What really happens after you accept a Deferred Resignation Program (DRP) offer—and how do you know if it was the right move? In this episode, you’ll learn what federal employees experienced on the other side of DRP, from emotional uncertainty to financial outcomes, and why preparation made all the difference. The conversation breaks down how DRP worked, who it benefited most, and what to expect if similar opportunities arise in the future.
You’ll also learn how to navigate retirement decisions with confidence, including the importance of having a financial plan in place before major career changes, how to handle cash flow during retirement processing delays, and why emotional readiness is just as important as financial readiness. Plus, discover real client stories that highlight both the opportunities and challenges of DRP, as well as what they reveal about planning your own transition.
Listen to the full episode here:
What you will learn:
- What the Deferred Resignation Program (DRP) actually is. (3:25)
- The two main groups of people who benefited from DRP. (5:00)
- How the retirement application process works and where it falls short. (9:00)
- Why pension estimates can be misleading during applications. (14:00)
- The importance of cash flow planning before retirement. (15:30)
- The emotional challenges of deciding to retire earlier than planned. (17:45)
- How “trying on retirement” helped some employees transition. (25:45)
- Why having a financial plan before major decisions is critical. (28:30)
Ideas Worth Sharing:
- “We want you to retire as soon as possible, and what that does not mean is as soon as you’re eligible.” – Mason & Associates
- “You don’t want to be looking for an umbrella in the eye of the hurricane, right? We want to have that plan in place well before these events happen.” – Mason & Associates
- “None of this should be a surprise. Our pension amount—we shouldn’t be figuring it out as we’re doing the application. So hopefully we’ve put some preparation into this whole process.” – Mason & Associates
Resources from this episode:
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Read the Transcript Below:
John Mason: Welcome to the Federal Employee Financial Planning Podcast. In this episode, we’re discussing DRP Aftermath. That’s the Deferred Resignation Program aftermath. Specifically, we’re going to talk about the emotional aspect, the financial aspect, and just what we’re seeing at Mason & Associates, because we had several clients take those DRP offers last year.
We want to unpack all things DRP. We’ll talk about whether or not we think these are going to happen again in the future. I don’t know that they will, but certainly, this was a unique planning opportunity in 2025. We want to unpack that today. It’s February 12th, 2026. We hope you enjoy the content, audience, today with me. We have Tommy Blackburn and Ben Raikes. But before we jump into the episode, I just want to have one quick update. Keep an eye out on masonllc.net for our new ebook on survivor benefits. That should be here shortly. And we also recently wrote an article that we hope will be published that talks about the tax impact of CSRS, WEP and GPO being eliminated. We’ll try to link to both of those when that content is available.
Thanks for being with us on another episode, guys.
Ben Raikes: Absolutely.
Tommy Blackburn: Yeah. Thanks for being here too, to the two of you as well and our audience. And for everyone, for our audience, John laid out the date, so just to kind of put it in context—not exactly sure when this will release—but essentially, taxes are very timely, as we’re recording right now. It’s that time of year. But also we’re coming out of everybody—not everybody, but many people who took the DRP. We’re now on the backside of that where, hey, I’ve actually—typically what we’re focusing on here is retired. So I took the DRP to retirement and now I’m actually in retirement, even though I more or less was retired for about a year under the DRP.
So we just thought, “Hey, this is happening right now. Let’s just share what we’re seeing.” Largely what we want to share, I think, is just kind of the positives that we’re seeing for those that came out of this. I think there are certainly negative situations, things to be skeptical of, things that may still be unknown, but at least from what we’re seeing with the clients that we work with that came through this, and my thought is, yeah, it’s largely been very positive. Even being somewhat skeptical or untrusting, just like many of our clients when this was first coming out and it was chaotic, right? When this all first started coming out, details were light. Nobody fully understood it; questionable whether it was legal.
Then we had the second round that seemed to be a little more well-thought-out and communicated. A recent client that I’m thinking of, and I’ve got a few, but the one that’s coming to mind was DRP 2.0, and so took it to 12/31, retired, and it’s been a great thing for them. They were going to retire anyway and it’s been a positive experience, so happy to walk through kind of what it’s been like for them. But I also want to let you guys jump in and take us in any direction you want to before we go too deep.
