National Association of Air Traffic Specialists

Aviation Safety is Our Business

NAATS NEWS, May/June 2000

Table of Contents

1. From The President
2. Constitutional Amendments
3. Union Pay Proposal #2
4. DC Data Dump
5. Safety and Health Updates
6. NAATS Convention 2000
7. Regional Supplements

NEWSLETTER E-MAIL ADDRESS:

[email protected]

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This issue of NAATS News represents a new approach to diseminating the Newsletter - We are providing a Word Formatted version online for downloading and priniting:

Plain DOC version         ZIPped Version

Please bear with us as we try to work out the bugs. Of course any and all comments are welcome.

-=John - Webmaster=-

From The President

Wally Pike, NAATS President

Portions of this article have been distributed to the facilities via the email update. If you’re not receiving the email update please contact your regional representatives.

In this edition of the NAATS News you will find a copy of five Board initiated Constitutional Amendments. Individual ballots have been mailed to each member, including a postage paid return envelope, with a sample copy going to each facility. If you are a regular member of NAATS and you did not receive a ballot please contact us promptly at NAATS Headquarters. I encourage you to read the amendments carefully and ensure that we receive your ballot back at NAATS Headquarters by September 1.

As previously announced, Christopher Klemm became our first full time Labor Relations Specialist on May 15. Chris is very qualified, coming to us from SEIU Local 500, AFL-CIO in Gaithersburg, Maryland where he served as Grievance Representative. Prior to that his experience is as follows:

Litigation Paralegal, Law Offices of Peter G. Angelos

Labor Relations Specialist, AFSCME, Washington, D.C.

Labor Relations Specialist, AFSCME, Duncansville, PA

Graduate Assistant, Department of Industrial and Labor Relations, Indiana, PA

Senior Resident Assistant, Office of Residence Life, Marymount University

Personnel Intern, The White House.

Chris' education includes an M.A. Industrial and Labor Relations and a B.A. in Business Law. Chris has already made progress on the grievance and arbitration backlog and he will shortly begin establishing national databases on grievances and ULPs. These will be available on our webpage.

The National Partnership Council meeting was held the second week of May and the group decided to become more active in the FAA Facilities & Equipment (F & E) budget. Please note -- the Board suspended NAATS' participation from NFP which is our partnership with Air Traffic. We have remained active in the National Partnership Council (NPC) as well as in the DOT Partnership, both of which are national level forums.

The Board of Directors' business meeting was held the week of May 15. A summary of the Board meeting will be in the next NAATS News. A copy of our pay proposal has been posted on the web page and Don McLennan will be providing you with information regarding the pay negotiations in his next bulletin. If you have any questions please contact your Regional Director.

On April 18 I attended a SW Region Facrep Meeting. Later that evening I met with the members from FTW AFSS. I thoroughly enjoyed the discussions and the exchange of ideas. My thanks to SW Regional Director Ron Dawson and FTW AFSS Facrep Mark Jaffe for inviting me.

I met with the facility membership at Denver AFSS on Sunday, May 14. Several good comments and suggestions were discussed and I appreciated DEN Facrep Darrell Mounts and NM Regional Director Don McLennan for providing me with the opportunity to attend.

The national meeting location for November has been changed to San Diego. We'll be meeting at the Handlery Hotel & Resort at 950 Hotel Circle North. Please note -- there has been no change in the meeting date -- it remains November 15-16. I want to thank ATP Liaison Donna Holmes and WP Regional Director Ward Simpson for their work on this. More details will be provided as the date approaches.

The General Aviation Weather Summit meeting was held this week with representatives of NAATS, AOPA, NBAA, SAMA, EAA and the various levels of FAA management present. Of major concern is the FAA funding commitment to accomplish the recommendations identified by the workgroup. I've talked with ATS-1 Steve Brown about this and I'm also working with industry representatives in identifying the necessary resources. In no way is this meant to detract from the support we've received from ATP-1 Jeff Griffith throughout the process so far, it's just that additional funding must be forthcoming.

One of the action items we identified at the Summit is the necessary revision to FAA Handbook 7110.10. As you may recall there was an effort to rewrite this handbook a few years ago and it fell well short of our goals. This time we have the opportunity to make the necessary changes to enhance our service to the users. Some examples of some of the changes are:

• Eliminating the disclaimer statement on international flights
• Modifying or eliminating the VNR statement
• Bargaining unit access to Internet weather.

There are obviously many more necessary revisions. No one knows the problems with our handbook better than you. This is your chance to make the changes that determine how we do our work.

NAATS is one of the responsible parties for the handbook effort. NAATS WP Regional Director Ward Simpson has agreed to be the NAATS point of contract for this effort with our other Regional Directors focusing on specific chapters. We've created a special email address for this purpose, [email protected]. Please contact your Regional Director or Ward with any questions or comments.

Wally

Back to Table of Contents

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Constitutional Amendments

Date:         May 26, 2000

To:                  All Regular NAATS Members

Subject: Constitutional Amendments

From:        Wally Pike, President

Enclosed you will find five proposed constitutional amendments. These have been initiated by the Board of Directors in accordance with Article 13 of our Constitution.

The amendments are in Articles 6, 7, 8, 10 and 13. Individual votes are necessary for these articles to become effective with the exception of Articles 10 and 13 which are interrelated. Therefore, you are being asked for four separate votes:

• On the proposed Article 6 Section 3 amendment,
• On the proposed Article 7 amendment,
• On the proposed Article 8 amendment, and
• A final vote on the proposed Articles 10 and 13 amendments.

In order for these amendments to pass they must receive 2/3 of the votes cast.

Also enclosed are the "pro" and "con" statements required by Article 13 as well as a return envelope with postage paid to NAATS Headquarters. It is only necessary to return the ballots; please do not return the "pro con" statements or this cover letter.

NOTE -- Only regular NAATS members may vote. It is necessary for you to provide your name, facility and region on the ballots. If membership cannot be verified the ballot cannot be counted.

