PHG Selection Process

[Hawkey47]

What if he does callers work and some DOM Support work.

Is this the same process.

[IcanthelpthewayIam]

Seniority unless there is a postman unable to work outdoor due to medical reasons ect.....

Selection process 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

[maninred]

We have a person who does the callers and DOM sSupport work.

We call him a PHG but i guess he is not anymore.

How would this vacancy be filled.

What is the criteria

It seems quite common to call the duty referred to as the "PHG" duty even though there is no such thing as a PHG grade any more.

The vacancy is normally filled by an application process and the ability to do the tasks involved.

[theshrew]

There is NO such grade now.
PHG went out with THE WAY FORWARD.

[Mezza]

Seniority unless there is a postman unable to work outdoor due to medical reasons ect.....

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

Does anyone know where i can find these job descriptions and the so called listed capabilities? I am actually only interested in the DOM Support and Callers Office roles.
The reason being in my office the DOM is trying to change these duties quite significantly and i was wondering if he is able to simply do that under the whole " directed according to workload" banner.

Also, when did the RLE / Locker duty stop being a specialised (PHG) duty?

[enskied]

what if.. PHG's duty was "ring fenced" during a revision. But a more senior colleague had mobility issues that meant he/she could not go out walking, and was trained as a coach and had PHG cage exp.?

[IcanthelpthewayIam]

what if.. PHG's duty was "ring fenced" during a revision. But a more senior colleague had mobility issues that meant he/she could not go out walking, and was trained as a coach and had PHG cage exp.?

why was the duty ring fenced? if it was due to the duty holder having a reasonable adjustment due to a equality act issue then he would keep the duty, also during a revision if anything at all has changed about the duty, ie content or even just start time then it is not supposed to be ringfenced

If a colleague has a mobility issue which has been assessed by oh assist and a reasonable adjustment has been agreed then anyone regardless of seniority can be moved off their duty to accommodate them as long as it is not financially detrimental to the person being moved off the duty, ie getting a supervisory allowance for covering the locker, but then being moved off the duty, ~RM would either need to keep paying them the allowance or not move them

whether or not trained for the duty is also irrelevant as that would be part of a reasonable adjustment when moving someone into a new role to accommodate them

[enskied]

what if.. PHG's duty was "ring fenced" during a revision. But a more senior colleague had mobility issues that meant he/she could not go out walking, and was trained as a coach and had PHG cage exp.?

why was the duty ring fenced? if it was due to the duty holder having a reasonable adjustment due to a equality act issue then he would keep the duty, also during a revision if anything at all has changed about the duty, ie content or even just start time then it is not supposed to be ringfenced

If a colleague has a mobility issue which has been assessed by oh assist and a reasonable adjustment has been agreed then anyone regardless of seniority can be moved off their duty to accommodate them as long as it is not financially detrimental to the person being moved off the duty, ie getting a supervisory allowance for covering the locker, but then being moved off the duty, ~RM would either need to keep paying them the allowance or not move them

whether or not trained for the duty is also irrelevant as that would be part of a reasonable adjustment when moving someone into a new role to accommodate them

Thank you. No the ring fenced duty was just a Managerial preference as the PHG is good at his job. But his duty has changed during the revision (no longer does a delivery duty on monday) The person with mobility issues has more seniority and has some training for PHG duty..but was not allowed to put in for the PHG duty as it was "ring Fenced" That person is now facing loosing there job at RM as they can not walk far enough to complete a outdoor delivery... Need to speak to Area Rep.

[aiden01]

There is NO such grade now.
PHG went out with THE WAY FORWARD.

correct

[TrueBlueTerrier]

Skills rather than seniority.

[TrueBlueTerrier]

2 threads merged as they are the same subject - it will also stop anyone posting any information twice

[IcanthelpthewayIam]

what if.. PHG's duty was "ring fenced" during a revision. But a more senior colleague had mobility issues that meant he/she could not go out walking, and was trained as a coach and had PHG cage exp.?

why was the duty ring fenced? if it was due to the duty holder having a reasonable adjustment due to a equality act issue then he would keep the duty, also during a revision if anything at all has changed about the duty, ie content or even just start time then it is not supposed to be ringfenced

If a colleague has a mobility issue which has been assessed by oh assist and a reasonable adjustment has been agreed then anyone regardless of seniority can be moved off their duty to accommodate them as long as it is not financially detrimental to the person being moved off the duty, ie getting a supervisory allowance for covering the locker, but then being moved off the duty, ~RM would either need to keep paying them the allowance or not move them

whether or not trained for the duty is also irrelevant as that would be part of a reasonable adjustment when moving someone into a new role to accommodate them

Thank you. No the ring fenced duty was just a Managerial preference as the PHG is good at his job. But his duty has changed during the revision (no longer does a delivery duty on monday) The person with mobility issues has more seniority and has some training for PHG duty..but was not allowed to put in for the PHG duty as it was "ring Fenced" That person is now facing loosing there job at RM as they can not walk far enough to complete a outdoor delivery... Need to speak to Area Rep.

