• Project Title:
  • Effectiveness of Postal Service Efforts to Reduce Non-Career Employee Turnover
  • Start Date:
  • Tuesday, February 12, 2019
  • Estimated Report Release Date:
  • August 2019

The Postal Service hires non-career employees and temporary employees to supplement its regular workforce to help reduce staffing costs. The non-career employees earn lower wages than full time staff. The turnover rate of non-career employees is higher than the Postal Service wants. Reducing non-career employee turnover decreases the cost of hiring and training new employees, and lessens the related job-performance impact. Although non-career employee turnover cannot always be avoided, the root causes should be understood and addressed where possible. 

We are conducting this audit to assess the Postal Service’s effectiveness in reducing non-career employee turnover and evaluating the underlying reasons for non-career turnover. 

  • What do you think are the underlying reasons for non-career employees leaving the Postal Service?
  • What should the Postal Service be doing to help retain non-career employees?
  • What impacts have you seen in the Postal Service workplace as a result of non-career employee turnover? 

Comments (173)

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  • anon

    I started working for the USPS in 2007. When I began my career I was told 4 years was average to make regular. It took me 8 to make career and another 1 to make regular on a route. I loved the job and the work itself. I enjoy serving my community and they enjoyed me too. I didn't mind it taking so long to make career before we got Amazon. We were already short staffed but Amazon made that a never ending thing. Everyone needs one set day off a week. Before Amazon came I had that. After Amazon I worked sometimes 17 days to get an off day as a sub and management became hostile. After USPS got Amazon managements style was all about bullying employees and working them to extremes. In December 2015 my last Christmas as an RCA the only day I had off was Christmas Day. I worked 8 years without benefits and without it counting toward retirement. In September 2018 I resigned hostile workplace because management continually harassed me and refused to correct my route for 2 years. I also was being denied any leave and being mandated to work my relief days with subs available. The reason we cannot retain isn't just one thing however the hostility from management along with lack of any kind of benefits or time toward retirement would be the top complaints. Also not being able to retain RCAs means regulars like me who've been waiting to go regular and earned the benefit of vacation cannot use the vacation because there is no one to fill the route. Regulars are having to work their relief days and put up with managements hostility in the post office today. I can recall a time when regulars were treated like gold bars! It was worth the wait to go regular when it was that way. Now being regular is much like being a sub. Make the job good again! It was desireable because of the benefits and good treatment. Now the USPS lacks both. Bullying employees causes loss. In my office I've seen many capable people including myself, resign the job not because they lack the ability to do the job, but because the postal service allows management to continually make the work place hostile.

    Mar 20, 2019
  • anon

    Simple. Treat employees better. That includes accountability for employees who do not.

    Mar 20, 2019
  • anon

    Work schedules are too rigid and overtime is excessive. Many of the new hires are young adults with housing, transportation, and childcare issues. Often when they need adjusted schedules they are met with little sympathy from management, sometimes they are met with scorn and always met with annoyance. Morale is at zero and attendance is out of control. We need more employees and a reduction of mandatory overtime

    Mar 20, 2019
  • anon

    I was a CCA for over a year. I would say it is the way we were treated by upper management. They want us at their beck and call. They were never satisfied if you did a good job and came back before your call time they would reward you by sending you back out to help someone else.If you were a good carrier as myself and another CCA I worked with. They would work us to death we would work 6 days a week as the others had 2 days off. We asked if they can rotate Sundays off and they never would.

    Mar 20, 2019
  • anon

    Better pay, guaranteed days off & automatic conversions to regular status.

    Mar 20, 2019
  • anon

    Please offer benefits including sick time, vacation and health insurance. You do not guarantee hours and RCA’s have to work for free if they pass their rated route time. You treat your regular employees well with all of these benefits. My husband has work 21 days straight and also gone 21 days without work. This is not sustainable. He will leave as soon as a better opportunity arises. What really upsets me is that you treat VETS this way.

