BRIEFING OF THE COMMITTEE ON POST OFFICE AND CIVIL SERVICE ON THE FISCAL YEAR 1986 BUDGET PROPOSALS TUESDAY, FEBRUARY 26, 1985

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP89-00066R000900090022-3
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 22
• Document Creation Date: December 22, 2016
• Document Release Date: January 11, 2011
• Sequence Number: 22
• Content Type: MISC

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BRIEFING OF THE
COMMITTEE ON POST OFFICE AND CIVIL SERVICE
ON THE FISCAL YEAR 1986 BUDGET PROPOSALS
TUESDAY, FEBRUARY 26, 1985
LIST OF WITNESSES
1.
The Honorable Michael D. Barnes
Member of Congress
(D-MD)
2.
The Honorable Vic Fazio (D-C
Member of Congress
A)
3.
The Honorable Stan Parris (R
Member of Congress
-VA)
4.
Dr. Donald J. Devine, Director
Office of Personnel Management
5.
Mr. Martin L. Duggan, Chair
Advisory Committee on Federal Pay
accompanied by
Ms. Lucretia Tanner, Executive Director
Advisory Committee on Federal Pay
5. Mr. George Stelluto, Associate Commissioner
Office of Wages & Industrial Relations
Bureau of Labor Statistics
Department of Labor
accompanied by
Mr. Charles O'Connor, Division Chief
Division of Occupational Pay and Employee Benefit
Levels
Bureau of Labor Statistics
Department of Labor
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7. Mr. Kenneth Blaylock, President
American Federation of Government Employees, AFL-CIO
$. Mr. L.J. Andolsek, President
National Association of Retired Federal Employees
accompanied by
Ms. Judy Park, Legislative Director
National Association of Retired Federal Employees and
Mr. Tom Trabucco, Associate Legislative Director
National Association of Retired Federal Employees
9. Panel: Mr. Moe Biller, President
American Postal Workers Union, AFL-CIO
accompanied by
Mr. Patrick J. Nilan, Legislative Director
American Postal Workers Union, AFL-CIO and
Mr. Roy Braunstein, Legislative Aide
American Postal Workers Union, AFL-CIO
Mr. Vincent Sombrotto, President
National Association of Letter Carriers, AFL-CIO
accompanied by
Mr. George Gould, Legislative Director
National Association of Letter Carriers,
AFL-CIO
10. Panel: Mr. Thomas P. Costin, President
National Association of Postmasters
of the United States
Mr. R. Fain Hambright, President
National League of Postmasters
accompanied by
Mr. Ed Bowley, Legislative Consultant
National League of Postmasters
Mr. Reuben Handelman, Executive Vice
President
National Association of Postal Supervisors
accompanied by
Mr. Andrew Ruddick
(Retired) Consultant
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Mr. Robert L. White, President
National Alliance of Postal and Federal
Employees
11. Panel: Mr. Bun B. Bray, Executive Director
Federal Managers Association
accompanied by
Mr. Red Evans, Assistant Executive Director
Federal Managers Association
Mr. David Gusky, Legislative Director
National Federation of Federal Employees
Mr. Ed Murphy, Legislative Counsel
National Association of Government Employees
AFL-CIO
Mr. Lary D. Silver, President
National Association of Agricultural Stabilization
and Conservation Service, United States
Department of Agriculture, County Office
Employees
12. Panel: The Honorable John N. Erlenborn (R-IL)
Former Member of Congress,
Mr. Robert Mueller
National Taxpayers Union
Mr. G. Jerry Shaw, President
Senior Executives Association
Mr. Paul Newton, Legislative Director
National Treasury Employees Union
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MERVYN M. DYMALLY
TNNm-Fatr Donner
CAUPOAN$A
Congregs; of the Wniteb Owns
youoe of Repregentatibe9
Wa%bington, M.C. 20515
HEARING ON THE ADMINISTRATION'S BUDGET PROPOSALS
SUBCOMMITTEE ON COMPENSATION AND EMPLOYEE BENEFITS
FEBRUARY 26, 1985, 1:00 P.M.
