Welcome

1. Welcome

2. Postmaster Training Levels 18 and 20

3. Strategic Transformation Plan • Generate Revenue • Reduce Costs • Achieve Results with a Customer Focused, Performance-Based Culture • Improve Service

4. Module: 1.1 Hiring and Selection Hiring and Selection

5. Module 1.1 Hiring and Selection • Taking the First Steps • Using the Hiring Worksheet • Conducting the Interview • Recognizing Veterans’ Preference • Managing New Employees During Probationary Period

6. Module 1.1 Hiring and Selection • Taking the First Steps Toward Hiring • Districts Must Establish and Maintain All Hiring Registers • A Separate Register Must Be Maintained For Each Type of Examination, i.e. Clerk/Carrier, Rural, Custodial etc.

7. Module 1.1 Hiring and Selection • Taking the First Steps Toward Hiring • District Issues a Hiring Worksheet (Form 5900) to the Installation Upon Approved Request By an Installation Head • Selecting Official Must Select from the Highest 3 scores on the Hiring Worksheet in accordance with Veteran’s Preference regulations • All Selections Must Be on the Basis of Merit

8. Module 1.1 Hiring and Selection • Conducting the Interview • All Interviewers and Selecting Officials Must Have Completed Course 21585-00, Personnel Selection Methods • Hiring worksheet must Be Returned to personnel Within in 21 Days of Issuance

9. Module 1.1 Hiring and Selection • Recognizing Veterans’ Preference • All individuals Eligible for Veterans’ Preference Must Be Indicated On Hiring Worksheet. • Some Positions in the USPS are Considered Reserved for Veteran’s Preference Eligible Candidates. • If a Veteran’s Preference Eligible Candidate Is On the Hiring Worksheet, That Person May NOT Be Passed Over.

10. Module 1.1 Hiring and Selection • Form 1750—Employee Evaluation and/or Probationary Report • Initiate As Soon As Possible With New Employee • Outline Performance Expectations • Evaluate at 30, 60, And 80 Days

11. Module 1.2 Equal Employment Opportunity • Understanding and Applying Equal Employment Opportunities in the USPS • Reviewing EEO Policy Goals and Affirmative Employment Program (AEP) • Examining the Process of EEO and Redress • Managing Reasonable Accommodation • Sexual Harassment

12. Module 1.2 Equal Employment Opportunity • Understanding and Applying Equal Employment Opportunities in the USPS The USPS Seeks To: • Ensure fair employment practices at every level of the organization-making EEO a way of life • Provide programs and opportunities that assist all employees to gain the skills and experience necessary for advancement

13. Race Color Religion Sex Age (40+) National Origin Physical or Mental Disability Module 1.2 Equal Employment Opportunity • Understanding and Applying Equal Employment Opportunities in the USPS

14. Module 1.2 Equal Employment Opportunity • Examining the Process of EEO and Redress • After Initial Contact With EEO Office, Complainant Given Option of Going to Mediation or Counseling. • If Mediation is Chosen, It Should Occur Within 2-3 Weeks. • Mediator Will Explain the Process and start the meeting.

15. Module 1.2 Equal Employment Opportunity • Examining the Process of EEO and Redress • If a Settlement is Reached, the Decision Will be Binding andthe EEO Complaint is Withdrawn. • If Settlement is NOT Reached, the Complainant May Pursue EEO Rights by Completing a Formal Complaint.

16. Module 1.2 Equal Employment Opportunity • Sexual Harassment • Quid Pro Quo • Hostile Work Environment

17. Module 1.3 Labor Relations • Obtaining Contracts and Manuals • Handling Grievances

18. Module 1.3 Labor Relations • Handling Grievances Burden of Proof: • Management Bears the Burden of Proof in Discipline Grievances • Union Bears the Burden of Proof in Contract Violation Grievances

19. Module 1.3 Labor Relations • Handling Grievances • Most Grievances Are Triggered By Management Action or Inaction • Local Management Has Full Authority to Render Decisions on Grievances • Local Decisions are Decisions for the Postal Service and May Affect Others Down the Road

20. Module 1.4 Ethical Conduct Ethical Conduct

21. Module 1.4 Ethical Conduct • Adhering to the Congressional Code of Ethical Conduct for Government Service • Adhering to Official Standard of Conduct • Avoiding Conflicts of Interest • Avoiding Other Prohibited Conduct • Participating in Political and Community Activities

22. Module 1.4 Ethical Conduct • Adhering to the Congressional Code of Ethical Conduct for Government Service • Applies to all Postal Employees • Instructs and Guides Employee Conduct While in the Performance of Their Duties • Violations of the Standards May Result in Discipline

23. Module 1.4 Ethical Conduct • Adhering to Official Standards of Conduct • Employees must avoid any action, whether or not specifically prohibited by this code, which might result in or create the appearance: • Using the Postal Service office for private gain • Giving preferential treatment to any person • Impeding Postal Service efficiency or economy • Losing complete independence or impartiality • Making a Postal Service commitment outside official channels • Affecting adversely the confidence of the public in the integrity of the Postal Service

24. Module 1.4 Ethical Conduct • Avoiding Conflicts of Interest • Financial • Employment • Gifts, entertainment, and favors

25. Module 1.4 Ethical Conduct • Avoiding Other Prohibited Conduct • Discrimination • Unofficial use of government property or services • Unacceptable conduct • Use of intoxicating beverages • Illegal drug use • Gambling • Indebtedness

26. Module 1.4 Ethical Conduct • Participating in Political and Community Activities • The Hatch Act affects some political activities, including off-duty activities, for Postal Service employees

