Research was conducted to evaluate the validity of data distinguishing between job performances in these specific positions, and a final battery of tests was selected. The new test battery will be implemented in 2005, and resulting registers will replace the current registers.

b. Talent Acquisition Processing System

The Talent Acquisition Processing System (TAPS) was implemented in July 2004. TAPS was created to provide the Postal Service with a tool to facilitate the employment examination process used nationwide for hiring and promoting career employees. TAPS is responsible for maintaining the integrity of the Postal Service's testing process. The objective of TAPS is to support the dissemination, collection, storage, and inventories of all test materials and test results.

TAPS replaced the Postal Application and Scheduling System (PASS). TAPS integrated the processing of all examinations into a single operating system that complies with application and security requirements under the Postal Advanced Computing Environment (ACE).

The National Test Administration Center system was migrated to the Eagan, MN, Data Center and complies with all Information Technology (IT) standards. IT now provides all application, database, diagnostics, system performance metrics, change management, and help desk support from Eagan.

c. Employment Opportunity Enhancements

During 2004 the Postal Service implemented a new Web-based application (eReassign) that allows career bargaining-unit employees to submit requests for voluntary reassignments from one postal installation to another. eReassign has standardized the reassignment process, reduced processing cycle-time, and virtually eliminated manual processing. This new application not only makes the submission of reassignment requests easier for employees, it also allows them to track the status of their requests and to apply for "hard-to-fill" positions nationwide. It provides a central repository for data and reassignment opportunities, automates the data gathering of applicant information, and has report generation capabilities. This is also the first self-service type of employee application that can be accessed outside the Postal Service's intranet.

Since implementation, more than 56,000 reassignment requests from 28,434 employees have been submitted through eReassign. From this number, more than 3,588 career bargaining unit employees have been successfully transferred.

During 2004 the Postal Service continued efforts to highlight the importance of careful, complete suitability screening of employee applicants and to assist field offices in pre-employment screening efforts. The process for obtaining records had varied by location, with most offices manually requesting local records. Early in 2004 the Postal Service piloted the electronic collection of criminal and motor vehicle records through a vendor's secure Web site. Turnaround time was reduced, accuracy was ensured, and compliance with screening requirements was improved. National deployment is currently underway.

An Interview Toolkit was developed and distributed to field offices as a quick reference guide for persons who conduct pre-employment interviews for entry level positions. The toolkit supplemented previously released materials to ensure that applications are evaluated thoroughly, resulting in consistent, sound, appropriate, and lawful employment decisions.

During 2004 the Postal Service expanded the newly developed Maintenance Skills Development Program (MSDP), designed to provide basic technical skills training to career employees with the aptitude and interest in pursuing a skilled maintenance career path. Qualifying test scores determine eligibility for participation in the training program. MSDP combines distance learning and hands-on training to build knowledge, skills, and abilities which enable graduates to successfully apply for the target positions under the Maintenance Selection System procedures.

d. Technical and Craft Education

The National Center for Employee Development (NCED) through their training offerings supported Postal Service efforts to manage and maintain postal systems at peak operating efficiency, build a new mail processing infrastructure, deploy the Postal Automated Redirection System (PARS), and provide skills training to develop employees for critical maintenance vacancies.

In all, NCED offered 270 courses in 2,285 course offerings to 67,300 persons, up four percent from 2003. NCED satellite and audio distance learning networks again delivered Postal Service training and information broadcasts. Over 265 offerings of 30 distance-learning courses reached 300,700 individuals in their home offices, providing 443,700 training hours.

Curricula supported core business and employee education on management and maintenance of automation systems, customer service equipment, facilities, and vehicles. Other programs taught business mail management, information technology, network supervision, safety and environmental compliance, and administrative topics.