What’s the best way to encourage good performance? Employers have always struggled with this question. One answer is to pay employees based on how well they perform their jobs. Many private sector employers have adopted pay-for-performance (PFP) programs, and several federal agencies have also experimented with PFP. Some federal PFP programs have operated successfully for many years; others have been more controversial. Last year, Congress terminated a PFP program at the Defense Department. Employees complained that the program was arbitrary and lacked transparency. Clearly, designing a successful PFP program is not always easy.

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The Postal Service adopted an annual PFP program in 2003. PFP is the only source of annual pay adjustments for Postal Service non-bargaining employees. Employees and their managers review targets and expectations at the beginning of the year. During the year, managers provide feedback to employees through mid-year performance reviews. Then, at the end of the year, employees receive a rating.

For most employees, the rating is based on a combination of their individual accomplishments and how well certain targets have been met by the unit, district, area, or the Postal Service as a whole. The employee’s position determines the choice of targets included. For example, the rating for a postmaster of a small Post Office would be based on factors such as how well Post Offices in his or her group met revenue and expense targets and how well the district met delivery performance goals.

The Postal Service’s PFP program has won awards and been cited by other organizations as a model to emulate, but there have been some criticisms. Some of the factors on which an employee is evaluated may be outside the employee’s immediate control. Given the Postal Service’s current financial condition and the drop in mail volume, it can be difficult for even high-performing employees to receive an increase.

What do you think? What makes for a good system of rewarding performance?

This topic is hosted by the OIG’s Risk Analysis Research Center (RARC).

Please remember we do not post comments that contain vulgar language or include the names of individuals. See our Comment Policy for further information.

Comments (105)

  • anon

    Althought PFP is in theory a good option. The Post Office did not use it as it should be used as a reward for exceptional performance. Instead USPSHQ manipulated the system. They changed goal and scores as they felt fit. They reduced scores of people who worked hard all year to make or exceed thier goals. Then to say your goals were not set high enough only because you got exceptional in all of your personal goals. USPSHQ changed goals mid year or later to reduce the possible pay out to lower level managers and supervisors. All USPS HQ did was use it to screw supervisors and lower level managers. USPS needs to go back to step increases and give COLA. Those were taken away with the inception of the original PFP or EVA. Supervisors and managers should have a way to reach thier top pay scale in a timely manner. Not to take 20 years or more and possibly never reach top pay unless you get lucky and get PFP raises.A long as the top pay increases are more then your PFP rewards then your losing ground and money towards retirement.

    Sep 08, 2010
  • anon

    When you get zero, they are telling you that basically you did nothing all year. I broke my butt to get to my goals, as unattainable as they were. Nothing at all

    Sep 08, 2010
  • anon

    The PFP as failed miserably. I was on the ground floor when it was rolled out to EAS by the PCES who had already benefited times two from it before we EAS got hooked in its benefits(not long term for sure). The first year I was a contributor and got what a NORMAL increase should have been. Some people got 9.5 and higher percent increases that year for doing absolutly nothing extra other than showing up for work because nobody in budget or PO Operations understood the program and they were still hiding hours in other offices that wouldn't use them. So these people got nice raises because of the stupidity (maybe I should say ignorance the first year)of some POOM or budget person/Mgr of Finance. In subsequent years budget became less of a factor (even though in its infancy you could not be anon-contributor for not making budget) so good revenue and corporate goals got me more than ample increases. The biggest problem now is that MOPS have control of most budgeting and I have been a recipient of the penalty budget process because I have not converted to a robot and sacrificed service and customer satisfaction for falsely derived goals and the OPS Support people try to tell us it is what the program spits out. We can't even get a copy of the program and to topit all off the MGR of Ops Support in our district's wife who is a postmaster always gets call 11 or above and this year although I am sure she isn't aware has a thousand more hours in her level 18 office's budget than she used last year. TOE looks good this year for her again after one hopefully disappointing year oh well. As I said these are facts and the way NPA was rolled out or should I say never fully rolled out and everyone given TRAINING as to how it works or was intended to work. No wonder we are in financial difficulties. Payouts unless manufactured by senior management could not be even planned in a budget process when the systems overlap and there is no way to plan for the next year except after the fact. But even after rambling the system should have been scrapped when we were paying double digit percentage increases to anyone in the dervice business.

