Two of the three FERS components (Social Security and the TSP) are portable and move with the employee as they change jobs either within or outside of the federal government. Two components (Social Security and the DB plan) require employees to contribute part of their pay to the system. TSP is voluntary, but it depends heavily on employee contributions.
Participants accrue benefits in the defined benefit plan at slower rates than in CSRS. After the most recent FERS reforms, workers accrue a benefit equal to 1 percent per year of service, or 1.1 percent for workers retiring at age 62 or later with 20 or more years of service.
From that point onward [FY2025], the unfunded liability will steadily decline and is projected to be eliminated by FY2090. Actuarial estimates indicate that the unfunded liability of the CSRS does not pose a threat to the solvency of the trust fund. There is no point over the next 80 years at which the assets of the Civil Service Retirement and Disability Fund are projected to run out.