Employee Involvement – Team Leader Process

Aerojet Rocketdyne / UAW

Employee Involvement – Team Leader Process

TEAM LEADER ASSESSMENT AND SELECTION PROCESS

The team leader shall be a member of the UAW Bargaining unit. This team leader shall provide guidance to the team members.

Team Leader Election Process - Steps to Elect a Team Leader at Aerojet Rocketdyne

1. The Company provides a presentation and business case at the monthly LJC meeting regarding the need for a Team lead.  Items to be addressed are:
   1. Team lead formation (Quantity of Members, EI Team Leaders and Alternates)
   2. What classifications are included
   3. Requested effective date

Note: If there are any questions during the presentation and business case they should be asked and addressed at this meeting.

1. After presentation, LJC Voting Members will discuss and vote to accept or reject the formation of team (plurality vote).
2. Labor Relations or Team Manager will provide a roster of individuals who are eligible to run and vote in the department and classification(s) to E.I. Facilitators.  This list will include the job codes, labor grades, shift, names and the manager.  The EI Facilitators, management and team members will mutually determine where the posting notices will be placed, preferably on the prospective department bulletin boards.
3. Once the Team Lead request has been accepted by the LJC the EI Facilitators will meet with all the team members to explain the election process, general rules and provisions within 10 working days of the team lead approval at the LJC meeting. The EI Facilitator’s will agree then set a date for the posting and election of the positions(s). This should happen within one (1) work week of the initial team meeting.  All concerns from the team will be addressed at this meeting.

Steps to Post for Team Lead Elections

1. The following documents will be posted in the mutually agreed upon location mentioned above:
   1. Team Leader / Alternate Team Leader Selection Form
   2. Team Leader / Alternate Team Leader Election Notice
   3. Roster of UAW members who are eligible to vote in the election
   4. The posting will remain up for three (3) business days (excluding weekends, holidays and off-Fridays per the CBA)

                                                               i.      Team members who are interested in signing the Selection Form must sign in person.

                                                             ii.      If a Team member is on Company travel, or on pre-planned vacation and of less than 2 weeks they can notify the EI Facilitators during the team meeting and with concurrence from both members their name can be added to the posting.

Team Leader Voting Process

The E.I. Facilitators will schedule a vote for the team lead election within 14 days of the team lead posting closing.

Between the posting period and the election time the team lead candidates are permitted to campaign for the position.  It must be during their own time (break time, lunch) and it must adhere to the Standards and Conduct of the Company.

During the election meeting each candidate will have an opportunity to address their team members and answer any questions pertaining to their bid for team leader.

At the conclusion of the speeches from each candidate the E.I. Facilitator will explain the voting process:

• One vote per team member.
• The team leader candidate must win by plurality (meaning the number of votes cast for a candidate who receives more than any other candidate even if it is not the absolute majority).
• In the event of a tie, there will be a re-vote during the same meeting.
• Abstaining from the vote counts as a non-vote.
• Persons who are on a medical leave or who are otherwise absent are ineligible to vote.
• There are NO absentee ballots allowed.  No exceptions.
• The E.I. Facilitators will ask if there are any more questions.
• The E.I. Facilitators will count the votes in the presence of the team, however he does not reveal the tally, and declares the winner.
• If the candidates request to review the ballots they may do so in the presence of the E.I. Facilitators / or delegates, in private, after the meeting adjourns.
• The election will not be delayed due to an employee(s) being on a leave of absence, sick or vacation.

GENERAL PROVISIONS / RULES

The following provisions shall apply to the position of Team Leader

Team Leader Eligibility

• Employees must be an active UAW employee.
• Employee must successfully complete an eight (8) hours Team Leadership Training Module prior to running for Team Leader.

Team Leader Training

All employees who apply for the team leader position must have successfully completed the eight (8) hour Team Leadership Training Module.  The Team Leadership Training will be offered during off-hours between Monday and Saturday and will be non-compensated for participants.  The training sessions may be held at the Canoga Park facility or offsite at a union designated facility.  The Union will bear any costs for off-site facility use.