    Sep 08, 2010
  • anon

    PFP was designed to be an ADDITIONAL avenue to increased pay, not the only way to increase pay, and that's where this system went wrong right from the beginning........... the rest of the federal gov't has PFP and regular steps in salary per year as part of their pay package, all in the goal of within a prescribed time period to get you to top step in your salary range, not hold you back.............. PFP also has changed from when it was initiated, where you had a wide range of goals specific to each EAS position versus goals mismatched for positions as well as no mid year or end of year reviews, no choices in the goals, goals not attainable due to your best efforts, no clear cut way to acheive goals due to no direction or assistance from your managers, being held responsible for goals that you have no control over at your level, as well as any other level, attaining goals at mid year review only to have goals change after wards to such an unattainable level that it is impossible to recover and acheive new goals set, changing ratings even though goals were met, etc.......... The National Assocoiation Of Postal Supervisors has decreed that there will be no pay package containing any vestiges of PFP-i would have liked to have had it as it was designed, but it has left such a bad taste in my mouth that i don't want any parts of it anymore, and no other EAS 14-17 in their right mind does either.............

    Sep 08, 2010
  • anon

    PFP causes some in mgmt positions to fudge figures, alter time records, willingly violate employee contracts. Yes if you hit goals set by your superiors the bottom line should look good. Wait a minute, how much money we losing? How many millions are paid out due to grievances caused by hitting these "goals" How can anyone in upper mgmt take a "bonus" while the company operates billions of dollars in the red? Do away with PFP, have bi-annual reviews of performance based on how they are doing "managing" their employees. Yes you must pay good money for good employees. That should help get rid of the number crunchers who only care about making their "bonus" at all costs. Oh wait first lets squeeze those darn union workers a little more. If our payroll wouldn't be 78% of our cost's we'd be rolling in money... (Funny they never give the breakdown of Administrative & Management payroll vs the payroll of the people doing most of the work)

    Sep 08, 2010
  • anon
    RUKiddingme

    RUKiddingme with this question? Federal civil servants earned average pay and benefits of $123,049 in 2009 while private workers made $61,051 in total compensation, according to the Bureau of Economic Analysis. PFP has a fundamental flaw....you have to make money to pay a BONUS. The real question should have been how much they should have to give back to save their employer and is that fair.

    Sep 08, 2010
  • anon

    This is supposed to be a discussion of PFP, take your griping about management as a whole to Postal Reporter or some other blog. If carriers and clerks had to use a PFP system they'd find their pay was stagnant at best, as it depends on the performance of the entire district, not individual efforts. Except for PCES, there haven't been "bonuses" for years, try working without a raise for two years, PFP is the only raise EAS get, they don't get more money just for showing up like the craft do.

    Sep 08, 2010
  • anon

    My supervisor fell asleep at his desk every morning while the work got out all around him. He got into trouble by fudging a pet employee's time and he had some thing on the pm so they gave him a pm position to keep him quiet. The man should have never been in this position let alone not fired (I still don't believe the postal inspectors were notified, and if so..why nothing was done when we have had employees walked out the door for far less violations) Integrity needs to start at the top.

    Sep 08, 2010
  • anon

    pfp is not a fair system esp when its changed mid stream

    Sep 08, 2010
  • anon

    PFP has resulted in working towards the numbers, not to giving better service. Goals are not within our control, so we can't work harder to get higher pay as was the intention. Even if you do achieve the goals, the ratings are changed or manipulated so you get less of a raise than the people you supervise.

