The Bylaws of the AFEU Executive Board, as adopted Nov. 29, 2006, have been posted on the web site (and links placed on the home page and blog page.) Bylaws are internal rules for the executive board’s functioning, passed by the executive board.
WE will be hearing from our AFEU president, Paul K. Davis on the “state of the Union” on Monday May 30, 2007.
Note to new employees as well as employees who know of new hires: term employees are part of the collective bargaining unit and are eligible for membership in AFEU. The Union values term employees and is interested in their issues and concerns, and hopes that term employment at NASA leads to permanent career hires. While O’Keefe talked the talk about the “aging workforce problem”, NASA has been focused on voluntary and involuntary ways of “separating” employees until recently. (Luckily, AFEU and IFPTE has worked hard to prevent involuntary separations.) A part of Griffin’s “ten healthy centers” is ensuring that the knowledge accumulated by the older employees is passed down to the next generation of workers.
For those new to reading blogs, I recommend an “RSS” reader. I’ve added links to popular and free readers for Windows, Mac, and Windows Mobile computers. If you have suggestions for other free RSS readers, leave a comment. These tools allow you to keep up with our blog as well as a variety of other blogs and news sites on the net.
From the Constitution Committee, to be voted upon at the membership meeting.
Proposed amendment to the AFEU constitution drafted by Paul K Davis, 2006 Dec 20 moved and seconded at the Dec 2006 membership meeting revised in accordance with Constitution Committee discussions finally revised in accordance with further comments, 2007 April 17 THE CONSTITUTION COMMITTEE RECOMMENDS IN FAVOR OF THIS Purpose: to provide for the removal of elected officers Explanation: The wording currently in or Constitution, when interpreted as explained in Robert’s Rules of Order, means that an elected officer can be removed by simple vote at any membership meeting. While it is good to have a procedure for removing officers, it would be better if this procedure were more in keeping with the election procedure. It is proposed here that it should take two meetings to remove an officer, and that the final vote must be by secret ballot. Specific causes for removal are identified and other procedure safeguards are specified. In Article IV (Officers and Elections): Add an new additional section after the current section 4 reading, “Section 5. Removal of Elected Officers An elected officer may be removed during the term of office for conduct which seriously impedes the business of the union as described in section 17.1 of the IFPTE constitution. The procedure for removal is initiated by any member sending the President and the Secretary a request to place a motion for a recall election on the membership meeting agenda. Such a request must identify the officer(s) to be recalled. It shall be placed at the beginning of the agenda for the earliest membership meeting at least ten days after sending the request. This agenda shall be sent to the membership at least seven days before the meeting. The motion must state in writing a specific reason or reasons including a supporting explanation for the recall, and must be considered if seconded. Upon adoption of the motion the next order of business shall be the appointment of a Recall Election Committee, by the highest ranking officer who is at the meeting and not subject to recall. This Committee may not include the mover or seconder of the motion or any officer subject to recall. The date of the recall election shall be set by this Committee, and shall be in at least four weeks but not more than six weeks. Within two days this committee shall send a copy of the recall motion and any supporting documentation to the officer(s) subject to recall. The officer(s) subject to recall shall then have ten days to submit written response(s) to the Committee. The Committee shall mail the election notice, the recall motion and the response(s) to all members at their last known home addresses at least fifteen days prior to the recall election. The total cost of this mailing shall be born by the Union, the maker(s) of the motion, and the officer(s) subject to recall, in proportion to their contributions to the weight of the mailing. The recall vote shall be by secret paper ballot, and a three-fifths majority vote shall be necessary for recall. If such vote is achieved, the office shall immediately become vacant, and be subject to procedures for filling a vacancy. Being recalled from office does not impair the recalled officer’s rights to be nominated, elected or serve in any office thereafter.” Appropriately renumber the current sections 5 on.
From HR, send comments to membership@afeu.org.
The following elements and indicators are intended to guide and assist supervisors in tailoring individual elements and indicators for their employees. The supervisor may choose to use the indicators “as is” if appropriate for the position, or may choose to use these indicators as a guide or “conceptual definition” to help in developing their own indicators tailored to the requirements of the individual position. It is given that any described elements also include alignment and support of Agency strategic goals.
Element 1: Job Specific
Regulations Definition: The Program/Project/Functional Objective (PPFO) element must address the primary work assignment or responsibility of the employee and is the critical element that holds the employee accountable for achieving measurable results. This element must align with the performance goals and objectives of the employee’s organization for the appraisal period to which he/she will contribute in order to establish the required alignment to the Agency’s Strategic Plan.