John Mason: Well, I think we have to start off with the fact that the DRP was unique in the sense that it came out last year. So what is DRP if you’re not familiar? It’s a Deferred Resignation Program that was newly created in 2025 as an incentive to get you, the federal employee, to leave the government, which would in turn, I guess, maybe reduce the deficit. We don’t really know if any of this was successful or not. Maybe you know, we don’t, but DRP was designed to get people off the payrolls and onto retirement payrolls.
Fascinating thing. And our experience last year was kind of unique. We had a lot of inbound calls, people thinking about DRP, but then from a new client perspective, it was actually almost like a recessionary year, guys, because there was so much turmoil between tariffs, DRPs, VERAs, VSIPs, and all the things going on. It’s like federal employees froze last year and they didn’t know what to do. But the ones who already had financial plans in place, we were able to help guide them through these deferred resignation offers. And I think it’s just important for the audience to know, like, yes, many of you are DIY and that’s great, but then one day life’s going to throw you a curveball and maybe you’re going to want some professional guidance or help or assistance. If the firm you’re looking for is worth a you know what, they’re probably not just going to be able to drop everything and help you immediately unless you’re an existing client of that firm. So keep that in mind. We don’t know what the future holds.
So, deferred resignation—and I don’t think I said this already—it basically said submit your paperwork, Ben, and you had to submit it by a certain date, and then you effectively went on terminal leave. They continued paying you through either the end of September or the end of December, and then at the end of that period, you would effectively either (a) retire, so that’s what most of our clients did, is they took the deferred resignation, they received compensation for a period of months, and then they went out on retirement. It was perfect for them, minus the scariness of the whole situation. But then there was a whole subset group of people who maybe just wanted to change careers or wanted nine months of a break and took the DRP, took the nine months of compensation as they started looking for that next career outside of the government. So I just wanted to define that a little bit and also mention to the audience that it was kind of two distinct groups of people: the one who were going to retire and this was perfect, and then the ones that also kind of allowed you to do a career shift, which for them, I guess it was kind of cool too.
Ben Raikes: Yeah. When I’m thinking of it, John, and I think you described it really well—and not to bring pop culture into this—but I think it was largely good for most of our federal employees that we work with, but I think probably for federal employees as a whole, it reminds me a little bit of a Clint Eastwood film: The Good, the Bad and the Ugly. Right? I think there was some really good that came out of it. Maybe some of those people you were talking about before that were going to retire anyway, and now they essentially have a paid vacation.
There was the bad. Maybe some people didn’t get qualified. They didn’t get approved from their manager to take the time, or there was just general stress and anxiety around the process. And I think the ugly would be, well, if you didn’t qualify, if you couldn’t take it, and now all these people in your department are leaving, now you’ve got nine months to do five people’s job and you’re still getting paid the same amount. And then there’s also the people that—I know some specific NASA folks that were younger that worked from home and they worked three states away from where they needed to go to physically be in-office, and now they’re required to physically be in-office again. And they had a job that they loved that they now couldn’t work at anymore. So again, I don’t want to shed a negative light on it, but I do think that a lot of our clients, because they were ready and they were prepared, they kind of fell on the “good” side of it, whereas some other folks were maybe not quite as fortunate.
Commercial: Thank you for tuning in to another episode of the Federal Employee Financial Planning Podcast. Are you interested in moving from general education to personalized advice? You can start that process at masonllc.net. That’s masonllc.net or give us a call at 555-722-3989. If you’re not ready to take that next step, that’s okay. Keep hanging out with us right here on YouTube and our Federal Employee Financial Planning Podcasts.
Ben Raikes: It’s very important that you highlight the fact that if you were a manager last year, it was a hard year because I think people had to like write down, “Who are the 10 people that I’m going to fire tomorrow?” If it comes to that, this was not a pretty year to be a federal employee. This was a really hard year. Yes, it worked out—I like The Good, the Bad and the Ugly—but yes, audience, we’re aware that last year was pretty traumatic in a lot of senses. New rules, new regs, asking who’s going to be on the chopping block, seeing your friends maybe get terminated or downsized. That happened in our family too, Ben, where somebody was like, “Well, I’ve been working remote forever and now I have to go back to the office.” So there was all of that. And then the year concluded with the longest government shutdown ever, which was not fun for anybody. So 2025 was a hell of a year to be a federal employee. It was a great year to be retired, but kind of a heck of a year to be an active federal employee. So good on y’all for sticking through it, federal employees who are still working. We know it was tough.