The UAW E.I. Facilitator will be compensated for leading the training module.

The Company EI facilitator may assist in the training. 

The Team Leader Training classes will be offered at a minimum of two times once per year.  If additional classes are needed throughout the year the Company will bring the need to both the UAW E.I. Facilitator and the Company E.I. Facilitator to discuss.  A reasonable timeline will be discussed and agreed upon for the additional training class(es).

The training class material, modules, and curriculum will be reviewed by the Employee Involvement Committee (2 Company & 2 UAW Representatives) every two years for any suggestions &/or modifications that would improve the training. Any changes will be mutually agreed and accepted within the LJC Meetings by the Local Joint Committee. Furthermore, additional discussions are to occur within the LJC Committee regarding Term Limits of the Training Class and the need for a Team Lead refresher training cycle requirement.      

Team Leader Compensation

Team Leaders shall be paid one-dollar ($1.00) per hour above the highest labor grade (Production and Maintenance Unit) of the team being led.

Removal of Team Leaders

Team members or Management may request a Team Leader be removed from the position. Such requests must be made in writing specifically setting forth the reasons for removal and submitted to the LJC voting members for review. If during the review the LJC committee finds good cause for the request they will assign a Review committee consisting of two (2) Union Representatives, one being the Bargaining Chairman and two (2) Company Representatives, one being Human Resources and/or Labor Relations.  Any concerns related to performance, misconduct, or policy violations will be investigated by Human Resources and findings will be reported to the review committee. Reasons for removal will be reviewed by the selected Review Committee and presented to the voting members of the LJC for action, which could include additional EI training, coaching, removal or additional corrective action up to and including termination.

Voluntary Removal of a Team Leader

Team Leaders may voluntarily remove themselves from their position by submitting such a request in writing explaining the reasons for requesting removal.  This request should be submitted to the E.I. Facilitators.  If there any questions or concerns written in the request for removal, the request will be elevated to Labor Relations and the Chairperson of the UAW for additional review / investigation.

Compensation of a Team Leader who is removed as Team Leader shall revert back to their original rate of pay at the date of entry into the position, including any missed auto progression increases and General Wage Increases as outlined in the CBA.  

TEAM LEADER ROLES AND RESPONSIBILITIES

Employee Involvement Team Leaders facilitate the activities of the team (minimum of 5, maximum of 20 including the Team Leader) in addition to performing the actual work of their job classification. The E.I. Team Leader will partner with management to ensure that the focus of the team is directed towards continuous process improvement, including goal setting, quality, cost, deliver, safety and morale. E.I. Team Leaders also perform as a full member of the team and, as such, their responsibilities include, but are not limited to:

• Actively supporting the performance of the total team and the other members of the team.
• Participating in the setting and accomplishment of team performance goals and strategies.
• Working within appropriate Company guidelines and the Employee Involvement philosophy
• Respecting the individual rights of others.
• Supporting and abiding by Company standards of conduct and attendance policies.
• Promoting good housekeeping and maintaining a safe work environment.
• Continuously seeking ways to improve the way you do your job and the processes by which work is done.
• Assisting the team in meeting production goals and schedules.
• Taking pride in your work and ownership of your job.
• Attending and participating in scheduled team meetings.
• Supporting and participating in team member training activities.
• Forming partnerships with other team members, team leaders and managers.
• Becoming engaged with the team and contributing your ideas and expertise as a full participant.
• Acquiring a broad understanding of the essential programmatic, financial and operational data important to your team through training and collaboration.
• Participate in the development and maintenance of team metrics.
• Actively support and participate in Team Member cross-training.

Team Leader Focus

To transition the team toward a high performance, self-directed work team embracing the "Purpose" of Employee Involvement as described in the CBA Article 22 – Employee Involvement.

