Senior Social Media Associate
Meagan Roper : mroper@natcadc.org ; 202 - 220 - 9813
Outreach and Special Events Coordinator
Megan Seidman : mseidman@natcadc.org ; 202 - 266 - 9851
Public Affair s Specialist
Sarah Zilonis : szilonis@natcadc.org ; 202 - 266 - 9844
Web Specialist
Dan Whall : dwhall@natcadc.org ; 202 - 266 - 9857
Information Technology Specialist
Matt Heer : mheer@natcadc.org ; 202 - 266 - 9875
Administrative Assistant for Public Affairs
Pauline Hines : phines@natcadc.org ; 202 - 266 - 9846
WEEKLY MESSAGE FROM FAA ATO COO TERI BRISTOL
March 30, 2018
Yay, It's Report Card Time, Said No Student Ever
Hi everyone,
When my kids were in school, I always looked forward to checking their test scores,
getting their report cards and going to parent - teacher conferences. These were built - in
checkpoints that allowed me to make sure they were on track, and when they weren't, to
help them course correct and get back on the right trajectory. While I certainly preferred
to see good marks, I especially appreciated finding out where they needed to p ut in a
little more effort to ensure their college and career aspirations remained attainable.
Midcycle reviews offer us a similar opportunity with our careers here at the FAA. While
nobody walks into a review with their supervisor hoping for negative fe edback, I think
every one of us is owed constructive advice on ways we can improve to help us advance
to the next level of our career goals. In fact, we should insist on it.
I'm asking ATO managers, as they prepare for their midcycle check - ins with emplo yees
in April or soon after, to make a point of not only recognizing good work, but also
identifying areas of improvement. It's one of the most important jobs that managers have
at every level as we work to maintain an organization where people feel valued and
know what is expected of them in their jobs.
Having a written record of feedback helps our employees understand their performance
and focus on growth. And their development also helps us deliver better service to our
stakeholders, maintain our envia ble safety record, and inform our succession planning
efforts.
Remember, this is a two - way conversation. Employees should also be vocal about
asking for what they need to not only be fully successful, but to exceed expectations.
