New USPS Voice of the Employee Survey?

November 27, 2007 by
Filed under: fedbizopp, postal employees, usps 

From the Postal Service notice posted on Federal Business Opportunities website:

The United States Postal Service (USPS) wishes to pre-qualify suppliers who can develop, implement, manage, and analyze information for a national Employee Engagement survey.  The purpose of this system is to provide an independent, periodic measure of the satisfaction levels of Postal Service employees.  Such a process should also help the USPS to identify which employee engagement drivers need attention to increase employee engagement.  The USPS is seeking suppliers who apply current industry best practices and demonstrate innovative approaches to providing actionable insights into employees’ perceptions.  Suppliers pre-qualified as part of this process may be invited to participate in response to a solicitation(s) issued by the USPS.  It is the intent of the USPS to issue a solicitation for the measurement of employee engagement and analysis using pre-qualified suppliers. 

PART I – GENERAL INFORMATION (continued)
 
B.  PROJECT DESCRIPTION
 
The purpose of the Employee Engagement survey is to measure employees’ attitudes about the workplace and their perception of drivers of their overall work experience.  It will be a census survey of the entire employee population to gain insight into the issues and concerns of the workforce.  The current survey (Voice of the Employee) measures perceptions of workplace environment, consists of 41core questions and is administered on a quarterly basis to one fourth of the approximately 800,000 employee population.  Every employee has an opportunity to respond to the survey once every year. 
 
All 41 questions elicit employee opinion on a wide variety of workplace related issues.  Six of these questions have been identified as key indicators of workplace environmental factors that can have an impact on employee performance and affect business outcomes.  These questions are combined together, each receiving equal weight, and averaged into an index score.
 
The successful supplier must be able to:
 
A.  Select a stratified random sample of employees for each Performance Cluster (PC) and Headquarters/related unit, stratified by bargaining and non-bargaining employees within each PC and Headquarters/related unit.  The entire audience of the approximately 800,000 employee population will be sampled during each year.  The USPS will provide the name, mailing address, indication of bargaining/non-bargaining employee status, area, performance cluster, work location, and email addresses (as appropriate) for each career employee. 
B. Conduct the data collection process through both  mail-out and web-based processes. 
The current mail-out process includes:  producing sufficient quantities for all survey recipients; providing outgoing and return white envelopes and preparing the mail-out of the survey, including collating and stuffing surveys, cover letters, instructions and return envelopes.   Employee address information needs to be printed so that the recipient can peel or tear off this information to preserve anonymity.  Only work location code, bargaining/non-bargaining indication and field/HQ designation will remain on the survey itself.  NOTE – current process specifics are being provided to provide overall scope.  Proposals should include current industry best-practice processes.
 
The web-based process (not yet designed) will require specific attention to security and preservation of anonymity.  NOTE – as indicated above, proposals should include current industry best-practices processes. 
C.  Distribute (mail and/or email) surveys within a specified (narrow) time period. Special packaging and sorting will be necessary for different locations, based on the size of the office.
D.  Receive all returned hardcopy surveys via first class mail at the contractor site. Scan or image all returned answer sheets. 
 
Receive and maintain all web-based survey data.
 
Produce and deliver tracking reports, including data verification, so that the incoming information can be continually monitored.
 
E. Results will be calculated and made available at the various levels (for example national, area, performance cluster, Processing & Distribution Centers, and Bulk Mail Centers).  Results calculated will need to be given to the USPS electronically in various types of spreadsheets and databases.  Analyses and results must be able to be broken down in various ways.
F. The supplier must produce hard copy data reports of results at the various levels.
G. The USPS is seeking demonstrated experience in analysis, including sophisticated interpretation and presentation of findings. 
H.  The USPS is seeking industry best-practice follow-up (action planning and measurement) tools and processes.
 
See Full Notice

Comments

No Comments on New USPS Voice of the Employee Survey?

  1. B on Tue, 27th Nov 2007 11:19 am
  2. uh, yeah ok SOUNDS good, i guess. they will probably just try to turn around and use those statistics against the bargaining units during contract negotiations……….i can hear it now “but, such and such percentage of usps employees surveyed said “blah, blah, blah” in reference to work satisfaction, pay, communication with management, blah, blah, blah….it is only a good investment if they actually use it to try to improve the quality of working life, which, given managements track record is not very likely…………

  3. SFB on Fri, 30th Nov 2007 9:28 pm
  4. Not sure if they are now going to mail these surveys to the “home address” of all craft/bargaining employees! That would be a violation of the Fair Labor Standards Act. Surveys MUST be completed “on the clock” for hourly employees. Also, I sure hope they are giving the home addresses out to an outside company PERIOD!!!