    Mar 20, 2019
  • anon

    I love working for USPS. Although it's a major turn off when you hear that people from your office have been RCA's for 5 to 7 years. Still waiting to become a regular and some of which aren't even a PTF yet so they're not able to accrue paid time off. I have a family and I'm a grown man and I need paid time off and those benefits we shouldn't have to wait this long. Especially since as an RCA wework a lot more than most. I work about 45 hours a week or more. it would be nice to be able to see those paid time off hours on my paycheck with benefits and everything.

    Mar 19, 2019
  • anon

    An RCA for 5 to 7 years???? I wish it had only been that long. 30 YEARS for me!!!!!!!!!!!! And not one single hour counted towards retirement. Finally considered full time 4 years ago. I am 65 years old. Have to work one more year to get 250.00 a month for retirement. HA! I planned on working till 71 to get 10 years in but because of Amazon and lack of a sub and all the "postal bullcrap" I can't wait to get the H out of there!!!!!!!!! NOT FUN anymore, the rural letter carrier union sucks and does nothing for us and especially nothing for RCA's. The postal service has went downhill so much since I began in 1986. It is truly sad. Mismanagement at it's finest.

    Mar 23, 2019
  • anon

    I just read all of the comments and am in total agreement with them. In a nutshell: 1) Pay, 2) Benefits, 3) Respect. Nothing different than what you want for yourself and your family! Simply, it's a no-brainer! Thank You.

    Mar 19, 2019
  • anon

    Increase the pay for the new employees --- they can make more money if they go to work in a fast food establishment or a hotel.

    Mar 19, 2019
  • anon

    First, I don't agree that non-career employees earn lower wages than tier 2 employees (although benefits such as health, thrift savings are an incentive for career employees). The opportunity is there for non-career to work additional hours if they want to make more money whereas career employees are not allowed OT. However, truth be told, employees hired on tier 1 prior to 2012 are the employees earning their worth. Tier 2 employees are earning the same as non-career employees. This is a kick in the teeth each and every day! It speaks volumes regarding the value of one's worth! It is not an incentive for non-career or career employees to be performing the same job and yet receiving a lower wage. Maybe you should consider equal pay for equal work! When a non-career employee is paid in accordance with tier 1, they will feel validated and be be inspired to give it their all in hopes of becoming career. Secondly, All employees should be treated with respect despite the demanding daily job requirements. There is no reason for clerks or PM to yell, bully, or be condescending to anyone. A program should be put in place that encourages support & acceptance to non-career employees in the office.

    Mar 19, 2019
  • anon

    1. Too long to get them vetted and into training. They find other jobs. 2. Too much pressure to increase speed. We had one just recently that management was constantly on her about time because wasn’t making evaluation. She was making dispatch and carrying the whole route. Who cares about evaluation. It pays the same. Yes she was past first 5 pay periods because she was hired during Christmas rush so most of those hours were package delivery and aux help. 3. They are being told in training to case dps. That’s fine (even though I hate to) it’s a good way to learn the case so we don’t have pm flats to case like we use to when I hired. That’s how I got practice. Came in after dinner and cased pm flats and bulk rate that regular was allowed to leave for me. However, when they get to office management is discouraging them to case dps and take it to street. And the latest I’ve heard is now they don’t want them or us to mark packages. In the day I didn’t mark packages either but since package volume is so high now even with marking there’s occasions when I have to back track because I find one I missed.

    Mar 19, 2019
  • anon

    Keep training consistent throughout all stations and designate an actual trainer for each station. Have the trainer train them on an aux route or a smaller route to get them familiarized with how to work mail, drive, pull down, etc. So many new RCA's get overwhelmed really fast because it isn't what they expect and the older RCA's get frustrated with them as well. Each station you go to has different ways to train, some are great and others you feel like it is just a vacation for the regular. Also, the management can also learn how to deal and train new RCA's. I don't know how many times I was told in my first week that maybe this job isn't for you or told by management to come in then get called to stay home because they don't want to be at the office a little later. It is very discouraging to here that from management, they should be building up your confidence or asking what they can do, instead of telling you that you suck.

