After a very long pay consultation and factfinding process, NAPS received the Postal Service’s final FY16-19 EAS field pay decision on May 15. Although the Federal Mediation and Conciliation Service-commissioned factfinding panel found in its report that the USPS Pay-for-Performance (PFP) system is “seriously flawed”—the panel’s characterization, not mine—the Postal Service elected not to commit to reforming PFP in any meaningful way. Unfortunately, its decision to keep the same PFP system in place will sacrifice future EAS salaries and pensions. Here’s the scoop!
A review of PFP payouts over the past decade reveals a significant downward trend in PFP rewards to EAS employees. When you examine the Postal Service’s PFP history from FY10 to FY19, a decline in PFP payouts is clearly evident. The chart on the right compares FY10, FY11-18 and new FY19 PFP percentage payouts; it clearly shows the downward trend.
The reductions in FY11-15 ranged from .5% to 3%lower in PFP cells 4-15. Thus, EAS employees who achieved higher performance by their placement in the higher-performance cells ultimately received less pay than before under the FY11-15 pay package.
As members will recall, EAS salaries were frozen in FY11 and FY12. We received only a 1% pay increase for FY13. In providing payouts in FY19 under the FY16-19 EAS pay decision, the Postal Service once again lowered the payouts, compared to FY18 payout levels.