NPA/PFP
Postmaster Pay Package 2011-2015
Details on the 2011-2015 Postmaster Pay Package can be found by clicking on the link below;
PMPayPackage2011_2015
Recourse – Feb 2011
Recourse Employee January 2011
-2011 Objective Setting Process
October 25, 2010
Postmasters are reminded that the objective setting process is an interactive process during which an evaluator and employee discuss individual core requirements, clarify expectations, and reach an understanding of the targeted outcomes. USPS Headquarters has issued instructions to all Area Managers of Human Resources, reminding them that evaluators must afford employees (Postmasters) an opportunity to discuss the core requirements individually. Evaluators are encouraged to perform one-on-one discussions with Postmasters, but these interactions can also occur by email or telephone.
Specific pre-determined behavioral core requirements were agreed to during the consultative process between the Postal Service and management organizations. Objectives were developed with pre-determined performance expectations and targets that measure an employee’s performance. No numeric targets should be assigned to these core requirements. Evaluators may not establish arbitrary targets and measures to replace or support those that have already been defined. Additional core requirements should not be incorporated into this behavioral objective.
The objective setting process which opened October 13, 2010 is designed to set and discuss proper objectives and targets. Again, evaluators should not set numeric goals for the pre-determined behavioral core requirements. Postmasters should not receive mandated core requirements with no opportunity for an interactive discussion with their evaluators.
The contributor level should be based on plan, which is set above the performance achieved over the same period last year. This level of performance forms the basis to measure achievement of “stretch” targets (high contributor) and “breakthrough” targets (exceptional contributor.)
If you have any questions concerning the FY-2011 Objective Setting Process, please contact your evaluator, NAPUS chapter or area officer, or contact me by email at cmoser@napus.org , or by phone at 703-683-9027.
Charlie Moser
FY-2010 End-of-Year Pay-For-Performance Process
October 15, 2010
Postmasters are reminded that you can review the FY-2010 End-Of-Year Pay-for-Performances process on the NAPUS website at www.napus.org and click on NPA/PFP . Please pay close attention to the FY-2010 PFP Program Administrative Rules for EAS Employees. This section also contains detailed information on the mitigating factors and recourse process. The mitigating factors request and recourse process should only be requested IF you can produce documentation to link the impact of the events to change the overall performance rating or end-of-year core requirements.
NAPUS received concerns from many Postmasters in FY-09, who claimed their overall ratings were negatively impacted by events beyond their control. Mitigating factors may apply to unusual or unplanned events or conditions beyond your control which negatively impacted the overall performance rating you received. Postmasters may submit a mitigating factors request with documentation to their evaluator. The actual performance must be linked to the negative impact of the events, with steps described to offset the occurrence.
The recourse process allows those who believe that one or more of the end-of-year core requirement ratings fail to substantively reflect a fair assessment of his or her contribution to the work unit, to immediately discuss the rating with their evaluator. Postmasters have 30 days from the date the ratings are posted in PES to enter the recourse process.
If you have any questions concerning these or any other NPA/PFP concerns, please feel free to contact Charlie Moser at cmoser@napus.org.
October 13, 2010
In an effort to provide timely information to NAPUS members, below are the NPA Corporate and Unit Indicators for FY-2011. New and changed Unit Indicators are explained at the bottom of each page. Further information concerning the FY-2011 NPA and PFP programs will be posted as discussions with USPS Headquarters proceed.
NPA Corporate and Unit Indicators for FY-2011
Fiscal Year 2010 End-Of-Year Processes and Fiscal Year 2011 Objective Setting Process
We have been notified today, September 30, 2010, that the Pay for Performance (PFP) Program’s fiscal year (FY) 2010 end-of-year (EOY) process will be opened earlier this year to give evaluators an additional two weeks to evaluate employees’ accomplishments. The process will open on Friday, October 1, and end on Monday, November 15.
The FY2010 rating process will occur in November, after the National Performance Assessment data has been finalized and published. Information about entering core requirements ratings, calculating overall performance ratings, and submitting those ratings for higher-level review will be published in late October.
FY 2011 Objective Setting Process:
- Employees and evaluators have a one-on-one discussion to review individual objectives which are recorded in PES for the upcoming year.
- Evaluators review and approve employees’ individual objectives.
The FY2011 objective-setting process will begin on Wednesday, October 13. All employees should have objectives entered into PES by Monday, November 15.
Materials and guidance regarding PES and the overall PFP process can be found on the PFP Web Site.
Resource Documents
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Postmaster NPA Worksheet Update 06/11/10
NPA Calculator (interactive Excel file that can be filled out)
Performance Evaluation System Enter Mid Year Accomplishments V6 March 2010
Performance Evaluation System Review Mid Year Accomplishments V6 March 2010
Revised EAS Guidelines, February 2010
Revised EAS Guidelines, February 2010
Postmaster NPA Worksheet (Interactive Excel file that can be filled out)
Pay for Performance Mitigation & Recourse
FY10 Corporate and Unit Indicators Charts 11-20-09
FY10 Indicator Description 11-20-09
FY10 NPA Targets and Thresholds
The FY 2010 National Performance Assessment (NPA) indicator target and thresholds for fiscal year (FY) 2010 are attached. Indicator Target and Thresholds for FY 2010 were developed to incorporate a “continuous improvement approach” while ensuring achievable results.
The Service Targets and Thresholds have changed from what we originally presented to the Associations.
Summary of Changes:
- All FY10 CORE weights remain the same as in FY09.
- EAS 16-11 and EAS A-E Postmasters
Corporate weight (50%), Unit weight (30%), CORE weight (20%)
Unit Indicators Retail Revenue % Plan (45%), TOE (45%), SOX (10%) - EAS 26-21 and EAS 20-18 Postmasters
Corporate weight (50%), Unit weight (30%), CORE weight (20%) - Customer Service Delivery and Retail Stations & Branches (all levels)
Corporate weight (50%) Unit (40%) - Plant Transportation (TANS) with and without Surface Visibility
Corporate weight (50%) Unit (40%) - Plant Maintenance
Corporate weight (50%) Unit (40%) - Manager Distribution Operations (MDO)
Corporate weight (50%) Unit (40%)
FY10 Corporate-Unit Indicators Composite 11-3-09 (This file is an interactive Excel that can be filled out)
Fiscal Year 2010 Pay-for-Performance Program Administrative Rules for EAS Employees
FY 2010 PFP EAS Pay Rules October 2009
Ratings Recourse Guide, Ver. 2, Jan. 2009
EAS Pay Package for FY2007- FY2010
Pay Increase for Postmaster Relief
Guidelines for FY 2010 Pay-for-Performance Mitigating Factors- Updated