Few businesses are happy when employee turnover is high. It’s usually a sign of lackluster employee engagement, and it’s expensive to hire and train new workers. Keeping an eye on employee turnover rates and what may be causing them to rise is generally a good business practice.

We recently looked at the U.S. Postal Service’s effectiveness in reducing turnover for a particular class of worker – non-career employees – and evaluating the underlying reasons for the turnover. Non-career employees are temporary workers who don’t receive the same benefits as career employees, and they’re not always guaranteed a set schedule. The Postal Service hires non-career employees not only to supplement its regular workforce, but also to provide greater scheduling flexibility and reduce staffing costs.

Management estimated USPS saved about $8 billion in labor costs from fiscal years 2016 to 2019 by using non-career employees. The good news is non-career turnover decreased from 42.8 percent in 2016 to 38.5 percent in 2019. However, that still exceeded the Postal Service’s 2019 target rate for non-career turnover of 34.08 percent.

We also found that USPS didn’t measure the cost-savings associated with reducing non-career employee turnover. Moreover, management hasn’t developed a single, national strategic plan for recruiting, hiring, and retaining non-career employees.

The three top reasons for leaving that non-career employees cited in exit surveys were inflexible schedules, physical demands, and dislike of supervisors. While management said it paid attention to exit surveys, we found there was little effective follow-up on addressing concerns.

We made two recommendations: Management should develop a national strategic plan for recruiting, hiring, and retaining non-career employees, and it should also measure cost-savings associated with reducing non-career employee turnover.

What do you think the Postal Service could do to lessen turnover of non-career employees? Tell us in the comment section below.

Comments (53)

We welcome your comments related to the topic on this page. Complaints about the Postal Service, including lost, stolen or mishandled mail, that are unrelated to the content on this page, will not be posted. Please visit the Contact Us page for information on where to file formal complaints with our agency or the Postal Service.

Leave a comment

CAPTCHA
This question is for testing whether or not you are a human visitor and to prevent automated spam submissions.
  • anon

    Reduce the workload!!! Walking a full route (15 miles), just to get back and be told to grab another 8 mile walking push works fine for a day. But not three or four or 25 in a row. Treat non-career employees with respect! Stop talking down to us as if we are expendable. Stop asking us to do more than the career employees and in less time! Do this full (evaluated) route, plus this 45 minutes of the auxiliary route. And be back early for another push. Really? And if you aren't back early, you will be written up for being slow. REALLY?!?!?

    Apr 04, 2020
  • anon

    The management is the reason that the lost office is in trouble. They set heartless, and ride people. They don't encourage, and they don't offer you assistance on long days.

    Mar 29, 2020
  • anon

    There is no courier in my community. How can one become a courier? I need your advice. Thank you

    Mar 20, 2020
  • anon

    650 mail boxes , 150 parcels of every size....this is the start of turn-over. WHO is going to work like a dog for $18 hour?? NO bathroom on route. NO food/drink because both hands are full of mail/parcels/scanner. And then get yelled at for not being done by 6pm??? C_R_A_Z_Y town. When I started there was 200 mail boxes, ZERO parcels/no scanners. The route is exactly same 20 miles BUT now 650 boxes. AND the new carriers need to use THEIR OWN CAR. Who has a "beater" ??? no one. Alot of people lease and they cannot take chance of damage. OH< and what insurance company is going to cover you /your car car/ the other driver, when an accident happens on the route ??? We can only hire those who have a car to wreck, not someone who doesnt have a car and has great work ethics, etc. AND NOT ONE new mail truck has been built and most of our fleet are 25 yrs old.

    Mar 12, 2020
  • anon

    I'm a pse and waiting for a career position. Its hard when you know that some ppl are there to just be a body at work and don't care about moving up. I am wanting to move up and am dedicated to my job and I have to wait til something comes up and that still depends on senority.

    Mar 11, 2020
  • anon

    I won't go into the issues of abusive management, I believe the other commenters took care of that already, but I will address another issue- The hiring process. I did a lot of hiring work for the Philadelphia District a few years back. The biggest issue we had was where the candidates lived in relation to the jobs they were applying to. When we would post a job, people from the city of Philadelphia would apply for positions 50 miles away. We are forced to hire them because they said they can drive to the job, but when the first snowstorm hits, or they get tired of driving they quit. Would you want to work a job that has no benefits 50 miles away when you are spending half you paycheck on gas? Make it a requirement that the candidates must visit the offices that they are applying to so they know what the drive is like.

