Clean link...
https://www.myroyalmail.com/sites/defau ... ned%29.pdf
ANNOUNCEMENT : ALL OF ROYAL MAIL'S EMPLOYMENT POLICIES (AGREEMENTS) AT A GLANCE (Updated 2021)... HERE
ANNOUNCEMENT : PLEASE BE AWARE WE ARE NOT ON FACEBOOK AT ALL!
This Joint Statement has been produced to update everyone on our ongoing activity in regard to the resourcing, recruitment and retention strategy going forward.
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POSTMAN
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This Joint Statement has been produced to update everyone on our ongoing activity in regard to the resourcing, recruitment and retention strategy going forward.
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I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
-
POSTMAN
- SITE ADMINISTRATOR
- Posts: 32587
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: This Joint Statement has been produced to update everyone on our ongoing activity in regard to the resourcing, recruitment and retention strategy going forward.
https://www.cwu.org/ltb/ltb-415-21-reso ... cruitment/
LTB 415/21 – Resourcing and Recruitment
No. 415/21
1st October 2021
Dear Colleagues,
Resourcing and Recruitment
Further to LTB 248/21 published on 17th June 2021, colleagues will recall that the Joint Statement agreed between Royal Mail Group and the CWU heralded the commencement of an on-going process to evolve a joint resourcing and recruitment strategy to match our growth agenda, improve the opportunities for existing employees, create career paths and development opportunities and attract the next generation of postal workers.
These are very unusual times we are living in and we need to ensure that the policies of resourcing, recruitment and retention match the pace of change not only in our own Organisation, but also the wider challenges of the post-Brexit world.
Some solutions are required immediately and the attached Joint Statement seeks to respond to that challenge, as well as give local managers and representatives more autonomy to react to their staffing needs.
It is important to note that following this document, which reiterates the joint commitments from the June Joint Statement and outlines some new immediate changes, there will be on-going discussions about constantly evolving the recruitment, resourcing and retention strategy to ensure our performance expectations are met.
We hope the new adjustments, as detailed in the Joint Statement, provide speedier opportunities / options to support resourcing solutions at local level.
Given this is a moving piece of work, the DGS(P) Department will continue to have a dialog with the Postal National Officers and Executive going forward and we would welcome any feedback from colleagues in the field, which could assist our on-going discussion.
Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.
Yours sincerely,
Terry Pullinger
Deputy General Secretary (Postal)
LTB 415/21 – Resourcing and Recruitment
No. 415/21
1st October 2021
Dear Colleagues,
Resourcing and Recruitment
Further to LTB 248/21 published on 17th June 2021, colleagues will recall that the Joint Statement agreed between Royal Mail Group and the CWU heralded the commencement of an on-going process to evolve a joint resourcing and recruitment strategy to match our growth agenda, improve the opportunities for existing employees, create career paths and development opportunities and attract the next generation of postal workers.
These are very unusual times we are living in and we need to ensure that the policies of resourcing, recruitment and retention match the pace of change not only in our own Organisation, but also the wider challenges of the post-Brexit world.
Some solutions are required immediately and the attached Joint Statement seeks to respond to that challenge, as well as give local managers and representatives more autonomy to react to their staffing needs.
It is important to note that following this document, which reiterates the joint commitments from the June Joint Statement and outlines some new immediate changes, there will be on-going discussions about constantly evolving the recruitment, resourcing and retention strategy to ensure our performance expectations are met.
We hope the new adjustments, as detailed in the Joint Statement, provide speedier opportunities / options to support resourcing solutions at local level.
Given this is a moving piece of work, the DGS(P) Department will continue to have a dialog with the Postal National Officers and Executive going forward and we would welcome any feedback from colleagues in the field, which could assist our on-going discussion.
Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.
Yours sincerely,
Terry Pullinger
Deputy General Secretary (Postal)
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been.
My BFF Clash
The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.