NAPUS: Postal Service Announces Favorable Change to Performance Evaluation Systems (PES) Ratings for FY2013


Postmasters whose FY 2013 overall numeric rating is 3 or below will receive an adjective rating of contributor.

Following years of management associations (NAPUS, League and NAPS) objections to non-bargaining employee’s performance ratings of non-contributor, most recently during our ongoing pay consultations, the Postal Service has decided to allow non-bargaining employees who received an overall numeric rating of 3 or below to receive an adjective rating of contributor for FY2013. Today the Postal Service made the following announcement:

The Postal Service has decided, through the consultation process with the management associations, to adopt a recommendation concerning the FY2013 Pay for Performance Program. Any non-bargaining employee whose FY2013 overall numeric rating in the Performance Evaluation System (PES) is 3 or below, will receive an adjectival rating of contributor.

The favorable rating change decision could serve to protect some EAS employees whose “non-contributor” rating could have caused them to lose their rights to be assigned to a different position in Round 2 of the RIF process.

I would like to take this final opportunity to wish incoming President Tony Leonardi and new Executive Director, Dave Ravenelle a hearty welcome as they begin their terms in 2014. On behalf of President Bob Rapoza and the NAPUS national office staff, we would like to wish you and your family a Happy Holiday Season.

Charlie Moser

December 20, 2013

Read more: NAPUS.

  • Postal Pete

    I thought there has been a pay freeze in effect for management, and if so it needs to continue as they are all overpaid.

    • Postal Management that cares.

      Pete, not all management is overpaid. Since I took my management job over 8 years ago, I have lost between 50-75k that I would have made if I were still craft, and paid OT for the hours I work. That is crushing. But I continue to try to make a difference every day and do the best job I can. I create sort programs and work in the industrial engineering department. Daily, I find ways to save the company money and improve service by optimizing programs to reduce handlings of mail pieces. I also find ways to help keep mail pieces in the automated mail stream by correcting deficiencies in the address databases. I review and analyze mail pieces to figure out why they aren’t coding to the depth of sort needed to get them to their delivery point sequence. Each day I save the Postal Service more money than it costs to employ me. That is my job as and that’s why I get paid. However, there are times when I go above and beyond my normal duties and come across things that I’m not paid to figure out. One such thing that I stumbled upon several years ago was a national process that back flowed many thousands of pieces unnecessarily. This affected every PARS processing site in the country. I questioned it and was pushed back from HQ. After a couple of years, I decided to go out of my way, on my own time and address the problem locally. I managed to come up with a programming patch that fixed the problem at our site. I ran it like that for a couple of months, saving us 10k per month locally. After the success of it at out site, I sent it up to HQ. Three days later, I had one of the top guys in the organization at my desk shaking my hand, because they realized that if they implemented my patch nationally, it would save the company well over a million dollars annually. In march of 2013, the patch was implemented and we began saving. I got no monitary benefit for my effort, which is fine. I went above and beyond and the company is saving more per year than I will make for the rest of my career. In short, your words that ‘all management is overpaid’ is not only ignorant, but shows that you really don’t know what goes on outside your world. You should not he against management. We’re all in the same team. Sure, there are plenty of douchebags in management, but there are also plenty in craft as well. That’s not the point. Generalizing all management on the actions of a few does no good for those if us trying to make a positive difference, both in management and in craft.

    • Liam Skye

      You might want to be careful about claiming that postal management, who does not get COLA, step increases, pay for overtime work, or pay for performance, are overpaid. It would be far, far, too easy for someone to claim that craft workers, who do get most of those things, are the ones who are overpaid – and that juvenile finger pointing does not accomplish anything for anybody. Best to realize that all postal employees are being targeted by certain factions in Congress who intend to destroy their pay, benefits, careers, and families’ well-being today and in the future.

  • Liam Skye

    Changing an adjective is an improvement on a pay for performance system that does not pay for performance? Talk about spin!

  • Jim Roach

    Considering the 4 mismanaged Holidays just past, and worse staffing from sply, if anyone in Hawkeye District gets a bonus, something is seriously wrong.