PDA ACTIVITY - PARLIAMENTARY QUESTIONS

[POSTPERSON50]

From 2019, the PDA actuals were screenshot at my unit by the deputy manager and shared with all other managers, including myself daily as I was doing support work back then. The managers would address the yellow bubbles each day by having 'a word' with the staff involved. It would be usually a 'did you have a problem there?' type of question to the staff, masquerading as being supportive but in fact was to let the staff know they were being watched. Anyone who wandered off route in the van would be challenged the next day. The deputy manager would task the line managers to highlight the '5 biggest offenders' each day and to seek patterns in slow or poor performance.

The staff were aware that the system couldn't be refererred to in conduct issues, and couldn't be discussed with them without their consent. But everyone knew they were being watched.

It's used as a performance tool plain and simple.

[chrisj]

Why is it a problem to be used as a performance tool?

Even so, we know that at Royal Mail, it is hard for a manager to pull people up on performance alone, and that include Processing... Why would they have the tool and not use it at all?

For me, it cuts both ways; I can also the the PDA data to bolster my defence. Every time, I challenge a manager to pull up my PDA actuals, they swiftly move on to something else.

Managers will still try to get more out of workers with or without PDA actuals - it is just using technology that is available to manage and nudge people...

When the mail volume was very very low, folks were packing up in several places to waste time - we can deny that if we wish but that particular PDA actuals will show a different pattern to the usual pre low volumes.

PDA actuals are a non issue - how often does it come up in convos?

By the way, most of issues that came up in the Select Committee bar days absence (as opposed to long term) are Delivery issues...

I doubt processing managers are refusing to pay for short absences anyway. It is all about delivery!

Without PDA actuals we still have those seniors on easy rounds slagging off or making fun of newer Posties often on unmanageable workload. Yet, we blame managers and management for everything...

Fairer workload should be the way forward and the best way for that is to use actual data not word of mouth from interested parties..

[postieblueshirt]

Why is it a problem to be used as a performance tool?

Even so, we know that at Royal Mail, it is hard for a manager to pull people up on performance alone, and that include Processing... Why would they have the tool and not use it at all?

For me, it cuts both ways; I can also the the PDA data to bolster my defence. Every time, I challenge a manager to pull up my PDA actuals, they swiftly move on to something else.

Managers will still try to get more out of workers with or without PDA actuals - it is just using technology that is available to manage and nudge people...

When the mail volume was very very low, folks were packing up in several places to waste time - we can deny that if we wish but that particular PDA actuals will show a different pattern to the usual pre low volumes.

PDA actuals are a non issue - how often does it come up in convos?

By the way, most of issues that came up in the Select Committee bar days absence (as opposed to long term) are Delivery issues...

I doubt processing managers are refusing to pay for short absences anyway. It is all about delivery!

Without PDA actuals we still have those seniors on easy rounds slagging off or making fun of newer Posties often on unmanageable workload. Yet, we blame managers and management for everything...

Fairer workload should be the way forward and the best way for that is to use actual data not word of mouth from interested parties..

It's a problem because they claim they are not using it for this but they clearly are.Right or wrong why the need to lie and deny it.

[scotchy1962]

Why is it a problem to be used as a performance tool?

Even so, we know that at Royal Mail, it is hard for a manager to pull people up on performance alone, and that include Processing... Why would they have the tool and not use it at all?

For me, it cuts both ways; I can also the the PDA data to bolster my defence. Every time, I challenge a manager to pull up my PDA actuals, they swiftly move on to something else.

Managers will still try to get more out of workers with or without PDA actuals - it is just using technology that is available to manage and nudge people...

When the mail volume was very very low, folks were packing up in several places to waste time - we can deny that if we wish but that particular PDA actuals will show a different pattern to the usual pre low volumes.

PDA actuals are a non issue - how often does it come up in convos?

By the way, most of issues that came up in the Select Committee bar days absence (as opposed to long term) are Delivery issues...

I doubt processing managers are refusing to pay for short absences anyway. It is all about delivery!

Without PDA actuals we still have those seniors on easy rounds slagging off or making fun of newer Posties often on unmanageable workload. Yet, we blame managers and management for everything...

