Forestry Commission Trade Unions - www.fctu.org.uk

FC People Strategy

In 2007 the FC introduced a new People Strategy that lays out a set of 'high-level strategic goals' for staff within the FC. This page contains a copy of the strategy and as time goes on will provide updates on how the unions are assisting with, and influencing, its implementation.

Overall the unions support the strategy. Whilst there are inevitably points that we should have like to have seen included or approached differently, the final document does incorporate many of the points which we submitted during the drafting stages. The strategy has four main themes:

1. To demonstrate excellence in the leadership and management of people.
2. To support people in their professional and personal development and improve organisational performance.
3. To maintain a safe and healthy environment and develop a diverse workforce.
4. To adopt people practices for the future, which support efficient and effective processes of delivery.

In assisting with the implementation of the strategy our main aims will be; to safeguard and where possible improve our conditions of service, and to maximise the opportunities and support available to those staff who wish to develop their careers. The sections below provide updates on those workstreams with which we are involved.

On this Page:

> Review of Staff Benefits
> Review of PMS
> Review of postfilling Procedures
> Discipline and Grievance Procedures

Review of Staff Benefits

Review Announced 11th Aug 2008

Following the welcome decision not to renew the current Choices benefit scheme HR and the FCTU have agreed to work together to develop a replacement range of benefits that will be valued by staff. Although some elements of Choices (such as the provision of childcare vouchers) have been welcomed by staff, the introduction of the scheme several years ago was met with an angry response from staff. Coming at a time when the FC imposed a deeply unpopular below-inflation pay award the former HR director infamously announced that the scheme would be 'worth a 3% pay rise'; thus leading to our 2005 pay campaign and earning her the nickname of 'Marie Antoinette': Qu’ils mangent de la brioche.

However with that campaign, and Choices, behind us we are pleased to be working together with HR to develop a replacement range of benefits comprising those from the current scheme that are most popular plus any others that feedback indicates members will value. The next stage in the process is to hold a series of focus group meetings around the FC to look at what benefits might be provided into the future. This will be followed by:

• an evaluation of which of these benefits could realistically be offered as flexible benefits;
• a brief online survey to let all employees input their opinion on the most likely benefits; and
• reparation of a business case, with costs and savings, identifying and justifying the proposed approach.

Review of PMS

Review Group Update 1st Oct 2008 by Robert Beaney

The review group had their second meeting on Tuesday 30th September at which the results of the survey were considered (view the survey results). It was felt that the level of response to the survey was extremely good and the quality of the comments indicated that those that responded had put a lot of thought into filling it in.

The group then explored ways in which the concerns of the staff could be addressed in a simpler and easier to use system. It was accepted that this is not going to be, in any way, easy and that if the new scheme was to have any hope of working we must start with a clean sheet and build from the bottom up starting with the basics. We have to accept that the Competency Framework and the Management Development Programme must be recognised and catered for in the new scheme.

We have also recognised that for any scheme to have a hope of working all staff must be “signed up to it” and here we recognised two large areas of weakness that must be addressed. Firstly senior management have to actively take part in the system and not only pay lip service to it as they do now and secondly the staff in the lower pay bands must be able to see the worth and value to them of any new system, therefore be able to engage positively in the system.

I have intentionally not gone into too much detail about our deliberations, at this point, as there is a danger of setting all kinds of hares running. I can tell you that it was a very long and constructive meeting and we tried to look at every possible angle. However it is such a complex issue that it is entirely possible that you may think of something that we have missed, should you or your colleagues have any comment, ideas or observations to make I will be only too pleased to receive them. I would especially pleased if could pass on any views on how to make the system more relevant to the members in the lower pay bands.

We have set dates for further meetings in November where we may be able to flesh out our initial thoughts, as each meeting goes by I will put an update on this site.

Consultation - Your Views ARE Needed! 10th Sept 2008

As a starting point the review group are keen to receive views from as wide a range of members as possible in order to get a clear idea of your expectations and thoughts on the approaches that could be ‘fit for purpose’.

