AFI 36-2645, Security Professional Certification and Development

Date: 
Tue, 01/09/2018
MEMORANDUM OF AGREEMENT (MOA)

On

AFI 36-2645 Security Professional Certification and Development

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 Professional Education Development (SPēD) Certification program as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the Parties.

2. The program is codified in AFI 36-2645, Security Professional Certification and Development. The SPēD program is comprised of both mandatory and voluntary security certification programs primarily open to Regular Air Force civilian, Air National Guard, and Air Force Reserve personnel assigned to positions where security work, as defined by the Office of Personnel Management’s Security Administration (occupational series 0080) classification standards, is performed as a primary duty or additional duty . The DoD SPēD program comprises six distinct certifications; Security Fundamentals Professional Certification Program (SFPC), Security Asset Protection Professional Certification (SAPPC), Security Program Integration Professional Certification (SPIPC), Physical Security Certification (PSC), Industrial Oversight Professional Certification (ISOC), and Special Programs Security Certification (SPSC). The SPēD program provides a structure for pursuing and documenting the attainment of certifications that provide a recognized credential for security professionals across the Department of Defense (DoD). This MOA authorizes implementation of the DoD SPēD program, subject to the provisions below.

3. The goal of the SPēD program is to promote a common and shared understanding of DoD security functional tasks and the knowledge and skills associated with the competencies required to perform those tasks. The SPēD program is designed to incentivize long-term employee professional development, education, and training through a cyclical certification maintenance process helping to maintain employee technical proficiency and policy knowledge.

4. The program is open to all AFMC Bargaining Unit Employees (BUEs) to include civilian General Schedule (GS)/Acq Demo and Federal Wage System (FWS) employees in any career field, but primarily with experience in one or more of the identified security disciplines.

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

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

7. The Parties agree that the use of the term “professional”, or any iteration or form thereof within this MOA or AFI 36-2645, does not construe the Professionalization, and therefore removal from any Bargaining Unit affiliation, of any positions for which this training is mandatory or voluntary.

8. The following guidelines apply to BUEs assigned to positions where security work is a primary or additional duty. BUEs will be notified of the provisions below at least 30 calendar days prior to being enrolled in the certification program:

   a. BUEs required to obtain DoD SPēD will be notified of the mandatory certification requirements applicable to their specific position which will include the date which certification should be completed.

   b. BUEs who voluntarily pursue DoD SPēD certification will be notified of the certification programs applicable to their specific position upon request.

   c. BUEs will be provided adequate duty time to access and complete mandatory training requirements associated with this program. 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.

   d. BUEs will be granted adequate duty time to travel to/from authorized testing locations and will be reimbursed mileage in accordance with the Joint Travel Regulation for all travel related to testing for DoD SPeD certification(s).

   e. BUEs will be granted access to required materials (i.e. computer, books, study guides), provided by management at no additional cost to the employee.

   f. BUEs will be informed of the Professional Development Unit (PDU) requirements for their certification(s). BUEs will be authorized adequate duty time after certification(s) is received to work on PDUs until that time that recertification is achieved within the biannual maintenance cycle. If the BUE feels the duty time provided is insufficient to complete the PDU 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.

   g. All BUEs serving in security positions, to include those who have additional duties that encompass security functions will be allowed to participate in the training, regardless of the hiring date.

   h. In instances where BUEs are assigned to a position requiring more than two SPēD certifications, the BUE will have an extra year per certification to meet program requirements. For example: BUEs must obtain two of the indexed SPēD Certifications within the standard two year compliance window and the additional certification may be obtained during the third year of employment without adverse action or waiver request.

9. The following applies to BUEs not serving in the security career field who participate in the certification program(s) on a voluntary basis:

   a. Mission permitting, and with supervisory approval, BUEs will be granted adequate duty time to access and complete training for the certification until such time as certification(s) is complete.

   b. Mission permitting, and with supervisory approval, BUEs will be granted adequate duty time to travel to/from authorized testing locations and to complete testing related to certifications.

   c. If permitted to participate in this certification, access to materials (i.e. computer, books, study guides) will be provided by management at no additional cost to the employee.

   d. BUEs will be informed in writing of the Professional Development Unit (PDU) requirements for their certification(s). Mission permitting, BUEs will be authorized adequate duty time each month after certification(s) is received to work on PDUs.