Fairer workload should be the way forward and the best way for that is to use actual data not word of mouth from interested parties..

I know we are all entitled to our opinions but judging by some of yours perhaps you should apply for a managers job. What age are you and how long are you in the business? I am 61 coming and at this almost 16yrs and the last thing i need is nudged along or criticised for supposedly slacking. I know when i started i could pile into a duty and after completing could even hoover up plenty of overtime during the week, but the toils on my body and the daft revisions mean that just trying to complete anywhere near my finish time is becoming a real problem and the only solution is to work to my time. It must be great to finger point as if we are all slackers but the reality for some of us is a lot different from where you work. I suggest you think before you type as its different everywhere.

[FilthyBloke]

Why is it a problem to be used as a performance tool?

Even so, we know that at Royal Mail, it is hard for a manager to pull people up on performance alone, and that include Processing... Why would they have the tool and not use it at all?

For me, it cuts both ways; I can also the the PDA data to bolster my defence. Every time, I challenge a manager to pull up my PDA actuals, they swiftly move on to something else.

Managers will still try to get more out of workers with or without PDA actuals - it is just using technology that is available to manage and nudge people...

When the mail volume was very very low, folks were packing up in several places to waste time - we can deny that if we wish but that particular PDA actuals will show a different pattern to the usual pre low volumes.

PDA actuals are a non issue - how often does it come up in convos?

By the way, most of issues that came up in the Select Committee bar days absence (as opposed to long term) are Delivery issues...

I doubt processing managers are refusing to pay for short absences anyway. It is all about delivery!

Without PDA actuals we still have those seniors on easy rounds slagging off or making fun of newer Posties often on unmanageable workload. Yet, we blame managers and management for everything...

Fairer workload should be the way forward and the best way for that is to use actual data not word of mouth from interested parties..

[sindba]

We're grown adults. We're doing a hard day's work for a fair day's pay.

We shouldn't have our every move monitored and harrassed and bullied and questioned like naughty little schoolchildren.

THAT'S the problem with this, ffs.

[FilthyBloke]

We're grown adults. We're doing a hard day's work for a fair day's pay.

We shouldn't have our every move monitored and harrassed and bullied and questioned like naughty little schoolchildren.

THAT'S the problem with this, ffs.

It’s the same in most jobs. Chap I speak to In Lidl was saying everything they do is questioned if they don’t do as expected.
Amazon the same.
I don’t know any line of work where it’s not happening.
If the manager comes up to next month and says you need more lapsing you can use the pda data to your advantage and explain you have no time for it.

If however it shows you have a 40 minute break in the office then 30 minutes In Asda and then another 20 minutes on a street corner then why wouldn’t they ask you what you are doing?

[DirtyHarry]

Why is it a problem to be used as a performance tool?

Even so, we know that at Royal Mail, it is hard for a manager to pull people up on performance alone, and that include Processing... Why would they have the tool and not use it at all?

For me, it cuts both ways; I can also the the PDA data to bolster my defence. Every time, I challenge a manager to pull up my PDA actuals, they swiftly move on to something else.

Managers will still try to get more out of workers with or without PDA actuals - it is just using technology that is available to manage and nudge people...

When the mail volume was very very low, folks were packing up in several places to waste time - we can deny that if we wish but that particular PDA actuals will show a different pattern to the usual pre low volumes.

PDA actuals are a non issue - how often does it come up in convos?

By the way, most of issues that came up in the Select Committee bar days absence (as opposed to long term) are Delivery issues...

I doubt processing managers are refusing to pay for short absences anyway. It is all about delivery!

Without PDA actuals we still have those seniors on easy rounds slagging off or making fun of newer Posties often on unmanageable workload. Yet, we blame managers and management for everything...

Fairer workload should be the way forward and the best way for that is to use actual data not word of mouth from interested parties..

You know there's just something not right, when filthybugger, or whatever he's called, gives your post the thumbs up.

[FilthyBloke]

Why is it a problem to be used as a performance tool?