STATEMENT OF THE HONORABLE MERVYN M. DYMALLY
1717 LONGWON" Su""
WASHINGTON, D.C. 20515
[phone]
cowornm
FOREIGN AFFAIRS
SCIENCE AND TECHNOLOGY
DISTRICT OF COLUMBIA
CNAMMAN. BUBCOMMIT IU
ON JUDICIMY AND EDUCATION
Let me start, Chairwoman Oakar, by commending you for moving so
quickly to hold hearings on these issues of vital concern to
Postal and Federal employees. Your leadership in this area is
much appreciated by your Committee colleagues and the people
whose interests we represent.
As Chairman of the Subcommittee on Postal Personnel and
Modernization, I am deeply concerned about the Administration's
latest proposals for cutting Civil Service Retirement benefits.
Once again, Postal and Federal employees are being threatened
with losing the retirement benefits they have worked for and
deserve, under the guise of reducing the Federal budget deficit.
Federal employees also are being asked to accept a five percent
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reduction in pay, when an independent study commissioned by this
committee shows that Federal employee pay already lags behind the
private sector by an average of ten percent. Health benefits are
threatened, as well. While it is certainly necessary to reduce
the huge deficit that has loomed up in the past four years under
the current Administration, this task cannot be accomplished on
the backs of the Federal workforce.
For too long, the Administration has projected an image of its
own workforce which suggests to the American people that Postal
and Federal employees receive too many benefits and are
unproductive -- in effect, little more than a drain on the
Federal budget. As you well know, Madam Chair, these workers
perform many services vital to the well-being of large segments
of our society. The Administration attempts to lay the blame for
deficit problems on Federal and Postal employees because it is
expedient to do so, 'conveniently ignoring the vast majority of
productive, dedicated workers who have made a career of public
service.
I join you and my other colleagues here today to emphasize my
continuing support of Postal and Federal employees in their fight
to retain hard-won and well-deserved benefits. I am also
strongly behind their efforts to counter.the false image created
by their own employer, and to regain a sense of self esteem for
their work in the Federal government. Public employees must no
longer shoulder undue financial and psychological burdens to
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compensate for the current Administration's deficit woes.
Once again, I commend you, Madam Chair, for taking the initiative
on this issue, and for sending the Administration a clear. signal
of Congressional intent on this matter.
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Statement by
George L. Stelluto, Associate Commissioner
Wages and Industrial Relations
Bureau of Labor Statistics
before the
Compensation and Employee Benefits Subcommittee
Post Office and Civil Service Committee
UNITED STATES HOUSE OF REPRESENTATIVES
February 26, 1985
Madam Chairperson and Members of the Subcommittee:
I welcome the opportunity to appear before this Subcommittee
to explain the role of the Bureau of Labor Statistics (BLS)
in the pay comparability process for Federal white-collar employees.
I will focus first on the BLS role under existing legislation,
then briefly describe the scope of the Bureau's 1985 national
survey of Professional, Administrative, Technical, and Clerical
Pay--the PATC survey. I will conclude with a few comments on
possible future expansions to the PATC survey, as proposed
by the President's Agent for pay comparability.
THE BLS ROLE
BLS has served as statistical agent in the Federal white-
collar pay comparability process since its inception in 1962.
This role, which requires the development each year of data
on white-collar salaries in private industry for use by the
Federal Government to set pay for its employees, was restated
in the Federal Pay Comparability Act of 1970. The 1970 Act
has been the legislative foundation for the Federal pay comparability
process over the past 15 years.
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While the 1970 Act calls for "appropriate annual surveys
conducted by the Bureau of Labor Statistics," it places the respon-
siblity for survey coverage with the President's Pay Agent (cur-
rently the Secretary of Labor, the Director of the Office of
Personnel Management, and the-Director of the Office of Management
and Budget). The Agent sets up comparability procedures, specifies
coverage of the PATC survey, and makes recommendations to the
President on annual pay adjustments for Federal white-collar
employees. In other words, it is the Agent--not BLS--that speci-
fies which private industries, size of firms, and occupations
the PATC survey will cover.
