5.03.25 – APFA DFW Base Brief – New Structure for Performance Management

New Structure for Performance Management

Saturday, May 3, 2025

DFW Flight Attendants,

There are important changes coming to how crew performance is managed at American Airlines. We are transitioning from the traditional “Crew Manager” model to a new “Performance Manager” system.

What We Know So Far:

• Performance Managers will now oversee a broader range of responsibilities.
• This model appears similar to the Attendance Manager system, where Flight Attendants received written notices about attendance levels (Level I, II, etc., and Final Warning), often without much opportunity for dialogue or support.
• These managers will likely work closely with departments at corporate headquarters, although the full structure is still being finalized.

Our Concerns:

• Past systems like the Attendance Manager were often criticized for lacking compassion and true support.
• We are working hard to advocate for fair treatment, transparency, and an approach that reflects the realities of our jobs and our lives.
• However, this new structure makes it more important than ever that each of us to stay proactive regarding any performance or attendance issues.

HOW CAN WE PROTECT OURSELVES:

• Stay in communication with your assigned Performance Manager.
• Always document issues in writing. If you are late for a gate, experience EFB troubles, have hotel check-in issues, miss training for unavoidable reasons, or face any other performance-related problem, communicate immediately in writing to your Performance Manager.
• Always copy in APFA on any written communication.
• Important: Any communication with the Union, including sending letters or documentation, must be done through your personal email, not our @aa.com email.

Being proactive creates a clear record that shows you acted responsibly, and that can make all the difference if issues escalate.

Why This Matters:

• When concerns arise and there is no written record, it becomes much harder to defend our job. Proper documentation can mean the difference between a simple conversation and a much more serious outcome.
• Performance Managers are intended to be our advocates inside the company , but it is essential that we take steps to protect ourselves.
• Communicate early, communicate often, and always keep our Union involved.

We will continue to update you as we learn more about the transition.

In Unity,

Your APFA DFW Base Team
[email protected]