FEDERAL ELECTION COMMISSION 

OFFICE OF INSPECTOR GENERAL 

SPECIAL PROJECT 

FEC RETIREMENT 

DECEMBER 2001
 

ASSIGNMENT 01-09
 
Retirement Report 

The Office of Inspector General (OIG) has analyzed and summarized data on the 

retirement eligibility and projections for Federal Election Commission (FEC) employees 

over the next ten years. Studies conducted by government oversight agencies such as the 

General Accounting Office (GAO) and the Office of Personnel Management (OPM) have 

predicted a potential gloomy retirement scenario for the Federal government. The 

potential problem could significantly impact the Federal government’s ability to manage 

its tasks and programs due to the possibility of large numbers of employees that may 

retire over a relatively short period of time. 

The aging workforce and government attrition are the primary factors that contribute to 

the potential crisis. The Congressional Budget Office (CBO) reported1 in 1985, about 

25% of the Federal workforce was over age 50. As of December 2000, the comparable 

figure was almost 40%. Nearly three-quarters of the Federal workforce is over age 40. 

In contrast, only about half of all employed workers in the United States are over 40. In 

addition, from 1985 through 2000, the Federal government experienced a net decrease of 

about 430,000 civilian workers, or 19%.2 

The GAO in January 2001 added “strategic human capital management” as a 

government-wide high-risk area. The GAO’s high risk reports, started in 1990, are a 

means to focus attention on problems that are impeding effective government and have a 

greater vulnerability to fraud, waste, abuse, and mismanagement. Twenty-two 

government areas comprise the 2001 high-risk list, including information technology 

security, the Medicare program, and collection of unpaid taxes, among others. 

Strategic human capital management, according to the GAO, is necessary to address 

agency human capital challenges, such as succession planning, skills imbalances, 

outdated performance management systems, and understaffing. 

FEC Retirement Statistics 

The retirement statistics compiled and reviewed by the OIG were obtained from the 

Personnel Office, Data Systems Development Division, and OPM. The data reviewed 

included current, five, seven, and ten year retirement eligibility for FEC staff. It is 

important to note eligibility does not necessarily equate to actual retirement. Therefore, 

the OIG also obtained from OPM retirement projection figures which represent the 

expected future retirements for the FEC staff based on statistical calculations using prior 

FEC retirement trends and age profile of the FEC staff. The eligibility and projection 

data are summarized in appendices I through V at the end of this report. 

1 Changes In Federal Civilian Employment: An Update, May 2001. 

2 Statistics are excluding the 170,000 temporary employees hired for the 2000 decennial census. 
The retirement data reviewed represents only regular retirement, not early retirement. 

Employees are generally able to voluntarily retire (regular retirement) under the Civil 

Service Retirement System (CSRS) and the Federal Employees Retirement System 

(FERS) provided they meet any of the following scenarios: 

(1) Are 55-59 years of age and have 30 or more years of service. 

(2) Are 60-61 years of age and have 20 or more years of service. 

(3) Are 62 years of age and have 5 or more years of service. 

Early retirement is possible only if the OPM specifically designates early-out authority to 

an agency who is undergoing a major reduction-in-force (RIF), major reorganization, or 

transfer of agency function. Early-out authority includes a separate time schedule for 

determining retirement eligibility, one of which is the ability for designated agency staff 

to retire at any age, provided the employee has at least 25 years of creditable service. 

Several Key FEC Retirement Statistics: 

• As of 9/2001, 12 (3.4%) current staff members are eligible for regular retirement; by 2008, a 

cumulative 79 (22.1%) staff will be eligible. [Appendix I] 

• 22 (31%) of the FEC’s supervisors/managers will have become eligible for retirement by the 

end of 2006; 35 (49%) by the end of 2008. [Appendix II] 

• 11 (46%) office heads will have become eligible for retirement by the end of 2006; 67% by the 

end of 2008. [Appendix II, III] 

• The FEC’s staff is an average 40.3 years of age and the average length of service of the staff is 

11.6 years; the Washington D.C. Federal government averages are 45.3 and 16.5 respectively, 

differences of 5 and 4.9. [Appendix IV] 

Conclusion 

The OIG concluded the risk associated with losing substantial numbers of employees to 

retirement is considerably less for the Commission than it is for the Federal government 

as a whole. 

