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NPA MITIGATION PROCESS PERIOD NOW OPEN

October 28th, 2016

September End of Year Corporate NPA results were published today, October 28, 2016. This begins the FIELD UNIT MITIGATION REQUEST FOR CONSIDERATION PROCESS. The Mitigation period is open today for six days only. The system is online as a selection from the PES website home screen; no manual submissions will be accepted. ONLY installation heads can submit mitigation factors.

fy-2016-pay-for-performance-Mitigating-factors

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POSTAL SERVICE CLARIFIES EVALUATION POLICY

September 21st, 2016

The following information was received from Postal Service clarifying PMG, Megan Brennan’s announcement at the National convention regarding implementing Post Office evaluations.

“Until further notice, the decision has been made to implement Post Office evaluations only in vacant offices. The result of this decision is that no office will be downgraded or upgraded unless vacant. As you know, the preliminary data reveals a far greater downside where numerous offices were scheduled for downgrade. Limiting implementation of Post Office evaluations to vacant offices avoids the potential negative impacts of downgrading incumbent Postmasters and the corresponding reduction-in-force activities.”

 

To read full text of letter click on link below.

post-office-evaluations

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PART-TIME POSTMASTERS OPTION DUE SEPTEMBER 16

September 16th, 2016

The decision regarding an option for Part-Time Postmasters in an RMPO to convert to a level 6 full-time clerk position is due to the appropriate district on September 16, 2016. The Postal Service has indicated that they will accept late submissions, but the expectation is that Part-Time Postmasters will meet the September 16 deadline.

Late submission could adversely affect timely processing of personnel actions related to your pay benefits

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OPTION LETTER MAILED TO PART-TIME POSTMASTERS

September 9th, 2016

The attached acceptance-declination Form was mailed by Postal Service Headquarters from Topeka, KS, on Friday, September 9, 2016, to all Part-Time Postmasters in RMPOs. The correspondence advises Postmasters of an option to be promoted to a level 6, Traditional or Non-Traditional, full-time clerk in their office and requesting a response to this offer by Friday, September 16, 2016, the effective date of conversion will be October 1, 2016.

Part-Time Postmasters who choose not to convert to a clerk position will remain in their office as a Part-Time Postmaster. Saved hourly pay for Part-time Postmasters will terminate at the end of pay period 20.

Part-Time Postmasters are directed to communicate their intent to accept or decline the option to their District Human Resource Office.

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People Move the Mail

August 30th, 2016

Postmaster General Megan Brennan addressed NAPUS and League of Postmasters members at their national convention in New Orleans on Monday. Aug. 29. She thanked Postmasters for their efforts in achieving tremendous service performance for the Postal Service. She asked the veterans in the audience to stand and thanked them for their service, reminding everyone the USPS is the largest civilian employer of veterans. It also is the second-largest civilian work force in the country, with an unrivaled network.

Brennan talked about the state of the business and current market trends that are impacting the organization and how it is prepared to respond to those changes. She said the challenge is to retain the current base and add customers in an increasingly competitive marketplace. “We’re the platform on which our business partners rely,” she said. “This supply chain is made up of various business partners that generate nearly $1 trillion for the economy. When you consider our strengths, they’re also our challenges.”

She said customer expectations are changing and the agency needs to be nimble and provide products priced to sell. “The organization typically has set the pace and we will continue to do so,” she declared. “We need to speed the pace, but we’re in a regulatory environment that limits what we can do; we need to push for pricing and product flexibility.”

The PMG talked about working over the past year and a half to get postal reform legislation passed. She thanked postal retirees for their continuing efforts regarding legislation. Brennan explained the Postal Service’s approach has been to gain consensus around key provisions with high value likely to get broad support from major stakeholders, including the management associations, unions and mailers.

These provisions include Medicare integration, reinstating the exigent surcharge and increasing the agency’s product offerings. “We have a bipartisan House bill passed out of committee,” she said. “Our elected officials come back to work after Labor Day and are in session for maybe four to five weeks, so we have a compressed window in which to get something done. We have to be clear what’s at stake here: The legislation would put us on firmer financial footing.”

