> A Journal of the FAA Managers Association September/October 2009: Vol. 7 No. 5

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» Leading into the Future » FAAMA 29th Annual Gathering of Eagles “It’s Your Serve” Convention and Training Conference October 18-22, 2009 | Las Vegas las bureau/lvcva news vegas faa managers association, inc. #315 4410 Massachusetts Avenue NW, Washington, DC 20016 Tel 202.741.9415 | www.faama.org

Communicate. Educate. Advocate. Promoting excellence in A JOURNAL OF THE FAA MANAGERS ASSOCIATION public service, the FAA Managers Association is recognized by September / October 2009: Vol. 7 No. 5 the FAA to represent all levels of management through all lines of business. We are committed to increasing the accountability to our owners, improving service to our customers, and fostering a professional workplace for our employees in which they can excel and take pride. FAA Managers Association is a forum for managers, supervisors, administrative, and non- bargaining unit staff to effect change. officers President, David Conley Vice President, Stephen Smith About the Cover: Meet me in Las Vegas at the South Point Hotel Casino! “It’s Your Serve” is the theme of the 29th An- Secretary, Julie Fidler nual FAA Managers Association Gathering of Eagles, being held Sunday, October 18 through Thursday, October 22. See Treasurer, Tom Dury pages 16-17 to check out the President’s Corporate Reception and Texas Style Barbeque on Sunday evening, October 18; directors the phenomenal training opportunities available on Monday, Tuesday, and Thursday; the exceptional keynote speakers Director of Administration, Mark Guiod on Monday and Wednesday – including FAA Administrator Randy Babbitt; and the Banquet/Awards Dinner, being held Director of Communications, Laurie Zugay for the first time on Wednesday night, October 21. Also, bigger and better this year is the Exhibit area – in 2009 featur- Director of Legislative Affairs, Tony Tisdall ing an unprecedented 39 exhibit booths. On page 17, there is a diagram displaying exhibitors by booth number. Director of Membership, Karen Illg Parliamentarian and Convention Chair, Andy Taylor Corporate Relations, Arthur Blank Membership Education Committee Chair, Hal Albert Contents Political Action Committee Chair, Dan Cunningham Alaskan Region, Keith Lindsey Central Region, Lori B. Penwell Eastern Region, Ben LaFleur Great Lakes Region, Brian Harmelink 04 06 07 08 New England Region, Michael Wayne Northwest Mountain Region, Ralph Walters perspective: Landmark Labor FAA Air Traffic An FAAMA Interview: Southern Region, Bob Hildebidle Leading Into the Agreement Reached Controller 2010-2012 Teri Bristol, Vice Southwest Region, Bob Jefferson Pay Bands President for Technical Western Pacific Region, David Chappuies Future Operations, Air Traffic Organization, FAA publisher Kathleen Cummins Mifsud 14 16 18 24 managing editor “It’s Your Serve” – Global Aviation Embry-Riddle Aero- Laurie Zugay profile: Rep. Betsy Markey FAAMA Convention Safety: Now and in nautical University staff editors 2009 the Future Educators Answer Pamela Adams, Glenn Forbes and John Sideris Questions About contributors Aviation Safety, Pilot David Conley, Kathleen Mifsud, Robert W. Poole, Jr., Training, and Human Laurie Zugay, Glenn Forbes, William R. Voss, Factors Dr. Dan Macchiarella, Frank Ayers, Dr. Jon French, Steve Oppermann, John M. Bernards, and Bobbie L. Kahklen. illustration and photography 26 27 29 30 Cover photo courtesy of Las Vegas News Bureau/ Why Do Employees FAAMA Website: For Being Proactive FAA Mentor Program LVCVA; photographs, pages 8 to12, Kathleen Mifsud; File Discrimination Members Only in Challenging 2009: A Success Story photographs, pages 24 to 25 supplied by Embry-Riddle Aeronautical University; and photograph page 30 sup- Complaints and Financial Times from the Northwest plied by Bobbie L. Kahklen. Grievances? Mountain Region design Sagetopia, 703.726.6400, www.sagetopia.com production 31 Colorcraft of Virginia, 703.709.2270, www.colorcraft-va.com Join FAAMA Today/ advertising, editorial & subscription inquiries New Member Managing the Skies Registration Form 2501 M Street NW, Suite 612 Washington, DC 20037 FAAMA New Telephone: 202.955.7987 Member Profile Fax: 202.478.0431 Email: [email protected] Managing the Skies is a benefit of membership in the FAA Managers Association, Inc. To become a member, go to Index to Advertisers www.faama.org. For all others, the annual subscription rate is $49. Please address your inquiries to [email protected] and [email protected]. 02 GEICO www.geico.com Managing the Skies is published bi-monthly by the FAA Managers Association, Inc. 13 Long Term Care Partners, LLC www.fedsprotection.com The views expressed herein are solely those of the authors and should not be construed to be the opinion of the FAA Managers 28 FEDS www.fedsprotection.com Association. Suggestions and opinions expressed in Managing the Skies are not necessarily endorsed by the FAA Managers 32 BlueCross BlueShield Federal Employee Program www.fepblue.org Association. Nothing in these pages is intended to supersede operators’ or manufacturers’ policies, practices, or requirements, or to supersede government regulations. www.faama.org managing the skies Sept/Oct 2009 3 ©2009 FAA Managers Association, Inc. All rights reserved. p e r s p e c t i v e

Leading Into the Future A message from the president

resident Obama is pulling a page ees and their union representatives as Tentative Bargaining Agreement from the Clinton Administration’s full partners,” which became problem- Achieved Pplaybook by resurrecting the atic because employee organizations In mid August 2009, it was announced National Partnership Council under a cannot be held accountable, as true that the FAA and the air traffic control- slightly different name and structure. “partners” would be. As a consequence, lers’ union had reached a tentative bar- Sensitive to perceptions, the President’s labor representatives had little reserva- gaining agreement, ending a three-year team is abandoning the use of the tion about pushing for costly solutions, long period of unrest within the control- word “partnership” and is drafting an knowing that it ultimately fell to the ler ranks. Without arguing the merits of Executive Order that instead will form management team to fund and imple- either party’s positions, it is remarkable the National Council on Federal Labor ment them. that their differences extended from the Relations. In addition, the FAA’s “Partnership far corners of this country to the very True to President Obama’s campaign Council” struggled to mature because halls of the U.S. Congress and the White mantra of “change,” this new Council’s participant roles were hazy and partici- House. charge will be to focus on change pation by the labor organizations was I hope we all can appreciate that we in Federal Government by seeking spotty. While most unions sent their truly live in a great country where ordi- improvements in government service principal leaders, some unions chose nary people can take their issues to the and fostering cooperation between fed- to delegate attendance to secondary highest levels of government and have eral employees and management. leaders. This disrupted parity in the their voices heard. Congratulations to meetings, delayed decision-making, and both parties for their efforts on reaching Interpreting the Role of “Partners” led to tensions between labor organiza- this tentative agreement, which awaits Much like the Partnership Council that tions. Eventually, agencies found that the the ratification process by the bargaining was formed in 1993, which was intended Councils failed to deliver their expected unit members. to be a venue for management and labor benefits and began to erode their ability to reform government, this new initiative In acknowledgement, and to give to manage responsibly, which are two of credit where credit is due, I acknowledge is hoped to elicit broad appeal. However, the reasons why President Bush cancelled we caution you to take a close look at the leadership of the FAA, in particular the Executive Order that formed the Rick Ducharme, for returning to the this before it is implemented. Although Partnership Council upon entering office. table without umbrage to get the job President Obama’s new Council may As FAA managers, we must realize done and start the healing process. Also, sound like a good idea, the problem lies that as we lead into the future, we need I tip my hat to outgoing union president, in how participating “partners” interpret to look for ways to successfully work Pat Forrey who led a long and arduous their roles. with our labor leaders. We propose campaign to get the parties back to the Managers across the country are that managers and labor leaders can negotiating table. concerned that reviving the Council work together effectively without the For the good of the country, we can may take away management’s abil- trappings of an implied co-managing begin working toward goals that will bet- ity to control costs. In the 1990’s, the partnership. Should the President move ter serve the American people. NextGen concept of labor-management partner- forward with this, we recommend that implementation and the adoption of a ship failed miserably at the agency the new order: level because employee groups were just Safety Culture are worthy of our • Establish the bounds of the Council, empowered to make decisions with no combined efforts, and these programs accountability for the outcomes. They • Clearly define participant roles, will take the sustained commitment and interpreted that partnership also meant • Set up a sound structure for working cooperation of our entire FAA team – co-management. issues, and both labor and management. Now we In fact, the 1993 Executive Order must move forward. • Establish methods for monitoring and instructed agencies to “involve employ- measuring the Council’s progress.

4 managing the skies Sept/Oct 2009 www.faama.org Maintaining Balance of other managers and employees. Doing you will find the training valuable in Like a gymnast on the balance beam, so is likely to result in disjointed initia- both your personal and professional life. our steps forward need to be careful, tives and eventually will increase the FAA Managers Association training is calculated, and sure. Even the most chances that folks may just stop talking agency-certified and counts toward your talented performers have to work hard to us. Successful companies encourage FAA-required 40 hours of management to stay on the beam as their bodies make employees and managers to work as a training. In addition, the FAA has sanc- thousands of tiny adjustments in order to team – both giving and taking – to keep tioned the agenda, thereby allowing you maintain control and balance. Certainly, the company, if you will, from falling off to attend without having to take some focus is a big part of it, but much of it is “the beam.” form of leave. involuntary and intuitive, because the Convention Chair Andy Taylor and FAAMA Houston Chapter Leadership performer’s body senses when it moves the convention team have worked Sets Example and makes frequent small corrections to extremely hard to make this a special In the last issue of “Managing the Skies,” keep itself in balance. time for you, our members. Don’t forget we featured one of our newest FAAMA From this example, we understand to arrive early because on Sunday night leaders, Andy Cook. Andy is the new that the ability to sense change and then we are hosting a Texas-style barbeque for president of Chapter 189 at Houston Air to react appropriately are two impor- the President’s Reception. Route Traffic Control Center and he is tant keys to restoring and maintaining Rather than a formal gathering like shaking the bushes down in Houston balance. Applying this lesson in the those in the past, we will host a business (no pun intended). In just a few short workplace may help us navigate through casual event where you can wear your months, Andy has recruited over 20 new the day-to-day changes that seem to western apparel. We still want the guys members. constantly come our way. to wear jackets, but jeans and boots are Andy’s leadership is outstanding and, Managers can fall into the trap of perfectly acceptable this year. I might as one of his members put it, “his enthu- looking for perfect long-term solutions, even break out my cowboy hat. Let me siasm is just... well, just contagious.” while struggling to implement them encourage you to come and have fun, eat Like a lifeguard, this leader is literally because of the ever-changing dynamics some good vittles, and mingle with the breathing fresh air into his folks and is of our electronically connected world. folks, including Administrator Babbitt resuscitating his chapter. For the record, With email, text messaging, and 24/7 who will be there, too. Andy is my chapter president and I am phone access, situations can flip over- I’m sure you will find the accommo- proud to serve under him. Keep up the night, impacting the context of many of dations of the new South Point Hotel Spa good work, my friend. our plans. Making smaller corrections and Casino to your liking. The hotel has on a more frequent basis may be a better Plan Now to Join Us at the 29th Annual fine restaurants, a luxurious spa, and a way of staying on track – a strategy simi- Gathering of Eagles in Las Vegas family-friendly atmosphere. Bring your lar to the frequent inputs we make while With great anticipation, I am look- family and friends to enjoy a week of steering a car. ing forward to seeing each of you at bowling, movies, shows, shopping, and this year’s 29th Annual Gathering of relaxing at the pool while you receive Coordination and Cooperation Eagles in Las Vegas Oct 18th-22nd. top-notch training. Are Essential You will meet face-to-face with our Incredibly, there really is something For all intents and purposes, balance new Administrator, Randy Babbitt, who for everybody. If you haven’t already is best achieved when all of our parts is a very engaging person and has some made your reservations, I encourage are working together. It is a given that new and refreshing ideas for our Agency. you to do so immediately. Space is it requires a certain amount of skill to The Air Traffic Organization’s Chief quickly filling, and... I want to see you stand on our own two feet, but the chal- Executive Officer, Hank Krakowski, there! ❙ lenge is made even more difficult when will be in Las Vegas, too, and other people are added to our situation. Congresswomen Betsy Markey from Communicate. Educate. Advocate. For example, if two people are going to Colorado’s 4th District also will be a move together on the balance beam, they featured speaker. need to communicate and cooperate to Training this year is centered on coordinate movements or, chances are, the theme, “It’s Your Serve,” where we they both will fall. will focus on the high calling of being David Conley, President To translate this to the workplace, a public servant. We are confident that FAA Managers Association, Inc. leaders cannot afford to ignore the input

