United States
Environmental Protection
Agency
Administration And
Resources Management
(3622)
EPA210-B-94-002
July 1994
«>EPA Buy-outs And Early-outs
An Employee's Guide
Office of ^|| |^
Human Reaoureee Management
Recyctod/Recydabto
Printed on paper that contain*
atleast 50% recycled liber
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Introduction
As you may already know, Public Law 103-226 went into effect March 30, 1994.
This law is part of the Federal Workforce Restructuring Act, which gives Executive
Branch agencies the authority to implement buy-out incentives, officially called Voluntary
Separation Incentive Payments (VSIPs). Under this legislation agencies may offer
$25,000 or an amount equivalent to severance pay (whichever is less) to employees who
apply for retirement, early retirement, or resignation on or before March 31, 1995. EPA
may offer a limited number of buy-outs for FY 1995.
EPA has also received authorization from the Office of Personnel Management
(OPM) to offer voluntary early retirements (early-outs). Under this authority, employees
age 50 or more with at least 20 years of service, or those of any age with 25 or more
years of service may apply for early retirement to be effective on or before March 31,
1995. EPA Human Resources Officers began accepting applications for voluntary early
retirement on June 15.
We have prepared Buy-outs and Early-outs: An Employee's Guide to address
the most common inquiries that we have received about these subjects of great interest.
The Guide includes: frequently-asked buy-out questions and answers; frequently-asked
voluntary early-out questions and answers; and a Voluntary Separation Incentive Payment
(VSIP) worksheet.
We hope the information in the Guide will be useful to you in making informed
decisions regarding these important issues. To obtain regularly updated information, call
our new Headquarters Human Resources Information Hotline (260-6000).
Linda J. Wallace, Acting Director
Headquarters Operations and
Client Services Division
July 1994
This Guide is based on a document prepared by
the U.S. Office of Personnel Management (OPM).
The EPA Human Resources Office at Las Vegas, Nevada,
provided technical assistance.
Our sincere thanks to OPM and EPA/ Las Vegas.
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FEDERAL WORKFORCE RESTRUCTURING ACT OF 1994
PUBLIC LAW 103-226
March 30, 1994
KEY FEATURES OF
VOLUNTARY SEPARATION INCENTIVE PAYMENT (VSIP) PROGRAM .
II NOTE: In this Guide, the terms VSIP and buy-out are synonymous.
• To avoid or minimize involuntary separations due to restructuring, Executive
Branch agencies may pay voluntary separation incentive payments (VSIPs) in
any designated component, occupation, grade, series, and/or location to
employees who voluntarily agree to resign, retire, or take voluntary early
retirement. Agencies may allow employees to take buy-outs through March
31, 1995.
• If an agency utilizes the VSIP program, employees will be notified when
they will have the opportunity to make application for a buy-out.
• To be eligible to receive a VSIP offer, an employee must:
- be serving under appointment without time limit,
- have 12 months of continuous service,
- not be a re-employed annuitant,
- not be eligible for disability retirement,
- agree to resign or retire voluntarily during a period the agency
designates, and
- be in a position designated by the agency as eligible for VSIP offers.
• VSIPs are not available to employees separated by a reduction in force (RIF).
• The law sets no grade, series, or age requirements for VSIP. Agencies may
offer incentives to all eligible employees of the agency or only to employees
in designated...
- organizational units,
- geographic locations,
- occupational categories (including grade levels), or
- any combination of these factors.
However, agencies may not select individual employees on any personal
basis either to receive incentives or to be excluded from receiving incentives.
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• An agency may receiye more applications than it can afford to pay this may
be the result of budget concerns, workload demands, etc.). In this event,
the agency will select positions that will receive VSIPs based on fair and
objective criteria. (For example, the agency may select employees for VSIPs
based on length of service, order of receipt of VSIP application, necessity of
position, etc.). The agency will determine what criteria will be used and will
notify employees.
