Senator, Congressman Introduce Bills To Address Postal Managers Unreasonable Workload
Filed under: politics, postal, postal managers, postal supervisors, Postmasters, usps
From the Postmasters.org website:
“Senator Akaka (D HI) and Congressman Gerald Connolly (D VA) have both introduced a bill that would add language to title 39 that puts into law that postmasters and other supervisory personnel shall have a reasonable and sustainable workload and schedule. These bills both address the unreasonable overload that the Postal Service has placed on managers over the last several years. The bills would also clarify certain provisions concerning consultation and changes or terminations in certain proposals.- The League, along with Napus and Naps, supports these bills.”
USPS Attendance Control Crackdown 2010
District Managers
SUBJECT: Attendance Control Programs
The Office of Inspector General (OIG) recently conducted an audit of the Postal Service’s attendance control policies and procedures. The report concluded that supervisors have failed to comply with Postal SeiVice policies and procedures regarding unscheduled absences and recommended the following three actions: provide refresher training to supervisors, establish and implement internal controls to evaluate and ensure supervisors compliance, and mandate the use of the Enterprise Resource Management System.
We have continually discussed on performance telecons the lack of accountability around the attendance control programs within your districts and the negative impact unscheduled absences have on finances and service. ThiS report only reinforces what we already know. Accordingly, the following actions are required effective immediately.
All newly promoted supervisors will be provided classroom leave control training within 90 days of promotions and refresher eLearning training to seasoned supervisors as described below beginnIng this quarter.
Employees’ absence analysis (form 3972) must be reviewed each quarter by every immediate supervisor’s manager.In the initial review, if it is determined that inadequate corrective action has been taken by the supervisor, the supervisor shall be required to take/repeat the eLearning course. If the supervisor fails to address irregular attendance in subsequent quarterly reviews, corrective action will be taken. Records must be maintained to ensure continued compliance. As the District Manager, you will be required monthly to submit to me a report of your performance with respect to attendance control and actions taken to correct
deficiencies of managers/supervisors under their control. Your first report is due in my office February 1, 2010 and should be broken out by POOM area and plants.
Finally, all supervisors and Labor Relations Specialists will use the eRMS System and maintain all corrective action and grievance information within the system for review. There shall be no exceptions to this requirement.
Terry Wilson
source: PostalReporter reader -Terry Wilson is VP Area Operations, Southeast Area. Terry Wilson suddenly retired at the end of this month. Linda Welch is taking over February 1st. The attendance crackdown is probably happening nationwide
USPS Executive Moonlights For Cash From Corporations
USPS Executives Pay For Performance
“The financially troubled U.S. Postal Service pays Robert F. Bernstock a $232,500 salary to oversee its shipping and mailing division, but a little-known hiring provision allows the executive to earn even more money from outside corporate sources. Mr. Bernstock took home more than $270,000 in cash and other compensation combined in fiscal 2008 by serving on the corporate boardsfor weight-loss giant Nutrisystem Inc. and Pantry Inc., which runs the Kangaroo Express convenience store chain, according to U.S. Securities and Exchange Commission filings.
Postal officials agreed to let Mr. Bernstock retain his paid outside corporate positions even as he works full time for the Postal Service under a special condition of his June 2008 hiring. In addition, the Postal Service further boosted Mr. Bernstock’s finances by awarding him an $85,000 hiring bonus in fiscal 2008 and an $85,000 retention bonus for fiscal 2009.”
read full story from the Washington Times
From USPS:
Pay For Performance
“There were 735 executives in 2009, including 42 officers and 83 newly appointed executives. 65 executives participated in one or more of the course offerings for executives.”
“A pay-for-performance program is in place for non-bargaining employees, and managers are compensated in part based on the degree to which their personal accomplishments — and the accomplishment of their unit (e.g., Post Office, plant, and district) contribute to overall success. These employees do not receive automatic salary increases, nor do they receive cost of living increases or locality pay.”