    Mar 10, 2020
  • anon

    I would like to think that they should b able to shadow before actually putting money into someone that isnt willing to put forth the work ethic we need... Its not a job for just anyone ...you have to b willing to sacrifice and maintain many different types of conditions ..

    Mar 09, 2020
  • anon

    Every single manager should be taught the basics of what the brilliant Dale Carnegie wrote. HOW TO WIN FRIENDS AND INFLUENCE PEOPLE! These are the basic skills folks!

    Mar 04, 2020
  • anon

    I have been a PSE 360 in my facility going on 5yrs. It's sad that we work 6days 40 plus hrs with no signs of conversion in sight. We have had at least 20 or more clerks leave the facility and jobs have been rescinded. It's hard because you dont wanna give up because you have come.so far..but who wants to work 6 days for the rest of their lives and not be career. You hate to leave and go somewhere else for less pay just to have two off days..and its said that the Pse's are the ones making the building thrive.

    Mar 03, 2020
  • anon

    I have an MA in Ed. as a Reading Specialist, but because of a series of unusual events I then spent eight years as an RCA/substitute teacher,(K-12) then over 22 years as a regular carrier. I was also a rural carrier trainer for eight years, and in fact trained at least five people still working in the office from which I retired. I observed many, many RCAs come and go. The number one way to keep them is to properly train them. In FAR too many offices new RCAs would report to the new office, get a day or two of “training” which might not even involve a regular carrier taking them out on the route with them(!) and then report the third day and be told to carry a route they’d never looked at! They didn’t know the direction of travel, the case, nothing. Retention of employees is never enhanced by asking a new hire to do something as intense as case 18-20 feet -or more-of mail on a route one has never seen, drive and deliver a route one has never driven, deliver the parcels that won’t fit in mailboxes to porches, although on rural routes often one does not know where the house sits compared to the four driveways one can see from the box- oh, and be back by five! Carriers need at least THREE intensive complete days with the regular carrier on ONE assigned route, and then time -a period of some weeks, or months are better!- to get comfortable with the process of casing, pulling down, and delivering the SAME route. I have known carriers who were assigned to three different routes in three consecutive weeks, with only the single day spent on any of them. Most often new carriers will be so overwhelmed they never successfully complete delivery on any of the routes, and when threatened by managers that they aren’t doing well and that they need to “pick up the pace”, simply resign. Managers need to abide by the training guidelines. Give the new carriers a chance to succeed and the USPS will not spend nearly so much money training ... carriers quitting...and then training again, over and over.

    Mar 03, 2020
  • anon

    Hi Lorna, Thank you for sharing your experiences and suggestions for training improvement.

    Mar 04, 2020
  • anon

    I would suggest that the postal service go back to the old way of hiring. Let each individual office hire their help. This fast track is not efficient and the results are no hires. Or they need to let the potential employee know that no you aren't guaranteed hours, but you will get hours. And the non career jobs are the stepping stone to career.

