Restructure - Disclosure

[mephisto]

With reference to the current Pilot taking place in 12 stores, you are already aware of the information provided by Usdaw and Tesco in the following links:

http://www.verylittlehelps.com/index.php?topic=13634.msg128500#msg128500

http://www.verylittlehelps.com/index.php?topic=13634.msg128427#msg128427

However, Usdaw and Tesco have been vague with regards to certain details of the Pilot. Furthermore, details of the Pilot had been disclosed at National Forum level PRIOR to the consultation currently underway at the 12 affected stores.

How ironic that the "updated" Partnership Agreement is about to be rolled out at the same time as the consultation period enters its closing phase.

Please find the following communication sent via email to ALL Group Personnel and Directors from Head Office released on 19th March 2014; the initial date at which No_Bull_Ere kindly informed VLH of the Pilot.

Some of the information you will already know, however, certain information had not been disclosed by Usdaw or Tesco.

I hope it is of some use:

(continued...)

[mephisto]

(... continued)

Private and Confidential - Management Structure Changes

March 19th 2014

As you may be aware, on Monday 17th March, colleagues at 12 existing stores in Bedfordshire and the surrounding area have been briefed about plans to introduce a new management structure in their stores. The new structure will help us to ensure that we are set up to focus on what matters most to customers and enable stores to deliver our multichannel growth. Our current structure was designed more than a decade ago, is outdated and no longer reflects the business's focus.

The key changes are:

- The role of Deputy Manager will be removed. In our larger stores the role will be replaced by a small number of Lead Managers who will support the Store Manager and take on Duty Manager responsibilities. In our smaller stores, this will be replaced by other roles.

- Some of the existing Lead Manager roles will change to reflect new business priorities.

- The Line Manager role will be replaced by a new Team Manager role.

- Most Team Leader roles will be removed, those that are retained will be renamed Team Supports (only in high head count departments, eg. produce, checkouts, dotcom).

- Investment in more roles in our Express stores.

The new structure has already been implemented at the Galston store in Scotland which opened in December and Wisbech replacement store which opened in Wk 52. It is also being introduced in Lincoln, which is due to open in Wk 12.

These 12 stores in the Bedfordshire area are the first existing stores to move to the new structure, and it will mean some colleagues moving into different roles. 191 colleagues across these stores are likely to be affected. To break it down:

- 34 Management roles are being removed, to be replaced by 47 new roles.

- 157 Team Leader roles will be removed, 81 Team Support will be created (72 straight transfers, and 9 new positions).

A consultation process will be launched with affected colleagues. USDAW have already been engaged and we are currently working with them to agree how to support colleagues whose salary could be affected as a result.

Key Messages

- This change is needed to make sure that our teams in stores are working on what matters most to customers enabling them to deliver a seamless multichannel experience and focusing on service, quality and availability.

- It will also make the decision making process in store simpler making it easier to do the right thing for customers.

- Our overall headcount in participating stores won't change because of this programme.

- Other retailers are undertaking similar reviews, including Asda and Morrison's.

- This is NOT motivated by cost cutting, reducing head count or moving people onto lower
rates of pay.

- Team Leaders moving into a Customer Assistant role will initially do so on their current rates of pay. We're working with Usdaw to reach a decision around how to support this transition and we will explain the options to affected colleagues once they're finalised.

Media handling

There was always a risk that this will leak through affected colleagues, many of whom could face a significant reduction in salary if this structure is introduced permanently. We'd expected enquiries to be local, and will handle re-actively, but it is also likely possible that there may be speculation about the impact if the new structure is rolled out across all stores. We have drafted one reactive line which could be used in either instance, and is closely aligned to the rationale that will be used in the briefings to affected colleagues. Any further questions can be addressed using the Q&A below.

Please only use this to respond to questions and do not cascade this or send on this email.

Statement:

“We continually review our structures to make sure the way we organise work in our stores helps us to provide a great service for customers and to achieve our business goals.”

Q&A

Why are you doing this?

Our existing structures in stores haven't been fully reviewed since the initial rollout over 10 years ago. They've served us well, but our customers’ needs have changed, so we need to make sure we have the right management structures in place going forward to reflect changes in the way people shop.

Isn't this just the Company trying to move people onto lower rates of pay?

No, this move is to make sure we have the right skills and leadership framework in our stores to reflect how people want to shop now and in the future, so that we can ensure we're doing a great job for customers.

What exactly are you doing? How will the existing store structure change?

We're changing some of the management roles and accountabilities to reflect our focus on service, quality and availability, and our seamless multichannel approach.

Will any managers be made redundant?

We will work hard to identify alternative roles for all affected colleagues, however in the instance where we cannot identify an alternative role or the colleague does not want to accept the role offered, redundancy will be the last resort.