So as we think about DRP, we want to talk maybe a little bit, Tommy, too, about our experience with the online application to retire. Audience, I’ve been personally kind of at capacity from a new client relationship for quite some time. So most of my clients are either already retired. I have a few that haven’t yet. So I haven’t been through the online application like Tommy has. I think Ben’s been through it a couple of times as well. But my summary from y’all’s experience is that yes, some of it is online, but then you still have to fill out like the SF 2818 via hard copy, and you still have to do this via physical paper. And there was all this kind of thought that now that we have this beautiful online system, Tommy, that adjudication was going to happen a lot faster. And granted it’s only February 12th, but I don’t think any of our DRP folks have been adjudicated as of today.
Tommy Blackburn: Not that I’m aware of. And yeah, it’s been—I almost say somewhat of a letdown. It is still early. And it’s odd because it’s like we got 90% of the way there with this online process now, but yet still supplementary forms, you need to fill those out by hand, sign ’em, notarize ’em, and upload that, attach it to your application. And then even when we’ve done that, we still need to go through whatever manual payroll processes our HR department has before it still gets kicked to OPM. So some of it certainly seems to have been streamlined; however, much of it still seems to have not been. So it’s early. Hopefully, it’ll continue to improve, but so far the limited observation I have here is it hasn’t seemed like it’s been much of an improvement.
Ben Raikes: Sorry, I want to add one thing, Tommy—sorry to interrupt—just a tangent to that online application that I think is interesting, that I have kind of pick a bone with the way that they display that online application. What they do is they put your pension amount somewhere in the top right-hand corner of the screen. So when you begin the application, you’re going to get $5,000 a month. And then if you elect survivor benefits, they show that you’re now only going to get $4,500 a month. And then if you continue FEHB, they show you make even less. And then if you continue your health insurance, they see it even less. So it’s almost akin to that TurboTax screen where you start your return. Like, “Hey, I’m getting a big refund,” and then you enter more information and more information and more information, and you’re like, “What? Now I owe the government? I don’t want to do that.”
To me, it’s a really backwards way of displaying your pension information and what you should do when you’re filling out that retirement application. Yes, we want to elect survivor benefits. Yes, we want to keep FEHB. Yes, we probably want to keep our FEGLI insurance as well. And all those people are just seeing their money tick down, down, down. I could easily foresee a situation where they just say, “Well, you know what? I don’t want less. Let me undo that box.” And so I just thought that was a really kind of backwards way; it disincentivizes people from making the right elections on that application. Sorry Tommy, I know I took us on a rabbit hole down there.
John Mason: Dude, I think that is a wonderful path because I haven’t seen it and you start seeing red numbers or negative numbers and it causes people to do bad things. And they’re going to decline. I mean, let’s just call a spade a spade here, they’re going to decline survivor benefits now because they don’t want to see that four, five, $600 a month drop. And then, oh by the way, maybe the tax withholding is not correct. Or maybe they could have switched from Blue Cross Blue Shield Standard to Basic. But you just start seeing all these red numbers and it throws you into a panic. You are already scared. How am I going to go from making a hundred thousand to having a $30,000 pension? How am I going to go from a hundred thousand to a 30% or 40% pension replacement? You are already scared.
And then when they flash these numbers in front of you, that’s why, again, you would hope that an advisor would be able to help. But you know, we should have already known that going into the application—and we talked about this on the last episode—is that we would do tax withholding on a military pension, sometimes bringing that check all the way to zero if that covers the federal and state tax withholding obligation. So your federal pension audience, yes, you’re going to have to pay some stuff out of it: taxes, insurance, SBP. But what if you have a military pension and a Social Security check and your IRA distributions don’t need tax withholding? Like, yes, that is one piece of your income, but what’s your overall net deposits to your checking account? It doesn’t really matter if that’s zero, assuming you have the other stuff to cover it.
