Do you think an Incentive-to-Stay Program would help keep RCAs?

[BigGreenie]

As a veteran RCA, I have seen a large number of RCAs come in go in my office. They get trained: which takes weeks, sometimes months. They work, usually just shy of 10 weeks. After feeling the stress and abuse that most of us have come to realize is just part of the job, they end up quitting or leaving for another job opportunity. To remain sustainable and viable as a service-oriented work force, I believe that an incentive program should be put in place to help keep the RCAs. Honestly this would be a good thing, as it could not only help to hold onto potential longterm employees, but it could be used to help meet everyday goals...and it would give management a chance to acknowledge the hard work of their employees. Perhaps, the Postal Service could say: if you manage to stay for 6 months (188 days after your start date) you will get a one-time bonus of $100 in your pay check. If you make it a year past your start date, you will receive another one-time bonus of $100. That would be like getting an end of year bonus of $200. Of course, this would come with the caveat that you had a good attendance rate and had a good level of proficiency deliverying. Any thoughts or ideas on how to hire and hold onto new RCAs?

 

[RDruckus]

I've always liked the idea of retention bonuses. (Kind of opposite of the way they treat me.)

Management could start by treating them like human beings.

They could raise the pay.

They could give full time benefits to subs working full time hours.

They could tell them the truth, they're not on call. On call employees get paid for hours spent awaiting calls.

They could provide them with delivery vehicles.

They could train them on any route they're required to carry.

They could give them time to learn the route, perhaps by coming in before or after the regular and casing bulk. They could case it, mix it up, case it again. (There are ideas on this in the PO603.)

They could show them how to get a scheduled day off.

They could evaluate the routes fairly, so they're not cheated.

But, sigh, they won't. Management is too clueless to get out of it's own way.

 

[drakeME]

A tiered raise/AL system would be the most logical thing to make RCAs more like "real" employees. It is absolutely inane to be paying an RCA with years of experience the same rate as someone off the street. A higher tier (someone that's worked as an RCA 10 years for instance - wow) should entail an hourly rate and accrual rate rivaling a regular.

Patience is definitely needed in the first six months. No hostility, no threatening - lots of help, in office and on the road if necessary. I'm not talking coddling forever, but it's definitely worth a bit more hand holding if it means keeping people on. Even a mediocre RCA is a lot better than none I've certainly found.

 

[Altoonaflyer]

My expectations of the rcas that stay has changed over the years. We still have a few recent hires who will be good carriers, but many more who have passed thru the revolving door that is now our post office. I don’t think I would have stayed if I were starting right now...can’t blame those new hires who decide it just isn’t for them. The work and environment are much tougher than when I started and the “reward” of regular status much less enticing!

 

[flash]

There is a program in place for retention. Just like all things postal, we have to know about it on our own, but you can direct new Rca’s to the retention officer person and they can have someone to talk to, get help with their system and get support. I know it’s in Ft Worth so it must be in other areas . Ask

 

[BigGreenie]

There is a program in place for retention. Just like all things postal, we have to know about it on our own, but you can direct new Rca’s to the retention officer person and they can have someone to talk to, get help with their system and get support. I know it’s in Ft Worth so it must be in other areas . Ask

I have seen a great input on this question! Yes, there is many reasons new hire RCAs leave after being trained and spending a short time on a route. I wish that there was a retention officer in my area...have never heard about this program and doubt it is active here.

I agree that Postal Management needs to learn ways to communicate their expectations without belittling or offending RCAs. Personally, I have been present when RCAs are tongue whipped on the workroom floor. I think that the expectations for new hires also have to be realistic. I don't mean hand holding, but encouragement of different practices that may work for a particular employee. Often it is quite apparent that the only thing pushed is getting mail ready to go and getting to the street and getting back before dispatch.

In my office, quite a bit of time is given to training on the primary route before they actually carry it in whole. That helps, but what doesn't help is that every route has different situations that are dealt with in their own unique way.

