• Project Title:
  • Effectiveness of Postal Service Efforts to Reduce Non-Career Employee Turnover
  • Start Date:
  • Tuesday, February 12, 2019
  • Estimated Report Release Date:
  • August 2019

The Postal Service hires non-career employees and temporary employees to supplement its regular workforce to help reduce staffing costs. The non-career employees earn lower wages than full time staff. The turnover rate of non-career employees is higher than the Postal Service wants. Reducing non-career employee turnover decreases the cost of hiring and training new employees, and lessens the related job-performance impact. Although non-career employee turnover cannot always be avoided, the root causes should be understood and addressed where possible. 

We are conducting this audit to assess the Postal Service’s effectiveness in reducing non-career employee turnover and evaluating the underlying reasons for non-career turnover. 

  • What do you think are the underlying reasons for non-career employees leaving the Postal Service?
  • What should the Postal Service be doing to help retain non-career employees?
  • What impacts have you seen in the Postal Service workplace as a result of non-career employee turnover? 

Comments (229)

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  • anon

    As a noncareer employee of the Postal, I don't think the USPS is doing a great job at retaining those employees. I believe those mainly caused by supervisors with lack of experience. Also, as a noncareer employees we are nor part time or full time with lack flexibility and supervisors abuse that to a great extent even threaten employees. For example, I work at a small office I don't usually work 40 hours except holidays seasons but I no flexibility to go to school or work another part time job to bring some extra income. I think noncareer employees with seniority should be given certain schedule priority or flexibilities. I think if that can happen noncareer would be happier and stay. Right now, as I'm writing this comment the first four (4) of noncareer employees in my office want to leave the Postal that includes myself.

    Jun 20, 2019
  • anon

    I have been a CCA for a year and I have seen pets treated better. Management staff are carriers who could not make the mark so to keep the job they transition over. It took 7 months before I got a uniform voucher because the manager does not like me for unknown reasons. I cased mail for the first time 6 months of being there. Management lack education, people skills , and forget they were once carriers. It’s sad that the USPS allow this and it’s not isolated. It really sucks to be mistreated for a income.

    Jun 17, 2019
  • anon

    I've been a pse clerk for about half a year now and easily bad management is the highest reason for turnover. As i've read with other comments on here for cca's we pse's are also never taught how to do anything then just thrown on the floor. We're told to ask questions when needed but we're given vague answers from the regulars or just rude snappy responses and then expected to produce high quality work in the same time or faster than someone whose been there for years. It's absolutely frustrating and exhausting. And should we not finish in time we're berated by management and co-workers alike. I feel like i've surrendered my life to the post office at this point. In my office we have several pse's yet i'm the only one working 10-12(usually 12) hours everyday 6 days a week sometimes 7. I worked in a small office for my first month just throwing parcels but the next month I worked at a larger office that had a large dock, cfs, box office, the works really. Within the first week I was expected not only to learn how to work the dock, spread flats, box the box section, sort cfs, do premium forwards but to do it everyday (Except for premium forwards which is wednesday only) in addition to covering lunches at another office. It was ridiculous and to top it off I was constantly in trouble for not being able to finish a single task because I was constantly dragged away from one task to another. And even when I finally got a groove going and could do the ridiculous feat of doing all those tasks at the same time my managers would constantly be following me around asking me why it was taking me so long like really? All this while all the other clerks only threw parcels(which mostly consists of them standing there and talking) or worked the window and worked normal hours with all their breaks and lunches intact. Not to mention the other senior clerks are always lazy and barely even show up for work and don't even get so much as a slap on the wrist meanwhile, until just last week, my schedule changed daily 4-6 times. Sometimes I was even at home and managers would call or text me in the middle of the night to tell me to come in two hours earlier or to come in on my day off. Which often times results in me having less than 8 hours between shifts. I feel that this abuse of good employees is why people turn over so quick, honestly i've been considering quitting from this job for a bit now. It's just not worth the money when my co-workers are getting paid the same if not more to do a fraction of the work i'm expected to do everyday. TLDR; Hire competent, willing workers and don't abuse the hard workers. Also fire or find some way to motivate lazy regulars to do their job, the standards shouldn't only be upheld by the non regulars. As for managers, just pick ones that are at least a little bit human? Like remember we workers are humans too we need time to eat, sleep and even wash our uniforms.

    Jun 15, 2019
  • anon

    Here’s what’s happening/happened. Customer service is not a priority to management whatsoever. I have been a carrier on the otdl for 20 years and do a great job everyday, just ask my customers. Problem with new ccas is they don’t get trained properly and have no idea what route they are going to be one daily. Imagine going to work not knowing what your going to do for the day or having any idea of where your going. That’s what ccas have to deal with. Conversely, many of the ccas hired in our office have been, if I’m being honest, totally incompetent people that can’t do the job no matter how much you baby them. The postal service is hiring the worst of the worst available people for the job. Seriously, 1 out of 20 may be able to handle the job. At this moment in time, the job as a carrier has never been easier (less mail, less parcels(next to no Amazon’s anymore)) if you can’t do the job now, you”ll never be able to. Bottom line, hire better people and eliminate people who don’t touch the mail( supervisors, managers) it’s a waste of money that the post office doesn’t have.

