SECAF Directed Controlled Unclassified Information (CUI) Training

Date: 
Mon, 10/04/2021
 
Memorandum of Agreement (MOA)
On
SecAF Directed Controlled Unclassified Information (CUI) Training

 

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 the implementation of the Secretary of the Air Force (SecAF) Controlled Unclassified Information (CUI) Training Requirement as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. In order to ensure minimal mission impacts, training for bargaining unit employees (BUEs) may be accomplished via MyLearning, Center for Development of Security Excellence (CDSE), SAF/AAZ approved slide presentation virtually (i.e. Teams or Zoom), or in person. Testing is only required when training is accomplished through MyLearning or the CDSE. For virtual or in person training, Management will provide facilitators to conduct training as well as track and credit bargaining unit employees for the training completion.

3. Current bargaining unit employees will have 180 days, from the date this Memorandum is signed to complete said training. Employees gained after the date of this Memorandum will have 180 days from their date of assignment to complete the training.

4. Bargaining unit employees will not be penalized for failing to meet training deadlines through no fault of their own (i.e. extended sick leave, weather and safety leave (WSL), mission requirements, or other similar reasons).

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                                               FOR THE UNION



___//signed//____________                                    ___//signed//_______________
DAVID D. DAY                                                 TROY TINGEY
Director, Information Protection                             President
HQ AFMC/IP                                                   AFGE Council 214




___//signed//____________                                    ___//signed//______________
DAVID K. BEHRENDT JR.                                        TUJA STUARD
Human Resources Specialist                                   Executive Assistant
(Employee and Labor Relations)                               AFGE Council 214
HQ AFMC/A1KL

Standard Resource Advisor - CPD - AFSC FM RA Reassignments

Date: 
Fri, 08/27/2021
 
MEMORANDUM OF AGREEMENT (MOA)

ON

Standard Resource Advisor CPD – Re-assignments

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 (MOA) regarding AFSC’s FM RA Re- assignments as it applies to Bargaining Unit Employees (BUEs) covered by the Master Labor Agreement (MLA) between parties.

2. This MOA will implement AFSC/FMs standardization and consolidation of FM Core Personnel Documents (CPDs) by re-assigning ABW and Staff Office Resource Advisors (RAs) to Standard RA CPDs, by grade level, across all Center FM positions. This standardization initiative will significantly streamline content and reduce the number of existing CPDs.

3. This re-assignment is limited to the transition of 0560 and 0501 series to the standard RA 0501 CPD only. There will be no transitioning of 03XX or any other series. Any other series transitions will require notification and bargaining.

4. The Bargaining Unit Status (BUS) Code will not change for these BUEs without proper notification.

5. The Agency will inform the local unions at least 2 weeks in advance of implementation of these re-assignments.

6. All remedies available under the MLA or 5 U.S.C.71 are available to the parties and the employees if any of the parties believe the other has failed to comply with any of the requirements of this MOA.

 


FOR MANAGEMENT	                                                   FOR THE UNION



   //signed//                                                         //signed//
______________________________                                     _______________________________
Reneé B. Taylor	                                                   TROY TINGEY
Deputy Director	                                                   President
AFSC/FM	                                                           AFGE Council 214



   //signed//                                                         //signed//
_______________________________                                    _________________________________
CURTIS HETZEL	                                                   TUJA STUARD
Labor Relations Specialist	                                   Executive Assistant
HQ AFMC/A1KL	                                                   AFGE Council 214

Security Cooperation Workforce Development (SCWD) Certification Program

Date: 
Wed, 07/28/2021
MEMORANDUM OF AGREEMENT (MOA)

On

Security Cooperation Workforce Development (SCWD) Certification Program

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 the DoD Security Cooperation Workforce Certification Program as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the Parties.

2. The certification program implements a required element of the Security Cooperation Workforce Development Program (SCWDP) as prescribed by 10 U.S.C. 384, one of the Security Cooperation reforms enacted in the National Defense Authorization Act for Fiscal Year 2017. This MOA authorizes implementation of the SCWD Certification Program, subject to the provisions below.

3. The cornerstones of the Certification Program are training, experience, and continuous learning. A properly trained, experienced, and certified workforce will improve DoD’s ability to design and execute Security Cooperation programs and activities that advance National Defense Strategy objectives.

4. The Certification Program is for all AFMC Bargaining Unit Employees (BUEs) with Security Cooperation responsibilities (including Foreign Military Sales (FMS)). Exemptions are for BUEs that are in operational units with intermittent or incidental interactions.

5. BUEs who inform their supervisor that barriers exist for adequate training and use of the computer based training (i.e. disability, educational, language, etc.) will be provided assistance or allowed access to alternative existing methods in accordance with Air Force policy.

6. BUEs will be provided adequate duty time to access and complete mandatory training requirements.

7. BUEs will be notified of the mandatory certification requirements applicable to their specific positions which will include the date which certification should be completed. If the BUE feels the duty time provided is insufficient to complete the mandatory training requirements, the employee may request additional time from their supervisor. If additional time is not approved, the employee may file a grievance in accordance with Article 6 of the MLA.

8. Any BUE who is unable to complete certification within the allotted time, may request a waiver extension.

9. Upon request from Council 214, the Union will receive, from Management, annual reports on the DoD Security Cooperation Workforce Development Certification program. These reports will be categorized by base, contain BUE names, include the total number of BUEs participating in the certification program, current number of BUEs pursuing certification not yet completed, and any BUEs that are delinquent on certifications.

