NEWS FOR AND ABOUT EPA EMPLOYEES
INSIDE:
~	EPA FERS
~	Social Security Info
~	Lump-Sum Bite
VOLUME 4
NUMBER 7
July 1987
Coming Crunch on
SS Information
Federal workers trying to compare
Social Security benefits under CSRS
and FERS pension plans need to move
fast if they want an official statement
of their SS coverage and work history.
The Social Security Administration
(SSA) expects to be inundated later
this year when requests during the
July 1-December 31 FERS conversion
period come pouring in.
Under legislation passed in 1983,
the Social Security payoff to many
federal workers will be cut, especially
if they remain in the CSRS pension
plan. The new FERS plan could
minimize the impact of the
windfall-offset law, meaning workers
would get a bigger Social Security
check.
During the open season, workers
must decide whether to stick with the
old plan—in which benefits are based
on salary and seniority—or to move
into FERS, a private-sector-type
pension program combining Social
Security, a somewhat less generous
federal pension, and an optional
employer-employee matching
tax-deferred savings plan that is one
of the nation's most munificent.
Employees need an official
year-by-year breakdown of their work
history showing when they paid into
and were covered by Social Security
in order to calculate which plan best
protects any Social Security benefit
they have earned. The SSA will
supply the data within three to five
weeks of your request, provided it
hears from you by mid-August. A
Form SSA-7004 FERS, available at
EPA's personnel office, should be
filled out and mailed at once. ~
Jaws V: The Lump-Sum Bite
Federal workers who retire early and
take the lump-sum option will have to
pay an additional 10% tax on their
money, according to the Internal
Revenue Service. Under legislation
approved last year, federal retirees can
elect a lump-sum payment equal to
what they contributed to their pension
fund while on the job. Normally, that
would be about 7% of lifetime federal
salary. Moreover, the law eliminated
the three-year-recovery rule, which
allowed retirees to draw untaxed
benefits until they had recovered all
their previously taxed pension
contributions. For most the tax-free
period lasted from 6-36 months. New
rules force retirees to pay taxes right
away on the main portion of their
annuity, which is based on the
government contribution. The precise
amount is based on the estimated
lifetime benefits in terms of average
life expectancy.
The IRS is also working on
guidelines that will impose still
another 10% tax penalty on lump-sum
payments taken by persons who retire
before age 55. ~
EPA Leads in
FERS Investments
According to the Thrift Investment
Board about 50% of those who are
investing up to 10% of their salary in
the new federal employee tax-deferred
investment program are 35 or
younger. The thrift fund is growing at
a rate of more than $1 million a day.
One reason so many young employees
are participating is that they are
recent hires covered by the generous
investment options of a new pension
plan set up explicitly—but not
only—for them.
The investment plan is part of the
new Federal Employees Retirement
System (FERS). It covers the bulk of
post-1983 hires. Its generous
investment options allow workers to
invest up to 10% of pay (a maximum
of $7,000 this year); anyone putting in
5% or more gets a 5% government
match that is also tax-deferred. All
FERS employees have accounts
opened for them and get a regular 1%
contribution from the government
each pay period whether they invest
or not.
The highest proportion of new
employees putting money into their
own investment accounts—48%—is
right here at EPA!
Starting July 1, employees covered
by the old CSRS pension plan will
have the option of moving to FERS,
trading slightly reduced civil service
pension benefits for the right to invest
more in and get matching government
contributions to their accounts. Those
who stay in CSRS can invest only 5%
of pay, with no matching
contribution.
Lower-income employees and
those outside the Washington area
have been slow to sign up for the
investment option, even though it is
equal to or better than similar plans
offered most workers in the private
sector. ~

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People
Special Act Awards
Wafer
Larry Anderson, Jennifer
Orme, Wanda Knight, George
Enyeart
Resecic/i and Development
Gerald Rausa, Henry
Thacker, Shirley Simple,
Said Abdul-Salaam, Ann
Alford-Stevens, Harold
Barnes, Leland Baskin,
Robert Borgwardt, Ann Brice,
John Brugger, Steven
Broderuis, William Budde,
Frank Butler. Anthony
Carlson. Robert Carsel. Neil
Chernoff, Larry Claxton,
Faith Cole, Emile Coleman,
John Couch, Waldemar
Deben, George Ditsvvorth,
Frank Freestone, Peter Gabel,
William Hogsett, Donald
Horstman, Dennis House, Jeff
Inmon, Samuel Karickhoff,
Clinton Kawaniski, William
Kaylor, Michael Kohan,
Robert Kovlock, W.S. Lanier,
Robert Lewis. Joellen Lewtas.