She touched on the current mobile marketplace and the necessity to understand that the landscape is changing. “The last mile is the Postal Service’s competitive advantage, but it’s increasingly challenged,” she said. “We’re adapting to these challenges with enhanced tracking visibility, as well as competitive pricing. It’s all about keeping mail relevant in this increasingly digitized area.”

Ultimately, it’s about how to improve the customer experience. “If you’re satisfied,” she said, “you’re less likely to go elsewhere; the converse is true for a bad experience. We need to continue to be more customer-centric and earn the business every day.”

Brennan told Postmasters they are chief marketing and sales officers. “Dave Williams [USPS chief operating officer] and I need to ensure you have the resources to provide that service,” she stressed. “We want our leadership team to have the tools to do the job.” She said they have gotten a lot of positive feedback from the Postmaster Essentials training and are committed to providing these resources.

“We’re going to invest in the future of the Postal Service,” she pledged. “Despite it’s financial challenges, we’ll be around.” The agency is looking at the next-generation vehicles; prototypes will be tested for the next 18 months. It is important for these vehicles to have expanded cargo capacity that allows letter carriers to work more efficiently. “Ultimately, everything comes down to our ability to meet customer expectations,” she said. “Service remains foundational.

“Service is key to growth; it is in our name. Know that we will leverage our reputation as the most trusted federal agency and continue to tap into how the Postal Service will continue to improve.” She urged Postmasters to let stakeholders know the agency is not waiting for Congress to act. “We have to do our part,” she stressed.

Brennan acknowledged it has been a challenging few years for Postmasters regarding POStPlan. “We had to make adjustments based on customer use,” she said. “But, we’re a responsible employer.” She pointed out that, working with NAPUS and the League, the agency limited the impact to Postmasters with early-outs, saved salary and more.

The Postal Service is at the point where it planned to use FY16 data to evaluate offices. “We will run the data,” she announced, “but will apply the evaluations to vacant offices only. Also, we will equalize pay for Postmasters in part-time post offices.”

She said part-time Postmasters in remotely managed post offices (RMPOs) have a difficult decision to make. She urged anyone who needs more information to contact their HR managers. “We’re committed to ensuring that part-time Postmasters in RMPOs have the information they need to make a decision that’s best for them,” she said.

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OPPORTUNITIES FOR PART-TIME POSTMASTERS OUTLINED

July 16th, 2016

The Postal Service has provided NAPUS and the League a letter that will be sent to part-time Postmasters outlining the policy concerning termination of saved hourly pay and opportunities for part-time Postmasters in remotely managed post offices (RMPOs) to be assigned to Level-6 career clerk craft positions in their offices. This is the latest information from Postal Headquarters and differs from previous information provided and posted on the NAPUS website concerning part-time Postmasters.

In accordance with the MOU dated Sept. 22, 2014, regarding POStPlan, part-time Postmasters who occupy Level-6 positions in RMPOs will be offered the opportunity to be assigned to Level-6 full-time clerk positions in their offices.

Postmasters who accept this opportunity will receive a promotional salary increase of 5 percent. If the salary calculation is above the maximum step of the appropriate salary schedule, the salary will be placed at the top step ($27.30 per hour) of a Level-6. If the salary calculation is not above the maximum, the resulting salary will be slotted into either PS Schedule 2 or PS Level 3, depending on the career appointment date.

Postmasters who accept an assignment as a career clerk will have their annual leave carryover reduced to the bargaining-unit ceiling of 440 hours. Employees will be allowed to use the hours in excess of the reduced ceiling during the balance of the 2016 leave year.

Postmasters who accept an assignment as a career clerk and have earned a Pay for Performance (PFP) award for FY16 will be paid a lump sum on Jan. 27, 2017. Postmasters who remain in their positions will have any applicable PFP percentage applied to their hourly rates of pay. Part-time Postmasters who have separated after Sept. 30, 2016, and before the effective date of payment on Jan. 7, 2016, will have their PFP checks sent to the employing office.

Click to see full text of the letter.

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PART TIME POSTMASTERS PAY CHANGES, CONVERSION OPTION

May 5th, 2016

The following information concerning changes in pay for part time Postmasters, and their option to convert to a clerk position, was received from Labor Relations at Postal Headquarters.

