Blue Ribbon Commission members met to draft the final report. From
left, Richard Borque, Diane Boyd and Ray Rivera.

Eight years ago, the IAM created the first of three Blue Ribbon Commissions.  Relying on IAM members' insights and wisdom, the Commissions ensure that the IAM survives society's increasing pace of change.

Each Blue Ribbon Commission, in 1995, 1998 and 2002, had the same goal: Listen to what the members had to say about what is working well in the union; what isn't working well; and what changes are needed.

Commission members from all levels of the IAM held town-hall style meetings across the United States and Canada. Each meeting was open to any member who wanted to voice their opinion.

Commission members listened and then compiled the membership's comments into a final report.

Final Commission reports in 1995 and 1998 became a blueprint for innovative change. They led to the creation of the Aerospace, Women's, and Collective Bargaining Departments. Education and training capacity at the William W. Winpisinger Education was doubled with the addition of a new wing and more staff.

New communications tools were implemented, such as a redesigned web site and web-based video on demand. Delegates to the 2000 Grand Lodge Convention approved Communicator and Educator positions in every local and district lodge.

The 2002 Blue Ribbon Commission Final Report will be a similar roadmap for new initiatives. "Our members told us what must be changed," said Commission Chairperson General Vice President Robert Thayer. "We will use their ideas to keep the IAM a strong, progressive union."

Several clear themes emerged in member comments about what they feel is working and not working in the IAM. They had universal praise for the William W. Winpisinger Education and Technology Center and appreciated the increased availability for training. Innovative communications such as the new web page, iMail, Have you Heard?, the IAM Journal and the ability to send email messages to legislators from the web site drew favorable reviews.

Members liked the increased amount of information available and the increased training and education at the local and district level with the new Educator and Communicator positions, which one member credited as an "original idea which no other union has."

Members thought that IAM departments and programs were effective and they gave high marks to the IAM National Pension Plan. They praised the Blue Ribbon Commission members for holding meetings that covered multiple shifts and heard from "all walks of the organization." They also appreciated that the IAM listens and acts on their concerns.

Other strong themes emerged about what members thought wasn't working well. Many voiced concern that smaller locals are "not getting the same level of attention and support as larger locals." They noted the negative impact on local finances of the current per capita structure and had problems with local and district lodge mergers. Some cited problems with the limitation on the use of absentee ballots in union elections and noted the amount and timing of strike pay.

Many members wanted to see more of their representatives, and they felt their increased presence would be a plus in contract enforcement, grievance handling, and negotiations that dealt with job security and outsourcing.

Members want more communications, especially during contract negotiations, and they want more IAM visibility in the public media.

Apathy and lack of involvement, especially by members who know little about unions, were cited as key concerns. Members want more information about political candidates and they cited the need for more support for organizing.

"The 2002 Blue Ribbon Commission members worked hard and we are proud of their efforts," said IAM President Tom Buffenbarger. "Our members spoke up and we will listen. I thank them for taking the time to attend a town hall meeting and speaking out."