• Reply to: Pay for Performance: Fair and Balanced or Subject to Manipulation?   4 years 1 week ago

    The process stinks and is easily manipulated. This becomes really problematical when the results can be used against EAS during a RIF.

  • Reply to: Pay for Performance: Fair and Balanced or Subject to Manipulation?   4 years 1 week ago

    I am a front line supervisor for the USPS. (Customer Service/Delivery).

    PFP runs contrary to every Generally Accepted Business Practice.

    It rewards "Making numbers" over "providing Service" and that ultimately leads to both decreasing performance numbers as well as diminishing service.

    Please allow me to explain.

    First of all, performance goals are simple. "Beat SPLY." (Same period last year). The bar is set from last years budget and to heck with whether conditions change,
    For example, A diminished workforce due to attrition. Exceptionally bad weather. A rash of injuries.
    None of those factors are controlled by management.
    To "make the numbers" thus becomes synonymous with reducing service to curtail delivery.

    It also breeds a suicidal business model. Under present circumstances, supervisors and Postmasters ARE HAPPY when mail volume is light. (They'll make their numbers that day). When volume is heavy, they walk around in a sour mood. (Overtime, bad numbers).

    Imaging the following two examples of this behavior happening in, say, a Pizza Parlor.
    1) "How's business today Jonny?" Jonny says "GREAT! Look at this place! It's totally empty! I can save a lot of money by sending the workers home early tonight! I'll achieve my PFP goals today!" Or:
    2) "How's it looking tonight Jonny?" Jonny replies "MISERABLE! All the tables are full of customers and there's a line all the way around the block waithing to come and eat here! I'll have to pay overtime today! There goes the PFP numbers!"

    This is EXACTLY the same way postal managers think. It is also the exact opposite of basic business practices. It is unsustainable, destroys worker morale, and actually encourages decresed service.
    Are we a business, or are supposed to be providing a service to our nations patrons?
    United States Postal SERVICE."
    The answer to that question is in our name.

    Scrap PFP and just give us EAS employees 1.5% and a full COLA instead, unshackle us from this idiotic business model, and let us serve our Country's residents.

    The people only want their darned mail, prefereably before dinner time.
    Regards, EAS Ct.

  • Reply to: Pay for Performance: Fair and Balanced or Subject to Manipulation?   4 years 1 week ago

    isn't IBM Center for The Business of Government running the VOE?

    when managers ONLY care about how much their PFP will be service suffers!!

    do away with the PFP and get back to servicing the public!!!!

  • Reply to: Pay for Performance: Fair and Balanced or Subject to Manipulation?   4 years 1 week ago

    The concept of a pay for performance system is a great idea, but the way the Postal Service has implemented it has totally ruined it.

    I am a postmaster in a level 11 office, and as it stands for FY11, I only have control of 10% of my NPA score-SOX. The other 2 I have no control over.

    The revenue categoy has all of the level 11-16 postmasters lumped by POOM group. Last year my revenue was over plan by double digits, yet it was not reflected in my score. Why would a PM put forth extra effort knowing that they are not going to get credit for their hard work?

    The other parameter-Total workhours to plan is unfair to a small office PM. The planned workhours for my office is 45x52-10 holidays. That is the minimum number of hours that I can use. By using this minimal number of hours, I can only be a contributer. The only way I can get a 15 for this is if I close my office for 8 hours a week, which we know is impossible.

    The rest is the District numbers, which a small office has little control over- Like VOE scores and EEO. Both have nothing to do with a small office.

    A small non-delivery office should have the following parameters, drilled to the office level, not the district or poom:
    -PO Box rentals vs. SPLY (PO Boxes are the bread and butter for a small office)
    -Retail revenue vs. SPLY (while factoring in rate changes). This will show if a PM is doing a good job in selling service to their customers
    -TOE to plan
    -Voice of the customer score. There are a lot of nasty PMs that the customers cannot stand who provide poor service.

    As it stands now, PFP is doing the opposite of what it is supposed to.

  • Reply to: Postal Service Workers’ Compensation Program   4 years 1 week ago

    Sorry wrong calculation...I will wait until march 9th for full data to be released.

  • Reply to: Postal Service Workers’ Compensation Program   4 years 1 week ago

    OK here's the math. The USDOL says that the average cost of workers compensation for civil employees is 7.8% of payroll. The USPS' payroll is 49 billion multiply that by 7.8% and you get 3.12 billion. Would you now like to switch to private insurance???? Keep in mind that this calculation is an average cost. The USPS would likely pay more because their rate of injury(risk factor) is much higher than average.

