callers office / locker room

[trouble]

Hello I am hoping that someone can help with a problem some of the staff within our office are having in regards to a vacancy that has just been put up on the board.
The duty in question is the morning PHG duty or callers office / locker room. The DOM has someone covering it at the minute who has no official DDA in place so can not get the duty ring fenced. This person though is one of the DOM's WCM goonies and reckons they will get the job no problem because not only will there be a proficiency test to complete in connection with the job but also an interview to go through and the job will be given out on a points system where the DOM will determine the scores. Basically this guy reckons the job is his and that it is just a formality to go through the proper procedure.
Is there any way to determine if this is the case?
Are there any documents that delivery OPG's can read over to
help them forfill the duty or stop them from been disadvantaged?
Does WCM practices now constitute part of the new locker room / callers office duties as this could put some of the guys of appling?
Any help will be greatly appreciated as there is only 2 weeks to apply.

[IcanthelpthewayIam]

It's a skills based assessment, then the most senior person that passes gets the job, it's in the way forward agreement

[Big Daz]

RLE is not selection by skills, Callers office is

When I joined RML it was the other way round.

My D.O has the same set up, but duty was in repick for all take, in the end it went back to the same duty holder MOI!!!

[tasam]

Hello I am hoping that someone can help with a problem some of the staff within our office are having in regards to a vacancy that has just been put up on the board.
The duty in question is the morning PHG duty or callers office / locker room. The DOM has someone covering it at the minute who has no official DDA in place so can not get the duty ring fenced. This person though is one of the DOM's WCM goonies and reckons they will get the job no problem because not only will there be a proficiency test to complete in connection with the job but also an interview to go through and the job will be given out on a points system where the DOM will determine the scores. Basically this guy reckons the job is his and that it is just a formality to go through the proper procedure.
Is there any way to determine if this is the case?
Are there any documents that delivery OPG's can read over to
help them forfill the duty or stop them from been disadvantaged?
Does WCM practices now constitute part of the new locker room / callers office duties as this could put some of the guys of appling?
Any help will be greatly appreciated as there is only 2 weeks to apply.

What proficiency test - I had no test and no training. I've been in callers office for 5 years.

Depending on the size of your office there may be the inbound regs to deal with before deliveries leave the depot.
DDA can override seniority but you can't do a proficient test without any training or experience.

[Ahebban]

The vacancy is posted on the noticeboard. All those interested can apply for it. Only those with the necessary skills will be considered for the vacancy. Selection for the post is then via seniority of those skilled to do the work.

If there is no-one with the necessary skills, those interested can still apply. Seniority will decide who gets the post and the necessary training to fulfill the role. Those who did not get the full-time role can still receive a measure of training to cover for sick absence, annual leave etc, depending on how the office set-up works.

[IcanthelpthewayIam]

From the way forward agreement:


SELECTION BY SKILLS

15.1 All frontline jobs performed by the new multi-skilled single operational grade will have the same core capabilities. However, it is recognised that there are come jobs that require more specialised skills. An objective selection process will be introduced for these jobs.

15.2 These jobs will be filled by the most senior person who has achieved the right standard for the job during the selection process. Sick attendance and conduct record will only be taken into account where these are relevant to the work. Where training is required by the most senior suitable person, this will be given prior to appointment.

15.3 Resourcing procedures will be based on the Resourcing Area. This will in all cases be the Royal Mail administrative area (i.e. the areas managed by Area Managers, subject to review in the light of any organisational changes). Jobs filled internally will be available to employees currently working in any office within the Area concerned.

15.4 Vacancies for specialist jobs will be advertised throughout the resourcing area. Applications should be made in writing to the Resourcing Unit.

15.5 Employees who wish to be considered for specialist jobs in general should register their interest via the Resourcing Unit or include it in their own Development Plan, a copy of which will be held by the Resourcing Unit (see section 19). This information will be used for training planning. Where a vacancy arises, equal consideration will be given to individuals who have registered their interest through Development Plan or through the Resourcing Unit in writing at the time when the vacancy is advertised. The objective is to allow and maintain openness and fairness in relation to resourcing specialist posts.