www.faama.org managing the skies Sept/Oct 2009 5 Landmark Labor Agreement Reached

n August 13th, the FAA and settled more than 100 of the issues in The agreement also restores a more its largest union, the bargain- dispute. Members of the bargaining unit equitable pay standard, to benefit new Oing unit representing the air representing the air traffic controllers hires as well as veterans nearing retire- traffic controllers, concluded a chal- have 45 days to ratify the many agreed- ment. The associated costs will be phased lenging mediation process that pro- upon issues in the proposed agreement. in over the three years of the contract, duced a landmark labor agreement. The five issues decided by arbitrators, which helps ensure that FAA will not According to an FAA statement: “After including compensation, are not subject have to tap into its budget for critical years of strained relations, the joint to ratification by members. capital investments in order to handle decision to engage in mediation was an The agreement provides employees increased personnel costs. important first step, and the proposed with greater flexibility in their work “This marks a new day between the agreement represents a milestone on schedules, childcare support, a new FAA and the air traffic controllers as we the final road to settlement, which grievance review process, and a vari- move forward with a spirit of coop- awaits ratification by union members.” ety of other gains. At the same time, eration,” declared FAA Administrator An independent arbitration team it affords FAA the flexibility to more Randy Babbitt. “We are hopeful that released a decision on a handful of issues effectively redeploy labor to congested once the review and ratification are not resolved by the mediation, which airports using Controller Incentive Pay. complete, we can accelerate our efforts to adopt NextGen.” ❙

p r e s s c o m m e n t a r y

Excerpts from an August 20, 2009 article by Excerpts from an August 13, 2009 article by Excerpts from an August 13, 2009 article by Adrian Schofield in AviationWeek.com Alyssa Rosenberg in Government Executive Christopher Conkey in The Wall Street Journal New Contract Boosts Panel Orders FAA to Set FAA, Air-Traffic Controllers Costs by $670M New Controller Pay Scales Reach Deal A new contract proposed for U.S. control- …The pay provisions instituted in 2006 by The federal government’s 15,000 air-traffic lers would cost the FAA an additional $669 FAA’s then administrator, Marion Blakey, controllers would get a pay boost and million over its three-year duration... Most of after negotiations between the agency and enhanced benefits under terms of a labor the extra cost of the contract is loaded on its the bargaining unit representing the air agreement reached… a sign of organized second and third years… the new proposal traffic controllers broke down, “constituted labor’s improving fortunes under the Obama would add less than $100 million in 2010, unprecedented draconian reductions in administration… about $200 million in 2011 and nearly $400 compensation, bordering on the unconscio- The deal would help the FAA push ahead million in 2012. nable,” the mediation panel wrote in its with two of its biggest priorities: upgrad- decision…”The abrupt imposed changes in The 2010 increase… is not factored into ing to a satellite-based air-traffic control working conditions... was so profound, and the FAA’s fiscal 2010 budget plan that has system and training a new generation of spawned so much hostility and distrust, that already been released. The new contract controllers. Enmity between controllers and the labor-management relationship since has proposal is designed to put an end to the the FAA during the latter years of the Bush degenerated into a state of dysfunctionality.” labor dispute that has simmered since 2006, administration led many veterans to retire, when FAA imposed a contract on that saved …In addition to pay issues, the mediators complicating training efforts and leading to the agency millions of dollars yet caused established a new review board to adjudi- staff shortages in some towers… resentment among controllers… arbitrators cate controller grievances… The panel will refused to give controllers the retroactive have the power to grant, dismiss or settle pay increases they were pushing for… grievances that remain. Finally, the ruling mandates a new leave system… The media- Because it does not include back pay, the new tors said they did not expect that the rela- contract will cost less than half what it would tionship between the union and the agency have under the House reauthorization bill. would change immediately…

6 managing the skies Sept/Oct 2009 www.faama.org FAA Air Traffic Controller 2010 to 2012 Pay Bands (Excluding Locality Pay)

2010 Pay Bands (excluding locality pay) min/max 4 5 6 7 8 9 10 11 12 max $55,173 $58,101 $67,481 $70,833 $80,785 $86,388 $98,689 $105,089 $114,106 CPC min $40,869 $43,038 $49,986 $52,469 $59,841 $63,991 $73,103 $77,844 $84,523 max n/a $43,038 $49,986 $52,469 $59,841 $63,991 $73,103 $77,844 $84,523 D3 min n/a $41,546 $46,757 $48,619 $54,148 $57,261 $64,095 $67,651 $72,660 max n/a n/a $46,757 $48,619 $54,148 $57,261 $64,095 $67,651 $72,660 D2 min n/a n/a $43,528 $44,770 $48,456 $50,531 $55,087 $57,457 $60,797 max n/a n/a n/a $44,770 $48,456 $50,531 $55,087 $57,457 $60,797 D1 min n/a n/a n/a $40,920 $42,763 $43,800 $46,078 $47,264 $48,933 max $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 AG min $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070

2011 Pay Bands (excluding locality pay) min/max 4 5 6 7 8 9 10 11 12 max $60,125 $65,981 $74,550 $80,511 $90,223 $98,256 $112,664 $119,163 $127,030 CPC min $44,537 $48,875 $55,222 $59,638 $66,832 $72,782 $83,455 $88,269 $94,096 max n/a $48,875 $55,222 $59,638 $66,832 $72,782 $83,455 $88,269 $94,096 D3 min n/a $45,924 $50,684 $53,996 $59,392 $63,854 $71,859 $75,469 $79,840 max n/a n/a $50,684 $53,996 $59,392 $63,854 $71,859 $75,469 $79,840 D2 min n/a n/a $46,146 $48,354 $51,951 $54,926 $60,263 $62,670 $65,583 max n/a n/a n/a $48,354 $51,951 $54,926 $60,263 $62,670 $65,583 D1 min n/a n/a n/a $42,712 $44,511 $45,998 $48,666 $49,870 $51,327 max $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 AG min $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070

2012 Pay Bands (excluding locality pay) min/max 4 5 6 7 8 9 10 11 12 max $65,077 $73,861 $81,618 $90,189 $99,660 $110,122 $126,641 $133,287 $139,953 CPC min $48,205 $54,712 $60,458 $66,807 $73,822 $81,572 $93,808 $98,731 $103,669 max n/a $54,712 $60,458 $66,807 $73,822 $81,572 $93,808 $98,731 $103,669 D3 min n/a $50,302 $54,611 $59,373 $64,634 $70,447 $79,624 $83,316 $87,019 max n/a n/a $54,611 $59,373 $64,634 $70,447 $79,624 $83,316 $87,019 D2 min n/a n/a $48,764 $51,939 $55,446 $59,321 $65,439 $67,901 $70,370 max n/a n/a n/a $51,939 $55,446 $59,321 $65,439 $67,901 $70,370 D1 min n/a n/a n/a $44,504 $46,258 $48,196 $51,255 $52,485 $53,720 max $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 AG min $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070 $37,070

Numbers 4 through 12 at the top of the chart represent the nine levels of air traffic facilities based upon how busy air traffic is in that facility. For example, In Florida, Sarasota Tower is a 6 level and Tampa Tower is an 11.

CPC: Salary of the Certified Professional Controller; typically the employee obtains CPC status after two to three years. D1 through D3: Salary as the new employee progresses through the training phases at their air traffic facility; these phases typically require two to three years.

AG: Salary of a new employee hired into the FAA and immediately sent to the Mike Monroney Aeronautical Academy in Oklahoma City, OK. The new employee is at the Academy for approximately three months. Upon successful completion at the Academy, the employee is promoted to the D1 level and travels to their new air traffic facility where they receive training specific to that facility.

www.faama.org managing the skies Sept/Oct 2009 7 An FAAMA Interview: Teri Bristol Vice President, Air Traffic Organization Technical Operations, FAA LEADING INTO THE FUTURE

As the FAA’s Air Traffic Organization’s Vice President for Technical Operations, Teri Bristol is responsible for the delivery of maintenance service in the National Airspace System (NAS). Tech Ops, one of four operational ATO Service units, supports the delivery of efficient flight services through maintenance, engineering, and flight check of NAS facilities, systems, and equipment.

ore than 11,000 Tech Ops management, I looked for opportunities mission. I’ve been fortunate and have employees ensure that more in the FAA to broaden my background, worked for some really great people, so Mthan 45,000 pieces of equip- and moved into a management position now it is time to give back and mentor ment and systems operate 24 hours a at the Command Center in Herndon, others as well. day, 365 days a year, at the over 6,000 Virginia for a couple of years before the Q. What different perspective facilities comprising the US Air Traffic ATO realignment. The position was in do you bring to Tech Ops? Control (ATC) system. the area of traffic flow management tool Bristol: Having worked in almost all of Bristol is also responsible for providing development. the lines of business now, I really did get communication and navigation services In 2001, I went to the Atlantic a different perspective from each experi- to support the ATO’s line service units. City Technical Center, to En Route, ence. It took a lot of trust on the part In addition, she works closely with FAA and, finally, returned to Terminal in of management, too. When I worked in regional administrators and support orga- Headquarters, focusing on deployment, Seattle as the Director of Operations for nizations in other FAA lines of business and then becoming Director of Program Terminal, one of the large projects that to achieve agency corporate goals and Operations, where I had responsibility we did was transferring the approach objectives. for automation surveillance, weather control from Palm Springs to Southern Just three months after becoming programs, facility construction, second California TRACON. head of Tech Ops, Teri Bristol accepted level automation, hardware and software We had many challenges – a lot the invitation of Managing the Skies to engineering. of them equipment-based. We went describe her new role and responsibili- In 2007, Bruce Johnson asked me to through some learning curves as well, ties and vision for the future. go to Seattle as Director of Operations in and hit some substantial technical Terminal. That was a huge opportunity Q: Please share some of your since I was not an air traffic controller. background. I did that job for one year, and really Bristol: In 1992, I came into the m i s s i o n learned a lot – it is amazing how many government after graduating from the things were similar and how many University of Maryland with a degree things were different. I always felt that Technical Operations in marketing and logistics. At the time, I had to work harder because I wasn’t a Mission Statement the Department of Transportation was controller. When you are leading people, recruiting for a two-year management Provide safe, cost effective it’s about leading and not so much about training program through four different and efficient communications, the technical aspects. We had a lot of agencies, and I came into the FAA first. frequency spectrum engineering, really sharp people who were experts in I followed with the US Coast Guard, and navigational services for the the field, so I didn’t need to be. followed by another six months in the National Airspace System. Finally, I returned to Washington and FAA. Finally, I went to the Federal Ensure standard development, was selected as the Service Center Vice Highway Administration where negotiat- evaluation, certification of airspace President. Four months later, after Steve ing major system acquisitions gave me a system, procedures, and equip- Zaidman retired, Rick Day asked me to solid foundation for the business skills I ment for customers worldwide. come over to Tech Ops, and I’ve been in would need in the future. Manage infrastructure this new position about six months. The opportunities were really unique. including policy, programming, Every job presented a new opportu- After a couple of years, I moved into requirements, engineering, nity. When you like coming to work and the technical world, managing the integration and implementation what you are doing, and you have great deployment of the ARTS IIE Program support, service life extension, people to work with, the time really throughout the NAS. Because I knew and maintenance support. flies. FAA is viewed as one of the most that I eventually wanted to move into desired agencies – I think because of the

