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 (72)

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  • anon

    Why not do a segment on the RMPO PM that are treated unfairly

    Jun 29, 2020
  • anon

    The reason you have no retention is because you have no management or supervisors that actually assist the new employees. They are thrown into a group of career carriers, and they are put thru hell. No help just insulting ,backstabbing, lying bunch of employees. To add to it the supervisors help these mean employees. No encouragement, no help, no where to get help. Oh you can go online but the hostile environment continues. You really want to see how it is put on a RCA outfit act as a new employee see how your treated for 30 days. See if your still there. Or have your check short and it takes 6 months to have it corrected.

    Jun 25, 2020
  • anon

    My husband has been working as a non-career postal worker for the last several weeks and has been overworked with 12 hour days! Didn't have a day off for 13 days and has no set schedule and therefore never knows when he will get a day off. How can USPS work someone like that and not give them benefits and then be surprised if they leave? If USPS wants to retain employees, they should practice fair labor laws and not overwork them. Who can keep up with that pace?

    Jun 22, 2020
  • anon

    Hiring non-career employees is not cost effective for the postal service. Non career employees are not treated equally, fairly by other career employees and supervisors. If the postal service wants to eliminate high turnover convert all MHA’s CCA’s and PSE’s to regular employees after 90 days vs. two of three years or service. Human resources should post on the website non career employees work 6 to 7 days per week with one or no off days and expected to work up to 10- and 12-hour days. This practice is physically and mentally draining leading to injuries. If a non-career employee is injured on the job the supervisor will terminate employment. This practice of hiring non career employees is not a fair business practice and model.

    Jun 11, 2020
  • anon

    I am not nor have ever been an USPS employee. - . 1. Look at improving their working conditions. - . 2. Look at incentive options/awards for non-career employees who are working for less than career employees when considering benefits. - . 3. Consider giving them a "benefit" card that can be used for drinks or snacks in the break room. Value does not have to be high. For example, one(1) or two(2) item equivalents per day. - . 4. Bonus for working all of their monthly scheduled shifts plus willingness to cover additional shifts/routes if they are part-time employees. - . 5. Most importantly have PMs that care about their staff. Consider the staff as "partners" to getting a job done. You need PMs that do not just "glorify themselves" at the expense of their staff - taking credit for all of the positive, exceptional items accomplished and blaming the staff for something that unexpectedly/planned that went wrong. - . 6. I worked for both kinds - not in the USPS. Throughout my working career, I worked for many POSITIVE Managers/Supervisors and we worked for the benefit of the organization(s) and that made me want to do my best all of the time because I was considered an Equal. I enjoyed the respect and they enjoyed my accomplishments. - . 7.I had one (1) manager (who brown nosed himself from a custodian) who always tried to set me up to fail on task after task. Everyone knew about it in the department and elsewhere. I never failed to accomplish any given task. One task he gave me related to an outside organization he expected me to fail on since I had no experience with the topic - neither did he. - . During working with the outside organization, I received several positive kudos for accomplishments and suggested courses of action that were appreciated and executed. - . When the closeout meeting came, he told me "do not go." He heard that what I performed was very successful and appreciated. At the close-out meeting, needless to say, it was all he that accomplished a task that no one else wanted to be involved with. Comments from others at the meeting were that he was gloating over HIS accomplishments. I never even received "a nice job" comment. - . The outside organization sent a letter to the CEO and me thanking the organization and me for the excellent results of the project. My manager was cc'd. - . Not a nice person to work for. He fired people who were experts in their field and would hire someone who knew almost nothing about the job so he could be "more knowledgeable" about the duties of a position. He also practiced nepotism in a deceitful way. 8. Train your PMs and other management personnel to be co-workers and consider each other's needs respectfully. - . REMEMBER: I am not nor have ever been an USPS employee. - . Just trying to help. - However, someone probably has a reason for doing none of the above. I would like to get a reply with your (whomever that may be) comments. - . Best wishes to all.