    Jun 13, 2019
  • anon

    Correct, Chris. The USPS hires by AA quota, not by ability. This creates numerous problems, without getting the job done. Isn't that grand?

    Jun 16, 2019
  • anon

    I am a current CCA, Initially I was on parcel runs, and pick ups, so I did not get to carrier mail often, and never cased. When I did carry mail, it was for under an hour usually. They then just started having me carry full routes, and case full routes. They gave me a new one every day, with no instructions, park points, where to break DPS, nothing. I got very upset during my first 6 months. I have had supervisors, belittle me, berate me, etc... I think that the post office is NOT effective at reducing Non-career employee turnover. They should raise the wage for CCA's by 5.00 an hour, you should be able to become a career employee within 2 years no matter what, even if you became an un-assigned regular, this way you could get sick time, TSP, and all the other benefits of a regular, like time counting towards retirement. Nobody wants to work as a CCA for 3-10 years or longer with it not counting toward their retirement. That is ridiculous. The supervisors need to be compassionate, and understanding. The supervisors and post masters should be held accountable for their actions.

    Jun 10, 2019
  • anon

    Scheduling - I was a postal support employee for over 3 years until I became a career employee. One of the hardest parts was not knowing my schedule on a week to week basis. I never knew my days off for the upcoming week until Wednesday. It is hard to plan your life when you do not know what days you are off. The postal service wants employees to be flexible to accommodate their staffing shortages and stay for overtime. More often than not, employees were not given a 30 minute notice as required by the contract. Employees with children may need to make arrangements. Communications -- I believe that you need to have an interpersonal communications class that should be mandatory for all supervisors. Employees are adults and should be treated with respect. Employees are not children that you can scream at or threaten to fire. Most importantly, trainers should explain the importance of the job that they are assigned to do and how it impacts the operations. Some career employees believe that they can push work off on PSEs because they have seniority. The tiered system is not fair. I've seen this in various aspects Priority, Mail Processing, Retail Window, and CFS. Job descriptions are the same for a PSE or Career employee in whatever area they are assigned. I am pleased that you have offered PSEs holiday pay for selected days. I'm not sure if they are getting Sunday premiums but they should. I realize that the Postal Service needs to contain costs but we as an organization should strive to be humane.

    Jun 10, 2019
  • anon

    I am a retired VP of Human Resources and currently have a relative beginning as a mail carrier. If you want to get a handle on what is causing so much turnover, take a look at how new employees are treated. My relative was told that work would be 7 days a week for the first year of employment. Not overtime but scheduled short days , but 7 days. Another employee was injured on the job and the accommodation that the post office made was to work from 2 AM to 4 AM sorting mail. Even when they knew this was a single mother with young children. Really? When companies today look at the high cost of training new employees, they try to accommodate quality of life for the employee. No wonder your business is losing money when you treat employees so badly. I have also heard from friends and relatives across the country with similar stories. It is just not good business to mistreat your employees. These practices seem vindictive. You may need to look at the culture that has bred, and continues to breed, this abusive behavior.

    Jun 10, 2019
  • anon

    Mu biggest problem is that the regular for the route Im on took medical leave nearly 2 years ago. Ive worked my tail off trying to better this route because it was in horrible shape. People complained constantly, now after 2 years there is rarely any calls to the post office. Ive had people come in and tell the post master that I made a difference for the better and I have customers to tell me Im the best they carrier they have ever had. Now if the regular doesnt come back at her 2 year mark Im suppose to just hand over the route that i deciated 2 years of my life and have made it better than before to a carrier whos doing an aux route that doesnt know the route and I have to train her . I dont think so!!!!!!! I get seniority i really do, but when a sub of the original route steps up to the plate for 2 years now earning leave, the reg decides not to come back, I think it should go to that sub due to the number of days thats been worked by the sub on that route. Hate to break it to management but I will not train anyone for this route unless its my sub bc I'm the reg.

    Jun 08, 2019
  • anon

    Poor management. No member of management is being held accountable, as a result we have postmasters acting like they are GOD. Pay people a reasonable wage for handing their entire lives over to post office 24/7. Force management to treat employees the way they want to be treated. The results of these practices are high turnover and a beaten down demoralized career employee. Everyone suffers!

