Public and Commercial Services Union

1. Filling vacancies

Background

The original HMRC policy was launched in April 2006. Following this PCS undertook a consultation exercise with Branches and a submission was made to the Post Implementation review. This review was stalled and despite the efforts of the TUS it has only recently resulted in changes being made to the policy.

During this time problems with the application of the policy by the businesses have been raised and many of these are now being addressed through the revised policy.

Publication and implementation

The revised policy is being launched today but members should note that this has not yet been agreed by PCS. There are still some issues which we are continuing to press with management. These include ensuring that the motions passed and remitted at the Group Conference are fully taken into account and that training in the procedures is provided for all sifters and interviewers.

Changes

We have highlighted the following changes to the policy:-

The new policy applies to all Grades AA to G6

Temporary promotion (TP) The rules governing this have been considerably tightened and TP can now only last for 6 months. The circumstances under which TP can be used have also been changed to ensure that TP is not used to cover permanent vacancies. Current TPs should be reviewed and maybe withdrawn if they are covering permanent jobs which could be filled by level transfer moves.

Level transfers - Vacancy Holders will now have to look more closely at ALL options for level transfer before a vacancy is advertised. This includes expression of interest exercises for level moves across co-located businesses.

Moving work - The policy identifies the need to consider moving work to another location where there are surplus or pre-surplus staff.

Job Adverts - Adverts will have to be much clearer in what the advertised job entails and adverts can no longer include - “any eligibility criteria that prevent a particular group of people from applying unless there are justifiable objective business reasons for doing so.”

Essential criteria - This has been considerably tightened to ensure that “experience” of a particular business issue and/or “specialist knowledge” can now only be included under strictly limited circumstances. The guidance makes it clear that a requirement for prior “knowledge or experience in a particular area of HMRC work” must not be included.

PDEs - These will no longer be required to be submitted with applications.

Release periods - These have been shortened to 14 days from the date of the announcement of the results of the trawl.

Feedback - Where Applicants request feedback copies of the paperwork must be provided to them. Provision of more detailed feedback is an option for the Vacancy holder's determination.

Priority list -This has been simplified and tightened up.

Diversity and the selection process - The policy includes comprehensive advice on how to avoid discrimination and also identifies issues which selectors should consider which may lead to bias. There is also a section which identifies some of the issues which could be considered discriminatory and which should be avoided. For example not stating in the advert “must have a driving licence when other transport options could be considered.”

Negotiations

Discussions on this policy are continuing as we still have concerns regarding the provision of training for Vacancy holders, selectors and sifters. We welcome the fact that they Diversity and Equality training is mandatory but we have reminded HMRC that we were given a commitment in 2006 that training in the actual vacancy fillling process would be provided for all selectors and sifters.

Other issues still under discussion are:- the question of feedback and how it is delivered; Special transfers and the removal of Category 2 status from the priority order; the involvement of the TUS at business level and locally in monitoring and discussions on the whole issue of vacancies and resources.

In addition discussions with management will be kept open in order that problems and concerns can be taken forward as necessary.

The GEC will be considering this policy at their next meeting on 5 & 6 August.

Consultation

Branches are invited to submit comments on the new Filling Vacancies policy. As always it is helpful if Branch Secretaries would collate any comments and submit them as Branch submission. These should be received by 4 August 2009.

Submissions from Branches should be sent to both of us at;-
helenw@pcs.org.uk and markl@pcs.org.uk

Comments on the application of the new policy should be raised with the business and escalated to the Assistant Group Secretaries as necessary.

2. Competence Framework (CF)

The new CF will be used in the vacancy process. This has been subject to separate discussions with HMRC. These discussions are not yet finalised and PCS has not formally agreed the policy. At present we are awaiting the final proposals from HMRC on this subject.

A briefing giving further details on this issue will be issued when the discussions are completed and the policy has been considered by the GEC.