This document is provided to show where the Agency initially started (A-1) with their pay proposal.  The training stages they had, prior to engaging in regressive bargaining can also be found here.  We were in agreement on training stages ATC 4-12 for Air Traffic Controllers prior to them regressing and excessively changing and punishing the ARTCC Developmentals.  The Agency pay tables remained unchanged throughout negotiations.

 

These are not the Agency imposed pay rules.  To see the Agency imposed pay rules click here

NEW ARTICLE (Agency-1)

PAY

 

Section 1.  These pay rules supercede all previous Agreements regarding pay.  These include, but are not limited to, the Pay and Reclassification Rules MOU, Controller Incentive Pay (CIP) MOU and Hardship/Transfer MOU.  Any pay matter not specifically addressed in this Article shall be covered by Agency directives.  The express terms of this Article apply to the air traffic controllers (ATCS) and traffic management coordinators/specialists (TMC/TMS) bargaining units. 

 

Section 2.  Air Traffic Specialized Pay Plan (ATSPP) pay bands in the attached table are based on present ATC levels.  The ATC levels have been established by the Agency using a classification formula that computes a Classification Index (CI) for each air traffic facility/area in terminals and enroute centers.  The Agency retains the right to change/modify the formula for the classification index.  Traffic management specialists located in the Air Traffic Control System Command Center (ATCSCC) shall be classified as per the attached table, until an ATCSCC Classification Standard is developed by the Agency.

 

Section 3.  All employees in the AT Pay Plan on the effective date of this Agreement shall be converted to the appropriate/corresponding ATSPP pay band based on the CI that is in effect on the effective date of the Agreement for the employee’s facility of record.  Any employee who is above the pay band of the facility classification index at which the employee is assigned will retain their current base pay.  For the first seven (7) performance years following the effective date of this Agreement, these employees shall not be eligible for either an Organizational Success Increase (OSI), or an increase in locality pay.  Following the seven (7) performance years, the OSI shall be administered in accordance with Section 8 of this Article.  After the seven (7) performance years, locality pay shall be administered in accordance with Agency directives. 

 

a.      Developmentals in the AT Pay Plan on the effective date of this Agreement shall progress through the developmental pay levels (D1 through CPC); however, in no event shall their salary exceed the maximum of the ATSPP pay band for their respective facility.

 

b.     CPCs-In-Training (CPCs-IT), TMCs-In-Training (TMCs-IT) and TMSs-In-Training (TMSs-IT) in the AT Pay Plan on the effective date of this Agreement shall receive the remaining portion of the “stored amount” when they become fully certified in their new facility, up to the maximum of the ATSPP pay band for that facility; however, in no event shall their salary exceed the maximum of the ATSPP pay band for their respective facility.

 

Section 4.  A new hire or rehire, whether or not they are required to attend the Mike Monroney Aeronautical Center will have their base pay set at the AG Band upon the effective date of their appointment to their facility of record.

 

Section 5.  All new hires, rehires or employees transferring after the effective date of this Agreement will transition through the applicable Developmental stages as outlined by Agency directives.  For pay setting purposes, employees will be paid the following percentages of the difference between their current pay and their projected base salary as they successfully complete each stage.  Developmental-1 (D1) shall be 15%, Developmental-2 (D2) shall be 30%, Developmental-3 (D3) shall be 75% and CPC shall be 100% or band minimum, whichever is greater.

 

Failure to achieve full certification or to meet probationary period requirements may result in termination of employment in accordance with Agency directives. Should the employee be terminated and subsequently rehired, their base pay will be set at the AG Band with subsequent increases earned in accordance with Section 4, as if this were their first facility in the Agency.

 

Section 6.  The following rules apply to bids and voluntary transfers to any Bargaining Unit Employee position covered by this Article:

 

a.      For bids and voluntary transfers to a higher ATC level facility/area, the Agency may increase the base salary from 0% to 15% upon certification in their new facility/area.  Pay remains unchanged until Developmental Pay Progressions (D1, D2, D3 and CPC/TMC/TMS) identified in Section 5 above are met.  An employee’s base salary shall not exceed the top of the ATSPP pay band of their new facility. 

 

b.     For bids and voluntary transfers to a lower or same ATC level facility/area, base pay remains unchanged if that rate falls within the new ATSPP pay band.  If current base pay is higher than the top of the new ATSPP pay band, base pay shall be set at the top of the new band.

