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Dear Colleague
Manpower Lifecycle Management 2009
As you are aware the CWU have been in discussion with Manpower for a considerable length of time on those processes relating to Probation, Performance, Attendance and Conduct.
The outcome of these discussions have accumulated in a final set of documents which for the first time the CWU have had a major input.
Scope
- Applies to all new joiners
- Applies to all existing Manpower employees
- Ex Hays employees exempt from all changes
Processes
There are a number of key changes which are as follows:
· Probationary Period
Manpower are proposing to move to a 6 month probation period from a current 65 day period. However, any existing joiners currently on the 65 day probation will remain on the current scheme.
Whilst this process is considerably longer than the existing probationary period the new process is far more detailed and stringent. An important aspect of the Probationary PDR process requires the BT manager to provide documented evidence to Manpower of failure to meet performance standards over a four week period as well as evidence of support that has been provided to help them achieve the standards.
The process also requires a pre-PDR checklist which is a requirement for managers to follow and mirrors the current Standard Performance Framework checklist for BT employees.
The Standard Attendance Management process will apply post training.
· Performance Development Review Process Document (PDR)
This process will apply to all existing Manpower employees and post probation. It however exempts ex-Hays employees who will remain on their current PIP process.
The new Performance Development Review process which replaces the existing Manpower PIP is consistent with the current triggers of 4-3-2-1 with additional weeks being built into the process for 1:1 meetings which therefore lengthen the process considerably.
It is quite clear that Manpower will own and manager the PDR process working in partnership with BT. However, it is the responsibility of the BT manager to identify 2 weeks of under performance to the appropriate Manpower manger supported by documented results of performance of failure to meet performance standards, together with documented evidence of consistent coaching during the 2 week period.
Manpower will review the case and only on their authority will then take the decision, if appropriate to invite the Manpower employee to attend a PDR meeting.
Branches will need to note that during the coaching/review of performance which is part of the PDR process a Manpower manager and the BT manager will be present with the individual at these meetings. However, the Rules of Engagement attached to the process MUST be adhered to. The Rules of Engagement are quite clear regarding the role of the Manpower manager as the employer, and the role of the BT manager and should be followed at all times.
Also built into the process is a Manpower pre-PDR checklist which is a requirement for managers to follow and mirrors the current Standard Performance Framework checklist for BT employees.
· Attendance Management
Branches will be aware that the issue of Attendance Management has been subject to conference debate and the CWU policy has been to split the current combined Attendance Management guidelines into two separate processes for:
- Absence
- Late attendance.
This revised procedure which will apply to all Manpower employees, except ex-Hays employees, has achieved this and new sanctions which will apply as per triggers3-1-1-1 for each process.
Also attached to the Manpower Attendance Management process is a Q&A which gives examples of how the new process will be implemented for those that currently have a warning or formal warning from the existing process.
· Conduct
Manpower now intend to issue a generic guide to managing Conduct and Attendance in the context of the Lifecycle Management Process. However, this does not replace the guidelines as per the standard Terms and Conditions of the Employee Handbook.
Post training during the probationary period the following should apply:
1. Instances of AWOL should be managed by following the existing Manpower process.
2. Instances of misconduct should following the existing Manpower Disciplinary process.
3. Instances of non-attendance and/or late attendance should be managed by following the Standard Attendance Management Guidelines.
The process applying to conduct will be applicable for all new employees from day 1.
Implementation
Manpower intends to implement the new processes for all new jointers post 1 May 2009 (it is understood that new employees will commence on the BT Contract from the 5 May 2009.
It is envisaged that there will be a two week roll-out from the 1 May which will include a Manpower briefing pack to be issued to incumbent workers as well as a letter to their home addresses and a supplementary handbook to be given to new starters.
BT managers on site will be briefed on the changes during this week.
There will also be a number of question and answer sheets which Manpower intends to circulate and these will be updated on an ongoing basis.
Please find attached new processes and forms relating to Probation, PDR, Absence, Lates and Conduct.
Any questions that the Branches may have regarding the new processes can be fed into these Q&A’s.
Any queries to be addressed to SallyBridge, Assistant Secretary, at sabridge@cwu.org.
Yours sincerely,
SallyBridge
Assistant Secretary
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