Central England Group Work Services Meeting

PCS met with group management in Birmingham on 23 April 2015 to discuss Work Services issues.

We started by looking at staffing allocations.  These had not been broken down and allocated to districts at the time of the meeting but this should be done by May.

The allocation was 4505 by the end of this financial year. Management were expecting to still be 200 over this figure even accounting for people leaving on VES (729 whole time equivalents or 899 people). They do not feel they will need to do anything to reduce this figure further. Districts will need to manage any imbalances or shortfalls. Any rebalancing will include all parts of DWP including CMG.

PCS asked for clarification on the older workers spinning plate.  This refers to claimants and not staff.  Management felt that they had great success with younger workers and now needed to also get more older workers back into work. And an older worker is 25 and over!

The new Work Coach (WC) model means that there will be fewer band Bs and a higher percentage of band Cs. Management are hoping to fill gaps initially by TDA but are pushing for permanent promotions later in the year from B to C and from C to D.

Management gave PCS an update on UC. Managers at all levels will receive UC training. Rugby have an In Work pilot which could mean that staff would be claiming UC at the office where they worked.  Management will send PCS guidance of the procedures as there could be embarrassment and security concerns. We also discussed backfilling as PCS felt that there were instances when it was inadequate.

Management discussed the HEO development centre.  PCS got assurances that it was a development activity and not a scapegoating one.  Any poor performance on the day that didn't match performance throughout the year would be treated as an anomaly.  Line managers of attendees would support any development activities that came out of the programme.

Management talked about engagement. They want it to be an ongoing process to improve communications and listening to the people who work on the front line. There will be an on-going programme of mini surveys. The CEG manager will make a statement that staff can speak up without fear of any recriminations.

PCS discussed co-location and potential problems such as security, offices closed on days we are contracted to work, health & safety, etc.