This agreement is made and entered into by the Federal Aviation Administration (FAA or the Agency) and the National Association of Air Traffic Specialists (NAATS or Union) on all matters concerning the implementation of the FAA's new Performance Planning and Recognition System (PPRS). It is agreed that the following terms and conditions will govern the implementation and administration of this policy for all bargaining unit employees and will be applied consistent with applicable laws, regulations, and the Parties' national agreement.

No modification, supplement, or waiver of these terms and conditions shall be valid unless made in writing and executed by the parties at the national level. Within 30 days of the signing of this agreement, the FAA will place a copy of this MOA in the. Read and Initial (R&I) binders at all facilities where NAATS bargaining unit members are located.

1. This new PPRS will go into effect for all unit employees March 1, 1996. The current rating period will be extended until September 30, 1996. All performance during this extended time period will be considered in determining the employee's final rating.

2. The FAA will provide NAATS with information on the agency's budget for awards for FY 96 within 30 days from the effective date of this agreement, unless otherwise unavailable due to actions outside of the agency.

3. In the event OPM issues new regulations concerning reduction-in-force (RIF), the agency will notify the union as required by Article 16.

4. A national joint AT/AHR work group will be designated within 90 days to study gain sharing and other incentive/performance award and appraisal systems. The work group will include members of both the agency and AT unions. The NAATS union may designate a representative on the group. The representative shall be granted official time to participate in any meetings or teleconferences for the work group. If a meeting is held the agency agrees to pay travel and per diem for the union representative, if they are an FAA employee. The work group shall make recommendations to the national representatives of the Parties for their final approval. After completion of the national joint work group and approval of any recommendations made, the Parties may, if deemed necessary, designate a joint work group to develop any specific procedures or processes required for Flight Services.

5. It is the Agency's policy to not use Additional Outcomes solely for making performance award determinations. If this policy should change the Union will be notified in accordance with Article 9.

6. The Agency will annually provide the national Union the available statistical information concerning monetary and non monetary awards given for bargaining unit members for each region that appraisal year.

7. All employees will be given information on the changes and features of the new system. As resources permit, briefings will also be given to employees at the facilities. In such cases, the facility representative will be invited to attend.

8. The Agency will conduct a review of the performance plans for the Flight Watch positions in order to develop and recommend up to date Outcomes and Expectations. The Union may designate a representative to participate in this review. The Union representative will be granted official time to participate in any meeting or teleconference for this review. The Agency retains the right to approve or disapprove any new outcomes and expectations developed.

9. Performance plans shall be provided to each employee within 30 days of the beginning of each appraisal period. When standardized performance plans are used for groups of employees, they will be discussed with the union prior to implementation. The Agency retains the right to determine the outcomes and expectations to be used in any employee's performance plan. Employees may grieve his/her performance plan as provided by law and in accordance with the procedures contained in Article 67.

10. Employee's annual performance appraisal will be completed no later than 60 days from the end of the annual appraisal period, unless there is an extended rating period. Rating officials will give all employees formal feedback discussions as specified in the FAA PPRS model program and Article 42 of the Parties agreement. Any employee will be given an opportunity to discuss his/her rating, upon request.

11. Performance plans will be developed by the Agency for employees who are detailed or temporarily promoted as provided by Article 38 within 30 days of the effective date of the official personnel action.

12. The Performance Planning form will include a block labeled "Supervisor/Employee Comments."

13. Employee Performance Files kept in a secured location and maintained consistent with OPM regulations and the Privacy Act. Only agency authorized personnel will have access to such files.

14. An evaluation of the PPRS in AT will be conducted by the agency 2 years after the implementation date and subsequently as required every 3 years thereafter. Bargaining unit employees will participate in the evaluation by survey and focus groups. The facility union representative will be invited to attend any focus group meeting at that facility. The Union will be provided a copy of any survey/evaluation forms to be used in advance for input and comment. All findings/recommendations from this evaluation will be provided to the Union.

15. Employee progress reviews will be conducted in accordance with the requirements of the FAA PPRS and Article 42 of the Parties' agreement.

16. Nothing in this agreement waives any contractual or statutory right of the Union or the Agency.

This agreement is effective: January 16, 1996.

Date: 1/16/96