New deal and data

[goinpostal]

Hi all, wonder what people make about the use of data for performance and conduct. Seems to me that the use of data for "exceptional circumstances" of gross misconduct accusations is new? And how does this relate to other agreements on data use (anyone got a copy of these). Whats the old performance agreement, the 25/31 letters per minute test? PDA APP/Tile a worry? Thanks

Here's the bits of the deal with as much filler as poss taken out of it:

KEY ISSUE data, performance & conduct

Appendix 5
Data Use and Performance Management
Page 30 of 35
1. Introduction
The key principles below fully support the implementation of a new approach with regard to
the use of technology derived data and applies all Royal Group Limited employees including
Parcelforce and Fleet,
Both parties recognise that there are a range of existing agreements that relate to the
introduction of new technology and include references to the use of data. Whilst the
commitments in this agreement listed below revise the specific area of data use in those
agreements this does not supersede all other aspects.
… Technology and data will be used to understand workplace and individual
performance in a fair, and consistent way…This approach will include formalising and
enhancing the role of workplace coaches to focus support where it is needed with an
emphasis on solving the vast majority of performance concerns informally via peeron-
peer support and coaching.
• Individual performance data will not be displayed in unit or work areas or through the
use of league tables.
RMG commits and gives assurances that will cover the use of data and any impact on
employees as follows: -
o Technology/data will not be used to de-humanise the workplace.
o Technology/data will not be used to track individuals in real time.…
o Individual data will be used for coaching purposes in a supportive manner.
In exceptional circumstances where a serious incident or accident has
occurred which may be a potential gross misconduct issue, relevant data
Page 31 of 35
may be used. Where this is the case managers will explain the reasons to
the individual; including what, why, and how the information or data has
been used in that relevant investigation.
2. Performance
…Both parties will work together to design and implement a suitable and consistent
performance procedure (to replace the 1980 Non-Culpable Improvement process) by end of
July 2023, taking feedback on best practice from ACAS. Prior to the deployment of a new
process Royal Mail and CWU will ensure all managers and CWU reps are fully trained and a
thorough communications plan to employees is rolled out.
Royal Mail’s focus will be to treat individuals fairly and respectfully where performance
issues are identified. Royal Mail’s approach at all times will be to support and coach
individuals to improve and to give reasonable time to do so. This will be done with the help
and support of the workplace coach.
3. Pilot Approach – New PDA APP/Tile
Royal Mail is launching a new APP/Tile on the PDA for the access of frontline delivery staff.
In developing a new approach both parties agree to the pilot of a new “my performance”
app/tile on the PDAs that will push walk/route-based safety & customer information directly
to OPG’s with the objective of raising awareness of individual contribution and initiate
support where it is required through the workplace coach.
…The Pilot will aim to ensure higher levels of customer service and business performance,
enabled through the use of technology there will be a joint review to explore the potential for
the App to support reward mechanisms, fully taking into account frontline staff feedback.
Page 32 of 35
4.Opportunities to streamline pay administration
…Any changes will only be via local management intervention and there will be no auto
deduction of contractual pay, allowances, Scheduled Attendance, overtime (e.g., where a
(verbal) contract for overtime pay has been agreed with the manager prior to commencement).
Page 33 of 35

[redlen]

Individual performance?

That with the stroke of a pen and the new agreement means that data capture will be used with performance management. And agreed with the CWU.

Royal Mail has not invested in this technology not to use it.

Because they have set no policy in stone with how that data will be used, it is open to interpretation and abuse.

Plan English and certainty is never a strong point in any joint agreement and deliberately designed that way

[norris9]

when I hear 'performance' I mainly think about speed and efficiency....

I rarely come across posties that are slow, most skip breaks, rush about, take shortcuts start early.....

I don't think Royal Mail need to worry about 'slow' people.... Royal Mail are getting more than their money's worth in terms of speed and amount of work completed by the average postie.


