Railtrack Company news

Our claim included consideration of flexible working arrangements and a request that full and adequate training and development programmes be provided to enable staff in these grades to develop and expand their skills.

The Response

The company replied at a meeting on 1 March 2002 and was asked to reconsider the offer. Responding to that discussion Railtrack highlight that the other groups of grades, Signallers and Supervisory staff already had a two year settlement which included a 2.5% increase from the April anniversary date and, propose that salaries and salary ranges be increased by 2.5% from the April anniversary date. The company stated that against a headline rate of inflation for January of 1.3% they believe that an increase of 2.5% for a period of 12 months is fair and generous.

Additional personal performance awards will be made available to staff who have achieved a rating of "impressive" or "star", within the Managing for Success appraisal process. The performance award will determined by the line manager and is expected to be up to 4% range for staff with an "impressive" rating and up to 8% for staff with a "star" rating. The number and quality of "star" and "impressive" awards made within MfS will determine the total number and value awards.

The company have declined to improve London and the South East allowances stating that Railtrack employees benefited significantly from increases in these allowances in the general pay review of 1998 and 2000.

On Working Time the company say that they do not intend to reduce the working week following the reduction to 36 hours from 1 January 2002. In response to our submission for improvements in Maternity, Paternity and Parental leave arrangements the company say that family leave arrangements are currently the subject of an Employment Bill which is due to come into effect on 1 April 2003. The company has proposed that they review their current family leave arrangements once the provisions of that Act are known.

On a separate issue on Equality the company have proposed a Joint Working Party with the trade unions to address equality diversity issues which may affect their employees. Part of that Working Party would also look at family leave arrangements.

Similarly, on our claim for Flexible Working arrangements the company say they already adopt an enlightened approach to the working arrangements and the requirements of their employees. Nevertheless, they are awaiting the outcome of the Employment Bill and suggest that this matter be looked at as part of the Equality Joint Working Party.

On our request for better Training and Development Programmes the Company say they have in place extensive training and development programmes for all employees. Adding that MGS and MJS staff have regular opportunities through the Managing for Success process to discuss with their immediate manager not only their current training requirements, but their long-term development aspirations as well. Also the company is in the process of modernising the whole training offering within the business, including the introduction of E learning, and will ensure we are kept informed of these developments as they develop this approach.

Major Stations

Turning now to Major Stations, Management say it is their intention on general pay for these employees to apply the same principles of the Managing for Success arrangements on the basis of a 2.5% increase in personal salary subject to effective performance, effect from 1 April 2002. Whilst the core employment conditions for Major Stations employees, such as standard hours, annual leave and sick pay, follow those applicable to MGS employees.

There is an exception relating to payment for overtime and Sunday working which is incorporated into an all-inclusive personal salary that takes these specific elements into account. On this aspect the company will arrange an early meeting to discuss these arrangements with us in more detail.

TSSA position on pay

Our Zone Councillors will consider the above offer at a meeting on 11 March 2002, in the meantime we would welcome any comments on the company response.

Role Clarity

Towards the end of last year the company had advised us that they had not progressed the full Job Evaluation System for the Management Support grades since they had been reviewing the evaluation system used. We were advised that the company, therefore, decided to move away from the HAY evaluation system and that they were in the process of putting together an in house system of determining job grades which they referred to as Role Clarity. At that time the company stated that the process would not be used for Signallers and Supervisors.

Arrangements were then made for a presentation to a sub group of the TSSA Zone Clerical Representatives at the beginning of this year when we were advised in greater detail about the use and application of Role Clarity. At that time we were also advised of the company’s intention to amend contracts of employment.

With respect to Role Clarity the Association has not been involved in the composition of the "Family" groups or levels. We have indicated to Management that our members will be considering these aspects and where necessary will put forward propositions for amendments to them. The company has acknowledged that they will hear from us on this aspect. We have maintained that the grading system is a negotiable matter and the company has agreed that there will be trade union involvement in the final evaluation process. Details of that will be advised to you in due course.

A chart setting out the level or bandings of the new grading structure and the type of grades that would fall into each band has been circulated.

The company proposes that collective negotiating rights be extended to people in Bands 5 to 8. The company also advises that as far as Band 5 is concerned this will include some former MG4 Managers.

Members will be advised of which band their position falls into as well as details of the family and level in that family.

It will be a matter of personal choice whether you wish to accept the offer of a position with the new grading structure or remain on your existing grade of, either Clerical Officer, P&T or MSG.

Associated with the Role Clarity is a new Contract of Employment and I set out below observations on that matter.

Contracts of Employment

The Association has been advised of the changes that the company proposes to the contracts of employment and we have put forward amendments to those changes. At the outset the company say that they have adopted a policy of openness with all benefits being made transparent in order that employees can see a visible career structure. Details of the changes to the contracts of employment for MSG, Clerical Officers, P&T Grades have little variation to the contracts. Details will be made available.

It will be a matter of individual chose whether members wish to sign up to these new contracts or whether they see any benefit in the revised arrangements. Nevertheless I have to point out that any subsequent vacancies that are advertised will be advertised in the new grade and will attract the alterations the company wish to introduce and, therefore, people will have to sign up a new contract on moving to a new position.

We will be issuing further details on Role Clarity, and the Contracts of employment changes.