Employee Benefits and Work-Life Balance

What makes NGA a great place to work?

Part of the answer is the comprehensive federal benefits program offered to eligible employees. The benefits range from healthcare, dental and vision insurance, life insurance, and long-term-care insurance, to several enhanced programs that offer savings through the use of pretax dollars, as well as many other perks, such as a state-of-the art gym and a child-development center. NGA recognizes that employees and their families have diverse needs. Take a moment to view the OPM video, New- Prospective Employees, for an overview of some of the significant benefits offered to you as an NGA federal employee.

Now that you have viewed the video, click on the links below for additional information to assist you with making informed benefit decisions as an incoming NGA employee.  

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Health Insurance Programs

Federal Employees Health Benefits (FEHB) »

The FEHB program consists of over 100 statewide/nationwide health plans. With FEHB, you can get comprehensive health insurance coverage for you, your spouse, and your children under age 26. There are no waiting periods and no restrictions on pre-existing conditions. All plans offer preventative services at no cost when received from a Preferred Provider. This includes childhood immunizations, screenings for cancer, diabetes, and high blood pressure, and tobacco cessation services and medications. No matter where you live, you have 11 or more health plan options to choose from.

New eligible employees may enroll in FEHB within 60 days from their first date of employment. If coverage is not elected within the 60-day window, the next time to enroll will be during open season (mid-November to mid-December) or if they have a qualifying life event (i.e., marriage, divorce, birth, adoption). Enrollment are effective on the first day of the first full pay period that begins after an enrollment request has been submitted. Current federal or transfer employees’ FEHB benefits will transfer automatically.

Use the OPM Plan Comparison Tool to review and compare FEHB plans, features and costs.

To learn more about the FEHB program, new hire enrollment and eligibility visit

Federal Employees Dental and Vision Insurance (FEDVIP) »

FEDVIP allows dental and vision insurance to be purchased on a group basis, which means competitive premiums and no pre-existing condition limitations. Enrollees pay 100 percent of the premiums.

New federal employees are eligible to enroll in FEDVIP if eligible for Federal Employees Health Benefits. Eligible employees have 60 days from their entry on duty date to enroll in FEDVIP. Additional enrollment opportunities outside of the 60-day window include: Open Season (mid-November to mid-December), 60 days after a qualifying life event (i.e., marriage, divorce, birth, adoption), or 60 days after a break in service of at least 31 days.

Enrollment or changes in enrollment are effective on the first day of the first full pay period that begins after an enrollment request has been submitted. For enrollment or premium questions regarding dental and vision insurance, please contact BENEFEDS at 1-877-888-FEDS. 

To learn more about FEDVIP, please access the enrollment site at:

Additional information is available from OPM by visiting:

Group Term Life Insurance

Federal Employee's Group Life Insurance (FEGLI) »

FEGLI is group term life insurance that requires no medical exam and has no waiting period. FEGLI has no cash value and no loan privileges. Most federal employees will be automatically enrolled in FEGLI basic insurance coverage unless they are excluded from eligibility by law/regulation or the employee elects to waive coverage. Qualified employees may also obtain coverage for eligible family members, including: spouses and unmarried dependent children under age 22.

The cost of Basic insurance is shared between an employee and the Government. Employees pay 2/3 of the total cost and the Government pays 1/3. An employee’s age does not affect the cost of Basic insurance. Employees many also elect three forms of optional coverage for which they will pay the full cost, and the cost of optional coverage will depend on the employees age. To elect optional coverage you must be covered by basic insurance.

  • Basic – insures an employee’s life for an amount equal to their annual salary rounded up to the next $1,000 plus $2,000.
  • Option A – insures an employee for an additional $10,000.
  • Option B – insures an employee for an additional 1, 2, 3, 4, or 5 multiples of your salary rounded up to the next $1,000.
    • Example: an election of 2 multiples on option B for an employee with an annual salary of $60,000 would be $120,000.
  • Option C – insures an employee’s spouse for $5,000 and each eligible child for $2,500 for 1, 2, 3, 4, or 5 times the applicable multiple.
    • Example: an election of 2 multiples on option C would be $10,000 of coverage for a spouse and $5,000 for each eligible child.

