1) Classification of Offices: The POStPlan involves a review of Post Offices with the option of offering remotely managed Post Offices (RMPOs), which are part-time Post Offices and evaluated according to earned workload through Small Office Variance (SOV) or Customer Service Variance (CSV) systems, and not Workload Service Credits (WSCs). Part-time RMPOs with 6 hours per weekday of window staffing will be staffed by career employees (EPM Postmasters), and part time RMPOs with window staffing at less than 6 hours per day will be staffed with noncareer employees (Postmaster Reliefs (PMRs)). In both cases, if a unit currently designated as a Post Office is converted to a RMPO, the employees staffing the office will report to an administrative Post Office, and not the district office, and any such RMPO will be listed under the lead finance number of the Administrative Post Office.
2) Evaluation: For the purpose of evaluation of level of Post Offices, level 18 and above offices will remain with a Workload Service Credit (WSC/PS Form 150) evaluation. RMPOs will be subject to evaluation by a modified SOV/CSV process, and reviewed annually to determine appropriate service levels for these offices. The SOV/CSV ranking for each office will be determined by the then current annual completed fiscal year (FY) SOV/CSV results multiplied by a factor of 1.1, updated with actual scans when available. Earned workload corresponds with window service hours as follows:
Earned Workload Range (Hours)*
Window Service Hours Each Weekday
4.00 to 5.74
2.00 to 3.99
0.00 to 1.99
* The denominator to determine earned workhours for window service only is 5.5 days in a week.
Total anticipated operating time is included in hours and hundredths as follows:
- 2 hour RPMOs = 2.17 (2 hours and 10 min.)
- 4 hour RPMOs = 4.33 (4 hours and15min)
- 6 hour EDM = 6.50 (6.50 hours and 30 min.)
Exceptionally, RMPOs that are more than 25 driving miles from the next nearest postal operated retail facility will be staffed for 6 hours of window service each weekday regardless of actual earned value (5.74 or below), and will be subject to pay and benefits of the applicable EPM, but will report to district offices in lieu of the Administrative Post Office. Post Offices earning 5.75 or above of earned workload using the 1.1 multiplier will be categorized as Level 18 or above.
3)Staffing, Pay and Benefits:
a) Noncareer: Noncareer Postmaster Relief (PMR) employees will staff RMPOs providing 4 hours or less of window service each weekday. Compensation will be at an hourly rate of $11.76 per hour. These employees will be employed within the Administrative Post Office and will be assigned in the RMPO. Noncareer PMR employees may apply for vacant career positions. Employees will earn annual leave at a rate of 1 earned hour per 20 hours worked per pay period. Beginning in 2014, the Postal Service will provide eligible PMR employees who meet the requirement for health coverage under the Affordable Care Act of 2009.
b) Career: Career Evaluated Postmasters (EPMs) will staff RMPOs providing 6 hours of window service each weekday. Compensation for individuals who are not currently career postmasters and who subsequently become career evaluated postmasters will initially be set at an hourly rate of $12.30. Thereafter, their compensation will be set pursuant to standard Postal Service policies. Compensation for individuals who are currently career Postmasters and who become career evaluated postmasters of RMPOs will be set as described in paragraph 5.b, below. Current incumbent career evaluated Postmasters will be provided leave and benefits consistent with current policies. Newly hired EPMs serving in RMPOs will earn annual and sick leave in effect at the time of hire. These employees may apply for other positions consistent with standard Postal Service rules.
4) Upgrades: Post Offices level 16 and below that earn 5.75 or greater hours will be upgraded to EAS Level 18 and above offices. Incumbent Postmasters will receive upgrades consistent with standard Postal Service rules.
