FEDERAL RETIREMENT THRIFT INVESTMENT BOARD 

New Employee Orientation Guide 

Federal Retirement Thrift Investment Board

77 K. Street, NE Suite 1000

Washington, DC 20002

(202) 942-1600

CONTENTS

..........................................................................................................................................................................0

INTRODUCTION TO THE FRTIB.............................................................................................................0

FEDERAL RETIREMENT THRIFT INVESTMENT BOARD ..................................................................1

MEMORANDUM FOR ALL FRTIB EMPLOYEES...............................................................................................2

FEDERAL RETIREMENT THRIFT INVESTMENT BOARD IN BRIEF ....................................................................3

HISTORY ........................................................................................................................................................3

MISSION – CORE PURPOSE...........................................................................................................................3

CORE – VALUES WE STAND FOR...................................................................................................................3

VISION – OUR PICTURE OF THE IDEAL FUTURE VISION................................................................................3

FRTIB ORGANIZATIONAL STRUCTURE ..........................................................................................................4

FRTIB OFFICE MISSION AND FUNCTION STATEMENTS.................................................................................5

NEW EMPLOYEE.......................................................................................................................................15

WHAT TO KNOW ON YOUR FIRST DAY.......................................................................................................16

WORK SCHEDULES HOURS OF DUTY................................................................................................17

WORK SCHEDULEs......................................................................................................................................18

FEDERAL HOLIDAYS ....................................................................................................................................19

PAY CYCLE...................................................................................................................................................19

ANNUAL AND SICK LEAVE...........................................................................................................................19

EMPLOYEE EXPRESS LEAVE AND EARNINGS STATEMENT AND EXPLANATION..........................................22

BENEFITS INFORMATION......................................................................................................................24

TRANSIT BENEFITS ......................................................................................................................................25

PARKING .....................................................................................................................................................25

FEDERAL BENEFITS IN BRIEF .......................................................................................................................25

RETIREMENT BENEFITS...............................................................................................................................26

ESTABLISHING YOUR TSP ACCOUNT...........................................................................................................29

TSP FUNDS OVERVIEW ...............................................................................................................................29

NAVIGATING THE WORKPLACE.........................................................................................................31

BUILDING RULES AND REGULATIONS.........................................................................................................32

BUILDING ACCESS .......................................................................................................................................32

EVACUATION PROCEDURES........................................................................................................................33

SHELTER-IN-PLACE......................................................................................................................................33

CONFERENCE ROOMS.................................................................................................................................34

EMPLOYEE LOUNGE....................................................................................................................................34

ROOFTOP TERRACE.....................................................................................................................................34
EXERCISE FACILITY ......................................................................................................................................34

NEARBY AMENITIES MAP ...........................................................................................................................35

TRAINING & DEVELOPMENT...............................................................................................................36

FRTIB 101....................................................................................................................................................37

IDP OVERVIEW............................................................................................................................................37

TSP TRAINING COURSE...............................................................................................................................37

ETHICS ANNUAL TRAINING.........................................................................................................................37

E-LEARNING MANAGEMENT SYSTEM (ELMS) ............................................................................................37

JOB SPECIFIC TRAINING..............................................................................................................................38

FRTIB ACADEMIC DEGREE PROGRAM ........................................................................................................38

TUITION ASSISTANCE PROGRAM................................................................................................................38

CAREER LADDER PROMOTIONS..................................................................................................................38

WITHIN GRADE INCREASES (WGI) ..............................................................................................................38

AFFINITY GROUPS.......................................................................................................................................39

ETHICS 101..................................................................................................................................................41

FOURTEEN PRINCIPLES OF ETHICAL CONDUCT FOR FEDERAL EMPLOYEES ...............................................42

ETHICS ORIENTATION.................................................................................................................................43

CONFLICT OF INTEREST...............................................................................................................................43

GIFTS BETWEEN EMPLOYEES......................................................................................................................43

PERSONAL RELATIONSHIPS ........................................................................................................................44

MISUSE OF POSITION..................................................................................................................................44

USE OF NONPUBLIC INFORMATION...........................................................................................................44

USE OF GOVERNMENT PROPERTY..............................................................................................................45

USE OF OFFICIAL TIME................................................................................................................................45

OUTSIDE ACTIVITIES ...................................................................................................................................45

IMPARTIALITY IN PERFORMING OFFICIAL DUTIES......................................................................................46

GENERAL INFORMATION......................................................................................................................48

OCCUPATION AND PREVENTIVE HEALTH SERVICES ...................................................................................50

FIRST AID KITS AND EADS ...........................................................................................................................50

VISITORS .....................................................................................................................................................50

COMPUTER SECURITY.................................................................................................................................50

USERNAME AND PASSWORD .....................................................................................................................51

SERVICE DESK AND IT SUPPORT .................................................................................................................51

BUILDING MAINTENANCE ISSUES...............................................................................................................51

COLLECTING OFFICE SUPPLIES....................................................................................................................51
MAIL ............................................................................................................................................................51

TRAVEL CARD ..............................................................................................................................................52

TRANSACTION DISPUTES ............................................................................................................................53

SUSPENSION/CANCELLATION .....................................................................................................................53

INTRODUCTION TO 

THE FRTIB 
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FEDERAL RETIREMENT THRIFT INVESTMENT BOARD 

77K Street, NE Washington, DC 20002 

Dear New Employee, 

It is my pleasure to welcome you as a new member of the Federal Retirement Thrift Investment Board 

(FRTIB). As a new employee, I am confident that you will find many opportunities to grow and develop 

both professionally and personally in your new position. Within our organization and through our mission, 

you will be able to achieve great accomplishments and impact the quality of life of millions of people. The 

FRTIB helps people retire with dignity and your work here will truly make a difference. 

Each FRTIB employee is expected to be fully committed to our mission, core values, and vision (described 

below). We strive to create an environment where our mission and core values are integrated into the work 

we do for and with our participants, co-workers, and customers. We fully expect that you will make 

significant contributions to FRTIB programs. 

Mission – Our Core Purpose 

Administer the TSP solely in the interest of the participants and beneficiaries 

Core Values – What We Stand For 

Participant-Focused

Integrity 

Collaboration

Vision – Our Picture of the Ideal Future 

We help people Retire with dignity! 

FRTIB is a great place to work! 

Balancing work and family life is fundamental to job satisfaction and productivity. We are proud to offer a 

flexible work environment, encouraging both flexible schedules and telecommuting. We fund and promote 

transit subsidies to the maximum amount allowable. In addition, if needed, the Employee Assistance 

Program is there to help you and your family when you need it. 

Again, welcome to FRTIB and thank you for joining our team. 

Cordially, 

Ravindra Deo 

Executive Director 
FEDERAL RETIREMENT THRIFT INVESTMENT BOARD 

77 K Street, NE Washington, DC 20002 

November 7, 2017 

MEMORANDUM FOR ALL FRTIB EMPLOYEES 

FROM: RAVINDRA DEO 

EXECUTIVE DIRECTOR

SUBJECT: Equal Employment Opportunity (EEO) Policy Statement 

As Executive Director, I am firmly committed to maintaining a work environment where 

equal access to employment opportunities are assured to all FRTIB employees and job 

applicants. FRTIB does not tolerate discrimination based on race, color, religion, sex

(including pregnancy, gender identity, and sexual orientation), national origin, age, 

disability, or genetic information. In addition, FRTIB does not tolerate retaliation for 

opposing or exposing discriminatory practices, requesting accommodations or 

participating in the EEO process.

All employees and job applicants have the right to work or advance on the basis of merit, 

free from social, personal, or institutional barriers of prohibited discrimination. Equal 

employment opportunity covers all personnel/employment programs, management 

practices and decisions including, but not limited to, recruitment/hiring, merit promotion, 

transfers, reassignments, training and career development, benefits, and separation.

The FRTIB supports the rights of all employees to seek redress under the processes 

established through civil rights statutes. Individuals who perceive they are being 

subjected to discrimination should report the matter to an appropriate official within 45 

calendar days of the date of the alleged discriminatory event. Procedures for reporting 

and processing discrimination complaints are set forth in FRTIB EEO Policy and 

Procedures and Equal Employment Opportunity Commission Management Directives. 

It is imperative that all managers and supervisors fully comply with all laws governing 

EEO practices and assure employees are free from any interference or reprisal for 

participating in the EEO complaint process. Additionally, all FRTIB employees are 

expected to help promote a work environment that is free from discrimination, supportive 

of every employee, and allows all employees to reach their full potential. 

The Office of Resource Management oversees administration of an impartial and 

effective EEO process to receive, investigate, and seek resolution of complaints of 

employment discrimination at the earliest possible stage. 

Please do not hesitate to contact Angela James, EEO Manager, at 202.864.8517 or 

angela.james@tsp.gov, if you have any questions or require further information regarding 

equal employment opportunity matters.
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FEDERAL RETIREMENT THRIFT INVESTMENT BOARD IN BRIEF 

HISTORY

The Federal Retirement Thrift Investment Board (FRTIB) (agency) was established as an independent 

agency by the Federal Employees Retirement System Act of 1986. It is one of the smaller Executive 

Branch agencies, with just over 270 employees. 

The agency was established to administer the Thrift Savings Plan (TSP), which provides federal

employees the opportunity to save for additional retirement security. The TSP is a tax-deferred defined 

contribution plan similar to private sector 401(k) plans. Currently, the TSP is the largest defined 

contribution plan in the world with over 4.8 million participants and assets nearly $458 billion. The TSP 

is one of the three parts of the Federal Employee’s Retirement System (FERS).

MISSION – CORE PURPOSE

Administer the TSP solely in the interest of the participant and beneficiaries.

CORE – VALUES WE STAND FOR

Participant-Focused 

 We are passionate about delivering valuable products and services to participants

 We listen, respect and carefully consider the needs of participants in all we do

 We value the interests of participants above those of all others

Integrity 

 We are trustworthy and value individual and organizational honesty, consistency and credibility

 We ensure the financial integrity of the Thrift Savings Fund

 We operate with independence and act ethically to carry out our fiduciary responsibility

Collaboration 

 We value diversity and respect each other’s ideas and contributions

 We encourage open, candid dialogue and foster relationships based on trust and shared objectives

 We build partnerships to achieve greater outcomes than we could alone

VISION – OUR PICTURE OF THE IDEAL FUTURE VISION

We help people retire with dignity! 

 We help people retire with dignity

 We ensure that the FRTIB is a great place to work

 We pursue flawless operations

 We maintain excellent relationships with entities that oversee, regulate, govern and influence the

TSP.

FRTIB is a great place to work! 

