Federal Managers Association

For more information on this legislation, please visit: www.fedmanagers.org or http://thomas.loc.gov.

CEC HOSTS FORUM ON STATE OF CIVIL SERVICE

On October 14, the Coalition for Effective Change (CEC), an alliance of non-partisan associations representing current and former federal leadership of which the Federal Managers Association (FMA) is a member, hosted a forum celebrating the 30th Anniversary of the Civil Service Reform Act (CSRA). The forum, attended by FMA National President Darryl Perkinson, provided an opportunity for panel members and audience alike to discuss the foundations of the CSRA and the direction needed in order to advance the federal workforce in the future. Paul Light, a Robert F. Wagner School of Public Service professor at New York University, headlined the event, with two subsequent panels organized to offer insight into the topic from a multitude of perspectives.

In his opening address, Light noted that the upcoming presidential transition, while no doubt presenting a challenge, will create an opportunity for government leadership to extend greater attention to the state of public service. Light argued that the federal service is in a crisis, compounded by a series of natural disasters and the financial meltdown. Acknowledging that many of the principles espoused in the Civil Service Reform Act are not fully realized is critical if the civil service is to adapt to a changing climate and appeal to a younger workforce, Light continued. Strengthening the mission of government, and communicating that mission to the younger generation, must be on any President’s agenda during the next administration. Reestablishing the motivation for joining the federal workforce and fostering relationships of trust across all levels of government will provide the building blocks for a more successful civil service, Light concluded.

The first panel featured: Robert Tobias, director of public sector executive education at American University; Nancy Kingsbury, Government Accountability Office managing director for applied research and methods; and, Doris Hausser, former Office of Personnel Management senior policy advisor to the director. The second panel consisted of John Palguta, vice president of the Partnership for Public Service; Steve Ressler, founder of Young Government Leaders and GovLoop; and Naomi Earp, chairwoman of the Equal Employment Opportunity Commission.

Palguta discussed with the audience how times of crises often reconnect the public with the work of federal employees, as individuals recognize that the federal government holds the tools necessary to address many of the challenges we face today. With the spotlight on government, he continued, people experience first-hand the critical nature of the work entrusted to many of the brightest individuals in the federal workforce. To best serve the public, Palguta continued, it is essential that we look to the past as a teaching tool to determine what reforms to civil service provided the greatest benefits and how best to continue to reform the system to ensure productivity in the future. Earp followed Palguta by praising federal employees for the hard work and dedication they have displayed over the years, countering Light’s claims that benefits and job security, versus the a sense of pride in their work, provide individuals with the motivation to join the federal workforce. She argued that the civil service is not a failing system, and that we must commit to preserving components that continue to serve us well.

Ressler provided the audience with a perspective from the younger generation of federal employees, those who have recently joined or are considering joining the civil service. Ressler keyed on the need for the government to increase its marketing efforts by expanding the use of technology to communicate the valuable missions undertaken by members of the federal workforce each day. The government is often slow to adapt to changing environments, Ressler continued, severely inhibiting its chances of recruiting and retaining the highly-skilled workforce it requires. As an example, Ressler noted that members of the younger generations do not want to be pinned down to a single job for their entire lives, instead preferring to move around and take on new challenges. If the government continues to impede movement of individuals across agencies, many valuable federal employees may choose to work elsewhere.

To learn more about the Coalition, please visit: www.effective-change.org.

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WHAT’S HAPPENING ON CAPITOL HILL?

CONGRESS CURRENTLY IN RECESS, LAME DUCK SESSION LIKELY

Members of Congress have headed back to their home states and districts for the November election, but it is likely both the House and the Senate will return for a lame-duck session to further address the financial crisis. Senate Majority Leader Harry Reid (D-Nev.) and Speaker of the House Nancy Pelosi (D-Cali.) have asked their colleagues to return to Washington following the election to address proposed economic stimulus packages, including a $150 billion package that Democrats have discussed in recent weeks.