Meets Expectations:
Performance that fully and consistently meets the performance standards identified for the element.
1. Effectively plans, organizes, coordinates, controls, and prioritizes workload
Indicator: Timeliness, accuracy, responsiveness
2. Knowledgeable of all regulations applied to field
Indicator: Keep current, reads and applies regulations
3. Effectively applies technical skill and knowledge in accomplishing their work
Indicator: Understands and applies processes and procedures
4. Identifies, analyzes, and resolves technical problems related to their work
Indicator: Consistently raises issues, follows through in order to successfully accomplish task
5. Maintains customer relations
Indicator: Understands and responds to customer requirements
6. Works safely and in compliance with environmental, financial, IT security, and other institutional requirements
Indicator: Demonstrates an awareness of institutional and program requirements
Exceeds Expectations: (Clearly meets expectations at the Meets level, plus…)
Performance that consistently exceeds the performance standards to a high degree for the element.
Indicators:
1. Continually improves workload management processes including planning, organizing, coordinating, controlling, and prioritizing
2. Proactively and effectively informs appropriate Ames population or relevant organizations of new or changed requirements that impact work or processes beyond the scope of their assignment.
3. Effectively manages unanticipated work load demand beyond routine duties of the position.
Significantly Exceeds Expectations: (Clearly meets expectations at the Meets and Exceeds level, plus…) Performance that consistently exceeds the performance standards to an exceptional degree for the element.
Indicators:
1. Makes significant contributions outside their work group which contributes to their organization and/or accomplishment of Center goals
2. Develops improved, user-friendly tools or methods, that are adopted by the organization, to implement new or existing requirements
3. Applies an agency-wide perspective and systematic view when implementing requirements or improving processes in a way that significantly benefits the Ames community. (e.g., new travel regulations, records requirements, service requests)
Element 2: Collaborations and Teamwork
Regulations Definition: This element is the commitment to work cooperatively as a member of a group or team demonstrated by the willingness to share one’s knowledge, experience, and expertise and to seek and listen to the opinions and ideas of others to achieve the organization’s goals and objectives. Collaboration also requires respect for individual and cultural differences without discrimination or harassment of any kind.
Meets Expectations:
Performance that fully and consistently meets the performance standards identified for the element.
1. Seeks and shares opinions, ideas, and expertise of others when formulating the approach to activities, projects, and other tasks.
Indicator: Effectively collaborates with management, co-workers, customers, and other stakeholders
2. Builds and maintains cooperative working relationships both within and outside their organization.
Indicator: Flexible, adaptable, approachable, listening skills, and networking
3. Demonstrates respect/understanding/trustworthiness in work situations.
Indicator: Integrity, reliability, follow-through, dependability, consistency
4. Works effectively in diverse groups.
Indicator: Is inclusive, respects and accommodates opinions and perspectives of others
Exceeds Expectations: (Clearly meets expectations at the Meets level, plus…)
Performance that consistently exceeds the performance standards to a high degree for the element.
Indicators:
1. Facilitates win-win situations and an open exchange of ideas and opinions.
2. Motivates and guides team members /colleagues toward goal accomplishments.
3. Encourages and facilitates cooperation within the organization and with customer groups.
4. Establishes an atmosphere that encourages participation of all employees.
Significantly Exceeds Expectations: (Clearly meets expectations at the Meets and Exceeds level, plus…) Performance that consistently exceeds the performance standards to an exceptional degree for the element.
Indicators:
1. Establishes trusting working relationships in contentious situations where there are conflicts.
2. Effectively builds consensus and inspires team members/colleagues toward goal accomplishments.
3. Develops leadership in others through coaching, mentoring, recognizing, and guiding others.
4. Makes maximum use of the diverse talents of team members.
5. Consistently works effectively in diverse, cross-organizational, and uncertain environments.
6. Facilitates effective adaptation to controversial or difficult changes within the organization.
Element 3: Communications
Regulations Definition: This element is the commitment to the open, honest, and effective exchange of information and ideas demonstrated both orally and in writing.
Meets Expectations:
Performance that fully and consistently meets the performance standards identified for the element.
1. Effective oral and written communication.
Indicators: Communicates with accuracy and clarity. Written materials generally follow NASA’s prescribed standards and style and are infrequently returned for substantial revision.
2. Information, results, and decisions are communicated in a timely manner.
Indicator: Meets deadlines and/or requests information or additional resources in a reasonable time
3. Interactions with others demonstrate the ability to listen effectively and respond accordingly.
Indicators: Displays active listening traits
4. Sensitive to diverse audience.
Indicators: Communications demonstrate an awareness of the sensitivity of others Avoids unnecessary offense, ability to express or exchange information to a variety of audiences.