 FRTIB is a unique, self-funded independent federal agency

 FRTIB is recognized for its extraordinary people, attracting the best from both the federal and

private sectors, offering innovative and attractive career development programs and benefits

 We have a robust state-of-the-art infrastructure and the right resources to get the job done

 We work seamlessly at all levels of the organization

 We have a positive culture that fosters open communication and high performance
ExecutiveDirector 

Ravindra Deo

HR POC Nancy Williams, 202.864.8828

Chief Operating Officer 

Deputy ExecutiveDirector 

Suzanne Tosini

Senior Advisor to 

UniformedServices 

ThomasEmswiler

HR POC Nancy Williams, 202.864.8828

Office of ExternalAffairs

KimWeaver

HR POC Lei Kreft, 202.864.8605

Office ofEnterprise 

Planning

Renee WilderGuerin

HR POC Crystal Wells, 202.864.8435

Office of GeneralCounsel

Megan Grumbine

HR POC Lei Kreft, 202.864.8605

Office of Investments

Sean McCaffrey

HR POC Crystal Wells, 202.864.8435

Office of Technology Services

Vijay Desai

HR POC Lei Kreft, 202.864.8605

Office of Chief Financial 

Officer

Susan Crowder

HR POC J.D. Wells, 202.864.8529

Office of Communication & 

Education

Jim Courtney

HR POC Crystal Wells, 202.864.8435

Office of Enterprise Risk 

Management

Jay Ahuja

HR POC J.D. Wells, 202.864.8529

Office of Participant 

Services

Tee Ramos

HR POC Amber McNeill, 202.864.8895

Office of Resource 

Management

Gisele Goethe

HR POC Amber McNeill, 202.864.8895
The Office of Participant Services (OPS) 

Mission Statement

The mission of the (OPS) is to provide premier customer service, ensure efficient and effective execution 

of daily operations and shape the policies, procedures, and processes that provide participants and 

beneficiaries with the tools and services they need to achieve a secure retirement with the best possible 

outcomes. 

We talk to our participants, efficiently execute their requests, help solve their problems, and continually 

improve the TSP experience through service innovation. 

Functional Statement

To fulfill this mission, the Office of Participant Services, perform several functions:

 Through the Plan Administration Division, oversees policies, procedures, and processes related to 

Legal Processing, Loans and Withdrawals, and resolving escalated service delivery and policy

issues.

 Through the Contractor Operations Division, oversees daily contractor operations to ensure the

accurate and efficient execution of participant requests and transactions, management of

participant inflows into the Plan (including contributions, rollovers, and transfers), adjustments and 

exceptions processing, and offering excellent customer service to our participants and beneficiaries 

through our Contact Center services.

 Through the Accounting Division, has responsibility for financial operations management,

including oversight of cash management, financial reporting, accounts payable/receivable,

participant disbursements, tax settlements, and Treasury reconciliations.

 Timely and accurately performs as stewards of the agency cash forecasting for the TSP Funds

Investment, and certify funds for requisitions.

 Improves financial management information by helping FRTIB’s offices craft and access useful,

timely financial information.

 Through the Business Office, provides OPS staff support in the oversight of operations and the

operational units by providing administrative support, coordinating and assisting in preparing the

office budget, supports procurement activity.

 Oversees the coordination of audit recommendations, and manages business processes through

workflow development, review and analysis of existing processes, and support in execution of new

functionality and processes in order to better service our participants and support the TSP mission.

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Office of Communications and Education (OCE) 

Mission Statement

We inform and educate federal employees about TSP benefits so that they can make better choices for 

their retirement savings. 

Functional Statement

To fulfill this mission, OCE:

 Partners with and educates agency and service representatives who serve participants.

 Provides clear information that accurately reflects new and existing legislation, agency

initiatives, policies, and procedures.

 Designs and produces original, visually appealing materials and content that attracts, engages, and

encourages federal employees to make smart retirement choices.

 Ensures that information, tools, and materials are available on multiple communications platforms.

 Uses demographic information and research to identify federal workforce trends and needs.

 Develops targeted campaigns and decision-making tools to address demographic needs and

trends.

 Monitors current communication, training, and education methods, integrating into

practice those that can potentially provide measurable results.

 Prepares and presents speeches and actively participates in conferences, seminar

presentations, and subject matter expert discussion panels.
Office of Enterprise Planning (OEP) 

Mission Statement 

The mission of the Office of Enterprise Planning (OEP) is to provide leadership and support to the Federal 

Retirement Thrift Investment Board (FRTIB) and its stakeholders on all strategic planning matters from 

data/predictive inputs to envisioning, and further through implementation, measurement, and continuous 

improvement in order to help inform and shape its direction in the administration of the Thrift Savings 

Plan (TSP). 

Functional Statement 

To fulfill this mission, the Office of Enterprise Planning (OEP) performs several functions: 

 Facilitates the development of the Agency’s Five-Year Strategic Plan.

 Coordinates/facilitates at an enterprise-level, the multiple frameworks that intersect during the

annual planning process including Strategic Planning, Portfolio Management, Acquisition

Management, Performance Management, Project Management and coordinating these frameworks 

with human and capital resource planning.

 Ensures that New Strategic Initiatives (NSIs) and Steady State (SS) work performed at the agency

are linked to the Strategic Plan, individual office plans, and ultimately the budget in a way that is 

measurable and ensures strategic alignment.

 Formalizes the Agency’s acquisition policy and framework that links strategic planning to

budgeting and procurement.

 Assists the FRTIB in understanding and assessing TSP participant demographics,

environmental dynamics, operational processes, and financial and retirement market issues and

trends.

 Benchmarks the Plan, participant investment behaviors, and operational processes and costs

against appropriate counterparties.

 Solicits, collects and analyses participant feedback to accurately identify participant and other

stakeholder satisfaction, expectations, perceptions, behaviors, and preferences.

 Coordinates the evaluation and documentation of potential new benefits initiatives within the TSP.

 Facilitates the development of the Agency’s performance management plans and establishes,

tracks, and reports on agency-wide metrics and Key Performance indicators (KPIs); Provides

support to offices seeking to improve workflows, operational efficiencies and processes.

 Facilitates a project management (PM) environment within the agency via policies and procedures 

on FRTIB project management standards including framework, governance, templates, etc.

 Collects and reports on project status and other project data; Provides project management training

and serves as subject matter experts and organizational consultants on the PM practice within the

agency.

 Manages portfolios, major acquisitions and projects in accordance with applicable policies (e.g.,

Project Management and Acquisition Policies).

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Office of Enterprise Risk Management (OERM) 

Mission Statement

The mission of the Office of Enterprise Risk Management (OERM) is to provide leadership and support to 

the accomplishment of the Agency’s Strategic Plan to effectively and efficiently identify, manage and 

mitigate risk to the resources, data, and reputation of the Thrift Savings Plan and the agency. 

Functional Statement

 Provides the operational management of the Agency’s overall enterprise risk management.

 Ensures enterprise level risks are proactively identified, analyzed and addressed by the Agency’s

senior leadership and facilitates the process of determining and aligning the Agency’s risk appetite

with its strategic objectives.

 Provides the operational management of the Agency’s Internal Control Program under the

guidelines of OMB Circular A-123.

 Performs internal audits of agency functions based on board and management requests, staff

suggestions, the internal control program and external audits.

 Participates in ad hoc “after incident” action teams. Manages and coordinates the annual financial

statement audit of the Thrift Savings Plan (“Fund”), the mid-year review of the Fund, statutory audits

conducted by the Department of Labor, and any audit conducted by other government entities.

 Tracks implementation of audit recommendations and provides updates to senior management on

the status of corrective action plans.
Office of External Affairs (OEA)

Mission Statement

The mission of the Office of External Affairs (OEA) is to develop and manage external communications 

to Congress, the media, Employee Thrift Advisor Council (ETAC), and other federal agencies in support 

of the strategic and programs of the Federal Retirement Thrift Investment Board (FRITB). 

Functional Statement

To fulfill this mission, the Office of External Affairs (OEA) performs several functions:

 Provides information and counsel to the Board and agency senior management on legislative and

media issues, as well as those issues that could be of interest or concern to ETAC.

 Develops targeted external communications to support the FRTIB policy objectives, and

proactively prepares to respond to issues that may generate media inquiry.

 Identifies or monitors legislative issues that could affect the FRTIB or the Thrift Savings Plan (TSP),

and develops short-and long-term strategies to counter or support, as necessary.

 Works with the Office of General Counsel (OGC) and other functional areas in developing

legislative packages that will be used to support desired legislative changes identified by the

FRTIB.

 Meets with Members of Congress and their staff to educate and advocate on issues of

importance to the FRTIB.

 Schedules and prepares for meetings between FRTIB senior leadership and Members of

Congress and their staff.

 Assists nominees to the Board during their nomination process.

 Manages the Congressional hearing process to communicate FRTIB agenda, goals, and needs.

 Researches and develops coordinated and timely responds to Congressional inquiries.

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The Office of the Chief Financial Officer (OCFO)

Mission Statement

The mission of the Office of the Chief Financial Officer (OCFO) is to provide leadership and support to 

the Federal Retirement Thrift Investment Board (FRTIB) and its stakeholders on all financial matters. 

Functional Statement

To fulfill this mission, the Office of Financial Management (OFM) performs several functions:

 Through the Budget Division, has the responsibility for all matters relating to the FRTIB budget

planning, formulation, presentation, execution, reporting, and financial management systems

operation. Presents monthly budget reports on outlays and spend rate to senior leadership.

Ensures that the submissions are consistent with the goals in the FRTIB strategic plan and

coordinates budget formulation results with the FRTIB strategic plan. Supports the strategic

planning process by defining the financial resources needed and determine near and long term

availability.

 Through the Fund Management Division, has the responsiblity for financial operations

management, including oversight of cash management. The Investments Division timely and

accurately perform as stewards of the agency cash forecasting for the TSP Funds Investment.

 Through the Contracting Division, has the responsiblity for effectively and efficiently managing

contracts and obligating funds. The Contracting Division ensures that all agency procurements

follow established procedures and that competition is sought to the greatest extent practicable. The 

Contracting Division pursues continuous improvement in the agency procurement process with a 

focus on long-term planning for agency contracting requirements.

 Through the Business and Policy Division, has the responsibility for effectively and efficiently

managing all financial and contracting policies and procedures. Maintains treasury relationships,

creates and distributes the financial statistical reports and manages the issuance, and training of the 

agency purchase cards and travel cards. Develops, recommends, establishes, implements, and

maintains policies, regulations, procedures, and related performance measures for the OCFO and

agency, consistent with applicable federal and agency regulations, guidelines, laws, and

procedures when deemed prudent to be in the best interests of the participants and beneficiaries.

Manages all OCFO acquisitions and contracts enhancing internal controls.

 Through the Accounting Division, has the responsibility for financial operations 

management, including oversight of cash management, financial reporting, accounts 

payable/receivable, participant disbursements, tax settlements, and Treasury reconciliations. 

Timely and accurately performs as stewards of the agency cash forecasting for the TSP Funds 

Investment, and certify funds for requisitions. Leads efforts to improve financial management 

information by helping FRTIB’s offices craft and access useful, timely financial information.
Office of General Counsel (OGC)

Mission Statement

To represent the interest of the participants and beneficiaries of the Thrift Saving Plan by providing advice 

to the Executive Director, Board Members, and staff of the Federal Retirement Thrift Investment Board 

concerning their legal duties and responsibilities under the Federal Employees’ Retirement System Act of 

1986 and other applicable laws. 

Functional Statement

To fulfill this mission, the OGC performs the following functions:

 Advises the named fiduciaries of the Thrift Savings Plan (the Members and the Executive Director

of the Federal Retirement Thrift Investment Board (FRTIB)) concerning their fiduciary and other

legal duties and responsibilities under the Federal Employees’ Retirement System Act of 1986

(FERSA), as amended.

 Advises the Executive Director and the staff of the FRTIB and its contractors concerning the

proper interpretation of the provisions of FERSA and other applicable laws and regulations in

administering the TSP.

 Advises to the Executive Director and the staff of the FRTIB concerning issues arising from the

FRTIB’s status as an independent agency within the Executive Branch of the United States. These 

include matters involving the applicability and interpretation of laws and regulations relating to 

human resources, contracts, ethics, and the Freedom of Information and Privacy Acts.

 Provides ethics and Privacy Act training to the named fiduciaries, FRTIB staff, and contractor

personnel.

