Postal Service Announces RIF Effective Date Change, Career PTF Assignment Option for Remaining Impacted POStPlan Postmasters.
As a result of a Memorandum of Understanding (MOU) negotiated with the APWU, the Reduction in Force (RIF) separation date for all remaining impacted POStPlan Postmasters in 2, 4 and 6 hour offices has been extended until February 6, 2015.
The effective date of RIF demotions and voluntary reassignments is now February 7, 2015. If you already sent in your acceptance form, you do not need to take further action at this time.
The MOU dated December 31, 2014, will allow impacted Postmasters whose offices have been re-evaluated to a 2 or 4 hour per day Remotely Managed Post Office (RMPO) with an opportunity to volunteer to become career PTF clerks.
A letter providing information about the new option for impacted Postmasters, including how to accept the assignment offer, your pay and work schedule if you accept the offer, will be provided to you in the coming days.
All separations, including optional retirement and RIF separations will be effective Friday, February 6, 2015. If you have submitted a retirement action effective January 9th, the Human Resources Shared Services Center (HRSSC) will reach out to you directly.
Questions should be directed to your District Human Resources Manager or Manager, Post Office Operations.
Decision is Reached on POStPlan Arbitration
NAPUS and the LEAGUE have received Steven Goldberg’s arbitration decision on POStPLan. Both organizations are deeply disappointed with the decision and are still working through the details of the arbitration document. Clearly this will have an impact on PMRs in 4-hour RMPOs, vacant 6-hour RMPOs and 6-hour Postmaster positions in the future. We can be thankful that incumbent 6-hour Postmasters (including those being RIF’d to 6-hour Postmaster positions), will keep their Postmaster position as long as they do not vacate the office. Once these offices are vacated, they too will be staffed by APWU employees.
Here is an overview of the arbitration:
• 2-hour RMPOs will stay staffed with PMRs
• 4-hour RMPOs will be staffed with APWU PSEs. The PMRs in these offices will have the opportunity to take the test and apply for the positions.
• 6-hour RMPOs will be staffed by NTFT employees or traditional employees. Those offices with incumbent Postmasters, including those accepting their own office as a RIF offer with a reduction to 6 hours, will stay in the jobs until vacated.
• PTPOs 6-hour offices will stay staffed with a Postmaster. These offices were not part of the arbitration decision since they still have all of the Postmaster administrative responsibilities.
When any RMPO or PTPO is evaluated and increases to a Level 18, the office will then be posted and filled by a non-bargaining employee and managed by a Postmaster.
All Level 18 offices will be staffed with PTFs instead of PSEs, ending the staffing issues for many Level 18 Postmasters.
Both Postmaster organizations continue to review the POStPlan Arbitration. Clearly the fact that Postmaster administrative duties were removed from the 6-hour Postmaster positions and the 4-hour RMPOs weighed heavily on the arbitrator’s decision.
We will keep you posted as to further developments regarding the arbitration as well as the timeline for conversion of the 4-hour RMPOs from PMR to PSE employees.
Links to Arbitrator ruling and Staffing MOU with APWU
APWU Website Link
APWU Wins Major Victory on Staffing ‘POStPlan’ Post Offices
NAPUS POStPlan Website Pages
This an EXCEL spreadsheet to assist in determining the new POStPlan SOV Levels. Fill in the yellow blocks with data from SOV – FTEE Complement Analysis sheet. This attachment is not an official Postal Service document but a spreadsheet created by MONAPUS utilizing information provide to NAPUS by the Postal Service.
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.|
1) Classification of Offices: The POStPlan involves a review of Post Offices with the option of offering remotely managed Post Offices (RMPOs), which are part-time Post Offices and evaluated according to earned workload through Small Office Variance (SOV) or Customer Service Variance (CSV) systems, and not Workload Service Credits (WSCs). Part-time RMPOs with 6 hours per weekday of window staffing will be staffed by career employees (EPM Postmasters), and part time RMPOs with window staffing at less than 6 hours per day will be staffed with noncareer employees (Postmaster Reliefs (PMRs)). In both cases, if a unit currently designated as a Post Office is converted to a RMPO, the employees staffing the office will report to an administrative Post Office, and not the district office, and any such RMPO will be listed under the lead finance number of the Administrative Post Office.
