the · sales coordinator, pat tiner ... insurance program • geico • harris corporation ......

THE

summer 2011vol. 5 no. 2

a publication of the professional women controllers, inc.

accountability aviation safety career development education mentors opportunity women

REVIEW! RENEW! RECHARGE!2011 training conference recap

03 Making it Better One Day at a Time08 Against All Odds 10 Greenhouse Gas Emissions and Aviation:

Captain Mary McMillan

20 Report from 2010 PWC Scholarship Winner, Rosely Netrefa

18 2011 PWC Scholarship Winners

2011 PWC Quilts

16 Participating Effectively in Mediation and Conflict Management

Civil Rights Briefing 2011

Volunteerism

Do You Know Your Nmbers?

14 ATO Workforce Engagement (WE)

12 Controller/Pilot Awareness Program

2011 PWC Training Conference Photographs

10 Greenhouse Gas Emissions and Aviation: Captain Mary McMillan

women air traffic controllers hot-sheet: a publication of the professional women controllers, inc.summer 2011 vol. 5 no. 2

03 View From The Tower Making it Better One Day at a Time

05 The State of the Agency

06 Leadership

ERAM/NextGen Update

Promoting a Just Culture

08 Against All Odds

Raytheon Report: 33rd Annual PWC Conference

Professional Women Controllers, Inc. P.O. Box 950085 Oklahoma City, OK [email protected] | www.pwcinc.org

ViSioNProfessional Women Controllers aim to achieve a balanced workforce that reflects the demographics of society and creates a safe environment where all air traffic professionals have passion for their career, can excel and feel a sense of community at work.

miSSioNProfessional Women Controllers is a resource that provides support, training, encouragement and camaraderie for all air traffic professionals. PWC advocates balancing work and family life, recruiting and retaining excellent employees, developing people, enjoying work and maintain-ing a positive sense of community.

oFFiCerSPresident, Robin RushVice President, Patricia WilsonSecretary, Aimee WrightDirector of Resources (Treasurer), Pam BrophyMembership Director, Diana Eldridge

reGioNAL DireCTorSAlaska Director, VacantCentral Director, Christina CalvertEastern Director, Veronica VaughanGreat Lakes Director, Connie Atlagovich New England Director, Jane KoliasNorthwest Mountain Director, Kurt ProctorSouthern Director, Meagan GarmonSouthwest Director, Dawne GerardWestern-Pacific Director, Kate Davis

APPoiNTeD oFFiCerS, ProGrAm mANAGerSWeb Page Administrator, Cheryl BrewerWATCH Editor, Patty SwenorPublic Affairs Officer, VacantHistorian, Sue TownsendParliamentarian, Constitution & By-laws,

Maria Hofbauer National Conference Chair,

Rose Merchant-BennettEducation & Career Development

Program Manager, VacantElections Committee, Judy NobleMembership & Recruitment Program

Manager, VacantSales Coordinator, Pat TinerCorporate Recruitment Program Manager,

Sandy Holcomb2012 Co-Conference Chair, Dawne Gerard2012 Co-Conference Chair, Margie Fedako2013 Conference Chair, Veronica VaughanLogistics Coordinator, PattiAnn Pickhard

The Watch

PUBLiSherKathleen Cummins Mifsud

mANAGiNG eDiTorPatty Swenor

CoNTriBUTorSRobin Rush, Veronica Vaughan, Kate Davis, Terri Waterman, Andrea Carlile, Christine Johnson, Sandy Holcomb, Lynette M. Jamison, Emily N. Hitt, Patti Wilson, Christina L. Calvert, Jane Kolias, Craig Calvert, Karen Pontius, Rosely Netrefa, Sue Mostert Townsend, and Dawne Gerard.

DeSiGNSagetopia, 703.726.6400, www.sagetopia.com

ProDUCTioNColorcraft of Virginia, Inc., Sterling, VA 20164; 877.709.2270

CoVer Photo courtesy of istockPhoto.com

The Watch, a benefit of membership in the Professional Women Controllers, Inc., is published quarterly. To become a member, go to www.pwcinc.org.

The views expressed herein are solely those of the authors and should not be construed to be the opinion of the Professional Women Controllers (PWC). Suggestions and opinions expressed in The Watch are not necessarily endorsed by PWC. Nothing in these pages is intended to supercede operator’s or manufacturer’s policies, practices or requirements, or to supersede government regulations.

© 2011 Professional Women Controllers, Inc. All rights reserved.

22 Central Region News

Attention All PWC Members and Former Members

Order Manna Gift Cards Now

23 Ode to Air Traffic

24 Jazz Up Your Life: 34th Annual PWC National Training Conference

the WATCH summer 2011 3

women air traffic controllers hot-sheet: a publication of the professional women controllers, inc.summer 2011 vol. 5 no. 2

VIEW FROM THE TOWER

PWC Conferences always reener-gize me and help me reflect on the things for which I am truly

thankful: my family, my friends, my career, and this wonderful organiza-tion that has given me so many things and taught me so much. Thank you for re-electing me as your President.

2011 PWC CONFERENCE AWARD WINNERSCongratulations to this year’s award winners:

Christine Johnson• , Professional of the Year;

Sandra Sanchez• , President’s Award;

Patti Wilson• , President’s Award;

Meagan Garmon• , National Commendation Award;

Jane Kolias• , National Commendation Award;

Norma Ely,• Eastern Region Director’s Award;

Cheryl Brewer• , Central Region Director’s Award;

• Margie Fedako, Southwest Region Director’s Award.

JAZZ UP YOUR LIFE: 2012 PWC CONFERENCEThose of you who were unable to attend the conference this year should start making plans now to attend next year’s 34th annual conference in New Orleans. We are so excited and cannot wait. Many of us have already purchased our masks for the planned Masquerade Ball. So don’t procrastinate. Be proactive, and plan early. I know from experience that these conferences enrich both your personal and professional lives.

NATIONAL EMPLOYEE FORUM ACTION PLANI have been extremely busy with work and PWC. My Detail with the Air Traffic Organization Diversity Office was extended for another year, but I am working 75 percent of the time from the Western-Pacific Regional Office and 25 percent of the time from FAA Headquarters in Washington, DC. This makes for lots of travel.

In January and April, I attended the National Employee Forum where mas-sive progress was made in developing

an Action Plan that we will tackle as a group to assist the agency’s leadership in meeting its diversity goals and objectives. We also agreed to amend the Charter to bring it up to date and created a Values Statement. Look for more to come as we make progress on our Action Plan.

WOMEN’S LEADERSHIP SYMPOSIUMIn February, Patti Wilson and I attended a Women’s Leadership Symposium in Vancouver, Canada that was sponsored by Women in Aviation. It was a wonder-ful opportunity to network with other women involved in aviation but who are struggling, just like we are, to improve the representation of women through all levels of the industry. We also were able to visit the Vancouver Airport Traffic Control Tower and received a briefing on Just Culture, very similar to the FAA’s approach to Safety Culture.

NETWORKING TO PROMOTE PWCIn March, I attended a Central Selection Panel in Oklahoma City and observed first hand the Air Traffic Managers, working with the Office of Human Resources, selecting over 600 air traf-fic control specialists who have or will receive tentative job offers.

While in Oklahoma City, I also held a social that was attended by students who were enrolled at the Academy for their option specific training as well

making it Better one Day at a TimeRobin Rush, President, Professional Women Controllers, Inc.

hello again. i hope that those of you who attended the rewarding PwC conference in Portland have indeed reviewed, renewed, and have been thoroughly recharged. i know that i certainly came away from this year’s conference refreshed and ready to tackle another year.

left to RIght: Attending the Oklahoma City social in March – Kim Koumbis, Catherine Caloca-Miller, Trish Cummings, Niccole Castellanos, Dony Arias, Juan Alvarado, Brandon Chaudler, Ben Gardner, Victoria Rafferty, Robin Rush, and Kate Meubauer. Also attending but not pictured – Brian Morgan, Scott Zittle, and Neil Trigg.

Those who attended the conference in Portland were privileged to see the unveiling of our new website (in test mode). Please check it out after it goes live on May 31, 2011. The new website will still be located at www.pwcinc.org.

4 the WATCH summer 2011

as by a couple of employees who were there for other FAA training. Thanks to Trish Cummings for helping to spread the word. Trish was successful at the Academy and has since reported to Los Angeles Center (ZLA). Way to go, Trish!

Prior to returning to Los Angeles in March, I hosted a social in the DC area with about 10 members. A great time was had by all as we visited and caught up with each other.

For the PWC January Board meeting, held in Lake Tahoe, NV, the Board of Directors sponsored Golden Flight Level (GFL), an international group of air traffic controllers who meet once a year for a week-long skiing competition. For the first time in 36 years, the event was hosted in the United States. It supplied a great opportunity for PWC to gain recognition in the international arena.

Also, we were able to network with many of the female controllers in the GFL group who had questions about our working conditions, pay, and other types of operational items. Next year, the GFL event is being hosted by Germany. If you’d like more information, go to www.gfl2012.com.

NEW PWC WEBSITE TO DEBUTThose who attended the conference in Portland were privileged to see the unveiling of our new website (in test mode). Please check it out after it goes live on May 31, 2011. The new website will still be located at www.pwcinc.org.

