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INSIDE STORIES: ➢ Postal Pulse survey ➢ Engagement Most Valuable Player ➢ Cares About Me ➢ Your Opinion Counts ➢ Engagement Champions ➢ Learn and Grow

July 14 — Issue 217

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“AT WORK, MY OPINION COUNTS”

BEST FRIEND EXPECTATIONS RECOGNITION

The next Postal Pulse employee survey will feature two changes

Chicago Complaints and Inquiry Clerk Chetara Green

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The next Postal Pulse employee survey will feature two changes to help USPS better measure workplace engagement.

The statement is being added to ensure efforts to assess and address engagement levels are ongoing throughout the year.

Employees will be asked to rate their response to the new statement on a scale of 1 to 5, just as they do with the survey’s original 12 statements, which address topics such as workplace expectations and recognition. As in past years, Gallup is administering the survey.

Additionally, the survey’s comment box section, where employees are asked to offer feedback in their own words, will feature this statement: “Please describe any positive changes you’ve seen on your work team.”

Both changes are designed to help the Postal Service accelerate its continuous improvement efforts around engagement, the term used to describe employees overall approach to their work, including their involvement, enthusiasm and commitment.

“The Postal Pulse survey and engagement efforts have been evolving since its introduction in 2015,” said Employee Engagement Executive Director Kelvin Williams. “These new additions will help us better measure engagement and identify the strengths of our teams, as well as areas of opportunity.”

Individual survey responses will be kept confidential from USPS. Only Gallup will be aware of an individual’s responses.

If five or more surveys are received from a team, Gallup will create a team report that managers can share with the members.

The Postal Pulse is part of the organization’s broader effort to engage, equip and empower employees — a core strategy. The results of last year’s survey showed 26 percent of respondents feel engaged, up from 17 percent during the first survey in 2015.

The Employee Engagement Blue and LiteBlue pages have general information about the Postal Pulse and other topics.

For more information about the Postal Pulse and Employee Engagement scan QR code or visit LiteBlue.

USPS is making two changes to the Postal Pulse survey, aiming to gain fresh insights into employee engagement. Starting with the next survey, which is scheduled Aug. 4 -Sept. 4, the Postal Pulse will feature an additional statement: “My immediate supervisor has recently spent one-on-one time with me to discuss my workplace needs.”

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AT WORK, I HAVE THE OPPORTUNITY TO DO WHAT I DO BEST EVERY DAY.

What ideas do you have for how we can incorporate more about what we do best into our work? What do you enjoy most about your work? What do you look forward to doing at work each day? Are there parts of your job you want to do more of? What recommendations do you have to make it easier for you? Submit your positive experience and your photo to engagement@usps.gov

Do What I Do Best

Engagement Most Valuable Player

USPS craft employees throughout the country are being recognized as Engagement Most Valuable Players (EMVPs). These bargaining unit employees were nominated by colleagues for fostering enthusiasm, involvement and commitment in their workplaces. Each EMVP honoree receives a lanyard, pin and certificate of appreciation.

Los Angeles District Engagement MVP Barrington Carrier, Connie Hurtarte “I would like to say how excited I feel about receiving the engagement award this year. I am so proud to work for the United States Postal Service, and I work hard every day like the Post Office is my very own business. Receiving this award makes me feel recognized as part of the team.” Connie’s manager, Brandon Anderson, says, “Connie Hurtarte is one of our top performers in safety, scanning and service, and with her level of engagement others always jump to the opportunity to join the team.”

Jeffrey Hubbard Mail Processing Clerk

Renage

Brox-Braxton Mail Processing Clerk

Vickie Bratcher

Mail Processing Clerk

McDavies Harrison Jr. Mail Processing

Clerk

Donald Redmond Mail Processing

Clerk

Gilbert L. Minor General Expeditor

Judy D. Williams Mail Processing

Clerk

Brandon Harrison Mail Processing Clerk

Terrie Williams Mail Processing Clerk

Gregory Woodward General Expeditor

JCTM Processing and Distribution Center

GOVERNMENT MAILS

Lorenzo Arrington Mail Handler Equipment

Operator

Theresa Walker Lead Mail Processing

Clerk

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It’s important to respect others’ opinions. Although we may be similar in some ways, we also may have many different viewpoints that stem from the richness of our cultures, backgrounds, education and experiences. When we recognize others’ uniqueness and appreciate their thoughts and opinions, we can connect better and can grow as a team. Some tips on embracing and understanding others:

• Speak to increase understanding and awareness – not to create division.

• Listen to hear and understand – not defend.

• Lead by example by being inclusive and verbal when you hear or see something that could be divisive.

• In order to be an alley for inclusivity, work to educate yourself.

• Be kind – to yourself and others. We are stronger together! - The Diversity and Inclusion Team

Diversity & Inclusion Tips

SUBJECT: Embracing and Understanding Others

MY SUPERVISOR, OR SOMEONE AT WORK, SEEMS TO CARE ABOUT ME AS A PERSON.

