Update: No exception for USPS in Trump hiring freeze order

NBC News has posted a copy of the Trump hiring freeze executive order. The order, as reported earlier, excludes only military personnel. The order is to apply “across the board in the executive branch”. The US Postal Service, by law, is defined as an “independent establishment of the executive branch of the Government of the United States”. (As we’ve noted before, the word “independent” simply means that the USPS is not part of a cabinet department).

The order specifically states that the freeze “applies to all executive departments and agencies regardless of the sources of their operational and programmatic funding…” The order also warns that “Contracting outside the Government to circumvent the intent of this memorandum shall not be permitted”.

There is a loophole of sorts in the order- agency heads may exempt “positions that it [sic] deems necessary to meet national security or public safety responsibilities. In addition, the Director of the Office of Personnel Management (OPM) may grant exemptions from this freeze where those exemptions are otherwise necessary”.

Internal Promotions, Postal Service and CIA Among Trump's Hiring Freeze Exemptions
The Postal Service notified UPMA in December 2016 of its intention to expand eligibility for smartphones to all EAS-18-and-above exempt Postmasters.
Posted by Frank Augustosky on 02/06/17

The Postal Service notified UPMA in December 2016 of its intention to expand eligibility for smartphones to all EAS-18-and-above exempt Postmasters. The notification cited that the reason for the expanded eligibility was to improve overall operational efficiency. Postmasters will have mobile access to real-time actionable information and mobile aware applications and not be dependent on a desktop computer or landline. The projected date of full deployment is Postal Quarter 4 of FY17.
Unfortunately, we have been made aware that some POOMs are instructing Postmasters that they must keep their postal smartphones with them outside of normal business hours and, when contacted, respond to phone calls and emails immediately, 24 hours a day. The deployment of smartphones to Postmasters has not changed existing postal policy, nor has it created policy that would require that Postmasters be “on call.”
There always have been service-related issues and emergencies, such as reports of employee accidents and security alarm notifications. Postmasters understand their responsibilities and have been responsive to these types of issues.
Personal use of your Postal Service-issued smartphone is outlined in Management Instruction (EL-660-2009-10). The policy limits personal use of your postal cell phone, provided such use does not:
Reduce or otherwise adversely affect the employee’s productivity during work hours.
Interfere with the mission or operations of the Postal Service.
Violate the Standard for Ethical Conduct for Employees of the Executive Branch (5CFR 2635).
Be aware, you may use your postal-issued cell phone for limited personal use within these guidelines; you have neither a right nor any expectation of privacy. Use of the phone for Internet and email for personal reasons or purposes imply consent to the disclosure of the contents of any files or information maintained or passed through the phone and to monitoring and/or recording of such use, at any time, with or without cause. 
Postmasters are responsible keeping their postal-issued cell phones safe and protecting any sensitive and critical information stored on them.
Two senators on Thursday introduced a bipartisan bill to loosen the restrictions on how federal employees and retirees can withdraw money from the Thrift Savings Plan.

The TSP Modernization Act, introduced by Sens. Rob Portman, R-Ohio, and Tom Carper, D-Del., comes at the request of the Federal Retirement Thrift Investment Board, which governs the 401(k)-style retirement savings program. The withdrawal rules have not been changed since the TSP was established in 1986 and are outdated, according to the board.

Under the current statute, federal employees who wish to make age-based withdrawals can only do so once while they are employed, and then they cannot make a partial withdrawal once they leave government. Those who have left government and haven’t made any age-based withdrawals can make one partial post-separation withdrawal, but then must move to full withdrawal options.

Portman and Carper’s bill would allow active federal employees to make multiple age-based withdrawals from their TSP accounts and remain eligible for partial withdrawals once they leave government as well. Those who have left government could make multiple partial post-separation withdrawals. The bill also would allow those receiving monthly payments to change the amount of their payment at any time—instead of only once per year--and they could change the frequency of payments as well.

In 2013, TSP participants who no longer worked for the federal government transferred $9 billion out of the TSP to other institutions. According to a TSP-conducted survey of those participants, 27 percent cited a desire for greater flexibility with payments and withdrawals.

“When these rules were written 30 years ago, most were thinking of the world as a defined benefit, a pension, and these kinds of rules make sense in a pension world,” said Kim Weaver, the TSP board’s director for external affairs. “But now, when we’re in a 401(k) combined contribution world, they just don’t work as well anymore.”

