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Although part of the federal government, FCA has a more flexible salary and benefits program than most other government offices. Many benefits are paid for by the agency, at no cost to employees, while others are generously subsidized. The following provides highlights of FCA’s benefit programs.

Note: This is only a summary, and all benefits are subject to amendments. If a conflict exists between this summary and the full program or plan provisions, the provisions will prevail.

Federal employees can choose from a wide selection of health insurance plans for themselves and their families. Currently, the federal government pays on average 72 percent of the cost of coverage. Unlike a growing number of private-sector workers, federal employees, under certain conditions, can continue their health insurance into retirement with the same government subsidy. As a benefit for its active (that is, unretired) employees, FCA covers on average an additional 18 percent of their cost of coverage. FCA employees and their families may choose from the following types of plans:

Dental and Vision
Dental and vision benefits are available to eligible federal employees, retirees, and their eligible family members on an enrollee-pay-all basis. This program allows dental insurance and vision insurance to be purchased on a group basis, which provides competitive premiums and no pre-existing condition limitations. Premiums for enrolled federal employees are withheld from salary on a pre-tax basis.

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Congress created the Federal Employees Retirement System (FERS) in 1986, and it became effective on January 1, 1987. Since that time, new federal civilian employees who have retirement coverage are covered by FERS. The plan consists of three tiers:

In 2015, FCA introduced the FCA 401(k) plan to provide additional retirement benefits to its employees. Through this plan, eligible employees may contribute a portion of their pay and receive agency-matching contributions.

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Group Life Insurance
All employees are automatically enrolled in federal group life insurance unless they opt out of the coverage. The basic coverage equals annual pay (rounded to the next $1,000) plus $2,000. Employees pay two-thirds of the cost of basic life coverage and the government pays one-third. Additional life insurance coverage for employees and their families may be purchased.

Flexible Spending Accounts
Flexible spending accounts allow employees to pay out-of-pocket health and dependent care expenses with tax-free dollars. FCA contributes up to $1,300 to the account of each employee.

Life Cycle Account
A Life Cycle Spending Account helps employees save money for adoption, child care, elder care, fitness/recreation, or insurance premiums not reimbursed under another program or insurance policy. FCA contributes $800 to each employee’s account.

Disability Programs

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Vacation, Sick Leave, Family Leave and Holidays

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Public Transportation Subsidy and Free Parking

Travel Compensation
For every night over 50 nights that an employee is on official travel during the calendar year, the employee receives $50 in travel compensation.

Relocation Allowances
Financial assistance is given to current employees who change locations for the agency because of new or changing job responsibilities.

Alternative Work Schedule
These are alternatives to the traditional workday. Many employees choose to work eight 9-hour days, one 8-hour day, and have one day off every two weeks. This is referred to as a 5/4/9 schedule.

Employees, with their supervisors’ approval, may work away from the job site. Whether an employee may telework will generally depend on the characteristics of a task or project, the scheduling arrangement, and other variables.

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Employee Assistance and Work/Life Programs

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