Click here to complete the questionnaire before 19th September.

Please note that the group is NOT looking at performance-related pay, bonuses or any other aspect of the pay system. All responses will be anonymous. They will not be revealed and will only be used to produce aggregate results.

Review Group Established 10th Sept 2008

The working group reviewing PMS has now been set up to make recommendations, by Christmas 2008, for a new process that helps manage personal development and individual employees' contribution to the work of the FC. This would replace the current Performance Management System by April 2010. The Group includes the following members:

Robert Beaney, FC Trade Unions
Keith Black, FC Scotland
Kirstie Brady, Learning and Development
Paul Finch, FC Wales
Paul Johnston, FC England
Helen McKay, Forest Research
Fiona Wright, HR Policy

Aims of the Group:

• Review the strengths and weaknesses of the Performance Management System and consider what changes are required;
• Report to HR Management Board with recommendations on the key principles and outline shape of the new system, addressing the issues/questions listed.
• Aim to submit report for consideration at HRMB meeting on 16 December 2008.

Individual Responsibility of the Working Group Members:

• Our role is to reflect the views of our respective parts of the FC, from as wide a range of colleagues as possible.

‘Givens’:

• The new Competency Framework will form the basis of any assessment of the employee’s contribution, together with the actual outputs/outcomes delivered in the role (i.e. how we perform our job as well as what we deliver) ;
• Subject to negotiation with the Unions, there will be no performance bonuses paid at the end of reporting years 2008/09, 2009/10 and 2010/11, but we will retain the right to re-introduce bonuses at a future date if appropriate;
• Must be a system that is clear, relevant and fit for purpose for both the FC and the individual employee;
• The review must ensure that a representative sample of employees (by gender, age, working pattern, disability, ethnic/national origin etc) get the opportunity to contribute ideas and views.

Linked Systems:

• Post-filling/selection, (competitions involving only FC staff and those involving external recruitment);
• Probation;
• Grading (Job Evaluation);
• Business Planning/Workforce Planning;
• Management Development Programme
• Succession Planning;
• Learning & Development processes.

Aims of Current PMS System

For the Employee:

• To ensure I understand what is required of me, how my job contributes to my unit’s Business Plan, and what the Commission is seeking to achieve;
• To ensure I have, or have the opportunity to develop, the necessary knowledge, skills and expertise to carry out my job effectively;
• To assess what I have achieved each year, against my FJP, and how well I have achieved the tasks;
• To receive constructive, focused feedback on my performance on a regular basis.

For the FC business:

• To ensure that every employee has a FJP that supports the Business Plan;
• To identify less effective performers and help them improve their performance;
• To identify the best performers and ensure they receive appropriate recognition;
• To identify areas of knowledge, skills and behaviour to be developed in order to prepare employees for current and future roles (either planned moves or potential roles).

Issues to be considered:

• Are the aims shown above relevant and sufficient for the new system?
• Which aspects of the current system work, and which do not?
• How do other organisations (public/private sector) manage PMS (what other systems are out there)?
• What process is required to support the new system?
• Does the system have to be the same for every group of staff?
• Should the system only be based on the individual or can there be scope to encompass team performance management?
• Is there a role for upward, peer or 360° feedback?
• Who should be involved in the system, and when?
• What information needs to be recorded?
• Are there parts of the system that could be optional or will everything be mandatory?
• How should the system integrate with MDP?
• How should the system interface with other FC systems?
• Do employees and managers have the skills to operate the system effectively?
• If not, what training will be required?
• What support materials will be required?
• What is the development and implementation time-scale?
• What communications should be sent to employees during this period?
• Should the system be re-branded?

Review Announced 11th Aug 2008

Following the ending of the performance related pay system and the introduction of the competency framework across the FC's people management systems, a full review of the Performance Management System has been announced. Robert Beaney will be representing the FCTU on the review group and further details will be posted once the review is underway.

Review of postfilling Procedures

Consultation Responses 25th June 2008

Thank you to everyone who responded to our consultation; which has now closed. A summary of the responses which we received is now available (summary of responses) as is a copy of our letter to HR.