5) Implementation Plan: The POStPlan process will be rolled out in a six phase implementation process as follows:
a. Phase 1– The communication plan will be released publicly, and the Postal Service may file a nationwide service change request with the Postal Regulatory Commission to give effect to the POStPlan. The anticipated date of filing and communication is late-April 2012. Postal Service will provide an advance communications plan to Postmaster Associations prior to roll out.
b. Phase 2– Employees identified as impacted will receive reduction in force (RIF) notifications as applicable. It is anticipated the RIF will be initiated in May 2012 and the Specific RIF Notice will identify the employees’ RIF assignments. However, the effective date of the RIF will be June 20, 2014. The employees will remain in their current positions [continuing their pay and benefits] until the RIF effective date. If an employee declines the RIF assignment, that employee will be separated on the effective date, June 20, 2014. Nothing in this agreement alters the rights of the Postal Service in conducting RIFs of incumbent employees where Post Offices are discontinued. As a result of this paragraph, the two-year retention of grade, pay and/or salary provided by ELM section 415.2 will not apply to any employees identified as impacted, as described earlier in this paragraph. A career Postmaster who is placed in a career evaluated Postmaster position in an RMPO as a result of RIF, or who voluntarily accepts such a position prior to the effective date of the RIF, will be compensated at $18.18 per hour upon being placed in that position. Thereafter, compensation will be set pursuant to standard Postal Service policies.
c. Phase 3– The Postal Service will announce and offer an incentive based voluntary early retirement (VER) opportunity to eligible EAS Postmasters.
d. Phase 4 – The Postal Service will post all Postmaster vacancies level 18 and above, including newly categorized level 18 offices that are evaluated as such based upon earning 5.75 hours and greater of earned workload, using the 1.1 multiplier. There will be two rounds of limited competition for Postmasters. The first round will occur prior to the VER window period. The second round will occur within a reasonable time after VER implementation.
e. Phase 5 –All vacant Post Offices with earned workload of 5.74 or less hours will be subjected to the POStPlan as described in this instrument during the period beginning June 2012 and continuing thereafter. Such Post Offices will either transition to RMPOs or be discontinued, depending on management’s needs and customer feedback.
f. Phase 6 – Any remaining incumbent Postmasters in offices with earned workload of 5.74 hours or less will be impacted and the office will be subjected to the POStPlan as described in this instrument. Such Post Offices will either transition to RMPOs or be discontinued, depending on management’s needs and customer feedback.
6) Consultations: It is understood that the consultation process under 39 U.S.C. § 1004 is satisfied, and no further consultations on the POStPlan concept or its implementation as described by Postal Service management to date are necessary. If the Postal Service implements the POStPlan in a manner that differs from that described in this document, the Postal Service will consult with the Postmaster Associations about those changes. The Postmaster Associations will receive informational copies of changes to Postal Service regulations that give effect to the POStPlan once they are ready for review, but their circulation to the Postmaster Associations will not trigger a new set of consultations.
7) Publicity: It is understood that Postal Service management and the Postmaster Associations may publicize the understanding reached on the POStPlan, however, the Postmaster Associations will not issue public representations against the plan or oppose the POStPlan at the Postal Regulatory Commission, as long as its implementation conforms to the description contained in this document, should it be presented to the Postal Regulatory Commission as a nationwide service change.
8) Consolidation: It is understood by both Postal Service management and the Postmaster Associations that this change in reporting structure and the elimination of the competitive area of the former Post Office converted to an RMPO does not give rise to a discontinuance or "consolidation" requiring the posting of a final determination under 39 USC 404(d), consistent with current regulations published in Handbook PO-101, which were made effective on December 1, 2011.
9) Discontinuance: Nothing in this plan prevents Postal Service management from undertaking to discontinue a Post Office under Handbook PO-101 in lieu of converting it from a Post Office to a RMPO. As a matter of routine practice, communities will be informed of various options (service through nearby office, rural carrier/HCR expansion, contractor-operated retail facility, as well as the implementation of POStPlan), when management undertakes to study a Post Office that is not suspended or likely to be suspended in the foreseeable future. Management will implement any one of these options, which may or may not include the POStPlan.
10) Prior Decisions: The prior understanding between the Postal Service and the Postmaster Associations regarding the impact of Delivery Unit Optimization (DUO) shall remain in effect. This means that, as reflected in the Postal Service’s letter of February 14, 2011 to each of the Postmaster Associations concerning DUO implementation, postmasters and station managers whose EAS grade levels have been reduced as a result of the implementation of DUO will retain their eligibility for saved grade and saved salary, as further specified in those letters, notwithstanding the implementation of the POStPlan.