USPS Pay-for-Performance: Fair And Balanced Or Subject To Manipulation

Ask postal employees about the Postal Service’s Pay-for-Performance (PFP) program and you’ll hear a wide range of opinions as to why they think the program is not working. Many believe the program is unfair and can be subject to manipulation.

According to Postal Service officials, the PFP program’s foundation is a balanced scorecard of objective, independently verifiable measures of service, employee engagement, and financial performance. Performance indicators are measured at national, district, business unit, and individual levels.

In its 2010 Comprehensive Statement of Postal Operations and Annual Report, the Postal Service stated the PFP program continued to drive organizational achievement as measured by a 2.2 percent increase in Total Factor Productivity (TFP) in 2010 compared to 2009.This marked the ninth year of positive TFP growth since 2000. The current PFP program evolved over a 12-year period and became the only basis for annual salary increases and lump sum awards for executive and administrative employees beginning in 2004. In implementing its PFP program, the Postal Service joined the ranks of many private sector firms where pay for performance is a standard feature for management and executives.

The OIG plans to initiate a review of the Postal Service’s PFP program. We would like to hear more about your thoughts on the subject.

Read the entire story and Take the poll at USPS OIG’s website

2 thoughts on “USPS Pay-for-Performance: Fair And Balanced Or Subject To Manipulation

  1. why should pfp be given when the postal service is losing money!!! they have hired more supervisors when the craft has been reduced by roughly 25% since 2002. they need someone to come in and overhaul the balance ratio between supervisors and craft.the mail volume is supposedly down, they keep adding more deleveries to our mailroutes to justify this. what extra work is supervision given. NOTHING!!! they should not get pfp bonuses when the craft workers are doing the extra work not management.

  2. I do not think that management should be given any incentives. They should receive pay raises based on time and cost of living. And how can you give performance pay when you there is late mail all the time. i work for the sacramento P&DC and they are more concerned about getting the standard mail out on time but will leave 2C mail for days on end.

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