www.faama.org managing the skies Sept/Oct 2009 9 LEADING INTO THE FUTURE

glitches. In that job, I gained an even thing breaks. Sometimes we describe mal system, which may or may not be greater respect for Tech Ops personnel, Tech Ops as the entity “behind the called ATSAP. because they jumped through hoops for curtains.” Our prime focus is to align The more important thing is that us. In the end, it all worked. the engineering, the maintenance for the Tech Ops safety program will be a sustainment, and the system integration non-punitive, voluntary system. It is Q. How is Tech Ops a service provider? efforts necessary for continuous avail- about learning what is happening in Bristol: In Tech Ops, we work in concert ability and reliability of the services that the systems so that we can be better with other service units: En Route, System air traffic uses every day. educated, and hopefully don’t repeat Operations, and Terminal, as well as the the same mistakes. A safety culture is a Service Center and the Technical Training Q. What are your 2009 goals for learning culture, and creating it is my Organization. In order to remain one of Tech Ops? top priority. the safest air navigation service providers Bristol: First and foremost is integrating Another priority is instilling leader- in the world, everything we do must be a safety culture. This has been a prime ship into the organization. In the ATO, executed as efficiently and effectively as focus of air traffic and the ATO safety I think we ought to leverage the com- possible. organization. I’ve started to work with monalities among the four operational Tech Ops is the service provider that the safety organization to establish and Service Units, joining forces and inte- literally keeps it all going and flowing. formalize a Tech Ops program similar grating equipment, programs, and more. A lot of folks do not know that we are to the Air Traffic Safety Action Program A major focus for me in 2009 is there much of the time – until some- (ATSAP). My hope is to establish a for- managing three of NextGen’s five

e x c e r p t s

Excerpts from an address by FAA Administrator Randy Babbitt to a August 2009 Professional Aviation Safety Specialists (PASS) Convention: “Without You, It Doesn’t Happen”

“Let there be no doubt about it: you folks are a weight-bearing This nation can’t afford for us not to be on good terms. I’ve been wall in the National Airspace System (NAS). Without your work, in the system a very, very long time. Airline pilots can’t complete the 24/7/365 dependability, nothing’s going to fly. As a long-time their mission without mechanics and technicians. Those are the pilot, I can tell you firsthand: this group delivers. people who keep planes healthy…

When it comes to maintenance and repair, inspection and certifi- You work in a challenging atmosphere, and when the situation cation, you get it done. You don’t say a lot, but your work speaks looks bleakest, that’s where you shine... you keep the system volumes. And on behalf of the President, the Secretary, and the up and running. You inspect it. You certify it. You maintain it. hundreds of millions of people who fly, thank you... You service it. And the system doesn’t miss a beat all year long. At the end of the day, you take US aviation to the next level of Without you, the NAS hits full stop very fast. Not only do you performance, and you take it to the next level of safety. do good work out in the field, but I’m getting good reports from Hank Krakowski and Teri Bristol on the willingness of your Your focus on mission is impressive. Your esprit de corps even leadership team to engage with ATO leadership. I’m particularly more so. With that said, I must emphasize the importance of fol- hopeful for the development of a program that is similar in lowing the rules wherever you are. You should not put yourself in nature to ATSAP. harm’s way. That PPE (personal protection equipment) is there to keep you safe on the job. As professionals in this business, we know that we need to learn about what’s going on in the NAS. To do that, we need to put a The FAA does not own, operate or maintain a piece of equip- non-punitive reporting system in place. That’s part of a safety cul- ment that is more important than the men and women in this ture – part of something that’s not a module in a training course room. I can’t stress this enough. Be safe. I know that this group but something that’s threaded through everything we do. more than most likes to rise to a challenge – especially when the stakes are high – I’m just asking that you be safe while taking I’m very pleased to hear that the engagement is increasing. This care of business. is exactly the kind of relationship that I came here to encour- age. When people don’t talk, both sides lose. I thought that Teri And taking care of business is what you’re known for. That’s why Bristol opening up a mailbox just for Tech Ops employees was a I’m confident about NextGen, because I’m confident about you...” particularly good thing.

10 managing the skies Sept/Oct 2009 www.faama.org transformational programs: Data to an increasing trend toward serious NextGen is still a mystery to some Communications (DATA COMM), accidents in those areas. My responsibil- people, and we hear over and over again System Wide Information Management ity is to put out more in-depth guidance that “we don’t get enough information.” (SWIM), and National Airspace System and more training opportunities. Hopefully, when the many systems come Voice Switch (NVS). In 2008, all ATO employees received together in Tech Ops, they will have a Also coming to Tech Ops very soon is training in OSHA Occupational Safety greater impact on the NAS as we move the NextGen Network Enabled Weather and Health, and a second course forward. As we have NextGen infor- (NNEW) program. Recently, the is coming online in 2009. Also, we mation, we plan to share it with our Executive Council (made up of the COO are partnering with the Academy in colleagues. and ATO Senior Vice Presidents) made Oklahoma City to ensure that the safety The core function and philosophy of a decision to centralize execution of all procedures used in training are the Tech Ops addresses the maintenance the weather programs, and so NNEW same procedures that technicians and and sustainment environment necessary is coming into Tech Ops as well. When you merge those programs, you can really capitalize on the synergies cre- ated. We should be much more efficient, and hopefully save some money.

Q. What is the current position of Tech Ops as a safety culture? Bristol: We can track and measure many things, but need to question whether or not we are we measuring the right things. For example, right now we’re approaching hurricane season. Our people at the facilities on the front lines work to ensure that our equipment is prepared going into the new hurri- cane season. At the moment when Terminal stops directing air traffic, Tech Ops has a Teri Bristol (R),Vice President of Technical Operations for the FAA’s Air Traffic Organization, was interviewed by period of time to shut down the equip- Glenn A. Forbes (L), a member of the FAAMA Communications Committee, and, Manager, Technical Operations, Tampa OEP SSC. ment which means our folks are out there on the ground, literally. We must be certain that we are not putting them engineers in the field are using. We also to support NextGen. I want to make in harms way, which might mean ques- will ensure that the personal protec- sure that our workforce is prepared for tioning when service is cut off. tive equipment of Tech Ops employees the changes and efficiency improve- In extreme weather, it is not about is up-to-date, up to code, and passes ments that will be necessary for success. being a hero – it is about getting the job inspection on a regular basis. The last Maintenance Philosophy we done safely and going home at the end published is about five years old. With of the day. If you are climbing on rails, Q. What are the biggest challenges NextGen emerging, it is time to really harnessing yourself to equipment, and in Tech Ops today? take stock of where are we, what we working with electricity during a storm, Bristol: Keeping pace with the NextGen need to do, and how we do it effectively it is an extremely dangerous situation. efforts will be a big challenge, even for and efficiently. Tech Ops. The effort is not only a chal- Q. How does Tech Ops identify safety Another challenge is in the area of lenge for employees, but also for supervi- risks before they occur? leadership and management. Managers sors and managers. These leaders need to Bristol: We’re working hard to identify are asked to accomplish a great deal learn as much as they can about the new risks before they happen. This summer, while, at the same time, ensuring that systems and be able to share that infor- we are initiating a new policy regarding the NAS operates smoothly. We will be mation with the folks they work with on Fall Protection and Electrical Safety due giving them clear objectives and ensur- a daily basis.

www.faama.org managing the skies Sept/Oct 2009 11 Teri Bristol, Vice President, Air Traffic Organization Technical Operations, FAA

ing that they have the tools, staffing, and We operate in a matrix environment, teach each other. Certainly, I look for knowledge to get things done. and have an obligation to make things people who are willing to learn in a dif- Meeting impossible deadlines–as well better, pursue excellence, and take ferent way. as getting accurate information, and field- actions that further the goals of Tech Q. What is Tech Ops doing to maintain ing new equipment to meet the congres- Ops. The quality and thoroughness of world leadership in aviation safety? our work definitely have to meet the Bristol: In terms of air traffic manage- highest possible standards. “ Once someone becomes a ment, the US is viewed as the premiere manager, moving away from Q. What qualities do you look for in Air Navigation Services Provider (ANSP) your team of managers? and we need to maintain that position. being hands on, the farther they Bristol: Beyond dedication and a can-do To do so, means remaining on the cut- move away from the technical. attitude, I look for people with honesty, ting edge of technology and innovation. When someone is managing on a integrity, and effective communication Tech Ops has a proud history, and we daily basis, they need to develop skills who also share information, want will discover continuous ways to be bet- themselves, honing strong core to learn continuously – which might ter at what we do. skills that can translate across all mean stepping outside their comfort Moving into a non-punitive, lines of business.” zone – and, who are eager to take on reporting culture, and working to cre- more responsibility. ate a Tech Ops safety program similar Once someone becomes a manager, to ATSAP, will support our leadership moving away from being hands on, goals in aviation safety. We are col- sional mandates involved are additional the farther they move away from the laborating with our labor partners, and challenges. We get lots of feedback, and technical. When someone is managing I have had a couple of conversations try to balance the advice while we accom- on a daily basis, they need to develop with Tom Bradley, the President of the plish Tech Ops objectives effectively. themselves, honing strong core skills Professional Aviation Safety Specialists Q. What does Tech Ops need to that can translate across all lines of (PASS), who is willing to talk about the emphasize in 2009? business. issues. Bristol: Delivering outstanding customer When Russ Chew was at the ATO, he Having an eye on the safety cul- service and meeting expectations is vital. was the first to observe that, “Someday, ture while, at the same time, being as We need to be transparent to our ATO we are going to have managers of facili- efficient as possible by controlling the partners, so that all understand how the ties who will come from industry, from costs of doing business is a winning pieces fit, how we work together every professional backgrounds, or from proposition. It is not necessarily about day, and how we can better communi- ATO. It might look different, but that more people or more money – is about cate across all of the lines of business. is OK.” creating a balance between efficiency We need to be accountable to each other We influence each other by the things and safety. ❙ as well as answerable for actions and we bring with us everyday, and how we inactions. do our jobs on a daily basis is how we

