| Leaders: |
Tom Amis (ZME) and Jud Ladd (SRH) |
| Description: |
One of the most efficient routes to achieving measurable improvements in the regional aviation weather services program is to actively promote the importance of our services to the aviation community. While every employee has a role to play, the team agrees that regional and field management must set the pace for this revitalization effort. |
| Tasks: |
Revitalizing the Region's commitment to providing aviation weather services can be accomplished by: |
| 1.1 |
Developing a robust and interactive regional aviation website.
The establishment of a website will provide a vital link to the field offices and allow for the free and open exchange of programmatic ideas and information. It is envisioned that this website will serve as a monitoring center for tracking the progress of the various plan initiatives and as a bulletin board for the posting of aviation-related activities (e.g conventions, seminars, workshops). Target: May 2001
|
| 1.1.1 |
Identify a webpage development team. |
| 1.1.2 |
Determine mandatory and optional elements of the webpage. |
| 1.1.3 |
Design preliminary layout. |
| 1.1.4 |
Solicit feedback. |
| 1.1.5 |
Revise webpage and post on regional server. |
| 1.1.6 |
Post verification statistics on webpage to launch incentive program. |
| Resources: Development team meeting $3,000 |
| 1.2 |
Establishing a performance incentive program entitled Operation Top Gun that promotes and recognizes superior service to the aviation community.
If the Region is to experience the desired revival in emphasis in the aviation program and see its employees perform at higher levels, then positive steps must be taken toward developing a fair and consistent incentive program. It is suggested that top performers (both staff and individual) in all aspects of the aviation program enhancement process (inreach, outreach, forecasting, and training) be rewarded monthly for achievements toward the prescribed goals. Of course, this will require establishment of appropriate "performance metrics" to be used in comparing staffs and individuals. Target: Spring 2001
|
| 1.2.1 |
Distribute memorandum from Regional Director describing the purpose of the incentive program. |
| 1.2.2 |
Begin collecting regional/office/individual verification statistics (begin ranking offices by percent improvement over guidance for ceiling and visibility forecasts). |
| 1.2.3 |
Devise methodology for measuring performance for inreach, outreach, and training. |
| 1.2.4 |
Establish appropriate incentives for the various performance measures. |
| 1.2.5 |
Commence posting of performance measures on secure website. |
| 1.2.6 |
Procure "roving" trophies to pass to offices with greatest/best/most:
- Percent improvement over guidance for ceiling and visibility forecasts,
- Achievement in conducting inreach,
- Achievement in conducting outreach, and
- Innovative addition to the training initiative.
|
| 1.2.7 |
Award first month's trophies - post results on webpage and Southern Topics; give cash awards (either from MIC's award funds or a regional aviation incentive fund). |
Resources: Four "cup-style" trophies $1,000
Earmarked award money for incentives $5,000 |
| 1.3 |
Involving regional employees personally in the program enhancement process.
Human experience validates the fact that people involved in a process tend to be more positive and more likely to promote the objectives of an initiative. Acknowledging this, the Region must encourage participation of its employees in working toward achieving the established initiatives. Participation can take the form of task team membership; organizing and hosting conferences, seminars, and workshops; and giving presentations on the aviation enhancement initiative before other managers and forecasters at regional meetings (e.g MIC/HIC conference). Target: April 2001
|
| 1.3.1 |
Select MIC(s) to present a briefing on the aviation program enhancement effort at the MIC/HIC conference (peer promotion). |
| 1.3.2 |
Establish team to organize regional aviation workshop for calendar year 2001. |
| 1.3.3 |
Establish CWSU MIC visitation program (MIC visits each WFO in their airspace to familiarize staffs on CWSU operations). |
| Resources: Regional aviation workshop $30,000 |
| 1.4 |
Establishing a program of "forecaster exchange".
It is important that regional employees increase their understanding of who they serve in the aviation community and how they serve them. A program of this type will promote a deeper understanding and appreciation of the duties and responsibilities of the various aviation positions within the agency. In turn, it should communicate to regional employees the importance of NWS services to the aviation community. Target: April 2001
|
| 1.4.1 |
Schedule forecasters for FY01 Flight Watch Courses at FAA Academy. |
| 1.4.2 |
Initiate system of forecaster exchange between CWSUs and WFOs |
Resources: Flight Watch Course attendance $12,000 (4 mets x 1.5 days x 5 FY01 courses)
WFO/CWSU exchange program $25,000 (38 mets x 1.5 days) |
