates was the ability to recruit new members, while experiencing difficulties in retaining retirees.

After lunch, Bill Gray from Blue Cross Blue Shield addressed the conference on how the various Medicare options apply to federal employees, as well as the company’s offerings. Dave Cavanagh from ID Theft Assist spoke next on the perils of identity theft and how his product can aid in the recovery of assets in the event of identity theft. Jessica Klement, FMA’s Government Affairs Director, concluded the day with a presentation on FMA’s 2008 Issue Briefs.

“It’s amazing what a group of dedicated, motivated people can accomplish in one day,” commented FMA National President Darryl Perkinson. “I applaud Jackie and Andy for bringing together such a strong group of members for this significant conference.”

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WHAT’S HAPPENING ON CAPITOL HILL?

HOUSE PANEL EXAMINES PAY-FOR-PERFORMANCE SYSTEMS

Chairman Danny Davis (D-Ill.) convened a House Oversight and Government Reform Subcommittee on Federal Workforce, the Postal Service, and the District of Columbia on February 12, poignantly entitled, Robbing Mary to Pay Peter and Paul: The Administration’s Pay for Performance System, to personalize the impact of pay-for-performance systems in the federal government. The Subcommittee scrutinized performance-based pay systems at the Securities and Exchange Commission (SEC), the Internal Revenue Service (IRS) and the planned system for the National Intelligence community. Chairman Davis emphasized performance-based pay increases are often funded by denying other employees’ cost-of-living-adjustments and bonuses. The Subcommittee discussed the impact performance-based pay systems have on minority federal employees and government workers over the age of 40.

Delegate Eleanor Holmes Norton (D-D.C.) questioned the current performance-based pay systems ability to withstand possible constitutional challenges to the systems infringement of the Fifth Amendment of the U.S. Constitution which requires pay systems to be neutral on race, sex and age. “Before the end of this year, we have to find a way to roll back pay-for-performance so we do not subject ourselves to inevitable litigation,” Norton commented during the hearing.

Experts from academia offered their expertise on performance-based pay systems. Dr. Charles Tiefer, Professor at the University of Baltimore School of Law concluded that the current pay systems do not guard against discrimination because ratings are vulnerable to supervisors’ stereotyping, attitudes, and communication issues. Dr. Tiefer cited an Office of Personnel Management (OPM) report published December 2007 on the SEC which noted that 16 percent of African American SEC employees received raises of three steps, while 30 percent of white employees received the same raise. Ten percent of African-American employees received no merit-based pay increases while six percent of white employees did not. On the flip side, President of the Partnership for Public Service (PPS) Max Stier reinforced the Partnership’s belief that the government must replace the General Schedule (GS) system in order to be competitive and attractive to new employees.

Representatives from federal agencies also testified before the Subcommittee. Deputy Commissioner Richard Spires for Operational Support at the IRS said its performance-based pay system has turned IRS into a modern and efficient agency with the net effect of boosting recruitment. Mr. Spires commented, “Pay for Performance is not perfect but it is a step in the right direction.” Executive Director Diego Ruiz of the SEC believed his agency needed to improve its performance-based pay system. Mr. Ruiz remarked optimistically the program bolstered SEC staff by 33 percent in 2002 and lowered the attrition rate to 6 percent.

The Unions representing federal employees offered their assessments to the Subcommittee on performance-based pay systems. National Treasury Employees Union (NTEU) President Colleen Kelley described the performance-based pay systems in operation as “ill-conceived” and believed management did not do enough to make the GS system performance-based. American Federation of Government Employees (AFGE), AFL-CIO President John Gage described the current performance-based pay systems as demonstrating an “inside the Beltway bias” where upper management reward themselves. Gage took to task the Department of Defense’s (DOD) National Security Personnel System, arguing DOD was using the same amount of money for pay raises as it did under the GS system and those employees receiving acceptable ratings must take a lower raise to fund the employees at the top.

Representing the perspectives of federal executives, Senior Executive Association (SEA) President Carol Bonosaro gave testimony to the Subcommittee stressing that new pay systems are offering little incentive beyond prestige and opportunity to make a greater contribution to the government for an employee to consider moving from the General Schedule to the Senior Executive Service (SES). Bonosaro indicated SES employees who are rated successful in their reviews receive a two percent raise, 3 percent if they are rated “fully successful” and 3.7 percent if a SES employee receives an “outstanding” rating.

