Maintenance Issue Volume 2.pdf
Maintenance Issue Volume 3.pdf
Maintenance Issue Volume 4.pdf - Position consolidation memo and Q&A(s)
Maintenance Issue Volume 5.pdf
Link to NBA's Stewards Page
EL 304 MSS Issue 3
Custodial Issues
4852 Left Side
4852 Right Side
Akey Seminar 2007 MS 47
eMS47 User Manual
MS 47 as Amended
MS 47 Completed Doc 1983
MS47 for the Uninitated
MS47 (manual) Housekeeping
MS 47 for Associate Offices
MS 47 Forms
MS 47 Forms 1
MS 47 Forms 2
MS 47 Forms 3
MS 47 Forms 4
MS 47 Forms 5
MS 47 Gross Area
MS 47 Instructions 2011
MS 47 New Tool
MS 47 Staffing Allowances
MS 47 Parts
MS 47 Understanding - Power Point
MS 47 With Amendment
MS 47 Workhour Estimator
916 Test Suspended Letter
Casuals Custodians and Vets
Casuals and withholding National Dispute
Cleaning Agreement Justification and Route Info
Cleaning Service FAQs
Cleaning Service agreement, steps to establish
Cleaning Service Local Buying Agreement Guidelines
Collection Box Contracting Out
Custodial Spreadsheets
Custodial Staffing 2007
Custodial Staffing Programs 3.7
Custodial Staffing Programs 3.8 2011
Custodial Staffing Post Das
Custodial Staffing Project 3.8 2011
Custodial Staffing Work Book
Custodial Staffing Worksheet Program
Custodial Surveys Questionairs fillable
Custodian Transporting Mail 1986
Custodial Vendor Responses
DAS award on Frequency
DAS award on Line J
DAS on MS 47
DAS on MS 47 instructions 2010
Duty Assignment
eWHEP for Dummies
Filling Residual Custodail Vacancies
Filling Residual Custodial Vacancies Booklet
Form 4893 Work Hour Summary
Form 4894 Traveling Operating Routes
Form 4896 Equipment Preventitive Maintenance
Form 4896A Work Hour Bldg. Prevenitive Maintenance
Form 4897 Bldg Equipment Inventory
FSSP Maint Line
Janitorial Request for Information
Janitorial Service Frequency Q & A
Line Case - Foley
Maintenance Staffing - A Strategy and Grievance Guide
Maint.MOU Support Position Consolidation
Maintenance Workhour Estimator Guideline
Maintenance Workhour Estimator Program
Mechanized Staffing Requirments checklist
MMO 2011
MMO Custodial Staffing
MMO Maintenance Staffing Guide at Mechanized Offices
MMO Mechanized Offices
MMO Snow Removal
MMO WHEP
MMO WHEP 2002
MS 1 Chiller Boiler
MS 1 Gross Area
MS 1 Historic MT Work
MS 1 Operation and Maint of Real Property
MS 1 Policy Instruction Sheet
MS 1 Roof
MS 1 Staffing Allowance
MS 45 Field Maint Program
MS 63 Frequency Codes
Operation Frequency Codes
Pulcrano Letter 1997
Raymer Letter 2002
Selection System Open Season 2009
Site Prep Mail Processing Infra
Snow Removal Service Landscape Svcs
Staffing Excel
Staffing Software
Thoesen Letter
Tour Determinatin Freeze email
USPS MS 47 Instructions
USPS Standard Cleaning Frequency
Work Eliminator Program Misc
General Maintenance Issues
Advanced Maintenance Training
AOI Award 2010
AOI Memo
Art 12 Maintenance 2010
BDS Procedures MMO - 034 - 09
CDL Drug Alcohol Testing
CSBCS
CSBCS sign off
eMARS CBM Handbook
eMARS Data Dictionary
eMARS FAQs
eMARS User Guide
FSSP Presentation
FSSP RFI 1 staffing
FSSP RFI 2
FSSP RFI 3 Subcontracting
FSSP RFI 4
FSSP RFI 5
Lock Repairs Western Area 2010
Lock Change Misc Service
Maintenance Assignments
Maintenance Career Assistance Guide
Maintenance Craft Grievances
Maintenance Selection Interim Instructions 2011
Maintenance Skills Develpment Opportunities
MS 110 Associate Office PM Facilities Maint. Guidelines
MWO Agreement June 8 2012
MWo Explained
No Show Policy for NCED
Non Bargaining Unit Applications for Bids
Open Season 2009
Operational Justification for Mechanical Staffing Workbook
PER and Probation Employees
PER Open Season
PER Open Season 2003
PER Training
PER Updates
Placement of Probationary on PERs
Register Transfers
Requirement to Demonstrate Skills
Requirement to Exhaust Pref Assignment
Required Training
Retroactive Promotion
Right of Management to Change Qual Standards
Right to Waive Training Course
RMSS Sign Off
RMSS Scoring - USPS
RMSS Q & A
Subcontracting Power Point *8 pack 2010
Subcontracting Workbook 8 Pack 2010
Tritium Containing Signs
Updating PER
Manuals
EL 303 Qual Standards - maint.
