Dear Colleague
Network 2010 Revisions
Further to LTB 513/10 published on the 9th June 2010 I am pleased to report that we now have an agreed approach to the 2010 revisions as committed to in the National Transformation Agreement.
Both parties have reflected on the manner in which these revisions first announced themselves and the rather negative and traditional manner in which we responded. As a consequence we challenged each other, in recognition that new relationships will take time to evolve, to lead on this issue and demonstrate to all that we are approaching our challenges in a different and positive way.
Against that backdrop the result of that exercise has produced the attached ‘Joint Statement’ which responds to the immediate challenge and positions us to jointly shape the approach and policies for 2011 and 2012.
The ‘Joint Statement’ essentially describes an immediate information gathering exercise conducted at pace. The aspiration is that people will work positively together with a sense of urgency so that we may jointly at all levels find the best way to honour our respective commitments as defined in the ‘Transformation Agreement’, deploy the Network 10 review and trigger the £200 lump sum to Network Drivers.
We fully appreciate that the immediate activity may cause some feelings of anxiety but we have no choice, the ‘Transformation Agreement’ set very testing timescales and we have to respond. However, the approach detailed in the ‘Joint Statement’ for these 2010 reviews is designed to reassure everybody that this is a joint effort at all levels and that the support structure is there to help us all find the best solution whilst delivering on what we agreed.
Please ensure that you discuss the ‘Joint Statement’ with your local manager and ensure that you start the process immediately and consistent with the spirit and intent of joint co-operation which is self-evident in the document.
Any enquiries in relation to this LTB should be addressed to Terry Pullinger, Assistant Secretary, email dwyatt@cwu.org, quoting reference 233.
Yours sincerely
Terry Pullinger
Assistant Secretary
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LB: 573/10 Network 2010 Revisions
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POSTMAN
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LB: 573/10 Network 2010 Revisions
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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: 32669
- Joined: 07 Aug 2006, 03:19
- Gender: Male
Re: LB: 573/10 Network 2010 Revisions
NETWORK 2010 JOINT STATEMENT
INTRODUCTION
The Business Transformation 2010 & Beyond Agreement committed both Royal Mail and CWU to work together to transform business operations and also the poor industrial relations which have increasingly damaged customer confidence. The agreement builds upon the foundations of a joint commitment to forge positive and constructive working relationships between Royal Mail Logistics and CWU. This will promote strategic involvement at all levels to develop a mutual interest culture. This foundation allows for genuine CWU input into the formulation of Royal Mail policy prior to decisions being finalised in order to take account of both business and employee needs.
BACKGROUND
The introduction of the Business Transformation 2010 & Beyond Agreement provides for a different approach to that which has previously prevailed. However, it is recognised that we have a very stretching challenge to deploy Network 2010 against the timescales contained in the agreement. Against that backdrop and with a firm commitment to introduce a new way of joint working for the reviews in 2011 and 2012, we have agreed to a unique solution to move the 2010 review forward with pace.
Royal Mail Network have run a ‘Paragon’ based revision which in its purest form produces a national route design based on maximum efficiency. However the CWU believe that additional runs of ‘Paragon’ should be produced factoring in a range of employee aspirations and Q of S in line with existing agreements. This would produce a number of options regarding the design of future national network revisions However, time is against us for 2010 in respect of re-running Paragon or defining the inputs to the planning process, so the following exceptional approach has been agreed.
THE PROCESS
The process will be conducted over 4 stages.
1.A non binding preference exercise and local analysis/information gathering and feedback to commence with immediate effect.
2.The Working group to carry out generic analysis of local feedback / and support development of local, area and national scope/solutions.
3.Working Group presentation to NNSG (National Network Steering Group) for ratification/agreement of deployment process/timescales.
4.Working group commence work on future national network revision process and approach for recommendation to NNSG.
Throughout the review process, activities and outputs will be consistent with the commitments contained within the Professional Drivers Agreement i.e. drivers hours, reorganisations etc.
The current Paragon outputs for 2010 will be considered as a ‘first cut’ start point for revision analysis.