Chairman Davis indicated that the Subcommittee is at crossroads regarding the issue of performance-based pay systems. Davis epitomized the negative comments on the current performance-based pay systems by stating, “This leaves the Subcommittee with no choice but to legislate and effect change.”

Information and written testimony from the Subcommittee hearing can be found at: http://federalworkforce.oversight.house.gov/.

CONGRESSIONAL INTERVENTION LEADS UNIONS TO DROP NSPS LAWSUIT

On February 12, the American Federation of Government Employees (AFGE) announced it withdrew their Petition for a Writ of Certiorari to the Supreme Court. The fight over the legality of the Department of Defense’s (DOD) National Security Personnel System (NSPS) is a moot point because the 2008 National Defense Authorization Act, P.L. 110-181,contained language that restored collective bargaining rights to employees at DOD. Defense employees now have the recourse to appeal disciplinary actions to the Merit Systems Protection Board (MSPB) under the bill. Additionally, unions will be able to negotiate binding contracts with management at DOD. The President initially vetoed the bill over an unrelated provision, eventually signing a modified version with no changes to the NSPS portions on January 28th.

By way of background, on January 7, AFGE asked the high court to reverse a lower appeals court ruling that allows DOD to proceed with NSPS. Nearly two years ago, a federal district court judge ruled that the NSPS provisions pertaining to labor relations, collective bargaining and adverse actions violated the law, a victory for the unions. However, the Pentagon appealed the district court's decision, and in May of last year, the D.C. Circuit Court upheld the NSPS regulations in a 2 to 1 decision. In the court’s opinion, the Defense Department had the right to restrict collective bargaining for its civilian employees through November 2009.

AFGE National President John Gage stated after the Defense Authorization Act was passed, “We, along with our partner unions in the Defense Workers Coalition, have been fighting for four long years to thwart this underhanded attack on fundamental rights and principles that are crucial to our democracy.”

To view AFGE’s statement, please visit: http://www.afge.org/.

PROCUREMENT REFORM SEES VICTORY IN DEFENSE AUTHORIZATION

For more than half a century, the Federal Prison Industries (FPI) has been the mandated supplier for all procurement items it produces for the federal government, regardless of its quality, cost or timeliness of delivery. For too long, federal managers and supervisors responsible for the purchase of goods and services have been forced to spend taxpayer dollars on goods and services provided by FPI, regardless of whether the transaction represents the best return on public dollars.

The National Defense Authorization Bill for fiscal year 2008 (P.L. 110-181) made very constructive modifications to Section 2410n of Title 10, United States Code. Section 2410n empowers federal buyers within the Department of Defense (DOD) to conduct market research to determine whether goods available from private sector suppliers are as good as what are being offered by FPI in terms of quality, cost, and delivery time. If the contracting official determines that a superior product can be obtained elsewhere then the purchase must be made using federal competitive contracting procedures.

Last year, as part of the Federal Prison Industries Competition in Contracting Coalition, over twenty organizations signed onto a letter asking the House Armed Services Committee to include these provisions in the bill. The letter stated, “Section 2410n gives Federal managers and their contracting officers reasonable tools in dealing with FPI, despite FPI’s continued preferential status as a mandatory source of supply to which Federal agencies must look initially. Section 2410n empowers Federal buyers to conduct market research to determine whether products available from private sector suppliers are comparable to what is being offered by FPI in terms of quality, price, and time of delivery. If a contracting officer determines that a better value can be obtained from the private sector then the purchase must be made using competitive contracting procedures. An offer must be solicited from FPI.”

As a result of the hard work on the part of the coalition, the provisions were included in the Defense Authorization legislation, now law. For a copy of the letter, please visit FMA’s “Members Only” section at: www.fedmanagers.org.

PLAIN LANUAGE BILL MAKES ITS WAY THROUGH CONGRESS

Congress has launched a new endeavor to require federal agencies to use language that is understood by the majority of the population for government documents and communication. The House Oversight and Government Reform Subcommittee on Information Policy, Census and the National Archives voted 3 to 0 to pass H.R. 3548, the Plain Language in Government Communications Act of 2007.

