Federal Agency/Employee Educational Solutions
What's New With The TSP Data Center.Com?
The biggest update to TSPDataCenter.com is that the entire site has been rebuilt and upgraded as of May 11, 2026, with major improvements to visuals, navigation, and data tools. The upgrade is significant enough that FedSmith published a full announcement about it.
⭐ The Most Important Changes
TSPDataCenter.com now functions like a modern financial dashboard, giving federal employees a clearer, faster way to track TSP performance.
1. Fully redesigned interface
Clean, professional layout
Optional dark mode
Faster navigation and updated visuals
2. Interactive charts for every TSP fund
Each fund (G, F, C, S, I, and all L Funds) now includes:
Price history charts with zoom controls (3 months → full history)
52‑week high/low visual indicator
Monthly returns heatmap (green = strong months, red = weak)
Annual returns bar chart
Rolling 1-, 3-, 5-, and 10‑year returns
“Best and worst months” lists
3. New homepage dashboard - You now see at a glance:
Current share prices
Daily, MTD, and YTD performance
YTD leaderboard
30‑day trend sparklines
4. New report sections for deeper analysis - These are built for serious TSP watchers:
Monthly Returns Quilt (full historical heatmap)
Annual Returns Report (multi‑fund comparison across all years)
Weekly Snapshot
Fund Comparison tools
📊 Latest TSP Fund Numbers (as of May 8, 2026)
From the live dashboard:
C Fund: +8.51% YTD
S Fund: +10.20% YTD
I Fund: +14.25% YTD
G Fund: +1.51% YTD
F Fund: +0.55% YTD
Sources:
FedSmith
TSPDataCenter.com
TSP Center
Costs & Trade‑offs of Suspending FEHB for Medicare Advantage Core Costs
Premium savings: Suspending FEHB stops your FEHB premium—often the biggest financial benefit for annuitants.
Higher risk of variable costs: Medicare Advantage (MA) plans can have low or $0 premiums, but out‑of‑pocket costs depend heavily on networks, referrals, and prior authorizations.
Main Trade‑offs
Provider access: FEHB + Medicare gives broad national access. MA plans restrict you to local networks and may charge more or deny out‑of‑network care.
Predictability: FEHB with Medicare as primary is usually more stable and predictable year to year. MA plans can change networks, benefits, and drug formularies annually.
Care management: MA uses more prior authorization and utilization controls than FEHB, which can delay or limit services.
Flexibility to return: You can return to FEHB during Open Season, but if you get sick mid‑year, you may be stuck in the MA plan until the next Open Season.
When MA may be cheaper
You’re healthy
You live in a county with strong MA plans
You prioritize lower premiums over maximum flexibility
When FEHB is usually safer
You have chronic conditions
You want national provider choice
You prefer predictable costs and fewer administrative hurdles
Sources:
Government Executive
FedSmith
Federal News Network
.
FERS Disability Retirement: Eligibility Requirements & Application Process
FERS Disability Retirement requires at least 18 months of FERS service, a medical condition lasting at least one year that prevents useful and efficient service, no available accommodation or reassignment, and a required Social Security disability application. The application must be filed before separation or within one year after.
Below is a concise, structured summary with sourced facts.
⭐ Eligibility Requirements (FERS)
Minimum service: At least 18 months of creditable civilian service under FERS.
Disabling medical condition: A disease or injury must make you unable to provide useful and efficient service in your current position.
Expected duration: The condition must be expected to last at least one year.
No accommodation or reassignment available: Your agency must certify it cannot accommodate your condition or reassign you to a vacant position at the same grade/pay within your commuting area.
Social Security Disability application (FERS only): You must apply for Social Security Disability Insurance (SSDI), even if you expect to be denied.
Timely filing: You must apply before separation or within one year after separation (strictly enforced except for documented mental incompetence).
📝 Application Process (High‑Level)
01
Confirm basic eligibility. Verify you have 18 months of FERS service and a medical condition expected to last at least one year.
