Unite not happy

[theotherone]

Looks like not only us posties are peed off............


Brief from Unite/CMA
After the positive wording within the transformation agreement around performance management its very disappointing that RMG has decided to impose a Goal at half year linked to delivering the new vital few, that is over ambitious, unachievable within the timeline and the resources available. It’s like asking you to produce a detailed carving with a spoon.

Many managers have contacted us to say that they believe they are the scapegoats for the boards over ambitious targets following MR2020, where it appears finances were put before Quality.

MR2020 axed loyal managers jobs within Delivery Revisions, Quality, A/DOM’s, WAM’s, Collections, and far too many more to list. This was after the so called financial imperative had been removed.

There is a strong correlation between Quality & Finance and decisions taken at the top have adversely impacted the ability to reach 93% Quality by September. On the coal face managers are having to struggle with assisting units that are struggling for staff, whilst balancing what mail gets delivered on a daily basis. What can seem achievable on paper in an office far removed from the operation is a very different reality to our managers and staff that work on the front line. It is evident that the company only has one answer to their poor planning and that is to apportion blame to those working the hardest to deliver for our customers.

Historical Performance Management

If you recall previously your union has been involved in designing hundreds of Goals of a good set standard in line with SMART principles across job roles in all functions, that had a focus on the key metrics. These goals were agreed by you, after tailoring them to the requirements within your work areas. We believe these goals supported functions pulling in the same direction, giving a clear line of sight to our priorities and ultimately supporting good business performance.

The New focus is on deliveries.
From our perspective within delivery success relies on filling of vacancies, good quality OPG recruitment and RMG providing the managerial resources to manage, six days a week. We feel the business has fallen short on these key enablers letting delivery managers down.
DILO has proved that every role requires 6 day cover to get the basics done. Yet in one area alone we have recorded 705 days without proper cover since week 1 – that’s 705 days when the basics were not being managed!

As from October 1st 2021 there are now six vital few key measures for delivery. We cannot see any for the other functions as yet but I am sure they will follow.

Accident Frequency Rate
Trust Index – Big Trust Survey
Delivery – RFID loss. Ultimately this is about covering USO every day and this underpins 93% Q0fS.
T24 Delivered Q of S
T48 Delivery Q of S
Weighted Items per Gross Hour

To support the so called renewed focus, RMG will be centrally uploading a goal in success factors for all our managers.
The company will have instructed you in writing to agree the whole goal whether its achievable or not. (We believe this lies outside the bands of reasonableness as it could be linked to detrimental performance management and setting managers up for failure.) One member called it SUFF Setting Up For Failure.

Many of you have asked has the goal been agreed?

This GOAL has not agreed been by Unite/CMA because as the vital few targets are over ambitious and unachievable within the timeline.
Taking into account the managerial cuts in MR2020 and the pressures of the Covid Pandemic we suggested the alternative wording as follows.
Working towards Delivering the vital few KPIs within my area of the operation securing the right relationships and performance outcomes for our employees, customers and shareholders. The measure of success against this goal can be seen in the goal detail. At the heart of this goal is building trust, trust on the doorstep for our customers and building trusted relationships throughout the organisation.
As part of this conversation they will also review existing goals. This was rejected.

The new Unagreed Goal from the 1st October 2021
Operations
(Deliveries)
Operations
(Other)
Goal
Deliver the vital few KPIs within my area of the operation securing the right relationships and performance outcomes for our employees, customers and shareholders. The measure of success against this goal can be seen in the goal detail. At the heart of this goal is building trust, trust on the doorstep for our customers and building trusted relationships throughout the organisation.
Deliver the Key Performance Indicators (KPIs) within my area of the operation with a renewed focus, securing the right relationships and performance outcomes for our employees, customers and shareholders. Successful delivery of this goal will deliver a safe, efficient business which puts customer service front and centre of all we do at Royal Mail. At the heart of this goal is building trust, trust on the doorstep for our customers and building trusted relationships throughout the organisation.