    Sep 08, 2010
  • anon
    mark fields

    i have been a post worker for the post office for over 12 years, a retired army 1st sgt. in the elite units( 101st airborne ,2nd ar cav unit) and never have i seen such a joke in my life . the window clerks are your front liners and dont get the credit they should get. they get a 100 on the mystery shopper and the post manager and their puppets get the glory. no programs for improvement as employees of the us post office. the supervisor that have been at this post office has done nothing to benifit the post office. they do clerks jobs to make them look good and if you file a complaint they make your life ( well we wont use that word) how much money has the post office lost becuase of managment doing the wrong thing. and employyess losing time and money becuase of this. the oig is a joke because most of them are sleeping with the postmasters. they go out and eat with them and talk and joke and talk about how to ( do wrong to employess that they dont like). if they really are watching all employess why are post master and their puppets getting away with stealing from the workers.

    Sep 08, 2010
  • anon

    I recieved a letter of warning because I didn't want to partisapate in the PFP as it was completely unfair.

    Sep 08, 2010
  • anon
    Patch

    PFP is a joke! Upper management uses uses it as a carrot to get more from less out of EAS. Then, when you work your butt off, you are rewarded with a big goose egg. I've always said that PFP does not drive my performance, I work hard, do the best that I can do to be successful, for my own satisfaction and integrity. I'd be ok if everyone got a zero considering the dire straits we're in, but to see upper management and cronies get rewarded for the hard work of the field, is unethical and just plain wrong.

    Sep 08, 2010
  • anon

    It is a broken system. I have seen many deserving and competent EAS employees get little or nothing year after year, while those who 'apple polish' and do nothing get rewarded. On top of that, in some areas it causes problems for craft employees. A former co-worker moved to a new facility after 20+ years. Hard working, pleasant man with good work, safety and leave record. New supervisor threatened him with removal because 'he didn't learn the job fast enough and if her PFP suffered for it, he would too by not having a job.' I really don't think that was the whole idea behind PFP, now was it?

    Sep 08, 2010
  • anon

    Budget adjustments are made in the Western Area for the sole purpose of ensuring that no District makes TOE and total work hours goals. This has been going on for years. Totally unethical, dishonest, and probably illegal.

    Sep 08, 2010
  • anon

    The rating is not set on individual accomplishments, but rather facility or district. For the most part supervisor are told what their individual cores are and not allowed to choose or discuss their individual core with their evaluator. Most supervisors do not receive a midyear or end of year discussion. Most supervisors do not understand the PFP rules and do not know how to defend their positions. This program has ran its course and has been a grave injustice for most EAS employees. Every year I have to fight for less and less of a pay increase, and I am aware there are people who have not received a pay increase for years. They do not speak up due to the lack of understanding of the PFP program. This year I had to bring to the attention of my MDO, Plant Manager, and NAPS representative an error in the calculation of a unit core effecting all SDO, because in violation of the PFP rules we were all give the same core. To keep a long story short the number was adjusted at midyear.

    Sep 08, 2010
  • anon

    Can the Postal IG honestly show where there is one person in management who has actually made the right choice where it was the best one and not one where it affected his bottom line? Management wouldn't care if the mail was thrown away as long as the person wasn't caught or got hurt doing it. When we are told to delay mail to make cutoff, yeah the right choice is made. Where our start times are changed because the same amount of clerks can't get us the mail on time(since the volume has supposedly dropped), yeah safety isn't important. When HQ thinks a Postmaster needs a 5 star room in Aspen, give me a break.