    Mar 19, 2019
  • anon

    I'm a CCA of almost 3 years. I've thought about leaving MANY times. The main reasons for me are, the crazy amount of time it takes to make regular. I'm a damn good carrier, but I'm also a single mom. As a cca, I don't get sick leave and I have to earn AL based on if I worked enough hours. Last year, I had $200 paychecks for almost 3 months because I wasn't needed. I almost lost the roof over my daughter's head, and had to claim food stamps... Which is VERY embarrassing when I work for a federal agency. I still have another 2-3 years to go before making regular. 5-6 years of having to live like this is ridiculous. In larger offices people are able to convert after 1 year. If you want to stop good carriers like myself leaving, you need to make them regular MUCH faster. The 1 year or 18 month mark would be nice. At least to ptf so that we can earn sick leave etc, then at 2 years, a real regular. I also think management needs to be more understanding that we all have families to care for, just as they do. We are not robots. We have good and bad days. We are human! Management also needs to stop lying to staff about certain things, only to have grievances filed, which then costs the P.O. even more money. It doesn't make sense.

    Mar 19, 2019
  • anon

    As a Training Technician I do new hire orientations every 2 weeks and see the turn over first hand. Group interviews dont work, your not able to get a one on one with the new employee candidate, most new hires complain of the treatment they receive from management, not being paid, on the job training not adequate enough or rushed because OJT trainers who are carriers especially are delivering their routes and trying to train a new employee. Most new hires also come in with a preconceived notion that they can come and go as they please without reproduction without having to follow the rules as tenured employees. So attendance lacks, rules that were enforced when I first started are often broken. But most of all. Work ethic lacks. The USPS used to be a prestigious career.. now it's a place to work.. a job.. not a career. Wages are not competitive

    Mar 19, 2019
  • anon

    Consider that people want a life outside of The PO. Try to maintain a regular schedule as much as possible so people can make plans. Make sure schedules are posted a head of time. Do something to all these people that call off instead of no discipline so regular schedules can be adhered to. Hard honest working people are tired of the lazy workers that get away with it.

    Mar 19, 2019
  • anon

    I am an RCA of 5 years. I feel wages need to be brought back to where they were before the 2014 cut. It’s nearly impossible to work at these wages and maintain a vehicle. I am very dedicated and have give so much to the postal service and would have much better morale, incentive and drive if wages were fair. I am grateful for this job and do my job ethically and with the utmost respect to our customers. Please raise our wages.

    Mar 19, 2019
  • anon

    The problem I see at my station is the way management treats these non career employees. Management talk down to them, change their schedule mostly on a daily basis. Management tells them to check their schedule on a daily basis because it’s bound to change. Management doesn’t want to work with them when they need to take off for various reasons from going to a doctors appointment, taking care of a family member or even for bereavement purposes, they are given a hard time about taking off.

    Mar 19, 2019
  • anon

    I am a sub for a RCA and I work when ever he needs me and my main day is Saturday but he might take off more then I help another office and I get health and dental and vision and pay for it and make good money and it's physical and mental and it all depends on your office and the postmaster..I love my job.....we have a union behind us JOIN....

    Mar 19, 2019
  • anon

    I'm a RCA in a small office. My issue is not enough hours in a smaller office. Really hard to pay for a financed RHD for a RCA. There's got to be a better way to get hours for those who need it and give relief to those RCAs that have to work 6 or 7 days a week. You have to always be available so you can't commmit to another part time job.