Congress leaves Washington with the failure to pass any of the major appropriations bills, instead approving a continuing resolution (CR) signed into law by President Bush that will temporarily fund the government through March 6 or until the appropriations bills are passed. While the CR contains a 3.9 percent pay raise for federal employees, many agencies will face severe budgetary constraints for at least the next several months. Congress was able to pass a $700 billion bailout package prior to adjourning, but many bills on the legislative calendar likely will have to wait until the 111th Congress for any major action.

During this time, your Members of Congress will likely be traveling through their districts and states campaigning for themselves and others. If there is an event you’d like to attend but aren’t sure how, feel free to contact FMA’s National Office at (703) 683-8700. And don’t forget to cast your vote on November 4!

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WHAT’S NEW IN THE EXECUTIVE BRANCH?

FEDERAL PAY CAP HITS GS EMPLOYEES HARD

On September 30, President Bush signed into law a $600 billion Continuing Resolution (CR), funding the government through the beginning of March 2009. The funding bill, P.L. 110-329, contains a provision granting federal employees a 3.9 percent pay raise for 2009. An increasing number of federal employees enrolled in the General Schedule (GS) pay system, however, are finding out that they will not receive the pay raise due to the expansion of limits on the total salary they are able to receive.

By law, a GS employee’s base pay and locality pay may not exceed Level IV of the Executive Schedule pay system. In 2008, that meant that employees with a grade of GS-15, the highest position in the GS system, could earn a maximum of $149,000. Since employees in the Executive Schedule in 2008 received a pay increase of 2.5 percent, GS employees earning the highest salaries could only receive a pay increase that would match their maximum salaries with the Executive Schedule. For 7,100 feds in 2008, this meant receiving a pay increase below 3.9 percent.

According to a Congressional Research Service (CRS) report released in February, the number of GS employees affected by the current pay cap is expected to increase drastically in the upcoming years, potentially expanding to include those in the GS-14 ranks by 2012. Potentially, the report states, many GS-14 employees, seeing that a promotion to GS-15 levels will not lead to a true pay increase, may abstain from accepting the increased responsibilities associated with the higher grade. GS employees may also be inclined to retire earlier, as the inability to increase their salaries (the highest three of which are used to calculate retirement annuities) at a rate comparable to lower-graded employees reduces the incentive to remain in the workforce.

Darryl Perkinson, FMA National President noted, “This unfortunate and unfair situation has the potential to deeply impact the federal government’s ability to function and could lead to higher costs to taxpayers due to unnecessary inefficiencies. This system must be reformed so that we no longer punish our high-level managers. We must do what we can to retain these employees who possess needed experience and knowledge.”

SSA RELEASES 2009 COST OF LIVING ADJUSTMENT

Monthly Social Security and Supplemental Security Income benefits for more than 55 million Americans will increase 5.8 percent in 2009, the Social Security Administration (SSA) announced last week. The 5.8 percent increase is the largest since 1982.

Social Security and Supplemental Security Income benefits increase automatically each year based on the rise in the Bureau of Labor Statistics' Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W), from the third quarter of the prior year to the corresponding period of the current year.

Federal retirees under the Civil Service Retirement System (CSRS) will see their retirement checks also rise 5.8 percent this January, compared to 2.3 percent this year. For Federal Employees Retirement System (FERS) participants, the rule is as follows - if the change in the CPI is more than 3 percent, FERS retirees get the COLA minus 1 percent. As such, FERS retirees will see a 4.8 percent increase next year. FERS participants sometimes get smaller COLAs because the federal government matches up to 5 percent of their Thrift Savings Plan (TSP) contributions.

Based on the increase, the maximum amount of earnings subject to the Social Security tax (taxable maximum) will increase to $106,800 from $102,000. Of the estimated 164 million workers who will pay Social Security taxes in 2009, about 11 million will pay higher taxes as a result of the increase in the taxable maximum.

For more information on the increase, please visit: www.ssa.gov.

