2016 Convention Videos

2016 Convention

MJ

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MJ0730 submitted a new resource:

2016 Convention Videos - Staffing/ERR topics at the 2016 convention

First video summary...

Dean Iacopelli-

He talked about the history of staffing. He brought up Article 96 from Green Book. Then we lost it in White Book, and agency was unwillingly to allow the union to discuss staffing during the Red Book implementation. In September 2012, the union started working with the agency on the Collaborative Resource Workgroup which is the basis of everything we have now. It was designed to “…review, revise, and improve operational data models for the distribution of ATCS throughout ATC facilities.” The agency hasn’t liked to meet and/or share data on staffing.



Andrew LeBovidge-

He discussed each column of the staffing worksheet using Roswell, New Mexico as an example. It tried to create a framework to source all data to the same area where it could be used more efficiently. It gets published every month and is based on individual data input from each facility.



Training Success Rate-

The agency had been using an aggregate number for similar types and levels of facilities on the terminal side. Centers were using exact certification data for their projections. AJT finally agreed to release exact terminal data in September 2016. There are still questions about the accuracy of data, but the union is working with agency to ensure that it is as accurate as possible.



Retirements and Other Losses-

This is calculated by FAA Financial using a specific algorithm. It does pretty good job of projecting attrition due to deaths, retirements, resignations, etc.



Staffing Workbook data is input by local facilities. Agency puts out reminders to management, but it is up to them to input data in a timely manner and input accurate data.



Tom Adcock-

He discussed staffing and hiring by agency. The agency finally met their staffing goal in FY 2016. This was the first time in over seven years. Just under 1,800 hired in fiscal year 2016. FY 2017, hiring goal is 1,400 (800 to enroute facilities and 600 going to terminal facilities). All sources announcement closed on August 15th and had two pools of applicants (29,000 applied/ 11,000 passed initial qualification). Pool 1 was VRA and CTIs (4,284 applied). 40% were veterans and 60% were CTIs. Neither is required to do BQ as part of the hiring process.

Off the Street makes up the second pool and roughly 6,800 passed the BQ. The agency is projecting 30-35% attrition due to ATSA, failed medical, etc. ATSA testing begins in October 2016.



Moderator Question: How are employees placed out of the academy?

Management Services pulls a list one week before academy graduation and presents list to class. Based on class rank, individuals choose where they want to go from the available facilities presented.

The experienced controllers are rated based on ATC experience, skip the academy, and the agency uses the Priority Placement Tool to offer them available facilities.



Moderator Question: What happens if people are unsuccessful at a facility? (NEST discussion)

Andrew LeBovidge-

The NEST was one of the first collaborated efforts to help staffing. Collaboration really kicked off in 2012. The COO, at the time, wanted to terminate all people who were unsuccessful at their first facility. The NEST was designed to eliminate discrepancies at local facilities. The NEST chooses either retained or recommended for termination. NEST then determines level of facilities for retained individuals based on prior certifications. The VP of ATC operations doesn’t make the decision like in the MOU as it has been delegated down to the director level. Those individuals, directors, render final determination on retention or termination. The NEST cannot recommend recycling someone through training at their individual facility. That should be done at the local level through TRB, grievance, etc. With the streamlined process, FSS is now an option for unsuccessful ATC employees and level 4/5 facilities are options for unsuccessful FSS individuals.



National Release Policy Discussion

Dean-

The MOU was signed November 2015. The union specifically agreed to take the MOU forward with the agency as part of the Slate Book negotiations. The process for submitting an ERR remains the same as before under the Red Book. The collaborative group is thinking about changing it to an automated process through USA Jobs though. The “Priority Consideration” portion of the contract only applies if your facility meets the standards set out by the national release policy. The National Release Policy covers all ATCers, in the field facilities, regardless of where you are going in the ATO.

CAT 1 meets qualifications of 90% or more of staffing requirements (up to 3 month release date/ 6 months at employee’s discretion)

CAT 2 meets national average (up to 12 months)

“Red Facility” subject to NO RELEASES

Dean said, “We purposely designed it this way..”

A facility’s ATM can make a request to move up dates on a CAT 1 or CAT 2 release and the VP of Air Traffic Services can approve/deny their request. A facility’s ATM can make a request for a deviation to the Deputy of COO who can approve/deny “red facility” requests and must notify union of choice.

N90/C90 return MOU supersedes NEST placement as it requires unsuccessful individuals to report back to their prior facility.



Mutual Swaps-

Not an exception to the National Release Policy. If any party in the swap is at a “red facility,” swap will be denied.