A moderate difference exists in the next few years between OPM’s projected FEC 

retirements compared to the Federal government as a whole [Appendix IV]. Based on 

October 2000 data, OPM predicts by the end of 2006, 44 employees (13.4%) will have 

retired from the FEC, compared to 22.8% for the Federal government in the D.C. area. 

This moderate difference increases in later years, and by the end of 2010, the OPM 

projects 25.6% of the FEC staff will have retired, 38.7% for the Federal government 

2
(D.C.), a 13.1% difference. The workforce characteristics in appendix IV show both a 

younger workforce and shorter length of service for the FEC staff when compared to the 

Federal government. 

FEC division and job series retirement eligibility were reviewed to identify any unusual 

retirement patterns. By the end of 2008, 7 (29%) of the 24 FEC staff offices will have 

40% or more of their staff eligible for retirement. The FEC’s organizational structure 

and size are the primary contributors. [In accordance with the Privacy Act of 1974, as 

amended, 5 U.S.C., section 552a, a sentence has been deleted.] 

Although the overall staff retirement scenario appears to be reasonable for the FEC, the 

FEC’s potential loss of a large number of office heads over the next several years is 

noteworthy. Appendices II and III show that 21% of the 24 office heads are currently 

eligible for retirement. By the end of calendar year 2006, 46% will have become eligible 

for regular retirement; 67% by the end of calendar year 2008. These numbers are 

noteworthy due to the FEC’s organizational structure consisting of several small offices 

with potentially only a handful of staff to draw upon possessing the institutional 

knowledge of the divisions’ operations. 

The Office of Management and Budget (OMB) conducted a workforce planning and 

restructuring survey of Federal agencies in June of 2001. The FEC acknowledged to the 

OMB in June that “the most significant result of possible retirements over the next five 

years will be the loss of senior management.” The FEC also reported to the OMB that 

budget limitations have precluded the FEC from establishing an executive development 

program, a way to possibly address the retirement scenario. An executive development 

program can include such things as formal training and mentoring programs geared 

towards grooming first-level supervisors for upward mobility within an organization. 

According to the GAO, high-performing organizations establish a clear set of 

organizational intents—mission, vision, core values, goals and objectives, and 

strategies—and then integrate their human capital strategies to support these strategic 

and programmatic goals. However, under downsizing, budgetary, and other pressures, 

GAO acknowledges that agencies have not consistently taken a strategic, resultsoriented approach to human capital planning. 

The strategic planning requirements of the Government Performance and Results Act 

(GPRA) provide a useful framework for the FEC to integrate their human capital 

strategies with their strategic and programmatic planning—to identify the workforce 

size and skills mix needed for mission accomplishment and to create strategies to fill the 

gaps. 

OMB Circular A-11, Section 220, Preparation and Submission of Annual Performance 

Plans, states agency’s annual performance plans “should include a performance goal(s) 

covering the human resources strategies, such as recruitment, retention, skill 

3
development and training, and appraisals linked to program performance, that help 

support agency’s programs.” The FEC’s 2002 and 2003 performance plans, submitted 

along with the FEC’s budget requests, did not include a performance goal(s) addressing 

human resources strategies. It would be reasonable to not include human resources 

goals in a performance plan without the identification of a problem or need. However, 

the OIG believes the retirement of senior management over the next several years would 

benefit by incorporating human resources goals in future performance plans to ensure 

the FEC is successful in meeting its mission. 

4
Agency/Division Staff Currently Eligible for Regular Retirement Appendix I 

(As of September, 2001) 

Division 

Total 

Division 

Staff 

Number 

Eligible to 

Retire 

Percent 

Eligible 

10 Administrative Division 21 0 0.0% 

20 Audit Division 40 1 2.5% 

30 Information Division 13 0 0.0% 

40 Office of General Counsel 117 5 4.3% 

50 Clearinghouse 5 0 0.0% 

60 Data Systems Development Division 47 1 2.1% 

70 Public Disclosure Division 13 0 0.0% 

75 Reports Analysis Division 45 1 2.2% 

80 Office of the Commissioners 21 0 0.0% 

85 Office of the Inspector General 4 

90 Office of the Staff Director 14 3 21.4% 

91 Office of Planning and Management 2 

92 Office of Personnel 6 0 0.0% 

93 Press Office 4 

94 Office of Equal Employment Opportunity 1 

97 Alternative Dispute Resolution 2 

98 Administrative Review 2 

Agency Totals 357 12 3.4% 

Agency/Division Staff Eligible for Regular Retirement Within 5 Years 

(As of September, 2001) 