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Representative Betsy Markey (d-c o 4th) Elected to Congress on November 4th, 2008, Freshman Congress- woman Betsy Markey is focusing on strengthening transportation systems and infrastructure, bringing fiscal responsibility back to Washington, rebuilding America’s economy, creating and restoring jobs, and creating a lasting energy plan.

ppointed to the U.S. pleted a degree in Political Science at In 2001, she became involved in House Transportation and the University of Florida. Following local politics for the first time and, once AInfrastructure Committee, Rep. graduation, her extensive governmental again, inspired success. She founded Markey said that she was thrilled by experience began when she was hired in the Northern Colorado Democratic her committee appointment because 1978 by U.S. Congressman Herb Harris Business Coalition to encourage small “investing in transportation and infra- to work as a legislative aide for the business owners to voice their opin- structure is critical to our economy and Subcommittee on Post Office and Civil ions. In 2002, she was elected to Chair the quality of life in our communities.” Service. the Larimer County Democratic Party, As a member of the Transportation In 1983, after completing a a position she held until January and Infrastructure Committee, she is Masters in Public Administration 2005. As Chair of the Larimer County assigned to two Subcommittees: from American University by taking Democratic Party she oversaw a large • Economic Development, Public night classes, she was appointed a expansion in the role the party played Buildings, and Emergency Presidential Management Fellow. The in Northern Colorado. Management U.S. Department of State recruited her From January 2005 to May 2007, • Railroads, Pipelines, and Hazardous in 1984 to develop computer security Ms. Markey served as U.S. Senator Ken Materials policies for the newly-formed Office of Salazar’s Regional Director for northern Information Systems Security, and she and eastern Colorado, a region encom- The January 6, 2009 assignments to held a top secret security clearance and passing the overwhelming majority of the House committee on Transportation traveled extensively to U.S. embassies the 4th Congressional District’s people and Infrastructure brought the and consulates. and land. She worked closely with Democratic roster on the Committee to Ms. Markey received the State businesses, agricultural groups, elected 45 on the 75-seat Committee, a ratio Department’s Meritorious Honor Award leaders, non-profits and individual con- of majority to minority seats consistent for creating their first computer secu- stituents to represent their interests. with the majority-minority ratio in the rity training program. She also earned She resigned the position in May House as a whole. Majority Democrats assignments in the Treasury Department, 2007, announcing her decision to run for held 41 seats in the previous Congress. as a budget and program analyst, a United States House of Representatives Rep. Markey also is a member of the human resources specialist, and a staff for Colorado’s Fourth Congressional Committee on Agriculture with three assistant to the Deputy Commissioner of District in June 2007. In the 2008 elec- Subcommittee assignments: the Customs Service. tion, Markey won by an unexpectedly • Conservation, Credit, Energy, and After leaving the State Department wide margin, taking 56 percent of the Research in 1988, Markey co-founded a software vote, handily replacing a three-term • General Farm Commodities and firm, Syscom Services which, by 1995, Republican incumbent, Rep. Marilyn Risk Management ranked #99 in the Inc. 500 listing of Musgrave. • Livestock, Dairy, and Poultry America’s fastest-growing private compa- She has been married to her husband, nies. In the mid-1990s, Markey also was Jim Kelly, for 24 years, and they have ABOUT BETSY MARKEY the owner of Huckleberry’s, a successful three children: Katie, 23, Erin, 21, and Elizabeth Helen “Betsy” Markey, and popular coffee and ice cream shop Al, 17. The family moved to their current born April 27, 1956, is the sixth of in Old Town Fort Collins, Colorado. She home in Fort Collins, Colorado in 1995. ❙ seven children. In 1978 she com- sold her small business in 2000.

14 managing the skies Sept/Oct 2009 www.faama.org e x c e r p t s

Excerpts from a July 29, 2009 article in The Denver Post: Excerpts from a June 18, 2009 article by Anne Schroeder Mullins in POLITICO: Rep. Markey’s Bill Would Expand Military Betsy Markey Goes From Lattes to Lawmaking Mental-Health Care Rep. Betsy Markey (D-Colo.) has come a long way from the Colorado “U.S. Rep. Betsy Markey introduced a bill designed to address coffee shop she owned and operated. As she puts it, with a casual the growing problem of post-traumatic stress suffered by soldiers smile: “My life goal wasn’t to make lattes.” returning home from battlefields in Iraq and Afghanistan.” After nearly six months in Congress, Markey has certainly set her sights higher. With an already hefty legislative agenda, this pint-size Nicknamed the Honor Act, the Democrat’s bill already has several powerhouse has been turning heads… Markey, 53, who has the deter- supporters in the U.S. Senate, including California Democratic mined yet charming look of Sally Field, currently has three bills she’s Sen. Barbara Boxer and Sen. Joseph Lieberman, an Independent working on, and she has just introduced the Small Business AID Act… from Connecticut… As a member of the Transportation and Infrastructure Committee, she Excerpts from a July 28, 2009 press release from the Office of Representative has made a fan of Chairman James Oberstar (D-Minn.). “From where I Betsy Markey: sit as the chairman, you can see everybody and what’s on their desks Markey Bill Will Improve Treatment of and know who’s signing constituent mail, who’s reading memos from Returning Troops, Military Families their staff and who’s paying attention,” he says. “Betsy is serious about the work and the commitment and learning. She’s prepared.” “We have no greater obligation than to care for our wounded service It was only a few years back that Markey’s daybook was filled with the members,” said Rep. Markey. “Our troops put their lives on the line commitments of a wife and working mother of three. After establishing for our nation – we must fulfill our duty to provide them with the sup- solid businesses – including an IT firm and a coffee shop in Old Town port they need to work through mental health problems and resume Fort Collins, Colo. (the latter of which she sold for twice what she paid normal lives…” for it) – Markey had other ambitions… According to the RAND Institute an estimated 620,000 returning She was already familiar with the workings of Washington. After service members suffer from Post-Traumatic Stress Disorder, (PTSD) graduating from the University of Florida, she worked on the Hill as Traumatic Brain Injury (TBI), or both. Rep. Markey stressed that the a legislative aide and at the State Department. But this time around, current military mental health system is underfunded, understaffed, the stakes were higher… and extremely difficult to navigate. The HONOR Act will: Ken Salazar, Secretary of Interior, and former Attorney General of • Give active duty service members access to Vet Centers – the Colorado, says there is a straightforward reason behind her early suc- community-based counseling centers veterans use for mental cess: “It’s not about partisan politics to her. She’s a moderate willing health care services; to fight for both parties… ”

• Establish a scholarship for service members who have served in a Excerpts from a July 22, 2009 press release from the Office of Representative Betsy Markey: combat zone to seek professional degrees in behavioral sciences to provide assistance to active and former service members; Markey Votes To Toughen Fiscal Discipline in the Federal Government • Create a program to employ and train combat veterans as psychi- July 22, 2009, the U.S. House of Representatives approved H.R. 2920, atric technicians and nurses; the Statutory Pay-As-You-Go Act of 2009 (PAYGO), which will give • Extend survivor benefits to families of military personnel who House pay-as-you-go rules the force of federal law. commit suicide and have service-related mental health conditions, PAYGO is a budget enforcement tool that will require all new policies including PTSD and TBI; that reduce revenue or expand entitlement spending to be offset else- where in the budget. In doing so, the measure will force a serious exami- • Establish an annual joint review and report on the effectiveness of nation of wasteful spending that can be eliminated from the budget. re-integration programs from the Department of Veterans Affairs and the Department of Defense. “Families in Colorado make tough choices and budget responsibly every day – it is ludicrous that Congress does not,” said Rep. Markey. “I came Rep. Markey is hopeful that the HONOR Act will garner broad sup- to Congress to bring fiscal responsibility back to our federal govern- port in the House, as the measure has already won broad bi-partisan ment, and we must get back on a pathway to a balanced budget. PAYGO support in the Senate, and President Obama was one of the HONOR is a proven tool to control spending and is absolutely vital to restoring Act’s strongest supporters in the Senate last year. our nation’s fiscal health. We have an obligation to our children and grandchildren to see that this critical piece of legislation becomes law.” H.R. 2920 next heads to the Senate for consideration.

www.faama.org managing the skies Sept/Oct 2009 15 “It’s Your Serve” uuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuu October 18-22, 2009 | South Point Hotel Casino, Las Vegas

29th Annual FAA Managers Association g a t h e r i n g o f e agle s | c o n v e n t i o n a n d training c o n f e r e n c e

AAMA anticipates one of Rep. Betsy Markey Also Will Mike Staver, a powerhouse in the the largest turnouts in the Address the Convention field of strategic advisors, communi- FAssociation’s 29-year history In addition to the keynote address by cates his message with humor, energy and promises a convention experi- Administrator Babbitt, the program and passion. He is the author and pre- ence unlike any other. Don’t miss a on day one – Monday, October 18th senter on the best-selling audio pro- special and memorable year! – includes an address by the dynamic gram, 21 Ways to Defuse Anger and Betsy Markey, a freshman Representative Calm People Down, and a featured New FAA Administrator Randy from the Fourth Congressional District expert on the video series, Making Babbitt is the Keynote Speaker of Colorado (read a complete profile of Change Work, a made-for-cable series FAA Administrator Randy Babbitt Rep. Markey on page 14). dealing with the challenges of organi- will deliver the Keynote Address zational change. on opening day (Monday) and with Experience Outstanding Dr. Kent Keith is known nation- him will be a number of Associate Leadership Training ally and internationally as the author Administrators for a roundtable FAA has certified the convention as of “Paradoxical Commandments” and discussion. This is the first time our training, allowing your manager the “The Case for Servant Leadership.” He Association has ever hosted an event discretion to release you to attend on has been featured on the front page like this, giving members unprec- duty time. In addition to great net- of The New York Times and in People edented access to the highest levels of working opportunities, over 300+ FAA magazine, The Washington Post, The San our senior management. managers will receive first-class train- ing focusing on the convention theme Francisco Chronicle, and Family Circle. – “It’s Your Serve.” Book Your Hotel By September 28! Year after year, FAAMA delegates The South Point Hotel, Casino & Spa, 2009 Exhibitors consistently describe the training they 9777 Las Vegas Blvd South, Las Vegas, receive as top-notch and 2009 will be NV 89183, can be reached toll free at 2009 Convention Platinum no exception. Three well-known train- 866.796.7111. You can reserve a room Level Sponsors ($15,000) ers will deliver a memorable learning at http://southpointcasino.com/. > Harris Corporation experience: The special FAAMA negotiated rate > SRA International Randy Pennington is a 20-year at the South Point is $85 per night, business performance veteran, author, before taxes, valid through September 2009 FAAMA Platinum consultant, and a frequent radio talk 28, 2009 and based on availability. Corporate Members show guest/commentator. His ideas On www.faama.org, see the “Hotel > BlueCross BlueShield and comments on integrity, trust, and Reservation” page for more details. > GEICO commitment have appeared in The For questions about convention New York Times, Executive Excellence, arrangements, please contact Teresa 2009 FAAMA Gold on CNN, Fox News, the ABC radio Corporate Member Dolecheck at Conference Event network, and in numerous professional Management (CEM) at 515-254-0289 > Long Term Care Partners, LLC and trade association journals. or via email at [email protected].