This ballot package will also be posted on our web page as well as in two consecutive editions of the NAATS News and at our facilities. I encourage you to read the amendments and statements carefully and cast your vote by Friday, September 1, 2000. Ballots received after September 1 will not be counted. It is requested that, if you vote no on any amendments, you provide a brief explanation for your vote. This is optional but it will be helpful in the future when amendments are discussed.

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ARTICLE 6 - OFFICERS

Section 3.

The Board shall meet at least semiannually at times and places to be selected by the Board. A special meeting may be called by the President or by a majority of the members of the Board of Directors. The business of the Board may also be conducted by mail/fax vote, or by conference call. All conference call votes shall be documented. All Directors shall be given reasonable advance notice prior to the transaction of business of the Association. A quorum shall consist of two-thirds of the members of the Board of Directors. In no case shall block votes be accepted. In no case shall proxy votes be accepted, except that the Regional Coordinator may vote on behalf of their Director, in circumstances when a Director's illness or personal family emergency precludes their participation in a vote. Members in good standing shall be permitted to attend all meetings of the Board, except when the Board meets in executive session.

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I vote: Yes_____________ No___________

If you voted no, please explain why

 

 

 

 

Name_____________________ Facility __________________ Region ______________

Article 6 Section 3

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ARTICLE 7 - ELECTIONS

Section 3. Eligibility. Candidates for elective office shall:

(d) Only seek or hold one office in any election; provided however, Regional Coordinators may also run for, and simultaneously hold office as, Facility Representatives or Alternates, and vice versa.

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I vote: Yes_____________ No___________

If you voted no, please explain why ________________________

 

 

 

 

Name_____________________ Facility __________________ Region ______________

Article 7

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ARTICLE 8 - ADMINISTRATOR

Section 1. The National Headquarters and business office shall operate under the supervision of an Administrator. Under no circumstances may a member of the Board of Directors serve as the Administrator.

Section 2. The Administrator shall, in accordance with Association policy, be responsible for managing the day-to-day business of the Association under the supervision of the Board of Directors. More particularly, the Administrator shall --

(a) Under suitable bond, cosign checks, drafts or orders for payment of money, receive and deposit funds;

(b) Maintain accurate books and records, and safeguard the records of the Association;

(c) Cause all applications for membership and renewals to be processed;

(d) Assist in the formulation of annual budgets for approval by the Board of Directors; prepare periodic accounting, reports, and summaries of the Association's finances;

(e) Consult regularly with the Board of Directors; keep its members fully informed concerning all significant matters on a timely basis; and obtain its prior approval for all significant policy-related or financial decisions;

(f) Assist in the publication and distribution of informational communications to the members;

(g) Perform other duties as assigned.

Section 3. The salary, benefits and terms of employment of the Administrator shall be determined by the Board of Directors.

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I vote: Yes_____________ No___________

If you voted no, please explain why ________________________

 

 

 

 

Name_____________________ Facility __________________ Region ______________

Article 8

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ARTICLE 10 - NATIONAL CONVENTIONS, MEETINGS AND SEMINARS

Section 1. Periodic national membership meetings and conventions, among delegates chosen by the members, will be scheduled by the Board of Directors. A delegate convention will be held at least every two years at a location to be established by a majority of the votes at the previous delegate convention. Additional conventions/meetings may be scheduled by the Board of Directors upon 90 days notice to the members. The purpose of conventions will be to develop recommendations concerning Association policy for consideration by the Board of Directors and, when appropriate, to develop proposed constitutional amendments for membership referenda. Notices of such conventions and meetings shall be mailed to the Facility Representatives for posting in facilities at least 120 days prior to the scheduled event. Conventions may coincide with, occur during, or as a part of, national membership meetings. National educational training seminars for officers and facility representatives may also be scheduled by the Board of Directors. The President shall chair conventions and may invoke the rules in the current edition of Robert's Rules of Order, Newly Revised, to govern formal discussion or debate at such assemblies in order to insure orderly process.

Section 2. Each AFSS shall be entitled to send one delegate to conventions and that delegate's vote shall be weighted to reflect the total number of members, in accordance with section 3, eligible to vote for a delegate. In the event of any tie votes during conventions, the President will cast the deciding vote.

Section 3. No later than the 90th day prior to a scheduled convention, each Facility Representative shall conduct a membership meeting in his or her facility to discuss issues and to develop proposed resolutions for consideration by the convention; and s/he shall forward any proposals to the National Office in written form. Such proposed resolutions shall articulate a problem or issue that the facility's members wish the convention to address together with a specific recommended approach or outcome. Thereafter, the National Office shall compile all proposals received and, at least 60 days prior to the scheduled convention, send copies to all Facility Representatives who shall make them available to members. Between the 60th and 30th days prior to the convention, each facility wishing to send a delegate shall conduct a secret ballot election. This will insure all Union members associated with that AFSS and one additional delegate representing the collective membership permanently assigned to Alaskan FSS facilities and one additional delegate representing the collective membership assigned to FSDPS facilities; the opportunity to vote in accordance with the procedures employed when electing its Facility Representative and shall forward to the National Office the name of its duly elected delegate.

Section 4. The Board of Directors

shall attend all conventions; members may also attend conventions but only delegates may address the floor and vote on convention resolutions. Within 120 days following a convention, the Board of Directors shall consider each resolution adopted by the convention and shall inform the membership of its disposition, by recorded vote, of the resolution.

Section 5. The National Office shall provide every duly elected convention delegate with an MI&E per diem allowance at the current union rate for up to three days when attending conventions or meetings during which a convention is scheduled to occur.

ARTICLE 13 - AMENDMENTS

Proposed amendments to this Constitution may be initiated either by a minimum of two-thirds (2/3) of the members of the Board of Directors, or by petition of 20 percent of the regular members whose signatures were accumulated over no more than a 120-day period, or by a convention. Once initiated, proposed amendments shall be reproduced in two consecutive issues of NAATS' periodic publication, together with a 500-word statement by the proponents and a second 500-word statement by the opponents, and shall thereafter be submitted within 30 days to the regular members for their approval or rejection by mail ballot referendum. Two-thirds (2/3) of the votes cast must favor the amendment for it to be adopted. Unless otherwise specified, amendments shall become effective upon their adoption.

