welcome to redstone asmc 2014 mini pdi - orgsites as leadership huntsville and the committee of 100...

“THE MILITARY IS CHANGING, WHAT SKILLS

DO I NEED TO SUCCEED?”

Welcome to

Redstone ASMC 2014

Mini PDI

13 March 2014

Bldg 3711

Redstone Arsenal

What is the American Society of Military

Comptrollers?

To serve the Redstone/Huntsville comptroller community by

providing quality educational, training and professional

development programs. to provide our members opportunities to

network and interact with other members of the comptroller

community and to support our community through service and

outreach programs.

ASMC - REDSTONE/HUNTSVILLE

Membership Benefits

1. Gain insight to information on current trends and development in the financial management of the

Department of Defense and U.S. Coast Guard.

2. Receive a subscription to the Armed Forces Comptroller, the quarterly professional journal of the

ASMC, and the ASMC Connection, the monthly e-newsletter. These publications, as well as the ASMC

website, contain articles, organizational news and updates on current trends and developments

within the financial management community and the ASMC.

3. Join in one of the more than 140 chapters worldwide. Chapter benefits could include monthly

luncheons, local education activities, chapter publications, philanthropic endeavors and more.

4. Receive discounts on enrollment and renewal in the Certified Defense Financial Manager (CDFM)

Program, which is one of the key certifications identified by the DoD for financial managers.

5. Have the opportunity to participate in the National Awards Program. This program includes

achievement awards, an essay contest, corporate member award, members' continuing education

grants, high school scholarships and many chapter program awards.

6. Gain access to the CPE management tool, which allows members to manage, track and record their

continuing education experience.

7. Have an opportunity to demonstrate leadership as a chapter officer or committee member.

8. Network with military comptrollers/financial managers and other business organization.

Start End Time Item

7:30 AM 8:00 AM 0:30 Registration

8:00 AM 8:15 AM 0:15 Opening Remarks by President / Welcome / Pledge of Allegiance

8:15 AM 9:00 AM 0:45 Ms. Dwanna Green – AFAA Certified Personal & Group Fitness Trainer,

“The Importance of Physical Fitness in the Workplace"

9:00 AM 9:15 AM 0:15 Break - Door Prizes

9:15 AM 10:00 AM 0:45 Mr. Anthony Daniels, Jr.

Corporate and Foundations Relations Officer Alabama A&M University

“Communication and Situational Awareness: 5 Generations in the Workforce"

10:00 AM 10:15 AM 0:15 Break – Door Prizes

10:15 AM 11:00 AM 0:45 Mr. Stephen Williams- President, Life Course Capital

“Getting Fiscally Fit”

11:00 AM 12:30 PM 1:30 Lunch

Door Prizes(After Lunch)

12:30 PM 1:30 PM 1:00 Mr.Gary Fouts, Senior Partner, Retirement Systems Solutions Nashville

“Successful Retirement Planning for CSRS and FERS”

1:30 PM 1:45 PM 0:15 Break – Door Prizes

1:45 PM 2:30 PM 0:45

Mr. Joe Fitzgerald

Civilian Aide Secretary of the Army North Alabama

What Can We Learn From “The Greatest Generation” A Talk About Honor Flight

Tennessee Valley

2:45 PM 3:45 PM 1:00 MG Lynn A. Collyar

US Army Aviation and Missile Command

3:45 PM 4:00 PM 0:15 Grand Prize- Closing Remarks - Evaluation sheets- Wrap up

Schedule of Events

CLPs: 7

“The Importance of Physical Fitness in

the Workplace”

Ms. Dwanna Green

AFAA Certified Personal & Group

Fitness Trainer

Get Healthy.Get Fit.Get Strong

The Importance of Physical

Fitness in the Workplace Dwanna Green, AFAA Certified Personal & Group Fitness Trainer


Defining Physical Fitness

• Your ability to perform daily tasks efficiently without feeling overly tired. A person who is fit should possess the minimal levels of strength, flexibility and endurance to carry out every day work, while also having enough energy remaining to participate in additional activities outside the home or work.


The Importance of Physical Fitness in

the Workplace: 1. Healthcare Costs – Studies have shown that companies that provide

structured wellness programs and an onsite fitness center can encourage their employees to lead a healthier lifestyle which aids in lower healthcare costs.

2. Productivity – Employees that have the option of going to a fitness

center during the day helps to relieve stress. The employee will get revived and rejuvenated and come back to work with renewed focus and energy to handle major tasks.

3. Accountability – By providing structured wellness programs and

exercise activity on the worksite, employers can encourage employees to take responsibility for reaching and maintain their health and fitness goals.

4. Time Management – Having a fitness center on site helps an employee

to properly balance fitness goals and job duties during the workday.


Five Important Numbers You Need to Know

1. BMI – Body Mass Index (measures height to weight) a. Women - 25 or more Overweight b. Men – 30 or more Overweight

2. Blood Pressure

a. Normal 120/80

3. Cholesterol

a. Less than 200

4. Waist Circumference

a. Women less than 35 b. Men less than 40

5. Target Heart Rate – is the key to an aerobic workout because the increase in heart

rate and respiration strengthens your heart and lungs. a. Maximum Heart Rate 220-Age = MHR b. MHR x .50 = Low end of THRR c. MHR x .85 = High end of THRR

Example: If you’re 50, your MHR is 170 (220-50) beats per minute. Your THRR would be between 85 (170 x .50) and 144 (170 x .85) beats per minute.


Contact Info

Dwanna Green

Certified AFAA Personal & Group Fitness Trainer

205.919.4884

[email protected]

Door Prizes/Break

INGENUITY, INC.

This Door Prize brought to you by:

Mr. Anthony Daniels Jr.

Mr. Leroy Daniels

“Communication and Situational Awareness: 5

Generations in the Workforce”

Anthony L. Daniels Jr., Corporate and Foundations Relations Officer for

Alabama A& M University, was born in Florida; he grew up in Midway, Alabama

and considers it home. As an elementary school teacher, he was and continues

to be an advocate for education. Anthony’s education background qualifies

him to be a supporter for academic excellence. He taught third grade at the

Academy of Science and Foreign Language, fourth grade at University Place

Elementary (a Title I school) and a fourth and fifth grade blended-class at

Cochiti Middle School on an Indian reservation. He received a Bachelor’s

degree in Elementary Education and Master’s degree in Special Education

from Alabama A&M University.