    Jun 07, 2019
  • anon

    Here is a thought. How about giving the Rural Regulars the opportunity to work 4 days a week without affecting their retirement or leave. (32 to 40 hrs week). I would love to work 4 days a week. This would give the PTF's or RCA's more scheduled time. Better yet, give all the Rurals their RCA time back towards their retirement without having to"buy it back"! Treat your employees better!!! Secondly- Your management is taught to be abusive and is untrained. Stop putting people in management who have little or no experience in the craft. Everyone hates bullies! Promote and reward the one who has been there the longest and have demonstrated an initiative to lead and understand the craft. Start a reward system for a job well done instead of promoting the idiots and people with a pile of EEO's filed against them! Lastly, your"employee deals suck"! Seriously, put a little effort into it! I would enjoy a free membership at Planet Fitness or other things like that! Fed Ex and UPS have huge discounts and freebies for their employees. Additionally, they receive bonuses! The only bonus I see is one for a manager who has shafted and cheated his employees all year longs so HE can get a bonus! Why can't the bonus be for ALL OF US! 99 percent of us make the USPS look good consistently and we are the ones that are treated the worst! Maybe if I had a pile of EEos filed against me for breaking contracts and bad behavior, I would get a big fat bonus every year and a promotion!

    Jun 05, 2019
  • anon

    Thank you Mrs Johnson.... Of course no one will follow up on your comments... You speak the truth while usps management sends another useless postal pulse out..

    Jun 08, 2019
  • anon

    I have been a cca for 120 days as of June 1st. I am looking for another job. I feel the job is very much misrepresented. If I knew that I was expected to be able to deliver 20 packages and hour with no training on how to accomplish this and that I would be belittled as worthless everyday because "I dont measure up" then I would not have applied. I time my deliveries and averaged between 12 to 15 parcels an hour. In my 120 days I have never gotten an evaluation, not 30 or 60 or 90. I know they dont appreciate my work ethic, ( I delivered 70 parcels while having food poisoning and vomiting every 30 minutes. I arrived at the station with all parcels delivered, and them knowing I was sick, at 6:05 because of an accident and the traffic from that and all I hear is how stupid I am for not being back on time by 6.) So let me get this straight, its more important to be back by 6 then to provide my customers with great customer service by delivering their property in a timely manner. From then on I understood that its not about the customer its about the supervisors numbers, so I am always back before 6 finished or not. If I bring items back I am always yelled at for that too so there is no winning for me, I am always not good enough. In my training my on the job trainer had to argue with the supervisors to give me the allotted 2 hours of casing time and I still only got an hour. The first time I delivered actual mail and not just parcels they gave me an entire route and when I couldnt finish they decided that I would never be able to do it and never gave me even a piece of a route, I just did parcels. I was transferred without anyone telling me, they just said to go to the other office and that was it. This office management is more humane (not great but better than the soulless office) and I am glad that I was transferred. I have done very well at this office and am delivering to mostly apartments and am making my times on those. I am proud of myself for the work I have put into improving and have had great personal growth and I am grateful for that. I just dont see a future for any cca's. They told me I will only be a cca for a year or two and that is a bold face lie. There is a long list of cca's before me. But the horrid treatment only continues even for regular carriers. So the light at the end of the tunnel becoming regular is still over stressed and abused. Why do I want that? I witnessed an out of control screaming match between the union rep and the management a couple weeks ago. This abusive work environment is not what I wanted. I wanted to have a career at the post office but this abuse is unacceptable and get it straight AUDIT TEAM the post office is endemic with abuse. That is unacceptable and it disgusts me in 2019 I have to go to therapy just to earn a living. I dont think the public knows what we deal with and I can guarantee that something tragic (did you forget "going postal" is a real thing) will happen from the anger and abuse that is rampant and institutionalized. That is a tragedy and I cant be a part of it anymore. all this for $1800 a month that know one can live on. I made a mistake by accepting this position but I learn from my mistakes so I say no thanks Im moving on to better happier humane pastures.

    Jun 05, 2019
  • anon

    It's Thankless. I work every Saturday, since 2007. I would like to be able to contribute to the TSP, like the city non career carriers are allowed. There is not much positive and the only time, anything halfway respectful is said occurs in the weeks before the "survey" time. It seems the mgmt is driven by the bonus they want, and intimidate carriers to work off the clock, so that the evaluated times "look good". I should think you'd want to know what real time it is? I even saw a report of leave time at 9a during the Christmas holidays, but when I came to the po at 10:30 to carry half that route, the reg carrier had not even pulled the mail from the case, yet? The point, is that I am expected to accurately report the time, and do it in the same time the carriers have falsely entered on the time report. I enjoy the work and love all my friends on the routes, but I feel all on my own. I know I am there for the carriers and mgmt to, but they certainly do not have my back. It's Dog eat Dog. Pretty Stressful.

