448th Supply Chain Management Wing On The Job Training (OJT) Program

Date: 
Wed, 12/16/2015

MEMORANDUM OF AGREEMENT (MOA)

ON

448th Supply Chain Management Wing (SCMW) Operating Instruction (OI) 23-401, “Employee Development and Certification Framework,” dated 1 May 2013 and

Expansion of the 448th Supply Chain Management Wing

On The Job Training (OJT) Program 

 

The following MOAs are rescinded:

“448th Supply Chain Management Wing (SCMW) Operating Instruction (OI) 23-401, “Employee Development and Certification Framework,” dated 1 May 2013,” signed 9 May 2014

Reference:  Professional Supply Management Certification Program (PSMCP) MOA, dated 8 October, 2015 

 

1.  The America Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this Memorandum of Agreement regarding subject training/certification program as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

 

2.  448 SCMW OI 23-401, dated 1 May 2013 outlined the objectives, requirements, and responsibilities for the training and certification of AFSC employees in the four “core” supply job series:   GS-346 – logistics management, 1101 – production management, 1670 – equipment management, and 2010 – inventory management.  The certification process was designed to document an employee’s demonstration of key competencies at progressive levels of advancement.  The program has been tested and is ready for expansion to the following non-core supply chain management series (Note:  5XX and 8XX subject to applicable Center Senior Functional concurrence):  

 

0080 – Security Administration Series

0301 – Miscellaneous Administration and Program Series

0303 – Miscellaneous Clerk and Assistant Series

0305 – Mail and File Series

0318 – Secretary Series

0326 – Office Automation Clerical and Assistance Series

0343 – Management and Program Analysis Series

0344 – Management and Program Clerical and Assistance Series

0399 – Administration and Office Support Student Trainee Series

0501 – Financial Administration and Program Series

0560 – Budget Analysis Series

0802 – Engineering Technical Series

0856 – Electronics Technical Series

0899 – Engineering and Architecture Student Trainee Series

1020 – Illustrating Series

1083 – Technical Writing and Editing Series

1515 – Operations Research Series

1699 – Equipment, Facilities, and Services Student Trainee Series

1910 – Quality Assurance Series

2001 – General Supply Series

2005 – Supply Clerical and Technician Series

2032 – Packaging Series

2099 – Supply Student Trainee Series

2130 – Traffic Management Series

2210 – Information Technology (IT) Management Series

4604 – Wood Working

 

3. Chapter 4 of the OI covers the professional certification program which was implemented by the referenced MOA, dated 8 October 2015.  This MOA implements the expansion of the On-the-Job Training (OJT) program, to include the task-level proficiency (certification) process, as documented in Chapter 3 of the OI.  The process includes OJT, demonstration of proficiency (certification), and the tracking of certifications using the “Training Business Area” (TBA) online system.

 

4.  Civilian Training Plans (CTPs) (formerly referred to as Functional Education and Training (FET) Template) .  A CTP  will be developed for each job series with 10 or more assigned personnel.  It will specify the knowledge, skills, and abilities required at each pay grade.  It will show the specific course requirements expected at each grade.  CTPs  will be based on the employee’s grade and series and requirements will be uniformly applied. New and revised CTPs   will be forwarded to AFGE Council 214 for review and comment two weeks prior to implementation.  Supervisors will see that employees receive all required courses prescribed at their grade level on a funds and space available basis.  Limited course funds/spaces will be distributed in an equitable manner.  Employees will not be penalized for courses not received.

 

5.  Equivalency Credit.  It is recognized that some employees are sufficiently trained and experienced to not require particular training outlined in the CTP .  Employees can submit an “equivalency” form to document past training and/or experience which covers the objectives of the CTP requirement. Supervisors grant the employee “credit” for training not required based on the employee’s proficiency.

 

6.  Identification of Tasks – The TBA system will identify all tasks subject to certification for a given position.  Using the TBA system, the employee will be able to access a complete list of tasks, the definition of each task, relevant reference materials, and training modules.  The system will maintain an up-to-date record of the employee’s certification status on each task.

 

7.  On-the-Job Training (OJT) – Task specific training will be accomplished through OJT.  Individual Training Plans (ITPs) will identify tasks specific to an employee’s particular workload.   OJT will be used to train employees on identified tasks.  Supervisors ensure that employees receive OJT on all tasks identified in his/herITP.  The TBA system will document attainment of proficiency (i.e. certification) for each identified task.   Employees who have difficulty becoming proficient at a task will be provided special assistance, to include an alternate qualified trainer, on request.

8.  Trainers – Individuals responsible for employee training will be competent in OJT and personally certified in the tasks they train.  Trainers will be volunteers unless no qualified volunteers exist, in which case, the least senior employees with the requisite skills, qualifications, and availability will be selected.   Trainers will receive OJT trainer education prior to assignment.  Trainers will not be held responsible for employee failures that might occur subsequent to certification.

