From NAPUS:
Postal Headquarters Announces FY 2014 Pay for Performance Program and National Performance Assessment Corporate and Unit Indicators
For the first time in recent history, the NPA Unit and proposed Corporate Indicator targets and thresholds will be available to Postmasters at the beginning of the Fiscal Year (FY-2014.) The files provide the finalized Unit and proposed Corporate Indicators weights and depths for each NPA scorecard, along with a brief description of all Indicator changes. Finalized Corporate Indicators will be provided upon approval by the Board of Governors.The Performance Evaluation System (PES) for FY 2014 will open on Tuesday, October 1, 2014. Postmasters should confirm their profiles to begin the goal setting process, and evaluators must conduct one-on-one discussions. Information, materials and links pertaining to the PFP process, PES, and NPA can be found on the Blue Page by selecting Human Resources then Pay for Performance.
The above information was announced today by Cheif Human Resources Officer and Executive Vice President Jeff Williamson. Mr Williamson led the cooperative effort between USPS groups and management association leaders to establish goals by the beginning of FY 2014. Please see the attachements below.
excerpts of letter from USPS (added by PostalReporter.com)
The National Performance Assessment (NPA) Unit and proposed Corporate Indicator targets and thresholds for FY2014 are attached. Indicator targets and thresholds were developed to incorporate a continuous improvement approach while ensuring achievable results. The attached files provide the finalized Unit and proposed Corporate Indicators weights and depths for each NPA scorecard, along with a brief description of all Indicator changes. Finalized Corporate Indicators will be provided upon approval by the Board of Governors.
The Performance Evaluation System (PES) for FY2014 will open on Tuesday, October 1. Employees should confirm their profiles to begin the goal setting process, and evaluators must conduct one-on-one discussions.
• All PCES, ACS Attorneys, Headquarters and Headquarters-related EAS employees must enter objectives in PES and they must be approved by Thursday October 31 .
• All evaluators for Field EAS (Area and District), Postmasters, Postal Pol ice, EEO Field Operations, and Field Sales employees must conduct performance discussions based on metrics established in the NPA system and enter in PES by Thursday, October 31 .
NPA 2014 Indicators Targets-Depths-Composite Weights 9-30-13 (3)
NPA FY2014 NPA Planning – Summary (3)
excerpts of summary (added by PostalReporter.com)
Unit Indicators – NEW
Workers Compensation Reduction
Indicator will be measured monthly and will compare total workers compensation YTD expenses to SPLY. Target is 3% reduction to SPLY.
Overtime Grievance Cost Reduction
This indicator focuses on reducing overtime grievance payout costs and will be measured by performance improvement to SPLY.
Charlie Moser
September 30, 2014
PFP/PES has been in place for years. It was never suspended or ended and is therefore not being ‘re-instated’. It never went away. What went away were any EAS raises or pay incentives tied to the performance indicators. Unlike craft employees, non-craft employees have gotten NO increases for 3 years running. There may be some under-the-table executive bonues being paid, but regular EAS people are seeing zilch whether they do their jobs well or not.
Employees are already producing at an all time high due to abolishment sand reversions. If you can’t earn based on your performance, and remember, you accepted promotion, then go back to craft.
The slower I go the more money I make, the faster I go the more money my bosses make. Can you see a conflict coming here. The craft worker should be paid on a performance basis and the managers should be salary. If that could happen the craft would improve performance like crazy.
@LUKE -job ===carithiens, cp 4 verse 1 sup-paragaph2a
This part of the bibles states by law, and your god given right to breathe,
That everyone has the right to make sandwiches.
NOW, does anyone want some sandwiches ?
Paid to do the job; paid to perform. Daily indicators reflect performance and should be dwelt with immediately. Failure to be effective either offense or defense should be dwelt with immediately. Paid to perform. No bonus pay for performance as this is expected to be the basics of the position. The manager one reports to has to deal with results and is paid to do so. The pay for performance in the private sector is a different game from one controlled by management pressure groups and craft unions indirectly controlled by politics rather than company earnings.
Playing games. District evaluators play with metrics entered in the system. Same game with different players.
Integrity?
Boo hoo Dennis Smith. You’re already under worked and overpaid anyway.
Do you want me to make some sandwiches ?
EAS pay is not frozen if Downahole is re-instating PFP.
We ARE broke! PES/PFP only grades performance. EAS pay is frozen. Has been for years. There are no raises no matter how well we score. My high 3 is also the lowest of the last three years.
Overtime Grievance Cost Reduction? how about Grievance cost reduction,period?
USPS mgmt = liars and thieves, at all levels.
I thought we were broke ?