LTB 695/18 Four Pillars Agreement/Culture
13th December 2018
Four Pillars Agreement/Culture
Branches will be aware that Section 3 of the Four Pillars Agreement relates to working environment and culture. As part of this, both parties committed to an independent evaluation of cultural change in respect of industrial relations, the working environment and employee wellbeing. It was agreed that this activity would take place once the Agreement had been embedded with particular focus on how both parties will jointly enable the cultural development at a local level going forward.
Following a presentation given to the Postal Executive and Divisional Representatives on 24th October 2018 from Lindsay Beresford (Head of Employee Experience), negotiations commenced to kick start the process and position both parties to deliver the commitments made within the Four Pillars Agreement.
During these talks it was recognised early on that it was important to jointly undertake a temperature check to assess what the culture was like in units across all functions throughout a wide geographical spread. Both parties therefore supplied names of Offices perceived as having good culture and names of Offices considered to have bad culture. This led to a joint list being agreed comprising of 62 units that are to be visited jointly (the list of agreed units is attached at Annex A).
Additionally a Joint Statement (Annex B) was endorsed by the Postal Executive at a meeting on 4th December 2018. This outlines the agreed process that will be adopted to support these visits. This will include being afforded a site information pack prior to each visit in order to establish a unit resource profile, key contacts, any change activity that is ongoing, the unit balanced scorecard, the full employee survey report and the results of the recent resourcing and quality checklist exercise. The central purpose however of these joint visits is to gain feedback about the culture in each particular unit which will require asking four main questions.
Branches will note that the first key question explains that “The core purpose of this exercise is to understand whether our people enjoy a work experience which they would be comfortable and proud for your own children, friends or relatives to work in and the reasons why they believe that this is the case”.
This is supplemented by a further three questions for the unit, asking whether any cultural change has been noticed since the 2018 Agreement, what is good about working for Royal Mail Group and what people would like to see changed.
The joint workplace culture visits will commence week commencing 14th January 2019 and conclude by Friday 22nd February 2019. The visits will be conducted by a nominated lead Divisional Representative/Fleet Representative and the relevant Business Director. Branches may wish to liaise with the below Divisional Representatives/Fleet Representatives who are leading on this initiative:
DIVISION DIVISIONAL REPRESENTATIVE
Scotland Rab Storrie
North East Steve Warren
North Wales/North West Paul Dugdale
Midlands Paul Kennedy
South Wales/South West Les Evans
South Central Paul Garraway
London John Simkins
Anglia Kevin Martin
South East Steve Wisely
DIVISION FLEET & MAINTENANCE REPRESENTATIVE
Scotland Crawford Johnston
Wales Mike Purnell
The Divisional Representatives/Fleet Representatives will now discuss with Royal Mail Group suitable dates for the visits to each particular unit/shift and ensure the preparatory information is available. A summary of the main points for each unit/shift will be discussed and agreed using the questionnaire pro-forma and e-mailed to firstname.lastname@example.org
by Friday 22nd February 2019. This information will then be used to inform the national cultural review discussions.
Ahead of this, Branches are further advised that CWU and Royal Mail Group’s respective communication teams are currently working to produce a high profile video featuring Sally Ashford (Group HR Director) and I, which will be launched week commencing 7th January 2019. To supplement this, joint posters and literature are currently being developed to support the workplace culture initiative and visits.
Finally, and in order to re-emphasise the fact that these joint high level workplace visits are an integral part of the workplace culture activity, I intend to visit a number of additional workplaces along with Sally Ashford.
Any enquiries in relation to this LTB should be addressed to the DGS(P) Department. Further updates will be provided to Branches in due course.
Deputy General Secretary (Postal)
18LTB695 -Four Pillars Agreement – Culture http://emails.cwu.org/t/d-l-niklyjl-ztkjiuyil-i/
Annex A Culture Visit List Final http://emails.cwu.org/t/d-l-niklyjl-ztkjiuyil-d/
Annex B – Culture Visit Overview Final Version (signed) http://emails.cwu.org/t/d-l-niklyjl-ztkjiuyil-h/
View Online http://emails.cwu.org/t/d-l-niklyjl-ztkjiuyil-k/