Entering Phased ReMrement	
  

September 29, 2014
Upcoming Events

5th •	 Wednesday, November – 2014

Virtual Federal Benefits Seminar

hOp://registraMon.golearnportal.org

•	 Tuesday, October 21 Phased

ReMrement	
  webcast	
  
More informaMon

• Benefits Officers Network

hOp://apps.opm.gov/abo/

• Phased reMrement	
  informaMon

hOp://www.opm.gov/reMrement-­‐

services/phased-­‐reMrement/
What	
  is published?

•	 Employment	
  as Phased ReMree

(Guidance)

•	 Update 67 of GPPA

•	 Guide to Personnel Data	
  File Edits

•	 BAL 14-­‐108 PR	
  Employee FAQ

•	 BAL 14-­‐109 PR	
  InstrucMons for

Personnel and Payroll

•	 BAL 14-­‐307 PR	
  InstrucMons for Payroll
What	
  will be published soon?

•	 BAL 14-­‐110 InstrucMons for Processing

Phased ReMrement	
  AcMons of

Personnel and Payroll Offices

•	 Two insurance BALs on FEHB and FEGLI	
  

•	 Further updates to GPAA including

release of Chapter 27 Phased

Employment/Phased ReMrement	
  
What	
  will be published soon?

•	 Phased Employment/Phased

ReMrement	
  Status ElecMons (SF 3116)

•	 ReMrement	
  applicaMon instrucMon

pamphlets for entering phased

reMrement	
   SF 2825 for CSRS and

SF 3117 for FERS

•	 ReMrement	
  applicaMon instrucMon

pamphlets SF 2826 for CSRS and

SF 3118 for FERS
Ques%ons?

•	 During the presentaMon please send all

quesMons to: Benefits@opm.gov

•	 Subject	
  line: Entering Phased

ReMrement	
  

•	 We’ll respond individually to any we do not	
  

get	
  to during the webcast	
  
Agenda

• What	
  is Phased ReMrement	
  

• Eligibility

• How it	
  works

• Agency Planning

• Labor and Employee RelaMons

• Pay, Leave, and Work Schedules

• Mentoring
When Will Phased ReMrement	
  

Start?

•	 RegulaMons published August	
  8, 2014

•	 EffecMve date established set	
  by

regulaMons, 90 days a>er OPM	
  publishes

final regulaMons

•	 Agencies can begin using Phased

ReMrement	
  on and a>er November 6,

2014
Who is Eligible to ParMcipate in

Phased ReMrement?

•	 Must	
  have been full-­‐Mme employee for

at least	
  3 years prior to entry in Phased

ReMrement	
  

•	 Must	
  be eligible for immediate

reMrement	
  under specific provisions:

– CSRS: Age 55 with 30 years of service, or

age 60 with 20 years

– FERS: MRA with 30 years of service, or age

60 with 20 years of service
What	
  Employees Are Excluded From

Phased ReMrement?

•	 Law Enforcement	
  Officers, Fire Fighters,

Air Traffic Controllers, Nuclear Materials

Couriers, Capitol Police and Supreme

Court	
  Police and some Customs and

Border ProtecMon (CBP) Officers subject	
  to

mandatory reMrement	
  provisions

– CBP Officers employed before 7/6/08 and

who are exempt	
  from mandatory separaMon

provisions are not excluded
What	
  Employees Are

Excluded From Phased

ReMrement?

•	 Special work schedules that	
  do not	
  

allow a recurring part-­‐Mme schedule:

– Fire Fighters covered by 5 USC 5545b

– Nurses under	
  38 USC 7456 or	
  7456A
How Does Phased ReMrement

Work?