• The application process and the order in which applicants are selected to
receive VSIPs is determined by each agency. Employees should contact
their servicing personnel office for details.
• The VSIP amount is the lesser of $25,000 or an amount equal to the
employee’s severance pay entitlement. We have attached a worksheet for
employees to estimate the amount of their VSIP. The VSIP is subject to all
applicable Federal, state, and local taxes, social security, Medicare, etc.
• In nearly all cases employees who receive buy-outs must separate from
Federal service on or before March 31, 1995. The agency (but not the
employee) may delay separation up to March 31, 1997, to ensure
accomplishment of the agency’s mission.
• An employee must repay the full VSIP if re-employed by the Government of
the United States, by appointment or personal services contract, within 5
years after separation. (After March 30, 1994, this provision applies also to
employees of the Department of Defense and the Central Intelligence
Agency.)
OPM may waive repayment only in cases where an individual with unique
abilities is the only qualified candidate for appointment to a position.
• Employees must apply for separation incentive payments and must sign an
agreement that the decision to resign or retire under these circumstances is
entirely voluntary. If an employee is selected to receive a VSIP, this
agreement will serve as a commitment to resign or retire during the window
period, If employees are not selected to receive a separation incentive, they
will not be bound by this commitment.
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FREQUENTLY-ASKED QUESTIONS (AND ANSWERS) ABOUT
BUY-OUTS
1. WHAT ARE VOLUNTARY SEPARATION INCENTiVE PAYMENTS (VSIPs/
BUY-OUTS)? WHY ARE FEDERAL AGENCIES OKt ERING THEM?
The Administration is committed to reducing the size of the Federal workforce. On
March 30, 1994, the President signed Public Law 103-226, the Federal Workforce
Restructuring Act of 1994. This law allows agencies to offer buy-outs of up to
$25,000 to employees who resign or retire during a specified time interval (window).
These payments are lump sum cash bonuses given to employees who voluntarily leave
Federal service. By allowing employees to volunteer to leave the Government,
agencies can minimize or avoid firing employees through the use of costly and
disruptive reductions in force (RIFs). The cost of separating an employee by RIF is
far greater than the cost to pay employees VSIPs to voluntarily quit.
2. WHEN WILL MY AGENCY OFFER BUY-OUTS?
The Federal Workforce Restructuring Act of 1994 authorizes the heads of Executive
Branch agencies to pay voluntary separation incentives (buy-outs) to eligible
employees who resign or retire by March 31, 1995. However, only the agency head
is authorized to detennine when to allow VSIPs. Therefore, only the EPA
Administrator can tell you if and when buy-outs will be offered . OPM CANNOT
ANSWER THIS QUESTION FOR YOU.
3. DO I MEET THE AGE AND SERVICE REQUIREMENTS TO BE ELIGIBLE
FOR A BUY-OUT?
The law does not set any age or service requirements. However, the law does alldw
agencies to limit where they use incentives. Incentives can be targeted at positions in
locations, organizations, and/or occupations (including grade levels), but may not be
targeted at individuals.
Many people believe that the buy-out program is a RETIREMENT program. It is
not. It is a program that allows Federal agencies to pay a separation incentive (buy-
out) to ANY employee who resigns or takes regular or early retirement. If your
agency elects to offer buy-outs, you will be eligible -- regardless of age or length of
service. If you wish to retire, you must meet the age and service requirements for
retirement (see question 7).
4. MY AGENCY IS NOT PLANNING TO USE BUY-OUTS. IS THIS FAIR?
DON’T I HAVE A RIGHT TO A BUY-OUT?
Agencies ARE NOT REQUIRED to offer incentives. Incentives ARE NOT an
employee right. The incentives are a managëmeñt tool to- help the agency reduce the
workforce without having to run costly and disruptive RIFs.
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5. HOW MUCH WILL MY INCENTIVE BE?
DOES EVERYONE GET $25,000?
The amount of each employee’s incentive will vary. The basic formula for
calculating your incentive is the same formula used for calculating severance pay.
