One Beltway Center
5904 Richmond Highway
Alexandria, VA 22303-1864
November 26, 2014
SAVED HOURLY WAGE!
After multiple attempts to secure a saved hourly wage for all level 6 Postmasters, Postal HQ has agreed to just that. This announcement brings much overdue good news to approx. 1100 Postmasters. Mark Strong and Tony Leonardi began these talks in late September and I was able to pick up where Mark left off and continue to pursue the ethically correct decision. I hope this information will add some joy to your Holidays. (See the official letter below)
November 4, 2014
More POStPlan Q&A's
League HQ has received another 48 Q&A’s concerning the APWU POStPlan Arbitration. This list answers all the questions that we have submitted to Postal HQ to date. It does raise at least a few additional questions that we will submit for answers. If you have any additional question, please send them to
October 30, 2014
POStPlan Q&A's October 30, 2014
The League office received today a list of Q&A’s that were submitted to Postal HQ for answers concerning questions about POStPlan. This is only a few of the questions that were submitted and once the remainder of the questions are answered we will post them as well.
October 17, 2014
Updated Limited Area of Consideration (LAC) Postings for PTPOs, Level 18 Postmaster and EAS Vacancies Announced.
The LEAGUE has received new language that will give impacted Postmasters more opportunities to find positions prior to the RIF effective date. Both Postmaster organizations are very pleased that the Postal Service is taking additional steps to give those remaining impacted Postmasters limited competition postings to get landing spots prior to January 9, 2015. The message below was received by both Postmaster organizations today:
We are continuing to seek placement for the remaining impacted Postmasters. The following limited area of consideration (LAC) language will be on postings for specific vacancies between now and the RIF effective date. This language supersedes any related previous guidance you may have received over the last few months.
LAC language for PTPO Vacancies through January 9th, 2015 (open to all remaining career POStPlan-impacted Postmasters 2 & 4 hour offices only):
This position is posted with a limited area of consideration (LAC) to all remaining career POStPlan-impacted Postmasters whose offices were re-evaluated as a 2 or 4 hour office service-wide.
NOTE: You must submit your application through eCareer in order to be considered competitively for this vacancy. You may request a non-competitive lateral or downgrade by submitting a written request to the selecting official.
LAC language for EAS-18 Postmaster vacancies through January 9th, 2015 (open to all remaining career POStPlan-impacted Postmasters):
This position is posted with a limited area of consideration (LAC) to all remaining career POStPlan-impacted Postmasters whose offices were re-evaluated as a 2, 4, or 6 hour office service-wide.
LAC language to be used for all other EAS vacancies through February 6, 2015:
(Include standard language for area of consideration, e.g., district-wide, area-wide) all remaining career POStPlan-impacted Postmasters AND all eligible impacted career, non-bargaining HQ/HQ related employees.
NOTE: You must submit your application through eCareer in order to be considered competitively for this vacancy. You may request a non-competitive lateral or downgrade by submitting a written request to the selecting official.
September 24, 2014
POStPlan Arbitration MOU
Monday's announcement on the POStPlan Arbitration has raised several questions. Attached is the POStPlan Arbitration MOU that may help clarify some of those questions.
September 22, 2014
Decision is Reached on POStPlan Arbitration
LEAGUE and NAPUS have received Steven Goldberg's arbitration decision on POStPlan. Both organizations are deeply disappointed with the decision and are still working through the details of the arbitration document. Clearly this will have an impact on PMRs in 4-hour RMPOs, vacant 6-hour RMPOs and 6-hour Postmaster positions in the future. We can be thankful that incumbent 6-hour Postmasters (including those being RIF’d to 6-hour Postmaster positions), will keep their Postmaster position as long as they do not vacate the office. Once these offices are vacated, they too will be staffed by clerk craft employees.
Here is an overview of the arbitration:
- 2-hour RMPOs will stay staffed with PMRs.
- 4-hour RMPOs will be staffed with PSEs. The PMRs in these offices will have the opportunity to take the test and apply for the positions.
