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Re: Unagreed Pareto/Performance Tool

24 Jul 2011, 15:25

That's got to be a Google translation postmanplod .... aint it ? Although there's no direct translation between the languages we can usually understand each other. Then again, in this case i'm none the wiser :crazy: :chuckle :chuckle

Re: Unagreed Pareto/Performance Tool

26 Jul 2011, 18:03

So our office is stating that the IWT is an individual performance tool. Thus they are saying we can't cut off and leave mail because the traffic etc says it is achievable. Our managers insist that they are being told by the upper echelon that it's an individual tool to measure performance.

Re: Unagreed Pareto/Performance Tool

26 Jul 2011, 21:08

Postal1 wrote:So our office is stating that the IWT is an individual performance tool. Thus they are saying we can't cut off and leave mail because the traffic etc says it is achievable. Our managers insist that they are being told by the upper echelon that it's an individual tool to measure performance.



tell him otherwise, put the ball in his court and work your hours.
what can he do? :cuppa

Re: Unagreed Pareto/Performance Tool

26 Jul 2011, 22:14

Postal1 wrote:So our office is stating that the IWT is an individual performance tool. Thus they are saying we can't cut off and leave mail because the traffic etc says it is achievable. Our managers insist that they are being told by the upper echelon that it's an individual tool to measure performance.

I'm sure they are.
What a surprise.
Anyone who is not a senior union official surprised about this. :arrrghhh :arrrghhh :arrrghhh

If they say you must take everything out, then thats fine.
Just be sure to inform them that you do not intend to work overtime, and that you don't consider it acheavable.
(i know it's eaiser said than done but try not to have an argument about it just tell them matter of fact.)

Then return to the office at your finnishing time with anything you have still to deliver.
If you return undelverd mail to the office you must inform them about it on your return, but you can return mail to the office!

PS. On the occasions that IWT and Pegasus say that workload is achievable in contracted hours are they paying O/T to staff who work extended?

Re: Unagreed Pareto/Performance Tool

27 Jul 2011, 22:08

Do managers understand the performance tool or have RM just made it up ???? Computer packages don't work.

Re: Unagreed Pareto/Performance Tool

28 Jul 2011, 20:42

[quote][/quote]PS. On the occasions that IWT and Pegasus say that workload is achievable in contracted hours are they paying O/T to staff who work extended?

This happened to me, Yes O/T was paid to them but I cut off,
Tomorrow I get my decision about why I did not complete, my dom used the IWT to say I should have finished in time.
also saying I deliberatly went slow :arrrghhh.
Essex mum :cuppa

Re: Unagreed Pareto/Performance Tool

29 Jul 2011, 00:01

jessicarabbit wrote:At a Pareto efficient allocation (on the Pareto frontier), the marginal rate of substitution is the same for all consumers. A formal statement can be derived by considering a system with m consumers and n goods, and a utility function of each consumer as zi = fi(xi) where is the vector of goods, both for all i. The supply constraint is written for . To optimize this problem, the Lagrangian is used:

where λ and Γ are multipliers.

Taking the partial derivative of the Lagrangian with respect to one good, i, and then taking the partial derivative of the Lagrangian with respect to another good, j, gives the following system of equations:

where ƒx is the marginal utility on ƒ' of x (the partial derivative of ƒ with respect to x).

no wonder noone understands, you didn't include the equations!

also use leibniz notation, not the inferior newtonian, increases clarity when about multiple derivations.

Re: Unagreed Pareto/Performance Tool

29 Jul 2011, 09:02

Understanding Pareto’s Law


Checklist

This checklist describes what Pareto’s Law is and how it is applied in business logistics. It is also known as the Pareto principle, or the 80–20 rule.


Definition

Pareto’s Law is an inexact rule that, in a given situation, 80% of the effects come from 20% of the causes. Italian economist Vilfredo Pareto noted that 80% of Italian income went to 20% of the population. Pareto’s Law was named after him by business management specialist Joseph M. Juran, who spotted that the 80–20 rule was common across many areas of business. For example, 80% of sales generally come from 20% of one’s clients.

Pareto’s Law has many useful applications in business. A Pareto chart is a type of bar chart, used to illustrate the 80–20 assumption, in which the values plotted are in descending order with a line graph showing the cumulative totals of each category from left to right. Such charts are used to monitor, for example, logistics, procurement, stock control, or quality control.

Where there is a large enough data set, Pareto’s Law can be expressed as a mathematical formula. Here, k is a number between 50 and 100 and k% is (100 – k)% of the data set. The number k can be any value between 50 (where 50% of sales comes from 50% of a company’s customers) to almost 100 (where, for example, k = 98, or 98% of sales are to just 2% of clients). Most of the time, in most data sets, k seems to hover around the 80 mark.

