Royal Mail Resourcing, Recruitment and Professional Manpower Planning
(please note a ‘joint statement has been mentioned in this post, which has been published to all branches)
It is now obvious to all that over many months there has been growing tension at local level as a consequence of the company’s resourcing strategy which has arguably driven a conflict with our commitments to deliver excellent quality of service and our agreed resourcing principles.
We believe, not surprisingly, that this situation has created enhanced stress on individuals and on IR relationships. Despite a concerted effort by Local, Area and Divisional Representatives it had become evident that clarification and a response from national level was required.
The Postal Executive therefore considered an appropriate response to deal with the immediate and on-going resourcing approach and in light of this national representation has been made. As a consequence over the past few weeks we have seen a huge recruitment drive across the country to address the immediate problem and the attached Joint Statement has been agreed to reaffirm our joint commitments and inform the approach going forward.
The Joint Statement provides the required renewed focus on adopting a far more professional approach to resourcing, ensuring we work to our agreed resourcing principles and our responsibility to the public we serve.
Particular highlights are;
The important reminder to all that our objective is to retain our position as the pre-eminent delivery company in the UK, to provide a reliable high quality service to our customers, to honour our heritage and to maintain the trust of the people of the UK to deliver the six day a week Universal Service Obligation (USO).
The full recommitment to our current job security and resourcing agreements and their spirit and intent.
The commitment to develop and deploy joint training to embed our agreed resourcing principles.
Immediate local reviews to ensure our resourcing principles are being applied to agency, temporary and part-time resource.
That regular agency resource is converted into contracted resource in line with our resourcing principles.
That sufficient release time is provided to local Representatives to prepare, participate and deploy any required outcomes of the mandatory weekly resourcing meetings.
Confirmation that it is the responsibility of local Managers and local Representatives to agree local resourcing needs.
Recognition that where there are new entrant retention issues the situation can be positively influenced by the contract offered and the training provided.
Joint acceptance that Managers should not be performing OPG work and that when a local resourcing plan has been agreed any such occasion should only be in exceptional circumstances, equally if those circumstances do occur they should be recorded locally and nationally.
To ensure that there is no misinterpretation of the joint activity that this Statement seeks to encourage the Joint Statement makes it absolutely clear that;
‘It is agreed that this Joint Statement concerns itself with resourcing principles and not major structural change or in depth revision activity and should not be considered in that context’.
Branches should ensure that this LTB is given the widest possible circulation and that it is brought to the attention of local Representatives immediately.
_Any enquiries in relation to this LTB should be addressed to the DGS(P) Department.
Yours sincerely,
_
Terry Pullinger
Deputy General Secretary (P)
Click on the link below to view joint statement
CWU Eastern No5 Branch 
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