It amazes me that the managers who conduct our counts are crying foul.Part of the goals set for the PFP surely include reducing salaries of the rural carrier.Have a postmasters salary set by counting for two weeks out of the year, how many times they answer the phone, wait on a customer, read a service talk. 4. On top of that its like hiting a moving target. He and the Bureau Director got their bonus's though... Enter name in the format of last,first to find an exact match, i.e. Most of the pay schedules will be effective on the first day of the first applicable pay period beginning on or after January 1, 2020. Article 21.1.B. During the year, managers provide feedback to employees through mid-year performance reviews. 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. They are call the system unfair and that the rules are changed mid-stream. Therefore, realistically reaching your goals is virtually impossible. When we did make goals and showed the numerical scores they still used other things like "You made your goal but you didn't make your budjet" when the goal was not predicated on the budget. The programs that we have seen that have failed are when employee incentives are not fully aligned with the organizations goals, and in some cases, even inversely aligned. I have written the same goals for the last two years no one reads this stuff. Nothing wrong with goals but when employees in administrative offices whether district or Area is looking to make goals to get pay raise, they do not provide sources to the management in the field. 2020 Retiree COLAs Projection: 0.6% as of March 2019. An nobody is doing anything about it. Again I hate this biased organization that hires family and friends and promotes their buddies all while ignoring educated employees with stellar records who may not "fit their criteria" because they are not in the "click." They create a phony "NPA" system that is designed by man with false indicators strategically designed to SUPPRESS YOUR PAY! What do you think? The current rates went into effect on February 29, 2020 and will be reflected for the first time in earnings for Pay Period 09-2020. April 9, 2020. Â. I'm old school PO and believe that comes first. The proposed prices, approved by the Governors of the Postal Service, would raise Mailing Services product prices approximately 1.9 percent. Information Systems delete the work from the server's. These people could not supervise or manage the post offices they were in but these people send threatening emails CC boses just so that they can make their goals and get pay raise. Not the OIG, not the Postal Inspection, not Congress. endstream endobj 57 0 obj <>stream Beginning 2020 employer contribution to FEHB plan premiums changes from 73% to 72%; MOU Non-Career Health Plan for RCAs Will be available to all RCAs from date of hire; USPS continues to pay $125 per pay period toward Self Only premium; USPS to pay 65% of Family or Self Plus One premiums during first year of employment higher paid, and favored position employees, in such a way that I could never get a fair evaluation. Also remember at one time it was offered to craft employees and refused. I have been given less hours to do more responsibilities, service, etc. There are a minimum of clerks to work mail in the morning, minimum carriers to deliver the mail plus take other routes to deliver, minimum clerks for the window counter and a minimum amount of supervisors to complete all the mandated "PROCESSES" the the $200K executives have created. The current rates went into effect on February 29, 2020 and will be reflected for the first time in earnings for Pay Period 09-2020. Simply, it does not work. 4) The process was arbitrarily lowered last year even when as flexes wrecked havoc on goals. To that end, I applaude the OIG. This has been the first year we've felt we have no ownership of our process. How does the Postal Service keep track of its workers’ time on the job? The final rule from the PRC wraps up a 10-year review of the USPS rate-setting system under the 2006 Postal Accountability and Enhancement Act, the last major postal bill Congress approved. Management's response has been a verbal shrug, i.e., "That's the way it is". The USPS grades supervisors unfairly and based on who's liked and who's not. The worse part is that everyone knows that the decision to reduce ratings came from above the field level (Area offices) but nobody will come forward and say they were instructed by those at Area offices to keep the ratings lower. Congress should remove this unmitigated failure from off of the backs of EAS. The average hourly pay for a Custodian at U.S. Goals, goals and goals!! It is an obvious money grab. When employees who participate no longer have faith in a program it loses its ability to be effective. To all the posters, visitors and EAS: If for all your hard work you have been underrated or worse received a zero, retaliate. These same hardworking Americans are slowly coming to understand that most POOMs and managers at the district level have used bullying