National Association of Air Traffic Specialists

Aviation Safety is Our Business

Union 2 Pay Proposal

(This is the initial pay proposal from NAATS to the FAA. It does not constitute an agreement by the Parties on any Section of the proposal. This proposal is furnished to the NAATS membership for informational purposes only, the final product may be significantly different.)

AGREEMENT between the NATIONAL ASSOCIATION OF AIR TRAFFIC SPECIALISTS (NAATS) and the FEDERAL AVIATION ADMINSTRATION (FAA) on RECLASSIFICATION, COMPENSATION and OTHER BENEFITS

1. Basic Pay. An employee's pay rate excluding applicable locality pay adjustments.

2. Base Pay. An employee's pay rate including applicable locality pay adjustments.

3. Locality Pay. Bargaining unit members shall receive locality pay increases annually consistent with government-wide changes as defined by the Federal Employees Pay Comparability Act, 1990 as soon as these rates are determined or effective, whichever is earlier.

4. Premium and Differential Pay. Bargaining unit members will receive all Premium Pay percentages and Differentials as are administered in connection with Holiday pay, Sunday pay, Night Differential, Remote Site Pay, OJTI pay, CIC pay, meal breaks and any other Premiums/Differentials in accordance with applicable laws, regulations, and the parties collective bargaining agreement.

5. Overtime Pay. Bargaining unit members shall receive Overtime Pay as defined by the negotiated agreement.

6. Facility Incentive Pay (FIP). A pay allowance that will be granted to bargaining unit members in specifically identified facilities that are recognized to be in high cost of living areas, or are hard to staff facilities, or are operating under minimal staffing circumstances. The FIP pay element shall be administered biweekly in the employee's regular pay cycle. FIP will be a percentage of base pay and will rise with increases in base pay. The facilities and specific funding level for the new pay system will be determined by mutual agreement of the parties within 90 days of the signing of this agreement. It will be agreed upon in subsequent years prior to the beginning of the next fiscal year.

7. Cost Of Living Adjustment Pay (COLA). All eligible bargaining unit members will receive COLA Pay as defined by statute and as administered on the effective date of this agreement.

8. Certified Station Controller (CSC). The title applies to an Air Traffic Control Specialist who is, or has been, facility certified within the FSS option in the Air Traffic Service. Once facility certified in the FSS option, an Air Traffic Control Specialist retains the CSC title as long as they remain in, or regain, this FSS career status.

9. Bargaining Unit. Employees of the Air Traffic Service employed as a CSC or an Automation Specialist in the FSS option. This includes Developmental Air Traffic Control Specialists.

10. Developmental Air Traffic Control Specialist. An Air Traffic Control Specialist in training, at either the FAA Academy, or in a field facility, who has never been facility certified in the FSS option.

11. Certified Station Controller (CSC) Level Changes. Level changes are based on defined "seasoning" and professional development criteria. CSC levels are permanent once obtained. A CSC-2 shall receive a 15% increase in base pay. A CSC-3 shall receive a 10% increase in base pay. Level changes shall be based on the following:

A. CSC-1 to CSC-2.

1. 3 years total CSC experience in any level field facility.
2. A satisfactory performance rating for the preceding 12 months.
3. No adverse actions more severe than a suspension greater than five days within the preceding 12 months.

B. CSC-2 to CSC-3.

1. Professional development meeting specific criteria as determined by mutual agreement of the parties within 90 days of the signing of this agreement.
2. A satisfactory performance rating for the preceding 12 months.
3. No adverse actions more severe than a suspension greater than five days within the preceding 12 months.

12. New Hire. An individual who has never been employed by the Federal Government. The Parties agree that New Hires shall be placed in FSS Level 1 facilities unless other arrangements are mutually agreed at the regional level.

13. New Entrant. An individual, other than a New Hire, who has never been employed by the Air Traffic Service as an Air Traffic Control Specialist in the FSS Option. The Parties agree that New Hires shall be placed in FSS Level 1 facilities unless other arrangements are mutually agreed at the regional level.