Effective October 01, 2016, saved hourly pay for Part-Time Postmasters will expire and hourly rates will be reduced to the current maximum hourly rate of $19.39.  Part-Time Postmasters with a current salary of $19.39 per hour or below will retain their hourly rate. Part-Time Postmasters with conditional DUO salary protection will continue to receive salary protection.

Postmasters in Remotely Managed Post Offices (RMPO) will be offered the opportunity to convert to a full-time clerk duty assignment within the office. The assignment may be a Traditional or Non-Traditional Full-Time (NTFT) duty assignment and determined by the Postal Service.

Postmasters who elect to convert to a full-time clerk duty assignment and have performed prior service in an equivalent bargaining unit grade will have hourly salaries established by placing the employees in the step determined as if service had been continuous in the equivalent bargaining unit grade.

Postmasters who elect to convert to a full-time clerk duty assignment and have not performed prior service in an equivalent bargaining unit will have salaries established in accordance with the following two categories:

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NAPUS Call for Post Office Hour Reduction Moratorium Justified by Recent GAO Report

May 4th, 2016

Over the past 18 months, NAPUS has raised concerns about the lack of data to indicate the amount of money the U.S. Postal Service saved as a result of reduced post office hours and post office re-classifications. In fact, one year ago, President Tony Leonardi testified before a Senate forum on rural mail issues at which he called for a moratorium on further post office hour reductions and re-classifications, particularly with regard to current Level-18 post offices. In part, NAPUS declared at the forum that the lack of accurate data, no assessment of rural impact, and the absence of information relating to revenue losses justified a pause in post office hour reductions and re-classifications. Shortly thereafter, Senators Heidi Heitkamp and Tom Carper introduced S. 1754 and S. 2051, bills that include NAPUS-supported provisions to implement the post office moratorium.

This past Friday, April 29, the Government Accountability Office (GAO) added its expert voice to the legislative discussion. At the request of House Oversight and Government Reform Chair Jason Chaffetz (R-UT) and House Government Operations Subcommittee Chair Mark Meadows (R-NC), the GAO conducted a performance audit of POStPlan. In sum, the GAO concluded that the Postal Service’s “estimates of expected POStPlan cost savings have limitations that affect their reliability.” (Highlights of GAO-16-385, April 2016) The GAO went on to point out that these limitations include “imprecise and incomplete labor costs, including errors in underlying data; lack of sensitivity review; and the exclusion of other factors that affect net cost savings, particularly the potential impact of reduced retail hours on revenue.” (Highlights of GAO-16-385, April 2016) And, the GAO report concluded: “Although POStPlan was an initiative that affected about 66 percent of US post offices and Postmasters, USPS did not produce cost-savings estimates with the level of rigor that an initiative with such a large footprint may have warranted.”  (GAO-16-385, April 2016, p. 31)

NAPUS believes that the GAO report reinforces its call for a post office hour reduction and reclassification moratorium.

You may view the GAO Report in its entirety here.

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SOV-CSV DAILY WORKLOAD EARNED HOURS

April 4th, 2016

Are you concerned about your office’s evaluation under POStPlan? Do you know how to determine your daily workload earned hours? All offices will be evaluated and adjusted based upon FY 2016 data. Don’t wait until the end of the year to check this information. This will be the most important thing you do today!

Click on sov-csv calculation for step by step power point instruction to determine your office’s evaluation. This information will remain available on our website under POStPlan Information

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‘Give the Postal Service the Flexibility It Needs to Compete’

March 17th, 2016

 

Postmaster General Megan Brennan addressed NAPUS members at the Leadership Conference Monday morning, March 14. She thanked Postmasters for their leadership and what they do for customers and the organization. The Postal Service delivered a very successful peak holiday season with an 18 percent increase in package volume.

“That’s a credit to you and our employees; our customers noticed,” she said. “And it’s a credit to the investments we’ve made in technology—capacity in plants and mobile delivery devices—that help improve our competitiveness. Service is foundational and the key to growth. And it’s more than transit time.”

Transit time is important, she pointed out, but it’s also about visibility. Customers want to know where their packages are from induction to delivery. “We need to make sure every customer experience is a positive one at every touch point throughout the system,” she declared.