Hardships can go to any facility where your arrival doesn’t take receiving facility over 100%.



Mike Robicheau-

He said, “NCEPT is kind of like a football draft…”

Managers can rank available individuals for facilities, but NCEPT makes final determination.

Temporary supervisors must comply with the National Release Policy. If a facility has more than 90% staffing, a person is released. If a facility is less than 90% staffed, they need a deviation approval.

He said, “…seems to be working out very well.” “…so far, so good with NCEPT.”

Read more about this resource...
 
Last edited:

bluegrass_gal

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FAA
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9
Facility
SHV Shreveport Tower
I am not going, but my husband will be. We actually have 3 people from our local attending and we are a level 6. It's in our local constitution that sending people to the convention is a priority. If your VP really wants to go then, in my opinion, y'all should push the subject harder and if the president doesn't listen then take it up with the RVP. If no one goes on y'alls behalf then you have no voice. There are a couple major issues this convention and I would be pissed if my vote didn't count. If it's a matter of money, then maybe the spending needs to be evaluated bc you get a minimum of $2200/yr from dues rebates, so in a two year time $4400 should be feasible to send at least one person to the convention and also have your parties or what not.
 

bluegrass_gal

Member
FAA
Messages
9
Facility
SHV Shreveport Tower
We try to always send as many people as we can. Everyone going is involved in NATCA. The booze are nice but it's so much more than that. If you haven't been to any events or classes then I highly recommend it.
 

MJ

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2,586
Just wondering if there's anything worthwhile that's happened. New info, votes, etc.
 

MJStrick

Member
Messages
7
Amendments for adding active duty military time to Natca seniority time all failed...dispite the convention theme being salute to service and hearing a speech by a Medal of Honor recipient.

Everyone is super in favor for privitization, to the point that this morning we listened to Natca putting NavCanada leadership on the stage for 2+ hours to pitch us on how well it worked for them. Natca leadership pushed privitization super hard, like shove it down your throat hard. Delegates here are drinking the cool-aid by the gallon...not me.

Natca is super in support of Hillary and made a dude give us a speech about how we all need to vote for her.

Currently listening to the NCEPT panel speak, tons of people are asking questions right now. Still not a perfect process, I just heard the NCEPT team literally say that the current priority placement tool is up on the Natca website...its up there, but it's not the most current. Absolutely no mention of the facility priority lists, until someone asked why Natca isn't publishing that on their site. Natca is recording the entire convention and will be archiving everything and it will be available online soon.

NCEPT selection is like a draft. Confirmed.
 

MJStrick

Member
Messages
7
Reference the facility priority lists. Facilities at the top of the list that have zero vacancies, will be skipped because the list is created using a program that "sometimes messes up" all the data. Don't know why they published the list with error they could take out..
 

MJ

Administrator
Staff member
Messages
2,586
Reference the facility priority lists. Facilities at the top of the list that have zero vacancies, will be skipped because the list is created using a program that "sometimes messes up" all the data. Don't know why they published the list with error they could take out..

It's not messed up, it's giving them exactly what they input. Garbage in, garbage out.

Thanks for the info dude.
 

rugbydog11

Forum Sage
Messages
504
Almost every amendment and resolution failed to pass, or was withdrawn. I could tell by the email I received that they were pushing how super awesome privatization will be -sarcasm- by saying the certain resolutions failed and throwing a "(only 1 delegate in favor)" behind those attempting to stop privatization.
 

MJ

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Staff member
Messages
2,586
I find irony in the fact that they are campaigning for Hillary under the threat of "republicans will privatize you!" while simultaneously pushing privatization.
 

MJ

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Staff member
Messages
2,586


If someone wants to annotate topics/questions and the times, I'll put these on their own page or resource for archiving
 

Stinger

Moderator
Staff member
Messages
1,491
Watching the Q&A video now.
First thought: the panel was adamantly opposed to treating an overstaffed area within an understaffed facility any different than the rest of the facility....makes no sense why they'd want that. It should be treated different.

That video got good towards the end! Worth a watch!

The way Andrew LeBovidge talks reminds me of some actor....But I can't place it. Maybe Stanley Tucci or Kevin Spacey? Maybe not even them and it's someone totally different, idk.
 
Last edited:

Dontbotherme

Forum Sage
Messages
752
First video summary...

Dean Iacopelli-

He talked about the history of staffing. He brought up Article 96 from Green Book. Then we lost it in White Book, and agency was unwillingly to allow the union to discuss staffing during the Red Book implementation. In September 2012, the union started working with the agency on the Collaborative Resource Workgroup which is the basis of everything we have now. It was designed to “…review, revise, and improve operational data models for the distribution of ATCS throughout ATC facilities.” The agency hasn’t liked to meet and/or share data on staffing.



