A PostalReporter.com reader asks the following question:
Interesting to note, since the USPS is claiming such a financial crisis, why would they even consider more Pay-For-Performance (PFP) bonuses for management?
From USPS News Link:
MID-YEARS FOR PFP. The FY 2010 mid-year process for the Pay-for-Performance Plan (PFP) is just around the corner. Before the process begins, click here <http://performance.usps.gov/> to log onto the Performance Evaluation System to make sure your profile is correct. Pay close attention to the finance number, National Performance Assessment unit and position type. Also, make sure your profile reflects any detail assignments. Contact your PFP coordinator if you have any questions.
The review period begins March 31 and lasts until May 14. Click
here<http://blue.usps.gov/humanresources/professionalportal/erm/ser/pay%20for%20performance.shtml> for more information on PFP.
An explanation of PFP posted earlier this year:
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.
Is it a coincidense that mr potter gets large raises 3 years before he is eligible to retire?
Watch for the retirement when he reaches 55.
maybe if supervisors actually did something they might get their 2.5%. and that is still more than my 1.5%. management tells us we are lazy I hate to tell them when i walk for 6hr 45min a day and they sit on their ass 8hr if they are even at the office not running their own errands u tell me wha the lazy ass is. if anyone needs a gps it is supervisors lets see where they are. no save the money and just walk in the office and c that they are real busy pushing numbers on their computer.
If it was really PFP, the P.O. mismanagement would be donating free time instead of getting paid.
If it wasn’t for mismanagement there’d be no management at all
No matter what you call it, this is still a bonus. Pay for performance causes management to falsify documents so that they can get their extra pay. Some supervisors PFP is tied to preventive maintenance completion percentage. Some of these supervisors falsify the work assignment sheets turned in by employees by changing bypassed and partialed routes to complete so that they get their bonus. I believe this is fraud. When told (and shown) about this, upper management just ignores the issue. I guess there PFP is also affected.
Sure, blame it on the Union’s – MORON’s! The Union’s don’t mismanage the Postal Service, cretin’s do! The APWU has been shouting for years that the Postal Service has been giving out worksharing discounts to big mailers that are excessive. That’s just one example of mismanagement. I could go on, and on, and on, and on. In the private sector Postal Supervisor’s, Managers, and Execs would be axed. As far as the attitude of the bargaining-unit, it’s just a reflection of the imbecil’s running the Postal Service. If you kick your dog everyday, don’t expect it to be loyal when you have a home invasion. If you don’t like the Collective Bargaining Agreement’s, maybe you should blame your Postmaster General – he signed it. Managing the Postal Service entails a lot more than just moving mail for one point to another. Management deliberatly blows so much money on their continual contract violations, just because they don’t like the contract, that they may as well poke holes in all the gas tanks on every Postal Vehicle. BRILLIANT!
Why don’t all of you that are complaining just quit. There are a lot of people out there that don’t have jobs just like the over 4,000 who will not have a job as of April 1, 2010 at the Toyota Plant that will close for good on April 1, 2010.
Just be Grateful for what you have life is too too short.
Try dealing with a special needs child that will never grow and be on his own and needs help to just breath.
Just say Thanks that you don’t need help with taking air in and out of your body
GET RID OF PMG POTTER !!!!!! ASAP THEY ALL LIE !!! MINIPULATE NUMBERS ALL THE TIME AND HAVE BEEN FOR YEARS!!!!! THEY SHOULD ALL BE PUT IN PRISON!!!!!!!!
WHY DON’T YOU GET IN TOUCH WITH THE NEWS MEDIA IF YOU KNOW WHAT TOP MANAGEMENT IS DOING TO MINIPULATE (COOK THE BOOKS) THE SYSTEM??? SO THAT THEY CAN GET THEIR PFP EVERY YEAR… WE ALL KNOW HOW THEY CHANGE TAGS AND COLORS SO THAT THE MAIL DON’T LOOK DELAYED… I DON’T KNOW WHY THE OIG AIN’T DOING ANYTHING ABOUT IT, EITHER THEIR NOT IN THE CATWALKS OR THEY DON’T COME OUT OF THEIR OFFICE…..THIS IS BULLSHIT IF YOU KNOW SOMETHING LIKE THIS AND DON’T REPORT IT…. YOU HAVE TO REPORT IT TO THE OIG BUT THAT TAKES SO LONG, BUT IF YOU GO TO THE MEDIA THEY HAVE TO ANSWER TO SOMEBODY AND IT MAKES PMG POTTER LOOK LIKE THE LIER WE ALL KNOW HE IS…
why is it that all the top postal execs claim poor and cry “we do not get pay raises” when NO one forced these a-holes into management. stop your crying and stop milking the postal cow into a slow death.