    Mar 03, 2020
  • anon

    USPS Inspector, Are you reading the statements your postal employees are telling y’all?? Why can’t people get any help at their post offices? Why can’t employees be treated fairly and with respect. I don’t believe one of you up here at the top, would put up with the crap we put up with. Postal employees are informing you on crime, theft, workplace abuse, and so on to help the USPS. But if anyone notifies y’all of a crime or violation- that person is fired. The individual should be rewarded, because they are help, helping to prevent people stealing time, cheating hourly on routes, clerks not punching in, PM cheating on time cards, so on and do on. This is were the USPS is loseing money. No one is accountable. Pm is more concerned about getting his bonus than fixing light is lobby, even when customers complain about light being out for months and months. Oh that’s okay inspector, let a customer come in the lobby at night and get their mail and become a victim of violence or worse be killed and the victims family sue you, then something might be done; or put up the ceiling tiles so employees don’t have to breath in thermal glass installation, or fix the back door of the loading dock instead of having a bungee cord to hold it open, or fix the toilets instead of having to get a bucket to flush the toilet, or fix the mini blinds instead of having a missing mini blind, take the flag down when your suppose too instead of leaving the American flag to fly all the in even in bad weather, put away APC when finished so Carriers can actually push their buggy’s in, instead of having to push APCs out of the way, keep the office clear of hazards like buggy’s, APC strolled all over office Incase there is an emergency and employees can get out of the office. Lol... not at our office. I use to be proud of where I work. Heck, the PM so lazy, would put his coffee grounds in the water fountain, instead of washing them out in the bathroom, had to tell him to stop because he was stopping up the water fountain. You don’t throw away coffee grounds down a small water fountain drain. He leaves empty coffee cups all over office, tubs and trays never put away, left all over office. Can’t get into storage room, supplies thrown in closet, air conditioning filters has never been changed, employee finally just did it so not to burn up the air conditioning unit. Management has no business being in his position. This is why the Post Office has a bad name. People are put in position because they are a buddy of someone, instead of experience and or job performance. We have an employee that won’t come to work, she only works 2 months out of the year, then she is gone for the rest of the year, this has been going on for over 5 years. PM does nothing. You can see her on FB or Twitter having a good time, going out, not sick, pM still does nothing. Instead, PM runs her route during week and on Saturday runs both city routes. He won’t hire anyone, so he can give hours to his friend who is part time, but the office suffers, how? You can’t get in his office, trash every where, papers on floor, papers stacked on desk, boxes stacked everywhere, routes not ever evaluated, people not being paid correctly, policy not being posted, no stand up talks, no employee training meetings, oh but his friend signs off on them, while we never see the videos we are suppose to view and be paid for. He’s a city carrier now, not a PM. Employees in the office are angry, tired of the discrimination, poor working conditions, no policy, no structure.

    Mar 03, 2020
  • anon

    First, non-career employees doesn’t mean slaves. It’s bad enough we are not paid equally but have the same if not better work ethics that the regulars. To reduce the turnovers try changing the environment after the supervisor have gotten one too many EEO complaints it’s not the employees at this point. Secondly, REMEMBER THEY HAVE A FAMILY AT HOME. Last but not least those unheard of three hour lunch breaks and work came threw the door before lunch. Mostly, PROMOTE no one wants to work with no potential of GROWTH

    Mar 02, 2020
  • anon

    Proper engagement is the first thing to improve employee turnover. Fact 1 Majority of management is either not trained properly or just does not care. The model in a New Jersey Plant where the Plant Manager let the employees run there operations as a team with awards and fun competitions should be spread across the country. The business model the USPS is using now is just like a retail enviornment. There is nothing that the USPS offers to make the newer generation stay. If you mistreat the workers they will go some place else. Fact 2- every employee who comments to help make the USPS better falls on deaf ears and the USPS has not done anything viable to correct the problem. Less writing more action.

    Feb 27, 2020
  • anon

    Thank you for the positive experience example. As noted in our report, supervisors not treating people with respect /poor management skills was the top reason for non-career employees leaving the Postal Service according to our Audit Asks web page discussion.

    Mar 03, 2020
  • anon

    Among many other things (like those exposed here), you can start by converting to regular carrier every CCA that has been dealing with this nightmare job for over 36 months in a row (and eliminate relative standing criteria). Non Career Employees represent about 20% of the USPS workforce and those with over 36 months in service should be rewarded, not disenchanted.

    Feb 26, 2020
  • anon

    The people in charge at the post office , number one WAY to much management, two way to many who do not respect the employees, three no accountability management protects each other when they are doing immoral and illegal activity, I have personally called the OIG and the inspection service and sent emails to both about this , how many people responded to me ? NONE , also management rules with and iron hand with an air of invincibility ,Google Richard Erikson , he was fired from the post office for excessive military leave , it is federal law to have your job when you get back , but not at the P O , he fought them for over a decade , ridiculous, so he is good enough to be in our armed forces but work at the post office , people in management should of lost their jobs over that , how about the 1.5 million dollars they had to pay the artist of the Statue of Liberty at the New York New York hotel in Vegas , someone put that picture on the stamps instead of the real Statue of Liberty and the artist sued and won, bang up job ! , also the people in charge do not car about being fiscally responsible all they are hammering us with is trying to keep work hours down , with less plants less clerks , old outdated equipment and of course those 30 year old relics we deliver in , should of bought a new fleet of truck instead of those flat sorting machines , I could go on for years but enough said

    Feb 26, 2020
  • anon

    Preach brother....agree 100%

    Feb 28, 2020
  • anon

    I am a supervisor and have been for 5 years. One reason I became a supervisor was to make a difference in the way management mishandled employees. I've had ALOT of awful supervisors myself. I recently was mistreated by my manager and it is so sad the way people are treated. Ive been with the postal service almost 14 years and for the first time I'm considering a new place for employment. Upper management turns a blind eye to ppl being treated unkind and it will ultimately be the demise of the USPS. I say this with a heavy heart but most of what you read about the postal service is indeed accurate.