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I vote: Yes_____________ No___________

If you voted no, please explain why _________________________________________________

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

 

Name _____________________ Facility__________________ Region ____________

Articles 10 & 13

Back to Table of Contents

Union Pay Proposal Union #2

(This is the initial pay proposal from NAATS to the FAA. It does not constitute an agreement by the Parties on any Section of the proposal.

This proposal is furnished to the NAATS membership for informational purposes only, the final product may be significantly different.)

 

AGREEMENT between the

NATIONAL ASSOCIATION OF AIR TRAFFIC SPECIALISTS (NAATS)

and the FEDERAL AVIATION ADMINSTRATION (FAA)

on RECLASSIFICATION, COMPENSATION and OTHER BENEFITS

1. Basic Pay. An employee's pay rate excluding applicable locality pay adjustments.

2. Base Pay. An employee's pay rate including applicable locality pay adjustments.

3. Locality Pay. Bargaining unit members shall receive locality pay increases annually consistent with government-wide changes as defined by the Federal Employees Pay Comparability Act, 1990 as soon as these rates are determined or effective, whichever is earlier.

4. Premium and Differential Pay. Bargaining unit members will receive all Premium Pay percentages and Differentials as are administered in connection with Holiday pay, Sunday pay, Night Differential, Remote Site Pay, OJTI pay, CIC pay, meal breaks and any other Premiums/Differentials in accordance with applicable laws, regulations, and the parties collective bargaining agreement.

5. Overtime Pay. Bargaining unit members shall receive Overtime Pay as defined by the negotiated agreement.

6. Facility Incentive Pay (FIP). A pay allowance that will be granted to bargaining unit members in specifically identified facilities that are recognized to be in high cost of living areas, or are hard to staff facilities, or are operating under minimal staffing circumstances. The FIP pay element shall be administered biweekly in the employee's regular pay cycle. FIP will be a percentage of base pay and will rise with increases in base pay. The facilities and specific funding level for the new pay system will be determined by mutual agreement of the parties within 90 days of the signing of this agreement. It will be agreed upon in subsequent years prior to the beginning of the next fiscal year.

7. Cost Of Living Adjustment Pay (COLA). All eligible bargaining unit members will receive COLA Pay as defined by statute and as administered on the effective date of this agreement.

8. Certified Station Controller (CSC). The title applies to an Air Traffic Control Specialist who is, or has been, facility certified within the FSS option in the Air Traffic Service. Once facility certified in the FSS option, an Air Traffic Control Specialist retains the CSC title as long as they remain in, or regain, this FSS career status.

9. Bargaining Unit. Employees of the Air Traffic Service employed as a CSC or an Automation Specialist in the FSS option. This includes Developmental Air Traffic Control Specialists.

10. Developmental Air Traffic Control Specialist. An Air Traffic Control Specialist in training, at either the FAA Academy, or in a field facility, who has never been facility certified in the FSS option.

11. Certified Station Controller (CSC) Level Changes. Level changes are based on defined "seasoning" and professional development criteria. CSC levels are permanent once obtained. A CSC-2 shall receive a 15% increase in base pay. A CSC-3 shall receive a 10% increase in base pay. Level changes shall be based on the following:

A. CSC-1 to CSC-2.

• 3 years total CSC experience in any level field facility.
• A satisfactory performance rating for the preceding 12 months.
• No adverse actions more severe than a suspension greater than five days within the preceding 12 months.

B. CSC-2 to CSC-3.

• Professional development meeting specific criteria as determined by mutual agreement of the parties within 90 days of the signing of this agreement.
• A satisfactory performance rating for the preceding 12 months.
• No adverse actions more severe than a suspension greater than five days within the preceding 12 months.

12. New Hire. An individual who has never been employed by the Federal Government. The Parties agree that New Hires shall be placed in FSS Level 1 facilities unless other arrangements are mutually agreed at the regional level.

13. New Entrant. An individual, other than a New Hire, who has never been employed by the Air Traffic Service as an Air Traffic Control Specialist in the FSS Option. The Parties agree that New Hires shall be placed in FSS Level 1 facilities unless other arrangements are mutually agreed at the regional level.

14. Re-entrant. The Parties agree that Re-entrants shall be placed in FSS Level 1 facilities unless other arrangements are mutually agreed to at the regional level.

CSC. An individual who is not currently employed as an Air Traffic Control Specialist, by the Air Traffic Service but was previously a CSC in the Air Traffic Service, FSS option.

Developmental Air Traffic Control Specialist. An individual who previously was a Developmental Air Traffic Control Specialist in the Air Traffic Service, including those at the FAA Academy.

15. Transfer Policies. Defined as any movement of a CSC or Developmental Air Traffic Control Specialist position in the FSS option to another CSC or Developmental Air Traffic Control Specialist position at the same, lower, or higher FSS facility level. There are six types of transfers:

• Voluntary transfer to a higher level facility.
• Voluntary transfer to the same level facility.
• Voluntary transfer to a lower level facility (this is not a demotion).
• Involuntary transfer to a lower level facility for performance or cause (this is not a demotion).
• Involuntary transfer to any level facility for reasons other than performance.
• Moving to the next higher level CSC level within a facility. These levels are permanent once obtained.

16. Promotion Policies. A change in career levels. For example;

• Moving from Academy completion into the first developmental stage.
• Moving from the final Developmental Air Traffic Control Specialist stage into the CSC position.
• Moving from a CSC position to the first supervisory level.

17. Training Stages. Each field facility shall consist of two training stages for Developmental Air Traffic Control Specialists.

• Stage 1 is successful completion of the FAA Academy (or its equivalent), through certification on 50% of facility position categories (i.e., FD, NO, PB, BC, WO, IF/AA,) not the number of positions in a position type.
• Stage 2 is completion of Stage 1 through facility certification.