Many thanks to Meagan Garmon, Christine Johnson, Christina Calvert, Patti Wilson, Pam Brophy, and Cheryl Brewer who all contributed to mak-ing the new PWC website a beautiful, updated, and professional site of which we can all be proud. As always, if you have questions, feedback, or sugges-tions after reviewing the new website, please contact me or any member of the Board.

JUNE PWC BOARD MEETINGThe June 2011 Board of Directors meeting will be in Manchester, New Hampshire and the surrounding areas. This is our annual goal setting meeting, and we will be hard at work developing

PWC goals and objectives for the upcoming year.

In addition, Jane Kolias, New England Regional Director, has been hard at work planning a training day, visits to three facilities, and a social event. If you would like to attend or assist, please contact me or Jane.

WELCOME TO THE FOLLOWING NEW OR RENEWED MEMBERSKeep up those recruitment efforts. Now, join me in welcoming our 46 newest mem-bers: Hal Albert, Keely Amundson, Trish Autry, Anwar Berry, Craig Calvert, Niccole Castellanos, David Conley, Troy Daniels, Daniel Dohner, Jennifer Dovenbarger, Tom Dury, Tania Egelston, Lori Farrell, Julie Fidler, Ingrid Gunther, Sherika Hocutt, Donna Hogan, Patricia Horan, Robin Iffland, Melanie Jarvi, Keisha Jones, Teslyn Korsmo, Mitchell Kuenzle, Cynthia Kuzanek, Shawn McClosky, Jenny Mensing, Adam Muise, Elisa Muise, Louisa Ocasio, Amy Parish, Jana Pitre, Laura Porro, Erika Raun-Linde, Stephanie Runyon, Amy St. Pierre, Lori Scharf, John Sideris, Lorraine Solem, James Swanson, Nancy Thompson, Geraldine Torrez, Tyler Vann, Antonio Velazques, Linda Weiland, and Meagan Weymouth.

RETIREMENTSCongratulations to John Sideris who retired from the FAA on January 1, 2011.

BEING POSITIVE, PROFESSIONAL, AND DEDICATEDFinally, I’m certain that you all have seen the recent negative press about the FAA and our profession. I strongly encourage you all to be role models and examples for your co-workers.

Whether you are “working the boards,” supporting, supervising, or managing, I think it is especially important now that we all exhibit professionalism, dedication, and the highest level of safety possible. It is unfortunate that a few high profile events have tarnished all the good work that we do everyday, but we can begin to make it better one day at a time.

Stay safe and healthy! I hope every-one had a wonderful spring and will have an even better summer. ✈

PwC CorPorATe memBerS

Advanced ATC, inc•

Air Traffic Control •Association (ATCA)

Blue Cross Blue Shield •Association (BCBS)

Computer Sciences •Corporation (CSC)

CSSi•

Crown Consulting, inc.•

FAA managers Association, inc. •(FAAmA)

The Federal Long Term Care •insurance Program

GeiCo•

harris Corporation•

L3 Link Simulation & Training •Air Traffic Control Academy

Lockheed martin TSS•

National Black Coalition of •Federal Aviation employees (NBCFAe)

National hispanic Coalition of •Federal Aviation employees (NhCFAe)

raytheon ATmS and •homeland Security

robinson Aviation, inc. (rVA)•

SerCo management Services•

Sky one Federal Credit Union•

SrA international, inc.•

Systems Atlanta•

Technical women’s •organization (Two)

washington Consulting Group •(wCG)

women in Aviation, •international (wAi)


She began by noting that it is important to take the time to know yourself and what you

want. To become successful, you need to know what success looks like to you – is it money, power, respect, or something else? To get where you want, you need to be able to envision your success. Learning and acknowl-edging your strengths and weak-nesses will help you along the road to success.

Each of us is a leader – we influence others and help to determine the future of the agency. As you learn more about yourself, you also will be able to better see a path to your success. Do not be afraid to fail, because we need to be able to learn from our mistakes and move on.

FAA CREATED A NEW ACqUISITION MANAGEMENT SYSTEM In 1995, Ms. McNall worked with a blue ribbon panel of acquisition experts and attorneys to create a new FAA acquisition management system. At that time, Advanced Automation System (AAS) had just blown up, and the agency had major acquisition problems, taking at least 24 months on contracts and still having overruns and delays.

The FAA acquisition process had become less and less about getting sys-tems out there that worked. It was time

to break out of the mold and to think strategically about where we wanted to be and how we wanted the organization to look. How could we get a system on time and on budget that also worked the way it was supposed to work?

The agency created a totally new system, and then went out and explained how it should work and what the goals were. Even though we had many objectors at first, not one sued as we moved ahead. We learned from our mistakes, and reviews by the Government Accountability Office (GAO) show continual improvement in on time and within budget acquisitions. En Route Automation Modernization (ERAM) is a notable exception to the successes we have achieved since 1995.

BRING IN TECHNICAL ExPERTISE AT THE BEGINNINGThe agency is continuing to learn – we know that we have to get away from administrative changes towards a mis-sion driven direction. To remedy this, we need to bring in technical expertise at the beginning of the acquisition process when contract specifications are being written. We need that expertise when the software is being written or the system is being developed. At the same time, we need to avoid changes based on personal preferences and constant contract revisions.

2025 VISION – INCLUDING $12 MILLION IN SAVINGS 2025 Vision is both a fixed goal – what we want to look like in 2025 – and a rolling goal so that we will keep look-ing to the future as we get closer and closer. It also is about culture as much as technology which demonstrates that we are not completely budget-driven. Our challenge is to cut costs without impacting quality. By redoing the way we view contracts, we expect to realize an estimated $12 million in savings.

LEADERSHIP BY LEARNING AND MODELINGAs we move forward, our foundations for success include not only meeting demands but also anticipating those demands, as we move away from stove-pipes towards transparency, rich com-munications between Lines of Business, and a shift away from leadership by promotion and position to leadership by learning and modeling. The agency is creating the workplace of the future as a desirable place to work, built upon our leadership in international aviation.

Ms. McNall has taken her views of success and leadership and helped transform the FAA’s acquisition organi-zation into a continually improving and evolving organization that is working strongly towards a better future. ✈

The State of the AgencySummary by Veronica Vaughan, PWC eastern Regional Director

Patricia mcNall, FAA Vice President for Acquisition and Business Services, spoke about where we were with acquisitions, where we are now, and where we want to be in the future.

Each of us is a leader – we influence others and help to determine the future of the agency. As you learn more about yourself, you also will be able to better see a path to your success.

left to RIght: Patricia McNall, FAA Vice President for Acquisition and Business Services, received a gift from PWC President Robin Rush.


LeadershipA presentation by Mark J. Reeves, Director of Western Service Area terminal Services, fAA Summary by Kate Davis, PWC Member

On the first day of the 2011 PWC National Training Conference, Mr. Reeves – the first speaker fol-

lowing the Opening Ceremony – began his inspiring presentation on leadership with the statement:

“We never have to wonder if what we do matters.”

OK – he had my attention and the attention of the entire audience. Mr. Reeves continued by pointing out that leadership is not exclusive to manag-ers. He noted that everyone, regardless of their position of record, has daily opportunities to assume leadership roles and responsibilities.

LEADERS TAKE ACTION WHEN OPPORTUNITIES ARISEThese opportunities present themselves at work, at home, and in the community. As Mr. Reeves observed, “If you don’t take

the opportunity for leadership when it is presented, you forfeit the opportunity to define the future.” Leaders are willing to take action when these opportunities present themselves.

Taking action often means taking risks, but risk doesn’t mean reckless. Risk should be calculated, informed, and outcome-based. Management is about output. Leadership is about outcome. Outcome happens because of your output.

VISION, TRUST, AND HOPEAccording to Mr. Reeves, to be a leader, you need to give people three things: vision, trust, and hope. He explained that Vision is having a bigger picture of the future than those following you. Trust needs to be a natural starting point. And, in giving people Hope, you also need to give them the “how” it will be better and

the “why” it is important. These three things are important, because you can only be a leader if people are willing to follow you.

Mr. Reeves recommends the book, “Hope – How Triumphant Leaders Create the Future,” by Andrew Razeghi which had a profound impact on his leadership style and philosophy, and strongly encourages everyone to read it.

He closed his presentation with this advice: “When you find yourself frustrated, look back and acknowledge the progress you’ve made, and then put your head down and keep going.”

It was a wonderful way to begin a fantastic training conference! We all look forward to putting his advice to good use, to reading the book, and to working with Mr. Reeves in the future. Thank you, Mr. Reeves, for sharing your passion and wisdom. ✈

This briefing highlights one of the most important benefits of PWC membership and Conference

attendance – one of the FAA’s top managers discussed what to expect operationally and procedurally over the next 10 years.

Mr. Metts talked about the impact and status of En Route Modernization Automation (ERAM) at key sites, the first being Salt Lake ARTCC (ZLC). ERAM replaces the 40-year-old En Route Host computer and backup sys-tem used at 20 FAA Air Route Traffic Control Centers nationwide.

ERAM also is a key component of the Next Generation Air Transporta-tion System (NextGen). It will help us advance our transition from a ground-based system of air traffic control to a satellite-based system of air traffic management.

