Managing Changing Capabilities

If you develop an injury, if you take ill etc, this BT policy –MCC- covers for that eventuality. If you are no longer capable of carrying out all of your current duties to a physical or mental restriction, BT may look to implement this MCC policy. It has two parts A and B, A being short term changes needed B is more serious at it covers permanent changes and can ultimately result in a person losing their job.

We liken the MCC process to the ripple effect caused by a stone in a pond. The centre being you on full duties, the next is you in your current duty but with an adjustment; this adjustment allows you to remain in the workplace and environment you are used to being in. Then if that is not possible your manager should look at alternative roles within his team, or roles that you can carry out aspects of. Failing this the same process is applied at your senior manager’s level. Ultimately if no job can be found then a job search will commence spanning the whole of BT, the last resort being to look and see if a third party is carrying out a duty you can do and replace them with you.

If none of the above can be achieved then you can be released form your contract of employment. It is important that you contact the Branch officers if you are put on an MCC. While going through the process you should be afforded the opportunity to job shadow, practice interview techniques and even retrain. Project work must be considered as an option.

Once you manager opens an MCC case on the BT systems, then a case advisor will be appointed to oversee that BT policy is being followed, and to make you aware of all job opportunities before they are advertised on the job news.

Jobs of the same grade or below, if within your capabilities to do, then you should be offered these automatically. If it is a promotion, again as long as you are capable, then you should clear the paper sift automatically and be invited along for an interview.

Below has been lifted off the BT intranet.
Overview and Principles BT intranet February 2014

BT’s Managing Changing Capabilities policy outlines the practical steps we will take to retain people who develop a disability or long term health condition, or whose existing condition worsens, while working at BT. In all cases, the key objective is to enable the individual to resume, or continue in, productive employment within their existing team, unit or Line of Business.

We are committed to ensuring our working culture is fair and inclusive enabling all employees to make their distinctive contributions to the benefit of the business. We are committed to the employment and retention of disabled people in BT. We expect our managers to exercise leadership in this field by discouraging prejudice and by role modelling appropriate behaviour. By demonstrating - through our actions and words - our commitment to fairness and equality for all our people, we will create a supportive culture where BT people will feel comfortable to discuss their needs with us openly. Capability changes might be temporary, permanent or progressive. They might happen to any of us, at any time. We invest a great deal in our employees, and we must try everything practicable to retain their skills and abilities, even if their capability changes. This is not only required by law, but it is right for our business. Line managers must take all reasonable steps to retain people who develop a health condition or disability during the course of their employment with BT.

BT's MCC process has two distinct elements;

Part A - making adjustments to their current role

Part B - searching for a new job if adjustments cannot be accommodated.

Our focus should be on doing everything reasonable to keep the individual in their current job. BT MCC people will only move to the Job Search process once all reasonable adjustments have been made/considered and it proves impossible for BT to accommodate these.

The Equality Act (2010) places a legal requirement on BT to make ‘reasonable adjustments’ to accommodate disabled people at work, where necessary. Through regular open discussions, we will understand what adjustments are required to ensure everyone can be as productive at work as possible. We will accommodate these adjustments, as a matter of course. Managers can make simple local adjustments themselves.

Sometimes, we are not sure what types of adjustments will help, or how to implement them. BT’s Enable service will provide access to external expertise from disability experts Remploy. Remploy will help us understand what barriers might be in place, and how to remove them to allow BT people to be as productive as possible. Remploy can also help access any government funding that might be available towards the cost of making these adjustments.
In a limited number of occasions, despite seeking and implementing expert advice through Enable, it will be impossible to accommodate adjustments required to retain an individual in their current role. In this situation we will conduct a job search and make every effort to find alternative work so that the individual can stay with BT. Line managers wishing to progress to job search will need to complete a business case proving that it is impossible to retain people in their current role. This must be approved by the Line of Business MCC Policy lead before formal job search can commence. When filling vacancies, MCC people have priority above that of all other BT people, including our redeployees.

 


Managing Changing Capabilities – Process Changes 23/02/15

As part of the general HR policy refresh under HR Transformation, BT are proposing significant process changes for Managing Changing Capabilities. Firstly the MCC expertise is to move from industrial LOB's and into WISH specialists in the Shared Service Centres.

What is currently known as Part A of the MCC Procedure will become Business as Usual Line Management activity. BT believe that reasonable adjustment has now become fully embedded into the Company and does not need to be part of a formal process.

The search for alternative employment when reasonable adjustments in the existing role have failed (currently Part B of the procedure) would require a business case to be made by the Line Manager, with the WISH specialists in the Shared Service Centres acting as independent gatekeepers of the policy. If accepted the WISH specialists would engage the recruitment teams in placing people in alternative roles if required.

BT have been at pains to explain that individuals should not see any change in the MCC procedures but the process will be simpler and more effective.

Conference propositions have raised concerns of Branches that the MCC procedure has been abused as a tick box exercise moving people with impaired capability out of their existing jobs. These proposed changes in process could if they are operated correctly help ensure that only people whose reasonable adjustments have failed are moved to search for alternative roles. The Personnel team has put forward the view that the success of these changes depends upon Line Managers fulfilling their legal obligations to make reasonable adjustments and the WISH specialist ensuring that alternative role searches are not inappropriately being utilised. The Personnel team will be seeking the assistance of branches in monitoring the operation of these process changes.