18. Transfers Unsuccessful in Training. If the bargaining unit member is unsuccessful in completing the prescribed training program within the FSS option there are at least three possible placement options.

• If a CSC is unsuccessful in obtaining facility certification upon transfer to a higher level facility, they shall be qualified for a subsequent transfer to a facility at the same level as previously facility certified or a lower level facility.
• If a CSC is unsuccessful in obtaining facility certification upon transfer to the same level or lower level facility, they shall be qualified for a subsequent transfer to a facility at the same level for which they were last facility rated or at a lower facility level.
• If a Developmental, Air Traffic Control Specialist is unsuccessful at obtaining Facility Certification they may be subsequently assigned to a lower level facility.

19. Types of Certification.

• Facility Certification. Initial facility certification by a Developmental, Air Traffic Control Specialist with the purpose of attaining CSC status. Certification by a CSC upon reporting to a different facility.
• Facility Re-certification. A CSC regaining certified status after being decertified e.g. loss of medical clearance, currency, performance, detail, etc.

20. Facility Classification Formula. As previously agreed by the Parties, the Weighted Average of the 1st 1830 Hours (AVG1W), [KSA, Responsibility and Complexity] Activity Average of the first Unweighted 1st 1830 Hours (AVG1U), [Volume], the Activity Average 2nd 1830 Hours (AVG2U), Sustainment Factor (SF) [Workload], Facility Index (FI), Bargaining Unit Staffing (BU), Specialist Index (SI), Specialist Workload Factor [Workload], Classification Index (CI), %From Average, Classification Index (CI) (with remote facilities), % From Average, Parent AFSS.

21. The Classification Index (CI). The numerical index derived from the classification formula that is used to determine a facility rating.

22. Classification Levels. There are to be five facility level pay bands. Based on the facility classification index the initial facility placement and breakpoints are established as follows:

• The top 20 facilities shall be placed in the FSS Level 3 payband.
• The second 35 facilities shall be placed in the FSS Level 2 payband.
• The third 10 facilities shall be placed in the FSS Level 1 payband.
• CI breakpoints for FSS Levels 4 and 5 will be determined by mutual agreement of the Parties within 90 days of the effective date of this agreement.
• Facility Level one payband is identified as FSS Band One beginning at $55,000. Each band is to be 40% wide. Every higher facility level payband is to be increased by 15% above the preceding lower band.

The Air Traffic Control System Command Center (ATCSCC) CSC shall be placed in the FSS Level 1 band.

The FSDPS CSC shall be placed in the FSS Level 1 band.

The CI for Alaskan hubbed rotational facilities shall be determined by a collective count of the AFSS and all rotational facilities within the hub. Non-rotational facilities shall have their own individual CI.

Any change in Agency facility architecture shall require notice and the opportunity to bargain with NAATS.

23. Increase in Facility Classification Level.

A change in the facility classification index (CI) above identified "breakpoints" that results in an increase in associated facility pay level.

Pay at the higher facility level is set at the same percentage of band with a minimum of an 8% increase.

24. Facility Level Retention Pay. When an employee is assigned to a facility that is classified at a lower facility level. Base pay will be retained at the higher facility level (including all OSI, SCI and locality pay increases for which the employee is eligible) for five years, beginning upon the first full pay period the action is taken. After five years the employee's current base pay will be placed in the lower facility level payband. If the employee's current base pay at that time exceeds the top of the lower facility level payband, the employee shall be in pay retention status. If during the five-year period the facility is reclassified to its original facility level, there will be no change in the employee's base pay.

25. Staffing. Since 1997, the Air Traffic Division and NAATS have agreed that it was in the nation's best interests of aviation safety, and an imperative to budget accurately for the future, that there be an agreed upon National Staffing number for FSS option Controllers. Since that time there has been an unavoidable, yet predictable, decline in the staffing levels of Air Traffic Control Specialists in the FSS option. It is in the interests of both the Air Traffic Service and NAATS, in planning and budgeting for the future, and in the interest of guaranteeing a "safety related work force", that we strive to assure our customer's needs are realized. To that end the Parties agree that a minimal staffing level of the FSS option to never fall below 2,657 CSC. The Parties agree that this number is comprised of those bargaining unit members who actually provide service to the aviation public and does not include those unit members on detail, medically disqualified, not operationally current or otherwise not on the facility watch schedule. Regional distribution of new bargaining unit employees shall negotiated at the national level. To insure this level of staffing the parties agree to meet and explore all options within 30 days of the signing of this agreement.

26. CSC Reclassification Implementation and Conversion from FG Pay Schedules to Multiple Facility Pay Levels. Effective October 1, 1999, the following steps will be taken to retroactively transition bargaining unit employees into a new, multiple level compensation system.

• Determine each bargaining unit employee's first year's transitional base pay in the following sequence:
• Add to base pay the amount of 10% to FSS Level 1, 20% to FSS Level 2 and 30% to FSS Level 3 to implement multiple facility levels.
• Add to basic pay locality adjustments.
• Add to basic pay accrued within-grade-step increase.
• Add to base pay the amount of 5% per annum, (current Air Traffic Revitalization Act pay (ATRA).
• Establish the base pay percentage above the minimum level of an employee's current FG grade/step and apply that percentage to the minimum of the newly assigned payband. This establishes each employees target base pay.
• If the employee's target base pay does not exceed transitional pay by a minimum of 15 %, (Air Traffic Revitalization Act pay plus a minimum basic pay increase of 10% in the first year) the employee's target base pay will be adjusted upward to meet this minimum.
• For each year the bargaining agreement remains in effect, increase base pay for each bargaining unit member in an FSS level one facility by 2%, in an FSS level two facility by 4%, and, in an FSS level three facility by 6%, per annum.
• Add any applicable FIP entitlements.