Cumulative 

Division 

Total 

Division 

Staff 

Number 

Eligible to 

Retire 

Percent 

Eligible 

10 Administrative Division 21 1 4.8% 

20 Audit Division 40 6 15.0% 

30 Information Division 13 0 0.0% 

40 Office of General Counsel 117 14 12.0% 

50 Clearinghouse 5 1 20.0% 

60 Data Systems Development Division 47 4 8.5% 

70 Public Disclosure Division 13 0 0.0% 

75 Reports Analysis Division 45 1 2.2% 

80 Office of the Commissioners 21 3 14.3% 

85 Office of the Inspector General 4 

90 Office of the Staff Director 14 5 35.7% 

91 Office of Planning and Management 2 

92 Office of Personnel 6 1 16.7% 

93 Press Office 4 

94 Office of Equal Employment Opportunity 1 

97 Alternative Dispute Resolution 2 

98 Administrative Review 2 

Agency Totals 357 41 11.5% 

[Note: In accordance with the Privacy Act of 1974, as amended, 5 U.S.C., section 552a, some information has been deleted. ] 
 Agency/Division Staff Eligible for Regular Retirement Within 7 Years Appendix I 

(As of September, 2001) 

Cumulative 

Division 

Total 

Division 

Staff 

Number 

Eligible to 

Retire 

Percent 

Eligible 

10 Administrative Division 21 6 28.6% 

20 Audit Division 40 11 27.5% 

30 Information Division 13 0 0.0% 

40 Office of General Counsel 117 22 18.8% 

50 Clearinghouse 5 3 60.0% 

60 Data Systems Development Division 47 9 19.1% 

70 Public Disclosure Division 13 2 15.4% 

75 Reports Analysis Division 45 5 11.1% 

80 Office of the Commissioners 21 6 28.6% 

85 Office of the Inspector General 4 

90 Office of the Staff Director 14 6 42.9% 

91 Office of Planning and Management 2 

92 Office of Personnel 6 1 16.7% 

93 Press Office 4 

94 Office of Equal Employment Opportunity 1 

97 Alternative Dispute Resolution 2 

98 Administrative Review 2 

Agency Totals 357 79 22.1% 

Agency/Division Staff Eligible for Regular Retirement Within 10 Years 

(As of September, 2001) 

Cumulative 

Division 

Total 

Division 

Staff 

Number 

Eligible to 

Retire 

Percent 

Eligible 

10 Administrative Division 21 7 33.3% 

20 Audit Division 40 15 37.5% 

30 Information Division 13 1 7.7% 

40 Office of General Counsel 117 31 26.5% 

50 Clearinghouse 5 3 60.0% 

60 Data Systems Development Division 47 18 38.3% 

70 Public Disclosure Division 13 3 23.1% 

75 Reports Analysis Division 45 6 13.3% 

80 Office of the Commissioners 21 10 47.6% 

85 Office of the Inspector General 4 

90 Office of the Staff Director 14 7 50.0% 

91 Office of Planning and Management 2 

92 Office of Personnel 6 2 33.3% 

93 Press Office 4 

94 Office of Equal Employment Opportunity 1 

97 Alternative Dispute Resolution 2 

98 Administrative Review 2 

Agency Totals 357 111 31.1% 

[Note: In accordance with the Privacy Act of 1974, as amended, 5 U.S.C., section 552a, some information has been deleted. ] 
Appendix II 

Number and Percentage of Supervisory and Non-Supervisory Personnel 

Becoming Eligible for Regular Retirement for Selected Time Periods 

Supervisor/Mgr. Non-Supervisor 

Current CY 2001 7 (10 %) 5 (2 %) 

CYs 2002-2006 15 (21 %) 14 (5 %) 

CYs 2007-2008 13 (18 %) 25 (9 %) 

CYs 2009-2011 9 (13 %) 23 (8 %) 

Post CY 2011 27 (38 %) 219 (76 %) 

Total 71 (100 %) 286 (100 %) 

Number and Percentage of Staff Office Heads 
 

Becoming Eligible for Regular Retirement for Selected Time Periods
 

Current CY 2001 5 (21 %) 

CYs 2002-2006 6 (25 %) 

CYs 2007-2008 5 (21 %) 

CYs 2009-2011 1 (4 %) 

Post CY 2011 7 (29 %) 

Total 24 (100 %)
 

Staff office head=24 staff offices listed on the FEC organizational chart.
 