16 managing the skies Sept/Oct 2009 www.faama.org 2009 Exhibitors (By Booth Number) Schedule

Sunday, 10/18 • Early Registration • President’s Corporate Reception – Texas Style Barbeque Monday, 10/19 • Registration • Opening Ceremonies • Association Business: Nominations (Vice President and Treasurer) and State of the Association • Keynote Address: FAA Administrator Randy Babbitt • Panel Discussion: FAA Administrator and FAA Associate Administrators • Address: Rep. Betsy Markey • Training: Randy Pennington – On My Honor, I Will: Proven Principles for Integrity Driven Leadership Tuesday, 10/20 • Training: Michael Staver – Leadership Isn’t for Cowards: How to Lead Courageously in a Turbulent Age Wednesay, 10/21 • NextGen Component – 1: OST Global 18: FAA 1st Federal Credit Union Data Communication 2: FAA Safety (Tarter Organization) 19-20: Long Term Care Partners, LLC • HR Update: Ventris Gibson, Assistant Administrator for 3: Risser Financial Services 21: Raytheon Human Resource Management • Staying Out of the Limelight: 4: FAA NextGen Data Comm (AJW-55) 22: Advanced ATC Paul Hernandez, FAA System 5: FAA Civil Rights (ACR-1) 23: Plantronics Operations Litigation • The State of EEO: Fanny Riviera, 6: FAA Safety (Pipes Organization) 24: N.A.R.F.E. FAA Assistant Administrator for Civil Rights 7: NHCFAE 25: Systems Atlanta • Association Business: Nominating 8: Air Traffic Control Association (ATCA) 26-27: Emcor Enclosures Speeches (Vice President and Treasurer); Committee Reports 9-12: Adacel ATC Systems 28: Advancia Aeronautica • Banquet/Awards Dinner 13: Livingston Financial 29-30: SRA International Thursday, 10/22 14: FAA Sysops TFM 31-32: GEICO • Training: Dr. Kent Keith – Servant Leadership: Finding Meaning by 15: ATAC Corporation 33-34: BlueCross BlueShield Identifying and Meeting the Needs of Your Customers and Colleagues 16: F.E.D.S. 35-37: FAA Human Resources (AHR-1) • Association Business: Seconding 17: Robinson Aviation Inc. (RVA) 38-39: FAAMA Membership Speeches (Vice President and Treasurer); Committee Reports; Election of Vice President and Treasurer; Oaths of Office.

www.faama.org managing the skies Sept/Oct 2009 17 Global Aviation Safety: Now and in the Future by william r. voss, president and ceo, flight safety foundation

In the world of global aviation, a “good” year may have 10 or 12 major accidents while in other “not go good” years, the number of accidents can be as high as eighteen. Unfortunately, in 2009, at mid-year we already are at 12 accidents, depending upon how some accidents are classified. In this article, I will address future global aviation trends and challenges, taking into consideration what we have learned from the past.

18 managing the skies Sept/Oct 2009 www.faama.org Major Aviation Accident Metrics Chart No. 4 (Regional Rate – • FedEx: Tokyo, Japan: March 23, 2009 First, Chart No. 1 (Major Accidents Western-built Jet Hull Losses) is a Air France: Atlantic Ocean off Brazil: snapshot of the accident rate last year, 1998-2008) displays all the major com- June 1, 2009 mercial jet accidents in the past decade. using data from a recent International Since the mid-90s, we have done a good Air Transport Association (IATA) safety • Yemen Airways: Moroni, Comoros: job of driving these numbers There is report. In this chart, certain areas of the June 30, 2009 concern now, because we are seeing the world display high accident rates. In August, 2008, a Spanair flight number of accidents increase. In the Commonwealth of Independent crashed on take off. (A systems failure Chart No. 2 (Major Accident Rate: States (CIS), a great deal of effort is being and pilots’ error combined to cause the Five Year Running Average) shows made to reduce the number of accidents. crash of the Spanair Boeing MD82 that that when the data is smoothed out, the However, the Middle East, Africa, and killed 154 people in Madrid last year, downward accident trend has flattened, South America remain areas of concern concluded a preliminary report released and the running average of accidents although there is some improvement in August 17, 2009.) appears to be trending upward. That is those areas as well. a major concern. If accidents continue at Public Perception of Global this pace, the major accident rate will be Aviation Safety: Ten Major “ Today, public perception of global similar to the 1999 pace. Crashes Since August 2008 aviation safety is a growing prob- Many aviation safety professionals Today, public perception of global avia- lem. This level of public concern will be working very hard to try to have tion safety is a growing problem. This has not been observed since a better second half of 2009. There is no level of public concern has not been the summer of 2005 when there question that if this trend continues, the observed since the summer of 2005 was an airplane crash virtually five year average will take a turn higher, when there was an airplane crash virtu- which is something we have not seen ally every week – and sometime two every week – and sometime two for a very long time. crashes. As a result, a lot of structural crashes.” Loss of Control Now changes happened quickly, including the Biggest Killer creation of the European blacklist. Now consider what In terms of global aviation safety, Shortly thereafter, XL Airways crashed types or categories of since August 2008, there have been ten into the ocean during a test flight. In accidents we are seeing major commercial aviation accidents: the immediate aftermath, the prosecu- Chart No. 3 (Breakdown: • Spanair Airlines: Madrid, Spain: tors made off with the flight recorder. Accident Categories). Loss August 20, 2008 In December, 2008, a Continental flight of control in flight is a very • XL Airways: Perpignan, France: crashed in Denver – a runway incursion big deal of late. Runway incur- September 22, 2008 that fortunately was not fatal. sions are another area of concern. In January, 2009 we had the “miracle And finally, we have the common • Continental Airlines: Denver, on the Hudson” when everyone survived cause of controlled flight into ter- Colorado: December 2008 the crash of US Airways Flight 1549. rain (CFIT) which has seen a bit of • US Airways: New York, New York: However, the outcome was very differ- a decline. These statistics caught our January 15, 2009 ent in February, 2009 when Colgan Air attention because formerly CFIT was a • Colgan Air: Buffalo, New York: crashed in a residential neighborhood more common accident cause February 12, 2009 near Buffalo. Congress has held numer- than loss of control. ous hearings and the FAA and indus- • Turkish Airways: Amsterdam, Nederland: February 25, 2009 try are addressing some of the issues raised. Shortly after the Buffalo crash, on • Emirates Airlines: Melbourne, February 25, 2009, a Turkish Airways jet Australia: March 20, 2009 crashed on approach in Amsterdam.

www.faama.org managing the skies Sept/Oct 2009 19 Many in the US may not be aware {CHART 1} major accidents: wordlwide commercial jets 1998-2008 of the March 20, 2009 Emirates tail strike in Australia which occurred on an A340 leaving Melbourne with almost 280 people on board. This was a simple error in data entry by the pilots. The aircraft didn’t set the right power settings for take off. Luckily, the pilots figured it out before it was too late, threw the power forward, staggered into the air dragging the tail, rolled 1,000 feet in the grass, spent the next two minutes trying to get back up to field elevation. This event may ultimately be categorized as a major accident due to the aircraft damage. Next was the March 23rd FedEx accident in Tokyo, followed by the loss of Air France 447 on June 1, 2009. Neither {CHART 2} breakdown: accident categories the flight data recorders nor the cockpit voice recorder were found. What we are hearing about this accident is discourag- ing: risks are being discussed that have not yet been mitigated. Then, Yemen Airways lost an aircraft off the coast of the Comoros. This crash will have a significant political effect in Europe because there were 60 French citizens aboard the flight, and this par- ticular aircraft had some ramp checks with difficult results in 2007.

Looking to the Future A number of new trends are emerg- ing. Industry and government worked together in the early days of {CHART 3} major accident rate: western-built commercial jets* 1998-2008 Commercial Aviation Safety Team (CAST) to do a lot to reduce CFIT. The industry largely succeeded, removing the low hanging fruit in this category by developing new technologies such as Enhanced Ground Proximity Warning Systems (EGPWS). Now, we expect a much more com- plicated set of problems. An increasing percentage of fatal accidents are caused by loss of control, so we are solidly back in the human factors business, trying to understand why humans, the aircraft, and their automation continue to get tangled up.

20 managing the skies Sept/Oct 2009 www.faama.org Recently, I have seen preliminary data revised forecast will start to climb back been erected between segments of the that reveals quite a few anomalies in and show growth in the next few years, industry both here and elsewhere around the world of automation – more than is erasing some of the losses, and regaining the world. generally recorded. Pilots do not always the original path. Aviation is a highly regulated industry deal well with automation anomalies. In the longer term, at some point the with a lot of worry about antitrust issues This is becoming something that we demographic realities absolutely trump that lead to a great deal of concern about need to consider very seriously, because everything else. People are going to get who can get in a room together. This it also can reflect how we are training jobs far away from their original homes, concern should not preclude competitors and preparing our people. they are going to live in cities, and they from getting together to discuss safety This is not new. In the Kenya Airways are going to want to go home again. The initiatives, and it does not. crash several years ago, the pilots taking airplane is the only way to do it. off did not turn on the autopilot as called Chart No. 6 (Where Traffic Growth for by procedure. Neither crew member Will Occur) shows that – not surpris- “ What is different today is that the realized that the autopilot had not been ingly – the biggest growth will occur in new, emerging middle class lives turned on. Cross check and crew coordi- Asia, although there will be substantial in areas that require air transporta- nation are simple things, but they add up growth in Europe, especially in the tion. For that reason, we expect to to some loss of control issues that have Eastern part. Growth in North America see a huge demand for air trans- grabbed our attention. will be modest. In terms of regions, after portation along with the skilled So that is where we are today – not a lifetime of being number one, North truly a solid spot. It is still a very safe America will be number three. Anyone people to make it happen.” system with a great safety record. It is who thinks that we can put a box around our job to worry, and we are worrying – US aviation must realize that it is an idea plus, when I look to the future, I worry a whose time has passed. Also, there is a lot of information little more. Until recently, we lived in a world that does not belong on the blogs or in In fact, the current explosion of the that was experiencing explosive growth. the bars: it belongs at the conference world’s middle class will have a signifi- Today, we have a tough economic down- table, being shared by competitors (if cant effect on global aviation. Recession turn where people are tempted to cut necessary) before we have to start talk- or not, seventy million people a year are corners – plus, we have regulatory agen- ing about the same issues in accident entering that demographic. By 2030, cies that have been hollowed out. reports. As far as we have progressed ninety million people worldwide will be The US is actually an exception to – and we have come a long way – we entering the middle class. These people this rule. But when you look worldwide, simply are not yet very good at this kind are living in countries with relatively people are under tremendous pressure to of sharing. It is strictly hit or miss. stable political systems, they are going to cut corners. When growth returns, this There are many things we need to school, and they have decided that they is a risk that will continue to exist, and it focus on as we transition to a new world are not going to live in the village with is not a matter of if, but when. of aviation with new types of automa- mom and dad. They are going to be out tion. NextGen air traffic control is a Safety Information: Share It, Protect It, there doing high tech jobs and changing classic example. When NextGen is and Act Upon It the world. implemented, roles, responsibilities, and So what do we do in the US? This may My family made that transition in the data will be shared between the air and seem like mom and apple pie for anyone early 1900s. What is different today is the ground. We need to get a lot better at in the safety business, but safety is all that the new, emerging middle class lives sharing safety information between the about being information driven. We have in areas that require air transportation. air and the ground. That always has been to find ways to share the information, For that reason, we expect to see a huge a weakness. to protect the information that relates to demand for air transportation along with For example, we have a great deal safety, and then act on the information. the skilled people to make it happen. of data that describes unstabilized First, we need to get better at sharing The international revised forecast, approaches, and this is a real world information between competitors. Since after taking into account economic example of segments not working its inception in the 1940s, Flight Safety realities, can be seen on Chart No. 5 together. If you are flying an aircraft with Foundation has been doing this, but it is (ICAO|IATA Revised Forecast). This winglets and are told to fly 180 (knots) to something that we need to get better at data is very recent, and shows a serious the marker, you have a choice of lying or industry wide. Some odd barriers have dip. However, it does appear that the flying an unstabilized approach because

www.faama.org managing the skies Sept/Oct 2009 21 it is physically impossible to fly 180 at {CHART 4} regional rate – western-built jet hull losses the marker with winglets. As an air traffic control in the 1980s, I knew that a 757 could not do 180 at the marker. However, the industry is still calling for “180 at the marker.” How does this make sense? We are very slow to adapt to these kinds of changes. With NextGen, we envision moving air traffic control sepa- ration responsibilities into the cockpit. To make this happen successfully, it is not enough to be able to work it out on paper – you also have to work out a fool- proof communications system between both parties so that there is a way to exchange the safety information as well. This will be a big adaptation.