It should have went into the repick then

ok 2 issues fot you to say to the area rep

1 The duty should have went up for selection in the repick and then anyone who wanted it should have been able to apply for it and then the most senior suitable person should have got it at the time of the repick

2 the training that the person has with mobility issues does not matter, what matters is he has a mobility issue and rm have to make reasonable adjustments if his ailment is covered by the equalities act, he needs to be refered to OH assist and after that reasonable adjustments made to enable him to continue employment with RM, that can include moving into the phg role and the other person being moved out(as long as the person being moved out is not suffering financially) but that would be down to the recommendations from OH assist

[pad]

Lots of issues here, main problem is lack of change in definitions since the 'Way Forward' was agreed (Remember it well).

1)the only non-walk/rural roles in DO's are now Caller's Office/ DOM Support.(ex MPU's Nights anyone?)

2)We thankfully now have some more knowledge among some Managers of the Equality Act (Formerly DDA).

3)In smaller Units it's impossible to 'separate out' the non-specialist from specialist to make enough hours to cover especially a FT contract.

4) Most Roles will need at least some access/training for our many, many IT programs and Managers are reluctant to arrange for multiple accounts/training.


Unfortunately, there is no way to get away from the fact that some of our best Delivery OPG's specifically like the Job because they're out of the Office/away from the Manager(s), the selection criteria were set in anticipation of having thousands of ex-coding PHG's available from Night Duties in APC's who would 'drop into' such Duties.

In most Units this has led to the degrading of the Caller's Office duty to the 'rehab' role, i.e. anyone can do this it's easy.......must be true if there's no one on Rehab the managers can do it so it must be easy.......?

Fine, however this involves dealing with things such as Cash and Customer enquires that most OPG's have never been trained to handle (neither have the managers for that matter......).

In the meantime we've now agreed to 'professionalise' and 'upskill' our Caller's Office function.

I do have serious concerns for our members with not just long-term, but even short-term Equality Act (DDA) issues.

I have no concerns whatever for the Managers performing OPG work......just proving most are surplus anyway.

However, once 'real-time tracking' of items is realised it will mean that 'sitting in the Caller's Office' is no more, this is Harsh reality.

DOM Support- In a lot of Units it's noticeable that a lot of work that should be 'Bookroom' or ex PHG 'A' is now done by Managers, especially the RCS function......can it be really necessary to produce a 507 report by 10.30 every morning? Unfortunately I remember when you sent the paper Balance to Admin Monday morning along with the Allowance sheet. (mind you there was hardly ever any OT to explain) If this went back as Uniform work it could help our members who have DDA issues (and also hopefully reduce the ever-increasing number of managers).


Most Delivery OPG's will not be on Delivery at 67/70 years of age...no matter what George 'Trust fund' Osbourne says....

Caller's Office/ Locker Duties/ Traffic Office have never been enough work to look after our members when, let's be frank, they literally cannot cope anymore...

In all likelihood this pressure will increase year on year........(EVEN MORE LAPSING/Delivery Points)

Most Managers like sheltering from the Rain (ie Indoors), might just be me but old Managerial Grade of PED always meant 'POSTMAN EVADING DAMP' rather than someone in Charge.


The CWU needs a proper debate on what our current membership is meant to do at age 60+, we are seriously looking at the Cliff edge, I took part in debates over the Pension changes in 2007 and 2009 this is real and this is now..........we cannot see a generation discarded to IHR (Ill Health Retirement-Lump Sum)

So yes, there are Specialist Grade duties......disappearing fast, the one thing is certain they're no longer PHG's

[roger]

what if.. PHG's duty was "ring fenced" during a revision. But a more senior colleague had mobility issues that meant he/she could not go out walking, and was trained as a coach and had PHG cage exp.?

why was the duty ring fenced? if it was due to the duty holder having a reasonable adjustment due to a equality act issue then he would keep the duty, also during a revision if anything at all has changed about the duty, ie content or even just start time then it is not supposed to be ringfenced

If a colleague has a mobility issue which has been assessed by oh assist and a reasonable adjustment has been agreed then anyone regardless of seniority can be moved off their duty to accommodate them as long as it is not financially detrimental to the person being moved off the duty, ie getting a supervisory allowance for covering the locker, but then being moved off the duty, ~RM would either need to keep paying them the allowance or not move them

whether or not trained for the duty is also irrelevant as that would be part of a reasonable adjustment when moving someone into a new role to accommodate them

Thank you. No the ring fenced duty was just a Managerial preference as the PHG is good at his job. But his duty has changed during the revision (no longer does a delivery duty on monday) The person with mobility issues has more seniority and has some training for PHG duty..but was not allowed to put in for the PHG duty as it was "ring Fenced" That person is now facing loosing there job at RM as they can not walk far enough to complete a outdoor delivery... Need to speak to Area Rep.

It should have went into the repick then

ok 2 issues fot you to say to the area rep

1 The duty should have went up for selection in the repick and then anyone who wanted it should have been able to apply for it and then the most senior suitable person should have got it at the time of the repick

2 the training that the person has with mobility issues does not matter, what matters is he has a mobility issue and rm have to make reasonable adjustments if his ailment is covered by the equalities act, he needs to be refered to OH assist and after that reasonable adjustments made to enable him to continue employment with RM, that can include moving into the phg role and the other person being moved out(as long as the person being moved out is not suffering financially) but that would be down to the recommendations from OH assist

Parts of"the way forward"were superceded by "resourcing jobs as a result of major change"and in that it says that defined specialist duties should not be included in a re-sign.