 Provides advice concerning applicability of and compliance with laws, regulations, Executive

Orders, OMB Memoranda, and other materials as they relate to FRTIB and TSP operations.

 Monitors legislative, regulatory and other legal developments throughout the government to

determine if potential legal compliance issues exist.

 Drafts and handles the publication of all regulations for the FRTIB, including regulations required

by FERSA and other applicable laws.

 Working with the Office of External Affairs, reviews all legislation proposed by Congress or

Congressional staff that could affect the TSP or the FRTIB and their operations and drafts

legislation pertaining to the TSP and FRTIB, including legislation proposing changes to FERSA.

 Handles all litigation that arises involving the TSP or the FRTIB. Works directly with the U.S.

Department of Justice and any other entities to monitor and determine the proper positions to take

in such litigation and recommends any settlements to the Executive Director.

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Office of Investments (OI)

Mission Statement

The mission of the Office of Investments (OI) is to develop and implement investment policy and provide 

subject matter expertise for Thrift Savings Plan (TSP) investment programs. 

Functional Statement

To fulfill this mission, the Office of Investments (OI) performs several functions:

 Develops and implements investment policy, procedures, and asset allocation strategies.

 Oversees investment management services, including security lending.

 Ensures funds are invested in accordance with the law and policies established by the Federal

Retirement Thrift Investment Board (FRTIB).

 Provides expert advice on matters related to the management, design, and operations of the

investment programs of the TSP.

 Monitors fund performances, reports results, and uses the collected information to make

recommendations on how to improve TSP investment funds.

 Provides information on TSP investment funds for agency-wide planning purposes and for

communication materials designed for TSP participants and beneficiaries.
Office of Resource Management (ORM)

Mission Statement

The mission of the Office of Resource Management (ORM) is to develop and deliver administrative 

services and human resource programs designed to support the employees and overall mission of the 

Federal Retirement Thrift Investment Board (FRTIB).

Functional Statement

To fulfill this mission, the Office of Resource Management (ORM) performs several functions:

 Provides the programs and services that create a work environment of employee

empowerment and involvement.

 Implements laws governing federal civil service and when applicable, rules and regulations that

affect federal employees of the agency.

 Provides advice and assistance to the Executive Director and senior managers in carrying out their

responsibilities for selecting, training, and managing a high quality, productive, and empowered

workforce.

 Assesses workforce characteristics and future needs to align the Agency’s human resource policies

and programs with the Agency’s mission, strategic goals, and performance objectives.

 Recruits qualified applicants for positions within the agency.

 Manages employee benefits, retirement counseling and processing, and pre-payroll

administration.

 Ensures the agency complies with statute and applicable regulations in carrying out the

program management of human resources policy.

 Maintains personnel records.

 Provides a full range of administrative and support services to sustain the current operational

structures of the FRTIB and to forecast support for future changes.

 Plans and manages office and facilities, security clearance, emergency operations, library

services, timekeeping, and records management/ NARA archiving.

 Ensures compliance with EO, OWCP, unemployment compensation, Drug Free Workplace,

OSHA, EPA, and Occupation Health codes.

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Office of Technology Services (OTS)

Mission Statement

The mission of the Office of Technology Services is to provide Information Technology (IT) leadership 

and strategic direction to support the Federal Retirement Thrift Investment Board (FRTIB), its 

stakeholders and manage the full life-cycle of secure IT operations in alignment with the FRTIB mission. 

Functional Statement

To fulfil this mission, the Office of Technology Services (OTS) performs several functions:

 Manages the financial, budget, and acquisitions IT portfolio in alignment with agency

goals and objectives. Manages OTS administrative policies, workforce planning, space

allocation, training, and travel.

 Manages the secure daily operation of agency-wide IT systems used by the FRTIB

Offices, remote sites, federal agencies, Participants and Beneficiaries, and stakeholders.

 Collaborates with application developers to design software tools that provide end user

interfaces to critical database systems.

 Directs the engineering, design, implementation and support of IT infrastructure and

services for the wide area network to facilitate administrative and business applications.

 Protect and defend the Personally Identifiable Information (PII), sensitive financial

information, and fiduciary responsibilities for the participants and beneficiaries of the

Thrift Savings Plan by managing an effective security program.

 Ensures adherence to the Federal Information Security Management Act (FISMA) and

implementation of the Risk Management Framework.

 Develop project management artifacts to oversee execution of technical and service

requirements for the FRTIB Business Owners.
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NEW EMPLOYEE
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WHAT TO KNOW ON YOUR FIRST DAY 

Please report to the Main Lobby Security Desk at 77 K Street, NE, Washington, DC 20002 before 8:00

AM on your first day of work. Please enter at the 1st Street entrance of our building and not the K Street 

entrance. An HR Specialist will meet you in the lobby to assist with the security check-in procedures and 

to escort you upstairs to begin the orientation process. 

In order to complete your in-processing into the Federal Retirement Thrift Investment Board, you 

must bring the following items and paperwork with you: 

1. A government issued Photo ID (to check in at the security desk in the main lobby)

2. Identity and Employment Authorization as requested on the I-9 form

3. Completed Forms provided by HR

4. Documentation verifying your financial institution’s routing and account number for your net pay

and any allotments.

Public Transportation - The closest metro stop is Union Station (Red Line), exit at 1

st Street. 

Follow the “Operating Status” provided by the Office of Personnel Management (OPM) for any 

emergency closings or delays at www.opm.gov. 

Please call the reception desk if you have any delays or questions at (202) 942-1600. 
17 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

WORK SCHEDULES 

HOURS OF DUTY 

& 

PAY CYCLE 
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 18

WORK SCHEDULES 

STANDARD BUSINESS HOURS

Standard Business Hours are established as 9:00 a.m. and end at 5 p.m.

CORE HOURS 

Core hours are designated periods during the workday when an employee is required to be present for 

work or in an approved absence status and are within the designated standard business hours. FRTIB core

hours are from 9:30 a.m. - 3:00 p.m.

FLEXIBLE HOURS 

Flexible hours are the part of the workday when employees may (within limits or "bands") choose 

their time of arrival and departure. Within limits, FWS can enable employees to select and alter their 

work schedules to better fit personal needs and help balance work, personal, and family 

responsibilities. The flexible time band in which all regularly scheduled work must be performed (to 

include credit hours), is 6:30 a.m. to 8:00 p.m.

FLEXIBLE WORK SCHEDULES 

5/4-9 SCHEDULE 

The 5/4-9 schedule is the Agency’s FWS option. It allows a full-time employee to work nine hours a 

day for eight days, and one eight hour day to fulfill the 80- hour biweekly work requirement. This 

schedule enables the employee to fulfill the 80-hour basic work requirement in nine workdays rather 

than 10 workdays, thereby providing the employee with one day off each biweekly pay period. The 

nine-hour days must start and end at the same time each day. The eight-hour day will have a different 

starting and/or ending time but those times must be the same each pay period. The supervisor 

determines the number of hours a part-time employee must work in a nine-day biweekly pay period. 

CREDIT HOURS 

Credit hours are any hours within an FWS that are in excess of an employee's basic work requirement 

(e.g., 40 hours a week) which the employee elects to work to vary the length of a workweek or a 

workday
19 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

FEDERAL HOLIDAYS 

New Year’s Day 

January 1st

Labor Day 

The 1st Monday of September

Birthday of Martin Luther King 

Observed on the 3rd Monday of January

Columbus Day

The 2nd Monday of October

Washington’s Birthday

February 17th

Veteran’s Day

November 11th

Memorial Day

The last Monday of May

Thanksgiving Day

The 4th Thursday of November

Independence Day

July 4th

Christmas Day

December 25th

PAY CYCLE 

The federal government operates on a bi-weekly pay cycle. Thus, there are 26 pay periods in each

calendar year. The FRTIB pay periods run from Sunday through the following Saturday. Paydays are on 

the second Tuesday of the pay period; however, funds are usually released by the first Friday of the pay 

period. 

ANNUAL AND SICK LEAVE 

Annual leave is provided for each FRTIB employee who has an established tour of duty or work 

schedule and whose Appointment is for 90 days or longer. Full-time employees earn annual leave 

each pay period in increments of 4, 6, or 8 hours, depending upon the total years of federal 

service. Both creditable civilian and military service are used in determining time increments for 

leave purposes. The rates of annual leave accrual are as follows: 

Years of Federal Service Pay Period Accrual Total Annual Accrual

Less than 3 years 4 hours 13 days

3 to 15 years 6 hours 20 days

15 years or more 8 hours 26 days

You may not carry over more than 30 days (240 hours) of annual leave. Earned annual leave exceeding 

240 hours must be used by the end of the leave year or it will be lost. 
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 20

Annual leave may be granted when requested with consideration to the effect of your absence on the 

assigned workload. In cases where an emergency requires you to remain away from work without prior 

approval, you must notify your supervisor as soon as possible on the first day of your absence. Check with 

your supervisor about specific reporting requirements for your office. 

Full-time employees earn 13 days of sick leave each year, at the rate of 4 hours per pay period 

(every 2 weeks). Employees who work on a part-time basis with an established tour of duty earn sick leave 

at the rate of 1 hour for each 20 hours of duty. Credit may not exceed 4 hours of sick leave for 80 hours of 

duty in any pay period. There is no limit on the amount of sick leave you may accumulate. Use of sick 

leave is charged in increments of 15 minutes. Sick leave may be used when you are unable to work 

because of sickness or injury, or when you have a medical, dental, or optical appointment. 

For additional guidance on Leave Administration please refer to the Hours of Work Policy 

and Procedures – located on the FRTIB Town Center. 

LEAVE AND EARNING STATEMENT 

You can view your leave and earnings statement (LES) through the Employee Express website at https://

www.employeeexpress.gov/DefaultLogin.aspx. Your Login ID when you first log in will be your social 

security number. The password will be emailed to your work email address within 10 days of 

employment. If you have not received your password during this timeframe please contact the HR Office. 

In the meantime, your leave and earning statements will be mailed directly to your home address on file. 

If you need assistance with Employee Express please send a detailed message to the Help Desk at 

EEXHelp@opm.gov with the following information: 

 Your name

 Your employing agency name

 Your daytime phone number

 A detailed description of your problem (for security reasons, DO NOT include your Social

Security Number (SSN), Login ID or Password in your message)
21 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

1 Thrift Investment Board For Pay Period Ending 2 Net Pay 3

08/05/2006 587.21

EARNINGS AND LEAVE STATEMENT Pay Period # 4 Pay Date 5

17 08/15/2006

Name

6

Igot A. Check

Pay Plan/ Grade /Step 7 Annual Salary 8 Hourly Rate 9

GS 08 06 48,188.83 23.09

Home Address 10 Pay Check Mailing Address 11

333 My Road

Town, CO 12345

BASIC INFORMATION 12

Service Comp Date XX/XX/XXXX

Dept ID RF

Pay Begin Date XX/XX/XXXX

TSP Roth Amt/% X %

agency TIB 

FLSA Class EXEMPT OR NON-EXEMPT 

Financial Institution XXXXXXXXXX

Cumulative Retirement agency $XXXX 

Organization Code XXXX0000 

TSP Tax Deferred Amt/% 5 % 

13 14

Your Pay Consists of Current YTD Tax Information Marital Exemptions Additional Current YTD

Gross 1,847.23 31,782.55 Status Withholding Wages Wages

Total Deductions 1,260.02 14,128.14 Federal S 0 0.00 24,555.95

Net Pay 587.21 State - DC S 0 0.00 24,555.95

15 EARNINGS

TYPE RATE ADJUSTED ADJ HOURS HOURS CURRENT YTD

Regular 23.09 80:00 1,847,23

16 DEDUCTIONS

TYPE MISC ADJ CURRENT YTD TYPE MISC ADJUSTED CURRENT YTD

FERS/CSRS Retirement-Ded. 14.78 250.30 OASDI Tax 6.2 106.25 1,832.79

Medicare Tax 1.45 24.85 428.66

State Tax 1 / CO 62.00 1,077.00 Health Benefits – Pretax 9E2 133.51 2,221.41

FEGLI – Regular 7.65 129.45 Charity Contribution 10.00 170.00

Savings Allotment 15.00 0.00 Thrift Savings Plan Loan 389.30 0.00

Thrift Savings Plan (TSP) 295.56 5,005.19

17 BENEFITS PAID BY GOVT.

TYPE CURRENT YTD TYPE CURRENT YTD

FEGLI 3.83 64.81 FEHB 316.08 5,337.66

FERS/CSRS 206.89 3,503.69 Medicare 24.85 428.66

OASDI 106.25 1,832.79 TSP Basic 18.47 312.79

TSP Matching 73.89 1,251.33

18 LEAVE

TYPE Begin Begin Earned Earned Used Used Ending

Bal Bal Lv Current YTD Current YTD Bal

Current Yr.