Beginning in 2006, Anthony was elected as Chairman of the National

Education Association Student Program, where he represented more than

62,000 college students on over 1,100 campuses nationwide. As a result of

Anthony’s leadership and collaboration with various organizations, the College Cost and Reduction Act of 2007 was

signed into law by Pres. George W. Bush.

Anthony has since been recognized as a leading voice on the issue of college access and affordability and has testified

before the U.S. Department of Education, spoken to live audiences, has been interviewed on nationally syndicated radio

programs, television broadcasts, and featured in various magazines on the topic.

In May 2009, he released his memoir, To Sweeten Alabama: A Story of a Young Man Defying the Odds.

Shortly after, Anthony was appointed to Mayor Tommy Battle’s Economic and Sustainability Council. He Co-founded

First-Book North Alabama, a non-profit organization that provides new books to disadvantaged children.

He recently returned to his alma mater as Corporate and Foundations Relations Officer and also acts as Chief

Operating Officer for Premiere Dental. Anthony is also currently involved in several community leadership organizations

such as Leadership Huntsville and the Committee of 100 Young Professionals.

LeRoy Daniels is a Human Resources Management consultant and an adjunct professor of

Human Resources Management at his alma mater, Alabama A&M University.

Daniels performed Project Management duties to facilitate achieving contractual objectives

involving highly complex governmental projects.

He performed Civilian Personnel Officer duties for the U.S. Army Aviation Center and

Fort Rucker from March 1980 to August 1984 and the Army Commands and Activities

at Redstone Arsenal from August 1984 to September 2001.

Noteworthy achievements:

• Planned and implemented the Research and Development Laboratory Demonstration

Project for the Army Missile Command and the Army Aviation and Missile Command as an

alternative civilian personnel management system.

• Co-chaired the planning and establishment of the South Central Civilian Personnel Operation

Center and the Civilian Personnel Advisory Center

• Planned and implemented actions associated with Base Realignment and Closure (BRAC) decisions

Education

• B.S. degree in History and Government from Alabama A&M University

• Master of Business Administration (MBA) from Alabama A&M University

• Numerous Executive Development and Training Programs Certifications

• Graduate of Leadership Huntsville/Madison County Alabama

• Graduate of Counselor Advisory University Summer Education - Tuskegee University

Daniels’ family includes wife, Sandra, two sons, one daughter-in-law and three grandchildren.

LeRoy Daniels, President

Options and Solutions, LLC

16

The exchange of thoughts, messages, or the like, as by speech, signals or writing.

To express oneself in such a way that one is readily and clearly understood.

The ability to communicate effectively with others is one of the most powerful tools for personal and or professional success.

Most people are challenged by the many day-to-day interactions with co-workers, family and friends.

Emotion, communication and conflict are present in all human interactions and affect us in different ways.

Everyone manages emotion, communication and conflict from habit patterns and styles developed early in life and over time.

80% of problems in the workplace are communication related.

One of the fastest ways to alienate yourself from other people is to communicate unsuccessfully

Effective communication empowers you to influence others.

Your capacity to communicate is often seen as a indicator of your ability and intelligence

Increased productivity

Reduced stress

Better understanding what others are saying

Better understand how to get your message across

Enhance relationships

Save time and money

Past Experiences Shape Communication Style

Communication doesn’t just happen; your style is based on your experiences that over time have developed into a pattern of attitudes and actions.

It is continuous cycle. Your experience influence your thoughts. Your thoughts ,over time, become your attitudes. These attitudes become the blueprint for new experiences, which develop into patterns of behavior.

An awareness of your personal style is critical to begin to transform negative attitudes and behaviors into positive ones.

It is key to empowering you to establish personal responsibility and accountability in the midst of changing your behavior. Remember, the only person you can every really control or change is yourself.

1. Face the speaker and maintain eye contact.

2. Be attentive, yet relaxed.

3. Keep an open mind to the speaker’s message – try to feel what the speaker is feeling.

4. Listen to the words and try to picture what the speaker is saying.

5. Do not interrupt and do not impose your “solutions.”

6. Wait for the speaker to pause to ask clarifying questions- ask

questions only to ensure understanding of something that

has been said (avoiding questions that disrupt the speaker’s

train of thought).

7. Give the speaker regular feedback, e.g., summarize, reflect

feelings, or simply say “uh huh.”

8. Pay attention to nonverbal cues – to feelings, tone of voice,

inflection, facial expressions, gestures, posture.

9. Be aware of potential barriers that impact your ability to

listen effectively.

Past experience that influence our reaction to the speaker.

Worry, fear, anger, grief and depression

Individual bias and prejudice

Semantics and language differences

Noise and verbal “clutter”

Preoccupation, boredom and shrinking attention spans.

1. What key points is the speaker making?

2. How does this fit within what I

know from experience? 3. How can this information benefit

me?

Turn your body and tilt your face toward the speaker

Use other parts of your body besides your ears to receive the message:

1. Look at the speaker to pick up non-verbal signals or cues

2. Your eyes will also send signals to the speaker

3. When the speaker sees a receptive audience they are motivated to work harder to communicate their message

React to the speaker by nodding your head.

Listen and acknowledge what you hear the speaker saying, even if you don’t agree with it. At this point do not express your point of view.

Acknowledging the speakers thoughts and feelings does not mean that you approve of or agree with the speaker’s opinions or actions

Your ability to listen and then acknowledge what the speaker said allows the speaker to feel a sense of satisfaction of being understood

Reflecting back

Reflecting is affirming to the speaker and encourages the speaker to elaborate further or delve more deeply into the topic.

Meaningful exchanges between you and the speaker are built on feedback.

In order to accurately feedback a person’s thoughts and feelings, you have to be consciously, actively engaged in the process of listening.

Try to experience what the speaker is describing, feeling the speaker’s feelings through the lens of our own experience.

Briefly explain the intention of your conversation.

The other person (s) will attend better if they have a basic understanding of the time and effort you will be bringing to the conversation.

Use “I” statements to communicate your feelings, and what you have personally seen, heard, need or expect.

Do not engage in verbal attacks on the other person, if you need to criticize the behavior or actions of the other person that bother you.

Stat what you need or expect in positive terms.

Briefly explain the intention of your conversation.