 

9.  Certification – Once the trainer and the employee believe proficiency has been achieved, the employee will demonstrate task proficiency to his/her trainer.  Certification requires both the employee and the trainer to sign off on competency at the task level within TBA.  Ultimately, the supervisor is responsible for ensuring the appropriate trainer is assigned, training is provided, and proficiency is demonstrated and documented appropriately. 

 

10.  To mitigate the possibility of levying unnecessary training requirements onto employees, supervisors will review their employees’ training plans to determine which training and certification is required.  Experienced employees will be spared OJT and given certification without a demonstration of proficiency on tasks for which they have shown proficiency in the past. 

 

11.  Management is committed to assisting and supporting employees who are conscientiously pursuing their training and certification so as to prevent any adverse action or consequence.  When difficulties arise, the supervisor and the employee shall meet and develop a joint plan on how to timely meet the core job training/certification requirements. 

 

12.  Management agrees to brief the Union on the progress of this program one year after the signature date of this MOA.  Either party may re-open this agreement no earlier than one year after the signature date to address any unforeseen issues.  

 

13.  All remedies available under the MLA or 5 U.S.C. 71 will remain available to the parties if concerns cannot be cooperatively resolved. 

 

For Management / Date                                  For the Union/Date   

 

___________________________                  _____________________________

 

CRAIG L. POLLOCK JR,                             NICHOLAS SPYCHALSKI

 

Director, 431  SCMS                                     Executive Assistant,

 

AFGE Council 214

 

 

___________________________                  _____________________________             

 

ROBERT GOOD                                           TOM ROBINSON

 

Labor Relations Specialist                              Executive Assistant

AFMC/A1KL                                                 AFGE Council 214

Air Force Instruction (AFI) 36-816, “Civilian Telework Program”

Date: 
Thu, 09/11/2014

MEMORANDUM OF AGREEMENT (MOA)

On

Air Force Instruction (AFI) 36-816, “Civilian Telework Program”

 

Dated: 13 Nov 2013 

 

1.  The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this Memorandum of Agreement regarding subject program as it applies to Bargaining Unit Employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

 

2. General

 

This MOA implements AFI 36-816, Civilian Telework Program, 13 Nov 13.  The Parties embrace telework as an alternate work arrangement that can enhance employee health and well being, conserve energy, reduce environmental costs, and give AFMC a competitive advantage as a model employer.  AFMC is committed to authorizing participation in telework for the maximum number of positions to the extent mission effectiveness is not compromised. 

 

3. Position Eligibility

 

 Position eligibility rules are outlined in the AFI 36-816 Civilian Telework Program, 13 Nov 13.  Positions shall not be excluded on the basis of organization, occupation, series or grade.  No pre-determined percentages, minimums, or maximums will influence the determination of a position’s telework eligibility status.   Upon written request, the Union will be provided a written explanation why a particular position or set of positions was determined ineligible for telework. 

 

4. Employee Eligibility 

  1. Participation in telework is not an entitlement and not all employees are eligible to

    telework.  Participation is subject to supervisory approval on a case-by-case basis.

 b. With supervisory approval, employees who meet the following criteria are typically eligible to participate in telework.

                        (1)  The employee occupies a position that meets the eligibility criterion in paragraph 3 of this agreement (i.e., those positions that involve portable work and are not dependent on the employee’s presence at the traditional worksite).

                        (2)  The employee is in good standing and is not on a Performance Improvement Plan (PIP), as provided in MLA Article 15, Employee Performance;

                        (3)  The employee is not on leave restriction, as provided in MLA article 24, Sick Leave:

                        (4)  The employee is cleared to access government networks necessary to perform his/her duties:

                        (5)  The employee attests to having the work space, utilities, equipment and reference materials suitable for the work to be performed at the designated alternative worksite, as specified in the DoD Telework Program Agreement (see Appendix 1); and

                        (6)  The employee is willing to sign and abide by the Telework Agreement.

c. AFI 36-816, section 4.2. identifies types of positions typically not eligible for telework.

d. AFI 36-816, section 4.3. identified employees not eligible for telework.

e. Employees serving in a probationary period or formal training period may be restricted from participating in the telework program.  In such cases, they may participate in telework subject to supervisory approval on a case-by-case basis.  Supervisors will provide regular and frequent review of probationers’ and trainees’ work performed at an alternative worksite to ensure that employees are meeting performance requirements.  Formal training periods do not include the normal progression of an employee through a career ladder

5. Requests  

 

a. Requests for telework will be made in writing to the employee’s immediate supervisor.  The employee may include a proposed work plan.  If the employee wishes, a meeting will be held with the supervisor to discuss the request.  If the request is denied, the supervisor will respond in writing and include the reasons for the denial.