    Feb 26, 2020
  • anon

    This is happening to me as I write this comment. I was hired as a non career employee. Scheduled to work out of a small 4 hour office. This is the perfect job for me I'm 61, 4 hours in the morning, with occasionally helping at another office in the afternoon, I'm extremely happy with my job. An opening came up at the other office I help out at. So they offered it to me. I don't care to work a split shift there. Also there are others who want that open position. Back to them offering me the position, if I refuse to accept the job, I HAVE to resign. No option to stay in my little office. My last day is Friday February 28th. I haven't even been here a year yet. They spent loads of money training me last summer. Now, it's all for naught. What a waste of money. I can't believe it. I do not want to be a career employee. And from what I hear, no one ever wants to stay in this office BECAUSE it's Not career. Except me. I want to stay, but I'm not allowed. I'm from a central Minnesota town. Wish me luck finding a new job. It's sad, I was extremely here in my little office. Oh well, their loss I guess. I'm an awesome employee, extremely reliable. Can work on my own with very little direction. Not afraid to ask questions when I need to. Anyone out there need a morning employee??? You wouldn't be sorry hiring me!!!

    Feb 26, 2020
  • anon

    So sorry to hear that, ZI was considering transferring to a smaller p/t 4 hour office instead of retiring but I don't wish to be "farmed out" forceably to another station....

    Mar 04, 2020
  • anon

    It has been known for ages. Casual employees are overworked. The solution is to have employees work only 8 hours. Overtime can be voluntary instead of mandatory. People have lives as well as families.

    Feb 26, 2020
  • anon

    Make all new hires career.

    Feb 26, 2020
  • anon

    It's pretty simple. A modernized version of the "holiday help program" would go along way in solving all 3 issues. Just take that model and expand it year round. More people = better scheduling Better Scheduling inherently = Less physical demand + time to rest..... so More people + better scheduling + time to rest = Employee retention ×3

    Feb 26, 2020
  • anon

    I am proud to work as a United States Postal Service letter carrier. I love my job and what it represents to the American public, and Im proud to work alongside my coworkers who are tough honest American Citizens with the grit it takes to be postal workers, clerks and Postmaster included. I am currently qualified on 70+ routes and 6 years USPS non career RCA waiting for someone to retire (or give up) to get same benefits as my neighbors in the cases next to me. What??? Worked 7 days a week as many as 20 hours in a day, my first 2 years. What family man or woman can do that? Was hired with 36 others. Only 3 left in 6 months. Then came Sunday. So now I gave up family and God too. I make same hrly rate as anyone starting today with no experience. What??? If I do a good job and make eval Im sent back out again so that that new guy is now splitting a route and making twice the hourly evaluated rate that I am. You're wondering about morale? You must have never delivered mail in your life. Perhaps thats the beginning of the problem, should be required for all management. WEAK UNION! Dont bother calling them. Forget training academy. Train on the job that will save $7,000 per new hire and weed out the ones that thought they were just going to be driving down the road sticking letters in boxes. Do away w Amazon. Profits look good on paper but since they are at the first of the week we are in overtime by Wednesday. SIlly boys. And they kill us on workers comp claims too since everyone has their dogs outside on Sunday and your dismounts have quadripled during the week increasing slips trips falls and lifting injuries. Forget giving Regulars Saturdays and Mondays off. You can reduce your sub workforce by a third. This will force Regulars to use all those sick and annual days before retirement if they want a consecutive day off and make non career way more attractive. Reduce or get rid of sick leave, no corporation in America is that generous. It has had greivous effects on the postal population and the payout makes the postal service bleed money. Good luck to ya.