Sharing Information Among 190 State {CHART 5} icao iata revised forecast: substantial downward revision of Regulatory Agencies forecast air travel post-financial sector crisis Information must be exchanged between the regulators throughout the world – and this cannot be understated. When you consider that many regula- tors are understaffed or undertrained, some will fail at doing their jobs. Can we afford to act as if we are the only regulator on the planet, or can we start cooperating and sharing information with others? Sharing information is at the heart of the bilateral agreements being worked on now between the US and Europe. If you have 190 countries standing alone and proudly being their own regula- tor, then you have 190 potential points {CHART 6} where traffic growth will occur of failure. At any one time, some of these people will fail at their job. If you have those same 190 states watching each other’s back and exchanging data with each other, there is a great deal of redundancy. If an operator does not want to cooperate with the rules – does not want to be safe – there is nowhere to hide. With cooperation, it is possible to move from 190 points of failure to 190 layers of redundancy. It never works out quite that neatly, but mutual recogni- tion and sharing of safety data is vitally important.

22 managing the skies Sept/Oct 2009 www.faama.org Protecting Safety Data from management in a way that can make a as today, and, a lot of them are not. As a Criminalization contribution to aviation safety. young man studying for my air transport Protecting safety information also is vital. Fatigue risk management has to do rating, all I thought about was how to Today, the public demands account- with what people do on their days off, handle an engine failure at take off. It is ability. Criminal prosecutions of aircraft as well as their lifestyle and schedules – not the big thing anymore. accidents are becoming more frequent, and, it affects profitability. At this point, Now, aspiring pilots need to think and this is an issue with a direct inter- both labor and management may be about what will happen if they suddenly ference in safety investigations. Because ready to really move along with discus- are handed an aircraft in a configuration aviation is so international, in the US, we sions about fatigue risk management. with which they are not familiar, with have to be respectful of the requirements This is the future. It is a genuine human indications that are ambiguous. This is of justice here and around the world. problem that must be addressed. the new life or death challenge that faces People have a right to know what Likewise, training is something we pilots. Are today’s pilots really prepared happened. Establishing blame is a part must get serious about. It cannot be band for this? I would say marginally, at best. of the justice system and the justice aid fixes which I probably fear most. For It is a different type of threat and we system must be respected. On the safety the first time, we are looking at charts need to re-examine our priorities. side, people in the justice system need that show a slow increase in accidents Data is showing more and more inter- to know when they are treading on vital – at the same time, other charts predict esting combinations of pilots interacting issues of public interest such as the crowds at the boarding gate ready to with automation – sometimes ending in recording and data protection that will overwhelm the system. This is not an unusual ways. It is not just about the Air keep people alive. environment that can properly be served France loss over the ocean. Consider the It is critical to do something about what by incremental fixes. Turkish Airways crash that happened at caused a crash in order to prevent it from In fact, training really has not been Schiphol Airport in Amsterdam – a sensor happening again. In 2006, Flight Safety looked at seriously since pre-World malfunction caused the aircraft to enter Foundation joined with other groups and War II. There have been adjustments, of a different automation mode, but the issued a resolution in opposition to the course, but we must ask ourselves – what automation shift was not picked up by the criminalization of accident investigations, are the right qualifications and how can pilot so it was an unstabilized approach. explaining to the world why it is counter- these qualifications be measured beyond This is the same sort of situation as having productive to criminalize accidents. simple hours? Hours do not mean much. an unmanaged automation error at 35,000 In the US, the Foundation has made People can buy hours. feet. Both incidents illustrate the new some moves to protect vital informa- types of challenges that we must consider. tion sources such as the Aviation Safety In summary, the accident rate is Action Program (ASAP) and Flight “ At this point, both labor and man- starting to increase and unless we have a Operational Quality Assurance (FOQA). agement may be ready to really remarkably safe second half of 2009, we These data programs are essential to the are likely to see the five year trend line move along with discussions about safety of our system and we are trying to shift up. At the same time, the causes get them the same level of protection as fatigue risk management. This is for the increase in accidents are shifting. cockpit voice recorders. We need con- the future.” We also know that we are going to see straints and controls for judges in civil growth in aviation because of the growth and criminal cases. in population. Safety information is critical, but to Acting on Safety Information The aviation industry has to get to the be effective, it must be shared, protected, There is a great deal of safety informa- fundamentals of competency-based train- and acted upon. Today is the time to act tion in the backlog that needs to be acted ing. Today, we need to consider an inter- upon fatigue and training – two tough upon. Recently there was a congres- national system overhaul so that a license issues that have been on the back burner sional hearing that examined, among issued in the US will be equally good for a long time because of constraints, other things, fatigue risk management, overseas. It is a big piece of work, but we but those constraints are gone now, and especially as it related to the Colgan Air do not have a choice. Competency-based the global aviation industry must seize crash in Buffalo. FAA leadership is step- training has to begin now. the moment! ❙ ping forward to accelerate rule making in As we consider the accidents being this area, and I encourage them to lean investigated today, we have to ask if Note: This article is based on a June 30, 2009 address by upon the science to deal with fatigue risk William R. Voss to the Aero Club in Washington, DC. yesterday’s big scenarios are the same

www.faama.org managing the skies Sept/Oct 2009 23 LEADING INTO THE FUTURE

Embry-Riddle Aeronautical University (ERAU) Educators Answer Questions About Aviation Safety, Pilot Training, and Human Factors

AVIATION SAFETY As the costs to deliver training increase and the financial viability of many air carriers’ declines, does ERAU envision a need to reinvent itself? ERAU is a learning community, and as such is in a constant state of reinven- tion. Our active safety program now includes an effort to fully integrate Safety Management Systems (SMS) into our daily operations. Recently, ERAU developed and deployed the first nor- mobaric altitude chamber in the world for the use of our students and staff. We work closely with an industry advisory group to tailor our educa-

tion and training offerings to where NEED CAPTION PLEASE our students will be in five years. Academic offerings at Embry-Riddle range from the practical to the theoreti- Our all glass cockpit/ADS-B- diagram on their knee during all taxi cal, and always are future oriented. equipped training fleet leads the nation operations. We work hard to instill The university leverages its two resi- in flight technology. This NextGen flight discipline into all of our students dential campuses (Daytona Beach, FL technology gives our pilots a complete because disciplined pilots repeat produc- and Prescott, AZ) with an active world- ground and air picture that is even tive activities and are much less likely to wide distributed education campus to superior to what the tower and approach make mistakes. reach students where they live and work. control have available and also allows ERAU is a leader in the use of At ERAU, “we educate our students for much more efficient use of the airspace. simulators. How does the university their future, not our past.” How is ERAU increasing pilot use simulators to provide better pilot PILOT TRAINING knowledge of airport signage to training? Embry-Riddle integrates flight simula- How is ERAU helping to reduce reduce runway incursions? runway incursions through better One technique includes the real-world tion in the form of highly developed pilot training and the ‘moving map for replication of airport signage in the uni- realistic flight training environments. ground vehicles’ as designed by ERAU versity simulations. All signs are present Flight training devices (FTDs) are a students? during training. Students follow instruc- highly effective medium for training ab Since 2003, Automatic Dependent tions and learn to obey signage in the initio pilots: ab initio is Latin for “from Surveillance-Broadcast (ADS-B), a new safety of a virtual environment. the beginning.” At Embry-Riddle, we use technology that allows pilots in the ERAU conducts detailed classroom the term to describe flight students who cockpit and air traffic controllers on the and flight instructor to student instruc- are total novices. ground to “see” aircraft traffic with much tion on signage and airport operations, These students start with zero hours more precision, has been installed in the and requires students to have the airport of flight experience and aviation related entire ERAU fleet. knowledge. ERAU delivers all the

24 managing the skies Sept/Oct 2009 www.faama.org instruction, education, and training that As a result, ERAU accomplished 35 Human Factors Psychology faculty, Dr. transforms these students into highly percent of our flight training in these Albert J. Boquet, is co-founder of an competent commercial pilots with skills FTDs saving well over 45,000 flight important movement in applied Safety at the airline transport pilot level (ATP). hours per year and increasing student called the Human Factors Analysis and Embry-Riddle extensively integrates proficiency and success. Additionally, Classification System which seeks to FTD-based training into its FAA Part ERAU is doing pioneering work with break the cascade of errors leading up 142 approved flight training curricula. Frasca International to bring Audion to accidents and incidents in aviation, in As part of the effort to advance the state Fidelity to our flight simulator fleet by medicine, or wherever humans interact of the art for the use of nonmotion flight including live ATC voice prompts and with their technology. simulation, Embry-Riddle conducted traffic in the FTDs. It is safe to say that safety is the one research measuring the transfer of train- topic on which every class that even Following the events of September 11, ing from FTD-based flight training to remotely deals with the science of 2001 and the student pilots involved, real-world aircraft flight. what security checks do you conduct on Human Factors at ERAU focuses (and The result of this research was the prospective ERAU students? there are dozens), and, in fact, Human realization that when students train All students at ERAU are vetted through Factors Psychology is a minor field of in a scenario-based virtual environ- the TSA process. US students have to study at ERAU. It is the reason why we ment, increasing the behavioral fidel- prove citizenship and international stu- do much of our research. ity increased training effectiveness by dents are subject to background inves- Congratulations on having an altitude enabling more training to occur in the tigations – only when those checks are sickness lab. How is the lab designed more cost-efficient virtual environment. complete can a student pilot fly at ERAU. to work and what are the benefits? This approach benefits students and Also, ERAU had zero involvement with Embry-Riddle’s “altitude sickness lab” instructional organizations. any unauthorized international students really is a hypoxia chamber that very The university FTDs are referred to before, during, or after 9/11. effectively demonstrates the effects of as “Level 6+.” The FTDs were devel- reduced oxygen on cognitive ability. It is Often, there are communication oped in coordination with the Frasca an enclosed space in which the partial Corporation. These devices include misunderstandings between foreign students and air traffic controllers. pressure of O2 is carefully reduced. aerodynamic modeling for all aspects of What training do you provide so As aircraft fly higher in larger pressur- flight and behavior simulation. that foreign students can better ized tubes, it is very important that our This modeling is beyond all pre- understand US ATC phraseology students, particularly the flight students, scriptions for qualification by the FAA. and clearly communicate on the know what the subtle symptoms of One important aspect of these simula- frequency? reduced O2 are to take emergency steps tors is called SAFTE-VAT™ (Synthetic ERAU has a language institute that to correct it. Automated Flight Training Environment ensures that all international pilots can The effects can occur from a variety with Virtual Air Traffic). SAFTE-VAT™ speak, read, and write functional avia- of sources such as loss of cabin pressure integrates a selectable, scalable simulation tion English, prior to flight. and are profound and extremely rapid. A providing virtual air traffic and ATC. quick response, obtained through aware- HUMAN FACTORS PSYCHOLOGY Student pilots interact with the sys- ness and symptom recognition, is crucial Could you tell us about human factor tem based on scenarios that replicate the for survival. Our ‘normobaric’ hypoxia studies at ERAU which enhance real world to include radio communica- chamber is an important new training tions. Radio communications are acti- aviation safety? Human Factors Psychology is an aca- tool at ERAU and also is an important tie vated with voice recognition technology. in with our focus on safety. ❙ The university training approach occurs demic discipline which covers a wide range of applied science. It can be loosely under FAR Part 142 in the same manner Questions about safety and pilot training at Embry- airlines conduct training under the FAA’s defined as a science that seeks to bridge Riddle Aeronautical University, Daytona Beach the gap between humans and their Campus, were answered by Dr. Dan Macchiarella, Chair, Advance Qualification Program (AQP). Aeronautical Science Department, and Frank Ayers, Chair, ERAU is the only major Part 142 technology; to help people with the fit Flight Department.  training provider in general aviation. We between the engineered system and the Questions regarding human factors psychology were utilize a fleet of level 6+ flight training human component. answered by Dr. Jon French, Professor, Human Factors Department. devices that go well beyond the mini- Safety is the primary goal of the mum FAA requirements in visual display pilot and the Human Factors special- and flight control fidelity. ist. One member of the Embry-Riddle

