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Federal Diary Live
With Stephen Barr
Washington Post Staff Writer
Wednesday, Oct. 24, 2001; Noon EDT
The Post's Stephen Barr is the author of The Federal Diary, which runs Sunday through Friday in the Metro section. Steve has been a reporter and editor at The Post since 1979, including stints as Federal Page editor, congressional editor and a staff writer covering the federal bureaucracy. He takes the column live to answer your questions Wednesdays at noon EDT.
The transcript follows.
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Stephen Barr: Thanks to all of you for making time to join this discussion today. I'd also like to take this time to make a plug for three upcoming discussions:
On Oct. 24, we'll have a representative from Blue Cross and Blue Shield as a guest to take questions on the 2002 open season for the Federal Employees Health Benefits Program.
We'll follow that with a second FEHBP installment. A representative of the Government Employees Hospital Association, better known as GEHA, will field your questions on Nov. 7.
Then, on Nov. 14, we turn to the open season for the Thrift Savings Plan, and our guest will be a financial planner with long experience in TSP, CSRS and FERS systems.
So book those dates and join us then with meaty questions. Now, let's move to today's questions. Once again, thanks for joining us.
Burke, Va.:
Great article this morning Mr. Barr. I hate to keep repeating the same point over and over again, but why does the Civil Service refuse to have any sort of government wide recruiting program? The military has decades of experience in doing this sort of thing, both at the high school and college levels, so it is not like Uncle Sam has no knowledge of how to conduct one!
Stephen Barr: I'll take praise anywhere I can get it! You're absolutely right, though. The Hart-Teeter poll released yesterday shows that non-government workers have no clue as to where to find a federal job or how to apply for a federal job. When asked to identify effective solutions, 68 percent recommended expanded recruitment efforts on college campuses and 82 percent backed "a comprehensive web site" about federal jobs. The survey also found that once young people learned about the exciting job opportunities in the government, they suddenly became interested in federal employment. Clearly, as you point out, the government needs to get serious about marketing itself. Kay Coles James, the new Office of Personnel Management director, has said this will be one of her priorities, so I'm hoping something good will happen on this front.
Fairfax Station, Va.:
Steve:
There is a small, but excellent program that is addressing many of the shortfalls mentioned in your column today. However, one rarely hears of it. It is called the National Security Education Program, and it has funded thousands of American citizens to study in and about less-commonly studied or visited world regions, and their languages. And the beauty of the program to the federal government is: these undergraduate and graduate award recipients have a requirement to seek employment in the federal sector as payback for their awards. Have you any idea why there is so little known about this program, which responds to federal shortfalls in critical skills and languages?
Ron M.
Stephen Barr: To be honest, I don't know why this program isn't more visible. It was created by former senator David Boren of Oklahoma back in 1991 and seems most worthy. Any folks out there with a view on this program?
Altoona, Pa.:
Again in this morning's column, I read about the hiring crisis. Did anyone ever think that a high school may be the place to recruit? I work in a small federal office (seven), with only one college grad. The non grads are top performers (except one), all recipients of SSP awards year after year. We are all long term feds, with a dedication and purpose I have not seen anywhere else. Point: We are not high school dummies, and I am beginning to resent the implication. The "best and brightest" are right here!
Stephen Barr: Good point. I have heard some civil service experts talk about the need to start recruiting at the high school level, as a way to get young people thinking about government before their college years. Another little publicized program is the Student Educational Employment Program, which does apply to high school students as well as college students. It provides opportunities for students to learn about the government through part-time work. You can find out about it at www.opm.gov.
As for your larger question, it's true that you don't have to be a college grad to be among the best and brightest, but the think tanks and nonprofits in the public service arena are making the case that excellence in government can only flow from excellent employees. One easy measurement for the pollsters is to track responses by education and income levels. And when these groups talk about the recruitment crisis, they focus on replacing retirees with college graduates. The way federal jobs are changing, there appears to be a much stronger need for college graduates than perhaps there used to be.
Big Sandy, Tex.:
I see the COLA for FERS retirees will be 2 percent in January while Civil Service retirees get a little more at 2.6 percent. I retired in 1995 under FERS (I switched over in 1987). I seem to recall my COLAs in the past contained sort of a combination of both plans. Am I correct on this?
Stephen Barr: Yes, you get the CSRS COLA on the portion of your annuity attributable to your CSRS years of service; the FERS COLA applies to your years under that system. Enjoy the blend!
Laurel, Md.:
Under the CSRS will I be able to receive (upon death) full or partial Social Security spousal benefits from his paid in quarters plus my own CSRS annuity? If a CSRS employees takes a reduction in their annuity at retirement then there will be a continued spousal annuity (upon death of the federal employee) I would like to know if the benefit is reversed or do you have to be in a lower income bracket to receive the spousal benefit from Social Security?
