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Openreach – Operations Grading Review

18 April 2008

Around the turn of the year, the CWU Executive team was optimistic that a way could be found to achieve at least some of the Union’s aspirations so discussions continued. However it was not possible to report the details adequately or publicly. This was misinterpreted by some members as a lack of effort or action on the issue by the Union.

In early March 2008 the Executive took the view that the information vacuum could not continue since it was clear that there was little or no chance of the discussions coming to a fruitful end. Ian Cuthbert wrote to Openreach on 17 March and since then CWU Head Office has repeatedly pressed for a response up to senior levels in the Company.

The union has have also tried to resolve the pre-existing grading anomalies. Sadly the Grading Review has become an obstacle to progress rather than a vehicle for delivering it. There is clear evidence that justifiable promotions have been held in abeyance until the outcome of the grading review.

A response has been received from Ian Flynn, Openreach Employee Relations and Engagement, in which he stated:

"Openreach has conducted an exhaustive exercise using the newGRID descriptors. The process involved our Group Reward team, Operational Managers and Openreach HR. The outcome from the exercise indicated a significant number of roles should be at a lower grade than is currently the case. Some roles would move to a higher grade but the numbers were small."

This basically says that the outcome of the job evaluation process was that a significant number of roles (Including B2 field people) should be at a lower grade. The letter goes on to say that Openreach is not minded to progress the outcomes but wishes further dialogue. The Executive team believes such an outcome of a grading review to be perverse given the skill levels of the Openreach workforce.

The union has restated to Openreach our policy on multi-skilled engineers. We have also requested that grading anomalies, such as the Academy Coaches, be resolved as well as those roles that Openreach believes should be higher.

There is a clear view amongst many that the job they do warrants higher grading given the range of skills deployed. There are undeniably financial pressures on lower graded members, particularly since the overtime budget has been significantly reduced. It is estimated that tens of millions of pounds has effectively been withdrawn, whereas it would have been part of member’s finances. The Union will need to consider carefully the next steps but members need to be reassured that this issue is still a major item on the CWU Executive’s agenda.