    Jun 09, 2020
  • anon

    I have been working as a PSE for four years and am waiting to become career. I have become the jack of all trades at the post office where I work out of necessity. I have done numerous maintenance type projects consistently the entire time I’ve been here. I am not lying when I say I have turned the place around. The office was insect infested and filthy when I walked in the door that first day. I was not allowed additional paid hours to get things in shape. I work by myself in a small office which is a challenging way to learn. Despite the small office not having much revenue there are the same daily duties needing done yet all I hear is from my PM is how little it makes and how the cleaning hours should be given to his office instead. I am a clerk yet do many jobs that others get paid much more for. If only I felt appreciated. Making a PM bring us something for appreciation is like a kick in the teeth when you know you aren’t appreciated. I am wearing down and wearing out. The emails we have to sift through daily could be more limited. The social emails showing baby pictures, prayer requests, peoples surgeries, illnesses and deaths could maybe be on another optional list. It is draining to have to go through these to find the more important work emails . Hard to keep up with all the hats one has to wear in these small offices.

    Jun 09, 2020
  • anon

    Here in Pittsburgh mvs we also have a high turnover rate and even with career employees just last year two with nineteen years of service quit one with five could not get along with manager and several ptfs also just left new drivers don’t want to deal with the issues here

    May 20, 2020
  • anon

    I worked as an RCA , I loved my job and was extremely good at it as well. I would come in early to help throw packages while also running a route that day and would do my best to have no errors. I made sure to be there when I was scheduled and Be available whenever I was needed. However any time I would ask for a day off or to not work that day, Some how some way I would always be called in, I would schedule VA appointments and I would have to come into work, leave and go to my appointment and then finish the route or be forced to cancel my appointment. I would be told that if I couldn’t make myself more available which in all honesty I was every day of the week except when I would ask off for those days, that the post master would find somebody that could. I understand that people call in and it’s my job to cover, but I was always the one to be called. We had other RCA’s that would just be off because they said no, but if I said I was unable to come in it was not acceptable. Also certain regulars were allowed to work whatever hours they wanted to and get away with a lot of things that didn’t sit right with me and a few other employees. The post master just didn’t seem to care seeing he would come into work around 11AM sometimes later. When I first started I loved my job and was treated with respect, however over time I just became a body to him and not an employee. I had my check have hours missing multiple times and that was addressed or never fixed.

    May 14, 2020
  • anon

    Another huge factor in RCA turnover is the requirement to purchase a vehicle for delivery. Because these right hand drive (rhd) vehicles are hard to find they are sold at rates much higher than a similar non rhd! When your wages are low and hours inconsistent this is a major purchase. I believe providing postal vehicles for all carriers would improve turnover statistics.

    May 08, 2020
  • anon

    Why not do an “Undercover Boss” study and find out 1st hand?

    Apr 29, 2020
  • anon

    First, I'll address the lackluster management as it owns the most impact. Leaders in the military regularly receive leadership training - it's continuous. Managers in the post office receive on-the-job training for technical aspects and nothing more. By and large, they served as a carrier or clerk and no longer want to perform that function. I have found that they take advantage of new personnel by ordering them to do things not in their contact, knowing the employee knows no better. Further, they avoid work at all costs, even if this beans forcing employees to work overtime. Career employees are also permitted to not only do their job in nearly whatever manner suits them, but they can also set up their case however they'd like. They are commonly spoiled children who throw tantrums if things aren't done their way all the time. I cannot believe a government organization gives employees such freedom, because it makes a substitute carrier's ability to perform their duties difficult even when in the same office. The training program for carriers also focuses very little on carrying mail. When you "graduate" from academy, you are certainly not prepared to carry mail. This is learned at your home station, but probably inconsistently due to your hours as a substitute carrier. When you first carry mail, it's a completely foreign and overwhelming experience - no wonder people leave loaded vehicles and quit. The path to becoming a career employee is also an absolute uncertainty. You could be a substitute carrier for decades and never become a career employee. During this time you are putting nothing toward retirement. Extend the probationary period to one year and offer a career position at that point. Contribute to their retirement based on hours worked. Give us a reason to stay. Adjust the wages according to the area in which we live. Why would we carry mail for 17 dollars an hour in the heat and cold if we could stock shelves at target for a similar rate? Take the exit surveys seriously across the board. There problems will not go away. We want to help but have very few reasons to stay.