The Postal Service’s Pay-for-Performance (PFP) program continued to drive organizational achievement. (Performance results are highlighted in Chapter 6.) Unlike most government agencies that provide regular, across-the-board pay increases, PFP is the sole source of annual pay adjustments for non-bargaining unit employees.
The award-winning program has been cited by several independent entities as a model for other agencies to emulate. The foundation of the evaluation system is a balanced scorecard of objective, independently verifiable measures of service, workplace environment, productivity, and financial performance. Performance indicators are measured at national, area, district, business unit, and individual levels so that meaningful performance distinctions are made within the line-of-sight of all managers. Individual contributions are linked to organization success through these performance indicators. Core performance requirements and individual results are recorded in the Performance Evaluation System.
New service performance indicators were baselined in 2009 for Standard Mail and Presort First-Class Mail along with other mailing services products.
“Pursuant to §39 U.S.C. 3686(d), the Postal Service hereby reports that during calendar year 2008 the following individuals received compensation in the amounts listed in excess of the rate for level 1 of the Executive Schedule under section 5312 of title 5:”
Kathleen Ainsworth
$13,057
Robert F. Bernstock
$20,979
Anita J. Bizzotto
$37,975
Sylvester Black
$49,656
Megan J. Brennan
$28,702
Susan M. Brownell
$9,981
Ellis A. Burgoyne
$72,756
Michael J. Daley
$28,656
Thomas G. Day
$7,501
Patrick R. Donahoe
$72,936
Jo Ann Feindt
$18,856
Steven J. Forte
$19,999
William P. Galligan, Jr.
$56,936
Deborah M. Giannoni-Jackson
$28,630
Mary Anne Gibbons
$60,790
Dean J. Granholm
$2,424
Timothy C. Haney
$17,463
Todd S. Hawkins
$6,146
Lawrence K. James
$827
Stephen M. Kearney
$23,328
Linda A. Kingsley
$28,604
Susan M. LaChance
$275
Jerry D. Lane
$23,564
B. L. Malcolm
$26,986
Pritha Mehra
$59
Julie S. Moore
$7,664
Walter F. O’Tormey
$28,665
Anthony M. Pajunas
$28,721
Susan M. Plonkey
$4,337
John E. Potter
$73,771
Samuel M. Pulcrano
$2,827
Gary C. Reblin
$5,608
Tom A. Samra
$12,143
Jordan M. Small
$28,719
Douglas A. Tulino
$7,421
Gloria E. Tyson
$6,253
Anthony J. Vegliante
$71,136
Paul E. Vogel
$65,856
Harold G. Walker
$40,681
Terry J. Wilson
$49,956
George W. Wright
$28,730
Union President Criticizes USPS For Lack of Diversity in Executive Staff
APWU Web
In a letter to the Postal Service Board of Governors, APWU President William Burrus wrote he is “deeply troubled” by the lack of diversity in the USPS executive staff, and said, “Although the nation has made significant progress toward equality, it appears that the USPS remains mired in the Dark Ages.” Burrus wrote the letter after receiving a copy of Postal Service’s Official Organizational Chart. http://apwu.org/news/webart/2009/09-137-usps-org-chart.pdf
“It is inexcusable that women and people of color have been relegated to such a small role in the managerial structure, especially considering the fact that the workforce at-large is so much more reflective of the population,” he said in the Oct. 22 letter. http://apwu.org/news/webart/2009/09-137-bog-diversity-091106.pdf
“Applying any reasonable standard of inclusion, one has every reason to expect that the United States Postal Service should and must do better.”
As of this date, the Board of Governors has not responded to the letter
USPS Announces New Pacific Area Operations VP
Drew Aliperto
Postmaster General Jack Potter has announced the selection of Drew Aliperto as vice president, Area Operations, for the Pacific Area. He replaces Michael Daley, who will retire next month after a 37-year career with the Postal Service.
In his new role, Aliperto will be responsible for approximately 14 percent of the nation’s mail and an area which has met and exceeded national on-time performance averages for Express, First-Class and Priority Mail.
