Starting a new job at the United States Postal Service (USPS) can be an exciting and rewarding experience, but for many new hires, the 90-day probation period can also be a source of uncertainty and anxiety. As a critical part of the onboarding process, the probation period is designed to assess a new employee‘s suitability for their role and ensure they meet the high standards expected of USPS workers. In this comprehensive guide, we‘ll take a deep dive into the USPS 90-day probation period, exploring its purpose, what to expect, and how to successfully navigate this crucial time in your career.
Understanding the Probation Period: A Closer Look
The USPS 90-day probation period is a standard practice for new hires in most positions within the organization. According to USPS policy, the probation period serves as "the final step in the examining process to determine an employee‘s fitness and suitability for postal employment" (USPS, 2021). During this time, supervisors and managers closely observe and evaluate a new employee‘s performance, work ethic, and overall fit within the organization.
The Purpose of the Probation Period
From the employer‘s perspective, the probation period is a valuable tool for assessing the quality and reliability of new hires. It provides an opportunity to identify any areas where the employee may need additional training or support, as well as to address any concerns about their ability to meet the demands of the job. By carefully evaluating new employees during this time, the USPS can ensure that its workforce is well-equipped to handle the challenges of the job and provide the high-quality service that customers expect.
For employees, the probation period is a chance to demonstrate their skills, learn the ropes, and prove their value to the organization. It‘s also an opportunity to determine whether the job aligns with their own expectations and career goals. During this time, new hires can ask questions, seek guidance, and get a feel for the company culture and work environment.
Probation Period Lengths for Different USPS Positions
The length of the probation period can vary depending on the specific role and type of appointment. Here‘s a breakdown of the typical probation periods for different USPS positions:
- Career appointments to a bargaining position: 90 days
- Career appointments to a non-bargaining position: 1 year
- Postal Inspectors: 2 years
It‘s important to note that these probation periods apply to both initial appointments and any subsequent career appointments or transfers. Non-career employees, such as temporary or seasonal workers, do not serve a formal probation period, but their performance is still evaluated, and a 90-day evaluation report is filed.
What to Expect During the Probation Period
During the USPS 90-day probation period, new employees can expect to undergo a range of experiences designed to help them acclimate to their new role and the organization as a whole. This may include:
Orientation and Onboarding
New hires will typically participate in an orientation program that covers topics such as USPS history, policies, benefits, and safety protocols. According to a survey conducted by the National Association of Colleges and Employers (NACE), 83.5% of employers provide a formal onboarding program for new hires (NACE, 2020). These programs are designed to help new employees feel welcome, informed, and prepared for their new roles.
On-the-Job Training
Employees will receive hands-on training specific to their role, which may involve shadowing experienced coworkers, attending workshops, or completing self-guided learning modules. The USPS offers a variety of training programs and resources to support new hires during the probation period, including:
- The New Employee Experience (NEE) program, which provides a structured framework for onboarding and training new hires
- The USPS Learning Management System (LMS), which offers a wide range of online courses and resources for job-specific skills and professional development
- On-the-job training with experienced coworkers and supervisors
Performance Evaluations
Supervisors will closely monitor and assess the employee‘s performance, providing feedback and guidance as needed. This may include both formal evaluations and informal check-ins. According to a study by the Society for Human Resource Management (SHRM), 72% of employers conduct formal performance reviews at least once a year, while 44% conduct them more frequently (SHRM, 2019).
During the probation period, performance evaluations may be more frequent and focused on assessing the employee‘s suitability for the role. Supervisors will typically provide feedback on areas such as:
- Job knowledge and skills
- Work quality and productivity
- Attendance and punctuality
- Communication and teamwork
- Problem-solving and decision-making abilities
Mentorship and Support
Many USPS facilities assign new hires a mentor or buddy to help them navigate the organization and answer any questions they may have. Having a dedicated mentor can be a valuable resource for new employees during the probation period, providing guidance, support, and a friendly face in a new environment.
Research has shown that mentorship programs can have a positive impact on employee satisfaction, retention, and career growth. A study by the Association for Talent Development (ATD) found that 71% of Fortune 500 companies have formal mentoring programs, and that employees who participate in these programs have higher rates of job satisfaction and organizational commitment (ATD, 2019).
Throughout the probation period, it‘s crucial for new employees to maintain open communication with their supervisors and mentors, ask for help when needed, and actively work to improve their skills and knowledge.
