On Wednesday, Senate Homeland Security and Governmental Affairs Committee Chairman Tom Carper announced that he would take another crack at bringing S. 1486, the Carper-Coburn postal reform bill, to a committee vote. The scheduled date for the committee markup is Wednesday, December 18 — only one or two days prior to the year-end congressional recess. In addition, on Thursday evening, the House passed a “budget agreement” by an overwhelming 332-94 vote that spared current NAPUS members any budget hits. At the same time, the agreement provided NAPUS members with an additional FEHBP enrollment option, self-plus one. Read about these items and NAPUS President-elect Tony Leonardi’s visit to Capitol Hill in the latest issue of the eNAPUS Legislative & Political Bulletin.
Starting in 2014, vacant 6 hour positions will be posted on an individual basis, approximately the second Tuesday after implementation.
The next round of job postings for level 6 positions will be posted in eCareer on December 17, 2013. The positions (level 6) were implemented (or will be implemented) from August through November of this year.
Starting with the 2014 implementations, postings of jobs that become vacant will be done on an individual basis versus the mass posting procedure we are currently following. The requirements will be that the
job is vacant and has been implemented; this means that the job most likely would be posted approximately the second Tuesday after implementation. This is being done to escalate the possibility for current employees to fill the positions as the actual POStPlan RIF date gets closer.
This posting and the future postings will be limited to the first 2 phases; Limited Area of Consideration (LAC) Postmasters and then all EAS.
As a result of consultations between the Postmaster associations and representatives at Postal Headquarters, the temporary 2% salary cap on POStPlan promotions to EAS-18 Postmaster positions has been lifted. The Postal Service has cancelled the temporary POStPLan Promotional Salary Policy for Postmasters that capped salary increases resulting from promotions to an EAS-18 Postmaster position at 2 percent POStPlan Promotions. This decision will effectively cancel the temporary policy that has been in effect since June 19, 2012 POStPlan Promotions June 19 2012. Effective immediately, EAS-18 Postmaster positions will be covered by the original policy memo that was released on June 24, 2011 Nonbargaining Promotional Salary Increase Policy – 06 24 2011.
These links will only work on the USPS Blue Page to take you to the Complement Tools and the Automated PS 150.
Automated PS 150
POStPlan Implementation Update
1 – Any internal or external postings for Part-Time Postmaster – PTPM (6-hour offices) or Postmaster Relief – PMR must be posted as a 5-day assignment. Any office posted in error with a 6-day per week assignment must be pulled from the listings and re-posted as a 5-day per week assignment. During the interview/selection process, if both the applicant and the manager agree, the Part-time Postmaster in a 6-hour office (or PMR in a 2 or 4 hour) may be authorized to work 6-days per week.
2 – In 2-hour and 4-hour Remotely Managed Post Offices there will be a Primary PMR scheduled 5 days per week, with a Secondary PMR assigned to cover the non-scheduled days and other absences. However, if mutually agreed to by the PMR and the APO Postmaster (or District), the PMR may work 6 days per week.
3 – A 6-hour office will have a career Part-Time Postmaster – PTPM. The replacement for non-scheduled days and other absences in these offices is a Postal Support Employee – PSE. If a 6-hour office that is implemented into the POStPlan had a PMR as the ‘back-fill’ employee prior to implementation, they must:
– replace them with a PSE, move the PMR into another qualifying office
– Allow the PMR to take the test to qualify to become a PSE
4 – The APO Postmaster that will have administrative and managerial responsibility for one or more RMPOs should be the selecting official for the PTPM or PMR assigned to their respective offices. The Manager, Post Office Operations would be the concurring official.
5 – All POStPlan impacted offices that are encumbered will continue to operate at their current level, and operating schedule, and continue to report to the POOM until such time as the office becomes vacant (or September 2014) and the office is officially implemented into the POStPlan. At that time, the RMPO office will begin reporting to the APO.
6 – It is necessary to ensure that all APO Postmasters receive the training modules – up to the full suite of training – based on their individual needs. The Manager, Post Office Operations should meet with the APO Postmaster and use the attached Skills Matrix to determine which training modules will be required. They should also establish a reasonable and effective timeline for the completion of all required training.
It is also necessary to ensure that all PMRs and Part-Time Postmasters receive the necessary training modules – up to the full suite of training – based on their individual needs. The APO Postmaster should meet with each PMR/PTPM assigned to them, and use the attached Skills Matrix to determine which training modules will be required. They should also establish a reasonable and effective timeline for the completion of all required training.
7 – Instructions regarding the Office Transfer process – as RMPOs are implemented into the POStPlan. The Postmaster of the Administrative Post Office – APO is the responsible manager. Each RMPO must be transferred to their respective APO Postmaster following the ‘Transfer of Accountability’ checklist attached.
- Some have attempted to transfer the office to the PMR or Part-Time Postmaster assigned to the RMPO. This is incorrect.