    Feb 26, 2020
  • anon

    I am a 26 year veteran of the USPS along with a veteran of the Army. The past 5 to 10 years the turn over has to be a big joke. New hire 's are untrained, under paid, and uneducated. Paying them less with no promise of a career is jeopardizing the sanctity and security of people's right to quality service. Too many over payed supervisors don't care about anyone but themselves is the death of the Postal Service.

    Feb 26, 2020
  • anon

    After 33 years l have seen the carrier craft get worse and worse. Most caused buy Washington and Reginal managers that are making unrealistic demands that cause the abuse . These folks care about nothing but bonus checks and know they are never going to be questioned. Also Amozon caused a lot of management problems and over worked carriers. Good luck to the newer employees.

    Feb 26, 2020
  • anon

    The biggest problem is the lack of respect, on both parts. CCA personel expect respect to be earned, and supervisor/management demand respect regaurdless of their actions. It is hard to follow someone if they are not respectable, accountable, and knowledgeable. If work assignments do not flow as expected the blame is placed onto the carrier or clerk. Supervison dose not own their lack of knowledge or physical demands on the class below them. I have heard numerous supervison staff referred to people as just carriers, CCAs, or clerks. These comments were not made by a single supervior, but by most I have worked with. The only aspect that managment is concerned with is time even though they will work you 7 days a weeks and not understand why you need a day off. I have been asked to reschedule medical appointments and planned trips so I coukd work instead. To corrwct this these and many other issues within the postal system, I would suggest a deeper management training system. Expand on interpersonal relations, green and yellow belt training, route cause analysis, and trend analysis. The green and yellow belt projects can be worked by both supervision and suborninate teams with management oversight. Management can work on black belt projects with district oversight. I would strongly suggest that all supervisors and managers read The Toyota Way. It is the bases of most modern manufacturing. We must work as a team with a respect for eachother's assigned responsibilities. Right now it is just a blame game and a disrespectful game at that.

    Feb 25, 2020
  • anon

    Management is the main problem!!! Unqualified and poorly trained to supervise. The majority truly do not know what they are doing, and therefore hide their ignorance by being mean and nasty to the descent employees they are tasked to supervise. Employees have to work to make a living, so they have to tolerate this sick behavior. Supervisors are all trying to move up, so they will make more money and have a higher 3 years earnings at their retirement. A postmaster makes way too much money. Most of the time they leave early, or are at the District in a meeting. All upper management in the District, Area, and Washington are way over paid too. No one speaks up because they are all making more money than they should be paid. Employers, not just the Postal Service want to pay the workers who do the real work so much less for their work. Management paid so much more. Modern day slavery. America wake up, don't let employers pay people so little for their work. When a business pays their employees so little, then WE ALL PAY THE PRICE! HIGER TAXES! Those workers earning so little then have to apply for public welfare. Make employers pay a fair living wage!!!

    Feb 25, 2020
  • anon

    I feel that a major problem is that the bad employees are allowed to do whatever they want with no repercussions and the good workers have to pick up their slack with no recognition. If I didn't have 22 years in I would have quit too. In our office we have a PSE who admitted she would sleep on the clock when no one else was in the building and instead of disciplining her they just changed the schedule so that I had to come in at that time instead of her because she can not be trusted to work unsupervised. That is also the reason I, a career employee with 22 years seniority, have to work every holiday instead of the PSE who has just over a year in. Why would anyone deal with that when they could go to almost any factory and make almost the same pay as these non-career employees make?

    Feb 25, 2020
  • anon

    Management plain and simple. For the love of god make them accountable for there hours and what they do all day. Make sure you hire compassionate people who actually give a damn about the employees they are in charge of.. everyday I could show you numerous managers wasting time and money not being productive. There are so many level 18 offices that should be made into a RMPO office for a ntft clerk to run you would be saving money across the board your paying a pm and a clerk for what just a clerk can do. Cut out some management you would start saving money. As far as how to keep Employees regardless of the position start with cleaning up management.

    Feb 25, 2020
  • anon

    The whole idea of PSE, MHA etc as a path to career has been a failure. Go back to casuals and new hires brought on as PTFs

    Feb 25, 2020
  • anon

    took the buyout in 2013 so maybe things have changed but the culture at my station was toxic. We got used to it but it took a new hire to open our eyes. Function 4 came in and his supervisor told him not to talk to them except to answer a direct question. He could not believe a adult would instruct another adult not to talk to fellow employees the new hire left soon after. He said in his other jobs no one treated him as a child.