I just think if we had a way to keep the RCAs for more than 4-6 weeks initially following training, we would ALL benefit from that. Regulars wouldn't have to work so much on the RDWL, managers wouldn't have to look for fill-ins in other offices, and RCAs wouldn't have to stress over doing routes they aren't familiar with. The cost of getting someone hired and through the door to the case is somewhere between $6K to $8K in the first 10 weeks. If you lose that person, that is money lost at an expensive cost to USPS. That also trickles down to how they are looking to cut costs later on via route eval changes.

Unfortunately, the hiring process has changed, minimum wage has changed and the Postal Service is only offering a guarantee of 1 day a week for a part time job, with the added expectation that you are available the rest of the week, too...this is hard for someone that needs mutliple jobs to help pay the bills. The reasons for becoming an RCA are no longer sighted on "making regular"...it is mainly about making a regular paycheck.

 

[Cliff Clavin]

I agree with all the things listed above but I truly believe that the NRLCA should fight for sooner career status as the NALC did for their CCA's.
That would be one hell of a motivation for the good RCA's to stay.
CCA's convert to Career Status in just 30 months

 

[Haychica]

As a veteran RCA, I have seen a large number of RCAs come in go in my office. They get trained: which takes weeks, sometimes months. They work, usually just shy of 10 weeks. After feeling the stress and abuse that most of us have come to realize is just part of the job, they end up quitting or leaving for another job opportunity. To remain sustainable and viable as a service-oriented work force, I believe that an incentive program should be put in place to help keep the RCAs. Honestly this would be a good thing, as it could not only help to hold onto potential longterm employees, but it could be used to help meet everyday goals...and it would give management a chance to acknowledge the hard work of their employees. Perhaps, the Postal Service could say: if you manage to stay for 6 months (188 days after your start date) you will get a one-time bonus of $100 in your pay check. If you make it a year past your start date, you will receive another one-time bonus of $100. That would be like getting an end of year bonus of $200. Of course, this would come with the caveat that you had a good attendance rate and had a good level of proficiency deliverying. Any thoughts or ideas on how to hire and hold onto new RCAs?

Jmho but unless they require management, like ups,to have business educational experience, nothing will change...I've had 1 pm and 2 supers that couldn't even figure out how to make schedules...puhleees
And then...it took years of grievances to file for back pay and multiple salaried managers to fix their problems...yet....WE are the PROBLEM????????WE ARE the ones that have buoyed this sinking ship on our backs for 15 years...

 

[Windindaface]

BigGreenie typed... Unfortunately, the hiring process has changed......It sure has.

Just saying here … perhaps for Management advancement policy, they must pass the same Psych test for RCA's applying on line?

 

[Gyros6875]

They need to do something to give RCA's an incentive to stick around. The ability to go regular in 10 years isn't a huge incentive for a lot of people. We have had tons of RCAs in my office leave as soon as they find another job with better hours or higher pay. It's going to get worse and worse in my state since minimum wage was increased to $15 an hour.

They just need to let RCA time count toward retirement. Do it on an hourly basis so for every 40 hours worked as an RCA you get a week added to your seniority when you make regular. Right now it feels like all my years as an RCA is meaningless.

Another solution would be to guarantee RCA's at least 30 hours a week. (if they want it). That way you could actually have some sort of guaranteed income and people would stick with it even if it takes awhile to go career.. It is very hard to have a 2nd job as an RCA when some weeks you need to work 1 day while others you need to work 7 with little/no notice.

 

[blamethesub]

The other union's new contract is allowing CCAs with a certain amount of time to be converted to career level positions, either regulars or PTFs. Hopefully, their contract will set a precedent and something similar will be negotiated in our next contract. If new RCAs know they will convert to full time after two years or whatever, that's a very good incentive to stick around.

 

[Gotrope]

If you are trying to compare cca work to rca, stop. It's an apples to tomatoes comparison. First, cca's are not assigned to a primary single route. They have a string of routes they bid on, like a ptf. Secondly, cca time does not count as career, either.
Rca time would require an act of congress to be deemed calculable towards retirement. There are bills in congress now for this if you wish to contact your representative. In order to insure a 30 hour work week minimum, the contractual language requiring 1 relief person per route would need to be terminated.