The chief sponsor of the legislation, Representative Bruce Braley (D-Iowa) aims to “make government more accessible to American taxpayers.” The legislation requires agencies to submit annual reports detailing how they are complying with the law for the first two years after the legislation’s enactment and every three years thereafter.

The bill now awaits action by the full House Oversight and Government Reform Committee. For more information on H.R. 3548 and the version currently in the Senate, S. 2291, please visit http://thomas.loc.gov/.

WHAT’S NEW IN THE EXECUTIVE BRANCH?

PRESIDENT’S BUDGET RELEASED, PROVIDES FOR 2.9% PAY RAISE

Ignoring over two decades of legislative precedent of providing pay parity to military and civilian federal employees, President Bush requested a 2.9 percent pay raise for civilian workers, as opposed to the 3.4 percent increase requested for armed service members in this fiscal year 2009 budget. This proposal came despite the urging of FMA and many lawmakers, including ten who sent a letter to Bush urging him to provide the same raise for military and civilian employees in 2009. Congress has approved the same average annual pay increase for civilian and military employees in 23 of the last 27 years.

Darryl Perkinson , National President of the Federal Managers Association, lamented the President’s actions by stating, “This proposal flies in the face of the President’s calls for heightened security measures to protect the homeland. The public servants who are on the front lines of ensuring the safety of American citizens should be praised for their efforts and thusly rewarded. We are pleased that the President sees fit to reward active service members with a 3.4 percent pay increase; however, civil servants share the work and responsibilities of keeping our country safe and meeting our citizens’ needs.”

The measure will be taken up and debated by Congress later in the year. The legislative body has approved civilian pay raises higher than the president’s request in six of the last seven years. Both civilian employees and military service members received an average 3.5 percent pay raise in 2008, half a percent above Bush’s request.

Perkinson went on to say, “While many in government are charged with stemming the inevitable brain-drain that will take place over the next decade due to the retirement of baby-boomers, this slap in the face only hurts our efforts to retain employees that we count on to serve the public. Federal employees are on the front lines of the War on Terror both at home and in Iraq and Afghanistan. The President’s request will do nothing to raise morale among federal workers.”

SSA RECEIVES MUCH NEEDED FUNDING IN PRESIDENT’S BUDGET

In his Budget of the United States Government, Fiscal Year 2009, the President proposed $10.327 billion for the Social Security Administration’s Limitation on Administrative Expenses. While this is a $580 million increase from what Congress appropriated for FY08, and far greater than the President’s previous budget requests, it still falls short and prevents the agency from tackling its backlog challenges. SSA Commissioner Michael Astrue has requested $10.427 billion for SSA administrative expenses in an effort to reduce the hearing backlog by 70,000 cases in fiscal year 2009.

Towards the end of last year, FMA was one of nearly 50 organizations which asked the Office of Management and Budget (OMB) to allocate $11 billion for SSA administrative expenses in FY09. “With the recent filing for Social Security benefits by the first baby boomer, SSA will be facing its most daunting challenge ever – the number of workers receiving Social Security retirement benefits will increase by 13 million over the next 10 years,” the letter stated as the basis for the increase in funding.

Currently in the Office of Disability Adjudication and Review, there exists a backlog of over 750,000 requests for a hearing, an increase of over 300,000 since 2000. Processing times for disability hearings have grown by 200 days during the same period. SSA has lost 4,000 positions in just the past two years. The primary reason for the current state of SSA is insufficient staffing to handle the increase in cases.

“The solution to the problem is simple – more staff will allow SSA to deliver its services to the American people in the best possible manner,” commented FMA National President Darryl Perkinson. “However, this cannot be done without adequate funding from Congress. The programs administered by SSA provide benefits to more than 50 million Americans. We, at FMA, ask that at the very least, Congress consider the President’s budget request for SSA. Any additional funding from Congress will have a positive effect on the backlog by providing the agency with the proper resources to process claims.”

OPM REPORTS PAY-FOR-PERFORMANCE A SUCCESS

The Office of Personnel Management (OPM) released a report on January 30th on the current state of performance-based pay systems. The latest OPM report is a continuation of research that was published by the agency in October 2005 and December 2006. The report analyzed various demonstration projects and other pay-for-performance systems that cover 298,000 federal employees. The report divided the pay systems into three categories: demonstration projects, executive pay systems and independent agency systems established under Congressional authority. The report trumpets the achievement of performance-based pay systems, noting the new systems provide a stronger link between compensation and performance, with the net result of improving the agencies’ ability to recruit a qualified work-force. Of the General Schedule (GS) system, the report stated, “time is the overwhelming basis for distributing increases, so the message to employees is longevity is what matters.”