TEAM MEMBER ROLES AND RESPONSIBILITIES

The Company and the Union are jointly committed to the concept of Employee Involvement, which aims to engage each employee's expertise, knowledge and skills to make significant contributions to the continuous improvement of work processes. Employee Involvement is a partnership between the Company and the Union, which allows employees to work as a team to accomplish greater results and provides more direct ownership of work processes. Members of Employee Involvement Teams have certain responsibilities, such as, but not limited to:

• Actively supporting the performance of the total team and the other members of the team.
• Participating in the setting and accomplishment of team performance goals and strategies.
• Working within appropriate Company guidelines and the Employee Involvement philosophy.
• Respecting the individual rights of others.
• Supporting and abiding by Company standards of conduct and attendance policies.
• Promoting good housekeeping and maintaining a safe work environment.
• Continuously seeking ways to improve the way you do your job and the processes by which work is done.
• Assisting the team in meeting production goals and schedules.
• Accomplish team performance goals and strategies.
• Taking pride in your work and ownership of your job.
• Attending and participating in scheduled team meetings.
• Becoming engaged with the team and contributing your ideas and expertise as a full participant.

With process management direction and approval, team members are encouraged to participate in:

• Supporting and participating in team member training activities.
• Setting team goals and strategies
• Forming partnerships with other team members, team leaders and managers.
• Acquiring a broad understanding of the essential programmatic, financial and operational data important to your team through training and collaboration.
• Participate in the development and maintenance of team metrics.
• Actively support and participate in Team Member cross-training.

EMPLOYEE INVOLVEMENT FACILITATORS ROLES AND RESPONSIBILITIES

The UAW and Company appointed Employee Involvement Facilitators work together as partners and champions to ensure the day-to-day implementation and success of E.I. within teams. They are responsible for assisting E.I. teams from the formation of new teams and throughout the life and evolution of existing teams. The objective of the E.I. Facilitator is to provide the expertise, help, resources and understanding to enable E.I. Team Leaders to reach their full potential and help their teams become high-performance self-directed work teams.

Responsibilities include, but are not limited to:

• Complete Team Member, Team Leader, Facilitator, Process Improvement training and additional training as appropriate to improve skills.
• Helping team leaders promote continuous process improvement within the teams.
• Providing guidance and direction to E.I. Team Leaders and Team Members in the acceptance and application of E.I. principles and techniques.
• Coaching Team Leaders, Team Members, and Managers on Employee Involvement.
• Developing and delivering team training and promoting teamwork and cooperation.
• Coordinating the formation of new teams, including team composition and start-up, team leader selection and teaming processes.
• Facilitating the team's analysis of root causes of problems and the selection of preferred solutions for team problems and issues.
• Encouraging employee participation in team activities and helping them to voice their own opinions in a constructive manner.
• Supporting team self-assessment processes and maintaining open effective channels of communication with Union and Company leadership.
• Attending Local Joint Committee meetings and reporting on the progress of E.I. teams throughout the facility.
• Being a champion for the roles and responsibilities for E.I. Team Members and Team Leaders as described.
• Working with facility Bargaining Unit Chairpersons and Human Resources Leaders to communicate, coordinate and exchange information.

TEAM MANAGEMENT ROLES AND RESPONSIBILITIES

With respect to Employee Involvement, supervisors and managers of bargaining unit teams are to ensure their teams are utilizing the team tools available for continuous process improvement, goal setting, quality, cost, delivery, safety and morale. Their Employee Involvement responsibilities include, but are not limited to:

• Specifying team requirements, boundaries and business objectives within which the teams must operate.
• Supporting the transition of work teams to high performance self-directed teams embracing the “Purpose” language of the Employee Involvement Article in the CBA. 
• Ensuring that teams have the needed resources and training to accomplish their goals and objectives.
• Ensuring resolution of issues that are outside of the team and team leader's boundaries.
• Accepting, and encouraging team members and team leader’s roles and responsibilities.
• Identifying and eliminating barriers.
• Ensuring effective horizontal and vertical communications.
• Providing up to date company and business information to teams.
• Sharing information on subjects which impact the team, getting input, and providing rationale for decisions impacting teams.
• Integrating the efforts of multiple teams within the organization.