14. Re-entrant. The Parties agree that Re-entrants shall be placed in FSS Level 1 facilities unless other arrangements are mutually agreed to at the regional level.

A. CSC. An individual who is not currently employed as an Air Traffic Control Specialist, by the Air Traffic Service but was previously a CSC in the Air Traffic Service, FSS option.
B. Developmental Air Traffic Control Specialist. An individual who previously was a Developmental Air Traffic Control Specialist in the Air Traffic Service, including those at the FAA Academy.

15. Transfer Policies. Defined as any movement of a CSC or Developmental Air Traffic Control Specialist position in the FSS option to another CSC or Developmental Air Traffic Control Specialist position at the same, lower, or higher FSS facility level. There are six types of transfers:

A. Voluntary transfer to a higher level facility.
B. Voluntary transfer to the same level facility.
C. Voluntary transfer to a lower level facility (this is not a demotion).
D. Involuntary transfer to a lower level facility for performance or cause (this is not a demotion).
E. Involuntary transfer to any level facility for reasons other than performance.
F. Moving to the next higher level CSC level within a facility. These levels are permanent once obtained.

16. Promotion Policies. A change in career levels. For example;

A. Moving from Academy completion into the first developmental stage.
B. Moving from the final Developmental Air Traffic Control Specialist stage into the CSC position.
C. Moving from a CSC position to the first supervisory level.

17. Training Stages. Each field facility shall consist of two training stages for Developmental Air Traffic Control Specialists.

A. Stage 1 is successful completion of the FAA Academy (or its equivalent), through certification on 50% of facility position categories (i.e., FD, NO, PB, BC, WO, IF/AA,) not the number of positions in a position type.
B. Stage 2 is completion of Stage 1 through facility certification.

18. Transfers Unsuccessful in Training. If the bargaining unit member is unsuccessful in completing the prescribed training program within the FSS option there are at least three possible placement options.

A. If a CSC is unsuccessful in obtaining facility certification upon transfer to a higher level facility, they shall be qualified for a subsequent transfer to a facility at the same level as previously facility certified or a lower level facility.
B. If a CSC is unsuccessful in obtaining facility certification upon transfer to the same level or lower level facility, they shall be qualified for a subsequent transfer to a facility at the same level for which they were last facility rated or at a lower facility level.
C. If a Developmental, Air Traffic Control Specialist is unsuccessful at obtaining Facility Certification they may be subsequently assigned to a lower level facility.

19. Types of Certification.

A. Facility Certification. Initial facility certification by a Developmental, Air Traffic Control Specialist with the purpose of attaining CSC status. Certification by a CSC upon reporting to a different facility.
B. Facility Recertification. A CSC regaining certified status after being decertified e.g. loss of medical clearance, currency, performance, detail, etc.

20. Facility Classification Formula. As previously agreed by the Parties, the Weighted Average of the 1st 1830 Hours (AVG1W), [KSA, Responsibility and Complexity] Activity Average of the first Unweighted 1st 1830 Hours (AVG1U), [Volume], the Activity Average 2nd 1830 Hours (AVG2U), Sustainment Factor (SF) [Workload], Facility Index (FI), Bargaining Unit Staffing (BU), Specialist Index (SI), Specialist Workload Factor [Workload], Classification Index (CI), %From Average, Classification Index (CI) (with remote facilities), % From Average, Parent AFSS.

21. The Classification Index (CI). The numerical index derived from the classification formula that is used to determine a facility rating.

22. Classification Levels. There are to be five facility level pay bands. Based on the facility classification index the initial facility placement and breakpoints are established as follows:

A. The top 20 facilities shall be placed in the FSS Level 3 payband.
B. The second 35 facilities shall be placed in the FSS Level 2 payband.
C. The third 10 facilities shall be placed in the FSS Level 1 payband.
D. CI breakpoints for FSS Levels 4 and 5 will be determined by mutual agreement of the Parties within 90 days of the effective date of this agreement.
E. Facility Level one payband is identified as FSS Band One beginning at $55,000. Each band is to be 40% wide. Every higher facility level payband is to be increased by 15% above the preceding lower band.
F. The Air Traffic Control System Command Center (ATCSCC) CSC shall be placed in the FSS Level 1 band.
G. The FSDPS CSC shall be placed in the FSS Level 1 band.
H. The CI for Alaskan hubbed rotational facilities shall be determined by a collective count of the AFSS and all rotational facilities within the hub. Non-rotational facilities shall have their own individual CI.
I. Any change in Agency facility architecture shall require notice and the opportunity to bargain with NAATS.