- 6-hour RMPOs will be staffed by NTFT employees or traditional employees. Those offices with incumbent Postmasters, including those accepting their own office as a RIF offer with a reduction to 6 hours, will stay in the jobs until vacated.
- PTPOs 6-hour offices will stay staffed with a Postmaster. These offices were not part of the arbitration decision since they still have all of the Postmaster administrative responsibilities.
When any RMPO or PTPO is evaluated and increases to a Level 18, the office will then be posted and filled by a non-bargaining employee and managed by a Postmaster. All Level 18 offices will be staffed with PTFs instead of PSEs, ending the staffing issues for many Level 18 Postmasters.
Both Postmaster organizations continue to review the POStPlan Arbitration. Clearly, the fact that Postmaster administrative duties were removed from the 6-hour Postmaster positions and the 4-hour RMPOs weighed heavily on the arbitrator’s decision.
We will keep you posted as to further developments regarding the arbitration as well as the timeline for conversion of the 4-hour RMPOs from PMR to PSE employees.
September 11, 2014
LEAGUE and NAPUS Presidents met this past week with Headquarters to discuss POStPlan questions that have surfaced and to see where we were on impacted Postmasters. After the LAC posting and the VER incentive there are far fewer impacted Postmasters that need to find jobs. There are a few Districts in the country that concern us more than others but headway is being made to find landing spots while many have chose to retire. Headquarters and the organizations continue to monitor the impacted list to do all we can to reduce this number;
Postmasters need to do all they can to help themselves.
One question that keeps coming up was answered by Headquarters this week. There has been a concern that Level 11 and 13 Postmasters could be placed in Level 17 supervisor jobs. This can’t be done under a RIF as it is a promotion and a Postmaster can’t gain from a RIF. They can apply, compete and be appointed but they can’t be placed in a supervisor 17 job as a RIF offer.
We also were told the SOV and CSV has been updated for all Level 18 Postmasters with the maximum number of hours a Postmaster can work as a clerk in this level office. The Management Involvement for CSV and the Postmaster Administrative Time all have been updated to reflect the number of hours they can work as a clerk. This should show more earned time and help with some of the staffing issues we have had in Level 18 offices.
We will continue to keep you updated on POStPlan as information becomes available.
July 7, 2014
Updated Information on the July 8th LAC Posting for Impacted Postmasters
LEAGUE Headquarters wants to remind all impacted Postmasters that the Limited Area of Consideration (LAC) special job posting opens July 8 and closes July 23. The LEAGUE received the attached sample letter which is being sent to Postmasters who took voluntary downgrades to 6 hour Postmaster jobs. These 431 Postmasters will be able to apply for jobs during the LAC in July.
The letter also states that Postmasters who were formerly in a POStPlan post office and took a voluntary reassignment to their current 6-hour RMPO or PTPO position are included in the incentive offer to separate by resignation, voluntary early retirement, or optional retirement.
We will keep you updated as new information becomes available.
July 3, 2014
Updated POStPlan FAQs and Incentive Payment FAQs
On June 27th LEAGUE Headquarters posted new information on the POStPlan RIF timeline. We also shared information on the VER with $10,000 incentive. For those Optional and VER eligible Postmasters that qualify and accept this incentive, the payout will be December 5, 2014. These Frequently Asked Questions (FAQs) for the incentive payment can assist in answering questions you may have.
The LEAGUE also received an updated version of the POStPlan FAQs These FAQs have updates explaining the RIF process and links to liteblue, Human Resources that can also answer a lot of questions you may have.
There have been a lot of questions on the posting in July that is a Limited Area of Consideration (LAC) for POStPlan impacted Postmasters. It should be noted that the area of consideration has been expanded for this posting to include adjacent Districts not just the District your office is in.