    Jun 05, 2019
  • anon

    Everyone here is commenting about being over-worked as a result of being understaffed..... But.... As an RCA for example, you have no schedule, even when post masters know ahead of time that a route will be vacant a day, rather than scheduling an RCA ahead of time, they wait until the last minute to notify you. You aren't guaranteed, but on average one day a week... How many people can live on that? But they won't allow you to get secondary employment because they need you available. There are no benefits, they won't allow you a day off, many times even in the case of death of an immediate family member. If you have work ethic, you get stuck making up for all the lazy employees that surround us. UPS offers their part time employees, guarunteed 17-20 hrs atleast and offers great company insurance! Here at the post office, I have worked for 4 years, missed every family weekend event, making it late usually isn't even possible for splitting routes once you've completed your primary, I come in at the drop of the hat, making it very hard at times to balance family/work. Management wants to tell you how easy the job, meanwhile not being able to complete the tasks themselves. I hear postmasters all the time, saying I dont know anything about the rural side, then why the hell are you running a rural office and don't show any enthusiasm toward learning the rural procedures? I get old people telling me all the time, wow you work for USPS, thats such a great job... Back in the old days... Yes Im sure it was... Today... NO!! Plus, they're paying RCA's 17.78 to start, while minimum wage is raising, and beginning a lot of RCA's lack hours (seems like around here, you work 1 day a week or 7.. No in between) it isn't worth it to suffer heat stress all summer and the colds and bronchitis in the winter! Not to mention, RCA's who have been loyal and commited for years, are making the exact same hourly wage as the new ones coming in, that they're helping to train and bail out so they're back in time for the truck... I can go on, but I think my point is across!

    May 30, 2019
  • anon

    I know from an RCA standpoint that my biggest problem is not earning any kind of leave. I can earn more time off working at any other job than I do at the Post Office. This alone has led me to start looking for jobs outside of the Post Office. From what I have heard all of the starter positions are a good stepping stone but no one wants to wait 5 years before earning a day off.

    May 28, 2019
  • anon

    I’m a regular SSA clerk, I converted to a regular after 3.5 years. I will say that we are always understaffed therefore we are overworked and it gets extremely frustrating. I’ve noticed that people are promoted based on seniority (years of service) and attendance, not based on education, work ethics, and experience. Management is very unprofessional, rude, and unsympathetic. The environment is extremely micromanaged, they will fuss at you versus teaching you and coaching you or offering words of encouragement. It’s not a rewarding job, no such thing as gratitude at the Postal Service. Definitely has a slave/master mentality. Also, not certain about other area but Dallas PSEs and CCAs typically get 40+ hours a week but Dallas is very high volume.

    May 26, 2019
  • anon

    My husband is an RCA. He often works 6 days a week and until 7:30-8 at night. His post office is continually understaffed and the attrition rate is horrible for RCA's. Due to this he is told he can't take any vacation time (unpaid) even if submitted in a timely manner. He's been working for USPS for 4 years already. We have a young son, and I would like him to have to to spend with the family. It's upsetting that the postal service is so non flexible and unwilling to let people take 3 days off in a row. A happier work is a better worker, right?

    May 26, 2019
  • anon

    What I have seen as far as RCA's go the reason for turn over is the long hours, taking too long for a rca to make fulltime at least in our office, not alot of benefit to being a temp. expected more of the temps after route come back and have to take expresses which fulltime carriers gets paid to do but more times then none doesn't have to do, called in most time on days off, has to do the mail delivery as directed not as regular carrier may do, bringing dps to street for instance etc... This is things I see and what I hear from RCA's. Now as far as temp clerks go our office has clerks that aren't planning on retiring for a long time so the wait is to long. which i don't think there is temp clerks at office, or at least working right now! Another thing about RCA's is they don't make it through the 3 month probation cause they aren't fast enough and they have a hard time doing multiple routes, so management lets them go!

    May 25, 2019
  • anon

    Go to any Post Office near you. Watch the official usps video enticing folks to join the team with folks at that PO.. You'll see the city carriers, CCA's, rural carriers and RCA's cracking up and doubling up with laughter.... Pick them up off the floor. Then do what too often OIG audits don't do. Ask the people involved what's the problem?

    May 24, 2019
  • anon

    not very well. employees come in and unit is so short they are put on the floor with no experience, a lot o f expectations and double the work because unit is always short. employees get overworked and disappointed. So they quit

    May 23, 2019
  • anon

    Management does not submit accurate hours worked. Still waiting for supervisors to submit my hours for pay period 07 (March 18, 2019 - 3/27/2019 - total hours worked / trained 33.7. Just today received a partial adjustment for 6.5 hours. Still waiting for them to submit the remaining 27.2 hours. Not to mention missing approximately 8.47 hours for pay period 08 and 1 hour pay period 09. Per accounting department, they have not received from supervisor/management. Management rude when asking about missing pay/hours. Finally resigned. No one can help. Called union - they don't help. Called Shared Services and they said since I spoke to supervisors, PM, union, to call local hr and leave a vm. Called number provided by Shared Services and surprise surprise, can't LEAVE a voicemail.