5. Encourages open communication to achieve mutual understanding.
Indicators: Fosters dialogue and discussions
Exceeds Expectations: (Clearly meets expectations at the Meets level, plus…)
Performance that consistently exceeds the performance standards to a high degree for the element.
Indicators:
1. Organizes and presents effective communications to diverse audience on non-routine and complex issues or topics with competing interests or opinions.
2. Tactfully exchanges difficult information.
Significantly Exceeds Expectation: (Clearly meets expectations at the Meets and Exceeds level, plus…) Performance that consistently exceeds the performance standards to an exceptional degree for the element.
Indicators:
1. Frequently and consistently communicates effectively with individuals who are hostile or distressed beyond the normal expectation of the position.
2. Frequently and consistently communicates effectively when controversy is involved beyond the normal expectation of the position.
3. Seeks out opportunities to promote and exchange information for the improvement in the Agency’s goals.
From HR, send comments to Duane Carbon, Treasurer (see x500 for his e-mail address.)
The following elements and indicators are intended to guide and assist supervisors in tailoring individual elements and indicators for their employees. The supervisor may choose to use the indicators “as is” if appropriate for the position, or may choose to use these indicators as a guide or “conceptual definition” to help in developing their own indicators tailored to the requirements of the individual position. It is given that any described elements also include alignment and support of Agency strategic goals.
Element 1: Job Specific
Regulations Definition: The Program/Project/Functional Objective (PPFO) element must address the primary work assignment or responsibility of the employee and is the critical element that holds the employee accountable for achieving measurable results. This element must align with the performance goals and objectives of the employee’s organization for the appraisal period to which he/she will contribute in order to establish the required alignment to the Agency’s Strategic Plan.
Meets Expectations:
Performance that fully and consistently meets the performance standards identified for the element.
Conducts research.
Indicators:
1. Publications (proceedings, NASA publications, patents, peer-reviewed journals) according to directorate standards.
2. Attends scientific meetings and presents research.
3. Peer-reviews when asked.
4. Scientific review panel member when asked and available.
5. Writes and submits proposals.
6. Instrument team member.
Participates in administrative, oversight, and management duties consistent with grade level.
Indicators:
1. Accepts and carries out assignments when asked.
Exceeds Expectations: (Clearly meets expectations at the Meets level, plus…)
Performance that consistently exceeds the performance standards to a high degree for the element.
Takes on broader responsibilities in the scientific community
Indicators:
1. Involves post-docs/students in research (students may be at any level).
2. Actively seeks scientific collaborations.
3. Proactive instrument team member - initiates improvements.
4. Participates in and makes valued contributions to NASA wide or centerwide committees.
5. Scientific conference organizing committee member.
Participates in administrative, oversight, and management duties
Indicators:
1. Diligent effort to meet challenging project or program milestones and/or consistently comes within budget guidelines.
2. Resolves problems related to these duties.
Significantly Exceeds Expectation: (Clearly meets expectations at Meets and Exceeds level, plus…) Performance that consistently exceeds the performance standards to an exceptional degree for the element.
Leader in scientific community
Indicators:
1. Critical instrument team member or leader – significant responsibilities or lead roles for entire systems or subsystems.
2. Committee chair (NASA, professional society).
3. Journal editor.
4. Critical research team member or leader - significant responsibilities or lead roles for research projects.
5. Conference organizer.
6. Receive job related awards or recognition (E.g., professional societies, NASA awards, Ames awards, National Academy of Sciences, election as fellow of professional society) for NASA related work.
7. Mentors students/post docs to promote an understanding of science and research (students may be at any level).
8. Adapts to programmatic pressures and deals with substantial change in a productive manner.
9. Demonstrates creative, out of the box problem solving beyond grade level expectations.
10. Invited speaker at a major conference in her/his field.
11. Publication of a research article in one of the widely-read, prestige rapid publication journals such as Nature or Science.
12. Publication of a major review article for one’s field.
13. Publication of a full article explaining a research topic in a widely circulated magazine aimed at a broad public or non-specialist audience.
Notable successes in administrative, oversight, and management duties consistent with grade.
Indicators:
1. Leads in the execution of duties.
2. Anticipates the needs of the duties/task.
3. Project, facility, program scientist.
Element 2: Collaborations and Teamwork
Regulations Definition: This element is the commitment to work cooperatively as a member of a group or team demonstrated by the willingness to share one’s knowledge, experience, and expertise and to seek and listen to the opinions and ideas of others to achieve the organization’s goals and objectives. Collaboration also requires respect for individual and cultural differences without discrimination or harassment of any kind.
