Retirement Systems Overview

Learn the key differences between CSRS and FERS, how they’re structured, what you contribute, and how pensions, Social Security, and the TSP work together. This quick guide helps federal employees and HR pros explain benefits with confidence.

For most federal employees, retirement coverage falls under one of two primary systems, the Civil Service Retirement System (CSRS) or the Federal Employees Retirement System (FERS). While both provide lifelong income after federal service, they differ in structure, funding, and benefits. Understanding these differences can help employees make informed decisions about their financial future.

Understanding the distinctions between CSRS and FERS helps federal employees and HR professionals guide retirement planning with confidence. Whether you are nearing retirement or just starting your federal career, knowing how your system works, including the FERS-RAE and FERS-FRAE variations, empowers you to maximize your benefits and prepare for a secure future.

This lesson is a preview from Graduate School USA's Pre-Retirement Planning course.

Most federal employees are covered by one of two primary retirement systems: the Civil Service Retirement System (CSRS) or the Federal Employees Retirement System (FERS). While both provide lifelong income after federal service, they differ in structure, funding, and benefits. Understanding these differences helps employees make informed decisions about their financial future.

CSRS is a single defined-benefit system that provides a guaranteed pension based on years of service and salary, with employees contributing 7% of their basic pay to the retirement fund. Established in 1920, it remains one of the most stable pension systems ever designed for public service.

FERS, introduced in 1987, replaced CSRS and offers a modern, three-part structure that combines a smaller defined-benefit pension with Social Security coverage and the Thrift Savings Plan (TSP). This structure was designed to provide flexibility and greater control over long-term savings through individual investment choices. FERS employees receive a 1% agency contribution to their TSP and can earn up to 5% in matching funds, allowing their retirement savings to grow through compounding investment returns.

Both CSRS and FERS employees contribute 1.45% of their basic pay toward Medicare Part A, ensuring future access to federal healthcare coverage in retirement. Understanding which system you fall under and how contributions and benefits work together can have a lasting impact on your financial security and retirement planning strategy.

Additional FERS Categories

In addition to the standard FERS structure, there are two newer categories of employees with adjusted contribution rates. These groups receive the same benefits as regular FERS participants but contribute more toward their retirement benefits.

  • FERS Revised Annuity Employees (FERS-RAE): Applies to employees hired or rehired in 2013 who had fewer than five years of creditable FERS service as of the end of 2012. Regular employees contribute 3.1% of basic pay toward FERS, while special categories such as law enforcement officers and firefighters contribute 3.6%.
  • FERS Further Revised Annuity Employees (FERS-FRAE): Applies to employees first hired or rehired under FERS in 2014 who did not have five years of creditable service as of the end of 2013. Regular employees contribute 4.4% of basic pay, while law enforcement officers and firefighters contribute 4.9%.

Knowing which category applies to you ensures that you understand your exact contribution rate and can plan accordingly for your future income. Even small percentage differences in contributions can affect take-home pay and long-term savings growth, making it important to review your deductions and benefits regularly.

Understanding the distinctions between CSRS and FERS helps federal employees and HR professionals guide retirement planning with confidence. Whether you are nearing retirement or just beginning your federal career, knowing how your system works, including the FERS-RAE and FERS-FRAE categories, empowers you to make smart financial decisions and prepare for a secure and fulfilling retirement.

photo of Johnny Bynum

Johnny Bynum

Johnny Bynum teaches for Graduate School USA in the area of Human Resources, with an emphasis on federal employee benefits. A seasoned HR leader, he most recently served as the Director of the Workforce Relations Division (WRD) within the Office of the Secretary, Office of Human Resources, Human Capital Directorate at the U.S. Department of Health and Human Services (HHS), where he built and led six major program areas.

In this role, Johnny established and became the driving force behind the Workforce Relations Division, overseeing Retirement and Benefits, Special Leave Programs, the Workplace Flexibilities Program, Performance Management and Awards, Workers’ Compensation, and the newly created Worklife Branch—which he developed and launched.

He also served as the Headquarters Benefits Officer for approximately 90,000 employees across the HHS enterprise. During his leadership tenure, he collaborated with HHS and its 11 Operating Divisions to develop policies and processes that support employees navigating critical life-cycle events.

In addition to his policy leadership, Johnny acted as the agency’s primary educator on Federal Employee Benefits Programs, serving as a trusted advisor and benefits expert for employees and leaders across the Department.

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