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WEEKLY INFORMATION FROM THE COMMUNICATION WORKERS UNION
SUMMARY

Attachments or LTB's can be emailed or downloaded from the National Site

Volume 9 Issue 28 Paragraphs 467- 479 23 July 2004

SUMMARY

GENERAL
467 Meetings with CWU Supported MPs
468 Health & Safety at Work Stage I Course - Glasgow
469 Induction Course - Glasgow
470 New Promotional Goods
471 Election of Romec Technical Services & Admin National Representative & Romec Regional Representatives

EQUAL OPPORTUNITIES
No items this week

HEALTH AND SAFETY
No items this week

TELECOMS
472 Accenture HR Services - Measuring Contribution Guidelines
473 NDI Business Management Organisation
474 Reforming ND&I
475 Network Operations: Productivity Measures - WPI
476 Accenture HR Services - VR in Pensions Services
477 Network Operations - CREST
478 Network Build - Managing for High Performance

FINANCIAL SERVICES
No items this week

POSTAL
479 Logistics - Swindon Warehouse Pay 2003/2004 Ballot Result

LETTERS TO BRANCHES
329 16.07.04 Vertex - CWU Pay Claim 2004 - Sally Bridge
330 16.07.04 Proposition 132 - Re-allocation of Work - Ian Cuthbert
331 19.07.04 POL Directly Managed Network Strategy - Andy Furey
332 20.07.04 Sales and Customer Services and People and Organisational Services Pay and Major Change Ballot Timetables - Andy Furey
333 20.07.04 BT/HP Strategic Partnership - Results of the Consultative Exercise - Bill McClory

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GENERAL
467
Meetings with CWU Supported MPs
BOB Paragraph 558, 10 October 2003, gave details of the scheduled meetings with CWU Group MPs up to July 2004.
Branches should note that the June meeting was cancelled as it coincided with our Annual Conference. Group MPs were invited to attend Annual Conference for the day on 15 June and delegates could meet them there. The meeting scheduled to take place on 20 July has now been moved to 13 July and representatives from Northern Ireland, together with newly appointed PFMC members, will attend.
Billy Hayes, General Secretary

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468
Health & Safety at Work Stage I Course - Glasgow
A Health and Safety at Work Stage I Course has been organised to be held at Stow College, Glasgow. The course will be accredited with the National Open College Network. This is a fully integrated course.
The course will be held from 15 - 19 November 2004
The closing date for nominations is 30 September 2004
We particularly encourage branches to nominate women, ethnic minorities, people with disabilities and young members who are often under-represented on the CWU Education and Training Programme.
Nominations should be made on the Application Form for Union Courses and returned to Alvescot Lodge by the closing date shown.
Application forms should be returned to: Trish Lavelle, Head of Education & Training, CWU Education & Training Centre, Alvescot Lodge, Alvescot, Bampton, Oxon OX18 2PY. Telephone: 01993 843373; Fax: 01993 840960: email: mtodd@cwu.org

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469
Induction Course - Glasgow
The Communication Workers Union has organised an Induction Course, to be held at Stow College in Glasgow.
The course will be held from 11 - 15 October 2004
The closing date for nominations is 26 August 2004
This course is aimed at newly elected POSTAL representatives.
We particularly encourage branches to nominate women, ethnic minorities, people with disabilities and young members who are often under-represented on the CWU Education and Training Programme.
Nominations should be made on the form for Education Courses, and returned to Alvescot Lodge by the closing date shown. If you nominate more than one member, indicate the order of preference if necessary and please apply for only one course at a time. If a member is refused a place, due to oversubscription, then indicate this on a subsequent application for another date.
Application forms should be returned to: Trish Lavelle, Head of Education & Training, CWU Education & Training Centre, Alvescot Lodge, Alvescot, Bampton, Oxon OX18 2PY. Telephone: 01993 843373; Fax: 01993 840960: email: mtodd@cwu.org

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470
New Promotional Goods
We are pleased to inform you that as well as the old favourites we now have some new promotional goods in stock. These include:

We also have reordered the popular Navy Fleeces in sizes Medium and Large and the Business Laptop Bags. Please go to the website www.cwu.org and click on Merchandise for photos and prices and to download an order form. Alternatively you can contact Dawn Jeffery at djeffery@cwu.org or 020 8971 7497 for any further information.