ERAM has been successfully run-ning at ZLC for over 180 days. Even more important is the collaborative aspect which has developed between management and labor to address operational issues affecting the pro-gram. A benchmarking process has been developed which allows all parties

to discuss an issue and then come to agreement on when and how to move forward, allowing local decision-mak-ing and accountability.

Mr. Metts also talked about future controller hiring/retiring and displayed a graph defining 2014 as the peak year for controller retirement. He also dis-played a timeline charting the numer-ous programs and plans through 2026.

These are just some of the highlights of the briefing – to learn more, plan to attend the PWC 2012 National Training Conference in New Orleans – and hear things first hand. ✈

erAm/NextGen UpdateA presentation by Chris Metts, Director of Western Area enroute and oceanic Services, fAA Summary by terri Waterman, PWC Member


With characteristic wit and humor, Rick Ducharme sup-plied a candid and detailed

operational update of current FAA programs as well as future facilities.

ENGAGEMENT AND COLLABORATIONAccording to Mr. Ducharme, the FAA is working together to move people within the busiest and safest airspace system in the world. However, the professionalism and accountability of the agency are at the forefront. While the agency continues to make strides to engage and improve on a job well done, we also are learning more about the risks and how to mitigate them through programs such as Professional Standards, the Air Traffic Supervisors Committee (SUPCOM), and the Air Traffic Action Safety Program (ATSAP) that promote a just culture.

PROFESSIONAL STANDARDSAt the National Air Traffic Controllers Association’s (NATCA) March 21-23, 2011 Communicating for Safety Conference, there was a roll-out of the Professional Standards policy and program, developed by a joint FAA/NATCA team. With this program, there is a peer-to-peer opportunity to address behaviors before they become detrimental to the mission, so that ATSAP does not need to get involved.

Training in Chicago, Dallas, and Anchorage (local Center, Tower, and TRACON facilities) has begun prior to full-scale implementation of the program. The lessons learned from these key sites will determine the next steps for national implementation.

SUPCOMFrontline Managers are poised to mentor those they lead. These relationships fuel trust, and the safety culture at the FAA will improve if we engage proactively.

ATSAP ATSAP is supported by the overwhelm-ing majority of FAA managers, but like any culture change, it does not happen overnight, and securing manager buy-in is part of the challenge in making this culture shift.

ATSAP reduces the opportunity to compromise safety through self-report-ing and cooperative follow-up, while it supplies an opportunity for corrective action plans and additional training. We have confidence that ATSAP already has helped us understand better the risk in our system.

OPERATIONAL UPDATE

Future FacilitiesFuture replacements/realignments will be determined using the new NextGen Future Facilities criteria. Segment 1 will contain the geography and airspace in the corridor from New York to Chicago – including the airspace through New England (under the four ARTCC’s – Cleveland, Chicago, New York, and Boston).

NATCA representatives are key members of the team and a Professional Aviation Safety Specialists (PASS) rep-resentative will be joining later in May 2011. These modern facilities will pro-vide a stable platform for future equip-ment, systems, services, and operations and will supply the agency with greater protection and resilience during times of national crisis and natural disasters.

En Route Automation Modernization (ERAM)ERAM will support NextGen technologies including ADS-B, Data Communications, and SWIM. NextGen

systems (i.e. ADS-B) depend on ERAM to run applications such as TIS-B and FIS-B. However, ERAM currently does not impact NextGen until post-release 3.

An In-Service Decision was final-ized on March 29, and an action plan is in place for software fixes. Also, the agency is working with NATCA to improve the way we target software fixes. In 2011, we will begin a process for nationwide deployment.

Terminal Automation Modernization and Replacement (TAMR)FAA is working towards a common automation platform, STARS, by 2015, and has made a decision to install STARS at eleven major TRACON’s by 2013: Dallas-Ft. Worth (D10); Northern California TRACON (NCT); Atlanta (A80); Southern California TRACON (SCT); Potomac TRACON (PCT); New York TRACON (N90); Louisville TRACON (SDF); Denver TRACON (D01); Minneapolis TRACON (M98); Saint Louis TRACON (T75); and Chicago TRACON (C90).

We’re using lessons learned from ERAM – for example, benchmarking teams – and probably will work a memo-randum of understanding (MOU) similar to ERAM to make this work. Also, we are conducting demonstrations at Atlanta and putting in mobile kiosks at each site so controllers can see and feel what the changes will be.

Following his remarks, Mr. Ducharme took questions from conference attendees. Attend future PWC conferences so that you can take advantage of the opportunity to question FAA senior leadership directly. ✈

Promoting a Just CultureA presentation by Rick Ducharme, Senior Vice President of operations, Air traffic organization, fAA Summary by Robin Rush, PWC President, and Andrea Carlile, Ato Speakers Bureau

With this program, there is a peer-to-peer opportunity to address behaviors before they become detrimental to the mission, so that ATSAP does not need to get involved.


But, that casual knowledge of the crash is nothing compared to hearing the personal story told

by the captain of the flight. I was in awe before the presentation began and astounded when Captain Al Haynes finished. One incredibly horrible thing went wrong, but amazingly, what fol-lowed is how so many people survived.

They said it could never happen. There was no checklist and no training for the possibility of this occurrence. A DC10 has no cables going to the flight controls – the system is completely powered by three separate hydraulic systems. Having a complete failure would be impossible, or so they claimed.

United flight 232 found out differently. On July 29, 1989 at FL370, UAL232 reported the #2 engine had failed, and the airplane was only marginally stable. They had no hydraulics, which meant no flight controls, yet they managed to get the flight to Sioux City with 184 people surviving.

LUCK, COMMUNICATION, PREPARATION, ExECUTION, AND COOPERATIONCaptain Al Haynes said it came down to five factors: luck, communication, preparation, execution, and coopera-tion. “Luck,” or whatever your beliefs may define it as, was evident on this day. It started with their location. This was not a flight that had just started over the ocean or even one climbing over the mountains. They were lucky enough to be over cornfields.

Captain Haynes said the fact that the crew knew, at worst case, they could ditch in a field, and not hit any structures, helped ease some of the pressure. The

next piece of luck was the weather and the time of day. It was a clear sunny day, not the typical Midwest summer day of thunderstorms. Being able to see where they might have to land also eased some of their concerns.

Probably the biggest piece of luck was going to Sioux City. Originally Minneapolis center was routing them toward Des Moines, but that appeared too far away, so Sioux City was brought up as the alternative. Amazingly, Sioux City had been running worst case emergency disaster drills where they pulled in first responders from the surrounding area. Two years prior, they ran an airplane crash as their live drill. This city, like possibly no other, was ready to respond. By the time the accident was over, 31 fire departments, 35 ambulances, nine helicopters, 26 law enforcement agencies, 14 military units, and about 150 EMS were on scene.

Communication and cooperation are essential. We’ve all heard the term “think outside the box.” This crew didn’t just have to go outside the box; they had to build a new one out of thin air, and quickly. No one on the ground could help them. Between the four of them (an instructor pilot happened to be on board), they fig-ured out they could use differential power to turn and power to keep them level.

Captain Haynes said it was very hard to go against all their instincts and training, but doing the opposite kept them flying. Luckily, they had time to figure out how to fly and warn those on the ground. The tower was able to advise the emergency teams early. He said that the calm voice of Kevin, the controller working them, helped calm the crew. Kevin didn’t panic, so it didn’t occur to them to panic.

Against All oddsSummary by Christine Johnson, PWC great lakes Regional Director

Like most PwC Conference attendees, i generally knew the story of the Sioux City crash (United flight 232). Not many of us working in aviation had never heard the story nor watched the footage – maybe even right after it happened.

Captain Al Haynes said it came down to five factors: luck, communication, preparation, execution, and cooperation.


The coordination between all of the separate entities was unbelievable. The hospitals were about to have a shift change, but when advised of the emergency, no one went home. When it looked like they might not make the field, they were able to coordinate and have a nearby highway cleared of traffic. Then, just before rescue trucks started leaving the airport for the highway, they said they could make the field.

Only a few miles from the airport, they had to change which runway they were aiming for. They landed on a closed runway that ran off into some cornfields – fields that later shielded many of the survivors from a secondary fire. All the rescue trucks had been staged on that runway. Captain Haynes said just before they touched down, he saw the last of the trucks pull out of the way.

At 215 knots, the airplane hit the ground with the left wing down. It then went up on its nose and skipped three times which allowed the impact to be absorbed and contributed to the num-ber of survivors. The plane ended up in three pieces – and upside down – but amazingly, there were survivors in each area. Within 48 minutes, everyone was at the hospital.

SIMULATORS HAVE NOT BEEN ABLE TO RECREATE THE LANDINGTragically, 112 people lost their lives. The wonder is that so many survived. Simulators have not been able to recreate what Captain Al Haynes and his crew accomplished – every simulator attempt has failed to make it to the airport. All four of the flight crew and three of the flight attendants went back to flying.