Timeline

Goal visible in success factors
1 October 2021
Performance conversations & action plans agreed
4 - 25 October 2021
The Business have now issued the following written Instruction
Actions for Delivery Office Managers:
1. Review the Goal and ensure you discuss the Measures for this goal
2. Write down what Actions you will take to deliver these measures, paying particular focus to those which are currently behind target
3. Add Evidence of what actions you have already taken to deliver these and how you have done this in line with our Leadership Behaviours
4. Agree this Goal with your line manager, ensuring they mark it as “Agreed” in the Goal Review Status.
5. Have a Performance Conversation with your manager to agree an action plan to improve quality of service, safety standards and levels of trust.

Action for other Operations Managers:
1. Review the Goal and document what the Measures are for this goal in terms of improving safety and quality service levels and building trust on the doorstep for our customers
2.Write down what Actions you will take to deliver this Goal and these Measures paying particular focus to those which are currently behind target
3. Add Evidence of what actions you have already taken to deliver this Goal and how you have done this in line with our Leadership Behaviours
4. Agree this Goal with your line manager, ensuring they mark it as “Agreed” in the Goal Review Status.
5. Have a Performance Conversation with your manager to agree an action plan to improve quality of service, safety and trust standards.

This is not how professional performance management should be implemented, so please keep a copy of this brief for your end of year Review and note that you were given no choice by the issuing of a written instruction to accept the unachievable Goal. We realise many of you will be pressurised into agreeing it and therefore do so under duress.
For those who listened to the call with Achim you can understand the unions position and we have taken this up with RMG separately.

[Chelseablue]

Interesting,,

[POSTMAN]

Phone a f***ing helpline.

[Jahpostie]

It's like pass the parcel from the top, except the parcel contains a steaming s**t and the parcel ends up in the hands of the postie.

But yeah, like POSTMAN says phone a helpline like the rest of us... .

[estelle]

That post is helpful to understand what really matters when it comes the bonuses managers are trying to get.

Basically

Force all staff to complete trust survey
Make sure tracked are covered
Keep staff prep levels to bare minimum so you look more efficient

Then if possible get letters delivered.



I wonder if, unlike posties and average holiday pay - if they miss one of five targets but perform exceptionally well in the other four , they still get a bonus?

[Jahpostie]

At least their union seems to exist. Where the f*ck is Terry?

[POSTMAN]

While I am confused as feck about the statement, Simon did say that the trust survey does not attract a manager's bonus, or is included in part of it, I will this W/E double check though.

[Ozzvaldo]

My heart bleeds for them.

[CharlesG]

Based on those metrics our DOM may aswell wave good bye to his bonus. The most consistent action of Royal Mail seems to give everyone an unachievable workload.

But on the flipside if managers are not happy with it then ballot for industrial action and then see what happens. It will never happen i know but would be interesting if it did.

[glenfiddich]

Based on those metrics our DOM may aswell wave good bye to his bonus. The most consistent action of Royal Mail seems to give everyone an unachievable workload.

But on the flipside if managers are not happy with it then ballot for industrial action and then see what happens. It will never happen i know but would be interesting if it did.

or as an old manager used to say in our office if you don't like it you know where the door is

[geoffr54]

When you say phone a helpline ….is this the same helpline when you are out on delivery and have a van breakdown/dog attack/etc etc and the managers are at Tesco shopping…..?

[ted_e_bear]

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[redneck]

Unite is a good union, but the material they have to work with in RM (managers) are like lambs to the slaughter, consequently they just follow instructions

[Subman]

Quote:The New focus is on deliveries.
From our perspective within delivery success relies on filling of vacancies, good quality OPG recruitment.

Definition: Good quality OPG recruitment.

Starts work before their time, for free.
Work through their break, for free.
Work15mins late and won't claim.
("its only 15mins,why bother")
Takes Lapsing, while others go home.
Drives vans that are a wee bit dodgy.
Prepared to turn a blind eye to H&S, when it suits RM.
Preps d2d in their own time.

[belle smith]

Quote:The New focus is on deliveries.
From our perspective within delivery success relies on filling of vacancies, good quality OPG recruitment.

Definition: Good quality OPG recruitment.

Starts work before their time, for free.
Work through their break, for free.
Work15mins late and won't claim.
("its only 15mins,why bother")
Takes Lapsing, while others go home.
Drives vans that are a wee bit dodgy.
Prepared to turn a blind eye to H&S, when it suits RM.
Preps d2d in their own time.

Yeah it’s us holding them back