    May 17, 2019
  • anon

    I a being pushed out or they'll physically have a breakdown..since I won a grievance for reasonable accommodation. I have been harassed bullied because they never awarded me for 20 days. I have been to eeo which really set the retaliation to its highest. One of the clerks that's s.s. has sent a statement t w/o my knowledge she alleges me being sexually harrassed I sent for my retirement package because I have high BP since this happened us lost clumps of hair weight and sleep now dealing w severe vitamin d definceny .I have served 34 yrs

    Jun 06, 2019
  • anon

    Poor management relationship withh entry level position cca's no type of clue on how they shoukd be giveb the opportunity to become good at there craft, its ridiculous when a manager tells you she forgot you're new then she says matbe its her and maybe shes not doing her job right the turns around and fires you.what a joke

    May 17, 2019
  • anon

    I was told I would work 6 days a week, I'm lucky to get 2. Quit another job for this, seems like may have been a mistake. I show up and am told theres no work today, supervisor told me that me be consistent each week. Hope I can pay my electric bill

    May 16, 2019
  • anon

    I have only been a RCA since Oct/Nov 2018. I’ve enjoyed it. I have had the pleasure of working w a respectable Postmaster. I have heard rumors of some Postmasters not being too nice. I know this is for complaints but I wanted to voice my side.

    May 16, 2019
  • anon

    I find the position to be highly abused. I am constantly berated about performance in an office with about 70 routes for not making my casing time. I would stand a chance if I wasn't on a different route every other day. While we waste 5mins every morning talking about some safety print off the supervisor hasn't actually read, but is just reading at us, the true concern of safety doesn't feel like it's there. If it was why would they publish an article telling employees to take a 20 min nap in their car after their shift, vs look at what they are doing to the employee which causes them such exhaustion? Sunday delivery: Most CCA/RCA's welcome Sunday as it's more or less the easiest day of the week. It's also the most abusive to the position. USPS is fulfilling it's profit and congress mandated future obligations on the backs of employees who will likely never see these funded benefits. The pay rates for employees working Sundays should be standard double-time, or some incentive for giving up family and recuperation time.

    May 15, 2019
  • anon

    Failed expectations, lack of knowledge, the feeling of being unvalued, and money is the 4 main reasons people quit. Every one should be schooled on what makes their job important and how it affects daily operations of the postal service. For example, If the carrier knew all the things the Window Clerk go through because he/she failed to follow instructions, or if the SSA knew all the things the Processing Clerk have to go through because they failed to inform the customer, etc. etc, they might care just a tab bit more. They have to be aware that every body have a part to play for the success of the post office. No job is too small to mess up the whole team. They also should be aware of the free training the postal service offers to move into other vocations within the postal service. Encourage growth. Service talks should not only be informative but should incorporate exercises to build team work skills, and other valuable skills. Hire more veterans, that understand there is a chain of command. Give incarcerated people second chances, people that would appreciate this job. Lastly, don't make people pay to work, give them enough hours to support their family or don't hire them at all.

    May 15, 2019
  • anon

    The supervisors are not good people

    May 14, 2019
  • anon

    Thank you for the comments. We will take into account these comments in our audit.

    May 14, 2019
  • anon

    I believe a lot of it is the not being guaranteed full time hours or benefits and having to wait so long to become career.

    May 10, 2019
  • anon

    Current regular rural carrier here, it took me ten years to get to this point, this is actually a short amount of time to become a regular. This statement right here is the main problem, I had to work other flexible jobs and flip items in order to continue to work for the postal service. The job is basically for retirees or people that do not need the money, how many people does that narrow your field down to. Most people do not realize this upon hire, we were told not one thing useful about our future with the postal service and opportunities for advancement, as an RCA there are zero opportunities for advancement until someone retires without switching your job. If the Post Master follows the ridiculous rules set out for RCA's, they would be required to fully insure and plate and also keep in good repair two vehicles with horrible back roads beating them every time they work on basically no guaranteed income, basically they would have to use their entire income just to keep these vehicles in good repair and licensed and insured. I have a 2017 RHD, I bought it brand new with no miles, I dump money into it constantly , during the wet season here I drive through trenched mud holes over a foot deep that are called the roads on my route, this is most of my route even calling the road commission daily, I have to wash my car three or more times a week or there is so much mud in the wheels that my entire car shakes going above thirty. All of this boils down to money and virtually no guaranteed hours, no benefits they can actually afford, every weekend of your life ruined, regulars that refuse to retire, and no other options for advancement without switching to a different job in the postal service. Most, once they figure this out decide to not waste any more time with us, the system needs completely restructured. Not only all of this they are being thrown into one of the most highly demanding, high pressure, high stress job that they have ever done, they come back crying and quit, I'm talking retired architects, engineers, cannot handle the stress of this job and it's just getting worse. Don't back up, be safe, why aren't you done by six, deliver the packages, make dispatch, we won't extend your route over five hundred more packages a week but make dispatch, oh fifteen of them are large and have almost half mile long driveways in the woods, oh the oil company sent out 49 certifieds on your route too trying to buy up land in your area, oh well be safe and make dispatch and be sure the POON is home for dinner. We suck it up and do it, but do you think you are offering really much incentive at all for a new person? Quit leaving the noncareers out on the contracts, you could save hundreds of thousands on training and such if you offered more hours at least that are guaranteed, I know with the union the way it is now they don't want to allow them to work dual jobs, there are two auxiliary routes within fifteen miles of each other in our area, you employ two separate people to do a total of five and a half hours a day because we are in different "clusters." Clerks are needed all over, there are separate jobs for all of these part time jobs, reconstruct, it is not cost efficient. Every route has it's own RCA, in a big office you have many part time workers getting horrible hours, if each regular worked one Saturday a month and took off a Monday you could essentially not need so many employees. There are literally thousands of ways to fix this issue, but those trying to fix it have absolutely no idea what we do or how everything works except for on paper. FYI, I have a Master's degree, I do this job because I enjoy it, I'm not liking that I can virtually never move without someone wanting to switch and taking a huge chance at my career, I was not aware of this until I had a vested interest though.

