The Bureau of Prisons (BOP) has maintained a pattern of awarding substantial financial bonuses to its top executives while simultaneously implementing pay reductions for line-level unionized workers across the nation. This disparity occurs as the agency's leadership publicly advocates for increased officer compensation. While BOP Director Colette Peters has testified before Congress that correctional officers are underpaid, her administration has concurrently approved executive bonuses and cut critical retention pay for frontline staff.
At FCI Thomson in Illinois, line-level workers received notification just before the 2023 Christmas holiday that their 25% retention pay would be eliminated. This pay program was designed to retain experienced personnel in challenging work environments. Meanwhile, documents obtained through the Freedom of Information Act (FOIA) reveal that senior BOP officials received significant bonuses during the same period. Former FCI Thomson Warden Thomas Bergami was awarded a $14,000 bonus, Acting Assistant Director Alix M. McClearen received $20,000, and North Central Regional Director Andre Matevousian obtained a top bonus of $30,000.
The contrast between executive compensation and frontline pay cuts has sparked renewed criticism of BOP's budgetary priorities. While administrators, wardens, and other management staff enjoy bonuses ranging from $14,000 to $30,000, unionized public safety workers face indiscriminate pay reductions. This situation persists despite Director Peters' congressional testimony emphasizing the financial struggles of correctional officers. The agency's allocation of funds appears to favor executive compensation over frontline retention incentives.
This ongoing disparity has strengthened calls for legislative intervention through measures like the Federal Prison Oversight Act, which aims to ensure more appropriate distribution of BOP resources. Advocates argue that without external oversight, the pattern of executive bonuses coinciding with worker pay cuts will continue. The situation at FCI Thomson exemplifies a broader national issue where BOP leadership benefits financially while reducing compensation for the unionized workforce responsible for daily prison operations and public safety.
The FOIA revelations about 2023 bonus payments occurring alongside retention pay cuts have intensified scrutiny of BOP's internal financial decisions. As the agency manages its budget, the prioritization of executive bonuses over frontline retention programs raises questions about resource allocation within the federal prison system. This development highlights systemic issues in how the BOP values different levels of its workforce, with significant implications for morale, retention, and the overall functioning of federal correctional facilities nationwide.