 

c.      Failure to achieve full certification may result in termination of employment in accordance with Agency directives. If the employee who fails to achieve full certification is retained by the Agency, pay will be set as follows:

 

(1)  If the employee is subsequently placed in the same level facility/area in which the employee was previously certified, their base pay will be set as though the employee never left the original facility/area; however, salary shall not exceed the top of the ATSPP pay band.

 

(2)  If the employee is placed in a lower level facility/area than where the employee was previously certified, base pay will be set as though the employee never left the original facility; however, salary shall not exceed the top of the ATSPP pay band for the employee’s new facility/area.

 

Section 7.  Adjustment of Pay Bands.  Pay bands shall only be adjusted at the Administrator’s discretion.

 

Section 8.  Organizational Success Increase (OSI).  OSIs are administered in accordance with this Article and Agency directives.

 

  1. After the end of the performance year, the Administrator assesses the performance of the Agency against the organizational goals and makes a final OSI determination.  Based on the assessment, the Administrator will determine whether to grant the entire available OSI pool for total success or a portion of the pool for partial success as the final OSI.

 

  1. An OSI will be added to base pay on a date determined by the Administrator.  If the employee’s salary is at or above the band maximum, the OSI will be paid as a lump sum payment.  If the OSI amount would cause the employee’s pay to exceed the band maximum, the employee will receive a pay increase up to the band maximum and the remainder as a lump sum payment.

 

  1. The following employees are ineligible for an OSI.  Employees that:

 

(1)  have less than 90 days of service with the FAA during the performance year.

 

(2)  were on an Opportunity to Demonstrate Performance (ODP) at the end of the performance year.

 

(3)  were unsuccessful in completing an ODP during the performance year.

 

(4)  received an unsuccessful performance rating.

 

(5)  received a suspension, reduction in grade or pay for conduct or performance, or issued a removal decision letter during the performance year.

 

(6)  were decertified as a result of a performance deficiency during the performance year.

 

(7)  were covered under the Air Traffic Pay Plan on the effective date of this Agreement.  This ineligibility shall last for a period of seven (7) performance years.

 

Section 9.  Superior Contribution Increase (SCI).  SCI’s will be added to an employees’ base pay on a date determined by the Administrator after the OSI is paid.  The SCI amount will be based on the employee’s base pay rate in effect prior to computation of that performance year’s OSI. OSI and SCI payments will not be compounded.  If the SCI amount would cause the employee’s pay to exceed the band maximum, the employee will receive a pay increase up to the band maximum and the remainder as a lump sum payment.

 

  1. After the end of the performance year, management will assess the performance of each employee and make a final SCI determination.  Based on the assessment, SCI’s will be awarded in accordance with Agency directives.

 

  1. The following employees are ineligible for an SCI.  Employees that:

 

(1)  have less than 90 days of service with the FAA during the performance year.

 

(2)  were on an Opportunity to Demonstrate Performance (ODP) at the end of the performance year.

 

(3)  were unsuccessful in completing an ODP during the performance year.

 

(4)  received an unsuccessful performance rating.

 

(5)  received a suspension, reduction in grade or pay for conduct or performance, or issued a removal decision letter during the performance year.

 

(6)  were decertified as a result of a performance deficiency during the performance year.

 

Section 10.  Raising Facility/Area Classification Levels. BUEs in a facility/area that is upgraded will be have their base pay increased to the new pay band minimum, or 2% above their current salary, whichever is greater.  Developmentals and CPCs-IT, TMCs-IT and TMSs-IT in a facility/area that is upgraded will have their current developmental pay set increased by 2% and subsequent developmental pay sets will be recalculated to correspond with the new pay level.  Employees who are within 2% of new pay band maximum shall have their pay set at the top of the band.  Employees that are above the new ATSPP pay bands prior to the upgrade shall not receive an increase. 

 

Section 11.  Lowering Facility/Area Classification Levels.  BUEs in a facility/area that is downgraded will have their base pay adjusted to fit within the new ATSPP pay band, if above the pay band maximum. Developmentals and CPCs-IT, TMCs-IT and TMSs-IT base pay will remain unchanged provided their pay fits within the new pay band; subsequent movement through the developmental levels will be set based on the new pay band level of the facility/area, not to exceed the top of the new pay band.

 

Section 12.  Controller Incentive Pay for Bargaining Unit Employees shall be terminated on the effective date of this agreement.