Newly eligible employees may enroll in FEGLI optional coverage within 60 days from the first date of employment. If no action is taken, employees will have basic coverage only. The FEGLI program does not have an annual open season, therefor it is important for employees to carefully review their election options during the initial eligibility period. Outside of a FEGLI qualifying life event (i.e., marriage, divorce, birth, adoption) employees are not able to regularly elect or make updates to elected FEGLI coverage.

For additional information (i.e., FEGLI calculator and Handbook), visit:

For additional information on optional coverage, visit:

Supplemental Insurances

In addition to the host of insurances offered by the government, NGA employees also have access to the insurance plans listed below.

Samba Employee Benevolent Fund (EBF) »

EBF is designed to provide immediate income (within 24 hours) to employees’ loved ones in the event of their death. The funds can be used to supplement any costs while waiting to receive payment from a life insurance policy.

Enrollment in the fund is open to all permanent employees — full- and part-time — who are actively at work (not on official leave, active military duty or leave without pay status). New permanent full-time and permanent part-time active employees MUST enroll within 60 days of their date of hire (entry on duty date). All other eligible employees can join only during an open enrollment period. EBF is not part of the annual federal benefits open season. For more information, visit:

Government Employee's Benefits Association (GEBA) »

GEBA offers a wide selection of outstanding insurance and investment products for federal civilian employees and their eligible family members. Some of the products and services include veterinary pet insurance, dental and vision insurance, financial planning services, and investment products, such as the 529 College Savings Plan. For additional information visit:

Compass Rose »

Compass Rose is a portable group term life insurance plan that includes protection for losses due to acts of war and terrorism anywhere in the world. To learn more visit:

Long-term-care Insurance

Federal Long Term Care Insurance Program (FLTCIP) »

The FLTCIP offers insurance to help cover the costs of certain long-term-care services. Long-term care is the assistance received to perform activities of daily living — such as bathing or dressing oneself — or supervision require due to a severe cognitive impairment, such as Alzheimer’s Disease.

Most employees must be eligible for FEHB in order to apply for coverage under the FLTCIP. It does not matter if they are actually enrolled in FEHB — eligibility is the key. Employees have 60 days from their entry on duty date to apply for coverage using the abbreviated underwriting application. After 60 days, they must apply using the full underwriting application.

Enrollment in the FLTCIP is on an individual basis. Eligible federal employees’ spouses, adult children at least 18 years old, parents, parents-in-law and step-parents are also eligible to apply for coverage, even if employees do not.

The FLTCIP is not part of the annual federal benefits open season.

To get more information about this program, visit:

To request an information package, call 1-800-LTC-FEDS (1-800-582-3337) or (TTY 1-800-843-3557) or visit:

Flexible Spending Account Program (FSAFEDS) »

FSAFEDS allows employees to use pretax dollars to pay for eligible out-of-pocket dependent and health care expenses. The savings on Health Care or Limited Expense Health Care FSAs are usually for items that typically aren’t covered by an employee’s FEHB plan, the Federal Employees Dental and Vision Insurance Program or other health insurance coverage. The Dependent Care FSA offers savings on costs associated with child-care or elder-care expenses.

Enrollment is voluntary and must be completed within 60 days of an employee’s entry on duty date, and before 1 October of the current year. Employees can access FSAFEDS using the SBU system or their home computer to enroll. The enrollment effective date depends on when employees first enrolled in their FSA(s). New employees’ FSAs are activated once they've enrolled and their employment is verified through their employing agency or its payroll office. If employees enroll during open season (mid-November to mid-December), their account is available on the first day of the benefit period.

To learn more about enrollment, eligible expenses, the three types of FSAs, FSAFEDS FAQs, and more, call 1-877-372-3337, TTY 1-800-952-0450, or visit:

Thrift Savings Plan (TSP) »

TSP is a retirement savings and investment plan for federal employees. The plan offers federal employees the same type of savings and tax benefits that many private corporations offer their employees under 401(k) plans.

Employees covered by the Federal Employees’ Retirement System (FERS) and the Civil Service Retirement System (CSRS) can contribute to the TSP. The participation rules are different for FERS and CSRS employees.