EL 304 Maintenance Selection System
EL 304 (2009)
EL 803 Maintenance Employees Guide to Safety
MS 1 Cleaning
MS 10 Floors, Care and Maintenance
MS 22 Street Letter Box Maintenance
MS 24 Heating Cooling and Ventilation
MS 28 Maintenance of Electrical Switchgear
MS 39 Floursent and Mercury Vapor Lighting
MS 47 and Amendments
MS 55 Neighborhood Delivery and Collection Box
MS 63 Maintenance Ops Support
MS 110 AO Post Master Facility Maintenance Guidelines
Staffing
2007 All Craft Conference Staffing Info
BMC Staffing
Filling Vacancies with Non Bargaining Unit
Subcontracting
AFSM site project Handbook
Architectual Barriers Act
ASM and DAS 2011
ASM Limits on Subcontracting
Call problem listing screen
Call problem number screen
Completing Problem
Email notification
FSSP call center flow chart
Handbook excerpts 2011
Maintenance Subcontracting Workbook 2002
Maintenance Subcontracting Workbook 2011
NAPS Labor/Mgmt minutes 2011
new problems
Problem Detail screen
RFI sample
RFI sample 2
RFI sample 3
RFI sample 4 Due consideration
RFI sample 5 Due consideration
Step 4 contracting out ASM
Step 4 contracting out BUW
Step 4 contracting out cafeteria cleaning
Step 4 contracting out cleaning services
Step 4 contracting out collection box painting
Step 4 contracting out Collins award
Step 4 contracting out Customer Locks
Step 4 contracting out equipment enhancement
Step 4 contracting out Fin tubes
Step 4 contracting out forklift
Step 4 contracting out FSM LCTS
Step 4 contracting out hose reels
Step 4 contracting out IMHS
Step 4 contracting out lawn
Step 4 contracting out lawn care
Step 4 contracting out LCTS
Step 4 contracting out locks
Step 4 contracting out maintenance control position
Step 4 contracting out modified equipment enhancement
Step 4 contracting out NCDBU
Step 4 contracting out NCDBU concrete slabs
Step 4 contracting out OSHA
Step 4 contracting out painting
Step 4 contracting out parcel sorter
Step 4 Contracting out parking lot stripping
Step 4 contracting out reassigning custodial services
Step 4 contracting out reverting
Step 4 contracting out sack sorting
Step 4 contracting out sprinklers
Step 4 tray transport scanners
Subcontracting Handbook Topics and Index
Subcontracting Workbook
Subcontracting Grievance Guidelines
Subcontracting Handbook for Advocates
Subcontracting Handbook Ver. 4
USPS ASM 532.22
USPS cost comparison
USPS information request training book
USPS Module 5 info
USPS Module 10 BUW
USPS NLRB Info request
USPS Subcontracting
USPS Subcontrcting Issues
USPS ASM 532
USPS Step 2 Subcontracting
USPS HQ Cost Comparison Instruction
Travel Issues
Your Rights on Travel
Main Travel Issues
E Travel Letters
Pub 078 E Travel
Reversion Guidelines Central Plains
REVERSION GUIDELINES
The different crafts have different contractual requirements that must be followed when a position is either under consideration for reversion or actually is reverted. Therefore, each craft has its own section in this SOP. The rural craft is not referred to because reversion is not mentioned in the rural contract.
However, regardless of craft, when a position becomes vacant, if the manager believes the position may need to be reverted, he/she must notify the facility’s Labor Relations Specialist.
Clerk Craft
1) A decision on whether to revert or post a position must be made no later than 28 days after the position becomes vacant.