How could the only increases top step front line supervisors get be only PFD when they salaries increased $1600.
As a PM, PFP at one point in time was good for us, it made up for the years we had lousy raises and contracts. However, in the past year the upper echelon managers learned how to manipulate the PFP. They now use this against everyone from the PM on down, so they get their raises and we are minimized or receive no raise. This is the first time in 20 years I’m subjected to a no raise, if you think I work 9-11 hour a day for free your mistaken. The PFP is what I’m supposed to work for, that’s my carrot on the stick sort of speak.
Our district as many across the country have learned, they can give you a lousy rating on your core goals which will prevent you from receiving a raise. Even though my numbers this year was far better my rating was as a non contributor, which means …No raise. I have to gather all my documentation proving to them that I deserve a raise based on all my numbers this past year, and send it in requesting a review that could take up to 90 days or a year, before someone says …They made a mistake your entitled to your 3% raise.
The craft was smart many years ago by not opting in on PFP. Everyone in the Postal Service has the opportunity to advance, it takes guts to be a supervisor and a PM working in this environment. I have nothing bad to say about the craft whatsoever, there’s good and bad in management as well. All I’m looking to do is feed my family and make an honest living. I don’t like all the BS reports and all the micro management that goes on everyday. However, we have to do what we are told and that’s the bottom line, its not personal its just business.
However, I do take exception to this article that promotes the PFP idea. Let me tell you from this years experience, the PFP is corrupt and its easy to manipulate for good and bad, it all depends on who you are and who your evaluator is. In the line of work we are all in, looking back now…This concept doesn’t work. If the American public or the types of people who write these articles that says PFP is good for everyone actual saw all the hoops we and the craft are forced to jump through in order to chase a number regardless of the dollars spent, they would think twice about PFP. I’m waiting for someone in management to go to CBS news 60 minutes and tell them everything about PFP and what a farce is being portrayed by upper level managers in each district and area so they can achieve their raises and bonus every year!
It was offered to the Craft and our unions said no. The top management get big bucks and supervisors get zero to 2.5% and heavy on the zero. I have a friend that is a supervisor and she got zero for the last two years. No raise or cost of living increase, NOTHING. They set goals that can’t be obtained. You can only guess what we would get in this system.
They only get cash if your topped out in your pay scale, unless you are an a Executive. Executives get PFP, plus bonus. Your supervisor, manager and PM do not.
PFP, that is why we have managers all across the country changing clock rings and stealing time and money from employees and changing color codes and the list goes on and on. They change numbers every day to steal a bonus that they don’t deserve or have earned.
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
Just My Opinion!
PFP was set up for the upper managers to get large increases and a bonus. They could set goals that were easy to maxout. The Supervisors at the plant where I worked received a 5% increase and the favored ones 8%. If you reached top scale with the increase the extra was paid out as a bonus. Some managers received cash awards. Another name for a bonus! The craft have been receiving a 1% or 1 ½% increases. The line supervisor and the postmasters along with the craft do all the work. They have too many managers to answer too. In some plants there is a Manager for every six supervisors and one manager for every five of those managers. Then there is a plant manager over them.
Supervisors Top scale $72,000 X 60 = $4,320,000
Manager Distribution Top scale $ 104,400 X 10 = $1,044,000
SR. Manager Dist. Top Scale $109,600 X 2 = $ 219,200
Total = $ 5,583, 200
This does not include the thirty maintenance supervisors or their managers. There are about forty other managers working there.
Headquarters is hiring many high paying people from outside the Post office as they cut the craft and supervisors, postmasters. This isn’t the NFL or NBA but they did hire someone and pay them an $85,000 singing bonus and an $85,000 retention bonus. On top of this you have the postmaster general Jack Potter getting a huge increase a few years ago and a great retirement Package. He could not get a bonus so he gets it when he retires.
I’ll signoff now before I run out of space!
As someone who worked both sides of the isle, PFP should only be paid for if the company is doing well, as far as the craft are concerned if the management folks had to go thru colletive bargining then they wouldnt have to bitch.
Furthermore all management make 75K or better and they very rarely put in 40 accual hours of work. MPOO T Carvelli (SF District) makes over 109K per year and all the perks of lodging and expensive meals when he travels to some of his offices and no way he works a 40 hour week.
Try being rural, you cry billy about work hard, long days, don’t get paid for extra hours, boo hoo.
Rural gets NO OT, no wait, at christmas we have a christmas ot period, but then you in management make damn sure we don’t get any then by giving us aux assistance.