27. Module 1.5 Employee Assistance Program • Valuing EAP Services • Handling EAP Referrals

28. Module 1.5 Employee Assistance Program • Handling EAP Referrals Common Referrals Include: • Alcoholism • Substance Abuse • Gambling • Emotional Stress • Domestic Violence • Marital Problems • Financial Problems

29. Module 1.6 Safety and Injury Compensation • Explaining Postal Employees’ Safety Enhancement Act (PESEA) • Planning for Safety Success • Evaluating Safety and Health Programs • Using the Safety and Health Program Evaluation Guide (SHPEG) • Performing Job Safety Analyses (JSA) • Conduction Accident Investigation • Preparing the Accident Report • Identifying Root Causes • Administering Injury Compensation

30. Module 1.6 Safety & Injury Compensation • Explaining Postal Employees’ Safety Enhancement Act (PESEA) • PESEA was enacted on September 29, 1998 • The Postal Service fully complies with OSHA record keeping applicable to Federal Agencies • The Postal Service may be assessed penalties and referred for criminal prosecution by OSHA

31. Module 1.6 Safety & Injury Compensation • Planning for Safety Success • Order of Priority • Safety • Customer Service • Budget • Employee Safety Training • Safety and Health Committees

32. Module 1.6 Safety & Injury Compensation • Using the Safety and Health Program Evaluation Guide (SHPEG) • Safety and health evaluations are accomplished using the Program Evaluation Guide (PEG) • The PEG is modeled after OSHA’s Program Evaluation Profile (PEP)

33. Module 1.6 Safety & Injury Compensation • Performing Job Safety Analyses (JSA) • Form 1783, On-the-Job Safety Review/Analysis, is used in conducting a JSA • Reasons for Performing a JSA • Involvement with JSAs will improve job safety • Spending time now to implement a JSA program will save time and frustration in the future • JSAs integrates safety with operations

34. Module 1.6 Safety & Injury Compensation • Conducting Accident Investigations • Seek Medical Attention for Injured • Thoroughly Investigate Accident & Complete Form 1769, Accident Report, Within 24 hours • Issue Form CA-1, Report of Traumatic Injury • To Be Completed by Employee or Designee Within 30 Days of Injury But No Later Than 3 Years After Incident

35. Module 1.6 Safety & Injury Compensation • Conducting Accident Investigations • Employee has the Right to Select a Physician of Choice • If the Injury is Disabling, The Right to Either: • Elect Continuation of Pay (COP) For Up to 45 Days, or • Use Annual or Sick Leave For Their Absence

36. Module 1.6 Safety & Injury Compensation • Identifying Root Causes • Engineering Solution • Administrative Solution • Personal Protective Equipment Solution

37. Module 1.6 Safety & Injury Compensation • Administering Injury Compensation Injury on Duty Results in Limited Duty • Traumatic Injury Using Form CA-1 • Occupational Disease or Condition Using Form CA-2 • Management Must Complete Form 1769 • OWCP Must Determine the Validity of the Claim • Employee Bears the Responsibility of Costs and Loss of Work Time Until Claim is Adjudicated By OWCP

38. Module 1.6 Safety & Injury Compensation • Administering Injury Compensation Off the Job Injury Results in Light Duty • Does Not Involve OWCP or Injury Compensation

39. Module 1.7 Security Security

40. Module 1.7 Security • Establishing Security Responsibility • Assessing USPS Emergency Management and Preparedness • Preparing Integrated Emergency Management Plan (IEMP) • Implementing Emergency Action Plans • Securing Information Security and Passwords

41. Module 1.7 Security • Establishing Security Responsibility • Postmaster is Responsible for Security • Unless Delegated, Postmaster Acts as Security Control Officer (SCO) in Charge of: • General Security of Facility • Safety of On-Duty Employees • Security of Mail, Funds, Property, & Records • Liaison to Inspection Service on Matters of Security

42. Module 1.7 Security • Establishing Security Responsibility • Must Acknowledge In Writing an Understanding of ASM 271 • Conducts Annual Facility Security Reviews • Must Notify Inspection Service of Any Significant Security or Safety Issue • Ensures that Employees Are Aware of Established Security Procedures

43. Module 1.7 Security • Establishing Security Responsibility • Limited to ‘On-Duty’ Postal Employees • Authorized Contractors with Proper identification • Authorized Customers • Properly Escorted Guests

44. Module 1.7 Security • Establishing Security Responsibility ID Card Security: • All Employees Must Have a Valid Photo ID • Secure Blank Badges • Maintain Register of ID Badges Issued Including: • Name of Employee • Date of Issuance • Badge Number • Date of Return

45. Module 1.7 Security • Establishing Security Responsibility • Form 1628, Individual Key Record • Form 1629, Building Keys Inventory • Form 3867, Accountable Mail Matter Received for Delivery

46. Module 1.7 Security • Assessing USPS Emergency Management and Preparedness http://blue.usps.gov/emergencypreparedness/

47. Module 1.7 Security • Assessing USPS Emergency Management and Preparedness Homeland Security Risk Red – Severe Risk Orange – High Risk Yellow – Elevated Risk Blue – Moderate Risk Green – Low Risk

48. Module 1.7 Security • Assessing USPS Emergency Management and Preparedness Publication 166—Main Center Security Guidelines Definitions Response Assessments Checklists Prevention Resources

49. Module 1.7 Security • Preparing Integrated Emergency Management Plan (IEMP) • Contingency Plan • Emergency Action Plan • Continuity of Operations Plan • Crisis Management Plan • Emergency Specific Plans

50. Module 1.7 Security • Implementing Emergency Action Plans • More than 10 employees total (including managers) the Emergency Action Plans have to be written Action Plans • 10 or fewer employees the Emergency Action Plans are normally Verbal