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This is the Agency Imposed Pay Rules- if you'd like to see where they started from Agency-1 is here
PAY Section 1.
The express terms of this Article apply to air traffic control
specialists (ATCS) and traffic management coordinators/specialists (TMC/TMS)
bargaining units. NOTAM
specialists shall remain in their present pay system and be governed by the
Core Compensation Plan rules. 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. Section 2.
Air Traffic Specialized Pay Plan (ATSPP) pay bands in the attached
table are based on ATC levels on the effective date of this Agreement.
This table shall only be adjusted in accordance with Section 7 of this
Article. The ATC levels have been
established by the Agency using a classification formula that computes a
Classification Index (CI) for each air traffic facility in terminals and
enroute centers. The Agency
retains the right, using the classification index, to apply this formula to
individual areas of specialization. Should
the Agency elect to change/modify the formula for the CI, any bargaining
obligation created by such change will be handled in accordance with Article 7
of this Agreement. 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 their
facility’s ATC level on the date this agreement becomes effective.
Any employee whose base pay exceeds the pay band maximum for his/her
facility shall retain their current base pay.
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 pay 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 pay 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 pay as they successfully complete each stage.
Developmental-1 (D1) shall be 25%, Developmental-2 (D2) shall be 50%,
Developmental-3 (D3) shall be 75% and CPC shall be 100% or band minimum,
whichever is greater. Failure
to achieve 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, voluntary and
involuntary transfers to any Bargaining Unit position covered by this Article:
(1)
If the
employee is subsequently placed in the same level facility/area in which they
were previously certified, their base pay will be set as though the employee
never left their original facility/area. (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 they never left their
original facility; however, pay shall not exceed the top of the ATSPP pay band
for the employee’s new facility/area. Nothing
in this Section shall preclude the Agency from utilizing any tools to attract
qualified candidates, including but not limited to allowing former Air Traffic
Pay Plan employees, whose pay exceeds the ATSPP pay band, to continue to
remain above the pay band. These
incentives shall be contained in the vacancy announcement, if applicable. Section
7. Pay bands shall only be adjusted at the
Administrator’s discretion in accordance with Core Compensation policies. Section
8.
The Organizational Success
Increase (OSI) is an annual performance pay increase granted to
employees, based on how well the Agency meets its performance goals.
OSIs are administered in accordance with this Article and the
Agency’s Core Compensation Plan.
(1)
have less
than 90 days in a pay status with the FAA in the performance year. (2)
were on an
(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 9.
The Superior
Contribution Increase (SCI) is an additional increase to pay available to
employees who provide superior contributions and accomplishments to the
organization. SCIs are
administered in accordance with this Article and the Agency’s Core
Compensation Plan. SCIs
will be added to an employee’s 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 base 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. If
the employee’s pay is at or above the band maximum, the SCI will be paid as
a lump sum payment.
(1)
have less
than 90 days in a pay status with the FAA in the performance year. (2)
were on an
(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. Bargaining
unit employees in a facility/area that is upgraded will have their base pay
increased by four percent (4%) for each level the facility is raised, or to
the new pay band minimum, 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 4% per
level and subsequent developmental pay sets will be recalculated to correspond
with the new pay level. An
employee already within his/her ATSPP pay band shall receive the increases as
stated above, however they may not exceed the maximum of their new ATSPP pay
band. Employees that are already
above the new ATSPP pay bands prior to the upgrade shall not receive an
increase. Section 11.
Lowering Facility/Area Classification Levels. Bargaining unit
employees in a facility/area that is downgraded whose base pay is above the
new ATSPP pay band in a facility/area that is downgraded will have their base
pay decreased by 4% for each level the facility is lowered, or to the top of
the new band, whichever provides the employee with the greater pay.
Developmentals and CPCs-IT, TMCs-IT and TMSs-IT whose base pay exceeds
the top of the new ATSPP pay band will have their base pay decreased by 4% for
each level the facility is lowered or to the top of the new band, whichever
provides the employee with the greater pay.
For developmentals, CPCs-IT, TMCs-IT and TMSs-IT whose base pay fits
within the new ATSPP 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. On the effective date
of this Agreement CIP will be phased out.
Bargaining unit employees receiving CIP will have their percentages
reduced by the following: First full pay period of January 2007 – 20% of the year one (1)
percentage First full pay period of January 2008 – 40% of the year one (1)
percentage First full pay period of January 2009 – 60% of the year one (1)
percentage First full pay period of January 2010 – 80% of the year one (1)
percentage January 2011 – CIP terminated Employees not receiving CIP on the effective date of this Agreement
will not be eligible to receive CIP. An
employee receiving CIP will lose any remaining percentage(s) if the employee
transfers to another facility. Training
Progression Requirements Air Traffic Specialized Pay Plan
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