    Apr 28, 2020
  • anon

    I think you’re in denial about how this all works. Since this country stupidly tied health insurance to employment, benefits are literally what hold most people to jobs. You say YOU want flexibility by hiring people you can easily get rid of, reduce hours, etc., but then you complain about turnover when they flexibly move on to other jobs that likely pay better/offer benefits. So either offer basic benefits for these ppl or quit whining about turnover.

    Apr 27, 2020
  • anon

    It’s a corrupt system where the post masters get bonuses if they spend the least and cut clerk positions. There mantra is work faster so we can eliminate your position. Some even work off the clock just to keep up with the high demand load and short staff and impossible demands. Postmasters can lie to upper management and blame stealing or Postmasters delivering of packages on clerks and they just believe what they say. Postmasters in level 18s can work 15 hrs of clerk hrs and give a clerk only 20 hrs. And some postmasters work 20 hrs and only report 15. Who’s watching postmasters? No one. That’s how they get away with it. There is no witnesses because of fear of retaliation. The environment is hostile to the workers because PM don’t care. USPS goal is to create a sea of PTFS and get rid of all regular clerk positions when they retire. They are also purposely being mean to get workers to retire sooner or quit. That’s what they want. Who wants to work for someone that treats you like crap every day. Especially the Micromanager postmasters that relentlessly harass clerks all day at work. Or set up scenarios to purposely instigate someone so when they react, they can write them up. And fire them without just cause. Trust me, it’s their goal to cut the deficit. that’s why OIG is doing nothing. If you don’t act like their pet, they act like tyrants. Don’t they know that positive motivation boosts moral. Who wants to work harder and faster so their job can be eliminated and the boss gets a raise for the clerks commendable performance. It makes us want to work slower. Too many chiefs and not enough Indians. Also the postmasters disappear and leave you alone at the busiest times of day or hide or are on their phones all day chatting it up where you can’t even get there help w a customer problem. Now trump wants to take all our jobs away. It’s all about power money and greed.

    Apr 25, 2020
  • anon

    I am truly trying to be engaging here and not sarcastic but to me the answer to this question is obvious and in the term itself. A non-career employee is just that “non career” they are going into the job either as temporary. Assuming someone households would obtain a job at Usps as a short term solution to a financial downturn or another sudden event. And for the other employees who obtain work at usps for the long term and don’t get full Career or benefit eligible employee status they are only staying as a hope they obtain it. When this doesn’t happen they leave because a moderate living in today’s economy requires more than the all encompassing salary of the non career empLoyee makes. The lack of benefits and lower compensation is the postal offices way of showing they consider them to be less valuable and therefor more likely to be temporary. The 8 billion dollars (Claimed) to be saved annually by USPS For hiring temp workers are just 8 billion reasons to leave when the going gets tough or their patience runs out and they are forced to leave to seek out a career. Again, the answer Is simple and this question is taking up time from people like yourself and the resources spent pondering this, the obvious, can be better spent on your employees who are underpaid. Please understand, I am a (covid-19) furloughed retail employee seeking potential employment with the USPS and as someone who would be willing to retain employment for the long term (i.e less turnover) I am turned away by the idea of position where I am not treated or considered to be as valuable as the value I’m willing to put into the job. Or as valuable as a benefit eligible equally compensated employee. Thank you for reaching out on your site like this and I appreciate you taking the time to read this, Joshua Uptain 85268

    Apr 25, 2020
  • anon

    Why is Usps allowing Pm’s to put CCA’s in 204b positions as soon as they hit their 90 days? While many are clueless nepotism hires, all are lazy clueless yes-men-and-women. In our area the CCA’s are not fingerprinted and background checked until they are finally making FTR, which in most cases is after several years. Yet, they have access to all of our personal information and pay. They are not being trained properly, only told what to do, when and who to do it to. We’ve had dozens and dozens of LLV gas cards and arrow keys disappear. They throw away mail, steal parcels, sexually harass us, verbally abuse us, spread rumiors and lies to cover their other rumors and lies; and think this is how the Usps is supposed to run since they don’t know any better. And the resentment from CCA’s being screamed at and threatened by a CCA that they were hired with, makes the good CCA’s quit. CCA’s should never be 204b’s. As with District positions, only employees with at least one year of CAREER service should eligible for any kind of supervisor or manager position. Fixing the corrupt management is the only way to fix the Usps and keep good employees.