    Feb 25, 2020
  • anon

    Simple... PSE's are treated like crap! Your schedule for the week starts at 0700, next day 11am, then 3pm, 7pm then 11pm. Some do more than one start time like this a week. Management treats them like slave labor, not humans. Some have worked for 3+ years and even though they are working 36-40 a week, management will not convert to FTR unless it is a residual vacancy. No opportunity to invest from retirement.

    Feb 25, 2020
  • anon

    I'm in the clerk craft, and from my view, the reasons are obvious; As a PSE, you're hired and thrown into the fray with limited training because the excessive cuts in staffing mean no one has the time to really show you the ropes the way an effective training plan would and should; You'r often met with a cold shoulder from seasoned regular employees who often are burnt out themselves because of the frantic pace they're operating under. Communication from management is severely lacking. You don't know what hours you're working, what day off you're getting - if any -and your schedule is on the fly and last minute. You're given ridiculous split shifts that preclude any family time. You plan for time off and it's changed at the last minute. You're asked to drive all over your area and bail out different stations, using your own vehicle and gas in most cases. Management treats you differently from regular employees, even though we are all under the same contract. When you go to work at an area different from your base, you sometimes face criticism or antagonism because you've never been shown how to do something they take for granted, or were shown differently. Now for CCA carriers, I can't speak for with the same authority, but from my view as a distribution clerk, it seems they face the same issues.

    Feb 25, 2020
  • anon

    After 33 years of service with the PO I can state that non career employees are treated in such ways that most of the turnovers leave within the first week or so. Management places unrealistic and unachievable goals upon these workers. This is why we see mail being lost and dumped nationwide. Training if any is minimal. Hours of work and days off change week to week. Working in numerous districts I have seen the turnover rate reach 60%. It is quite obvious there is a systematic problem within the PO. I believe that the issues start with the lack of "caring" shown by management and an attitude of "the next one is lined up for a job so who cares if this one leaves."

    Feb 25, 2020
  • anon

    We have lost many good cca employees because of dysfunctional supervision in Phoenix. They are rude to the new employees and refuse to work with their schedules even once in a while.

    Feb 25, 2020
  • anon

    I've been working for the Post Office for almost 4 year I never had a problem until we have a new supervisor and postmaster they every week they say something to me they make me feel like I'm stupid and I get so depressed I cry all day long at work they are related they are cousins I got hurt at work and now they do not want to continue playing me but what kind of still pays my bill and pay my medicine I have never work for a job that treat their employees he's so bad and I really think that my postmaster and supervisor do not like black people they really go hard on the black employees what should we do

    Feb 25, 2020
  • anon

    Hi Kim, Sorry for your situation. For employee misconduct, we recommend filing an online complaint with our Hotline. You can access the online complaint form at www.uspsoig.gov/form/file-online-complaint.

    Mar 03, 2020
  • anon

    Hold supervisors accountable for transgressions. As is supervision literally breaks the contract and some laws and employees are left with no working avenue for justice. Hence the cause of the majority of the overwhelmingly high comments about toxic environment.

    Feb 25, 2020
  • anon

    Maybe if usps did better at hiring competent managers and post masters instead of racist, narcissistic or flat out brainless fools, usps could function properly. when management is putting blame on employees instead of their own poor planning and refusing to accept fault where fault is due, you get employees fed up with overpaid morons who couldn't run a route if their lives depended on. Everyone has a breaking point and these pathetically run post offices don't seem to grasp that. Union stewards are no better so thats zero help. Why doesn't USPS quit running their mouths and start doing something, start from the top and work down. By the way Northwest Florida needs a major overhauling!

    Feb 25, 2020
  • anon

    I worked for the main post office in Reno, NV for 6 months in 2002. The supervisors would wait until your supervisor wasn't around and then would order us to go to their area and have us work there. Then, our supervisor would come over and take us back to the original area. It was awful because it was a constant tug of war and we were in the middle of it. It was like 2 or 3 children fighting over a toy. Most unprofessional situation I ever worked in. Couldn't wait to get out of there every day! The joke that the longtime employees told us was "if you want to be promoted to supervisor don't do any work. Just stand around every shift". During my time there I watched one lazy bum get promoted and realized that what the longtimers said was a true.

