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The Aug. 4 consultative was held in conjunction with the 2018 NAPS National Convention. The entire NAPS board was present. Representing the Postal Service were Bruce Nicholson and Henry Bear, USPS Labor Relations Policy Administration.
Agenda Item #1
NAPS has been made aware of an initiative being implemented in the Customer Care Centers with mandates that are raising concerns about the creation of a hostile work environment. This initiative mandates that career EAS employees resubmit to a background investigation, consumer report and SF85P.
NAPS does not find these job requirements in postings for Customer Care EAS positions. NAPS has the following concerns:
Everything that is seen by USPS EAS employees on the video screen regarding customer information also is provided in the phone recording. This includes name, address, phone number and article number of Track and Confirm—fundamental issues that a unit’s postal employees address every day. These EAS employees do not have access to credit card information.
NAPS requested the USPS refrain from mandating EAS employees to complete voluntary forms. NAPS also requested to be consulted on all organizational changes that impact the employment of its members.
The Postal Service does not agree this initiative creates a hostile work environment. This initiative has been suspended.
Agenda Item #2
This is a follow-up to the April 11 consultative when NAPS brought back to the table Agenda Item #1 from the Feb. 14 consultative for an update:
NAPS requested an OCC code review for consideration of the Supervisor Differential Adjustment (SDA) for the following EAS positions assigned to the Stamp Fulfillment Services Center (SFSC):
NAPS requested the salaries for the EAS positions with OCC-codes 2355-0011 and 2375-0015 be corrected and updated in ELM 412.12b. NAPS also asked whether the USPS authorizes the SDA for work that has been and still is being performed by these two EAS positions.
These positions are being reviewed by USPS Headquarters Compensation. NAPS will be informed of the Postal Service’s decision.
NAPS requested an update on this request.
Following is the Postal Service’s response at the April 11 consultative:
The Supervisor, Maintenance Operations Support (SFS), and Supervisor, Order Processing (SFS), will be included in the position group “All Other Eligible” of the SDA, effective May 12, 2018. Retroactive pay adjustments are not applicable when positions are added to or removed from the SDA chart.
The Postal Service’s latest response:
As indicated in our response during the April consultative meeting, both jobs were added as SDA-eligible in the position group “All Other Eligible.” Salary adjustments for employees in the two occupation codes were made effective on May 12, 2018, with no retroactive pay.
Agenda Item #3
NAPS has been made aware of a new CTC cleaning method that has been initiated by the USPS. NAPS has received concerns from the field regarding the cost and impact this new method will have on TOE, which equals 30 percent on the NPA scorecard.
The new CTC cleaning method is costing thousands of dollars in new supplies for offices. NAPS asked how TOE is being adjusted to account for this program. NAPS also asked what method the USPS will use to educate managers on tracking this TOE impact in accordance to the USPS response found in USPSOIG Audit HR-AR-17-010 FY15, which, on page 23, reads:
“With regard to the OIG’s second recommendation, the Postal Service will continue to communicate to supervisors the evaluation criteria of the PFP to reduce the risk of negative perceptions and employees being disengaged. In that regard, the Postal Service already has trained all PES coordinators in every district concerning the PFP system and their role in support of the system and the employees that utilize it. The Postal Service also has implemented mandatory PES training for all PFP-eligible employees who participate in the program beginning this calendar year.”
We will reach out to the resident officers after the NAPS National Convention to schedule a briefing on the CTC Program. Questions regarding TOE for an office should be directed to the district budget office. Employees are provided information daily by email on NPA to include best practices by Performance and Field Operations Support.
Agenda Item #4
NAPS has received a concern that on the NPA scorecard, AAU/ADE scan performance is combined, which is 20 percent on the NPA scorecard. This combined score does not afford the opportunity for a unit to provide additional focus that may be needed on one scanning aspect.
NAPS requested that YTD AAU and YTD ADE scores be reported separately so offices can know and focus on where they are failing under the transparency discussed in USPSOIG Audit HR-AR-17-010 FY15 noted in Agenda Item #3.
The Postal Service disagrees that scan performance for AAU/ADE on the NPA scorecard should be separated. Scanning is an essential function of the Postal Service and provides customers with full transparency of mail and package delivery. There should be a focus on all scan performances, all the time. AAU/ADE scans represent a package arriving at a delivery unit and taken out for an attempt or delivery. They are tied together; we don’t see a good business reason to separate them.
If an office is having difficulties pulling scan reports to identify a specific deficiency in scanning performance, local management should contact district Operations Support for guidance.
Agenda Item #5
NAPS has reached out and requested on several occasions to meet with Sales and Customer Relations Senior Vice President (A) Dennis Nicoski. NAPS now is asking the USPS to do what it can to schedule this meeting.
We have contacted Headquarters Sales and Customer Relations requesting available dates for a meeting. An update will be provided once we are informed of those dates.