How do you let your colleagues know that you care about their contributions and their successes? Do we spend enough time with our team members (one-on-one time)? Can customers sense an uncaring environment? How does that affect a customer’s visit/purchase decision? Submit your positive experience and your photo to engagement@usps.gov

Do What I Do Best

Cares About Me

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Your Opinion Counts

Your Opinion Matters Take the Postal Pulse Survey

The seventh administration of the Postal Pulse survey will soon be available for all employees to take beginning Aug. 4 – Sept. 4, 2020. The survey measures the level of employee engagement in our workplace. Employee Engagement refers to an employee’s overall connection (or motivation), involvement, enthusiasm and commitment to their work. The survey consists of 13 questions and takes about five minutes to complete. This year, you will be able to describe any positive changes you’ve seen on your work team and note if your immediate supervisor has talked with you to discuss your workplace needs via a comment box. Taking the survey gives every employee the opportunity to voice their views on their workplace, provides an opportunity to establish a two-way conversation with leaders, and develop plans together to improve the overall environment.

AT WORK, MY OPINIONS SEEM TO COUNT

What suggestions do you have that could improve our team’s performance? What changes would you recommend? Have you done anything in the past six months to hear and understand the opinions of others on our team? In the past six months, have we acted on any ideas that our team members suggested? Submit your positive experience and your photo to engagement@usps.gov

Opinions Count

San Jose, CA P&DC T3 Automation team was the first P&DC team to reach Certified Engaged Team (CET) “Best in Class” status in the 2019 survey.

Words matter. Choose wisely. Before you speak – think. T Is it True? H Is it Helpful? I Is it Inspiring? N Is it Necessary? K Is it Kind?

Each of us can help to create an environment of caring. Follow this guideline and support your peers through words and actions!

Heart of the Matter

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More than 1,000 Engagement Champions have been identified at all levels of the organization. It is imperative that every Champion is involved with a Next Level Connection, or one-on-one conversations, with their manager or team members. Applying the 12 elements of engagement, opens the lines of communication and provides an opportunity to assess and address what is important with each person.

Engagement Champion Network

“Early in my career, I didn’t have the confidence needed to believe that my work was being appreciated. Meeting with my supervisors and having one-on-one conversations on my growth has changed my perspective. They really want their officers to succeed in life while passing the knowledge to others. I have had many opportunities as a supervisor, details and train new officers. I can say the environment is a family environment and I enjoy coming to work with my peers and supervisors.” Erika Brown, Postal Police Officer

“I have been provided the important, essential training needed from Sergeant Gross to become a very effective leader. The one-on-one conversation recently held with my tour sergeant has given me confidence that I have great leaders in my corner who are looking to help me further my career to the next level. I look forward to continuing the conversations to learn and enhance my leadership ability. “ Shane Hardmon, Postal Police Officer

“I really appreciated my one-on-one conversation regarding career goals and opportunities at work. It shows care about your individual officers and team. Of the many questions I asked, they were answered without hesitation. My sergeant makes it easy to come to work and do my job. I know if I ever needed something at work, his open-door policy makes it easy to have informal one-on-one conversations.” Joe Wimbley, Postal police officer

Sergeant David Gross, of the Postal Police Atlanta Division, is an Engagement Champion domiciled in Memphis. Gross has been conducting Next Level Connections with individual team members. The feedback has been very positive. Gross said, “The strategy has been a very successful tool to construct career assessments and ensure the 12 elements of engagement are followed. The one-on-one conversations aid in maintaining and strengthening those established relationships, while inviting new relationships into the fold.” (L-R) Postal Police Officer Erika Brown

and Sergeant David Gross.

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THIS LAST YEAR, I HAVE HAD OPPORTUNITIES AT WORK TO LEARN AND GROW. How can we build a team environment that places an emphasis on acquiring new knowledge? What are the things you need to learn to do your job better? What have been the situations in the past six months when you felt you were learning new things? Submit your positive experience and your photo to engagement@usps.gov

Learn and Grow

HEROProfiles allow USPS employees to present an overview of their professional information.

The HERO system has a new feature that encourages employees to complete their

HEROProfile, which could help them advance their USPS careers.

The HEROProfile allows employees to present a consolidated view of their

professional information that managers, supervisors and colleagues can use to assess

their skills, talents and experience.

When employees log into HERO, they’ll see a new gauge on the homepage that

measures the completion of their HEROProfile.

Completion is gauged on three levels: Get Started, Great Progress and First-Class.

To achieve the First-Class level, an employee must meet certain criteria within the

About, Resume and Career Preferences tabs of the profile.

Employees are encouraged to add a professional image to further personalize their

profile.

To learn more, log into HERO and explore the system.

Reference: https://link.usps.com/2020/06/30/high-profile/

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Engagement Leader of the Year (ELOY)

The United States Postal Service has established employee engagement as a top priority for the organization. The Engagement Leader of the Year Award recognizes leaders at every level of the Postal Service who have exemplified employee engagement in a management capacity.