www.faama.org managing the skies Sept/Oct 2009 25 Why Do Employees File Discrimination Complaints and Grievances? Advice to Managers and Supervisors

By Steve Oppermann, Consultant/Trainer, GRA, Inc.

he objective of this article is not decision to file a complaint or grievance. decisions might agree, the employee to detail the process of filing In training classes, I often describe clearly sees it differently. a discrimination complaint or this feeling as follows: “I felt as if my T Is Human Resources Regarded grievance but rather to theorize as to back was against the wall and there as an Arm of Management? why employees file Equal Employment was nothing I could do except to file a HR often is perceived as non-responsive Opportunity (EEO) complaints or complaint.” Typically, employees would to and/or disinterested in employee prob- grievances. In answering my own ques- say something like they had raised an lems, while EEO is perceived as willing tion, I’m going to go way out on a limb issue(s) with their supervisor, often more to listen to virtually anything. HR offices here and opine that it is largely due to than once, and either he/she did not in many agencies have been reduced in actions taken, or not taken, by manage- get back to them at all, did not get back numbers to the point that remaining ment. Other possible areas of concern to them in a timely manner, or did not staff is hard-pressed to keep up with might include perceived problems with appear to take their concerns seriously. such fundamental tasks as announcing co-workers, customers, etc. Chronic complainers also are consis- vacancies, which may account for per- But what causes some employees tent with my experience. Many of my ceptions that they are non-responsive or to formalize their concerns by filing HR colleagues and I have exchanged disinterested in employee problems. But a complaint or grievance? Most EEO “war stories” about what we perceived to I also think troubled employees some- Complainants pursue EEO complaints be chronic complainers, and I have had times avoid going to HR because they see because they are: many similar discussions with EEO col- that office as an arm of management. leagues. These chronic complainers seem • Desperate for someone to listen to If EEO is willing to “listen to anyone them, to be permanently disgruntled about one about virtually anything,” I think that thing or another and tend to make use of • Have no other options for voicing is actually a very good thing and also the complaint and/or grievance system a concern about a workplace that it is very consistent with EEO’s role. again and again. problem, or I offer as “evidence” the role my friend Some employees also try to “game” John Jones used to play. Another friend, • Chronic complainers and EEO will the complaint and/or grievance system; “listen to anyone about virtually Phil Varnak, and I were John’s team- for example, I have observed situations anything.” mates for years on a softball team which in which I believe an employee became played games in the early evening at In my various past HR positions, from aware of a pending agency disciplinary the Denver Federal Center. We never reviewing many EEO complaints and action and quickly filed an EEO com- knew if John was going to make it to the grievances, I did observe that most plaint, so that when the disciplinary games on time because, in his capacity employees who pursue EEO complaints action was actually issued it would look as as Director of Civil Rights for the Bureau (and grievances) are “desperate for if the discipline was taken in reprisal for of Reclamation, he spent countless hours someone to listen to them,” and feel that the protected activity of filing a complaint. talking to employees about their job- they “have no other options for voicing However, in my experience, the related concerns. a concern about a workplace problem.” overwhelming majority of employees who John had worked “both sides of the My subsequent experience as a filed EEO complaints or grievances did street,” having been a Personnel Officer contract EEO investigator and counselor so because they felt they had a legitimate for two different agencies before going and my discussions with employees in concern which management had failed to into EEO, and recognized that many trou- the course of conducting HR- and EEO- address. Even when management consid- bled employees just need to find someone related training sessions has solidified ers an employee complaint or grievance within the organization to whom they my belief that employees’ feelings of to be “frivolous,” and the “reasonable can “vent” their frustrations. John’s “open desperation are major factors in their person” described in US Supreme Court

26 managing the skies Sept/Oct 2009 www.faama.org door” policy included phone calls and he by Paul Newman, who keeps trying to may wonder if such unannounced or would talk to anyone who contacted him escape and is beaten with increasing unexplained changes in policies or prac- for as long as they wanted to talk. severity when he is recaptured, is told tices are related to illegal discrimination. Preventing complaints wasn’t his by the prison’s Captain that “What we resentments a n d o v e r a l l l o w m o r a l e . specific objective in those conversations, have here is failure to communicate... ” While I think there is still room for dis- but I am convinced that many poten- I would speculate that the root cause of agreement among management theorists tial complaints didn’t get filed because the overwhelming majority of complaints as to the link, if any, between morale employees with work-related concerns and grievances is some form of miscom- and productivity, my experience tells had the chance to talk with someone munication or a lack of communication. me that if morale goes downhill in an who was willing to listen carefully to perceptions o f inequitable t r e a t m e n t . office it won’t be long until productivity their “story” without judging them. If an employee feels that he/she is being follows. Accordingly, I think it is in the Next, I will examine what, if any- treated differently, and worse, than best interest of managers and supervisors thing, management can do to prevent co-workers, that employee may suspect to establish and maintain a high level of complaints from being filed and provide that the perceived inequitable treatment morale at all times. suggestions to employees on how they is based on such factors as race, color, can potentially resolve issues/concerns perceptions o f b i a s o r stereotyping . national origin, sex, sexual orientation, short of litigation. As I noted in the Suppose, for example, that the women in religion, age, or disability. beginning of this article, in my opinion, an office are expected to make coffee, plan employees often file EEO complaints and e m p l o y e e c o n c e r n s n o t a d d r e s s e d office gatherings, etc. If so, they may feel grievances based on actions taken, or b y s u p e r v i s o r . that they are the victims of stereotyping. not taken, by management. For example, I’m sorry to say I was guilty of this “sin” As for bias, a Washington Post-ABC News managers and supervisors fill vacant on multiple occasions. I eventually real- poll found that three in 10 Americans positions; make selections for perma- ized that if an employee brings a matter acknowledge feelings of racial prejudice, nent promotions; detail and temporarily of concern to a supervisor’s attention, so it would not be surprising for employ- promote employees to other positions; she/he actually expects a response, and ees to perceive bias in their workplace. assign performance ratings; and approve in a timely manner at that. Along similar lines, about two-thirds of training and awards. women who responded to a recent survey unannounced o r unexplained by the Financial Women’s Association Common Causes of EEO c h a n g e s in p o l i c i e s o r p r ac t i c e s . Complaints (and Grievances) If one works in any bureaucracy, reported feeling that gender played a role in holding them back. “fa i lu r e to communicate .” including the Federal Government, One of the most famous movie quotes long enough, he/she is very likely to a v o i d i n g e m p l o y e e g r i e va n c e s comes from the classic 1967 prison encounter this situation. In an organiza- An employee has the statutory right chain-gang movie, “Cool Hand Luke.” tion where little trust exists between an to file an EEO complaint, and can file The rebellious title character, played employee and a supervisor, the employee a grievance under either a negotiated

w e b w at c h

FAAMA Website: “For Members Only” Benefits

Members of FAAMA gain enormous benefits by entering the Asso- Members can click through to photos and contact information for ciation’s newly-designed website (www. faama.org) through the the Board of Directors and various Association Committees, read “Member Login” on the upper right side of the Home screen. legislative updates, learn about the latest FEEA scholarships, read articles about retirement, learn about new training oppor- By clicking through to www.faama.org/login, FAAMA members tunities, print out necessary forms, catch the latest news, read can Login/Sign Up – if already registered for the site – of, if not, about Regional Chapter activity, view photos, access Association they can click through to a Sign Up page where they will be Press Releases archived back to 2007, and check out archived asked for their email address, password, first and last name, and news from a variety of industry publications. FAAMA Member ID. In the far-right column of the members only area, members also b e h i n d t h e f i r e w a l l , f a a m a m e m b e r s a c c e s s a w e a lt h can use hot links to contract articles (mediation and tentative agree o f information articles), see new postings under Career Opportunities, and access FAAMA Members, once logged in, can view the mission, vision, and additional information sources, including: AINonline, Airports Council philosophy of FAAMA as well as its history, bylaws, and policies. International, FedSmith, Focus FAA, and the Washington Post. grievance procedure (for bargaining unit responsibilities, and typically have to do employees covered by a specific collective a juggling act to get both pieces of the bargaining agreement), or the agency’s job accomplished. I had non-supervisory administrative grievance procedure (for responsibilities, including special projects, everyone else). throughout my career as an HR supervisor There will always be instances where, and manager, and I sometimes forgot that, through misunderstanding or lack of as a supervisor, getting work done through communication, disagreements between a my subordinates was my highest priority. supervisor and an employee will surface. Consequently, I did not get out of my A grievance may even occur as a result office as often as I should have. When I of a personality conflict, or plain stub- finally started getting out on a regular bornness on the part of the supervisor, basis, I not only found it easier to build the employee, or both. The supervisor’s rapport and credibility with my employ- objective should be to resolve a complaint ees, but also picked up “intelligence” or dissatisfaction before it becomes a which allowed me to deal with small grievance.” problems before they became large ones. One way of doing that is, I believe, The “bottom line” is that what you as for supervisors to have a genuine “open a supervisor can do to prevent or mitigate door” policy, meaning that they clearly complaints and grievances is to manage and consistently welcome candid your unit in a fair, equitable, and respectful employee input of any kind, even when manner, and to demonstrate your willing- such candor includes implied or overt ness to hear, and respond to, any employee criticism of the supervisor. Sometimes concerns. Along those lines, I continue to supervisors talk about having an open believe it is critically important for a super- door policy but make it obvious by their visor to build and maintain a relationship actions that they really don’t want to of trust with her/his employees. It has been be bothered or don’t want to hear any my experience that a relationship of trust “whining or complaining.” can survive good-faith disagreements over For example, a friend once worked individual issues. for a supervisor who dealt with ongoing If a complaint or grievance is filed, I employee concerns about their stressful think both sides should make every rea- work environment by banning the use of sonable effort to resolve the matter at the the word “stress.” Simple? Yes. Effective? I earliest stage. Generally speaking, the lon- don’t think so. ger a grievance or complaint is unresolved and the farther up the system the matter if e m p l o y e e s c a n ’t ta l k to y o u , progresses, the more difficult it becomes t h e y m a y ta l k a b o u t y o u to resolve, as positions on both sides tend If employees don’t think they can talk to to harden and factions develop in the you, they may start talking about you, work unit, with some employees support- and not necessarily in positive terms, so ing management and others supporting if an employee wants to meet with you, the employee. By the time the dispute is I would suggest that you schedule that finally settled, the working relationship meeting sooner rather than later, at a time between the supervisor and the employee that is mutually convenient and that will may be broken beyond repair, and morale allow you to focus completely on what and productivity in the unit are likely to the employee is trying to tell you. have been adversely affected. ❙ Also, I strongly endorse the practice often associated with retired General Steve Oppermann is a human resources and equal Electric Chief Executive Officer Jack employment opportunity consultant/trainer with GRA, Inc. Welsh: “management by walking about.” He served as Regional Director of Personnel for GSA and advised and represented management in six agencies. Most supervisors, particularly first-line © 2009 Steve Oppermann. All rights reserved. Reproduced supervisors, also have non-supervisory with express written permission from Steve Oppermann. Originally published in Manager’s Toolbox at FedSmith.com. Being Proactive in Challenging Financial Times Presented by John M. Bernards, The Harvey Group

