Indoor workload tool??

[Big Daz]

Could be a rep with full scale IWT training

[fishtank]

After reading his post i know one thing.....he's not our planner.

[goinpostal]

Red Hering. At the end of the day people can only do what they can do in a set time. You cant put a square peg into a round hole.

er isn't that what RM always does?!

[dre33dd]

and i forgot to ask
will a resign be on the cards after a tabletop revision??
only things that have changed really are start times and a bit of delivery here and there
cheeers ears

[clashcityrocker]

After reading his post i know one thing.....he's not our planner.

But he might be mine - we were wondering why he hadn't turned up yet.

[POSTMAN]

and i forgot to ask
will a resign be on the cards after a tabletop revision??
only things that have changed really are start times and a bit of delivery here and there
cheeers ears

Chances are yes,but tbf it depends on what you guys vote for.

[ninja]

is there such a thing as full IWT training.

Perhaps I should show you how to improve your performance with out losing any hours.

RESIGNS.

First point the aim of the wayforward agreement was to restrict the amount of resigns you would have going forward. To be technical you would need to replot roughly 75% of your walks in order to meet the criteria of major change within in the wayforward agreement. If you did get to this point then remember individual circumstances, allowances,PHG tasks will cause problems with what is available for you to sign for.

If the office votes locally for a resign that doesn't meet the major change criteria then you will have no protection under the MTSF or simple put a driver on MGV allowances gets bumped of his duty and has to pick a walk, wouldn't keep his MGV allowance on the introduction of the resign.

What training has anybody had with IWT

[BELIAL]

Thank you

[fishtank]

To be technical you would need to replot roughly 75% of your walks in order to meet the criteria of major change within in the wayforward agreement.

5. Section 16.2 of the Way of Working Agreement defines "Major Change" as:
.the relocation or merger of units
.a significant process alteration arising from automated working or reshaping of the pipeline
.delivery revisions, which involve significant re-plotting of walks or significant restructuring of attendance
patterns (e.g. full time/part time mix, five-day weeks, "longs and shorts" or nights plus a first delivery, where
they are agreed).
For a re-selection exercise to be considered the extent of such a change must be that it has a significant
impact (in content and/or attendance times) on over 1/3 of the jobs in the unit. (New jobs should be included
in this number).


Annex 1
AGREED GUIDELINES FOR OFFICE/UNIT RE-SIGN
These guidelines have been produced to ensure that the re-sign procedure is applied in accordance with the
principles contained within the Way of Working Agreement, Section 16: Resourcing Jobs During Major Change.
The guidelines will be published and joint briefings will be held to inform staff of the re-sign procedure and the
location of the Guidelines. This process will be subject to regular review with a Formal Joint Review after 12
months of deployment to identify whether it has maintained the reduced level of full office re-signs, while still
affording employees reasonable opportunities for re-selection in the event of major change.
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.

Resoucing Jobs..Way Forward
http://www.cwunortheastdivision.org/Eff ... orward.pdf" onclick="window.open(this.href);return false;

The Way Forward Agreement
http://www.cwunortheastdivision.org/Eff ... eement.pdf" onclick="window.open(this.href);return false;

[ninja]

To be technical you would need to replot roughly 75% of your walks in order to meet the criteria of major change within in the wayforward agreement.

Was trying to be diplomatic concerning the 75%, since if you didn't look to change all the walks, then this gives the individual the option to opt in or out of the resign process, as below.


7. The logical approach is to first confirm the number of unchanged jobs, using the Guidelines. For there to be
a full office re-sign the number of unchanged jobs must be less than two-thirds of the total (including
reserves). In these circumstances, the facility of a re-sign will be agreed with the changed and new duties
being jointly identified with the appropriate CWU representative, as specified in the "Procedure" section of
Annex 1. (The decision tree at Annex 2 illustrates where an Office/Unit re-sign is appropriate).
8. There will be a further review of these arrangements in the light of working experience, to ensure that the
objectives set out in paragraph 4. (above) are being met.
Annex 1
AGREED GUIDELINES FOR OFFICE/UNIT RE-SIGN
These guidelines have been produced to ensure that the re-sign procedure is applied in accordance with the
principles contained within the Way of Working Agreement, Section 16: Resourcing Jobs During Major Change.
The guidelines will be published and joint briefings will be held to inform staff of the re-sign procedure and the
location of the Guidelines. This process will be subject to regular review with a Formal Joint Review after 12
months of deployment to identify whether it has maintained the reduced level of full office re-signs, while still
affording employees reasonable opportunities for re-selection in the event of major change.