029 Stewards for TUC March for the Alternative, 26th March 2011, London
030 North East Region Education & Training
031 Courses Being Held in Portsmouth
032 Bt Operate: Field Engineering Nwow Controls Update
033 BT OPERATE: Lead to Cash - Service Introduction Release and Programmes Reorganisation
034 BT OPERATE: Service Desk Unit to Move to Bt Security
035 BTMSL: Virgin Media Contract - Field Engineering Alignment
LETTERS TO BRANCHES
087 26/01/11 Labour Party Delegation Report to the Labour Party Conference 2010 - Billy Hayes
088 27/01/11 Parcelforce Mixed Resourcing Review - Terry Pullinger
089 27/01/11 Telecoms and Financial Services Conference 2011 - Submission of Motions - Tony Kearns
090 27/01/11 Openreach Service Management - Attendance Patterns in T2R and L2C' - Ian Cuthbert
091 27/01/11 Postal Conferences 2011 Submission of Motions - Tony Kearns
092 27/01/11 POL Pay Agreement 2010: Admin Grades - Andy Furey
093 29/01/11 Quadrant Catering Review - Terry Pullinger
094 31/01/11 CWU Youth Conference - Saturday 12 February 2011 - Tony Kearns
095 31/01/11 POL: SALES INCENTIVE SCHEME 2010/11 - QUARTER 3 JOINT STATEMENT - Andy Furey
096 31/01/11 BT Global Services - Redeployment Statistics December 2010 (Audio Call 28 January 2011) - Colin O'Callaghan
097 31/01/11 Election of CWU General Secretary, CWU Assistant Secretary, Postal, CWU Assistant Secretary, Telecoms & Financial Services 2011 - Tony Kearns
098 31/01/11 BT Operate: First Group Contract Expiry - Brian Healy
099 31/01/11 Parcelforce Admin Centralisation Call Routing - Terry Pullinger
100 31/01/11 BTMSL KCOM Office Closure Valcon Street Hull - Brian Healy
101 01/02/11 Mobile Testers and Schedulers - Grace Mitchell
103 01/02/11 Stop the War Coalition - Billy Hayes
104 02/02/11 Openreach Network Investment Resourcing - Ian Cuthbert
105 02/02/11 Openreach Network Investment Transformation - Ian Cuthbert
106 02/02/11 Openreach - Pole Testing Review - Ian Cuthbert
107 02/02/11 BT Fleet EVR Scheme - Grace Mitchell
Stewards for TUC March for the Alternative, 26th March 2011, London
The March for the Alternative is going to be huge which is why the TUC is calling for volunteer stewards to help make the day a well-run, family-friendly event. Good events need about one steward for every 50 people attending, so that tells you how many we will need.
We are asking for people to nominate themselves via this website for two steward roles. They are very different and people can do both.
You can find out more about what being a travel and route steward involves (and just as importantly, what it doesn't) and volunteer to be a steward by visiting the March for the Alternative Steward website www.tuc.org.uk/alltogetherfor/stewarding.cfm
North East Region Education & Training Courses
The following Education & Training courses have been organised to take place at Newcastle College:
- Postal Agreements & Procedures: 21-25 February 2011
- Union Skills 1: 14-18 March 2011
- Health & Safety Stage 1: 28 March-1 April 2011
- Union Skills 2: 11 - 15 April 2011
- Union Skills 3: 9 - 13 May 2011
- Equal Rights Part 1: 20 - 24 June 2011
Courses Being Held In Portsmouth
Branches are asked to submit application forms for the following courses being held in Portsmouth.
- Postal Agreements & Procedures: 21 - 25 March 2011
- One Day Equality & Diversity: Tuesday 29th March 2011
- Union Skills 1: 9-13 May 2011
BT Operate: Field Engineering Nwow Controls Update The original NWOW selection was done on a voluntary basis and members continued to flex between roles; since then the controls organisation has been in a position whereby they needed to reduce headcount.