10. If a BUE has multiple certificates, and one certificates is slated to go into “expired” status for any reason, the BUE will be notified in writing at least 30 days prior of the change.

11. Upon request and with a demonstrated particularized need from Council 214, the Union will receive from Management annual reports on the DoD SPēD certification program. These reports will be categorized by base, contain BUE names, include the total number of BUEs participating in each certification program, current number of BUEs pursuing certification not yet completed, and any BUEs that are delinquent on certifications or PDUs.

12. BUE’s whose initial hiring date predates the DoD SPēD Certification Program implementation (14 March 2016) are exempt from DoD SPēD Certification Program requirements as long as they remain assigned to their current CPD/SCPD (or equivalent core personnel document) and duty location. The lack of certification shall not be a basis for non-selection for promotion or any type of employment advancement, to include centrally funded security assignments with the exception of positions identified by AFI 36-2645 as a prerequisite for consideration starting 14 March 2018.

13. The Union will be afforded an opportunity to bargain impacts to working conditions created by changes in certification requirements before changes occur.

14. 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//_________________
DAVID D. DAY						TUJA STUARD
Director, Information Protection			Executive Assistant
HQ AFMC/IP						AFGE Council 214




____//signed//________________			        ___//signed//__________________
ROBERT GOOD						ANDREW N. POWELL
Labor Relations Specialist				Executive Assistant
HQ AFMC/A4PT						AFGE Council 214


Acquisition Coding of AFLCMC Cyber Operations Employees - APDP

Date: 
Mon, 12/18/2017
 
MEMORANDUM OF AGREEMENT (MOA)

ON

Acquisition Coding of
Air Force Life Cycle Management Center
Cyber Operations Employees

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 acquisition coding of Air Force Life Cycle Management Center (AFLCMC) Cyberspace Operations Support (COS) Employees as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. In accordance with AFMCI 36-2613, Acquisition Professional Development Program (APDP), the AFLCMC Senior Functional (CSF) for the COS workforce established a process to have all COS employees’ positions APDP coded in order for the COS workforce to be recognized as having achieved professional status through APDP certification. This MOA implements the provisions of the APDP requirements for employees as determined by the APDP coding of each position, subject to the provisions outlined below.

3. The COS employees should be acquisition coded, using SAF/AQH "Step-by-Step Process for Designating and Coding AF Acquisition Positions". AFLCMC Cyberspace Operations Support APDP Manager will provide a coding spreadsheet to the impacted organizations listing all COS positions that are impacted. In turn, once coding actions are completed, the supervisors of the affected employees will notify their employee(s) of their APDP coding category and certification due date, In addition, the AFLCMC COS APDP manager will notify the employees of their position coding using the "APDP Notice Newly Coded'' mail merge process found in the Command Human Resource Intelligence System (CHRIS). To accommodate these impacts:

   a. Management will provide employee access to all APDP training required to attain certification during duty time. Employees will ensure that they have requested the needed duty time and received approval from their supervisors prior to enrolling in the training.

   b. Management will request an extension of at least one year to accommodate employees who do not obtain certification in the 24 months, so long as the employee has made a reasonable effort to complete the certification requirements during the initial 24 months.

   c. Management will provide individual mentoring, on request, to individuals having difficulty meeting certification requirements.

4. All AFLCMC Cyber Operations employees will receive email notification of the coding decision. The notification will explain that the coding decision was based on the documented duties in the employee's position description and that coding may be appealed on the basis of actual percentage of time spent on acquisition/non-acquisition workload. Upon request, the AFLCMC Cyber Operations APDP manager will meet with the employee and/or the employee's representative to discuss the coding decision and reasons for reconsideration. If an agreement cannot be reached the employee may exercise their right to file a grievance.