Appendix III 

Appendix III of the report included Federal Election Commission employee names, position titles, and retirement 

information. In accordance with the Privacy Act of 1974, as amended, 5 U.S.C., section 552a, this information has 

been deleted. 
Appendix IV 

Comparative Workforce Statistics 

Federal Government 

Characteristic FEC (Washington, DC*) 

Average Age 40.3 45.3 

Average Length of Service 11.6 years 16.5 years 

Education: 

Bachelors or Higher 63.2% 52.5% 

Less than Bachelors 28.6 44.2 

Unspecified 8.2 3.3 

Supervisory Status: 

Supervisor 19.1% 12.9% 

Non-supervisor 80.9 87.1 

Average Grade Level 10.9 11.3 

Gender Profile: 

Men 43.9% 49.3% 

Women 56.1 50.7 

*Statistics as of June 2001 and exclude the U.S. Postal Service. 
 

Source: Office of Personnel Management, Central Personnel Data File (CPDF). 
 

Projected FEC Regular Retirements vs. Federal Government (DC Area) 

(Cumulative) 

0.0% 

5.0% 

10.0% 

15.0% 

20.0% 

25.0% 

30.0% 

35.0% 

40.0% 

2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 

Year 

Percent 

FEC 

Federal Government 

Source: Projections provided by the U.S. Office of Personnel Management. 

Statistics as of October 2000 and exclude the U.S. Postal Service. 
Number of Current Employees Becoming Eligible for Regular Retirement by Office and Time Period 

Comm. Admin. 

Wide Rev. Admin. ADR Audit Clearing. Comm. DSDD 

E

EO Info. OGC OIG 

P & M PDD 

Retirement Years Current CY 2001 12 0 1 0 0 1 0 5 0 

CYs 2002-2006 29 1 5 1 3 3 0 9 0 

CYs 2007-2008 38 5 5 2 3 5 0 8 2 

CYs 2009-2011 32 1 4 0 4 9 1 9 1 

Post CY 2011 246 14 25 2 11 29 12 86 10 Total 9/2001 Staff 357 2 21 2 40 5 21 47 1 13 117 4 2 13 

Percent of Current Employees Becoming Eligible for Regular Retirement by Office and Time Period 

Comm. Admin. 

Wide Rev. Admin. ADR Audit Clearing. Comm. DSDD 

E

EO Info. OGC OIG 

P & M PDD 

Retirement Years 

Current CY 2001 3% 0.0% 2.5% 0.0% 0.0% 2.1% 0.0% 4.3% 0.0% 

CYs 2002-2006 8% 4.8% 12.5% 20.0% 14.3% 6.4% 0.0% 7.7% 0.0% CYs 2007-2008 11% 23.8% 12.5% 40.0% 14.3% 10.6% 0.0% 6.8% 15.4% 

CYs 2009-2011 9% 4.8% 10.0% 0.0% 19.0% 19.1% 7.7% 7.7% 7.7% Post CY 2011 69% 66.7% 62.5% 40.0% 52.4% 61.7% 92.3% 73.5% 76.9% 

Total 100% 100% 100% 100% 100% 100% 100% 100% 100% 

[Note: In accordance with the Privacy Act of 1974, as amended, 5 U.S.C., section 552a, some information has been deleted. ]

Division Key 

Adm. Rev. = Administrative Review (98) OGC = Office of the General Counsel (40) [PFES, Enforcement, Policy, and Litigation offices]Admin. = Administrative Division (10) OIG = Office of Inspector General (85)ADR = Alternative Dispute Resolution (97) P & M = Office of Planning and Management (91)Audit = Audit Division (20) PDD = Public Disclosure Division (70)Clearing. = Clearinghouse (50) Pers. = Office of Personnel and Labor Relations (92)Comm. = Office of the Commissioners (80) Press = Press Office (93)DSDD = Data Systems Development Division (60) RAD = Reports Analysis Division (75)EEO = Office of Equal Employment Opportunity (94) SD = Office of the Staff Director (90)Info. = Information Division (30)