RMG/CWU BUSINESS RECOVERY, TRANSFORMATION AND GROWTH AGREEMENT:Data Use and Performance Management-streamline pay administration

[POSTMAN]

1. Introduction

The key principles below fully support the implementation of a new approach with regard to
the use of technology derived data and applies all Royal Group Limited employees including
Parcelforce and Fleet,
Both parties recognise that there are a range of existing agreements that relate to the
introduction of new technology and include references to the use of data. Whilst the
commitments in this agreement listed below revise the specific area of data use in those
agreements this does not supersede all other aspects.

• The greater use of technology will be crucial to the future success of the RMG and to
support its plans for growth, innovation, fairer and more manageable workloads,
improved efficiency and providing customers with the level of services they require
today and in the future.
• It is agreed that all individuals have a right to privacy at work and it is accepted that
there is a mutual obligation of confidence and trust applied to every contract of
employment and that all parties should act in a way so as not to break that
relationship.
• It is recognised that the use of new technology/data may increase levels of visibility
and RMG recognise the need for this to be introduced in a way that is supportive,
allays concerns and gains the support of employees.
• RMG also confirm that technology/ data will not replace the need for consultation and
negotiation as outlined in the Industrial Relations Framework. Therefore, the use of
technology is designed to support more informed discussions between RMG and
CWU and not replace them in any shape or form.
• Technology and data will be used to understand workplace and individual
performance in a fair, and consistent way. It will also help support the identification of
potential operational improvements. This approach will include formalising and
enhancing the role of workplace coaches to focus support where it is needed with an
emphasis on solving the vast majority of performance concerns informally via peeron-
peer support and coaching.
• Individual performance data will not be displayed in unit or work areas or through the
use of league tables.

RMG commits and gives assurances that will cover the use of data and any impact on
employees as follows: -
o Technology/data will not be used to de-humanise the workplace.
o Technology/data will not be used to track individuals in real time.
o Where technology/data replaces a manual system, any process supported by the
manual system will in future be supported by the new technology.
o Technology/data will be used to complement, inform, and enhance along with all
other factors, the existing resourcing processes, including manager, CWU rep and
employee conversations.
o Technology/data will replace outdated and inconsistent manual methods of
information gathering and provide the underlying insight to improve current
processes including resourcing.
o Both parties recognise care needs to be taken to ensure we build a positive and
supportive workplace culture. All data will be used in compliance with Royal Mails
GDPR obligations.
o Individual data will be used for coaching purposes in a supportive manner.
In exceptional circumstances where a serious incident or accident has
occurred which may be a potential gross misconduct issue, relevant data
may be used. Where this is the case managers will explain the reasons to
the individual; including what, why, and how the information or data has
been used in that relevant investigation.

2. Performance

Supporting employees to be able to perform at their best whilst at work is essential. Postal
workers are the greatest asset and allowing them to be the creators of value for Royal Mail is
critical for the business’ success. Royal Mail will ensure all our employees, including
managers, understand what’s expected of them and it is Royal Mail’s responsibility to ensure
they have the skills, resources and support they need to succeed, which in turn will allow postal
workers to operate with greater autonomy and be accountable for their work.
To be able to achieve both parties agree culture, trust, language, individual responsibility,
line manager responsibility, fairness and consistency all play a part, along with having
positive conversations and putting the appropriate training and support in place at the right
time.
Both parties will work together to design and implement a suitable and consistent
performance procedure (to replace the 1980 Non-Culpable Improvement process) by end of
July 2023, taking feedback on best practice from ACAS. Prior to the deployment of a new
process Royal Mail and CWU will ensure all managers and CWU reps are fully trained and a
thorough communications plan to employees is rolled out.
Royal Mail’s focus will be to treat individuals fairly and respectfully where performance
issues are identified. Royal Mail’s approach at all times will be to support and coach
individuals to improve and to give reasonable time to do so. This will be done with the help
and support of the workplace coach.

3. Pilot Approach – New PDA APP/Tile

Royal Mail is launching a new APP/Tile on the PDA for the access of frontline delivery staff.
In developing a new approach both parties agree to the pilot of a new “my performance”
app/tile on the PDAs that will push walk/route-based safety & customer information directly
to OPG’s with the objective of raising awareness of individual contribution and initiate
support where it is required through the workplace coach.
The CWU will be fully involved within the pilot and ongoing activity, which will be carried out
in line with the commitments, principles and the spirit of this agreement including the use of
any data derived through the App as outlined above.
This Pilot is aimed at ensuring positive and ongoing conversations in regard to enabling
higher levels of customer service and business performance with employees through the use
of the data and technology.
The Pilot will aim to ensure higher levels of customer service and business performance,
enabled through the use of technology there will be a joint review to explore the potential for
the App to support reward mechanisms, fully taking into account frontline staff feedback.

4.Opportunities to streamline pay administration
A joint trial will be initiated to evaluate how the attendance time data arising from the
deployment of Scan in Scan Out technology could support a streamlined feed of attendance
data to payroll to simplify and reduce the amount of back-office activity involved in pay
administration.
Any changes will only be via local management intervention and there will be no auto
deduction of contractual pay, allowances, Scheduled Attendance, overtime (e.g., where a
(verbal) contract for overtime pay has been agreed with the manager prior to commencement).

[sindba]

new “my performance”
app/tile on the PDAs that will push walk/route-based safety & customer information directly
to OPG’s with the objective of raising awareness of individual contribution and initiate
support where it is required

This is proper sinister s**t.

In practice it's going to mean your PDA bleeping at you to tell you that you're off route or falling behind schedule.

Followed by a "supportive" chat from your manager the next day.

[enskied]

A total climb down by the Union on monitoring our ever second on delivery.
It's a shocker .

[Spartacus]

Sounds horrendous.

[guardianangel]

Supportive my ass ,people have been pulled in and grilled on what they have been doing,the cwu are so out of touch,or do both parties agree to ignore the agreement,absolute shitehouses.

[Flashman_]

This is possibly the sinister and damaging revelation to come out of this process. WTF is the Union playing at accepting this.

The thing about pay the PDA and pay sounds like they will not automatically give pay for finishing late on the app, but will be taking it for any time you are late or finish a fraction early.

[77SAMPOST77]

Voting no is a must for this terrible deal .

[Barnacle]

So is the My Perfornance part of the PDA still a pilot or did they decide to ignore negative feedback and introduce it as My Doorstep?

[scoobydo79]

FFS!! What’s next a tag around our ankles?