 

            b. The number of approved telework days will be based on requirements of the individual job and the organization (e.g. need for customer interaction, team meetings, use of onsite tools, etc.).  Full time telework may be appropriate for certain occupations/situations; however, long term full-time telework arrangements may involve special considerations (e.g. working outside the commuting area, software/security maintenance problems) that must be approved by the installation commander, tenant commander, or head of an activity.

 

            c. Telework may not be used as a substitute for dependent care or elder care.  Employees must ensure dependent care arrangements (e.g., child care, elder care, or care of any dependent adults) are in place.   On a case-by-case basis, the employee and manager may mutually agree to meet an ad hoc need. 

 

6. Training 

 

Employees authorized to telework and their supervisors are required to complete telework training prior to signing the telework agreement.  Comprehensive OPM telework courses for supervisors and employees are available at the joint OPM and General Services Administration (GSA) telework website.

 

All employees must have completed the Office of Personnel Management (OPM) interactive telework training program before they can telework for the first time.  Any employee who has a telework agreement in place as of the effective date of this Agreement is exempt from this requirement.

 

7. Individual Telework Agreement 

 

a. All employees who will telework on a regular, situational, or ad-hoc basis must complete and sign a Telework Agreement.  The standard Telework Agreement for bargaining unit employees will be the DD Form 2946, Telework Agreement Form.  The Agreement must be in place before telework may begin.  This Agreement will outline the specific work arrangement on which the employee and the supervisor agree.  The Agreement will normally remain in effect for two years, but may be reviewed and adjusted more frequently as needed.  The Agreement must be re-accomplished if the employee’s immediate supervisor changes.  Normally, the Agreement will be approved within 15 days of the request.  If the employee so requests, a Union representative may assist in the development of the Agreement.

 

b. Telework agreements need to indicate management’s expectations during a base/government closing.

            1.  Example:  If the base commander closes the installation due to weather, the employee should know that he/she is expected to telework from their alternative duty location.  This should be captured in the telework agreement to prevent misunderstanding.

 

            2. Continuity of Operation (COOP) exercises during the spring/summer.  This allows for employees/management to access and determine any issues that need to be corrected with systems maintenance operations in the event of an actual emergency.

 

c. The terms of the telework arrangement will be documented on the DD Form 2946.  Unique terms specified by this MOA (e.g. days and hours of work, duties/work assignments, communication frequency and modes, and special requirements) will be documented on the second page of the form, in the “Component-Specific Terms and Conditions” block.

 

d. On a case-by-case basis, the employee and manager may mutually agree to change the established schedule to meet ad hoc needs.

 

8. Call Backs 

 

a. Employees may be required to report to their official duty station for previously scheduled training, conferences, other meetings, or to perform work on a short term basis that cannot otherwise be performed at the alternative worksite or accomplished via telephone or other reasonable alternative methods.

 

b. Employees may also be required to report to their official duty station for emergency operational exigencies to perform agency work which cannot otherwise be performed on another workday, at the alternative worksite, via telephone or other reasonable alternative methods.  In such cases, employees will be provided reasonable advance notice and be provided a reasonable time to report.  Employees should make every effort to report as soon as possible.  With good and sufficient reason, the employee will be permitted up to two (2) hours to report.

 

9. Cancellation of Telework Arrangement 

 

a. Telework arrangements may be cancelled by either party.  A reasonable notice will be given (normally at least 2 weeks) before work is resumed at the traditional worksite.  The employee may terminate a telework agreement at any time.  Management may terminate the agreement for cause.  Management may remove an employee from the Telework Program due to one or more of the following:

 

 (1) The employee no longer meets the eligibility criteria as outlined in paragraph 4;

 

(2) The employee is placed on a Performance Improvement Plan (PIP) in accordance with MLA Article 15, Employee Performance.  The employee is eligible to re-request participation 60 days after expiration of the PIP;

 

 (3) The employee has demonstrated inability to adhere to the provisions of the Individual Telework Agreement, to include reduced work production, non-responsiveness to telephone calls, non-availability, or working at the alternative worksite has proven to place an undue burden on other office staff;

 

(4) Conditions have changed so that all of the employee’s work must now be done only at the employee’s regular workplace.

 

b. Normally, employees will not be removed from participation for single or minor infractions of Telework Program requirements.  In such cases, managers will make a bona fide effort to counsel employees about specific problems before cancelling an employee’s participation in telework.  The counseling will be confirmed in writing.

 

c. When a decision is made to remove an employee from the Telework Program, the employee must be given written notice indicating the reason(s) for removal.  Unless otherwise specified, the employee may reapply for Telework Program participation thirty (30) calendar days after removal from the Program, provided that her/his performance is at least fully successful. 

