Director of Communications
Doug Church : dchurch@nat cadc.org ; 301 - 346 - 8245
Associate Director of Communications, Art & Design
Laura Roose: lroose@natcadc.org ; 202 - 220 - 9814
Senior Communications and Public Affairs Associate
Sarah McCann : smccann@natcadc.org ; 202 - 220 - 9813
Multimedia Specialist
Jordan Thielker : jthielker@natcadc.org ; 202 - 266 - 9875
Communications Specialist
Sarah Zilonis : szilonis@natcadc.org ; 202 - 266 - 9844.
WEEKLY MESSAGE FROM ATO COO TERI L. BRISTOL
Performance Management in the Workforce of the Present
Hi everyone. We've often talked about building our Workforce of the Future ,
which is one of the FAA's strategic initiatives. While that's important, I want to reaffirm
the workforce of the present. Our people – you – are the key to achieving all of our
priorities: mitigating safety risk, building NextGen, integrating new u ser entrants, and
enhancing our global leadership.
That's why performance management is so important. Managers and employees
must have continuous, meaningful conversations throughout the year about performance.
A key part of this process is the Mid - cycle r eview. We're entering this period now.
As part of this process, let's ask the questions: What's going great? What can be
improved? What resources can we tap to strengthen our skills and abilities? Our
success as an organization comes down to how well we can answer these three
questions .
What's going great? Managers should recognize all of the ways that the
employee is making contributions. Don't just count the big stuff, but also all the little
things, maybe behind the scenes, which add up and move us all forward. Let's tell our
direct reports and co - workers how much we value and appreciate them.
What can be improved? We have to get good at giving honest feedback. This
can be tough for some people and too often they don't deal with it. But it's what we nee d
to do. Otherwise little problems become big problems.
What resources can we tap to strengthen our skills and abilities? As managers,
we need to coach our employees on how to improve in certain areas. This includes
directing them to available employee dev elopment programs and tools, like Program for
Emerging Leaders , Career Planning Program , Succession Planning Program , Air Traffic
Leadership Development Program , Technical Operations Leadership Development
Program , or other kinds of trainings, mentorsh ips or shadowing opportunities.
As of March 31, managers using Valuing Performance, which applies to about
6,900 ATO employees, can now use the new electronic tool called Valui ng Performance
System, or VPS. VPS enables managers to create performance plans and submit their
ratings and reviews electronically. Once the manager has submitted plans into VPS,