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


For Management/Date                                            For the Union/Date




___//signed//_________________________________                ___//signed//__________________________
Brian R. Bruckbauer, Brig Gen, USAF  22 Jul 21                Troy Tingey   28 Jul 21
Director, Air Force Security and Cooperation                  President
                                                              AFGE Council 214



___//signed//_________________________________                ___//signed//__________________________
Curtis Hetzel                        23 Jul 21                Tuja Stuard     23 Jul 21
Labor Relations Specialist                                    Executive Secretary
HQ AFMC/A1KL                                                  AFGE Council 214

____________________

Acquisition Demo (ACQDEMO) Program at Arnold Air Force Base

Date: 
Wed, 07/21/2021
 
MEMORANDUM OF AGREEMENT (MOA)
ON
Acquisition Demo (AcqDemo) Program at Arnold Air Force Base (AFB)

References:

A. DOD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) Operating Guide, dated 31 July 2020
B. AcqDemo Federal Register Notice; 82 FR 52104, dated 9 Nov 2017
C. Acquisition Demo (AcqDemo) Program at Arnold Air Force Base (AFB) MOA dated 14 February 2019

This MOA rescinds the Acquisition Demo (AcqDemo) Program at Arnold Air Force Base (AFB) MOA dated 14 February 2019 and implements the provisions below.

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 MOA regarding the above matters as they apply to AFGE bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the Parties.

2. AcqDemo is a congressionally-mandated project designed to provide an alternative to the General Schedule personnel system. The DOD AcqDemo Operating Procedures outline the scope of management and employee responsibilities and participation within the AcqDemo project (Reference A). The Federal Register noted above (Reference B) provides the basis for the AcqDemo Operating Guide. This MOA provides guidance for the operation of AcqDemo at Arnold AFB.

3. This MOA will be provided to all BUE’s participating in the AcqDemo program.

Position Requirements Document (PRD)

4. The PRD will accurately reflect the duties, responsibilities, and KSA’s for the occupational series, title, career path, and broadband level of the position. The PRD will also contain the Contribution-Based Compensation and Appraisal System (CCAS) Factors, with their Expected Contribution Criteria, Discriminators, and Descriptors designed for the corresponding career path and broadband level. These are the Factors on which the employees’ contributions will be evaluated.

5. Bargaining Unit employees will receive a copy of an updated PRD upon request.

Performance Appraisal Quality Level (PAQL)

6. In order to comply with 10 United States Code (U.S.C.) ⸹1597(f) CCAS has been modified to embrace the quality of performance an employee demonstrates in achieving his/her expected contribution results through an assessment of performance under each of the contribution factors. Performance criteria are defined in the three performance appraisal quality levels and includes the criteria on which employee performance is appraised. They are assigned through the comparison of the CCAS factor Expected Contribution Criteria, descriptors and discriminators, an employee’s contribution plan, and the impact of the quality of the contributions on the organization.

7. Performance criteria will be defined for each quality level, to include “Fully Successful” performance. Performance criteria will be written in a manner such that an employee is able to recognize when they exceed contribution criteria and achieve a performance appraisal quality level rating of “outstanding”. Performance Appraisal Quality Levels recognizes the contribution criteria and reflect the performance level of the work outcomes to the organization and mission.

8. When an individual factor is rated “Outstanding” or “Unacceptable,” a performance narrative will be written to capture the justification for such rating. Supervisors will be instructed to include specific areas for improvement when an employee receives an unacceptable PAQL.

9. Upon request, the supervisor will provide clear guidance on how to perform at the “Outstanding” performance level for each contribution factor. Clear guidance is information recorded in the Supervisor’s Employee Brief or on a separate piece of paper for insertion into the Supervisor’s Employee Brief or into CAS2Net, that briefly and accurately describe the level of performance required by the employee to perform at the “Outstanding” level for each factor. The supervisor will sign and date the written guidance and the employee will sign and date acknowledging receipt. The supervisor will retain a copy in the Supervisor’s Employee Brief and provide a copy to the employee.

10. Upon employee request, supervisors will meet with the employee to discuss progress of the contribution plan, areas needing improvement, assistance available, and expectations for the remainder of the cycle.

Contribution Plan (CP)

11. CCAS is an appraisal system that measures the employee’s contribution and performance to the mission of the organization. The CCAS appraisal cycle starts 1 October and ends 30 September each year. A CP outlines the expected contributions to the organization’s mission for each employee throughout the rating cycle. The CP will be developed based on the duties identified in the PRD and IAW AFMC business rules. The CP is a written document, which is maintained online in the Contribution-Based Compensation and Appraisal System Software for the Internet (CAS2Net) of contribution objectives tailored to the duties and responsibilities of each individual employee. The CP will accurately reflect management’s expectations for contributions, and to ensure the employee’s contributions are commensurate with their current salary.

12. Management will ensure pay pools use the Broadband Level Descriptors and Discriminators as the benchmarks by which employees will be evaluated for their contributions along with each factor’s expected contribution criteria for performance during the CCAS appraisal cycle.

13. Employees are allowed and encouraged to provide ideas, comments, or recommendations relating to contribution objectives to supervisors for consideration at any time or when the contribution plan is being changed. Any hard copy employee written input will be retained in the Supervisor’s Employee Brief, for the life of the plan. When an existing contribution plan is issued, employees will be provided a reasonable amount of time to review and provide comments to the contribution plan.

