January
2005 Pay increase
Agency
OSI Declared for 2005This January 2005 increase is effective on pay period 2005-03 which started on 1/09/2005, ends on 1/22/2005 and is paid on 2/1/2005.
NATCA/Air Traffic Pay Plan
Employees in the NATCA Air Traffic pay plan will receive an OSI of 3.3 percent for 2005.
The first 2.5 percent portion of the OSI is effective January 9, 2004, and will first appear in employees' paychecks issued on February 1, 2005. The second 0.8 percent portion of the OSI will be effective in June 2004 (pay period 14). With the 1 percent average locality pay increase added, the total average increase for Air Traffic pay plan employees (not including SCI's) will be 4.3 percent. Air Traffic pay plan employees may also receive an SCI in June 2005 of up to .8% based on the SCI process negotiated with NATCA during the contact extension. This agreement measures performance against four specific measures.
Locality Pay. As described above, FAA continues to follow the Federal locality pay program, which will result in an average locality pay increase of 1 percent for all FAA employees currently receiving locality pay. The specific locality pay percentages, effective January 9. 2005 are available on the ATPayPlan web page under "Update". Locality pay does not apply to employees in Alaska, Hawaii, U.S. territories, and foreign locations; employees in these locations receive either a cost-of-living differential or a post differential.
Pay Caps. The statutory maximum pay rate applicable to FAA employees will increase to $157,000, including locality pay, effective January 11, 2004. The biweekly maximum earnings limitation for employees in the FG and FM pay plans, including premium pay, will also increase effective January 11, 2004, and will range from $4,880.00 to $5,213.60, depending on the locality pay area.
Components of the AT Pay Plan (OSI/SCI)
 | Organizational Success Increase (OSI). The amount of OSI shall be the same as the rest of the Agency OR the government-wide general increase and 50% of the step pool (.8%), whichever is greater. |
| OSI Distribution. Bargaining unit employees will receive a portion of the annual OSI effective the first full pay period in January of each fiscal year. All ATC bargaining unit employees pay shall be adjusted upward by the greater amount of the following: |
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A) The Agency OSI (minus 0.8% to be administered on pay period 14 of the same fiscal year); |
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B) The General Increase (plus 0.8% to be administered on pay period 14 of the same fiscal year). |
| So for 2004 the Agency OSI is 2.13% excluding locality. So under A above the formula would be 2.13% (total Agency OSI) minus .8% (deferred to pay period 14) for a total of 1.33% for the January 2004 OSI with .8% OSI deferred to pay period 14, plus locality. |
| As of now, the General Increase is 1.5%. So under B above the formula would be 1.5% (General Increase) plus .8% (deferred to pay period 14) for a total of 2.3% for the OSI with 1.5% effective in January 2004 and .8% OSI deferred to pay period 14, plus locality. |
| Since the pay rules state we get the greater of A or B the January OSI this year will be B, or 1.5%, plus an additional .8% OSI deferred to pay period 14, plus changes to locality rates. |
| The OSI paid in January and June moves both the top and bottom of the pay band. |
| All increases to base pay resultant from an OSI will be used
in calculating all differentials, premiums, retirement and appropriate pay
benefits.
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June Pay Increase (OSI/SCI)
Our SCI (.8% of the June increase) is now controlled by Performance Metrics as agreed to by the Contact Extension MOU.
| Remaining OSI Distribution. The deferred .8% OSI will be administered annually during pay period 14 in June of each fiscal year. |
| and now the Superior Contribution Increase (SCI) |
SUPERIOR CONTRIBUTION INCREASE (SCI) PROGRAM FOR THE NATIONAL AIR TRAFFIC CONTROLLERS ASSOCIATION
Eligibility to Receive SCI
Eligibility to receive an SCI under this proposal requires that the bargaining unit member meet or exceed the following criteria during the rating period:
 | Must have worked in the Federal Aviation Administration (FAA) in the NATCA bargaining unit for at least 90 days; |
| Must not have been unsuccessful in completing an ODAP during the rating period. |
SCI increases shall be implemented in accordance with the Parties Memorandum of Understanding with respect to Reclassification and Associated Pay Rules between the National Air Traffic Controllers Association and the Federal Aviation Administration. The rating period is April 1 through March 31 of each year. For the first year the rating period will be December 1, 2003 through March 31, 2004. The bargaining unit will be rated by the quality and efficiency metrics detailed by the Administrator as outlined below.