The BLS role in the pay comparability process is to conduct
the survey and ensure that it is objective, reliable, and statisti-
cally sound and, at the same time, meets the Pay Agent's specifi-
cations. BLS is responsible for: (1) Developing lists of firms
within the prescribed PATC survey coverage, (2) selecting a proba-
bility based sample of these firms, (3) collecting, primarily
by personal visit, pay data for specific white-collar occupations
in the sample firms, (4) reviewing and validating the survey
results; and (5) delivering survey tabulations to the President's
Agent. BLS also provides technical advice to the Agent on matters
affecting the survey, such as on the manner in which the occupa-
tional work levels should be defined so they are readily understood
in the private industry setting.
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.The relationship between BLS and the President's Pay Agent
has existed for over two decades. Our respective roles are
firmly established. The President's Pay Agent provides policy
direction for the Federal pay comparability process; the BLS,
on the other hand, is responsible for statistical matters related
to the survey.
THE PATC SURVEY
Although new and revised occupational definitions have
become regular occurrences in the PATC survey, the sizes and
types of private industry firms have not changed since 1979.
This same coverage defines the 1985 survey, which is now underway.
A nationwide sample (excluding Alaska and Hawaii) of 3,500 establish-
ments was drawn for the following industry and employment size
groups for 1985:
Establishment
Industry minimum employment sizes
Mining ------------------------------- 250 workers
Construction ------------------------- 250 workers
Manufacturing ------------------------ 100-250 workers
Transportation and
public utilities ------------------- 100-250 workers
Wholesale trade ---------------------- 100 workers
Retail trade ------------------------- 250 worker
Finance, insurance,
and real estate -------------------- 100 workers
Selected services -------------------- 50-100 workers
The PATC survey produces estimates of average salaries for
about 100 work levels within 25 white-collar occupations in private
industry. Work levels are described in terms of pay-determining
duties and responsibilities based on descriptions that the Pay
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Agent can relate to Grades 1 through 15 in the Federal government's
General Schedule. Overall the survey covers jobs ranging from
routine file clerks and messengers to high level engineers, attor-
neys, and accountants.
BLS uses a uniform set of job descriptions, developed jointly
with the Office of Personnel Mangement, to classify employees
in sample establishments according to their actual duties and
responsibilities. This job-matching process involves personal
visits to sample establishments, dialogue with establishment
officials, extensive use of company position descriptions, organi-
zational charts, and personnel and payroll records. Salaries
collected for the survey occupations are those paid to full-time
employees for standard work schedules.
Results of the 1985 PATC survey will be delivered to the
President's Pay Agent this coming July. BLS will also issue
a news release on the survey in July and publish a comprehensive
bulletin in October.
THE FUTURE
The Federal pay comparability process is large, complex,
and has major impact on the Federal budget. Because of this,
the process has been evaluated and reviewed by a number of groups
including the General Accounting Office, the Rockefeller Panel,
and the Grace Commission. These groups have consistently claimed
two short-comings in the comparability process:
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- The limited scope of the PATC survey because it excludes
small establishments, major private industries (particularly
such services as hospitals), and State and local govern-
ments.
- The inadequate representation of the occupations surveyed.
The latest proposals under consideration to change the PATC
survey are described in the 1984 Pay Agent's Report. The proposals
include expanding the PATC survey to smaller establishments,
to additional private industries, and-to State and local govern-
ments. (Including State and local governments in the comparability
process would require, of course, a change in the 1970 Act.)
Finally, BLS has reduced its regular PATC job maintenance
activities and is working with the Office of Personnel Management
staff in: Analyzing occupations in current and expansion indus-
tries, developing and testing job descriptions for new industries
to be surveyed; and exploring methods for selecting PATC occupa-
tions to address criticisms of the lack of representativeness
in current PATC jobs.
I have described briefly the BLS role in the pay comparability
process. BLS has a service oriented role limited to providing
data required for decision making. Many factors must, of course,
be considered by the President, his advisors, and the Congress
in final decisions made. The Bureau of Labor Statistics stands
ready to provide as much help as possible in developing data
required to carry out Federal pay policy.
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Madam Chairperson, that concludes my remarks. I would be
pleased to answer any questions you or the members of the subcom-
mittee may have.
