USPS OIG: What Can the Postal Service Do to Retain Noncareer Employees?

AuditAsks_NonCareerStaffRetentionProject Title:
Noncareer Employee Retention
Start Date:
Wednesday, April 27, 2016
Estimated Report Release Date:
October 2016

Employee turnover costs the Postal Service thousands of dollars per employee. Retaining employees within the organization eliminates the administrative costs of hiring new employees, training, and the impacts on performance associated with learning a new job.

Although turnover cannot always be avoided, the Postal Service can reduce it by doing the right things for its employees, such as immediately and professionally addressing employee issues.

In 2013, the Postal Service created new noncareer employee categories such as city carrier assistants and mail handler assistants. These positions are intended to improve workforce flexibility and reduce costs. While career employee turnover rates have been low, noncareer turnover rates are higher.

The objective of the audit is to assess noncareer employee retention and identify ways to increase it.

1. What can the Postal Service do to improve the retention of noncareer employees?
2. What is the incentive to become a noncareer employee for the Postal Service?
3. What are reasons for leaving a noncareer employee position?

Source: What Can the Postal Service Do to Retain Noncareer Employees? | USPS Office of Inspector General


6 thoughts on “USPS OIG: What Can the Postal Service Do to Retain Noncareer Employees?

  1. Union and NAME of Local/Branch
    APWU - Hawkeye District / Creston
    First off I enjoy the job. Would like a minimum of 15 hours a week but requirements for my installation as I am told are 2 PSE’s. I have seen 2 new PSE hires leave within a week or 2 since I started around April of last year. All the training and expense in obtaining these new hires to have them quit seems very wasteful. Every time a new PSE is hired for this installation my hours drop to hardly making it worthwhile to continue employment, but I will stay with it right now.

    Recently, another new hire was made and back again to low hours, 8 or less usually. I think more workers is not the answer for smaller post offices and utilizing better formulas for new hires according to the work load of the particular office will greatly reduce training and new employee turnover. I want to work but when you’re only able to obtain 8 hours or less in a standard week it gives the employee less reason to stay. I have no complaints otherwise and enjoy doing the best job I possibly can. Thank you, Tom

  2. Union and NAME of Local/Branch
    APWU Margaret L. Sellers P & DC
    Office held, if any
    Casual Mail Handler
    Working as a Casual Mail Handler at the Margaret L. Sellers P & DC. I last contracted in ending quarter 2015- January 2016. I received no compensation for another offer. Then I applied for an MHA and was declined with any responses!

  3. Union and NAME of Local/Branch
    APWU - Richmond Local
    For the veterans or prior civil service who already have an established TSP, allow them to invest into their TSP after the 90 day probationary period. Matching investments by USPS can be a negotiated thing – 0% at first then after 6 months, maybe a small percentage, and on and on.

    Give PSE’s and other 6 day a week personnel a Saturday off occasionally or some other day every other week to tend to family or household business. Many of us would prefer a weekday off to tend to business.

    Another idea is, after a year, give them a raise (assuming they are called back after their break).

  4. Union and NAME of Local/Branch
    APWU - Local 0036 Walla Walla, WA
    Who is asking? Dumb or Dumber? That question has a million answers, how about hiring management that don’t need to ask such stupid questions to start with?

  5. Union and NAME of Local/Branch
    TCAL APWU 3800
    Office held, if any
    More money isn’t the solution, though it would help.

    The problem is how all non-career are treated by management. I see it everyday, CCAs talked to like they are garbage, worked 7 days a week with constant pressure to run the route they are on. Then if the CCA calls off because he or she needs a break, management treats them even worse.

  6. Union and NAME of Local/Branch
    APWU - Reno Local
    Office held, if any
    President Carson City Local Emeritus
    Higher wages used to compensate for the egregious acts of management and the high stress levels. I see most CCAs crying within the first two weeks, then they quit for lower paying jobs. Postal Employees are not treated with respect, it never changes. Won’t ever change. Pay them more and they will stay, PERIOD.

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