Meets Expectation:
Performance that fully and consistently meets the performance standards identified for the element.
Indicators:
1. Demonstrates a willingness to exchange and share ideas, knowledge, expertise and responsibility.
2. Interactions with others demonstrate trust (trustworthiness) and their work reflects integrity and ethics.
3. Supports agency goals and diligently seeks out requirements and addresses needs of scientific discipline.
4. Participates in local and/or global activities and collaboration.
Exceeds Expectation: (Clearly meets expectations at Meets level, plus…) Performance that consistently exceeds the performance standards to a high degree for the element.
Indicators:
1. Initiates new activities/goals (push the boundaries).
2. Fosters collaboration.
3. Promotes ideas and/or activities and/or involves students and takes action.
4. Critical active member in local and/or global activities and collaboration.
Significantly Exceeds Expectation: (Clearly meets expectations at Meets and Exceeds level plus…) Performance that consistently exceeds the performance standards to an exceptional degree for the element.
Indicators:
1. Establishes new direction in science and technology.
2. Fill niches- proactively seeking missing pieces, taking initiative.
3. Leads local and or global groups or teams for scientific activities and collaboration.
Element 3: Communications
Regulations Definition: This element is the commitment to the open, honest, and effective exchange of information and ideas demonstrated both orally and in writing.
Meets Expectations:
Performance that fully and consistently meets the performance standards identified for the element.
Indicators:
1. Oral and written communication (including electronic communications) are accurate, courteous, clear, and well-organized; responds in a timely manner to email and other written requests.
2. Encourages communication by being a good listener and valuing others’ contributions.
3. Must play (Interacts) and work well with others; effectively interacts with colleagues and keeps others informed of progress.
4. Written materials generally follow NASA’s prescribed standards and style and are infrequently returned for substantial revision.
5. Oral and written communications are open, honest, aware of, and sensitive to the audience.
Exceeds Expectations: (Clearly meets expectations at Meets level, plus…)
Performance that consistently exceeds the performance standards to a high degree for the element.
1. Creates an environment for full participation.
Indicators: solicits input from group, builds consensus.
2. Seeks out expanded communication with others
Indicators: invites discussion and dialogue, follow-up, trying to resolve questions.
3. Proactively keeps coworkers informed about activities and developments.
4. Works to communicate science to public audiences
Indicators: Staffing a NASA booth, judging science fairs, or other public venues.
Significantly Exceeds Expectation: (Clearly meet expectations at Meets and Exceeds level, plus…) Performance that consistently exceeds the performance standards to an exceptional degree for the element.
Indicators:
1. Communicates science to a variety of audiences with varying levels of interest, education, and age.
2. Consistently helps, assists, and promotes communication (e.g., organize or help organize meetings, workshops, mini-symposium, seminar series).
3. Effectively deals with difficult individuals.
4. Communications motivate and inspire.
5. Actively works to repair broken lines of communication.
6. Effectively and consistently communicates successfully in the face of controversy or in contentious situation.
From HR, send comments to chiefstew@afeu.org
The following elements and indicators are intended to guide and assist supervisors in tailoring individual elements and indicators for their employees. The supervisor may choose to use the indicators “as is” if appropriate for the position, or may choose to use these indicators as a guide or “conceptual definition” to help in developing their own indicators tailored to the requirements of the individual position. It is given that any described elements also include alignment and support of Agency strategic goals.
Element 1: Job Specific
Regulations Definition:The Program/Project/Functional Objective (PPFO) element must address the primary work assignment or responsibility of the employee and is the critical element that holds the employee accountable for achieving measurable results. This element must align with the performance goals and objectives of the employee’s organization for the appraisal period to which he/she will contribute in order to establish the required alignment to the Agency’s Strategic Plan.
Meets Expectations:
Performance that fully and consistently meets the performance standards identified for the element.
Indicators:
1. Meets schedule and milestones as negotiated
2. Identifies risks when appropriate
3. Develops satisfactory solutions
4. Product meets the needs of customer
5. Maintains domain knowledge as agreed with the supervisor
6. Maintains required certifications, appropriate credentials, and licensure
7. Works in accordance to organizational goals
Exceeds Expectations: (Clearly meets expectation at the Meets level, plus)
Performance that consistently exceeds the performance standards to a high degree for the element.