5. Employees will be given retroactive credit for the time from when the employee started the position, not the time that it became APDP coded, to the date it was determined the position required APDP certification.

6. The deadline for completing Continuous Learning (CL) credits is two years from the date of APDP coding. Employees can complete the CL credits at any point within this two year time frame. The deadline for completion of CL credits will not reset upon completion of CL requirement, but remain the original deadline of two years from anniversary date of the APDP coding of the position.

7. When AFLCMC Cyber Operations completes the APDP coding update the Union will be provided a spreadsheet showing the positions where acquisition coding was added or changed. The spreadsheet will show the installation and office symbol of the position and, if encumbered, the name of the employee.

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


   //signed//                                      //signed//
_______________________				_______________________
CHRISTOPHER J. ECHOLS				TUJA STUARD
AFLCMC Cyberspace Operations Support		Executive Assistant
Center Senior Functional		        AFGE Council 214
AFLCMC/XP-OZI					

   //signed//                                     //signed//
_______________________				_______________________
BRIAN FRIEDRICH					ANDREW POWELL
Labor Relations Specialist			Executive Assistant
HQ AFMC/A1KL					AFGE Council 214   

AFI 36-205, Affirmative Employment Pgm (AEP), Special Emphasis Pgm (SEP), Reasonable Accomodations Policy, 1 Dec 16

Date: 
Thu, 11/02/2017
 
MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Instruction (AFI) 36-205, Affirmative Employment Program (AEP), Special Emphasis Programs (SEP) and Reasonable Accommodation Policy, dated 1 December 2016

References:
A. AFI 36-205, Affirmative Employment Program (AEP), Special Emphasis Programs (SEP) and Reasonable Accommodations, dated 1 December 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 Affirmative Employment (AEP), Special Emphasis Programs (SEP) and Reasonable Accommodations as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. Air Force Instruction 36-205 (reference A) is the master Air Force publication providing Air Force guidance on reasonable accommodations for individuals with disabilities, how the AEPs and SEPs are organized and how program personnel are designated and committees are established. It requires commanders to develop and implement a program of positive action in all personnel administration and management matters, including recruitment, employment and promotion, designed to promote equal opportunity and to identify and eliminate discriminatory practices and policies.

3. Management will ensure the following information is contained in vacancy announcements on USA Jobs for full-time SEPMs:

     a. If the applicant is a current employee, they will have no return rights to their current position.

     b. Should the person selected for the position wish to leave the SEPM position, they may apply for other job opportunities via USA Jobs website or discuss other avenues for noncompetitive reassignments with their supervisor, in accordance with applicable laws, rules, and regulations.

4. Duties assigned to SEPM BUEs, who serve in a collateral capacity, are not considered critical and therefore are not part of the BUEs performance plan. An addendum to the BUEs official CORE personnel document will occur for SEPM appointments and will annotate the duties are not critical.

5. Appointed collateral capacity SEPM BUEs will be notified on the percentage of time spent on duties within the SEPM appointment letter.

6. The local union will be notified when changes are made to the SEPM appointments within 10 calendar days.

7. SEPM BUEs appointed as a SEPM in a collateral capacity will initially be solicited for voluntary assignments. BUEs will have the opportunity to relinquish the collateral duty SEPM appointment at any time without any reprisal. However, it is understood that these duties may remain with the SEPM no longer than 60 days while management solicits and assigns the duties to a new SEPM. Additionally, management retains the right to remove these duties from SEPMs. SEPMs will not be penalized for the time and attention dedicated to collateral duties.

8. SEPM BUEs may request feedback from their supervisors or AEPMs regarding their performance of SEPM duties. Any meetings between the AEPM and the SEPM’s supervisor regarding the SEPM's performance of SEP duties must include an invitation to the SEPM to join the meeting.

9. BUEs who perform SEPM duties will be allowed to participate in SEPM training as follows:

    a. all required training will be authorized and completed during duty hours.

     b. all voluntary training will be coordinated between the supervisor, SEPM and AEPM and will be attended during time scheduled to perform SEPM duties.