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TESTIMONY
of
REPRESENTATIVE STAN PARRIS
before the
POST OFFICE AND CIVIL SERVICE SUBCOMMITTEE ON CC 'IPENSATION AND EMPLOYEE BENEFITS
Hearing on
FISCAL YEAR 1986 BUDGET PROPOSALS
February 23, 1985
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MADAME CHAIR, I APPRECIATE THIS OPPORTUNITY TO TESTIFY BEFORE
THE HOUSE POST OFFICE CIVIL SERVICE SUBCOMMITTEE ON COMPENSATION
AND EMPLOYEE BENEFITS REGARDING THE ADMINISTRATION'S PROPOSED
FY 86 BUDGET CHANGES FOR FEDERAL WORKERS AND RETIREES. DURING THE
PAST FEW YEARS, THE CIVIL SERVICE HAS BEEN FACED WITH A LARGE
NUMBER OF NEW PROPOSALS. HOWEVER, THIS YEAR'S BUDGET
RECOMMENDATIONS FOR THE FISCAL YEAR BEGINNING THIS OCTOBER ARE
PARTICULARLY DRACONIAN.
I RECOGNIZE THE NEED FOR BUDGET RESTRAINT AND I STRONGLY
SUPPORT DEFICIT-REDUCTION MEASURES, BUT AS I HAVE SAID ON A NUMBER
OF OCCASIONS BEFORE THIS SUBCOMMITTEE, ACTIVE AND RETIRED
GOVERNMENT WORKERS HAVE ALREADY MADE THEIR FAIR SHARE OF
SACRIFICES. THIS YEAR'S PROPOSED BUDGET FURTHER PUNISHES AN
ALREADY EMBATTLED FEDERAL WORKFORCE - NOT TO MENTION THAT MOST OF
THE PROPOSALS WOULD HAVE LITTLE OR NO IMPACT ON REDUCING THE
FISCAL 1986 BUDGET DEFICIT. IT WOULD TAKE A NUMBER OF YEARS
BEFORE THE IMPACT OF SUCH CHANGES WOULD MAKE THEMSELVES FELT.
MORE IMPORTANTLY, THE CUMULATIVE EFFECT OF THESE PROPOSALS
WOULD BE DEVASTATING TO AN EMPLOYEE, SAY IN MY DISTRICT, WHO HAS A
FAMILY TO FEED AND CHILDREN TO SEND TO COLLEGE IN AN AREA WITH ONE
OF THE HIGHEST STANDARDS OF LIVING IN THE COUNTRY. FOR SEVERAL
YEARS NOW, GOVERNMENT WORKERS HAVE RECEIVED LIMITED AND DELAYED
PAY INCREASES, HAVE HAD SUBSTANTIAL REDUCTIONS IN HEALTH BENEFITS
WHILE THEIR PREMIUMS HAVE INCREASED, AND HAVE HAD TO PAY A
MEDICARE TAX, JUST TO MENTION A FEW EXAMPLES. NOW THE
ADMINISTRATION EXPECTS EMPLOYEES TO WORK AN EXTRA TEN YEARS,
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ACCEPT A PENSION COMPUTATION CHANGE, THROW AWAY ACCUMULATED SICK
LEAVE AT RETIREMENT, AND TAKE A FIVE PERCENT PAY CUT - A PROPOSAL
LAST TRIED DURING THE 1930s IN THE MIDST OF THE GREAT DEPRESSION.
MOREOVER, THE OFFICE OF MANAGEMENT AND BUDGET HAS PROPOSED THE
ELIMINATION OF 25,000 JOBS IN FEDERAL REGIONAL AND FIELD OFFICES
IN TEN DIFFERENT AGENCIES, THE BULK COMING FROM THE SOCIAL
SECURITY ADMINISTRATION.
THIS IS A SIMPLE MATTER OF EQUITY. HOW MUCH LONGER CAN WE
MAKE THESE DEMANDS ON FEDERAL WORKERS AND EXPECT THEM TO STAY IN
THEIR JOBS OR PERFORM PRODUCTIVELY? SINCE I RETURNED TO THE
CONGRESS FOUR YEARS AGO, I HAVE BEEN PREDICTING THAT THESE TYPES
OF PROPOSALS WILL RESULT IN A FEDERAL GOVERNMENT COMPRISED OF
PEOPLE WHO CAN'T GET JOBS IN THE PRIVATE SECTOR.