Tips for Successfully Passing the Probation Period
Passing the USPS 90-day probation period requires a combination of hard work, dedication, and a positive attitude. Here are some tips from current USPS employees and industry experts on how to make the most of this critical time:
Show Up on Time and Maintain a Strong Attendance Record
Reliability is key in the USPS, and excessive absences or tardiness can be a red flag during the probation period. According to a survey by CareerBuilder, 41% of employers have fired an employee for being late (CareerBuilder, 2018). To avoid putting your job at risk, make sure to:
- Arrive on time or a few minutes early for each shift
- Call your supervisor as soon as possible if you‘re going to be late or absent
- Schedule appointments and personal commitments outside of work hours whenever possible
- Maintain a consistent and reliable attendance record throughout the probation period
Demonstrate a Willingness to Learn and Be Coached
Accept feedback graciously and actively work to implement suggestions for improvement. A study by Leadership IQ found that 26% of new hires fail due to their inability to accept feedback (Leadership IQ, 2018). To show that you‘re coachable and open to learning, try to:
- Listen actively and take notes during feedback sessions
- Ask questions to clarify expectations and gain a deeper understanding of your role
- Implement feedback and suggestions in a timely manner
- Seek out additional training or resources to address areas where you need improvement
Be a Team Player and Go the Extra Mile
Offer to cover shifts, come in early, or take on additional tasks when possible to show your commitment to the job. Research by Gallup has found that highly engaged teams are 21% more productive and have 59% less turnover than disengaged teams (Gallup, 2017). To demonstrate your engagement and commitment, consider:
- Volunteering for additional responsibilities or projects
- Offering to help coworkers when they need assistance
- Participating actively in team meetings and discussions
- Showing enthusiasm and a positive attitude in your interactions with colleagues and customers
Maintain a Positive Attitude and Professional Demeanor
The USPS values employees who can remain calm under pressure and treat coworkers and customers with respect. A study by the American Psychological Association (APA) found that employees who experience positive emotions at work are more productive, creative, and resilient (APA, 2015). To maintain a positive and professional attitude, try to:
- Practice stress management techniques, such as deep breathing or meditation
- Avoid gossip and negative talk in the workplace
- Treat everyone with kindness and respect, even in challenging situations
- Maintain a neat and professional appearance, following USPS dress code guidelines
The Impact of the Probation Period on USPS Services and Customer Satisfaction
As a retail and consumer expert, it‘s important to consider the broader impact of the USPS 90-day probation period on the quality and reliability of postal services, as well as customer satisfaction and trust in the USPS brand.
The probation period plays a critical role in ensuring that the USPS workforce is well-prepared, reliable, and committed to providing high-quality service to customers. By carefully evaluating new hires during this time, the USPS can identify and address any potential issues early on, helping to maintain the consistency and efficiency of its operations.
Moreover, the probation period can have a significant impact on customer satisfaction and trust in the USPS brand. When customers interact with USPS employees, they expect a certain level of professionalism, knowledge, and helpfulness. By ensuring that new hires are well-trained, supported, and held to high standards during the probation period, the USPS can help to build and maintain positive relationships with its customers.
In fact, research has shown that customer satisfaction is closely linked to employee satisfaction and engagement. A study by the Temkin Group found that companies with highly engaged employees have 2.5 times higher customer satisfaction rates than those with disengaged employees (Temkin Group, 2018). By investing in the success and well-being of its new hires through the probation period, the USPS can ultimately enhance the overall customer experience and strengthen its reputation as a reliable and trusted service provider.
Conclusion
The USPS 90-day probation period is a critical time for both new employees and the organization as a whole. By understanding the purpose of the probation period, what to expect during this time, and how to navigate challenges and setbacks, new hires can set themselves up for success in their USPS careers.
This article has provided an in-depth look at the USPS probation period, offering insights, tips, and expert perspectives to help new employees thrive during this important time. From the employer‘s perspective, the probation period is a valuable tool for ensuring the quality, reliability, and customer-centricity of the USPS workforce. By investing in the success of its new hires, the USPS can ultimately enhance the overall customer experience and strengthen its position as a trusted and essential service provider.
For new USPS employees, the key to success during the probation period is to approach it with a positive attitude, a willingness to learn, and a commitment to excellence. By demonstrating reliability, coachability, teamwork, and professionalism, new hires can prove their value to the organization and lay the foundation for a rewarding and fulfilling career with the USPS.
References
American Psychological Association. (2015). Positive emotions at work. https://www.apa.org/research/action/positive-emotions-at-work
Association for Talent Development. (2019). Mentoring matters: Developing talent with formal mentoring programs. https://www.td.org/insights/mentoring-matters-developing-talent-with-formal-mentoring-programs
CareerBuilder. (2018). More than 1 in 4 workers have been late to work in the past 3 months, new CareerBuilder survey finds. https://press.careerbuilder.com/2018-03-22-More-Than-1-in-4-Workers-Have-Been-Late-to-Work-in-the-Past-3-Months-New-CareerBuilder-Survey-Finds
Gallup. (2017). State of the American workplace. https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx
Leadership IQ. (2018). Why new hires fail (emotional intelligence vs. skills). https://www.leadershipiq.com/blogs/leadershipiq/35354241-why-new-hires-fail-emotional-intelligence-vs-skills
National Association of Colleges and Employers. (2020). Job outlook 2021. https://www.naceweb.org/store/2020/job-outlook-2021/
Society for Human Resource Management. (2019). Performance management that makes a difference: An evidence-based approach. https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Performance-Management.pdf
Temkin Group. (2018). Employee engagement benchmark study. https://experiencematters.blog/2018/03/06/report-employee-engagement-benchmark-study-2018/
United States Postal Service. (2021). Handbook EL-312: Employment and placement. https://about.usps.com/handbooks/el312/el312c5_039.htm
