seniority

[ballee]

A PHG post in the callers office has just become vacant, what is the situation
regarding filling it. I have been told if more than one OPG applies seniority decides
the outcome does this still hold sway or does it go to an interview.

[deltaforce]

I think it’s a specialised duty exempt from seniority, but having said that all things being equal then seniority should be the deciding factor.

[Celtic warrior]

A PHG post in the callers office has just become vacant, what is the situation
regarding filling it. I have been told if more than one OPG applies seniority decides
the outcome does this still hold sway or does it go to an interview.

There is no such thing as a "PHG" post now as the grade was disbanded in the way forward agreement.
The section you are asking is referred to in the selection by skills section in this agreement and if the candidates both pass the interview, and have the relevant skills, it is then decided on seniority.

The section of this agreement is copied below.


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.


I hope this helps

[wallop]

In our office it goes to people with a twisted ankle etc and somehow becomes permanant.

[Bahia Feliz]

In our office it goes to people with a twisted ankle etc and somehow becomes permanant.

Strange how that happens!

[deltaforce]

In our office a dose of light duty in the callers office normally cures all ills very quickly.

[ballee]

Thank you Celtic Warrior all the info I need there.