27. CSC Transfer Pay Setting. Once a controller has achieved CSC status, that status is permanent. For a CSC, pay is set as follows:

• Upon voluntary transfer to a higher level facility, basic pay is increased by 8% or to the minimum of the new payband, whichever is higher. One-half of the increase is paid upon initial transfer to the new facility; the other one-half is paid upon facility certification.
• Upon voluntary transfer to a lower level facility, basic pay is set at the current basic pay if that rate falls within the new payband. If the current basic pay is higher than the top of the new band, the top of the band caps the basic rate of pay.
• Upon voluntary transfer to the same level facility, basic pay is unchanged.
• Upon involuntary transfer for cause or performance reasons, an employee's basic pay is set at the current basic rate of pay if that rate falls within the new payband. If the current basic rate of pay is higher than the top of the new band, the top of the band caps the basic rate of pay.
• Upon involuntary transfer, for reasons other than D above, to any level facility the bargaining unit member shall be placed in the appropriate FSS Level band or follow Facility Level Retention pay rule to ensure no loss of compensation.

Demotions are not applicable within or from the CSC career level.

28. Pay Retention.

• Basic pay exceeds top of payband.
• Premiums and Differentials are based on actual base pay.
• Benefits based on actual base pay.
• Annual OSI.
• Base pay increases by 50% of OSI rate, remainder of OSI paid as a lump sum.
• Annual SCI.
• Paid as a lump sum.
• Base pay within payband but payment of SCI would exceed top of payband.
• Base pay raised to the top of the payband.
• The portion of the SCI in excess of the payband shall be paid as a lump sum.

29. Reentrant CSC Pay Setting:

Individuals outside of the Air Traffic Service:

• Starting salary for a CSC reentrant will be set in the payband appropriate for the facility level to which assigned. In no case will it be higher than the rate of pay held prior to leaving the Air Traffic Service, except to raise the pay to the minimum level of the payband.
• If an employee's former pay exceeds the top of the payband to which assigned, pay will be set at no higher than the top of the band.

Individuals within Air Traffic Service: Follow the appropriate voluntary transfer rules.

30. Developmental Air Traffic Control Specialist Pay Setting.

• Stage 1 Training: Pay will be 85% of an ATC-3 Level upon successful completion of the FAA Academy (or its equivalent).
• Stage 2 Training: Upon successful completion of the Stage 1 level of training, the basic rate of pay is set at 85% of the minimum CSC base pay rate of the assigned facility.

In no case will the base pay be less than an 8% increase over their current base pay.

31. Developmental Air Traffic Control Specialist, Transfer Pay Setting.

• Upon voluntary transfer to a higher level facility, basic pay is unchanged. Future pay increases are made in accordance with successful progression through the developmental stages.
• Upon voluntary transfer to the same level facility, basic pay is unchanged.
• Upon voluntary transfer to a lower level facility, pay is set in the same developmental stage percentage of the lower level facility's minimum basic pay.
• Upon involuntarily transfer to a lower level facility for performance: same pay setting rule as voluntary transfer to lower level facility.
• Upon involuntary transfer to any level facility for reasons other than D above, the bargaining unit member's pay shall be set to ensure no loss of compensation.

32. Re-entrant Developmentals Pay Setting:

• Developmental re-entrant to lower level facility: The starting salary for a developmental re-entrant to a lower level facility will be set in the same developmental percentage attained prior to leaving the Flight Service option.
• Developmental re-entrant to higher level facility: The employee's base pay is set at the previous base pay until such time as the employee successfully completes the developmental stage that results in a higher base pay.
• Developmental re-entrant to same level facility: The employee's pay is set at the same pay as previously obtained, but no less than the current minimum base pay for the developmental stage attained prior to leaving the Flight Service option.
• Developmental re-entrants from other ATS options: The employee's pay is set at the appropriate training level in Section 33 (H) (2) (b) or Section 29.

33. Re-entrant Pay Setting After Returning from Leave Without Pay (LWOP).

• Extended LWOP - Upon return from LWOP of more than one year (continuous), CSC or Developmental Air Traffic Control Specialist's base pay shall be set according to reentrant pay rules.
• Limited LWOP - Upon return from LWOP of one year or less (continuous), CSC or Developmental, Air Traffic Control Specialist's base pay shall be set as though the employee never left the applicable payband, accruing all OSI/SCI increases to which entitled.

Military Personnel are covered under Title 38 USC Chapter 43 1 0 USC IO (d) and CFR Part 353.

OWCP is covered under Section 8151 Title 5, USC.

34. New Entrant/New Hire Pay Setting. This category includes the types of experience listed in the basic qualification guide.

The starting salary for New Hire employees reporting to the Academy for training is as follows:

• ATC-1A (Basic Qualifications) = 60% of ATC-3
• ATC-IB (Specialized Qualifications) = 75% of ATC-3
• ATC-2 Academy graduate equivalent = 85% of ATC-3

The starting salary for a New Entrant.

• If a New Entrant is a current federal employee whose current, or highest previous federal pay is less than the ATC-2 pay level, set pay at the ATC-1A or ATC-1B levels as appropriate.
• If a New Entrant is a current federal employee whose current, or highest previous federal pay is greater than the ATC-2 level their new pay shall be set at 85% of the CSC-1 level of the facility level to which assigned.

35. Specialized Categories of Employment and Pay Setting: Employees entering the bargaining unit at the ATC-3 minimum base pay:

• Military/DOD controllers
• Certified Foreign Air Traffic Control Specialists
• Aviation Dispatcher
• Pilot
• Other Aviation Specializations.

36. Organizational Success Increase (OSI). The annual increase in the average Air Traffic Control Specialist's pay rate, resulting from within-grade-step (WIG) increases, is 1.6%. The WIG pool of funds is a percentage of the NAATS bargaining unit PC&B. Sufficient funds therefore exist to insure every bargaining unit member will receive some pay increase annually. Therefore, the NAATS OSI shall be the General Schedule Annual Increase (GI) plus 75% of the WIG pool OR when the FAA OSI is greater than the NAATS OSI the difference shall be shared equally between the OSI and the SCI pools. This annual increase shall be paid as soon as the OSI is determined or effective, whichever is earlier.