10. AEPMs and SEPMs will be allowed to accomplish their assigned duties during their regularly scheduled duty hours. Collateral duty SEPMs will schedule the percentage of time allotted for performing these duties with their supervisor and the AEPM.

11. The local union will be notified within 10 calendar days of the Installation Barrier Analysis Working Group (IBAWG) meetings. Upon request, the local union will be allowed to attend and participate in this meeting. If participating, the union will be required to acknowledge and sign a confidentiality agreement only if the other participants have also acknowledged and signed a confidentiality agreement for IBAWG participation.

12. The local union may request copies of the IBAWGs meeting minutes, briefing slides, or other pertinent meeting materials in accordance with 5 U.S.C. Chapter 71. Union recipients will be required to sign a confidentiality agreement prior to receipt of the materials if IBAWG participants are required to also sign a confidentiality agreement.

13. The local union will be notified at least 10 work days prior to and be allowed to attend and participate in the semiannual meetings between the AEPMs and the installation commander. The local union may request copies of meeting minutes or briefing slides from meetings between the AEPMs and the installation commander, in accordance with 5 U.S.C. Chapter 71. Union recipients will be required to sign a confidentiality agreement prior to receipt of the material.

14. Any awards received by SEPM BUEs will be IAW the MLA and applicable MOAs.

15. Use of ADR for a Reasonable Accommodation (RA) grievance will be subject to the provisions of the MLA and any associated locally negotiated agreement. Other means such as a third party neutral (e.g. facilitator) may be utilized to assist the parties through the RA process. When a third party neutral is utilized and the parties involved in the RA process are agreeable, the local union will be notified that a third party neutral has been requested to assist with the RA process.

16. Management will ensure that multiple avenues (e.g. briefings, emails, bulletin postings, etc.) are utilized to disseminate information about the reasonable accommodation process to BUEs on an annual basis.

17. 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



_______________________				_______________________
MOLLY FORE					TUJA STUARD
Affirmative Employment Program Manager		Executive Assistant 
HQ AFMC/A1KK					AFGE Council 214



_______________________				_______________________
BRIAN FRIEDRICH					ANDREW POWELL
Labor Relations Specialist			Executive Assistant
HQ AFMC/A1KL					AFGE Council 214   

Expansion of Medical Treatment Facility Hours

Date: 
Tue, 10/17/2017
 
Memorandum of Agreement

On

2017 NDAA Section 704:
Expansion of Medical Treatment Facility Hours


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 expansion of Medical Treatment Facility (MTF) hours as it applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. The 2017 NDAA Section 704 requires the Department of Defense to ensure the availability of primary care services based on the needs of the patient population empaneled to the MTF. At 44 Air Force MTF’s, some of which are AFMC installations, sufficient demand exists to have appointments available for patient care until at least 1630 hours, Monday through Friday, in their primary care clinics. This change in primary clinic hours also affects ancillary services such as pharmacy, diagnostic imaging, laboratory, and any other services involved in direct patient care which may be required to adjust hours to ensure availability to services. The decision on which clinics and ancillary services involved in direct patient care will experience expanded hours will be specific to each installation. This MOA implements the expansion of the MTF hours as they impact Bargaining Unit Employees (BUEs), subject to the provisions outlined below.

3. The Local Union President will be notified prior to implementation of any changes impacting bargaining unit employees and provided a briefing from the local MTF on the proposed changes to the primary care and ancillary services hours within the MTF at the installation in accordance with the 2017 NDAA Section 704. Local impacts and implementation of changes to MTF employees’ hours who are engaged in clinical and ancillary services will be determined by negotiations between Management and the Local Union President (or designee).

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.
 