FEDERAL SALARY COUNCIL RECOMMENDS DISTRIBUTION OF PAY RAISE

On September 30, President Bush approved a 3.9 percent pay raise as part of the Continuing Resolution (P.L. 110-329) which funds government operations through March 6, 2009. It is now up to the Federal Salary Council (FSC), in conjunction with the President, to determine what percentage of that pay raise will be distributed across the board versus the percentage allocated to close the private/federal pay gap in designated areas, referred to as locality pay.

The President typically follows the FSC’s prescription for distributing the pay raise, and for calendar year 2009, the FSC recommended that all General Schedule employees receive a 2.9 percent across the board pay increase. The remaining one percent of the pay raise approved in the CR would be reserved for locality pay, if Bush authorizes the FSC’s proposal. A decision on disbursement of the pay raise must be made by November 30.

Collaboration between the President and the FSC is designed to determine how best to reduce the pay gap between individuals working in the private sector and those in the civil service. The introduction of locality pay allows the President to distribute funds to those federal employees residing in locations experiencing the largest pay gaps. Each year, following the President’s decision on the distribution of the raise, the Office of Personnel Management (OPM) develops a list of localities receiving a pay raise above the approved across the board figure. In 2008, 31 individual geographic areas received pay raises above the base figure. All other areas fall under the category “Rest of the United States” (RUS) and receive a pay raise only slightly higher than the base rate. Each year many regions lumped in the RUS category petition OPM for inclusion in an existing locality zone or development of a new zone. Most often, these requests are denied. Non-contiguous regions and the U.S. territories are currently exempted from receiving a locality pay adjustment.

As the average pay gap between the private and public sectors continues to increase, locality pay serves a vital role in lessening the burden imposed by working for the federal government in many of the most expensive geographic regions. The Senate recently passed the Non-Foreign Area Retirement Equity Assurance Act, S. 3013, that would extend locality pay benefits to those residing outside of the contiguous 48 states and are currently denied this benefit, but the measure failed to be considered by the House of Representatives.

For more information on locality pay, please visit OPM’s Web site at: www.opm.gov.

PARTNERSHIP FOR PUBLIC SERVICE RELEASES ROADMAP TO REFORM

The Partnership for Public Service (PPS) led a forum on October 1 to discuss its prescriptions for shaping the next president’s management framework. The forum served as a launching point for the Partnership’s latest report, Roadmap to Reform: A Management Framework for the Next Administration, which addresses concerns held by PPS in the face of the looming presidential transition.

An expert panel consisting of PPS president and CEO Max Stier, IBM Center for the Business of Government executive director Jonathan Breul, Council for Excellence in Government vice president for Strategic Initiatives Lynn Jennings, and National Academy of Public Administration director of Human Resources Studies Alethea Long-Green addressed the audience on the Partnership’s proposals and other transition issues regarding management.

The fundamental purpose of the report, according to PPS, is to catalyze a response to “the eroding organizational health of our federal government.” The management challenges the government faces today are the result of failed practices by past federal leaders who emphasized policy at the expense of operational issues, the report states. Furthermore, the absence of performance metrics contributes to the inability to measure organizational health, culminating in the inadequate management framework we experience today.

To assist the next administration in addressing the management dilemma, the PPS report highlights three elements instrumental to ensuring a streamlined transition: identifying the right talent; promoting an engaged workforce; and, developing strong leadership. Relying on a variety of perspectives, the Partnership offers solutions for enhancing each of these elements and ideas on how to turn the presidential transition into a platform to enhance future reforms.

Stier noted that the Partnership worked hand in hand with many representatives of government organizations, federal employees engaged in past transitions, and private-sector entities invested in effective government management. Breaking down the transition into three phases - pre-election, post-election, and post-inauguration - Stier emphasized that each phase of the process presents its own unique challenges, and that patience is required if solving the government’s operational challenges is desired. Providing reforms that solely address short term goals is insufficient, Stier told the audience, as it jeopardizes greater reorganization through the guise of success. Real change takes time, he concluded, to realize meaningful management reforms.