14. At the beginning of each CCAS appraisal cycle, the supervisor should communicate the organization’s mission and goals to the employee. Employees will be given the opportunity to provide input regarding proposed contribution objectives for the CCAS cycle via the CAS2Net system. The CP will address all three factors of contribution evaluation in the Contribution – Results – Impact (CRI) format. The supervisor will finalize the CP in CAS2Net and discuss the final CP with the employee IAW the AcqDemo Operating Guide. If additional clarification or explanation of the CP is provided during the discussion, the discussion will be documented on a separate piece of paper or Memorandum for Record (MFR) and inserted into the Supervisor’s Employee Brief (AF Form 971). The date and method of communication regarding the CP will be entered in CAS2Net by the supervisor. Whenever an employee’s duties, mission, or goals significantly change in a manner that the CP is no longer applicable, the employee and supervisor will discuss the new duties and the CP will be updated in CAS2Net as necessary. Employees will be allowed up to 2 hours to review and provide comments on the contribution plan. In the application of the overall contribution plan, the employer will take into account mitigating factors such as availability of resources, equipment, lack of training, or frequent authorized interruptions of normal work duties.

Mid-Point Reviews

15. A minimum of one mid-point review will normally be held at the midpoint of the annual CCAS cycle. The employee may request additional feedback at any point during the CCAS cycle. The mid-point review allows employees and supervisors to discuss the employee’s current contributions and performance compared to the employees CP, and allows the supervisor to provide feedback on how to improve contributions and performance or maintain current contribution and performance levels, compared to pay pool established rating criteria. The supervisor will finalize the mid-point review in CAS2Net and discuss it with the employee IAW the AcqDemo Operating Guide. If any areas of needed improvement are identified, or any other details the supervisor feels are pertinent to record are discussed, the discussion will be documented on a separate piece of paper or MFR and inserted into the Supervisor’s Employee Brief. The supervisor will record the date and method of communication regarding the mid-point review in CAS2Net. Supervisors may consider discussions with employees when reviewing mid-point feedback records during final appraisal.

16. Prior to each scheduled mid-point review and the final CCAS appraisal, the employee is encouraged to provide "self-assessment" statements within CAS2Net, utilizing “CRI” format and ensuring that all three factors are addressed. Employee self-assessment statements are voluntary and the absence of a self-assessment statement alone will not justify a negative mid-point review, appraisal result, or PAQL score.

CCAS Appraisal Process

17. Employees will have access to training on writing effective “self-assessment” statements and contribution objectives. Training should include how to depict demonstrated quality of performance in achieving expected contributions. Employees will be granted a reasonable amount of duty time to complete “self-assessment” statements.

18. When determining an employee’s CCAS contributions, associated compensation, and performance; weighting of factors may be used at the discretion of the pay pool and pay pool manager IAW the AcqDemo Operating Guide and local business rules. The total award budget distribution between CCAS awards and other awards throughout the year will be decided by a Personnel Policy Board IAW the AcqDemo Operating Guide. Pay pools which include bargaining unit employees should ensure a Union representative be provided with a copy of pay pool business rules and provided an opportunity to provide feedback. The Union will be notified at least 15 calendar days prior to the CCAS pay pool deliberations taking place. The total award budget set aside for CCAS awards will be IAW the Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) Federal Register. The Award Category Level will set by Expected Overall Contribution Score (EOCS) range. NH-03s will be split between Cat II/III based on EOCS range. Maximum EOCS range set by AcqDemo conversion-out rules. This Allows GS-12 to be rated against NH-03 (GS-12 equivalent).

19. The supervisor will communicate the appraisal Overall Contribution Score (OCS), PAQL score, factor scores, and pay adjustments to each employee in a formal feedback session. The supervisor will record the date and method of communication in CAS2Net.

20. Employees who are under CCAS for less than 90 consecutive calendar days and are in a pay pool as of September 30 will receive General Pay Increase (GPI) IAW the Federal Register.

21. The pay pool manager and supervisors must ensure the employee information contained in the program is safeguarded during the CCAS process. The Privacy Act of 1974 applies to all data, regardless whether finalized or not, during the entire process. Employee information, such as name, will not be disclosed outside of pay pool proceedings. Pay pool managers who convey the outcomes of the CCAS process must do so in a manner that ensures individuals cannot be personally identified by the posting of the results.

22. Supervisors should document counseling sessions when employees receive feedback for deterioration of contributions or performance. Feedback sessions should be conducted between the supervisor and employee when the deterioration in contributions or performance occurs. Documentation of these sessions should occur following counseling sessions. Deteriorating contributions or performance must be documented prior to initiating a Contribution Improvement Plan (CIP).

23. To maintain a quality civilian workforce and encourage employees to strive for top performance, supervisors should take positive action as soon as a performance problem is observed. At any time during the performance appraisal cycle that the employee's contribution and/or performance starts deteriorating, the supervisor will initiate an opportunity period to give the employee a reasonable amount of time to demonstrate acceptable contributions and/or performance. This means an amount of time commensurate with the duties and responsibilities of the employee's position sufficient to allow the employee to show whether he or she can contribute adequately and/or perform acceptably to the standards. The supervisor will help the employee improve performance during the opportunity period. This can include supervisory instruction and counseling personal demonstration, peer coaching, frequent reporting, special assignments, on-the-job training, etc. Although not required by regulation, formal training may be provided. This training should be given a sufficient high ranking within the appropriate training priorities."

24. Management will take appropriate action to timely effect any changes to an employee’s performance records when it has been determined appropriate under the negotiated grievance procedures of the MLA or other appeal process. If the employee achieved fully successful accomplishment of the CIP requirements, the employee is provided written notification of adequate/improved contribution and performance and is advised that he/she must sustain adequate contribution and/or fully successful performance for up to two years from the beginning of the opportunity period as described in Section 7.10. If there is another inadequate contribution and/or unacceptable level of performance finding within a two-year period from the beginning of the opportunity period, the employee can be issued a notice of contribution-based action, i.e., reassignment, reduced in pay (amount determined by organization), changed to a lower broadband level with or without a reduction in basic pay, or removed from Federal Service. Employee will sign the notice of improvement to acknowledge his/her receipt of the consequences of another inadequate contribution finding and/or unacceptable rating of record during the two-year trial period.

