PCS Reps met with the centre manager on 2 April 2015 to discuss a number of issues.
Staffing/ Performance
CMG are reviewing the
resource model for Maintenance. Discussion will be held when that piece of work
is done.
On paper the
figures suggest that the
Agency is 3-400 over head count
but offices do not
feel like that.
TUS said
that our telephone experience
would suggest we do not have enough
staff , which may have been
magnified due to the
number of leavers
we have had. Our
members are saying that
the volume of Manage
Inbounds are stopping
the progress of completing
work which leads to
further calls. We are
looking urgently at
how we can balance out
the calls more equitably.
Plymouth, who are
now supporting the country as a
tactical solution centre , are taking 1000 Maintenance cases .(But not taking
the calls).
There is
still an issue about availability
and the discrepancy in the numbers
of calls Maintenance Agents
are taking. They are taking up to 18 on some days and averaging
about 10. Investigations are on-going
into this and 2 of the
benefit teams will be
returning to support
general maintenance from
next week..
Centre management are
meeting next week
to discuss the resourcing
situation .TUS asked if
recruitment and a
promotion exercise could be discussed due to the level
of attrition at AO and
EO.
Appraisals
TUS
represented the view
that the site was still experiencing an enormous
change which should mean
that we
should not be
tied to the
distribution curve. Due to
training and consolidation unless people had demonstrated
negative behaviours then
everyone had contributed to the
training and learning.
Centre management said
that it would
not be possible
to give a blanket
box 2 marking, but behaviours
would be taken
into account and there
should be no
surprises.
Stress Awareness
We had received
a report from
Union Learn’s facilitator regarding the
common causes raised in the 21 sessions that
were delivered .
There was a
discussion about some of
the issues and it was
jointly decided to have
a small cross grade team
attempt to deliver
some bite sized training
for managers highlighting
practical options for control measures with
a view to creating
a site Stress reduction plan.
Late shift review
There is a problem with
being 10 staff light on Fridays. All other nights are covered. Friday already has
a lower staffing
requirement than the rest
of the week.
Management suggested
that using a rota to cover those places would be the most equitable solution. It
would mean working a Friday about every eight weeks.
Having asked
and not found sufficient
volunteers this was felt to be the
fairest way forward, including for
those that had already
done 13 weeks of Fridays.
First Call checks
TUS queried why band
Ds were covering first calls for sickness. The
system was working
well and in line
with the revised
Attendance Management policies. It had helped to identify
supportive measures in some cases preventing extended absences.
TU Facility time
As there
has been a
change to what
is required, TUS offered
to do a
workshop for team leaders
new to managing reps or
as a refresher so both parties
understand what is
required .
Learning At Work Day
We had agreed in principle to this
previously but agreed
to arrange it
for week commencing 1st or 8th June. There
will be a theme of
Learning through the
week with a day
when the
rooms on floor 4
to be made available for various
events.
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