Post by letterlady on Oct 18, 2008 17:53:49 GMT -5
Does anyone agree that changes need to be made to the PMR hiring policy? It was very difficult before, given the low wages and week-end schedule, but it is even worse now.
We postmasters no longer have a say in the hiring of a new PMR until it has been passed to us from a selection committee who chooses the top 3 applicants. I would be interested in knowing what the criteria is for choosing the top 3. Since no testing is involved, what are the choices based on, other than the obvious veteran preference? Who knows best which applicant lives closest, would be available on short notice, has a good rapport with the community and would be an asset the office?
I have a girl who lives within walking distance, will have no childcare concerns, and is very excited to work at my office. I also received a call from a woman who lives about 30 miles away, had a child screaming in the background, and told me she would have to work around preschool. Which candidate would be the best choice?!
BUT-how will the HR people be able to best determine the right applicant? They won't see these issues on the applications. I say the hiring power needs to be reshifted to the postmasters. We are the ones who will have to work with, be responsible for, and train the candidate.
Also, with the new online hiring process, we can plan on giving up lots of week-ends before getting a new PMR hired. It takes a week or two to request a hiring and listing approval, and then it must be posted for 10 days. Then there is a 1-2 week time span before the names of thetop candidates are sent to your office, and THEN interviews must be set up and conducted.......get the picture??!! My current PMR gave her notice over 1 month ago, and I have yet to receive names of the applicants. I had a girl on deck and with the old process would have been training her by now, and not looking forward to spending my holiday season working 6 days a week. HELP!!
We postmasters no longer have a say in the hiring of a new PMR until it has been passed to us from a selection committee who chooses the top 3 applicants. I would be interested in knowing what the criteria is for choosing the top 3. Since no testing is involved, what are the choices based on, other than the obvious veteran preference? Who knows best which applicant lives closest, would be available on short notice, has a good rapport with the community and would be an asset the office?
I have a girl who lives within walking distance, will have no childcare concerns, and is very excited to work at my office. I also received a call from a woman who lives about 30 miles away, had a child screaming in the background, and told me she would have to work around preschool. Which candidate would be the best choice?!
BUT-how will the HR people be able to best determine the right applicant? They won't see these issues on the applications. I say the hiring power needs to be reshifted to the postmasters. We are the ones who will have to work with, be responsible for, and train the candidate.
Also, with the new online hiring process, we can plan on giving up lots of week-ends before getting a new PMR hired. It takes a week or two to request a hiring and listing approval, and then it must be posted for 10 days. Then there is a 1-2 week time span before the names of thetop candidates are sent to your office, and THEN interviews must be set up and conducted.......get the picture??!! My current PMR gave her notice over 1 month ago, and I have yet to receive names of the applicants. I had a girl on deck and with the old process would have been training her by now, and not looking forward to spending my holiday season working 6 days a week. HELP!!