The other person (s) will attend better if they have a basic understanding of the time and effort they will be bringing to the conversation.

Use “I” statements to communicate your feelings, and what you have personally seen, heard, need or expect.

Do not engage in verbal attacks on the other person, if you need to criticize the behavior or actions of the other person that bother you.

State what you need or expect in positive terms.

Accept responsibility for your emotions

Use “I” statements. Say “I feel angry when…” rather than “You make me mad…”

Activity:

Consider the following statements you might make. How would you change them into “I” statements? 1. You make me so mad when you don’t complete your work

on time. 2. My supervisor frustrates me when she doesn’t communicate

her expectations. 3. My employee aggravates me when she comes in late. 4. My boss made me happy when he complimented my

financial report.

Your communication should include these five important components:

1. What you are seeing – have seen?

2. What you are hearing – have heard?

3. What you are feeling – have felt about the issue?

4. What you need or want?

5. What will be the positive results from receiving/acting on your request?

Five Components of Your Message

1. Your boss marked you low on your performance review. This was the first indication you had of how you were performing in your job.

2. An employee you supervise has been frequently absent causing lost production and a hardship for the rest of the employees in your unit.

3. Your co-worker has been opening your mail and going through your desk drawers, as well as saying negative things to others behind your back.

Emotional obstacles of effective communication include:

Vulnerability – people may not express their true feelings because they do not want to expose themselves to others

Protecting – people may not want to express their true thoughts because they don’t want to hurt or upset the other person

Expectations – social, professional, or cultural “rules” may inhibit expression of some feelings

Fear – people see approval and acceptance so they are often reluctant to say what they really mean for fear of rejection.

Recognize what you are feeling. Are you angry, embarrassed, or hurt?

Simplify your feelings. Select one or two words to describe how you feel. Be specific.

Do not act on your feelings right away. Don’t make a decision, enter into a discussion, or send an email in anger or frustration.

Choose appropriate time and place to communicate.

Accept that you are responsible for your emotions; Use “I” states. Say “I feel angry when..” rather than “You make me mad…”

FIVE GENERATIONS AT WORK

U.S. Birthrate Chart

Source: Generations, Inc. by Megan Johnson and Larry Johnson

Information developed from U.S. Census 40

The Traditionals (veterans) ARE THOSE BORN BETWEEN 1920’S AND 1945.

These are pre-boomers, 65 or older, who are staying in the workforce for various

reasons, such as

• Health care

• Financial – “can’t afford to retire”

• Empty nest is no longer empty

• Love the job and its responsibilities

• Personal fulfillment – no outside fulfillment

• Lonely

• Workaholic

THE TRADITIONALS OR VETERANS

41

The challenges for the Traditional workforce include:

• Sometimes viewed, comparatively, as unproductive, obsolete, and undesired.

• Rapidly changing technologies

• Continuous educational and professional development

• Performance requirements are changing e.g. multi-skilled specialist

• Health Issues

• Maintaining productivity

• Cultural attitudes about other generations, changing demographics, education,

careers, and life-long learning.

THE TRADITIONALS OR VETERANS (continued)

42

“

Baby Boomers” defined – those born during post World War II

(1946-1964) demographic boom in birth – nearly one third of all Americans

The boomer workforce characteristics and challenges include:

• Appreciate personal communication and the telephone

• Service oriented

• Appreciate team perspective

• Motivated workers – want challenging work environment

• Uncomfortable with conflict

• Some may put “success ahead of result”

• Want to work flexible hours to enjoy fruits of their labor

THE BABY BOOMERS

43

Intergenerational Workforce Challenges

• Want phased retirement and wellness programs to foster a healthy life style

• Most Boomers fifty-five and over want to continue working past retirement age

• Some boomers are viewed as working long past retirement eligibility and

therefore blocking upward mobility for younger workers.

• Many are retiring at an accelerating rate, leaving a gaping hole in

management and employment ranks.

GENERATION “X”

“Generation X” explained

These workers from this generation, born between 1965 and 1980, have the following

characteristics:

• Independent and creative as well as adaptable

• Technology-literate

• Like to buck the system

• Like independent work (no boss looking over their shoulders)

45

• Skeptical and distrustful of authority

• Don’t like micromanagers and flashy bureaucrats

• Like communicating by email and voicemail

• Looking for development opportunities and upward mobility

• No automatic loyalty

Those persons born between 1981 and 1995 are generally considered

Generation Y.

This generation has many names:

• The Mellennials

• The Tech/Net/Digital Generation

• Boomlets

• Echo Boomers

• The Entitled

• The Spoiled

GENERATION “Y”

47

These workers from this generation usually have the following characteristics:

• Excellent communications and diversity skills

• “More to life than work”

• Anxious to rise quickly to the top

• Want to chose their own work site (non-cubicle)

• Very mobile – willing to move for upward progression

• Optimistic – can-do spirit

GENERATION “Y” (continued)

48

• Ability to multi-task

• Inexperienced and require supervision and structure

• Prefers instant messaging, blogs, text messages and email

• Has difficulty communicating in the workplace

• Likes to be spoken with one-on-one

• Often paired with older mentor for workplace support

THE LINKSTERS

“Linksters,” also known as the Facebook Generation, are members of the population

who were born after 1995, according to Larry and Megan

Johnson, authors of Generations, Inc. This generation, like no other, is

linked to each other and the world through technology. They are currently

in their teens and are entering the workforce as part-time employees,

working after school and during the summers.

This generation has the following characteristics:

• Digital natives – born into technology as part of everyday life

• Love texting as communication method, thereby limiting personal

interaction and face-to-face communication

50

• Primarily work part-time while attending school

• Loves flexible schedules

• Stays connected through technology, especially the cell phone

• Many have “cell phone addiction”

• Environmentally aware – “Teens going green”

Anthony L. Daniels Jr LeRoy Daniels Corporate and Foundations Relations Officer President,

Alabama A& M University Options and Solutions, LLC

Thank You

Break / Door Prizes


Budget Cut Fun:

Mr. Stephen Williams

President, LifeCourse Capital

“Getting Fiscally Fit”

©Society For Financial Awareness 1993-2014 “Confidential & Proprietary Information”

Securities offered through NEXT Financial Group, Inc. member FINRA/SIPC

LifeCourse Capital, Inc. and SOFA are not affiliates of NEXT Financial Group, Inc.