Annual 248.30 240.00 8.00 120.00 1.30 105.00 255.00

Sick 345.30 348.30 4.00 60.00 7.00 66.00 342.30

Credit Hours 0.30 21.00 15.00 0.30 36.00 0.00

Admin 0.00 0.00 0.00 0.00 2.00 0.00

19

Annual Leave

Category: 8 Projected Yr End Bal: 88:00 Max Carry Over: 240:00 Use or Lose Balance: 103:00

20 REMARKS
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 22

EMPLOYEE EXPRESS LEAVE AND EARNINGS STATEMENT EXPLANATION 

Block 

#

Data Element 

Name

Description

1 agency The agency an employee works for 

2

For Pay Period 

Ending The current pay period ending date for the period being paid

3 Net Pay A total of all earnings (current pay period and any adjustments), less all deductions 

(current pay period and any adjustments)

4 Pay Period The current pay period in which an employee was scheduled to perform work

5 Pay Date The pay date is the day you receive your net pay

6 Name The employee’s name will appear as it is stored in the system

7

Pay Plan/ 

Grade/ Step An employee’s current pay plan, grade, and step

8 Annual Salary Current annual salary

9 Hourly Rate Current hourly rate of pay

10 Home Address Employee’s home address for mailing end-of-year W2

11

Pay Check 

Mailing 

Address

Displays the address where your check will be mailed to. If check is sent to a bank 

(EFT), no check mailing address will display

12 Basic 

Information

Service Comp Date- A Service Computation Date (SCD) is a date, either actual or 

constructed, used to determine benefits that are based on how long a person has 

been in the federal Service and is used to determine the rate at which an 

employee accrues leave.

Dept ID- Current Department employee works for as identified by the payroll office

Pay Begin Date– The beginning date of the pay period listed

TSP Roth Amt- The amount or percentage of your ROTH contribution

agency- Current agency employee works for (abbreviated) 

FLSA Class- Non-exempt or exempt status (for overtime purposes)

Financial Institution– The name of the financial institution receiving the net pay

Cumulative Retirement agency- The total sum of employees retirement 

deductions collected by your current payroll provider

Organization Code- Current office employee works for

TSP Tax Deferred Amt/%- The amount or percentage of your TSP contribution

13 Your Pay 

Consists of

The current pay period and year-to-date totals for your gross pay, total deductions, 

and net pay

14 Tax 

Information

Your current federal and state marital status, exemptions, and additional 

withholdings. Displays your current state tax identifier and your year-to-date 

wages.

15 Earnings

Displays the type of pay (regular, leave, etc.), hourly rate paid, any adjustments for 

prior pay periods, number of hours paid during the current pay period, and gross 

wages for current pay period.
23 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

16 Deductions

Includes all current pay period deduction amounts or percentages and the type of 

deductions that are being deducted from your current gross pay. Displays year-todate deduction amounts.

17 Benefits Paid 

by Govt.

Displays the contribution type and the contribution amount or percentage 

contributed by your employing agency for the current pay period. Displays year-todate contributions.

18 Leave

The number of leave hours available to you at the beginning of the current pay 

period (Begin Bal Current) and at the beginning of the current leave year (Begin Bal 

Lv Yr). The type of leave hours earned and used in the current pay period and the 

total hours earned and used year-to-date. Displays the type of leave and the 

number of leave hours available at the end of the current pay period (Ending Bal).

19 Annual Leave

Category - Your Annual Leave Category (determines how many hours you accrue

per pay period).

Projected Yr End Bal - The amount of annual leave to be earned between the end 

of the current pay period and the leave year end.

Max Carry Over - The maximum amount of annual leave that can be carried from 

year to year

Use or Lose Balance - The amount of annual leave that must be used by the end of 

the current leave year (the difference between the maximum carryover and the 

sum of the current Annual leave balance plus projected yearend).

20 Remarks

The remarks section will provide any general information that will be useful to the 

agency or specific information to the employee regarding personnel actions, payroll 

adjustments, or advance notice of compensatory time expiration.

PLEASE NOTE, THE EMPLOYEE IS RESPONSIBLE FOR VERIFICATION OF PAY, 

DEDUCTIONS, AND LEAVE 
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 24

BENEFITS 

INFORMATION
25 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

TRANSIT BENEFITS 

The FRTIB Public Transportation Benefit Program is designed to subsidize employees’ cost of using 

public transportation to travel to and from work. 

 SmartBenefits. The mass transit subsidy provides for the monthly distribution of qualified transit

benefits up to the limit established by law ($260) or actual commuting costs, whichever is lower.

FRTIB employees who expect to commute via public mass transportation may receive a mass

transit subsidy.

The sign up forms for transit benefits can be found on the FRTIB Town Center

PARKING

The FRTIB provides parking passes, compensated by the agency to all Directors, GS-15 and GS-14 

employees. If you fall in one of these categories and are interested in parking please contact the 

Mission Support team at MissionSupport@tsp.gov. 

Marc Park maintains the parking at 77K. For those wishing to pay for monthly parking at 77K, Marc 

Park is currently maintaining a waiting list. To sign up for the waiting list or for inquiring about 

immediate availability. 

As an alternative, Marc Park also maintains a parking lot nearby at 100 K Street. Anyone interested in 

monthly parking at 100 K Street may also sign up using the website listed above. 

Questions regarding eligibility for either program or how to complete enrollment forms may be 

directed to the Mission Support team at MissionSupport@tsp.gov. 

FEDERAL BENEFITS IN BRIEF 

As an FRTIB employee, pay is only part of the compensation you will earn. The federal government 

offers a broad range of benefit programs. 

BENEFEDS - Vision & Dental eligible employees and annuitants can choose among: a) four nationwide 

and three regional dental plans and b) three nationwide vision plans. See the link below to learn more or 

enroll: https://www.benefeds.com/

Employee Assistance Program (EAP) can provide positive assistance to those employees experiencing 

difficulties due to family, emotional or financial problems, or difficult times with children, as well as 

alcohol and drug related issues. 
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 26

The Federal Employees Group Life Insurance (FEGLI) is the largest group life insurance program in 

the world, covering over 4 million federal employees and retirees, as well as many of their family 

members. FEGLI provides group term life insurance. As such, it does not build up any cash value or paidup value. 

If you are a new federal employee, you are automatically covered by Basic life insurance and your payroll

office deducts premiums from your paycheck unless you waive the coverage. In addition to the Basic, 

there are three forms of Optional insurance you can elect. See the link below for more information 

covering FEGLI: http://www.opm.gov/healthcare-insurance/life-insurance/

The Federal Employees Health Benefits Program (FEHB) is a nationally recognized model that offers 

you choices and flexibility along with a substantial employer contribution to premiums. You can choose 

from among Consumer-Driven and High Deductible plans that offer catastrophic risk protection with 

higher deductibles, health savings/reimbursable accounts and lower premiums, or Fee-for-Service (FFS) 

plans, and their Preferred Provider Organizations (PPO), or Health Maintenance Organizations (HMO) if 

you live (or sometimes if you work) within the area serviced by the plan. 

As a federal employee you are eligible to elect FEHB coverage, unless your position is excluded by law or

regulation. There are numerous special provisions for people in part-time or intermittent employment, 

temporary appointments, and specifically named positions. See the link below to compare health plans and 

premiums: http://www.opm.gov/healthcare-insurance/healthcare/

Federal Long Term Care Insurance Program (FLTCIP) The Federal Long Term Care Insurance 

Program (FLTCIP) provides long term care insurance to help pay for costs of care when enrollees need 

help with activities they perform every day, or you have a severe cognitive impairment, such as 

Alzheimer's disease. Most employees must be eligible for the FEHB Program in order to apply for 

coverage under the FLTCIP. You must apply to find out if you are eligible to enroll. See the link below 

for more information covering FLTCIP: http://www.opm.gov/healthcare-insurance/long-term-care/

Flexible Spending Accounts (FSA) allows you to save money for health care expenses with a Health Care 

or Limited Expense Health Care FSA. Think of it as a savings account that helps you pay for items that 

typically aren’t covered by your FEHB Plan, the Federal Employees Dental and Vision Insurance Program, 

or other health insurance coverage. FSAFEDS also offers an account for families with young children or 

elder care expenses – the Dependent Care FSA. This account allows you to set aside money to pay for your 

day care expenses. 

Eligible employees can enroll in FSAFEDS each year during the Federal Benefits Open Season (the 

November/December timeframe). Open Season enrollments are effective January 1 of the following year. 

Current enrollees must remember to enroll each year to continue participating in FSAFEDS. Enrollment 

does NOT carry forward year to year. Click here to read more about FSA: http://www.opm.gov/healthcareinsurance/flexible-spending-accounts/

RETIREMENT BENEFITS 

Civil Service Retirement System (CSRS) was created in 1920 and was the only retirement plan for most 

federal civilian employees until 1984. CSRS is a defined benefit retirement plan that provides retirement,

disability, and survivor benefits. If you are CSRS your retirement coverage will continue upon transfer to 

this agency. If you are rehired, HR will determine if you meet the statutory rules to remain covered under 

CSRS, which may include coverage as CSRS “Offset” (which requires payment into Social Security as part 

of the total CSRS deduction. Note: You are not a FERS employee but are fully vested and entitled to 
27 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

a CSRS benefit). Eligibility for a CSRS basic annuity requires 5 years of creditable service, which all 

CSRS employee have presently accrued. The agency will deduct and match 7% of your pay to the CSRS 

fund, however the basic annuity is a defined benefit plan based on number of years of creditable service 

and your salary at your highest grade and step averaged over 3 years. The formula for CSRS pays close 

to 2% of salary for each year worked (for up to 42 years of creditable service). Eligibility for an 

immediate or deferred benefit is based on the chart below: 

Minimum 

Years of creditable service Age at Separation Eligible for a Basic Annuity 

5 62 Immediately 

5 not age 62 Deferred until age 62 

20 60 Immediately 

30 55 Immediately 

This was a basic summary of the FERS and CSRS retirement programs. Do not wait until you are close to

retirement eligibility to learn about your retirement benefits package as a federal employee. The agency

will periodically sponsor informational briefings on the TSP by our own in-house experts on the program

(which will include the basics of FERS, CSRS, and Social Security). In addition, we will periodically 

sponsor retirement information and planning sessions. If you have specific questions about your 

retirement benefit plan, please contact HR for assistance. 