You get managers questioning posties about their speed now and again....and they are questioning people who have skipped breaks, taken shortcuts... it's like C'mon man! I can't take any more shortcuts! What do you want me to do - throw people's mail and parcels over the gate or hedge?

Meanwhile people stay out and complete and they won't question them for going over time and claiming overtime.

So in the end it's clear that managers aren't actually pissed you are slow, they are pissed you didn't stay out and complete so they could tick a box and get a pat on the back from their boss.

[k979aaa]

So don't vote for it.

[flimflamman]

Technology/Data will not be used to de-humanise the work area,
What in God's name has this company become when the employer has the need to come out with statements like that,are they talking about delivery offices,or the world's worst prisons?????

[Moose67]

I'm sure Darren Jones NO would like to read that not very good idea at all

[k979aaa]

If we agree to it why should he care about it and does he anyway.

[broughts]

Didn’t the CWU liken this to wearing a tag so much for that being sorted out

[Bellaber]

Vote no simple as that

[richj2009]

I don't understand how anyone could vote yes to this. The writing is on the wall. Stay and your body is doomed if this goes through. We vote no and the company folds and they have a casual work force who call in on a rainy day. Either way there is absolutely no future here. The hardliners who cut off will be bullied into the ground. No coffee, no chats. Everything will be scrutinised. In the meantime the union must bow down and admit this was agreed by them. NO FUTURE EITHER WAY.

[seesred]

I worked for an organisation that tracked the work of all employees all of the time, from the time they logged onto the system to the time they logged off. Everybody had the same performance target to hit and during the time I was there, eighteen months, the target was consistently being raised until it was 50% higher at the end of the period than the beginning. At the same time, additional procedures were added to further refine the tracking of performance, meaning more time wasting boxes to tick before each task was completed. If you failed to hit your weekly target you were called to a meeting with your line-manager to discuss the reasons for your under performance and a senior colleague might be asked to coach you in better working practices. If you still didn't meet the target then formal disciplinary procedures would begin, with warnings about performance eventually leading to dismissal. It was a miserable way to work, and I got out as soon as I could.

[ebbzie]

I worked for an organisation that tracked the work of all employees all of the time, from the time they logged onto the system to the time they logged off. Everybody had the same performance target to hit and during the time I was there, eighteen months, the target was consistently being raised until it was 50% higher at the end of the period than the beginning. At the same time, additional procedures were added to further refine the tracking of performance, meaning more time wasting boxes to tick before each task was completed. If you failed to hit your weekly target you were called to a meeting with your line-manager to discuss the reasons for your under performance and a senior colleague might be asked to coach you in better working practices. If you still didn't meet the target then formal disciplinary procedures would begin, with warnings about performance eventually leading to dismissal. It was a miserable way to work, and I got out as soon as I could.

Exactly where we will be heading if we accept this crap deal -VOTE NO

[Krafty]

Can this job get any worse? Yes it can

[world class male]

the whole "standard efficiency" needs a complete re-think to realistically move forward
people are different and you cannot change that, however inept are our spineless cons decide who works better, not the tech, that's their back up,
i can prep 2 duties to the person to my right of me who isn't that fast but also left handed preps just one, whereas the person to my left can prep 3 duties in the same time as my two,
workload has always been issued on ability not a standard speed, indoor or outdoor
one thing that has probably stemmed back to mrs greenes reign of terror is to banish teamwork among the entire workplace, quite sad really when you see fantastic colleagues leaving who really wanted to do their best but mr thompson and co have now totally destroyed royal mail, i can never see it reviving as a public service

[richj2009]

It's never going to be a public service again. You flog yourself to death for the fact your lucky to have a job. You get no reward and then they give it all away and take the p I s s out of you. Not sustainable on anyone in particular our bodies. For what they are expecting us to vote yes on deserves at least 15% so at least we can save enough for when our bodies pack in with zero pay off.