37. Superior Contribution Increase (SCI). The annual increase in the average Air Traffic Control Specialist's pay rate, resulting from WIG increases, is 1.6%. Since the WIG pool of funds is a percentage of the NAATS bargaining unit PC&B, sufficient funds exist to insure some bargaining unit members will receive some pay increase annually. Additionally, the Quality Step Increase (QSI) pool of funds are also a percentage of the NAATS bargaining unit PC&B. These funds are reserved annually by the FAA for the FSS bargaining unit. The NAATS SCI shall be 25% of the WIG pool, plus the QSI pool. However, when the FAA OSI is greater than the NAATS OSI, the NAATS SCI shall be 25% of the WIG pool, plus the QSI pool plus one half the difference between the FAA OSI and the NAATS OSI. This annual increase shall be paid as soon as the OSI is determined or effective, whichever is earlier.

38. SCI Implementation. The parties mutually agree to meet within 90 days of this agreement to begin discussions on developing the necessary criteria to be used before implementing the SCI. In the interim, the Parties agree to uniformly distribute the SCI to all NAATS bargaining unit members.

39. Annual Adjustment of Paybands. The FSS level paybands shall be increased annually by the amount of OSI paid to bargaining unit members. If the annual pay increase places an individual's pay above the maximum of the payband, that individual will receive all increases to base pay as if they were within the band parameters. The resulting base pay will be used to calculate all differentials, premium pays, retirement contributions and all other appropriate pay benefits. If an individual's basic pay is above the maximum of the payband, applicable rules for above band pay adjustment will apply (i.e. Facility Level Retention).

40. Permanent Change of Station Relocation Funds. Within ninety (90) days from the signing of this agreement a joint NAATS/FAA workgroup will meet to address the concerns, processes, procedures, and costs regarding the relocation of any bargaining unit employee.

41. Ratification Bonus: It is in the interest of both parties to this agreement to implement this agreement as soon as practicable, and to improve the Labor- Management Relations, and to avoid further expenses in reaching agreement on compensation issues. Therefore, the employer agrees to pay each member, for voting in the ratification process, a one time signing bonus of $1,000.00. This bonus shall be paid the first full pay period after the ratification of the agreement.

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DC Data Dump 

Donna Holmes ATP Liaison 202-267-9166	Dan Petlowany ARS Liaison 202-493-0174
Kate Breen ATX Liaison 202-267-8028	Nancy Batye ARR Liaison 202-366-4381

ATP Update

Donna Holmes ATP Liaison, 202-267-9166

AIS. Several PTR's are still outstanding. We are working on the flight planning capabilities as well as the ability to use the Notam 2000 program that was developed in CXO. An article 9 briefing on the updated capabilities of the system will be taking place on May 17th.

ACD. Attached is a list of problem reports generated at the national ACD meeting. ATP and AOS are working to resolve these issues. The national ACD workgroup will be be getting together to resolve some of the I/I issues as well as look at some of the national parameter settings. Other issues being looked at are the delivery of the Marquee boards to all facilities (installation is mandatory however you may complete I/I on what goes on it and where it is placed on the local level.), and the backlighting display.

FSDPS. A meeting is being set up to develop recommendations (MOU) for FSDPS staffing and training for the interm until Oasis is deployed. More info as it develops.

0ASIS. Emphasis is being put on the schedule for Oasis deployment at SEA. Procedures for the 7110.10 are in draft format. Training begins for the specialists on June 5th. I'm sure Jeff Barnes will brief all the details.

OASIS Consoles. Console numbers were re-validated at about 17 facilities. I should be receiving the report this week. The console MOU is in draft form and ATP will be getting back to the Regions regarding credenzas and noise suppression panels.

RAIS - vs - LAA(privatized test). The RAIS test is proposed to begin on June 15th. An MOU is currently being worked to cover all National issues. I will send out the MOU as soon as it is signed. The LAA private test will be taking place in North Bend Or., Arcata Ca., Rock Springs Co., (123.65) and Marquette Mi.( 122.15) At this time the proposed frequencies for this test are 123.65 and 122.15. At the end of the test the FAA will do an evaluation of the services. Bill was able to get agreement from Jeff Griffith that NAATS will be able to review the results.

Juneau Wind Project. The national NCP has been approved. Alaska has been given the go ahead from FAA hdqts to develop a Regional MOU.

PWC Convention. I attended the National PWC convention for Wally on May 9th. as a member of the LMR panel. Some issues of PWC concern were:

NFP

• Flexible schedules and part time employees
• Disparate treatment on disciplinary actions
• Access to Intra-net at operational facilities
• Unions non-support of Special Emphasis groups

I'd just like to elaborate a little on the last issue...Evidently we have union representatives that have been very vocal in the non-support of special emphasis groups. I believe that our Union represents all employees and being a member of a special emphasis group should not be looked down upon. We are the sole representatives of the Flight Service specialist. The special emphasis groups do not represent individuals however many of our goals are the same. We address EEO, Child Care, part timing and the like in our contract. These are for the benefit of all members not just those of special emphasis groups. Maybe we can work together toward our goals rather than fighting among ourselves.

Pre-Developmental Program. Maureen Woods reported that this program will be re-established. More info to follow.

THE VOICE OF FAA: 1-877-888-4325 Check it out!!!!

ATX UPDATE

Kate Breen, ATX Liaison

Budget-Money, what money?!! Air Traffic is in the hole for approximately 30 million dollars at last count and the rumor around the floor here is the FAA will not be getting the 77 million dollar supplement anytime soon, if at all! So let me tell you a story about the latest boondoggle I've heard about. It seems the FAA pays to rent space in downtown DC at a rate between $50.00 and 75.00 per square foot to house FAA employees working on projects such as free flight.(I hear the offices are just gorgeous!) Why you might ask, well the FAA doesn't have any space left in the building across the street known here as 10B, which costs the FAA $25.00 per square foot to maintain. The reason for the lack of space in 10B, it seems the FAA Administrator felt the need to give the second thru sixth to the presidential inaugural committee to plan the festivities. So once again we're in the hole financially but giving away valuable space. Let me just finish by saying I have no hard proof of any of this, but I did get it from a very reliable source!