Part Time 6 hour Postmaster jobs will not be posted in this LAC. This is the reason given to us by the Postal Service for not filling them at this time: The APWU has filed a national level dispute regarding the Postal Service’s decision to staff Level 6, Level 4, and Level 2 offices with part-time career Postmasters and PMRs. The case has been arbitrated, the parties have submitted briefs, and the Postal Service is awaiting the arbitrator’s ruling. Until we get that ruling, it would be inappropriate to include the Level 6 offices as a viable landing spot for Postmasters, because if we receive an adverse ruling from the arbitrator, those offices would not be a viable landing spot.
We will continue to post new information as it becomes available.
June 27, 2014
Postal Service Shares POStPlan RIF Timeline, VER and POStPlan Implementation Information with Postmaster Organizations and the Field.
The Postmaster organizations have had numerous meetings with Postal Headquarters regarding the final implementation of POStPlan since the announcement of the extension of the POStPlan RIF date from September 30, 2014 to Jan 9, 2015. Today a number of clarifications on the implementation and the POStPlan Timeline were shared with the field as a result of those joint meetings.
Megan Brennan, COO and Executive Vice President, sent a letter to the AVP’s clarifying the results of the re-evaluation of POStPlan offices using FY/13 data and how the remaining offices being implemented for POStPlan would be impacted.
Community meetings will take place in those remaining offices and the implementation process completed by September 30, 2014. Those POStPlan offices that are vacant will have the operation hours changed consistent with current guidelines. Those offices with encumbered Postmasters will maintain their current grade, salary and hours of operation until Jan 9 2015 or when it becomes vacant. The letter also states that Postmasters will not be involuntarily moved from their office for assignments or details.
This letter helps clarify some problems we were having in the field where POStPlan Postmasters were being told that their hours would be reduced to the level of the POStPlan office regardless of the RIF date or they could be sent to another office to work. We encourage Postmasters to seek details and assignments to improve their chances of getting a promotion or being placed into another position, but that decision is voluntary.
Click on POSTPlan Org Change/RIF Timeline to view the dates and events that lead up to the 1/09/2015 effective date of RIF separation. Key dates include the official mailing to all impacted Postmasters, the annuity estimates, VER package, POStPlan memo which includes the implementation timeline. These impacted Postmasters only who qualify for Optional or VER retirement have another decision to make as the VER window period is from 6/30/2014 – 8/18/2014 with a VER effective date of 9/30/2014. There is a $10,000 incentive for the early retirement but it is only for those impacted Postmasters who qualify for Optional or VER retirement.
Another event of importance to the impacted Postmasters is the Limited Area of Consideration (LAC) posting opening on July 8 and closing on July 23, 2014. This posting will be for eligible impacted career Postmasters only. We have had two LAC postings for all Postmasters over the POStPlan implementation period but this is the first one for impacted Postmasters only. Please review the POStPlan Org Change/RIF Timeline for those positions that will be included in this LAC posting.
The attached timeline gives the dates to all the specific events leading up to a possible RIF separation date of 1/9/2015 and RIF assignment date of 1/10/2015. It is our hope that no one falls into the RIF separation category. Contact your local HR manager or HRSSC with questions you may have. As always the LEAGUE office will do all they can to assist with questions you may have.
One more significant agreement was worked out for those Postmasters who had voluntarily taken a downgrade to a 6 hour PT Postmaster job. Originally the saved hourly rate was to have expired on 10/01/2014. Headquarters has agreed to extend this timeline to mirror the RIF timeline and this saved hourly rate is now protected until 1/09/2015. Headquarters saw no reason to penalize those Postmasters who had already taken steps to find a landing spot freeing up POStPlan offices to be reduced in hours and we could not agree more.
We will continue to share information on the final POStPlan implementation as it becomes available.