Tommy Blackburn: I think that’s exactly where my mind was going, is that none of this should be a surprise, our pension amount. We shouldn’t be figuring it out as we’re doing the application. So hopefully we’ve put some preparation into this whole process. Hopefully we’re working with an advisor so we already know how the entire global situation works, as well as how this pension is going to work. There shouldn’t be surprises, but yeah, that is certainly a perverse setup that they have there. And it’s odd too, because when you get an estimate from them, they pretty much give you the lowest number where they say, “Hey, we’re going to have all the taxes withheld, we’re going to keep the same health insurance benefits, we’re going to take SBP.” So a lot of times you look at the estimates the old-school way and it’s like, “Hey, your net’s actually going to be a little higher than that.” I’m going to dial in your withholding exactly as we need it, but now they’re taking the opposite approach and just starting with the gross and reducing it. So yes, I agree. That is an odd setup there. Which is also interesting, we can do that, but we can’t do all the other steps to streamline this, but perhaps we will get there.
So yeah, John, we’ve got that online application and it is—yeah, I think by and large adjudication seems to still be happening the normal way. Perhaps it’s even a little slower because we probably had an “up” year of retirements of people retiring earlier than they typically would have. Was there anything else on the application process that you wanted to cover there? Or I’m thinking of just how did it work and what was the client experience outside of just the application.
John Mason: Well, I guess a couple of things with the application that I want to hit on—and it’s not directly tied to DRP, but audience, you’ve heard us talk about this stuff before. Number one is have cash on hand when you’re getting ready to retire, because we don’t know how long adjudication is going to take, typically three to six months. Number two, consider doing an in-service transfer from your TSP out to an IRA. Then you have immediate ability to do whatever tax withholding and facilitate distributions very quickly. Yes, you can do distributions from TSP as well, but still, IRAs are a little easier to use in our opinion. So you still need to be prepared to like, “Game on. I’m retiring. This is going to be different. I have to wait for my first supplement. I have to wait for these things to kick in.” We need to be ready for three to six months. If we have special circumstances, like a divorce, we need to be ready for 12 or 24 months for a potential adjudication. In our opinion, this has not solved the problem yet. It’s not like a one-month adjudication like we would see in a Virginia Retirement System. So still kind of depressing or demoralizing or upsetting. It’s just not what we hoped it would be at this point.
Survivor benefits, we love survivor benefits, folks. Again, when you think about the DRP offer, remember that a spouse has to sign off on that. Your spouse is the one that declines SBP, not you. So that is a spouse’s choice in front of a notary. And I believe Ben said this really well before: typically, if it requires a witness and a notary, maybe your spidey sense should go off that this is not a good deal. Of course, there are times where a 401(k) rollover may require spousal authorization, or even TSP requires spousal authorization for FERS to do that transfer. So not all spousal authorizations are bad, but the SBP should at least raise your Spidey sense a little bit to say, “I need to give this a second thought.”
So I think that’s everything application. Let’s talk emotional. Tommy, you and Ben—you know your experience. We had a couple of people. Ben, you had one miss the DRP offer last year and that kind of had a significant impact on them. Tommy, you had at least one client take the DRP offer last year. So just curious to hear your short stories on how that played out.
Tommy Blackburn: I didn’t have anybody miss it. So, Ben, why don’t you—that’s a unique one.
Ben Raikes: Yeah, it was a really difficult situation. There was someone who was uneasy about accepting the offer because of essentially the way that it may or may not look if you accept the offer for the DRP and then someone in management declines it, right? And now you’re continuing to work and you have this shadow cast over you. So for one reason or another, we were kind of at the last minute, the last day that we could accept this DRP offer, and it got missed when they were finally ready to do it. And if you’re listening, my heart goes out to you. We had a lot of really long and good conversations about this and how in the end everything did work out. But this was certainly—I think John and Tommy—just some of the emotional turmoil that this decision had on a lot of people. If you weren’t ready to retire, how did you know if you could go a year early, two years early, three years early? How did that make you think about your lifestyle? You have Mason & Associates that can tell you you can retire, but were you physically and mentally ready to be retired, to not work anymore, to give up your career? Where you wanna do all those things earlier than you had planned? And I think that for our clients, more than the math—”Can I do it? Can I not do it?”—that emotional decision was tough for a lot of people if they weren’t in that kind of “golden ticket” era where, hey, I was going to retire by the end of the year anyway.
John Mason: And this client in particular, they became a client, if I recall correctly, in like the fall of 2024?
Ben Raikes: Mm-hmm.
