Non letters members should boycott ballot

[MinisterofCucumber]

Why are the rest of us not in letters only being ballotted on the MtSF change?

The agreement clearly states that World Class Performance will be introduced and this includes raising productivity:

"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 practises and consistent with national agreements".

All members not in letters should boycott this ballot.

[Martin Walsh]

Why are the rest of us not in letters only being ballotted on the MtSF change?

The agreement clearly states that World Class Performance will be introduced and this includes raising productivity:

"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 practises and consistent with national agreements".

All members not in letters should boycott this ballot.

Very well thought out. Why would you boycot a ballot it will have no influence on the ballot on the 2010 and beyond agreement.

By boycoting the vote you will have given up your right to vote on the changes to te vr caluculation and criteria from October. Do you agree seniority shoud be the sole criteria and do you believe in pension enhancemet of 37.5 % of their prespecive service.

Your not voting is a gimmick nothing will change as result only that you have not had your say.

[pickaname]

Why are the rest of us not in letters only being ballotted on the MtSF change?

The agreement clearly states that World Class Performance will be introduced and this includes raising productivity:

"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 practises and consistent with national agreements".

All members not in letters should boycott this ballot.

Very well thought out. Why would you boycot a ballot it will have no influence on the ballot on the 2010 and beyond agreement.

By boycoting the vote you will have given up your right to vote on the changes to te vr caluculation and criteria from October. Do you agree seniority shoud be the sole criteria and do you believe in pension enhancemet of 37.5 % of their prespecive service.

Your not voting is a gimmick nothing will change as result only that you have not had your say.

By your own admission this crud will go through anyway so really whats the point in voting and/or being a member of the union at all.

CWU - The new enemy within.

[MinisterofCucumber]

Dingo,

Will the 10% performance standard be applied across the whole of RM group?

[cookie1962]

pickaname,couldnt agree more. Whats the point of being in a union who make an agreement that forces later days,more work on one part of the workforce but gets the whole workforce to vote on it?

[Big Daz]

Dingo,

Will the 10% performance standard be applied across the whole of RM group?

What leads you to think its a RMG iniative and not a RML only

Dosent everyone refer to RML staff and not RMG staff

Other than MTSF changes applying to the whole group the rest of the proposals are RML (rather than RMG) and CWU. The words this will apply to PF POL GLS are not in the proposed agreement.

[Martin Walsh]

Dingo,

Will the 10% performance standard be applied across the whole of RM group?

No it does not mean that. Look for Royal Mail letters Royal Mail already have league tables on IPS , Prep , delivery , items per gross hour worked and cost per item. They know where they believe people are working harder then other units and this is why over the last few years budgets have varied across the country with the highest budget savings in London and the lowest in the North East.

What this agreement does is that it allows the union to remove these unagreed performance measures and agree the planning values for testing an offices performance both under the roof and over the ground. Where we have a disagreement over planning values then both parties will agree to test in a live enviorment ie a delivery office. For example we know that unless the A Plus is correct then the amount of walk sequencing rejects an office get is alarming and of course the mist system persumes they are mech and go straight to the walk when in reality they need to be IPS and therefore this work is unrecorded and on paper states an office is not working as hard as they really are.

Equally the agreement states that : THERE ARE A RANGE OF PERFORMANCE LEVELS IN ROYAL MAIL ACROSS THE COUNTRY. BOTH PARTIES RECOGNISE THE NEED TO FULLY UNDERSTAND THE REASONS WHY AND TAKE ACTION TO NARROW THIS BROAD RANGE.

BOTH PARTIES ACCEPT THAT TO UNDERPIN THIS ACTION , EMPLOYEES, MANAGERS AND UNION REPS NEED TO FULLY APPRECIATE THE CONTEXT IN WHICH THE BUSINESS OPERATES AND THE CHALLENGES WE FACE. 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 TEN PER CENT PERFROMANCE CONSISTANT WITH GOOD EMPLOYMENTS POLICY , APPROPRIATE EQUIPMENT , SAFE WORKING PRACTICES AND CONSISTANT WITH NATIONAL AGREEMENTS.

These are important safeguards as if Royal Mail have the top ten per cent of offices who have more than a 75/25 split then they cannot compare that office with an office which has maybe a 90/10 per cent split. Plus if an office uses their cars and come in before their time then they is not using the appropriate equipment or working safe.

Look how can a union argue about a firm in crisis wanting all staff to work at the same productivity levels through out the UK ? Providing those levels are fair , that they are comparing on a like for like basis and that they are in line with our agreements. Did we not all pass the same sorting test when we joined the industry of of 300 cards in 20 mins with a 99% accuracy ?

The fact is that the crucial part of this is that the measurement system must be fair , for instance if I working in an office with an 100 walks then it is going to take me a lot longer to clear in my own walk as there will be a lot more IPS frames and there will be a number of bag frames and there will be a secondary sort. So it is completely different from an office with only 20 walks.

The workshops start today on the standards and hopefully will agree what needs to be tested in a live enviorment.

Now MInster this agreement has nothing to do with you in POL apart from the MTSF terms. This agreement and it states it on page 2 of the agreement covers employees in CWU reprsented grades in Royal Mail letters operations , Logistics and Network , Engineers , Fleet maintenance services and Royal Mail international.

Royal Mail group including the part you work in has no such agreement. If and when Royal Mail decide that they want to now move to the top 10 in cash handling then you obviously will have an input and a vote on any future agreement. But in the mean time it does not apply.

One last thing anyone who has been in the industry for a bit of time will recall the performance bonus scheme in 1999 where the aim was to get offices to 100DPMS effective perfrmance as we have offices at 54EP and offices at 130EP. That agreement never produced an aliegnment as the union got involved in the DPMS measurement system and changed it to the point where Royal Mail dumped the DPMS system as it was not producing the savings they then wanted. The two union people who was involved in making sure the DPMS system was fair was a younger Dave Ward and an area rep from Cambridge who is an expert at measurement systems Paul Chapman.

So you see when the union get involved in mesurement systems we can and do have a big impact. Paul Chapman will be at the workshops this week to assist the union.