 

10. Problems Affecting Work Performance

 

The employee will promptly advise the supervisor when problems arise at the alternative worksite which adversely affects the employee’s ability to perform work.  Examples could include situations such as equipment failure, power outages, telecommunications difficulties, etc.  In such cases, the employee may request annual leave or report to the traditional worksite.  If an employee is unable to continue to work that day in the alternative worksite, and it is impractical for the employee to report to the traditional worksite before the end of the work day, the employee may be granted short periods of excused absence (typically not more than one hour).  The supervisor may also provide the employee the opportunity to request approved leave, use earned credit hours, or previously-earned compensatory time off.

 

11. Hours of Work and Leave 

 

a. Employees performing work at the alternative worksite are subject to the same workday requirements as they would be if they were performing work at the official duty station.  Employees will continue to be covered by all bargained provisions on overtime and MLA Articles 23 and 24 on Leave.

 

b. Fitness/Wellness time (LN) is not approved to be used on telework days.

 

c. Employees are required to record time worked in a telework status on their time cards as Regular/Recurring (TW – Telework Regular), Situational (TS – Telework Ad/Hoc, Situational), or Medical (TM – Telework Medical).

 

12.  Temporary Changes 

 

            a. Employees may be required to report to their regular workplace for previously unscheduled training, other meetings, or to perform work on a short term basis that cannot otherwise be performed at the alternative worksite or accomplished via telephone or other reasonable alternative methods.

 

            b. Employees may also be required to report to their regular workplace for unanticipated operational exigencies to perform work which cannot be performed on another workday, at the alternative worksite, via telephone, or other reasonable alternative methods.  In such cases, employees will be provided reasonable advance notice when possible, and be provided a reasonable amount of time to report.

 

13. Emergency Closing/Late Opening/Early Dismissals

 

            a. When the traditional worksite is closed due to an emergency for all or part of a day, employees scheduled to telework that day may be required to work rather than being excused from duty.  Such requirement must be addressed in the employee’s Individual Telework Agreement.  The supervisor may excuse a teleworking employee from duty during an emergency closing/dismissal situation if the emergency also adversely affects the alternative worksite or if the employee’s duties are such that he/she cannot continue to work without contact with the regular duty site that is closed. 

 

14. Additional Requirements 

 

Employees participating in the Telework Program will be required to:

 

            a. Utilize any government owned/leased equipment for official purposes only and safeguard government owned/leased equipment documents as currently required at their official duty station; and 

 

            b. Adhere to applicable government regulations (AFI 33-100, User Responsibilities and Guidance for Information Systems) governing information management, information protection, and information security procedures for safeguarding data. 

 

15. Equipment and Support 

 

            a. The Agency will provide information technology equipment and services as the Agency deems necessary for performing the employee’s assigned duties at the employee’s home, within the constraints of Air Force policy, funding, and public law.

 

b. DoD/AF remote access software must be installed onto GFE and personally owned computers to enable access to unclassified DoD systems and networks consistent with criteria and guidelines established by the DoD CIO and SAF/CIO A6.  Personally-owned computer must be adapted to accept a common access card (CAC) reader.  CAC readers may be provided by the organization when practicable and available.

 

            c. The employee will be responsible for home maintenance, utilities, and any other incidental costs (e.g., electricity, internet service, telephone service, etc.) associated with the use of the alternative worksite.  The Agency will be responsible for the maintenance and repair of government owned equipment (e.g., a government owned computer).  For appropriately authorized expenses requested in advance, the employee does not relinquish any entitlement to reimbursement for expenses incurred while conducting business for the Agency, as provided for by law and implementing regulations.

            d. Within budgetary constraints, general office supplies will be provided to teleworking employees.  Normally, printers and toners will not be provided.

 

16. Equal Treatment

 

Teleworkers and non-teleworkers shall be treated the same for purposes of performance appraisals, training, rewarding, reassigning, promotions, reducing in grade, retaining, and removing employees, work requirements, and other acts involving managerial discretion.

 

17.  Reporting to Union

 

Management will provide the Union the following statistical information annually:

 

a.   On an annual basis, the total number of telework eligible positions broken, by installation and major sub-organization (Wing, Center, tenant organization)

 

b.   On an annual basis, total number of AFMC employees who teleworked and how many teleworked on a situational vs regular and recurring basis.

 

c.   Upon request of the Local President, installation and major sub-organization breakout of how many employees teleworked and how many teleworked on a situational vs regular and recurring basis.

 

18.  All remedies available under the MLA or 5 U.S.C.71 are available to the parties if either party believes the other has failed to comply with any of the requirements of this MOA.   