    May 08, 2019
  • anon

    1. Takes to long to make career. my regular doesn't have to retire for 14 more years if she even retires then. 2. Underpaid and do the same work as regular. 3. 6 days a week sometimes 7 days a week up to 12 hours a day unable to see my family. My husband wants me to quit bc I can't do anything with family on weekends. Maybe do a rotational weekend. 4. Don't get the same amount of benefits as career like sick days or annual along with insurance and 401 plans. 5. This company sucks when your a working mom of young kids bc I have daycare.

    May 08, 2019
  • anon

    One thing I see after having been a CCA for 11 months before converting to career. You have 12 years progression to top scale and in many cities the average starting wage is within $2 of our starting wage. Close that pay gap

    May 07, 2019
  • anon

    #1 Reason the Postal service can't retain people is the entire hiring process takes too long. By the time a person actively is looking for a job even gets an interview they have a job already. What's wrong with the old fashioned way of walking into an establishment, asking if your hiring filling out an application and hiring on the spot? There are so many areas USPS need to get up with the times, this is not one of them. #2 Expecting RCA's to use their own vehicles? Come on we all know it's not profitable with the wage they are starting at and the EMA. #3 Even Walmart offers decent benefits give these poor hard working people that are mostly working well over full time hours affordable benefits. #4 Seven days a week for weeks on end and no breaks in those days for sometimes months. There has got to be some changes made or we are going to go to hell in a hand basket....fast! When I took the job as an RCA 18 years ago I struggled working 2 jobs to keep benefits at my other job. There is no way with the amount of hours these RCAs these days are being demanded on them would I have survived. Let's get realistic and ease up on the micromanagement of the PMs so they can run their office without the stress put on them taking it out on the staff so everyone can enjoy coming to work. It's not that hard to figure out, put the pencils down and talk to your people!

    May 07, 2019
  • anon

    I believe there are 3 major causes to the high turnover of non-career employees. 1. Stress. The job is stressful for a career employee and therefore more stressful for a new Employee trying to learn. 2. Overworked. Non-career employees will go weeks, sometimes months without a day off. Most have families. They need time for family. 3. Poor treatment. They are pushed and pushed and pushed by management and rarely thanked and appreciated. The lack of appreciation is also seen in the lack of days off.

    May 07, 2019
  • anon

    The post office can protect its investment by requiring all new hires to sign a training contract, which allows the post office to retrieve the cost of training if the new quits and at the same time prohibit firing in the 90-day training period, except for misconduct and stealing. The amount of training can be garnished from income tax, paycheck with new employers, or installment payments can be made. The purpose is to hire people and not loose. The 90-day probation period should be 90 days of training and shadow training. You want your new hire to have access to plenty of experience before they are allowed to touch ground alone. You don’t set people up for failure by expecting them to know everything about the job within a few days of training, because the company loses too. The post office is a delivery service, so why aren’t mail vehicles equipped with the necessary tools to allow new hires to do their jobs like navigation devices. Why would you expect a new hire to deliver on different routes a day and the truck isn’t setup to follow the DPS on a navigation device? The post office needs to contract with Tom Tom or other navigation device companies. You want the navigation device to be able to save routes, so if the post office has 60 routes you can pull up the exact route and began to follow the DPS. If an address can’t be found on the navigation device then it shouldn’t be allowed on the route until the zip code or whatever is causing the error is fixed. All veterans should make regular within 90days thanking them for there service. Every worker wants access to benefits and usually that starts right away for most jobs. Probably every postal worker has access to heat and air conditioning in their own vehicle, but when you drive a mail truck, you don’t have these necessary elements that help people do their job better. Therefore, anybody with options is going to use the post office as a stepping-stone to move over to other jobs. There are many $17hr jobs paying people temperature-controlled environments. People who don’t have a glamorous resume are more likely to wait it out with the post office or veterans who are used to working in all kinds of environments inside and outside. In HR the post office can be more professional by keeping candidates up-to-date about the process of their applications, especially those who signed employment offers. A weekly update is sufficient to let candidates know that the post office is still interested. You guys need to fix the Union to be able to get rid of bad employees. You can save the post office money by kicking people out who deserve it and are making the highest rates. Why not pay someone at the entry rate for the same work, but a better attitude? More good people could make regular if you spend time firing all the bad apples and saving the post office some money. I’ve seen some 30yr employees make the post office look bad. If you know that a coworker in any postal department came to work drunk and don’t report it then you should lose your job too. Postal workers creating a liability for the post office should be fired. Until the post office start looking at ways to secure its investment then they will continue to lose.