Federal Employees Retirement System (FERS) is a retirement plan automatically covering employees 

hired January 1, 1984 or later. FERS is a three-tiered retirement system that consists of three different 

sources: a Basic Benefit Plan administered by the Office of Personnel Management, Social Security, and 

the Thrift Savings Plan (TSP) administered by the Federal Retirement Thrift Investment Board. Two of 

the three parts of FERS (Social Security and the TSP) can go with you to your next job if you leave the 

Federal Government before retirement. The Basic Benefit and Social Security parts of FERS require you to 

pay your share each pay period. Your agency withholds the cost of the Basic Benefit and Social Security 

from your pay as payroll deductions. Your agency pays its part too. Then, after you retire, you receive 

annuity payments each month for the rest of your life. 

Upon eligibility for a retirement benefit under FERS, you will receive a benefit payment from each 

component of the FERS program. The total benefit received under FERS is designed to pay you a 

replacement rate of your working income. The replacement rate you should plan to receive should allow 

you to maintain your standard of living based on what you earned when you worked. To determine if you 

will receive a substantive replacement rate you need to understand the components of your FERS benefit 

and consider the actions you should take to ensure you can “retire with dignity”. The TSP will be an 

important part of that goal but your retirement benefit is more than just your TSP account. 

Eligibility is determined by your age and number of years of creditable service. In some cases, you must 

have reached the Minimum Retirement Age (MRA) to receive retirement benefits. See the link below to 

read more about FERS: http://www.opm.gov/retirement-services/fers-information/

FERS Basic Annuity - Your entitlement to a basic annuity is based on the number of years of creditable 

civilian service; the benefit you receive is based on a formula that factors the number of years of creditable 

service you have and your highest grade and step averaged over a three-year period. In order to become 

eligible for the basic annuity you must have a total of 5 years of creditable civilian service. Once you 

have attained 5 years of creditable civilian service the chart below explains when you are eligible for an 

immediate or deferred annuity: 
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 28

Minimum Age at 

Years of creditable service Separation Eligible for a Basic Annuity 

5 62 Immediately 

5 not age 62 Deferred until age 62 

10 MRA* Immediately ** 

10 not at MRA* Deferred until MRA is reached** 

20 60 Immediately 

30 MRA* Immediately 

* MRA – Minimum Retirement Age – the minimum age based on date of birth you much reach to become

eligible with appropriate years of service for a FERS basic annuity

Birth Year: MRA: 

1947 55 

1948-1952 increase by 2 months per year 

1953-1964 56 

1965-1969 increase by 2 months per year 

1970 & later 57 

The formula for the FERS annuity is 1% of salary times the number of years of creditable service. For 

example, if you work 30 years you can expect to receive 30% of your highest grade and step (salary 

averaged over three years). If you retire at age 62 with at least 20 years of service the formula will 

increase to 1.1% for each year of creditable service. The calculation of your FERS annuity will be based 

on the total years of creditable civilian service you have , which may include military service or other 

service (such as Peace Corps volunteer time). A deposit may be required for credit for this service. Check 

with Human Resources on how to obtain credit for certain types of service and for more information about 

the OPM basic annuity. 

**If eligible retire under the MRA with less than 30 years of service there will be a 5% reduction in the 

calculated annuity for each year you are under the age of 62. For example a FERS employee with 25 years 

of service who retires under his MRA at age 56 would be eligible for an annuity that is 25% of his high 3 

year salary. The annuity paid would be reduced by approximately 30% (6 years x 5 = 30%) from the 

calculated amount. 

The FERS basic annuity is a defined benefit plan. Although contributions are made by you and the agency

to FERS, the benefit you receive is not based on the amount paid into FERS. As stated above FERS 

benefits are formula based and determined from your total years of creditable service and three-year 

average salary based on highest grade and step. 

Social Security – Administered by the Social Security Administration (SSA). Your contribution from 

your pay to the Social Security benefit is 6.2% of your pay; the agency also contributes an equivalent 

amount to the fund. Similar to your OPM Basic Annuity what you receive will not be based on the 

amount you or your employer paid into Social Security. The benefit you receive will be based on your 

lifetime average of income earned from which a social security contribution was deducted. Social 

Security benefits are a salary weighted based formula, which pays a higher replacement rate on a lower 

lifetime income earned versus those who retire with a higher average wage. You will need 40 quarters 

(about 10 years) of substantial wages earned from which social security was deducted for basic eligibility 

for the program; however lifetime wages are averaged over a 35 year career. The earliest age you may 

receive a benefit is 62; however the more years you delay your first payment to your full retirement age 

the greater the amount 
29 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

of the calculated benefit you receive. For more information on how your Social Security benefit is 

computed and to request an estimate of your benefit(s), visit the SSA website at http://www.ssa.gov. 

Note: If you immediately retire under FERS before age 62, OPM will pay a supplemental benefit based on 

your federal wages and the SSA formula for benefits. This payment will end at age 62, regardless of 

whether you choose to begin receiving your Social Security benefit, delay it to a later date, or begin 

receiving it at full retirement age. 

THRIFT SAVINGS PLAN 

The Thrift Savings Plan (TSP) is a retirement savings and investment plan for federal employees and

members of the uniformed services, including the Ready Reserve. It was established by Congress in the 

Federal Employees’ Retirement System Act of 1986 and offers the same types of savings and tax benefits 

that many private corporations offer their employees under 401(k) plans. 

The TSP is a defined contribution plan, meaning that the retirement income you receive from your TSP 

account will depend on how much you (and your agency, if you are eligible to receive agency

contributions) put into your account during your working years and the earnings accumulated over that 

time. Remember, if you are covered by the Federal Employees’ Retirement System (FERS), the TSP is 

one part of a three-part retirement package that also includes your FERS basic annuity and Social Security. 

If you are covered by the Civil Service Retirement System (CSRS) or are a member of the uniformed 

services, the TSP is a supplement to your CSRS annuity or military retirement pay. 

The TSP has a selection of individual and lifecycle funds that offer broad market diversification. You can 

choose to have your retirement dollars invested in everything from a short-term U.S. Treasury security to 

index funds comprised of domestic and international stocks. 

ESTABLISHING YOUR TSP ACCOUNT 

If you are a FERS or CSRS employee and you were rehired after July 31, 2010, your agency has 

automatically enrolled you in the TSP, and 3% of your basic pay is deducted from your paycheck each pay 

period (5% starting October 2020) and deposited into your TSP account unless you make an

election to stop or change your contributions using Employee Express or by completing the TSP-1 

Election Form and submitting it for processing to the Human Resources Division.

When you contribute to the TSP, the agency will match the first 5% of your contribution each pay date. 

If you have any questions regarding TSP please contact the HR Benefits Specialist for assistance.

TSP FUNDS OVERVIEW 

The Thrift Savings Plan is comprised of 6 primary investment funds. Below are brief descriptions of each 

fund. 

 The G Fund, Government Securities Investment Fund: The G Fund’s investment objective is to

produce a rate of return that is higher than inflation while avoiding exposure to credit (default)

risk and market price fluctuations.

 The F Fund, Fixed Income Index Investment Fund: The F Fund’s investment objective is to match 

the performance of the Barclays Capital U.S. Aggregate Bond Index, a broad index representing 

the U.S. bond market.

 The C Fund, Common Stock Index Investment Fund: The C Fund’s investment objective is to
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 30

match the performance of the Standard and Poor’s 500 (S&P 500) Index, a broad market index 

made up of stocks of 500 large to medium-sized U.S. companies. 

 The S Fund, Small Capitalization Stock Index Investment Fund: The S Fund’s investment

objective is to match the performance of the Dow Jones U.S. Completion Total Stock Market

Index, a broad market index made up of stocks of U.S. companies not included in the S&P 500

Index.

 The I Fund, The International Stock Index Investment fund: The I Fund’s investment objective is

to match the performance of the Morgan Stanley Capital International EAFE (Europe, Australia,

and Far East) Index.

 The L Fund or “Lifecycle” funds, use professionally determined investment mixes the five

individual TSP funds that are tailored to meet investment objectives based on various time

horizons. The objective is to strike an optimal balance between the expected risk and return

associated with each fund.
31 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

NAVIGATING THE 

WORKPLACE
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 32

BUILDING RULES AND REGULATIONS 

The following rules and regulations have been formulated for the safety and well-being of all the tenants of 

the building. Adherence to these rules and regulations by each and every tenant contributes to safe 

occupancy and quiet enjoyment for the building. Only rules that directly obtain to FRTIB employees have 

been explained below. For a complete list of rules and regulations be sure to review the Official Brookfield 

Building rules and Regulations Document. 

1. No show cases or other articles shall be put in front of or affixed to any part of the exterior of the

building, nor placed in the Common Areas without the prior written consent of Landlord.

2. Tenant shall not mark, paint, drill, cut, string wires, within or in any way deface any part of the

building (including window mullions) without the prior written consent of the landlord and as

landlord may direct. Tenant shall not hang any items or objects from the ceiling. Items and/ or

objects hanging from the ceiling can damage the ceiling tiles and ceiling grid. Upon removal of

any

3. No tenant shall construct, maintain, use or operate within or in the outside of the Building, any

electrical device, wiring or apparatus in connection with a loud speaker system or other sound

system. Upon written approval by Landlord, a tenant may install Muzak or other internal music

system within the tenant’s premises if the music system cannot be heard outside of the premises.

4. No bicycles, vehicles, animals, birds or pets of any kind shall be brought into or kept in or about a

tenant’s premises or in the building

5. No cooking shall be done of permitted by any tenant on its premises, except that, with Landlord’s

prior written approval (including approval of plans and specifications therefor), a tenant may

install and operate for convenience of its employees a lounge or coffee room with a microwave,

sink and refrigeration; provided that in so doing the tenant shall comply with all applicable

building code requirements and any insurance or other requirements specific by Landlord. No

tenant shall cause or permit any unusual or objectionable odor to originate from its premises.

Tenant shall place all office equipment and any other device of any electrical or mechanical nature

in the demised premises in setting approved by landlord, so as to absorb or prevent any vibration,

noise or annoyance. Unauthorized and uninspected installation and operation of coffee makers,

heating plates, microwave ovens, refrigerators, and similar items must be avoided. Electric space

heaters and/or fans present a serious fire hazard and are strictly prohibited.

6. All removals, or the carrying in or out of any safes, freight, furniture of bulky matter of any

description, must take place in such manner and during such hours as Landlord may require.

Landlord reserves the right (but shall not have the obligation) to inspect all freight brought into the

Building and to exclude from the Building all freight which violates any of these ruled and

regulations or any provision of any tenant’s lease.

7. No smoking shall be permitted in any of the Common Areas of the Building or in the tenant’s

premises. All cigarettes and related trash shall be disposed of in trash receptacles and not on the

sidewalks, parking lot or grass.

8. Electric space heaters and/or fans present a serious fire hazard and are strictly prohibited.

BUILDING ACCESS 

Employees entering the building must have a PIV card. You will receive a temporary access card on your 

first day of employment and a permanent PIV card once your background check has been completed. 
33 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

Please contact the Administrative Services Division, regarding any issues with your card. 

Normal business hours at 77K, during which building services such as HVAC and building staff are 

available, Monday – Friday from 8 am to 7 pm, and Saturday from 8 am to 2 pm (excluding holidays). 

