Duty Resourcing

[tyfc]

Hi, does anyone know where it states about displaying three weeks of duties, I am sure I read it somewhere but I cant find it. This could have been part of a back to work agreement after we took strike action a couple of years ago. I am sure there is a rule somewhere that states three weeks duties must be displayed, thanks.

[Geezer]

Got this if it helps----------CWU REPS WEEKLY RESOURCE MEETING GUIDANCE
Theres also a bit about it in------------ DELIVERY OFFICES PHASE 3
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WEEKLY RESOURCING MEETINGS - GUIDANCE
Resourcing meetings must be scheduled every week

Core Subjects to be discussed at weekly resourcing meetings;

Review last weeks arrangements

1. Were there any problems identified that affected the normal running of the Delivery Office (E.G. allocation of overtime, unusual traffic fluctuation etc) If YES, what actions will be taken to prevent future problems?

2. Was any duty time lapsed? If so how much and what were the reasons?

3. Did the office run to budget?

4. Productivity 50 / 50 share scheme

Week after next arrangements

1. Anticipated traffic volumes (Any indicators of volumes being unexpectedly high or low!)

2. What is the expected Sick Absence, Annual or Special Leave and how will it be covered?

3. How will the Actual Working Duties be covered in your office?

4. Have all duties and leave reserves been covered for the week?

5. Is there an intention to lapse any duties if so why?

6. What are the proposed working arrangements?

7. What is the current office establishment E.G. FT, PT and Reserves?

8. What is the Current staff in post figures?

9. How many D2D contracts are expected (are there any weight on delivery issues)






Checklist for CWU Reps;-

Resourcing Meetings issues you should raise or be aware of;

• Review last weeks arrangements (this should be in light of any operational difficulties so you can identify any problems and discuss solutions so if the scenario crops up again all parties know how the office will cope with it).

• Identify any lapsed hours (This is to ensure that any savings identified can go forward to the 50 / 50 share scheme on savings)

• Did the office perform against mails operation budget? (as above)

• Have all duties and leave reserves been covered for the week?

• What is the current office establishment (FT/PT/RES) (This is important information CWU Reps must be aware of so they can keep a check on the staffing base of their office on an ongoing basis).

• Current staff actually in post. (Knowing this information allows you to identify current staff in post against establishment).

• Have any requests been made by staff to change/swap duties (This information is important to our members especially with the flexibility part of the Pay and Modernisation agreement)

• Ensure that duties and Over Time lists are displayed within the agreed parameters of when members / staff need to know in your office

• Have Overtime levels and rest days been agreed?

• Identify any new delivery points (Have they been entered in A+?) (This information is crucial especially where offices are going through a Geo-route revision and for D2D payments)

• Are there any new entrants or transferees starting that week? Will they need training?

• Are there any duties that are currently vacant in the Unit? When will they be advertised (Refer to Resourcing Agreement for Vacancies)

• How many D2D contracts for the week in question ? (May need to deal with weight on delivery issues requiring additional replenishment)

• Are there any general weight on delivery or replenishment issues

• Is facility time required for the CWU Rep (If yes, is it covered? or how will it be covered?)

• Are there any perceived resourcing issues for that week? E.G. Sick absence, annual leave, high traffic levels etc?

• What are the proposed working arrangements?

• Are there any walks going over 3.5 hours?

• Are there any Seasonal Plans that you need to discuss EG Christmas Pressure, Summer Staffing etc?

• Outputs from the meetings should show clearly the topics discussed, actions agreed and who is responsible for taking actions.

• Outputs should be jointly signed and displayed. If for any reason action points are delayed, updates must be provided to members/employees.

• You should seek every opportunity to provide people with an update of your discussions jointly through your weekly WTL sessions and, give our members the opportunity to input and become more involved.

• Identify areas for discussion and take them forward into Joint Problem Solving and the normal negotiation process via the Industrial Relations Framework.

Remember the weekly Resourcing meeting is not the only time for negotiation. Any issues identified for negotiation must be diarised and discussions should be progressed through the negotiation process/IR Framework

[youwot!!!!!]

we do duties 4 weeks in advance in our place

[tyfc]

Would this be similar for a rdc, or do you know of one that would suit a rdc better thanks