2) If a facility is considering reverting a vacant position, the Postmaster/Manager/Designee must notify the union that the position is being considered for reversion, and allow the union an opportunity for input. This notice must be in writing to the union via a letter to the local union president, using certified return receipt for one letter and delivery confirmation for the 2nd copy. This notice must notify the union what position is being considered for reversion. The position will be identified by job title, job number and station name or section/tour. The letter must be sent out timely so the union has sufficient time to receive it, review it and respond to it, and we have time to consider their response before the position is vacant for 28 days (a template of this letter can be found on the Central Plain’s HR website under Labor Relations) . A guideline is to notify the union that the position is being considered for reversion within 7 days of it becoming vacant. A copy of this letter and the signed return receipt will be kept by the PM/ Manager/Designee. It is imperative that the union be notified that a position is under consideration for reversion as soon as possible after the position becomes vacant.
3) If the union does respond to the PM/Manager, the manager will consider the union’s argument before deciding to revert the position. If the union does not contact the manager, the manager will decide whether to revert the vacant position or not. A final decision whether or not to revert the position must be made within 28 days after the position became vacant.
4) If a decision is made not to revert the position, the PM/Manager/Designee must immediately post the position.
5) If a decision is made to revert the position, the reversion notice found on the HR website under Labor Relations must be filled out by the PM/ Manager/ Designee. This Notice must be posted in the facility of the reverted position within the 28 day timeframe. The notice should be posted for at least ten (10) days, and the date it was posted should be written on the notice. A copy of this reversion notice must be sent via certified return receipt to the local union. A copy of the reversion notice must also be filed in the facility in case it is needed for a future grievance.
6) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion.
8) If the decision is not to revert the position, this decision must be made to allow enough time for the position to be posted within 28 days.
Maintenance Craft
1) Vacant duty assignments must be posted by a notice of intent within 30 days from when the vacancy occurs. If a duty assignment has not been posted by the 30th day after the position became vacant, the PM/Manager/Designee must inform the union in writing why the duty assignment is being withheld. This written notice must be given to the union no later than the 30th day after the position becomes vacant. This notice must be sent to the union, by local management, via certified return receipt, with a copy of both the notice and the signed return receipt being kept at the local office in case it is needed for a future grievance (a template of this letter can be found on the Central Plain’s HR website under Labor Relations).
2) If the vacant duty assignment is reverted, a notice must be posted within 10 days (the reversion notice to be filled out is found on the HR website under Labor Relations) of the decision. This notice must give the reason(s) for the reversion. A copy of this posting must be sent to the union, by local management, via certified return receipt, with a copy of both the notice and the signed return receipt being kept at the local office in case it is needed for a future grievance.
3) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
4) A decision to revert or not revert must be made within 40 days of the position becoming vacant.
Motor Vehicle Craft
1) Vacant duty assignments must be posted or reverted within 28 days from when the vacancy occurs.
2) If the decision is made to revert the position, a notice is posted by a supervisor/manager immediately upon that decision being made. The reversion notice must state what position has been reverted and the reason(s) for the reversion (the reversion notice to be filled out is found on the HR website under Labor Relations). PM/Manager/Designee must be informed immediately if a position is reverted, or if a position is being considered for reversion.
3) The local union must be given a copy of this posted notice. To serve as proof that the local union was given a copy of this notice, local management must send the notice to the union via certified return receipt, with a copy of both the notice and the signed return receipt being kept at the local office in case it is needed for a future grievance.
4) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
5) If the decision is made not to revert the position, the decision must be made to allow enough time for the position to be posted within 28 days.
Mail Handlers
All vacant duty assignments must be posted for bid within 10 days after management has determined a position will not be reverted.
If the decision to revert will be made within 30 days of the position becoming vacant, then:
1) A reversion notice is posted by local management in the facility of the position being reverted. The notice must state the action being taken and the reasons for the action (the reversion notice that is to be filled out and posted is found on the HR website under Labor Relations). The PM/Manager/Designee must provide the local union official with a copy of this notice via certified return receipt. A copy of the reversion notice and the signed receipt must also be filed in the facility in case it is needed for a future grievance.
2) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
If the decision to revert will be made outside 30 days of the position becoming vacant, then:
1) The PM/Manager/Designee will send a letter, via certified return receipt, informing the union why the position is not being posted and the anticipated length of time the position will remain vacant. A copy of this letter and the signed return receipt will be kept by the PM/ Manager/Designee. This written notice must be given to the union no later than the 30th day after the position becomes vacant (a template of this letter can be found on the Central Plain’s HR website under Labor Relations).