May 21, 2014
The LEAGUE and NAPUS Postmaster Organizations informed that RIF Effective Date for Impacted Postmasters has been Postponed until January 10, 2015
There are a lot of anxious POStPlan impacted Postmasters waiting for final news on the specific RIF timelines and events associated with this phase of POStPlan implementation. We continue to meet with Postal Headquarters and minor changes come from each of these meetings which will push back any formal announcement. The LEAGUE and NAPUS Postmaster organizations and Postal Headquarters have spent a great deal of time discussing the implementation and events that will lead up to the final RIF date, with the same end result in mind—get everyone placed before the RIF effective date. These discussions have been in the best interests of all Postmasters who are still impacted and because of this the RIF timeline has been extended. The effective RIF date for impacted Postmasters will now be 1/10/2015.
Timelines for notification of impacted Postmasters, Specific RIF dates and possible VER dates will be released in the upcoming weeks. We clearly understand the importance of getting all the dates and events out to impacted Postmasters; we hope the extension of the RIF effective date relieves some of that stress.
Everyone needs to be very clear on what data will be used to evaluate the remaining 3,200 plus offices. For two years we have shared the process agreed upon with Postal Headquarters. That being said, before RIF letters are sent out, all remaining offices with incumbent Postmasters will be evaluated using FY/13 data to determine the level of the office. Some will go up, some will go down and some will stay the same.
This does not change anything for level 18s with incumbent Postmasters -they will be locked at level 18 until the end of FY/16. Those offices that meet the AEWL criteria will be upgraded the first Pay Period in October, 2014.
After the level 16 and below offices are reviewed for the official POStPlan level, the impacted Postmasters will receive official notification about the timeline, voluntary assignment options, possible VER and PM career options. If you believe there has been a mistake in either receiving or not receiving notification, you need to contact your District immediately for clarification.
The National LEAGUE office and its National Board are always available to answer any questions.
It is still the intent of Postal Headquarters to find a landing spot for every Postmaster who wants to stay in the Postal Service. The Postmaster General included that statement in both of his last two “State of the Business” videos found on the Link. Postmasters need to help themselves to become good candidates for available positions and be flexible about new opportunities. I encourage you to apply for all career positions as they become available to ensure you are placed prior to the RIF effective date.
We continue to be asked if there will be a VER. The Postal Service already has authorization to offer the VER but what continues to be discussed with the Postal Headquarters is the question about an incentive tied to the VER. This is still on the table and an important part of future meetings.
It may be a few weeks before any formal communication is released with all RIF dates, timelines and RIF events; we are working towards the best end result we can get during this timeframe.
As soon as new information becomes available it will be communicated through our normal channels.
May 12, 2014
April 22, 2014
Nonbargaining Salary Protection—DUO and POStPlan
On Friday April 18, 2014 League Headquarters received a letter (PDF) from Doug Tulino, Vice President of Labor Relation, that was sent to the field addressing the agreement on salary protection for DUO and POStPlan impacted Postmasters. This letter is no change from what we had consulted on in April of 2012.
April 4, 2014
POStPlan Implementation Update
The Postal Service and LEAGUE President Mark Strong along with NAPUS President Tony Leonardi continue to discuss final POStPlan implementation.
Post offices were scheduled to be notified of their daily earned workhours using FY 2013 data by close of Postal Quarter II (03/31/2014). The delay in notifications by the Postal Service is due to ongoing discussions and validation of data.
A determination and timeline on implementation is expected soon. We will update the LEAGUE website when information is finalized.
August 5, 2013
MOU for Rural Carrier Seniority in RMPO/APO Offices
The LEAGUE office received the documents below on 7/31/2013 concerning an MOU between the Postal Service and the National Rural Letter Carriers. There is the cover letter and then the MOU concerning rural routes that are left domiciled in RMPOs and how the seniority for carriers applies. Effective with this MOU the seniority of all RCAs and Regular Carriers in RMPO offices merge with the APO office as one list. Please read the MOU.
