The Federal Government provides many benefits, financial incentives, and family friendly programs to its employees.

The Federal Government provides many benefits, financial incentives, and family friendly programs to its employees. Some of the benefits available to Federal Employees are:



There are several pay systems within the Federal government. The Office of Personnel Management (OPM) develops and maintains Government-wide laws and policies on pay, including: 

  • basic pay setting, 
  • locality pay, 
  • special salary rates, 
  • back pay, 
  • pay limitations, 
  • premium pay, 
  • grade and pay retention, 
  • recruitment, 
  • relocation and retention incentives, and 
  • cost-of-living allowances (COLA). 

However, each Federal agency manages these pay policies and programs for its employees. Within DOI, the Office of Human Resources manages these programs.  



Health Insurance

Eligible employees can enroll in the Federal Employees Health Benefits (FEHB) program regardless of age or medical condition. FEHB is a group health insurance plan that offers about 200 health plan options nationally. The government pays most of the cost for these benefits and the employee's cost is deducted every other week from his/her pay.

Life Insurance

The Federal Employees' Group Life Insurance Program (FEGLI) provides term insurance. It builds no cash value. FEGLI consists of basic life insurance coverage and three options, which are: 

All new employees are automatically covered under basic insurance, unless waived. Employees must have the basic insurance in order to select any of the optional coverages. Optional insurance coverage is NOT automatic – employees must select it. Employees who want it must select coverage within 60 calendar days after becoming eligible. Not selecting optional insurance is considered waiving it.

Long-Term Care Insurance

The Federal Long-Term Care Insurance Program (FLTCIP) helps pay for care costs when employees need help with every day activities and/or have a severe mental injury or illness. Employees pay the full cost for this insurance. 

New employees may be eligible to apply for this program. Eligible employees should use either an abbreviated underwriting application or a full underwriting application, depending on whether he or she applies within 60 days of becoming eligible.

For more information on Federal health, life, and long-term care insurance, visit the FAQ or the Office of Personnel Management website.


Flexible Spending Account (FSA) Program

Flexible Spending Accounts (FSAs) let employees make pre-tax salary contributions to pay for qualified medical expenses not reimbursed by FEHB or any other source, and to pay dependent care expenses. The funds put into an FSA are not subject to Federal income and FICA taxes, nor most state and local income taxes.

A Health Care FSA (HCFSA) pays for the uncovered or un-reimbursed parts of qualified medical costs. The HCFSA does not replace health insurance. It simply pays for your out-of-pocket health care expenses with pre-tax dollars. 

A Dependent Care FSA (DCFSA) lets employees pay eligible costs for dependent care, such as the cost of childcare or a disabled adult, with pre-tax dollars.

Unlike the FEHB, there are no government contributions to the program. Employees contribute all of the money to the FSA.



There are three retirement plans for Title V employees. Generally, the type of job decides what type of retirement plan covers an employee. 



Social Security

Employees under the Federal Employees Retirement System (FERS) are also covered by Social Security. Social Security benefits are given to workers and their qualified dependents under the Old-Age Survivors and Disability Insurance (OASDI) programs of the Social Security Act. It replaces part of earnings lost because of retirement, disability, or death.

Employees are also covered under Social Security Medicare Hospital Insurance program. While an employee gets Social Security disability benefits or retirement benefits at age 65 or older, it pays part of hospital expenses during that time. 

For more information on Social Security benefits to include Medicare, visit the Social Security Administration website.


Thrift Savings Plan

The Thrift Savings Plan (TSP) is a tax-deferred retirement savings and investment plan that offers Federal employees the same type of savings and tax benefits that many private corporations offer their employees under 401(k) plans. By participating in the TSP, Federal employees have the opportunity to save part of their income for retirement, receive matching agency contributions, and reduce their current taxes.


Student Loan Repayment Program

Government agencies have loan repayment programs to help attract and keep highly qualified employees. DOI’s Student Loan Repayment Program (SLRP) is not available for all employees with student loan debt. It is available to Title V employees with specific mission critical occupational series positions. For more information, read Personnel Bulletin 14-02 Departmental Policy on Student Loan Repayment Benefit Plan.


Public Service Loan Forgiveness Program (Student Loan Forgiveness)

The U.S. Department of Education's Direct Loans manages this law. Individuals interested in a career in public service, who also have significant federally insured student loan debt, may research eligibility on their Federal Student Aid Public Service Loan Forgiveness page.  It is possible for employees to qualify for DOI’s SLRP and after ten years of specific public service have the balance of their federally insured loan(s) forgiven.


Transit Benefits Program

DOI also offers a Transit Benefits Program. It encourages employees to use public transportation for getting to and from work on a regular and ongoing basis. This non-taxable assistance encourages employees by reducing the cost of his/her daily work commute. On and off use of public transportation does not qualify an employee to enroll in this program. Although this program is meant to help employees' commuting costs, DOI can only reimburse these costs up to the maximum allowable amount.


Leave and Absences

It is DOI’s policy to be fair and consistent regarding leave time. Employees are expected, in return, to think of the interests of DOI in asking for leave and to avoid any abuse of leave benefits.

DOI employees receive ten paid holidays per year.


Leave Accrual Rates





Full-time employees

½ day (4 hours) for each pay period

¾ day (6 hours) for each pay period, except 1¼ day (10 hours) in last pay period

1 day (8 hours) for each pay period

Part-time employees**

1 hour of annual leave for each 20 hours in a pay status

1 hour of annual leave for each 13 hours in a pay status

1 hour of annual leave for each 10 hours in a pay status

Uncommon tours of duty**

(4 hours) times (average # of hours per biweekly pay period) divided by 80 = biweekly accrual rate.***

(6 hours) times (average # of hours per biweekly pay period)divided by 80 = biweekly accrual rate.***

(8 hours) times (average # of hours per biweekly pay period)divided by 80 = biweekly accrual rate. ***

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