as a replacement for their lack of knowledge and this has hurt the Postal Service worse than the recession. I have been given less and less hours to operate and it just can not be achieved, and of course I am expected to generate more revenue each year. USPS reported its market-dominant products accounted for about 58% of its annual revenue in fiscal 2020. Because of the carriers they still have their jobs, its a circus! pay for performance, exfc,mar gar score all of these not based upon the basic postal service's main character which is the service to the public. While these cowardly bullys take pride in their performance it has been at the cost of many a single mother or older woman or some other weak natured but hard working postmaster or manager that they know needs a steady paycheck and they have the power to make it go away or impede it. Particularly, when the union leaders are recommending that their employees either do not participate or score their supervisor in the poorest light. Despite an unblemished record of outstanding performance and high ratings, I have received the lowest possible raise for several years and an actual zero raise last year, despite meeting all of my goals and being an excellent performer. Management’s role is to share responsibility for the safety and health of employees. I got blue box link stating my EIP will arrive soon on Monday 02/07/21 but as of 02/12/21 I have not received payment yet, I say where someone stated the info blue box is marketing material. The PFP system was devised so that the hard working would be rewarded, and the favoritism and bias would be eliminated. Upper Management is running ramped with POWER. President Donald Trump signed two spending bills into law Friday, Dec. 20, 2020 which included a 3.1% average federal pay raise for the civilian workforce in 2020— the largest federal pay increase in a decade. WASHINGTON, DC — The United States Postal Service filed notice with the Postal Regulatory Commission (PRC) today of price changes to take effect Jan. 24, 2021. It is a very busy office. This program is no longer valid. On November 21, 2019, President Trump signed a continuing resolution (CR) sent to him by Congress. 3) The range of the goals is ridiculous as there is not a determinate gauge of the difference between the scores. So OIG inspectors... Scores haven't been sent out since Dec. Can't share info with our people, because we don't have any info. We have over 15 years experience with developing PFP systems at Labor Performance and have seen them completely transform organizations’ results and employee morale. Effective Nov. 21, 2020 (PP25-20), the basic annual salary for each step shall be increased by 1.0 percent. Postal Service, providing a 4.2% pay increase for the workers but … … When I questioned him in his office, as to the status of the work, he replied "I had it destroyed, it would make "us" look bad." Why should a manager never reach the top level? wireless Civil Defense (doing wireless long-long before wireless was a household word. (COG) plan for my Agency. welcome to the world of the rural carrier. Don’t see it. Appealing a lower rated score did nothing for the majority that challenged their lower ratings. They are available upon request. So glad the supervisors are given incentives that they don't deserve!!! Audit ideas come from a variety of sources. Are you going to challenge unfair treatment to a director or manager 2 to 3 levels higher than yourself, and take on faith that you will be heard and treated fairly in the future? As the world of computing has taught us, every security measure is followed by a hacker, trying to undermine it. The EAS is not even allowed to NOT participate as a result of the unfairness of the process without receiving discipline. Consequently, what is their motivation to continue to strive for a higher level during the year? What system in the Federal Government punishes their management staff [team?] I don't know if the system can be fixed or not. Thats why we are not allowed to see other offices data. How unfair is that? There is no way that I can make a workhour budget that only allows for 86% of my base workhours. How unfair. Property Condition Reviews – Maplewood, North County, and Brentwood Post Offices, Report fraud, waste, or abuse to our Hotline, Request information under the Freedom of Information Act (FOIA). The only--and I mean ONLY--people who have benefitted from this fiasco are some upper level executives, who have been able to emulate their private sector counterparts to a limited degree by manipulating the system. Unfortunately, their threats ring hollow after they arbitrarily change goals during the year and at years end. There is so much nepotism, favoritism and racism that is it despicable. In this tough economical time, people spend as little as they can when it comes to their mailing needs, They are watching their pennies, and yet I have been told in order for me to qualify for my raise I must make more revenue. Nothing but lies and patronizing fake personalities! I