MADAME CHAIR, I REGRET THIS IS NO LONGER A MATTER OF
PREDICTING THE FUTURE. CIVIL SERVANTS ARE LEAVING THE GOVERNMENT
IN UNPRECEDENTED NUMBERS, TOP COLLEGE GRADUATES ARE BEING
DISCOURAGED FROM MAKING CIVIL SERVICE A CAREER, AND LIFE-TIME
FEDERAL EMPLOYEES ARE TAKING EARLY RETIREMENT. EFFORTS TO ATTRACT
AND RETAIN SKILLED, CAPABLE PEOPLE IN FEDERAL SERVICE HAVE BEEN
SEVERELY REDUCED. AS A RESULT, THE FEDERAL GOVERNMENT IS BECOMING
LESS RESPONSIVE AND RESPONSIBLE TO THE NEEDS OF EVERYONE.
I COMMEND THE SUBCOMMITTEE FOR ITS EFFORTS AND URGE IMMEDIATE
ACTION TO HAVE THESE PROPOSALS WITHDRAWN FROM FY 86 BUDGET
CONSIDERATIONS.
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OPENING STATEMENT OF CONGRESSWOMAN MARY ROSE OAKAR
CHAIR-DESIGNEE OF THE SUBCOMMITTEE ON COMPENSATION
AND EMPLOYEE BENEFITS OF THE HOUSE POST OFFICE
AND CIVIL SERVICE COMMITTEE
OVERSIGHT BRIEFING ON FY 1986 BUDGET PROPOSALS
TUESDAY, FEBRUARY 26, 1985
WASHINGTON, D.C.
I
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THE COMMITTEE WILL COME TO ORDER.
SINCE THE COMMITTEE ON POST OFFICE AND CIVIL SERVICE HAS NOT
HELD ITS ORGANIZATIONAL MEETING AND HAS NOT ADOPTED ITS RULES FOR
THE 99TH CONGRESS, THE PROCEEDINGS TODAY WILL BE CONDUCTED IN THE
FORM OF A BRIEFING FOR ALL MEMBERS OF THE COMMITTEE, RATHER THAN
AS A SUBCOMMITTEE HEARING. FOLLOWING TODAY'S BRIEFING, I WILL
REQUEST THE FULL COMMITTEE TO AUTHORIZE PRINTING OF THESE
PROCEEDINGS.
I HAVE SCHEDULED THIS BRIEFING TODAY IN ORDER FOR THE
SUBCOMMITTEE ON COMPENSATION AND EMPLOYEE BENEFITS TO
EXPEDITIOUSLY FULFILL ITS OBLIGATIONS UNDER THE BUDGET ACT
CONCERNING THE PROPOSALS CONTAINED IN THE PRESIDENT'S BUDGET FOR
FISCAL YEAR 1986 AFFECTING FEDERAL PAY, THE CIVIL SERVICE
RETIREMENT SYSTEM, AND THE FEDERAL EMPLOYEES HEALTH BENEFITS
PROGRAM.
TO BRIEFLY SUMMARIZE THE PRESIDENT'S BUDGET PROPOSALS, HE IS
SEEKING TO:
(1) CUT FEDERAL PAY BY FIVE PERCENT;
(2) RAISE THE MINIMUM RETIREMENT AGE FOR FULL BENEFITS UNDER THE
CIVIL SERVICE RETIREMENT SYSTEM FROM 55 TO 65;
(3) DECREASE ANNUITIES FOR FEDERAL WORKERS UNDER 65 BY FIVE
PERCENT A YEAR. UPON FULL IMPLEMENTATION, THIS WOULD CUT
ANNUITIES IN HALF FOR THOSE WHO RETIRE AT AGE 55;
(4) ELIMINATE THE 1986 COLA;
(5) CALCULATE FUTURE COLAS BEGINNING IN 1987, BY LIMITING THEM
TO THE LOWER OF THE INCREASE IN GENERAL SCHEDULE PAY OR THE
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CONSUMER PRICE INDEX AND LIMIT COLAS TO 55 PERCENT FOR
ANNUITIES THAT EXCEED $10,000, ADJUSTED BY THE CPI;
(6) CHANGE THE CIVIL SERVICE RETIREMENT FORMULA SO THAT
ANNUITIES WOULD BE-CALCULATED ON THE HIGHEST FIVE YEARS OF
EARNINGS, RATHER THAN THE PRESENT THREE YEARS;
(7) PHASE-OUTVRETIREMENT CREDIT FOR UNUSED SICK LEAVE;
(8) CONFORM CIVIL SERVICE SURVIVOR, ADULT STUDENT AND MINIMUM
BENEFITS TO THOSE PROVIDED BY SOCIAL SECURITY;
(9) REQUIRE THE POSTAL SERVICE AND THE DISTRICT OF COLUMBIA TO
PHASE-IN THE PAYMENT OF THE FULL COST OF PENSIONS, LESS THE
EMPLOYEES' CONTRIBUTIONS;
(10) DISCONTINUE RETIREMENT LIFE AND HEALTH INSURANCE COVERAGE
FOR EMPLOYEES FIRST HIRED BY THE DISTRICT OF COLUMBIA AFTER
SEPTEMBER 30, 1985; AND
(11) IMPLEMENT A HEALTH BENEFITS VOUCHER PLAN.