Remember, the MAXIMUM amount that any employee can receive is $25,000. ( The
amount received will be even lower after the appropriate taxes, social security.
Medicare. etc. are deducted. ) We have included a worksheet (at the end of this
Guide) to help you ESTIMATE your buy-out.
An incentive payment is the amount of severance pay you would get, or $25,000,
whichever is less . Severance pay is figured jf you would get it; you don’t have to
be eligible for severance pay. (Severance pay is normally only for people who
separate involuntarily. Leaving Federal service with an incentive payment is a
voluntary action.)
The amount of severance pay would be 1 week’s basic pay for each of the first 10
years of your civilian service, plus 2 weeks’ basic pay for each year over 10 years.
An age adjustment allowance of 10% is added for each year you are over 40. ( 4
credit is given for military service unless the service interrupted otherwise creditable
civilian service. ) Total severance pay may not exceed one year’s pay at the rate the
employee is receiving immediately before separation.
6. WHAT MAKES AN EMPLOYEE ELIGIBLE FOR A BUY-OUT?
To receive a VSIP offer (buy-out), an employee must:
• be serving under appointment without time limit,
• have 12 months of continuous Federal service,
• not be a re-employed annuitant,
• not be eligible for disability retirement,
• agree to resign or retire voluntarily during a period designated
by the agency, and
• be in a position designated by the agency as eligible for VSIP offers.
7. DOES THE NEW LAW CHANGE ELIGIBILITY FOR RETIREMENT?
No. If you are under FERS or CSRS, you can take regular optional retirement if you
are 55 with at least 30 years of service; age 60 with at least 20 years of service; or
age 62 with at least 5 years service. If your agency offers early retirement, you must
be at least 50 with 20 years of service or have 25 years of service at any age. An
employee under FERS also is eligible for an immediate annuity if he/she has 10 years
of service and has reached the minimum retirement age (55 if born before 1948, and
gradually increasing to 57). An employee under CSRS must meet the 1-out-of-the-
last-2-years coverage requirement and all employees must have at least 5 years of
civilian service.
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8. WHAT DOES AN “APPOINTMENT WITHOUT TIME LIMITATION”
MEAN?
An employee on an appointment with a time limit works only until a specified date
and then goes off the rolls. The employing agency sets the ending date when it hires
the individual and/or when it extends the appointment. For example, temporary and
term employees serve with a time limit, so they are not eligible for an incentive
payment. Career and career-conditional employees and permanent employees in the
excepted service have no time limit so they are eligible.
9. I RETIRED FROM THE MILITARY BUT AM NOW A CiVILIAN
EMPLOYEE. CAN I APPLY FOR A SEPARATION INCENTIVE?
Yes, if you are otherwise eligible. The agency will figure the incentive payment only
on the basis of your civilian service and any creditable military service which
interrupted civilian service.
10. WHEN IS THE EARLIEST I CAN LEAVE WITH AN INCENTWE
PAYMENT? WHEN IS THE LATEST?
Your agency can set windows for buy-outs for any time through March 31, 1995.
Your agency may also delay your separation with an incentive payment to no later
than March 31, 1997, if your job is essential for continuing operations.
11. IF I MEET ALL THE REQUIREMENTS, DO I AUTOMATICALLY GET AN
INCENTIVE PAYMENT IF I LEAVE? WHAT IF MY AGENCY GETS MORE
REQUESTS FOR INCENTIVE PAYMENTS THAN ARE NECESSARY TO
MEET ITS REDUCED STAFFING TARGETS? HOW WILL IT DECIDE
WHICH REQUESTS TO APPROVE?
You are eligible to apply for an incentive payment if you meet all the requirements
set by the law and your agency. Agencies may exclude certain jobs or units from the
incentive payment offer. In handling applications, the agency must use a fair and
objective method to determine the order in which applications will be approved (for
example, order of separation date, order of receipt of completed applications,
seniority, etc.).
