Edwin (Ed) was elected as Director of Education for Branch 36 in 2022. Since the beginning of Edwin’s postal career, he has been involved in anything that benefits his fellow carriers. In 2015 Edwin was elected a Shop Steward by his coworkers. Edwin became a Formal A Designee in 2018 which allowed him to help develop other stewards and ensure the rights of the carriers are at the forefront. In 2019 Edwin became the LBA for Region 15 consolidated Casing. In that same year Edwin was tapped as Trustee for Branch 36. Edwin was ultimately elected to the position of Director of Education where he keeps his fellow carriers educated on all issues that may arise.

New Employee Experience Programs

Greetings, brothers and sisters. Did you know that the hiring and training process for one (1) City Carrier Assistant (CCA) can cost the postal service anywhere between $1,700 and $3,000 dollars? Did you know that over 60 percent of newly hired CCAs have chosen to resign from their positions with the United States Postal Service for various reasons? Three reasons why newly hired CCAs are choosing to leave the United States Postal Service are as follows:

• workload is heavier than anticipated;
• scheduling issues / not getting a rest-day;
• disrespectful way management speaks to them.

With hopes of enhancing the experience and in the retention of new CCAs, as well as to improve communication between new CCAs and management, the USPS and NALC have developed and agreed to test two pilot programs: The New Employee Experience, Retention Program and New Employee Mentoring Program. The pilot tests were a tremendous success.
The 2023-2026 National Agreement contains a nationwide program called the New Employee Experience, Retention and Mentoring Program (NEERMP). The memorandum Of Understanding (MOU) in reference to NEERMP contains language that helps prevent new CCAs from becoming overwhelmed. For example, work hours and work locations for CCAs following the completion of the Carrier Academy for weeks 1-12 are as follows:

• Weeks 1-8 - Restricted to working only in their employing office. This includes restricting these employees from working in hubs outside of the employing office.
• Weeks 1-4 - Limited to a maximum of eight work hours per day and 40 work hours per week, including OJI training.
• Weeks 5-8 - Limited to a maximum of 10 work hours per day and 56 work hours per week.
• Weeks 9-11 - Limited to a maximum of 11.5 work hours per day, which is consistent with ELM, Section 432.32, and 60 work hours per week.
• Effective beginning Week 12 - Limited to a maximum of 11.5 work hours per day consistent with ELM, Section 432.32.

To read the MOU in reference to the NEERMP in its entirety, go to NALC.org.
Research has shown mentoring programs increase retention rates, help employees adapt to new workplaces, create greater job satisfaction and provide opportunities to freely ask questions necessary to effectively perform their jobs. A newly hired CCA walking into their assigned station for the first time should be made to feel welcomed, not isolated. To have a successful mentoring program, we must have experienced letter carriers willing to serve as mentors to help guide new employees during the early stages of their careers. Mentors should understand USPS policies, rules and regulations, show a positive image and attitude, and are willing to commit to a 4-month mentoring relationship. If interested, go to NALC.org. to locate the document, M-02010 in NALC’s Materials Reference System (MRS). It provides answers to commonly asked questions about NEERMP. Let’s lift each other up and build a stronger workforce.

---