Federal Manager's Daily Report

The IG’s office at the Postal Service has started a review of a management practice there, pay for performance, that has been tried–with varying degrees of success–in a number of agencies at various times.

The semi-independent USPS is one of the few entities with a comprehensive pay for performance plan, which is for the primary pay program for executives, professionals, supervisors, postmasters, and non-bargaining technical and clerical employees. Ratings are linked to goals in areas including customer service, workplace environment, productivity and financial performance, based on their department unit.


“According to the Postal Service, instituting these standardized, objective measurements has increased the objectivity of the Postal Service PFP Program, given employees access to their current performance data, and empowered employees to take a more active role in the tracking,” the IG said in announcing an audit.

The IG said it wants to try to determine whether the program “provides fairness and transparency to recognize and award employee performance,” however.

The project will examine issues such as: when affected persons were notified that they could access goals and how does a unit work to achieve those goals; do they have sufficient opportunities to achieve results and impact unit goals; do the most important goals carry the most weight; what feedback do supervisors provide on achieving goals; and what improvements could be made.