“Drew’s extensive experience has given him a unique understanding of the means and methods necessary to achieve optimal performance of the state-of-the-art processing equipment and systems that support the most technologically advanced mail system in the world,” said PMG Jack Potter. “It also has given him a special appreciation of the critical role of our employees in maintaining their effectiveness.”
Aliperto, currently manager, Operations Support for the Pacific Area, has had responsibility for the development and implementation of operational programs and policies throughout some of the most geographically diverse and expansive service territories in the Postal Service.
A 32-year veteran of the Postal Service, Aliperto began his postal career as a mail handler in St. Paul, MN, in 1978. He later held several management positions, including manager and senior manager of Distribution Operations at processing facilities in Minneapolis and St. Paul, as well as plant manager.
Before moving to his current position, Aliperto served for a time as the senior plant manager of the Sacramento P&DC.
source: USPS
NAPS: RIF Avoided – All Impacted EAS Postal Employees To Be Placed In Positions
The NAPS resident officers met on Friday, August 28, 2009 with Douglas A. Tulino, USPS Vice President, Labor Relations at 11:00 a.m. to discuss the final day of the restructuring prior to the implementation of the RIF on the remaining impacted EAS employees.
Due to the diligence of the members of the NAPS executive board, who worked closely with local Areas and Districts and the cooperation of USPS headquarters, we are able to announce today that remaining impacted employees are expected to be placed in positions thereby avoiding a RIF.
We will continue to monitor the remaining impacted EAS employees to ensure that they have been placed. If any member is aware of a situation where an EAS employee remains unplaced, please have that individual contact their respective NAPS area vice president.
We owe a debt of gratitude to all of our NAPS officers in the field for their efforts in working through this restructuring so that we have the conclusion that we achieved today. We will continue to work with the Postal Service to resolve remaining issues that have been caused by the restructuring.
source: National Association Of Postal Supervisors
Postal Vehicle Manager Charged With Bilking USPS Out of $190,000
Press Release from the US Departmen t of Justice
William J. Edwards, United States Attorney for the Northern District of Ohio, and Elizabeth A. Farcht, Special Agent in Charge of the Eastern Area for the U.S. Postal Service Office of the Inspector General, announced today that an Information has been filed charging Ulysses Bradley, age 42, of Northfield, Ohio with one count of Conspiracy to Commit Theft of U.S. Government Property and Misappropriation of Postal Funds.
According to the Information, Ulysses Bradley was the manager of the Vehicle Maintenance Facility (VMF) for the United States Postal Service (USPS) serving the Northern District of Ohio, overseeing local branch offices in Parma, Shaker Heights, Akron, Canton, and Youngstown. As manager of the VMF, Bradley was responsible for approving payments for service and maintenance for all USPS vehicles; Bradley was also responsible for selling used Postal vehicles.
The Information states that Bradley and others prepared and approved fictitious invoices submitted to the U.S. Postal Service in order to receive funds for vehicle washing/waxing work which was never performed for the U.S. Postal Service. The Information alleges that Bradley and others used the names of fictitious companies or third-party companies to prepare and submit fictitious payment requests which were submitted to the U.S. Postal Service in order to receive funds for high-end vehicle maintenance work which was never performed for the U.S. Postal Service. Bradley, using his authority as a Certifying Officer, would approve the payments stating the work had been performed when he knew that it had not.
In exchange for his approvals, the Information alleges that Bradley received a cash share (or “kickback”) of the funds the U.S. Postal Service had paid to the listed contractors. To avoid detection, the Information states that Bradley would destroy the payment requests in contravention of the U.S. Postal Service record keeping regulations. In total, the Information alleges that Bradley approved fictitious invoices resulting in a loss to the U.S. Postal Service of approximately $190,000.
The Information further alleges that Bradley would sell used U.S. Postal Service vehicles to individuals, without putting them up for public auction, in return for a cash “kickback” payment.
Farcht stated: “The vast majority of the Postal Service’s 765,000 employees and contractors are dedicated and hard-working individuals who work diligently to move the mail to its proper destination. Unfortunately, a small number of individuals choose to betray the public trust. Special Agents of the Office of Inspector General for the U.S. Postal Service identify and investigate those employees, and seek their criminal prosecution and removal from the Postal Service in order to restore that trust and maintain confidence in the postal system. To report allegations of theft, fraud, or other violations of law, contact the USPS Office of Inspector General at 1-888-USPS-OIG or www.uspsoig.gov.”