  • Reply to: Too Much Management Turnover?   4 years 1 week ago

    Having an internal audit of SOX compliance has helped. But every time you change the person in charge (Postmaster or Supervisor) new rules are applied in that office. People manage from what they learned. And who is to say they learned from someone that has dated info or did it wrong in the first place. New Postmasters/OIC's only incentive is to keep off "the list".
    Some offices have had as many Postmasters/OIC's in their office as they have had years open. I am aware of one office that has had 13 changes in 13 years.
    Understandably the choice to allow this has probably weighed heavy that the same employees have been in the same office for over a decade and basically the office runs itself. (regarding to delivering the mail and selling stamps) And so a new Postmaster/OIC is protected by the knowledge of those already in the office. But are they truly SOX compliant? doubt it, they are running an office in survival mode. If no one complains, then the Postmaster/OIC can get by in not complying (from ignorance of what is required or choice)
    Short answer to your question of high turnover and ability to be in compliance? the high turnover certainly sets the USPS for being vulnerable.

  • Reply to: Postal Service Workers’ Compensation Program   4 years 1 week ago

    I just finished doing some very basic calculations and I figure the US government is getting off cheap with these workers compensation costs. I would like to see some real calculations as to what workers compensation would cost the US government if it would switch over to private insurance. I bet this yearly cost would at least double. So give us the facts, don't just throw a figure out there. With 2.5 million federal workers less than 3 billion is very cheap considering agencies like the USPS have a high injury rate and private insurance would be very costly.

  • Reply to: Can I Get That With No Carbon, Please? Carbon Neutral Delivery and the Postal Service   4 years 1 week ago

    The entire world is striving for cleaner emissions and most people would not be willing to pay extra for the post office to charge extra for a carbon free delivery, however, since the global warming is such an important topic, local post offices could begin asking for donations from the people they deliver to. Local campaigning would have a direct and immediate impact on the very area in which the donors live.

  • Reply to: Too Much Management Turnover?   4 years 1 week ago

    OIC's and other managers are put into (or more often "ask for) details without financial training or are given on-line training that is either outdated or does not cover the actual SOX items that they need training on. In my district the word SOX has changed from a financial issue to a threat. Anything and everything that isn't done by the arbitrary date that the district or MPOO sets is a SOX issue and the managers are subject to discipline. Most do not know what to prioritize. The rules and regulations in the Postal Service financial manuals have been thrown to the wind. For example; Postal Service RULES state that clerks cash drawers should be counted "randomly" and no less than every 30 days. Our district requires that we count ALL clerks "before the 10th" or face discipline for a SOX violation. No one cares if those clerks were counted on the 1st the prior month and had a 40 day count window.

    Managers that are trained in financial controls are harrassed about budget. The offices that absorbed the bulk mailers from the other offices never received any increase in budget. The program used for figuring budget for verifying bulk mailings is flawed. It is linked to the number of mailings alone, when one mailing may have 10-20 drop shipments attached, thereby actually making it 10-20 mailings instead of one.

    Most of us are not trained, and the few who are do not have the budget to use that knowledge. We are too concerned covering our hineys with all our other SOX.

  • Reply to: Postal Service Workers’ Compensation Program   4 years 1 week ago

    Snowed: It not "forcing" the disabled to retire, it's converting people who will never return to work in the first place into a retirement system they were entitled to in the first place. How is that "discriminatory" both disabled and able bodied beling in the same retirement system? The OWCP is a return to work program primarily, NOT A RETIREMENT SYSTEM. That is the whole point. Why should injured people go into their 80's 90's 100's get paid better than the retirement system they should have been in?

    Where do you get this age 55 number by the way in regards to this argument?

  • Reply to: Too Much Management Turnover?   4 years 2 weeks ago

    In my POOM group of 84 offices there are about 40 OIC's in place. A number of these are Postmasters but many, especially in some lower offices, are simply warm bodies willing to go anywhere. In one instance a level 20 office is being led by someone only two years removed from being an RCA. Now that fellow has filled in as supervisor for awhile and certainly can work the various computer applications but I question whether he has the experience necessary to develop the judgement to mange rural routes or a retail unit that does nearly $1 million/per year.
    There is no training program in place, no real mentoring program and pitifully little oversight.
    With the impending RIFs and shifting of personnel there needs to be some serious consideration given on how to develop and manage our supervisory and entry level staff. We also have to look at how some of these changes will impact non-career replacement staff like PMR's.
    In some offices Saturday retail hours have been eliminated. This means that a PMR may not work the retail window on any kind of regular basis. It's difficult to imagine that they can maintain skill levels with minimal exposure. It's important to remember that PMR's work without direct supervision, it's irresponsible to both them and our customers to put them in a position that requires experience, knowledge and judgement without developing those attributes. And, since customer service is receiving heightened focus from the new PMG, does it make sense to have some of your least knowledgable people engaged in delivering a frontline sales experience.
    The complaint for years has been that we are micro-managed, that our management is too top down and perhaps overly autocratic. The current process of simply filling positions without regard to skills or qualifications may be an indication that these criticisms are even more accurate and legitimate than we care to admit.