Training Requirements for APO and RMPOs and Primary and Secondary PMR Assignments Clarified
APO/RMPO Training Requirements
Appropriate levels of training are required for all APO Postmasters, Part Time Postmasters assigned to PTPOs and PMRs assigned to Remotely Managed Post Offices. The training modules will include a matrix to help assess the training needs for each Administrative Postmaster, Part Time Postmaster or PMR at the APO, PTPO, or RMPO level. The training is not optional. Click here for the APO/RMPO Training Requirements letter POStPlan Training
Primary and Secondary Postmaster Relief
Procedures have been established on posting and hiring for PMRs in Remotely Managed Post Offices. RMPOs will be operated by one or more PMRs that report to an APO. Primary PMRs will work their assignment five days per wek, with a Secondary PMR to cover non scheduled days and other absences. However, a PMR and APO Postmasters (or District) can mutually agree to allowing a PMR to work six days per week. Unique situations also allow for schedule changes that are mutually beneficial to employees and the USPS. Additional information is available here PMR_Primary_Secondary
Postmaster Organizations Consultation with USPS Results in Zone of Tolerance Process for POStPlan Impacted Offices.
After months of consultations between the two Postmaster organizations and Postal Headquarters representatives, the POStPlan Implementation process will now include a zone of tolerance (ZOT) for POStPlan impacted offices. Annual reviews of Post Office levels will be conducted after POStPlan is implemented. The zone of tolerance will provide a range by which an office’s level can stabilize and avoid fluctuating level changes from year to year. Details of the new zone of tolerance process is listed below:
16) After the implementation of POStPlan, there will be annual reviews of Post Offices.
There are three possible results of the annual review. The office retains its current
level; the office falls out of the zone of tolerance (see table in number 17 below) and will
be reduced to a lower level; the office will exceed the current level and will be given the
higher level. The following rules apply to Post Office reviews:
A.Level 20 or Above Offices For offices that are level 20 and above, they will be
reviewed under the current WSC to determine if it should be reduced to a lower
level. There is no current requirement to evaluate these offices on an annual
basis; however, this review can be mandated from headquarters. If any review of
a level 20 or above under WSC results in the office dropping below level 18, the
office will be reduced to a level 18 (regardless of how low it drops) and remain in
the level 18 status until the next year’s review. If the office increases in WSCs,
the standard procedure contained in current regulations apply.
B. Level 18 Offices When a level 18 is reviewed under WSC and falls below the
ZOT for level 18, it will then be considered under the ZOT for POStPlan. If the
office has an AEWL of 5.25 or higher, it will remain a level 18. If it has an AEWL
of 5.24 or less, it will be adjusted to the new level of office. If the office is vacant,
it will be posted at the level it earns. If the office is encumbered, the Postmaster
will be given a RIF notice that will be enforced no sooner than 180 days. If the
Postmaster does not wish to move and would prefer taking a level 6 part-time
position, they are afforded that opportunity as a RIF impact. If the Postmaster
does not find another position and does not wish to reduce to part-time, the RIF
will be exercised no sooner than 180 days and the office will assume the hours of
a level 6 office. If the office increases in WSCs, the standard procedure
contained in current regulations apply.
C. Level 2, 4 or 6 Offices During the annual review of the 2, 4 and 6 level offices,
the ZOT contained in the chart in number 17 below will apply. It is possible for a
level 6 office to reduce to a level 2 office, but in order for that to happen, the
office must have an AEWL of 1.75 or lower. Example, an office started the year
with an AEWL of 4.00 hours – that would make the office a level 6 office. At the
next annual review, this office had an AEWL of 1.74. It would now become a
level 2 office and would have realigned retail hours to match the level of the
office. If any office has an increase in AEWL that takes it to the next level, the
office would increase to the proper level and have realigned retail hours to match
what is earned. Example, an office started the year with an AEWL of 1.99 hours.
That would make the office a level 2. In the annual review, the office now has an
AEWL of 4.00 hours. The office would rise to a level 6 office and would have the
retail hours realigned to match its new earned hours.
The Postal Service will revisit the community to share the impacts, which will
occur no sooner than 7 days after the community meeting.
Part-time career Postmasters in Level 6 offices that are identified to change to a
level 4 or 2 Post Office will receive a RIF notification. RIF impact will occur no
sooner than 180 days of the RIF notification. Vacant Level 6 Offices will change
no sooner than 30 days after the community meeting.
In order for the office to reduce in level, it would have to meet or exceed the ZOT
as articulated in the comments section on the ZOT chart in number 17 below.
17) Zone of Tolerance (ZOT):
|4.00 – 5.74||
|If the office drops below 5.74, but stays at or above 5.25, it will remain level 8. If it falls below 5.25, it will be realigned to level 6.|
|2.00 – 3.99||
|If the office drops below 3.99, but stays at or above 3.50, it will remain level 6. If it falls below 3.50, it will be realigned to level 4.|
|0.00 – 1.99||
|If the office drops below 1.99, but stays at or above 1.75, it will remain level 4. If it falls below 1.75, it will be realigned to level 2.|
January 7, 2013
Interesting links to OIG reports on Postal Service operations.
No surprises with this report. NAPUS has made the Postal Service aware of these issues
since the DUO process went nationwide.
Anyone who has worked in City Delivery operations could have written this report.
Great reading though it appears a good share of the time that the OIG puts too much faith in Postal Headquarters and Areas to correct deficiencies.