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SPEEA’s website.
The NW Council PASSED a motion requesting the Executive
Board authorize $250 each to the King County and Pierce County
chapters of Jobs with Justice in support of their annual fundraiser
(“Grinch of the Year”) events.
The NW Council PASSED a motion to support UAW Local 1832
workers at the Peterbilt Plant in Madison, Tennessee (owned by
PACCAR, who is demanding 300% increase in healthcare costs, 600%
increase in payments on prescription drugs; a pension offer that lags
behind inflation; and minimal wage increases). [SPEEA members are
urged to support any rallies that are scheduled … send donations to
UAW Region 8, 151 Maddox-Simpson Pkwy, Lebanon, TN 37090
… and send faxes/messages to David Hovind, President PACCAR,
Inc., fax: 425/468-8216; email dhovind@paccar.com]
The Council was informed of changes to SPEEA’s Membership
Plus Recruitment Award program. Double credits for travel (after
5 new recruits) will cease in March 2003. Double credits (for
any number of recruits) can now be used toward SPEEA apparel.
Credits will now expire one year from the date they were awarded.
All credits awarded prior to 12/31/02 will expire 12/31/03.
NW Council highlights – December 12th
60-Day notices issued to 158
On December 20th, 60-day notices of layoff (for layoff effective
Friday, February 21st) were issued to 158 SPEEA-represented
employees, broken down as follows:
State Maj Org P/C 4 P/C 2 P/C 6 TOTAL
OR BCAG 1 1
WA SSG 1 1
WA ATM 5 5
WA BCAG 50 98 148
KS BCAG 2
KS AMAMS 1
TOTAL 57 98 3 158
Details of layoff notices by job-code and major org are available on
the SPEEA web site at:
http://www.speea.org/hotissues/files/layoffs/head_count/
headcounts.html
We understand, Company-wide, 60-day notices were handed out
on this date to approximately 790 employees (~765 in the Puget
4 • January 10, 2003 / No. 1908
The subject of the NW Council pre-meeting on December
12th was “Performance Management”. Prof Negotiation
Team member Tom McCarty and Staff member Dick
Goyt reviewed the discussions held in recent negotiations, and the
changes to the contract. Tom explained that SPEEA reps met in
subcommittee jointly with the Company beginning last summer
to discuss improving language in contract Article 4.
Language has been changed to read: “The Performance Management Process
provides a method for employees and management to determine individual
performance goals, assess performance against those goals, and establish developmental
plans to address performance needs or gain additional knowledge, skills
and abilities as necessary.” Also, it says: “Each employee and their supervisor
will participate in periodic Performance Management discussions, which may
be initiated by either party. Discussions should promote a mutual understanding
of all factors that contribute to or are affected by performance…”
Asked about cases where Performance Management is not conducted in a
timely manner, Tom explained “it’s a two-way street”. You need to address
the issue with your manager, and he/she needs to respond. You should
schedule a time, and expect it will be done.
Tom noted the discussion should include: job responsibilities …
effect on selective salary adjustments … effect on retentions … employee
goals … management expectations. The goals are: continuous
discussion about performance and expectations for both manager and
employee … setting goals and charting progress … reviewing progress
and revising and updating goals and expectations.
Dick Goyt explained that some aspects of Performance Management can
be used as a tool to plan your career (i.e., upgrades). Dick added, none of
these processes are intended to make “bad” managers good managers. But
they can be used to hold your manager accountable.
Tom said the Team had many conversations with Hank Queen. If you’re
in BCA, Hank Queen is very committed to this process. There are a lot
of committed people on the Defense side too, but they don’t have the visibility
that Hank Queen has provided. If you have a problem getting your
manager to cooperate, you can always contact SPEEA.
Dick Goyt said, now would be a good time to start asking your manager to
establish a schedule for the “Define” portion of Performance Management.
Everett Council Rep Randy Larson asked if we knew the Company’s plan
for training all the managers on Performance Management? Has Hank
Queen said there’s a plan in place? Tom responded the Company did not
　
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