was not consulted when the goals were set for my office. The management associations are no different than the unions and I know this from first hand experience. Rethinking EAS Pay and PFP By Brian J. Wagner NAPS President. Its modern day slavery. Supervisors who started 3-12 years AFTER ME have received HIGHER PFP ratings than me AND WE ARE ALL SUPERVISOR DISTRIBUTION OPERATIONS in the SAME PLANT! How are Vehicle Accidents in Your Organization Being Reported to Management? Most are self-initiated, meaning OIG employees identify potential problems by either assessing the challenges facing the Postal Service or using data analytics to flag issues.... We all know that some days time goes fast, and other days, it’s slow. Management is not held accountable for the millions of dollars in grievances the USPS has to pay out for avoidable violations of labor contracts. Before a year is up they are either changing gore values or the percentages it takes to make them. The pay raise provides a 2.6% across the board raise for federal employees with an additional .5% for locality pay. 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 . Employees complained that the program was arbitrary and lacked transparency. …of biweekly pay dates in 2019 WLA VA 2021 calendar pay day dodea pay schedule 2020 naf pay days 2020 ncdps 28 day pay cycle 2021 california state payroll calendar… This entry was posted in 2020 Payroll and tagged 2020 Payroll on April 17, 2018 by airi . My specialty is telecommunications ET 2. 58 0 obj <>/Filter/FlateDecode/ID[<7EA12C64125FD542910BFEEBAF13752F><7EA12C64125FD542910BFEEBAF13752F>]/Index[52 9]/Info 51 0 R/Length 44/Prev 1274621/Root 53 0 R/Size 61/Type/XRef/W[1 2 0]>>stream Work at the commensurate level awarded instead of chasing your tail. by having them forego a pay increase without it be denied as a result of discipline or documented poor performance? Everyone knows this is happening. The narrative above states the intent of the system very well, but it does not address the reality of a system that funds offices with less hours than it takes to keep the doors open, etc. How unfair is that? … Management employees should be paid by the hour same as craft employees. I have a busy office but I have not been able to reach the goals set for my office, and therefore I have not received a pay raise for the past two years. %PDF-1.4 %���� This should be eliminated as a hammer over the EAS head. Postal Service (USPS) salaries, bonuses, reviews, benefits, and more! Management doesn't follow their own rules (no face to face meetings, assigning goal instead of collaborating on them, arbitrarilly lowering scores and of course the blatant favoritism). Those Field Office scores are based on goal criteria that I have no control over. The system is a sham. The pay incentives have to be for results that drive success to the organization. My boss badgered me about my assignment. (all very "hush-hush) It a joke. Postal Support Employees, who do not receive COLAs, will have two additional increases in May of 2020 and 2021. We have not been rated on what we actually did and in many cases the PO would not accept in certain areas or goals at the beginging of the year even though they were something we could select. PFP is the only source of annual pay adjustments for Postal Service non-bargaining employees. the post office don't have money to treat their employee with couple of burger and hot dog anymore, The pay for performance has futher enhanced this problem by creating an atmosphere that creates distrust and deceipt among all levels of the Postal Service and until it is abolished and we go back to building individual budgets and action plans that involve honest and accurate accounting of workload and involvement of those tasked with proving exceptional service to the American public corruption and abuse will abound. November is when we get our next raise due to pay scale consolidation. How is that fair? Every one else is just given enough to fail. No explanation other than it was ordered from above, and no recourse either. Postal Service (USPS) employees is $61,048 per year. The employee’s position determines the choice of targets included. 44101needs to be SHUT DOWN! Under the new 2018 – 2021 National Agreement, employees will receive four retroactive pay raises. It seems that the OIG has been attempting to change and refine it's PFP process, as it encounters the same pitfalls that has plagued the Postal EAS PFP system. Pay Period 09 begins Saturday, April 11. Another by-product of the VOE is that EAS are untruthful with their working conditions and their senior management because it would have an adverse impact on their PFP score. Then, at the end of the year, employees receive a rating. No wonder why there is more carriers leaving the USPS than coming in! My experience has been that poor performers are not dismissed, they are transferred. There are five reasons this process does not work: There is no service or humanity. x�334�300P AsK;9�K�37�P�% w�b Personally, I would be happy to go back to a