Matthew Lorber, William
McClenny, William
McDonald, John Meier,
Kenneth Morris, Donald
Mount, James Mulik, Lee
Mulkey, Jean Munch. Teresa
Norberg-King, James
O'Callaghan, Paul Ringhand,
Ellen Rogers, Shahberg
Sandhu, Judith Sauch,
Patricia Scholtzhavier.
Donald Schultz, Merritt Sink.
Robert Spehar, Robert
Steicher, Richard Swartz.
David Tingey, Ira Wilder,
Nancy Wilson, Lee Wolfe,
James Yezzin, William
Watkinson, Gilman Veith,
Patricia Schmieder, James
McKim
Office of the Administrator
Joan Graham
Administration and Resources
Managemenl
John Showman, Paul Graves,
Ronald Bachand, Bryon
Griffith
Pesticides and Toxic
Substances
Guynin Myers, Diane
Lowery, Tony Ellis
Solid Waste and Emergency
Response
Donald Kraft, Joseph
Bahnick, Rosalie Elliott
Policy.Planning, and Evaluation
Irwin Auerbach, Suzanne
Wells
Around EPA
Sustained Superior
Performance Awards
Office of the Administrator
Joanna Foellmer
External Affairs
Lawrence Stirling
Solid Wasle and Emergency
Response
Marie Jones, Marcella Depont
Pesticides and
Toxic Substances
Martin Kovacs
Policy, Planning, and
Evaluation
John Chamberlin
Enforcement and Compliance
Monitoring
Sylvia Miller
Reassignments
Joseph E. Lees, former
senior legal and policy
advisor to the Assistant Ad-
ministrator for Air and
Radiation, joined the staff
of Lee Thomas and Jim
Barnes as a special assistant
beginning June 29, 1987.
Before coming to EPA, Lees
was with the Department of
Justice. He also practiced
environmental law with a
major firm in Houston, and
is an experienced air pollu-
tion engineer.
In addition, John Ul-
felder, who has been hand-
ling OAR issues for the
past six months, resumed
his responsibilities as a
12th floor special assistant
for OPTS and OECM mat-
ters, effective June 29.
Home Relocation
Assistance Program
Through the efforts of the
Office of Human Resources
Management, a one-year
pilot study for a Home
Relocation Assistance Pro-
gram has been initiated for
eligible employees. The
pilot study started May 1
and will run through April
30, 1988. Bill Henderson,
Director, OHRM, says the
program benefits will in-
clude: guaranteed home
purchase at appraised mar-
ket value, assistance to em-
ployees in marketing their
homes, property manage-
ment of homes should they
not wish to sell, and
assistance in finding a new
mortgage and in determining
whether to purchase or
rent. Eligibility is limited to
current or newly selected
SES members, participants
in the SES Candidate De-
velopment Progam and em-
ployees being transferred or
reassigned to RTP, Denver
NEIC and Regions 3 or 10.
Bill Laxton, Deputy Direc-
tor, OARM-RTP will
administer the program.
Questions should be di-
rected to Stacy Blackman,
FTS 629-4391 or Mike
Thorne, FTS 629-4391.
Years to Life; Life to
Years
The HQ Health Unit dis-
seminates vital information
on public health issues
through the medium of
health seminars and lec-
tures. By taking charge of
your health and dropping
destructive habits (smoking,
sedentarism, heavy drink-
ing, insufficient sleep, con-
sumption of saturated fats,
sunolatry, failure to get an
annual check-up, etc.) you
may add dynamic decades
to your life. For information
on the seminars and lec-^
tures, and your eligibility
for a gratis check-up, call
the Health Unit on 382-
4347.
R-3 Golfers Earn Big
Bux for MS
William Hagel and Bob
Koroncai of Region 3 spent
May 26 on the links, earning
$2,400 for the Multiple
Sclerosis Society's "Longest
Day of Golf" fundraiser. They
hacked their way through an
astonishing 106 holes in 14
hours without even a lunch
break. Mrs. Thomasine
Jordon acted as coordinator.
Congratulations!
Rousing OA Picnic
The Office of Administration
held its "Best 2nd" Picnic on
the afternoon of May 18,
1987. More than 450
attended the highly
successful event, held at
Cameron Station, Virginia.
OA Division Directors
cooked over 1,000 hot dogs
and hamburgers, while staff
served a variety of
side-dishes to the hungry
mob. As last year, all surplus
food was donated to a local
charity.
Festivities began with the
annual Softball game. John
Chamberlin, Director of
Administration, awarded the
winning team trophy to the
Procurement and Contracts
Management Division for the
second year in a row. Other
action: tennis, parodies,
pasquils, horseshoes,
singalongs, tugs-of-war,
basketball, volleyball,
dancing.