23. Increase in Facility Classification Level.

A. A change in the facility classification index (CI) above identified "breakpoints" that results in an increase in associated facility pay level.
B. Pay at the higher facility level is set at the same percentage of band with a minimum of an 8% increase.

24. Facility Level Retention Pay. When an employee is assigned to a facility that is classified at a lower facility level. Base pay will be retained at the higher facility level (including all OSI, SCI and locality pay increases for which the employee is eligible) for five years, beginning upon the first full pay period the action is taken. After five years the employee's current base pay will be placed in the lower facility level payband. If the employee's current base pay at that time exceeds the top of the lower facility level payband, the employee shall be in pay retention status. If during the five-year period the facility is reclassified to its original facility level, there will be no change in the employee's base pay.

25. Staffing. Since 1997, the Air Traffic Division and NAATS have agreed that it was in the nation's best interests of aviation safety, and an imperative to budget accurately for the future, that there be an agreed upon National Staffing number for FSS option Controllers. Since that time there has been an unavoidable, yet predictable, decline in the staffing levels of Air Traffic Control Specialists in the FSS option. It is in the interests of both the Air Traffic Service and NAATS, in planning and budgeting for the future, and in the interest of guaranteeing a "safety related work force", that we strive to assure our customer's needs are realized. To that end the Parties agree that a minimal staffing level of the FSS option to never fall below 2,657 CSC. The Parties agree that this number is comprised of those bargaining unit members who actually provide service to the aviation public and does not include those unit members on detail, medically disqualified, not operationally current or otherwise not on the facility watch schedule. Regional distribution of new bargaining unit employees shall be negotiated at the national level. To insure this level of staffing the parties agree to meet and explore all options within 30 days of the signing of this agreement.

26. CSC Reclassification Implementation and Conversion from FG Pay Schedules to Multiple Facility Pay Levels. Effective October 1, 1999, the following steps will be taken to retroactively transition bargaining unit employees into a new, multiple level compensation system.

A. Determine each bargaining unit employee's first year's transitional base pay in the following sequence:

1. Add to base pay the amount of 10% to FSS Level 1, 20% to FSS Level 2 and 30% to FSS Level 3 to implement multiple facility levels.
2. Add to basic pay locality adjustments.
3. Add to basic pay accrued within-grade-step increase.
4. Add to base pay the amount of 5% per annum, (current Air Traffic Revitalization Act pay (ATRA).
5. Establish the base pay percentage above the minimum level of an employee's current FG grade/step and apply that percentage to the minimum of the newly assigned payband. This establishes each employees target base pay.
6. If the employee's target base pay does not exceed transitional pay by a minimum of 15 %, (Air Traffic Revitalization Act pay plus a minimum basic pay increase of 10% in the first year) the employee's target base pay will be adjusted upward to meet this minimum.

B. For each year the bargaining agreement remains in effect, increase base pay for each bargaining unit member in an FSS level one facility by 2%, in an FSS level two facility by 4%, and, in an FSS level three facility by 6%, per annum.

C. Add any applicable FIP entitlements.

27. CSC Transfer Pay Setting. Once a controller has achieved CSC status, that status is permanent. For a CSC, pay is set as follows:

A. Upon voluntary transfer to a higher level facility, basic pay is increased by 8% or to the minimum of the new payband, whichever is higher. One-half of the increase is paid upon initial transfer to the new facility; the other one-half is paid upon facility certification.
B. Upon voluntary transfer to a lower level facility, basic pay is set at the current basic pay if that rate falls within the new payband. If the current basic pay is higher than the top of the new band, the top of the band caps the basic rate of pay.
C. Upon voluntary transfer to the same level facility, basic pay is unchanged.
D. Upon involuntary transfer for cause or performance reasons, an employee's basic pay is set at the current basic rate of pay if that rate falls within the new payband. If the current basic rate of pay is higher than the top of the new band, the top of the band caps the basic rate of pay.
E. Upon involuntary transfer, for reasons other than D above, to any level facility the bargaining unit member shall be placed in the appropriate FSS Level band or follow Facility Level Retention pay rule to ensure no loss of compensation.
F. Demotions are not applicable within or from the CSC career level.