GS style, where I got tha same as the next guy, and I would let the feedback I get from my customers be the reward for my extra efforts. There is no one to answer the phone. That's what legislatures do to fix flawed legisltion, and we see what that gets us. That would prevent the Voice of the Employee scores being tied to PFP. Of course not, because the cheaters and liars are also given better budgets and more people, resources to make sure they look good. Once the clerks and mail handlers got raises and colas, it was a forgone conclusion we would to. I can make my goals only for the final numbers to be changed so I did not make my goals. Employees and their managers review targets and expectations at the beginning of the year. They suffered no consequences. In my January 2020 Postal Supervisor column, I referenced there was no official FY20 PFP agreement between the USPS and NAPS. To add insult to injury I was also discriminated against by an unscrupulous evaluator. This is beyond the individuals control. Reviews are not true reviews, they are just we have to get this done. Please ignore craft employees who have no idea what PFP is and still call it a bonus. They aren't walking in the rain or falling down in the snow to make fake times...they are sitting in their nice warm and dry office waiting for their bonus!!! What makes for a good system of rewarding performance? and let them run the show of their station too. The rating system of SDOs doing the EXACT SAME JOB is unethical, biased, and illegal. The updated pay scales will take effect pay period 9-20, and the increases will be in workers' paychecks on May 1, 2020. That is all that it is and if you happen to make your number your manager comes along and knocks you down during your so called reveiw. This was, in fact a violation of the OIG's own guidelines. If I'm making my goals at mid year they change them so at the end of the year I fail. EAS employees get rewarded for the hard work the employees do. Hit the street and do some real contribution to moving the mail. PFP has not worked since the inception. 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. If there is not a fundamental change the way the USPS is run, then let it go out of business. The PFP process could have worked well if there had not been "ORDERS" from upper level management (HQ, VP's, DM's, etc) to keep the payouts low. We gave up COLA's and step increases for it. 2) The obligation to meet at the goal setting, mid-year and year-end with the manager is non-existent. The program was designed as a fair system to reward good performance. I was put on a detail for 3 1/2 months in a level 20 office by myself minus the 2 supervisors, worked 72 hrs a week and got paided for 40 and of course we dont want you working off the clock but NO T TIME if you did'nt worked 6 days at 12 a day you would be in trouble for leaving 40 plus with no management. 8) The PFP was never set up as a "bonus" system. If you are honest and have integrity with your numbers you get demoted. You can also give us your thoughts and opinions about upcoming audits on our Audit Asks page. Here is a solution that each one can personally achieve and feel better about instead of bitter. I found enough of holes the security of the campus system, if it were a combat platoon protecting turf, an enemy could have driven an entire division thru it, and nobody would have noticed. My score has been created, based on Field Office scores. No one seems willing to rock the boat. Friends of friends rate their "clicks" higher than other supervisors who have been performing an excellent job for years! STOP PFP NOW! ... we were going to be rewarded for working during the pandemic. Visit PayScale to research custodian hourly pay by city, experience, skill, employer and more. It is not fair that a supervisor "hiding" within a group, does nothing extraordinary, yet receive the same category score. Searches will return a partial match starting with the last name, i.e. This system is commonly called a bonus and it isn't. I around spent six weeks creating this (COG) plan. I resigned several weeks later. The PFP is a defective system that allows upper management to arbitrarily change goals mid-year, lower scores for Communication, thereby reducing the overall rating of the individual, etc. We find that the key to success is goal alignment. Each Area or District has its own criteria for setting goals, and the end result is that many employees are left with unattainable targets that they had no input in establishing. I've always taken a lot of pride in my job - but for the past several years have felt like the company has absolutely no respect for supervisors. Needless to say those programs did not last long. These kind of goals got nothing but management fired for falsifying in the past. Systematic way to suppress "certain SDOs" pay! Employers have always struggled with this question. All it did was create a bunch of $200K executives positions, but not employees to give customer service. Why has no one been prosecuted for this fraud? I BELIEVE RE-EVALUATION OF EACH INDIVIDUAL EMPLOYEE IS A MUST AND AS FOR BONUSES, THE NATION WOULD AGREE IT'S UNREALISTIC AND DISAPPOINTING TO HEAR AT THIS POINT IN TIME. My memory is still top notch and I know who did who and who stuck it to who and now who will be feeling the wrath of their abuses and missuses. STOP PFP NOW! How unfair it that? What if postmaster gives you goal of 1700 carriers off the street but refuse to hire carriers needed. PS I recieved no raise that was my reward but all upper management got one. What are you guys going to do when 95% of people think this program is a fraud? 