8331 Madison Blvd Suite 100

Madison AL 35758

256/489.4400

Fax 256/489.4403

www.LCCapital.net

Six Simple Steps to Fiscal Fitness

GIVE YOURSELF A RAISE

BUDGETING SAVES 20% of your income

HOW TO KEEP A BUDGET

GOAL of BUDGETING

Step 1: List your fixed monthly expenses and estimate variable

expenses over 3 months.

Step 2: Write down EVERYTHING you spend.

Step 3: Evaluate where you overspend and rectify it.

Build a cash reserve of 3-6 months of expenses in a liquid savings

account.

Reduce DEBT by building reserve to $1000 increments, applying it to

the debt accordingly.

GIVE YOURSELF A RAISE

BUDGETING TOOLS

FOR MOBILE DEVICES

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$FREE

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$1.99

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$2.99

(includes web portal)

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$FREE

YOUR CAR YOUR $

Choose your vehicle carefully

Saving Behind the wheel

Average costs per mile

DEPRECIATION will cost you 20% when your drive your new car

home.

• A new $35,000 car will be worth on average a year later

$8,050 less.

• A new $15,000 car will be worth $3,450 less a year later.

YOUR CAR YOUR $

Choose your vehicle carefully

Determine your driving costs:

Buy a used vehicle that is

one to two years old and well

maintained. Take care of it,

and keep it for a LONG time.

The mentality that believes

“You are what you drive” is

overrated and overpriced.

You want the bumper sticker

that says: “It’s paid for.”

FIND ME THE $

Simple ways to save money

Auto & home insurance

• Go on-line and shop every few years

Utility bills

• Insulate, adjust the thermostat, and turn off appliances.

Groceries • Weekly sales and coupons can save you 40%.

General items

• Buy used or refurbished.

Downsize • Sell unwanted items on Craigslist and Ebay.

Vacations

• Plan carefully. Shop for deals on-line.

FIND ME THE $

Simple ways to save money

SPEND LESS

• EAT OUT LESS: limit how often you visit restaurants.

• Reduce memberships. Downgrade gym, club, cable, cell phone, &

internet plans.

• Trim transportation costs. Start a carpool routine with neighbors or

co-workers.

• Save on health care. Use generic medications and mail-order

pharmacy.

• Boost your income. Get a second, part-time job, baby-sit or sell items

on-line.

• Lower your living costs. Ditch the second car or rent out a room.

REDUCE DEBT

IMMEDIATELY

GET OUT!

A borrower is a slave to the lender.

Example: The $160,000 credit card.

Credit card debt of $30,000 at 18%

paying it off over 10 years at $541 per

month

versus

SAVING the $541 per month into an

investment earning 8% per year.

You will have paid a total of $64,857 in

paying off the credit card. The investment

will have grown to $99,634.

That is a difference of $164,501.

Debt Name Total

Balance

Monthly

Payment

Division

Answer

Payoff

Priority

Accelerated

Monthly

Payment

Months to

Pay Off

1 2 3 4 5 6 7

CountryWide

Mortgage $100,000.00 $733.26 136 9 $ 2,794.73 36

Discover $1,700.00 $34.00 50 6 $ 1,678.54 2

Capital One $3,287.00 $65.74 50 7 $ 1,744.28 2

Visa Platinum $1,550.00 $31.00 50 5 $ 1,644.54 1

Mastercard $850.00 $17.00 50 4 $ 1,613.54 1

Dillards $1,122.00 $33.66 33 3 $ 1,596.64 1

Ford Credit

(SUV) $12,350.00 $671.90 18 2 $ 1,562.98 8

GMC Finance

(truck) $7,250.00 $491.08 15 1 $ 891.08 9

RFCU (Home

Equity Loan) $23,530.00 $316.69 84 8 $ 2,030.97 12

TOTALS $151,639.00 $2,394.83 72

Total Debt (total column 2)

$151,693.0

0

Total Monthly Payments (total column 3) $2,394.83

Total Accelerated Payments (A + I)

(400+2,394.83)

= $2,794.83

Years to Debt Freedom (total column 7 ÷ 12) (72 ÷ 12) = 6 years

PAY ATTENTION

to what happens to your money

Diversify Investments

• Never put more than 10 % of your assets into an

investment.

• Buy multiple investments that behave differently from

one another.

Assess Risk

• Diversified global bonds are proving to be even more

important as an asset class at all ages in a portfolio

based on market performance.

Manage the portfolio

• Assess the funds and percentages you have once a

year.

• Do not make rash moves based on fear/headlines.

PAY ATTENTION


S&P 500 Index

PAY ATTENTION


S&P 500 Index

Intermediate Bond

Index

THE BENEFITS

of MUTUAL FUNDS

Convenience

• Allow investor to systematically invest with small dollar amounts

on regular basis. Professional Management

• Portfolio managers supply expertise for buying, monitoring, &

selling . Flexibility

• Customization of your investment portfolio.

• Wide variety of investment styles and objectives to suit your

investing profile.

• Adjust quickly to changes in your lifestyle or your market outlook. Diversification

• Invest across a wide range of securities, industries, or asset

classes.

• May help reduce investment risk and enhance long-term return

potential.

Saving Strategy

10% may not be enough

EXAMPLE: Mr. and Mrs. Gottaquit are 63 and want to

retire at 65.

• Currently living on $12,000 per month.

• Estimate $9000 per month in retirement.

• Assets to generate income are social security, 401k savings &

personal investments.

Social Security $2250

401k plan +$2000

Investments +$1800

Total =$6050 which is

$2950 short!

Factors to consider:

• Retirement age, lifestyle, length of retirement, & income sources

I’d love to speak with you if you have

questions about your plan or about specific

financial products. Call our office or send me

an email and we will set up a time to meet

to review your needs and address any

concerns you may have.

CONTACT ME TODAY 256/489.4400

[email protected]

8331 Madison Blvd.

Suite 100

Madison AL 35758

256/489.4400

Fax 256/489.4403

www.LCCapital.net

Securities offered through NEXT Financial Group, Inc. member

FINRA/SIPC

LifeCourse Capital, Inc. and SOFA are not affiliates of NEXT Financial

Group, Inc.

“ ”

Lunch Break

1100 to 1230 1.5 Hours

Break / Door Prizes


INGENUITY, INC.