Indicators:
1. Effectively adapts to significant changes in schedule, scope, and/or budget
2. Proactively identifies risks and proposes ways to mitigate impact
3. Level of excellence acknowledged by immediate peers (customers, co-workers, supervisors)
4. Products are consistently of high quality
5. Usually ahead of schedule and below cost
6. Advances organizational goals (example?)
Significantly Exceeds Expectation: (Clearly meets expectations at the Meets and Exceeds level, plus…) Performance that consistently exceeds the performance standards to an exceptional degree for the element.
Indicators:
1. Consistently and/or significantly ahead of schedule and below cost to such a degree as to make a positive impact on the project or program, while maintaining quality output
2. Proactively identifies risks and develops risk reduction strategies (when beyond the scope of the position)
3. Adapts to programmatic pressures and deals with substantial change in a productive manner
4. Demonstrates creative, out of the box problem solving beyond grade level expectations.
5. Level of excellence acknowledged by outside individuals or organizations (professional societies, engineering community members, etc.)
6. Products are of superior quality and may go beyond immediate use, impacting future missions, needs, and/or other projects
7. Develops innovative techniques, incorporates new technologies and/or techniques not normally applied
Element 2: Collaborations and Teamwork
Regulations Definition: This element is the commitment to work cooperatively as a member of a group or team demonstrated by the willingness to share one’s knowledge, experience, and expertise and to seek and listen to the opinions and ideas of others to achieve the organization’s goals and objectives. Collaboration also requires respect for individual and cultural differences without discrimination or harassment of any kind.
Meets Expectation:
Performance that fully and consistently meets the performance standards identified for the element.
Indicators:
1. Seeks immediate stakeholder’s opinions, ideas and expertise and seeks clarification when needed.
2. Working relationships, both internal and external, are cooperative and demonstrates the ability to be flexible and adaptable, and engages in open ideas and opinions.
3. Interactions with others demonstrate honesty, respect, trustworthiness and an understanding of others’ needs; supports, cooperates, and shares knowledge for the accomplishment of the Agency’s goals and objectives.
Exceeds Expectation: (Clearly meets expectations at the Meets level, plus…)
Performance that consistently exceeds the performance standards to a high degree for the element.
Indicators:
1. Proactively develops cooperative working relationships and encourages others toward goal accomplishments.
2. Fosters commitment and trust.
Significantly Exceeds Expectation: (Clearly meets expectations at the Meets and Exceeds level, plus…) Performance that consistently exceeds the performance standards to an exceptional degree for the element.
Indicators:
1. Consistently inspires and motivates others toward goal accomplishments.
2. Consistently develops and sustains cooperative working relationships.
3. Resolves contentious team issues.
Element 3: Communications
Regulations Definition: This element is the commitment to the open, honest, and effective exchange of information and ideas demonstrated both orally and in writing.
Meets Expectation:
Performance that fully and consistently meets the performance standards identified for the element.
Indicators:
1. Raises concerns about risks, design flaws, potential hazards to stakeholders
2. Oral and written communications are generally effective (e.g. accurate, well organized, and easily understood).
3. Information, results, and decisions are communicated in a timely manner.
4. Maintains lines of communications and listens effectively.
Exceeds Expectations: (Clearly meets expectations at the Meets level, plus…)
Performance that consistently exceeds the performance standards to a high degree for the element.
Indicators:
1. Effectively and proactively consults with stakeholders to develop solutions and resolves risks, design flaws, potential hazards
2. Clear and convincing oral and written communications (including electronic).
3. Communicates with credibility and confidence.
4. Builds new lines of communication.
5. Proactively delivers information, results, and decisions.
Significantly Exceeds Expectations: (Clearly meets expectations at the Meets and Exceeds level, plus…) Performance that consistently exceeds the performance standards to an exceptional degree for the element.
Indicators:
1. Effectively and proactively works with stakeholders to develop solutions and resolve unusually difficult, contentious, or politically sensitive risks, design flaws, potential hazards
2. Effectively deals with individuals who are difficult, hostile, or distressed.
3. Consistently sought out to present information.
4. Communications motivate and inspire.
5. Repairs lines of communication.
Dear Ames Federal Employee:
Greg Junemann, IPFTE president, sent the Utah high-school students responsible for the “magnets” experiment a check for $1,000 for them to travel to White Sands for the launch. Attached please find his letter to their teacher, Ms. Bushman. AFEU contributes funds for this effort.
IPFTE continues to support NASA’s education mission and supports better funding for these programs.
Sincerely,
–Lee Stone
VP for Legislative Affairs
IFPTE local 30