LTB 238/26 – Update on DM26

[POSTMAN]

https://www.cwu.org/ltb/ltb-238-26-update-on-dm26/

Conclusion

The evidence to date suggests that where the full DM26 deployment process has been followed, implementation has generally been more successful and sustainable. Feedback from local Representatives and Area Delivery Representatives consistently supports this conclusion.

That is not to say there are no challenges. Some units are experiencing issues relating to POD structure, workload design and duty performance. Others have reported difficulties managing parcel volumes, even where routes are performing just first-class deliveries and on the day absences which is a business-as-usual subject that needs to be resolved.

The important point is that the agreement provides the flexibility and mechanisms necessary to address these issues. Encouragingly, several units have already worked jointly to identify practical solutions and improve performance.

[moonjaguar]

What is the difference between these two?

2 in 5 207
2 in 5 Banked (Wallington) 47

[ted_e_bear]

What is the difference between these two?

2 in 5 207
2 in 5 Banked (Wallington) 47

2in5 is 2 in 5 Saturdays off

Wallington is when you do 6 days per week for three weeks followed by a mon-fri week then get a week off.

Note you can only have Wallington if your office already has them in place pre DM26

See below

Screenshot_20260725-065019.png

[Rm121]

Any vr?

[Benson97]

Are resigns compulsory or only if enough staff are unhappy?

[Bellaber]

Resigns are compulsory no arguments

[Chelseablue]

Vultures will waiting to pounce on any dutys that some hard working posty has made work, when resign kicks in

[guardianangel]

Still laughing at this post, in our office we haven't cleared since 2015 and the CWU have done nothing at all to try and fix it,i bet in our office pods will be scrapped by xmas and we will be back to where we have been for the last 11 years fixing the figures and fudging the walks.

[scoobydo79]

Any vr?

No chance. People will Jack it in.

[Mr Rush]

Any vr?

No chance. People will Jack it in.

The VR preference exercises in recent years have actually been a covert measurement of how close long-serving staff are to quitting. When the company saw how many were clamouring for it, they knew to just turn up the heat a little more.

[postslippete]

The update is hardly an overwhelming demonstration of success when almost half of the offices that have provided feedback appear to be reporting operational issues regarding unachievable duties, insufficient staffing, sickness and increased parcel traffic. These aren't minor teething problems. A system should be robust enough to accommodate normal levels of absence, and this was always going to be the problem when RM are trying to reduce staffing while expecting fewer people to absorb more work.

But this caught my eye:

“the majority of deployed units have achieved the Delivery Point Coverage metric used within the incentive scheme.”

Incentive scheme.

Now we know one of the things managers are incentivised to achieve.

Delivery Point Coverage has jumped from 91% to 98.2% in deployed units and I would be interested to know exactly how that figure is calculated. Does repeatedly failing the same minority of delivery points significantly hurt the score, or can very high coverage elsewhere compensate for it? Not accusing management of fiddling the figures. I'm trying to understand what behaviour the KPI actually incentivises. If 15 duties continually clear while the same 4 duties continually fail, can an office still achieve a very good Delivery Point Coverage figure?

The CWU also states that a number of units are experiencing difficulties because they deployed with existing vacancies and insufficient resource levels, adding: “This should not have happened.”


That's quite an admission and suggests that having safeguards written into an agreement is one thing but enforcing them is another.


Our office is now pushing ahead with the new delivery method so the real test will be what happens over the next 6 weeks. The CWU's own position is that DM26 is more successful where the full deployment process is followed. If the safeguards aren't being followed, then the CWU really needs to enforce the agreement it negotiated.

But if all the safeguards are followed, the office is properly resourced and the same duties still continually fail, then at some point they have to stop calling it “bedding in” and ask whether the model itself actually works.

[Neverwasadoor]

I think the issue comes down to if your office was ruined at the last enforced revisions. There’s an office near me that probably needs 10 duties put back but I can’t see it happening. Where as we will probably be fine if we have staff. Large offices will struggle as usual as well.
It looks good on paper if the walks in your office are ok and you have enough staff then the plan is ok but as we know that is VERY rare.

[qwerty2]

Are PT on 30hrs getting ripped off
On 2in5
Mon. 6.25 hrs
Tues. 6.45
Wed. 6.45
Thurs 6.25
Fri. 6.25
Sat. 6.20 hrs ???

[ted_e_bear]

Are PT on 30hrs getting ripped off
On 2in5
Mon. 6.25 hrs
Tues. 6.45
Wed. 6.45
Thurs 6.25
Fri. 6.25
Sat. 6.20 hrs ???

Work it out from the attendance rota:

Week 1 Tues & Sat off
Week 2 Mon off
Week 3 Wed off
Week 4 Thurs off
Week 5 Fri & Sat off