Over time budget

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Spoony90

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Do supes get bonuses for coming under budget on OT? Few weeks ago, they found out they had extra OT money and ever since then, they been super stingy with it. Running the facility more understaffed than what it is and cutting controller breaks short so they don’t call in OT. Just makes me wonder
 
Every single thing a sup does is taken into consideration for their performance review. If they can write they reduced OT hours, or minimized break times thus leading to increased operational oversight. They will receive one of three % performance based multipliers that increase their Jan pay raise. So long story short yes, every silly ass moving goal post objective is for their review, or their supervisors review Etc.
 
Spoony90 said:
Do supes get bonuses for coming under budget on OT? Few weeks ago, they found out they had extra OT money and ever since then, they been super stingy with it. Running the facility more understaffed than what it is and cutting controller breaks short so they don’t call in OT. Just makes me wonder
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mostly no, but it can be a positive year end note. All of the supes in your area will be under budget so they will all have that accomplishment, rendering it useless since they are competing against each other.
Don't believe everything you read on this site about supes, were not all money hungry and out to get you.The reason they started working you more is because a couple weeks ago the service areas starting focusing on TOP and now all the managers are under fire and competing to not be at the bottom. Ask your supe to see the spreadsheet and see where your facility stands, i bet its under 4 hours and your atm is making them pump up the numbers.
 
I hate TOP so much. Its sorta the definition of how metrics can create bureaucratic inefficiency. Increasing TOP in FAA parlance really just translates to splitting off sectors with no regard for what the operation actually requires at the time.

Its literally why I'm not completely on board with "staffing will solve everything." You end up working just as much. They just work you in dumber ways. 2 man mids turn into 3 man, sectors split earlier, etc etc.
 
Soul_Controller said:
I hate TOP so much. Its sorta the definition of how metrics can create bureaucratic inefficiency. Increasing TOP in FAA parlance really just translates to splitting off sectors with no regard for what the operation actually requires at the time.

Its literally why I'm not completely on board with "staffing will solve everything." You end up working just as much. They just work you in dumber ways. 2 man mids turn into 3 man, sectors split earlier, etc etc.
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While there is some truth to that, there are plenty of facilities where everyone is working 6 days a week and spot leave doesn't exist. The goal should be to have staffing be such that overtime isn't ever scheduled.
 
This whole top vs overtime spent comes up every damn year from the bean counters. Same horse and pony show.
 
Want to help them out with TOP? When you're CIC, no matter traffic volume, open every position possible. New controller comes up, open new position. Wait until everyone is near 2 hours and call OS to come up and help with the breaks. TOP is a bad metric at tracking how efficient we are at doing the job and staffing. Probably a good reason why bean counters couldn't understand how we could be "staffed" by the numbers but still working mandatory OT.
 
Spoony90 said:
Do supes get bonuses for coming under budget on OT? Few weeks ago, they found out they had extra OT money and ever since then, they been super stingy with it. Running the facility more understaffed than what it is and cutting controller breaks short so they don’t call in OT. Just makes me wonder
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No they don’t. Ask anyone who says they do to show you where it says that. In my experience the people who are saying this are the anti-govt types who complain about govt spending yet have their hands out when they think the govt is being stingy.
 
FullLengthFrank said:
www.opm.gov

FAA Measures Employee Performance Based on Results

Federal Aviation Administration's use of results-based measures in employee performance plans.
www.opm.gov www.opm.gov
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Show me one management review that says “you stayed under your overtime budget, here is a bonus”

If that’s the case why don’t they overestimate every single year just to get the bonus because they stayed under it?

I’ll eat my words if you do.
 
Ad1234 said:
Show me one management review that says “you stayed under your overtime budget, here is a bonus”

If that’s the case why don’t they overestimate every single year just to get the bonus because they stayed under it?

I’ll eat my words if you do.
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Well you've got me there, 🤣 I don't have a supervisors review. You have a good point and i can't explain either why managers at the district level seem like they make new goals almost quarterly (OT or otherwise ) for operational personnel to meet other then to show improvement or goals met. I don't know about the OT thing but performance based incentives do exist for them. And that's totally cool, no hate from me there.
 
FullLengthFrank said:
Well you've got me there, 🤣 I don't have a supervisors review. You have a good point and i can't explain either why managers at the district level seem like they make new goals almost quarterly (OT or otherwise ) for operational personnel to meet other then to show improvement or goals met. I don't know about the OT thing but performance based incentives do exist for them. And that's totally cool, no hate from me there.
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I’ve seen the reviews and the end of year percentages they get based on their performance. There are 4 expectations categories based on a written performance review:does not meet, meets, exceeds, significantly exceeds. The percentage bonus is based on which of those you get. Obviously the better you get the higher the percentage. I’ve seen the range and it’s somewhere in the 0-10 percent on base bay. So while controllers don’t get that, it’s not huge, and hardly anyone gets significantly exceeds, I mean look around ha. When you get to the higher levels on the agency, and since they no longer can raise your pay above the cap after you’ve received your fifth unearned promotion, they will shrink your locality and increase your base pay, so that when it comes to bonus time you get a larger chunk of money. That’s why you see some of those larger numbers and While this is the year end bonus, of course we don’t see them often but they are more likely to get an award for random acts along the way.
 
Ad1234 said:
I’ve seen the reviews and the end of year percentages they get based on their performance. There are 4 expectations categories based on a written performance review:does not meet, meets, exceeds, significantly exceeds. The percentage bonus is based on which of those you get. Obviously the better you get the higher the percentage. I’ve seen the range and it’s somewhere in the 0-10 percent on base bay. So while controllers don’t get that, it’s not huge, and hardly anyone gets significantly exceeds, I mean look around ha.
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I hate to say it, but the higher level facility, the more significantly exceeds I’ve seen. The crazy thing is, if you’re at a 12, and bid a supervisor job,they are offering 15% bump. And then within 3 years of pay raises you can be capped out.
 
Spoony90 said:
Do supes get bonuses for coming under budget on OT? Few weeks ago, they found out they had extra OT money and ever since then, they been super stingy with it. Running the facility more understaffed than what it is and cutting controller breaks short so they don’t call in OT. Just makes me wonder
Click to expand...
Short Answer is no. There is no direct computation that puts budgeted moneys directly into a Sups pocket. But as said before, they do get increases based on performance levels, so it can influence their decisions in trying to look good on an eval at the end of the year showing they can effectively manage "Resources" for the agency.
 
There's a "financial acumen" portion that indeed affects awards and overall compensation for ATMs. Fuck those cuck supes, yo.

Perhaps I did a temp mgmt. position in order to understand the other side for future art of war.

Perhaps I didn't.
 

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