Listening to Captain Haynes tell this story has changed my life – and possibly saved it. While I always pay attention to the safety briefing on an airplane, how pre-pared am I really? Until this talk, I never actually counted the rows in front and behind me to the exit. I will be prepared on my next flight – will you? ✈

Raytheon Report: 33rd Annual PWC Conference

raytheon hr Generalist, Christina Brown; Contract Site Supervisor (CSS), rhonda Carman; and Air Traffic Control optimum Training Solution (ATCoTS) recruiter, rose Carmel, attended the 33rd Annual Professional women Controllers (PwC) Conference in Portland, oregon from April 10-13 on behalf of raytheon and the ATCoTS community.

The PwC Conference is a leading opportunity for women working within the air traffic community to focus on professional development, networking opportunities, and sessions with FAA leadership to learn about recent FAA accomplishments and priorities.

REVIEW, RENEW, RECHARGE

The conference theme, “review, renew, recharge,” emphasized the impor-tance of taking time to focus on self-development and learning. To support the theme, organizers held training and informational sessions on topics such as Leadership, Fatigue risk management, Greenhouse Gases, and Cockpit operations.

Keynote speakers at the conference included FAA Senior Vice President of operations, rick Ducharme; FAA Director of Terminal operations, western Service Area, mark reeves; and FAA Director of en route and oceanic Services, western Service Area, Chris metts.

SPEAKER HIGHLIGHTS

Ducharme stated contract and FAA employees are all equally important and critical to success. he said that teams should focus on solving sys-tematic problems that allow errors rather than individual errors themselves. Ducharme also noted that, “Technology will not transform the system, per-sonal responsibility will,” and “personal accountability at every level is neces-sary to improve safety and professionalism.”

Ducharme further emphasized the importance of reducing the number of “washouts” at field facilities through improved screening at the FAA Academy as well as updated training methodologies to teach the new generation of students.

Reeves used his time on stage to define leadership as “not position dependant, and now more important than ever.” During an ATCoTS in Brief interview with Brown on April 18, she said, “reeves’ comment is applicable to many people on the ATCoTS program; all employees can use their facility and training knowledge to identify and bring forward opportunities and solutions to help improve the FAA training environment.”

Metts reported on the FAA’s push to install the en route Automation modernization (erAm) system across the en route domain. Salt Lake City Center has successfully been erAm operational for more than 170 days and Seattle Center has successfully been erAm operational for more than 90 days. Next steps include plans to transition the next five Centers (minneapolis, Albuquerque, houston, Denver, and Chicago) to erAm.

overall, the PwC Conference was a great learning opportunity for attendees, and raytheon will likely participate in this conference in the future. “The con-ference is a great opportunity for anyone with an air traffic background, inter-est in air traffic control, or employees considering a transition from a remote Pilot operator (rPo) position to an Air Traffic Controller career,” said Brown.


Is this the latest headline or some kind of reckless behavior? Thankfully, it is neither. Lucky for

us, Capt. McMillan simply was flying from Washington Dulles (IAD) to Portland, Oregon (PDX) – that’s right, just one cross country flight generates well over 100,00lbs of CO2 (carbon dioxide)!

Captain Mary McMillan, a strong voice and true Ambassador for atmo-spheric and planetary safety, spoke about CO2 emissions and how they are potentially disrupting the atmosphere’s delicate balance. This wasn’t a debate about what a heated earth will mean for society – rather what she and CSSI, Inc. are doing to find solutions.

Capt. McMillan, an accomplished aviatrix, spent most of her flying career with United airlines, flying every aircraft in its fleet including B747s, B757s, and B767s. She was the first female Standards Captain, ensuring proficiency on aircraft check rides. She took a leave from flying to work with CSSI, an innovative research company, focused on ‘moving research to reality.’

At CSSI she found a new passion in CO2 emission research and educa-tion. As Vice president of Safety and Environmental Services, she is based in Washington, D.C., but currently is working in Australia as an Independent Safety and Environmental Advisor to the Board of Airservices.

MAKING THE UNITED STATES CARBON NEUTRAL BY 2020Captain McMillan discussed improve-ments that are being made and future concepts that will help reduce CO2 emissions, thereby slowing down the greenhouse effects of CO2. She described the lofty possibility of the United States becoming carbon neutral by 2020 – with a potential 50 percent reduction by 2050.

Some ways to make this happen are by finding alternative fuels and other organic resources such as proteins derived from soybeans and surprisingly algae, which currently is the most promising development in alternative energy. Other initiatives include:

• CO2 taxes and levies (which many other countries have in place);

New technologies like NextGen •(shorten flying routes and streamline approaches);

Advancements with reduced vertical •separation minimum (RVSM) airspace to save fuel and allows more planes to fly in congested airspace;

Contributions within operations and •infrastructure.

New Scientist magazine says: “Contrails warm the world more than aviation emissions.” By coming up with unique concepts such as composite building materials, new fuel cells, open rotors, and bio fuels, there is real hope to make air-craft more efficient and effectively reduce harmful emissions.

HOW AIR TRAFFIC CONTROL CAN HELPAir traffic controllers can help too. By forging alliances with leaders like Captain McMillan, becoming educated about CO2 emissions, helping find shortened routes, and ways to lessen aircraft delays, we can make a contribution to the global effort. Aircraft noise was a problem – now we have significant progress with noise abate-ment procedures – maybe we can have the same impact with emissions.

When asked about her involvement with environmental issues and the tran-sition from aviation to CO2, Captain McMillan said: “Be passionate about what presents itself.” And passionate is what she is. Captain McMillan is work-ing diligently to educate and find ways to make a real difference.

She also challenged us to offset the carbon footprint we left by getting to Portland. Either by air, car, or train, we made our carbon mark. It’s unrealistic to think we are going to walk or ride a bike extremely long distances, but what about public transportation or carpool-ing? We can make a difference.

I thought about this on the flight back to San Francisco, and wondered what I can do. So, I bought a tree – three actually – because a single mature tree can absorb carbon dioxide at a rate of 48 lbs. /year and release enough oxygen back into the atmosphere to support two human beings. I planted my first food garden (cucumbers, melons, and chives), and am looking into solar panels.

Greenhouse Gas emissions and Aviation: Captain mary mcmillanSummary by Sandy holcomb, PWC Corporate Recruitment Program Manager

“Captain mary mcmillan: partially responsible for generating 121,976 pounds of Co2 in our atmosphere!”


TWO CHECKLISTS FOR REDUCING GREEN HOUSE GAS EMISSIONSNo matter who you are, you can still make a difference. One of the big contributions to CO2 emissions is electricity. This list from http://www.coloradotrees.org/benefits.htm suggests:1. Pay for your electricity from a

company that uses renewable sources, such as wind or hydroelectric power.

2. Turn off all electronics and lights when not in use.

3. Lower your thermostat by 1 to 2 degrees (1 to 2 degrees higher with air conditioner).

4. Reduce your water heater temperature by 1 to 2 degrees.

5. Utilize central heating and air conditioning timers.

6. Always fill dishwasher and washing machine completely full.

7. Take your cell phone and other items off the charger once charged.

8. Defrost your refrigerator on a consistent basis.

9. Go grocery shopping once a week.

10. Hang clothes on a line instead of using a dryer.

The website www.diygreenenergyforhomes.com offers these suggestions for reducing your carbon footprint: 1. Lighting, especially incandescent

bulbs can be replaced with longer lasting CFL’s that use up to 75 percent less electricity. Turn off lights when leaving a room.

2. Recycle paper and cardboard, organic waste, glass, and plastic. Compost food waste.

3. Check your home’s insulation. Consider double glazing for windows, wall cavity filling, and ceiling and under floor insulation.

4. Choose home appliances that are eco-friendly.

5. Vehicles that use non-renewable and polluting fuels occupied by single passengers are hugely inefficient – consider carpooling or public transport.

6. If petrol driven vehicles are your only option, make sure they are well tuned and maintained.

7. Plant a few trees!

8. At work, encourage the efficient use of energy.

Even trying one or two of these ideas can make a difference. How will you offset your carbon footprint?

ABOUT CAPTAIN MARY MCMILLANAs Vice President of CSSI, Inc., Mary McMillan is responsible for Aviation Operational Strategic Planning, includ-ing the areas of aviation safety and environmental impact. She has 25 years of airline experience, most recently as a United Airlines B757/B767 captain based in Washington D.C.

Previous experience includes appointments as a B747-200 Line Check Engineer, the first woman UAL Standards Captain on the B737/300, Flight Operations Duty Manager, and Acting Director of Flight Safety.

Her career accomplishments include: the first appointed Chairman to the Air Line Pilots Association Sustainable Aviation and Environmental Task Force; Chairman of the ALPA United Airlines Central Air Safety Committee; member of the 2007 President’s Blue Ribbon Panel on Age 60; UAL Pacific/China Coordinator; Primary Representative on the Event Review Committee for the UAL Aviation Safety Action Program (ASAP); Safety Coordinator for the Association of STAR Alliance Pilots (ASAP); and a member of the Star Alliance Safety Advisory Group (SYA).

Captain McMillan began flying in 1982 and is rated on the B767/757, B747-200, B737, DC-10 and A-320, along with several turboprops. Her total flight time is 13,000+ hours. ✈

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Fast forward a few years: United Airlines – in partnership with NATCA and supported by

the FAA – has developed its own Controller/Pilot Awareness Program (CPAP), based on one created by a US Air pilot for the Charlotte, N.C. controllers. CPAP is based at the United Airlines (UAL) training center at Denver International Airport.