Which stores are affected?

A small number of stores in and around Bedfordshire.

How many people are affected?

We will consult with a small number of people in each store whose roles may change in part or in full. We will work hard to identify alternative roles for all affected colleagues and are currently in the process of speaking to each of them individually to explain exactly what it means.

Are you planning to roll this out across all your stores?

This structure is being implemented in a small number of stores. We need to understand how it works before deciding the next step and wouldn't want to preempt that process.

Will there be any job losses because of these changes?

This programme is about restructuring our existing team; we will work hard to find roles for all colleagues who wish to stay with us however, some colleagues may wish to opt to take redundancy.

What if people don't want to or can't move into the roles you want them to?

We'll be talking to each individual colleague to explain how the changes will affect them and how we can support them through the changes.

How will you be helping people who might have to change roles or move stores?

We are consulting with our colleagues in affected stores, and their representatives from Usdaw, to ensure all affected colleagues get the support they need.

Is it true that you're removing all Team Leader roles and these colleagues will lose more than a fifth of their salary?

Where Team Leader roles are removed they will have a number of options available. We will have a role for all Team Leaders who wish to remain with us and we are currently working with Usdaw to agree how we can support these colleagues. Team Leaders moving into a Customer Assistant role will initially do so on their current rates of pay. We're working with Usdaw to reach a decision around how to support this transition and we will explain the options to affected colleagues once they're finalised.

What are the business benefits of doing this?

Our store structures will be better aligned to our business priorities, and help us to ensure great service and a seamless multichannel experience for customers. It will simplify the reporting structure and decision making process in stores, and provide clearer career progression opportunities.

[panther]

Great info mephisto! Unfortunately, what is written is not exactly how it has been communicated to affected staff re rates of pay. Would be interesting to get no bull's thoughts. 

[Babylon5]

Hello,

Two quick observations, firstly,the inclusion of "Produce" along with Dot.com & Checkouts as far as TL positions being unaffected, secondly, the proposed increased in Team Manager positions!

Babylon5

[SAMCRO]

I like how that statement repeatedly mentions that it's not being done as a cost cutting measure, when it so clearly is.

And what the hell is this "- 34 Management roles are being removed, to be replaced by 47 new roles."  Are they being serious or is that some poor attempt at humour?

[zRSo]

- 157 Team Leader roles will be removed, 81 Team Support will be created (72 straight transfers, and 9 new positions).

- Our overall headcount in participating stores won't change because of this programme.

[Belligerent Ghoul]

Thank you very much for sharing this with us.

Interesting they say Bedfordshire and surrounding areas, I thought the majority were in northants.

[Loki]

We have drafted one reactive line which could be used in either instance, and is closely aligned to the rationale that will be used in the briefings to affected colleagues.

"... but we, with Usdaw, will refrain from disclosing the fact that the new structure had already been implemented at 2 new stores and another new store in week 12."

[Tegai]

The more I read this the more I can feel my anger levels rising, on Monday I will cancel my USDAW membership after 20 years

[terrybigballs]

Great info mephisto! Unfortunately, what is written is not exactly how it has been communicated to affected staff re rates of pay. Would be interesting to get no bull's thoughts. 

http://www.acas.org.uk/media/pdf/a/3/B08_1.pdf

Further areas for consultation - good practice
In addition to those areas outlined above and in the interests of good
industrial relations practice, matters
on which employers may seek to
consult and, where appropriate, negotiate will usually cover:
•
the effect on earnings where transfer or downgrading is accepted in
preference to redundancy

How can anyone in the 12 stores make any kind of decision if they have not been given all the facts by the union/tesco ?

[the-vortex]

@mephisto - Fantastic post - thank you. 

@terrybigballs, we outside the twelve (plus two we now learn) are not getting all the facts but I sincerely hope that the staff in the affected stores are all fully aware and being supported by their union.

@Tegai - what precisely do you expect USDAW to do?  They are a union of employees that can only react to T*sco decisions and seek to improve the outcome for its members they are not involved in any decision making process otherwise.  T*sco is a corporation that is in business to make profits for its owners and would do all this without discussing it with anyone else if they could.

[Tegai]

what I expect from usdaw is not hide things from its members. it knew what was going on and what had happened in the two stores that opened with the new structure. If they are negotiating then share with its members. What would other trade unions do?

@terrybigballs, we outside the twelve (plus two we now learn) are not getting all the facts but I sincerely hope that the staff in the affected stores are all fully aware and being supported by their union.

its a union of its members not exclusive to the twelve stores.

[miserable]

Thank you for posting this.