Consultation 1st June 2008

Over the last few months as part of the implementation of the People Strategy, HR have been developing a series of proposals to amend the current postfilling processes. The covering note to the consultation paper indicated that: Following a couple of meetings of the Working Group, some rough proposals were prepared and sent to the HR Management Board.  After some discussion, we have now formulated a list of proposed changes we intend to make to the current postfilling policy and procedure.  This paper has been circulated to the HR Service Board and will hopefully be discussed when they meet on 16 June.  I would welcome your views and the views of your members ... by 30 June 2008.  There are some major changes being proposed, the biggest being the phased removal of automatic HR membership on Boards (for both internal and external posts).  This particular proposal came directly from the EB and I have been researching how other organisations deal with Board membership to ensure fair and open competition.  Both SNH and Scottish Government do not automatically have HR membership on Boards.  Both also have 2 people on most boards.

Further Information: Proposed changes to the Post-Filling Process.

We should welcome views from all members on the changes outlined in the paper above, or on any additional changes that you believe ought to be made. If you do have any comments then please submit these either via your local representative or directly to our main email account at unions@forestry.gsi.gov.uk by no later than Friday 20th June 2008.

Discipline and Grievance Procedures

Over the last few months FCTU reps have been part of a working group reviewing the current discipline and grievance procedures. The aim of the group has been to update the procedures, make them easier to understand and thereby more accessible, and to provide a better framework for resolving discipline and grievance issues quickly and at a local level.

Moving Toward Agreement 10th Oct 2008

Progress on the revised procedures has been slow over the last few weeks, but is now moving toward a conclusion. So far we have reached an outline agreement on the principle of delegation to unit managers to handle issues of serious and gross misconduct and for the removal of the separate disciplinary meeting stage (there is still a disciplinary hearing with the deciding officer). We yet to agree on some process stages, in particular on issues surrounding investigations and the disclosure of paperwork throughout the process.

FCTU Response 21st Apr 2008

Many thanks to everyone who sent us comments on the draft papers. We have now submitted a response to HR, the main points of which are:

• We agree that it is sensible to place greater emphasis on trying to resolve conduct issues locally and informally.
• Whilst we agree that the current procedures are capable of being streamlined, we believe that the combination of suggested changes (the delegation of additional responsibilities to unit managers, greater flexibility in the conduct of investigations and the removal of the additional disciplinary hearing stage) will remove too many of the current checks and balances.
• The suggestion of allowing full disclosure of all witness statements and investigation reports to interested parties is welcomed.
• Delegation of some routes of appeal to less senior managers is agreeable provided that earlier stages in the process are properly completed.

Further discussions on the suggested changes will take place with HR over the coming weeks.

A full copy of our response is available here: full response.

Consultation 1st Apr 2008

The working group has produced a draft of revised policy, procedure and guidance notes, and comments and suggestions on them are welcome from anyone who has an interest in them. The main changes being proposed by the working group are contained within the following paper: main changes being considered, and it is this that the working group is most interested in getting feedback on. However the working group has also produced four other documents; the proposed policy and procedures, guidance for managers and staff and a flowchart to help navigate the procedures—comments and suggestions on these are also welcome:

Draft Policy | Draft Procedures | Draft Guidance | Flowcharts.

If you wish to submit comments on any of the above documents then please do so via the trade union office by no later than Friday 18th April.

Copyright © 2008 Forestry Commission Trade Unions, 231 Corstorphine Road, Edinburgh, EH12 7AT. The FCTU Website is intended to inform FCTU members about the activities of the FCTU and its constituent unions (PCS, Unite, Prospect, GMB, FDA). Any views expressed within this website are not necessarily those of the FCTU, its constituent unions, the Forestry Commission or of any individual member. Whilst we attempt to keep the information on this website accurate and up-to-date, neither the FCTU nor any of the above organisations accept any liability for any errors or omissions and as such cannot accept any liability for actions arising from its use. Use of the FC Logo is by kind permission of the Forestry Commission. M