AFGE Council 214

AFMCI 36-2645 "Senior Functional Roles and Responsibilities"

Date:

Wed, 07/28/2010

28 July 2010

MEMORANDUM OF AGREEMENT

ON

AFMCI 36-2645 “Senior Functional Roles and Responsibilities”

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

2. AFMCI 36-2645 outlines roles and responsibilities for managing the recruitment, development, placement, and evaluation of “functionally aligned” employees. These are AFMC employees who specialize in one of five disciplines: program management, contracting, financial management, science and engineering, and manpower and personnel. The instruction establishes a hierarchy of “senior functionals” to manage professional aspects of these five fields. The review of the performance evaluation of functionally aligned employees will be in their functional chain of command. In the case of contracting personnel, they will report to and their performance shall be rated and reviewed by a contracting individual. This instruction also charges senior functionals to define and consistently apply performance management objectives. It gives them a dominant role in adjusting the mix of skills, numbers, and types of employees (civilian, military, and contractor) assigned to organizations. It also empowers the Center Senior Functional (CSF) office to hire, place, and reassign functionally aligned personnel. This agreement provides the agreed upon provisions for implementation of AFMCI 36-2645.

3. Recruiting and Hiring: Senior functionals will balance the strategy of hiring needed skills with development and advancement of internal employees. Senior functionals shall give consideration to qualified BUEs prior to a determination to go outside sources, in accordance with MLA Article 12.

4. The union will be involved pre-decisionally in discussions to increase the ratio of new contractor positions to bargaining unit positions within a group or division by a margin of more than ten percent. If the group or division has less than 100 civilian employees, the area for determining the percentage for the ratio will be expanded to the directorate level.

5. Reassignments: When it is necessary to reassign one or more functionally-managed employee to another position at the same title, series, and grade, and reduction-in-force procedures do not apply, the most senior qualified available volunteer will normally be selected for the job. The employee’s current supervisor may determine that he/she is not available for reassignment, based on mission urgency and needs, but rarely to exceed 12 months. If no qualified available senior volunteer exists, the least senior qualified available non-volunteer shall normally be selected. Seniority is determined by SCD Leave. Upon written request, management will provide written rationale to the Union for employees selected to be reassigned.

6. Performance Management: For bargaining unit employees performance management will be conducted in adherence with MLA Article 15.

7. Provisions of this MOA which conflict with a new MLA will expire upon implementation of the new MLA.

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/______________________

BILL KLOSTERMAN TOM ROBINSON

HQ AFMC /A1RI Executive Assistant, AFGE Council 214

_____/signed___________________ _____/signed /________________________

GINA WILLIAMSON KRIS KEELER

HQ AFMC/ A1KL Executive Assistant, AFGE Council 214

1 attachment

What is the difference between a CBA an MOU and an MOA?

Legally, all three of these acronyms mean the same thing.

CBA = Collective Bargaining Agreement
MOU = Memorandum of Understanding
MOA = Memorandum of Agreeement

All three of these are written agreements, or written notes of mutual understandings, between management and the union speaking collectively on behalf of the employees.

Typically, however, collective bargaining agreement is used to describe the master contract, the document that covers a broad range of working conditions, and goes for two or three years without change. Then it is re-negotiated.

The so-called memos usually cover single, less-important, subjects. They don't have any expiration dates; that means they remain in effect until the parties agree otherwise.

What can unions in the federal government bargain over?

Agencies have to bargain with unions over all matters affecting working conditions, with certain exceptions. The exceptions include: matters going to the heart of managing the enterprise, such as establishing the basic budget; matters already set by law or government-wide regulations; and classification matters.

It is important to remember, however, that AFGE represents its members on a whole range of subjects, such as GS pay increases, through lobbying. Thus, to say that an issue is outside the scope of bargaining does not mean the union can't effectively deal with it on behalf of its members.

What is collective bargaining?

Collective bargaining is the preferred, statutorily established, method for employees to participate in making the decisions that affect their working conditions. It is the most effective form of pre-decisional involvement that there can be. In collective bargaining there is an equal partnership between management and the employees, speaking through their union representatives, at least as to the matters the law requires be bargained.

Transfer of Civilian Personnel Operations

Date:

Thu, 03/04/2010

04 MAR 2010

MEMORANDUM OF AGREEMENT (MOA)

CONCERNING

TRANSFER OF CIVILIAN PERSONNEL OPERATIONS

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 subject as it applies to AFGE bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2. This MOA deals with two distinct but related initiatives that will primarily affect AFMC’s Large Civilian Centers (LCCs) located at Hill, Robins, Tinker and Wright-Patterson AFBs. The first stems from the year 2005 BRAC recommendation #137, which requires the transfer of personnel “transactional” workload to the Air Force Personnel Center (AFPC) at Randolph AFB, TX. It includes a range of administrative, record keeping, and advisory functions currently performed by AFMC Personnel Offices. The second stems from an AF/A1 initiative called Personnel Service Delivery Transformation which will realign LCC staffing operations from AFMC to AFPC. The workload will continue to be performed on site by the same employees, but the organization will convert to an AFPC “operating location” (OL): Attachment 1 summarizes the workload that will be transferred to Randolph AFB (column 1), workload that will be performed by the AFPC-OL (column 2), and the workload that will continue to be performed by the AFMC LCCs.

3. Current bargaining unit positions within the LCC staffing function which transition during the conversion will retain their bargaining unit status and employees occupying said positions will retain all rights negotiated by Council 214 and the local union.

4. Transactional workers whose work migrated to Randolph AFB will be offered a similar job at Randolph AFB with the exception of students, interns and employees serving on career-broadening positions. Employees who accept offers to work at Randolph AFB will receive full PCS funding for their moves in accordance with the Joint Travel Regulations (JTR). Employees who choose not to move will be held in surplus status until assigned to a local position commensurate with their background. No Reductions In Force are anticipated.

5. As soon as possible before implementation, affected employees will be notified of their status and, in the case of transactional workers, the option of a similar job at Randolph AFB.

6. As soon as possible before implementation, the local union will be invited to a briefing which will identify the impacted positions and employees, the timeline of transition for each function being transferred or converted and any changes in organization, supervision, rules and working conditions. The local parties are encouraged to address any issues which arise through collaboration recognizing their mutual right to bargain if either party deems it necessary.

7. All AFMC bases (to include the non-LCCs) will brief their local Union Presidents on timeliness metrics regarding the transition of staffing services which are applicable to their base. Such briefings will occur beginning with this MOA and continuing through 2011.

8. All remedies available under the MLA or 5 U.S.C. Chapter 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/

_________________________ _________________________

SHERI L. FLETCHER-ROY TOM ROBINSON

HQ AFMC/A1KK Executive Assistant

AFGE Council 214

/signed/ /signed/

_________________________ _________________________

AMY S. FELVEY KRIS KEELER

HQ AFMC/A1KK Executive Assistant

AFGE Council 214

/signed/