Stephen Barr: Sounds like you will be subject to the "government pension offset." That reduces spousal or survivor Social Security benefits by $2 for every $3 you receive as a CSRS annuitant. Possibly the effect will be to eliminate any spousal or survivor Social Security benefit you otherwise would receive. The provision is not tied to income; it is tied to the benefit levels paid under the two retirement programs. For more information, check out the Social Security website, www.ssa.gov, or contact your local chapter of the National Association of Retired Federal Employees. NARFE has been seeking an elimination or modification of the offset.
Arlington, Va.:
Do you have a sense of how agencies are doing in emergency preparedness and protection of their employees from human and biological threats? My agency sends e-mails saying essentially that they are working on it.
Stephen Barr: Frankly, I think agencies are scrambling to assess the scope of this threat and how to handle it. A number of agencies are clearly ahead of others, however. For instance, the IRS service centers, which receive a ton of mail during tax-filing season, have established procedures on how to handle dangerous or suspicious letters. All the management experts say the most important thing is for agencies and employees to keep open lines of communication about such threats, so I find it encouraging your office is at least sending you e-mails.
Virginia:
The government contracted and hired new employees who are counter-terrorism experts with "experiences." One gave a talk at my agency but he fumbled and gave no operational experiences. He looked at a book all the time while speaking. I would like to challenge the managers to hire better people. How?
Stephen Barr: Good question. Contractors hired to provide training or pointers to employees should hand out their resumes or business papers describing their experience and credentials. If you get a speaker who does not seem qualified or prepared, and is basically wasting your time, I would lodge a gentle complaint with the person who organized the meeting. If the response is not reassuring, I'd try to find the appropriate political appointee and let that person know that you think your agency has wasted some money. But be prepared for the consequences. Some agencies don't like it when employees speak up.
Arlington, Va.:
I am a federal employee who works for DoD. Our office building also has employees from DoL and Interior. DoL is the primary lease holder and therefore in charge of physical security for the building. GSA's rule is the the primary lease holder is in charge of security. This may have been fine before Sept. 11, but not now! The gentleman in charge of physical security doesn't have a clue. Every government employee who works in the building has to go through the metal detector. I don't have to do this when I visit the Pentagon! The other two buildings in our complex the primary lease holders are DoN and AF and you don't have to go through metal detectors if you work in the building. Biggest isn't always best and in this case the security of everyone in our building is suffering. DoL doesn't know physical security from farm animals.
Stephen Barr: These are difficult issues, and I'm no security expert. GSA is supposed to set up building security committees, so you might see if one has been formed for your building and ask them to review your concerns. But, frankly, I've heard from a number of employees who would be grateful to encounter any type of physical security where they work. Still, you are right--this whole process is uneven right now.
Arlington, Va.:
The federal government can't evacuate in an orderly
manner in a snowstorm. In the event of a bio
or chemical attack do you really think they
will do a better job? It will be everyone for
themselves and the first people out the door
will be the SESers and political appointees.
Stephen Barr: Let's hope so. The Sept. 11 gridlock should be a lesson learned for the government.
Arlington, Va.:
I have worked in two agencies within DOD and
did the same type of work. One had out of 120
people seven with college degrees. Only two
in senior management. In my current agency of
approximately 50 people 60 percent of the staff have college
degrees. The head of admin support has a MS.
My current agency is better managed, the
staff has less petty personal issues and
there is less tension and stress. Current
staff members including the department
counsels send out clear, concise and well
written products. My former place of
employment sent long diatribes with
grammatical and spelling errors that the
department counsels here can not understand.
My former supervisor thought he could write --
long run on sentences and big words. He
didn't have a college degree. We need better
qualified employees not kids right out of HS.
Stephen Barr: Thanks for your response.
Washington, D.C.:
With two recent changes in my life (relocation to Washington, D.C. and starting a family) I'm
now considering the federal government as an employer. However, I've worked in
business for 14+ years and have no notion as to how to approach the federal
government. In this regard, I suspect I'm representative of private sector
talent.
As background for your response, I'm a business strategy consultant with line
experience in high tech marketing, product management, and IT consulting.
My current pursuit is advancing technology commercialization in businesses.
I have a Wharton MBA and expect a position in which I can get results
quickly (6-12 months) and in which I can exert a high degree of influence.
Do I approach each agency (how would I go about selecting)? Is there a
clearinghouse that can provide guidance in this, as well as mapping my
private sector skill to the needs of federal government?
Finally, it is my understanding (which may be wrong) that total compensation
for federal employees approaches that of private sector employees only when
federal employees stay long enough to receive retirement benefits. If this
is indeed the case, are there programs for non-lifers that match private
employment salaries?