Portman and Carper said in a statement that updating the TSP rules surrounding account withdrawals will ensure the program remains viable in the years to come.

“The TSP has been instrumental in helping federal employees maximize their retirement security, and to mark the 30th anniversary of this critical savings vehicle this bill takes important steps to modernize this system to benefit them in the future,” Portman.

Greg Long, executive director of the Federal Retirement Thrift Investment Board, said the bill will ensure federal employees can adequately manage their money and save for retirement.

“Enactment of this legislation will meaningfully improve TSP participants’ ability to responsibly access their retirement savings,” he said. 

Could Big Civil Service Changes Lie Ahead?

Sweeping changes (here and here) to civil service rules and employee compensation could come about under plans being prepared by President-elect Trump's transition team and the GOP-controlled Congress. Last November’s anti-Washington mandate has put a bulls-eye on the federal bureaucracy as part of efforts to “drain the swamp” and eliminate “government waste.”

Conservative think tank proposals, based on the questionable assumption that federal pay and benefits are overly generous, could now become the playbook for Congressional action. Unified GOP control of Congress and the White House will make enactment of some changes possible. Proposals blocked in the past by a Democratic President and the Senate could now become law.

Some changes could affect only federal civil servants, while others could reach to postal employees, particularly those involving retirement and health benefits and new postal hires. Congress will take aim at reducing the defined benefit portion of FERS and move newly-hired federal and postal employees to a defined contribution arrangement, consisting of Social Security and the Thrift Savings Plan. House chairman Jason Chaffetz (R-UT) has suggested the possibility of a higher TSP government match in return for elimination of the FERS defined benefit component. Reductions in the government's contribution toward health insurance premiums (now set at 72%) could also come into play.  

Some potential civil service changes could be helpful to civil service and postal managers, like the streamlining of rules to remove poor performers. Legislative proposals currently applicable only to the Veterans Administration personnel actions could be broadened to become governmentwide.

More Trouble Ahead: The PAGE Act

Also during the first week of the new Congress, some members wasted no time in readying measures that would reduce the size of the federal workforce and establish dramatic personnel reforms. Most notably, Rep. Todd Rokita (R-IN) prepared to reintroduce legislation, the Promote Accountability and Government Efficiency Act (“PAGE Act”, HR 6278 in the last Congress) that would, among other things, turn all new federal workers into “at-will” employees, permitting supervisors to fire them without due process rights or the opportunity to appeal. Such changes would not appear to apply to Postal Service new hires, but would have profound impact upon labor relations throughout the federal workplace. The Rokita bill also would end “official time” practices, which permit civil service union stewards to engage in union activity while receiving a federal salary.

The Holman Rule is Back

One of the first expressions of GOP appetite to attack the jobs and salaries of federal employees who administer controversial enforcement and regulatory programs in the Executive Branch occurred last week. On the very first day of the new Congress, GOP House members adopted a procedural rules package that reinstated the Holman Rule, which will permit House members during floor debate on government funding bills to offer amendments that directly reduce specific jobs and salaries at particular agencies, down to as little as $1 a year.

The Holman Rule has not been used since the 1980’s, when it was set aside over internal Congressional squabbles. But the return of the Holman Rule signals a new aggressiveness by House conservatives to return power to rank-and-file members aiming to decrease federal spending and taxpayer costs to levels lower than those recommended by the established appropriations committees.

As a result, House lawmakers now will have the power to make surgical cuts into agency budgets, identifying particular jobs, and even their incumbents and salaries, to be cut. Fortunately, it appears that the Postal Service is relatively protected from the reach of the Holman Rule because of the relatively small amount of dollars (and in turn jobs) that Congress appropriates to the Postal Service, whose funding comes primarily from postage.  

Make a Difference Behind the Scenes at UPMA
Posted by Frank Augustosky on 02/01/18

Are you feeling overwhelmed and frustrated by all the new demands at work? Ever wonder what is happening behind the scenes to combat the onslaught? How would you like to find out first hand? Why not become part of the UPMA leadership team of actively involved members working hard to protect and enhance the working lives of Postmasters and Managers?

Chapter conventions are coming soon throughout the nation, and at each one volunteers will be welcomed and deployed to help organize and conduct activities, including meetings, training sessions and more. Appointments to key positions will also be made within these chapters. And, finally, elections will be held at each convention to fill critical leadership positions.  

As a postal manager, you are already a leader. You also know from experience just how crucial UPMA’s ongoing efforts are to all of us. Please consider joining the ranks of our actively engaged leadership teams across the country. Get involved; help make a difference. Your knowledge, your ideas and your energy can help strengthen our organization and make the working lives of our members better.  