And if you don’t get any raises, why did the supervisor in my unit get a 2500 raise in their pay at the website http://php.courierpostonline.com/data_public/datauniverse/usps/ go look it up, put in your zip and you can see what anyone in any post office makes
Look, I’m in middle management and I am so sick of PFP being called a BONUS. It’s not a bonus, it’s the only raise we get each year. Bargaining unit employees have step increases, contractural increases and cola increases–THOSE are the true BONUSES! I work hard and put in long days. I am exempt so I don’t get paid for all the extra hours I put in and NO OVERTIME. A 3% raise is the average yearly increase in most Federal Agencies, so why does every smart ass out there have to call my 3% PFP pay raise a bonus? It doesn’t feel like a bonus to me. It’s a yearly pay raise and that’s all.
Get your facts straight before you open your mouth.The craft hasn’t gotten a COLA in the last 2 years.We’re getting 1.8,and the bosses are getting at least 4%.No way a supervisor should be making 20,000 more than a craft employee,when we carry the load.And I’m not even talking about how much is made by supervisors who work 60 plus a week.You still get paid for every hour you’re on the clock.What a joke.
IF YOU REALLY WANT TO SEE JUST HOW MUCH THEY ARE MAKING GO TO (USPS SEARCH) AND TYPE IN ANYBODYS NAME @ THE PO AND YOU CAN FIND OUT JUST HOW MUCH THEY/WE MAKE AND WHEN HIRED ON…YOU WOULD THINK THIS SHOULD BE PRIVATE INFO SOMEONE JUST TOLD ME ABOUT THIS TODAY i THINK THIS IS BULLSHIT WHEN YOU SEE JUST HOW MUCH MANAGEMENT IS REALLY MAKING !!!
You craft Yahoo’s were laughing up your sleeves when we EAS took it in the shorts for a few years not getting ANY raise at all, then they cut our OT, then they cut our Night Differential , then they cut our method of getting Sunday Premium. So, the Super bosses made it even tougher on us by coming up with this Pay for ZPerformance crap while you guys still get a raise just for time served.
The idiot who wrote this, AGAIN, calls our annual pay review a BONUS, which it is not.
It would be wonderful to engage in a meaningful discussion with someone who is not so full of mis-information and hyperbole.
Oh, wait….that would preclude most craft employees.
you managers are a joke automatic clock rings you steal time and dont tell me you dont i saw it live 72,000 for line boses who sit on their rear ends in the office walk the floor very rarely never mind the upper managers who are worse you think you are worth 22000 more than craft NOT! craft is bad but remember you supervise them!
The difference is, most carriers do their job the way it’s supposed to be done and don’t cost the post office any money, but supervisors and managers cost the post office money just about everyday, by violating the contract, giving out bogus letters of warning’s, by passing OTL letter carriers and giving it to people off the list, and this is only a few reasons, so if you managed like this is a private sector, you would of been fired a long time ago, and I’m not saying all management is like this, there are a few that are human.
they should get a PFP PM and SUPV but the the big shots and managers should not what do they do? My PM deserves it i try and do the best job i can so he can get it if hes happy he leaves us alone.
Lets see the craft give up their automatic raises. If I don’t perform, I do NOT get any raise. The carriers and clerks show up and get a raise. That should be upsetting the readers.
I would like to see city craft employees go on PFP, there would only be a hand full that would get any type of raise.
What a great system it is. You get you goals in October and agree to them and in August/ September distric leaders change your goals to make it harder to achieve. As far as craft employees, I would like to see them not get a cost of living for a few years.
i guess you can go and get the padlocksfor this place will be shittered within 3-5 years. thanks to nalc telling its members to back OBAMA(after hillary lost). millions lost and more upper management(joke) hired. cut days of service adjust routes perfect scenario to privatize. good job POTTER!!! he must know who killed JFK for him to still have a job a is a JOKE. it was nice working here we will go away like air trafiic controllers and the navy yard employees. ups and fedex must be laughing all the while they are getting lobbyist to work. saturday no delivery for usps is going to make us even richer. we are going to be broke and on welfare very soon. thanks again nalc.
How could you give pay for performance when the P.O. lost 611 million dollars in feb 2010 and another 500 million plus in january. If that were a craft employee that kind of performance would get a letter of removal. Craft employee’s get letters of warning for missing a scan on a piece of mail. You tell me which is worse loosing a billion in 2 months or missing a scan? By the way managnment is still getting the PFP even though the ship is sinking. Must be nice to get something for nothing. Seem’s to be the American way these day’s.