John Mason: Either summer of 2024 or the fall. So they had just become a new client pretty recently. And then the DRP comes out in January.
Ben Raikes: Yep.
John Mason: And to be fair, they trusted the financial plan. They liked the financial plan just fine. But we know as advisors that sometimes it takes a few years for you to really get comfortable with the plan. We’ll help educate people that they can retire; sometimes they have to be retired two years before they really believe us. So, and this lady in particular had only been a client for a few months. DRP comes out. She hasn’t had enough time—he or she hasn’t had enough time—to get fully comfortable yet with the advice. So I think that just goes back to there is an appropriate time where you want to have somebody in your corner. And even knowing like six months may not be enough because it does take a little bit of momentum to get that financial planning relationship moving for you to get comfortable. Tommy, on the flip side, you had a guy that just basically—I don’t want to overstep—but like, went on vacation for nine months and retired as planned and happy as a clam.
Tommy Blackburn: So I’ve had more than one. I’ve had a few where that’s how it’s turned out, and I’ll try to tell their story succinctly. I think to both of your points, the way this was communicated to people was not well done. The gravity and the timelines that were put on it were not well done either, which I guess is why we came out with 2.0. We’re talking about a career-ending decision: retirement. These are major life decisions; there’s a lot of gravity to it. So people need time to digest, think through it thoroughly, and make sure they even trust it. So that’s all understandable. And same thing, even with the one where you’re saying like, “Hey, he went out and just on vacation, had a good time”—it wasn’t taken lightly. This client certainly was skeptical as well, passed on DRP 1.0. They were a new client, probably similar timeframe actually to the other one you were laying out there. But I think as we talked—because we also talked about “What if we get a VSIP or the different offers that were coming”—as we modeled it out and just said, “Hey, you could take this and it probably makes sense,” then DRP 2.0 came out and they eventually were like, “Yeah, I’m comfortable at this point. You said I’m good. I’m taking it.”
And meeting with them the other day—and we’ve met throughout last year as well—they’re very happy with the decision. So this is one of those silver linings. There’s been a couple of: “I’ve been basically collecting my pay on vacation, more or less, getting used to retirement, getting things around the house done.” And a nice thing that came out of it—we talked about this cash flow requirement and adjudication taking a while—well, you had a year of leave accrue. And so not only now do you get your final pay, you get that annual leave payout. Our cash flow is looking pretty good. We have other things in place, but getting that kind of icing on the cake there going into retirement was certainly helpful. So, a silver lining. A very happy client; it’s turned out well for them. They couldn’t appreciate us any more. Now the spouse is looking to retire early as they’re enjoying what they’re seeing as they peek around the retirement corner.
I think about, John, another anecdote—and Ben—had another client who’s been with us for a while. I say a while, but at least a few years. And they originally said, “I’m not taking this DRP thing. Got a mission to fulfill,” which is not an uncommon conversation we have with clients. So we get it. We respect it. You still had something that you needed to accomplish or wanted to accomplish. Stick around. But then they went on vacation—I think to the Caribbean—and DRP 2.0 came out and they were like, “You know what? Actually, I’m ready. I’m ready to retire.” And so that was then. So it’s also interesting just how life experiences can change, what we’re doing in life can change our perception or how things are digesting. And so they just needed that vacation, that break away from work, I think, to say like, “Everything’s going to be all right without me. I’m ready to take this next step.” And so this again turned out to be a good situation for them: retire and ride out the rest of the year. So definitely good, bad, and ugly stories. But there is some good, and that’s at least as I reflected. I know when we originally were—when all of this was happening and we were digesting it and the VERAs and the VSIPs and RIFs—it’s all very negative and we were just as skeptical. But coming out on the flip side of it, there has been some positives and I think looking to the future, whether or not this is offered again, now we have more data to work with, we have more stories, more clients who have lived it. So I just wanted to share kind of some of those and how this can be a good thing.
John Mason: I wrote down three thoughts. One: audience, we want you to retire as soon as possible, and what that does not mean is as soon as you’re eligible. Those two things are different. So in our mind, what this means is there’s a point in time where there’s a crossover, where you have financial independence, where you can do this and you’re emotionally ready. So retire “as soon as possible”, which means as soon as you have both of those things together. Sounds like, Tommy, together the two of you had several clients that checked those boxes last year.