    Sep 08, 2010
  • anon

    Sirs, I think that "Pay for Performance" has been an unmitigated disaster. The system for reporting has no accountability factor and the numbers are are falsified from the bottom up. If everyone from the initial level supervisor to the Area Manager gets raises based on a given set of figures, what incentive is there for anyone to challenge them if they believe the numbers are wrong. The human factor says that you must reach a saturation at some point, where the figures table off as the carriers and the clerks are at their most efficient and can not beat SPLY. Also, there is something else to consider. If all the areas are working at approximately the same rate of speed and efficiency, whatever the average, how can one Area Manager get a bonus that is far above the average; as in the case of the Western Area? Either he/she is an extraordinary individual with superior leadership and motivational skills or there are other factors not being considered. As for the employees, the P4P program has drivien morale and the work atmosphere down dramatically. Nothing, is ever good enough. Managers now live for their bonuses, service standards have dropped to the point where many of the senior employees do not recognize the job they started with. If you want to redress this situation start with managerial non-accountability.

    Sep 08, 2010
  • anon

    PFP is a scam. Not a bonus? Whatever tag is put on it, it remains that it is extra pay for others' performance. First management should be required to do a day's work for a day's pay. The PO would not be in the hole that it is in if that were required. Sitting at a computer playing games, leaving early, etc should NOT be tolerated, let alone rewarded. The only way to get a raise in pay? Try the rural carrier system -- getting less pay after each mail count which amounts to thousands of dollars. See what that does to your high 3 for retirement. Management does less work for more pay and then grumbles that it is still not enough.

    Sep 08, 2010
  • anon
    Roland Petit

    PFP is an insult to the "grunts" who really "pull the lead wagon." Same ole, same ole, that's the new American way in industry, there are those who do the work, and those who get dispprotionately rewarded, and they ain't the same..................Now, get back the work!

    Sep 08, 2010
  • anon

    Since the inception of NPA/PFP I have never, I repeat "NEVER", had a one-on-one meeting. Rather, I have been "given" goals. And "EVERY" year I have had blocks arbitrarily lowered. I have utilized e-Recourse, which is another joke, to no avail as USPS HQ refuses to address the inequities perpetrated by its managers. USC Title 39 has several sections dealing with equitable pay for EAS. USC Title 39 has been willfully violated by the USPS in regards to NPA/PFP in the Southwest Area, which is a violation of Federal Law, and certain portions of higher management need to be charged in criminal court for violating Federal Law. And USPS HQ needs to face criminal prosecution for failing to meet with NAPS as per USC Title 39.

    Sep 08, 2010
  • anon

    Rules and goals are changed without any discussion. These changes take place months after the goals are set with only a few months left in the year.

    Sep 08, 2010
  • anon
    Anonymous

    How can there be pay for performance when there is no performance!! Absolutely no accountability to begin with , given instructions from the next level of no performance who received instructions from the next upper level of no performance , etc . Management/Supervisor is an absolute JOKE !! A recent article in a local newspaper addressed how Federal workers receive raises based on seniority and not because they actually know what they are doing . Every day I walk by my Stupavisors desk and say " There's $156,000 that could be saved " 2 positions to watch max. 4 FSM nachines at a time . Nothing but glorified babysitters that sign leave slips and warn you about your sick leave .Both have been "Supervisors" for over 25 years and still can't figure out how to give out overtime !They are totally clueless about their operations but what I have finally come to grips with is that "It just does'nt matter"

    Sep 08, 2010
  • anon
    Paul E Lewis

    From the very beginning of Pfp, EVA, the backstabbing of one supervisor to another really got bad. I believe tha this is why Vinnie had disagreed with the other Associations but he did not take it any farther, What this has done upto this date is opened up the good Ole Boys and Girls club, who even as shown did nothing to deserve their ratings but yet got better ratings than others who worked their butts off. The most important thing that it did was to take away a livelyhood of some EAS employees. They took money away from them that they really didn't deserve happen to them. The loss of this money could never be made up and ruin many EAS's retirement. It actually lowered their retirement fund by taking away the step increases. EVA/PFP in other Federal Agency was strictly a year end bonus and did not have any effect on their step increases, thus their retirement was exactly what it should have been. I could go on but you all get the drift of what I am saying.

