2000 managers

[Stella102]

i think a few are missing the point this will barely hit delivery managers and line managers. This is non operational and senior managers on 50k + not the ones in the delivery units all be it there may be one or two per area that may go.. but thats it. They are coming and the next attack will be posties. Hence why there is a recruitment freeze and no date for these parcel hubs to come in. USO will be gone by October otherwise job losses will be far worse.

[rambo1]

2000 out of 9700 to be made redundant, saving £130m a year. Just announced in the yearly results.

Actually costing £150m to save £130m.

That's a very short term view.
Over 10 years it will have cost £150 million and saved £1.3 billion.

You're presuming we'll last 10 yrs.

[PostmanBitesDog]

Terry Pullinger and Sky News on Royal Mail Announcement 2020 (CWU):

[kingdazzler]

£130m saved, 2000 managers = £65000 per manager.

[Route1]

I personally don’t like to see anyone loose their job and there will be plenty of good managers who end up getting the chop. That’s a genuine shame.

However you cannot deny this has been a long time coming. As Posties with PDA actual data we have been micro managed for a while now with every working minute of our day mapped and recorded. In delivery offices after 10am plenty of managers are simply coasting most of the time. Plenty are on EBay , fantasy football and looking at new car deals etc. Ive seen it many times. Its been top heavy for quite a while.

Managers are people with families too. Its no different to RM reducing posties.

Also have to agree on the fantasy football, looking for new car / car insurance. I've seen it when covering Delivery Support. One manger spent the entire day phoning around for car insurance quotes.

Fully agree. I get on with all the managers here and wouldn’t wish for any of them to lose their job. But the majority leave by 11am, there’s one who’s only job, and I’m being serious here, is to collect the grey boxes and collapse yorks...I mean for crying out loud you could have an endless stream of kids from college doing that for free on work experience, not someone on £35k a year!

IMO management should be trained to work the planning computer so the frames are fully up to date. We shouldn’t be waiting for some oaf to come in once a year to print off the frame labels, half of which are wrong and then you have another year to wait.

We need a huge shake up. There’s too much of letting person A go home early (be it postman or manager) then paying person B extra to cover the workload.

Plenty of Person A going home early for Person B to get o/t to cover workload. Currently Person A goes home early but Person B can only claim extended. Person B wont be asked to do a row WalkDidntGoOut on o/t. Walk is left for next day.

Cover lino only gets 7 - 11 (4hr) & she does more in that 4 hours properly than the full-time lino does in a couple of days. I spoken to her and told her to keep up the good habits doing the job properly as our DOM / lino are nice people but useless & incompetent. She might revert back to postie due to the lack of hours.

[claretandblue]

What the hell is a "non operational manager"!, oh i know, them one's that turn up every now and then at your D.O with a hi-vis and a name tag on. It's amazing that they can get rid of 2000 of 'em, shows that it's just jobs for the boys. Even the line managers don't work past 10am at ours, they can be found playing table tennis in the canteen.

[Woody Guthrie]

What the hell is a "non operational manager"!, oh i know, them one's that turn up every now and then at your D.O with a hi-vis and a name tag on. It's amazing that they can get rid of 2000 of 'em, shows that it's just jobs for the boys. Even the line managers don't work past 10am at ours, they can be found playing table tennis in the canteen.

Non-ops covers everything from real jobs like HR and payroll, admin and facilities management to those ridiculous made up "Creator of Pesonal Opportunities" jobs.

Not all of them deserve to go, just most of them.

[rogersh]

i think a few are missing the point this will barely hit delivery managers and line managers. This is non operational and senior managers on 50k + not the ones in the delivery units all be it there may be one or two per area that may go.. but thats it. They are coming and the next attack will be posties. Hence why there is a recruitment freeze and no date for these parcel hubs to come in. USO will be gone by October otherwise job losses will be far worse.

With the imminent retirement of my lino I wonder if the recruitment freeze will apply to a permanent replacement, or does the freeze not apply to management positions in "field operations".