02
Work with your agency. Your agency must attempt accommodation or reassignment and certify if neither is possible.
03
Gather medical documentation. Obtain physician statements and evidence showing you cannot perform essential job duties.
04
Complete OPM disability forms. Prepare the SF 3112 packet, including employee, supervisor, and medical provider sections.
05
Apply for Social Security Disability. Submit an SSDI application as required for all FERS disability applicants.
06
Submit your application to OPM. File before separation or within one year after; OPM reviews medical and agency evidence.
Sources:
My Federal Retirement
Legal Clarity
.
The Thrift Savings Plan (TSP) Saw a Strong Rebound in April 2026
April delivered one of the strongest monthly performances in recent years for TSP investors. After a volatile March, markets surged on easing geopolitical fears, strong corporate earnings (especially tech and AI), and renewed investor confidence.
Key April 2026 Returns
• C Fund (Large-cap stocks): +10.49% — one of the top five monthly gains ever for the fund.
• S Fund (Small/mid-cap stocks): +9.96% — boosted by broad “risk-on” sentiment.
• I Fund (International stocks): +9.11% — lifted by global recovery and tech spillover.
• G Fund: +0.36% — steady, low-risk growth as expected.
• F Fund: +0.12% — modest bond rebound after a weak March.
Lifecycle (L) Funds also rose across the board, with returns ranging from +2.95% (L Income) to +9.84% (L 2055–2075).
📈 Why TSP Funds Surged in April
FedSmith’s analysis highlights several drivers behind the rebound:
• Relief from geopolitical fears — markets priced in a crisis in March that did not materialize.
• Strong earnings, especially in tech and AI sectors.
• Solid economic data — not spectacular, but stable enough to support risk-taking.
• Investors rushing back into stocks after March’s selloff.
This combination produced unusually large single month gains — the kind typically seen over an entire year.
🧭 What This Means for TSP Participants
• April’s surge significantly improved year to date performance across stock funds.
• The C Fund remains the strongest performer, driven by large-cap tech.
• The G Fund continues to offer stability, but with much lower returns.
• Investors should remember that volatility cuts both ways — April’s gains followed a sharp downturn in March.
📌 Quick Comparison Table
TSP Fund April 2026 Return What Drove It
C Fund +10.49% Tech earnings, market relief
S Fund +9.96% Risk-on sentiment
I Fund +9.11% Global rebound, tech spillover
F Fund +0.12% Mild bond recovery
G Fund +0.36% Stable Treasury-based growth
Sources:
TSP Data Center
FedSmith
.
What are Federal Employees' FEHB, Medicare, and LTC Costs in Retirement?
Federal retirees rely on three separate systems—FEHB, Medicare, and long‑term care (LTC) solutions—and each covers a different part of retirement health costs. FEHB provides broad medical insurance, Medicare adds hospital and medical coverage at 65, and neither covers custodial long‑term care, which is why LTC costs must be planned for separately.
FEHB in Retirement
You can continue FEHB if you retire on an immediate annuity and were enrolled for the 5 years before retirement.
The government continues paying about 70–75% of premiums; retirees pay with after‑tax dollars.
FEHB provides comprehensive medical coverage but does not cover custodial long‑term care (inference based on FEHB program structure; not directly stated in sources).
Medicare at 65
Enrollment is optional for most federal retirees; Medicare becomes a decision point at age 65.
Part A: Hospital insurance, usually premium‑free.
Part B: Outpatient care; requires a monthly premium and may increase with income (IRMAA).
Part C (Advantage): Private plans combining A & B.
Part D: Prescription coverage (FEHB already includes drug coverage; inference that Part D is often unnecessary).
When enrolled in both FEHB + Medicare B, Medicare pays first, FEHB second, reducing out‑of‑pocket costs.
Postal retirees generally must enroll in Part B to keep PSHB coverage.