I AM DEEPLY CONCERNED WITH THE IMPACT OF THESE PROPOSALS ON
THE MORALE AND PRODUCTIVITY OF FEDERAL EMPLOYEES AND THE VITAL
SERVICES THAT THEY PERFORM FOR THE CITIZENS OF OUR COUNTRY.
LET'S CONSIDER FOR A MOMENT THAT, WHEN WE SAY "FEDERAL
EMPLOYEE," WE ARE TALKING ABOUT PEOPLE LIKE OUR ASTRONAUT, SALLY
RIDE, AND DRUG ENFORCEMENT AGENTS WHO RISK THEIR LIVES TO STEM
THE FLOW OF ILLEGAL SUBSTANCES THAT ARE FLOODING OUR NATION. WE
ARE TALKING ABOUT OUR DEPENDABLE LETTER CARRIERS; THE PEOPLE WHO
INSPECT MEAT AND POULTRY TO PROTECT OUR CITIZENS FROM DISEASE;
THE MEN AND WOMEN AT THE NATIONAL INSTITUTE OF HEALTH WHO ARE
PERFORMING INVALUABLE CANCER RESEARCH; AND THE DEDICATED
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EMPLOYEES WHO ARE RESPONSIBLE FOR ADMINISTERING PROGRAMS
ASSISTING THE FARMERS OF OUR GREAT NATION.
WHEN WE SAY, "FEDERAL EMPLOYEE," WE ARE NOT SIMPLY REFERRING
TO A FACELESS BUREAUCRACY. WE ARE DESCRIBING MANY OF OUR SONS
AND DAUGHTERS, OUR NEIGHBORS, AND OUR FRIENDS. WE ARE REFERRING
TO PEOPLE WHO MAKE CERTAIN THAT SOCIAL SECURITY CHECKS ARE
DELIVERED ON TIME TO OUR SENIOR CITIZENS AND TO THOSE WHO
ADMINISTER VITAL MEDICARE BENEFITS. WE ARE TALKING ABOUT THE
"RETIREES" WHO, WHEN WORKING FOR THE FEDERAL GOVERNMENT, PLACED
AMERICAN ASTRONAUTS ON THE MOON, DEVELOPED PROGRAMS TO PROTECT
OUR CHILDREN FROM UNSAFE TOYS, AND PRESERVED OUR COUNTRY'S
HERITAGE THROUGH THE ESTABLISHMENT AND ADMINISTRATION OF SUCH
FINE INSTITUTIONS AND MUSEUMS AS THE SMITHSONIAN.
WE ARE DESCRIBING PEOPLE WHO ARE WORKING HARD, RAISING
FAMILIES, AND TRYING TO MAKE ENDS MEET. WE ARE REFERRING TO
GRANDPARENTS AND OTHER SENIORS WHO DEDICATED THEIR LIVES TO
PUBLIC SERVICE. THESE ARE THE MEN AND WOMEN WHO HAVE BEEN MUCH
MALIGNED AND ABUSED BY THIS ADMINISTRATION -- WHO ARE NOW FACING
EXTRAORDINARY REDUCTIONS IN THEIR PAY, RETIREMENT BENEFITS, AND
HEALTH INSURANCE. THESE ARE AMONG THE VICTIMS OF THE FISCAL YEAR
1986 BUDGET WHO ARE BEING SINGLED-OUT FOR EXTRAORDINARY
SACRIFICES. I CANNOT AGREE THAT THESE MEASURES ARE NECESSARY,
FAIR, OR EVEN IN THE PUBLIC INTEREST.