12. WHEN WILL I RECEIVE MY INCENTIVE PAYMENT? WILL IT BE ALL
AT ONCE (LUMP SUM) OR MONTHLY? IS IT TAXABLE?
Your agency will send you the incentive payment as soon as possible after the date of
your separation but cannot guarantee a specific date. First, the agency must resolve
any leave errors, salary offsets, and employee debts to the Government. It is also
subject to garnishment for alimony and child support. The incentive payment is
taxable. You will receive it as lump sum (less Federal income tax withholding,
applicable State and local taxes, and FICA/Medicaretaxes).
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13. DO I HAVE TO MAKE A COMMIThIENT TO LEAVE IF I ACCEfl AN
INCENTIVE PAYMENT?,
Yes. Your agency will ask you to sign an agreement saying that in exchange for an
incentive payment you agree to resign or retire on a specific date. If employees could
change their minds, the agency might not be able to meet its downsizing goal.
14. WHAT DOES THE INCENTIVE PAYMENT AGREEMENT SAY?
The agreement says that you agree to leave by a certain date in return for the
incentive payment. it also says that if you accept an incentive payment, you will not
be eligible for re-employment with the Federal government, in either a temporary or
permanent status, or on a personal services contract for 5 years following the effective
date of your separation--unless you repay the full amount of the incentive payment.
Waivers are allowed only in rare cases, when the needs of the agency (not the
employee) warrant it.
15. WHAT RIGHTS AND BENEFITS WOULD I BE GIVING UP TO TAKE AN
INCENTIVE PAYMENT TO RETIRE OR RESiGN RATHER THAN
WAITING TO BE SEPARATED IN A RIF?
You would give up the following:
• Placement assistance;
• Taking a job with the Federal government within next 5 years unless
you pay back the incentive payment;
• Full amount of severance pay (if eligible);
• Discontinued Service Retirement (if eligible); and the option of lump-
sum refund of retirement contributions (available to employees
separated involuntarily through September 29, 1994).
16. MAY I TAKE A DISCONTINUED SERVICE RETIREMENT, THE LUMP-
SUM REFUND OF RETIREMENT CONTRIBUTIONS, AND AN INCENTIVE
PAYMENT?
No. Incentives are paid to employees who leave voluntarily. Discontinued Service
Retirement is based on an involuntary separation. The lump-sum refund is available
only to employees who have a critical medical condition or are separated involuntarily
no later than September 29, 1994.
17. if I LEAVE WITH AN INCENTIVE PAYMENT, CAN I TAKE A JOB IN
ANOTHER FEDERAL AGENCY? AM I ELIGIBLE FOR PLACEMENT
ASSISTANCE?
If you retire or resign with an incentive payment, you may not take a job with the
Government of the United States for 5 years following the day of your separation--
unless you pay back the full amount of the incentive payment. This prohibition
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covers any kind of employment (for example, permanent, temporary, expert,
consultant, re-employed annuitant) as well as personal services contracts. Repayment
may be waived only in those rare cases where an individual is the only qualified
applicant for a job and the agency head requests the waiver from OPM. If OPM
waives the repayment and you are re-employed, you may not move out of that
position--unless you repay the incentive payment or unless OPM approves another
waiver.
You are not entitled to placement assistance because employees volunteer to leave
Federal service with an incentive payment. Placement assistance is for employees
who are involuntarily separated.
18. SINCE THE LAW PROHIBITS A FEDERAL EMPLOYEE WHO TAKES THE
BUY-OUT FROM ENTERING INTO A PERSONAL SERVICES CONTRACT
WITH THE FEDERAL GOVERNMENT FOR 5 YEARS, DOES THE BAR
APPLY TO SUBCONTRACTORS WHO WORK FOR A FEDERAL
CONTRACTOR?
No. Subcontractors who work for companies under Federal contract are not subject
to the 5-year employment bar.