Captain Dennis Nelson, pilot and instructor for the Boeing 757/767, presented this briefing at the PWC Training Conference.

During the CPAP, controllers are briefed, and then get the opportunity to sit in the simulator with a crew and go through a flight. This allows controllers to see the actions of pilots in response to clearances. The training department takes the lessons learned from control-lers and integrates that information into their training.

United’s training program focuses on Crew Resource Management (CRM) – how the crew manages and communicates with internal and external resources, and Threat and Error Management (TEM) – what the crew manages and communicates. Threats consist of items from air traffic control, cabin attendants, dispatch person-nel, weather, etc. Errors include com-munication, situational awareness, and intentional non-compliance.

Following is a list of issues describing the affects and operational impact from a pilot’s perspective. When discussing these at the PWC training conference, a few controllers had the “AH-HA” moment when it was understood how the controller actions/clearance created additional work-load for pilots – especially during critical phases of flight.

hoT BrAKeS

These are especially bad for UAL’s Airbus aircraft and the 767s operating at Denver. Hot brakes are affected by:

Short turnaround time•Ambient air temperature•Landing/taxi distance•Aircraft weight•Brake application•The operational impact of hot

brakes is that it requires a delay before takeoff/gear extension and after take-off, and longer turn around time at the gate so the brakes are allowed to cool. However, these can be mitigated by a longer landing rollout.

rUNwAy ChANGeS

These may increase workload dramati-cally on taxiing to a runway and approach to the airport which requires re-analysis of takeoff or landing, and may require reconfiguration of the aircraft – which requires reprogramming of the Flight Management Computer (FMC), thus increasing risk of error.

weATher AVoiDANCe

There are different weather avoidance criteria for each airline, and each pilot also has a different level of comfort. UAL takes into account the potential of using “engine out” procedures during a thunderstorm, and therefore may not be able to depart.

TUrBULeNCe

UAL pilots are required to ask for ride reports as a way of improving the man-agement of the cabin, and because it’s a safety concern for the passengers and flight attendants.

TrAFFiC CoLLiSioN AVoiDANCe SySTem (TCAS)

Alerts and advisories are based on closure rates. A Traffic Advisory (TA) is when there is 20-48 seconds to the closest point of approach (the alarm shows “traffic, traffic”); Resolution Advisory (RA) response is required within five seconds (Monitor vertical speed, Climb, or Descend are a few responses).

Compliance with RA is mandatory. Pilots will inform the controller of the RA as soon as permitted by workload after responding to the RA. For UAL, operating TCAS in “alert Mode Only” is optional during parallel approaches.

170 To The mArKer

Different airlines have different stabilized approach criteria, and there are differ-ent comfort levels of pilot experience. Stabilized approach criteria differs in Visual Meteorological Conditions versus IFR Meteorological Conditions. Failure to meet stabilized approach dictates a go-around, for UAL.

Go AroUND

In a high-workload environment, go-around is mandatory for an un-stabi-lized approach, and also is mandatory for weather below landing minimums.

There was a lot of information com-municated during this session. We, as con-trollers, learned what actions, workload increase, or coordination takes place dur-ing certain phases of flight. This exchange of information was enlightening both to the presenter and to the PWC controllers. Captain Nelson took back a lot of insight to be integrated into the UAL training program. ✈

Controller/Pilot Awareness ProgramSummary by lynette M. Jamison, PWC Member and former President

in the days prior to September 11, 2001, the FAA had a training program supported by the airlines where air traffic controllers could participate in the Familiarization Program and have the opportunity to observe pilot actions in response to controller clearances.


ReVIeW! ReNeW! ReChARge! Portland 2011


ENGAGEMENT = MOTIVATION + PASSIONWe are defining engagement as a high level of motivation to perform well com-bined with passion for the work. Engaged employees and managers invest their best efforts in their work and feel psycho-logically connected to their jobs and organization. High levels of engagement are essential for the success of the work group, the manager, and the ATO.

Research consistently demonstrates that high levels of workforce engagement link directly to positive organizational outcomes including productivity, safety, decreased absenteeism, customer satisfac-tion, and efficiency.

Engagement is about all employees, including managers. Hence the name “Workforce Engagement” rather than “Employee Engagement.”

The program aims to increase engage-ment one work group (a manager, his/her direct reports, and any appropriate labor counterparts) at a time by bringing every-one together to address what is frustrating employees and preventing them from being fully engaged.

WE SUPPLIES INFORMATION, TOOLS, AND TRAININGThe WE effort provides ATO employees with the information, tools, and train-ing required to create and sustain a more engaged and productive local culture.

WE is an interactive process where employees at every level of the ATO work together to make positive changes in the workplace.

SIxTY PERCENT RESPONDED TO BASELINE SURVEYWE started with a confidential base-line survey, administered by Gallup, to uncover and address what is frustrating employees and preventing them from being fully engaged. Unlike previous efforts to measure employee satisfac-tion, the WE survey wasn’t a random sampling. Every ATO employee had the opportunity to take the survey and results are being provided down to the lowest possible level.

Gallup received 21,409 responses (60 percent response rate) to the survey deployed in December 2010, with sig-nificant participation from the air traffic service units (over 50 percent response in both En Route and Terminal) – the high-est survey response received in a census survey of the ATO population. We have posted survey results at the service and business unit level on the WE website at: employees.faa.gov/go/we.

All personal responses to the survey are kept completely confidential. Gallup collected, reported, and analyzed the data, and at no point during this process was the FAA privy to an individual’s specific feedback.

One of the core tenets of ATO Workforce Engagement is empowering people to address local issues in their everyday work environments. Unlike one-size-fits-all approaches, the WE assessment and impact planning program focuses on each work group’s specific strengths and challenges.

EVERY ATO TEAM TO RECEIVE GALLUP SURVEY REPORTEvery team in the ATO will receive its Gallup engagement survey results at the lowest possible level. Managers will receive a report from Gallup in which individual responses are aggregated into group averages and percentages, as long as there are four or more responses to a given question.

If managers have fewer than four direct reports, or fewer than four surveys are completed, they will receive a report that presents the results of the level above them.

The report should be used as a start-ing point for a conversation among team members about how to move forward and work together to improve their work environment.

In 2011, each supervisor, manager and executive will be required to use the Gallup survey results as a discussion starter to identify and take actions to address whatever is inhibiting engagement in his/her team. Teams should use their results to start a dialogue on improvements and

ATo workforce engagement (we)By emily N. hitt, organizational effectiveness (AJg-1), Strategy & Performance, Air traffic organization, fAA

workforce engagement is an ATo-wide program that brings employees and managers together to improve the local work environment and increase satisfaction one work group at a time. workforce engagement (we) positively affects organizational culture, increases employee satisfaction, and enhances the workplace. Unlike past culture change efforts, we is endorsed by our labor unions and is included in every manager’s performance plan.


impact planning, even if the staff mix has changed since the survey was administered.

WORK GROUPS WILL CREATE IMPACT PLANSManagers, labor representatives, and employees will work together to identify their own strengths and areas of improve-ment. Work groups will create plans of action, known as impact plans. Work groups should strive for smaller and more definitive impact plans, keeping the pro-cess manageable by choosing areas where they can implement change.

In this way, every employee in the ATO has the opportunity to personally shape his/her work environment through team engagement. Reviewing survey results and creating an impact plan will require an hour or two in most cases. The time required for impact planning and imple-mentation will vary with the work group and their challenges. Managers and teams are expected to periodically evaluate prog-ress on their impact items and see if other issues come up that need to be addressed.

EVERY MANAGER AND LABOR LEADER IN THE ATO WILL BE TRAINEDATO Organizational Effectiveness is providing each manager with resources and training to plan, execute and evalu-ate chosen solutions. ATO management has committed to train every manager and labor leader in the ATO (over 5,000 people) in foundational engagement prin-ciples and in using WE survey results to create effective impact plans.

In addition to using Gallup professional engagement instructors, the WE program is training over 150 ATO management and labor trainers to deliver impact plan training sessions. Not only does this “train-the-trainer” approach continue to develop facilitation and leadership skills within the ATO, but it also embeds resident trained experts as peer engagement resources, and minimizes travel costs.

After the manager and facility rep-resentative complete the training, the

manager will be sent an access code to download his or her workgroup’s survey results. A workgroup includes a manager, the facility representative (if appropri-ate), and any employee who reports directly to that manager.

Not everything that impacts engage-ment is controllable by the work group. We understand that some things are beyond the control of an individual man-ager. These systemic barriers will also be addressed. ATO Organizational Effective-ness is working with ATO leaders to iden-tify ATO-wide issues and plan solutions to identified challenges.

FOLLOW-ON SURVEYS WILL ASSESS THE IMPACT OF SOLUTIONSFinally, yearly follow-on surveys will assess the impact that solutions have on employee engagement at each level within the organization. The survey will be administered two more times to measure engagement levels and ensure accountability.

It may seem like WE is another one of many initiatives constantly being imple-mented in the ATO, but it is actually part of an integrated approach to improve our workplace. The Collaborative Process, Joint Leadership Team, Air Traffic Safety Action Plan, Partnership for Safety, Safety Culture, and Workforce Engagement all share a common goal of creating a better, safer workplace by working together, but each focuses on a particular aspect of the workplace.