March 29, 2013
Level 18 Two Percent Promotion Cap Lifted
The LEAGUE has received a memo (PDF) from Postal Headquarters rescinding the 2 percent salary promotion cap placed on level 18 Postmaster jobs on June 19, 2012. Promotion increases to level 18 Postmasters as well as all others will follow postal policy as outlined in the June 24, 2011 memo (PDF) from Anthony Vegliante. The June 19, 2012, letter (PDF) was sent to the field regarding the 2 percent cap on all promotions to level 18 Postmaster positions just prior to the two rounds of postings limited to Postmasters only last year. The Postmaster organizations had been asking that this cap be lifted since the intent of the policy has run its intended course of action and are pleased to see these Postmaster promotions receive the same raises as all other positions.
March 8, 2013
The League office has received several letters from Postal Headquarters over the past few days on POStPlan. On Tuesday over 1000 level 6 Postmaster jobs were posted. This list of offices can be found here (Excel). Level 6 offices that were posted in December should now be in the second and third round. If they are at the third round they would be open to all career Postal employees and PMRs. Make sure your career employees and PMRs are checking eCareer every Tuesday to see what jobs may have opened up to them.
The training letter (PDF) that was sent to the field last week has created a little confusion in some Districts. It is necessary to ensure that all APO Postmasters receive the training modules - up to the full suite of training - based on their individual needs. The Manager, Post Office Operations should meet with the APO Postmaster and use the Skills Matrix with the training guidelines to determine which training modules will be required. They should also establish a reasonable and effective timeline for the completion of all required training.
It is also necessary to ensure that all PMRs and Part-Time Postmasters receive the necessary training modules - up to the full suite of training - based on their individual needs. The APO Postmaster should meet with each PMR/PTPM assigned to them, and use the attached Skills Matrix to determine which training modules will be required. They should also establish a reasonable and effective timeline for the completion of all required training.
A letter (PDF) was also sent out on the staffing of PTPO and RMPOs. In 2-hour and 4-hour Remotely Managed Post Offices there will be a Primary PMR scheduled 5 days per week, with a Secondary PMR assigned to cover the non-scheduled days and other absences. However, if mutually agreed to by the PMR and the APO Postmaster (or District), the PMR may work 6 days per week. A 6-hour office will have a career Part-Time Postmaster - PTPM. The jobs will be posted 5 days a week but again if mutually agreed to by the PTPM and the APO Postmaster (or District) they can work 6 days a week. Replacement for non-scheduled days and other absences in these offices is a Postal Support Employee - PSE.
The APO Postmaster that will have administrative and managerial responsibility for one or more RMPOs should be the selecting official for the PTPM or PMR assigned to their respective offices. The Manager, Post Office Operations would be the concurring official.
Finally some RMPOs are being assigned to APOs with encumbered Postmasters in the office. All POStPlan impacted offices that are encumbered will continue to operate at their current level, and operating schedule, and continue to report to the POOM until such time as the office becomes vacant (or September 2014) and the office is officially implemented into the POStPlan. At that time, the RMPO office will begin reporting to the APO.
January 27, 2013
LEAGUE Office Receives Notice of Release of DUO Suspension And New Timeline for Second Round of Level 6 Postmaster Jobs.
On Friday, January 25, the LEAGUE office received a memo from Postal Headquarters releasing the temporary suspension of Delivery Unit Optimization (DUO). On January 11, 2013 DUO was temporarily
suspended while adjustments to the financial worksheets for DUO were completed and changes to the process were made that would require approval of the Area Vice President prior to dates of implementation assigned. These changes have been completed.
On Thursday, January 24, training was completed with the Areas and Districts on the new financial worksheets and approval process. LEAGUE leadership received this training and overview and has been involved in the changes presented.
With this training completed the temporary suspension has been lifted and DUO activities will resume. It is our hope that the changes will improve the process.
The LEAGUE office also received a letter on Friday giving notice of the second posting of 6-hour offices under POStPlan. The first 540 offices previously posted, some of which Postmasters have requested placement in was effective January 26, 2013.
The second list of postings will be available in eCareer starting on March 5 and closing on March 20. This posting will be generated from offices where POStPlan has been implemented, making them 6-hour offices effective either February 9, February 23, or March 9, 2013. For those Postmasters requesting placement, the effective date will be May 4, 2013.
