The U.S. Postal Service relies on pre‑career employees to supplement its regular workforce. Pre-career employees are temporary workers who do not receive the same employee benefits as career employees and are not always guaranteed a regular schedule. The Postal Service’s 10-year strategic plan identified “unacceptably high rates of pre‑career employee turnover” as a key challenge and created a goal of stabilizing and empowering the workforce, which included a reduction of pre‑career workforce turnover by 50 percent.
Open Recommendations
Recommendation Number | Significant Recommendation | Recommended Questioned Costs | Recommended Funds for Better Use | Additional Details | |
---|---|---|---|---|---|
1 | Yes | $0 | $0 | ||
Update the Learning Management System to require and assign all facility managers overseeing pre-career employees to take Delivering the New Employee Experience training. | |||||
2 | Yes | $0 | $0 | ||
Reiterate the importance of the 511 Initiative best practices and facility managers responsibilities to ensure national compliance and standardization of the initiative. | |||||
3 | Yes | $0 | $0 | ||
Assess the benefits of the implemented Retention and Mentor Pilot programs and develop strategies to improve annual retention rates for all pre-career crafts. | |||||
4 | Yes | $0 | $0 | ||
Require Postal Service Forms 1750 to be tracked and monitored in the Retail and Delivery Applications and Reports system for all facilities instead of only pilot sites. | |||||
5 | Yes | $0 | $0 | ||
Require all operations to use the electronic Postal Service Form 1750 web-based application once implemented. |