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471
Election of Romec Technical Services & Admin National Representative & Romec Regional Representatives
Further to BOB paragraph 418; at the close of nominations the following were received:
1.Romec National Representative - (1 Position)
Bill Fry - London Postal Engineering Branch (ELECTED)
2. Romec Regional Representatives East
Region.1 (1 position)
Cyril Onyejekwe - London Postal Engineering Branch (ELECTED)
Region 2 (1 position)
John Rimmer - Beds, Herts & Bucks Branch (ELECTED)
North
Region.1 (1 position)
NO NOMINATIONS RECEIVED
X Please see notice below
Region 2 (1 position)
Alan Warburton - Manchester Power Branch (ELECTED)
West
Region.1 (1 position)
Andy Darlison - South West Engineering Branch (ELECTED)
Region 2 (1 position)
Bob Hope - Solent Branch (ELECTED)
X Important Election Notice
Election of Romec Regional Representative - North
Region 1 (1 position)
Due to the fact that no nominations were received for this position it has been decided to re-advertise the position for a further period. The timetable will therefore be as follows:
Nominations Open 22nd July 2004
Nominations Close 5th August 2004
If an election is required it will be by individual member ballot of those members eligible to vote a timetable will be duly published to all branches concerned. Any ballot will be run in accordance with the CWU guidelines for senior field official elections, which were published in BOB paragraph 418.
Branches should also refer to BOB paragraph 418 for eligibility to nominate for this position.
Nomination Forms are available on request from the National Organising Department. Completed nomination forms, which must be signed by the Branch Secretary and Branch Chair (or accredited deputies) and the nominee, should be returned by no later than 5th August 2004.
Any enquiries regarding the above elections should be directed to Steve Baguley, National Organising Secretary.

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TELECOMS
472
Accenture HR Services - Measuring Contribution Guidelines
Accenture HR Services management have produced guidelines for operational managers with regard to completing this year's Measuring Contributions. This is attached for the information of Branches and members.
The objective is to ensure a consistent approach to the completion of the documentation. A wide range of differing examples are given in the document to assist managers. In addition for further clarity the following has been agreed.
1. Rating Recent New Promotes
When determining the rating for an employee who was promoted during the year, the line manager should take account of the length of time the employee has been operating in the new role. For example, if the employee was promoted late in the performance year and was rated as "Exceeds Expectations" for the vast majority of the year, it may be fair and reasonable to rate them as "Exceeds" overall.
If an employee is promoted part way through the year and their performance prior to promotion exceeded expectations, this should be reflected on their ACS. Where an individual's salary review is carried out at the new (higher) career level, the employee's rating at the end of the year review is likely to be "Meets Expectations". Where employees are promoted on 1 September, they exceeded expectations during the performance year and their salary review is carried out at their old career level, their rating should be recorded as "Exceeds Expectations".
2. Transfers
In determining the rating for a transferred employee, the new line manager should take account of the contribution made in the whole of the performance year and should therefore collect all relevant input/feedback and a rating from the previous line manager. This should be done at the point of transfer.
3. Leave of Absence
3.1 Long Term Illness (covered by PHI)
While employees are covered by the PHI plan, their salary is reviewed by the PHIP provider and is increased in line with inflation. HR Services will continue to review the employee's notional salary on an annual basis to ensure that it is at the appropriate level when they return to work.
3.2 Short Term Illness
The term "warning" in the guidelines refers to a formal warning that is issued under the Disciplinary and Appeals Policy
Brian Healy, Assistant Secretary
Attachment

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473
NDI Business Management Organisation
Discussions have taken place with NDI where they outlined the rationale behind designing a Business Management organisation focused on customers and business objectives.
A working party has been set up to analyse the scope, resource levels and organisational models available. They have decided that the new organisational structure of Business Management will consist of seven teams. The outline of the functions now:
  Long Term Planning Unit
  Business Planning and Delivery Unit
  Resource Planning Unit
  Business Support Unit
  Efficiency and Effectiveness Unit
  Account Management Unit
  Information Centre Unit.