    Sep 07, 2010
  • anon

    Pay for Performance is a joke because only supervisors and Managers get the "Bonus", not the carriers are craft workers who are actually doing the work. The system is designed to benefit those who work hard and do excellent work, that does not apply to upper Management at all as they are only Mis-managing. That only creates an atmosphere of Violence in The Workplace where Management is dictating orders & harrasing people to meet there PFP goal. The craft workers are doing the "real" work, they are the ones who need to be rewarded. Eliinate the waste in Management and the Postal Service will never be in debt again!

    Sep 07, 2010
  • anon

    District & Area executives (PCES) manipulate system for their benefit & make it extremely difficult for EAS to reach goals. Goals are made unrealistic. Many manager/supervisors are dead in the water before day one of the FY. They also change goals in midstream. No consultation with effected employees.

    Sep 07, 2010
  • anon

    Several problems with PFP. 1) It is misunderstood. Craft empoyees & the general public think PFP is a "bonus" system. 2) PFP is graded on things way beyond the manager's control. I get a budget for 7.2 hours per full time employee per day. There is no way to make that budget unless I can talk each employee to take .8 LWOP per day. I also can do nothing about my employees being on FMLA sick leave for child birth, surgeries & dependent care. Add one more to the list. I can't help that the transmission goes out of an LLV but it negatively impacts my TOE. If I am going to be held accountable for that then give me full control of LLV maintenance. I can get an oil change cheaper than the $450 round trip towing bill I get for every LLV every few months just for routine service. 3)Manipulation - PFP goals are manipulated with the target sometimes moving during the year. PFP would be a great thing if the objectives were reasonable and within the control of the manager. As long I have 7.2 hours budgeted for every 8 hour guarantee employee I am going to be in the hole.

    Sep 07, 2010
  • anon

    they make their salary and its pretty good that should be it. they don't even touch the mail its against their contract. the ratio is 7-1 managers to employees.that is why we are going out of business.

    Sep 07, 2010
  • anon

    The program is only designed to give large payouts to the execs and nothing more. It pits management against management and management against employees. The program is also manipulated by senior management to reduce pay-out to field managers and supervisors. The program needs to go. it is too self serving for the execs.

    Sep 07, 2010
  • anon

    The USPS Pay For Performance is a failure. Congress should follow suit of the Defense Dept and terminate the USPS PFP program. It stifles individualism and ones opportunities for high achievement. It reenforces group thinking and is used to force conformity.

    Sep 07, 2010
  • anon

    Its your job to perform well.If you dont perform find someone that will.

    Sep 07, 2010
  • anon

    Supervisors and managers are rewarded for what the craft employee does. They squeze an harress to get more work out of their employees. They do not care about service. The employees doing the actual work gets nothing.[except maybe an addition to their route].This causes promblems between workers and management. One of the worst progams the postal service ever came up with.

    Sep 07, 2010
  • anon

    Lou-"A craft employee will get 2 to 3 times as much just in their annual contractual raises and COLA’s, so stop whining." Those who can't do, become bosses. Those who can't be bosses become managers. Nobody forces anybody to accept a "promotion" to the managerial ranks. If the sole premise of accepting a EAS position is financial, one should have stayed in PS craft. If holding a EAS position with PFP dissatisfies one, contact your Human Resources manager and request to downgrade to a PS craft position. No whining necessary.

    Sep 07, 2010
  • anon

    I can't speak for HQ employees, but EAS employees in the field deplore PFP. But since it's the only way to get any kind of pay increase we're not only stuck with it, we end up playing the games. [At least with the MPOO average revenue score we're no longer pirating revenue from our neighboring offices--I hated that particular game.] The recent trend is hilarious--or, more accurately, ludicrous. Those who clearly meet our objective targets are rated subjectively at a substantially lower rate than what our objective accomplishment has been. Last year the AVP even let it be known that we couldn't receive a higher score on our core requirements than what our district got for the corporate goals. In other words, while lots of us can be below average, none of us can possibly be above average. Maybe that's meant to be symbolic of all management in today's Postal Service. I suppose that those of us who like to think we're above average will just continue to look for inventive ways to play the PFP games.

