Federal Employees Retirement System Act
Federal Employees' Retirement System Act of 1986
Read about the Agency's legal authority:
Rules Governing the FRTIB
- National Archives and Records Administration's most current annual volume (2011) of the Code of Federal Regulations (CFR), Title 5, Parts 1600 - 1699
Final Agency Rule on Roth
This final rule implements the Roth TSP feature as authorized by the Thrift Savings Plan Enhancement Act of 2009, Public Law 111-31. These regulations address (1) Roth contribution limits (2) withdrawal options (3) treatment of agency contributions (4) Roth TSP transfer rules from employer plans (5) distribution of loans and withdrawals when participants have both traditional and Roth balances, and (6) other administrative matters.
FRTIB Strategic Plan
Reports to Congress
- FRTIB Awards Annuity Contract
- FRTIB Released a Request For Proposal for a Fund Manager for its Small Cap Stock Index Investment Fund (S Fund)
- FRTIB launches its Twitter Account - @tsp4gov
- FRTIB Awards Benchmarking Contract
- FRTIB Releases a Mobile Version of TSP.GOV MyAccount Website
- FRTIB Issues Interim Final Rule Defining Spouse
- FRTIB Selects Blackrock Institutional Trust Company as the Investment Manager for its International Stock Index Investment Fund (I Fund)
- FRTIB Awards Technology and Enterprise Support Services Contract
- FRTIB Announces the Confirmation of William Jasien as a New Member of the Board
- FRTIB Released a Request For Proposal for a Fund Manager for its International Stock Index Investment Fund (I Fund)
- FRTIB Selects BlackRock Institutional Trust Company as the Investment Manager for its Fixed Income Index Investment Fund (F Fund)
- FRTIB Announces Temporary Changes to the TSP Hardship Withdrawal Rules for Victims of Hurricane Sandy
- FRTIB Releases a Request for Proposal for a Manager for the F Fund
- FRTIB Reports a Cyber Attack on a Contractor Potentially Affecting TSP Participants
- FRTIB Recognizes Presidential Meritorious Rank Award Recipient
- FRTIB Announces Launch Date for New Roth TSP Option
The FRTIB values feedback we receive from our participants. We design surveys to gauge participants' reactions to potential enhancements to the TSP so that we can tailor our offerings and services to better fit our participants' needs.
- Participant Behavior and Demographics, Analysis for 2008 - 2012
- Participant Behavior and Demographics, Analysis for 2006 - 2010
- Participant Behavior and Demographics, Analysis for 2000 - 2005
- TSP Participant Survey Results for 2013
- TSP Participant Survey Results for 2011
- TSP Participant Survey Results for 2008
- TSP Participant Survey Results for 2006
The 2013 Federal Employee Viewpoint Survey was conducted at FRTIB between April - June 2013. The Agency's response rate was 82% which was 15 percentage points higher than the 2012 response rate (67%). In evaluating the survey results, the FRTIB has focused on the Human Capital Assessment and Accountability Framework (HCAAF) which was designed to provide a set of systems, standards, and metrics for assessing how well human capital is managed at Federal agencies. The four HCAAF indices FRTIB analyzed to provide a more in-depth look at trends, strengths, and challenges were: Leadership and Knowledge Management, Results-Oriented Performance Culture, Talent Management and Job Satisfaction.
The Leadership and Knowledge Management Index indicates the extent to which employees hold their leadership in high regard, both overall and on specific facets of leadership. The FRTIB's overall percent positive for this index increased by 2 percentage points from 69% in 2012 to 71% in 2013 and remains above the small agency (60%) and government-wide (59%) average. Since 2012, some of the largest increases in percent positive ratings were leaders generating high levels of motivation and commitment (13 percentage points), preparing employees for potential security threats (13 percentage points), and managers reviewing and evaluating the organizations progress toward meeting its goals and objectives (9 percentage points). An area that continues to show improvement is employees' belief that their workload is reasonable which increased from 59% positive in 2011 to 66% positive in 2013. While supervision at FRTIB remains strong with an overall rating of 72%, employees' trust and confidence in their supervisor declined 12 percentage points and their belief that their supervisor is doing a good job declined 8 percentage points.