SEND qUESTIONS AND COMMENTS TO [email protected] WE Team has set up a dedicated Workforce Engagement email inbox to respond to questions from the workforce and to continue to provide information, clarification, or a modified approach based on this feedback. Please send ques-tions and comments to [email protected].

In order to make large-scale improve-ments in the culture and work environ-ment, the entire workforce needs to be involved. Recognizing that, the WE Team

early on solicited significant input from the ATO workforce in designing the employee engagement effort.

Over the course of six months, the WE Team hosted meetings with representa-tives of all levels of management and labor unions in each service/business unit across the ATO. In these meetings, we learned from past culture change initiatives, discussed gaps between desired outcomes and current state, disclosed insights into particular service/business unit cultures (including strengths, challenges, typical ways of receiving information, perceived barriers to engagement, and possible solu-tions, etc.), and developed ideas for making the engagement effort work in a geographi-cally disparate and diverse ATO.

The WE Team took information from each of these design teams and refined areas of the Workforce Engagement approach accordingly to provide the best possible program customized for the ATO workforce. Furthermore, in 2010, the WE Team conducted over 300 briefings at sites across the ATO to listen to workforce feedback and respond to questions about the WE program. ✈

what does workforce engagement mean to me as an employee?

The workforce engagement (we) effort provides you and every employee the opportunity to improve work life in the ATo. By participating in the survey and in the survey results discussion and impact planning process, you have the opportunity to assess what is working and what needs improvement in your local work environment and put corrective plans into action. Plus, you’ll play a vital role in making sure the ATo continues to achieve its ongoing commitment to safety and is more prepared than ever to serve the nation.


Federal agencies are increasingly encouraging parties to use medi-ation to address Equal Employment

Opportunity (EEO) issues in a non-adversarial way. Mediation is an alternative to traditional counseling, but you lose no rights participating in mediation.

Carmen S. Quiles is EEO Specialist for the FAA Office of Civil Rights and Alternative Dispute Resolution (ADR) National EEO Policy expert – as well as an experienced facilitator, mediator, and conflict coach. Ms. Quiles and a team of four presented a mock mediation, demonstrating the processes involved. Participants learned the theory behind conflict management strategies and

gained insight into managing conflict through collaboration.

Mediation is private, and only the mediator, facilitator, parties involved, and their representatives participate. Both parties must agree on who will be present – confidentiality does apply. If a mediation is successful, it will expe-dite finding solutions.

Sometimes conflict management is about getting the big picture. For example, if you are wronged, you want to place blame which can lead to a self righteous adrenaline rush – a very black-and-white way of thinking which causes us to be too quick to excuse ourselves.

EVENT + RESPONSE = OUTCOMEOne way to control conflict is to remem-ber that event + response = outcome. The event is something we cannot control. However, we can control the response, and, therefore, we can control the outcome.

In the 1980s there were only 10 “hate/shock” reality television shows. Now there are over 1,000 of these reality television shows, and, as a nation, we are watching more conflict than ever before.

To put a situation into perspective, step back and look at the big picture, clarify the priority issues, and address them immediately to keep them from growing. Remember, conflict surrounds us all. If you don’t address a problem, what is the cost of your silence? ✈

Participating effectively in mediation and Conflict managementSummary by Patti Wilson, PWC Vice President

PWC members received an inspiring presentation about the role of the FAA Office of Civil Rights in

defining a workplace that is free from unlawful discrimination, harassment, and inappropriate behaviors. Kelly Boodell, FAA Director of Civil Rights for the Northwest Mountain and Alaskan Regions and the Western Service Center, talked about the rights and responsibilities of FAA employees.

WHEN PEOPLE ARE DISTRACTED, SAFETY IS IMPACTEDWhen problems arise at work, they quickly can turn a workplace into a toxic environment. When an environment is toxic, people are distracted. When people are distracted, safety definitely is impacted. All employees have an interest in working

in a safe place that is free from unlaw-ful and inappropriate distractions which impact their ability to perform a job safely.

All FAA employees must work together to eliminate unlawful discrimination on the basis of race, color, national origin, age, religion, gender, sexual orientation, disability, and the Genetic Information Nondiscrimination Act (GINA.)

THE INFORMAL COMPLAINT PROCESSMs. Boodell described Management Directive 715 (MD-715) – the Informal Complaint Process – and how to file a complaint. Attendees also learned about the FAA Alternative Dispute Resolution (ADR) process which is comprised of two neutral mediators who assist the parties in trying to resolve a conflict at the lowest level possible.

When conflict is resolved early, the ability to restore the workplace into a non toxic environment is much better, and that means safety is enhanced. All PWC members are encouraged to engage in their workplaces and address the unlawful and/or inappropriate behaviors that make them uncomfortable or that are in violation of the standards of conduct and discipline.

Ms. Boodell advises holding one another accountable, being proactive, and supporting one another as we col-lectively create an environment where all can contribute to the FAA’s mission of being the world’s greatest and safest aviation system. ✈

Civil rights Briefing 2011Summary by Kelly Boodell, fAA Director of Civil Rights--Northwest Mountain, Alaska, and Western Service Center

left to RIght: Kelly Boodell and PWC President Robin Rush.


David Penilton, a Royal Rosarian, gave a very motivational speech about the benefits of volunteer-

ing. The Royal Rosarians, founded in 1912, are a diverse group of people who donate time, resources, and energy to support the City of Portland. They invest over 22,000 hours of volunteer service each year.

Mr. Penilton volunteers for many organizations, making travel arrangements

for Kizimani (Well of Compassion), a group providing health aid and supplies to citizens of Kenya. Being a volunteer can add value to your own life by giving you a new perspective and allowing you to focus on others.

Volunteer opportunities are everywhere – your church, your friends, the internet. Common volunteer activities involve help-ing children – Big Brothers/Big Sisters, Camp counseling, Special Olympics, etc.

Also look for opportunities with envi-ronmental groups, political campaigns, health-related causes, or holiday events. To succeed, you need the right fit. Ask yourself: What would make my life more satisfying?

What commitments can I make at this time?

What will fit into my schedule?

What do I love to do?

What do I excel in at work or personally?

When you find the right organiza-tion, approach volunteer work like a job interview. Both parties should ask questions. Let them know exactly what you can give – especially in terms of time. Mr. Penilton says volunteering gives him a sense of achievement and of being part of something bigger than himself. ✈

That was one of the questions Dr. Dave Johnson, MD, MBA, CPE, asked PWC conference attendees

during his presentation on Healthy Living. He was referring to the num-bers the medical profession uses to assess health risk in individuals.

These vital statistics include: blood pressure, cholesterol levels (HDL and LDL), body mass index (BMI), and blood glucose to name a few. Health risks are not always evident and simple tests can reveal potential adverse conditions that can affect long term wellbeing. Some tests can be done without going to a doctor’s office. For example, many pharmacies have blood pressure stations, and there are online sites where you can measure BMI.

THIRTY AND ZERO Other numbers Dr. Johnson talked about were 30 and 0 – for optimum health, each of us should do 30 min-

utes of exercise a day. And ZERO is how may cigarettes it is okay to have.

Diet and lifestyle are huge factors that influence whether or not our num-bers stay within a healthy range. Many in the ATC world sit for long stretches, and according to Dr. Johnson, some studies show that if you spend the day sitting, you have an increased risk of mortality – no matter how much you exercise!

To counter this phenomenon (some-times referred to as the physiology of inactivity), take regular and frequent breaks – get up and stretch or walk around. Persons who live a healthy life-style are more productive at work and remain in the workforce longer.

Stay HEALTHY INSTEAD OF gEtting HEALTHYResearch also shows that increases in health risks correlate to higher health-

care costs. Not long ago, my husband noted that we were spending “xx” dol-lars on yoga classes, health club mem-bership, dance classes, and tennis court fees. I told him my goal was to spend more money on health than on illness. In the long run, it is less expensive to stay healthy than to get healthy, but it is always better to become healthy. ✈

VolunteerismSummary by Christina Calvert, PWC Central Regional Director

Do you Know your Numbers?Summary By Jane Kolias, PWC New england Regional Director

Also look for opportunities with environmental groups, political campaigns, health-related causes, or holiday events. To succeed, you need the right fit.


2011 PwC Scholarship recipientsBy Karen Pontius, Scholarship Chair, PWC

$1,500 PWC FAMILY MEMBER SCHOLARSHIP

Nathan Zibolski Nathan’s mother is PWC member Karen Zibolski – his sister Nicole won a 2009 PWC Scholarship. He’ll graduate high school this June, entering

University of Minnesota, Duluth this fall to pursue a pre-med degree. He also will be playing football for the University.

He is in the National Honor Society; has been on the A&B Honor rolls every year since ninth grade and is on the Student Council. His volunteerism is exemplary – Nathan has worked in a battered women’s shelter, a homeless shelter, at the Salvation Army Depot, and for Operation Christmas Child; he is a coach for 3rd and 4th grade tackle football, helps at wrestling meets, and helps prep and maintain the local base-ball field. Whew!