Stier followed his presentation with a series of questions directed towards the panel, and a common theme developed amongst their responses. When asked what the next president’s priorities should include, each panel member underscored the need for the development of a strong relationship amongst all levels and branches of government in order to cultivate the trust necessary to tackle emergency situations. Breul responded that the success of government rests on the shoulders of a talented workforce, and the next administration must assess each agency in order to ensure they are up to the task of fulfilling their duties to the public. The next president must build trust and confidence amongst agency heads, his administration, and all federal employees. Long-Green stressed the need to shorten the timeframe for building this relationship to promote maximum efficiency in the event of an emergency.

Stier followed this response with another question asking the panel how this relationship could be forged. Jennings stated that leadership on this subject must come from the top down, beginning with the president, while Breul charged the next administration to recognize that no me vs. you, us vs. them game exists, and that increased interaction across agencies is essential to promote a culture of cooperation. Stier added that without the development of this relationship, the Partnership’s recommendations would be rendered meaningless.

For a copy of the report, please visit: www.ourpublicservice.org.

DHS TERMINATES FAILED PERSONNEL SYSTEM

The Department of Homeland Security’s (DHS) new personnel system, labeled MaxHR, failed to receive adequate funding for 2009, effectively shutting down the system. Authorized by Congress in 2002, MaxHR never produced the level of support initially expected, leading to numerous court rulings over the past years delaying comprehensive adoption of the pay-for-performance system. The decision to scrap the program, announced by DHS Chief Human Capital Officer Thomas Cairns, is a victory for federal labor unions dissatisfied with the system’s design.

DHS implemented several portions of MaxHR, including policies governing labor relations and performance management, but was never able to gain significant support for the pay-for-performance portion of the system. When President Bush signed the FY09 Continuing Resolution (CR), P.L. 110-329, into law, eliminating funding for the personnel system, DHS announced the termination of the entire program.

“The department of Homeland Security will rescind application of its new human resources system beginning today,” Cairns stated in a memo delivered to all DHS employees on October 2. “This means that employees who were covered by the department’s new system will be brought into alignment with systems currently in place for most Federal agencies.”

DHS employees will return to Title 5 regulations, and only employees in the Transportation and Security Administration (TSA) will continue in a pay-for-performance system established under a separate law. Federal labor union officials praised the decision, optimistic that increased collaboration between DHS and its employees and their representatives will lead to the development of an acceptable comprehensive personnel system.

For more information on the decision, please visit DHS at: www.dhs.gov.

BUSH AUTHORIZES DIRECT HIRE OF MILITARY SPOUSES

President Bush recently signed an executive order, E.O. 13473, allowing federal agencies to hire the spouses of military personnel without engaging in competitive hiring regulations. Applying solely to civilian government jobs, the order builds upon the President’s continued requests for an expansion of benefits for the families of military service members.

“It shall be the policy of the United States to provide for the appropriately expedited recruitment and selection of spouses of members of the Armed Forces for appointment to positions in the competitive service of the Federal civil service as part of the effort of the United States to recruit and retain in military service, skilled and experienced members of the Armed Forces and to recognize and honor the service of such members injured, disabled, or killed in connection with their service,” the order stated.

Individuals must meet the following guidelines in order to bypass the standard competitive hiring process, as described in the order: be the spouse of an active member of the Armed Forces who is under orders to relocate to another station, if said spouse relocates as well; be the spouse of a totally disabled retired or separated member of the Armed Forces; or, be the widow or widower, and not remarried, of a member of the Armed Forces killed in the line of duty

Echoing the President’s State of the Union Address last January in which Bush called for increased benefits for members of the military and their families, the order further establishes the White House’s recognition that the impact of war extends well beyond the soldier in the battlefield.

For more information on this executive order, please visit the White House Web site at: www.whitehouse.gov.