If convicted, the defendant’s sentence will be determined by the Court after review of factors unique to this case, including the defendant’s prior criminal record, if any, the defendant’s role in the offense and the characteristics of the violation. In all cases the sentence will not exceed the statutory maximum and in most cases it will be less than the maximum.
This case is being prosecuted by Assistant United States Attorney Justin J. Roberts, following an investigation by the Cleveland Office of the United States Postal Service Office of the Inspector General.
An Information is only a charge and is not evidence of guilt. A defendant is entitled to a fair trial in which it will be the government’s burden to prove guilt beyond a reasonable doubt.
Postal Managers In New York Tackle Employees Sick Leave Usage
Postal Managers In New York Tackle Employees Sick Leave Usage
Lean Six Sigma (LSS) may prove to be just the right medicine to cure sick leave usage at the Buffalo, NY, P&DC.
Misused or excessive sick leave can lead to increased overtime, increased power usage due to additional machine and plant runtime, production delays, and poor employee morale. In March, the Buffalo P&DC’s sick leave rate for FY 2009 was 5.72 percent, well above the 4.95 percent rate at the end of FY 2007.
The team decided to use LSS methodology to study sick leave usage at the plant. First, team members developed a list of interview questions for supervisors and managers. Next, the team conducted a brainstorming session on the causes of inconsistent policy administration and cataloged primary causes.
The team decided that employee awareness and responsibility, along with policy administration, should be more effectively and uniformly communicated to everyone in the organization. Team recommendations included increased and consistent communication about sick leave policies and improved training for supervisors.
To monitor changes in sick leave use, the team created metrics charts for each manager and supervisor, along with a service talk for employees. The team’s goal is to reduce the plant’s sick leave rate to 3.5 percent this fiscal year.
Source: USPS News Link
USPS Names Two New Acting Vice Presidents
Accordng to The Mailers Council via Postcom.org there are USPS Names Two New Acting VP’s
”SVP Bill Galligan has named two individuals to fill their positions on an acting basis: Jordan Small is the acting vice president, Network Operations. He will be responsible for the USPS’ national transportation system and mail processing operations. Jordan was the vice president, Delivery Operations. Linda Welch is the acting vice president of the newly restructured Delivery and Post Office Operations organization. She will be responsible for the operation of the USPS’ 36,000 post offices. Welch was the district manager at the Dallas and Fort Worth Districts. [Thanks to the Mailers Council for this heads up.]“
MSPB Reverses Its Decision In Case of Postal Manager’s Demotion
The Postal Serviced demoted Gregg Giannantonio from EAS-21 Arizona District Manager of Statistical Programs to EAS-17 Customer Services Analyst based on a charge of “failure to meet the duties and responsibilities of your position.” Giannantonio filed an appeal. After holding a hearing and considering the evidence, the administrative judge (AJ) reversed Giannantonio’s “demotion under Stone v. Federal Deposit Insurance Corporation, 179 F.3d 1368 (Fed. Cir. 1999), on the basis” that the Postal Service “had denied him due process because the deciding official engaged in prohibited ex parte communications (phrase that generally refers to action taken without notice to the adverse party or participation by that party in the hearing).” Despite reversing the Postal Service’s action, the AJ made “an alternative finding that even if the agency’s action did not violate the appellant’s fundamental due process guarantees under the standard set forth . . . in Stone, the deciding official . . . failed to consider specific mitigating factors and his penalty determination far exceeded the bounds of reasonableness.”The AJ proceeded to find that the Postal Service proved the charge, and that discipline for the sustained charge promoted the efficiency of the service, but that the maximum reasonable penalty was a letter of warning.
In short, MSPB overstepped its legal authority in reducing the demotion to a letter of warning.
MSPB ruled that USPS must cancel the demotion action and to restore the appellant effective January 19, 2008.