The New Employee Retention Program: What you need to know.
We all know that keeping the new employees is a huge issue. We continue to lose millions of dollars because we cannot retain employees who we spend too much money training. The USPS has decided work with the Union on a new program geared towards attempting to retain more employees. The program is called the New Employee Experience, Retention and Mentoring Program. (NEERMP) The program is designed to limit management’s disregard of new carriers until after they have been here two months. By now all the Stewards in the Branch should have received the training on the new program. If there are stewards who didn’t receive it, call your Full time Officer at the Branch.
In theory, the program is promising. Of course, its success relies on Management doing the right thing. That certainly is not a guarantee, no matter how much they pretend to be on board. Lately, they have been abusing CCA’s on another level. Bouncing them all over the place daily. All to make the “numbers.” I’ll try to stay optimistic.
Some of the important highlights include:
A defined work schedule for the first week on duty. This includes expected start and end times, and identifying training days, and that cannot be on a Sunday until they are officially trained on package delivery. Sunday hub delivery will be a separate training from the OJI training.
They will be given a mailbag, reflective safety vest, and dog spray prior to beginning their training.
A full tour of their new facility, and an introduction to their new coworkers, and managers.
Weeks 1-8: they will be restricted to working only in their home office. This includes Sunday. No hubs allowed for the first two months.
Weeks 1-4: They can only work 8 hours a day, 40 hours a week. No exceptions, no volunteering for more.
Weeks 5-8: They can work 10 hours a day, and 56 hours a week.
Weeks 9-12: They can work 11.5 hours a day, 56 hours a week.
All CCA’s and PTF’s will receive a defined schedule, with at least one set day off a week. This day off should not be changed arbitrarily. It should only be changed in extreme emergencies. This schedule is to be posted by Wednesday of the prior work week.
New employees will be given real 30-, 60-, and 80-day progress reports. Not like the fake ones they currently do. The new employees will be given feedback and ideas on what they need for improvement. The Union will receive copies of the reviews. Whenever it is possible, the new carrier should do the same assignments to promote confidence and help improvement.
If there is going to be a separation, voluntary or involuntarily, a meeting must take place. The Steward and the employees’ mentor (see below) are to be present to discuss the possibilities of retaining the employee.
Finally, the program introduces a mentor program. The new employees will be assigned a mentor. It is important that we get carriers to volunteer to be mentors. Management and the union will jointly select the mentors. They should have good communication, an understanding of postal policies, and have a good positive attitude including a genuine willingness to help the new employee for their first four months. Your duties will include meeting with the new employee with and without management, helping address workplace issues with the employee, and giving encouragement and advice to help the new employee become a productive Letter Carrier. The mentors will be trained On the Clock.
If you are interested in becoming a mentor, call your Full-time officer. We are going to need you. Please do what someone did for you when you first started. We seem to have lost that part of the job. Please go to the Branch website and read the entire MOU M-02010 for a detailed breakdown of the new program. Enjoy the rest of the summer.