First-Class volume is down about 2 percent; Standard volume is relatively flat. Advertising mail is becoming more of the mail mix—52 percent of volume. The agency is looking to enhance the value of advertising mail

People look at their smart phones up to 50 times a day, so part of the Postal Service’s approach is integrating hard copy with digital; strides have been made. “We’ll be at the Postal Forum next week with more than 2,000 of our customers,” Brennan said. “Part of the discussion will be how we improve the value of hard copy communications; it goes well beyond QR codes.”

The goal is to make mail pieces come to life. When customers get a mail piece that is creative and personal and relates to their interests, they’re likely to open it. Given the business world, mail needs to stand out. And if the mail piece helps speed purchases, that adds value, she said.

Package growth continues to be a bright spot for the agency. The Postal Service is investing in the infrastructure and focusing on the importance of timely and accurate scanning. “We’re facing strong headwinds going forward,” she said. “It’s a competitive landscape. The mail mix will change and we continue to look at how we adjust the infrastructure.”

Brennan referred to the upcoming expiration of the exigent rate surcharge in early April. Absent congressional or court action, the Postal Service will have to roll back prices. The immediate impact will be about a $1 billion loss in revenue this year. Going forward, it will be roughly $2 billion a year. “It is incumbent on us to drive efficiency and grow profitable revenue,” she said.

She thanked NAPUS members for going up to Capitol Hill and advocating for the Postal Service. “While we may disagree on some parts of the current postal reform legislation, we can agree on the core: Give the agency more flexibility,” she declared. “In a 21st century marketplace, you cannot continue to constrain the Postal Service.”

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Making the Postal Service—and Its Employees—Better

March 14th, 2016

USPS Executive Vice President and Chief Human Resources Officer Jeff Williamson addressed the NAPUS Executive Board at its meeting Friday, March 11. He talked about the Postal Service’s National Performance Assessment (NPA) and Pay-for-Performance (PFP) system.

Williamson said he has focused on introducing more transparency and ensuring timeliness. The goal is to have everything ready at the start of the fiscal year. He also looks at ways to make the system better each year. HR has yet to automate the mitigation process. The goal is to make it more effective in addressing some of the systemic budget issues. Williamson pledged his commitment to solving those issues.

He stressed the importance of responding to everyone who has submitted mitigation—letting them know the outcome and the reasons for it. The process wasn’t flawless, but Williamson said he felt confident every case presented to his department was evaluated and the justifications for the decisions were communicated to filers. “We need to do a better job,” he said. “There has to be an explanation why a mitigation was approved or disapproved.” Going into 2016, the goal is to build the mitigation process into the Performance Evaluation System.

Ideally, timelines should be available and a new system designed by late April or early May so employees can understand how mitigation will be handled. The system should notify them what the timeliness are, with reminders built into the system. This will provide visibility as to when documentation is submitted. Also, there will be a higher-level appeal option.

Williamson said he always follows through when contacted by employees. “You may not like the answer or outcome,” he said, “but I always follow through.” Once the mitigation process is automated, he should be able to go into the system and have information readily available. “I hope in 2016 you’ll see a very different process,” he said.

He has pulled together a cross-functional team to start work on the 2017 NPA. It will assess goals and objectives: What is the intended purpose for NPA? Were those goals achieved? If not, what needs to be changed? By July or August, there should be a complete proposal with metrics, targets, thresholds and scorecards. There also will be an opportunity for feedback. Any concerns can be addressed; then, employees can know what their goals are by Oct. 1.

Williamson responded to questions from board members. The issue was raised that there are Postmasters totally frustrated with the budget and mitigation process. Williamson said he and his team evaluated a number of offices and looked at the hours necessary to open the doors versus actual results. “We identified more than 200 offices where we made a corporate mitigation,” he said. “You have my commitment to address every single issue. I won’t stand by and have someone have 0 hours; you can’t even turn the lights on. We will continue to address it.”

Regarding the mitigation process, an automated system will be in place this year. “If I can see it,” Williamson said, “I can fix it. For example, if someone locally approves a mitigation, there needs to be a really good justification for the next higher level not to uphold that approval. There will be visibility in the system.”

Williamson said he regards NPA as a full compensation system, but there needs to be more integrity in the system. “Going forward,” he posed, “what does a performance measurement look like and how is it tied to compensation? It needs to legitimately rate someone’s efficiencies, competencies and growth.”