Security officers however, are on duty at the consoles and tour the building and garage 24 hours a day, 

seven days a week. 77K is open to tenants at all times, but you must use your PIV card, which includes 

your picture, the Agency’s logo, and a chip, to access the building. The agency is currently developing a 

policy for facility usage at 77K. In the meantime, concerns or questions regarding building services 

should be directed to your supervisor. 

EVACUATION PROCEDURES 

The fire alarm will sound when there is an emergency for which it is appropriate to exit the building. As 

you leave your office, close – but do not lock – your door. DO NOT USE the elevators. Exit the 

building immediately by the nearest exit, unless it is dangerous to do so. 

Once outside the building, cross over 1st Street and assemble under the rail overpass (see map below). 

SHELTER-IN-PLACE 

The 9th floor has three designated Shelter-in-Places located at Rooms 9001, 9064, and 9065. The 10th floor 

training room is one of the four designated Shelter-in Place. When you hear the call to move to the 

Shelter-in-Place, immediately move to one of the designated areas until the “All Clear” call has been 

announced. At that time, you may return to your desk or follow the instructions to evacuate the building 

accordingly.
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 34

CONFERENCE ROOMS 

FRTIB has nine conference rooms available by reservation. 

Conference Room Number

09-062 - Union Station Conference Room

09-064 – 9

th floor Conference Room

10-001 – Board Room

10-010 – Training Room

10-011 – Audio Visual Conference Room

10-057 – Eastern Market Conference Room

10-069 – U Street Conference Room

10-083 – National Mall Conference Room

11-012 – Capitol Hill Conference Room

11-013 – 1600 Penn Avenue, Video Conference Room

11-059 – Mount Vernon Conference Room

11-061 – Georgetown Conference Room

EMPLOYEE LOUNGE 

The employee lounge is available to all FRTIB employees and is located on the 11th floor. The employee 

lounge has a full size fridge, microwave, sink, dishwasher, toaster oven, can opener, sitting area with 

tables, and water cooler. In addition to the employee lounge, there are several small kitchenettes located 

on each floor that contain some or all of the following: sink, mini fridge, microwave, toaster, coffee 

maker, and can opener. 

ROOFTOP TERRACE 

The rooftop terrace is available to all FRTIB employees and is located on the 12th floor only accessible by 

the rooftop elevator. 

EXERCISE FACILITY 

The FRTIB recognizes the importance of maintaining a healthy and fit federal work force and encourages

employees to use the available work schedule and leave flexibilities to participate in a physical fitness 

program. The agency believes such activity not only improves health, but also enhances employee 

productivity and morale. The building has a fitness facility equipped with a variety of cardiovascular and 

strength-training equipment located on the lobby level. 

All users agree to be bound by the rules and regulations of the exercise facilities, and such rules and 

regulations may be from time to time changed. 
35 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

The Physical Fitness Policy Rules and Regulations, dated February 24, 2011, can be found on the FRTIB 

Town Center. 

NEARBY AMENITIES MAP 
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 36

TRAINING 

& 

DEVELOPMENT 
37 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

FRTIB 101 

All new employees (including transfers from other federal agencies) will be scheduled to attend the FRTIB 

101. This session will provide you information about the agency and is hosted by FRTIB Office Directors 

and the Executive Director. You will receive a mandatory meeting invite for the next session scheduled 

after your first day of duty here at the FRTIB. 

IDP OVERVIEW 

Supervisors are required to prepare a formal Individual Development Plan (IDP) for each employee to 

ensure mission-critical training and career development opportunities are achieved. All permanent agency

employees should have an IDP in place within 30 days of joining the agency, being reassigned, or 

beginning a new performance cycle (October 1 - September 30). 

All IDPs should be updated on an annual basis. Supervisors should work with employees to establish 

realistic developmental goals and objectives, jointly identify performance priorities, monitor progress 

toward goals, and provide ongoing feedback as needed. IDPs must be aligned with the Agency's strategic 

plan and address development needs required to meet current or future job requirements. The plan does not 

approve and/or authorize any training; all training must be approved and authorized in accordance with the 

training policies and procedures. 

TSP TRAINING COURSE 

Overview of the Thrift Savings Plan 

All FRTIB employees are required to attend the "TSP Overview for Board Employees" training course.

For the most recent training schedule for this course and other TSP courses that are available onsite at the 

FRTIB, please visit https://frtib.skillport.com.

Employees interested in signing up for one or all of these courses should register using their ELMS 

account.

ETHICS ANNUAL TRAINING 

All employees will receive annual ethics training in accordance with the Annual Ethics Training Plan. The 

training will emphasize: 

 The principles of ethical conduct;

 The standards of ethical conduct ( to include rules governing interaction with contractors);

 The Agency’s supplemental standards;

 The federal conflict of interest statutes; and the names, titles, and office numbers of the Agency’s

ethical official

E-LEARNING MANAGEMENT SYSTEM (ELMS)

ELMS is an on-line learning portal with an extensive library of on-line courseware, books and videos. This 

portal is a developmental tool that you can utilize in your own time and at your own pace. It is not 

intended to replace instructor-led training courses; it supplements traditional methods and provides a 

greater opportunity for your skill development. For more details about ELMS please contact Derk Sloane 

X 1487. If you have your ELMS log in information see: https://frtib.skillport.com.
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 38

JOB SPECIFIC TRAINING 

The FRTIB also provides opportunities for training and development to encourage and assist 

employees: to improve performance of current official duties or official duties that can reasonably be 

expected to be assigned in the near future; to implement changes in office technology, procedures, and 

policy; and to obtain the most efficient and cost-effective training available in accordance with federal

training regulations. 

All training requests are processed through OTIS and/or ELMS. 

FRTIB ACADEMIC DEGREE PROGRAM 

The objective of the FRTIB Academic Degree is to build and retain a skilled and effective workforce and 

improve organizational performance by providing an Academic Degree Training Program designed to 

encourage and assist employees in increasing their knowledge, skills, and abilities in order to better 

perform the duties of their current position or strengthen their potential contribution to the overall mission 

of the FRTIB. To facilitate efficient administration and reporting, the FRTIB Academic Degree Training 

Program will be centrally managed by the Office of Resource Management.

TUITION ASSISTANCE PROGRAM 

The agency may pay for employees to attend individual college courses that improve individual and 

organizational performance, related to the employee's current duties or anticipated duties, and assist in 

achieving the Agency's mission and performance goals. Employees participating in the FRTIB Academic 

Degree Program are not eligible to participate in the Tuition Assistance Program. 

For additional information on the professional development programs check out the official FRTIB 

Employee Training & Development PDF on our agency Town Center’s Policies and Procedures page.

CAREER LADDER PROMOTIONS

To be eligible for a career ladder promotion, an employee must receive a performance rating of “Fully 

Successful” or higher (level 3 and above). The employee must also possess the minimum qualifications at 

the next higher grade level (52 week waiting period). 

**A career ladder promotion is not automatic. Factors that may impact a career ladder promotion are: a) 

an agency’s spending level, b) enough quantifiable work to support a promotion to the next higher grade, 

and c) supervisor’s assessment confirming employee’s performance being at an acceptable level for the 

next higher grade. 

WITHIN GRADE INCREASES (WGI) 

Each General Schedule (GS) grade has 10 steps. Within-grade increases (WGIs) or step increases are 

periodic increases in a GS employee's rate of basic pay from one step of the grade of a position to the next 

higher step of that grade. Employees who occupy permanent positions earn WGIs upon meeting the 

following three requirements established by law: 

• The employee's performance must be at an acceptable level of competence. To meet this requirement, an

employee's most recent performance rating of record must be at least Level 3 ("Fully Successful" or

equivalent). 
39 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

• The employee must have completed the required waiting period for advancement to the next higher step.

• The employee must not have received an "equivalent increase" in pay during the waiting period. (See 5

CFR 531.407.)

The required waiting periods established by law for advancement to the next higher step are as follows: 

Advancement from: Requires:

Step 1 to step 2 52 weeks of creditable service in step 1

Step 2 to step 3 52 weeks of creditable service in step 2

Step 3 to step 4 52 weeks of creditable service in step 3

Step 4 to step 5 104 weeks of creditable service in step 4

Step 5 to step 6 104 weeks of creditable service in step 5

Step 6 to step 7 104 weeks of creditable service in step 6

Step 7 to step 8 156 weeks of creditable service in step 7

Step 8 to step 9 156 weeks of creditable service in step 8

Step 9 to step 10 156 weeks of creditable service in step 9

AFFINITY GROUPS 

Throughout the federal government there are a number of affinity groups organized to augment the 

professional development, mentoring, advocacy and volunteer opportunities available to their members. A 

few of them are: 

Blacks in Government (BIG): Blacks In government was established in 1975 by a small group of African 

Americans at the Public Health Services which is a part of the Department of Health, Education and 

Welfare in Rockville, Maryland. BIG has been a national response to the need for African Americans in 

public service to organize around issues of mutual concern and use their collective strength to confront 

workplace and community issues. BIG’s goals are to promote equality in all aspects of American life, 

excellence in public service, and opportunity for all Americans. 

Federal Asian/Pacific American Council (FAPAC): FAPAC was founded in 1985 and is a nonprofit, 

nonpartisan organization representing the civilian and military Asian Pacific American (APA) employees 

in the federal and District of Columbia governments. The primary purpose of FAPAC is to serve as an 

interagency association providing a focus for over thirty ethnically distinct groups originating from Asian 

and Pacific regions as recognized by the United States Bureau of the Census. 

Federally Employed Women (FEW): Federally Employed Women is a membership organization 

working for the elimination of sexual harassment and the advancement of women in government. This will 

be accomplished by encouraging diversity and equality in the workplace, organizations to advocate the fair 

application of EEO and personnel laws, policies, procedures, and practices, improving the quality of life 

for women by influencing Congressional and Administration actions, committing to achieve and maintain 

a unified and diverse membership; and providing opportunities for professional growth through leadership 

development, education, mentoring, and networking. 
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 40

Society of American Indian Government Employees (SAIGE): SAIGE was formed to promote 

recruitment, hiring, retention, development and advancement of American Indians and Alaska Natives in 

the Government workforce and assist our respective agencies/organizations in fulfilling the Federal Trust 

Responsibilities. 

The National Council of La Raza (NCLR): Founded in 1968, NCLR is a private, nonprofit, nonpartisan, 

tax-exempt organization headquartered in Washington, DC, serving all Hispanic subgroups in all regions 

of the country. NCLR is the largest national Hispanic civil rights and advocacy organization in the United 

States—works to improve opportunities for Hispanic Americans. Through its network of nearly 300 

affiliated community-based organizations, NCLR reaches millions of Hispanics each year in 41 states, 

Puerto Rico, and the District of Columbia. NCLR provides capacity-building assistance to its Affiliates 

who work at the state and local level to advance opportunities for individuals and families. See more at: 

http://www.nclr.org/index.php/about_us/#sthash.yjHSAvOt.dpuf

Partnership for Public Service: The Partnership for Public Service works to revitalize our federal 

government by inspiring a new generation to serve and by transforming the way government works. 

http://ourpublicservice.org/OPS/

Young Government Leaders: Young Government Leaders (YGL) is committed to providing the 

authentic voice for our generation of aspiring government leaders. Our membership consists of over 5,000 

young federal, state, and local government employees and is growing every day. We are the only 501 (c) 

non-profit professional organization founded by, and led by, young government employees. We are 

actively building a community of leadership for young public servants across the country, through 

professional development activities, networking opportunities, social events, seminars, fellowships, and 

scholarships. - See more at:

http://younggov.org/
41 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

ETHICS 101 
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 42

FOURTEEN PRINCIPLES OF ETHICAL CONDUCT FOR FEDERAL EMPLOYEES 

(Executive Order 12674) 

1. Public service is a public trust; employees must place loyalty to the Constitution, the laws, and

ethical principles above private gain.