•	 Phased ReMrement	
  is an agreement	
  

between employee and agency

•	 When phased reMrement	
  is elected, the

employee:	
  

– Is parMally reMred and receives about	
  half of

their annuity

– Is employed and works 50% part-­‐Mme and

receives half of their pay

– 20% of their work Mme must	
  be spent	
  in

mentoring acMviMes
Employee’s Pay During

Phased ReMrement	
  Status

•	 Employee receives half of their gross pay

•	 Gross pay conMnues to be subject	
  to

employee withholdings for FEHB, FEGLI,

FEDVIP, FLTCIP, TSP, Federal and State

tax, Social Security and Medicare tax, and

CSRS or FERS deducMons, as appropriate

– FEHB and FEGLI	
  premiums are the same as a

full-­‐Mme employee
Employee’s Annuity During Phased

ReMrement	
  Status

•	 IniMal annuity computed under CSRS and FERS

as if fully reMred, then divided in half

–	 Special computaMons apply

–	 No sick leave credit	
  

–	 No FERS Annuity Supplement	
  

•	 Deposits for military and civilian service must	
  

be paid prior to Phased ReMrement	
  

• Re/Deposits for civilian service must	
  be paid

prior to finalizing phased reMrement	
  case

•	 Survivor elecMons are not	
  made unMl full

reMrement	
  
Employee’s Annuity at Full

ReMrement

•	 Survivor elecMons are made when applying

for full reMrement	
  

•	 Cannot	
  elect	
  to pay deposit/redeposit	
  

•	 EnMtled to Composite ReMrement	
  Annuity

– InMMal Phased reMrement	
  annuity, increased by

applicable COLAs during Phased ReMrement; plus,

– Final phased porMon of the full reMrement	
  

annuity

•	 Annuity computed as if employee had worked full-­‐

Mme, including sick leave, then divided in half
QUESTIONS?
 
How Phased ReMrement	
  

Works

Regular

ReMrement	
  

Phased

ReMrement	
  

Agency	
  

Approval

Regular

Employment	
  

OPM	
  

Processing	
  

Agency	
  

Planning
Ques%ons
Agency ImplementaMon

Planning

• Criteria	
  to approve applicaMons

• Approval authority delegaMons

• Use of Mme limit	
  agreements

• Exclusion of posiMons or locaMons

• Handling mulMple requests
Agency Approval

•	 Are there sufficient	
  staffing levels to

support	
  a part-­‐Mme schedule?

•	 Can the duMes be performed on a part-­‐

Mme basis?

•	 Does the employee have knowledge

that	
  needs to be transferred to others?

•	 Is the employee willing and able to

mentor?
Time Limits

•	 Mutual agreement	
  between the agency

and the employee

•	 Implemented as a condiMon of

approval

•	 WriOen agreement	
  is required
Effect	
  of Phased ReMrement

•	 Treated as part-­‐Mme employee

•	 Is not	
  a re-­‐employed annuitant	
  

•	 An employee may only enter phased

reMrement	
  once

•	 May return to regular employment	
  

with agency approval
Ques%ons
Labor and Employee

RelaMons
Labor and Employee RelaMons

• The bargaining unit	
  status of a phased

reMree will depend on the bargaining

unit’s CerMficaMon of RepresentaMve

•	 Agencies must	
  saMsfy collecMve

bargaining obligaMons before

implemenMng the phased reMrement	
  

program

•	 Contact	
  your servicing HR office with

quesMons	
  
Labor and Employee RelaMons

•	 Denial of applicaMon for phased

reMrement	
  

•	 Disapproval of request	
  to return to

regular employment	
  

– Not	
  appealable adverse acMons

under 5 U.S.C. chapter 75

– May be grievable
Labor and Employee RelaMons
 

•	 Employee appeal and grievance rights

in phased reMrement	
  

– For non-­‐bargaining unit	
  employees –

remain the same as before entering

phased reMrement	
  

– For bargaining unit	
  employees –

could change if bargaining unit	
  status

changes
Ques%ons
Pay, Leave, and Work

Schedules

• 50 % work	
  schedule	
  is	
  required

• Leave accrual is pro-­‐rated

– 4 hours of annual leave per pay period

– 2 hours of sick leave per pay period
Pay, Leave, and Work

Schedules

•	 Must	
  have an officially established

part-­‐Mme work schedule

•	 Working percentage must	
  equal 50

percent	
  of full-­‐Mme (i.e., 40 hours per

biweekly pay period)