When asked where he gets members for his cross-functional teams, Williamson responded he asks for representatives from each function and field support. “I don’t care who it is or what level,” he said. “This is about providing resources to come together and talk about NPA—the metrics, the values, scoreboards—to put a product together that is fair, objective and measurable.”

There has been positive response to the Postmaster Essentials training. Williamson stressed the importance of face-to-face training. He said his two priorities have been training and development; everything starts there. Much has been accomplished these past two years, but there still is a long way to go. “At the end of the day—five years from now—I want to look back and say training has revolutionized the Postal Service,” he said.

Training also needs to be delivered in multiple ways. Some learn by listening, some are tactile—they have to touch it—and others are very visual. The goal of training is to make the employees and the organization better, as well as having a way to measure it.

Williamson responded to the comment that Postmasters and Managers have lost confidence in the system because they feel there is no one at the top who values them. He reminded NAPUS board members that he had worked in the private sector. When he came to the Postal Service, the passion he felt from everyone he met and worked with was unlike anything he saw in the private sector. “The iconic institution we represent only exists here,” he declared.

“Are there areas that are getting better? Absolutely! It starts with changing the environment and everything else starts to take care of itself. We need to fix systemic issues in HR; we own that. Locally, you own the environment, the attitude. If you change your behavior, people notice.”

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PROMOTIONAL PAY CALCULATOR TO ASSIST POSTMASTER AND MANAGERS CONSIDERING PROMOTION

March 4th, 2016

 

Last year the Postal Service modified pay policy concerning promotional increases for non-bargaining unit employees promoted to higher grades. The changes announced in June of 2015 provide for a percentage increases based upon the salary distance from the maximum of the new EAS grade and a percentage increase if the promotion is three EAS grades or more.

To assist Postmasters and Managers in determining a potential percent of salary increase for a promotion, the Postal Service has developed a Promotional Pay Calculator. The calculator will take much of the mystery out of the methodology used to determine raises and provide valuable information to all non-bargaining unit emplyees considering applying for promotion.

To use the calculator, complete requested information in the section titled; Enter Employee Information, located in the lower right corner of the form.

The calculator will be included on our website under references documents.

Promotional Pay Calculator

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PTPMs PAY INCREASED TO $15.63 PER HOUR

November 20th, 2015

I am pleased to announce an agreement with the postal service that recognizes the unfair starting wage differential of many of our PTPO Postmasters. The attached is a letter dated October 16, 2015 from the Postmaster General (Megan Brennan):

Pay Adjustment PTPMs

To summarize the above, if you are a PTPO Postmaster that is making less than $15.63 per hour (starting wage of a PSE) then you will receive an increase to bring you up to this minimum. This change is tentatively scheduled to take place on January 9th, 2016. This agreement does not in any way eliminate all situations where a clerk working in an RMPO may be making more per hour than the Postmaster. In some situations this exact scenario will continue in certain sites. You have to understand how we got to this point in time to understand how a craft employee can make more per hour than the manager in the facility. EPM Postmasters (which is what our level 6 PM’s are classified as) have always made less than clerks. All Postmasters pay is based on a pay scale for each level of office. The craft pay is based on a national level. In the past this was not our concern, because clerks never worked in EPM offices. Now that they are working in the EPM offices, doing the same work, this has created the disparity. This agreement is a small step in the right direction but one that has taken multiple attempts to resolve. A “thank you” goes out to Megan Brennan and Doug Tulino for finalizing this agreement.

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USPS EXTENDS MITIGATION PROCESS TIMELINE

October 21st, 2015

 

The Postal Service announced a change to the Unit Mitigating Factors – Request-for-Consideration Process. The deadline for the installation head’s submission to the District Lead PCES manager, has been increased from four calendar days, to six calendar days. The additional days should enable Postmasters, who believe that they qualify for consideration, have sufficient time to submit their request.

On October 22nd the Postal Service expects to publish the FY 2015 September YTD NPA report cards. This will give Postmasters until October 27th for submission of their request.