Increased Safety
The Goal: Achieve the lowest possible accident rate and constantly improve safety
For each rating period, the total number of operational errors nationwide classified as severe (A and B) have been reduced by at least 3% (not including runway incursions) from the corresponding period of the previous year. When this goal is met, 0.2% SCI shall be awarded to the entire bargaining unit.
- Reduction of Operational Errors:
For each rating period, the total number of runway incursions classified as severe (A and B) attributable to bargaining unit employees, have been reduced by at least 9.6% from the corresponding period of the previous year. When this goal is met, 0.2% SCI shall be awarded to the entire bargaining unit.
- Reduction of Runway Incursions:
Greater Capacity
The Goal: In conjunction with local governments and airspace users provide national system capacity that meets or exceeds demand.
- Airport Arrival Efficiency Rate: For each rating period, maintain 96% or greater compliance with the arrival rate at the 35 OEP airports from the corresponding period of the previous year. When this goal is met, 0.2% SCI shall be awarded to the entire bargaining unit.
- On Time Performance:
For each rating period, increase the percentage of all flights arriving within 15 minutes of schedule at the 35 OEP airports by 1.4% from the corresponding period of the previous year. When this goal is met, 0.2% SCI shall be awarded to the entire bargaining unit.
Organizational Excellence
The total amount of SCI money available for awards to the bargaining unit will not exceed 0.8% per bargaining unit member. Any portion of the SCI pool not awarded shall be distributed to regions in proportion to the number of bargaining unit employees.
Distribution of these funds to facilities shall be jointly agreed upon by the Parties at the National level. The overriding objective for distributing these funds is to award facility excellence and to provide the resources to those facilities that had difficulties reaching their goals.
Duration
The SCI provisions described herein shall be subject to the duration clause (article 106) in the parties’ collective bargaining agreement.
SCI Distribution. The SCI annual pay adjustment will be effective with pay period 99-17 which begins August 1, 1999; effective with pay period 00-14 which begins June 18, 2000; and effective the beginning of pay period 01-14 of 2001 forward on the base pay in effect at that time.
SCI increases that result in a change in base pay within an employee’s pay band will be used in calculating all additional pay differentials, premiums, retirement and pay benefits. SCI pay increases that result in a base pay above the employee’s pay band will be paid in a lump sum as follows:
- employee’s base pay will be adjusted to equal the highest possible (if necessary) pay level within the band, and then,
- the employee will receive a lump sum payment for the remaining amount (or the entire amount if applicable) of SCI above the maximum base pay for the band.
| These two actions will result in two SF 50s. One for the .8% OSI and one for the .8% SCI. They are actually compounded resulting in .8% times .8% or a 1.6064% increase. |
| The OSI paid in January and June moves both the top and bottom of the pay band. |
| The SCI paid in June moves you through the band like the old steps used
to.
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| SCIs that result in a change in base pay within an employee’s pay band will be used in calculating all additional pay differentials, premiums, retirement and pay benefits. SCIs that result in a base pay above the employee’s pay band will be paid in a lump sum as follows: |
| employee’s base pay will be adjusted to equal the highest possible (if necessary) pay level within the band, and then, |
| the employee will receive a lump sum payment for the remaining amount (or the entire amount if applicable) of SCI above the maximum base pay for the band. |
| This excess SCI would show up on your earnings and leave statement as a one time "Cash Award" and not added to your base pay. |
| Annual Adjustment of Pay Bands. The pay bands established for each ATC facility level will be increased by the January OSI and again in June by the deferred 0.8% OSI. If the January pay increase places an individual bargaining unit member’s pay above the maximum of the pay band, that individual will receive all increases to base pay as if he/she were within the band parameters. The resulting base pay will be used in calculating all differentials, premiums, retirement and appropriate pay benefits. |
| If after the June increase and adjustment to base pay and the pay band, an individual’s base pay is still above the maximum of the pay band, applicable rules for above band pay adjustment will apply (i.e., pay retention). |
| Pay Retention applies to eligible employees whose base pay exceeds the applicable pay band. When an employee is in retained pay status, he/she shall receive ½ of the OSI for which eligible until such time that the employee’s base pay falls within the facility level pay band. The retained base pay shall be the basis for calculating all differentials, retirement and pay benefits. An employee in retained pay status shall receive any SCI for which he/she is eligible in a lump sum payment (cash award). |
| Remember: The pay bands are going to change twice each year, once in January and once in June. |