I am doing it right?

Mr. Gary Fouts

Senior Partner, Retirement System

Solutions Nashville, TN “Successful Retirement Planning for CSRS and

FERS”

© 2013 Retirement Systems Solutions, Inc. 80

WELCOMES…

Federal Employees

of the Greater Huntsville Alabama Area

“Keeping You in Tune with

Your Federal Employee Benefits in the New Environment”

March, 2014

Retirement Systems Solutions, Inc.

www.rssbenefits.com


“Our Goal is quite simple….deliver the most

accurate, up-to-date benefits information and

federal retirement benefits advice available to

ALL the various groups of federal employees.”

Gary Fouts National Director, Nashville TN

~ ~ ~ ~ ~ ~ ~


Initial Thoughts….

What if…

what you thought you knew… turned out not to be true… when would you want to know?

© 2012 Retirement Systems Solutions, Inc.

THEN:

Having a “Real”

Retirement Plan

Relax & Enjoy!!!

Helping You Build a Bridge to

Your Retirement…

NOW:

Assets

Lo

ng

Term

Care

Taxes

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HOLD ON….Some former students!


Today’s Topics…..

Retirement Annuity Systems (CSRS & FERS)

Basic Qualifications

Should I purchase my military time?

As a CSRS should I contribute to the VC program?

Survivor Benefit Planning

Basic Understanding

Possible Pitfalls

FEGLI & FEHB?

Which options are best for me?

Thrift Savings Plan Overview

Basic Program Overview

What is the impact of my TSP decisions?

ROTH Options


FEDERAL

RETIREMENT

SYSTEMS

Civil Service Retirement System (CSRS)

&

Federal Employee Retirement System (FERS)


Federal Retirement Systems

CSRS – Hired before December 31,

1983

Two Components of retirement pay:

1. CSRS Annuity (pension)

2. Thrift Savings Plan (TSP) – 401(k)

Spouse Survivor Benefit - 55% max


Federal Retirement Systems

FERS – Hired after December 31, 1983

or Transferred from CSRS (‘87 or ‘98)

Three Components

1. FERS Annuity (pension)

2. Thrift Savings Plan (TSP) – 401(k)

3. Social Security Income

Spouse Survivor Benefit - 50% max


Retirement Eligibility - CSRS

Category Age/Service Special Requirements

Optional – No age

Reduction

62 – 05

60 – 20

55 – 30

None

None

None

**Optional – With Age

Reduction

Any Age – 25

50 – 20

Early Out

Transfer of Function

Major Re-organization

R.I.F.

Deferred

Any Age – 05

Annuity @ Age 62

Not eligible for health, life

** Annuity reduced under age 55. 1/6 of 1% per month or 2% per year


Retirement Eligibility - FERS

Category Age/Service Special Requirements

Optional – No age

Reduction

62 – 05

60 – 20

MRA – 30

None

None

None

**Optional with

Reduction MRA – 10 Voluntary Separation

Optional – No Age

Reduction

Any Age – 25

50 – 20

Early Out

Transfer of Function

Major Re-organization

R.I.F.

Deferred

Any Age – 05

Annuity @ Age 62

Not eligible for health, life

** Annuity reduced under 62. 5/12 of 1% per month or 5% per year


Retirement Supplement - FERS

Retirement Supplement is paid until age 62… 1. Imitates Social Security benefit payable at 62

2. Number of Years Served in SS system Divided by 40 (example: 30/40 = 75% of age 62 SSA)

3. Only FERS employees entitled to this supplement

4. Wage Earnings Tested*

MRA with 30 years of service

Age 60 with 20 years of service

MRA under discontinued service (involuntary) and early retirement

provisions (RIF, Re-org, etc)

Excludes the MRA+10 and deferred annuity retirees

Special Category Nuances (pre-MRA & Wage Restriction)

*Subject to same Wage Earnings test as age 62 Social Security


RETIREMENT SPECIAL CATEGORY PAY

1. Law enforcement

2. Fire Fighter

3. Air Traffic Controller


Retirement Eligibility-Special Pay

RETIREMENT

CATEGORY

CSRS & FERS

AGE /SERVICE

SPECIAL

REQUIREMENTS

MANDATORY

56 / 20*

57 / 20*

57 / 20*

Air Traffic Controller

Firefighter

Law Enforcement

OPTIONAL

50 / 20* (CSRS & FERS)

Any Age / 25* (CSRS ATC only & FERS all three)

Air Traffic Controller

Firefighter

Law Enforcement

* 20 “good years”


What About My…

MILITARY

TIME?


Military Time & Federal Service

CONDITIONS: Honorable Discharge

Automatic, if military before 1/1/57

Not automatic, if after 1/1/57

- Special Conditions for Crediting

Retired Military - option to combine with Federal retirement ?


Military Buyback:

SAMPLE CSRS

CSRS 7% + Interest

Interest began 10/1/1986 OR

3 years after CSRS hire date,

whichever is later

Military Earnings

$48,000 x 7% = $ 3,360

Interest Due = $ 10,219

Total Deposit $13,579

Interest began 1/1/1989 OR

3 years after FERS hire date,

whichever is later

Military Earnings $132,000 x 3% = $3,960

Interest Due = $ 6,721

Total Deposit $10,681

FERS 3% + Interest


SAMPLE:

CSRS Annuity & Military Time

Adding 10 Years of military service:

With military time (30 yrs) $65,000 X 5 yrs @ 1.5% = $4,875

$65,000 X 5 yrs @ 1.75% = $5,687.50

$65,000 X 20 yrs @ 2.0% = $26,000

$36,562 / 12 = $3,046.87 / month

Without military time (20 yrs) $65,000 X 5 yrs @ 1.5% = $4,875

$65,000 X 5 yrs @ 1.75% = $5,687.50

$65,000 X 10 yrs @ 2.0% = $13,000

$23,562 / 12 = $1,963.54 / month

$3,046.87- $1,963.54 = $1,083.33 monthly deduction if military time is not bought back

$13,579 (previous slide) ÷ $1,083.33 = 12.54 months


Retired Military

If you are a retired military, you MAY combine your active duty military service and civilian service for one annuity

Requires a deposit into the civilian retirement system for the active military service plus interest

Must waive your military retired pay at the point of receiving the combined annuity

You do not have to waive your military retired pay if it was awarded for a combat disability


Retired Military & the Math…

NECESSARY BACKGROUND:

• Now a CSRS Employee (22 years)

• Retired Military (20 Years) drawing pension

• Age 65 with a $100,000 current High-3

• Buyback Cost @ $15,000 deposit and $35,000 interest = $50,000

Normal CSRS and Military Calculations:

• Annuity rate if retiring at 22 years CSRS = 40.25%

• CSRS Annuity value = $40,250/yr

• Stand Alone Military Retirement Annuity = $28,750/yr

• Total Value = $69,000 / yr

Add 20 years of Military Service to CSRS annuity at retirement

• CSRS Annuity rate as 42 years = 80%

• Annuity value = $80,000 / yr

• No Military Pension at this time


Military Time & Federal Service

SUMMARY

Know how the rules affect you, NOT

your fellow employees!

