A Postmaster’s pay will increase by the percentage earned through the Pay-for-Performance Program.  The change to the minimums and maximums of all EAS grades will be 2% for FY08 and FY09, and 2.25% for FY10 and FY11.  This is significant in light of the fact that the Postal Service is mandated to operate under the Consumer Price Index (CPI).  The average increase to a Postmaster’s pay last year was about 5%.  The raise to the minimum in EAS grades was the first in about 10 years. Details of Pay Package (PDF)

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Changes to EAS Salary Structure

Postmaster EAS Compensation Changes 2006

 NAPUS: Pay for Performance Mitigating Factors (pdf)  | PAY VARIANCE ADJUSTMENTS (MSWord Required)

 Pay Variance Adjustments Announced  | FY 2005 Postmaster Pay For Performance Details (MSWord )

 Postmaster, Supervisor Pay Consultations Concluded- Pay consultations between the Postal Service and NAPUS and the National League of Postmasters have concluded, resulting in a one-year compensation package that will remain in effect through FY 2006. In addition, pay consultations with the National Association of Postal Supervisors (NAPS) have concluded covering the same time frame. Effective January 6, 2007, the maximums to the salary structure for EAS Level 11-26 Postmasters will increase by 2.25 percent. The pay package announced this date by the Postal Service was not accepted by the National Association of Postal Supervisors

Fiscal Year 2006 Performance

1.       PAY-FOR-PERFORMANCE

 Under the EAS Pay-For-Performance Program employee performance will continue to be measured under a 15-point rating system with different pay increases established at each of the 15-point ratings.  The pay increases associated with the different ratings are shown below.  

Note:  All percentages are paid as salary increases if room within the salary structure.  If amount limited by the salary structure, balance of amount will be converted to a lump sum payment.

2.       SALARY RANGES

 The salary ranges for EAS pay grades will be changed effective January 6, 2007 as indicated below.  The adjustments to the salary structure will not automatically change employee salaries.  Employee salaries will be adjusted within their respective salary ranges based on individual performance determinations in accordance with the Pay-For-Performance Program as discussed in number 1 above.

                                                      Changes

    New Structure                                                                          

Final Decision on Postmaster EAS Compensation
 

PMR AND OIC PAY CHANGES (9/13/04)

Effective January 8, 2005 (PP 3-05), the PMR schedule will be revised to create two pay bands based on the level of the office that no longer have steps and continuous service requirements.  Corresponding changes will be made to the Officers in Charge (OIC) schedule on the same date. In addition, break in service will no longer result in a return to the minimum salary rate. The field will also have the latitude to bring employees above the minimum salary rate. This will require approval from the Area. Progression through the PMR and/or OIC schedules will be based on the National Performance Assessment national score.  Additional administrative rules are being finalized and will be shared with both postmaster associations as soon as possible.

Postmaster Reliefs/Leave Replacements (PMR) Schedule - RSC L

Officers in Charge (OIC) Schedule - RSC E/F

PMRs, OICs To See Salary Increases, Official Notice from USPS Headquarters (League of Postmasters- 9/13/04)

EXEMPT OR NON-EXEMPT? New FLSA Regs Prompt USPS Change -USPS News Link
The Postal Service has completed an eight-week evaluation of all exempt EAS positions under the new regulations governing the Fair Labor Standards Act (FLSA) adopted by the Department of Labor in April, according to Organizational Design and Management Manager David Cybulski. As a result of that review, Cybulski said, all officers have been provided with a list of FLSA exempt (non-overtime) positions that are to be converted to non-exempt (overtime) status on Aug. 21. “As a consequence of these changes,” he said, “the compensation policies and time and attendance for these employees will change. All affected employees will be told of the changes by their managers/supervisors over the next three weeks.”

Guidelines Covering Pay for Performance for EAS Postmasters pdf file| word doc.