    Mar 19, 2019
  • anon

    As a city carrier since Jan 2003 I can say with absolute certainty the abolishment of the PTF position has been a horrendous decision for the PO. To have people do the same job as a full time regular for less pay, no retirement, pension & their time not counting toward retirement was a mistake. These people are treated with no respect from management, as I’ve witnessed 1st hand in many offices I’ve worked in. Not having set days off, no set schedule & constant harassment makes the decision easy for them quit when they can work at Walmart, Home Depot or even a fast food restaurant for the same money with far less pressure & uncertainty. But what in my mind is at the root of all of this is the quality of & hostile work environment created by management in this new era of the post amazon PO. Management has no system of checks & balances or accountability from any group to keep them from harassing, bullying or intimidation toward ccas or even seasoned carriers. I know when I started management treated employees as adults & let us do our jobs. Act like an adult get treated like adults. Now supervisors want to watch us every second of every day, talk to us like kindergarteners & act like the money we earn is less deserving than the money they make. I’ve become so disgusted with how the carrier craft across the board is treated that I’m trying to switch crafts. And I know I can speak on behalf of most carriers with at least 10,15 or more years on that this job is nothing like it was when we started. And it’s not for the good. I know this response will not help change to outcome of anything for the future, but if the OIG is truly serious about making this profession something coveted again changes need to be made. Thank you your time

    Mar 19, 2019
  • anon

    I am an RCA. Here are a few issues I can see. - Feast or Famine. The hours are either "work you to death" or "starve you to death". There doesnt seem t be a happy medium. No decent guarantee of hours is HARD when you must be available every day. - No benefits, all the hard work. RCAs are the ones covering the heavy days... Mondays, days after a holiday... its tough when there is no assistance for RCAs on these days. -Poor communication. You might not know what is happening on a route, or in the office in general, especially if you don't work for 2 weeks because your J route reg didn't take any time off. There can be a bunch of changes and you have no clue until you happen across them. -Training. 3 days on the route training just isnt enough. You need consistent work to get the route in your head and to memorize the case. That builds your speed up. I hear of a lot of new RCAs that feel heavily pressured to make the evaluation time just a couple weeks in. That means they have 3 partial days on the route, and maybe a couple full days- NOT ENOUGH TIME TO BE EFFICIENT.

    Mar 19, 2019
  • anon

    "You're just an RCA." I've worked in management for 20+ years and never treated my employees like they were less. When a new postmaster said this to me, I knew right away why the post office attrition will never improve. It's a cultural issue that's do deeply engrained into the postal service that it will take drastic measures to ever repair. Even so, non career employees stay for as long as they can tolerate being treated as less than human. No time off. Many working 10+ years at full time hours, but no benefits. Physically broken down by the time they make full time and start earning retirement and benefits. Being expected to be available at any moments notice, but not considered on call. The list is long and continues on because the questions are asked and answered, but no true action is taken to fix. Quick fix to IMPROVE attrition and retention: Hours prorated toward retirement. Prorated paid time off.

    Mar 19, 2019
  • anon

    RCAs should have time counted towards retirement, benefits, and better pay. We work just as hard as career if not harder sense we have to know all routes in office and finish at the same time.

    Mar 19, 2019
  • anon

    Quit treating them like crap, over working them 12+ hours 6+ days per week, hire more people if there's that much work. Convert them faster.

    Mar 19, 2019
  • anon

    As an RCA, the biggest issue that I believe would stem the tide of employee turnover would be the provision of medical benefits. With all of the pressures and insecurities that go along with being a Rural Carrier Associate, RCA's need a reason to stay committed to the Post Office. I currently pay almost $1,400 a month for Rural Carriers medical insurance. My back is against the wall with my families medical needs. If I could transition into a job that provided medical coverage and better hours, I would do it in a heartbeat.

    Mar 19, 2019
  • anon

    I’m an On the Job Instructor for my office. Aside from the obvious problems of getting the new hires on board in a timely manner, management is not following the intended training. After completing academy new RCAs are now “training” 3 days with the regular carrier on the route. These carriers are not certified to be instructing and so new RCAs are learning things incorrectly or not at all because the regular isn’t taking the time to show them everything they need. OJI’s are being forced to complete the training packet, which is 12 pages, while working the new RCAs route. This is not sufficient enough to be able to go through the massive amount of information in the packets. Additionally, many RCAs leave because the environment, pay and benefits are not suited to being able to take care of your family. It also takes too long to reach career status. The time as an RCA counts for nothing towards retirement. The RCA position as it currently exists isn’t a desirable job.

