Federal Retirement Thrift Investment Board: Thrift Savings Plan (TSP)
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From the 2011 Participant Survey: TSP Competitiveness: 55% of respondents rated the TSP 'Well Above Others/Above Others'; 37% rated the TSP 'About the same as others'; and 7% rated TSP 'Below others/Well Below Others'. A quote from a participant,'I have made inquiries at local savings and loans and banks; they have all said the same thing. They couldn't come close to the rate of intereste or security that I have with TSP. Their official recommendation was, Leave it where it's at!'
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Federal Employees Retirement System Act
Federal Employees' Retirement System Act of 1986

Read about the Agency's legal authority:

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Regulations
Rules Governing the FRTIB
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.

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Financial Statements
December 31, 2017 and 2016
December 31, 2016 and 2015
December 31, 2015 and 2014
December 31, 2014 and 2013
December 31, 2013 and 2012
December 31, 2012 and 2011
December 31, 2011 and 2010
December 31, 2010 and 2009
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FRTIB Strategic Plan
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Reports to Congress
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Press Releases
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Participant Surveys
Participant Behavior and Demographics
TSP Participant Survey Results
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Employee Surveys

The Federal Employee Viewpoint Survey (FEVS) was administered from May 8 to June 20, 2018, and a total of 215 (82%) Federal Retirement Thrift Investment Board (FRTIB) employees responded to the survey. Below is a summary of what has been identified as our Agency’s strengths, challenges, areas of progress, and opportunities for improvement.

 

Strengths 

FRTIB employees are willing to put in the extra effort to get the job done, are constantly looking for ways to do their job better, and had positive responses in regards to work-life balance, health and safety hazards, and performance feedback. These were the highest overall positive responses:  

  • 95% of employees said that their supervisor had talked with them about their performance in the last six months (Q50).
  • 94% of employees said that they were willing to put in the extra effort, when needed, to get the job done (Q7).
  • 91% of employees said that they were constantly looking for ways to do their job better (Q8).
  • 91% of employees said that their supervisor supported their need to balance work and other life issues (Q42).
  • 88% of employees said that they are protected from health and safety hazards on the job (Q35).

 

In addition to the five items above, 33 additional items were identified as strengths.

 

Challenges 

FRTIB employees are not as satisfied with their pay and ability to get a better job, senior leaders’ ability to generate high levels of motivation, steps taken to deal with poor performers, and their personal empowerment. These were the highest overall negative responses:

  • 39% of employees said that they did not have a feeling of personal empowerment with respect to work processes (Q30).
  • 37% of employees said that pay raises did not depend on how well staff do their jobs (Q33).
  • 36% of employees said that steps were not taken in their work unit to deal with poor performers who could not or would not improve (Q23).
  • 36% of employees said that their senior leaders did not generate high levels of motivation and commitment in the workforce (Q53).
  • 33% of employees were not satisfied with their opportunity to get a better job in their organization (Q67).

 

No additional items were identified as challenges.

 

Areas of Progress 

There were several areas where the results improved from the previous year. FRTIB employees feel their work unit has more of the necessary job relevant skills and knowledge, know better how their work relates to agency goals, and are more satisfied with their involvement in decisions regarding their work, the policies and practices of their senior leaders, and their organization. These were the largest increases in positive responses:

  • 83% of employees said that their work unit has the job-relevant knowledge and skills necessary to accomplish organizational goals (Q29). This is a 20-point increase from the previous year.
  • 62% of employees said that they were satisfied with their organization (Q71). This was an 8-point increase from the previous year.
  • 84% of employees said that they know how their work relates to the agency’s goals (Q12). This was a 7-point increase from the previous year.
  • 55% of employees are satisfied with their involvement in decisions that affect their work (Q63). This was a 7-point increase from the previous year.
  • 46% of employees said that they were satisfied with the policies and practices of their senior leaders (Q66). This was a 7-point increase from the previous year.

  

Opportunities for Improvement 

There were several areas that decreased from the previous year.  Areas that may need targeted attention due to declining positive responses include the training employees receive for their present job, policies and programs promoting diversity in the workplace, how managers review and evaluate the organization’s progress towards meeting its goals and objectives, and performance appraisals.  These were the largest decreases in positive responses:

  • 66% of employees were satisfied with the training they receive for their present job (Q68). This was a 12-point decrease from the previous year.
  • 71% of employees felt that their performance appraisal was a fair reflection of their performance (Q15). This was an 11-point decrease from the previous year.
  • 67% of employees felt that policies and programs promote diversity in the workplace (Q34).  This was a 9-point decrease from the previous year.
  • 71% of employees understood what they had to do to be rated at different performance levels in their most recent performance appraisal (Q19). This was a 7-point decrease from the previous year.
  • 52% of employees felt that managers review and evaluate the organization’s progress towards meeting its goals and objectives (Q57). This was a 7-point decrease from the previous year.

 

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 where great work gets done, and the Agency will continue to analyze these results to build off of our strengths and improve challenge areas. 

 

To view the 2018 FRTIB FEVS results click here.  


Prior Reports
Annual Employee Survey Results:
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Investment Benchmarks
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Freedom of Information Act (FOIA)
Frequently Requested Records
Chief FOIA Reports
E-FOIA Requirements

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.

Freedom of Information Act (FOIA) Quarterly Reports (.ZIP)
2017
2016
2015
2014
2013
Q1 Q2
Freedom of Information Act (FOIA) Fiscal Year Reports, Page 1: Most Current - 2009
2017
2016
2015
2014
2013
2012
2011
2010
2009
Freedom of Information Act (FOIA) Fiscal Year Reports: Prior Years: 2008 - 1998
Last Updated via Cascade: Wednesday, 28-Nov-2018 11:43:01 EST