Establishing a TSP account is easy, and the earlier you begin to contribute, the better. Employees have two options for saving:

  • Traditional TSP — Contributions to the plan are made on a pre-tax basis from an employee’s basic pay but grow tax deferred and are fully taxable when withdrawn.
  • Roth TSP — Contributions to the plan are made on an after-tax basis from an employee’s basic pay, grow tax-free and are tax-free when withdrawn.

Agency contributions are part of your traditional (tax-deferred) balance.

Note: You cannot convert money from the traditional TSP to the Roth TSP.

FERS employees hired after July 31, 2010, are automatically enrolled in TSP, with 3 percent of their basic pay deducted from their paychecks and deposited in their traditional TSP account. Additionally, the agency contributes 1 percent of their pay and matches up to 5 percent in their Traditional TSP.

A CSRS employee account is established after they elect a contribution.

Current federal or transfer employees must contact the Benefits and Retirement Team if they have a TSP loan.

For more information on TSP, visit:

Other useful TSP resources are:
Ballpark Estimate Calculator
Retirement Planning Phases
TSP Fund Information Sheets

Federal Employee Retirement System (FERS) »

FERS became effective on January 1, 1987. The system is a three-tier retirement plan. The three tiers are:

  • Basic Benefit Plan (FERS Defined-Benefit Pension or annuity)
  • Social Security Benefits
  • Thrift Savings Plan Benefits

Contributions to the FERS Defined-Benefit Pension

Federal civilian employees covered under FERS are required to contribute a percentage of their salary to receive future benefits from the systems defined-benefit annuity. The amount of this contribution has changed several times due to changes in federal law. However, the pension system remains the same as originally implemented in 1987.

Employees Hired Before January 1, 2013: Generally, employees appointed by January 1, 2013, or who completed five years of service prior to that date, contribute 0.8 percent of their salary to the pension system.

Employees Hired Between January 1 - December 31, 2013: Employees hired between January 1 -December 31, 2013, typically contribute 3.1 percent of their salary to the pension system. This higher contribution rate was established under Public Law 112-96, Section 5001, in the Middle Class Tax Relief and Job Creation Act of 2012. Employees appointed during this period of time are referred to as FERS-Revised Annuity Employees, or FERS-RAE. These individuals are still considered part of the same pension system. For additional information, refer to:

Employees Hired On or After January 1, 2014: Employees hired on or after January 1, 2014, have a contribution rate of 4.4 percent. This rate increase relates to Section 401 of the Bipartisan Budget Act of 2013, P.L. 113-67. Employees under this requirement are referred to as FERS-Further Revised Annuity Employees, or FERS-FRAE. The pension system, again, remains unchanged. For more information, refer to: or

Also, it’s never too early to save for retirement. Check out the following tools and resources: Federal Ballpark Estimate Calculator, My Money website and the Tax Free Annuity Calculator.

Social Security Benefits »

When most people think of Social Security, they think of retirement. However, everyone doesn’t qualify for Social Security. To be eligible for Social Security retirement benefits, a person must be insured. To be insured, a person must acquire a certain number of credits (formerly referred to as quarters of coverage). People are fully insured if they have at least 6 credits but no more than 40 credits. This usually translates to 10 years of working paying Social Security taxes.

Social Security benefits can be received as early as age 62; however, benefits are reduced if a person retires before full retirement age. To determine how much their monthly Social Security earnings may be, people can view a copy of their report online. Also, Social Security statements can be reviewed to verify earnings history, estimate future retirement, disability, survivor’s benefits and estimate Social Security and Medicare taxes paid. This can be done at any time by establishing a My Social Security Account. For more information on Social Security, please contact the Social Security Administration directly.

Additional SSA Resources:
Retirement Planner
What You Can Do Online

Many times it can be hard finding a balance between work and your personal life. With the use of mobile devices and social media, information is just a click away. We can check our emails before we turn in for the night and choose to accept or deny that phone call based on who is calling. Nevertheless, unplugging or separating your personal and work lives is vital, which is why NGA offers several programs to ensure you remain healthy and productive. Listed below are some of the programs offered at NGA to help you make deliberate choices to find a balance that works for you.