    Apr 16, 2020
  • anon

    Worst management in postal history. The “who-you-knows” have taken over from the “what-you-knows”. And the “who-you-know” good ole boys club have committed rampant nepotism hires of all their family and friends. Then when those clueless nepotism hires hit their 90 days employment, they are put in positions they didn’t earn or deserve, weren’t in any way qualified for, and ahead of FTR qualified employees. Mgmt doesn’t file the required forms to show them in those positions, instead hand entering their time. Mgmt is narcissistic, egotistical, raging control freaks and now they “own” their 204b nepotism hired family and friends who aren’t trained and do whatever they’re told to do. They are told to only care about the numbers, while having no clue how to attain them. Screaming yelling cursing accusing threatening the clerks and carriers is now SOP, every hour of every day. They screw with employee hours and pay, won’t work cca’s/pse’s who speak out, and retaliate against all clerks/carriers who stand up to the verbal/physical abuse and file grievances. Filing OIG complaints has fallen on deaf ears, as the narcissistic PM’s lie and pull the local OIG’s into their circle of friends. This, creating extremely bias opinions to all complaints, and even giving mgmt advance warning of employee complaints, giving them time to cover up their illegal behavior. So why should cca’s/pse’s stay at Usps and keep getting assaulted by idiot 204b’s/mgmt, when they can go to UPS, FEDEX and Amazon or literally anywhere else and get treated better. Until the OIG actually holds mgmt accountable, nothing will change, excessive unnecessary OT will continue to be paid out, and turn-over will remain high. Oh, and then there’s the rampant sexual harassment that gets the victims punished and 204b’s/mgmt gets away with it and continues their illegal behaviors.

    Apr 12, 2020
  • 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

    The problem is that the people in charge think they know everything. Their ego’s are so inflated and frail, if anyone dares to make a suggestion or question a decision, they explode. Also, as in our city, they all have “dirt” on each other and threaten to use it if they don’t get whatever they want. It’s past time for a “Wells Fargo type cleanse”.

    Apr 16, 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

    Exactly true! I am 3 days in on my own as a CCA after academy with no in person shadow or OJI. Constantly picked at, given already cased dps that routed me to retrace part of route, called when I was off and complained at. Now, not getting scheduled. I have been in the workforce for over 30 years including 15 in law enforcement where I was a supervisor and a trainer. This experience has been disheartening at best.

    Apr 24, 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

    Unfortunately this is happening everywhere across country. And no one seems to care. They let the clerks and carriers take the blame for nepotism idiots in charge. In our office the local Postal Inspectors and OIG are in mgmt’s circle of friends, so they tip each other off of possible employee complaints. Mgmt straightens up for a day or two, then severe harassment and retaliation rain upon the whistleblowers, and their coworkers to send a message. Their verbal abuse and character assasination, as mgmt spreads vicious lies about employees, is them playing conquer and divide. Great way to run a business. So much time is wasted everyday due the mgmt created drama and abuse. Employees can’t focus on their actual job, due the constant distractions of mgmt yelling, screaming, threatening and gossiping lies to cover their incompetence. Usps mgmt at all levels, OIG, and Postal Inspectors spend all their time just trying to keep all the abuse of power, harassment and throwing away of mail from going public. And burying it as quickly when it does, instead of fixing the problems. In NC, all of the good ol boys club in charge now, all have “dirt” on the others, so they help each other out so as not to expose it. We heard the other day from one of the PM’s victims, that our vicious PM “was” being investigated, due to thousands of complains from employees and customers. And then mysteriously, he isn’t anymore. hmmm....Usps is it’s own worst enemy

    Apr 16, 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

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