Long‑Term Care (LTC) Costs
Neither FEHB nor Medicare covers custodial long‑term care, such as assisted living, memory care, or long‑term home‑health aide support (inference based on Medicare’s limited skilled‑nursing coverage and FEHB’s medical‑only design).
Medicare only covers limited skilled nursing after a qualifying hospital stay.
LTC costs are significant (industry averages, not from sources):
Nursing home: ~$100,000+/year
Assisted living: ~$60,000/year
Home care: ~$30–80/hour
Quick Comparison
Program
What It Covers
Key Limits
FEHB
Medical, hospital, outpatient, prescriptions
No custodial LTC; premiums after‑tax in retirement
Medicare A
Hospital, limited skilled nursing
No custodial LTC
Medicare B
Outpatient, doctors, preventive
Premium required; no LTC
LTC Needs
—
Must be privately paid or insured; not covered by FEHB/Medicare
Sources:
Federal News Network
My Federal Retirement
OPM’s FY 2027 Budget Proposal
OPM’s 2027 budget proposal focuses on modernizing federal HR systems, expanding skills‑based hiring, and digitizing retirement and health benefits services, all while operating with a significantly reduced workforce and a lower funding request than previous years.
1. Total Funding Request
OPM requests $375 million in discretionary funding for FY 2027, which is lower than both current funding levels and the House’s proposed $418 million.
The reduced request reflects OPM’s effort to increase service delivery while decreasing operational costs.
2. Major Workforce Reductions
Since 2025, OPM has lost over one‑third of its workforce (more than 1,000 employees).
The 2027 budget supports approximately 2,074 full‑time equivalents (FTEs).
3. Core Priority: HR Modernization
OPM’s proposal centers on a government‑wide overhaul of federal HR systems:
a. Consolidating 100+ HR IT systems
OPM plans to replace more than 100 fragmented HR systems with a unified “Core HCM” platform integrating personnel processing, analytics, self‑service, and learning tools.
b. Expanding pooled recruitment & shared certificates
Multiple agencies will be able to hire from shared applicant pools, reducing duplication and speeding hiring.
c. Skills‑based hiring
OPM will continue shifting hiring away from degree requirements toward skills‑based assessments, including updated occupational families and expanded technical assessments.
4. Retirement Services Modernization
OPM proposes major upgrades to improve retiree services:
Digitizing retirement processing, expanding the Online Retirement Application to more case types.
Funding request: $147.1 million for Retirement Services.
Enhancements include a consolidated Digital File System, updated JANUS calculator, and improved call center automation.
5. Health Benefits System Improvements
For FEHB and PSHB programs, OPM proposes:
$1.2 million for the Carrier Connect platform.
$1.8 million for a decision‑support tool to help enrollees compare plans.
These upgrades aim to make health benefits enrollment more transparent and user‑friendly
6. Broader Strategic Goals
Across all initiatives, OPM emphasizes:
Attracting and retaining top talent
Delivering efficient, high‑quality service
Ensuring the federal workforce has the skills needed for a modern, tech‑driven economy
Sources:
Federal News Network
MSN
OPM
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As federal employers, U.S. agencies are mandated by the U.S. Office of Personnel Management (OPM) to provide benefit training for their employees. This training should be provided by high-quality educators with not only significant knowledge of federal benefits but also insight into how to maximize those benefits in the context of the real world.
Carol Schmidlin, President of Franklin Planning has over 20 years of experience training federal agencies and their employees on how optimize their federal benefits and retirement planning. Carol provides high-impact and interactive workshops at your agency location or virtually via Zoom or Microsoft Teams.
We provide one- and two-day retirement FERS workshops pre-retirees, mid-career and FERS early career. Please contact us for a course agenda.
We also provide two complimentary one-hour programs per year called Knowledge Now, to inform and educate on specific topics related to federal benefits. These sessions are presented as a live webinar. Please contact for a list of topics.