Agenda Item #6
SDA for the position of Supervisor, Business Mail Entry, is provided under the category of “All Other Eligible EAS-15 to EAS-19” on the SDA scale found in ELM Exhibit 412.12
412.12 New Career Appointment
“A new employee hired into the EAS schedule is paid the minimum salary for the grade of the position to which hired. The appointing official has the flexibility to set the starting salary up to the midpoint of the grade. Further variation may occur in the following circumstances
“a. Supervision of Bargaining Unit Employees. When an appointment is to an exempt EAS-15 through EAS-19 grade position that involves directly supervising two or more full-time-equivalent, bargaining-unit employees, current supervisory differential adjustment (SDA) pay policies will apply as described in Exhibit 412.12b."
Position Groups Eligible for Supervisory Differential Adjustment Rate
Minimum Salary Is 5 Percent Above
PS-10, step P
PS-8, step O
RSC Y, step 23
All Other Eligible EAS-15 to EAS-19
PS-6, step O
NAPS has been made aware that this EAS position/occupational code does not supervise any PS-6 craft employees. NAPS contends this EAS position is not being paid a proper SDA per the employees being managed.
NAPS requested the ELM be changed to adequately reflect the SDA for the position of Supervisor, Business Mail Entry. This SDA category should be at the craft position of PS-7, step O.
NAPS also requested the USPS consults with NAPS on providing compensation for monies not paid to these impacted employees due to their not being correctly categorized for SDA purposes.
The position is appropriately classified under “All Other Eligible” on the SDA list and is consistent with SDA policy.
NAPS rejected the Postal Service’s position on this agenda item and reiterated its view that the ELM be changed to adequately reflect the SDA for the position of Supervisor, Business Mail Entry. This SDA category should be at the craft position of PS-7, step O. NAPS asked to consult with the Postal Service on this issue outside the pay talks process.
This ELM change request is a matter that should be discussed during pay talks that address “changes in pay policies and schedules and fringe benefit programs for members of the supervisors’ organization.”
Agenda Item #7
NAPS received correspondence dated July 11, 2018, from the Eastern Area Vice President, announcing Melvin J. Anderson as the project lead for implementation of the new Springdale facility. NAPS has not been consulted on the implementation of this project and its impact on NAPS members in the commuting area of this facility, as well as other potential impacts.
NAPS asked to be briefed on this project to discuss its impact on members, as well as on any other proposed projects.
The Springdale Annex, which reports to the Cincinnati P&DC, was opened as a result of additional package volume that cannot be absorbed within the Cincinnati P&DC. Staffing is determined by workload. The consultation process is for national programs; implementation of a new facility is not applicable. Specific questions pertaining to a new facility should be addressed locally.
Agenda Item #8
NAPS received a letter dated July 18, 2018, from Bruce Nicholson notifying NAPS of the establishment of the Learning Development & Diversity Specialist (EAS-16, exempt) position. This position will be under the HR function assigned to the Manager, Diversity Development.
NAPS is concerned and does not agree with the FLSA designation of exempt for this newly designated position. NAPS noted the two positions currently performing these duties are both exempt and non-exempt. NAPS contends the work of OCC Code 0201-0078, reclassified as the new position, Learning Development & Diversity Specialist, also must be classified as FLSA non-exempt.
NAPS also noted that other EAS-16 positions assigned to the HR function of the USPS also are FLSA non-exempt. NAPS requested the FLSA designation for the established position of Learning Development & Diversity Specialist be classified as FLSA non-exempt.
The Postal Service proposed establishing the Learning Development & Diversity Specialist (EAS-16, exempt) position through the consultation process with NAPS in accordance with Title 39, § 1004. We provided a briefing on May 23. NAPS requested the criteria used to evaluate and decide whether or not a job meets the Administrative Exemption. NAPS also requested a list of all current exempt and non-exempt HR specialists. Both information requests were furnished to NAPS on June 6.
We provided NAPS a copy of the Department of Labor (DOL) FLSA fact sheet, which outlines the criteria used to evaluate whether or not a job meets the Administrative Exemption. The Learning Development & Diversity Specialist position meets the Administrative Exemption test.
The HR specialists—exempt and non-exempt—performing functions outside of LD&D will remain in those positions.
Agenda Item #9
NAPS has been made aware that members in the position of EAS-17, Safety Specialist (TL), OCC Code 0018-0031, are not receiving pay for the SDA level of the employees being supervised. Craft employees who work in the position of Driving Safety Instructors, P-08, report directly to the Safety Specialist (TL).
NAPS requested that the OCC Code for the position of Safety Specialist (TL) be added to the SDA Position Group Vehicle Services and all EAS employees in this OCC Code be paid accordantly.
NAPS also requested that the USPS consults with NAPS on providing compensation for monies not paid to these impacted employees due to their not being correctly categorized for SDA purposes.
The position was created in 2006. We will need to review current job requirements to determine if the position is a supervisor position and update the job description accordingly.
Agenda Item #10
NAPS has received salaries provided by the USPS for public information for 2018. NAPS noted the craft employees used to determine the SDA received pay raises effective March 3, 2018.
NAPS requested updated documentation showing the list of EAS employees the USPS is designating to the positions of Supervisor, Customer Service, and Supervisor, District Operations, who are receiving SDA in accordance with the March 3, 2018, pay raise to APWU employees.
Salaries were updated on March 3, 2018, in accordance with SDA policy.