I AM PARTICULARLY DISTURBED BY THE PROPOSAL TO REDUCE
FEDERAL PAY FOR MANY REASONS. FIRST OF ALL, IT IS GROSSLY UNFAIR
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TO SINGLE OUT FEDERAL WORKERS FOR A SUBSTANTIAL PAY REDUCTION,
WHILE MILITARY PERSONNEL WOULD RECEIVE A THREE PERCENT PAY RAISE
IN JULY.
FURTHERMORE, IN REVIEWING THE HISTORY OF WAGE INCREASES IN
THE FEDERAL GOVERNMENT FOR THE PAST 15 YEARS, I AM STRUCK BY THE
FACT THAT WAGES FOR WHITE COLLAR WORKERS HAVE RISEN BY 221
PERCENT, WHILE MILITARY PAY HAS GROWN BY 306 PERCENT, AND WAGES
IN THE PRIVATE SECTOR HAVE INCREASED BY 290 PERCENT. IN
COMPARISON TO THE MILITARY AND THE PRIVATE SECTOR, FEDERAL WHITE
COLLAR WAGES HAVE FALLEN SUBSTANTIALLY BEHIND, DESPITE THE CLEAR
INTENTION OF THE FEDERAL WAGE COMPARABILITY ACT OF 1970 THAT
GENERAL SCHEDULE PAY REMAIN COMPARABLE TO WAGES IN THE PRIVATE
SECTOR.
IT IS ALSO IMPORTANT TO NOTE THAT, DURING THIS SAME PERIOD,
THE CONSUMER PRICE INDEX HAS INCREASED BY 306 PERCENT. SINCE
1970, FEDERAL WHITE COLLAR WORKERS HAVE SEEN THEIR STANDARD OF
LIVING STEADILY DECLINE, DESPITE THE REDUCTION IN THE RATE OF
INFLATION FOR THE PAST FEW YEARS.
IN CONSIDERING THE PAY CUT PROPOSAL, WE MUST ALSO KEEP IN
MIND THE RECENT REPORT OF HAY ASSOCIATES ON TOTAL COMPENSATION IN
THE FEDERAL, STATE, AND PRIVATE SECTORS PREPARED FOR THE
COMMITTEE ON POST OFFICE AND CIVIL SERVICE. IN THIS REPORT, HAY
ASSOCIATES CONCLUDED THAT FEDERAL PAY LAGS BEHIND THE PRIVATE
SECTOR BY 10.3 PERCENT, INCREASING TO 58.4 PERCENT FOR SENIOR
EXECUTIVE SALARIES. ON A TOTAL COMPENSATION BASIS, FEDERAL PAY
AND FRINGE BENEFITS TRAIL THE PRIVATE SECTOR BY 7.2 PERCENT AND,
WHEN COMBINED WITH STATE EMPLOYMENT DATA, 6.2 PERCENT. AND, THE
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MOST RECENT REPORT OF THE PAY AGENT FOUND THAT, UNDER CURRENT
PROCEDURES, FEDERAL PAY IS 18.3 PERCENT BEHIND THE PRIVATE
SECTOR.
GIVEN THIS DATA, I AM BAFFLED BY THE CONCLUSIONS REACHED BY
THE OFFICE OF PERSONNEL MANAGEMENT IN ITS REPORT ENTITLED
"REFORMING FEDERAL PAY: AN EXAMINATION OF MORE REALISTIC PAY
ALTERNATIVES." THIS REPORT APPARENTLY IS THE ONLY DOCUMENT
JUSTIFYING THE ADMINISTRATION'S PROPOSAL TO REDUCE FEDERAL PAY BY
FIVE PERCENT. I AM LOOKING FORWARD TO QUESTIONING THE DIRECTOR
OF THE OFFICE OF PERSONNEL MANAGEMENT CLOSELY ON THE QUALITY OF
THE REPORT, THE RELIABILITY OF THE DATA, AND THE VALIDITY OF THE
CONCLUSIONS. CERTAINLY, BASED ON MY UNDERSTANDING OF THE REPORT,
IT APPEARS TO BE A HASTILY PREPARED DOCUMENT, SORELY LACKING BOTH
IN CREDIBILITY AND ANALYSIS.
