Workers Memorial Day

Today was International Workers Memorial Day where we remember people who died at work. Leicester's event was organised by Leicester & District Trades Union Council and held in Town Hall Square. There was a good attendance from our branch.


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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.

CMG 2012 Leicester ER Informal Meeting

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 1^st  or  8^th  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.