Job Cuts: LUL's question-and-answer; RMT's comments

Below you can read a question-and-answer briefing produced by London Underground management about their 'Organisational Change Process'.

RMT would like to point out that:

  • Whatever soft-soap and jargon it uses, this is a document announcing around 1,000 job cuts.
  • Despite the claim in this document, your union has not agreed to this process.
  • Despite the document's claim that the changes are motivated by a desire to improve London Underground, the fact that they come from an 'Operating Cost Review' and the document's own admission that "The review is intended to provide cost savings" show that this is not about improving London Underground but about saving money.
  • The fact that affected departments include Line Upgrades and SQE (Safety, Quality and Environment) show that these job cuts will affect the operation and improvement of London Underground, despite management's claims otherwise.
  • Even if you are not one of the up-to-1,000 people who find themselves out of work, the fact that so many posts are to go will leave you with more workload and less support.
  • 'Voluntary severance' will not be an attractive option when unemployment is rising so sharply in London. It may seem a good idea to go willingly if the money seems good enough, but how long will it take you to find another job?!
  • If you are one of the people whose role is not mapped into the new structure, or is mapped but other staff are mapped to the same new role as yours, then you will be expected to compete with your erstwhile workmates just to stay in work.

Finally, we have an alternative answer to LUL's question, "I’m not a member of a TU. How can I have my say in the process?" ... Join one. RMT. Click here.

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What is OCR?

Operating Cost Reviews are taking place across the whole of TfL. LU has been considering how we can best organise ourselves in view of the priorities set out in the TfL Business Plan and our major delivery commitments.

The underlying purpose of the OCR is to ensure that we have an organisation fit for purpose and designed to deliver the massive programme of changes and improvements that we are undertaking.

As a result of the OCR, we propose to make some organisation changes to LU.

What is OCP?

The Organisational Change Process is a process agreed with the Trades Unions for putting in place changes to our organisation. It sets out how we will consult and inform staff of any changes that we propose. The OCP can be viewed here.

Who is affected by the current OCP?

Areas currently affected are: • FSO • HR • Legal • SQE/HSE • Projects • Line Upgrades • S&SD • Operational Support within COO

COO (other than Operational Support); Maintenance; Ex-Metronet Apprentices; and Employee Relations are not affected by the OCR/OCP.

How will these changes be managed?

A period of consultation with trades unions started on 29 January 2009 and will continue for a period of not less than 90 days. There will be a number of meetings with the TUs and after each meeting we will provide an update to staff. It is proposed that consultation will take place over two broad phases:

Phase 1:

Share the reasons for the organisational changes and the high-level proposed structure. This phase will also cover proposed measures to minimise any requirement for redundancies.

Phase 2:

Once the high level structure and the principles for the re-organisation have been discussed we will go through a process to populate the proposed new structure. This will take place at directorate level and staff will be briefed individually on whether or not their role is impacted. Our aim is to keep the impact on staff to a minimum.

When will we know about the impact on individual teams?

Subject to initial discussion with the TUs we expect to start consultation at a directorate level in the coming weeks at which point we will be able to provide more information about individual teams and roles.

Will there be redundancies?

The review is intended to provide cost savings and may, subject to consultation, mean a reduction in non-operational posts across the organisation of approximately 1,000. However, we are working to minimise any redundancies and our approach will include:

• reviewing the requirement to fill vacancies

• reducing levels of temporary staffing

• seeking expressions of interest in voluntary severance from those in affected areas. You can find out more information about this on the intranet.

What will the process be for finalising the new structure?

Subject to the consultation, the new structure will be ‘populated’ through the following process:

• Some existing roles will be mapped directly into the new structure. Staff in these roles will be notified that their role has been ‘mapped’ and there is no need for them to take any action; their role and pay and conditions will remain the same.

• Some existing roles will be mapped directly into the new structure but there may be more than one member of staff mapped to that role. In this case there will be a process to fill the role which will involve some form of selection. Where staff are unsuccessful they will have the opportunity to express a preference for up to three other roles within the new structure.

• Some roles will not map into the new structure and will no longer exist. In these cases staff will have the opportunity to express a preference in up to three other roles within the new structure.

Am I eligible for voluntary severance?

You can find out more about voluntary severance on the intranet.

When will the process be complete?

The information and consultation phase will last for at least 90 days and we hope to be able to move to the new structure as soon as possible, subject to the conclusion of the process.

I’m not a member of a TU. How can I have my say in the process?

We have an agreement with the TUs that they will represent all members of staff during the information and consultation period. However, we are also keen to hear directly from staff who can speak to their employing manager or ask questions via the Organisational Change page on the Intranet.

I am currently covering another role on a temporary basis. How will the OCR/OCP affect me?

The OCP applies to an individual's substantive (permanent) position.

How can I find out more information?

The Organisational Change page on the intranet will be updated throughout the process. You should speak to your manager in the first instance if you have any queries and you can also post questions for answer via the intranet.