ADMINISTRATIVE RULES FY 2004 Pay for Performance PROGRAM-"The rules address mitigating factors that may affect a Postmaster's overall performance rating.   This process allows for consideration of a review process when unusual or unplanned events or conditions beyond a Postmaster's control affect their performance rating" (Page 7.)  (6/2/04)
CHANGE TO LOWER LEVEL FOR NONBARGAINING EAS EMPLOYEES (5/17/04)

PROMOTIONAL INCREASES FOR NONBARGAINING EAS EMPLOYEES (5/17/04)

EAS PAY RULES FOR FY 2004 PAY FOR PERFORMANCE PROGRAM (5/17/04)
 

1. SALARY RANGES

   The salary structure for EAS pay grades will be adjusted as indicated below. The effective dates for these structure changes are January 22, 2005, and January 21, 2006.

   	Effective January 22, 2005		Effective January 21, 2006
   EAS Grouping	Minimum	Maximum	Minimum	Maximum
   Grades A-E	0	$ 0.25	0	$0.50
   EAS Grades 1-10	0.0%	1.50%	0.0%	1.50%
   EAS Grades 11-15	0.0%	3.00%	0.0%	3.00%
   EAS Grades 16-21	0.0%	3.25%	0.0%	3.50%
   EAS Grades 22-26	0.0%	3.50%	0.0%	3.75%

   The adjustments to the salary structure will not automatically change employee salaries. Employee salaries will be adjusted within their respective salary ranges based on individual performance determinations in accordance with the Performance Evaluation pay program as discussed in number 2 below.

    

2. PERFORMANCE EVALUATION/PAY PROGRAM

   The FY2003 EAS Merit Pay Program effective December 27, 2003, remains the same as announced in July 2002 following pay consultations. For FY2004 and FY2005, a new performance evaluation/pay program will be implemented with payments effective January 22, 2005, and January 21, 2006, respectively.

   The January payment effective dates have become necessary due to (a) the conversion to a new monthly accounting system, (b) a greater reliance on objective performance measures under the new performance evaluation/pay program, and (c) new processing requirements for capturing performance ratings. The Postal Service will make every effort to return the effective dates to a December effective date without sacrificing the quality of the performance evaluation process.

   For fiscal year 2004 performance evaluation, new line-of-sight measures will be established to help EAS employees at all levels see how their individual performance contributes to organizational success. Different indicators, weights and core requirements are established for different EAS positions based on their different potential contribution. Indicators, weights and core requirements will be established and communicated to all employees near the beginning of each fiscal year. Performance ratings will be calculated on these factors based on results measured at the end of the fiscal year.
   

   Overall Performance Ratings: Indicators may have different weight values assigned to them as they are aggregated into an overall performance rating. Once the results are known at the end of the fiscal year, indicator ratings from 1 to 15 are applied against the weights of each indicator to determine an overall performance rating.

   Overall Performance Rating

   Number Rating	Adjective Rating
   13, 14, 15	Exceptional Contributor (EC)
   10, 11, 12	High Contributor (HC)
   4 to 9	Contributor (C)
   1, 2, 3	Non Contributor (NC)

   Another way of displaying these numeric and adjective performance ratings is shown below.

   NC	C		HC	EC
   3	6	9	12	15
   2	5	8	11	14
   1	4	7	10	13

   
   

   There is no arbitrary limit on the number of employees in a given performance rating.

   Performance Pay Program: Since employee performance will be measured under a 15-point rating system, different pay increases will be established at each of the 15-point ratings. This is designed to encourage employees to continue their efforts at improving performance.

   Below are the pay increases associated with the fifteen (15) performance ratings.

   NC	C		HC	EC
   (3) 0.0%	(6) 3.50%	(9) 6.50%	(12) 9.50%	(15) 12.00%
   (2) 0.0%	(5) 3.00%	(8) 5.75%	(11) 8.75%	(14) 11.00%
   (1) 0.0%	(4) 2.50%	(7) 5.00%	(10) 8.00%	(13) 10.25%

   All percentages are paid as salary increases if room within the salary structure. If award amount limited by the salary structure, awards will be converted to lump sum payments.

   
   
3. SUPERVISORY DIFFERENTIAL ADJUSTMENT

   While the eligibility criteria for the Supervisory Differential Adjustment (SDA) remains the same, i.e., EAS exempt employees in Grades 15 to 18 who directly supervise two or more full-time equivalent bargaining unit employees, the fixed SDA rate has been adjusted as illustrated in the following table for the life of this package. These new rates will become effective on January 13, 2004.