The EPA Times is published monthly for KPA employees Renders are
encouraged to submit news about themselves or fellow employees, letters
of opinion, questions, comments, and suggestions to the liditor, The
Times, Office of Public Affairs (A-107) Telephone 382-4371 Items
be edited to accommodate space available
Editor1 Don Bronkcma Departments Marilyn Rogers

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Nefei
Priorities, 1989
K! Administrator's budget guidance for FY 1989
bdes a priorities list focused on those problems
enting the greatest apparent risk or public concern.
Within the list there are two categories. The first includes
environmental problems for which operational programs
have already been emplaced. The second embraces
emerging problem areas where research, contamination
parameters, containment or remedial methodologies, and
program development are still in a formative stage.
A.	Operational Programs
•	nonpoint sources, wetlands
a NAAQS (03> PM10, S02)
•	active management of solid and hazardous wastes
•	drinking water and groundwater resources
•	re-registration of pesticides
•	air toxics
•	clean-up of inactive hazardous waste disposal sites
•	point sources for toxics in surface water
•	agricultural chemicals in groundwater
•	misuse of pesticides and toxics
B.	Emerging Problems
^^global thermal induction; climatological effects
stratospheric ozone
® radon
o indoor air
•	accidental releases of hazardous chemicals
•	geographical pesticide restrictions and community
right to know
® biotechnology
USDA Seminars on FERS
Is it true, as some say, that on balance the new Federal
Employees Retirement System is better for most of us than
the Civil Service System? What are its advantages? Find
out during a one-day seminar sponsored by the Graduate
School, USDA, to be presented from 9AM-3:30PM on
September 3 and 23 at the Graduate School, 600 Maryland
Ave., S.W., Washington. The fee is $75.
The seminar will be conducted by Jerry D. Klepner, one
of the leading congressional staff architects of the Federal
Employees Retirement System Act of 1986. He will cover
such topics as FERS benefits (retirement, survivors,
disability, annuities, refunds, cost of living increases) and
•fer considerations (comparative benefits, portability,
^-level factors, taxes, deferred retirement). Call Fred
ill at the Graduate School's Center for Applied
Management, (202) 447-3247.
Brain Drain Continues
"Government Executive" (GE) magazine reports that,
according to the Twentieth Century Fund's Task Force on
the Senior Executive Service, 40 percent of the SES left
federal employment between the time SES was established
in 1979 and mid-1983. Many private sector firms suffer
turnover rates nearly twice as high, but the magazine
points out that SES personnel are mostly experienced
managers at tho peak of their caroors, with homes, families
and retirement equity to protect. They might be expected
to resist the blandishments of the outer world. In fact,
since 1983, the out-migration of the federal managerial
class seems to have accelerated. The Office of Personnel
Management reports that 391 SES employees left
government in 1983, and that they have jumped ship in
ever greater numbers every year since then. In the first
nine months of 1986 some 543 SES members departed.
GE's own informal survey of former executives paints a
rather grim picture of the SES and conforms to findings of
the Twentieth Century Fund, the General Accounting
Office and others.
Most of the former government executives with whom
GE talked were depressed or bitter about their experiences.
Many said they could no longer conscientiously
recommend government service to others. That confirmed
the results of a new survey by the Federal Executive
Alumni Association in which 61 percent of 1,364 current
managers said they would not suggest a federal career to
young people—an increase of 10 percentage points over
the last 12 months!
"The bureaucracy no longer has the image of the best
and the brightest, and that cuts the general level of
competency," said a former transportation department
executive. GE's respondents complained most frequently
of increased politicization of the day-to-day business of
government, a lack of substantive work, exclusion from
policy decisions and inadequate rewards for heroic efforts.
It must be said, however, that this view is not
unanimous. Howard Messner, one of EPA's stellar SES'ers,
says "I think it's working," and adverts to studies
conducted by the National Academy of Public
Administration showing considerable improvement in
human resources management at EPA in the years
following Anne Burford. Messner predicts a
"renaissance of public service."
Meanwhile, GE reported, it's getting harder to attract
new people, especially in technical fields where
private-sector remuneration is so generous.
1986 Performance Results
The Personnel Management Division, OA, has expanded
its Performance Management Review System (PMRS)
rating and compensation report for 1986 to include GS and
wage grade (WG) appraisal results. Highlights of the
process:
o Almost a fourth of the combined PMRS/GS/WG
workforce was rated "outstanding."