 

FOR THE UNION/ DATE                                         FOR MANAGEMENT/ DATE 

 

_____________________________                          _________________________________

 

TROY TINGEY                                                         CANDY LOHNER

 

President, Council 214                                                Labor Relations Specialist, A1KL

 

 

_____________________________                          _________________________________

 

TOM ROBINSON                                                     RANDY SHAW

 

Executive Assistant, Council 214                               Labor Relations Specialist, A1KL

 

 

_____________________________

 

DANNIE JOHNSON

Executive Assistant, Council 214

 

ATAAPS FIAR Reporting

Date: 
Wed, 10/14/2015

MEMORANDUM OF AGREEMENT (MOA)
ON
Automated Time and Attendance and Production System (ATAAPS) Activity Based (Job)
Costing Capabilities for Financial Improvement Audit Readiness (FIAR) Reporting


1.  The American Federation of Government Employees (AFGE) Council 214 and the Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this Memorandum of Agreement regarding subject initiative as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2.  The 2010 National Defense Authorization Act, Section 1003, required the Secretary of Defense to report to Congress costs associated with ensuring the financial statements of the Department of Defense (DoD) are validated as ready for audit by no later than 17 Sep 2017. To accomplish this directive, the Air Force collects the necessary information biannually to report to Congress.  The ATAAPS FIAR reporting initiative would accomplish this through the use of a job order number (JON) on an employee’s ATAAPS time card.  One of two  JON’s would be used to document this time.  The JON FIARPREP will be used by employees, to record activities associated with generating FIAR assertion products.  The  second, FIARFY15, will be a recurring code (by fiscal year) used by anyone asked to  support auditors’ requests for supporting documentation or other information and site visits.  The information from these  two JON’s will be used to account for the personnel cost associated with the FIAR reporting.  This MOA implements the ATAAPS FIAR reporting procedure, subject to the provisions outlined below.

3.  All employees affected by the FIAR reporting initiative will be trained on procedures necessary to document their time in ATAAPS.  If training is not provided, an employee will not be held responsible for correctly accounting his/her FIAR time.  Initially, training will be conducted by the supervisor to the employee(s) in a face to face manner.  Supervisors will conduct annual refresher training either through a face to face session, or via an electronic briefing.

4.  BUE’s who perform work in the support of the FIAR on an infrequent basis will not be
required to document FIAR time into their ATAAPS time card.  .  Infrequent basis is defined as less than four hours in a month.

5.  Employees will be made aware of FIAR reportable tasks at the time it is assigned, via email or other written documentation.  If the employee is not made aware of this fact, the employee will not be responsible for documenting the time in their ATAAPS timesheet.  A supervisor will inform a time keeper to make the necessary corrections to the employees’ time, and will inform the employee of why the adjustment was made, i.e. FIAR reporting.

6. The reporting procedure outlined in this MOA applies only to employees who are required to normally document their time in ATAAPS.

7. Any future use of JON’s, outside the ones described in this MOA under paragraph 2, will be bargained separately according to ATAAPS MOA, paragraph 8, dated 7 Feb 2013.

8. All remedies available under the MLA or 5 U.S.C. 71 will remain available to the parties if concerns cannot be cooperatively resolved.

For Management / Date                   For the Union / Date

___________________________   _____________________________
Mary Miller                                       Tom Robinson
HQ AFMC/FMP                                Executive Assistant
                                                         AFGE Council 214

___________________________   _____________________________
Collette Myers                                  Nicholas Spychalski
Labor Relations Specialist                Executive Assistant
HQ AFMC/A1KL                               AFGE Council 214
 

 

Professional Supply Management Certification Program (PSMCP)

Date: 
Thu, 10/08/2015

MEMORANDUM OF AGREEMENT (MOA)
ON
Professional Supply Management Certification Program (PSMCP)


1.   The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, and collectively as the Parties, hereby enter into this Memorandum of Agreement regarding subject program as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2.   The Professional Supply Management Certification Program (PSMCP) is a voluntary program open to employees in a range of supply management related disciplines.  It provides a structure for pursuing and documenting the attainment of key competencies important to progression in the supply management field.  Eligible participants include civilian GS employees with experience in the supply management field and WG/WL/WS employees in series 6907, 6910, and 6912.  The program offers 5 levels of certification, each requiring certain experience and training courses highlighted in the PSMCP application requirement sheets, accessible on the SharePoint site.  This MOA authorizes implementation of the program, subject to the provisions below.        

3.   The program is open to both general schedule and federal wage system employees at Edwards, Eglin, Hill, Robins, Tinker, and Wright Patterson Air Force Bases. 

4.  The Parties agree that training and development opportunities shall be offered on a fair and equitable basis to all participating employees.  Failure or success progressing through this voluntary program shall not factor into performance evaluation. 

5.  Management agrees to keep the Union informed of progress in the development of new training and education resources, particularly Union proposed courses. 

6.  Changes to the program shall be subject to bargaining.  Bargaining over the AFMCI 36-202, Logistics Professional Development Program, will commence after the initial coordination and reconciliation has been completed.   

7.   All remedies available under the MLA or 5 U.S.C. 71 will remain available to the parties if concerns cannot be cooperatively resolved.