   Position Group	Salary
   All eligible Postmasters	$47,000

   
   
4. POSITION UPGRADES

   The following positions will be upgraded, but will not receive the normal upgrade pay. Processing for these upgrades will be accomplished by HRIS. No local processing is required.

   Position Title	From Occ Code	Grade	New Occ Code	Grade
   Postmaster (Exempt)	2301-6115	15	TBD	16

   
   
5. HIGHER LEVEL PAY

   The waiting period for all EAS employees on higher level pay will be five (5) days (excluding a break for normal days off).

6. POLICY CLARIFICATION

   In cooperation with the management associations, the Postal Service will study the current EAS pay rules regarding Change-to-Lower-Level as set forth in Chapter 415 of the Employee and Labor Relations Manual. The purpose of this study will be to ensure that these policies are best designed for achieving the strategic objectives of the Postal Service.

    

7. ANNUAL LEAVE EXCHANGE

   Effective with the 2004 leave year, the maximum amount of annual leave exchange will be increased from 120 hours to 128 hours.

8. WORKLOAD SERVICE CREDIT SYSTEM

   The ongoing joint review with the Postmaster management associations of the Workload Service Credit System will be used as a basis to finalize recommendations to simplify, streamline, and improve the current procedure. The existing task force consisting of NAPUS, League and Postal Service representatives will complete necessary field visits, data gathering and review the existing system. The group will have their final recommendations to be reviewed by the Vice President, Labor Relations and President, Postmaster management associations by March 1, 2004.

   After a two week review and consideration period, the approved changes will be implemented expeditiously.
   
   
   

1. SALARY RANGES

   The salary structure for EAS pay grades will be adjusted as indicated below.  The effective dates for these structure changes are January 22, 2005 and January 21, 2006.

   	Effective January 22, 2005		Effective January 21, 2006
   EAS Grouping	Minimum	Maximum	Minimum	Maximum
   EAS Grades 1-10	0.0%	1.50%	0.0%	1.50%
   EAS Grades 11-15	0.0%	3.00%	0.0%	3.00%
   EAS Grades 16-21	0.0%	3.25%	0.0%	3.50%
   EAS Grades 22-26	0.0%	3.50%	0.0%	3.75%

   The adjustments to the salary structure will not automatically change employee salaries.  Employee salaries will be adjusted within their respective salary ranges based on individual performance determinations in accordance with the Performance Evaluation pay program as discussed in number 2 below.

    

2. PERFORMANCE EVALUATION/PAY PROGRAM

   The FY2003 EAS Merit Pay Program effective December 27, 2003, remains the same as announced in July 2002 following pay consultations. For FY2004 and FY2005, a new performance evaluation/pay program will be implemented with payments effective January 22, 2005, and January 21, 2006, respectively.

   The January payment effective dates have become necessary due to (a) the conversion to a new monthly accounting system, (b) a greater reliance on objective performance measures under the new performance evaluation/pay program, and (c) new processing requirements for capturing performance ratings. The Postal Service will make every effort to return the effective dates to a December effective date without sacrificing the quality of the performance evaluation process.

   For fiscal year 2004 performance evaluation, new line-of-sight measures will be established to help EAS employees at all levels see how their individual performance contributes to organizational success. Different indicators, weights and core requirements are established for different EAS positions based on their different potential contribution. Indicators, weights and core requirements will be established and communicated to all employees near the beginning of each fiscal year. Performance ratings will be calculated on these factors based on results measured at the end of the fiscal year

   Overall Performance Ratings:  Indicators may have different weight values assigned to them as they are aggregated into an overall performance rating. Once the results are known at the end of the fiscal year, indicator ratings from 1 to 15 are applied against the weights of each indicator to determine an overall performance rating

   Overall Performance Rating

   Number Rating	Adjective Rating
   13, 14, 15	Exceptional Contributor (EC)
   10, 11, 12	High Contributor (HC)
   4 to 9	Contributor (C)
   1, 2, 3	Non Contributor (NC)

   Another way of displaying these numeric and adjective performance ratings is shown below.

   NC	C		HC	EC
   3	6	9	12	15
   2	5	8	11	14
   1