•	 May be assigned hours of work in

excess of established schedule only in

rare and excepMonal circumstances
Pay, Leave, and Work

Schedules

• No lump-­‐sum payment	
  for annual leave

upon transiMon to phased reMrement	
  

•	 Annual and sick leave balances are

maintained

•	 Leave accrual is prorated

– 4 hours of annual leave per pay period

– 2 hours of sick leave per pay period

• Annual leave ceiling remains the same
Pay, Leave, and Work

Schedules

•	 Except	
  as otherwise expressly provided

by law or regulaMon, a phased reMree is

treated like any other part-­‐Mme

employee for all other purposes

– Days of part-­‐Mme service are creditable towards

within-­‐grade increase waiMng periods

– Generally enMtled to paid holiday if it	
  falls on

scheduled workday

– May parMcipate in alternaMve work schedule

program
Ques%ons
Mentoring

•	 Mentoring is an essenMal element	
  of phased

reMrement	
  

•	 20% of Mme each pay period must	
  be spent	
  

in mentoring acMviMes

•	 What	
  is mentoring?

A process that	
  focuses specifically on providing

guidance, direcMon, and career advice. Mentoring

is an opportunity for collaboraMon, goal

achievement, and problem solving
Mentoring ConMnued

• Knowledge Transfer

• Knowledge Management	
  

• Succession Planning

• Career Development	
  
Next	
  Steps

•	 Register to serve as a mentor

•	 Types of mentoring

ØTradiMonal

ØSituaMonal

Ø Peer – to – peer

ØGroup mentoring

•	 Determine your availability to mentor

• Find a mentee
Ques%ons
Phased ReMrement	
  Resources

AddiMonal informaMon on phased

reMrement	
  is available at :

hOp://www.opm.gov/reMrement-­‐

services/phased-­‐reMrement/
Phase ReMrement	
  Contacts

ReMrement	
  Services, Benefits Officers

Liaison and Development	
  

202-­‐606-­‐0788 benefits@opm.gov

U.S. Office of Personnel Management	
  

Benefits Officers Liaison and

Development, ReMrement	
  Services

1900 E Street, NW Room SB 427

Washington, DC 20415
Phase ReMrement	
  Contacts

Pay and Leave

202-­‐606-­‐2858

pay-­‐leave-­‐policy@opm.gov

U.S. Office of Personnel Management	
  

Pay and Leave, Employee Services

1900 E Street, NW Room 7H31

Washington, DC 20415
Phase ReMrement	
  Contacts

Internal Placement, PromoMons,

ReducMon in Force, Details, and Outside

Employment	
  

202-­‐606-­‐0960 employ@opm.gov

U.S. Office of Personnel Management	
  

Employee Services	
  

Recruitment	
  and Hiring, Hiring Policy

1900 E Street, NW Room 6500

Washington, DC 20415
Phase ReMrement	
  Contacts

Mentoring

202-­‐606-­‐0913 gwmentoring@opm.gov

U.S. Office of Personnel Management	
  

1900 E Street, NW Suite 7439

Washington, DC 20415
Phase ReMrement	
  Contacts

Partnership and Labor RelaMons,

Employee RelaMons

202-­‐606-­‐2930 plr@opm.gov

U.S. Office of Personnel Management	
  

Partnership and Labor RelaMons,

Employee Services	
  

1900 E Street, NW Suite 7H28

Washington, DC 20415
Phase ReMrement	
  Contacts

Planning and Policy Analysis, Federal

Employee Insurance OperaMons

202-­‐606-­‐0004

Ronald.Brown@opm.gov

U.S. Office of Personnel Management	
  

Planning and Policy Analysis (FEIO)

1900 E Street, NW Room 4312

Washington, DC 20415
Phase ReMrement	
  Contacts

Office of the Chief Financial Officer

(OCFO), Financial Services

202-­‐606-­‐0606 FinancialBALs@opm.gov

U.S. Office of Personnel Management	
  

Chief Financial Officer, Financial Services

1900 E Street, NW Room 5478

Washington, DC 20415
Phase ReMrement	
  Contacts

Office of the Chief InformaMon Officer

(OCIO), Records Management	
  

202-­‐606-­‐1162 Larry.Wells@opm.gov

U.S. Office of Personnel Management	
  

Chief InformaMon Officer, Records

Management	
  

1900 E Street, NW Room 2336

Washington, DC 20415