Contribution Improvement Plan (Optional and Mandatory)

25. A decision to reduce pay or remove an employee for inadequate contribution or performance shall be IAW AcqDemo Operating Procedures. All employees shall be given a written notice of proposal to take a contribution or performance based action at least 30 calendar days prior to the date the action will be effective. All relevant documentation pertaining to a reduction in pay or removal that is based on inadequate contributions or performance shall be preserved and made available for review IAW AcqDemo Operating Procedures. In the event that a proposed action does not take place because an employee has achieved an adequate level of contribution or performance the employee will be notified in writing that the proposed action will not be taken, with the employee receiving a copy and a copy retained in the Supervisor’s Employee Brief (AF Form 971).

Transfers and Reassignments

26. In the event of downsizing associated with a formal reorganization/realignment, management will inform potentially affected employees of the potential for downsizing at least 90 calendar days prior to the action taking place. Management will inform employees of their right to request reassignment or change to a lower grade at least 90 calendar days prior to downsizing occurring. Management will also instruct potentially affected employees on the procedures for requesting expedited reassignment or change to a lower broadband or grade as a Priority Placement Program (PPP) registrant after formal notice is provided to the affected employee.

27. Employees may receive a lateral reassignment to the same or different broadband with the same maximum base pay providing the employee meets OPM qualifications standards and DAWIA requirements for the position, as applicable. A new CP will be completed to ensure the employee understands the new assignment and the contributions and performance that are expected. If the employee does not consent, the employee must be provided written notice of the intent to reassign at least 30 calendar days prior to the effective date. The employee and the supervisor will both sign the intent to reassign and a copy will be given to the employee and a copy retained in the Supervisor’s Employee Brief (AF Form 971).

28. Upon an employee’s placement to a position with no change in series or broadband level the supervisor will document in the Supervisor’s Employee Brief (AF Form 971) the date of the change, the lack of change to series, broadband level, and KSA’s, and employee understanding of the reassignment. A new CP will be completed to ensure the employee understands the new assignment, expected contributions and performance and the plan will be entered into CAS2Net.

Movement to a Lower Broadband Level

29. In the event of a voluntary change to a lower broadband in the same or different career path, the employee’s salary may be set at any point within the broadband level to which appointed, except that the new salary will not exceed the employee’s current salary or the maximum salary of the broadband level to which assigned, whichever is lower. An employee’s written request for a voluntary change to a lower broadband or different career path will include a reason(s) for the request as well as employee and supervisor signatures and dates. All actions shall be documented by use of an official personnel action and be retained in the Supervisor’s Employee Brief (AF Form 971) as well as appropriately filed IAW local procedures. If the employee applies through a USA Job Announcement and is selected, this is considered the written request.

30. An employee may receive a reduction in pay within his/her existing broadband level and career path; be changed to a lower broadband level; and/or be moved to a new position in a different career path due to a contribution based action. An employee may only be involuntarily moved to a lower broadband after the pay pool manager determined that the employee contributions resulted in an inadequate contribution which resulted in a lack of partial or no general pay increase (GPI). Change to a lower broadband is authorized when the base pay results in a salary lower than the minimum of the pre-appraisal broadband.

31. Employees who are involuntarily reduced in pay/changed to a lower broadband due to an adverse action will have their based pay reduced by at least six percent, but will be set no lower than the minimum salary of the broadband level to which assigned. Employees placed into a lower broadband due to adverse action are not entitled to pay retention.

32. Employees who are involuntarily reduced in pay/changed to a lower broadband due to a contribution based action will have their pay reduced at least six percent but will not be set any lower than the salary of the next lower stop and consider point used IAW AFMC business rules and the AcqDemo Operating Guide when considering increases in pay. Change to a lower broadband is only authorized when the decrease in pay results in a salary lower than the minimum of the pre-appraisal broadband. In the event the reduction in pay does not result in a salary lower than the minimum of the pre-appraisal broadband, no change to a lower broadband is authorized.

33. In cases where an involuntary change to a lower broadband occurs that is not a result of adverse or contribution based action (i.e. RIF/Surplus), the employee’s salary will either be their current salary if within the salary range of the new broadband, the maximum salary within the new broadband, or will receive retained pay, whichever is commensurate with the employees current salary. The employee must receive at least 30 calendar day’s written notice prior to an involuntary change to a lower broadband in the same or different career path. The written notice will include a reason(s) for the change, the planned effective date, and associated appeal rights. In addition, the employees and supervisor’s signatures and dates will be documented on the written notice. All actions shall be documented by use of an official personnel action and copies shall be retained in the Supervisor’s Employee Brief (AF Form 971).

Temporary Promotions

34. Employees who are serving in a temporary promotion will have their expected contributions adjusted accordingly, as appropriate, to account for the lack of contributions and performance relating to their primary position as outlined in their CP. Such time away from their primary position for temporary promotion duties will not be viewed as lack of contributions or performance.

Occupation, Series, and Broadband Level Concerns

35. If an employee formally raises a concern pertaining to the occupational series, title, or broadband level of his or her position to the supervisor it must be done in writing. It is the supervisor’s responsibility to inform the employee of the requirement for formal concerns to be in writing. The union will be notified in writing after an employee appeal has been filed within 10 work days. All documentation will be provided to the union pertaining to the appeal upon union request.

CCAS Grievances

36. All employees who are in the bargaining unit may grieve CCAS Overall Contribution Score (OCS), PAQL rating, and/or Contribution Improvement Plans under Article 6 of the MLA. The union may request aggregate data of the CCAS results following the closeout of an appraisal cycle.