His English teacher’s letter of recommen-dation describes Nathan as: “one of those rare students who has had his head screwed on correctly for several years; he has arranged his priorities so he manages his academic load with time to be a football captain and play a strong role in several other activities.”

Nathan may be one busy guy with many interests, but he says he knows he is on the right path, studying medicine in order to work with people in need. Why? Nathan writes that he was inspired by his grandmother’s life – she died in 2005 after a 13-year battle with Alzheimer’s disease. He writes that watching this bright, well-educated woman deteriorate gave him the inspiration to enter the medical field.

$1,500 MARGARET HOFFMAN PWC SCHOLARSHIP

Nancy Thompson Since Nancy is a PWC member, her scholar-ship also is designated a Mary McBurney Memorial Scholarship in honor of our late former PWC President.

Nancy is an Air Traffic Control Specialist (ATCS) at Albuquerque Air Route Traffic Control Center (ZAB) in New Mexico. She is pursuing a MS in Aeronautical Science with double empha-sis in Safety Systems and Operations at Embry-Riddle Aeronautical University, and is maintaining a 4.0 GPA.

Her background – a BS cum laude in Interior Design – may be one of the most interesting I’ve heard of yet. She plans her MS to work in the aviation safety com-munity – one of her goals is to coordinate air traffic operations involved with space launches. Nancy’s letters of recommendation describe her as “a shining example of what a professional woman controller should strive to be.” She is interested in starting a mentor program to encourage young women to pursue careers in the aerospace industry.

Nancy’s husband Bret (also an ATCS at ZAB) is working on his MS in Aeronautical Science at the same time. They only take a class when the other isn’t enrolled for that semester. Plus, their 4- and 2-year-old daughters are expecting the next addition to this busy family in June.

Nancy’s life and career are right in line with PWC’s Mission: “balancing work and family life, recruiting and retaining excellent employees, developing people, enjoying work, and maintaining a positive sense of community.”

$2,000 JACqUE SMITH BURDETTE SCHOLARSHIP FOR A CAREER IN AVIATION

Dekiyra Love Dekiyra found out about PWC’s scholar-ship program when she toured Indy tower with Purdue’s Women in Aviation (WIA) chap-ter. That serendipitous

day illustrates the power of networking! Dekiyra, a sophomore at Purdue, is

majoring in Professional Flight Technology with a triple minor in Japanese, Asian studies, and Organizational Leadership and Supervision. In Purdue’s Flight Program, she is the only female in the class of 2013. She’s a pilot working on her Instrument, Commercial, and Multi-engine ratings, and plans to earn an MS in Aviation Management.

She also is working part-time at Signature Flight Support at Kansas City Downtown Airport, while managing a 3.4 GPA. Last year at Purdue she was chosen as one of “Five Students Who Are Modern Day Amelias” (www.purdue.edu/fivestudents/amelias/love.html).

She is a work-study student with Horizons Student Support Services, a member of WIA, Japanese Student Association, and Purdue Professional Pilots. Dekiyra plans to take courses in Japan in 2012, staying with a host family to immerse herself in the culture.

Her letters of recommendation describe “an exceptional young lady with a very mature attitude and sharp customer service acumen” with “the integrity, persever-ance, and work ethic to succeed, a highly


deserving candidate for your scholarship.” These goals and traits exemplify someone who will make aviation her life.

I see Dekiyra’s future career as right in line with PWC’s logo: the love of flight symbolized by Jonathan Livingston Seagull, the three silhouettes depicting our multi-cultural membership composed of women and men who share a common vision and mission; and the globe repre-senting the global aviation community.

$2,500 PWC RECRUITMENT SCHOLARSHIP

Sara Baty Two years ago, Sara drove her dad to his workplace to pick up some papers, and changed her life direc-tion. At the time, he was a Technical Operations

Manager at Seattle’s Terminal Radar Approach Control (TRACON). She went in for a short tour – not expecting to be impressed or even slightly entertained – then spent three hours monitoring con-trollers and soaking up their explanations.

She promptly completed her BA in Psychology, and then enrolled in Green River Community College’s FAA College Training Initiative (CTI) school, to become an air traffic controller – she has a 3.8 GPA and will graduate in December. Since last June, she has worked at the TRACON, first as a summer intern, and then as a part-time clerk.

The Air Traffic Manager (ATM) there writes, “Sara quickly became an integral part of the team, and we took advantage of her quick study and extremely dependable work by requiring much more of her than any of the other interns. She completed complex tasks with minimum training and little sup-port... She is an excellent role model for all women in any career field.”

Sara Baty already is embodying PWC’s Vision: “to achieve a balanced workforce that reflects the demographics of society and creates a safe environment where all air traffic professionals have passion for their career, can excel, and feel a sense of community at work.”

THANK YOU TO OUR GENEROUS SPONSORS Without the generosity of our many sponsors, the PWC Scholarship Program could not keep growing:

Corporate sponsor L-3 •Communications

Roger Stern and Lockheed Martin •

GEICO •

Crown Consulting Inc. •

Harris Corporation•

Gabrielle Becker Designs (her online •sales continuously donate to our fund)

Phyllis Macke and Miche Purses •

The Scholarship Quilt crew headed •by Kate Beebe

Funds from sales of the Maggie Bear •

Annual support from PWC •co-founder Jacque Smith Burdette

Interest from PWC’s checking •and savings accounts

Donate to the PWC Scholarship Fund by sending a check to: PWC, Inc. P.O. Box 950085, Oklahoma City, OK 73195-0085. Scholarship season opens Oct. 1, 2011, and applications can be found on the PWC website at www.pwcinc.org.

PWC SCHOLARSHIPS

Mary McBurney Memorial ScholarshipPWC’s Board of Directors designated the Mary McBurney Memorial Scholarship in honor of our late PWC past-president whose passion for PWC’s Scholarship program got it off the ground. This honor goes to every PWC member who is awarded a PWC Scholarship.

The Jacqueline Smith Burdette ScholarshipIn December 2006, PWC co-founder Jacqueline Smith Burdette announced the creation of an annually funded $1,000 scholarship to encourage those planning careers in aviation, or to advance their career in aviation. This scholarship is awarded to one candidate only.

The Margaret Hoffman PWC ScholarshipThis scholarship is for FAA women who are active air traffic controllers – not staff, supervision, or management. It is dedi-cated to Margaret Hoffman (1918-2006), an air traffic controller from 1943-1981 in Nashville, Tenn. and the other women controllers who went before us.

As PWC’s Scholarship Committee Chair since 2002, I extend a huge “thank you” to this year’s Committee members: Jane Kolias, Michelle Ems; Erika Raun-Linde, Zach McFall, and Crystal Massey (a 2008 PWC Scholarship winner). ✈

2011 PwC QUiLTSSubmitted by Karen Pontius, PWC Scholarship Chair

Kate Beebe, the PwC Scholarship Quilt mistress, made two lovely quilts this year, and we raised over $750 for them! At the banquet, PwC co-founder Jacque Smith Burdette’s daughter Laura helped select the winning tickets. The two winners are PwC’s co-founder, Sue Townsend, and Jane Kolias, PwC’s New england regional Director.

The upcoming “faces” quilt project is underway. it will consist of several small wall-hanging sized quilts, instead of one or two large ones. This means that more people will have a chance to take one home!

As the new “faces” quilts are com-pleted, Kate will post photographs of them on PwC’s website, so you can start saving now for all the raffle tickets you will buy in New orleans! remember, all proceeds go to the PwC Scholarship Fund.

So, I had two weeks to get my package together and mail it in by the deadline. Soon, I found that I had won a PWC

Scholarship! There are not enough words to express my gratitude. Your support and generosity enabled me to start the process of getting my ATP rating, so I can move forward in my career. I already have passed the written exam, and am now saving up for the flying portion.

Through Karen Pontius (PWC Scholarship Chair), I have found out that the female FedEx pilot I met last year who led me to PWC was a friend of PWC member Pamela Brophy (they met through their WAI chapter in Chicago). The power of networking!

This year I was determined to attend WAI’s conference in Reno where I was exposed to the “core” of aviation

(including the recruitment personnel who made themselves available for questions and comments during the entire event). I left Reno renewed, inspired, and moti-vated. I also have applied for type ratings through WAI’s scholarship program.

Then, I learned that my benefactress, Jacque Smith Burdette, would be at the PWC Conference in April in Portland, Ore. Early on my day off, I dead-headed up there from Los Angeles, and went to meet both Karen (PWC Scholarship Chair) and Jacque right away. I was able to deliver my report in person to attend-ees in the PWC meeting room, just after Captain Mary McMillan finished her pre-sentation. Previously, I had shared many details of my life’s path with Karen and she urged me to share them all with PWC members – and I did.

report from 2010 PwC Scholarship winner, rosely Netrefa

Thank you once again for the amazing scholarship. Let me tell you how i heard about the PwC Scholarship: i attended the women in Aviation conference in February 2010, and happened to meet Dolores Pavletic, a Fedex pilot who mentioned that besides the wAi scholarships, there was an organization called PwC that offered a scholarship to someone who desired a career in aviation (The Jacque Smith Burdette Scholarship). membership was not even required!

left to RIght: First Officer Rosely Netrefa in the cockpit at American Eagle; Rosely Netrefa stands between Jacque Smith Burdette and Sue Townsend; Marty McGrath, Karen Pontius, Jacque Smith Burdette, Gwen Sawyer, Rosely Netrefa, Sue Townsend, Diana Eldridge, and Lois Warwick; Rosely Netrefa and Grandma Katy in 1998; Rosely Netrefa and Maria Lohlein Hofbauer.


