On August 27, 2010 LEAGUE and NAPUS jointly signed a letter asking that the OIG investigate the 2009 NPA process, specifically the suspected reduction of CORE scores to many Postmasters by higher level management. It was suspected that this unilateral reduction in scores without the immediate manager’s approval or input was driven by higher levels of management. On August 8, 2011 the results of the investigation were shared with the organizations and .found that our concerns were true.
- One district manager stated the area vice president verbally instructed all district managers in the area to align employees’ core requirement ratings with the average NPA unit score for their districts. As a result, the manager reviewed and lowered the core requirement ratings for 606 employees.
- Another district manager stated that managers lowered core requirement ratings after reviewing a few of CORE scores in that district and determining that they were disproportionate to the district’s NPA score. The process states that a district manager only reviews the PFP of direct reports and employees whose core requirement ratings are identified as ‘non-contributor’ or ’exceptional’ by the PES which until 2009 was the case. The intent of CORE was to recognize individual performance outside of the NPA scores that may have not been within the individuals control. Of course CORE scores could be both higher and lower then the district NPA score, that is how the process is suppose to work.
It is unfortunate that Postal Headquarters did not shoulder full responsibility for this action and in fact stated that it may not be statistically correct since only a small portion of the 60,000 were interviewed. They also stated that the OIG did not recognize that part of the process was for the higher level manager to evaluate the score and act accordingly if the score was not justified. We all know that in 2008 far fewer scores were reviewed by District Managers than in 2009 and that tells the real story about whether or not a directive was given.
The OIG has recommended that the Organizations work with Headquarters to improve the process. NPA/PFP will be part of the pay talks we are starting August 15. We will work to improve the NPA process and will spend time discussing the value of having CORE scores and what benefit if any this portion of the process could have with the PFP program. The entire investigation results are linked below for your review.