MANAGEMENT/UNION NEGOTIATIONS SESSION
TUESDAY, NOVEMBER 6, 2001
Management Team Members: Bob McNamara; Sally Smith; Carolyn Howell; George John; Joe Childers; Lee Etter; Pablo Rodriguez; Pete Heins; Teresa Briley, Darryl Roberts; Debra Williams;
Union Team Members: Brenda Adrine; Ernest Smith; Kelley Dull; Faye Williams; Rodney Badley; Marilyn Hicks; Ron Coe; Cassandra Williams; Charles Coates; Charles Warlick; Frank Rock
Notetakers: Angela Beltowski and Donna Wayne.
- Rodney and Frank have been involved on a team to provide input to performance standards (Cleveland Accounting Network).
- Accounting business line is linking performance standards and BSC.
- First VTC was held last week.
- Each business line is responsible for developing their performance standards. (McNamara)
- Cleveland Mil Pay is trying to standardize all of their performance standards. A standard briefing package is being developed to present to employees and the union.
- Standards to be put out for input then finalized.
- Must have employee input on performance standards.
- Standards are not subject to collective bargaining.
- Working Group recommends Union will be encouraged to have input on standards.
- The union would like involvement in the process of creating standards.
- The flexibility needs to remain for managers to decide how the union is involved in the development.
- The union is requesting that training be provided for union officials and employees on writing performance standards, before having them involved in writing the standards. There has been union involvement at Cleveland and the Denver locations.
- Pete suggested we develop a business case on union involvement, so the managers can see that this is a good thing. Bob will make sure Lee Kruzinski is aware and understands that union involvement in Cleveland Navy Accounting line will be reviewed as the test to develop the business case.
Bob proposed the following language: Joint resolution that the Management Union Council supports the efforts underway to involve the Union in the development of performance standards and encourages Union involvement in the development of future performance standards. Management wants to revisit this issue after the briefing. It needs to be revised.
Management team to propose language for teams consideration.
- Cheryl Vinci (Human Resources –HQ) provided a briefing to the negotiation team.
- Resumix is just a tool.
- Resumix 6 .0 allows for 200 skills to be captured as well as updating of your resume within the system. A survey is in the process of being developed. The survey will be sent to the Union when completed.
- The first initiative would be to make sure that the employees are trained prior to using the system.
- Resumix does not use the same type of a crediting plan. Automated tool that looks for and pulls skills from resume, but does not assign a level for each of the skills. Managers identify required and desired skills. 15 applicants are referred, plus ties in accordance w/merit promotion plan.
- Each time a person is rated in the system there is a record of qualifications that are maintained in the system. The RSC can go in and check qualifications for any mismatches and try to correct them. The staffing specialist tells the system which letter to send out to the candidates.
- Resumix identifies the people who have the requisite skills and the staffing specialist then determines that the list of employees meet the basic qualification requirements for the job. It doesn’t change the basic merit promotion principles it only changes the process.
- A basic qualification determination made at one site should not be different from another site with the same job series and grade. If you’re found not qualified for the same exact position across the board, it’s not a Resumix error, it’s a human error. A staffing specialist does the basic qualification determination under the Resumix system. Skill set will be different in determining if you are highly qualified for different jobs.
- RSC is working on letting the employee check the status of their application on the Internet (this takes time and money). Concern that employees are not hearing back from Resumix quick enough.
- Resumix is a grammar based system, we are constantly updating the grammar library that Resumix recognizes to add language of DoD and DFAS.
- Resumix can’t determine the basic minimum qualifications. It gives you all of the employees who match the skills identified and ranks them based on the number of matched skills.
- Resumix does not consider awards and appraisals in determining highly qualified candidates. Managers may use these as selection criteria.
- Need to provide training just before bringing it to the site and refresher training for those employees who identify a need.
- Is there a computer-based training in the works to help employees? Different sites are doing it differently (video, computer, actual classroom training).
- If the Resumix program changes, additional training would be done only if it effects how the employee does the resume. If it is just a system upgrade there is no need for training.
Ready to negotiate on the implementation of Resumix.
- We would like to see the survey go out to the employee’s that are already on Resumix. Set up a working group to look at Article 26 with the survey results that negotiations can begin in 60-90 days.
Need to identify under an interest-based approach union issues and concerns with moving forward with Resumix implementation.
Ernest Smith Robert McNamara
President, AFGE Council 171 Management Co-Chair DFAS/AFGE
National Negotiating Team