OPM RELEASES BEST PRACTICES ADVISORY GUIDELINES

On September 30, the Office of Personnel Management (OPM) released its latest disciplinary best practices and advisory guidelines to continue to combat discriminatory behavior and reprisal against whistleblowers in the federal workforce. The guidelines detail the results of an OPM study highlighting the manner in which government agencies respond to such violations of conduct in order to better inform agencies of the proper actions in the future.

"The United States and its citizens are best served when the federal workplace is free of discrimination and retaliation," OPM stated in the report’s introduction. "In order to maintain a productive workforce that is fully engaged in the many important missions of the government, the rights of employees, former employees and applicants for federal employment must be steadfastly protected and those who violate these rights must be held accountable."

The report discussed numerous topics, including: the development of disciplinary policies; the roles supervisors and managers play in the process; proper communication techniques to disclose information necessary to resolve inappropriate conduct; and, preventative measures that may be taken to create a workplace environment conducive to appropriate behavior.

“The study has identified a wide range of activities and initiatives by agencies to address conduct inconsistent with Antidiscrimination and Whistleblower Protection Laws,” OPM concluded. “Some are unique to individual agencies and some are employed by a number of agencies. Taken together, the best of these activities and initiatives serve as the basis for advisory guidelines intended under the No FEAR Act of 2002 to help all agencies more efficiently and effectively take appropriate disciplinary actions.”

To view a copy of the report, please visit OPM’s Web site at: www.opm.gov.

PRESIDENTIAL RANK AWARDS HONOR CREAM OF THE CROP

President Bush has announced this year’s Presidential Rank Award recipients, honoring 353 career federal executives for their dedication to advancing the federal government’s mission in 2008. Broken into four categories, including Distinguished Executives, Distinguished Senior Professionals, Meritorious Executives, and Meritorious Senior Professionals, the awards recognize individuals displaying the highest levels of leadership, integrity, and commitment to public service.

Consideration for the Presidential Rank Awards requires nomination from the employing agency head, evaluation by a board consisting of private citizens, and final approval by the President. The Distinguished Senior Professionals & Executives awards are presented to 61 of the 353 recognized career federal executives. Each of these award recipients receives a lump-sum payment totaling 35 percent of their annual basic pay. The award sum falls between roughly $40,000 and $60,000, depending on the recipient’s base pay. Meritorious Executives & Senior Professionals award recipients receive a bonus equaling 20 percent of their base pay, totaling between nearly $23,000 and $32,000.

"Winners of the prestigious Presidential Rank Award represent the cream of the crop within the Federal executive ranks," Office of Personnel Management (OPM) Acting Director Michael Hager. "Their professional dedication and commitment to excellence is helping to advance President Bush's agenda for enhancing Federal Government performance and creating a more effective civil service."

In addition to the cash bonus, each winner also receives a signed certificate from the President along with a distinctive lapel pin. For a complete list of the Presidential Rank Award recipients, please visit OPM’s Web site at: www.opm.gov.

OPM MEETS MOST STRATEGIC GOALS

In 2006, former Office of Personnel Management (OPM) Director Linda Springer initiated a five-year strategic plan consisting of operational goals intended to promote accountability within the agency. Of the 105 goals set at the beginning of calendar year 2008, OPM has met 91 to date, the agency stated. Springer designed the plan, which expires after 2010, as a means to enhance OPM’s focus and demand accountability in achieving its operational agenda

Issuing deadlines for establishing various initiatives critical to the agency’s mission, the strategic plan provides feedback to OPM employees on areas that require greater attention in the future. According to Springer preceding the launch of OPM’s 2008 campaign, “The clarity and measurability of these objectives has enabled us to achieve nearly every one on time.” Furthermore, the list of goals and progress status is available to the public, affording taxpayers an opportunity to view how the agency allocates resources.