Postal Reform: What's In Store?

Postal reform legislation failed to cross the finish line in the last Congress, and its prospects for passage in the 115thCongress remain mixed. As time ran out in December on the lame duck Congress, efforts by House and Senate negotiators to reach a deal on a comprehensive postal bill failed to resolve questions about Medicare integration and other issues. Discussions on the bill are expected to pick-up once again in the new Congress and possibly lead to final action sometime in March

Attitudes are Contagious. Is Yours Worth Catching?
Posted by Frank Augustosky on 03/06/18

No one sets the tone in your office more than you. Do you go into work with a positive attitude or are you the first to jump on the Negative Nancy campaign? Don’t get me wrong. I’m not saying that I’m Susie Sunshine 100% of the time. We ALL have our ups and downs. I just try my best NOT to convey a negative attitude to my peers and coworkers. That’s where the “best friend at work” comes into play. There have been a lot of comments made about the question on the Postal Pulse survey asking if you have a best friend at work. Having someone you can lean on who understands your position can make a world of difference. Your family and friends outside of work are often supportive, but unless they work for the USPS, they don’t always quite understand some of the issues that we deal with. You need to cultivate relationships with your peers to help yourself AND to support each other.  

No post office is an island unless you let it become one and asking for help is not a sign of weakness. Everyone could use help at some point…whether you’re having trouble understanding an issue or you’re completely out of your element. Don’t let yourself become so completely overwhelmed that it paralyzes you and keeps you from doing your job. Reach out to your best friend at work. Remember that EAP is always an option, and there is no shame in utilizing it. If you need additional training in a specific area, request it! There are some useful training courses in LMS that are very comprehensive. Sometimes LMS gets a bad rap, but it has improved dramatically since it was rolled out. Reach out to your District training office and your MPOO. Let them know that you want and/or need training on specific topics.

Our organization has played an extremely important role in helping me find not just one best friend at work but several that I can turn to when I need help. Plus, our meetings serve as a huge destressor. Gathering together gives us the opportunity to network and provides some awesome training. Whether you choose to become actively involved in meetings or not, I hope that you will reach out to other members and broaden your own circle of support. Remember, your attitude really IS contagious. Whether you’re in a work setting or a UPMA event, let YOUR attitude be the one that is WORTH catching.

The Power of Your Voice
Posted by Frank Augustosky on 04/03/18

Once again UPMA has been heard. Late last month while many were beginning the rural mail count, some of the members were blessed to be able to miss the first few days and head to our nation’s capital.

UPMA members from every state participated in visiting congressmen and senators to take the message of needed postal reform. Just like last year after our visit a bill was introduced. This year it was S2629.

Our lobbying efforts were rewarded yet again. Now we need to reach out to our senators and get this bill passed. Its sister bill, HR 756 continues to need a push to your congressmen.

It’s no coincidence we see movement after our visits. We are well educated on points of discussion by our Government Relations Director, Mr. Bob Levi. This year I found it refreshing on how knowledgeable the staffers were. After years of speaking to the issue of postal reform, it’s finally getting some traction.

 We must continue to be the voice for the Postal Service. Help us get the word out for making calls and writing letters to our elected officials. As you plan to attend your state conventions, give generously to PAC. It gives your voice amplification. We all know money talks. ePac is the easiest way to give. It’s a payroll deduction every pay period. A little each paycheck adds up to make a big difference. 

Let’s get this reform in the books for a stronger, stable, and viable Postal Service for generations to come.

Update - FY2018/2019 Pay Package 
Posted by Frank Augustosky on 07/06/18 

As you are aware, the FY2018 through 2019 pay package dated June 28, 2018, was sent out to the Field last week. On June 29, Sean and Tony requested to meet with officials at Postal Service Headquarters to continue discussion on several key issues affecting UPMA members. We met again on July 5 and have reached a verbal understanding that addresses our concerns on these key matters. We anticipate that a modified package will be released to the Field as early as late next week. We will provide a detailed summary once the package is made official.  
2018/2019 Pay Package 
Posted by Frank Augustosky on 06/29/18

UPMA is in receipt of the 2018/2019 Pay Package dated June 28, 2018. We are reviewing the package. Updates will be provided when available.
Postmasters\EAS Pay Package through Fiscal Year 2019 
Posted by Frank Augustosky on 07/20/18