One of the agencies studied in the report was the Internal Revenue Service (IRS) which established a performance-based system for executives and managers in December 1999. IRS gradually introduced those employees to the system and phased in the program from top down with the upper management experiencing the system before its subordinates. The system was expanded and drew senior and second-level managers into performance-based pay in March 2001. September 2005 ushered in all front-line IRS managers into the system and by January 2007, senior and second level managers were operating under the new system. Under the old system, 42 percent of IRS employees received an outstanding rating, 55 percent exceeded expectations and 3 percent met the target. In 2006, 13 percent of IRS employees were rated outstanding, 58 percent exceeded expectations, and 28 percent met the benchmark. In January 2007, the pay increase for IRS managers and executives amounted to 6.5 percent for outstanding employees, 3.6 percent for employees who exceeded expectations, 1.7 percent for those who met expectations and those who did not meet the benchmark did not receive a pay increase.

The report extensively studied Department of Defense (DOD) employees who are operating under the National Security Personnel System (NSPS). The report noted that 97 percent of the 10,958 NSPS employees who worked under the first round of conversion, Spiral 1.1, received a performance based payout in 2007. The employees working under Spiral 1.1 were given a performance rating on a scale from 1 to 5, with 64 percent rated as valued performers (level 3). Employees were awarded shares based on their ratings and merit factors. An average rating of 5 earned an employee 5 to 6 shares; a 4 rating earned an employee 3 to 4 shares; a 3 rating by an employee earned them 1 to 2 shares; and, a 2 or 1 rating did not allow the employee to earn any shares. The largest portion of Spiral 1.1 employees, 41.7 percent, received 2 shares, which is the equivalent to a 2.2 percent pay raise under the GS system. Those employees who received 5 or 6 shares represented 3.7 percent of the employees in Spiral 1.1.

The agency-specific information does not reveal whether or not the performance rating process standards are the same under the GS system and the performance-based pay system. Also, the OPM report does not clarify whether or not the rating criteria for both IRS and DOD are similar.

For more information on the OPM report entitled, Alternative Personnel Systems in the Federal Government: A Status Report on Demonstration Projects and Other Performance-Based Pay Systems, please visit: http://www.opm.gov/.

U.S. COMPTROLLER GENERAL LEAVING OFFICE

United States Comptroller General David Walker announced on February 15th an end to a long career as the head of the Government Accountability Office (GAO) effective March 12. Walker began his fifteen-year appointment in 1998 and is leaving to serve as the President and Chief Executive Officer of the newly-established Peter G. Peterson Foundation.

Walker cited his desire to make a difference as the motivator to his career move. “As Comptroller General . . . there are real limitations on what I can do and say in connection with key public policy issues,” Walker commented. “My new position will provide me with the ability and resources to more aggressively address a range of current and emerging challenges facing our country.”

The Peterson Foundation will be dedicated to engaging in various actions designed to educate and activate Americans, especially younger Americans, the business community and the media, while also seeking and supporting sensible policy solutions to a range of sustainability and transformation challenges. Peterson has committed to contribute at least $1 billion to the Foundation and related efforts over the next several years.

Upon hearing Comptroller Walker’s early departure announcement, FMA National President Darryl Perkinson commented, “As a staunch advocate for government responsibility, Comptroller General Walker’s decision to leave the GAO is a loss for the federal community.” Perkinson further expressed, “I wish him all the best in his new position and his desire to continue to serve the public in a new capacity.”

GAO’s Chief Operating Officer (COO) Gene Dodaro will serve as Acting Comptroller General after March 12. For more information on the Comptroller General Walker’s announcement, please visit: http://www.gao.gov/.

FOURTH QUARTER MANAGEMENT SCORECARD RESULTS ARE IN

The Executive Branch Management Scorecard for the fourth quarter was released by the Office of Management and Budget (OMB) on January 31st. Overall, agencies made gains in the e-government category in the last quarter of fiscal year 2007. Three agencies, the Environmental Protection Agency (EPA), the Department of Labor (DOL) and the Social Security Administration (SSA) received excellent ratings in all five performance categories, with EPA and SSA climbing to green status for the quarter.