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. FedSmith will post an additional article on locality pay rates. Lastly, every POOM, Plant Manger, etc were affraid to buck their District Managers instructions to lower the scores and POOM's and Plant Managers told me that in one on one honest conversations. We've got area folks telling us how to run, how fast to run, etc. but they DO have maney for the bonuses and award for the postal management like pay for performance system. The Post offices PFP program will never work as long as those that are managing it use it as a means to bully and intiminate those below them. One of the things I did not mention on my original post is the "threat" factor that managers used on virtually every email communication describing that "failure could impact your NPA." Others make the goals and receive raises. 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. All the upper leadership promote sheep people, that will cut down every one in there path, except for the girlfriends/boyfriends that they are promoting. Take that, and stick it up you're PfP!!!!!!!!!!!! For example, there are supervisors who perform the same job, started 10-15 years AFTER me and their base pay is higher than mine, and we are both Plant supervisors. This appears that the USPS counted on the process being so difficult that they knew that not many EAS would apply. When us supervisors and managers in the field meet on our end of year, we are told that we did not make goals, well we do not control sources. I was told so by a DM. How is a 5 any difference between a 7? "smith,john" Report fraud, waste, or abuse to our HotlineRequest information under the Freedom of Information Act (FOIA). We would be able to collect the evidence against all the cheaters and liars, (which are the upper leaderships boyfriends and girlfriends. Within several days later he had the IT Manager of Unfortunately, the OIG has not been sucessful. Nobody really understands it. Please remember we do not post comments that contain vulgar language or include the names of individuals. I cannot stand it! Stuff rolls down hill... and unfortunately the carrier is at the bottom. Anyway, I do not know if there is a better system. PFP is a straight SCAM! OIG: Please look into this! The criteria are arbitrary and in many cases beyond the control of the person being evaluated, and have helped turn the "Service" (what's left of "service," at any event) into a chase-the-numbers game, no matter what the impact is on service to our customers. The higher levels are compensated because the original numbers are not moved for their merit. As a military veteran and 32 year Postal employee, I have never seen a more dishonest and unfair pay raise system. There are always people willing to do less work for more money, so the mngt sector won't dwindle. In addition, no goals are attainable, especially workhour goals. This system is flawed... it needs some sort of checks and balances. Postal Service management is responsible and accountable for the prevention of vehicle accidents and control of resulting losses. 2020 Federal Pay Raise Finalized in Executive Order and official OPM pay tables now available . USPS Pay Dates and Holidays 2021; t NALC, USPS reach tentative National Agreement. On top of that, the one goal that is rated locally, the communication goal, can be easily manipulated with lies and untruths, ie: 40 years in service, always been there for the office, served as OIC nearly 3 previous years, rated fy 2009 1 in communication out of a range of 1 to 15. Honestly the real problem with the NPA is that it make the higher ups only focus on THEIR goals and I see them forgetting about servicing the customer. %%EOF I care very much about my office. 7) The goals should be jointly applied by local NAPS, League and NAPUS in conjunction with local management. If you've been a CCA for less than a year, you get your 50 cents after 3 month and another 50 cents when you hit your … The last pertinent factor remains just as problematical are the times that an EAS falls behind the original goals [not to mention the flexes] they realize they will not be able to make it. They work hard, are involved in their communities(and alot are even known by their local communities), are involved with their management organizations and are hard working take what the upper levels say as being honest and truthful and have produced record levels of service year after year.