[woofwoof]

This came into our possession this evening. We regret any compulsory redundancies among staff of RMG. The business may thrive better if they sacked the Board.
Unite (CMA) National Committee
ENOUGH IS ENOUGH
RMG OD Review Update 4
October update 4th November 2020
Dear Colleague
Here is the latest update on the Royal Mail Group (RMG) Managerial Organisational Design Review relating to the reduction of 2,000 managerial jobs and group wide management reorganisation: -
Introduction
“The Numbers are the Numbers” - Business Mantra
When organisations such as RMG makes an announcement to the shareholders and the City, to reduce the managerial template to cut costs, it is usually based on a comprehensive plan. You would expect that any large company that wanted to cut a large proportion of its managers would have key enablers to facilitate the reductions in numbers, such as USO changes, Parcel Hubs, CWU efficiency agreements and staff hours reductions? Yet the enablers are missing. From a UNITE CMA perspective there needs to be detailed evidence provided so we can determine if there is a true situation of redundancy or just a slash and burn approach. To date this evidence has been missing in many of the proposals.

During the consultation exercise we have repeatedly tried to mitigate against the reductions and have offered many counter proposals, but the business negotiators appear to be driven solely by the numbers of job cuts the CEO has promised the stakeholders. The “Numbers are the Numbers” is their mantra.
They seem oblivious to the negative impact that the reductions will have on the operation itself, and only serves to demonstrate to us that they have a distinct lack of commercial awareness and a lack of foresight as to the potential damage these cuts will have on the organisation.
Current situation on Consultation on Business propositions
 We have now received most of the propositions from the key business unit functions which come into two main categories; Those under the CCO Chief Commercial Officer, Nick Landon and those that come under the COO Chief Operations Officer, Achim Dunnwald.
 Each of the two main categories have been tasked with making the businesses required headcount reduction savings and the approximate numbers for each area are as follows.
 CCO = 1133 and the COO = 677 the figures at this stage are still fluid as we seek to mitigate as much as possible.
 Commercial are bearing the brunt of these headcount reductions.
 Other smaller business units and the Levels 2-6 have also
contributed to the overall total of 2,000 roles.
 We have been able to reach a way forwards in some particular business units, others are still work in progress, but some are proving to be so implausible as to warrant sheer recklessness and high risk that we cannot comprehend why the business would want to so jeopardise and undermine the operations in service delivery with such a proposition. Up to this point the business has not been able to demonstrate any convincing or clear commercial imperative or rationale for these moves either.

Examples of some of the more preposterous proposals / propositions are below for your attention.
 Processing; removal of 176 work area manager positions, see below for some key examples but almost all Mail Centres are affected
 Manchester removal of 12 work area manager roles
 London Mount Pleasant removal of 11 work area manager roles
 Glasgow removal of 8 work area manager roles
 Nottingham removal of 8 work area manager roles
 Bristol removal of 7 work area manager roles
 Removal of all 30 Processing PIM’s
 Collections; removal of all 30 Area Collection manager positions
 Delivery; removal of 300 plus frontline managers positions
 In a three line or less managed unit, the DOM will have line responsibility for up to 40 frontline staff
 Removal of 38 Performance coaches
 HR; removal of 58 HRBP and associated
 PFSL; removal of 59 roles
 Commercial; significant across the board cuts
 Sales; removal of 88 plus Sales & associated managerial roles
 Distribution; removal of 9 LDM & support to RDCs
 PFW; removal of 20 DCM graded managers
Major concerns
 We have formed the belief that this proposal to remove 2000 jobs will damage the performance of the company.
 The proposals are in breach of our existing Agreements, namely the MTSF and AFL.

 There are no enablers to support many of the proposed reductions. There are no workload impact assessments to support any of the reductions in Operations, with workload increasing as a result of these proposals.
 The psychological & physiological impact on our loyal and dedicated managerial community is being exacerbated when the business is asking them to work long and hard hours volunteering to support the Operations during the run up to Christmas, whilst simultaneously awaiting their fate from the redundancy programme.
 The protection of the service delivery and operations elements, which are the engine of the business itself. There are no enablers to support many of the proposed reductions. No workload impact assessments have been undertaken with workload increasing in these areas.
 Our major competitors are expanding their workforce, buying and building major Hubs to facilitate the growth in the parcels market and expanding their Sales force to capture the markets. Enhancing their Fleet capacity and generally being positive about the opportunities for growth. RMG seem to be looking to manage decline.
 JE’s & JD’s job evaluations and descriptions. The scale of the exercise has a requirement for many changes to roles and all need to be checked and validated.
 Rush to open the preferencing portals in early November.
 There was a reluctance of the specific Business Units to expose their propositions to the directly affected communities to gather feedback and to not only check the viability of those propositions, but to reassure those in the post exercise templates that the jettisoned workloads do not fall onto them.
 Executive capability to professionally manage people through organisational change.