Sometimes when logistics are examined, a Pareto calculation may show up a ratio of 80–15 or 80–25. There is no need to panic about this as there is no requirement for the figures to add up to 100. The two figures measure different data sets, such as amount of sales versus number of clients. So, for example, 80–15 would mean 80% of sales coming from 15% of your customers, the remaining 20% of sales being made to 85% of clients.


Advantages

The 80–20 rule is a handy tool for making a quick assessment of almost any measurable logistic before going on to make a more in-depth calculation and assessment of the facts.


Disadvantages

Pareto’s Law is only a rule of thumb application and therefore must never be used as a stand-alone means of calculation. The principle is often misused. For example, it would be inaccurate to assume that if a solution to a problem fits 80% of cases it must be the right solution. There is a clear implication, instead, that the solution should need just 20% of available resources to solve all cases.


Dos and Don’ts
Do

Remember that Pareto’s Law is only a guide and rarely 100% accurate.

Carry out proper in-depth research to back up any findings produced by Pareto’s Law.

Don’t

Don’t make assumptions with Pareto’s Law and base important strategies or policies on basic findings.

Re: Unagreed Pareto/Performance Tool

29 Jul 2011, 12:11

ive been tested loads now ,every time there sneeky about it standing quietly behind me. most recent one was, just starting sorting ,eyes still half shut ,was a very light day ,didnt notice him behind me testing me . Well i was chatting to friend for first 25 seconds of test ,so i failed ,,just .Well all i heard was****** youve failed,,,,in front of everyone,,surely thats wrong ??
Last edited by POSTMAN on 29 Jul 2011, 12:44, edited 1 time in total.
Reason: Took your name out.

Re: Unagreed Pareto/Performance Tool

29 Jul 2011, 16:25

spoodoo wrote:ive been tested loads now ,every time there sneeky about it standing quietly behind me. most recent one was, just starting sorting ,eyes still half shut ,was a very light day ,didnt notice him behind me testing me . Well i was chatting to friend for first 25 seconds of test ,so i failed ,,just .Well all i heard was****** youve failed,,,,in front of everyone,,surely thats wrong ??


YES.

viewtopic.php?f=36&t=11602

HANDOUT 8

CAPABILITY CHECK FOR OPERATIONAL GRADE


Following the introduction of Individual Performance Standards, managers and employees should have a clear understanding of what the standards are and what is expected of them. Therefore there will not be a requirement to carry out formal performance checks on fully trained employees, giving managers the opportunity to focus on their principal leadership skills.

The only exception to this will be when an individual’s capability to meet the standard is brought into question due to the length of time they have been away from the task they are due to perform, e.g.: the individual has been performing other duties for a year and the use of a formal one minute check may indicate to the manager that they may require support or refresher training. Where a check is necessary in these circumstances, they should be carried out in the following way.

Please note: this is the only formal process for checking the work rate in respect of capability, which is acceptable both to RMSD and the CWU.

1. The individual is observed working below normal standard.
2. The Manager should approach the individual discreetly and discuss informally with the individual whether they are having any difficulties that are preventing them from working at the normal performance level.
3. Where appropriate carry out a formal one minute check that is applicable to the task being performed
4. Before starting each check, the manager should inform the employee what is happening, i.e. inform the individual when the check has started and that the number of items sorted in a one-minute period will be counted.
5. They should also make sure an adequate head of work is available and that no other known issues are likely to impact on the individual’s performance.
6. On completion of the check, the manager should again take the individual aside and tell them how they have performed. It is vital that this is handled sensitively.
7. Managers should take the opportunity to congratulate the employee where the standards are met.

Points to remember

If you feel an individual’s capability to meet the standard is brought into question;
Due notice should be taken if the employee is new to the area, a reserve, a triallist, a casual or perhaps on a special duty where allowances should be made.
Managers need to have a frank discussion, but be sensitive to the potential reaction and focus on helping employees to improve.
If there are concerns on either side about accuracy, a P40 check should be run as soon as possible.
It is vital to continue to support employees through coaching / counselling / additional training as appropriate.
Managers should be aware of the full range of support services available through the line manager, advice from the EHS on health/welfare issues and employment policy managers for personnel procedures.



So they failed on 2 counts.

Re: Unagreed Pareto/Performance Tool

30 Jul 2011, 13:39

cheers for that ,big help .