Staffing. The initial requirement in FY-01 for new hires is between 200-250 new controllers for flight service, possibly more if folks decide to retire now instead of waiting a year or two.

Training. Now comes the problem, the budget for FY-01 at this point will only cover training 98 of those 200-250 new controllers. The only way to get that many people trained for next year is to run day and evening courses at the academy and that would cost somewhere in the neighborhood of $500,000.00. So this battle is ongoing at the moment, I'll keep up advised of any changes. Two new things NAATS is working on now are, how do we get courses established at the Collegiate Training Initiative (CTI) schools and how do we get a new test/screen developed other than the old OPM test. Stay tuned!

Misc. I was going to have an article prepared on the FAA's Spring 2000 Initiative, but the management side of the house refused to establish an MOU regarding Intranet usage on the operations floor by specialists. So there is no need to explain what great products we would be able to use seeing we can't use them! Did you follow all that!!! However, if you're at home or you have a pilot on the line that can get on the internet, you/pilot can still pull up some of the information at   http://www.atcscc.faa.gov  www.atcscc.faa.gov. Why should we at the FAA be able to freely pull up information distributed by the FAA? OH wait we can if you ask your supervisor to stop what he/she is doing and pull it up, you can get it. I'm sure that will please them to no end, especially heading into the busy summer months. I was given a hands on demo of OASIS last month, and I have to tell you I was very pleased with what I saw. Granted there are still a few bugs to work out, but I'm here to tell ya it is 100 times better than what we are currently using. My hats off to Jeff Barnes and company (both NAATS and FAA employees) for working hard to get us a usable product. Thank You!

In closing, I've heard it a hundred times before, "why should I join NAATS?" Well let me give you a couple of things to think about! NAATS is working hard to secure the future of flight service and that means your future. The work that Wally, the Board of Directors, and other representatives have done on the contract, pay negotiations, and different projects like OASIS is invaluable and at the very least deserves your support by joining. Let me remind you all of a story in the newsletter a couple of months ago, where a union member was ill and needed help with leave donations. The donations from across the country from other union members was heartwarming and shows the kind of support surrounding other union members. I know it sounds corny, but we are all part of a brotherhood/sisterhood, and there maybe a time when you need help from your brothers/sisters. So if you are a dues paying union member now, THANK YOU! If you're not, think about supporting the people who support you. Have a great Memorial Day Weekend and summer.

   

ARS UPDATE

Dan Petlowany, ARS Liaison

AFSS VOICE SWITCH (AFSSVS)

The Final Requirements Document (FRD) for the AFSSVS has been completed and is making its way through the approval process. The Investment Analysis Report (IAR) is also complete in preparation for the upcoming Joint Resources Council (JRC) on May 30, 2000. The JRC will either approve the program or terminate it. If the AFSSVS is approved as a program, a budget line and funding stream will be developed. If the AFSSVS is not approved as a program, we will continue to use the Litton or Denro ICSS equipment. The advantages of the AFSSVS include: modernized technology, improved interface to frequencies (eliminating the current push buttons) and an improved interface to the ACD/VRS (eliminating the ugly black boxes from the consoles). The disadvantages to the AFSSVS include: possible future part timing of some AFSSs and possible future consolidation.

Members of the AFSSVS Integrated Requirements Team (IRT) and human factors experts at the Tech Center in Atlantic City, New Jersey, have developed a prototype of what the AFSSVS inflight interface could look like. It is planned that the AFSSVS will have Touch Entry Displays (TEDs) at each controller position. The prototype is designed to operate on a 15 inch TED, using a powerpoint program. Field personnel will be brought in to the Tech Center at the end of July to provide feedback on the prototype.

NEW ARW LIAISON

I have spent the last couple of weeks handing off many of my Aviation Weather Requirements (ARW) programs to our new ARW Liaison, Margaret Hamilton. Margaret is from Bangor AFSS and we are happy to have her aboard. I appreciate the support that Dave Whatley, ARW-1, has given NAATS in reestablishing this position. There are many programs going through ARW that involve Flight Service, and having Margaret available to work on them will be a big plus for NAATS and the FAA.

ARX/ARR/ARN UPDATE

Nancy Batye, (202) 366 4381 / [email protected]

PROJECT STATUS REPORT. When I arrived in D. C. I was assigned a workload of approximately 14 projects. The first order of business was to determine the status of each project and access the potential impact to NAATS. I have provided a short overview of each project and any current activity.

AFSSVS. I have replaced Rob Erlick on this team. I participated in the demonstration of the Prototype in Atlantic City. I also reviewed the Final Requirements Document and provided input. Dan and I are jointly working this project. The April 27,ARS Update will provide you with the details.

NAS Infrastructure Sustainment Shortfalls 2000. I reviewed NAS Infrastructure Sustainment Shortfalls 2000, and provided a copy for distribution to the BOD a couple of weeks ago. The document makes recommendations for the support of several projects that are of a concern to NAATS.

When reviewing the document remember that sustainment does not mean sustaining the system. The intent is to sustain the service, which may require deployment of new equipment or technology. This is an ongoing effort that I will continue to monitor.

Seismic Safety. This project deals with the ability of facilities and equipment to withstand seismic shock. This project deals with the safety of those working in areas where seismic activity occurs or could potentially occur.

I met with Fred Broadway, the Product Team Lead. The Draft Initial Requirements Document has been prepared and awaiting signature. This project will take back off in about 30 days. Fred acknowledges that NAATS (and all unions) have great interest in this project, as it deals with the individual safety of our bargaining unit members. I will review a copy of the IRD and provide any concerns. Additionally I have been added to the team and will be informed of all meetings or progress.

FAA Telecommunications Infrastructure Product Team (FTI). I am a member of the FTI - Product Team and have been serving as a "core team" member for several months. This is a massive project dealing with the replacement of the telecommunications infrastructure for the entire FAA. This project deals with the actual lines, including numbers and types, used to transport voice communications and data. This project is of great interest to NAATS, as it will affect every field facility. There are numerous meetings weekly on this project and the entire FTI-PT meets every other week.