    Sep 07, 2010
  • anon

    The reality is many workplaces just give everyone the average and you end up with bad feelings all around. If you do give the derserving party a good score the rest feel like they weren't given a fair shake. Your better off with steps and some sort of awards program that provides cash incentive for specific instances of superior work that are hard for anyone to argue with.

    Sep 07, 2010
  • anon

    A number of factors with the the PFP are team-driven. There are on occasions a few employees who don't carry their weight and thus those team-driven results become your results. Should one suffer at the expense of another? It takes an act of Congress for management to act on a poor-performing employee.

    Sep 07, 2010
  • anon

    No law enforcement agency should be under pay for performance system. There are other management tools which can be used to deal with underperformers. Also, the system keeps changing and we are like the dog chasing our tail on what is important this year.

    Sep 07, 2010
  • anon

    Do away with it. You don’t know your exact goals until sometime in November-December. Your office receives “flexes” 6-7 times during the course of a year so even if you were making it in March you’re not going to make in April. Your office is only good for 30% of the total, Corporate is 50% and then you Manager will give you your ratings equaling 20% based on what??? How well he/she likes you. Great system……

    Sep 07, 2010
  • anon

    With the economy, most goals that are set in revenue are unacheivable. The moral from last year's low NPA scores is very bad this year. Too many EAS with the attitude I didn't get anything last year when I worked my b--- off - so why try harder this year for the same zero. I like the concept of higher acheivers getting rewarded - but the goals should be set based on the office and not just a blanket goal.

    Sep 07, 2010
  • anon

    This last year there were too many smaller level postmasters that had their revenue tied into MPOO Group total. It was out of their control and while they may have done okay they suffered the lower score. Giving NPA of ZERO when postmasters worked hard is wrong. I agree that slugs desire ZERO but hard working postmasters that tried to attain goals should not have.

    Sep 07, 2010
  • anon

    USPS PFP's biggest problem is that the merit increase for contribution ratings has never been adjusted, and it is written into the policy. The percentages for pay increases were set in FY2003, a favorable year from a financial standpoint, when the USPS ended the year with a net income of $3.9B. The correct approach would move the percentages with the financial capability to offer raises, still offering the few "highest-contributors" the opportunity to receive that rating, even though the result may not be the maximum 12%. Instead, the employees get an organizational rating that is artificially set to a very low contributor rating (because of the financial state of the USPS) and have very little flexibility (especially in smaller groups) to adequately reward higher performing employees. This becomes a bigger issue (created intentionally?) if/when the employee seeks other federal employment, as the rating, while still in a contributor categorization, is depicted towards the lower end of the scale on the review, which the federal employer requests from applicants. In most years, the spread from 2.5% to 12% just doesn't make sense. And, the rate it increases from score to score may need rethinking. Does a rating difference of 6 to 7 really deserve an additional 1.5% increase? With the rounding and subjectivity involved, it seems a bit odd. Sometimes the gold and silver stars received in elementary school meant more than the less than deserved numeric rating that resulted in a small raise that would have been more appreciatively received with a more deserving score.

    Sep 07, 2010
  • anon

    EAS do not receive COLA, and DO NOT get any yearly pay raises. The only current method to increase your salary every year is through PFP. (Craft raises and COLA provide a higher percent raise than EAS has received over the last 5 years.) The PFP system is broken. It has been heavily, arbitrarily manipulated, many times after the fact. Districts, Areas, and HQ have decreed that even though certain goals were attained, we can't afford to pay the earned PFP, so ratings are cut across the board. True shining stars should be rewarded, and slugs along for the ride should not. But the current PFP goal setting process doesn't allow for enough differentiation. Pick any plant, and look at the Mgr, Distribution Operations. PFP goals and artificially lowered ratings don't vary much, if at all, between individuals. The tool is hopelessly broke, and should be replaced with a pay raise system similar to the rest of the federal government. If over the last five years, I received the pay raise percent that my GS counterparts did, I would have been much better off. Ideally, PFP would be the right thing, but we don't live or work in an ideal world.

