No RCA postings
- Thread starter Chemado
- Start date
!
Rt2mailman
Well-known member
In our area larger offices have over hired. Now Rcas that are only able to work 1-2 days/week are seeking help to make enough (as they were accustomed to for the last 3-4 years) money from unemployment suplication to their pay.
As an Rca be careful asking for more employees to be hired.
As an Rca be careful asking for more employees to be hired.
Chemado
Well-known member
Understandable. We just need a couple of rcas so our regular carriers can enjoy their K day instead of working it.
I actually messaged the USPS on facebook and asked why there were no postings and this is the response I
got.
If you are seeing "No Jobs Found" on the official USPS Careers page, it usually means your search criteria are too restrictive, or you are searching during a brief window when postings are hidden.
The United States Postal Service (USPS) typically leaves non-career job postings active for exactly 5 days before pulling them down to process applicants.
Non-career job portals often update and accept applications from Saturday through Wednesday, while career postings run Saturday through Friday.
I hope that helps.
Chemado
Well-known member
Nope, but I applaud your effort. Funny thing is when you select rca for the state I'm in, the jobs that show up are auto mechanics, postmaster relief, custodian. Just not rca.
Deer Smearer
Well-known member
A preset percentage coverage rate is being calculated for every office.
It’s based on the number of H, J, K, and aux routes and RCAs and PTFs in the office.
If an office has 10 K routes the % is set at 75%, or 7.5 that number is rounded up to the next whole number. 7.01 is rounded up to 8.
Then RCA positions will automatically post if staffing is under that amount.
Basically no more waiting for lazy postmasters to go into Workforce Planning to request RCAs
It’s based on the number of H, J, K, and aux routes and RCAs and PTFs in the office.
If an office has 10 K routes the % is set at 75%, or 7.5 that number is rounded up to the next whole number. 7.01 is rounded up to 8.
Then RCA positions will automatically post if staffing is under that amount.
Basically no more waiting for lazy postmasters to go into Workforce Planning to request RCAs
Chemado
Well-known member
I heard about this. So we no longer get 1 rca per route? This also makes it impossible, which it probably always has been, for every route to have Saturday relief day.
And we will have to wait for lazy postmaster to submit to remove RCA's that have quit your office. As long as they're still on the books, job won't be posted.
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So, two scenarios. First, office has 2k route, and 2 h routes. How many subs?
Second, 2k routes, a j route, and an h route. Then how many?
Thanks for the info. What is the formula and where can we find it so we can check our offices? We are having the same problems at my office too. Would love to know how many RCA's we are supposed to have. Thanks!
@Deer Smearer - so they're trying to make everyone formula without following the contract?
these people are just so evil.
these people are just so evil.
Deer Smearer
Well-known member
I’ll try and get the information you folks are looking for.
It’s going to be a bit though.
It’s going to be a bit though.
Deer Smearer
Well-known member
The % number is the floor. It’s not the maximum %
The contract still says 1 per route.
Is 75 RCAs in a 75 route office realistic or even desirable? What would turnover be in that type of office with subs getting one day per week?
I think the goal is to post vacancies… automatically.
Way too many offices are short on subs. And the positions are never even posted.
NPA, or pay for performance targets should emphasize route coverage and retention. There should be a penalty for staffing failures.
Make DACA 3+5 count against management
Make retention count against management.
Make a step pay for RCAs based on coverage %
Pay a premium to RCAs sent to other offices and charge back the office getting the help. Yes, those hours do get charged to the finance number getting the help, but what motivation does an office have if they can borrow a sub, treat them like crap, and have that sub quit? The office staffing properly gets dinged and the borrowing office doesn’t suffer.
Yes, there are subs that want the extra work, and the mandatory posting will lead to additional hiring, but retention will suffer as mentioned earlier.
120 day letters accomplish little. If management doesn’t get hit in the pocket (NPA pay for performance bonuses) then they don’t care.
Another issue with the NPA scoring system is there are are about 15 goals to meet. Each has a value based on the performance. It’s scored on like a 1-10 scale. But a 10 on one goal isn’t necessarily worth what a 10 in another cell is worth.
A cell may score a 10 but the cell is only worth 5% of the total score or 0.5 points. Another cell may score a 7 but it’s worth 8% or 0.56 points. Kind of like RRECS. Boxholders are worth less than WSS. DPS is worth less than raw letters.
Once you suck so bad in a cell you can’t get less than zero in that cell. If retention scores a 10, and the cell is 10% of the score it’s worth 1.0, and that’s a good score. If retention is so bad the score is 0 and gets 0 points. At that point there is little to no motivation to treat retention as important because it cannot get less than zero.
Bottom line is hiring and retention suck. The time to get hired and onboarded is pathetically long. Vacancies don’t get posted either to the difficulty posting or simply not wanting to.
It should work like a gas tank and gauge.
Hey look, we need gas… not rocket science to figure out what happens if you don’t get gas. Short on subs… post… pretty simple.
The contract still says 1 per route.
Is 75 RCAs in a 75 route office realistic or even desirable? What would turnover be in that type of office with subs getting one day per week?
I think the goal is to post vacancies… automatically.
Way too many offices are short on subs. And the positions are never even posted.
NPA, or pay for performance targets should emphasize route coverage and retention. There should be a penalty for staffing failures.
Make DACA 3+5 count against management
Make retention count against management.
Make a step pay for RCAs based on coverage %
Pay a premium to RCAs sent to other offices and charge back the office getting the help. Yes, those hours do get charged to the finance number getting the help, but what motivation does an office have if they can borrow a sub, treat them like crap, and have that sub quit? The office staffing properly gets dinged and the borrowing office doesn’t suffer.
Yes, there are subs that want the extra work, and the mandatory posting will lead to additional hiring, but retention will suffer as mentioned earlier.
120 day letters accomplish little. If management doesn’t get hit in the pocket (NPA pay for performance bonuses) then they don’t care.
Another issue with the NPA scoring system is there are are about 15 goals to meet. Each has a value based on the performance. It’s scored on like a 1-10 scale. But a 10 on one goal isn’t necessarily worth what a 10 in another cell is worth.
A cell may score a 10 but the cell is only worth 5% of the total score or 0.5 points. Another cell may score a 7 but it’s worth 8% or 0.56 points. Kind of like RRECS. Boxholders are worth less than WSS. DPS is worth less than raw letters.
Once you suck so bad in a cell you can’t get less than zero in that cell. If retention scores a 10, and the cell is 10% of the score it’s worth 1.0, and that’s a good score. If retention is so bad the score is 0 and gets 0 points. At that point there is little to no motivation to treat retention as important because it cannot get less than zero.
Bottom line is hiring and retention suck. The time to get hired and onboarded is pathetically long. Vacancies don’t get posted either to the difficulty posting or simply not wanting to.
It should work like a gas tank and gauge.
Hey look, we need gas… not rocket science to figure out what happens if you don’t get gas. Short on subs… post… pretty simple.