onfused, stressed, afraid? These Develop a Financial Plan Insurance can be a safeguard for your are just a few of the emotions It’s a bit difficult to create a complex personal income, your standard of living, C people across our country are financial plan on your own, but what you and your legacy. Surely this type of protec- experiencing in light of the current can do is take action by finding a profes- tion is important enough to warrant closer economic situation. Whether you are sional to assist you. The goals that you have examination – whether you are 35, 55, 65, starting to build a nest egg, or are close identified are too important to leave up to or older. to retirement, the reality is that negative chance, emotional decisions, or inertia. market performance has likely impacted Once you come to that realization, the m y t h #3: i c a n ’t a f f o r d professional your investments. That is not going to decision to craft a plan using the services of a d v i c e . It’s true that many people have make you feel good, and you should not a financial professional is easy. seen their assets decrease; some may even pretend otherwise. We are humans, not be suffering from other economic distress. machines, and humans react emotion- Dispelling Myths About The short-term cost of professional advice, Financial Planning ally to circumstances beyond (and even however, may be minimal compared with within) our control. There are numerous reasons why people the long-term cost of not attaining the The tricky thing with emotional choose not to take action during chal- assistance you need to take action and stay responses, though, is that they may result lenging financial situations, especially on track. Consider the cost of your sanity in ill-advised action – or worse, inaction. when it comes to developing a financial – and the idea that you could gain some It’s nearly impossible to make a sound plan. There are myriad myths surround- peace of mind by tackling these issues. Is decision when you are responding out ing financial planning, but the following it greater than the cost of advice? of fear or anxiety. On the other hand, are probably the most common. Don’t let It’s reasonable to assume that people it’s easy to do nothing at all when we are them stop you from taking smart action. who already had financial plans in place before the markets started to fall are feel- overwhelmed. m y t h #1: f i n a n c i a l p l a n n i n g is f o r t h e Neither of these approaches is produc- ing more comfortable during these tough w e a lt h y . No. Financial planning is for times because they know that they’ve tive or beneficial over the long term. Once anyone who wants to take control of his you’ve acknowledged your own emotions, taken action. You can feel that same way. or her financial goals. Consider instead The choice is yours. the next step is to take action and take that a lot of wealthy individuals may back control of your financial life. Being At a minimum, you may want to check have become wealthy because they did out the following websites: proactive will empower you. The following financially intelligent things like create • www.finance.cch.com suggestions can get you started. plans and act on them. • www.mint.com – budgeting information Consider What Is Important And what does wealthy mean, anyway? • www.dinkytown.com – financial To You and Why The fact is, even millionaires often don’t calculators You already know what’s important to you, define themselves as wealthy and may but you may not spend a lot of time think- think that they belong to the middle-class • www.bankrate.com – bank lending rates ing about why certain items are on that list. or upper middle-class. We’ve come up • www.annualcreditreport.com – credit For example, you may think having money with so many different terms for people’s reporting information is important to you. Who doesn’t feel that economic standing that it’s hard to say • www.AARP.com – consumer way? But the reason why money is impor- where you fall. Why not find out by talk- information ing to a professional? tant is likely different from one person to There is a wealth of professional guidance another. You may want to retire early, buy a m y t h #2: i d o n ’t n e e d i n s u r a n c e u n t i l available to you, and you can counter the second home (or a first home), send a child i’m o l d . o r , i h a v e e n o u g h i n s u r a n c e . challenges ahead with solid planning and to college, or purchase a new car. The amount of insurance you need is positive, proactive action. ❙ When you explore the reason why based on several factors; age is only one things matter to you, what you’re really John M. Bernards, CFP® is a CERTIFIED FINANCIAL of them. Additionally, we often purchase doing is thinking in terms of concrete PLANNER™ practicing at 205 S. Alfred Street, Alexandria some form of insurance and then forget VA 22314. He offers securities and advisory services as goals rather than broad concepts. This is about it, thinking we’ve attained what we an investment adviser representative of Commonwealth a great way to start taking charge of your need. As life circumstances change, your Financial Network®, a member firm of FINRA/SIPC and finances because you can then generate a Registered Investment Adviser. He can be reached at need for insurance may change, too. an inventory of specific goals you want to 703-549-5488 or at [email protected]. © 2009 Commonwealth Financial Network® accomplish.

www.faama.org managing the skies Sept/Oct 2009 29 FAA Mentor Program 2009: A Success Story from the FAA Northwest Mountain Region

By Bobbie L. Kahklen, Air Traffic Safety Inspector, FAA, and 2009 Northwest Mountain Region Mentor Program Team Member

embers of the 2009 North- • Communicate, west Mountain Region FAA • Motivate, M Mentor Program sincerely • Inspire, thank the FAA Managers Association • Support, and (FAAMA) for supplying the funds which • Listen well. made possible a memorable gradua- They responded positively and we tion celebration for 21 Mentor Program were able to find a Mentor for each appli- graduates. FAAMA support was particu- cant. In addition, we secured key speak- larly valuable this year. Although the ers and instructors who truly believed in FAA planned to adopt the successful the Program and were willing to work Twenty-one graduates of the 2009 Northwest Mentor Program, the continued resolu- hard to help it succeed. Mountain Region FAA Mentor Program celebrate the successful conclusion of the program. tion the agency was under at the begin- On July 30th, we held a festive gradu- ning of FY09 prevented the Program ation ceremony celebrating 21 graduates. from receiving FAA funding. In attendance were the 21 graduates as Again, thank you, FAAMA, for believ- To gain support for the 2009 program, well as the Mentors, immediate supervisors, ing in the Mentor Program and sup- volunteers managing the Mentor Program speakers, instructors, and the new Assistant porting it year after year. Your help and appeared before the ANM Regional Regional Administrator. At the function, we thoughtfulness is graciously appreciated Management Team and the Western reviewed the requirements for graduation, and we look forward to continuing to Service Area Council. At the time, 23 the learning events offered, and shared the work with you in the years to come. Also, applicants were seeking Mentors and 17 successes of a few of the graduates. thank you to the individual FAAMA volunteer Mentors were signed up for We not only provided certificates to the Managers who allowed their employees the Program. Since we did not want to graduates, but also acknowledged the time, to participate in the Mentor Program. turn anyone away, we also asked the two commitment, and support of the Mentors. They make all the difference! We greatly groups to recommend employees with the In addition, we recognized the speakers and appreciate the encouragement of mentor- necessary skills. An FAA Mentor should instructors for volunteering their time and ing in the Northwest Mountain Region be able to: acknowledged the Regional Administrator’s by the Association and by FAAMA office for supporting the Mentor Program. members. ❙ “It’s Your Serve” uuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuuu October 18-22, 2009 | South Point Hotel Casino, Las Vegas 29th Annual FAA Managers Association g a t h e r i n g o f e agle s | c o n v e n t i o n a n d training c o n f e r e n c e photos courtesy of south point hotel casino hotel of south point courtesy photos

REGISTER online or check the latest 2009 Convention details at www.faama.org. RESERVE a room at the South Point Hotel Casino at www.southpointcasino.com. Join FAAMA Today! ne w m e m b er p rofile Who is eligible to join? Membership is open to: (1) individuals who occupy federal Bobbie Kahklen supervisory, managerial or non-bargaining unit staff positions, My name is Bobbie Kahklen and I am and (2) federal non-supervisory, non-managerial, or bargaining a new member of FAAMA. Currently, unit eligible personnel who profess interest in the purpose and I work for the Air Traffic Safety Office goals of the Association. (AOV) in Renton, WA, and have been What are the dues? with the FAA for over 17 years. Association dues are assessed at 0.45 percent of the member’s To me, FAAMA was always a curious and mysterious group base pay rate per pay period. Twenty-five percent of these dues of people whom I never had the privilege of being be a are returned to members’ individual chapters as quarterly rebates. part of because I was not a supervisor or manager – or so I thought. Throughout the facilities where I worked, I heard To join, complete both the (1) FAAMA Member Registration the Association’s name being spoken and even whispered Form below and the (2) Standard Form 1187 (download a and boasted about. PDF at www.faama.org/join) – then fax, scan or mail to: I wondered whether I would ever have the opportunity to be- FAA Managers Association, Inc. come part of the “privileged few” who were part of FAAMA. 2957 Heirloom Lane My current manager let me know that I was eligible to join Greenwood, IN 46143-6668 now. In fact, he said that anyone who is not in a bargaining Secure Fax: (720) 920-1552 unit position is eligible for membership! Once I learned this, Email: [email protected] I immediately signed up. Because I have been a member of the Professional Women FAAMA Member Registration Form (please complete): Controllers organization for many years, I understand the first name importance and benefits of belonging to an employee asso- ciation. Association membership allows you to do things and last name to meet people you might not have met otherwise. As an FAAMA member, I plan to use my membership to company network, to take advantage of training opportunities, and, most importantly, to use current Association members as address line 1 role models. I plan to watch what they do and how they do it so that I can apply the traits that make them successful to address line 2 advancing my own career. city, state/province, zip FAAMA is a great supporter of many programs and has a strong voice that the FAA routinely listens to because they value the input of FAAMA leaders. I find that intriguing and country want to be a part of it. As my job has progressed into a ca- reer, I have come to see that I truly love working for the FAA, home phone and want to do all I can to give back to the FAA. business phone Frequently, I volunteer to speak at high schools and career fairs to promote the FAA as a wonderful employer that offers cell phone employees virtually endless opportunities. I am confident that I can help in this fashion as a member of FAAMA as well. persoanl email address (please do not use @.GOV) Lastly, I also joined the Association because FAAMA has been a consistent supporter of the Northwest Mountain business email address Region’s Mentor Program. I have been involved in this pro- gram for several years and truly appreciate the support and faama chapter number (if known) encouragement of FAAMA. The mentor program is critical to the continued success of faa facility this agency, because the leaders of the future are being mentored in the program. Thank you FAAMA for that sup- faa position port and for allowing me to be a part of your organization. I look forward to many opportunities and will be an eager Association volunteer in the future.  32 managing the skies Sept/Oct 2009 www.faama.org