FUNCTION 4 REVIEW TRAINING

1. FUNCTION 4 REVIEW TRAINING All Craft Conference William Burrus, President

2. FUNCTION 0 -   Operations Support FUNCTION 1-    Mail Processing FUNCTION 2-    Delivery Services FUNCTION 3-    Maintenance FUNCTION 4 - Customer Services FUNCTION 5-    Finance FUNCTION 6-    Human Resources FUNCTION 7-    Customer Services Support FUNCTION 8-    Administration FUNCTION 9-    Training **Additional Information See: Role of Steward in the Information Age Training Booklet

3. DEFINITION “a systematic approach to determining a reasonable, achievable work hour budget, based on historical data and on-site observation by knowledgeable team members.” Definition cont’d. 

4. “the majority of the reviews will produce efficiencies in methods improvements and work hour savings, some reviews will result in additional work hours being recommended to current budgets.”

5. STAFFING PROGRAMS AWPS (Automated Workforce Projection System) Replaces: CSEP C-SAM

6. OVERVIEW • Postmaster’s Fact Sheet ***Either the fact sheet or ROVER (Remote Office Verification Electronic Retrieval) • 8-Week Analysis • On-Sight Review Overview cont’d. 

7. EIGHT WEEK ANALYSIS • This is an analysis of the ACTUAL WORK performed in the respective Labor Distribution Codes (LDCs) within that office for an 8 week period • This process has evolved over the years. • Presently they will “look” at four weeks in March and 4 weeks in October. • They will look at yearly averages that could be adjusted by the on site review team.

8. On-Site Review This portion of the review is most recognizable to employees. It is performed by visiting supervisory personnel from a different office, the Review Team. They are responsible for observing the operations of the office, and are instructed not to change any operation or practice, but they will make recommendations to the Postmaster during the review, and make recommendations at the exit meeting. The amount of time a Review Team is in a particular office will vary, depending upon the size of the office, the hours of operation and other factors. (Some Function Fours consist of only a data review)

9. Exit Meeting Following the observation period, the Review Team will have an exit meeting with the Postmaster. There is no prohibition from the Union attending the meeting and a request should be made in writing to attend the exit meeting. You should request a copy of any documentation provided.

10. ROLES • Postmaster/Station Manager • Supervisors • MVS/HCR Drivers • Employees • Review Team

11. ACTION PLAN “The Employer shall have the exclusive right, subject to the provisions of this Agreement and consistent with applicable laws and regulations: Action Plan cont’d. 

12. To direct employees of the Employer in the performance of official duties; To hire, promote, transfer, assign, and retain employees in positions within the Postal Service and to suspend, demote, discharge, or take other disciplinary action against such employee; Action Plan cont’d. 

13. To maintain the efficiency of the operations entrusted to it; To determine the methods, means and personnel by which such operations are to be conducted; . . . .”

14. DOCUMENT VIOLATIONS ARTICLE 1.6 ARTICLE 7.2 ARTICLE 12 ARTICLE 8.2.C ARTICLE 7.3.B

15. REQUEST INFORMATION The first thing you should do is request to be notified of the Function 4 Review, when it is scheduled, etc, and also request to attend all meetings related to it, including the exit interview. Request Info. cont’d. 

16. Request for Information cont. The Postmaster’s Fact Sheet or ROVER The working forms and notes of the Review Team. This should include the Form 3930 Operations Analysis Form, 8-Week Analysis, Allied Labor Schedule, etc. Copy of the Function 4 findings. Sample Request for Information

17. ANALYZE INFORMATION Determination and documentation of any Letter or Rural Carriers performing work during the Function 4 Review. Documentation on any changes in automated equipment. Analyze Info. cont’d. 

18. Determine if there are any withheld or reverted duty assignments in your office. Establish the complement of your office by craft and identify any loaned employees. Determine if any work was shifted to management, other crafts, or casuals.

19. NLRB “Management may not refuse to provide information, or delay providing information, including notes of Function 4 Team Members.” Gadsden, AL August 2003

20. LABOR DISTRIBUTION CODES LDC 41 - Automation Operations LDC 43 - Distribution Operations LDC 44 - Box Operations LDC 45 - Window Operations LDC 46 - Vending Equipment LDC 48 - Administrative

21. SAMPLE STATEMENT FROM THE UNION

22. FUNCTION 4 IN-DEPTH STUDIES BYRDSTOWN, TN CARTHAGE, TN CROSSVILLE, AL GRAND MARAIS, MN MILWAUKEE, WI POYNETTE, WI In-dept Studies cont’d. 

23. STEP 4 Q90C-4Q-C 94011535: “No bargaining unit work will be shifted from craft employees to postmasters/supervisors solely as a result of a review using the Workload/Workhour Budget Equalization Guideline process.”

24. BILL HENDERSON QUOTE 9/21/94

25. SMALL OFFICE VARIANCE PLAN “SOV should not be used to determine either staffing or budget in post offices.”

26. ARBITRATION CASES INVOLVING REVERSIONS/ABOLISHMENTS BASED ON FUNCTION 4 OR OTHER SURVEYS Arb. cases cont’d. 

27. NORTHFIELD, MA CARBONDALE, IL PLAQUEMINE, LA PHOENIXVILLE, PA TULIA, TX

28. END OF CLASS