Find out how much you owe

Stop interest – pay as soon as you can


CSRS - Voluntary Contributions

Voluntary Contributions are optional

payments that only qualified CSRS

and CSRS Offset employees may

make to the Civil Service Retirement

and Disability Fund, in addition to the

regular retirement deductions taken

from their salary.


Voluntary Contributions - CSRS

PROCESS –

Qualify for Voluntary Contributions

1. CSRS or CSRS Offset only

2. All service time is paid-up

3. Obtain OPM approval

4. Obtain 10% earnings estimate (HR, SSA, etc…)

Place after-tax funds into VC via SF-2804

Rollover/Transfer VC into Roth IRA


Voluntary Contributions - CSRS

NON-QUALIFIED FUNDS

(non tax deferred)

CSRS & CSRS OFFSET

MAX Contribution - 10% of Lifetime Earnings

Voluntary Contribution Program

Rolled Over to a ROTH

IRA… WOW!!!


Retirement Annuity Summary

1. Do you know if you qualify?

2. Should you buy back your military time?

3. CSRS/Offset – Should you place $$ in the VC?


SURVIVOR

BENEFIT

PENSION


Survivor Benefit Pension

CSRS & FERS ANNUITY

IF DEATH OCCURS WHILE EMPLOYED

IF DEATH OCCURS IN RETIREMENT

SURVIVORS?

1. SURVIVING SPOUSE

2. SURVIVING EX-SPOUSE

3. INSURABLE INTEREST

4. SURVIVING QUALIFIED CHILDREN

Under 18

22, if full-time student

Disabled


Survivor Benefit Pension In Retirement

CSRS – Survivor Annuity Options

0% up to a maximum of 55%

of any whole dollar amount

FERS – Survivor Annuity Options

0%, 25%, maximum of 50% (only options!)

Any amount less than the maximum annuity requires notarized spousal consent!!


Survivor Benefit Pension Cost - CSRS

CSRS employees pay 2½% of the first

$3,600, and 10% of their earned annual

Retirement Annuity in excess of $3,600 to

provide a full 55% Survivor Annuity to their

spouse

About 9.5% on average!

Use ~ 10% for “off the cuff” calculations


Survivor Benefits – CSRS In Retirement

EX: ~$96,000 – “High 3” with 35 Years Service

Age Annuity +

2.5% COLA

SBP

Cost

Net

Annuity

Spouse

Benefit

Cumulative

SBP Cost

55 $5,700 $545 $5,155 $3,135 $6,540

60 $6,450 $617 $5,833 $3,547 $34,860

70 $8,250 $789 $7,461 $4,537 $77,040

75 $9,340 $893 $8,447 $5,137 $127,500

80 $10,570 $1,010 $9,560 $5,813 $184,590

85 $11,995 $1,143 $10,852 $6,597 $249,180

If spouse pre-deceases the retiree…

ALL accumulated cost is FORFEITED!!


Survivor Benefit Pension Cost - FERS

FERS employees pay 10% of their earned

annual Retirement Annuity to provide a

full Survivor Annuity (50%) to their spouse

FERS employees pay 5% of their earned

annual Retirement Annuity to provide a

half Survivor Annuity (25%) to their

spouse


EX: ~$85,000 – “High 3” with 35 Years Service

Age Annuity +

2.5% COL

SBP

Cost

Net

Annuity

Spouse

Benefit

Cumulative

SBP Cost

60 $2,422 $242 $2,180 $1,211 $2,904

65 $2,673 $267 $2,406 $1,337 $18,168

70 $3,025 $302 $2,723 $1,512 $35,439

75 $3,422 $342 $3,080 $1,711 $59,184

80 $3,872 $387 $3,485 $1,936 $77,086

85 $4,381 $438 $3,943 $2,190 $102,198

Survivor Benefits – FERS In Retirement

If spouse pre-deceases the retiree…

ALL accumulated cost is FORFEITED!!


Survivor Benefit Plan & FEHB

THIS IS A BIG DEAL …!

Federal retiree families MUST

participate in SBP at least at a

minimum level in order for the

surviving spouse to maintain a

lifetime of …

Health Benefits (FEHB)


Survivor Benefit Pension - Summary

1. How do I make sure my family has a lifetime

of health care (FEHB)? (Hint- SBP)

2. Can I stop SBP at any time?

3. Do the cost of these benefits increase over

time?

4. What happens to the money spent on this

benefits if my spouse pre-deceases me?


FEGLI

&

FEHB


Federal Employees’ Group Life

Insurance Program (FEGLI) Participation is optional

>96% of all federal employees participate during

their careers

NOTE: Postal employees Basic is paid until retirement (or age 65)

Five Categories

1. Basic

2. Extra Benefit (< 45 years old)

3. Option “A” Standard

4. Option “B” Additional

5. Option “C” Family

MUST have for 5 years immediately prior to retirement in

order to carry over retirement threshold!


FEGLI

FEGLI is Group Term Cost increases each five (5) years

Builds NO cash value

NO loans

Types of Insurance Term – Increments from 5 years to 30 years

Cost is very low at younger ages

Permanent – can build cash values, level premium

Whole Life

Universal Life

Many Product Variations


FEGLI

BASIC INSURANCE Annual salary rounded to next $1,000 + $2,000

Accidental Death (2x)

EXTRA Benefit Amount - Double Value Life Coverage at younger ages (age 45 Double stops)

OPTIONAL INSURANCE

A – Standard - $10,000 Accidental Death (2x)

B – Additional - up to 5 times Annual Pay

C – Family - up to 5 units 1 unit = $5,000 spouse, $2,500 each child to 26


FEGLI

Important Points

Changes to coverage of FEGLI

Reduce at any time… KEY!