Bargaining Unit Employees are required to follow the Negotiated Grievance Procedure. Grievances will be tracked and monitored in CAS2Net via the grievance module. The grievance module is a means of submitting, documenting, and resolving adjustments related to employee annual assessment results. Upon any changes to an employee’s appraisal as a result of a grievance, the CAS2Net system will recalculate scores, compensation, supervisor’s assessment, etc.

Union Representation Duties

37. Union official who perform representation duties 100% of their time are entitled to receive the General Pay Increase (GPI). Employees who perform union representation tasks less than full time will have their expected contributions and performance standards adjusted accordingly to account for time away from the job for union representation duties. Such time away from the job for union representation duties will not be viewed as lack of contributions or performance.

38. Official DOD AcqDemo survey data will be provided to the Union upon request. The Union reserves the right to request data regarding the CCAS rating cycle.

39. The Union reserves the right to request additional data concerning AcDemo. Data requests will be specific to the type of data needed and the request will outline the particularized need for the data requested.

40. Once per year, not to exceed three appraisal cycles from the date of this agreement, one (1) union representative will be granted up to three (3) days, to participate in Agency-funded, travel orders to visit Arnold AFB, upon request. The Union will be provided travel orders to discuss any concerns pertaining to evaluations of affected BUEs and have representational meetings with interested BUEs to discuss any AcqDemo concerns/issues.

41. 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                                      FOR THE UNION 



___signed________                                   ___signed________
Robert Good	                                    TROY TINGEY
Chief, Employee & Labor Mgmt Relations              President
HQ AFMC/A1K	                                    AFGE Council 214




___signed________                                   ___signed________
Curtis Hetzel	                                    TUJA STUARD
Labor Relations Specialist	                    Executive Assistant
HQ AFMC/A1KL	                                    AFGE Council 214

AFI 36-2670, Total Force Awareness (IPDs)

Date: 
Tue, 06/01/2021
MEMORANDUM OF AGREEMENT (MOA)

ON

AFI 36-2670, Total Force Development, 25 June 2020

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 Air Force Instruction as it applies to Bargaining Unit Employees (BUEs) covered by the Master Labor Agreement (MLA) between parties.

2. The mission of Total Force Development is to provide directive guidance on personnel policy for executing total force development. This MOA’s focus is in regards to Individual Development Plans (IDP) as they relate to our BUEs.

3. IDPs are required by Department of Defense and Air Force Instructions therefore, BUEs pursuing developmental opportunities not identified in their formal training plan(s) will require one on file approved by his/her supervisor. BUEs that are content in their current positions will not require an IDP in addition to their current formal training plan.

4. 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 MANAGEMENT	                                   FOR THE UNION


___-signed-_____________                           ___-signed-_______________
RODNEY D. TRAMBLE	                           TROY TINGEY
Chief, Force Development Division	           President
HQ AFMC/A1D	                                   AFGE Council 214


___-signed-_____________                           ___-signed-_______________
HOLLY COBY	                                   TUJA STUARD
Labor Relations Specialist	                   Executive Assistant
HQ AFMC/A1KL	                                   AFGE Council 214

AFRL ATAAPS

Date: 
Thu, 06/03/2021
MEMORANDUM OF AGREEMENT (MOA)

On

Automated Time Attendance and Production System (ATAAPS) Implementation for Air Force Research Laboratory (AFRL) JOCAS Users: Supplement to ATAAPS MOA, Dated 7 February 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, and collectively as the Parties, hereby enter into this Memorandum of Agreement regarding implementation of ATAAPS as a replacement for JOCAS as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the Parties within AFRL.

2. ATAAPS is a web-based application providing online entry, update, concurrence, and certification of time and attendance data for civilian employees of various Department of Defense agencies. On 7 February 2013, the Parties entered into an MOA implementing the general provisions of ATAAPS. AFRL intends to expand the ATAAPS program to employees using JOCAS, and in accordance with the 7 February 2013 MOA further negotiation must occur when converting employees already using automated time attendance systems to ATAAPS, thus necessitating this supplemental MOA.

3. This MOA implements usage of ATAAPS as the preferred system of time attendance tracking for BUEs within AFRL currently using JOCAS.

4. Management agrees to the same provisions found in the 7 February 2013 MOA to employees converting to ATAAPS.

5. Prior to implementation of ATAAPS local AFGE presidents will be afforded the opportunity of a demonstration of ATAAPS, via DCS web conferencing or in person if requested by the local president.

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

 


For Management/Date	                              For Union/Date


 

___-signed-________________                           ___-signed-______________
Curtis Hetzel	                                      Troy Tingey
AFMC/A1KL	                                      President
                                                      AFGE Council 214
 

___-signed-________________                           ___-signed-______________
James D. Lawson	                                      Tuja Stuard
AFRL/FZF	                                      Executive Assistant
                                                      AFGE Council 214
 

AFI 21-101, Aircraft & Equip Maintenance, 16 Jan 20 and AFMC Supplement, 10 Nov 20

Date: 
Wed, 03/10/2021
MEMORANDUM OF AGREEMENT (MOA)

on

AFI 21-101, Aircraft and Equipment Maintenance Management, dated 16 January 2020 and AFMC Supplement, dated 10 November 2020

(Supersedes the MOA on AFI 21-101, Aircraft and Equipment Maintenance Management and AFMC Supplement, dated 28 July 2016)

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, herby enter into this Memorandum of Agreement regarding the subject instructions as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2. AFI 21-101 and AFMC Supplement is the master publication governing maintenance for mechanics and technicians located at Air Force Test Center (AFTC) Test Wing Organizations to include 96 Test Wing (Eglin AFB, FL and any operating locations (OLs), 412 Test Wing (Edwards AFB, CA and any operating OLs) and the United States Air Force Aircraft Battle Damage Repair Office Air Force Sustainment Center (AFSC)(AFSC/LGPM) at Wright Patterson, AFB, OH and any OLs. This MOA implements AFI 21-101 and the AFMC Supplement subject to the provisions below.