19. CAN I ROLL MY INCENTIVE PAYMENT INTO AN INDIVIDUAL
RETIREMENT ACCOUNT?
No.
20. CAN I RECE1VE THE BUY-OUT AND SEVERANCE PAY?
No. Severance Pay is normally only for people who separate involuntarily. Leaving
Federal service with an Incentive Payment is a voluntary action.
21. IF I DECIDE TO RESIGN, CAN I OPT FOR SEVERANCE PAY IN LIEU OF
AN INCENTIVE PAYMENT?
No. An incentive payment may be made only for a voluntary separation. Severance
pay is generally payable only to individuals who separate involuntarily from their
positions.
22. CAN THE AGENCY DELAY MY SEPARATION UNTIL AFTER THE
“WINDOW” AND STILL GIVE ME AN INCENTIVE PAYMENT WHEN I
LEAVE?
Generally, to receive an incentive payment, the effective date of your resignation or
retirement must be during the agency’s window period. However, the agency may
extend individuals in certain positions or whole groups of positions for any period
through March 31, 1997, to ensure the accomplishment of the agency’s mission.
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23. HOW WILL THE AGENCY DECIDE WHICH EMPLOYEES TO EXTEND?
Each agency can set its own policy on which positions are needed to ensure the
accomplishment of the agency’s mission.
24. CAN I TURN DOWN MY AGENCY’S REQUEST THAT I STAY ON FOR AN
ADDITIONAL PERIOD AND LEAVE NOW AND STILL GET THE
INCENTIVE PAYMENT?
No. Agencies may approve the incentive payment for certain employees contingent
upon their staying to finish essential activities . These activities must be to ensure the
accomplishment of the agency’s mission. If you are such an employee, you could
still resign at any time, or take early retirement during the early retirement window,
or take regular retirement if you are eligible, but you may not receive the incentive
payment if you leave before the date the agency has set.
25. LEAVING FEDERAL SERVICE WITH THE INCENTIVE PAYMENT IS
SUPPOSED TO BE VOLUNTARY. IF I’M ELIGIBLE BUT DON’T CHOOSE
TO LEAVE, CAN MY AGENCY RETALIATE BY MOVING ME TO
ANOTHER POSITION?
Incentives are for voluntary separations. Coercion is prohibited. However, after the
window closes, an agency may find it necessary to move some remaining employees
to other positions. Also, later restructuring could mean the agency would have to
reassign or even separate employees. To take these actions agencies would have to
follow requirements of law, regulation, and applicable negotiated procedures.
26. IF I DECLINE AN OFFER OF AN INCENTIVE, CAN I BE RiFed?
Coercing an employee to take a buy-out is prohibited. However, even if an agency
offers them, it is possible that buy-outs will not result in a sufficient number of
voluntary separations and the agency may need to carry out a RIF. A buy-out offer
does not protect an employee from a RIP. (No RIFs are anticipated at EPA.)
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FREQUENTLY-ASKED QUESTIONS (AND ANSWERS) ABOUT
VOLUNTARY EARLY RETIREMENT (EARLY-OUT)
WHO IS ELIGIBLE FOR VOLUNTARY EARLY RETIREMENT
(EARLY-OUT)?
OPM can authorize an agency to offer early retirement to eligible employees. The
agency can exclude employees in certain positions that are critical to the agency’s
operation. The agency may change these positions before the early retirement
window closes. Unless you are excluded because you hold one of these positions,
you are eligible for early retirement as follows:
• If you are under the Civil Service Retirement System (CSRS), you must have
served in a position covered by the CSRS for at least 1 year out of the 2 years
immediately before retirement. If you are under FERS, this rule does not
apply. You must have at least 5 years civilian service, whether you are
retiring under CSRS or FERS.
• You must be at least 50 with 20 years of service or have 25 years of service at
any age.
• You must be serving under other than a temporary appointment;
• You must have been on the agency’s rolls at least 30 days before the agency
requested authority from OPM and have served continuously since that date
without a break in service. (Since EPA requested authorization on February
18, 1994, you must have been on the rolls since January 19, 1994).