Stephen Barr: Historically, the government does a lousy job of hiring mid-career professionals. The system is basically engineered for entry-level hires, who then put in time and get promoted on a regular basis.
You can check www.usajobs.opm.gov as a clearinghouse, but I suspect you won't find it satisfactory. You've got specific skills that need to match a specific job. So I guess you need to target an agency and try to find an adviser who can steer you the right way. From my perspective, you're off on a daunting chase.
As for compensation, you would come in under the FERS retirement system, which is designed much like private-sector plans--that is portable. You would get Social Security benefits, a modest federal pension and any income from a 401(k)-type program. You'll also have pretty good health benefits for retirement, if you make it in and last that long. But you might take a cut in annual pay. Many college graduates tell me that they don't think the government is competitive when it comes to salaries.
Washington, D.C.:
Hi Stephen,
I've been trying for four months to get a job with the Government -- ANY JOB. I sent countless numbers of announcements with KSA's, applications, etc. I finally landed an interview a week ago (from a two month old announcement) and was told it would be another three weeks before I heard from the main office in Atlanta and then a background check, etc. I've been temping and have now been offered a job with another company. I have a BA , live in D.C. and WANT to work for the GOV regardless of the salary. Why is the process so intimidating?
Stephen Barr: Alas, I hear this so often. Basically, what we've got here is a system rooted in 50-year-old procedures and a 20-year-old law that no longer keeps pace with an increasingly dynamic private sector. Yesterday, I heard the chairman of the GAF Corp. say they give answers to job applicants within 48 hours to one week. The government generally takes about six months. Yes, it is frustrating and discouraging. Best of luck!
Arlington, Va.:
Where could one reach the Partnership for Public Service you reference in this morning's column. Do they yet have an address or telephone number?
Thanks
Stephen Barr: The Partnership for Public Service may be reached at 202-775-9111. The Internet address is: www.ourpublicservice.org
Virginia:
If the 4.6 percent raise passes for federal employees when will we see the increase in pay? In January 2002?
Stephen Barr: Yes, effective with the first full pay period of the year. I've heard nothing to make me believe the 4.6 percent won't come through.
Alexandria, Va.:
If the frequent flier legislation passes, does that mean we can use for personal travel the miles we have already earned? Or does it mean only miles earned after the legislation passes can be used for personal use? Thanks.
Stephen Barr: The legislation does not address that. Perhaps GSA or OMB will address this issue if rules are required.
DuPont Circle, Washington, D.C.:
As a new federal hire, I have not yet been told that I can't use my frequent flyer number on government business, I saw that here. However, when I was checking in at the airport to fly here to take up my job, (on the government's tab) the counter person told me that if I did not give them a frequent flyer number, they would have to hand search all my luggage. (I had a lot) So I gave it to them. I know what I avoided, but what have I let myself in for?
Stephen Barr: Probably nothing. Most agencies have much much bigger problems to worry about right now. Hope you have a great career!
Columbus, Ind.:
I will be 55 next year with 25 years of service. For the past few years, the Social Security Administration has offered an early-out program. If offered next year, I meet the age/service requirements. However, I have only been enrolled in the FEHB for three years. Since my spouse is 64 and will be retiring next year, I would like to take an early out.
What are the chances of obtaining a waiver to the requirement to have been covered by the FEHB for five years preceding retirement?
Thanks.
Stephen Barr: You've got me on this one. There is a provision under buyout law to waive the 5-year requirement, but I have seen nothing in writing that applies to early-out situations. When the times comes--and this is an important decision--you will want to review this with your agency personnel office to find out your exact status of your FEHBP coverage. In the interim, you might try calling the Office of Personnel Management, at 202-606-1000, to see if they can hook you up with an expert.
Navy Yard:
I'm soon to retire from the military, am a member of the Acquisition Community, have numerous DAWIA qualifications, and have recived several job offers starting at over $85K. When I looked into working for the same agency I would be supporting as a contractor it was difficult to gather information. The person in HR I was finally able to speak with indicated that I would not be able to start at over a GS-11/12 position -- I'm not giving up $30K for that opportunity. It's no wonder the government can't hire or keep good talent!
Stephen Barr: Excellent point. It's also sad to realize that someone who is essentially inside the government would suffer the same disadvantages that outsiders face: a lack of information and no meaningful ladder for a mid-career transition.
I'm not sure we understand what kind of "brain drain" the government is going to suffer over the next five years. But whatever the degree, it comes at a critical time, when the nation faces terrorism from abroad and from within its borders.
Stephen Barr: Once again, we've run out of time. Thanks to all of you who joined in the discussion, and a thanks to all of you who will read this transcript. See you at noon next Wednesday!
washingtonpost.com:
That wraps up today's show. Thanks to everyone who joined the
discussion.
Stay tuned to Live Online:
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