3. Maintenance Cyber Discipline training requirements shall be tailored to DoD Information Technology used locally and shall emphasize authorized, and unauthorized uses, prevention, detection, remediation, and provide an overview of recent negative trends and effective mitigation techniques. All applicable users will complete Maintenance Cyber Discipline Training annually in Advanced Distributed Learning Service (ADLS) or equivalent training method. Management will ensure all maintenance personnel who utilize DoD Information Technology have received appropriate Maintenance Cyber Discipline Training.

4. Any Local Supplementing to AFI 21-101 AFMC Supplement, dated 10 November 2020 will be subject to local negotiations.

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



___-signed-_____________                        ___-signed-_____________
ARTHUR R. BUCK	                                TROY TINGEY
Aircraft Maintenance Policy Manager	        President
HQ AFMC/A4MM	                                AFGE Council 214





___-signed-_____________                        ___-signed-_____________
HOLLY COBY	                                TUJA STUARD
Labor Relations Specialist	                Executive Assistant
HQ AFMC/A1KL	                                AFGE Council 214

SECDEF Extremism Stand Down Day, 11 February 2021

Date: 
Tue, 03/09/2021
MEMORANDUM OF AGREEMENT (MOA)

on

SECRETARY OF DEFENSE (SECDEF) EXTREMISM STAND-DOWN DAY DATED, 11 FEBRUARY 2021

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 Secretary of Defense has directed all services conduct a stand-down to address extremism. Command teams may tailor execution of the Extremism Stand-Down Day to meet the unique needs of their Airmen and Department of the Air Force civilian employees and their local environment. Active component commanders will ensure the stand-down event is conducted no later than (NLT) 6 April 2021; reserve unit commanders will conduct the stand-down NLT 6 June 2021. Commanders may elect to kick-off this event with Town Halls; however, they must be followed by small group guided discussions that reach 100% of our military and civilian Airmen.

3. Training will be accomplished via email or other virtual avenues (i.e. zoom, teams etc) for those in telework status. Supervisors and or training officials will give credit to employees for completing training via email or virtually. Employees will not be required to do any testing in relation to this training. Full time union stewards will be able to accomplish training via email or virtually and will receive credit accordingly. Any face to face training must be conducted in accordance with COVID restrictions per the Centers for Disease Control and Prevention (CDC) guidance. Employees in Temporary Duty (TDY) status, on leave or otherwise unable to accomplish the training before the deadline, will be afforded the opportunity to accomplish the training upon return.

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


MANAGEMENT	                               UNION


__-signed-_____________	                       ___-signed-___________	
ROBERT GOOD	                               TROY TINGY
AFMC Labor Relations Officer	               President
HQ AFMC/A1KL	                               AFGE Council 214




__-signed-_____________	                       ___-signed-___________
COLLETTE F. MYERS	                       TUJA STUARD
Human Resources Specialist	               Executive Assistant
(Labor Relations)	                       AFGE Council 214
HQ AFMC/A1KL

DODI1300.26_AFI65-117, Financial Management Certification Program, dated 15 April 2019

Date: 
Thu, 11/05/2020
 
MEMORANDUM OF AGREEMENT (MOA)

On

DODI1300.26_AFI65-117, Financial Management Certification Program, dated 15 April 2019

 

Reference: Supersedes DoD Financial Management (FM) Certification Program MOA, 28 August 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 the administration of the Department of Defense Financial Management Certification Program as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. The DoD FM Certification Program is mandated by Public Law 112-81, the FY2012 National Defense Authorization Act (NDAA), providing the Secretary of Defense the authority to prescribe professional certification and credentialing standards. This program supports the professional development of the FM workforce and provides a framework for a standard body of knowledge across the FM workforce. This certification program is required for all employees in the 05XX occupational series and other jobs series where employees who perform 50% or more financial management related duties and applies to all AFMC Bargaining Unit Employees (BUEs) (including all developmental positions in these categories) in the aforementioned positions. The Congressionally mandated FM Certification Program is a condition of employment. In those cases where the above mentioned positions are designated as Defense Acquisition Workforce Improvement Act (DAWIA), personnel must complete both certification programs. Approval of FM Certification will be granted, provided the workforce member completes the applicable requirements. This MOA identifies implementation and impacts of the DoD Financial Management Certification Program, to the bargaining unit employees affected by this program.

3. BUEs who inform their supervisor that barriers exist for adequate training and use of the computer based training (i.e. disability, educational, language, etc.) will be provided assistance or allowed access to alternative existing methods in accordance with Air Force policy.

4. Education and Training. Management agrees to take all responsible steps to ensure employees meet their certification requirements, including the following:

         a. Any workforce training courses, including but not limited to all required computer based and classroom training (e.g. DAU, AFIT, or within other DoD environments), may be completed during duty time. As such, management agrees to allow adequate duty time to take subject courses. With supervisor approval, courses may also be accomplished from home via telework during duty hours, or after duty hours which would allow for accrual of credit or comp hours.

         b. Any financial costs for courses taken under the FM Certification Program are the responsibility of the organization. In accordance with budget limitations, regulations, and mission requirements, job-related educational courses through colleges, universities, and other formal education sources will be permissible at government expense.