The total amount of colleagues affected has not been disclosed to us before.  Staggering amount for just 12 stores! 
The only difference I read is regarding produce, it IS affected in our store, our t/l is taking redundancy.
The 2 stores WERE mentioned in earlier threads, they were the 'TRIAL' stores, we are the 12  'PILOT' stores.
The statement is very vague on what happens next however as a trial store we have been told it is unlikely that this structure will not be rolled out further.
 

[bloodhound]

'This is 'NOT' motivated by cost cutting'
So any reduction in wages and cost cutting is merely a by-product?
..Interesting.....

[wheelspin]

So it looks like there is protected pay till an agreement is reached with the unions.

 How is one supposed to make a decision without knowing what that agreement is on a long term basis?   

I laughed a little when I read that it is not motivated by a cost cutting exercise. 

  Do they think people are  really stupid enough to believe that .

[mephisto]

The 2 stores WERE mentioned in earlier threads, they were the 'TRIAL' stores, we are the 12  'PILOT' stores.

Yes, the 2 stores were mentioned by you in the following link:

http://www.verylittlehelps.com/index.php?topic=13634.msg127443#msg127443

However, I regret to inform that the 2 stores [Galston and Wisbech] have fully incorporated the new structure that is currently being piloted in the 12 affected stores. Furthermore, the new store in Lincoln will also incorporate the new structure.

Unfortunately, the method of introducing new structures within new stores prior to them being piloted/trialled in existing stores is nothing new. Take, for example, the mass increase in employees on Flexible Contracts. Tesco and Usdaw have already agreed that the ideal model for new stores should be 45% of staff on a Flexible Contract with the long term view of achieving this throughout existing stores.

This new structure has already been brought in via the back door and implemented in new or relocated stores.

As previously stated, the two initial statements from Tesco and Usdaw following No_Bull_Ere's revelation have been vague. In fact, Usdaw and Tesco deliberately omitted vital information contained within the confidential email and drafted reactive Q&A's in order to persist with their evasive tactics.

This is the kind of Company you work for.

This is the kind of Union that represents you.

[bloodhound]

'This new structure has already been brought in via the back door......

In fact, Usdaw and Tesco deliberately omitted vital information.......

This is the kind of Company you work for.

This is the kind of Union that represents you.'

Nicely put.....

[troll-hunter]

mephisto have you checked the quoted email for a canary trap?

http://en.wikipedia.org/wiki/Canary_trap

[mephisto]

Yes. But thank you for the concern.

[JimmySaville]

this company needs a big fat red reset button. Get rid of all of the head office decision makers, get rid of the dead wood in store (mostly team leaders and managers) Get some real managers in who will deal with the problem CA's and start letting managers manage their own store. Alas, none of this is possible.

[Jimmy]

Tesco must love that we're saddled with farking Usdaw, possibly the limpest, wettest, spinless union going. None of this s*** would be happening if we had someone like Bob Crow looking after us, even half as good would be a million miles better than the crop of saps we've got now.

[happyreturns]

A union is only as good/strong as it's members, not even Bob Crowe, or indeed any of the other Union leaders could  get shop employees to go on strike, because the only people  able to change the decisions taken by  the board are the staff, not the Union.
So if you want through union to be stronger you need to convince  staff to take the company on, and I wish you luck on that one because your chances are nil.

[silverbackache]

HR for now i tend to agree with you.
BUT
If the company continues to treat the staff badly there will be a sea-change gradually happening.
Some will leave, some will be disillusioned and some will be angry.
It only takes something to harness that anger to start a gradual change.
I have been in a situation in the past where the T.U. Officials were too cozy to the management.
A vote of no confidence removed them, the new elected reps were far more militant and things actually got done.

[Loki]

It's the lack of transparency from both Tesco and Usdaw regarding this Pilot that bothers me the most.

Usdaw members are rendered impotent when back door deals are seemingly made resulting in mass job roles being discontinued whilst increasing the amount of managerial roles.

With stores, albeit them being new, already having implemented this new structure, the following quote from the National Officer is simply not true, especially in light of the fact that the new stores were omitted from Usdaw's initial statement:

I completely understand why the news of this pilot has caused anxiety for our members and Reps, resulting in many questions being asked. However, I trust that you will understand that I cannot answer these questions as I am not in a position to pre-empt what may, or may not, happen at the end of the pilot or what decisions will emerge.

[happyreturns]

Seems like it could be an emergency debate at next weeks ADM, emergency propositions are allowed so ask you reps to raise it with the executive.
Leaflet delegates at the adm, call delegates together at the adm and have a meeting if it's not allowed as an emergency proposition  invite the national officer to the meeting and demand answers.
Or post you comments on VLH and moan  about it but do nothing  else.
The decision is yours.
Sorry to be harsh but actions do speak louder than words and the stage is there next week for you to perform on, Use It.