For Management/date				For the Union/date


//signed//                                      //signed//
_______________________				_______________________
ROBERT J. MARKS, Col, USAF, NC		        TUJA STUARD
Command Surgeon 		                Executive Assistant
HQ AFMC SG					AFGE Council 214 
							


//signed//                                      //signed//
_______________________				_______________________
BRIAN FRIEDRICH					ANDREW POWELL
Labor Relations Specialist			Executive Assistant
HQ AFMC/A1KL					AFGE Council 214   

USA Hire Standard Applicant Assessment

Date: 
Tue, 10/17/2017
 
MEMORANDUM OF AGREEMENT (MOA)

ON

USA Hire Standard Applicant Assessment


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 USA Hire Standard Applicant Assessment as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2. All job opportunity announcements include a statement on how to request reasonable accommodations pertaining to taking the USA Hire assessment.

3. The union will be provided information within 30 calendar days of signing of this MOA on which series are currently affected. Upon request from Council 214 but not more often than quarterly, the union will also be provided a list of series required to utilize the assessment for hiring purposes.

4. The use of this assessment will be in accordance with Article 12 of the MLA.

5. All remedies available under 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//
_________________________                                            __________________________
MARY E. CLINE                                                        TUJA W. STUARD
Human Resource Specialist                                            Executive Assistant
HQ AFMC/A1KK                                                         AFGE Council 214


//signed//                                                           //signed//
_________________________                                            ____________________________
ROBERT GOOD                                                          ANDREW POWELL
Labor Relations Specialist                                           Executive Assistant
HQ AFMC/A1KL                                                         AFGE Council 214  

AFLCMC Wide 5-4-9 CWS

Date: 
Wed, 08/16/2017

Two Year Probation Periods Under the 2016 NDAA

Date: 
Tue, 07/11/2017
MEMORANDUM OF AGREEMENT (MOA)
ON
Two Year Probation Periods Under the 2016 NDAA


References:

    A. 2016 National Defense Authorization Act (NDAA)

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

2. The 2016 NDAA amended title 10 of the United States Code for Fiscal Year 2016, adding in section 1599(e). The new section requires that covered employees within the Department of Defense (DoD) complete a two year probationary period before their appointment becomes final. Covered employees include Bargaining Unit Employees (BUEs) who are appointed to permanent positions in the competitive service within the DoD on or after November 26, 2015.

3. Each affected BUE has or will be notified in writing that they are affected by the new probationary period requirements established by the 2016 NDAA. The notification will explain that the requirement to serve a two year probationary period is a result of Congressional action (i.e. an amendment to the United States Code). BUEs may access copies of corrected SF-50s, which will identify the start date for their specific probationary period, in the eOPF system. BUEs who cannot access the eOPF system may request a corrected SF50 from their supervisor or servicing Civilian Personnel office. Absent other circumstances individual to the BUE that may result in an extension, the probationary period will normally end two years from the specified start date in the SF 50 for the affected employees.

4. Upon request, a BUE will be provided information regarding limited MSPB appeal rights for probationary terminations.

5. Council 214 may request a list of affected BUEs and the percentage of personnel actions that have been corrected to reflect the change. The information provided by the Agency will be broken out by installation.

6. 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



_____________________________	                 _____________________________
RANDY SHAW	                                 TROY TINGEY
Labor Relations Officer	                         President
HQ AFMC/A1KL	                                 AFGE Council 214



______________________________	                 ______________________________
BRIAN FRIEDRICH	                                 ANDREW POWELL
Labor Relations Specialist	                 Executive Assistant
HQ AFMC/A1KL	                                 AFGE Council 214

Government Shutdown/Emergency Furlough Proceedures

Date: 
Thu, 11/17/2016
MEMORANDUM OF AGREEMENT (MOA)

On

Government Shutdown/Emergency Furlough Procedures


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 to address the impacts of a potential shutdown/ emergency furlough of the Federal Government due to a lack of operating funds. It applies to bargaining unit employees covered by the Master Labor Agreement (MLA) between the parties.

2. The purpose of this collective bargaining agreement is to implement steps and actions which will minimize any adverse effects on bargaining unit employees in the event of a shutdown/emergency furlough. Accordingly, the parties herein have agreed to cooperate to the maximum extent feasible in adapting agency actions and reducing the impact of a government shutdown.

