2010 repicks

[boohoo]

i`ve heard in our office that repicks is a total office repick even if dutys are not changing. if you are getting a driving allowance but you were displaced but given a duty with simular content and start time how will this affect the repick.

[boohoo]

ok thanks for that,

[hj4k]

i`ve heard in our office that repicks is a total office repick even if dutys are not changing. if you are getting a driving allowance but you were displaced but given a duty with simular content and start time how will this affect the repick.

You need a certain percentage of rounds to change in order to qfy for a resign. Everyone will have one once the wsm revisons have been done, it`ll be varied as will the wsm revisions

What if someones duty does not change after a georoute revision? Would the dutyholders walk be exempt from going into the pot?

[fishtank]

What if someones duty does not change after a georoute revision? Would the dutyholders walk be exempt from going into the pot?

Yes,but it's very unlikely that with the kind of revisions involved many duties will escape change altogether.

[Pinky 1]

What if someones duty does not change after a georoute revision? Would the dutyholders walk be exempt from going into the pot?

Yes,but it's very unlikely that with the kind of revisions involved many duties will escape change altogether.

Not in our office ft. Once the percentage figure is hit for a resign, all the duties go into the pot.

[fishtank]

Not in our office ft. Once the percentage figure is hit for a resign, all the duties go into the pot.

PROVISIONS
1. All new or significant altered duties will be advertised in the re-sign. These duties will be signed for on the
basis of seniority, with due regard to exceptional/special circumstances.
2. Individuals whose duties are unchanged, may opt to retain them, but will also have the option of applying for
any of the jobs involved in the re-sign. (See paragraph 2.3).
3. Defined specialist duties should not be included in re-signs because they are resourced as per Section 15 of
the Way of Working Agreement.
4. On completion of the resign, part-timers will be able to apply for full time jobs that are left vacant by full time
employees, contracted to 41.5 or 40 hours. Exceptionally, part timers who have been in their current role for
less than 12 months will also be able to apply. Full time employees must not be left without a job as a result of
a resign.
5. Employees should not be included in a re-sign unless they have completed 12 months on the previous duty
they selected. The only exceptions to this are where:
.Their duty has significantly altered as defined in "Change Criteria" .New duties, above the previous template,
have been advertised.
.The individual was placed into their current duty on appointment or due to consequential vacancy, following a
previous re-sign.
.Less than 12 months have elapsed since the last Office/Unit re-sign.
.For specialist jobs, for which the applicant has been trained.
.As a result of serious personal or domestic reasons.
6. Where there is surplus following the completion of a re-sign, the provisions of the "Managing the \Surplus
Framework Agreement" must be observed.
7. Where there are likely to be high numbers of vacancies/consequential vacancies, remaining at the conclusion
of a re-sign, the planning process should be actioned to achieve the required resource in the same timescale as
the re-sign wherever possible.

CHANGE CRITERIA
The following criteria should be applied to determine which duties have been significantly changed and are
proper to be included in the re-sign:
.the duty/work content has changed by at least 25% e.g. from Mech. to manual or vice versa
.the duty has changed from indoor work to outdoor work or vice versa (staff employed on loading
bay/platform duties will be classed as outdoor)
.the shift or skill allowance applicable to a duty has changed, either up or down
.there has been a change in the duty holder's opportunity to sign for Scheduled Attendance, e.g. change in
driving content to over four hours
.the attendance start or finish time has changed by 30 minutes or more. So that the duty holder's personal or
domestic circumstances prevent them from attending at the new time or finishing at the new time-
.new duties should also be added to those identified as significantly changed, when considering whether there
has been a third of the total duties affected.

[roger]

Not in our office ft. Once the percentage figure is hit for a resign, all the duties go into the pot.

PROVISIONS
1. All new or significant altered duties will be advertised in the re-sign. These duties will be signed for on the
basis of seniority, with due regard to exceptional/special circumstances.
2. Individuals whose duties are unchanged, may opt to retain them, but will also have the option of applying for
any of the jobs involved in the re-sign. (See paragraph 2.3).
3. Defined specialist duties should not be included in re-signs because they are resourced as per Section 15 of
the Way of Working Agreement.
4. On completion of the resign, part-timers will be able to apply for full time jobs that are left vacant by full time
employees, contracted to 41.5 or 40 hours. Exceptionally, part timers who have been in their current role for
less than 12 months will also be able to apply. Full time employees must not be left without a job as a result of
a resign.
5. Employees should not be included in a re-sign unless they have completed 12 months on the previous duty
they selected. The only exceptions to this are where:
.Their duty has significantly altered as defined in "Change Criteria" .New duties, above the previous template,
have been advertised.
.The individual was placed into their current duty on appointment or due to consequential vacancy, following a
previous re-sign.
.Less than 12 months have elapsed since the last Office/Unit re-sign.
.For specialist jobs, for which the applicant has been trained.
.As a result of serious personal or domestic reasons.
6. Where there is surplus following the completion of a re-sign, the provisions of the "Managing the \Surplus
Framework Agreement" must be observed.
7. Where there are likely to be high numbers of vacancies/consequential vacancies, remaining at the conclusion
of a re-sign, the planning process should be actioned to achieve the required resource in the same timescale as
the re-sign wherever possible.

CHANGE CRITERIA
The following criteria should be applied to determine which duties have been significantly changed and are
proper to be included in the re-sign:
.the duty/work content has changed by at least 25% e.g. from Mech. to manual or vice versa
.the duty has changed from indoor work to outdoor work or vice versa (staff employed on loading
bay/platform duties will be classed as outdoor)
.the shift or skill allowance applicable to a duty has changed, either up or down
.there has been a change in the duty holder's opportunity to sign for Scheduled Attendance, e.g. change in
driving content to over four hours
.the attendance start or finish time has changed by 30 minutes or more. So that the duty holder's personal or
domestic circumstances prevent them from attending at the new time or finishing at the new time-
.new duties should also be added to those identified as significantly changed, when considering whether there
has been a third of the total duties affected.

