46:1147(105)AR - - HHS, SSA, Boston Region, Office of Program Integrity and Review and AFGE Local 3760 - - 1993 FLRAdec AR - - v46 p1147
[ v46 p1147 ]
The decision of the Authority follows:
46 FLRA No. 105
FEDERAL LABOR RELATIONS AUTHORITY
U.S. DEPARTMENT OF HEALTH AND HUMAN SERVICES
SOCIAL SECURITY ADMINISTRATION
OFFICE OF PROGRAM INTEGRITY AND REVIEWS
AMERICAN FEDERATION OF GOVERNMENT EMPLOYEES
January 8, 1993
Before Chairman McKee and Members Talkin and Armendariz.
I. Statement of the Case
This matter is before the Authority on exceptions to an award of Arbitrator John P. McCrory filed by the Agency under section 7122(a) of the Federal Service Labor-Management Relations Statute (the Statute) and part 2425 of the Authority's Rules and Regulations. The Union filed an opposition to the Agency's exceptions.
In sustaining a grievance disputing the grievant's performance rating, the Arbitrator directed the Agency to raise the grievant's performance rating in each of five generic job tasks (GJTs) and the overall summary appraisal from "fully satisfactory" to "excellent." For the following reasons, we conclude that the Agency's exceptions provide no basis for finding the award deficient. Accordingly, we will deny the exceptions.
II. Background and Arbitrator's Award
In December 1991, the grievant received a performance appraisal in which she was granted a "fully satisfactory" rating in GJT Nos. 15, 17, 19, 22 and 25. The grievant filed a grievance asserting that her "fully satisfactory" rating for the five GJTs should be changed to "outstanding" and, as a result, that her overall summary rating also should be changed to "outstanding."(*)
The grievance was not resolved and was submitted to arbitration on the following stipulated issue:
Should the [g]rievant receive level 5 outstanding ratings in the GJT numbers 15, 17, 19, 22 and 25 and receive an overall summary appraisal of outstanding?
Award at 1. The parties also stipulated that if the grievance was sustained, the grievant's appraisal rating could be adjusted by the Arbitrator if such adjustment was supported by evidence in the record.
The Arbitrator determined that the Agency had applied the grievant's performance standards in violation of the parties' collective bargaining agreement by failing to inform the grievant of any significant performance deficiencies during the appraisal period. The Arbitrator noted that the parties' agreement requires, among other things, that informal discussions (including performance reviews) and documented progress reports summarize any current or anticipated problems with an employee's work performance. The Arbitrator found that, although the Agency claimed that there were specific problems which justified its rating of "fully satisfactory," the grievant's supervisor failed to advise the grievant of any deficiencies in her performance discussion or her ratings.
As relevant here, the Arbitrator found that, although the Agency asserted that the "fully satisfactory" rating for GJT 22 was justified based on the grievant's excessive personal use of the telephone, "the probative value of the [Agency's] evidence on the matter [was] questionable" because "some personal calls are tolerated, the testimony [was] vague and unspecific, and there [was] a lack of information as to the magnitude of the alleged problem." Id. at 3. In addition, the Arbitrator found that the Agency did not demonstrate that the grievant's behavior persisted after her supervisor discussed the matter with her. Similarly, although the Agency based its rating for GJT 19 on reports that certain of the grievant's work was not "edit-free", the Arbitrator found that "the probative value" of the Agency's evidence on this point was "questionable" because the alleged deficiency was not noted in the grievant's ratings and was not "mentioned until after the grievance was filed." Id. Finally, as to GJT 17, the Arbitrator found that "[t]he suggestion that the [g]rievant was deficient with respect to typing memos and correspondence" was "problematic" because this deficiency was not addressed in the grievant's performance discussions or ratings and because the grievant's supervisor stated that the [g]rievant "was not normally asked to perform these duties." Id. at 4.
Based on the Authority's decisions in Social Security Administration and American Federation of Government Employees, AFL-CIO, 30 FLRA 1156 (1988)(SSA I), and U.S. Department of Health and Human Services, Social Security Administration and American Federation of Government Employees,