Both parties confirm that no final decision has been made as this is still in the planning stage, however what is now required is a detailed picture of potential. Our joint conclusion on how to develop that picture is to instigate a local, area and national joint involvement programme to understand the possible implications and opportunities presented by the Paragon ‘first cut’ out-puts.
Stage One:
A non binding preference exercise will be run in units where there may be a need for voluntary redundancy, depending on the structure of the final national network.
Local managers, local planners and CWU representatives will meet to review Paragon outputs for N2010 and will consider the implications for their unit and Area. The joint local analysis should consider the Paragon ‘first cut’ outputs against current arrangements plus known variations such as Mail Centre closures etc.
This review will consider potential problems and possible solutions across all areas of concern. This could include:
Current actual staffing levels and earnings aspirations based on local office average.
Local attendance aspirations, rotates/fixed attendances, earnings, maximum 48hr attendance, weekend working etc.
Current staffing profile, i.e. directly employed, agency etc.
Other work streams/VOC commitments i.e. British Gas, D2D, Collections, DO Feeders RCN Feeders/Trunkers, Flexing, STL Network, cage/york repatriation.
Local fleet profile, i.e. vehicle type etc.
To be absolutely clear this joint activity at local level is not to discuss formal proposals at this stage, it is an information gathering process to inform the national discussions on opportunities and risks.
It is anticipated that this process should be concluded as quickly as possible with a latest completion date of Friday 9th July. All parties will be available and released for the duration of the exercise in line with existing agreements in order for this activity to take place at pace.
Stage Two:
The Network Working Group will then collate all local information and look to develop solutions taking into account the full range of issues.
The development of the 2010 network revisions approach will consider all potential solutions including area approaches to resolve key inhibitors to a speedy deployment. Both parties commit to consider each others legitimate interests and concerns to achieve a mutual interest solution as detailed in existing agreements.
The recommendation will then be discussed at the NNSG to ratify the process, define timescales for deployment, and determine communications for the 2010 Network revisions.
Stage Three:
Local negotiations will commence in line with existing agreements as soon as possible. The National Working Group will support this process and be available to help as required.
A traffic light process will be deployed to monitor progress and identify at the earliest opportunity potential problem sites. The implementation of the 2010 revisions at all sites will take place at pace as coordinated by the NWG.
This negotiation process should be concluded at pace assuming that local managers, planners and CWU reps will be fully released for the period of the exercise.
Re-signs will then commence at all sites to be concluded at pace. The deployment of the new duty set will trigger authorisation of the £200 lump sum payment in line with the Business Transformation 2010 & Beyond Agreement.
Stage Four:
The Network Working Group will be commissioned to commence a review of how Network reviews for 2011 and beyond will be structured and planned. This will work concurrently with the above process with a target output produced in September.
The methodology for this piece of work will be based on the ACAS guide to problem solving and will allow relevant expertise to used where the NWG agree it would be beneficial.
When a joint recommendation has been developed it will be jointly presented to the NNSG for ratification.
________________________ ________________________
Phil A Murphy Terry Pullinger
Network Director CWU
Date: 25.6.10
INTRODUCTION
The Business Transformation 2010 & Beyond Agreement committed both Royal Mail and CWU to work together to transform business operations and also the poor industrial relations which have increasingly damaged customer confidence. The agreement builds upon the foundations of a joint commitment to forge positive and constructive working relationships between Royal Mail Logistics and CWU. This will promote strategic involvement at all levels to develop a mutual interest culture. This foundation allows for genuine CWU input into the formulation of Royal Mail policy prior to decisions being finalised in order to take account of both business and employee needs.
BACKGROUND
The introduction of the Business Transformation 2010 & Beyond Agreement provides for a different approach to that which has previously prevailed. However, it is recognised that we have a very stretching challenge to deploy Network 2010 against the timescales contained in the agreement. Against that backdrop and with a firm commitment to introduce a new way of joint working for the reviews in 2011 and 2012, we have agreed to a unique solution to move the 2010 review forward with pace.