  • Reply to: Can I Get That With No Carbon, Please? Carbon Neutral Delivery and the Postal Service   4 years 2 weeks ago

    You mean like the Chevrolet Volt with a curb weight of #3,500.
    So which part of Physics did we "Change"?
    Newton's first second or third law?

    If I were the King of the Post Office, I would be looking into changing the quantity of assets required to
    transport the quality of information from Point A to Point B.

  • Reply to: Scaling Back Hours, Not Post Offices   4 years 2 weeks ago

    That is very good comment you shared.Thank you so much that for you shared those things with us.Im wishing you to carry on with ur achivments. All the best.

  • Reply to: Could Longer Lines Be Coming to Your Local Post Office…Lottery Lines?   4 years 2 weeks ago

    That is very good comment you shared.Thank you so much that for you shared those things with us.Im wishing you to carry on with ur achivments. All the best.

  • Reply to: What are we doing with your blog feedback?   4 years 2 weeks ago

    Great Site, especially for those that have questions that have been previously posed and of the like. People would like to know what and how the Inspector General response to such Issues.
    Inquiring minds would like to know. (:
    Keep up the good work.
    Thanks for Sharing,
    Abner Ben

  • Reply to: Postal Service Workers’ Compensation Program   4 years 2 weeks ago

    Management Whips people until they are injured and beyond either mentally, emotionally and/or physically. Why should the USPS allow this modern day slavery to happen and then be allowed to shirk their responsibility for the damage they created!! Don't tell me this doesn't compare to slavery....if you think about it...it does.

    If you think that statement is extreme, you can't see the trees thru the forest.

  • Reply to: Postal Service Workers’ Compensation Program   4 years 2 weeks ago

    AND give them their full retirement or equivalent...they don't get it, that's why many HAVE to stay on OWCP rolls.

  • Reply to: Postal Service Workers’ Compensation Program   4 years 2 weeks ago

    Watchman-
    Hasn't hired for awhile? A little over a year ago there were newbie supervisors in training and carriers only about 4 years ago. Plenty of older workers hired. What about all the TE's? They get injured too...they have no retirement. So one slip on the ice and you sliiip into retirement???? ridiculous. How about promoting the older carriers into management who would do a much better job....or instead of telling me my career was over the day I slipped, offering me one of those newbie supervisor jobs...they wouldn't because I have morals and more education that the supervisors they hired....they want moldable minds....to do their evil work...kind of like HITLER.

  • Reply to: Top 10 Postal Stories of 2010   4 years 2 weeks ago

    Good article. But look at the positives and eco friendliness here -

  • Reply to: Postal Service Workers’ Compensation Program   4 years 2 weeks ago

    Those that have the mandatory retirement can usually afford to retire and their retirement is calculated differently. I was hired at age 44, not much retirement there. I think they need to look at all the variables.

  • Reply to: Postal Service Workers’ Compensation Program   4 years 2 weeks ago

    Watchman-
    You are the one that is clueless. Lee is right. If you force the disabled to retire and not the able bodied, this is discrimination. How would you like to be the one hurt at age 55 and forced to retire immediately?

  • Reply to: Are They Listening to Me?   4 years 2 weeks ago

    I have been trying to submit ideas but it is impossible. eideas is not located anywhere on liteblue. the links supplied in PUB333 for eIDEAS are both invalid. PS FORM 1270 no longer can be downloaded anywhere that I have found and management cannot supply me a copy. What a horrible waste of employees idea power and incredible squashing of any initiative to help the company that we all work for.

  • Reply to: Postal Service Workers’ Compensation Program   4 years 2 weeks ago

    Thank-You

  • Reply to: Postal Service Workers’ Compensation Program   4 years 2 weeks ago

    What a pitiful statement...sounds like you are talking about ALL the injured. With such bias I hope you don't work in law enforcement. You sound like the kind who would beat a man just because of the color of his skin.

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