3. A furlough is the placing of an employee in a temporary non-duty, non-pay status because of lack of work or funds, or other non-disciplinary reasons. For most employees, a shutdown furlough lasting 30 calendar days or less are covered by OPM regulations under 5 CFR 752, adverse action procedures. A shutdown furlough of more than 30 calendar days is also covered under 5 CFR 752. RIF furlough regulations are not applicable to emergency shutdown furloughs, because the ultimate duration of an emergency shutdown furlough is unknown at the outset and is dependent entirely on Congressional action, rather than agency action.

4. “Exempt” employees are not affected by a lapse in appropriations; therefore, are exempt from a shutdown furlough. This normally includes employees who are not funded by annually appropriated funds. “Excepted” is the term used in the context of a shutdown furlough, and refers to employees who are funded through annual appropriations, but are excepted from the furlough because they are performing work that, by law, may continue to be performed during a lapse in appropriations. Excepted employees include employees who are performing emergency work involving the safety of human life or the protection of property, or certain other types of excepted work. Civilian personnel who are funded through annual appropriations, but are not designated as excepted are barred from working during shutdown except to perform minimal activities as necessary to execute an orderly suspension of agency operations related to non-excepted activities. Only the minimum number of civilian employees necessary to carry out excepted activities will be “excepted” and will not be furloughed. Positions that provide direct support to excepted positions may also be deemed excepted if they are critical to performing the excepted activity. Determinations regarding status of excepted or non-excepted will be made on a position by position basis.

5. Management agrees to notify the Union of an impending furlough as soon as management is informed. This notification will identify the organizations and approximate number of employees who are exempt, excepted, and non-excepted across AFMC.

6. In advance of a shutdown, Management will notify employees whether they are excepted or non-excepted employees. Where a limited number of available employees perform the same job and have the requisite skills for carrying out excepted activities, Management will select the most senior volunteer(s) based on leave service computation date to work during furlough. If number of volunteers is not sufficient, management will select the least senior non-volunteer(s) with the requisite skills to work during furlough.

7. Employees on furlough will be advised that they are not permitted to work or volunteer to work in accordance with OPM guidelines.

8. Management may have its non-excepted employees perform for up to a half-day (e.g., up to four hours) when “orderly shutdown” activities are needed for the agency’s implementation of its contingency plan (e.g., turning in equipment if required).

9. Management will issue furlough notices to non-excepted employees. Notices will be delivered during the next scheduled work day after Management is informed of the furlough/shutdown. Notices may be issued electronically to employees where possible; or any other delivery method deemed appropriate to ensure receipt. Notices will indicate the actions and steps taken to lessen the impact of the furlough on employees.

10. Furloughed employees will be notified of when to return to work not less than 12 hours before work is to resume. Notification will be by telephone call to the employee’s phone number of record. Employees may be proved a call-in number to determine the status of a furlough in the event they are not at home to receive such notification. Local news media may also be used to notify employees.

11. Excepted employees performing work during a shutdown furlough will be made whole when Congress passes and the President signs a new appropriation.

12. Employee’s Federal Employee Health Benefits (FEHB) coverage will continue during a shutdown furlough. The employee’s share of the FEHB premium will accumulate and be withheld from pay upon return to pay status. The employee can choose between paying the agency directly on a current basis while in a non-pay status or having the premiums accumulate and be withheld from his or her pay upon returning to duty.

13. Employee’s Federal Employees’ Group Life Insurance (FEGLI) coverage will continue for 12 consecutive months in a non-pay status without cost to the employee.

14. BENEFEDS will generate a bill and send directly to employee’s enrolled in the Federal Dental and Vision (FEDVIP) program after no payment is received for two consecutive pay periods. Employees will be responsible for paying premiums to ensure continuation of coverage.

15. Union officials are not permitted to work on official time during a government shutdown, unless the union official is an exempted employee. In situations where union official cannot represent a BUE due to shutdown furlough, time limits under the Article 6 and 7 of the MLA will be extended up to the same time period as the shutdown furlough period. The same applies to time limit for Equal Opportunity cases.

16. When an employee is absent form work during furlough, he/she will not be held accountable for the effects of the furlough. Allowances for the effects of intermittent employment on assigned work will be made when applying the performance appraisal system.