Andrew LeBovidge-

He discussed each column of the staffing worksheet using Roswell, New Mexico as an example. It tried to create a framework to source all data to the same area where it could be used more efficiently. It gets published every month and is based on individual data input from each facility.



Training Success Rate-

The agency had been using an aggregate number for similar types and levels of facilities on the terminal side. Centers were using exact certification data for their projections. AJT finally agreed to release exact terminal data in September 2016. There are still questions about the accuracy of data, but the union is working with agency to ensure that it is as accurate as possible.



Retirements and Other Losses-

This is calculated by FAA Financial using a specific algorithm. It does pretty good job of projecting attrition due to deaths, retirements, resignations, etc.



Staffing Workbook data is input by local facilities. Agency puts out reminders to management, but it is up to them to input data in a timely manner and input accurate data.



Tom Adcock-

He discussed staffing and hiring by agency. The agency finally met their staffing goal in FY 2016. This was the first time in over seven years. Just under 1,800 hired in fiscal year 2016. FY 2017, hiring goal is 1,400 (800 to enroute facilities and 600 going to terminal facilities). All sources announcement closed on August 15th and had two pools of applicants (29,000 applied/ 11,000 passed initial qualification). Pool 1 was VRA and CTIs (4,284 applied). 40% were veterans and 60% were CTIs. Neither is required to do BQ as part of the hiring process.

Off the Street makes up the second pool and roughly 6,800 passed the BQ. The agency is projecting 30-35% attrition due to ATSA, failed medical, etc. ATSA testing begins in October 2016.



Moderator Question: How are employees placed out of the academy?

Management Services pulls a list one week before academy graduation and presents list to class. Based on class rank, individuals choose where they want to go from the available facilities presented.

The experienced controllers are rated based on ATC experience, skip the academy, and the agency uses the Priority Placement Tool to offer them available facilities.



Moderator Question: What happens if people are unsuccessful at a facility? (NEST discussion)

Andrew LeBovidge-

The NEST was one of the first collaborated efforts to help staffing. Collaboration really kicked off in 2012. The COO, at the time, wanted to terminate all people who were unsuccessful at their first facility. The NEST was designed to eliminate discrepancies at local facilities. The NEST chooses either retained or recommended for termination. NEST then determines level of facilities for retained individuals based on prior certifications. The VP of ATC operations doesn’t make the decision like in the MOU as it has been delegated down to the director level. Those individuals, directors, render final determination on retention or termination. The NEST cannot recommend recycling someone through training at their individual facility. That should be done at the local level through TRB, grievance, etc. With the streamlined process, FSS is now an option for unsuccessful ATC employees and level 4/5 facilities are options for unsuccessful FSS individuals.



National Release Policy Discussion

Dean-

The MOU was signed November 2015. The union specifically agreed to take the MOU forward with the agency as part of the Slate Book negotiations. The process for submitting an ERR remains the same as before under the Red Book. The collaborative group is thinking about changing it to an automated process through USA Jobs though. The “Priority Consideration” portion of the contract only applies if your facility meets the standards set out by the national release policy. The National Release Policy covers all ATCers, in the field facilities, regardless of where you are going in the ATO.

CAT 1 meets qualifications of 90% or more of staffing requirements (up to 3 month release date/ 6 months at employee’s discretion)

CAT 2 meets national average (up to 12 months)

“Red Facility” subject to NO RELEASES

Dean said, “We purposely designed it this way..”

A facility’s ATM can make a request to move up dates on a CAT 1 or CAT 2 release and the VP of Air Traffic Services can approve/deny their request. A facility’s ATM can make a request for a deviation to the Deputy of COO who can approve/deny “red facility” requests and must notify union of choice.

N90/C90 return MOU supersedes NEST placement as it requires unsuccessful individuals to report back to their prior facility.



Mutual Swaps-

Not an exception to the National Release Policy. If any party in the swap is at a “red facility,” swap will be denied.

Hardships can go to any facility where your arrival doesn’t take receiving facility over 100%.



Mike Robicheau-

He said, “NCEPT is kind of like a football draft…”

Managers can rank available individuals for facilities, but NCEPT makes final determination.

Temporary supervisors must comply with the National Release Policy. If a facility has more than 90% staffing, a person is released. If a facility is less than 90% staffed, they need a deviation approval.

He said, “…seems to be working out very well.” “…so far, so good with NCEPT.”
 
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