|
Field
Training Exercise (FTX) Program Q & A
Q:
What is FTX? A:
FTX or Field Training Exercise Program, is a new approach for dealing
with employees after a test is performed. After all set-up tests, a
debriefing is held with the employee/crew to discuss the test, the
employees’ performance, the rules involved in the test, and any
corrective actions that need to be made.
Q:
Where did FTX start? A:
FTX began as a pilot on the Utah Service Unit. After listening to a
group of Air Force flight officers (Afterburners) discuss how they
debriefed each flight mission, it was decided to use a similar
approach during testing. The
purpose of the flight mission debriefing was to ensure that mistakes
were identified and discussed and that appropriate action was taken to
prevent the mistakes in the future.
Q:
Explain the rationale of
debriefing A:
The idea of debriefing is to place emphasis on learning and
improvement and not discipline. Rather than immediately invoking the
disciplinary process after a failure, a briefing is used as a tool to
improve performance. By discussing the test and the employee actions
during the test, without pointing fingers, people can focus on what
needs to be done for improvement vs. defending the actions that were
not appropriate. The idea of debriefing is to talk through the test
and the employees’ performance (right or wrong) and learn from the
discussion so that the same mistake(s) will not be made in the future.
Q:
Does a debriefing occur after
every test? A:
Yes, after every set-up test. If the employees conducted themselves
properly, the manager reinforces the appropriate behaviors during the
debriefing. If the employees failed the test, the manager and the
employees talk through the test and the applicable rules to ensure a
proper understanding.
Q:
Sometimes we do not want to let
crews know we are testing. If we stop the train or the employees, all
other crews will likely know that we are there. A:
This is true and is one of the changes that come with this process.
Remember, we are not out there to catch employees doing things wrong.
We are out there to assess whether our employees know the
rules. If they comply
with the rules they should be recognized. If they do not comply, we
want to make sure they understand the rules first, and then make sure
they clearly understand the importance of rules compliance.
Q:
Are debriefings
conducted after all "routine observation" tests ? A:
Not always. If failures are observed, a debriefing is required.
It may be impractical to debrief in all cases when there are no
failures. If no debriefing is held, managers must communicate the test
and results to the employees by some suitable means, as soon as
practicable.
Q: How
does the FTX program fit with the disciplinary program? A:
The only difference is that debriefings (on-site and formal) are used
in lieu of disciplinary action for failures, until such time that an
employee becomes ineligible. All other causes for disciplinary action
continued to be handled under the current disciplinary process.
Q:
Does FTX Debriefing replace the
diversion opportunities (Formal Conference or C.O.R.E.) under UPGRADE
discipline process? A:
No. FTX has no affect on the discipline process. FTX only addresses
how efficiency tests are handled prior to entering the discipline
process. The FTX guidelines do describe when a failure causes an
employee to move from FTX participation to the discipline process.
Q:
Does a Level 4 test failure,
handled under FTX, count toward the UPGRADE note which reads, "if
an employee commits two Level 4 infractions within a 24-month period,
the discipline will be assessed at Level 5.?" A:
No. Infractions handled under FTX have no impact on disciplinary
handling.
Q:
If an employee becomes
ineligible for FTX, when can he/she be reinstated, and under what
circumstances? A:
After 24 months with no test failures during that time period.
Q:
What is involved with
debriefing? A: Discussion involving
the employee(s) tested and the testing manager(s). The debriefing will
take place after the test is completed at the location, or in close
proximity to the location of the test.
The intent of the field debriefing is to review the rule(s)
tested, the intent and application of the rule(s), and the employee(s)
performance relative to the testing event.
All debriefings will utilize a debriefing checklist and
affected employees will receive a completed copy of the checklist at
the end of the debriefing.
Q:
What is involved with formal
debriefing? A: The formal debriefing is a discussion involving the employee and the employee’s supervising manager. The employee’s local labor representative will also be invited to attend. The formal debriefing will be conducted at a suitable location allowing for privacy and open discussion as soon as practicable after the day of the failure. The formal debriefing is not a faultfinding exercise. It is intended to be an open discussion and will focus on root causes and corrective action needed to avoid future failures.
Q:
What is labor’s involvement
in FTX? A:
We would like to have labor’s involvement in communicating the FTX
program to our employees and in the first week (rollout) of testing
under FTX. In addition,
labor will be invited to participate in formal debriefings and,
periodically to review the progress of FTX.
Q:
Are employees paid for a formal
debriefing? A:
Yes
Q:
Are labor reps paid to
participate in a formal debriefing? A:
No
Q:
How do we record FTX tests? A:
First, the manager completes a FTX debriefing form and provides copies
to the crewmembers. This form is essentially a checklist that serves
as an agenda for the discussion with appropriate space to record test
information and key points taken from the debriefing. The manager will
subsequently document the test using the JB T function in TCS, just as
tests are currently documented.
Q:
How is a failure handled if it
occurs outside of testing ( I.e. run through a red block and found by
dispatcher or self-report)? A:
Same manner as present, using the current disciplinary process
Q:
How do we know the FTX status
of an employee before we debrief? A:
At this point, there is no automatic identifier to indicate an
employee’s eligibility. The manager must review the employee’s
record after each test to determine the employee’s status. If,
because of the most recent failure, an employee requires a formal
debriefing or becomes ineligible, the manager should notify the
employee. Similarly, if
the employee was ineligible at the time of the test, the employee
should be notified of any disciplinary action.
Q:
How do we handle a
situation in which a crew fails a test and one member of the crew is
in the FTX program and the other member is ineligible due to previous
failures? A:
This case is handled like any other debriefing. The on-site debriefing is conducted and the crew is told that
each person’s FTX status will be reviewed. If any further handling
is required the employee will be advised.
Q:
Can an employee elect not to
contribute to the debriefing discussion?
A:
We will not force an employee to participate in debriefings. However,
if an employee declines to participate, the failure will be handled
through the disciplinary process.
Q:
How do I know whether
debriefing, formal debriefing, or the disciplinary process is to be
used for a test failure? A:
It depends on the type of rule involved in the failure and the number
and types of failures in the last 24 months.
See following table.
|
||||||||||||||||||||