I agree, it does make more sense to lose the per route relief these days. The difficulty in keeping rca's is significant. There have been timed bonus allowances in the past in some areas. Usually payable at 6 and 12 months. Some carriers are resistant to any change. I think we would be better off with some large tweaks to the relief craft. Some might stay longer or not. But the current system is not great for long term employment.

 

[Lindam]

As a veteran RCA, I have seen a large number of RCAs come in go in my office. They get trained: which takes weeks, sometimes months. They work, usually just shy of 10 weeks. After feeling the stress and abuse that most of us have come to realize is just part of the job, they end up quitting or leaving for another job opportunity. To remain sustainable and viable as a service-oriented work force, I believe that an incentive program should be put in place to help keep the RCAs. Honestly this would be a good thing, as it could not only help to hold onto potential longterm employees, but it could be used to help meet everyday goals...and it would give management a chance to acknowledge the hard work of their employees. Perhaps, the Postal Service could say: if you manage to stay for 6 months (188 days after your start date) you will get a one-time bonus of $100 in your pay check. If you make it a year past your start date, you will receive another one-time bonus of $100. That would be like getting an end of year bonus of $200. Of course, this would come with the caveat that you had a good attendance rate and had a good level of proficiency deliverying. Any thoughts or ideas on how to hire and hold onto new RCAs?

I think mentoring with your regular would help. Some do, and some don't. Regs in my office sabotage subs because of the rdwl. They see them as competition. That's an issue. Give the reg who requests and works with the sub to help them succeed something.

 

[RDruckus]

I think mentoring with your regular would help. Some do, and some don't. Regs in my office sabotage subs because of the rdwl. They see them as competition. That's an issue. Give the reg who requests and works with the sub to help them succeed something.

I mentor the "stuffing" out of them.

Then management drives them out of the office.

 

[Waynorth]

The other union's new contract is allowing CCAs with a certain amount of time to be converted to career level positions, either regulars or PTFs. Hopefully, their contract will set a precedent and something similar will be negotiated in our next contract. If new RCAs know they will convert to full time after two years or whatever, that's a very good incentive to stick around.

every RCA in the country including me should get out of the union. Until they decide to actually represent us in a way we all deserve. I'm very pro union grew up in a family full of UAW workers this union is crap

 

[hockey94]

In the latest contract RCA's can be sent to other PO's within a 50 mile radius to work, I cannot see this doing much to help in the retention of RCA's

 

[drakeME]

Yeah I don't get my coworkers that pay in to get a crappy flat pay rate with no benefits....gee thanks.

 

[Waynorth]

In the latest contract RCA's can be sent to other PO's within a 50 mile radius to work, I cannot see this doing much to help in the retention of RCA's

everything regarding the RCA position is set too benefit other's I'm just glad I have a carrier that treats me like a human being and actually comes up too me to ask if I'm busy this or that day.

 

[BeatsAll-IEverSeen]

Regs in my office sabotage subs because of the rdwl. They see them as competition.

This happens a lot in many offices. They literally drive new people away for the OT.

 

[Bukowski]

I've always found it to be absolutely crazy illogical that the first day a person shows up for orientation, they are making the same hourly rate as RCAs who have been on the job for years! And then throughout all the training which racks up a lot of hours, that same hourly rate applies. Even when I was in training benefitting from this insanity, I thought it was wrong. No business operates this way. In past jobs, I started off with some low end hourly rate and after 90 days, there was an increase. Too many quit to be paid $18.56 per hour through training. Yes, it sure is nice but such an affront to those loyal individuals who have been toughing it out for years, even beyond a decade! This said, I would agree that more time is needed. It's just too overwhelming for a long time. I'd say it clicked for me after 3 to 4 months and I was extremely proactive, determined to make it work. I did a lot of studying on my own time, driving the route more than once, etc. I was on here, this Godsend of a web site, from the beginning seeking advice. And so many gave input, detailed, patient input (probably all of you long timers, but btdtret stands out for me when I was just a wee baby RCA--oh and my handle was beanieman). My regular at the time was nice but she just worked and I watched and not much advice was offered. And yes, I was a absolute disaster out there. The latest subs in my office are given a lot more time working with the regular. Repetition is key. And they've all stuck around, but there are murmurings of them jumping ship because of that one day per week deal. Christmas hours are gone.