In December 2010 selection took place for the CTC; this focused on two specific sets of individuals, the PET team who were homeworkers rather than based within a specific control and also the Ilford team where a voluntary exercise took place (4 individuals identified) followed by selecting 3 individuals based on a number of parameters which considered flexibility including attendance patterns, skills and APR results.
The reorganisation, aligned to the New Ways of Working model will allow the organisation, according to management, to be better able to respond to the challenges of the customer base. The revised controls structure is outlined in the following:
- Two allocation sites (five teams) operating reactive and proactive functions, based in Liverpool and Totton
- Two teams will be formed just for Volume Enablement based in Ilford for the RBL Teams in the South and Liverpool for the RBL teams in the North. These teams will drive improvements in the quality of work the engineers receive, reduce non-fluid tails and increase revenue generation
- A separate team will be formed to project manage overlay funded work. This team will be based mainly from the Cardiff office with a dedicated new senior manager role
- Specialist allocation (Capital, Power and Radio) and BAU Specialist Enablement will all be managed from the Newcastle site, with a dedicated new senior manager role.
The changes are designed to:
- Improve project management for funded programmes to be more responsive to these customer demands
- Improve Switch/Data Enablement to reduce field visits and increase service
- Install best practice allocation in all regions
- Reduce cost with no impact on service
Phase 1 of these changes which consider the volume control teams will be commencing from 11 January 2010 and will focus on the functions carried out at Ilford, (enablement) , Cardiff (project work), Totton, (separate reactive and proactive teams) and Liverpool (separate reactive, proactive and enablement teams).
Of the 27 people, 24 that have been made surplus from these changes will be having telephone discussions for job opportunities with L2C Planning in local areas. Solutions for the other 3 individuals are also being explored.
In addition the recruitment into key sites of Newcastle, Liverpool and Totton is progressing successfully.
BT OPERATE: Lead To Cash - Service Introduction Release and Programmes Reorganisation Announcements have been made regarding the Service Introduction Reorganisation and Role Review and the proposed impact of this on the current team.
Three years ago Service Introduction, Release and Programmes was a small unit with less than 10 people; its primary function was designed to ensure that changes to the IT estate were undertaken properly and did not cause outages. Today the team is nearly 100 strong and has responsibility for the smooth introduction of new products and services across the entire Business. This growth has been through the increased scope and accountability of existing roles and the creation of new roles, of which management have recruited more than 40 people from the BTTC to complete the build-out of the organisation.
It is now required to align the Concept to Market element of the BT Operating Model. The increase in scope, and organic growth of the team have caused a number of issues with regards to job families and role levels, and management now intend to undertake an exercise to move the unit to a revised set of job families and roles, and to realign appropriately to the new Operating Model.
Management report that there are currently 38 different job families and role combinations in the team; this brings a number of challenges around training, performance management and career development. In addition they have not undertaken any role reviews over the past three years, and it is believed that this has left expanded roles and inappropriate role mappings across the team.
The new structure being put in place reflects the team's interfaces off to BT Design at three levels - product, release and component - and into the BT Operate functions. The roles defined in the new organisation reflect this split and are as follows:
- Product Service Introduction Manager - responsible for the introduction of a product or service into Operate
- Release Service Introduction Manager - responsible for the governance around each major release of change into Operate
- Platform Service Introduction Manager - responsible for the governance of each individual component change across a platform
- Ready to Operate Manager - responsible for the relationship into the BT Operate functional areas
In developing these roles management have engaged with the current team by asking a number of individuals to step into the roles and help define the job description and associated processes for delivering the roles. In addition management set up focus groups for each of the roles and to help to address the issues and challenges around each role. Every member of the team was aligned to a focus group and these have regular calls and F2F meetings to support the members of the group. The focus groups have contributed to the job specification and job standards, the proposed job families and roles, and the levelling criteria used to define how many of each role level are required in the organisation.
With regards to impact overall, management expect the vast majority of the team to remain in their roles, with little or no change to their benefits or pay scale. The organisation will stay at its current size as part of this exercise however, due to the required change in shape of the organisation, there are a number of specific role levels which will grow, which may mean at certain levels that people will be released into the BTTC, if they are not successful in applying for promotion.