On June 28th, the Postal Service released the EAS pay package decision letter that was to cover through fiscal year 2019. Immediately upon receipt, Sean Acord and Tony Leonardi requested a meeting with Executive Postal Leadership in an effort to resolve some concerns. At 10:00 a.m. on the 29th, a meeting was held, the results of which, were believed to be very productive at the time. A follow-up meeting took place on Thursday the 5th of July at which time a verbal agreement was reached. An extension was also granted to the time line in which UPMA would have to file for “fact finding” under Title 39. Your UPMA Board held a teleconference that same evening to discuss the changes agreed upon. It was a unanimous vote to forgo “fact finding” providing that all changes discussed were actually implemented. The modified pay package was released on July 20th.  

Pay Package_Postmasters 07-20-2018 (PDF)

Below you will find the modified package dated 7/20 along with the following observations:
1.The PFP Matrix for FY 18 will remain the same as FY 17.The PFP Matrix for FY 19 was modified from the original decision which would have changed to a 10-cell matrix with partial lump sum payouts back to a 15-cell system with a 1% lump sum payout in cell 3 (which currently sets at 0) with various reductions in cells 4 through 15.
2.Corporate and Unit weights remained the same at 60/40.
3.Salary Ranges were changed within the EAS salary structure (effective 9/29/18) to include minimum range increases of various amounts across the board.PTPO Postmasters will also have a salary range equal to the craft working the same level.
4.Health Benefits Contribution will remain the same at 72/28.
5.The first factor of the promotion pay calculation will see a change from 3 to 10 percent to 5 to 10 percent if greater than 20 percent from the top of the new grade as well as a change for those that fall between 10 to 20 percent from the top of the new grade going from 3 to 8 to 4 to 8 percent possible.The second factor remains unchanged.
6.This is a new policy made by Postal HQ in an attempt to decrease the amount of EAS requesting downgrades only to apply for upgrades within months of the downgrade.
7.Level 18B has been created with its own pay band.The criteria are that you earn between 2076 and 5500 WSC’s.Those that fall within this range will receive a 2% base pay increase.
8.Item 8.A. will include UPMA in the exploration and resolution phase of future salary and grade changes.
9.Item 8.B. will allow level 20 Postmasters with delivery and no supervisor to be classified as “special exempt” beginning September 1st of 2018.A joint study group will be formed and will be tasked with analyzing possible solutions to aiding this group of employees.The study is to be completed by January 18th.

Pay Package_Postmasters 07-20-2018 (PDF)


Posted by Frank Augustosky on 09/11/18

The Postal Service has notified us of a delay in its implementation their July 20 pay decision concerning changes to pay policies, schedules and fringe benefit program for postmasters. 

 The reasons cited for the delay was the complexity of the changes required by the pay decision, as well as the Postal Service’s need to meet other fiscal year-end requirements. Implementation of the pay decision will be delayed as noted below. 

 Item 8.B regarding special exempt status foe EAS-20 Postmasters in delivery offices without a supervisor will be implemented on September 29, 2018. Any necessary retroactive pay adjustments from the effective date of September 1st and the implementation date of September 28th will be authorized.

 The balance of the pay decision will be implemented prior to any fiscal year 2018 Pay-for-Performance payments. The effective dates found within the pay decision remain unchanged and any payment due employees will be retroactive if necessary once the pay decision is implemented. 

Click here for letter of notification concerning pay decision delay from Post Service. 
UPMA Announcement of Resignation of Bob Levi, Director of Government Relation

Posted by Frank Augustosky on 09/20/18

It is with a mixture of sadness and gratitude that UPMA announces Bob Levi’s departure as Director of Government Relations, effective October 19, 2018. Since 1999, Bob has played a vital role in promoting Postmaster and postal manager interests on Capitol Hill, the White House, and before the Postal Regulatory Commission. While UPMA will miss his passionate and unwavering advocacy on behalf of UPMA members, we wish him the best of luck as the Director of Legislative and Political Affairs at the National Association of Postal Supervisors. UPMA wants to thank Bob for the almost 20 years of dedicated service to Postmasters and postal managers, which included many accomplishments, including enactment of the Postmasters Equity Act, numerous provisions in law that protected UPMA members from retirement and health benefit cuts, and revitalizing and growing our political advocacy.  

Over the next month, UPMA will be conducting an in-depth review of the legislative-political staffing needs of the organization and identify suitable candidates to fill that need with the goal of maintaining our legislative and political visibility.