This attachment shows the timeline for future postings that will occur between April 24th and June 29, 2013. The attachment also has language concerning eligibility and pay. In every posting of newly implemented 6-hour positions the process repeats itself and are made available in eCareer to EAS and EPM Postmasters, District-wide or Area-wide under a Limited Area of Consideration (LAC).
January 8, 2013
The LEAGUE has received the Zone Tolerance ( ZOT) information for POStPlan
December 5, 2012
POStPlan Staffing of 6 hour Postmaster Positions
Today we received a final document outlining the steps that will be taken to fill vacant part time 6 hour Postmaster positions in the field. LEAGUE and NAPUS has been working with Postal Headquarters to find the best way to fill these jobs while continuing to find a landing spot for impacted Postmasters. These jobs can only be made available after the community meetings have taken place. The initial posting on 12/18/2012 will include most all those offices that have had community meetings so far and the 30 day notice requirement to the community has been met. Future staffing of 6 hour Postmaster positions will repeat this process when the community meetings have taken place.
It is important that Postmasters considering non-competitive downgrades to these jobs start thinking about their choices now as the limited area of consideration (LAC) opportunity to request a downgrade will only be 9 days from 12/18/2012-12/26/12. These positions will then be available in eCareer for all eligible employees to apply. There is a brief description of how to request a non-competitive downgrade on the attached document.
Here is a brief summary of the attached.
• LAC is for EAS Postmasters and EPM Postmasters in Levels 51-55
• LAC is 12/18-12/26
• Postmasters must request a voluntary non-competitive placement
• Level 16 and below will receive saved salary through September 30, 2014. (See FAQs on Saved Salary).
Although not perfect, this LAC will give more opportunity to place impacted Postmasters into positions prior to October 2014.
August 28, 2012
Please note that there are four additional FAQs that were cleared recently but are not yet included among those you will find through the link.
1. It was shared by Operations that the pay structure for Level 2 & 4 offices will be $11.76 per hour. Do we have the flexibility to offer PMR positions at the lower rate of $9.45 as previously offered?
Answer: No. Effective June 01, 2012 – ALL newly hired PMRs will be compensated with a starting hourly rate of $11.76, including re-employed annuitants
2. Are the PMR’s not currently making the $11.76 salary being adjusted to this new pay rate? If so, when?
Answer: PMRs that were on the rolls prior to June 01, 2012 and making less than $11.76 per hour will continue to be paid at their current hourly rates. However, after full implementation of POStPlan, ALL PMR hourly salaries will be adjusted to a minimum hourly rate of $11.76.
3. PMR’s currently making over the $16.80 rate; will they continue to be authorized at this rate? If not have we considered MSPB rights with the rate being adjusted down?
Answer: Under the POSTPlan, we will NOT reduce salaries.
4. What is the effective date of POStPlan implementation?
Answer: POStPlan implementation begins October 19, 2012 and Full implementation occurs when a specific office begins working the limited hours after the community meeting due to POStPlan. At that time, the PMR working in the 2 hour or 4 hour office will have their salary increased to 11.76 per hour if paid less. Full implementation of POStPlan is individually applied as Post Plan rolls out to approximately 125 offices per week beginning October 19th.
August 25, 2012
PRC Issues Advisory Opinion on Post Office Structure Plan Plan Accepted with Recommendations Press Release (PDF) .
July 9, 2012
On Monday the National League of Postmasters received these PMR FAQs that answer a great deal of questions Postmasters and PMRs had asked about the retention and hiring of PMRs after POStPlan begins. These FAQ address some of the salary questions for newly hired vs. those that are currently working in some of the impacted offices. There are also a few FAQs on Postmaster promotions and relocations benefits.
June 15, 2012
The LEAGUE office received the attached LINK outlining the opportunity for optional eligible and VER eligible Postmasters who retire to be hired back to PMR positions to continue to serve their communities and not affect their annuity payments.