For Management / Date                          For the Union / Date

___________________________         _____________________________
SANDRA WIMBERLE                            TOM ROBINSON
HQ AFMC/A4PT                                     Executive Assistant
                                                                AFGE Council 214

___________________________         _____________________________
GINA MARTINELLI                                NICHOLAS SPYCHALSKI
Labor Relations Specialist                     Executive Assistant
HQ AFMC/A1KL                                     AFGE Council 214
 

 

AFSC Air Logistics Complex (ALC) Staff Standardization

Date: 
Mon, 09/28/2015

MEMORANDUM OF AGREEMENT (MOA)

ON

AFSC Air Logistics Complex (ALC) Staff Standardization


1.  The American Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC) hereinafter referred to as the Union and Management, enter into this Memorandum of Agreement regarding the AFSC/ALC standardization initiative as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties. The standardization effort will be accomplished in two phases, 1st) - Alignment and 2nd) – Refinement.

2.   This MOA is applicable only to implementation of the Alignment phase of the standardization effort.  This phase entails aligning the ALC overhead and staff functions into common organizational structures across AFSC, and defining standardized functional program assignments within these areas. 

3.  Management will make every effort to minimize impact during the Alignment phase to bargaining unit employees, and agrees the use of pre-decisional involvement with union representatives will facilitate the second phase, Refinement.

4. To effectively utilize PDI, the Presidents of AGFE Locals 1592, 987 and 916 or designee will be included as team members in the standardization working groups during both phases of the initiative. Management will further provide periodic updates or as requested to the local presidents on standardization efforts that are specific to their Complexes, along with periodic updates to AFGE Council 214.

5. The parties agree an effective communication plan; to include base newspaper articles, electronic messaging and town hall meetings is necessary to obtain an effective implementation. Union input into newspaper articles will be solicited prior to publication. Management will ensure Local Presidents are notified prior to any town hall meetings.

6.        Management agrees that any employees impacted by supervisory reassignments during the Alignment phase will be informed of the changes in advance. Management will ensure these employees are provided mid-term and/or close-out appraisals in accordance with AFI 36-1001 and the Master Labor Agreement.  The parties further agree that should any supervisory reassignment result in changes to working conditions, these changes will be negotiated locally.


7. While this MOA is specific to the Alignment phase, the parties agree the following provisions will be incorporated in the Refinement MOA: the use of PDI, Local President Membership on working groups, and the communication plan. 

8. All remedies available under the MLA or 5 U.S.C. 71 will remain available to the parties if concerns cannot be cooperatively resolved.

 

For Management/Date                     For the Union/Date

 

_________________________       _________________________
 

AFI 21-101 PDI Official Time MOA

Date: 
Mon, 09/28/2015

 

MEMORANDUM OF AGREEMENT (MOA)

ON

Official time for pre-decisional involvement (PDI) of union representatives

In the expedited review and negotiation

Of

AFI 21-101, “Aircraft and Equipment Maintenance Management” dated 21 May 2015

Draft AFMC Supplement 

 

1.  The American Federation of Government Employees (AFGE) Council 214 and the Air Force Material Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this Memorandum of Agreement regarding subject instructions as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between parties.

 

2.  AFI 21-101 is the master Air Force publication governing maintenance, a process that employs approximately 740 bargaining unit mechanics and technicians. The instruction undergoes major revision every few years, which requires updates to MAJCOM supplement and installation level instructions, each of which requires union bargaining. The objective of this revision moved the Air Logistics Complex (ALC)/Depot Maintenance policy into AFI 21-102 AFMC Sup and moved the Non Standard Organization (NSO) guidance into AFI 21-101 AFMC Sup Addendum A, while providing an updated supplement for the Air Force Test Center Combat Wing Organizations. In the past, Command-level bargaining commenced when the AFMC Supplement was fully developed. This MOA embraces the Pre-Decisional Involvement (PDI) directive of Executive Order 13522 in a structured way to achieve a government service improvement goal of timelier implementation of Air Force guidance.

 

3.  The parties agree, within 2 weeks of the signing of the agreement, the Union will provide AFMC/A1 the names of 2 maintenance representatives for each of the following two locals/bases: Local 1897 (Eglin) and Local 1406 (Edwards) and 1 representative from a single Air Force Sustainment Center local (Local 916, Local 987, or Local 1592) to review the Air Battle Damage Repair (ABDR) guidance. These representatives will serve as the AFI/AFMC Supplement review team. Each representative shall be granted up to 60 hours of official time over a period of 3 weeks to complete a review of the AFI and AFMC Supplement, and submit local input to AFGE Council 214.

 

4.  Before the review begins AFMC will provide each Local one hard copy and a digital copy of the integrated AFI and AFMCSUP. The review will start when AFGE C214 representatives notify A1KL of a start date they are ready to begin field review (NLT 1 week after selecting representatives).

 

5.  Following the review, each local will select one of the representatives to be authorized an additional 20 hours of official time to collaborate with AFGE C214 on the compilation of concerns. AFGE C214 will submit to AFMC a complete list of union concerns and interests to be bargained, no later than 15 days following the collaboration week.