28. Pay Retention.

A. Basic pay exceeds top of payband.

1. Premiums and Differentials are based on actual base pay.
2. Benefits based on actual base pay.
3. Annual OSI.

a) Base pay increases by 50% of OSI rate, remainder of OSI paid as a lump sum.

4. Annual SCI.

a) Paid as a lump sum.

B. Base pay within payband but payment of SCI would exceed top of payband.

1. Base pay raised to the top of the payband.
2. The portion of the SCI in excess of the payband shall be paid as a lump sum.

29. Reentrant CSC Pay Setting:

A. Individuals outside of the Air Traffic Service:

1. Starting salary for a CSC reentrant will be set in the payband appropriate for the facility level to which assigned. In no case will it be higher than the rate of pay held prior to leaving the Air Traffic Service, except to raise the pay to the minimum level of the payband.
2. If an employee's former pay exceeds the top of the payband to which assigned, pay will be set at no higher than the top of the band.

B. Individuals within Air Traffic Service: Follow the appropriate voluntary transfer rules.

30. Developmental Air Traffic Control Specialist Pay Setting.

A. Stage 1 Training: Pay will be 85% of an ATC-3 Level upon successful completion of the FAA Academy (or its equivalent).
B. Stage 2 Training: Upon successful completion of the Stage 1 level of training, the basic rate of pay is set at 85% of the minimum CSC base pay rate of the assigned facility.
C. In no case will the base pay be less than an 8% increase over their current base pay.

31. Developmental Air Traffic Control Specialist, Transfer Pay Setting.

A. Upon voluntary transfer to a higher level facility, basic pay is unchanged. Future pay increases are made in accordance with successful progression through the developmental stages.
B. Upon voluntary transfer to the same level facility, basic pay is unchanged.
C. Upon voluntary transfer to a lower level facility, pay is set in the same developmental stage percentage of the lower level facility's minimum basic pay.
D. Upon involuntarily transfer to a lower level facility for performance: same pay setting rule as voluntary transfer to lower level facility.
E. Upon involuntary transfer to any level facility for reasons other than D above, the bargaining unit member's pay shall be set to ensure no loss of compensation.

32. Re-entrant Developmentals Pay Setting:

A. Developmental re-entrant to lower level facility: The starting salary for a developmental re-entrant to a lower level facility will be set in the same developmental percentage attained prior to leaving the Flight Service option.
B. Developmental re-entrant to higher level facility: The employee's base pay is set at the previous base pay until such time as the employee successfully completes the developmental stage that results in a higher base pay.
C. Developmental re-entrant to same level facility: The employee's pay is set at the same pay as previously obtained, but no less than the current minimum base pay for the developmental stage attained prior to leaving the Flight Service option.
D. Developmental re-entrants from other ATS options: The employee's pay is set at the appropriate training level in Section 33 (H) (2) (b) or Section 29.

33. Re-entrant Pay Setting After Returning from Leave Without Pay (LWOP).

A. Extended LWOP - Upon return from LWOP of more than one year (continuous), CSC or Developmental Air Traffic Control Specialist's base pay shall be set according to reentrant pay rules.
B. Limited LWOP - Upon return from LWOP of one year or less (continuous), CSC or Developmental, Air Traffic Control Specialist's base pay shall be set as though the employee never left the applicable payband, accruing all OSI/SCI increases to which entitled.
C. Military Personnel are covered under Title 38 USC Chapter 43 1 0 USC IO (d) and CFR Part 353.
D. OWCP is covered under Section 8151 Title 5, USC.