Re: Unagreed Pareto/Performance Tool

03 Aug 2011, 20:56

Problem is my area rep is useless dosen't have a clue and dosen't like taking thing's up furthure you ask him a question and get differnet answers all the time,

Re: Unagreed Pareto/Performance Tool

11 Aug 2011, 15:16

Dear Colleagues

Please see the email from Bob Gibson below on this matter.

Reps will recall that I sent out previously hard copies of info on this issue. Please remain vigilant and challenge all and any unagreed testing methods . Remember that only the IPS agreement holds the field and if anyone would like a copy please let me know. The concern is that as traffic volumes increase in the Autumn that management will start to pressure and bully members in the absence of putting in enough hours into delivery offices.

Keep in touch with your Area Rep for advice.

####

================================================================================================================================================================================================================

From: Bobby Gibson [mailto:BGibson@cwu.org]


Billy

I spoke with Rob Jenson this morning regarding Pareto following his visit to N. Ireland. He confirmed that the only process to be used is the National Agreement - Individual Performance Standards (IPS) and this will be dealt with sensitively. There will be no displaying of any information relating to any individuals performance. If performance issues are identified in line with IPS then this will dealt with through counselling and where necessary training. We also discussed IWT and he confirmed that the IWT is an office based performance measure and not a measure of individual performance.

I anticipate that this should resolve the problem. However if this proves not to be the case then let me know ASAP and also advise our members not to participate.

Regards

Bob Gibson CWU Assistant Secretary - Outdoor

Outdoor Postal Dept CWU HQ 150 The Broadway
Wimbledon London SW19 1RX
Tel: 0208 971 7276 Fax: 0208 254 8577
CWU Website: http://www.cwu.org/

http://www.cwu.org/assets/_files/docume ... e_Intr.pdf

================================================================================================================================================================================================================

Re: Unagreed Pareto/Performance Tool:Abuse of IWT

05 Aug 2012, 15:51

Following the introduction of Individual Performance Standards, managers and employees should have a clear understanding of what the standards are and what is expected of them. Therefore there will not be a requirement to carry out formal performance checks on fully trained employees, giving managers the opportunity to focus on their principal leadership skills.

Fully trained employees should NOT be subjected to checks unless they have been away from that type of task for some time. I don't know what it is with RM Managers who seem to have an unhealthy disregard for agreements and lack any faith in the commitment of the OPGs who report to them.

Re: Unagreed Pareto/Performance Tool:Abuse of IWT

05 Aug 2012, 16:08

Budfrog wrote:I don't know what it is with RM Managers who seem to have an unhealthy disregard for agreements and lack any faith in the commitment of the OPGs who report to them.


Well no-one likes to blame themselves for failure and it's not a wise career move to blame your superiors so that only leaves............the commitment of the OPGs who report to them.

Re: Unagreed Pareto/Performance Tool

11 Apr 2013, 21:34

POSTMAN wrote:It hasn't gone out as a LTB yet has it?


No. :left:

Re: Unagreed Pareto/Performance Tool:Abuse of IWT

18 Oct 2015, 00:14

Hello geezer,

Would you pass me the the Individual Performance Standards Agreement please

Many Thanks

Re: Unagreed Pareto/Performance Tool:Abuse of IWT

18 Oct 2015, 07:50

sharktc wrote:Hello geezer,

Would you pass me the the Individual Performance Standards Agreement please

Many Thanks



its in the link at the bottom of Geezers first post in the thread :Very Happy

Re: Unagreed Pareto/Performance Tool:Abuse of IWT

18 Oct 2015, 09:46

Thank you

Unagreed Pareto/Performance Tool:Abuse of IWT

11 Aug 2016, 18:38

Hey guys, I don't know if maybe I've gotten confused by this, but is this what the managers are talking about when they say traffic is lowest it's ever been and you should be finished early?

I've been double prepping a walk that the duty holder often claims overtime on, I should know as it worked with him for a while! The first day I was double prepping a manager kept overlooking me and writing on his notepad. I questioned this and they said that they were comparing me to the duty holder, first of all is that o.k? I felt extremely shocked and intimidated to be used as bait in a witch hunt against a guy who does the job as it should be done. I was told that my prepping time is faster and that this would be used against the duty holder, I come in on my time too and just do the prepping at a speed that I do it at.

But the my main question, I went over that first day and claimed the OT and as soon as I arrived the next morning I got the 'Why did you claim 15 minutes, the traffic was the lowest it's been in years'. They then said that they would show me the IWT in his office this morning to prove that traffic was low. They never did show me. Is this what this agreement is about, using traffic and IWT to monitor individual performances or have I been mistaken? Could I use this in my defence when the next harassment comes about?

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