The MTSF overides some of that.

[Pinky 1]

Not in our office ft. Once the percentage figure is hit for a resign, all the duties go into the pot.

PROVISIONS
1. All new or significant altered duties will be advertised in the re-sign. These duties will be signed for on the
basis of seniority, with due regard to exceptional/special circumstances.
2. Individuals whose duties are unchanged, may opt to retain them, but will also have the option of applying for
any of the jobs involved in the re-sign. (See paragraph 2.3).
3. Defined specialist duties should not be included in re-signs because they are resourced as per Section 15 of
the Way of Working Agreement.
4. On completion of the resign, part-timers will be able to apply for full time jobs that are left vacant by full time
employees, contracted to 41.5 or 40 hours. Exceptionally, part timers who have been in their current role for
less than 12 months will also be able to apply. Full time employees must not be left without a job as a result of
a resign.
5. Employees should not be included in a re-sign unless they have completed 12 months on the previous duty
they selected. The only exceptions to this are where:
.Their duty has significantly altered as defined in "Change Criteria" .New duties, above the previous template,
have been advertised.
.The individual was placed into their current duty on appointment or due to consequential vacancy, following a
previous re-sign.
.Less than 12 months have elapsed since the last Office/Unit re-sign.
.For specialist jobs, for which the applicant has been trained.
.As a result of serious personal or domestic reasons.
6. Where there is surplus following the completion of a re-sign, the provisions of the "Managing the \Surplus
Framework Agreement" must be observed.
7. Where there are likely to be high numbers of vacancies/consequential vacancies, remaining at the conclusion
of a re-sign, the planning process should be actioned to achieve the required resource in the same timescale as
the re-sign wherever possible.

CHANGE CRITERIA
The following criteria should be applied to determine which duties have been significantly changed and are
proper to be included in the re-sign:
.the duty/work content has changed by at least 25% e.g. from Mech. to manual or vice versa
.the duty has changed from indoor work to outdoor work or vice versa (staff employed on loading
bay/platform duties will be classed as outdoor)
.the shift or skill allowance applicable to a duty has changed, either up or down
.there has been a change in the duty holder's opportunity to sign for Scheduled Attendance, e.g. change in
driving content to over four hours
.the attendance start or finish time has changed by 30 minutes or more. So that the duty holder's personal or
domestic circumstances prevent them from attending at the new time or finishing at the new time-
.new duties should also be added to those identified as significantly changed, when considering whether there
has been a third of the total duties affected.

Tell me, is this quoted from the 2010 and beyond agreement, or is this an older agreement ?

[fishtank]

It's from resourcing jobs-the way forward and some of it has been "re-interpreted" in MTSF but not the part about unaffected duties being able to opt-out of a re-pick.

[magic_cuppa]

Sounds great, This year I will have been a leave reserve for six years. So when they shut down the MC I work in, sounds like I wont stand a chance in a re-pick?

[Big Daz]

4. On completion of the resign, part-timers will be able to apply for full time jobs that are left vacant by full time
employees, contracted to 41.5 or 40 hours. Exceptionally, part timers who have been in their current role for
less than 12 months will also be able to apply. Full time employees must not be left without a job as a result of
a resign.

So if there is less FT staff that there are FT duties when the revision has been completed, PT staff can apply for FT role.

[magic_cuppa]

Thats just the point though I think, a part timer can apply for a full time duty after all full time emploees have had there pick. Which is fair enough. However if Im only given a part time duty it may not be worth travelling how ever many miles just to do a 4 hour shift. If I'm still a reserve after a re-pick, I guess it wont be as bad, I'll still get to cover full time duties. Its just a ball ache not knowing your work hours.

Also I think they are counting on a lot of part timers to leave when they shut places down. Im not even going to guess at how many may leave through early retirement or whatever.

So am I right in assuming that a part timer or reserve who has more seniority than a full timer wont get a duty over the full timer?

[TrueBlueTerrier]

Thats just the point though I think, a part timer can apply for a full time duty after all full time emploees have had there pick. Which is fair enough. However if Im only given a part time duty it may not be worth travelling how ever many miles just to do a 4 hour shift. If I'm still a reserve after a re-pick, I guess it wont be as bad, I'll still get to cover full time duties. Its just a ball ache not knowing your work hours.

4 hour shift - unless your current contract is a 20 hour a week one they cant cut your contractual hours without your agreement.

Also I think they are counting on a lot of part timers to leave when they shut places down. Im not even going to guess at how many may leave through early retirement or whatever.

Yep. I think a lot will agree with you.

So am I right in assuming that a part timer or reserve who has more seniority than a full timer wont get a duty over the full timer?

Correct - unless the FT willingly opts for a PT hours and they then go back into the seniority list beneath you. However being a reserve has no bearing on seniority only contractual hours and date of joining do.

[magic_cuppa]

Yes, my contract hours are 20 hours a week. But usualy I'm working 40 hours a week covering duties due to A/l or s/L, or in the past duties that they keep unfilled but hand the hours out as overtime. Only getting half of certain bonus payments despite working pretty much full time every week.

Just have to wait and see how it all pans out, could end up better off could end up worse.

[Big Daz]

If the revision shows that more FT staff are needed and PT staff wish to go FT, I would recomend you change them over and then put them in the repick with current FT. Its possible that some PT's are senior to some FT's , thats certainly the case in my D.O although I doubt they wish to go FT. There are PT because that suits them.