The FY 2015 mitigation timeline and detailed updated instructions are available by clicking on links below:

FY2015_MitigationLetter2

mitigating-factors FY 2015-revised 10-15-15

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UNIT MITAGATING FACTORS PROCESS

October 8th, 2015

 

When it is apparent that a unit indicator was affected by a unique occurrence that was beyond a unit’s control, the installation head could consider requesting mitigation. The factor must trigger a measurable impact not only on the NPA composite summary, but on the Pay for Performance overall performance rating as well. In order to qualify for consideration, there must be so significant s change in a unit indicator that it causes a downward change in the NPA composite summary resulting in the PFP overall performance rating to be lowered at least one whole point. The Unit Mitigating Factors – Request-for-Consideration Process must be submitted by the installation head NO LATER THAN FOUR CALENDAR DAYS AFTER THE SEPTEMBER YTD NPA REPORT CARD DETAIL IS PUBLISHED.

Postmaster budgets impacted by the global settlement, that limited Postmaster bargaining unit work (BUW) should have been adjust. If your budget was impacted by the settlement, and not adjusted correctly, you may qualify to file a request for mitigation.

The detailed process for requesting consideration for a mitigating factor is available by clicking on link. Requests and supporting documentation must be submitted within specified time frame to allow for each level’s approval prior to final processing by the area. Now is the time to start the process.

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CREATIVITY NEEDED

October 7th, 2015

As the work continues to move forward in preparation for United Postmasters and Managers of America to become a reality, we have two issues that need your creative input. We need to come up with a logo and a name for the new magazine. With all the creativity we have among our Postmasters and managers, we are confident this will be a fun and exciting challenge.

The ideas need to be returned to either gsacord@postmasters.org or tleonardi@napus.org by Dec. 1, 2015. The plan is to have all the ideas submitted to both boards for a vote. Once the image and name have been vetted, we will announce the winning combination. Thanks in advance for your ideas.

 

Sean and Tony

Organization Presidents

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NAPUS APPROVES CONSITUTIONAL CHANGES EFFECTING MEMBERSHIP

September 11th, 2015

On September 1, 2015, at our National Convention in Mobile Alabama, NAPUS voted to allow all EAS employees of the Postal Service to become full, active members of the organization. It had become evident that EAS Supervisors and Managers will be the Postmasters of the future.

As full dues paying members, EAS Supervisors and Managers will have access to Postmaster Representation Committee and our Legal Defense Fund. They will also be entitled to vote on all Chapter and National constitutional issues and hold officer positions at all levels of the organization.

As part of the sweeping changes approved at the national convention, Associate membership has been opened up to allow all Postal employees to become members.

All new active, EAS Supervisors, Managers, Postmasters and Associate members signing up will enjoy free membership until April 1, 2016. In order to facilitate the signing of newly eligible members, Form 1187 has been changed and is available on NAPUS website.

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NAPUS Looks to a Bright Future

September 2nd, 2015

President Tony Leonardi addressed NAPUS members at the close of the national convention, Sept. 2, in Mobile, AL. He commended the Alabama Chapter for organizing and presenting an outstanding convention.

He reiterated Postmaster General Megan Brennan’s commitment that there will be no post office evaluations until FY 2016—using FY 2016 data—and implementation of any changes will not take effect until mid-FY 2017.

Leonardi told Postmasters NAPUS will continue to pursue its legislative agenda in order to protect Postmasters. He said Postmasters have paid a steep price and must be assured of protection in any postal reform legislation.

In regard to NPA, he pledged to continue to push Postal Service Headquarters to look at the budget and methodology. “The system has very little integrity,” he stressed. “Postmasters deserve to have a system that is fair and based on performance. We want to be rewarded for our efforts, have the goals be fair and have a chance to get a raise.”

He also pledged to continue pushing to get staffing at the right levels. “Hire the people!” he exclaimed.

Leonardi commended NAPUS members for making constitutional changes critical to the organization. Active membership now is open to all EAS employees; anyone else employed by the Postal Service can join as associate members.

“I would venture to say everyone in this room started out as a clerk or carrier,” he said. “This will help build the membership base, but, more importantly, we have a succession plan so we can develop and promote peopleand remain viable and effective going forward.”

“How did we get here?” he asked. “We got here because of four men—John Olson, Jack Jameson, Dan Heins and John Galera—and a NAPUS Executive Board with the insight, hindsight and foresight to try again and change We opened our minds to the possibility of doing new things.”