The table below details the changes to role levels:
Benefits Level As-Is To-Be
Band 3 4 6
Band 2 54 59
Band 1 22 17
Team Member 4 2
Total 84 84
Management are also keen to ensure that wherever possible (within the bounds of BT policy), they are able to recognise each person's career aspirations and desires in moving to the new organisation. For this reason they sent out a preference exercise to each person in the team, asking them to give their 3 choices of roles. This will be used as an input to the selection process, and wherever possible management will look to align individuals to their preferences. However, clearly it is also a priority to manage costs within this exercise and so promotions between bands will only be available where there are no opportunities at the individuals' current level and where there are no individuals currently at this level in the BTTC who have the appropriate skills. Primarily this is focused on managerial roles however, team members were also able to apply for both the team member roles and the available Reward Framework roles.
In reviewing the job families and roles across SI Release and Programmes management applied the following core principles:
- Not to create additional surplus of each role within the organisation
- Achieve the re-organisation at optimal cost to the business
- Minimum impact to individuals and the operational roles
The step process management followed is as follows:
1. Fill all roles from within the existing team from those people who are at the right job family and role level already, according where possible to the preferences expressed by the individual.
2. Search the BTTC for individuals at the right job family and role level. Any individuals identified will go through an interview process and management will take people at a 50% or better skills match.
3. Fill remaining vacancies from within the existing team, changing the job family of the individual when it is within the 'level or band' they currently reside in, again, taking the stated preferences of the individual into account wherever possible.
4. Fill any outstanding vacancies from within the existing team, altering the job family and role level, and exceptionally offering promotion. This will be subject to an interview and sign-off by the HR Director of BT Operate.
For moves within band, the BT Operate Selection Process was used to ensure that the process was applied in a fair and transparent manner. For promotions, the available roles were advertised and the standard formal interview process followed. Individuals, who were unsuccessful in the BT Operate Selection Process, will transfer to the BT Transition Centre (BTTC).
BT OPERATE: Service Desk Unit To Move to BT Security
The attached internal communication was issued advising people working in Service Desk that the unit they will be transferring to on 1 January 2011 within BT Security is the End User Technology (EUT) team. There are no people impacts as a result of this lift and shift exercise and OUC codes will not change until 1 April 2011.
11BOB004 t034 BT Operate - Service Desk Unit to Move to BT Security
BTMSL: Virgin Media Contract - Field Engineering Alignment
As management review the BTMSL operational model as reported in Branch Officials' Bulletin No 41/2010, paragraph 279, management had 31 BTMSL Engineers working on the Virgin Media Contract who sit, for reporting purposes, within the BT Operate Field Engineering Team. This was an historical position following the initial creation of BTMSL, where all BTMSL Virgin Media employees were aligned, or associated with similar operational areas within BT Operate. Since the creation of the BTMSL internal structure and distinct OUC grouping, management have now realigned all other BTMSL Virgin Media employees into the BTMSL OUC reporting structure.
Project Exodus transferred the 31 remaining BTMSL employees (in the Virgin Media contract) into the BTMSL AQA3 OUC.
Final agreement has been reached between BTMSL and BT Operate FE to undertake the move and it is anticipated that the move will have taken place in December or early January. In terms of rationale for the move, management state that it is seen that this will enable a far greater sense of unity amongst the BTMSL FE engineers, ability to understand best practice more clearly and to seek improvements across the team and to enable more effective and appropriate communications. It also brings them closer into the BTMSL organisation which understands their role more clearly and the contract they are supporting, creating a greater sense of identity for the Engineers.
Operational benefit will focus predominately around greater ownership of faults and issues. With the current number of 25 Field Managers looking after the engineers it is very difficult to gain a sufficient focus on issues that affect multiple areas. There is limited evidence of best practice for operational processes and the team currently has an inconsistent approach to both objectives and recognition of performance within this specialised team.
In terms of impact on members, they will see a change to their reporting line and to their reporting manager. There will be no system changes or changes to the way they operate and receive jobs.