    Sep 07, 2010
  • anon

    Last year HQ people lowered supervisors and managers scores intentionally to give themselves big bonuses. Like most of other things in this company, PFP is also a hoax. Needs to go away.

    Sep 07, 2010
  • anon
    rural carrier

    carriers used to get a nice bonus.... i remember using it to buy Christmas gifts..... have not seen one of those 'bonuses' in years..... carriers used to get safety award bonuses...... haven't seen those in years..... have watched an office of high moral a family-like attitude deminish to no moral and back stabbing..... but in case you're wondering .... our office made our numbers...... and the management got their bonuses.....

    Sep 06, 2010
  • anon

    A craft employee will get 2 to 3 times as much just in their annual contractual raises and COLA’s, so stop whining. Haven't gotten a cola for almost 2 years now smartie pants

    Sep 06, 2010
  • anon

    "Employees and their managers review targets and expectations at the beginning of the year. During the year, managers provide feedback to employees through mid-year performance reviews" That is the crux of the PFP problem -- when MPOOs have to manage well over 100 EAS employees, they do not have the time to actually agree on goals, instead you get a cut and paste cookie cutter list of goals that are not realistic for your office. On top of that, the bulk of a Postmaster's unit score is TOE, which is a joke as HQ has no way to realistically set a work hour rate for a specific office. So we end up with a goal that is not accurate from the start, and then some districts manipulate that goal trying to fix it, while other districts ignore it completely. This is supposed to be a NATIONAL pay program?

    Sep 06, 2010
  • anon

    The reason that PFP is not fair is because we have no input in setting the goals. So many things are beyond our control. I cannot control my monthly rent. But if they set my budget for less than my rent, I cannot make that budget. My office is open for 4 hours on Saturday. If they only budget me 3 hours, I cannot make that budget. If the office is open for 44 hours a week and they tell you that you have to reduce hours to get a good score on your PFP, what are you supposed to do? Close the office and go home? They make it impossible for you to be successful. The only thing that saved me is that I managed to increase my revenue nicely every year. Now they have made the revenue goal into a district number but only included the offices they wanted to include. We are set up for failure on the local level. They set a goal on scanning. In a small office, if you miss ONE scan in a year, it ruins your percentage for scanning for the year. And they cannot prove that you missed a scan. It could just as easily be a missing label or a label that is covered up by another label. The goals are set impossibly high as they strive to force perfection from imperfect humans. And if you do make the goal, they raise it. Your supervisor is supposed to meet with you to discuss your goals. You get a 2 minute telephone call while you are trying to take care of your window customers. I have never gotten a face to face meeting. Yes, I have gotten some of these fabled lucrative bonuses that all the craft people complain about (and I DO work all the mail in my office every day thank you very much and I make less money than carriers do). I would much rather have a raise that actually bumps up my salary to increase my high 3 for retirement purposes. I hope this information helps.

    Sep 06, 2010
  • anon

    Bonuses are only for management. Craft people get zip.

    Sep 06, 2010
  • anon

    Any reputable business school would classfy PFP as a bonus......attainable {in the USPS}by manipulation and exploitation of the real work force.......

    Sep 06, 2010
  • anon

    PFP is not a bonus. This is what also makes PFP not work, the perception that Management is getting bonuses. Management personnel due not have collective bargaining agreements that guarantees them a raise every year like craft employees; PFP is supposed to be a way to earn a raise not a bonus. The only time it would be like a bonus is if you're at top pay then you would get a check for a specific amount not a raise. Get your facts straight before making ignorant statements. A craft employee will get 2 to 3 times as much just in their annual contractual raises and COLA's, so stop whining.

    Sep 06, 2010

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