OPM’s Web site details the 14 goals that remain unresolved; however, three of these goals already passed the completion deadline. The three failed objectives concern retirement modernization and training efforts, including attempts to enroll two sets of federal employees in the new RetireEZ system, designed to quickly and accurately calculate retirement benefits. OPM also missed a May 1 deadline to begin formal training and development for the Federal Candidate Development Program, which prepares federal employees for the transition into the Senior Executive Service (SES). Eleven remaining goals face deadlines in December, and current OPM Acting Director Michael Hager believes the agency is prepared to focus its efforts on achieving as many as possible.

“We believe the American citizens and the Federal civilian workforce expect us to get things done,” Springer stated in the strategic plan’s mission statement. “That’s what this plan is about. Its goals are straightforward and readily identifiable. Each is action-oriented and begins with a verb. Each has a date by which it will be accomplished. We will know when it has been achieved and so will you. That’s true accountability. And that is the way we want it.”

To view the list of 2008 strategic goals, please visit OPM’s Web site at: www.opm.gov.

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GET INVOLVED AT THESE EVENTS!

COMBINED FEDERAL CAMPAIGN SEASON UNDERWAY – DONATE TODAY!

Beginning September 1, the Combined Federal Campaign (CFC) swung into full gear to support and promote a charitable giving program that raises millions of dollars each year from federal employees. This program is very effective as being the world’s largest annual workplace giving campaign. 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.

All federal employees enrolled in the civilian or military service including postal employees may pledge to give to an assortment of organization whether they are civilian, postal or military during the campaign season which runs September 1 to December 15. This funding supports non-profit organizations that provide health and human services benefits throughout the world.

One notable CFC participant and partner of FMA is the Federal Employee Education and Assistance Fund (FEEA), which offers education scholarships and emergency assistance to federal employees and their families. According to their Web site, CFC contributions helped support more than $6 million in scholarships over the past 17 years. From Hurricane Andrew, to Oklahoma City and the Pentagon, to hundreds of federal workers facing personal financial difficulties each year, FEEA's CFC donors contribute more than $5.5 million 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,” FMA National President Darryl Perkinson said. “Their work touches the lives of FMA members and their families. The joint scholarship fund between our organizations helps put federal managers’ children through college and assists some in their own educational pursuits. We are proud to be one of their partners in the federal community.”

Federal employees can mark the pledge cards with FEEA’s CFC #11185 and indicate the amount of the pledge, then turn in the card before the deadline for that 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 them online at: www.opm.gov/cfc.

DEFENSE FINANCE ANNUAL TRAINING CONFERENCE

From October 27-29 at the Sheraton Crystal City Hotel in Arlington, VA, the Department of Defense (DOD) will host its annual Defense Finance training conference. Assisting in transforming financial operations to better support the war fighter, the conference enables attendees to meet face-to-face with high-ranking executives from the armed forces, DOD, Business Transformation Agency (BTA) and other agencies to share best practices regarding the latest Financial Management updates and new DOD transformation imperatives.

Conference sessions and networking functions provide an unparalleled opportunity to prepare for the coming fiscal year and meet key transformation objectives. Mark the dates in your calendar today!

For more information and access to the Defense Finance 2008 conference agenda, please visit: www.defensefinanceusa.com, or email defensefinance@wbresearch.com.

HUMAN CAPITAL MANAGEMENT SYMPOSIUM: FEDERAL 2008

The Premier Federal Symposium on Human Capital Management

The Federal Managers Association strongly encourages attendance at the Human Capital Management Symposium: Federal 2008, designed to strengthen and streamline the developments and efforts within human capital management in the federal government. The conference takes place on November 19-21, 2008, at the Sheraton National Hotel in Arlington, VA . Attendees will hear detailed case studies of programs that have been implemented, as well as best practices , and panel discussions in which participation is encouraged, enabling you and your colleagues to bring ideas and solutions back to the office to enhance the initiatives and developments within your agency . FMA is proud to cosponsor this high-quality conference.

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 t he 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 G EICO 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: GEICO. 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 benefits. FMA is a partner of FEDS and recommends their services.

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.

ID Theft Assist untangles the red tape of identity recovery. FMA is in partnership with ID Theft Assist and recommends their services.

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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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