    May 06, 2019
  • anon

    Employees are encouraged to work off the clock by management in order to show lower office hours by management. In turn this creates unrealistic standards that management must try to improve upon in order to get bonuses or pay raises for productivity. The system promotes dishonesty and fraud from the district to local offices. I have proof of this repeatedly in my office. Come interview the staff. Bring your lie detection equipment. It's not hard to find.

    May 06, 2019
  • anon

    Twenty years of Honorable military service in the United States Navy (Personnel), Bachelor's degree in Business Management, a hard charger, team player, always ready to go above and beyond the call of duty... Here you go, thank you for your service, congratulations on your degree, and we definitely appreciate your work ethic and will sure to take full advantage of you until you can't take anymore, now start at the bottom all over again, for $12.00 an hour, 6 days a week, with forced overtime. (I'm I still in the military!?) Oh, and you'll be working Tour 1 where you don't get a chance to see your children except for a few minutes in the morning before they go to daycare (Twin 17 month olds) and school (13 year old), or a few minutes in the evening after you've slept all day trying to recuperate from last evenings work. And my poor wife, we have no "us" time anymore. My day off is on a Wednesday, she works Monday-Friday, she's tired as hell all through the week, working and trying to take care of home! I have a few solutions if you're willing to hear them.

    Apr 30, 2019
  • anon

    Employees are made to work 10-13 hour days 6 days a week. Forcing them to go to other office some office it takes forever to become career. PM are forced to treat them that way

    Apr 29, 2019
  • anon

    Thank you very much for your reply.

    May 01, 2019
  • anon

    I was hired as a PSE 3 years ago to run a little rural PO out in the stix...30 miles from the main PO in Shingletown. They could not get anyone that wanted to travel that far in the snow and weather. I checked the place out and fell in love, they hired me and I was there for 3 years, then they decided i needed to become a PTF, and remove me from my post. I tried to decline the "promotion" but am being forced out of my office and to the loading dock in Shingletown, They are an Amazon drop. Mind you, I was 58 when they hired me and I am now 62, with my boss harassing me all the time to step it up . I would never have applied for this PTF job. I did my hard labor 30 years ago in machine shops and warehouses. She has been with the PO for 30 years 10 years at this post, so she can run it in her sleep, and she expects me to be able to do the same after a few days a week...I put in about 9 hours a week there training and still work my Old Station post. I have pleaded to the HR, and the Union rep to no avail, I have to take this position, even though my boss has made it perfectly clear that she needs someone younger, stronger, faster. I drove 60 miles round trip to my post, 6 days a week, 25 hours a week, in the snow and white out conditions, rain or shine, happily without complaint and I NEVER called in sick in 3 years! I don't want to leave this post but I am being forced. No one ever said that this could happen, I had just assumed i would retire there a happy old lady. Maybe leave employees where they are happy at and you wouldn't have such a large turnover...the extra money is not worth the hard labor I'm required to do. I'd rather stay at the PSE pay and be happy.

    Apr 28, 2019
  • anon

    Why they usually turnover? Meaning that you got them to be hired. Usually they realize its not the job that was portrayed or they expected, Usually multiple stresses leading to a overcome or quit. This is where fellow employee or management can be very helpful or just the opposite as many experience. clashing with the new employee. Non-career turnover just leads to more delivery problems, no one to pick up scheduling mess, OT, and negative workforce/place. HIGHER RETENTION should start with good hiring process. Well laid out job duties and average expectations. Finding people that would fit or being will to fulfill those roles. I know it varies but a general idea, perhaps a QA for common questions FAQ perhaps ANSWERED by the crafts not just management and hiring as they do not know it as well as the craft employee them-self, not just 1980 style class ed videos. Felt more like a how to video session where you try to learn it yourself where as a experienced instructor could progress you much faster but you still have to be willing to put in the effort. More field training/onsite as each PO seemed to have they own era or program their office was in data form and application wise plus actual experience as benefit. Also give them a real goal points how can you expect to retain non-career as its basically in the title itself. Feel its a messy position as you want them to do career things but throw them into a non-career spot, leading to conclusion a pointless long term position should be a set conversion most managers I talked to even said probably 2 years, which shows what it should be but its misinforming most of the time. I know hiring isn't easy esp with not as many as you expect can pass a drug test without faking it at least from what I've heard from hiring reps. Plus most of our jobs are labor intensive leading to quickly question is their health/time worth this amount of x. Spent like a hour thinking while writing this and trying to format slightly better, Good luck on finding some good help. Man someone find me a better worked better paid position. High spirits, xo B

    Apr 26, 2019
  • anon

    I work in New Jersey and see supervisors and carriers swiping people in and out of work. Is this normal. You may want to pay a visit to the 08879 area unannounced.