2. WHAT DOES THE EARLY RETIREMENT “WINDOW’ MEAN?
Each agency sets a window, or period of time, during which eligible employees can
take early retirement. ( EPA’s early-out window is from June 15. 1994. to March 31.
1995. ) This j y coincide with a window during which buy-outs will be offered. If
you want to retire early, you must separate during the agency’s window . You should
turn in your application as soon as possible to make sure you can retire during the
window. If your agency offers you an incentive payment contingent upon your
staying beyond the window to finish essential work, you do not have to retire during
the window, but you must apply during the window.
3. CAN ANYONE WHO IS ELIGIBLE AND WHO APPLIES FOR EARLY
RETIREMENT BE ASSURED OF RETIRING EARLY?
No. Just as it does with buy-outs, the agency may set a limit on the number of early
retirements it offers. ( EPA has not set such a limit at this time. ) If an agency
receives more applications than it needs, the agency must use a fair and objective
method to make decisions (for example, order of separation date, order of receipt of
completed applications, seniority, etc.).
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4. IF I TAKE EARLY RETIREMENT, IS MY ANNUITY REDUCED?
CSRS employees who retire under the voluntary early retirement authority will have a
reduction in their annuity of 2% per year for each year they are under age 55. (The
reduction is 1/6 of 1 percent for each full month.) This is a permanent reduction in
annuity.
Employees with only FERS service will not have their annuities reduced unless
retiring under the MRA+lO provision before age 62. Employees with both CSRS
and FI3RS service will have a reduction only for the CSRS portion of their service.
Special rules apply to the calculation of annuities of employees who have part-time
service after 1986.
5. IF I TAKE EARLY RETIREMENT, WHAT HAPPENS TO MY UNUSED
SICK LEAVE?
CSRS employees will receive service credit for any unused sick leave in determining
their annuity (but they must meet eligibility requirements for retirement before the
sick leave is added).
FERS employees do not receive credit for unused sick leave. Employees who were
previously under CSRS but who transferred to FERS will receive credit for either the
amount of sick leave at the time of the transfer to FERS, or at the time of retirement,
whichever is less.
6. CAN I CONTINUE MY GOVERNMENT LIFE INSURANCE INTO
RETIREMENT?
You may continue your Federal Employees Group Life Insurance (FEGLI), ff you
retire on an immediate annuity and if you have been enrolled in a FEGLI plan . . . a)
for the 5 years of service immediately preceding retirement; or b) since your first
opportunity to enroll. Otherwise, you may not continue it.
7. CAN I CONTINUE MY GOVERNMENT HEALTh INSURANCE INTO
RETIREMENT?
Ordinarily, for you to continue your health insurance into retirement, you must have
been participating in the Federal Employees Health Benefit Plan (FEHB) program as a
subscriber or family member for the five years of service immediately preceding
retirement.
However, OPM will waive this requirement for Executive Branch employees who
receive a voluntary separation incentive payment (buy-out) under Public law 103-266
and retire between March 30, 1994, and March 31, 1995. In cases of special agency
need, the latter date may be extended to no later than March 31, 1997.
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The same waiver will be granted to employees who.. .a) take early-out optional
retirement as a result of early-out authority in the Agency; or b) take a discontinued
service retirement based on an involuntary separation due to a reduction in force
(RIF), directed reassignment, or reclassification to lower grade; or c) were enrolled in
FEHB on March 30, 1994.
8. WHAT FORMS DO I NEED TO APPLY FOR EARLY RETIREMENT WITH
AN INCENTIVE PAYMENT AND WHERE DO I GET THEM?
Your personnel office will provide these forms to you. You will sign.. .a) an
application for retirement, and b) an incentive payment agreement.
VSIP COMPUTATION WORKSHEET
Following is a worksheet for use in ESTIMATING
the amount of your buy-out. (The actual calculation
fonnula is somewhat more complicated and technical.)
