Case 57 is about Carol Burgess, a letter carrier and a part-time trainer for the U.S Postal Service on the west coast. She trains all new letter carriers in her service area. The training program typically consists of the orientation of new employees to the U.S Postal Service, and the development of specific skills needed by the new letter carriers. The orientation part of the program includes both an orientation packet and a discussion of various Postal Service policies and procedures. The assumption built into the orientation is that it will be supplemented at the job site by the direct supervisor. That supervisor will provide all necessary information about the particular facility, the personnel at the facility, the area covered by the
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Over the past five years multiple former trainees of Burgess have complained to her about this, one of them, Edith Jones, is on the verge of quitting her job. Section 2 - Causes of the Problem
The causes of these problems are that supervisors aren’t following the Postal Service policy of providing each new letter carrier with three days of on-the-job training. In the case of Jones, her supervisor gave her no written materials, introduced her to one other employee, and had shifted her from route to route over a 10 week period. She was not offered any help, but her supervisor constantly criticized her for the number of hours it took her to case and deliver routes. The other letter carriers could not be of no assistance because they were also stressed and working overtime.
Section 3 - Alternative Solutions
Carol Burgess could just stay out of everything because it’s the supervisors not doing their jobs and not her.
Carol Burgess could a program to train supervisors on how to properly orient new letter …show more content…
The most important thing we feel must be included in the program is the particular sequence of order routes must be delivered. It appears routes are the most stressful part of the job for new letter carries, so if supervisors were to assist and teach them the easiest ways to complete the delivery process it’d help abundantly. The program should also include all of the information that’s included in the new letter carrier training program information such as employee benefits, holidays, copies of certain standard forms, outline of emergency and accident procedures, key terms used in the U.S. Postal Service, copies of the health and life insurance options, and telephone numbers and locations of the personnel department and other important offices. In addition, the letter carrier’s duties and responsibilities, job standards and expected production levels, Postal Service rules and regulations, and the chain of command for reporting purposes should also be included. Secondly, a video that shows a supervisor properly training a new letter carrier should be included, so that not only are supervisors provided with written information but they’re also provided with a visual representation. Lastly, to make sure that supervisors don’t do what they’ve been doing previously, it should clearly be stated that those who fail to properly orient new trainees will be subject to disciplinary
Over the past five years multiple former trainees of Burgess have complained to her about this, one of them, Edith Jones, is on the verge of quitting her job. Section 2 - Causes of the Problem
The causes of these problems are that supervisors aren’t following the Postal Service policy of providing each new letter carrier with three days of on-the-job training. In the case of Jones, her supervisor gave her no written materials, introduced her to one other employee, and had shifted her from route to route over a 10 week period. She was not offered any help, but her supervisor constantly criticized her for the number of hours it took her to case and deliver routes. The other letter carriers could not be of no assistance because they were also stressed and working overtime.
Section 3 - Alternative Solutions
Carol Burgess could just stay out of everything because it’s the supervisors not doing their jobs and not her.
Carol Burgess could a program to train supervisors on how to properly orient new letter …show more content…
The most important thing we feel must be included in the program is the particular sequence of order routes must be delivered. It appears routes are the most stressful part of the job for new letter carries, so if supervisors were to assist and teach them the easiest ways to complete the delivery process it’d help abundantly. The program should also include all of the information that’s included in the new letter carrier training program information such as employee benefits, holidays, copies of certain standard forms, outline of emergency and accident procedures, key terms used in the U.S. Postal Service, copies of the health and life insurance options, and telephone numbers and locations of the personnel department and other important offices. In addition, the letter carrier’s duties and responsibilities, job standards and expected production levels, Postal Service rules and regulations, and the chain of command for reporting purposes should also be included. Secondly, a video that shows a supervisor properly training a new letter carrier should be included, so that not only are supervisors provided with written information but they’re also provided with a visual representation. Lastly, to make sure that supervisors don’t do what they’ve been doing previously, it should clearly be stated that those who fail to properly orient new trainees will be subject to disciplinary