Newest OIG Report On Hiring Practices

A bit of history… When a potential employee applies for a position in USPS, they should read the job description. But for the longest time, USPS should perform job interviews by the hiring office or facility. In either case, NONE OF THIS TAKES PLACE.


Originally written by our Director of Associate Offices, Mike Wright.
Attached is the latest report from the OIG regarding the hiring practices by the Postal Service and how they could improve retention of new hires. Some of the highlights of the report are:

  • Additionally, management interviewed at 20 of 21 (95 percent) facilities stated they would like to be able to include specific position requirements in the job postings.
  • During FY 2021 through FY 2023, overall employee turnover increased from 56 percent to 57 percent, respectively
  • 18 percent of new hires did not show up for orientation or report for their first day of work
  • …three of five (60 percent) districts conducted informal meet and-greet discussions with the applicant as a good practice once he or she accepted the position. Facility management stated this helped employees become more aware of the reality of the job and workroom floor and gives them a final opportunity to accept or decline the job.
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SJAL #0526 Proposed Constitution Amendments


It is that time where ALL MEMBERS are being called to witness the Area Local’s proposed Constitutional Amendments. Below are the proposals and who submitted them for the General Members to review, provided by the Constitutional Change committee. These amendments will be voted on in the upcoming June 23rd meeting.

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Uniform Allowance Carryover

To read the conversation of what this article is referring to, click on this link:

The email conversation between Lamont Brooks from the American Postal Workers Union (APWU) and Shannon Richardson from the United States Postal Service (USPS) revolves around the implementation of a Uniform Allowance Program. Brooks raises concerns about the fairness of the program’s implementation, particularly regarding the timing of access to rollover funds for employees with different anniversary dates.

Richardson responds by explaining that the implementation timeline and process were agreed upon by both parties during negotiations. She clarifies that the delay in accessing rollover funds is due to the complexities of the program and the need for system updates. Richardson assures Brooks that the intent of the program is to provide employees with access to unused uniform allowance funds, which will be implemented as agreed upon.

Overall, the conversation highlights the importance of clear communication and understanding between parties during the negotiation and implementation of agreements, especially regarding complex programs such as the Uniform Allowance Program.