The Executive Branch Management Scorecard monitors how well the 26 departments and major agencies are executing the government-wide management initiatives as part of the President’s Management Agenda. The five initiatives include: human capital, competitive sourcing, financial performance, e-government, and budget and performance integration. The scorecard employs a grading system common today in business: green for success, yellow for mixed results, and red for unsatisfactory.

In the controversial initiative known as competitive sourcing, the United States Agency for International Development (USAID) was the only agency to increase a level, reaching yellow status. Human capital and performance improvement were the only areas without an agency scoring red.

The Department of Defense (DOD), the Department of Homeland Security (DHS), and the Office of Management and Budget were again the only agencies that did not receive a green score in any category.

The scorecard can be found at http://www.whitehouse.gov/results/agenda/FY08Q1-SCORECARD.pdf.

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GET INVOLVED AT THESE EVENTS!

GOVERNMENT PERFORMANCE SUMMIT 2008 (10TH ANNUAL)

For the past ten years, federal leaders have gathered to explore the latest mandates and best practices in performance management and process improvement initiatives at the annual Government Performance Summit. The Summit is led by speakers from the upper echelons of the Executive and Legislative branches, as well as leading federal managers who offer their experience and advice to managers looking to improve the results earned by their programs and agencies — putting attendees in the room with the decision-makers on management policy from the Administration and Congress. For more information, visit the “Events” section at www.fedmanagers.org. FMA is an official cosponsor of this conference.

The event will be held February 25-27, 2008, at the Sheraton National Hotel in Arlington, VA. FMA members receive a $200 discount off registration fees. When registering, note priority code "P800-FMA."

REGISTER TODAY FOR FMA’S 70TH ANNUAL NATIONAL CONVENTION!

Planning for the Federal Managers Association 70th annual National Convention is underway! The event will take place March 9 – 13, 2008, at the Hilton Crystal City Hotel in Arlington, Virginia. Delegates can expect to receive a wealth of knowledge from private sector and government leaders under this year’s convention theme, Empowering America’s Workforce for the Challenges of Today, Tomorrow and Beyond.

Registration for the convention is still available! The current registration fee is $500 and runs through February 27th. Detailed hotel and convention information is available on FMA’s Web site. Make your reservations today!

Please continue to check the “Events” section of the FMA Web site, www.fedmanagers.org, for the most up-to-date information. We look forward to seeing you in March!

APPLY FOR AN FMA-FEEA SCHOLARSHIP

Through the Federal Employee Education & Assistance Fund (FEEA), FMA has built a burgeoning scholarship program (administered by FEEA exclusively for FMA), which serves to award academic scholarships to deserving candidates through generous contributions from FMA members. It’s available to all FMA members, dependents and spouses, as well as FMA retirees. Thirteen winners from FMA families were awarded scholarships last year. To apply for the FMA-FEEA Scholarship, visit: www.fedmanagers.org/public/benefits.cfm. Instructions and a complete application for this scholarship can also be found in each year’s winter issue of The Federal Manager.

The Federal Employee Education & Assistance Fund has a new CFC number this year: 1-1-1-8-5. FEEA’s new number – 11185 – is the one to use when making a pledge. Make a donation, or learn more about how FEEA uses your contribution, by visiting www.feea.org.

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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.

Blue Cross Blue Shield Association Federal Employee Program, FMA Sustaining 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.  Today GEICO has a special program established to support the Federal community.  GEICO’s Federal program participates in the following organizations and programs: GEICO Public Service Awards, which  have honored Federal workers (active and retired) who have contributed to the public good since 1980; and GEICO Federal Leave Record Cards, which for over 40 years have been provided by GEICO to Federal employees, free of charge, to help them track their annual leave.  Find out how much you could save with GEICO auto insurance as an FMA member by getting a line-by-line rate quote at:  www.geico.com.

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.

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.  FMA’s leadership fully recognizes the need to prepare career-minded federal employees to manage the demands of the 21st century workplace with greater competence and fully supports this unique and comprehensive certificate program.  For more information, please visit:  www.managementconcepts.com/fmp/fmpodp.asp.

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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

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