    Apr 26, 2019
  • anon

    Tyler Texas PO's work RCAs 7 days a wk. They usually do not serve primary rt thru probation. Instead, they are "thrown to wolves" for lack of better statement. Our attendace/high call in rate results in multiple routes down. This leaves no choice but to place "a warm body" on one or more rts on a regular basis. It is not uncommon for RCAs to work 10-12 hr days AND have Postmaster or other mgmt making deliveries. So often, people are on rts they do not know (which is part of the job). However, it is frustrating when it is dark and the workfloor environment is not friendly. I've heard a supervisor say "Google the 1st address then follow the mail". We do have options in retaining RCA's. Give them a chance to learn the job. Provide tools such as a 4003 with details. Our supervisors have been unable to print detailed 4003. This detailed report is important as it should relay info on dismounts, gate access codes and other info. I think it is in Rural Mail Count program, may be called Inspection 4003. It's been too long since I've used it. Also, take advantage of the public, make them aware that we are looking for quality people. A little marketing goes a long way, especially when it's a free PSA on the local news. Yes, I understand a little weeding out will be necessary but worth it. Our city may have posted 10 times over last three years. It seems the opinion is all the smart people already work here and everyone quits because they can't do the job. Perhaps we need to make an effort to reach quality people. Not to discredit our staff but sometimes it's best to look beyond a friend of a friend. Postings when up are posted for 5 days if we are lucky someone might see it. Tyler has forced a formula on the rural craft. Creating career positions which has not relieved any stress on RCA's. In fact, quite the contrary as one body still equals one body, even if they are allowed to be assigned to 5 routes. I'd also like to suggest that USPS leadership contract temporarily with retired postmasters whom were successful in their positions. Unfortunately, our knowledgebase just doesn't know the jobs, details and responsibilities to which they are assigned. I'd further profer that starting with mail processing and transportation also impacts RCA's and all personnel when trucks are hours late day after day. As an after thought, I'll suggest the rural carrier academy classroom time be reduced and the new employee be given more time with regular of assigned route. Knowing classes of mail, endorsements and forwarding protocol is best learned through real handling of the mail. I will be glad to have a real and positive conversation about this issue.

    Apr 25, 2019
  • anon

    What do you think are the underlying reasons for non-career employees leaving the Postal Service? The number of hours worked per week and the number of days in a row that you are required to work. People don't want to work 10-12 hour days for weeks on end with no days off. I'm not sure why the USPS can't understand this. Managers and supervisors that mistreat employees by yelling, through manipulation and fear mongering. Treat people the way you want to be treated. What should the Postal Service be doing to help retain non-career employees? Provide a normal work schedule for all employees. I don't mind having Saturday and Sunday as part of my normal work schedule, as long as I get days off during the week. Firing managers and supervisors who abuse their employees. Currently, all the USPS does is play a shell game by moving problem supervisors and managers to other facilities. Treat people the way you want to be treated. What impacts have you seen in the Postal Service workplace as a result of non-career employee turnover? I'm a CCA and think that this question can only be answered by regulars who were there prior to CCAs being brought on board.

    Apr 23, 2019
  • anon

    Yep! This is accurate. Post Masters are intimidating, and you'd be shocked the things they actually say to employees.

    Jun 05, 2019
  • anon

    Very well said. This guy is right on the money. Bad management, no feedback, and unrealistic expectations by the boss.

    May 07, 2019
  • anon

    There needs to be better training available for employees. Every employee hired in as a clerk used to watch the DBCS training video at orientation. That's gone. All of them should be given access to to their own ACE id and HERO account to create a better training atmosphere similar to the window clerk academy were employees get interactive training.

    Apr 23, 2019
  • anon

    These new employees need to be treated with the respect and dignity supervisors and managers. While there are a few good supervisors and managers, sadly the majority create a hostile work environment ran on threats of discipline instead of incentives for employees. The culture of the USPS is the problem as the second a new employee gets hurt or has a legitimate emergency and has to call in they are terminated. With these situations high turn over is unavoidable and with the level of social media soon the USPS will be known as a horrible place to work throughout the country which means only higher wages will bring new employees in... TREAT EMPLOYEES BETTER!

    Apr 23, 2019

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