 

6.  The Local LRO’s will arrange for release of the employees for the specified amount of time authorized. In the event the mission may prohibit release, any denial will be coordinated through AFMC/A4 or designee.

 

7.  All remedies available under the MLA or 5 U.S.C. 71 will remain available to the parties if concerns cannot be cooperatively resolved.

 

For Management / Date                                 For the Union / Date

 

 

 

 

 

­­___________________________­­­­­­­­                ­ ____________________________

SCOTT T. FIKE, Colonel, USAF                 Tom Robinson

Chief, Maintenance Division                         Executive Assistant

HQ AFMC/A4M                                           AFGE Council 214

 

 

 

 

­­___________________________                  ___________________________

Gina Martinelli                                               Nicholas Spychalski

Labor Relations Specialist                              Executive Assistant

HQ AFMC/A1KL                                           AFGE Council 214

 

AFI 36-809 Civilian Survivor Assistance

Date: 
Mon, 09/21/2015

 

MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Instruction (AFI) 36-809, Civilian Survivor Assistance, dated 15 April 2015

 

 

1.  The America Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this MOA regarding the above matter as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.  This MOA supersedes the previous MOA concerning AFI 36-809, Civilian Survivor Assistance, signed 31 October 2003.

 

2.  The intent of the above AFI is to provide for the prompt and compassionate notification of next of kin (NOK) when an appropriated fund civilian employee becomes deceased (casualty). Additionally, it provides survivor assistance to the NOK in the handling of personal affairs related to the civilian’s employment.  This AFI revision   updates and clarifies responsibilities for notifying the NOK, and includes procedures for employees to identify and update their emergency contact information using the Defense Civilian Personnel Data System (DCPDS) MyBiz and a description of procedures for reporting a civilian death by the servicing Civilian Personnel Sections (CPS).

 

3.  The purpose of collecting NOK information is to provide casualty notification personnel immediate NOK contact information in the event of a casualty, and to provide the supervisor or next supervisory level contact information in the event of an emergency.  Employees are required to provide NOK information to their supervisor for entry in the Supervisor’s Employee Work Folder, AF Form 971.  Information should include the name(s) and address(es) of the person(s) the employee would like notified if the employee becomes a casualty or for any other emergency.  Entry of NOK information into MyBiz is voluntary but highly encouraged.

 

4.  Without NOK information in MyBiz, the ability to make timely notification to NOK could be adversely affected.  Management will not be liable for any delay in carrying out responsibilities associated with NOK notification or civilian survivor assistance resulting from NOK information not being readily available in the MyBiz application.

 

5.  All remedies available under the MLA or 5 U.S.C. 71 will remain available to the parties if concerns cannot be cooperatively resolved.

 

For Management / Date                                                For the Union/Date

 

___________________________                       _____________________________

CANDY L. LOHNER                                   TOM ROBINSON

Human Resources Specialist (Employee)     Executive Assistant

AFMC/A1KL                                                AFGE Council 214

 

_____________________________                  _____________________________    

COLLETTE MYERS                                        NICHOLAS SPYCHALKSI

Human Resources Specialist (Labor)               Executive Assistant

AFMC/A1KL                                                   AFGE Council 214

 

 

AFMC Revised Fitness Policy

Date: 
Fri, 10/03/2014

Acquisition Demo Program Expansion to Arnold A.F.B

Date: 
Mon, 08/31/2015

MEMORANDUM OF AGREEMENT (MOA)

 

ON

 

Acquisition Demo Program Expansion to Arnold A.F.B

 

 

1.  The America Federation of Government Employees (AFGE) Council 214 and Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this Memorandum of Agreement regarding subject performance management system as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

 

2.  Arnold Air Force Base in Tennessee includes almost 200 Council 214 BUEs.  About half of them are engineers and scientists.  The other half is non-professional general schedule (GS) employees.  The Air Force proposes to transition these employees into a pay band system known as the Acquisition Workforce Personnel Demonstration Project also known as “Acq Demo.”   Under this system, employees who contribute to mission effectiveness may receive the appropriate compensation commensurate with their overall contribution. If employees provide inadequate contribution to the mission, it could result in a reassignment, reduction in pay or removal from Federal Service.  The contribution and compensation evaluation process involves employees, supervisors and pay pool panels.  The evaluation results are calculated in a “payout” formula, then validated by “pay pool managers,” and finally, if awarded, translated into an annual pay adjustment and/or bonus.  This MOA implements a four year trial application of the Acq Demo Program. The four year trial application is subject to a midterm “lessons learned/improvement” meeting between AFGE Council 214 and AFMC after two full cycles in the Acq Demo contribution and compensation evaluation process. Upon completion of four full cycles within the Acq Demo evaluation process, AFMC will conduct a final meeting with AFGE Council 214 to discuss the continuance or discontinuance of the AcqDemo program for the Arnold and Engineering Development Center.