5. Equivalency and Certification.

         a. It is recognized that some employees are sufficiently trained and experienced to not require particular training courses outlined in the FM Certification Program. Employees can submit an “equivalency” statement to document past training and/or experience which covers the objectives of a template requirement.

         b. Certification level requirements are not cumulative. Specifically, an FM member assigned to a Certification Level 2-coded position is not required to complete Certification Level 1 requirements prior to starting Level 2 Certification; an FM member assigned to a Certification Level 3-coded position is not required to complete Certification Level 2 prior to starting Level 3. Employees who may later take a position which requires a lower DoD FM Certification level than they achieved on a previous position, shall not be required to accomplish the lower-level certification because the higher-level certification will supersede the requirement.

6. Certification Deadlines and Continued Training Requirement.

         a. The Employer is committed to assisting and supporting employees who are conscientiously pursuing their certification so as to prevent any adverse action or consequence. In situations where an employee fails to meet the initial certification deadline, but is making continuous progress, management will obtain a waiver to extend the deadline. If the employee fails to meet the extended deadline, the supervisor and the employee will meet to discuss the situation. The meeting will constitute a good faith effort to discuss alternatives, to include an additional waiver. The certification authority is authorized to grant time waivers for certification completion in 1 (one) year increments up to 4 (four) additional years. Should an employee willfully show no effort of progress toward certification, at the request of the employee or supervisor, a meeting will be held to discuss additional actions. Upon request from the employee, a union representative may be present for any of these meeting.

         b. Hours earned through FM courses under the Acquisition Professional Development Program (APDP) which offer Continuous Learning Points (CLPs) shall count towards Continues Education and Training (CETs) points/hours requirements at a 1:1 ratio.

         c. CET requirements will be measured in a discrete window. That is, employees shall be given an initial date two years after certification by which to earn a particular amount of hours/points (for continued education requirements). Until that date comes, it shall not be updated to the next two-year interval. The CET requirements apply to each applicable 2-year period.

7. Upon request from Council 214, the Union will receive, from Management, annual reports on the AFMC BUEs in the DoD FM Certification program. These reports will be categorized by base, contain BUE names, include the total number of BUEs participating in the certification program, current number of BUEs pursuing certification not yet completed, and any BUEs that are delinquent on certifications.

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

 

For Management / Date	                               For the Union / Date


___-signed-_________________                           ___-signed-_______________
HILARY BROWN	                                       TROY TINGEY
Chief, Financial Workforce Mgmt Branch	               President
HQ AFMC/FMFW	                                       AFGE Council 214





___-signed-__________________                          ___-signed-________________
HOLLY COBY	                                       TUJA STUARD
Labor Relations Specialist	                       Executive Assistant
HQ AFMC/A1KL	                                       AFGE Council 214

AFI 34-144, Child and Youth Programs, 2 July 2019

Date: 
Thu, 10/22/2020
MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Instruction (AFI) 34-144, Child and Youth Programs

This MOA supersedes and replaces AFI 33-144 MOA, dated 27 April 2017

References:
A. AFI 34-144, Child and Youth Programs, dated 2 July 2019
B. AFI 36-703, Civilian Conduct and Responsibility, dated 18 February 2014
C. MOA on AFI 36-703, Civilian Conduct and Responsibility dated 29 April 2016

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 Air Force Instruction as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. AFI 34-144 (reference A) is a wide ranging instruction designed to give guidance over one of the most important areas to Air Force personnel, their children. The AFI contains guidance for the Child and Youth Programs (CYP), which encompasses Child Development Centers (CDC) which uses the Early Learning Matter Curriculum (ELM), Family Child Care (FCC) Programs, Youth Programs (YP) School-Age Care (SAC), and Youth Sports.

CYP Facilities

3. Any unsafe playground equipment or other equipment and facilities used during outdoor play will be identified in the daily outdoor inspection prior to the playgrounds being used. Unsafe equipment will be placed off limits. Management will inform BUEs of any equipment deemed unsafe for use and will ensure that repairs are completed within a realistic time span. In the event that the scheduled repairs will take more than one month to complete appropriate alternative arrangements will be made for outdoor play.

4. All animal feces found in the outdoor play area, during the daily inspection, will be removed by any available employee performing inspections prior to children using the outdoor play area.

5. BUEs will report all improperly working laundry machines to management. Management will place the improperly working machine off limits for use until repair/replacement of the improperly working machine occurs. BUEs will not use any improperly working laundry machine.

6. Fire alarms or intercom systems that cannot be heard on the playground must be reported to Management as soon as discovered. At least one back up telecommunication system (Example: walkie-talkies or cordless phones) will be made available to staff. In the event that none of the aforementioned systems are operable a manager or clerk can verbally inform staff of issues.

7. In the event that temperatures fall below 68 degrees or exceed 82 degrees as established by AFI 34-144 management will notify CE immediately. Management will contact the Local Union when heating/cooling issues will impact personnel and children longer than 2 hours. In situations where normal operations cannot be restored within the same working day, alternative arrangements will be made for children and personnel to ensure health and safety.

8. CYP staff must annotate peeling and flaking paint on the daily opening/closing checklists. Management will ensure a work order is submitted to Civil Engineering for peeling or flaking, and, when feasible, will ensure the area is covered, blocked, or placed off limits until repairs occur. It is understood that all paint is non-toxic, but still may be harmful to children if ingested.

9. In the event of the CCTV system is not operable (malfunction, loss of power, etc) any employee working alone will be provided a second staff member when available or must be in Line of Sight Supervision.

10. New construction of CYP facilities is a multi-year process. Staff will be informed when construction on a new facility is approved. Local unions will be notified of any renovations or new construction that could affect BUEs.

