A New Fiscal Year—What NPA Surprises Await?

A New Fiscal Year—What NPA Surprises Await?
By Dee Perez
NAPS Northeast Region Vice President

Have you noticed peak season seems to come earlier every year? At one time, peak season wasn’t considered peak until we neared Thanksgiving. As we approach Christmas, it seems peak is getting earlier every year.

Personally, I agree we should begin planning for peak season early. Not only would we be better prepared, we also would ensure a successful start to quarter one with NPA.

In FY26, I expect a huge challenge in making our NPA, based on SPLY data alone. I don’t think we can top FY25 results and expect bigger savings in our units. At some point, we will bottom out, meaning we saved all we could save. As a result, we may see NPA go in a different direction with regard to what the heavily weighted goals may be percentage-wise. I’m just speculating, but the handwriting is already on the wall, folks. Begin reading between the lines.

What I do know is new PMG David Steiner has committed to continuing the “Delivering for America” plan and said he wants to bring in more business. That is a positive development, but more business means you have fewer opportunities to save hours compared to SPLY; your hours’ budget will be challenging if you experience a significant increase in mail and parcels.

I welcome this news because it provides our employees with a full day’s work and reduces the need for frequent pivoting. I’d rather see more mail volume because it justifies everyone’s position in the USPS, including EAS employees.

The handwriting is on the wall and our enjoyable CUPPAJOE is brewing. Can you smell what the “Rock is cooking” in NPA 26? The following bullet and pinch points are the talk of the town if you have been listening carefully to your MPOO and DM messaging. A major clue is USPS Headquarters’ reported yearly losses. To right the USPS Titanic, one must fix the following in each office and district:

Reduce total operating expenses (TOE).

Budget beat SPLY hours.

Administer overtime daily and correctly in OT admin.

Avoid paying overtime penalty.

Avoid working employees over 12/60.

Eliminate unnecessary OT, if possible.

Eliminate 204(b) usage to avoid paying grievances to the APWU.

Reduce/eliminate grievance payouts.

TACS to be performed by the lead seven only.

The new NALC overtime desire lists that automatically pays the NALC when local management violates it.

Eliminate LWOP/AWOL.

Reduce scheduled S/L for a simple doctor’s visit—no longer the entire day.

Get ORNA employees back to work, within their doctor’s guidelines.

Manage your prime-time vacation slots and authorize only the correct percentage of employees off in prime time.

Meet or exceed your employee availability % goal.

Welcome back meetings when employees call out.

Desirable eRMS/Deams reviews need to be done in a timely manner.

Manage your employees and hold them accountable.

These items convey a clear, money-related message that may be related to your NPA goals in FY26 to a very significant percentage.

Speaking of money, if every branch would increase its membership by signing three new members monthly, this would strengthen NAPS, as well as your branch’s finances.

MM = Membership Matters!