    Feb 25, 2020
  • anon

    Fixed Schedule. The temp to hire/flexibility aspect caused much strife in my personal life. I believe it caused my wife to file for divorce. There hasn’t been a huge change in converting from CCA to CC either. Still long hours, uncertain schedule with the frequent mandated work on the scheduled day off w/little to no notice, and the heavy work loads/long routes/forced overtime which is causing even newly converted Assistant carriers to quit. The long routes, heavy volume and inconsistent aspects of our craft is not only an issue with employee satisfaction and retention in my opinion but also in customer satisfaction as well. The clerks/mail handlers aren’t making the carrier job/craft easier either. I spend a lot of time fixing their mistakes, and handling the same piece of mail 3 & 4 times despite having the proper endorsement on it. There seems to be no unity or accountability between the various crafts and mgmt. MGMT also seems to stretched thin as well as under qualified in my opinion. Having managed logistics in the past, I understand the ins and outs, so I will give the benefit of the doubt and say station mgmt is stretched thin 1st, and under qualified 2nd, but it’s probably a culmination of the two.

    Feb 25, 2020
  • anon

    Hi Jason, Thank you for the feedback. As noted in our report, the lack of schedule flexibility was the top reason non-career employees left the Postal Service according to the employee exit survey.

    Mar 03, 2020
  • anon

    What do you think the Postal Service could do to lessen turnover of non-career employees? Ummm, that's an excellent question. However, it is very frustrating to know the USPS only cares about numbers and has forgotten completely about customer service, customer satisfaction and care of it's own employees. Very specifically those who produce and help them achieve those pretty numbers Management is always after. But let's go back to the original question. 1) Convert non career employees based on time served and definitively not based on RELATIVE STANDING. That's shameful and disrespectful towards thousands of us across the country. There are many of us that have move around offices to avoid distance, traffic, be closer home or getting into a bigger office to increase the chances of becoming a regular carrier. Every time the system converts a rookie into a regular carrier is disrespectful to other carriers that have been City Carrier Assistants (CCA) for years. Some of them close to 7 years waiting, but because they move offices do not meet the tedious "relative standing" attached to the scarce Memorandum of Understanding (MOU) the have come out over the years. That relative standing criteria is made with premeditation and treachery to convert the few as possible. 2) Develop a system where CCAs are treated equally and more humanely. In most offices CCAs are mistreated, pushed, bullied and humiliated by regular Carriers even though they work double or triple than their counterparts. 3) Develop a well thought plan where CCAs get converted based on hours worked during a certain period of time. Many of us have been working 40ish to 60ish hrs weekly during years and continue to be overlooked for convertions. 4) Develop a way where senior carriers have to set the example for others. I have seen many great senior Carriers that work hard to earn their income while have seen others that behave like leeches or vultures feeding on the Federal carcass doing as little as possible while manipulating the system (sometimes they join the Union to ensure they do as little as they can while been 0% Supervised). 5) Develop a system to ensure those appointed to Supervisor positions have earned those stripes correctly and rightfully. There is something called nepotism, Freemasonry and Military clicks. That happens a lot in the USPS. Those willing to joing the Management Ranks should pass sort of a board or be selected/appointed/interviewed by someone from a different state. Even better, do a one on one interviews with peers from their office. They'll be able to tell you the click that person belongs to and/or if that person deserves to be appointed to a Supervisory position. 6) Ensure Supervisors (Management) are not related to local Union Officials in any way, shape or form. You'll be surprised how close those Union officials are to some members of Management. Some have served in the military together, are serving together or even belong to the same Unit, Company, Platoon, etc. Some Postal Supervisors are junior in the military side than people they supervise in the civilian sector. Do you think any grievance is gonna come to fruition? 7) Ensure NALC Chapters Leadership set the example for others at their work place. What I mean by that is to follow the M-41 to the dot and serve as a model/inspiration for others to become. Is painful to watch some members of those local Chapters are the laziest pieces of their offices and all of the sudden are Delegates, Stewards and even Presidents of their local chapters. 8) This is not a Monarchy. Ensure and enforce a strict rule that prohibits NALC Presidents to appoint their sons to inherit that position. Sorry, but if your dad/mom were NALC/APWU President before you, that automatically disqualifies you to became the same in the future. 9) Ensure Management have served appropriately and skillfully as 204Bs in the past. I have seen great CCAs turned great 204Bs and been jumped over by lousy members of certain clicks and those gotten appointed while the 204Bs decides to quit the USPS because they can't handle the system. 10) Ensure/enforce those regular carriers in the 12 hr OT list MUST help into any available route and not only their route or a convenient route. Basically measure every employee with the same rule or apply rules fairly. When non career employees notice they are being run over by managers while certain employees (specifically many Union officials) are treated nicely they tend to dislike the already hard job. 11) Obliged Management to post available routes immediately. I personally know about post offices hiding vacancies everyone know they exist because they have certain "special arrangements" with Union officials. Therefore, they delay the convertion process deliberately while the Union turn their heads to the other side. That's a non career employee killer too. 12) Last but not least drill into Management heads this: "Nothing will kill a great employee faster than watching you tolerate a bad one".

