So, what has the Postal Service done in the last year? Have things improved since the survey was first put out and found that the USPS ranked low in every category? The USPS created “Ambassadors” to go and train managers, so they could then train supervisors to “engage” the employees – and that “engagement” would make the workplace better.
The reality is, the steps the Postal Service took to make the workplace “more engaging” are meaningless. You still have difficult supervisors and you are having more demanded of you, putting your health and safety at risk. Staff is being reduced, people are being excessed and morale is being decimated.
Management now is trying to get you to become “more engaged” – meaning they want you to return their surveys. They have pitted you against each other by giving awards and cute designations to units that return all their surveys. Don’t do it!
The Postal Pulse and Employee Engagement initiatives are not your friend. Participation in these programs will not fix the issues. Postal management has not listened to your direct pleas to your supervisors, either in your grievances or in meetings at the local, area and national level. Only collectively, demanding compliance of the Collective Bargaining Agreement and speaking in one voice, will we force management to change their ways. Stand united – and do not be fooled by these “wolves in sheep’s clothing” initiatives created to divide us.
Postal management promised not to use the survey against us – but they already are by pitting work units against each other, giving those who have at least 75% participation a sticker as a reward or throwing a little party for the units who “participate.” In the past, management surveys have been used against us in contract negotiations and interest arbitration. With 2018 being a negotiation year, it is possible the survey results will be used against us at the bargaining table.
They ask people to join focus groups and participate in management-initiated events to make the work place more “engaging.” These are not sanctioned nor approved by the union. They were not negotiated and use of them violates the union’s right as the sole representative of the bargaining unit employees under Article 1. Don’t do it!
We have a negotiated grievance process and a negotiated labor-management cooperation process in place to address these issues. Management needs to start following our contract, dealing with the grievances already filed and making sure the hostile frontline supervisors are dealt with. Your union knows the “pulse”of those we represent. If a local supervisor or manager cannot see the problems without a survey, then they are part of the problem.