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2 Appendix A Schedule of Productivity Items Operations

The document outlines productivity items across several roles at Network Rail including: 1. Signallers, supervisors, and ECO roles around notice periods, probation, retirement age, and technology adoption. 2. Managed stations around engagement, contracts, and operating models. 3. Bands 5 to 8 around communication of national principles. 4. Payment terms for employees stood down from duty for non-disciplinary reasons for over 12 weeks based on base roster.

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12 views4 pages

2 Appendix A Schedule of Productivity Items Operations

The document outlines productivity items across several roles at Network Rail including: 1. Signallers, supervisors, and ECO roles around notice periods, probation, retirement age, and technology adoption. 2. Managed stations around engagement, contracts, and operating models. 3. Bands 5 to 8 around communication of national principles. 4. Payment terms for employees stood down from duty for non-disciplinary reasons for over 12 weeks based on base roster.

Uploaded by

mike
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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OFFICIAL 

APPENDIX A: SCHEDULE OF PRODUCTIVITY ITEMS - OPERATIONS

SIGNALLERS, AND SUPERVISORS

Job Security 1. National principles for bands 5 to 8 (the people process) agreed and
communicated

Recruitment 1. The re-introduction of a 6-month probationary period for new starter


and training contracts. All roles that require training to be given a second opportunity to
complete training if not successful first time around, if this second
opportunity extends beyond the 6-month probationary period that
probationary period will be extended in line.
2. Fixed term contracts will not be used to cover signalling/supervisory grades,
unless agreed at National Operations Council.
3. Standardised training salaries for external new starters to signalling roles:
o During initial IST training the training salary will be at grade 2. On
completion of IST training and when location training commences
on a panel / workstation, the individual will move to grade 4 (unless it
is a lower graded post that they are training for).
o Upon passing competent for first workstation/panel commitment to
keep employee off the base roster until full required competency is
achieved unless cover is required or as part of agreed training plans.
4. Revised notice periods:
o 4 months’ notice from the employee to the company after 5 years’
service
o 4 months’ notice from the company to the employee after 5 years’
service
o Birmingham New Street dispatchers remain unchanged
5. New hires to be hired into a general geographical area as consulted at Route
council. There will be no demotion because of this.
6. Ability to hire comparable roles without readvertising. Where a post has
been advertised and filled, should a similar post (same grade, same location)
become available within 18 weeks of the original post being advertised.

Network Rail Infrastructure Limited Registered Office: Network Rail, One Eversholt Street, London, NW1 2DN Registered in England and Wales No. 2904587 www.networkrail.co.uk
OFFICIAL 

7. Ability to hire post from candidate pools. Where there is a sufficient quality
pipeline of candidates in an appropriate location, we hire directly from this
list without advertising, within 18 weeks of advertising as in the above point.
8. Reintroduction of the 52-week rule for new entrants (and for those that have
joined within the last 12 months), so that the individual cannot move to a
new post within the year of their appointment (consideration will be given to
exceptional circumstances).
9. For existing employees, the introduction of a 26-week rule so that the
individual cannot move to a new post within 26 weeks of their appointment,
(consideration will be given to exceptional circumstances).
10. Employees to be released within 4 months of appointment into a role unless
mutually agreed.
Flexibility 1. Introduction of employer justified retirement age to match state pension
age. The details of how this will be phased in and over what period, etc. will
be discussed with the trades unions, for agreement by end 2023.
2. Internal mobility – affording displaced employees from other disciplines
the opportunity to appreciate signalling roles so that they can consider
applying for these.
3. Updated National Rostering Principles (NRP) for signallers including the
resetting of local agreements where they are not compliant with the
revised NRP. This includes the arrangements for seeking agreement from
relief staff before being rostered an 8-hour night shift that precedes a free
day.
4. Flexibility on shift with notice. This may already be covered by local
agreements.
a) In emergencies signallers will work any panel / workstation they are
competent
b) With suitable notice for planned shifts, signallers can be asked to work on
a different position that they are competent to within the same location.
5. Mobile Operations Managers will respond to support incidents on adjoining
areas, where competent to do so and in line with the MOM role-based
manual.
6. Secondments:
a) Secondments from Sig / Sup roles to Sig / Sup roles to cease and HGD
to be used.
OFFICIAL 

b) Secondments from non-Sig. / Sup. roles to Sig. / Sup. cease unless


circumstances agreed at Route council. Graduate placements to
continue as normal.
c) Sig. / Sup secondments to non-Sig. / Sup roles to continue as part of
career development.
Competence 1. Creation of a signaller job description.
Management 2. Competence evidence acquisition & demonstration in Railsmart EDS–
evidence based linked to progression and promotion.
3. A proactive approach to managing own competence by providing evidence
and incorporate this competence evidence into the recruitment process.
Signalling 1. The mandated adoption of traffic management, but with the agreement
technology that only a signalling competent person will have with the authority to change
the path of live trains within a defined window of time.
ELECTRICAL CONTROL OPERATORS (ECO)
1. Revised notice periods:
a. Notice period of 4 months from employee after 5 years’ service, employees will
receive 4 months’ notice from company after 5 years’ service.
2. The reintroduction of a 6-month probationary periods into new starter contracts - All roles
that require training to be given a second opportunity to complete training if not successful
first time around, if this second opportunity extends beyond the 6-month probationary period
that probationary period will be extended in line.
3. Introduction of employer justified retirement age to match state pension age. The details of
how this will be phased in and over what period, etc. will be discussed with the trades unions,
for agreement by end 2023.
4. The mandated adoption of technology that is fit for purpose.   
MANAGED STATIONS
1. Engagement with managed stations intervention on Southern Region & Anglia Route
2. New and improved Managed Stations contract
3. New operating model design
BANDS 5 TO 8
1. Agreement of National Principles for bands 5 to 8 (the people process) agreed and
communicated.

SIGNALLERS, SUPERVISORS, ECO


OFFICIAL 

Employees who are stood down from duty for any circumstances other than for disciplinary
matters, for more than 12 weeks, will from the 12th week, be paid against their base roster and not
sick pay, where certified as fit by their GP but not by Occupational Health.
 Rostered Sundays in their base roster: these will also be paid along with any night
premium.
 For those without rostered Sundays in their base roster: an average will be taken of the
Sundays and any night premium worked by the individual in the 12 weeks when last in
work prior to being stood down, and this will be paid together with any flexibility premium.

Where an employee has had the Occupational Health referral and is still unfit for work following
this, (or fit with restrictions that we cannot accommodate with reasonable adjustments), then
they would be treated as sick (as per the DWP guide) and their existing sick pay from their original
sickness will continue.

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