From the onset of the Postal Pulse in 2015, Phil has reviewed his Postal Pulse scores with his team, always incorporating engagement into his safety meetings and inviting the District Engagement Champion to facilitate and answer questions. The managers of MPOO 2 all understand the importance of how small interactions have large impacts on work performance and have benefited from operational success by managing through engagement. MPOO2 received the Connecticut Valley District Award for the fiscal year 2019 Best Performance – Salaries and Benefits percent to plan. Many MPOO 2 direct reports have had opportunities and details as MPOO or higher-level managers as a result of Phil’s ability to empower and encourage managers to surpass expectations. After District Manager Kevin Clark completed Next Level Connection (NLC) with his leaders, Phil Gioia chose to begin his NLC meetings where safety was a deep concern. He met with his managers, and together, they decided to hold service talks at all locations from Feb. 12 – Feb. 14.Theyemphasized safety and engagement to ensure the messaging was consistent and cascading to all team members. Some of the highlights of this pilot program were:

➢ Gioia reviewed recent serious accidents within the district, noting the direct causes and results of the incidents. He expressed concern as he asked the employees to focus on their safety and to share their ideas to improve in Bridgeport, CT.

➢ Northeast Area Engagement Ambassador Lynn Bechard was invited to follow up with the impact that engagement has on their co-workers, families and themselves.

➢ Each station manager closed out the 15-minute talk by letting everyone know a supervisor/manager would be having one-on-one conversations shortly to listen to the ideas employees had to improve upon the safety and well-being within the facility. Gioia presented “Dependability” Award certificates/Postal Proud pins to the employees who have accumulated 1500 plus sick leave, noting that the more employees are available then safety is not compromised, and everyone has less stress.

➢ To cap off the three-day tour of stations, a safety meeting was held, including all stations as one team with Bob Wanat, District safety specialist as guest speaker.

“Phil puts his trust in his managers and believes that everyone can succeed if we believe in them,” said Kevin Clark, district manager.

Manager Post Office Operations (MPOO) Philip Gioia (left) received the Engagement Leader of the Year (ELOY) award for Northeast Area’s Connecticut Valley District. District Manager Kevin Clark (right) made the presentation on June 19. Gioia received over a dozen ELOY nominations recognizing his commendable involvement, enthusiasm and commitment to creating a more engaging workplace for his team.

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July 1 David Morrison Letter carrier Tallmadge, OH July 6 Rafael Espinoza Jr. Training technician McAllen, TX July 7 Angela Gary Sales, services associate Ardmore, PA July 8 B. Williams Letter carrier Tallmadge, OH July 9 Debbie Tarman Bulk mail clerk Capital Heights, MD July 10 Gregg Labbe Sales, services associate Tallmadge, OH July 15 Sidney Bean Rural carrier Center, TX July 16 Carrie Miller Sales, services associate Whigham, GA July 16 Tameka Jones Letter carrier Birmingham, AL July 19 Karen Reichard Supervisor, customer services Dayton, OH July 20 Chenita Dock Sales, services associate Frisco City, AL July 20 Dale Sparks Manager, operations support Indianapolis July 22 Jeff Harkness Lead automotive technician Trenton, NJ July 22 Ramona Clark Human resource specialist Trenton, NJ July 23 Jesse Cosentino Lead automotive technician Trenton, NJ July 24 Kelly Ruoff Field financial specialist Pittsburgh, PA July 25 Christopher Foreman Manager, distribution operations Jacksonville, FL July 29 Veronica Mays Accounting specialist St. Louis July 31 Diasia Huyghue Sales, services associate Cadiz, KY July 31 Mary Dando Strategic Communications Specialist Indianapolis

39 years Nick Boruch Lead automotive technician Trenton, NJ 35 years Debbie Tarman Distribution clerk Capitol Heights, MD 33 years Norman Eckard Postmaster Spring Grove, PA 33 years Brian Beaudry Sales, services associate Weatogue, CT 32 years David Letourneau Manager, maintenance Hartford, CT 30 years Swanette English General clerk Los Angeles 25 years Debra Hahn Sales, services associate Markesan, WI 22 years Felicia Mills Supervisor, customer services Knoxville, TN 22 years Veronica Mays Accounting specialist St. Louis 22 years Sergio Alvarado Window clerk Kingsburg, CA 20 years Robby Siple Lead automotive technician Bellmawr, NJ 17 years Shannon Johnston Window clerk Hudson, MI 15 years Joe Mannifield Lead automotive technician Trenton, NJ 9 years Alleson Ellefson Sales, services associate Harwood, ND 2 years Thomas McDonald Lead automotive technician Bellmawr, NJ 1 year Ryan Bridgham Tools and parts clerk Trenton, NJ

Dennis and Susan Nelson celebrated their 40th wedding anniversary. Dennis is an accounting specialist in Eagan, MN. Katherine and Charles Walker celebrated their 6th wedding anniversary. Katherine is a supervisor, customer services in New York City. Ashley and Jacob Spaur celebrated their 6th wedding anniversary. Ashley is a sales, services associate in Lostine, OR.

POSTAL ANNIVERSARIES

BIRTHDAYS

WEDDINGS/ANNIVERSARIES

Celebrations

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Please submit your personal success stories and photos to engagement@usps.gov

Do you have an Engagement story?

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Engagement Resources and Contact Information

Scan QR code for more info

engagement@usps.gov 1-844-303-6424

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