In the first instance, management will look to recruit 2 interim National 'Lead Engineers' from within the pool of current Lead Engineers, who will supervise in terms of work and performance from a geographical North/ South perspective. The roles will offer development opportunity for the individuals and will be interim whilst the BTMSL Operating Model Strategy work progresses.
IER Events till March 2011 - Notice from the Institute of Employment Rights.
We now have finalised details of all of our events happening in London and Liverpool till March next year: London; Race, Racism and the Workplace - Wednesday, 19 January, 2011, London; Liverpool: What now for Trade Unions? - Tuesday, 8 February, 2011, Liverpool; Equal Pay Act at 40: Over the Hill or finally Picking up Speed? Wednesday, 23 February, 2011, London; Grievance Procedures and Employment Tribunals: Casework Update - Tuesday, 22 March, 2011, London. For further information visit www.ier.org.uk
Tuesday 8 February 2011: What Now for Trade Unions?
60 years fighting the War on Want
UCU general secretary Sally Hunt speaks against the cuts. Mansoor Mirza launches War on Want's new report on Afghanistan. War on Want's 60th anniversary meeting. Saturday 12 February 10am to 1pm, at NUJ head office, 308 Gray's Inn Road, London WC1X 8DP. Free admission. All welcome.
Saturday 19th February 2011: Keep the Post Public - march and rally in Beeston, Nottingham.
Assemble from 1pm (march will commence at 2pm). Place: Mail Centre, Padge Road, Beeston, Nottingham, NG9 2RR. Guest speakers include CWU General Secretary, Billy Hayes and Lilian Greenwood, Labour MP for Nottingham South. For more information contact Darren Glebocki on 07772 476270 or the Nottingham Branch Office on01159 518362.
Wednesday 23rd February 2011: Equal Pay Act at 40: Over the hill or finally picking up speed?
Tuesday 22 March 2011: Grievance procedures and employment tribunals: casework update.
Saturday 26 March 2011: March for the Alternative: Jobs, Growth, Justice.
Location Assemble Victoria Embankment, 11am to march to a rally in Hyde Park. Deep spending cuts damage public services, hit the vulnerable and threaten recovery. They're dangerous, unfair and unnecessary. But there's an alternative - one that's fair, safe and sustainable: A Robin Hood tax on the banks; Close tax loopholes; Policies for jobs and green growth. For more information visit www.tuc.org.uk/alltogether
Sunday 22 May to Thursday 26 May 2011 CWU Conference at Bournemouth.
Wednesday 23 February 2011: Equal Pay Act at 40: Over the hill or finally picking up speed?
Saturday 26 February 2011 at 2pm "Venezuela Shows That Free Education For All Is Possible".
Supported by Academics for Venezuela. Guest speaker: Ambassador Samuel Moncada, Former Minister of Higher Education in the Venezuelan Government. British Venezuela specialists to be announced.
Currently, over 2 million Venezuelans are in higher education, compared to 600,000 in 1998, making Venezuela the country with the second largest percentage of students in HE in the region.
Since the Chávez government came to power, thirteen new universities have been created and over 1,600 university communities have been set up, which enable people to study close to where they live.
Furthermore, the Venezuelan Constitution guarantees education as a human right and social duty, with the state being responsible for it.
Venezuela now has the second largest percentage of students in higher education in the region. For more information on this event and the campaign visit Venezuela Solidarity Campaign www.venezuelasolidarity.org.uk/vic
Come to this event to find out more about Venezuela's inspiring example that proves free education for all is possible.
Venezuelan Embassy, 1 Cromwell Road, London, SW7 2HW.
Monday 4 April: Eastern Region Retired Members Section Committee Annual General Meeting will commence at 11-15am at London Region Offices 33/41 Dallington Street London EC1V 0BB. Any queries or information required contact Eastern Region Retired Members Secretary Nobby Clark on mobile 07713 155575
If you have anything for the events bulletin page please send your contribution to:
Marcia Murray CWU Communication Department 150 The Broadway Wimbledon
London SW19 IRX
Details must arrive nine days before publication, must include contact phone number, brief summary, email and web address. Listings free, but inclusion is not guaranteed.