Their next step is to begin the formal process of building these teams. Wherever possible, minimal disruption will be caused and it is a clear intention that a fair and open process is followed.
An analysis has taken place of the new posts in the new organisation against existing roles and responsibilities and where there is a good match, these designated posts will move into the new organisation on a "Lift and Shift" basis. This means that the individuals transfer across to the new organisation in their existing roles without having to go through a selection process.
Where on balance there is not a strong match, then the working party have identified these posts as "to be advertised". It is believed at this stage these posts are new functions created as a result of the new organisation.

Again, to minimise disruption and in recognition of the skills and knowledge of the existing workforce, management will conduct an open selection appointments process restricted to the current Business Management population only. If following the appointments process they are unable to recruit into the new posts it is intended that such posts will be advertised openly across BT. The principles of the appointments process are outlined below:

 
The new organisation will see a reduction of 4 team member posts (3 people have already been registered as redeployees from within the NRB reporting team as a result of a different initiative). The scope and roles of the Information Centre team is to be reviewed once the new business management organisation is in place and operational. It is agreed that the Union will review the jobs with a view to validating the appropriate banding. Outlined below are the principles to be adopted in managing people surplus to the new organisation.

Yours sincerely
Brian Healy, Assistant Secretary
Attachment 1 Attachment 2

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474
Reforming ND&I
I am attaching a briefing for the information of Branches which is due to be released this week, and rolled out over the next two weeks. There are no significant changes arising from the outcome of this reorganisation as it is predominantly a "lift and shift".
Brian Healy, Assistant Secretary
Attachment 1 Attachment 2

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475
Network Operations: Productivity Measures - WPI
Branches may wish to note the revised Productivity measures that are used in Network Operations. These are attached to this briefing; the revision is an attempt to neutralise the affect that travel time has on performance.
Brian Healy, Assistant Secretary
Attachment 1 Attachment 2 Attachment 3

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476
Accenture HR Services - VR in Pensions Services
As a result of additional funding from Accenture, the company is taking the opportunity to use the monies accrued to offer a limited voluntary release package.
The company has determined, after a wider consideration, to restrict the offer to only those employees in Pensions Services. The unit has seen a number of efficiency changes in systems and processes and is undergoing significant transformation. The voluntary release programme is intended to balance resources and give those employees who do not wish to be part of the new transformed pension unit an opportunity to leave. Pension Services are the only unit where the voluntary release scheme is available.
The limited funds available restrict the scope of the scheme and the numbers likely to be released.
Details of the scheme are in the attached VR Programme Employee Guide; with the maximum numbers likely to be released to be in the region of 15. In the event the maximum numbers are not secured, the scheme will close and will not be reopened.
Brian Healy, Assistant Secretary
Attachment

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477
Network Operations - CREST
Provisional notice has been given of the intention to introduce CREST into Network Operations; formal notification is awaited and will be reported upon in due course. Attached for the information of Branches is an internal management briefing document.
Brian Healy, Assistant Secretary
Attachment

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478
Network Build - Managing for High Performance
Attached for the information of Branches is the guidance documentation on the approach taken by Network Build on the BT Group led initiative of maximising performance.
Brian Healy, Assistant Secretary
Attachment

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POSTAL
479
Logistics - Swindon Warehouse Pay 2003/2004 Ballot Result
Reproduced below for the information of Branches is the result of the Swindon Warehouse Pay ballot:
Yes 38
No 17
Spoilt Papers 0
Total Despatched 107
Total Received 55

The employer has been notified of this result.
Any Branch enquiries should be addressed to Terry Pullinger, Assistant Secretary quoting the reference 201.

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