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A\otb%
•	Among PMRS employees, "outstanding" ratings
continued to rise as "fully successful" ratings fell. The
average award for an "outstanding" dropped as more
awards were distributed. If this trend toward higher PMRS
ratings continues, it could ultimately threaten the
pay-for-performance basis of the PMRS system.
•	Performance Standards Review Boards (PSRBs) from
across the agency voiced concern about the quality of
performance agreements for PMRS employees, and
recommended improving measurement criteria and
documentation of employee accomplishments in the
standard-setting and rating process.
•	Supervisors and managers should refocus appraisal
discussions on rating levels that actually describe
performance.
®To be consistent with EPA's human resources emphasis,
managers and supervisors need to give as much attention
to the appraisal process for GS and WG employees as for
PMRS people.
© "Fully successful" and above ratings were the order of
the day for both PMRS and GS employees; less than 1%
were rated below "fully successful." Over 23% of all rated
employees performed at the "outstanding" level. "Exceeds
expectations" was the most common rating (48%) and 28%
of ratings were "fully successful".
The 1986 rating results, combined with PSRB findings,
suggest that managers must make a concerted effort to set
challenging standards and to clearly define and
communicate consistent performance expectations. When
the benchmarks for "fully successful", "outstanding" and
"unsatisfactory" performance are vague, inconsistent or too
generous, and when significant concrete accomplishments
are not demanded for high ratings, pressure to inflate
ratings may be hard to resist—even when productivity has
not risen. Both employees and managers will be more
likely to perceive the Performance Management System as
unfair or irrelevant, and the Agency will lose an important
tool for improving productivity and planning personal and
career development.
The model measurement criteria issued last Spring
should be exploited to stimulate management discussion
on "quality" and "manner of performance" expectations
for all employees. Assiduous efforts by managers to
implement the recommendations of their PSRBs will also
help EPA achieve a fair and effective Performance
Management System.
The Agency needs to assess appraisals for GS/WG
employees. While the pay implications of performance
appraisals are not as direct and immediate for GS/WG as
for PMRS, failure to provide feedback—and protect the
employee's rights by documenting that
feedback—threatens the integrity of the
supervisor/employee relationship.
Course in Managing for Results
Attention, supervisors and managers:
® Do you have trouble using the Performance Management
System to get the results you want?
•	Are you constantly frustrated by people who can't see
the "big picture" or always seem to miss a critical point?
o Do the people on your staff seem to work at odds with
each other?
•	Are you aggravated when an employee doesn't ^
understand what needs to be done, when to do it or
If you answered "yes" to any of these questions, or w
you're looking for a fresh approach to boosting your
personal effectiveness and your staff productivity, then
"Managing for Results" is for you. Through this two-day
course you can expect to:
•	Identify your own managerial preferences, how they
differ from the styles of others with whom you work and
what this means in terms of getting a job done.
•	Develop an approach to the Performance Management
system that gets the results you want, yet preserves the
integrity of relationships.
•	Recognize how your style affects how you plan, assign,
track and evaluate work and give feedback.
® Investigate tools and techniques that can help you get
the best from your people and create a productive working
environment for them.
Prior to the course, each participant will take the
Myers-Briggs Type Indicator (MBTI). The MBTI is not a
"test." It is a relatively short, easy-to-complete
questionnaire that identifies preferences in perception,
judgment, leadership and work styles. There are no right
or wrong answers. On the first day, participants will use
their MBTI results to explore their own preferences and
experiment with alternative styles. The second day
includes small-group exercises and case studies to ex^
how variations in management styles affect people am
performance, and to develop adaptive strategies for
handling "problem" situations.
The course is offered at no cost to programs and will be
held at Otto Kroeger Associates, 3605-C Chain Bridge
Road, Fairfax, VA. (703) 591-6284. To register call Tonya
Williams-Berkley, Personnel Management Division,
Headquarters, on FTS 382-3308. Deadline is July 6. You
will receive an MBTI questionnaire and answer sheet
following registration, and you should return it by July 13.
Surrogates will be accepted until July 17, but they must
complete the MBTI before the course begins. For
additional information contact Regina Solomon, Personnel
Management Division, on FTS 382-3321.
If this announcement reaches you too late to register,
note that the course will be repeated approximately in late
September.
IPA Handbook
The Personnel Management Division has developed a
handbook on the Intergovernmental Personnel Act to
answer the most frequently asked questions about IPA
assignments. IPA allows managers considerable flexibility
and ingenuity in making staff interchanges between
government at various levels and the private sector. The
Act stipulates that assignments must be designed for
mutual benefit of homebase and host organizations, a^^^R
a means of addressing common problems or sharing
expertise. Call the Headquarters IPA coordinator or your
local servicing personnel office if you have any questions.

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