2. Employees shall not hold financial interests that conflict with the conscientious

performance of duty.

3. Employees shall not engage in financial transactions using nonpublic government

information or allow the improper use of such information to further any private interest.

4. Employees shall not, except as permitted by the Standard of Ethical Conduct, solicit or accept

any gift or other item of monetary value from any person or entity seeking official action from,

doing business with, or conducting activities regulated by the employee’s agency, or whose

interests may be substantially affected by the performance or nonperformance of the employee’s

duties.

5. Employees shall put forth honest effort in the performance of their duties.

6. Employees shall not knowingly make unauthorized commitments or promises of any kind

purporting to bind the government.

7. Employees shall not use public office for private gain.

8. Employees shall act impartially and not give preferential treatment to any private organization or

individual.

9. Employees shall protect and conserve federal property and shall not use it for other than

authorized activities.

10. Employees shall not engage in outside employment or activities – including seeking or

negotiating for employment – that conflict with official government duties and responsibilities.

11. Employees shall disclose waste, fraud, abuse, and corruption to appropriate authorities.

12. Employees shall satisfy in good faith their obligations as citizens, including all financial

obligations, especially those imposed by law, such as federal, state, or local taxes.

13. Employees shall adhere to all laws and regulations that provide equal opportunity for all

Americans regardless of race, color, religion, sex, national origin, age, or handicap.

14. Employees shall endeavor to avoid any actions creating the appearance that they are violating the

law or the ethical standards set forth in the Standard of Ethical Conduct. Whether particular

circumstances create an appearance that the law or these standards have been violated shall be

determined from the perspective of reasonable person with knowledge of relevant facts.

These principles form the basis for the standards of ethical conduct regulation (5 C.F.R. part 2635) that is discussed and illustrated by 

examples on the following pages. A violation of these rules could result in disciplinary action or, for certain offenses, prosecution under 

related criminal statutes on conflict of interest. If you have any questions or need more information please contact an attorney in the Office 

of General Counsel and he/she will assist you. Please also review the Agency’s detailed ethics directive (“Standards of Conduct – Ethics 

Plan and Program”), directive no. 52.
43 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

ETHICS ORIENTATION 

New employees are required to attend an ethics orientation as soon as practical but in no case later than 

90 days from their first work day. General Counsel will contact you within your first week of 

employment to set-up your orientation session. You will be provided with a copy of 5 week of 

employment to set-up your orientation session. You will be provided with a copy of 5 C.F.R. part 2635, 

“Standards of Ethical Conduct for Employees of the Executive Branch” and 5 C.F.R. part 8601, 

“Supplemental standards of ethical conduct for employees of the FRTIB. The orientation will be either a 

60 minute ethics briefing, a 60 min on-line ethics class, or you will be advised to take one hour of 

official duty time to review ethic materials. For additional information please contact General Counsel at 

x1660. 

CONFLICT OF INTEREST 

What is a conflict of interest? 

As an executive branch employee, you have the opportunity to use your talent and expertise to do work 

that benefits the public. Sometimes, though, your government work may benefit you or your family

personally, or may affect individuals or organizations that you have some connection with outside your 

government job. In these circumstances, the public could be concerned that you will be motivated by

considerations other than your desire to do what is best for the public as a whole. 

Because the success of our government system depends upon maintaining the confidence of the public,

your department or agency might decide that you shouldn’t be involved in a certain assignment because 

the public would be likely to question your objectivity. For example – depending on the circumstances –

an agency might “disqualify” you from an assignment that will affect a member of your household or 

that involves a person with whom you do business outside the government.

Of course, the public is likely to consider some circumstances more troublesome than others. 

Recognizing this, Congress passed a criminal conflict of interest law, 18 U.S.C. 208, which prohibits you 

from working on an assignment in some situations – even if you know you can be objective and even if 

your supervisor wants you to work on it. Specifically, this law says that you may not work on an 

assignment that you may not work on an assignment that you will affect your own financial interest or 

the financial interest of your spouse or your minor child. The prohibition also applies if you know the 

assignment will affect the financial interests of your general partner, or trustee. And it even applies when 

you know the matter will affect the financial interest of someone with whom you have an arrangement 

for employment, or with whom you are negotiating for employment. 

When you are unable to work on an assignment because of this conflict of interest law, an agency can 

often reassign the matter to another employee. However, if that is not possible or if your inability to work 

on that particular assignment means you really won’t be doing the job the government hired you to do, 

then your agency can require you to get rid of the interest that is causing. 

GIFTS BETWEEN EMPLOYEES

There are rules about whether or when employees can give gifts to or accept gifts from their fellow 

employees. The information below is a brief overview of those gift rules by answering some of the 

frequently asked questions concerning gifts between employees. 
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 44

What are the Prohibitions on Gifts Between Employees? 

You may not give a gift to or contribute to a gift for your official superior. You also may not solicit a 

contribution from another employee for a gift for either your own or that employee’s official superior. 

Finally, you may not accept a gift from someone who is paid less than you, unless that person is not your 

subordinate and a personal relationship justified the gift. 

Who Is Your Official Superior? 

Your immediate supervisor is anyone who has responsibility for your official performance evaluation, 

and anyone above your supervisor in the chain of command. 

PERSONAL RELATIONSHIPS

Q: I have worked with someone for many years and we have become great friends. In fact, we began our 

jobs on the same day. She is in a higher grade, but she is not my official superior. We are avid gift givers 

and exchange gifts all the time. Is that a problem? 

A: No, that is not a problem. As noted above under the general prohibitions, employees generally may 

not in a superior-subordinate relationship and a personal relationship justified the gift. Consequently, you 

and your friend are free to exchange gifts of any value at any time. 

What Are Some Exceptions To The General Prohibitions? 

The $10 Rule 

Q: My supervisor and I have developed a good working relationship over the years. Is there any giftgiving exception that would permit me to give him a gift on, let’s say, his birthday or Bosses’ Day?

A: Yes. There is an exception that allows you to give and your supervisor to accept a gift, other than 

cash, with a market value of $10 or less on an occasional basis. This includes occasions when gifts are 

traditionally given such as birthday, Bosses’ Day, or other annually occurring holidays.

Food and Refreshments Shared in the Office 

Q: Once a month, my office has a lunch to celebrate the birthday of everyone born in that month. 

Everyone but the birthday celebrants pitches in money for pizza or Chinese food, or we organize a 

potluck. Some of the beneficiaries are supervisors. Is this okay? 

A: Yes, provided that these events take place in the office and all contributions are voluntary. 

MISUSE OF POSITION

Use of Public office for Private Gain 

Sylvia, an employee of the Securities and Exchange Commission, offers to help a friend with a consumer 

complaint by calling the manufacturer of a household appliance. In the course of the conversation with 

the manufacturer, Sylvia states that she works for the SEC and is responsible for reviewing the 

manufacturer’s SEC filings.

Did Sylvia Misuse her public office? 

Yes. Employees may not use their public offices for private gain, their own gain or that of others. In this 

example, Sylvia used her office to induce a benefit for private purposes. 

USE OF NONPUBLIC INFORMATION 

Gail is a Navy employee who learns that her agency will award a contract to Supplier Corporation. 

Before the contract is publicly announced; Gail calls her stockbroker and purchases stock in Supplier 

Corporation. 
45 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

Is Gail making permissible use of nonpublic information? 

No. Employees may not use or allow the use of nonpublic information to further their own private 

interest or the private interest of others. In addition to violating the uniform Standards of Ethical 

Conduct, the actions described in the above example may also violate federal statutes prohibiting the use

and disclosure of confidential and inside information. 

USE OF GOVERNMENT PROPERTY 

Will is a government worker who also coaches his daughter’s soccer team. On a slow day at work, he

uses government computer and photocopy equipment to type and reproduce the game and practice

schedule for the soccer team. 

Is this permissible use of government property?

No. An employee has a duty to protect and conserve government property and may not use government

property, of allow its use, for other than authorized purposes. In addition to the Standards of Ethical 

Conduct, there are statutes that apply to misuse of government property. These include statutes

proscribing theft of government property.

USE OF OFFICIAL TIME 

In addition to her government job, Christine runs a catering business. It’s difficult to reach her clients

after hours, so she discusses menus and gives bids by telephone during work hours. 

Is Christie misusing official time? 

Yes. Except as otherwise authorized, an employee must use official time in an honest effort to perform 

official duties and may not ask or direct a subordinate to perform activities other than those required in 

the performance of official duties. 

OUTSIDE ACTIVITIES 

What about activities off the job, on my own time? 

You cannot engage in outside employment or any outside activity if it conflicts with your government

job. It could be prohibited by a law or regulation that applies to the agency or it might present a conflict 

because the outside activity would disqualify you from performing a significant amount of your 

government duties. The agency requires all its employees to obtain prior approval to engage in outside

employment. Contact your ethics official for further guidance. 

Can I teach a course on beginner swimming in the physical education department at the local community 

college? 

There are restrictions that apply to outside teaching, speaking, and writing. Generally, if the activity 

relates to your official duties, the rule is that you cannot be paid for it. However, even if the course does 

relate to your work, there is an exception for teaching a course in the regular program of certain 

educational institutions that would allow you to teach the community college course. 

If your government job requires you to deal with the community college or in any way affects the

college’s financial interest, you should seek advice from your ethics official before you accept the 

teaching position. 

Note: High-ranking, non-career employees are subject to additional restrictions on outside earned 

income. Check with the agency ethics official for those rules.
N e w E m p l o y e e O r i e n t a t i o n G u i d e | 46

What about fundraising? 

There are rules that apply to fundraising as a private individual. Basically you can engage in private 

fundraising outside the workplace as long as you don’t ask for a contribution from a subordinate or from 

someone who is regulated by, does business with, or seek official action by the agency, or has interests 

that may be substantially affect by you when you do your job. Also, you cannot use your title, position, 

or authority or government time or equipment to further the fundraising in your official before engaging 

in that kind of activity. Note: Prior approval is required if you are being compensated for your 

fundraising activities. 

Some Things That Can and Can’t Be Done off the job

 Carter’s agency requires prior approval of outside activities, including service as an office or

director of an organization. With his agency’s approval, Carter may serve as an officer of an

association. Of course, he may still have to disqualify himself from working on official matters

that could affect that association.

 After obtaining written approval, Victoria may work as a part-time salesperson with a clothing

store in the local shopping center so long as her official duties do not affect the company that

owns the chain of clothing stores.

 Yolanda may not use her job title or position with a federal law enforcement agency to raise

funds for the police officers’ association in her county. But she could do it on her own time, as a

private citizen and not in a government uniform.

 George, who processes Medicare claims, may not be paid for teaching a one-day seminar for a

senior citizens’ group on the Medicare program and how to fill our Medicare claims.

 Ian works for the Department of Agriculture. Because of a criminal statute (18 USC 205), he

cannot call the IRS on behalf of a neighbor (even if he will not be paid by her), to ask for

reduction of a penalty assessed her for late payment.