    Mar 19, 2019
  • anon

    I love my job. Even though it is not considered “career”. I have been a RCA for a while and I love it. My biggest issue is there are absolutely no benefits. I work more than the regulars and have nothing to show for it other than my base pay. Health insurance is a joke. When I first started, I signed up for health insurance and was paying approx 900$ a month when the regulars are paying less than 1/3. Most RCA that have left while I have been with the postal service claim they are second rate employees and are treated as such. It’s sad really. I love what I do and will be waiting for many years for a regular route to come open. Some benefits would be nice.

    Mar 19, 2019
  • anon

    The Postal Service is not at all effective in reducing non-career employees. As an RCA on POV routes approaching my 4 year anniversary I am wondering if it's worth the wear and tear on my vehicle and body. There is no monetary incentive to work year after year. I have worked with other unions that have implemented an increased hourly wage the longer you stick with it. As the costs of maintaining my vehicle and fuel costs rise, my income does not. I know the Postal Service is aware of how costly it is to maintain vehicles and how much more that cost is as they get older. Without an increase in income, purchasing a new or newer vehicle is cost prohibitive, not to mention that they are scarce. I work just as much as a career employee and on days after a holiday I work more but am paid the same. If I don't work, I don't earn. I have to work sick and injured because there are no sick or annual leave earning for RCAs. My family suffers because I cannot participate in their activities due to having to work so that I can pay my bills and maintain my vehicle. I work six days a week usually and on Sunday (my usual day off) I cannot attend church because I have to maintain a household (food shopping, laundry, vehicle maintenance etc...) The prospect of becoming career seems to be only a dream. I will be too old and broken by then and since I have not been able to contribute to any retirement fund I will become a burden on society and my family. This is not a good outlook for me but it is the current reality.

    Mar 19, 2019
  • anon

    Number one the pay needs to go back to what it used to be. And it needs to be = what CCA's make. On the rural side we are training subs and they are leaving to become CCA's. Not fair and not good for morale in general. I am a regular and I have tried successfully in the past and had subs stay 5 years plus. More recently thou the new training methods that have been agreed upon Giving more training and help to The on the job trainer has not been allowed. This results in the new hire not getting hands on training. The regular who is training cannot do a full 9 hour day plus allow the new hire to do anything hands on and still be able to finish and be back by dispatch. Auxiliary assistance is not being given to the regular to allow proper training of the trainee. Next is throwing them out there after the training with too high expectations. We have had some quit in the 1st couple of weeks just because of how pressured they were by management to do more than is safe. This is why you're also seeing so many accidents among the new hires and on Saturday. That just threw my training, The po's investmentand the extra time we even spent outside the office working on stuff right in the trash. The ones who are going to lose hours as a result of new hires are the ones who help the new hires in subsequent weeks. We had some of ours decide right off the bat that one was not cut out for the job and then sabotage by constantly talking bad about them to the supervisor. Need there to be incentives for staying longer. A sub who's been here 10 years waiting to go full time should not make the same amount of money as one who's only been here a year.

    Mar 19, 2019
  • anon

    I have been an RCA for 4 years now. I was hired in with 5 other people and I am the only one still there out of that group. I was okay with having "part time" and only working a "few days" a week. However, that has not been the case for myself and other RCAs at our office. We have been working 5-6 days a week and from October 2018 to January 2019, I averaged 50 hours a week. I am okay with the overtime, however, other than a paycheck I receive absolutely nothing else. We do not have vacation days, sick days, paid holidays, no insurance and the insurance offered is too expensive to purchase, so we basically work full-time just like the regular rural carriers (if not more) and receive only a paycheck. In February, I had to have shoulder surgery due to a complete rotator cuff rupture and a tear in my bicep muscle. I will be off at least the full 12 weeks for FMLA and I am receiving absolutely nothing for my time off. I do not have sick days available, vacation days, and this is not a workman's compensation claim. When I went to the doctor I was informed that 50% of the injury was work related and the other 50% was due to arthritis. We have RCAs at our office that do not care if they get their routes done or not because the supervisors will ALWAYS send one of us back out to help that person. They do this on purpose because they know they will not get fired. We have RCAs that call off all the time and they do not care how they are burdening other carriers and they still do not get fired. Up until my time off for my shoulder surgery, I had called off 1 day in 2018. I go in on my days off when I am called. I go back out all the time to help other employees that are quite frankly lazy and do not care one bit about the job. These are reasons why there is such a hire turnover rate for non-career employees. RCAs have to wait YEARS before he or she can become regular and in that time, they are overworked, under paid, unappreciated, and treated like crap!

    Mar 19, 2019
  • anon

    1) Treat employees like people. We have managers who reward favorites and overwhelm the good workers. Total lack of communication and compassion. 2) Every office should have its own postmaster. Trying to schedule subs between 2-3 offices is too much for management to do. 3) Give them an income they can rely on and live on. Enough hours they don’t need a supplemental income, but don’t work them to death. 4) Benefits! Honestly, turn our RCA’s into PTF’s. Give them at least 3 routes. And one consistent day off a week so they can plan appointments etc. ( Maybe use the system City uses). Give them raises, recognition, and send management to training on how to lead people.

    Mar 19, 2019
  • anon

    A lot has to with management. The ccas/pses are let go almost immediately by postmasters. I suggest giving the new employees proper and adequate training. And treat them with respect and dignity like everyone should be treated.

    Mar 19, 2019
  • anon

    I have been an RCA for almost 13 years ! I’m number one but still have a year to wait . All of my time counts for nothing ! I pay 3x as much as a CCA for the same NonCareer Health Insurance , which has crappy coverage anyway . I earn no sick time or annual leave . I tell all of the newbies to do the math . If you are indeed in it for a part time gig , go for it . If you want full time , move on ! Wish I had !

    Mar 19, 2019
  • anon

    Quit hiring non career employees. This just causes a lot of animosity between employees. Value the career employees you have instead of kicking them to the curb in order to replace them with untrained, warm bodies.

    Mar 19, 2019
  • anon

    Stop showing favoritism or protecting those that won't work. Help provide better wages to help supplement the amount of money put into a POV. RCAs don't make as much when only working 2-3 days a week. its hard to keep vehicles running when you can't save $$$. Make us career and let us have time towards our retirement. some vacation and sick time too. We have families just like the mgmt. does. We should feel important to the USPS afterall we are the faces.

    Mar 19, 2019
  • anon

    It shouldn’t be surprising that turnover is so high for RCAs. I am now the only RCA in my office and have been forced to work 50-60 hours a week for months on end. Even when I have days off I can’t plan or do anything because I get can get called in if a regular calls off. So I work more than the “career” employees and do the exact same job. If not a harder job because I am responsible for being able to run every route in the office as fast as they do. I get no health insurance for my family, my time doesn’t count toward retirement or get retirement benefits, I haven’t had even a cost of living raise in over a year, I get no payed sick days, vacation days or paid holidays. We get no pay increases based on seniority, so a new RCA that starts tomorrow gets paid the same as I do even though I have been with the post office for 5+ years. And even after waiting 7 or 8 years to go regular I will get paid much less than current regulars because I will be on “Table 2”. It is no surprise that many RCAs look for a different place to work as it just isn’t worth it anymore. The easiest way I see to fix the problem is to increase pay and benefits. Having RCA time count toward retirement would encourage them to sick around.

    Mar 19, 2019
  • anon

    1. Bad management, always on call, emotional abuse, and to long of a wait time before you get any benefits. 2. USPS could weed out toxic leaders, give non-career employees leave and sick leave based on hours worked, and give them retirement time like they do for the Army reserves. 3. The ones that stay since they are already close to going regular are forced to work every day and constantly help out the new hires.

    Mar 19, 2019
  • anon

    Once past an rca’s 90 days worked or 1 year since start date we are not considered unavailable if we don’t answer a call to work the within the same day if unscheduled. I understand the difference between short notice and on call. We are not paid to be on call. The carrier I sub for has left me more than one voice message saying the postmaster will probably have a talk with me about being on call. I’m way past my 1 year and think it’s very manipulative of her to try and make me think I’m going to be disciplined for not answering or not coming in to work on my non scheduled day off. This toxic relationship is what will cause me to resign if I do. Pay me on call time or at least give me proper notice and I’d gladly come in on my non scheduled day off. I have a life outside of work just like the rest of us including random emergencies that prevent me from being available on some non scheduled days. Since I’m only guaranteed 9 hours a week I have to figure out a way to pay for bills and food and can’t just hope to be called in. I picked this career to have stable work schedule but it’s been anything but that.

    Mar 19, 2019
  • anon

    I'm a 9 year RCA. I've seen a lot of RCAs come and go in that time. My advice is treat them with respect. . We have other jobs and family and personal lives too. Working every Saturday from now till forever isn't much fun. Don't drive of the RCAs that only want to work their scheduled day. It's tough to make a living on just RCA pay so don't be surprised if a carriers primary job takes precedence. Pay them well. Give them a bonus for staying 6 months, a year, etc. Premote RCAs to regular based not only on seniority but also ability. If a regular carrier causes an RCA to quit or transfer like I have seen many times, put them on the bottom of the list for a relief day. I am loyal to my carrier and am always there when needed but she always works with me if something comes up. Anyway, that's my 2 cents.

    Mar 19, 2019
  • anon

    1. Stop putting them through training and the long hiring process before they even see what their job will be. The job description does not in any way reflect what your job duties will be. 2. Stop letting entitled regulars get away with treating RCA's and ARC's like they own them. I cannot count how many times I have seen a regular leave mail or missed packages for their "sub to deal with" the next day. I get that you have been doing this job for 20+ years, but if are lacking at your job, dumping your work on others doesn't make you look better. 3. Stop making RCA to work 5, 10, 15 years before converting! That is asinine!! They literally blow their good years trying to convert then when they do, they are in the same slow boat as the regular they replaced. 4. Offer benefits if a RCA has been employed consecutively for 2 years. Then at 5 offer the option to buy into the 401K. Some RCA have spent the better part of a decade being "part-time" while working full time hours to not get that time towards better health insurnace or 401K. 5. Stop letting regulars abuse their seniority!

    Mar 19, 2019
  • anon

    We get zero benefits for working maybe 1x a week. We sometimes do our main route, then have to go back out to do another route. We're not suppose to be "on call" but we get in major trouble if we don't drop everything when they call last minute for us to come in. I'm looking at another 5-10 years before I go regular. I have to have another job to supplement my 1x a week with the post office. We're being told that if we train on a new route we aren't allowed to have the 24hours for training time, we just go out blind. And last but not least, I'm making the same hourly amount as someone that just started.

    Mar 19, 2019
  • anon

    You get what you pay for. Pay them peanuts, give them no benefits, no union rights and subject them to the abuse of postal managers and you should expect constant turnover. It’s a helluva way to run a service to the public, but that’s what you get these day from USPS management. That’s the business model, as they say.

    Mar 19, 2019
  • anon

    The reason non career employees are leaving is due to two things....pay and treatment. The pay in Bay Valley district does not allow them a decent living. They are also worked too hard. Most are working 7 days a week , sometimes up to 14 hours a day. This leaves no personal time to take care of family and make appointments. To top that off, they are treated without any respect. It is very hard for them to return day after day to try and provide for their families under these conditions. Many are finding out that it's easier to be flipping burgers or washing cars for close to the same hourly pay. I believe the USPS should raise the pay for these employees to the level that the T.E. workers were receiving in the past. They should also be given two days off per week and only work up to 12hrs. per day. They also need to concentrate on creating a friendly work environment that would encourage new employees to buy into. The impact of this high turnover rate has created a loss in revenue due to wasted training money. We train them and they leave, sometimes before they reach their work station, so no return on our investment. Also, this creates undo pressure on career employees who are working sometimes 100 hours a week to cover the open routes. This then leads to a tremendous drop in safety.