Postmasters retiring can apply for PMR positions in the 2 and 4 hour offices they request to work at and supplement their retirement income while utilizing the valuable postal knowledge they have. The attached FAQs answer a number of questions that Postmasters may have about this opportunity. Postal Headquarters will be sending letters to all VER and optional retirement eligible Postmasters with this offer.
Those interested Postmasters should contact their District Human Resource office.
June 14, 2012
The Postal Service has released an update to the POStPlan FAQ's, they changed the question to FAQ #6 to include all career postmasters (it previously read career full-time) and added the link to the Organization Change FAQ #56 that provides detailed information about Discontinued Service Retirement (DSR).
June 8, 2012
The Postal Service has released Updated/Consolidated Frequently asked Questions (FAQS) Related to POStPlan. The update includes a new question #1, which is a summary overview of POStPlan and the summary includes links to three additional sites for detailed information on the VER; the incentive; and the Organization Change FAQs, where employees can find current information about issues such as severance pay, effects on benefits and leave when moving to a part-time career position, retirement, social security and many other topics.
June 1, 2012
The Postal Service has released Updated/Consolidated Frequently asked Questions (FAQS) Related to POStPlan.
May 31, 2012
Update: SOV Formula for FY/12
POStPlan Earned SOV Formula Certified Correct
We have received the attached memo from Dean Granholm, Vice President of Delivery and Post Office Operations. The attached Power Point has the formula that Mr. Granholm has certified on slide 8. I encourage each impacted Postmaster to verify their POStPlan daily earned hours using this formula. The Power Point shows you how to get to SOV on the Postal Service Blue Page. Type in SOV and follow the slides. Once on the Summary page click on your office and the Variance Summary opens. Follow the three steps on the Retail/Admin section. It is important that you use the correct retail days and total operation days from your FY/11 data. If you sort mail at all on Saturday you will be dividing your Workload Value hours by 308 if completely closed then divide by 257. If you have Saturday retail hours you will divide the retail by 282.5 and if no window operation on Saturday then divide by 257. This is the daily earned hours for the POStPlan SOV that is used to determine the level of offices under POStPLan.
Until the mapping is finalized you will not know if the office is a PTPO and meets any of the three exceptions from the POStPlan calculation so that would be the final anomaly that could change the level.
May 25, 2012
Deadline to Initiate Optional Retirement with Incentive Extended
Today the Postal Service announced it is extending the deadline from June 22, 2012 until July 2, 2012 to initiate a VER or Optional Retirement with the incentive. It is important that a well informed decision is made before taking this step and the Postal Service felt the extra time was needed for Postmasters to make this decision.
While many are looking at retirement, others are looking to apply for the approximate 1,600 Postmaster positions that were posted today. These positions are posted District wide for limited competition, meaning only Postmasters can apply.
Postmasters can go to LiteBlue at the Workforce Connection for more detailed information. Human Resources will mail formal communications directly to Postmasters within the next week.
May 24, 2012
FAQ on Discontinued Service Retirement
Please read the response on the FAQ that was submitted on Discontinued Service Retirement (DSR). Click here for more information. (PDF)
May 18, 2012
The National League of Postmasters has Received the List of Offices that will be Upgraded under POStPLan.
The Postal Service has provided the list of offices that will be upgraded to level 18 under the POStPlan process. Each incumbent Postmaster will receive a letter from the Postal Service informing them of this upgrade. Salary raises will follow current Postal Service policy. Postmasters whose salary is not at the minimum of a level 18 will be slotted in at the minimum of the level 18 pay scale. Postmasters above the minimum salary of the level 18 will receive a 2 percent raise.
Click to view the list of upgraded offices (Excel)
May 16, 2012
Postal Service has released the First Set of Frequently asked Questions (FAQS) for HR Related POStPlan and POStPlan Questions.
HR FAQ's Post Plan
Post Plan Frequently asked Questions
May 09, 2012
PMG Announces POStPlan at Media Briefing
As you are aware, this morning, Postmaster General Pat Donahoe and Chief Operating Officer Megan Brennan held a press conference regarding the Postal Service’s plan to keep rural post offices open while addressing the declining mail volumes and declining revenue. This new program is called the POStPlan which stands for Post Office Structure Plan.