2) Evaluation: For the purpose of evaluation of level of Post Offices, level 18 and above offices will remain with a Workload Service Credit (WSC/PS Form 150) evaluation. RMPOs will be subject to evaluation by a modified SOV/CSV process, and reviewed annually to determine appropriate service levels for these offices. The SOV/CSV ranking for each office will be determined by the then current annual completed fiscal year (FY) SOV/CSV results multiplied by a factor of 1.1, updated with actual scans when available. Earned workload corresponds with window service hours as follows:
Earned Workload Range (Hours)*
Window Service Hours Each Weekday
4.00 to 5.74
2.00 to 3.99
0.00 to 1.99
* The denominator to determine earned workhours for window service only is 5.5 days in a week.
Total anticipated operating time is included in hours and hundredths as follows:
- 2 hour RPMOs = 2.17 (2 hours and 10 min.)
- 4 hour RPMOs = 4.33 (4 hours and15min)
- 6 hour EDM = 6.50 (6.50 hours and 30 min.)
Exceptionally, RMPOs that are more than 25 driving miles from the next nearest postal operated retail facility will be staffed for 6 hours of window service each weekday regardless of actual earned value (5.74 or below), and will be subject to pay and benefits of the applicable EPM, but will report to district offices in lieu of the Administrative Post Office. Post Offices earning 5.75 or above of earned workload using the 1.1 multiplier will be categorized as Level 18 or above.
3) Staffing, Pay and Benefits:
a) Noncareer: Noncareer Postmaster Relief (PMR) employees will staff RMPOs providing 4 hours or less of window service each weekday. Compensation will be at an hourly rate of $11.76 per hour. These employees will be employed within the Administrative Post Office and will be assigned in the RMPO. Noncareer PMR employees may apply for vacant career positions. Employees will earn annual leave at a rate of 1 earned hour per 20 hours worked per pay period. Beginning in 2014, the Postal Service will provide eligible PMR employees who meet the requirement for health coverage under the Affordable Care Act of 2009.
b) Career: Career Evaluated Postmasters (EPMs) will staff RMPOs providing 6 hours of window service each weekday. Compensation for individuals who are not currently career postmasters and who subsequently become career evaluated postmasters will initially be set at an hourly rate of $12.30. Thereafter, their compensation will be set pursuant to standard Postal Service policies. Compensation for individuals who are currently career Postmasters and who become career evaluated postmasters of RMPOs will be set as described in paragraph 5.b, below. Current incumbent career evaluated Postmasters will be provided leave and benefits consistent with current policies. Newly hired EPMs serving in RMPOs will earn annual and sick leave in effect at the time of hire. These employees may apply for other positions consistent with standard Postal Service rules.
4) Upgrades: Post Offices level 16 and below that earn 5.75 or greater hours will be upgraded to EAS Level 18 and above offices. Incumbent Postmasters will receive upgrades consistent with standard Postal Service rules.
5) Implementation Plan: The POStPlan process will be rolled out in a six phase implementation process as follows:
a. Phase 1 – The communication plan will be released publicly, and the Postal Service may file a nationwide service change request with the Postal Regulatory Commission to give effect to the POStPlan. The anticipated date of filing and communication is late-April 2012. Postal Service will provide an advance communications plan to Postmaster Associations prior to roll out.