Royal Mail Network have run a ‘Paragon’ based revision which in its purest form produces a national route design based on maximum efficiency. However the CWU believe that additional runs of ‘Paragon’ should be produced factoring in a range of employee aspirations and Q of S in line with existing agreements. This would produce a number of options regarding the design of future national network revisions However, time is against us for 2010 in respect of re-running Paragon or defining the inputs to the planning process, so the following exceptional approach has been agreed.
THE PROCESS
The process will be conducted over 4 stages.
1.A non binding preference exercise and local analysis/information gathering and feedback to commence with immediate effect.
2.The Working group to carry out generic analysis of local feedback / and support development of local, area and national scope/solutions.
3.Working Group presentation to NNSG (National Network Steering Group) for ratification/agreement of deployment process/timescales.
4.Working group commence work on future national network revision process and approach for recommendation to NNSG.
Throughout the review process, activities and outputs will be consistent with the commitments contained within the Professional Drivers Agreement i.e. drivers hours, reorganisations etc.
The current Paragon outputs for 2010 will be considered as a ‘first cut’ start point for revision analysis.
Both parties confirm that no final decision has been made as this is still in the planning stage, however what is now required is a detailed picture of potential. Our joint conclusion on how to develop that picture is to instigate a local, area and national joint involvement programme to understand the possible implications and opportunities presented by the Paragon ‘first cut’ out-puts.
Stage One:
A non binding preference exercise will be run in units where there may be a need for voluntary redundancy, depending on the structure of the final national network.
Local managers, local planners and CWU representatives will meet to review Paragon outputs for N2010 and will consider the implications for their unit and Area. The joint local analysis should consider the Paragon ‘first cut’ outputs against current arrangements plus known variations such as Mail Centre closures etc.
This review will consider potential problems and possible solutions across all areas of concern. This could include:
Current actual staffing levels and earnings aspirations based on local office average.
Local attendance aspirations, rotates/fixed attendances, earnings, maximum 48hr attendance, weekend working etc.
Current staffing profile, i.e. directly employed, agency etc.
Other work streams/VOC commitments i.e. British Gas, D2D, Collections, DO Feeders RCN Feeders/Trunkers, Flexing, STL Network, cage/york repatriation.
Local fleet profile, i.e. vehicle type etc.
To be absolutely clear this joint activity at local level is not to discuss formal proposals at this stage, it is an information gathering process to inform the national discussions on opportunities and risks.
It is anticipated that this process should be concluded as quickly as possible with a latest completion date of Friday 9th July. All parties will be available and released for the duration of the exercise in line with existing agreements in order for this activity to take place at pace.
Stage Two:
The Network Working Group will then collate all local information and look to develop solutions taking into account the full range of issues.
The development of the 2010 network revisions approach will consider all potential solutions including area approaches to resolve key inhibitors to a speedy deployment. Both parties commit to consider each others legitimate interests and concerns to achieve a mutual interest solution as detailed in existing agreements.
The recommendation will then be discussed at the NNSG to ratify the process, define timescales for deployment, and determine communications for the 2010 Network revisions.
Stage Three:
Local negotiations will commence in line with existing agreements as soon as possible. The National Working Group will support this process and be available to help as required.
A traffic light process will be deployed to monitor progress and identify at the earliest opportunity potential problem sites. The implementation of the 2010 revisions at all sites will take place at pace as coordinated by the NWG.
This negotiation process should be concluded at pace assuming that local managers, planners and CWU reps will be fully released for the period of the exercise.
Re-signs will then commence at all sites to be concluded at pace. The deployment of the new duty set will trigger authorisation of the £200 lump sum payment in line with the Business Transformation 2010 & Beyond Agreement.
Stage Four:
The Network Working Group will be commissioned to commence a review of how Network reviews for 2011 and beyond will be structured and planned. This will work concurrently with the above process with a target output produced in September.
The methodology for this piece of work will be based on the ACAS guide to problem solving and will allow relevant expertise to used where the NWG agree it would be beneficial.
When a joint recommendation has been developed it will be jointly presented to the NNSG for ratification.
________________________ ________________________
Phil A Murphy Terry Pullinger
Network Director CWU
Date: 25.6.10
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.