CYP Personnel

11. Management will seek volunteers first when the Mission dictates care outside the normal operating hours (evenings, weekends, school holidays, down days, etc.). In the event Management is unable to secure enough volunteers to meet the Mission Requirements, a rotations schedule will be developed and BUEs will be directed as needed to work. Employees will have no less than 3-days’ notice when possible (if someone scheduled to work calls out sick, resigns, etc.) and will be afforded credit hours and/or overtime for time worked.

12. CYP BUEs will receive a copy of their position description at the time of their initial employment and the supervisor will annotate receipt on AF Form 971. CYP BUE performance standards will be in accordance with the applicable section of the MLA.

13. CYP staff are given the opportunity to evaluate their own performance annually in writing. Employees may request training on writing effective “self-assessment” of their performance. The Local union president will be invited to attend and assist in the self-assessment training. The Local president may designate a representative to attend on his/her behalf. Performance feedback will be conducted in accordance with the MLA. Copies of the past four years of written performance evaluations, self-assessments, and supervisor feedback will be retained in the Employee’s supervisor work folder.

14. CYP BUEs will be instructed by management on expectations to meet the needs of the youth and communication and cooperation among the work group. Personnel standards pertaining to the conduct of BUEs will be governed by AFI 36-703, Civilian Conduct and Responsibility and the related MOA on AFI 36-703.

15. Staff are allowed to receive copies of their Individual Training Plan and other information documented on their AF Form 1098, Special Task Certification and Recurring Training.

16. Specifics of the management of child maltreatment allegations are handled through the Child and Youth Services Flight Chief and Family Advocacy. The Family Advocacy Office (FAO) is notified whenever allegations arise in accordance with AFI 40-301, and the appropriate agencies as applicable (Local County Child Protective Services, Office of Special Investigation, and Security Forces Squadron) will be notified if the case meets the reasonable suspicion guidelines.

17. All staff will be informed of the requirement to complete ongoing competency-based training modules and will be provided the opportunity to complete these in a timely manner before being expected to utilize the material in performing their duties.

18. One fifteen minute break will be given to BUEs during each consecutive 4 hour period worked with children.

19. BUEs will be afforded the opportunity to request all Early Learning Matters (ELM) materials and any other materials needed for use in the classroom. Materials must meet developmental/accreditation/age guidelines and requirements. In the event that a BUE notifies management that he/she does not know how to incorporate required materials required by regulation or accreditation (i.e. science, math, reading, etc.), training will be provided on how to incorporate all materials.

20. Provide BUEs preparation time for the curriculum implementation and/or to prepare activities or experiences for the next week at least 1 hour per week.

21. BUEs will be provided access to computers with internet access for training purposes and use as a resource. All required training will be conducted during duty time to include telework.

22. Employees may use parent provided nicknames for children and youth as long as it is not a term of endearment. (Example: Child’s name is Robert, parent’s state to call him Bobby.). This nickname will be used on all labels, signs, and any other areas where a child’s name is used in the classroom.

23. Training in conflict resolution is provided in New Employee Orientation, section “CYP Positive Guidance and Appropriate Touch Instructional Guide” prior to a BUE working in a classroom. Management cannot enforce BUE use of conflict resolution until completion of this module. Conflict Resolution is also included in the Guidance Module which must be completed within 90 days of employment. All training will be done in accordance with the MLA.

24. CYP BUEs will be informed that they may be subject to extended real time monitoring (up to 30 minutes) by parents on Closed Circuit Television (CCTV). A sign which states “If you plan to watch your child for more than 30 minutes, we would like to invite you to do so from inside the classroom,” or equivalent phrase, will be posted near CCTV monitors which can be viewed by parents. When management becomes aware that a parent’s viewing of real time CCTV is in excess of 30 minutes, BUEs will be notified in that room of the real time viewing and verbally invite the parent into the classroom unless due to health conditions this is not possible. Parents may submit requests for reviewing recorded CCTV videos by contacting a manager. Such requests will be acted on as soon as the system has the capabilities and staffing and other factors permit. Requests to obtain copies of CCTV recordings must be made through the installation’s FOIA office. If disciplinary action is proposed on a BUE, based on video information, the video will be provided to the Union upon request to include representational declaration from the BUE.

CYP Operations

25. AF Form 1183, AF Forms 1930, and any equivalent electronic system will be used for the hourly accountability of children.

26. The CDC and SAC will provide helmets, purchased from the NAF Central Buy Program and ensure that the helmets properly fit their child. Management will provide BUEs training regarding proper helmet fitting and use for children who ride wheeled toys other than riding toys with a low center of gravity, where these items are in use. CDC will ensure the cleaning and care of the helmets.

27. CYP will follow the most current version of The American Academy of Pediatrics Managing Infectious Diseases in Child Care and School, for all illnesses. BUEs will be provided training and access to this manual upon request to management.

28. Management will ensure staff are aware of children’s allergies by posting current allergy listing where children and youth have meals and snacks.

29. When a CYP facility is notified of a safety related inspection or multi-day non-safety related inspections, management will notify the local Union prior to inspections, when time permits. Upon request from the Union, management will provide the local Union a copy of the report.

30. 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	                                  FOR THE UNION


___-signed-__________________                     ___-signed-_______________
PATTI MEHRENS	                                  TROY TINGEY
Chief, Child and Youth Programs Division	  President
AFMC AFSVC/SVPY	                                  AFGE Council 214



___-signed-__________________                     ___-signed-_______________
HOLLY COBY	                                  TUJA STUARD
Labor Relations Specialist	                  Executive Assistant
HQ AFMC/A1KL	                                  AFGE Council 214

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