WITH REGARD TO THE REMAINDER OF THE ADMINISTRATION'S
PROPOSALS, WE HAVE SEEN MOST OF THEM IN PRIOR BUDGET SUBMISSIONS
OF THE PRESIDENT. CERTAINLY, THE PROPOSAL TO CREATE A VOUCHER
PLAN AS A SUBSTITUTE FOR THE CURRENT FEDERAL EMPLOYEES HEALTH
BENEFITS PROGRAM IS NOT NEW TO THIS COMMITTEE. I, FOR ONE, HAVE
CONSISTENTLY OPPOSED A VOUCHER PLAN AS NO MORE THAN A MEANS OF
DRASTICALLY REDUCING HEALTH INSURANCE COVERAGE FOR FEDERAL
WORKERS AND RETIREES.
IF THERE WAS EVER ANY QUESTION ABOUT THE ADMINISTRATION'S
INTENTION IN SEEKING A VOUCHER PLAN, WE NEED ONLY LOOK AT THE
BUDGET DOCUMENTS THEMSELVES. THE ADMINISTRATION PROJECTS A
REDUCTION IN BUDGET AUTHORITY FOR THE FEHBP FOR FISCAL YEAR 1987,
WHEN THE VOUCHER PLAN WOULD FIRST BECOME EFFECTIVE, OF $56
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MILLION AND, IN 1988, OF $171 MILLION, COUPLED WITH A $53 MILLION
REDUCTION IN OUTLAYS. IN EFFECT, ONE YEAR AFTER ITS
IMPLEMENTATION, THE VOUCHER PLAN WOULD SLASH $53 MILLION IN
HEALTH INSURANCE BENEFITS FOR FEDERAL WORKERS AND ANNUITANTS.
I AM EQUALLY DISTRESSED BY THE UNRELENTING ATTEMPT OF THE
ADMINISTRATION TO REDUCE BENEFITS UNDER THE CIVIL SERVICE
RETIREMENT SYSTEM. IT IS A TRAVESTY THAT THIS ADMINISTRATION
CONTINUES TO TAKE AIM AT SENIOR CITIZENS, SOME OF THE POOREST
PEOPLE IN THIS COUNTRY, WHILE THROWING AWAY MONEY ON OVER-PRICED
AND USELESS EQUIPMENT AT THE DEPARTMENT OF DEFENSE. OVER THE
PAST THREE YEARS, FROM FEBRUARY 1981 TO MAY 1984, A RETIREE WHOSE
TOTAL ANNUITY FOR THIS PERIOD SHOULD HAVE BEEN $63,506 HAS SEEN
HER BENEFITS REDUCED TO $57,581 -- A CUT OF MORE THAN TEN PERCENT
-- BECAUSE OF REDUCTIONS IN THE RETIREMENT PROGRAM UNDER THE
REAGAN ADMINISTRATION.
I, FOR ONE, AM DEEPLY OFFENDED BY THE MISINFORMATION AND
MISREPRESENTATION OF'THE CIVIL SERVICE RETIREMENT PROGRAM BY THE
GRACE COMMISSION AND THE ADMINISTRATION. SIMPLY PUT, IN MY
OPINION, THERE IS NO JUSTIFICATION FOR ANY FURTHER ATTEMPT TO
REDUCE BENEFITS UNDER THE CIVIL SERVICE RETIREMENT PROGRAM.
I AM LOOKING FORWARD TO THE TESTIMONY OF THE WITNESSES AT
THE BRIEFING TODAY. BECAUSE OF THE TIME CONSTRAINTS FOR THIS
BRIEFING, I WOULD ASK THE WITNESSES TO SUMMARIZE THEIR TESTIMONY
IN JUST A FEW MINUTES. I AM HOPEFUL THAT THIS BRIEFING WILL
PROVIDE THE MEMBERS OF THIS COMMITTEE WITH THE INFORMATION THAT
WE NEED TO ASSESS THE WISDOM AND IMPACT OF THE PRESIDENT'S BUDGET
PROPOSALS.
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