Skip to main content
U.S. flag

An official website of the United States government

Dot gov

The .gov means it’s official.
Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.

Https

The site is secure.
The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.


M3 Framework Introduction M3 Framework Overview M3 Phase 0 - Assessment M3 Phase 1 - Readiness M3 Phase 2 - Selection M3 Phase 3 - Engagement M3 Phase 4 - Migration M3 Phase 5 - Operations M3 Resources
M3 Playbook > Phase 2: Selection
2.5 Design Labor Relations Outreach
2.4 Maintain and Execute Risk Processes
2.6 Develop Change Management Plan
Image Map Phase 0: Assessment Phase 1: Readiness Phase 2: Selection Phase 3: Engagement Phase 4: Migration Phase 5: Operations
Objective: Develop a strategy to engage with the unions and establish a relationship with the labor relations and/or unions to understand Collective Bargaining Agreements.

Phase 2 GuidanceResponsible Party - Customer, Provider, Shared
Activities
1. Identify Labor Relation/Union Liaisons within the customer agency (C)
Work with your Labor Relation/Union Liaisons to:
2. Review Target State Concept of Operations, capabilities, and workforce assessment to identify potential impacts on Collective Bargaining Agreements (C)
3. Identify what, if any, activities may be dependent on union approval (e.g., impact of implementation) (C)
4. Develop labor relations strategy to achieve timely and effective negotiations with unions and begin documenting necessary information to communicate to Labor Relations (C)
5. Engage in communications with union leadership based on Labor Relations Strategy (C)
6. Report updates in governance meetings and Status Reports/Dashboards (C)

Inputs
• Collective Bargaining Agreements
• Stakeholder Analysis
• Scope of Services
• Change Management Plan

Outputs
• Labor Relations Strategy
Stakeholders
• Executive Sponsor (C)
• Business Owner (C)
• Change Management Lead (C)
• Labor Relations Leader (C)

Best Practice
• Notify unions of changes that may impact bargaining unit employees as well as potential changes of their work
• Account for union-related activities in the Initial Master Schedule and building dependencies for change management activities (e.g., communications, training)
• Establish expectations with labor relations and union leadership