 Distinct lack of vision and ability to communicate effectively the method for change. Planning for success, as most of our competitors are doing and not managing decline.
 We can appreciate the removal of duplication where business units have been merged, but we cannot understand the reliance on mainly “self-service” options that are being relied upon to facilitate removal of roles whilst the options themselves are still under the research and development phase. We are given to understand that frontline managers will have more accountability, more responsibility, more ownership and become more reliant on the “self- service” options. All this equates to a major culture change and even more workload for all our managers which is unacceptable to us.
 Lack of progress in closing the massive revenue gap which contributes to the requirement for more managerial headcount reductions. Whilst simultaneously removing Revenue protection and Security and Investigations roles.
 Conflicting messaging from the business, in that it is building an exciting vision for the future yet neglecting the dire consequences of its current actions towards those facing redundancy at Christmas time and whilst working through a dreadful pandemic with all the uncertainty that this brings.
 The failure of RMG to respond to our request for them to suspend the application of the pernicious 64.5-year age Taper mechanism. Which reduces VR payments for anyone over the age of 64.5 we believe that this could be discriminatory and is unnecessary in the greater scheme of things and is “Penny pinching”.
 This is not an inexhaustive list, but hopefully it will provide you with a glimpse into the business proposals / propositions themselves.
Conclusion
In our opinion the current proposals / propositions not only have a significant impact on our members, but on the ability of the company to perform. Although our overriding commitment is to our members, their jobs and welfare, we believe as a responsible Trade Union we have a duty to protect the sustainability of the company and only support proposals that are viable and workable. This one is most definitely NOT.
We will be contacting you in the next week or two to seek your views through a Consultation exercise.
Thank you all for your continued support.
Mike Eatwell National Unite Officer CMA 5th November 2020
Please contact your local Unite CMA representative if you require any further information.
Your Union working hard on your behalf

[nutcracker]

Some practical advice to those affected... lower your future employment salary expectations drastically, gain some formal education/training outside of the bulls**t RM accreditation’s and don’t mention world class in any new job interviews... good luck

[k979aaa]

Realise your talent is not just based on others or pay and rewards bonus what bonus!

[norris9]

I don't understand the concerns about potential redundancies of Postmen and women....

How many housing estates get knocked down a year. Surely more houses go up than come down. If anything we'll need more Posties as more houses are built and more people shop online.

Yes, I guess if Post drops off a cliff or RM somehow get out of having to deliver letters 6 days a week then things might change. I personally don't know why we need to deliver mail 6 days a week, I'd be fine with my post all arriving on a single day each week, like every Monday, as long as there was some premium service available to have something urgent delivered next day such as an important document. This service is essentially Special Delivery.

On my round I have post for most houses at least 4 days a week. Maybe 1 house in every 50 will have post 2 days or less a week.

To be honest.... I don't get it. All I need is my payslip. I don't get bank statements and I don't get junk mail, nor anything else. Some houses I go to have 5 letters or more everyday.

[Wasntme]

I often wonder why our D.O has so many managers. Soon as all deliveries are out, what do they do?

[aiden01]

I often wonder why our D.O has so many managers. Soon as all deliveries are out, what do they do?

same as a few of them will be doing soon nothing.

[postslippete]

I often wonder why our D.O has so many managers. Soon as all deliveries are out, what do they do?

It didn't take long for the new CEO of RM to identify that thousands of chief were surplus to requirements. There's far too much empire building going on in Royal Mail.
Too many jobs for the boys. What other company forces it's employees to go to the video room every Tuesday?

As for line managers, I don't know why they can't complete deliveries like they did before Rico was in charge? All this baloney about them doing postie's work for a more money,well,they are paid to get all the deliveries covered,so if they are failing that on a daily basis,shouldn't they either be demoted or moved on elsewhere?