The Results-Oriented Performance Culture Index indicates the extent to which employees believe their organizational culture promotes improvement in processes, products and services, and organizational outcome. The FRTIB saw a slight increase in the overall percent positive from 64% in 2012 to 65% in 2013. While this index shows some challenges, with 5 of the agency's 10 highest percent of negative responses, it has also shown great improvement over the years. Dealing with poor performers and recognizing differences in performance in a meaningful way were 2 of the agency's ten largest increases from 2012, both with an increase of 9 percentage points. Employees' feelings of personal empowerment is also an item to celebrate, as it is one of the highlighted items of the survey which showed an increase of 2 or more percentage points across each of the last several survey administrations (52% (2011), 60%( 2012), and 62% (2013)).
The Talent Management Index measures the extent to which employees think the organization has the talent necessary to achieve organizational goals. One area of caution within this index is employees' belief that their talents are used well in the workplace (68%), which decreased by 12 percentage points from 2012. On the other hand, two items that are experiencing an upward trend over the last three surveys are employees' view of their work unit recruiting people with the right skills (56%, 65%, 71%) and employees' belief that the workplace has the job-relevant knowledge and skills necessary to accomplish agency goals (74%, 78%, 84%). Other areas of highlighted success within this index are the several items which came in significantly higher than the combined small agency average. These are: satisfaction with training (75%), ensuring training needs are assessed (68%), and opportunities to improve skills (81%). Out of the 44 small independent agencies, FRTIB scored the highest for satisfaction with training received, above the 90th percentile for ensuring training needs are assessed, and was at the 90th percentile for opportunities to improve skills.
The last index analyzed, is the Job Satisfaction Index, which indicates the extent to which employees are satisfied with their jobs and various aspects thereof. Some of the agencies greatest strengths were within this index with a clear majority of employee who like the kind of work they do (89%) and employees' belief that the work they do is important (93%), both coming in above the combined small agency averages (83% and 87%). A challenge identified in this index is employee's satisfaction with the opportunity to get a better job, which was one of the Agency's 10 highest percent of negative responses. While this item had a high percent of negative responses, the Agency continues to see an upward trend in positive responses, with a steady incline from 40% positive in 2011, to 43% in 2012, and 50% for 2013. This item also scored within the 90th percentile of small agency scores.
Overall, FRTIB's 72% Global Satisfaction rating continues to show that employees are satisfied with their jobs (75%), their pay (66%), and their organization (74%) while the 72% Employee Engagement rating confirms employees' passion, commitment, and involvement. The results received from the Federal Employee Viewpoint Surveys remain an important component of the Agency's ongoing commitment to ensuring FRTIB is a great place to work and the Agency will continue to analyze these results to build off of our strengths and improve challenge areas. Here is the link to our FRTIB 2013 FEVS Results
Here is the government-wide results posted by the Office of Personnel Management: 2013 Government Management Report.
- 2012 Annual Employee Survey Results
- 2011 Annual Employee Survey Results
- 2007 Annual Employee Survey Results
Freedom of Information Act (FOIA)
The Electronic Freedom of Information Act Amendments of 1996 (E-FOIA) require that agencies permit the public to inspect and copy records that are likely to become the subject of later FOIA requests, provided the records were (1) created after November 1, 1996, and (2) released under FOIA on or after March 31, 1997. E-FOIA stipulates that agencies make copies of such records available via computer telecommunications beginning November 1, 1997.
Chief FOIA Reports:
Freedom of Information Act (FOIA) Quarterly Reports (.ZIP):
Freedom of Information Act (FOIA) Fiscal Year Reports: