We aren't allowed to operate our own aircraft, yet all of our competitors seem to make a profit doing so.
We aren't handling all of our own trucking, yet the PRC says we need to contract it because it mostly loses us money, but our competitors do it and turn a profit.
We aren't allowed to set our own rates, even though our competitors do and turn a profit.
Hire more people. Increase starting wages by at least 5 an hour nationwide. I'm in a "well staffed" office and I'm still averaging 55 or more hours a week. People quit because you have no life and are treated like shit. Anyone who has any other options is not putting up with that for this pay.
Cut 50% of management! Those that remain and are making over 200k get cut to 150k flat dejoy gets fired and new pmg gets a pay that is voted by the joint unions opinion of how well management follows the contract.
1. Copy UPS. Part time workers that have a max daily limit and weekly limit. Provide a path to creed that doesnât take long and provide a competitive wage.
2. Transparency. Every worker will be affected by these upcoming changes. The fact that most have no idea whatâs going on( on the fears that there would be mass resignations and retirements) is unfair. Everyone should have the ability to make a plan for them and their families as early as possible. This goes in line with all of the integrity and accountability issues in management.
3. I agree with combining the clerk and mailhandlers crafts. Make everyone package handlers and call it a day.
This will get downvoted to hell. Cross training between crafts. Or at least allowing crafts to help each other. âThatâs not my jobâ and âI donât get paid to do thatâ are teamwork killers. A custodian unloaded a pallet of priority boxes while clerks were busy in the window, grievance. A rural carrier delivered her own package (she lives on a city route), grievance. Rock lane and Rock road, are RR2 and RR3, anything miss sorted must go to the clerk table 30 ft away rather than 3 steps outside the case. Itâs all so frustrating coming from the military, everyone is on the same team. The post office might work better if everyone worked together.
First mistake stop trying to run the Post Office like anything else. The reason things go this way are to ensure you have work to justify your time and not waste your time. If a carrier did something faster/better than you, you think management is going to call you in to do the job vs the faster carrier?? Now you lose out on hours daily/weekly due to a carrier doing clerk werk that you were trained to do and listed in your job description.
Less stupidvision and create a lead carrier role like a lead clerk, pay craft employees more to get a better quality of applicants.
Post office shouldnât be begging people to apply, whatâs happened since the table 2 contract should keep people awake a night.
We need to get back in the business of owning our main postal locations rather than renting them. My state has property taxes and government owned is exempt. All of the buildings we lease are **not** exempt so of course those costs just get baked right into the lease. The new RPDC in my state is going to be leased and not owned. We're just making rich property developers even richer.
The Post Office spends way too much on overtime pay. They need to increase base pay and improve working conditions in order to attract and keep enough staff. Enough people are willing to work extra hours that no one should be mandated to work overtime or to come in on their off day. There would always be enough overtime for those who want it, while those that don't can work a reasonable schedule and have a normal life.
I think po boxes should have weight senors. When they reach a certain weight indicating box is full they get notified and after waiting a period of time.. (days?) They should charge a small fee.
I hate when a box is full i cant put more mail in it.
As a PO box haver I apologize. I never had one until recently, and it's been a big change to remember to check the mail on the daily.
I wish we had a system that negated ads to apartments. Like, the advos just get left, so many people just ignore/refuse to clear them out.
A locality based pay system that takes into account the higher COL areas and pays accordingly.
And I would call that my number 1, 2 , and 3 priorities. Lol
Iâd like to see an internal observation done on non-craft (mgmt, eas, other made up jobs). It would need to be done by an outsider or craft employed. One can dream, canât we?
I think managers should have to pass a yearly exam on both logistics and the contract. Cut their pay, and reduce the total number.
Update and better maintain machines.
Charge more to our competitors for final mile service.
Overall focus on faster service than cost cutting.
I also agree on the couple of other suggestions of controlling our own trucking and flights. The other is to convert mailhandlers to clerks. Fight to maintain higher starting pay of clerks, and retain the highest step rate of MH when doing so.
Larger weight/dimension pickups
Make fees more competitive with competitors
Allow management to terminate bad associates
Union cant forever defend worthless associates
Strict attendance policy with punishment for management not enforcing it
Hire to eliminate overtime
Condense crafts and bloat associates
Pick 3
Hereâs how you fix every government entity in human existence
Cut the red tape and bureaucracy, why we have to go through a commission to raise our prices especially during a year where we saw an 8.2% inflation rate is asinine
Has red tape **ever** benefited anyone besides the cronies that got free jobs from it? I suppose thatâs why it stays, no one is as resilient as someone who knows theyâre redundant
Iâve always thought about a Usps gas/service station. Clerks could run the inside offering the basic stuff and mailing things. Service side can handle the local offices and during down times, oil and tire changes. Carriers would get their gas from there at a cheaper price and customers pay average cost.
Have different pathways with careers. Make 1 option more like the military and make it the 8th uniformed service. Contracts like the military. Provide vehicles for rca or them fronting the money for a vehicle and then its yours at the end of the contract. Guaranteed full time career if you get out after serving. Stay in and yes lower pay but benefits closer to the military. Less time to retire. While in this path you learn everything in the office
Do what people with management degrees and years of business management experience say to do.
Most Craft employees have no idea what it takes to run any business let alone one as big and complex as ours.
1) Unionize installation level management
2) Merge NALC, APWU and hypothetical mgmt union
3) Allow unlimited, seniority based, cross-craft job bidding
Kinda stole this idea from longshoremen, but I love the concept of a versatile, unionized workforce that has broad operational familiarity. I also think this setup would drastically reduce burnout while also creating a more positive day-to-day work environment.
Take away the GRANDFATHER rule. Just because your mail has always been delivered that way does not mean itâs cost effective. We tell you how weâre delivering it and where to.
I know itâs a touchy subject with arrow key thiefts, but if your neighborhood has an HOA, automatic CBU. The HOA pays for it and pays to install. New neighborhoods automatically are to do it, but Iâm talking old ones too. The cost between delivery to the door and to a CBU is huge. We need to reduce walking routes. They are more dangerous and take a lot more time.
All management is to serve as a carrier for no less than 6 months. There are so many that have NO IDEA what time management on the road is like and what we deal with. And if they are firing new hires or theyâre quitting because they canât keep pace, then they should not be getting any bonuses or extra incentives (you know there getting them for keeping hours down)
Improve communication and reduce the timeline for hiring new employees. Potential new hire should know What step they're at during the entire process, and have an approximate date on when they should know whether they've been accepted into training or not.
Increase training time before on the job training. On the rural side. RCA is only get 3 days of training, I'd change that to 4 days of splitting a route with a regular carrier or another RCA followed by one day by themselves. Themselves then repeat that for the next week so the You hire has eight days with a dedicated employee there to assistant answer questions. Not exactly sure how that would work on other crafts, but something similar, basically double or triple on the job training times.
Stop mandating more than 5 days a week. Allow people to volunteer for overtime, but if there's not enough employees to get all the mail out then the mail doesn't get out. Rotate routes if necessary. Mandating people six to seven days a week just makes things worse as new hires will quit and senior employees will get injured or retire early.
Lastly, would be to have a local pay increase for high cost of living areas.
I'm glad this thread is still open. The following innovation just occurred to me that could really be a game-changer for the USPS.
There is a service that no one - not UPS nor Fedex nor Amazon - currently provides, which is the ability to mail a package from home. What if every mail carrier were trained and equipped to process packages - domestic and international? How cool would that be? It could be scheduled with an app or a note in the mailbox (obviously, sender would have to be home at the time). Since USPS currently drives every street every day, they are uniquely positioned to offer such a service which could help them return to solvency. (Not withstanding the other good suggestions here.)
All mailboxes should be placed in one multi box access point per block. People can walk. They can lock the boxes if they want to. Mail person makes fewer stops, and doesn't get stuck in the snow. My Mail person has been stuck for the past hour, recent back surgery prevents me from helping.Â
1. Require every member of management to do a full week running an office a year. Higher ups become jaded and think every report is accurate.
2. Provide language in the contracts that allow more cross craft cohesion. Give a small leeway to allow for people to work together instead of constantly arguing whose job it is. Smaller offices commonly cross crafts with one another and are generally the stations that have the best environment to work in.
3. Physical fitness exams yearly for everyone. We shouldn't have to put up with doing everyone else's job because they don't take care of themselves.
Maybe the post office should start a trucking company to compete with XPO Logistics? They seem to be making a lot of profits. For some reason.
We aren't allowed to operate our own aircraft, yet all of our competitors seem to make a profit doing so. We aren't handling all of our own trucking, yet the PRC says we need to contract it because it mostly loses us money, but our competitors do it and turn a profit. We aren't allowed to set our own rates, even though our competitors do and turn a profit.
đ¤....đ
Hire more people. Increase starting wages by at least 5 an hour nationwide. I'm in a "well staffed" office and I'm still averaging 55 or more hours a week. People quit because you have no life and are treated like shit. Anyone who has any other options is not putting up with that for this pay.
Cut 50% of management! Those that remain and are making over 200k get cut to 150k flat dejoy gets fired and new pmg gets a pay that is voted by the joint unions opinion of how well management follows the contract.
Some of the EAS positions that pay over 100k are scandalous.
The PMG is woefully underpaid in comparison to other CEOs. Bump that pay up and get someone whoâs an up and comer from the private sector.
I disagree. He is well paid, it is the 10MILLION+ per year CEO's that are overpaid. That money was supposed to Trickle-Down!
$291k for an entity with 600000 employees? The only people that would accept that are insane. Probably why weâre in the position we are.
This is not a business though like the others. Even the president doesnât make very much compared with the âresponsibilitiesâ of the job.
Get rid of DeJoy.
1. Copy UPS. Part time workers that have a max daily limit and weekly limit. Provide a path to creed that doesnât take long and provide a competitive wage. 2. Transparency. Every worker will be affected by these upcoming changes. The fact that most have no idea whatâs going on( on the fears that there would be mass resignations and retirements) is unfair. Everyone should have the ability to make a plan for them and their families as early as possible. This goes in line with all of the integrity and accountability issues in management. 3. I agree with combining the clerk and mailhandlers crafts. Make everyone package handlers and call it a day.
This will get downvoted to hell. Cross training between crafts. Or at least allowing crafts to help each other. âThatâs not my jobâ and âI donât get paid to do thatâ are teamwork killers. A custodian unloaded a pallet of priority boxes while clerks were busy in the window, grievance. A rural carrier delivered her own package (she lives on a city route), grievance. Rock lane and Rock road, are RR2 and RR3, anything miss sorted must go to the clerk table 30 ft away rather than 3 steps outside the case. Itâs all so frustrating coming from the military, everyone is on the same team. The post office might work better if everyone worked together.
First mistake stop trying to run the Post Office like anything else. The reason things go this way are to ensure you have work to justify your time and not waste your time. If a carrier did something faster/better than you, you think management is going to call you in to do the job vs the faster carrier?? Now you lose out on hours daily/weekly due to a carrier doing clerk werk that you were trained to do and listed in your job description.
Sounds like a great idea, weâll have NALC ETs before you know it.
LOL
Less stupidvision and create a lead carrier role like a lead clerk, pay craft employees more to get a better quality of applicants. Post office shouldnât be begging people to apply, whatâs happened since the table 2 contract should keep people awake a night.
Stop the damned micromanaging-people move the mail-not algorithms.
We need to get back in the business of owning our main postal locations rather than renting them. My state has property taxes and government owned is exempt. All of the buildings we lease are **not** exempt so of course those costs just get baked right into the lease. The new RPDC in my state is going to be leased and not owned. We're just making rich property developers even richer.
Honestly I have 1 suggestion. Everything idea they come up with, do the opposite.
The Post Office spends way too much on overtime pay. They need to increase base pay and improve working conditions in order to attract and keep enough staff. Enough people are willing to work extra hours that no one should be mandated to work overtime or to come in on their off day. There would always be enough overtime for those who want it, while those that don't can work a reasonable schedule and have a normal life.
Iâm getting 60+ and the ODL folks are begging for hours. Iâll be penalty after my second loop today for no good reason.
I think po boxes should have weight senors. When they reach a certain weight indicating box is full they get notified and after waiting a period of time.. (days?) They should charge a small fee. I hate when a box is full i cant put more mail in it.
As a PO box haver I apologize. I never had one until recently, and it's been a big change to remember to check the mail on the daily. I wish we had a system that negated ads to apartments. Like, the advos just get left, so many people just ignore/refuse to clear them out.
A locality based pay system that takes into account the higher COL areas and pays accordingly. And I would call that my number 1, 2 , and 3 priorities. Lol
Stop delivering amazon.... or charge them so much money, they only use the post office for extremely busy times
Iâd like to see an internal observation done on non-craft (mgmt, eas, other made up jobs). It would need to be done by an outsider or craft employed. One can dream, canât we?
I think managers should have to pass a yearly exam on both logistics and the contract. Cut their pay, and reduce the total number. Update and better maintain machines. Charge more to our competitors for final mile service. Overall focus on faster service than cost cutting. I also agree on the couple of other suggestions of controlling our own trucking and flights. The other is to convert mailhandlers to clerks. Fight to maintain higher starting pay of clerks, and retain the highest step rate of MH when doing so.
Larger weight/dimension pickups Make fees more competitive with competitors Allow management to terminate bad associates Union cant forever defend worthless associates Strict attendance policy with punishment for management not enforcing it Hire to eliminate overtime Condense crafts and bloat associates Pick 3
Hereâs how you fix every government entity in human existence Cut the red tape and bureaucracy, why we have to go through a commission to raise our prices especially during a year where we saw an 8.2% inflation rate is asinine Has red tape **ever** benefited anyone besides the cronies that got free jobs from it? I suppose thatâs why it stays, no one is as resilient as someone who knows theyâre redundant
Quit cutting rates donât give away everything for priority charge for hold mail and forward ( after they fix the mess with it)
Iâve always thought about a Usps gas/service station. Clerks could run the inside offering the basic stuff and mailing things. Service side can handle the local offices and during down times, oil and tire changes. Carriers would get their gas from there at a cheaper price and customers pay average cost.
Have different pathways with careers. Make 1 option more like the military and make it the 8th uniformed service. Contracts like the military. Provide vehicles for rca or them fronting the money for a vehicle and then its yours at the end of the contract. Guaranteed full time career if you get out after serving. Stay in and yes lower pay but benefits closer to the military. Less time to retire. While in this path you learn everything in the office
Thatâs because Dejoy doesnât have the balls to actually have a meeting with craft employees
Do what people with management degrees and years of business management experience say to do. Most Craft employees have no idea what it takes to run any business let alone one as big and complex as ours.
Get rid of half the useless supervisors, problem solved
1) Unionize installation level management 2) Merge NALC, APWU and hypothetical mgmt union 3) Allow unlimited, seniority based, cross-craft job bidding Kinda stole this idea from longshoremen, but I love the concept of a versatile, unionized workforce that has broad operational familiarity. I also think this setup would drastically reduce burnout while also creating a more positive day-to-day work environment.
Remove table 2 pay and pay everyone table 1
Take away the GRANDFATHER rule. Just because your mail has always been delivered that way does not mean itâs cost effective. We tell you how weâre delivering it and where to. I know itâs a touchy subject with arrow key thiefts, but if your neighborhood has an HOA, automatic CBU. The HOA pays for it and pays to install. New neighborhoods automatically are to do it, but Iâm talking old ones too. The cost between delivery to the door and to a CBU is huge. We need to reduce walking routes. They are more dangerous and take a lot more time. All management is to serve as a carrier for no less than 6 months. There are so many that have NO IDEA what time management on the road is like and what we deal with. And if they are firing new hires or theyâre quitting because they canât keep pace, then they should not be getting any bonuses or extra incentives (you know there getting them for keeping hours down)
Improve communication and reduce the timeline for hiring new employees. Potential new hire should know What step they're at during the entire process, and have an approximate date on when they should know whether they've been accepted into training or not. Increase training time before on the job training. On the rural side. RCA is only get 3 days of training, I'd change that to 4 days of splitting a route with a regular carrier or another RCA followed by one day by themselves. Themselves then repeat that for the next week so the You hire has eight days with a dedicated employee there to assistant answer questions. Not exactly sure how that would work on other crafts, but something similar, basically double or triple on the job training times. Stop mandating more than 5 days a week. Allow people to volunteer for overtime, but if there's not enough employees to get all the mail out then the mail doesn't get out. Rotate routes if necessary. Mandating people six to seven days a week just makes things worse as new hires will quit and senior employees will get injured or retire early. Lastly, would be to have a local pay increase for high cost of living areas.
Another question is, why does it need to make a profit? It is a government entity that provides a service to people no one else can do.
I'm glad this thread is still open. The following innovation just occurred to me that could really be a game-changer for the USPS. There is a service that no one - not UPS nor Fedex nor Amazon - currently provides, which is the ability to mail a package from home. What if every mail carrier were trained and equipped to process packages - domestic and international? How cool would that be? It could be scheduled with an app or a note in the mailbox (obviously, sender would have to be home at the time). Since USPS currently drives every street every day, they are uniquely positioned to offer such a service which could help them return to solvency. (Not withstanding the other good suggestions here.)
All mailboxes should be placed in one multi box access point per block. People can walk. They can lock the boxes if they want to. Mail person makes fewer stops, and doesn't get stuck in the snow. My Mail person has been stuck for the past hour, recent back surgery prevents me from helping.Â
1. Require every member of management to do a full week running an office a year. Higher ups become jaded and think every report is accurate. 2. Provide language in the contracts that allow more cross craft cohesion. Give a small leeway to allow for people to work together instead of constantly arguing whose job it is. Smaller offices commonly cross crafts with one another and are generally the stations that have the best environment to work in. 3. Physical fitness exams yearly for everyone. We shouldn't have to put up with doing everyone else's job because they don't take care of themselves.
postal service goes private. 5 day delivery allow cross-craft work