    Mar 19, 2019
  • anon

    There has to be a better balance between “a sub for every route” and a realistic understanding of the needs of the individual RCAs. An RCA in a fully-staffed office is expected to be available when needed, making secondary employment difficult to find, but also expected to be able to live on a 1-day-per-week paycheck. This becomes even more difficult for RCAs who are also single-parents to minor children, given that there is no contribution to the health insurance premiums for those minor children. The “feast or famine” phenomenon is a very real aspect of the non-career position of RCA. Addressing these aspects, overwork/underwork and providing at least a minimal contribution toward self+1 or family insurance coverage, would help in RCA retention.

    Mar 19, 2019
  • anon

    If employees were treated like human beings and not forced to work 60+ hours and denied days off, breaks, and equipment, they would stay longer. If they weren't bullied, berated, and disrespected they would WANT to stay.

    Mar 19, 2019
  • anon

    Non career employees are expected to be available for work at all times however they are only gauranteed one day a week therefore making it difficult to maintain other employment. There are no benefits, retirement or insurance therefore making it less desirable. RCAs are expected to have atleast one vehicle to deliver on beat up roads which quickly cause vehicle issues and when in need of repair RCAs are disciplined for not having a second vehicle. Training on routes are limited to one day in most offices which is not adequate time for learning new areas.

    Mar 19, 2019
  • anon

    As an RCA who has seen at least 15 RCAs leave us, I can tell you why, we are the bottom of the barrel for the USPS, we do not get benefits no 401K no TSP, no sick days no vacation days. They make us provide our own car, how practical is that? Parcels are so heavy and big you have to own a van to do most routes and it’s embarrassing a billion dollar government company is making employees use their own POV, another reason RCAs don’t last. Another one is the stupid two table pay grade. People doing the same thing hired before 2012 are being paid a lot more. The RCAs need a union that represents them not just regulars.

    Mar 19, 2019
  • anon

    Please stop letting PSEs have full time positions. I have been a PTF for going on 5 years and I have missed opportunities to go full time because it has been given to PSES who have been converted before me to full time. I want two days off and a set schedule like everyone else and I feel we deserve it before PSEs do.

    Mar 19, 2019
  • anon

    1) abusive/incompetent supervisors/managers in every craft a. Failure of management to follow the rules b. Failure of management to apply the rules to everyone equally c. Failure of management to be highly skilled in their jobs d. Failure of management to plan well in advance being reactive instead of proactive e. Failure of management to maintain their composure in difficult situations 2) insufficient pay and benefits to retain skilled/able bodied employees a. low pay rate for RCAs that does not change regardless of years on the job b. poor benefits for RCAs that does not change regardless of years on the job c. being on-call every day without being compensated for primary availability i. average earnings are insufficient to live on ii. can't keep a 2nd job because of being on-call 3) vast disagreement between academy training and reality as it relates to the RCA a. Insufficient training time period pushing too much too soon b. insufficient training pay period - should be 90 days c. non-standardized cases in offices d. negative reinforcement/emotional abuse towards subs i. practiced by regulars/supervisors/management e. failure of regulars to maintain route boxes/house numbers/case f. failure of regulars and management to perform "count" accurately 4) facilities - interior and exterior are filthy and poorly maintained a. snow/leaf/debris removal is poor b. work area is filthy c. ducts are filthy d. heat registers are filthy e. bathrooms are filthy 5) poorly maintained postal vehicles pose unnecessary risks 6) RHD/conversion POVs are too expensive given rate of pay and bi-weekly earnings 7) LHD POVs are ergonomic disasters, at least

    Mar 19, 2019

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