17. Employees will not be subject to adverse performance ratings as a results of government shut down.

18. 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//
__________________________                              ____________________________
Randy Shaw                                              Troy Tingey
Chief, Labor Relations					President
HQ AFMC/A1KL						AFGE Council 214



//signed//                                               //signed//
___________________________                             ______________________________
Robert Good                                             Andrew Powell
Human Resources Specialist (Labor Relations)		Executive Assistant
HQ AFMC/A1KL						AFGE Council 214

Air Force Sustainment Center (AFSC) Industrial Prime Vendor Generation III

Date: 
Wed, 12/14/2016
MEMORANDUM OF AGREEMENT (MOA)

ON

Air Force Sustainment Center Industrial Prime Vendor Generation III


References:
A. AF Sustainment Center (AFSC) briefing on Industrial Prime Vendor Generation III date 25 Aug 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 industrial vendor plan as it applies to bargaining unit employees (BUEs) covered by the Master Labor Agreement (MLA) between the parties.

2. AFSC plans to implement and upgrade point of use vending machines for industrial components used in the repair and maintenance of AF assets.

3. Employees will be provided point of use vending machine training. Length of training during duty time may vary depending on local circumstances. Employees will continue with their use of the current practices until training has been completed. Training of all employees who will be required to use the point of use vending will normally occur on a one-on-one basis. The training will consist at a minimum on receiving components, returning components, look-up of unknown components, and troubleshooting of the point of use vending machines. Management will ensure completion of employee’s training is tracked. Training should be completed within six months from the effective date of this MOA or the installation of the point of use vending machines, whichever is later.

4. No adverse or disciplinary action will be taken based on information gathered from the use of the point of use vending machines unless it is determined that the employee willfully removed, retained, or replaced components with the express idea of personal gain.

5. Prior to implementation, management at impacted activities will notify the union of planned changes, identifying the affected positions and employees. Management will afford the local union an opportunity to bargain locally over the impact and implementation of issues not addressed at the Command level, i.e. specific positions and employees.

6. 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//
_____________________________	                              _____________________________
MICHAEL J. HOWENSTINE	                                      TROY TINGEY
Chief, Maintenance & Supply Rqmts Div	                      Executive Assistant
AF Sustainment Center	                                      AFGE Council 214



 //signed//                                                    //signed//
______________________________                                ______________________________
ROBERT GOOD                                                   ANDREW POWELL
Labor Relations Specialist                                    Executive Assistant
HQ AFMC/AIKL                                                  AFGE Council 214

Acquisition Demo (AcqDemo) Program at Arnold Air Force Base

Date: 
Mon, 11/21/2016
MEMORANDUM OF AGREEMENT (MOA)
ON
Acquisition Demo (AcqDemo) Program at Arnold Air Force Base (AFB)


References:
A. DOD Civilian Acquisition Workforce Personnel Demonstration Project Operating Procedures, dated 15 May 2003
B. AcqDemo Memorandums (AM’s) 13-01, dated 03 Jan, 2013, 13-04, dated 28 Mar 2013, 14-02, dated 21 Oct 2014, 13-02, dated 19 Feb 2013, 13-03, dated 1 Jul 2013, and 12-01, dated 05 Dec 2012.
C. Acquisition Demo Program Expansion to Arnold A.F.B. MOA, dated 31 Aug 2012

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, participation, and transition within the AcqDemo project (Reference A). The AM’s noted above (Reference B) change and clarify the measures outlined in the AcqDemo Operating Procedures. This MOA amends Article 15 of the 2012 Master Labor Agreement (MLA) and provides guidance for the trial application of the AcqDemo program at Arnold A.F.B. as outlined in the Acquisition Demo Program Expansion MOA (Reference C).

3. This MOA will be provided to all BUE’s incorporated into 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, 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. Each employee will receive a PRD upon entry into an AcqDemo position. The PRD replaces the current agency-developed position description document. Contribution Plan (CP)

6. CCAS is an appraisal system that measures the employee’s contribution to the mission of the organization. The CCAS appraisal cycle starts 1 October and ends 30 September each year. A CP outlines the expectations of the employees throughout the rating cycle, and their contribution to the organizational mission. 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.