Even so, we know that at Royal Mail, it is hard for a manager to pull people up on performance alone, and that include Processing... Why would they have the tool and not use it at all?

For me, it cuts both ways; I can also the the PDA data to bolster my defence. Every time, I challenge a manager to pull up my PDA actuals, they swiftly move on to something else.

Managers will still try to get more out of workers with or without PDA actuals - it is just using technology that is available to manage and nudge people...

When the mail volume was very very low, folks were packing up in several places to waste time - we can deny that if we wish but that particular PDA actuals will show a different pattern to the usual pre low volumes.

PDA actuals are a non issue - how often does it come up in convos?

By the way, most of issues that came up in the Select Committee bar days absence (as opposed to long term) are Delivery issues...

I doubt processing managers are refusing to pay for short absences anyway. It is all about delivery!

Without PDA actuals we still have those seniors on easy rounds slagging off or making fun of newer Posties often on unmanageable workload. Yet, we blame managers and management for everything...

Fairer workload should be the way forward and the best way for that is to use actual data not word of mouth from interested parties..

You know there's just something not right, when filthybugger, or whatever he's called, gives your post the thumbs up.

[sindba]

Just because Amazon employees are treated like naughty little children doesn't mean we should accept it too.

Amazon and Lidl should treat their workers better.

[FilthyBloke]

Just because Amazon employees are treated like naughty little children doesn't mean we should accept it too.

Amazon and Lidl should treat their workers better.

They are not treating them badly though? The Lidl chap has been there years. They basically get paid for 8 hours and expected to work for 7 hours 30 mins.

Problem is with this job is that people go at different speeds naturally. Just because joe can do it in 4 hours doesn’t mean Steven can. For that I think there should be margins for error.
But if people are clearly taking the biscuit and doing nothing they should be called out for it.

All of the walks in my office have loads of dead walking. Most are on sea front or at least part of so you find yourself only delivering to one side. Not much you can do about that but there is one walk that is all terraced houses and despite it having more delivery points than mine it takes half the time. Yet we get back to the office at the same time. It’s common knowledge he’s either at the bookies or at a mates house but that’s ok, because he’s seen as some militant mutant people just ignore it. Now he’s being called out for it he’s after this redundancy lol.
Get rid.

[chrisj]

We're grown adults. We're doing a hard day's work for a fair day's pay.

We shouldn't have our every move monitored and harrassed and bullied and questioned like naughty little schoolchildren.

THAT'S the problem with this, ffs.

Are you serious that we are all adults? You know that to be untrue, why even say so...

Most people are working hard but like those sick pish takers, some are getting away with and have been getting away with it for a long time.

At 61, I feel for you but if the job is now beyond you, then you have done well out of it, you can move on... But don't expect others to carry you while some seniors like I said continue to bully more junior staff. You even have offices where people pick and choose who they want to work with - on the basis of performance!

The hardest worker and overtime King at mine is more than 61. There are younger staff that are not really up to the job, it will s not about age or time served.

So, the manager are not supposed to try to improve productivity - just accept that someone that was completing comfortably when it was job and knock is now saying they cannot do a little extra with low volumes or leaving lots of work and then packing in various lay-bys.

I cannot never put myself up for management with a lot of the staff we have... I don't always get on with my managers and I have taken grievance before but I know they have a hard task and I will not want to swap with them; even with their salary and bonuses. One of my managers put in a shift in the 4 hours indoors before we go out - they are mostly doing their job.

[chrisj]

I should add that you are exaggerating by saying that every move is monitored and questioned - not my experience and they do not have time or inclination to challenge every one and every issue

[richietns]

I should add that you are exaggerating by saying that every move is monitored and questioned - not my experience and they do not have time or inclination to challenge every one and every issue

The problem is which I don't think you grasp is that we've been pushed to go faster with more mail for a decade now its starting to get ridiculous when we are just bringing mail back it can't go on hence the strikes,the CEOs are only interested in taking money out of the business while we work harder for less.

[wandle]

I doubt processing managers are refusing to pay for short absences anyway. It is all about delivery!

13 people in PRDC have had pay stopped, and are pursuing ACAS claims. So your assumption is incorrect