'Postal Service Case Analysis\r'

'postal serve up Case compendium The United States postal Service adjoins no tax horses from the federal government for their operations. They be a self-supporting agency, using the tax revenue from the sales of postage and postage-related products to pay expenses. to each one socio-economic class the postal service delivers 212 gazillion pieces of mail to over 144 one thousand thousand homes, businesses and Post Office boxes in virtually every state, city and town in the country, including Puerto Rico, Guam, the American Virgin Islands and American Samoa. Delivering this much mail, requires managing almost 800,000 employees and contractors, 38,000 facilities and 214,000 fomites.\r\nManaging 214,000 vehicles to deliver an abundance of mail, it is no wonder that separatrixs happen but umpteen can be avoided. According to www. usps. com, in 2005, the postal Service incurred $49 trillion for trading accidents and in 2006 reported 100,000 aim vehicle accidents. How can th e United States postal Service reduce the yearbook occur of motor vehicle accidents thus save money? The three pickaxs to address the stretch forth of reducing the come in of motor vehicle accidents per year are as illustrated below. whizz picking is to base on balls an accident-free incentive curriculum to device drivers.\r\nRegardless of fault, if a driver system accident-free during the course of a year, they leave receive a motivator. The bonus enumerate lead fluxuate each year depending on the dollar arrive saved on accident reductions that year. So for example, if the Postal Service saves $10 million in 2007, the bonus amount would be a certain office of the $10 million. Another option is to offer annual driver training. Each year, drivers would move over to at melt down a drivers training in-service in order to continue movement a motor vehicle for the Postal Service.\r\nThe in-service would be a hands-on training seance where the drivers would take awa y to pass a passage course. Lastly, the Postal Service can carry out a much(prenominal) than stringent whimsical spirit insurance. Upon hire, the candidate would need to put forward a certified driving record as a condition of handicraft. On an on difference basis, the Postal Service would manoeuver annual driving record checks. If all new traffic violations appear, depending on the hard knocks of the violation, the employee would be transferred to a position that does not require driving or their employment would be separated.\r\nThe time it would take to accomplish the accident-free incentive option would be 6-12 months. The policy would need to be developed and approved, wherefore an effective date would need to be determined, it could be the first of the year or the beginning of the fiscal year for the Postal Service. The embody and ease of implementation would be fairly straightforward, just the cost and resources utilised to develop the policy. The annual bonus payout wouldn’t be determined until the savings from the year is forecast out. Once the savings is figured out, the bonus would be a per centum of that amount and of course, each year that amount would vary.\r\nHaving an incentive for drivers to take the time and recall about their actions while driving, could result in a high return on investment for the Postal Service. If traffic accidents go down even the slightest bit, the cost savings could be hundreds of thousands of dollars. The time and cost to implement the annual drivers training option would be more lengthy and expensive. The Postal Service would need to locate a facility in each state to hold the driver training and hire qualified trainers. Providing more intensive driver training could likewise result in go downd traffic accidents for the Postal Service.\r\nThe problem with this option is not only is it costly, employees may not take the training seriously. There have been many another(prenominal) trainin gs that I have attended where employees tend to goof-off and not take it as seriously as they should. The last option regarding implementing driving record checks would be relatively inexpensive. Upon hire, the candidate would absorb the initial cost of obtaining their driving record but going forward on annual basis, the Postal Service would be responsible for the cost. A driving record costs well-nigh $10. 00 and with an estimated 214,000 drivers, the annual cost would be nigh $2,140,000.\r\nThis option seems costly; however, if the traffic accidents reducing as a result of the checks, the amount of money saved would more than the Postal Service pays for the driving record checks. To conclude, the option I think would be better(p) is the accident-free driver’s incentive plan. When a company offers an incentive to earn more money, employees seem to respond. Not only will employees take this option seriously, the Postal Service would see a dramatic decrease in traffic acc idents. By lay the onus on employees and providing them a bonus opportunity they are more promising to make better decisions when driving.\r\nSource: www. usps. com OptionsCriteria 1Criteria 2Criteria 3Criteria 4 Time to implementCostEase of ImplementationReturn on Investment Accident-free incentive plan6-12 monthsVaries depending on cost savings on accidentsRelatively easy-policy development and researchPotentially high-money talks to employees Annual number one wood TrainingMore lengthyExpensive-need to buy/rent land and/or building plus equipment, trainer, etc. DifficultPotentially low-employees may not take training as seriously More stringent driving record checksImmediate~$2-3 million per yearEasyUnknown-Could lose employees referable to results of check\r\n'