Managing Change

On Wednesday the 26th of August 2009 a significant step was made by UNISON and Human Resources to make the process of change within Staffordshire Police manageable, and acceptable.  There were a number of people at the meeting, including the head of department of those affected, the head of human resources and two divisional HR representatives, and of course yours truly representing UNISON and our colleagues.  I say significant because all parties worked together to ensure that we did not lose friends and colleagues when the proposed move of departments to the Weston Road Complex took place.
Everybody recognised three factors when making decisions: these names are people, they are our colleagues and friends, they deserve to be treated fairly and with dignity.  I am happy to say that all the decisions made were agreed across the table, and should be acceptable to those affected.

Many of my colleagues are aware that in Staffordshire Police change is being managed under Project Columbus.  A project which has far reaching implications for each and every employee.  From the outset UNISON has been involved not only as a consultative partner, but also as an innovative lead.  I took to the project our concerns in relation to what I called joined up thinking.  I requested that our employer makes a list of the proposed job losses to prove to them that the numbers were greater than UNISON was originally informed, and it was I on behalf of you, that requested a establishment panel, a freeze on permanent contracts, unless agreed by the establishment panel and most importantly a strategy to minimise the need for compulsory redundancy, by implementing the work on early retirement on the grounds of voluntary redundancy.  The number of those indicating their wish to be on this scheme surprised not only management, but UNISON as well.  Project Columbus is now my main priority within the branch as the branch executive committee recognised its importance.

I have on behalf of UNISON held talks with management in relation to Job Evaluation and an Equal Value Pay Audit.  This branch is committed to moving with our employer to Job Evaluation Factor 13, which is a UNISON led system.  Staffordshire Police sent management representatives to the UNISON Briefing on JE13 in London and took advantage of the invitation to attend the regional seminar organised by the West Midlands Police Staff Committee, representing Staffordshire Police, West Mercia Police, West Midlands Police and Warwickshire Police.  Originally I asked for a shorter time scale for implementation, than is now envisaged.  However due to Project Columbus, it is now felt that a complete job revaluation of all staff using JE13 should take place when the work of the project is completed.  The branch position on an Equal Value Pay Audit remains that it should be completed at the earliest opportunity.

The Communications Project has been foremost in the thoughts of many of you, especially how it will affect your work/life balance.  I do not wish to go into great detail in relation to the work being undertaken by Dawn Critchley on behalf of you and UNISON, and have asked that she places an update on this website.  However, I do want to say in relation to the work being undertaken around shift patterns,  that I believe it does not come close to that promised by management to staff in the Risingbrook Baptist Church and fails considerably in what two Chief Constables have promised this branch.  I shall be making representation to the incoming Chief Constable on this issue.

I on behalf of you and this branch will work tirelessly to improve our conditions of employment.  I am unhappy with the restrictions on our career paths, whilst our employer creates them for our police officer colleagues.  I am no longer going to restrict my work to discussion around the blue ceilings and blue walls place there by our employer to allow police officers career and management opportunities.  I am not going to accept any police officer calling you and I civilians or support staff.  We have been Police Staff since 1 October 2003, and the words support and civilian are used to insult police staff.  Challenge this prejudice and make those that use these terms understand that we work together.

When a member of the public comes home from work and finds their house burgled, they call the police. Who do they speak to? Probably a police staff member.  Who then sends the police officer to that address? Probably a police staff member.  Who comes to the house to do the forensics? Probably a police staff member.  Who then sorts through the forensics and finds the incriminating fingerprint details? Probably police staff members.  Who prepares the case for court? Probably a police staff member.  Who provides witness support?  Probably a police staff member.  Who attends court and gets the judges praise for a job well done?  Probably a police officer.  Who carries on and does their job to the best of their ability, despite no recognition?  The police staff members.