USPS Announces Nonbargaining Employees Promotional Salary Increase Policy Change

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The National Association of Postmasters released the following information:

USPS Executive Vice President of Labor Relations, Anthony J. Vegliante today announced promotional salary increase limits for nonbargaining employees.  Mr. Vegliante said “The fiscal health of the Postal Service continues to be at risk and, as a result, we must remain focused on opportunities to encourage fiscal restraint.”

Effective immediately, promotional increases must be limited to the following:

  • Salary increase of 3 to 5 percent for promotions
  • Salary increase of no more than 8 percent if an employee is promoted more than once within 52 weeks.

All promotional increases that exceed the above guidelines must be reviewed and approved by the Chief Human Resources Officer.  This applies to all Headquarters and field nonbargaining promotions, except under the following conditions:

  • When a higher increase is necessary to bring the salary to the minimum of the new grade.
  • For promotions to designated supervisory positions covered under the supervisory differential adjustment provision, when a higher increase is necessary to bring it to the minimum salary rate.

Requests submitted for review must provide clear justification for exceeding the above stated promotional increase amounts.

The above change eliminates the former policy of salary increases from 3 to 10 percent for the promotion of a nonbargaining unit employee and a higher level of approval for increases of more than 8 percent.

June 27, 2011
Charlie Moser

From National League Of Postmasters President Mark Strong

It’s important to clarify that the above language provides for review of salary determinations and does not suspend or change existing salary-regulations. What does this mean; the provisions in the ELM for salary-regulations still exists but to increase salaries above the 3 to 5 percent for a promotion or 8 percent in a year will require the Chief Human Resource Officers review and approval.

13 thoughts on “USPS Announces Nonbargaining Employees Promotional Salary Increase Policy Change”

  2. Zitt a promotion is a promotion it doesn’t matter if it is awarded or bid upon or if it is bargaining or non-bargaining.

    As far as your question goes, how about if a level 6 clerk or maint mech. say step H (middle of the scale) gets promoted to ET. This would place them at level 10 step D (bottom step) and would equate to a pay raise of around $6040 or a little under 12%.

    This is just one scenario that happen all the time.

  3. Read the article, doorknobs. It IS about non bargaining unit a$$holes. Has nothing to do with bidding. When did you ever bid to a higher level job and get salary increase of more than 5 percent?

  4. People, this is if you get promoted. I for one think that if I bid to a higher level position I should receive higher level pay. That is what this is addressing. This is not a bonus or raise situation.

  5. I think Vegliante should start by giving back his 25% bonus. Then he can work on Vogel’s incentive bonus.

  7. The information above has to do with promotions not annual raises.

    Any time a craft employee is promoted to a higher level they too receive an increase. This increase varies depending on level and step, but it is an increase none-the-less.

    Where is the inequity?

  9. Holy Crap!…If the pay increases are to be “limited” to 3-5% with 8%being max….then WHAT THE HELL were those useless employees getting!!….probably 10 to 15% or even HIGHER! ….in these times!…c’mon.

  10. Apwu Bargaining employee”s have received (0) pay increases in the last 2 years
    and will not receive any for the next 2 years, yet non-bargaining employees get 5%! for an upgrade.

    Its Business as usual! for the ‘Power Brokers’ and hold the line on the common workers.

    When will it all change?

  12. I like how this works: whether you’re craft or management, whether you’re Postal, Federal, State, or private. If the economy is good and your department/business is flourishing, your pay is acceptable (maybe). When the department/business is losing money because of the economy, you’re forced to take a pay cut or delayed pay increase. Does anyone else see the one-way street here?

    If we have to take pay/benefit cuts when times are bad, we should also get pay/benefit increases when times are good (share the pain-share the joy).

    Instead, compensate the job for what it’s worth and stop trying to rob and punish the worker for a miserable economy that isn’t the worker’s fault.

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