Your support and generosity enabled me to start the process of getting my ATP rating, so I can move forward in my career.

Also, Karen suggested that I share my life story in the WATCH to help inspire others to follow their dreams – so here is my story:

My grandparents immigrated to Brazil at the beginning of the nineteenth century from Romania, Lithuania, and Portugal to work on farms in old Sao Paulo. My Grandma Katy from Romania – my Mom’s Mom – is the one who inspired me to be who I am today. In 1924, she moved to Brazil at the age of 12 and worked in a plantation field and took care of the farmer’s young children. She was a strong-willed woman with a passion for learning.

When she was 22, Grandma Katy decided to become a seamstress. The Master Seamstress course was a year-long program for most women, but she learned her sewing, fitting, pattern designs, etc. in a little over three months, and went on to dress all the women and brides in her town.

With the money she made, she built her own house! In those days, most houses were built of bricks and cement. Because of her limited funds she used “clay” instead of cement because it was a much cheaper material – so the house wouldn’t be as strong as the ones made with cement between the bricks. She lived in this house until she passed away at age 86 in 1999.

Then I was born, living in Brazil until the age of 17. I moved to the United States in 1987, on my own, speaking no English, in search of a brighter future. I dreamed of a career

in aviation – my father had taken me to Congonhas-Sao Paulo Airport to watch the planes take off and land, and I wanted to fly!

At 12, I started working as a cashier at a pharmacy, and got my first “official” job at age 15, working at a local bank as a receptionist/PBX operator. Once in America, I worked as a housekeeper and childcare provider the first seven years, becoming proficient in English, and becoming an American citizen.

When the opportunity presented itself, I applied for a flight attendant position at United Airlines in 1991 but was not hired. I was devastated, but I also knew that other opportunities would come my way. And they did! At the end of 1994, I received an offer to start training as a flight attendant.

The first five years working as a flight attendant were a means of saving the money necessary to start flying lessons and obtain a college degree. I started lessons in 2000 concurrently with classes at Long Beach City College, graduating in 2002 with an Associate in Science Degree. Next, I enrolled at Embry-Riddle Aeronautical University, earning a Bachelors Degree in Professional Aeronautics in 2004.

I also became a flight instructor and taught at Long Beach Airport. Also, I continued working as a flight attendant for United Airlines until 2007 when I was offered a First Officer position at American Eagle Airlines, flying the Saab 340 for the first year, and then the Embraer 145. I had achieved another of my dreams!

Being positive enables me to focus on the next step. Over the years, I’ve received many negative comments and have had acquaintances and family members tell me that I was not going to achieve my goal. I insisted that I was going to be an airline pilot, and never let those comments get me down. Instead, I used them as power-ful weapons against my fear of not turning my goal into a reality. It is possible! But only if you believe!

At American Eagle, I continue as a pilot mentor for new hires. Now, I also make presentations and give speeches at Career Days at elementary and middle schools to motivate young adults to fol-low their dreams, reach for the stars, and never let anyone tell them that they cannot accomplish the things they want to do.

After meeting the most incredible group of women at the PWC Conference on April 12th, my commitment to my future in aviation has risen to an even higher level. At PWC, I met a group of wonderful, dedicated women who also encountered many hurdles throughout their careers and were told “no” many times, without giving up or getting dis-couraged. The PWC pioneers fought for what they believed in, creating a unique organization that continues to benefit current and future female controllers.

I truly appreciate all you have done for me, not only financially but also emotion-ally. The PWC Certificate I received with my scholarship hangs as a reminder that if you work persistently, if you are commit-ted to your goals, and if you believe in yourself, you can achieve anything! ✈


it appears that some of the PwC records were lost in a flood in ohio. i need everyone to please check to see if they have any conference booklets from Day one (1979 to present) and issues of wATCh from Dec 2005 to present.

if you have the material and don’t want to keep it any longer please send them to me. if you are still in contact with former members, please let them know, too. Send your materials to the mailing address below, and thank you so very much.

Sue mostert Townsend PwC historian 4997 Stone Castle Drive Venice, FL 34243

ATTeNTioN ALL PwC memBerS AND Former memBerS


Three years ago in Oklahoma City, I attended my first PWC conference. At that time, there were only two of

us from the Central Region attending the conference. In 2011, I am happy to report that the number of attend-ees from the Central Region has more than tripled. This year there were seven Central Region employees at the confer-ence. More were planning to attend, but certain emergencies (brain surgery for one) got in the way.

One night in Portland, we all went out for pizza and had a great time together. My goal next year is to have at least 15 Central Region employees at the PWC

2012 conference in New Orleans. The hotel there looks to be fantastic, and the closing banquet will be a masquerade ball! Who would want to miss that?

Upcoming events for the Central Region include another volunteer night at Harvesters this spring and, hopefully, a pizza party during the summer. In the fall, the Central Region will be hosting the September Board Meeting so we are looking for a few activities to enjoy while the Board is in town.

Also, in 2011 I will be traveling to more facilities so please let me know if I can arrange a social or a training event in your area. ✈

regional NewsCENTRAL: submitted by Christina l. Calvert, Central regional Director, PWC

left to RIght: From the Central Region: Kim Stover, Darla Gerlach, Craig Calvert, Christina Calvert, Cheryl Brewer, Rick Guisinger, LaTaunya Guisinger, and Dave Schwartz.

order Manna gift Cards Now!

graduations weddings vacations

Thank you for your continuing support of PwC’s manna express fundraising program that benefits the National Training Conference. we are now getting “Jazzed Up” to go to New orleans next April 2012!

MANNA NOW HAS $25 GROUPON GIFT CARDS!

Plan ahead for your vacation – marriott, hyatt, Choice hotels, all things Disney to name a few are available, and 6 Flags cards are available for discounted $32 tickets!

For staycations, select AmC, Loews, and regal theater cards.

for graduation, shower, and wedding gifts – macy’s, Bergners, Bed, Bath & Beyond, williams Sonoma/Pottery Barn, Crate & Barrel, and many, many more.

to treat yourself and your family every day – Starbucks, Caribou Coffee, Chili’s, Panera, Payless Shoes, TJmaxx, The Gap, old Navy, iTunes, GameStop, and many, many more!

with over 450 gift cards to choose from, manna has just the cards for you! For the complete list of cards and vendor guidelines, visit www.mannexpress.net.

For more information, call Pam Brophy at 630-696-6739 or send an email to [email protected].


flying is no longer fun, some say Crowded planes and long delays

no perks, no food no cheery smiles lengthy lines and crowded aisles

have a bag? Cram it in or pay for it thick or thin

take off your shoes shed your belt Don’t want a scan? you’ll be felt

but rest assured someone does care about your trip they’ll get you there

the pilots? Oh no, they’re busy flying flight attendants? Well, they’re really trying

Who are the heroes Who can get you through? Controllers, managers, and tmU

the unseen architects of the sky Who direct air travel For all who fly

snow and hail and rain may fall They’ll get your flight through it all

They’ll turn you, spin you, find a way through the skies With no delay

Working day and night Using any means DsPs and blended streams

Vectors so you go direct from gate to gate you’ll connect

so make those plans and get away to a special place Where you can play

Sit back, relax, enjoy the flight if something’s wrong they’ll make it right

the faa – the chosen few Depend on them they’re here for you

Ode to Air Traffic By Jane Kolias, New england Regional Director

Professional women Controllers, inc. P.O. Box 950085 Oklahoma City, OK 73195-0085

Presorted Standard

U.S. Postage

PAID

Dulles, VA

Permit No. 87

New Orleans is a city that lingers between the old and the new – between history and legend...

Photos courtesy of New Orleans Convention and Visitors Bureau.

Tucked away in this little corner of the American South, where European traditions blend with Caribbean influences, the history of New Orleans is as colorful as the architecture, and the food is the stuff of legend.

Haitian and African Creoles developed an exotic, spicy cuisine and were instrumental in creating jazz and Zydeco.

A cultural Gumbo, the city celebrates its differences. In fact, they celebrate almost anything in the Big Easy.

Given an extra hour or two, you’ll discover a wealth of exciting journeys and new experiences

while exploring the culture and fabulous history of New Orleans.

PWC attendees will be staying at the beauti-ful Loews Hotel located off of Poydras Street, only a short walk from the famous River Walk and in between the French Quarter and the Art District.

Reservations can be made directly with the hotel at (504) 595-3300 or via e-mail to [email protected]. The PWC Conference Rate of $133.00 for singles or doubles is available from April 7 to 14, 2012 based upon availability – so book early.

JAzz UP YoUR lIfe…34th Annual PWC National Training ConferenceApril 9-12, 2012 | Loews Hotel | New Orleans, Louisiana

now is the time to start planning your trip to the 2012 PWC training Conference in new orleans.

We will see you there!

the · sales coordinator, pat tiner ... insurance program • geico • harris corporation ......

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