7. In addition to supervisor expectations, hard copies of “An Employee’s Guide to CCAS, Understanding the Contribution-Based Compensation and Appraisal System of the AcqDemo” will be provided to employees. This information is also available at http://acqdemo.hci.mil/training.html. The guide provides employees with Broadband Level Descriptors and Discriminators which serve as benchmarks for describing individual contributions. Management will ensure pay pools use the Broadband Level Descriptors and Discriminators as the benchmarks by which employees will be evaluated for their contributions during the CCAS appraisal cycle.

8. 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 six 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 AcqDemo Operating Procedures. 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 Work Folder (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.

Mid-Point Reviews

9. 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 compared to the employees CP, and allows the supervisor to provide feedback on how to improve contributions, maintain current contribution levels, or contribution 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 AcqDemo Operating Procedures. 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 AF Form 971. 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.

10. Prior to each scheduled mid-point review and the final CCAS appraisal, the employee will be encouraged to provide "self-assessment" statements within CAS2Net, utilizing “CRI” format and ensuring that all six 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 or appraisal result.

CCAS Appraisal Process

11. Employees will have access to training on writing effective “self-assessment” statements and contribution objectives. Employees will be granted a reasonable amount of duty time to complete “self-assessment” statements.

12. When determining an employee’s CCAS contributions and associated compensation, weighting of factors may be used at the discretion of the pay pool and pay pool manager IAW AcqDemo Operating Procedures 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 AcqDemo Operating Procedures. 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.

13. The supervisor will communicate the appraisal Overall Contribution Score (OCS), 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.

14. 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 AcqDemo Operating Procedures

15. 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.

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

17. In the event of inadequate contribution based on rail position at the end of a rating period the supervisor has two options IAW AcqDemo Operating Procedures:

a. Take no action but document this decision in a Memorandum for Record (MFR). The MFR will be signed by the supervisor and the employee (signature indicated receipt acknowledgement). The supervisor retains a copy in the Supervisor’s Employee Work Folder (AF Form 971), and provides a copy to the employee.

b. Inform the employee, in writing, that unless the contribution increases to, and is sustained at a higher level (thereby meeting this standard for adequate contribution), the employee may be reduced in pay or removed. This option requires that the written notification include a CIP. The supervisor retains a copy in the Supervisor’s Employee Work Folder (AF Form 971) and provides a copy to the employee. Contribution Improvement Plan (Optional and Mandatory)

18. A decision to reduce pay or remove an employee for inadequate contribution shall be IAW AcqDemo Operating Procedures. All employees shall be given a written notice of proposal to take a contribution 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 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 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 Work Folder (AF Form 971).

Transfers and Reassignments

19. 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.

20. 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 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 Work Folder (AF Form 971).

21. 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 Work Folder (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 the plan will be entered into CAS2Net.

Movement to a Lower Broadband Level

22. 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 Work Folder (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.

23. 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.

24. 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.

25. 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 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.

26. 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 employee’s 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 Work Folder (AF Form 971).

Temporary Promotions

27. Employees who are serving in a temporary promotion will have their expected contributions adjusted accordingly, as appropriate, to account for the lack of contributions 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.

Occupation, Series, and Broadband Level Concerns

28. 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

29. All employees who are in the bargaining unit may grieve CCAS Overall Contribution Score (OCS) 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.

Union Representation Duties

30. 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 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.

31. 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//
__________________________                                     _______________________________
TAMMY LYONS                                                    TROY TINGEY
Chief, Personnel Support Division                              President
HQ AFMC/A1KL                                                   AFGE Council 214




//signed//                                                      //signed//
________________________                                       _______________________________
ROBERT GOOD                                                    ANDREW POWELL
Labor Relations Specialist                                     Executive Assistant
HQ AFMC/A1KL                                                   AFGE Council 214

 

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