I've always believed in the stability and fulfilling career I've had in the fed. We dealt with DOGE who seemed to have moderate success to mess with all of us. Then we had RTO which has made our lives miserable. Hiring is impossible right now, so no upward mobility. Now with MHBP doubling it and changing coverage with no COLA, I feel like I've lost a lot of faith in the system. What's next? No longer matching TSP? Reducing our high 3 to a high 5? Not to mention shutdowns on the horizon.

I have a second round of interviews for a state of Wisconsin job tomorrow. I made it to the second round.. I love my work and mission and if I get selected by the state of Wisconsin I'll have a tough decision to make but everything done by this administration seems to be making that job easier.

I think I'm just venting here, I apologize for the ramble but what else is going to come?

In the past, I’ve seen numerous recommendations to heavily contribute to C-fund. After looking into it, I absolutely did based on my age and being comparatively new to Fed.

With the doom and gloom of the AI (SI 🙄) bubble pop, is anyone considering shifting around the contributions from C-fund?

Below are the results from a quick search to find out what percentage of the TSP buckets contain AI-related stocks:

INFO TECH SHARE OF C FUND
38.0%
▲
Jun 2026
TOP 10 STOCKS, SHARE OF S&P 500
~40%
▲
vs 23% in 2020

I’m genuinely interested in your feedback, as it will help provide some direction on what else I should be considering. That said, the snarky/bitter people who like to troll on these threads can just shelve their comments.

Thanks!

What’re the differences of such perks whether your job is at a DoD facility, with military bases, with other federal properties, etc. ?

Does one have more perks than the other?

Btw…”non-DoD”, I’m referring to federal affiliates that aren’t classed as directly under DoD

And if not. IT'S VERY TELLING. Get out there and vote early! Election Day isn't the day to vote. ITS THE DEADLINE! Treat it as such.

This is my first government job.

Just wondering, Is it normal to have to put in your vacation request a year in advance?!

Boss told me everyone’s time off requests for vacation next year, need to be placed this December unless something comes up last minute…

Like I barely know what I want to do this weekend let alone next year.

Feels like I’m just gonna have to pick a random week next year to take off

Hi, new to the feds. I just started my job in June. I got a notification that documents were added to my HR folder. I finally found a way to find them and it’s a realignment action and there’s an SF50 form I can view. Can anyone provide clarification on what this realignment is?? My supervisor is out on leave and the only other person I trust is also out on leave.

Also will add there is a memo date on there for 8/21/26 where my supervisor was accusing people of leaving early (I did not). Trying to see if this is a coincidence.

Over 7 million accounts, I am surprised there are only just over 200,000 millionaires. I would have thought more. I retired last year and contributed the max when I started work in 2005, just kept in a lifecycle 2030 fund. Never moved, never touched the balance. Right now I have 1.5 million which I am so happy to have in retirement. I feel very lucky and blessed.

My onboard date is going to be mid to late December with the government shutdown looming on Dec 11th. If my onboarding is being processed for Dec 14 for example and the government shuts down on Dec 11th, is there a risk that I could be off boarded at my current agency and be unable to onboard at my new agency? How does this process work?

I was hired as a CSR 5 years ago through Pathways (recent college grad become a CS in 2-3 years. I literally out perform my entire unit. Couple years ago, I floated the idea of maybe becoming a Lead. I led trainings, I made work flows, all the things a lead would usually do. But, I wasn't "leading the team good enough" and I needed to show "more initiative". Two years ago, i was finally able to get my manager to start an IDP for me. But right after I started, I was one of the lucky few who was forced onto the n8nn for like 3 months straight. Couple months later I get my 1st assignment which is just simple diary alerts that are just busy work. Then I get teased with HISMIs. Two years later, I'm still doing the same two diary alerts and ive only been assigned two medicare claims ever. My manager says thats the "I" in IDP isn't individual as in me as an individual developing, it's individual as in i need to teach myself new things with no guidance at all on what I should be doing. Ive come to all 3 of my supervisors numerous times about how I'm bored and need to do more than set up appointments and process sscards. With literally nothing ever changing ever, so ya I gonna be a little frustrated. My PACS comes around this year, my bored, disinterested, unengaged attitude is unacceptable and I'm not gonna be given ANY extra work and are just gonna answer phones until my attitude is shooting rainbows out of my ass. Ironically, one of the CSs is leaving and we have a meeting tomorrow about how we need to "help out the other unit".

I'm looking at the OPM 2027 FEHB Comparison tool, and I noticed that the premiums provided aren't matching what's listed in the premium excel sheets (the tool is showing them as lower).

Am I stupid and reading this wrong? Or are they inconsistent? If the latter, which is the one to trust more?

Any Feds in dc want to make a district soccer team?

Should we be worried? If they can do it in EU, with all its promises and shiny sunshine weather…

I switched to the MHBP Consumer Option in 2026, and now with it being discontinued for 2027, I’m trying to figure out what everyone else is switching to.
I’m on a self-only plan and liked having the HSA, but it’s not a deal breaker. My biggest priorities are keeping costs reasonable, having a large provider network, and having good coverage without a ton of restrictions.
With premiums and healthcare costs continuing to rise, I’m trying to find something comparable without paying an arm and a leg.
For those currently on MHBP Consumer, what plans are you considering for 2027? Any recommendations or plans you would avoid?

This just out: https://www.msn.com/en-us/news/news/trump-administration-s-firing-of-prosecutor-maurene-comey-was-unlawful-judge-rules/ar-AA2g6pgc

From r/fednews

Does anyone have experience transferring DoN agencies in the excepted service? I'm on probation as I started my current position relatively recently. If so, could you share your experience, timeline (how long it took to go from applying to EOD) and if this is even allowed? Thank you!

Edit: even if you haven't experience this, any insight is greatly appreciated!

Hi everyone. First time poster in this sub. I am trying to just gauge how long the waiting is. I was offered a contract position to work at a healthcare facility that supported VA and active duty. I submitted all my things, and I’m classified as Tier 1 non sensitive. How long does it take for site approval? Since I’m not really getting access to any government secrets or anything, I thought it would be fairly quick. I guess I’m just excited to get the ball rolling and start. I am also relocating from the south to the Midwest. Have yet to put in my notice at my current job..

With the new performance guidelines, I’m already noticing something concerning: a reluctance to help other teams achieve their metrics.
I’ve always been someone who reaches out to help colleagues, regardless of their position or grade level. Today, I was discussing ideas that might help another group meet its metrics and mentioned reaching out to share them. I was advised to wait for that group to ask for help.
I understand respecting boundaries and avoiding stepping on anyone’s toes. But when we have useful ideas or experience to share, why discourage proactive collaboration? My concern is that an increased focus on individual or team metrics could encourage silos and make people less willing to contribute outside their own responsibilities.
Within VHA, our work ultimately supports care for veterans. Helping another team improve should contribute to that shared mission.
For those in VHA, HR, or other federal agencies: How are you handling this under the new performance expectations? Is collaboration encouraged and recognized in your performance plans? Have you noticed people becoming more protective of their own metrics?
I’d appreciate perspectives on how we can maintain accountability while still helping one another improve.