And then you have what we call or I call a Retirement Armageddon moment, which can be a good thing or a bad thing, but it’s typically like this one thing that happens. Yours was a vacation where the client says, “I just don’t want to go back to work anymore.” For whatever reason, there tends to be these points in time where you just come to this realization, you say, “It’s time for me to go.” Ten years ago, we had a guy that was riding his 10-speed to work in a snowstorm, and he called the office at like three or four in the morning and he was like, “I’m not doing this anymore.” So at least I think yours was a happier story. “I’m on a beach drinking a margarita or a pina colada.” This guy’s freezing his butt off on a 10-speed.
And I think your point also before we hit record was that some of these clients got to “try on” retirement for a year. Meaning you got to get paid, or you were compensated for nine months or so; you didn’t have to go to work, but you likely could have picked up another job or started a second career or found a defense contractor or somewhere where you could have worked effective January 01 of 2026. So it was a really neat trial year. And also to your point earlier—and we talk about this all the time—is kind of staggering retirements for folks. And it is possible for a husband and wife to retire at the same time, a married couple to retire at the same time, but we’ve also seen things like a step-down from full-time to part-time. Transitioning out of the workforce to retirement can be more effective than just cutting loose immediately. Having one spouse retire, get used to life, and then having another spouse retire six months to a year or two later allows them to get used to life. It’s a lot of change, and you’re going to go through a grieving period just like you would losing a spouse, just like you would children leaving the nest. This was a career that you built with the government, and leaving that career to be retired is a grieving moment. Everybody handles it differently. Some people only grieve sadness for so long, but it’s still an identity change, right? So this was kind of a welcome opportunity for folks to kind of try on retirement last year and kind of check some of those boxes. Kind of was part-time, kind of left, maybe went before my spouse, maybe the timeline changed some. So it was pretty unique.
Tommy Blackburn: I agree. Yeah, it was a nice runway for those that it worked for in their situation.
John Mason: Well overall, I guess in summary here—maybe we don’t have a lot more to talk about today and that’s okay—is it all ended up working out okay. There was a lot of skepticism. It was really scary. People were worried that it was going to be illegal or that things would backfire, or they wouldn’t qualify for their 1.1% kicker at 62. But we’re here to tell you, at least in our experience, that there were no adverse impacts to taking a DRP last year. And I guess maybe it’s a new precedent that we have to potentially be aware that these are coming in the future, whether it’s VERA, VSIPs, maybe RIFs in the future, or some DRPs. This may be here to stay and I hope it stays largely the same so we don’t have to learn something new.
Tommy Blackburn: Yeah, and I do think it’s a good wrap of the episode. We said it earlier, right? These are tremendous decisions and not everybody, even having us in their corner, is going to be ready to make that decision. We’ve certainly had those discussions with clients, but I just can’t imagine—or wouldn’t want to imagine—not having that plan in place and not having that advisor who can help you bob and weave and adjust to life. Because for the clients that we could get comfortable and were already working with, this has turned out to be a good, very positive experience. I understand it’s not always going to be the case, even working with us, but that’s just the power there: to say, “Okay, let’s adjust, let’s take a look at this. Where are you at financially, emotionally, what’s important? You want to go spend time with the grandkids? Here’s the plan. We’re good to go.” Have confidence. I try to do everything I can to give you confidence if I agree with the decision, and when I say “I,” I mean we as in the firm.
Ben Raikes: Yeah, you don’t want to be looking for an umbrella in the eye of the hurricane, right? We want to have that plan in place well before these events happen. We can never predict when these things are going to happen. We don’t know if there’ll be another one this year, or there’ll be a 3.0 and a 4.0 this year, but having a plan in place, working with an advisor who can help you determine these things is just going to be able to take that stress and that emotional burden off of you, as well as give you the numbers and say, “Yes, you can do it. Oh, and by the way, based on what you told me, you should do it.”
John Mason: Well, as we wrap up, guys, thank you for another good episode of the Federal Employee Financial Planning Podcast. Audience, be sure to check out the YouTube channel if you’re not currently watching us on YouTube: youtube.com/@fedemployeefinancialplanning. We promise there’s more videos coming there, shorter form content that you should enjoy. If you want to become a new client, you can start that process at masonllc.net.
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