This plan will impact over 13,000 offices. Currently, 9,500 of these offices are served by an incumbent Postmaster. Congress is considering over 25 bills to protect rural post offices but, unfortunately none protect Postmasters.
The POStPlan matches SOV/CSV earned hours to hours of operation. In a nutshell those offices that do not earn full-time staffing will be reduced to part-time offices. All level 16 and below offices will be evaluated on FY/11 SOV/CSV data and levels modified according to earned hours based on revenue and workload.
Some offices will receive upgrades with over 4,500 to be upgraded to level 18 offices while others will be downgraded according to the earned hours. There are some exceptions to the earned hours based on geographic locations.
Those that are downgraded will be called Remote Manage Post Offices (RMPOs) and will report to another Administrative Post Office (APO) under this new plan.
Offices earning 1.99 hours or less on SOV will be reclassified as a 2-hour office staffed with a PMR.
Offices earning 2-3.99 hours will be classified as a 4-hour office and staffed by a PMR.
Offices earning 4-5.74 will be a 6-hour offices staffed by a part-time career Postmaster much like the EPM 6 in the past.
Offices earning 5.75 or more will be level 18 offices.
It is important to note that no office with an incumbent Postmaster will be impacted for two full years. Hours of operation as well as salary and level will not change during that time.
The Postal Service will be offering an incentive for eligible EAS Postmasters and Vera eligible EAS Postmasters in the very near future. The third option available for impacted Postmasters will be two rounds of limited competition posting and awarding of jobs. This means that only Postmasters will be able to apply for vacant positions at this time and more to be made available through the early out incentives.
This is a very tough time for Postmasters and there will be many questions that come out of this program. The LEAGUE is continuing to work with Postal Headquarters to minimize the impact, answer the questions that arise from the process and work to get impacted Postmasters that have no choice placed in a position. The Postmaster General has stated he will do everything possible to take care of incumbent Postmasters.
There were over 17,728 Postmaster positions at stake and both LEAGUE and NAPUS have done everything possible to keep these jobs within the Postmaster ranks. Although it may seem hollow now, we have done everything possible to keep a post office in every rural community that chooses to keep its post office and to protect universal service regardless of where you consider home in America.
Your National Board, State Presidents as well as Area Coordinators have all been given a more detailed explanation of the POStPlan. They too are available to answer your questions.
Stay tuned to the site for updated information.
List Of Impacted Post Offices (Excel)
Voluntary retirement incentive
USPS also has announced a Voluntary Early Retirement (VER) and Special Incentive Offer for the nation’s 21,000 Postmasters. The offer consists of a one-time, $20,000 cash incentive, payable in two installments. Postmasters who want to leave under the VER — as well as Postmasters who have reached their minimum retirement age and service requirements, and those who wish to voluntarily resign — are eligible for this special cash incentive.
PCES Postmasters are not included in this offer.
Postmasters will have until June 22, 2012 to accept the offer and must agree to leave the Postal Service effective July 31, 2012. Postmasters accepting the offer will receive two payments — $10,000 on Dec. 21, 2012, and $10,000 on Dec. 20, 2013, less withholdings and taxes. Part-time Postmasters will receive pro-rated payments on the same dates.
All eligible Postmasters will receive a retirement kit and a retirement annuity payment estimate from the Postal Service next week.
Details of this Special Incentive Offer and general VER guidelines will be posted as Frequently Asked Questions on Workforce Connection, available on LiteBlue .
All eligible employees retiring under the VER provisions of this Special Incentive Offer are strongly encouraged to read the full set of VER FAQs on the Workforce Connection website.
Please see the below FAQ information regarding Postmaster incentives. This document is also posted under Workforce Connection at liteblue.usps.gov/humanresources/workforceconnection/home.shtml
2012 Special Incentive Offer FAQs