2) If the ultimate decision is to post the position, the position must be posted within 10 days of the date the decision was made, and no later than 40 days after the position became vacant. This decision must be made to allow enough time for the position to be posted within 40 days.
3) If the ultimate decision is to revert the position, local management must post a reversion notice in the facility of the position being reverted. The notice must state the action being taken and the reasons for the action (the reversion notice that is to be filled out and posted is found on the HR website under Labor Relations).
4) The manager must immediately send a copy of this reversion notice to the union via certified return receipt. A copy of the reversion notice and the signed return receipt must also be filed in the facility in case it is needed for a future grievance.
5) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
NALC
1) A decision to revert or not to revert a position must be made no later than 30 days after the position becomes vacant. If a vacant position is not being considered for reversion, it must be posted within 14 days of the position becoming vacant.
2) If a facility is considering reverting a vacant position, Postmaster/Manager/Designee must send a letter to the union, via certified return receipt, notifying the union what position is being considered for reversion. The position will be identified by job title, job number and station/office name or section/tour. A copy of the letter and the signed receipt must be filed in the facility in case it is needed for a future grievance (a template of this letter can be found on the Central Plain’s HR website under Labor Relations).
3) If the ultimate decision is to post the position after reversion was considered, the union must be notified of this decision by letter. A copy of the letter and the signed receipt must be filed in the facility in case it is needed for a future grievance. This decision must be made to allow time for the position to be posted within 30 days of it becoming vacant.
4) If the ultimate decision is to revert the position, the designated manager must send a written notice to the local union advising them what position(s) is(are) being reverted. The manager must immediately send this reversion notice to the union via certified return receipt. A copy of the notice and the signed return receipt must be kept at the local office in case it is needed for a future grievance.
5) The PM/Manager/Designee must complete the necessary worksheet and send to Human Resources Shared Service Center (HRSSC) to process the reversion decision.
DOCUMENTATION
To increase the likelihood of prevailing in arbitration, management must produce documents, not just arguments, in support of its decision. The documents or reports that must be reviewed and provided in the grievance file if relevant can include the following:
TACS reports – is there stand-by time before reversion? Is there OT increase after reversion? If so, how much? Any increase in PTF/ TE/ casual hours after reversion? If so, how much?
Volume reports – total mail volume, cased volume, distribution volume, percent to standard performance, window transactions,
Performance/Productivity reports – 3999, 1838C, end-of run reports.
Any evidence of operational changes, including new equipment, change in mail arrival/dispatch times. The closer a reversion or abolishment is in time to the operational change, the stronger the operational change argument.
NEW PUBLICATION
Publication 158, You Could Have What It Takes to Be a Postal Service Skilled Maintenance Worker
We have created a new brochure, Publication 158, You Could Have What It Takes to Be a Postal ServiceTM Skilled Maintenance Worker, that invites Postal Service employees to apply for the new Maintenance Skills Development Program. Publication 158 describes the program, which prepares employees for two positions: maintenance mechanic or maintenance mechanic, mail processing equipment. Those selected enter an intensive, on-the-clock training program. Upon successful completion, they will qualify to apply for the Maintenance Mechanic Exam 931 and Mail Processing Equipment Exam 933 under the current Maintenance Selection System process.
Posters that invite employees to apply for the program are described in the article about Poster 192-A and Poster 192-B on page 8.
Publication 158 is available on the Postal Service PolicyNet Web site:
• Go to http://blue.usps.gov.
• Under "Essential Links" in the left-hand column, click on References.
• Under "References" in the right-hand column, under "Policies," click on PolicyNet.
• Click on PUBs.
(The direct URL for the Postal Service PolicyNet Web site is http://blue.usps.gov/cpim.)
Publication 158 can also be ordered from the Material Distribution Center. Use touch tone order entry (TTOE): Call 800-332-0317, option 2.
Note: You must be registered to use TTOE. To register, call 800-332-0317, option 1, extension 2925, and follow the prompts to leave a message. (Wait 48 hours after registering before placing your first order.)
Use the following information to order Publication 158:
PSIN: PUB 158
PSN: 7610-08-000-3155
Unit of Measure: EA
Minimum Order Quantity: 1
Bulk Pack Quantity: 1,000
Quick Pick Number: N/A
Price: $0.00
Edition Date: 10/05
More Information:
Custodial Issues
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