    Feb 24, 2020
  • anon

    Thank you for the feedback/ideas to reduce turnover.

    Mar 03, 2020
  • anon

    I worked for over 20 years as a mail carrier. Initially supervisors pressure the mail carriers to work fast. They overlook safety and they also violate the Fair Labor and Standard Act by telling workers not to take breaks. The USPS also violates the 30 minute lunch by making carriers start the lunch time when they leave their mail route to go to lunch even though their work station is the vehicle. The abuse and misuse of procedures are too numerous to state.

    Feb 24, 2020
  • anon

    It seems to me it's management through and through. At my post office, I had the displeasure of a manager (who lies every time I have the unfortunate need to speak to him) saying his carriers were illiterate & in 2 cases, it sounded racist to me. And when the next day the manager didn't do as he said he would and got caught in his lie twice already, he turned on me and let the carrier who he previously called illiterate mistreat me in his presence. When I asked him why he would allow an employee to talk to me that way, he said he gives his carriers a chance to defend themselves! I have a witness who saw this too. And other customers on both occasions. So if many managers are like the one mentioned above, it's pretty clear to me that management is to blame - pitting people against each other when they are actually to blame. Supervisors also shouldn't receive bonuses for their quota because as I can see even from an outsider perspective, they just treat employees badly while the employees do all the work and yet the supervisor gets the bonus? And the employees get ALL the customer complaints when management is the one doing the wrong. I have physical proof of management letting a parcel of mine sit for over a month (it was a new tracking company overseas that gave full tracking and USPS wasn't aware) and as soon as I finally complained, management went in and "cooked" the tracking to save face and then delivered my parcel a few days later. No one but management could do this. And I'm sure, as the fellow in this comment section mentioned, that there are some good supervisors out there, based on current affairs and news coverage of USPS employees telling Americans the truth about supervisor behaviors, it seems most USPS supervisors are corrupt, greedy, nasty and rude. At my post office, I can readily agree. I feel bad for the "regular" USPS workers - they don't get enough respect and their supervisors treat them like work-horses. Yes, it's time for a change. And I think if the USA government would give proper funding and if Management's undeserved bonuses were instead used to hire more employees, things would improve tenfold. Instead, supervisors get bonuses and don't even care about their employees OR the American public their supposed to be serving. It's just ugly. I also think the manager at my post office should've been fired because I did indeed report him for his comments and NOTHING happened and to this day he is still playing games with people's mail. I know many of the nice workers at my local post office, and even ones I had issue with before improved & now I enjoy speaking to them. The only one who hasn't tried at all - you guessed it - the supervisor! You can tell from both of my local supervisors' attitudes that they feel above EVERYONE - their workers, the customers, even each other. And based on this, as well as the disrespect towards the very customers that they are getting paid to assist, and their doing hardly any work but reaping the majority of the profits, and using enslavement of their employees to get their bonuses, I think the politics at large in the white House are being microscopically employed in the USPS sphere. I thank all the workers at USPS for dealing with such a heavy volume of mail with such mean-spirited supervisors. The very setup of bonuses is flawed and should be the very first thing that goes - because if only a few receive it and they don't even do the work, how is that fair?

    Feb 24, 2020
  • anon

    Hello, Maria. Thank you for your comment. For employee misconduct, we recommend filing an online complaint with our Hotline. You can access the online complaint form at www.uspsoig.gov/form/file-online-complaint.

    Feb 26, 2020

Pages

Recent Comments

Share this post


Monthly Archive