IMPARTIALITY IN PERFORMING OFFICIAL DUTIES

What is meant by “improper appearances” and “a lack of impartiality?”

Think of it as a question of fairness. Suppose you went to a baseball game and you found out that the 

umpire was the uncle of a player on one of the teams. Most people would say that the umpire should not 

work that game, because there would be a strong appearance that he might not make the calls fairly and 

impartially. 

A similar rule applies to you when you are doing your job. You should not act on a matter if a reasonable 

person who knew the circumstances of the situation could legitimately question your fairness. For 

example, your fairness might reasonably be questioned if you were to work on a project that could 

directly benefit a relative. The rule lists a number of such “covered relationships” with people and 

organizations that could pose a question of an “improper appearance.”

If you have a situation that you think might raise such a concern, then you should talk to an ethics 

official at the agency. He or she will be able to tell you whether or not there is an appearance problem 

and give you advice on how to deal with it. 

Examples of Situations Where Fairness May Be Questioned 

 Marvin’s handling of a consumer complaint that has been submitted to his agency by his

business associate, or by a close friend, would raise a question about his impartiality.

 After 20 years with the same company, Pam accepts a job with the government. For one year, 

she should consider whether her fairness would be questioned if she were to act on matters 

specifically involving her former employer.
47 |F e d e r a l R e t i r e m e n t T h r i f t I n v e s t m e n t B o a r d

 Roy’s work on an investigation of a company that is being represented by his brother would

raise a question about his impartiality.

 Susan should have concerns about reviewing grant applications to her agency if one of the

applicants for a particular grant is an outside organization where her father serves on the board

of directors.
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GENERAL

INFORMATION
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Employee Express 

Employee Express is an innovative automated 

system that empowers federal employees to initiate 

the processing of their discretionary personnelpayroll transactions electronically. For viewing and 

updating your personal information: 

 Federal and State tax withholdings.

 Direct Deposit.

 Statement of Leave and Earning Statement

 Home mailing address.

 Open Season elections (FEHB).

 TSP and TSP catch-up elections.

 W-2 information (viewing and printing).

 Financial allotments.

 Estimated Retirement Annuity.

 Salary verification.

Follow this link to get started:

https://www.employeeexpress.gov

*Access to Employee Express will be granted within 1-2

weeks after onboarding. The first time logging in to

the system, your User Name will be your SSN.

QuickTime 

QuickTime is a web-based system that is used to submit 

work time and leave information to the Agency’s payroll 

service provider. Feature of QuickTime: 

 View a summary of current or historical time and

attendance information.

 Enter, save, and submit bi-weekly time.

 Online leave request and submittal.

 Track and view leave balances and updates i.e.,

annual, sick or credit hours etc.

 Available 24 hours a day, 7 days week Generate

and view personal leave audit report

 Create and apply default work schedules; saves

time

 Holidays automatically generated on timesheets

Follow this link to get started: 

https://qtime.ibc.doi.gov/proweb/qtime1542/login

*Access to QuickTime will be granted within 1-2 weeks

after onboarding.

Employee Assistance Program 

(EAP) 

An EAP is a voluntary, comprehensive and workbased program that offers free services to 

employees to resolve personal problems that may 

adversely impact their work performance, conduct, 

health, and well-being. EAP addresses problems in 

the quickest, least restrictive, and most convenient 

manner while minimizing cost and protecting client 

confidentiality. Some services the EAP offer are: 

 Legal Services

 Financial Services

 Counseling Services (individual/family)

 Smoking Cessation

 Employee Risk Management & more...

Follow this link to get started: 

http://foh.hhs.gov/services/EAP/Eapwebsite.asp 

If you need further assistance, please call the 

support line at 1-800-222-0364. 

The electronic Official Personnel Folder (eOPF) eOPF is 

an electronic version of the paper OPF and a system for 

accessing the electronic folder online. The eOPF system 

combines document management with workflow 

capabilities. The eOPF allows each employee to have an 

electronic personnel folder instead of a paper folder. 

Benefits of eOPF include: 

* Immediate access to personnel forms and information for a

geographically dispersed workforce.

* E-mail notification to employee when documents are added 

to their eOPF.

* Multi-level secure environment with security rules for 

sensitive information.

* No loss of official personnel documents due to filing and 

routing errors.

* Reduced costs associated with storage, maintenance, and 

retrieval of records.

* Electronic transfer of human resources (HR) data.

* Integration with agency’s human resources information 

systems 

(HRIS).

* Compliance with OPM and federally mandated HR 

employee record management regulations.

Follow this link to get started: https://eopf.nbc.gov/flra/

For further assistance, contact eOPF help desk: 

eopf_hd@telesishq.com or 1-866-275-8518. 

*Access to eOPF will be granted within 1-2 weeks after onboarding.

electronic Official 

Personnel Folder
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OCCUPATION AND PREVENTIVE HEALTH SERVICES 

Health services provided at the workplace offer many benefits to both employees and employers. 

Employees who participate in work-site health programs reap the rewards of better health and employers 

benefit from decreased absenteeism, improved morale, and increased productivity. 

FRTIB has joined forces with Federal Occupational Health to provide a full range of occupational and 

preventative health services. Employees will be notified by email when health screenings have been 

scheduled. These services include: 

• On-site First Aid and Emergency Response

• Immunizations

• Physician-Prescribed Services

• Health Awareness Programs

• Health Screenings

In addition, to the off-site services, health screenings and flu shots will be made available at FRTIB. An 

email notification will be sent out to employees when an on-site event has been scheduled. If you have any 

questions regarding health services, please contact Human Resources. 

FIRST AID KITS AND EADS

First-aid kits are located in each kitchenette area and there is one automated external defibrillator 

(AED) on each floor. An automated external defibrillator is a portable electronic device that 

automatically diagnoses the potentially life threatening cardiac arrhythmias of ventricular fibrillation 

and ventricular tachycardia in a patient, and is able to treat them through defibrillation, the application 

of electrical therapy which stops the arrhythmia, allowing the heart to reestablish an effective rhythm. 

FRTIB has several employees trained in CPR and offers CPR classes every two years. 

VISITORS 

You will need to let the main reception desk know in advance when you are expecting visitors. To do 

this, please send an email to “Receptionist” with your visitor details (i.e. visitor’s name, agency, date of 

visit, and time of arrival). The reception desk will send a letter to the main lobby security desk granting 

them access to the second floor. Once the visitor gets to the second floor, they will check in at the 

receptionist desk and receive their visitor’s badge. Visitor badges must be visible at all times and turned 

back in to the reception desk before leaving the building. 

COMPUTER SECURITY

• Do not allow others to use your account;

• Do not write down your password;
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• Be careful when entering your password that no one is looking over your shoulder;

• Use alpha, numeric, and punctuation characters in your password, e.g., 2gether or those acronyms

based on phrases, e.g., “My dog ate my homework” (mdamhw).

• Use complex rather than simple words. Never use six of the same numbers or alpha

characters or family birth dates, nicknames, or other simple-to-discover words.

USERNAME AND PASSWORD 

Never share your user ID or password with anyone else. Don't tape user IDs and passwords to desks, walls, 

or terminals, or write them down and store them in list finders, desk drawers, etc. Do not save a user ID 

and password on the hard drive of a notebook computer. Avoid using any word found in the dictionary as a 

password. Never use personal information (names of family members, pets, etc.) for your password. 

Your network username and temporary password will be provided to you on your first day of work. To 

change your initial password, log in, hit ctrl-alt-del, and select change password. 

SERVICE DESK AND IT SUPPORT 

The service desk is a centralized help desk for all IT related technical issues. A service ticket must be 

created by contacting the service desk prior to any IT related repairs or services. You can contact the 

Service desk via phone or email. 

 Phone: 1-855-905-5100 (extension 5100 from 77 K St.)

 Email: servicedesk@tsp.gov

To expedite the process of your request, please provide the following information in your email: 

 Name

 Email Address

 USER ID (FRTIB or SANDD)

BUILDING MAINTENANCE ISSUES 

Building Maintenance issues should be reported to: 

• Urgent – Administrative Services Division (ADM@tsp.gov)

• Non-Urgent – Send an email to Building Maintenance

COLLECTING OFFICE SUPPLIES 

General office supplies are located on each floor. The main supply closet is located on the 10th floor in 

room 1050A. 

MAIL 

Office mailboxes are located in the 10th floor supply room. Mail is distributed to your group’s inbox on a 

daily basis and should be received by COB each day. 
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TRAVEL CARD

The U.S. Government Charge Card is available for all Thrift Investment Board employees who make two 

or more official trips a year. The travel charge cards are to be used by federal employees to cover 

allowable travel and transportation expenses while on official travel. The charge card is to be used to the 

fullest extent possible for all expenses related to official government travel, such as: 

 Common carrier passenger tickets for air, rail or bus service

 Lodging

 Meals

 Automobile rentals

 Fuel

 Transportation services

The charge card program increases control of unused common carrier tickets, improves cash 

management, and makes it easier to procure and keep records of airline tickets, meals, and other 

allowable travel expenses. This makes the logistics of travel easier for the traveler on official business. 

APPLYING FOR A TRAVEL CARD 

If you are interested in obtaining a Government Charge Card you will need to fill out the Government 

Card Account Application which can be received by contacting FRTIB Accounting. A charge card will be 

issued in your name and mailed to FRTIB for distribution. 

VERIFYING RECEIPT OF YOUR CARD 

You will receive an inactive card which is indicated by the sticker on the card. You should verify receipt 

of the card as soon as you receive it. Simply call the telephone number on the sticker and follow the 

instructions. Once this process is completed, your card is verified and will be ready for use. 

CARD SECURITY 

The employees’ responsibility for the U.S. Government charge card is the same as for any personal 

charge card. Employees should use caution in giving the card number to others. Employees should black 

out the charge card number from any receipts submitted with travel vouchers. Employees are responsible 

for reporting any charges they consider fraudulent or incorrect. 

ORDERING REPLACEMENT CARDS 

If your card becomes worn out, damaged or defective in any way, contact Citi Customer Service Center 

to request a replacement card at 1-800-790-7206. 

ACCOUNT STATEMENT 

A paper statement will be mailed to your home address at the end of each billing cycle. The Account 

Statement will show all transactions that were posted during the billing cycle. You are required to 

review the statement to verify that you made all the charges and they are correct. You must pay the full 

amount by the due state shown on the statement. 
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TRANSACTION DISPUTES 

You are responsible for initiating the dispute resolution process if your Account Statement lists charges 

which are: 

• Unauthorized

• Incorrect

• For merchandise that has not been received

• For returned merchandise

To begin a dispute resolution process, complete a Cardholder Dispute Form. You can obtain the form 

at www.citimanager.com.

You can mail your form to Citi 

PO Box 6125 

Sioux Falls, SD 57117 

Or Fax to: 605-357-2019 

You must return the form to Citi within 60 days of the disputed Account Statement. You are not 

responsible for payment of the disputed amount while it is being researched. 

SUSPENSION/CANCELLATION 

Citi may begin the process to suspend your account if it is past due. Your account will be considered 

delinquent if payment for the undisputed principal amount has not been received 45 calendar days from the 

closing date on the billing statement in which the charge appeared. 

You will receive notification from Citi requesting payment of the undisputed past due amount. If payment 

has not been received 55 calendar days from the closing date, the FRTIB will be notified that the 

suspension process will be initiated. If payment for the undisputed principal amount has not been received 

61 calendar days from the closing date, your account will be suspended, unless otherwise directed by your 

agency. The FRTIB has the right to suspend your account for any reason.