 

3.  This MOA will be provided to all BUEs incorporated into this system. 

 

4.  The Union will be given full access to information about the implementation of this program.   During each year of the trial application, 2 union reps will be granted 4-day Agency-funded travel orders to visit Arnold AFB. The union will be provided travel orders to witness the initial training of affected employees and to observe evaluations of affected employees during the four year trial application.  Representational meetings to discuss impact of conversion into the Acq Demo Program will be scheduled with the affected employees

 

5.  Within 60 days of the signing of this agreement, the Parties will meet to negotiate an amendment to MLA Article 15 and other articles in conflict with the Acquisition Demo Project.  The MOA amending MLA Article 15 will remain in effect during the four year trial implementation period unless modified as a result of MLA renegotiation. The absence of an amendment to Article 15 or any other MLA Articles will not delay the implementation of this program.

 

6.  Should Acq Demo implementation be projected at other AFMC locations and that generates an AFMC-wide MOA that is agreed upon by the parties; The Acquisition Demo Program Expansion to Arnold A.F.B. MOA will become null and void.

 

7.  All remedies available under the MLA or 5 U.S.C. 71 will remain available to the parties if concerns cannot be cooperatively resolved.

 

 

For Management / Date                                  For the Union/Date

 

 

 

___________________________                  _____________________________

RANDY SHAW                                           TROY TINGEY

AFMC Labor Relations Officer                     President

AFMC/A1KL                                                 AFGE Council 214

 

 

___________________________                  _____________________________             

GINA MARTINELLI                                                TOM ROBINSON

AFMC Labor Relations Specialist                  Executive Assistant

AFMC/A1KL                                                 AFGE Council 214

 

 

 

                                                                        _____________________________ 

                                                                        NICHOLAS SPYCHALSKI

                                                                        Executive Assistant

                                                                        AFGE Council 214

 

Annual Suicide Prevention Training

Date: 
Fri, 09/04/2015

MEMORANDUM OF AGREEMENT (MOA)

ON

Annual Suicide Prevention Training

 

1.  The American Federation of Government Employees (AFGE) Council 214 and the Air Force Materiel Command (AFMC), hereafter referred to as the Union and Management, hereby enter into this Memorandum of Agreement regarding subject training as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.   

 

2.  The Air Force has been in the business of educating our workforce on the hazards surrounding suicides.  For years, training has been integrated into an employee’s annual computer based training (CBT) requirement.  Recently, the Air Force Community Action Information Board (CAIB) and the Air Force Learning Council approved changes to the suicide prevention training in an effort to enhance its effectiveness.  The major change was to replace the CBT with a face-to-face training session.  This new hour-long annual training session is aimed at creating an environment where both management and employees have the ability to discuss suicide prevention concepts at a more personal level.  The training will revolve around a roughly 24-minute video (developed with a partnership philosophy involving the Union and Management) and a facilitated discussion.  The small groups will consist of 20-25 people and a facilitator.  Discussions will be guided through a facilitator’s guide or handbook.  This will supply the facilitator with appropriate questions and discussion topics.  The materials for the training will be available via wingmanonline.org.  The training will be tracked on an employee’s ADLS training record.  This MOA implements the Annual Suicide Prevention Training subject to the provisions outlined below.  

 

3.  Upon request, an employee who, for reasons of personal history, does not feel comfortable participating in the small group face-to-face sessions will receive a waiver from their supervisor.  When waived, the supervisor will direct the employee to view the suicide prevention training video and facilitator guide from the wingmanonline.org website at their personal work station or a workstation in the installation training office.  Once training is complete, the supervisor will report the completion to the Unit Training Manager who will update the employee’s ADLS training record.   Information about the waiver process will be distributed to employees prior to scheduling a face-to-face training session.  

 

4.  Employees who are not available (due to TDY, leave, or other reasons) to attend the face-to-face training session should discuss options with their supervisor to attend a make-up session or complete the training online to ensure the annual training requirement is met. 

 

5.  Facilitators will follow the standard written curriculum to conduct discussions.  If possible, BUE’s will not be used as facilitators.

 

6.  If changes are made to the annual curriculum or schedule, the Union will be given the updated training material for review before training is scheduled.  Upon review of the training materials, the Union retains the right to open up bargaining over changes that generate a bargaining obligation.

 

7.  All remedies available under the MLA or 5 U.S.C. 71 will remain available to the parties if concerns cannot be cooperatively resolved.

  

For Management / Date                                  For the Union / Date

 

 

___________________________                  _____________________________

Janice D. Wallace, Col, USAF, NC                Tom Robinson

HQ AFMC Command Surgeon                      Executive Assistant

                                                                        AFGE Council 214

 

 

___________________________                  _____________________________

Gina Martinelli                                               Nicholas Spychalski

Labor Relations Specialist                              Executive Assistant

HQ AFMC/A1KL                                           AFGE Council 214

 

 
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