A Transition/Implementation team has been developed. Originally this team was to work issues involving Telecommunications Service Management (TSM)/NAS Implementation Branch (ANI) relationships and how the respective parties would do business. The group developed a charter as "FTI Transition & Implementation Work Group.

After reviewing the minutes of the FTW meeting, I have concerns that this group has or will cross over from the intended mission of working on the relationship into actual implementation strategies. The minutes discuss delivery schedules and the intent to identify sites for installation. After a short discussion within the FTI Core Team, NAATS will be added as a full team member on any team working on transition and or implementation issues

Ground Based Navigational Aide Sustainment (GBNA). This project deals with the sustainment of the NAS. Remember, sustainment does not mean equipment, but relates to services. The group is currently gathering data on existing systems. This data includes the number of systems and supportability. Some of NAATS concerns are that sufficient NAVAIDS remain in place that will allow Air to Ground Communications as well as functions, such as, Lost Aircraft Orientation. This is an on going workgroup that meets biweekly.

NEXCOM. This project deals with the "Next Generation Communications. I have made contact with the Project Lead and will meet with him to discuss NAATS interests.

Weather (NO REAL NAME, YET). A new project will be kick off in the next 2 weeks. The goal is to bring all weather products under one mission analysis umbrella. I have received the preliminary package.

SECURITY. Unions, including NAATS, have had limited involvement in the security arena. There are actually 4 projects dealing with security. There has been and continues to be a lot of controversy surrounding these issues. This applies both to the involvement of the unions and how to proceed on INFOSEC. Bargaining unit members will be held accountable for the security procedures developed. Also the means in which training is to be conducted will be an issue, directly tied to the accountability piece. I am scheduled for 2 meetings on security on May 4 and will have more information at that time.

Information Security (INFOSEC). INFOSEC is required by a Presidential decision as well as by law. Congress was so pleased with the FAA progress with INFOSEC that they appropriated and additional 50 million for use in 2002. This was based on if the FAA could show a valid need, and the papers were turned in the next day. I don't know how they plan to spend these funds or what impact it will have on NAATS.

The FAA developed a video tape satisfy a requirement that the FAA must provide briefings/training on information security to all employees. This tape was sent to field without an Article 9 briefing. I have reviewed the tape and feel that it is of poor quality. Also, the tape task people with asking questions of potential intruders. A request has been made for "Status Quo" until an Article 9 briefing has been received.

Computer Security (CSIRC). The program deals with all of the FAA computer systems. There is a program in place to aid the FAA with identifying potential problem systems. When the FAA used systems that were developed specifically for the NAS, outside infiltration was not as much of a concern. With the FAA moving more towards purchasing "off the shelf" type equipment the concerns of hacking and infiltration continue to rise. Again training and accountability are possible issues.

Facility Security Risk Management (FSRM). This area is where the greatest impact to the bargaining may occur. The design team is drafting a performance standard that should be ready in 2 weeks. There is a facility risk assessment being conducted. Each facility that was included in this FY Assessment is automatically allocated $2500.00 available for simple fixes at sites. Additional fixes include cameras, restricted parking, metal detectors, etc.

Each facility will be asked, or has been ask, to develop a Facility Security Plan. Many of the affected facilities felt that most issues are already addressed in their Contingency Plans. There will be local I/I issues associated with this mandate.

Physical Security. This topic was not discussed much at the meeting. There was a mention of violence in the work place and other personnel issues. The academy has been instructed to prepare mandatory video on Physical Security. I will address this in the 5/4 meeting.

DUATS. I co-represent with Jeff Barnes on this project. Anything dealing with the deployment of OASIS will fall to Jeff, and I will continue to work issues involving the current system.

At this time the DUATS project is on hold, awaiting the implementation of OASIS. The current plan is to award a "bridge contract" to keep the DUATS system in place, as is, until OASIS is deployed. I have met with the Project Lead and will be informed of any new developments.

Automatic Dependent Surveillance Broadcast (ADS-B). This system is located onboard the aircraft and is similar to TCAS. This equipment is more accurate than TCAS and is considered part of the technology that will enable "free flight".

I Met with James Sizemore, the Project Lead. I will continue to research the status of the project. There is no current NAATS involvement. NAATS will have some concerns in this arena, mostly dealing with procedures and training.

Flight Information Service (FIS). This project is under the SAFE FLIGHT 21 initiative. The FIS is an onboard system that provides a cockpit display of all, current weather and charts. (Not just radar) It is similar to the service used by the airlines, which is provided by ARINC.

This is of MAJOR importance to NAATS. It is envisioned that all general aviation aircraft will be equipped with this system, minimizing the use of Inflight updates and advisory services. This project is already at the stage of going out to the vendor. My source believes that ARINC has already secured the contract. I will continue to research the status of this project.

Small Aircraft Transportation System (SATS). This project is a "new age" program. NASA and the FAA are in partnership with State and Local aviation development organizations. This project deals with developing digital airspace infrastructure and technologies that enable flight in specially equipped aircraft with a minimum of flight instruction or participation on the part of the pilot. The aircraft will be equipped with ADS-B, FIS, and Auto-pilot. This project current being worked by NASA and is expected to come back to the ARX division in approximately 1 year.

While this does seem like it is really out there, the prototype aircraft has been featured on the news and sports such items as a parachute that allows the aircraft to float gently to the ground in the event of a loss if power. There is a web site if you would like more information.  http://sats.nasa.gov   http://sats.nasa.gov 

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NAATS Convention 2000

NAATS

CONVENTION

2000

SAN DIEGO, CA

NOV. 15-16, 2000

The Handlery

Hotel & Resort

FACREP TRAINING

NOV. 14TH 

Reservations: 619-298-0511/800-676-6567 (M-F 8-5)

Refer to NAATS meeting for special group rate of $89.00

By Oct 12, 2000

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Walter W. Pike, President

This page was last updated on 16 June, 2000