15.6 The specific jobs that require specialist skills and which will be subject to selection are:

Resourcing Unit (Bookroom);
DOM Support;
Traffic Office;
Enquiry/Callers’ Office;
Major Customer Collection drivers
(to be jointly defined at National level):
Benefits Agency/Customer Mailroom;
Travelling Post Office;
Leadership roles (formerly PHG ‘A’);
Heavy Goods Vehicle Driving (HGV);
Postbus (PSV);
VCS/MAA;
IMP/MTT;
Advanced TPM;
Non-school training

15.7 All specialist jobs will have consistent job descriptions, which will identify the specialist capabilities and which will be standard throughout Royal Mail.

15.8 Employees who are regarded as suitable should be dedicated to these duties for a minimum of 12 months. If after 12 months the employee wishes to change jobs, they must give adequate notice to enable a suitable trained replacement to be found before release can be allowed. The replacement must be available to take up post no later than six months after notice has been given.

The process for resourcing specialist posts will be one of four options, in the following order, unless agreed locally to change this order:

• Deployment of existing surplus employees with the appropriate skills;
• Internal advertisement of the job within the resourcing area itself;
• The acceptance of an existing employee with the appropriate skills from another resourcing area who has previously had his/her name placed on the transfer list for that resourcing area;
• External advertisement.

15.9 This decision will be taken locally, but normally jobs will be filled by internal advertisement, by a surplus employee or a transferee before there is recourse to external advertisement.



15.10 Where a post is advertised internally then it will be advertised to all employees in that resourcing area, full- and part-time. Candidates will undergo an objective selection procedure, designed to assess individual competences against the skills required for a particular job. Where more than one candidate possesses the required capabilities, selection will then be on the basis of seniority.

15.11 The resultant vacancy, be it full- or part-time, will be filled as specified in section 14, unless it too is for a specialist post, in which case the provisions of this section will apply.

[trouble]

thank you everyone who replied as the info is vey helpful.

Is there a job discription for the callers office / locker room in any of the downloads on this site as i can't seem to find one, if not can someone please post a copy of one thanks.

What is an objective selection procedure ?

What are the skills needed for the job and would people who have covered the duty have an advantage over people who have not ?

If more than one person possesses the desired capabilities for the job then it will be picked on seniority - how would this tie in if the DOM wants to use a point system and gives his buddy more points as surely this is RM management picking who they want for the job

[UnhappyGremlin]

What are the skills needed for the job and would people who have covered the duty have an advantage over people who have not ?

Don't know. But someone who has done the job will know what is required of them, but doesn't necessarily mean they have an advantage in terms of job allocation.

If more than one person possesses the desired capabilities for the job then it will be picked on seniority - how would this tie in if the DOM wants to use a point system and gives his buddy more points as surely this is RM management picking who they want for the job

As for points system, as long as you have the required points total to pass the tests/qualify for the position (i.e. if the pass rate is 200, it shouldn't matter if you get 200 or 400, as long as you get the required amount to pass(don't know how it works/is scored - never applied)), then it should come down to seniority as a tie breaker.

It's like being graded in exams at school, as long as you get the pass rate, then you should not be over looked because the DOM wants someone else. They're not allowed to show favouritism.

[trouble]

It looks like the managers WCM goonie was right. He must of had some inside information from the manager as only 3 people within the office were seen as having the desired knowledge for the PHG / callers office roll. The objective selection process used to fill the vacancy was interviews and although all 3 had covered the vacant duty before and the other 2 people were more senior - the mangers pet still got the job.
What chance do we have if they start filling vacancies with whoever they want to.
The other 2 guys are not happy with the outcome to say the least - what can they do to challenge this?

[IcanthelpthewayIam]

It looks like the managers WCM goonie was right. He must of had some inside information from the manager as only 3 people within the office were seen as having the desired knowledge for the PHG / callers office roll. The objective selection process used to fill the vacancy was interviews and although all 3 had covered the vacant duty before and the other 2 people were more senior - the mangers pet still got the job.
What chance do we have if they start filling vacancies with whoever they want to.
The other 2 guys are not happy with the outcome to say the least - what can they do to challenge this?

Get the rep to lodge a stage 1 disagreement about the selection process