Telework »

Telework allows you to perform official duties at an approved alternate work location. The two types of telework are routine telework (regular and reoccurring) and situational (ad hoc). You must enroll and receive a supervisor’s approval to telework.


This program offers 24/7 global free resources and referral services to help you and your household members better manage work and life responsibilities.

Nursing Mothers »

This program provides working nursing mothers the opportunity to continue breastfeeding by providing comfortable private lactation rooms, complete with refrigerators for storing milk.

Advantage Fitness Program »

AFP allows NGA civilian employees to exercise up to three hours per week at their duty location as an excused absence from duty time, without using personal leave.

Child Care Subsidy Programs »

NGA is pleased to offer the Child Care Subsidy Program (CCSP), a child care free assistance program for employees who do not have access to an on-base child care provider and whose total family income is $138,330 or less (including locality pay). The program is offered through Child Care Aware of America, a third party administrator. Child Care Aware of America manages NGA’s CCSP, providing administrative support and payment to approved child care providers.

For information or to apply, visit You can direct any additional questions to the Benefits Team at or reach out to the HD Contact Center at 855-443-7878.

Employee Assistance Program (EAP) »

Today’s employees face a growing array of personal issues or problems that can interfere, not only with quality of life but also with job performance. The Employee Assistance Program (EAP) is a Professional Counseling & Referral service & resource. It’s available to help NGA employees resolve life's challenges either large or small. On-site licensed EAP counselors are available for a personal meeting or via phone at St. Louis site at (NCW), and Springfield, VA at (NCE). All employees may also call INOVA for 24/7 Global EAP Counseling and Referral services at 1-800-346-0100 and for CONUS and OCONUS locations. EAP services are available to employees and their immediate household members and are at no cost to the employee.

Intelligence Community Emergency Assistance Fund (IC EAF) »

The IC EAF is a sub fund specifically for the intelligence community under the Federal Employee Education and Assistance Fund (FEEA). The FEEA and the IC EAF provide emergency financial assistance in the form of tax-free grants and/or no-interest loans to eligible Federal employees who suffer injury or loss of life or damage to property as a result of a personal crisis, emergency or natural disaster. NGA employees may voluntarily contribute to the IC EAF via the Combined Federal Campaign or request assistance when needed.

Childcare Priority Placement Enrollment Program (PPEP) »

One of the Intelligence community priorities is to assist its employees to balance work and family responsibilities. One of the pressing challenges many of our NGA families face is identifying quality childcare alternatives. Because of this, NGA employees are offered the opportunity to participate in the Childcare Priority Placement Enrollment Program (PPEP) whereby Intelligence Community employees are afforded the opportunity to have priority placement at KinderCare Learning Centers when space becomes available. Interested employees are encouraged to contact the Benefits and WorkLife Group Point of Contact.

Financial Literacy Program »

NGA has a keen interest in helping its employees meet their personal and financial goals and offers a variety of financial planning seminars, information fairs and other money management tools throughout the year. NGA’s financial literacy program goal is to provide employees with the right knowledge to ensure they have a well-designed financial plan so they can afford today’s needs yet still fund tomorrow’s goals.

Workers’ Compensation Program »

NGA employees who are injured while in the performance of duty are covered under the Federal Employees’ Compensation Act (FECA). This program allows compensation benefits which include monetary payment for wage loss due to employment-related disability, payment of related medical bills, prescription reimbursement and vocational rehabilitation services when appropriate. The goals of the Workers’ Compensation Program are to ensure that employees with job-related injuries or illnesses are provided timely medical care and appropriate compensation. 

Wellness Program »

NGA Wellness Program provides quality, comprehensive fitness and wellness services by promoting the awareness of positive behavioral and life-style changes as a means to improve employees' health and well-being. The services provided are based on the needs of the Agency, and use standards set by the American College of Sports Medicine, the U.S. Public Health Service and the Office of Personnel Management. The NGA Wellness Program offers information on various health, wellness, and fitness topics through lectures, seminars, classes, and publications including physicals, flu vaccinations and cholesterol screening.

NGA offers employees great leave benefits, including paid Federal holidays, Annual Leave, and Sick Leave.