LWP_5277_1

At the NAPUS national convention, from left: John Galera, Dan Heins, Sean Acord, Tony Leonardi, John Olson and Jack Jameson.

He advised the newly elected members of the Executive Board—Area 1 Vice President Kristin Luther, Area 2 Vice President Jeff Schoch, Area 3 Vice President Drew Martin, Area 4 Vice President Greg Nors and PM RetiredPresident Clara McCullar—to rest up. “Jan 1. will come faster than you think,” he advised, “and I promise we will be working very hard to help form and get this organization ready for its Nov. 1 birthdate.”

Leonardi said he was very proud to see NAPUS members all stand together during the vote to dissolve the organization and consolidate with the League of Postmasters. He urged NAPUS Postmasters to make everyone feel welcome. “As we move forward with the new United Postmasters and Managers of America, let’s make sure we treat everyone with dignity and respect,” he urged.

He told Postmasters it has been an honor serving them this pastyear and a half. “The moment yesterday during the vote to dissolve NAPUS hit me harder than I expected,” he said, “but I thank you for doing that; it was a special moment.

Leonardi ended with aquote from Henry Ford: “Coming together is a beginning; keeping it together is progress; working together is success.”

“We did the easy part,” he declared. “Now, we have to keep it going and work together and form an organization we all can be proud of—a blending of two groups and two families. And we will be better in the future.”

Complete coverage of the 111th National Convention will be in the October/November issue of the Postmasters Gazette.

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Final Hurdle Cleared to Form New Postal Organization

September 1st, 2015

NAPUS members voted unanimously Tuesday morning, Sept. 1, at their national convention in Mobile, AL, to dissolve the NAPUS organization and join with the League to form United Postmasters and Managers of America (UPMA).

Linda Gurka, Michigan Chapter president and Postmaster of Suttons Bay, spoke at the mike:

“Mr. President: I move that we dissolve the National Association of Postmasters of the United States and join with the National League of Postmasters to form a new organization know as the United Postmasters and Managers of America. I further move that we adopt the Articles of Incorporation and Bylaws of this new organization as written and presented, effective Nov. 1, 2016.”

Bill Judge, Postmaster of Piqua, OH, seconded the motion.

President Tony Leonardi asked all active Postmasters in favor of the motion to please stand. He then asked everyone to sit. Next, he asked any active Postmaster not in favor of the motion to please stand; no one stood.

“The motion passes!” he declared.

Leonardi then asked everyone in favor of the motion to stand and show their support for the new organization; everyone in the room rose to their feet.

Also present at this historic event was League President Sean Acord, as well as John Olson and Jack Jameson—the League’s representatives on the joint committee who worked out the details of the consolidation. The NAPUS representatives on the committee were Secretary-Treasurer Dan Heins and John Galera.

Earlier during Tuesday morning’s general business session, NAPUS members approved a constitutional change to open membership to everyone in the Postal Service. There now are three membership categories:

Active—Postmasters, PMRs, managers, supervisors and any other EAS employee employed by the Postal Service. Active members can vote and hold office, with the exception specified in Article 17, Section 2 (see Constitution and Bylaws at www.napus.org).

Postmasters Retired—Any person retired from the Postal Service, including employees having held the title of Postmaster any time during their careers and employees having held an EAS position at any time during their careers. Postmasters Retired members do not have the right to vote or hold office, except as provided in Article 5, Section 6; Article 17, Section 1; and Article 10, Section 1 (see Constitution and Bylaws at www.napus.org), but can attend all meetings.

Associate—Postal Service employees (not otherwise covered in this article), former Postal Service employees (not to include Postmasters Retired) and surviving spouses. Associate members are members of the Postmasters Retired organization. Associate members do not have the right to vote or hold office, except as provided in Article 5, Section 6 (see Constitution and Bylaws at www.napus.org), but can attend all meetings.

This constitutional change takes effect immediately; current associate members who are EAS employees will have until Nov. 1, 2015, to decide whether they want to become active members or cancel their memberships.

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PMG Clarifies Post Office Evaluations

September 1st, 2015

During Postmaster General Megan Brennan’s address to Postmasters at the NAPUS National Convention in Mobile, AL, Aug. 31, she confirmed that FY 2016 data will be used to evaluate all post offices, with implementation of any changes to take effect mid-FY 2017.

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