The worksheet is intended to allow you to calculate the
APPROXIMATE amount of the buy-out you may receive.
Although we believe that,
if you follow directions and calculate correctly,
your estimate will be quite close to the actual amount,
neither OPM nor EPA is responsible
for the accuracy of your results.
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VSIP ESTIMATION WORKSHEET
Annual salary at time of separation
= $_______________
Weekly rate (line 1 divided by 52)
= $_______________
Years of Service (see a and b below)
=
3a. If your length of service is LESS THAN 10 years,
enter your length of service on line 3c.
3b. If your length of service is MORE THAN 10 years:
1) enter your length of service:
2) subtract 10 from your length of service:
Total:
3) multiply the result by 2:
Total:
4) add 10 to the amount listed in 3: +10
5) enter this total on line 3c. Total:
This is the factor for your adjusted years of service and tells you APPROXIMATELY the
number of weeks of severance pay you would be entitled to.
3c. Adjusted Years of Service
=
Basic Severance Pay (multiply amount
on line 2 by a number on line 3c -
Adjusted Years of Service)
= $___________
Age Adjustment Factor (If you age is above 40, look your
age up on the “AGE TABLE AND FACTORS” chart attached.
Enter the “factor” number shown.)
Age = and Factor =
Severance Pay Amount:
Multiply line 4 by line 5 factor
= $________________
6a. If line 6 exceeds line 1, enter amount on line 1.
The amount of severance pay will be
=$________
Buy-out Amount:
If line 6a exceeds $25,000, enter $25,000
or
If line 6a does not exceed $25,000, but is more than line
1, enter amount on line 1.
YOUR BUY-OUT AMOUNT I = $__________
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AGE TABLE AND FACTORS
FAC YRS I MOS I FAC
RS I MOS
1.025 48 6—8 1.850
56 9—11 2.675
-1.050 48 9—ti 1.875
57 0—2 2.700
1.075 49 0—2 1.900
57 3—5 2.725
1.100 49 3—5 1.925
57 6—8 2.750
1.125 49 6—8 1.950
57 9—11 2.775
1.150 49 9—11 1.975
58 0—2 2.800
. 1.L75 50 0—2 2.000
58 3—5 2.825
1’.200 50 3—5 2.025
58 6—8 2.850
1.225 50 6—8 2.050
58 9—11 2.875
1.250 50 9—11 2.075
59 0—2 2.900
1.275 51 0—2 2.100
59 3—5 2.925 -
1.300 51 3—5 2.125
59 6—8 2.950
1.325 51 6—8 2.150
59 9—11 2.975
1.350 51 9—11 2.175
60 0—2 3.000 -
1.375 52 0—2 2.200
60 - 3—5 3.025
1.400 52 3—5 2,225
60 6—8 3.050
1.425 52 6—8 2.250
60 9—11. 3.075
1.450 52 9—11 2.275
61 0—2 3.100
1.475 53 0—2 2.300
61 3—5 ‘3.125
1.500 53 3—5 2.325
61. 6—8 3.150
1.525 53 6—8 2.350
61 9—11 3.175
1.550 53 9—11 2.375
62 0—2 3.200
9—11 1.575 54 0—2 2.400
62 3—5 3.225
1.600 54 3—5 2.425
62 6—8 .3.250
1.625 54 6—8 2.450
62 9—11 3.275
1.650 54 9—11 2.475
63 0—2 3.300
9—11 1.675 55 0—2 2.500
63 3—5 3.325
1.700 55 3—5 2.525
63 6—8 3.350
1.725 55 6—8 2.550
63 9—11. 3.375
1.750 55 9—11 2.575
64 0—2 3.400
9—11 1.775 56 0—2 2.600
64 3—5 3.425
0—2 1.800 56 3—5 2.625
64 6—8 3.450
3—5 1.825 56 6—8 2.650
64 9—11 3.475_
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