Increase coverage

Open Season…?

Qualifying Life Events (marriage, divorce,

adoption, death of spouse)

Physical – pass a medical exam


FEGLI – Cost Summary

No Reduction In Retirement

AGE SALARY BASIC OPT A OPT B TOTAL MONTHLY ANNUAL CUMULATIVE

53 $65,000

$67,000

$10,000

$325,000

$402,000

$123.39

$1,481

$1,481

54 $66,950 $69,000 $10,000 $335,000 $414,000 $127.08 $1,525 $3,006

55 $68,959 $71,000 $10,000 $345,000 $426,000 $238.23 $2,859 $5,864

60 $79,942 $82,000 $10,000 $400,000 $492,000 $559.65 $6,716 $24,982

65 0 $82,000 $10,000 $400,000 $492,000 $774.06 $9,289 $68,337

70 0 $82,000 $2,500 $400,000 $484,500 $1,190.06 $14,281 $119,773

75 0 $82,000 $2,500 $400,000 $484,500 $1,710.06 $20,521 $197,417

80 0 $82,000 $2,500 $400,000 $484,500 $2,230.06 $26,761 $306,261


FEGLI – Cost Summary

75% Reduction – Basic & Option A

AGE SALARY BASIC OPT A OPT B TOTAL MONTHLY ANNUAL CUMULATIVE

60 $79,942

$82,000

$10,000

0

0

$92,000

$39.65

$476

$476

65 0 $82,000 $10,000 0 $92,000 $39.65 $476 $2,380

66 0 $62,320 $7,600 0 $69,920 0 0 $2,380

67 0 $42,640 $5,200 0 $47,840 0 0 $2,380

68 0 $22,960 $2,800 0 $25,760 0 0 $2,380

69 0 $21,750 $2,500 0 $24,250 0 0 $2,380

70 0 $21,750 $2,500 0 $24,250 0 0 $2,380

80 0 $21,750 $2,500 0 $24,250 0 0 $2,380


FEGLI Summary

1. Never Throw away FEGLI before you have an

understanding of what it takes to replace it. You

could be throwing away Hundreds of Thousands

of dollars!

2. What insurance should I have now?

3. What insurance should I take into retirement and

how do I make sure that I can do that?

4. Are there any options that are FREE in

retirement for me?


FEDERAL

EMPLOYEES

HEALTH

BENEFITS


Federal Employees Health Benefits

FEHB

Continuation of Coverage into Retirement…

Employees are permitted to carry their health

benefits into retirement under certain conditions

You must have been continuously covered for

5 years immediately preceding your retirement

Retire on an immediate annuity

Must have SBP for spouse to continue FEHB

Continuation Under Other Forms of Annuity

Employees who separate and are eligible for a

deferred annuity cannot reinstate their health

insurance coverage


Temporary Continuation of Coverage

Allows personnel to temporarily continue their coverage after separation*

Enrollees must pay full premium

Dependent Children are eligible for TCC until:

Marriage (now there are exceptions)

Reach age 26

Loss of status as stepchild, foster child or recognized natural child

*Employees 18 months and dependents 36 months


Retirement use of FEHB

At age 65 if actively employed FEHB is the primary insurance.

At age 65 if retired Medicare becomes the primary insurance and the FEHB and Tricare are the supplemental policies.

After age 65, retirees who are Medicare eligible may suspend their health insurance in order to enroll in a Medicare approved HMO. If at a later time you should decide to leave the HMO, you may re-enroll in FEHB

Premiums will be deducted from your monthly annuity payments; if the annuity is insufficient to cover the cost, payment is made directly to OPM

Also applies to Military retirees and Tri-Care for Coordination of Benefits


THRIFT

SAVINGS

PLAN

www.tsp.gov


Thrift Savings Plan (TSP)


Pre-Tax or Post-Tax contribution of

base salary & locality pay up to a

maximum dollar amount

After-tax (ROTH) deferral options now

available

Who Can Participate?

All employees can contribute (CSRS employees do NOT receive matching funds)


TSP Contribution Chart - FERS

Employee

Contribution

Automatic

Contribution

Matching

Contribution

Total

Contribution

0.0% 1.0% 0.0% 1.0%

1.0% 1.0% 1.0% 3.0%

2.0% 1.0% 2.0% 5.0%

3.0% 1.0% 3.0% 7.0%

4.0% 1.0% 3.5% 8.5%

5.0% 1.0% 4.0% 10.0%



Contributions Eligibility

$17,500 Contributions Limit for 2014

Age 50, or 50 during the calendar year

2014 “Catch-up*” Contribution – $5,500

(Payroll deduction ONLY)

*In Addition to IRS Maximum Contributions


TSP Investment Funds

G Fund – Historically Least Volatile

Government Securities investment

Invested in short-term, non-marketable U.S. Treasury Securities

Managed by Thrift Investment Board

F Fund – 2nd Least Volatile

Bond Fixed Income Index investment

Barclays Capital U.S. Aggregate Index tracks U.S. bond market

Managed by BlackRock Institutional Trust and under control of

TSP Investment Board



C Fund – Moderate Volatility

Common Stock Index investment

BlackRock Equity Index Fund tracks S&P 500 Stock Index invested in large-cap U.S. stocks

Managed by BlackRock Institutional Trust and under control of TSP Investment Board

S Fund – 2nd Most Volatile


BlackRock Extended Market Index Fund tracks Dow Jones U.S. Completion TSM Index invested in small & mid-cap U.S. stocks


I Fund – MOST Volatile


BlackRock EAFE Index Fund tracks Morgan Stanley Capital International EAFE Index invested in large-cap foreign stocks

21 countries, including Europe, Australia and Far East




Lifecycle or L Funds

Combination of all 5 funds

Provides some diversification

Automatically re-allocated daily

Automatically re-balanced each quarter

Set it & forget it?... Use Caution!

No added fees for professional asset

management...fees are imbedded and will begin

being sent to consumers starting 2012 like all other

plans.



Choosing an “L” Fund

FUND When are $$

needed?