  5. SFB on Fri, 30th Nov 2007 9:29 pm
  6. Oooops, I meant “NOT” giving out home addresses… sorry about that…

  7. sign.... on Sat, 1st Dec 2007 5:43 pm
  8. The entire audience of the approximately 800,000 employee population will be sampled during each year. The USPS will provide the name, mailing address, indication of bargaining/non-bargaining employee status, area, performance cluster, work location, and email addresses (as appropriate) for each career employee.
    B. Conduct the data collection process through both mail-out and web-based processes.
    The current mail-out process includes: producing sufficient quantities for all survey recipients; providing outgoing and return white envelopes and preparing the mail-out of the survey, including collating and stuffing surveys, cover letters, instructions and return envelopes. Employee address information needs to be printed so that the recipient can peel or tear off this information to preserve anonymity.

    Sounds like the company will be invading employees privacy. Another gestapo tool, that doesn’t protect employees anonymity one bit. Probably will have a barcode somewhere, number, ,etc. just as every prior survey done.

  9. Disgruntle on Tue, 18th Dec 2007 7:05 pm
  10. Why dont the surveys ever ask about the real problems of the PO. Like have you ever been bullied,harrassed, or intimidated by your supervisor? All violations of the joint statement on violence and behavior in the workplace.

  11. clown on Tue, 25th Dec 2007 7:33 am
  12. Hehehehhe….just a charade by the management…don’t trust them…ever…

  13. Anonymous on Tue, 22nd Jan 2008 8:08 pm
  14. Trust Postal management, OIG or Board of Governors? They can all go to hell. Everything they do treats employees like we are not human-just a managagment variable.

  15. george on Thu, 7th Feb 2008 2:34 pm
  16. i agree why do the voe not let us say what is really happening in our p.o. the harrassment and the violation of having the voe opened by p.m. is only the start of what is being done. used to think this was a great job now it’s just a rotten job that pays okay

  17. george on Thu, 7th Feb 2008 2:40 pm
  18. the other problem is that when you do tell some one in upper management about the problems they don’t do anything about them anyway. if the person in management is a problem the just promote them and make them somebody else’s problem. and they wonder why postal stress and medical bills are so high. if someone would just listen for once things could be better in a lot of offices around the country

  19. Anonymous on Tue, 19th Feb 2008 3:56 am
  20. The surveys are not for addressing problems, they are for Pay for Performance!!! TEAR THEM UP & THROW THEM AWAY.

  21. Doug on Fri, 29th Feb 2008 2:10 pm
  22. The VOE is a waste of time and money. Nothing really changes because we fill out or don’t fill out these surveys. There must be better ways the Postal Service can spend it’s spare change than to commision these window dressing, face saving, at least it looks like we’re trying surveys.

  23. Anonymous on Tue, 4th Mar 2008 6:14 pm
  24. management is evil, they stick together,some even watch you fill out the voe forms. i feel the management team should be demoted for such behavior. this abuse and harassment needs to end.stop the faking of the voe and get real.
    also, bring us back in early, at6:30 a.m. to satisfy our customers.

  25. Ron on Wed, 7th May 2008 6:09 pm
  26. i never get the voe survey.Are they mailing it out if not i will pay the postage because i have a lot of mmmmm tosay with names included on the survey.

  27. Anita Williams on Thu, 14th Aug 2008 4:41 pm
  28. I received my 1st voice of the employee since my manager got promoted and left. Apparently my new manager is honest. Supervisors told me that Richard Curtsinger instructed them to NEVER give us our voice of the employee forms. He either threw them away or forged them knowing he would never be promoted from words of his employees. Again they promote liars and cheaters. Prooving that dishonesty and corruption is the only they get recognized. That is why you guys never see your forms. It is another joke on USPS employees.

  29. Anita Williams on Thu, 14th Aug 2008 4:46 pm
  30. in additon I need to say that I would get the form saying that I was selected for VOE but never received the survey. I asked my supervisor Julie Waters at the time – she would not give me an answer because she knew that she was instructed to not allow me to have it to fill out. But it worked for Richard Curtsinger – he got promoted in spite of 20 employees signing a form that we were working in a violent atmospher under Richard Curstsinger. This form was sent to the Labor Board – but we heard nothing and suffered under his physco management. I feel sorry for those being subjected to him in Bowling Green. He is a wacko!