34. New Entrant/New Hire Pay Setting. This category includes the types of experience listed in the basic qualification guide.

A. The starting salary for New Hire employees reporting to the Academy for training is as follows:

1. ATC-1A (Basic Qualifications)         = 60% of ATC-3
2. ATC-IB (Specialized Qualifications)        = 75% of ATC-3
3. ATC-2 Academy graduate equivalent    = 85% of ATC-3

B. The starting salary for a New Entrant.

1. If a New Entrant is a current federal employee whose current, or highest previous federal pay is less than the ATC-2 pay level, set pay at the ATC-1A or ATC-1B levels as appropriate.
2. If a New Entrant is a current federal employee whose current, or highest previous federal pay is greater than the ATC-2 level their new pay shall be set at 85% of the CSC-1 level of the facility level to which assigned.

35. Specialized Categories of Employment and Pay Setting: Employees entering the bargaining unit at the ATC-3 minimum base pay:

A. Military/DOD controllers
B. Certified Foreign Air Traffic Control Specialists
C. Aviation Dispatcher
D. Pilot
E. Other Aviation Specializations.

36. Organizational Success Increase (OSI). The annual increase in the average Air Traffic Control Specialist's pay rate, resulting from within-grade-step (WIG) increases, is 1.6%. The WIG pool of funds is a percentage of the NAATS bargaining unit PC&B. Sufficient funds therefore exist to insure every bargaining unit member will receive some pay increase annually. Therefore, the NAATS OSI shall be the General Schedule Annual Increase (GI) plus 75% of the WIG pool OR when the FAA OSI is greater than the NAATS OSI the difference shall be shared equally between the OSI and the SCI pools. This annual increase shall be paid as soon as the OSI is determined or effective, whichever is earlier.

37. Superior Contribution Increase (SCI). The annual increase in the average Air Traffic Control Specialist's pay rate, resulting from WIG increases, is 1.6%. Since the WIG pool of funds is a percentage of the NAATS bargaining unit PC&B, sufficient funds exist to insure some bargaining unit members will receive some pay increase annually. Additionally, the Quality Step Increase (QSI) pool of funds are also a percentage of the NAATS bargaining unit PC&B. These funds are reserved annually by the FAA for the FSS bargaining unit. The NAATS SCI shall be 25% of the WIG pool, plus the QSI pool. However, when the FAA OSI is greater than the NAATS OSI, the NAATS SCI shall be 25% of the WIG pool, plus the QSI pool plus one half the difference between the FAA OSI and the NAATS OSI. This annual increase shall be paid as soon as the OSI is determined or effective, whichever is earlier.

38. SCI Implementation. The parties mutually agree to meet within 90 days of this agreement to begin discussions on developing the necessary criteria to be used before implementing the SCI. In the interim, the Parties agree to uniformly distribute the SCI to all NAATS bargaining unit members.

39. Annual Adjustment of Paybands. The FSS level paybands shall be increased annually by the amount of OSI paid to bargaining unit members. If the annual pay increase places an individual's pay above the maximum of the payband, that individual will receive all increases to base pay as if they were within the band parameters. The resulting base pay will be used to calculate all differentials, premium pays, retirement contributions and all other appropriate pay benefits. If an individual's basic pay is above the maximum of the payband, applicable rules for above band pay adjustment will apply (i.e. Facility Level Retention).

40. Permanent Change of Station Relocation Funds. Within ninety (90) days from the signing of this agreement a joint NAATS/FAA workgroup will meet to address the concerns, processes, procedures, and costs regarding the relocation of any bargaining unit employee.

41. Ratification Bonus: It is in the interest of both parties to this agreement to implement this agreement as soon as practicable, and to improve the Labor- Management Relations, and to avoid further expenses in reaching agreement on compensation issues. Therefore, the employer agrees to pay each member, for voting in the ratification process, a one time signing bonus of $1,000.00. This bonus shall be paid the first full pay period after the ratification of the agreement.

Union 2 Proposal, 5/26/00

Walter W. Pike, President

This page was last updated on 1 June, 2000