GROWTH Preservation

of Assets

RISK

L2050 2045 or later High Very Low Very High

L2040 2035 thru 2044 High Low High

L2030 2025 thru 2034 Moderate Low High

L2020 2015 thru 2024 Moderate Moderate Moderate

L Income In Retirement Low High Low


Before we go on….Tax Deferral

IS EXCESS DEFERRAL OF TAXES A SOUND THEORY?

We Were Told our Contributions Were…

Higher Earnings = Higher Tax Bracket

We Were Told our Withdrawals Would Be…

Lower Earnings = Lower Tax Bracket

What about TSP Contributions Above 5% Match?

Should Tax FREE options be considered?


2014 Federal Tax Brackets

What is Real Tax rate of $150,000 earnings? (~20%)

35 %

33 %

28 %

25 %

15 %

10 %

Tax

398,351 – 450,000

223,051 – 398,350

146,401 – 223,050

72,501 – 146,400

17,851 – 72,500

0 – 17,850

Married – Joint

Earnings

398,351 – 400,000

183,251 – 398,350

87,851 – 183,250

36,251 – 87,850

8,926 – 36,250

0 – 8,925

Single

Earnings

450,001 and Up 39.6 % 400,000 and Up


Historical Tax Brackets

YEAR HIGHEST TAX RATE ON INCOME OVER

1913 7.0% 500,000

1918 77.0% 1,000,000

1925 -1931 25.0% 100,000

1945 94.0% 200,000

1951 -1963 91.0% 400,000

1971 -1981 70.0% 200,000

1982 50.0% 85,600

1991 31.0% 82,150

1994 39.6% 250,000

2003 - 2012 35.0% 379,151

Historical Avg. ~ 63%.....Where Are Taxes Going?


Tax Deferral Conundrum…


To Roth or

Not to Roth This is the question…


What are the details?

1. Available in 2013 to most agencies

2. Allows contribution of After-Tax dollars into TSP

3. Investment and earnings of after tax contributions will

provide Tax Free access to balance after age 59.5

4. Will be coordinated with your Original “Traditional” TSP

5. Government match will be placed in the traditional tax

deferred bucket

6. Contribution Limits are the same

Thrift Savings Plan (TSP) - ROTH


Sample: Original TSP 1. Employee makes $100,000 per year

2. Employee has $50,000 in original TSP

3. $10,000 in each fund (G,F,C,S,I)

4. Employee contributes $5,000 per year Pre-Tax (same funds)

5. Government All-In matches 5% or $5,000 to this traditional bucket

6. All money is Tax-Deferred and those rules apply

Sample: ROTH TSP 1. Same employee shifts over to full ROTH contributions

2. $50,000 remains in associated funds and continues Tax-Deferral

3. New $5,000 per year are contributed After-Tax into ROTH Bucket (same funds)

4. Government All-In matches 5% or $5,000 continues to place in the Tax-

Deferred Traditional Bucket

5. New Bucket is Tax-Free if executed properly (5 years and age 59.5)

Thrift Savings Plan (TSP) - ROTH

What will it look like if this employee contributes like this and earns 7% for the next 10 years?

Person

“A”

Person

“B”


Sample 10 Year ROTH Journey…

$50,000 in

Traditional Bucket at 7% (continued contributions)

$246,193 100% Ordinary Income Tax

$172,275

$50,000 in

Traditional Bucket at 7% (stopped contributions – match only)

ROTH Bucket at 7% (NEW contributions)

$73,918

$246,193 70% Ordinary Income Tax / 30% Tax - Free

Person

“A”

Person

“B”


TSP Options at Retirement

1. Cash Out” is default option on balances <$3,500

2. Leave balance in TSP:

Up until April 1st of the calendar year after the year

you turn 70½ (RMD rules)

3. Rollover to a “qualified” IRA

4. Lump Sum Distribution

5. Immediate Annuity (Government Designated Carrier)

6. Specified Amount or Life Expectancy Distribution

(10% Penalty Caution!)



WITHDRAWAL OPTIONS

Partial Withdrawal 1. One time withdrawal

2. Before or after retirement (age based)

3. Remainder for future withdrawal

Full Withdrawal

Single Payment

Series of Equal Periodic Payments

Payments based on IRS Life Expectancy

Specified Dollar Amount

Life Annuity, or combination of above


TSP Summary

1. How much should I be contributing?

2. Should I be in Traditional or ROTH buckets?

3. What buckets best suit my needs (G,F,C,S,I) ?

4. Should I be concerned about deferred taxes as a federal

employee?

5. What distribution option is best for my situation headed

into retirement?


RETIREMENT

TIME & PROCESSING


CSRS - Best Time to Retire?

First 3 days of any month

Your computation for annuity starts immediately

Receive first retirement check the next month (5 weeks?)

If you retire after first 3 days of the month, your computation

for annuity starts at the beginning of the following month and delays

your interim checks by a month

Example:

Retire March 4th or after, computation starts on Apr 1st and interim

checks processing starts at that time…check arrives May 1st !

Leaves an entire month of retirement pay with the government

January retirement

Annual Leave “carry over”


FERS - Best Time to Retire?

Last day of any calendar Month

Your computation for annuity starts immediately

Receive first retirement check the next month (5 weeks?)

If you retire after that, your computation for annuity may start at the

beginning of the following month and delays your interim checks by

a month

Example:

Retire March 1st , computation starts on Apr 1st and interim checks

processing starts at that time… interim check arrives May 1st !

Leaves an entire month of retirement pay with the government

December retirement

Annual Leave “carry over”


NOW We Could Use Your Help:

1. Please complete evaluation and give us your

feedback so we can better serve the local community!

2. You are EACH entitled to your own personal Federal Benefits analysis on how to Maximize your Federal Benefits.

3. We would be delighted to assist you or your agencies from right here in the Greater Huntsville Alabama Area.


Questions?

Door Prizes


Data Analysis at its Best!!:

Mr. Joe Fitzgerald Civilian Aide, Secretary of the Army North Alabama

What Can We Learn From “The Greatest

Generation” A Talk About Honor Flight

Tennessee Valley

Door Prizes


Long Day?

Paperwork!!

MG Lynn A. Collyar US Aviation and Missile Command

“Future Role of Comptrollers in the New DOD”

Door Prizes


Closing Remarks

Thank You to Our Sponsors!

Ingenuity, Inc.

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Achieving New Heights | Managing Change

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