Firstly we raised the welcome negotiated improvements to Conditions Of Service as agreed between DWP and PCS and published on 3rd August 2009. Amongst these was a commitment to improve Industrial Relations between all levels of Management and PCS and we expected DCPU Management to meet their responsibilities under these arrangements. Senior Management agreed that this was important and would always aim to do so.
Christmas Cover and Annual Leave
PCS noted Senior Management’s proposals about staffing levels for Christmas 2009 which represented a slight improvement in some areas on previous years. We have concerns about the fact that turret schedules are unlikely to be altered for these days meaning it is likely that turret staff working on those days will be on turrets. Senior Management want to provide a “seamless” service to claimants who contact by phone. However it was agreed that it was important that the spirit of the turrets working arrangements are still complied with.
As regards Annual Leave we welcomed the recent improvements agreed between DWP and PCS and noted the fact that the Department had returned to the position already agreed with DCPU Management that all staff are entitled to 2 weeks leave in the Summer. We also confirmed with the Grade 6’s that there should be no arbitrary levels set of numbers of staff allowed off ie 25%. This is not compliant with the Departmental Policy. If there are any instances of staff being refused time off solely on the basis of set numbers please let us know.
DM Targets
In response to a number of concerns raised by members we asked whether there were DM targets in DCPU. Senior Management assured us there were no DM targets in terms of each DM must do x amount of cases. However they would expect teams to have a level of productivity and accepted that this could be misinterpreted to individual DMs.
We are aware that some Line Managers seek to “challenge” their DMs about their productivity ie asking why they haven’t cleared enough in one day or asking DMs to justify why they have not cleared all their work. This is not acceptable if it is done in an intimidatory or harassing manner.
Attendance Management
We welcomed the improvements to the Attendance Management Policy in particular the abolition of the “must give a warning” clause. We asked Senior Management to ensure that all staff were aware of these improvements. Senior Management assured us that they had briefed their SEOs who should have told their staff. It is important that all members are aware of the improvements to the Policy and how it affects them. Let us know if you haven’t been told about this.
We discussed adjustments to trigger points if staff have a DDA condition. PCS were aware that many Line Managers, particularly in the Helpline, appear to have adopted a 4 days covers all conditions policy. This is not compliant with either the DWP Guidance or the legislation. If members have been affected by this erroneous application please contact Carl Erwin (Branch Executive Committee member at Warbreck) in Room C122A and we will raise with Senior Management.
We also discussed the interpretation of OHS reports as it is clear that OHS do not provide clear guidance or advice to Managers. Both PCS (and Senior Management) urge members (and Line Managers) to challenge OHS if they believe incorrect, poor or vague advice is given.
Turrets
We had been made aware that some Units were forcing staff to work 2 hour shifts at lunch time leading to members stating they were not available from 12 to 2pm. This has been resolved by insisting that staff should have access to a lunch break and that shifts should be managed accordingly. This was understood and agreed by Senior Management.
Promotion Boards
PCS pressed for an AA to AO promotion board particularly in light of the AO lateral transfer exercise that was ongoing. Senior Management argued that they wanted to allow staff on Helpline to transfer and whilst we understand this desire we believe there is no career progression path for AAs except into Helpline which means giving up flexible working which many members find difficult. Senior Management were not prepared to consider an Ops AA to AO promotion board at this time which is disappointing.
Overtime and ETM Machines
PCS raised this issue that some Line Managers had been insisting that staff working on overtime had to swipe in and out on the ETM machines. This has not been subject to consultation with PCS and had not been agreed with us. Senior Management were keen to introduce this but accepted that further thought needs to be given to it and agreed to consider their position before consulting PCS on any proposals. Until that consultation takes place they agreed that there was no obligation on members to use ETM machines for overtime. Members can still choose to use the old method of signing in sheets if they wish when working on overtime.
Hopefully the above is useful. If you require any further details about these or any other points then please do not hesitate to contact the Branch Office.
