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Advice to delivery reps v2?
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AnotherLimey
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- Joined: 08 Aug 2009, 18:45
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Advice to delivery reps v2?
Anyone have a link to that as i have looked and can't find it, thanks in advance!
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keithposty
- Posts: 918
- Joined: 22 Feb 2011, 11:44
- Gender: Male
Re: Advice to delivery reps v2?
V2 ???????
sorry, you lost me
sorry, you lost me
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fishtank
- Posts: 19732
- Joined: 28 Sep 2007, 17:22
- Gender: Male
Re: Advice to delivery reps v2?
http://www.royalmailchat.co.uk/communit ... 08#p440072" onclick="window.open(this.href);return false;
good times, bad times you know I've had my share
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AnotherLimey
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- Gender: Male
Re: Advice to delivery reps v2?
Thanks Fish!fishtank wrote:http://www.royalmailchat.co.uk/communit ... 08#p440072
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AnotherLimey
- Posts: 751
- Joined: 08 Aug 2009, 18:45
- Gender: Male
Re: Advice to delivery reps v2?
Version two....keithposty wrote:V2 ???????
sorry, you lost me
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TrueBlueTerrier
- FORUM ADMINISTRATOR
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Re: Advice to delivery reps v2?
PhewAnotherLimey wrote:Version two....keithposty wrote:V2 ???????
sorry, you lost me
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AnotherLimey
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Re: Advice to delivery reps v2?
BSI + Upper Decile
Royal Mail Position
100 BSI being imposed. Upper Decile being used as excuse/reason to remove hours. Managers doing CWU work.
CWU Position
100 BSI never agreed with CWU. Members being misled and misinformed. The step change in revisions is too large. Upper decile not demonstrated. List of top 10 offices not produced. Unrealistic targets are the main cause of revisions failing. Too many hours being removed indoor.
National Agreement States
Page 4
Modernisation – A Shared Vision
A business where employee safety is the number one priority. Employees will be provided with modern, appropriate equipment and support and a realistic workload based on fair and transparent standards
Page 16
Productivity
In addition it is essential that measurement systems are fair, objective, equitable, fully understood and benchmarked on a like-for-like basis.
In line with the above-mentioned approach, we want to bring everybody’s actual performance up to the level of the top 10 per cent performance consistent with good employment policy, appropriate equipment, safe working practices and consistent with national agreements. This will be achieved over the course of this agreement in line with any relevant functional sections in this agreement.
Page 17
Introduction And Key Objectives
This will be underpinned by fair and transparent planning systems, processes and revision tools, ensuring that everyone has a productive workload that is safe, fair, and manageable, supported by improved tools for the job
Page 18
Health & Safety – working safely
Fatigue – Understanding, Identifying and tackling the causes of fatigue.
Sharing and reviewing performance information to improve safety
Page 19
Work Measurement/Standards and Revision Tools
Planning for operational change in delivery units will be done using national planning and measurement systems, and revision tools to ensure that workload is assessed and applied accurately, is fair and manageable, and indoor processes and outdoor delivery routes are optimised, efficient and achievable – recognising any specific local issues that may need to be considered.
CWU Response
Don’t agree to these standards. Register disagreement on the basis of unrealistic targets and insufficient indoor hours to clear traffic to workplan. Set standards at 75 in line with ACAS code of practice. No agreement to move to something not agreed or identified (upper decile)
Royal Mail Position
100 BSI being imposed. Upper Decile being used as excuse/reason to remove hours. Managers doing CWU work.
CWU Position
100 BSI never agreed with CWU. Members being misled and misinformed. The step change in revisions is too large. Upper decile not demonstrated. List of top 10 offices not produced. Unrealistic targets are the main cause of revisions failing. Too many hours being removed indoor.
National Agreement States
Page 4
Modernisation – A Shared Vision
A business where employee safety is the number one priority. Employees will be provided with modern, appropriate equipment and support and a realistic workload based on fair and transparent standards
Page 16
Productivity
In addition it is essential that measurement systems are fair, objective, equitable, fully understood and benchmarked on a like-for-like basis.
In line with the above-mentioned approach, we want to bring everybody’s actual performance up to the level of the top 10 per cent performance consistent with good employment policy, appropriate equipment, safe working practices and consistent with national agreements. This will be achieved over the course of this agreement in line with any relevant functional sections in this agreement.
Page 17
Introduction And Key Objectives
This will be underpinned by fair and transparent planning systems, processes and revision tools, ensuring that everyone has a productive workload that is safe, fair, and manageable, supported by improved tools for the job
Page 18
Health & Safety – working safely
Fatigue – Understanding, Identifying and tackling the causes of fatigue.
Sharing and reviewing performance information to improve safety
Page 19
Work Measurement/Standards and Revision Tools
Planning for operational change in delivery units will be done using national planning and measurement systems, and revision tools to ensure that workload is assessed and applied accurately, is fair and manageable, and indoor processes and outdoor delivery routes are optimised, efficient and achievable – recognising any specific local issues that may need to be considered.
CWU Response
Don’t agree to these standards. Register disagreement on the basis of unrealistic targets and insufficient indoor hours to clear traffic to workplan. Set standards at 75 in line with ACAS code of practice. No agreement to move to something not agreed or identified (upper decile)
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AnotherLimey
- Posts: 751
- Joined: 08 Aug 2009, 18:45
- Gender: Male
Re: Advice to delivery reps v2?
Posted the above section for someone that sent me a PM about it.