32:0826(123)AR - - NTEU Chapter 229 and HHS - - 1988 FLRAdec AR - - v32 p826
[ v32 p826 ]
The decision of the Authority follows:
32 FLRA No. 123
UNITED STATES OF AMERICA
FEDERAL LABOR RELATIONS AUTHORITY
NATIONAL TREASURY EMPLOYEES
UNION, CHAPTER 229
DEPARTMENT OF HEALTH AND
Case No. 0-AR-1501
I. Statement of the Case
This matter is before the Authority on exceptions to the award of Arbitrator Roger P. Kaplan. The Arbitrator found that the Agency properly evaluated the performance of the grievant, a GS-7 secretary, in a critical element and did not violate the parties' collective bargaining agreement in its annual performance appraisal of the employee.
The Union filed exceptions 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 Agency filed an opposition to the exceptions.
We conclude that the Union has not established that the Arbitrator's award is contrary to law, regulation, or the parties' collective bargaining agreement. Accordingly, we deny the exceptions.
II. Background and Arbitrator's Award
The issue before the Arbitrator, as stipulated by the parties, was whether the Agency properly evaluated the grievant's performance in critical element no. 1 (typing) in its performance appraisal in 1986.
Critical element no. 1 is described as follows: "Types on word processors and proofreads legal briefs, regulations, reports and other material in established format and packages same in order to properly submit documents in a timely manner from rough drafts or dictaphone." Award at 4. There are five levels of performance on this critical element ranging from level 0 to level 4.
Level 2 (a rating of "fully met") provides, in part, that typed material is to meet the performance standards between 80-90 percent of the time, and that no more than 1 page in every 12 of final material is to be returned to the typist for "repreparation." Level 3 (a rating of "exceeds") is a higher standard of achievement than level 2 and provides that performance standards must be met between 90-95 percent of the time. Additionally, no more than 1 page per 18 of final material is to be returned for "repreparation."
There are also five levels of performance which comprise an employee's overall performance appraisal. The overall appraisal is a summary of an employee's performance on the individual elements. The five levels range from unsatisfactory to outstanding.
The grievant in this case occupies the position of GS-7 secretary. For the performance period ending December 31, 1983, the grievant received a rating of level 2 for critical element no. 1, and an overall performance rating of excellent. For the performance period ending December 31, 1984, and again for the period ending December 31, 1985, the grievant received a rating of level 3 for critical element no. 1, and an overall rating of excellent.
For the performance period ending December 31, 1986, the grievant was given a rating of level 2 for critical element no. 1 and an overall rating of fully successful. On March 19, 1987, the employee grieved various aspects of her performance rating. Several changes were made, but the rating for critical element no. 1 as well as the overall rating remained the same.
Previously, in June 1986, the employee filed a grievance regarding her right to have a union representative present at a meeting with management officials. The employee subsequently was given a letter in which management agreed that a union representative should have been provided to the employee.
The Union argued before the Arbitrator that the Agency violated the parties' agreement when it failed to give the grievant a rating of level 3 for critical element no. 1. The Union requested that the Arbitrator apply the Agency's performance standards properly and grant the grievant the level 3 rating. The Union also requested that the Arbitrator order the Agency to cease and desist from its illegal discrimination against the grievant in taking action in reprisal for the filing of the June 1986 grievance.
The Arbitrator found that under the terms of the parties' agreement, the burden of proof was on the employee to demonstrate that she met the requirements of the level 3 rating. The Arbitrator then found that the evidence indicated that the employee committed typing errors that were far in excess of the standard for level 3 and that the employee failed to prove otherwise. Award at 9-10.
The Arbitrator also rejected the Union's argument that the standard for typing is unattainable. Id. at 10. The Arbitrator noted that while performance at level 3 and at level 4, as well, might be difficult, performance at such levels was not unattainable. In any event, the "overwhelming evidence" suggested that the employee's performance was not even close to a level 3 or 4 rating for her typing. Id.
Finally, the Arbitrator found no support in the record to establish that the rating received was in reprisal for the grievance that had been filed in June 1986. Therefore, there was no agreement violation as to this matter. Id.
III. Union's Exceptions
The Union argues that the award is contrary to law, rule, and regulations governing performance standards under 5 U.S.C. º 4302 in that it validated a performance standard that is absolute and unattainable.
The Union cites to various decisions of the Merit Systems Protection Board (MSPB) to support its view. The Union notes that the MSPB has interpreted 5 U.S.C. º 4302(b)(1) to require that performance standards be reasonable, realistic and attainable and that this requirement has been incorporated into the parties' agreement. Walker v. Department of the Treasury, 28 MSPR 227 (1985) (Walker). The Union argues that the standard for level 3 violates