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Future Logistics Information Systems (FLIS) - update for PCS members

John Wilson from the group executive committee is the new PCS lead for the joint support chain (JSC).

As part of that role John responsible for protecting member’s interests in this area and specifically for the FLIS project.

Where we are now

The transfer into JSC happened on 22 June. PCS have a number of concerns about this and still do not consider that it is the right course of action.

We did raise a formal objection, but the head of log NEC decided to impose the transfer anyway.

We still have the option of raising a formal failure to agree. However, our union takes the view that this may be counter-productive as the transfer has already happened and in any case the clear priority is to negotiate protections and to ensure that choices are available for our members.

Whilst we may not agree with the transfer, we may be better placed to carry out these negotiations from within the JSC.

FLIS phase 1 post mapping is complete and we are about to begin phase 2. phase 1 was supposed to align posts to the correct line management, but this has created numerous problems:

a. Many staff were informed of the intention to outsource their posts in the informal 1 round letters, but this was not confirmed in the formal letters, causing confusion and uncertainty.

b. Many staff who have been told that they are not in scope for transfer fear that their posts will be cut under phase 2.

c. Staff have been told verbally about changes to line management, but this has neither been confirmed in writing or actioned on HRMS, meaning that they are unable to agree PAR objectives, RDP, etc.

d. For mobile grades who do not drive, public transport is inadequate, we are lead to believe that the current bus service between Andover and Abbeywood only has a limited lifetime and that the train service is poor. Yet no provision has been made for staff to continue in their current location or to work from home

e. There is a possibility that some non-mobile grades may wish to move location with their posts, but the inference from the formal letters is that this will not be allowed.

Management intend that phase 2 post mapping will deliver the cuts.

We have a number of questions that need answering before post mapping commences, such as how many staff will be transferring and what happens if the work is identified for transfer, but not necessarily the person currently in post.

Additionally, we will be seeking guarantees that there will be an early release scheme (ERS) for staff wanting to leave and that management will adhere fully to the national agreements that our union has secured protecting jobs and privatisation.

As part of this we believe that the first step that must be taken now is for management to carry out a proper preference exercise.

Whilst the change passport is useful to initiate a dialogue between a member of staff and their line manager, it does not serve its true purpose if the line manager is not fully briefed on all the options available to staff.

A value for money benchmarking (VFMB) exercise is being conducted. This is in effect an in house bid. The trade unions have been insistent all along that there should be a properly resourced In-House bid; however management have previously resisted this.

However, there remains some confusion about the purpose of the VFMB, we are not content that it should be used merely as a comparator to evaluate the bids of external contractors; it should form a proper in-house bid.

We have asked the question, “What happens if the best value for money option is to keep the work in house”. Surely they would not wish to carry on and outsource the work.

We are also becoming increasingly concerned that the timescale is being compressed to reach the preferred bidder stage earlier than originally anticipated.

PCS key priorities

PCS are committed to trying to ensure that every single member of staff gets their desired outcome.

We will not accept any of our members being TUPE transferred and then being issued with compulsory redundancy notices immediately post transfer.
We will be seeking to negotiate agreements that protect our members against forcible collocation, outsourcing and cuts.

Where a member wishes to leave the department, we believe that they should be allowed to do so on a voluntary basis under compulsory terms, and where they express a preference not to collocate or TUPE transfer every effort should be made to find them alternative employment in the travel to work area.

PCS has set up a FLIS sub-committee, comprising of myself and several activists from affected sites. The aim of this sub-committee is to meet on a regular basis to discuss the issues facing our members and to draw up an action plan on the way forward.

The committee members will also act as the link between myself and the members in the workplace, ensuring that they are fully briefed on everything that is going on and making me aware of their concerns so that I can take them up with management.

The first sub-committee meeting took place on 1 July at PCS Clapham and produced some very positive outcomes.

Trade union engagement

A draft trade union engagement plan has been produced, which details the way forward in negotiations.

We have the opportunity to influence proceedings in the forums listed below.

Members who have specific concerns that they would like to see raised should contact their branch FLIS rep and ensure that I am made aware.

a. JSC Whitley
b. People change working group
c. Trade union informal meeting
d. PCS/Log NEC senior level quarterly meeting
e. VFMB meetings
f. PCS FLIS sub-committee

What happens next?

PCS will be meeting with the head of log NEC on 17 July. We will be seeking assurances on the VFMB, on both its purpose and the timelines.

We also wish to discuss our involvement and influence in post mapping phase 2. We will be pushing for an early release scheme and as a first stage we will demand that a proper preference exercise is conducted.

If this is not forthcoming, PCS will carry out our own preference exercise and publish the results. This meeting will be followed up by a TU informal meeting on 21 July, when I, along with representatives from the FLIS sub-committee will meet with the change management team.

PCS will follow the meeting schedules as set out in the TU engagement plan.

Members will have an opportunity to influence the outcome of these meetings through their local FLIS rep and I will endeavour to produce regular briefings for members and feed information through the sub-committee.

Over the coming months I also intend visiting a number of sites to talk to members face to face.

We will only succeed in protecting our members’ jobs from collocation, cuts and outsourcing if we have a strong membership willing to take action if necessary.

Therefore, it is in all our interest to make sure that everyone in the workplace is aware of the threats facing us, which means ensuring that non-members join us and become involved. The stronger we are the more we can achieve.

If you would like to take a more active role, you may wish to consider joining the FLIS sub-committee, becoming a FLIS rep in the workplace or a PCS distribution rep.

For further details please contact me at wilsonj105@mod.uk or 01785-787108

John Wilson, group executive committee

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