b. Phase 2 – Employees identified as impacted will receive reduction in force (RIF) notifications as applicable. It is anticipated the RIF will be initiated in May 2012 and the Specific RIF Notice will identify the employees’ RIF assignments [EPM or PMR]. However, the effective date of the RIF will be June 20, 2014. The employees will remain in their current positions [continuing their pay and benefits] until the RIF effective date. If an employee declines the RIF assignment, that employee will be separated on the effective date, June 20, 2014. Nothing in this agreement alters the rights of the Postal Service in conducting RIFs of incumbent employees where Post Offices are discontinued. As a result of this paragraph, the two-year retention of grade, pay and/or salary provided by ELM section 415.2 will not apply to any employees identified as impacted, as described earlier in this paragraph. A career Postmaster who is placed in a career evaluated Postmaster position in an RMPO as a result of RIF, or who voluntarily accepts such a position prior to the effective date of the RIF, will be compensated at $18.18 per hour upon being placed in that position. Thereafter, compensation will be set pursuant to standard Postal Service policies.
c. Phase 3 – The Postal Service will announce and offer an incentive based voluntary early retirement (VER) opportunity to eligible EAS Postmasters.
d. Phase 4 – The Postal Service will post all Postmaster vacancies level 18 and above, including newly categorized level 18 offices that are evaluated as such based upon earning 5.75 hours and greater of earned workload, using the 1.1 multiplier. There will be two rounds of limited competition for Postmasters. The first round will occur prior to the VER window period. The second round will occur within a reasonable time after VER implementation.
e. Phase 5 – All vacant Post Offices with earned workload of 5.74 or less hours will be subjected to the POStPlan as described in this instrument during the period beginning June 2012 and continuing thereafter. Such Post Offices will either transition to RMPOs or be discontinued, depending on management’s needs and customer feedback.
f. Phase 6 – Any remaining incumbent Postmasters in offices with earned workload of 5.74 hours or less will be impacted and the office will be subjected to the POStPlan as described in this instrument. Such Post Offices will either transition to RMPOs or be discontinued, depending on management’s needs and customer feedback.
6) Consultations: It is understood that the consultation process under 39 U.S.C. § 1004 is satisfied, and no further consultations on the POStPlan concept or its implementation as described by Postal Service management to date are necessary. If the Postal Service implements the POStPlan in a manner that differs from that described in this document, the Postal Service will consult with the Postmaster Associations about those changes. The Postmaster Associations will receive informational copies of changes to Postal Service regulations that give effect to the POStPlan once they are ready for review, but their circulation to the Postmaster Associations will not trigger a new set of consultations.
7) Publicity: It is understood that Postal Service management and the Postmaster Associations may publicize the understanding reached on the POStPlan, however, the Postmaster Associations will not issue public representations against the plan or oppose the POStPlan at the Postal Regulatory Commission, as long as its implementation conforms to the description contained in this document, should it be presented to the Postal Regulatory Commission as a nationwide service change.
8) Consolidation: It is understood by both Postal Service management and the Postmaster Associations that this change in reporting structure and the elimination of the competitive area of the former Post Office converted to an RMPO does not give rise to a discontinuance or “consolidation” requiring the posting of a final determination under 39 USC 404(d), consistent with current regulations published in Handbook PO-101, which were made effective on December 1, 2011.
9)Discontinuance: Nothing in this plan prevents Postal Service management from undertaking to discontinue a Post Office under Handbook PO-101 in lieu of converting it from a Post Office to a RMPO. As a matter of routine practice, communities will be informed of various options (service through nearby office, rural carrier/HCR expansion, contractor-operated retail facility, as well as the implementation of POStPlan), when management undertakes to study a Post Office that is not suspended or likely to be suspended in the foreseeable future. Management will implement any one of these options, which may or may not include the POStPlan.
10) Prior Decisions: The prior understanding between the Postal Service and the Postmaster Associations regarding the impact of Delivery Unit Optimization (DUO) shall remain in effect. This means that, as reflected in the Postal Service’s letter of February 14, 2011 to each of the Postmaster Associations concerning DUO implementation, postmasters and station managers whose EAS grade levels have been reduced as a result of the implementation of DUO will retain their eligibility for saved grade and saved salary, as further specified in those letters, notwithstanding the implementation of the POStPlan.