Holidays »

Federal employees receive 10 paid holidays per year. These include New Year's Day, Birthday of Martin Luther King, Jr., Washington's Birthday, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans Day, Thanksgiving Day and Christmas Day. For more information, visit the OPM website.

Annual Leave »

All career employees earn vacation or "annual" leave. The amount earned varies with the length of Federal service. Employees earn 13 days of annual leave each year the first three year of employment, 20 days per year for three to 15 years of service, and 26 days per year after 15 years. Under certain conditions, time spent in the military service is creditable towards leave earning rates for annual leave.

Sick Leave »

Regardless of the length of service employees earn 13 days of sick leave each year. Sick leave not used accumulates year after year and protects employees from loss of salary due to an extended illness.

Paid Parental Leave »

Allows most federal employees up to 12 weeks of paid leave during the 12 month period immediately following a qualified birth, adoption, or foster care event, designed to allow family bonding time and medical requirements.

Family and Medical Leave »

This legislation grants to most federal employees up to 12 weeks of unpaid leave during any 12 month period, to allow them to take care of family and medical needs.

Family-Friendly Federal Leave Policies »

Legislation has provided Federal employees permission to:

  1. Use sick leave for purposes related to the adoption of a child.
  2. Up to 7 days of paid leave (in addition to sick or annual leave) to serve as bone marrow or organ donor.
  3. Excused absence to attend the funeral service of a fellow employee killed in the line of duty.
  4. Use sick leave when caring for family members or when arranging for/attending funeral services for a family member.

For more information visit OPM's Family-Friendly Leave Policies page.

Voluntary Leave Programs »

Leave Transfer Program

This program allows employees who experience a medical emergency or a medical emergency of a family member to receive annual leave donations from fellow coworkers. Employees approved for this program must exhaust their own annual and sick leave during the emergency and provide supporting medical documentation to qualify for leave donations.

Leave Bank

This program allows employees who experience a medical emergency or a medical emergency of a family member to request leave from the Leave Bank. Employees must become members of the Leave Bank to be eligible for assistance from this program. Employees must exhaust their own annual and sick leave during the emergency and provide supporting medical documentation to qualify for leave bank hours.

Benefits Calculators »

This Benefits website will direct you to the following healthcare topics:  Dental and Vision Insurance, Life Insurance Flexible Spending Account (FSA), Federal Long Term Care Program, which in turns direct you to the carrier’s website.  The calculators on the carrier’s website allow you to calculate premiums and to determine potential tax savings (i.e. FSA).

Federal Employees' Group Life Insurance Calculator -

The FEGLI calculator allow you to determine the face value and the premiums of various combinations of FEGLI coverage.

Thrift Savings Plan Calculator -

The TSP website offers several online calculators to assists participants with planning, saving and projecting future account balances.  The calculations can used for determining how much you can contribute, determining loan payments if you borrow against your account, and several other functions.

Federal Retirement Benefits Calculator -

The Federal Ballpark E$timate calculator helps with deciding how much you will need to save for a comfortable retirement.  The Federal Tax Withholding calculator can assist with figuring your monthly Federal income tax withholding, and the Tax Free Annuity Calculator will help you compute the tax-free portion of your monthly annuity payments.

Social Security Administration Calculators -

This site features a variety of calculators to help eligible participants plan for the future.

Beneficiary Forms »

By completing and signing the following designation of beneficiary forms, you are providing a legal document outlining how your benefits will be paid out, in the event of your death.
There is an established order of precedence for your FEGLI, TSP, Unpaid Compensation of Deceased Civilian Employee, FERS and CSRS contributions in the event of your death. If you are satisfied with this order, you are not required to complete the following forms. However, in the event of your death, completed up-to-date beneficiary forms ease the process of locating loved ones.

Benefit Program

OPM Form

Direct Link

Federal Employees’ Group Life Insurance (FEGLI) Designation Form

SF 2823

Thrift Savings Program (TSP) Designation Form


Unpaid Compensation Designation Form

SF 1152

Federal Employees Retirement System (FERS) Designation Form

SF 3102

Civil Service Retirement System (CSRS) Designation of Beneficiary

SF 2808

Designation of Beneficiaries Resources:
Designation of Beneficiary
FERS Survivors Information 

Federal Benefits