HWDC Sample Clauses

HWDC. The training, professional development and compliance to standards paragraphs of this agreement will apply to Engineers based at HWDC. A similar review of workload will be undertaken and the implementation of a revised rota and any efficiency benefits will be complete during 2010/11 Fleet & Maintenance Services Transformation  To ensure Fleet & Maintenance Services (F&MS) is in the best possible state to fulfill the requirements of the business challenges ahead, a wide ranging review of organisation and ways of working will be undertaken to ensure we have a world class upper decile benchmark operation; providing the best and most efficient vehicle maintenance operation possible.  It is agreed that Logistics management and the CWU will engage in full, active and constructive consultations and negotiations, with a joint objective of deploying changes on a phased basis. Piloting of new approaches will begin in workshops no later than April 2010 and implementation of the outputs will be completed, at pace, no later than March 2012. This review and the subsequent changes will cover every aspect of the way we do things.  Garage network operating model. The overall operating model for the garage network will be reviewed to ensure it is properly aligned to the needs of the RMG business operations while optimising efficiencies through improvements to production planning, control and management. This will include a ‘root and branch’ review of:  workshop capacity and utilisation – including the size and mix of workshops, working practices within workshops, and how efficiency can be improved with the introduction of enhanced production planning, control and management approachesshift patterns and duty content – including how best to provide 24/7 support to the operation  the expanded role of Customer Service Vehicles (CSVs) in the operating model; including opportunities to enhance the role of CSVs to provide first response, first fix, breakdown and recovery services  pay and reward including working time, the bonus scheme, pay, allowances and overtime  the role of third party contractors in support of the operation will also be reviewed; this will include the potential for in sourcing work and/or subcontracting where it is more economical or operationally efficient to do so  garage network rationalisation. Both Royal Mail and CWU recognise and agree that every unit will be objectively evaluated to determine effectiveness in delivering service to the busine...
Sample 1
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HWDC. A new (non-pensionable) supplement to basic pay for Royal Mail CWU grades at HWDC with the exception of Engineers (pro rata for part time employees). The supplement will increase in value as agreed with basic pay rises. It will flow through in 2011 and 2012. It will be paid 52 weeks a year at the rate of £20.00 per week and applies to new entrants. It replaces the current HWDC Flexibility Agreement. The flexibility terms agreed under the pay and modernisation agreement would in future apply to all OPG’s at HWDC. Both parties agree that there may be further opportunities for pay simplification. Accordingly, national officers and functional directors are given the remit to explore this area further on a cost neutral basis during the course of this agreement. Payment of old legacy bonus scheme payments will not be made to employees recruited on or after 1st April 2010. Additional Local Earnings Opportunities Royal Mail and CWU agree that excessive amounts of overtime working are not conducive to an appropriate work/life balance. This has been recognised by prioritising higher basic pay over recent years. Within this we also agree the importance of taking into account the aspirations and needs of individual employees for reasonable and regular additional earnings opportunities. As part of local revision activity the opportunity for Scheduled Attendance and overtime will be a key consideration. Such opportunities will need to reflect overall workload and meet service requirements. Local revision proposals should consider how innovative attendance patterns and the overall resourcing mix can be constructed to support different employee needs. Approach to third year basic pay review Both parties are approaching the future with a positive expectation that deployment of this agreement will ensure that transformation is delivered, leading to an improvement in company performance and a successful and sustainable future for the organisation. Given this, there will be an increase in pensionable pay, overtime and allowances of 3.5%. This will be revisited if the average RPI for January to March 2012 is outside the expected range of 2%-3%. Both parties also recognise that there is uncertainty in the commercial environment that may affect the business in either a positive or negative way. Against this background it is recognised that there should be flexibility to reopen this element of the agreement in response to unforeseen events which have a significant impact on the b...
Sample 1

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