Rapport THE NATIONWIDE GROUP STAFF UNION MAGAZINE
MARCH 2015 | ISSUE 80
PERFORMANCE all you nEED to knoW about appEaling
WITHYOU HoW WE stanD by mEmbERs
THE FORUM it’s back…
NEWS&VIEWS: P2 | BENEFITS: P11 | HERE TO HELP: P14
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welcome… It’s been lovely to come out with our Roadshow and meet as many members as possible and to thank you for your support. At the Union office we spend much of our time helping individual members with their issues in the workplace. Attending hearings has been high on our agenda – find out more on page 6. We have now started to plan for our National Conference in October and we hope to encourage many interesting debates for this event. More on this in the coming months.
Gill Grocott President
News & views From your union Time of need Your Union there for you Tim’s blog General Secretary’s view from Middleton Cheney farmhouse David Hopkins Award Tom's team award Youth vote Young people can make history Benefits Find out what benefits your union can give you Thrilled to be reading Start a workplace reading group Here to help Q&As and top tips Modern slaves Slavery is alive and thriving in Britain Coffee break The Forum is back, plus reviews and Pet's Corner
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CONTACT US…
ngsu@ngsu.org.uk www.ngsu.org.uk @TimPoil NGSU
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UIDE ICKG als QU Ratings Appe Performance
indicator of an important ance rating is determines perceived and Your annual perform tion at work is rating you are how your contribuIf you are unhappy with your produced this your pay review. Appeals Procedure. We’ve appeal. the prepare for an entitled to use help members quick guide to ANCE YOUR PERFORM T RATING IS IMPORTAN determines
rating if Your annual and your bonus your pay review the Group Bonus in you participate also an important Scheme. It is procedures for factor in selection even feature in can . promotion and criteria for redundancy the selection that your annual If you believe of a fair reflection rating is not use e you should your performanc – it’s too Procedure Appeals the ignore. important to Your Determining Rating your Performance should reflect Your annual rating over the 12 month e whole performanc g your In determinin review period. should consider rating your manager of business in terms what you did did them. also how you objectives and this by comparing They should do e against your your performanc match plan and then performance the five descriptor of the against have this ratings. You should performance with your manager regular discussions and this means year throughout the
NGSU Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxon OX17 2QT Tel: 01295 710767 Fax: 01295 712580
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CONTENTS
WHAT YOU DID?
JOB
PLUS
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DESCRIPTIO & OBJECTIVES
Source: Nationwide’s
HOW YOU DID IT?
PRIDE BEHAVIOURS
ANCE/ = YOUR PERFORM TION CONTRIBU Performance Management
Intranet site
not rating should that your annual come as a surprise. reflect your Your rating should e and not be individual performanc or bias. discrimination is subject to any in Level One l just A part-time employee rated as Exceptiona entitled to be employee as much as full-timeabout what – it’s the in Level Three you did it; within you did; how while your job role; boundaries of you were at work.
A pull out and keep quick guide to Performance Ratings Appeals This topic generates many questions from Union members so we’ve produced this quick guide to help answer the most common issues.
Rapport Editorial board Gill Grocott, President Chris Palfrey, NEC Officer Tim Rose, Assistant General Secretary Editorial consultant Astrid Stubbs Design & production www.design-mill.co.uk
Printed in the UK www.banburylitho.co.uk Advertising Tim Rose trose@ngsu.org.uk
news&views ARE YOU PAYING TOO MUCH TAX? If you have not had your tax codes checked by a tax professional in the last few years, you could be paying too much. Personal Taxation Services (PTS) are a team of professional tax code experts who can take a look at your tax and see if you are losing out. PTS have helped thousands of people who expected to get nothing back recover their money, including over £100,000 to NGSU members. Jayne Morgans from PTS explains how the service works. “If you have paid the right amount of tax for the past four years, there will be nothing to pay for your review. If we find you have paid too much, our fee is 39% of the money we recover for you. “We’ll work hard to get your money back, no matter what you’re due, and all future savings because of a revised tax code are yours in full. “In the very rare case we find you have not paid enough tax, we will only tell you. We are not required to tell HMRC unless you specifically ask us to do so. If you do want us to handle it, our specialist Underpayment Service will ensure you only pay the minimum amount back.” NGSU members using the service have shared refunds worth over £103,000, so even if you think your tax code is correct, it is worth checking. Any questions? Call the PTS Customer Service Team on 0161 968 7345 (Mon – Fri 9-5).
LIVING WAGE EMPLOYER NGSU has been awarded accreditation as a Living Wage Employer. Tim Poil, General Secretary, said: “The work of the Living Wage Foundation is very important and we wanted to show our support by seeking accreditation. We actively encouraged Nationwide to sign up to the scheme and we are pleased when they became a principal partner of the Foundation.” The Living Wage is an hourly rate set independently and updated annually according to the basic cost of living in the UK. The current Living Wage is £7.85 an hour and £9.15 an hour in London.
To register for your professional tax code review, just complete the application form inside this issue of Rapport magazine and send it to the FREEPOST address shown at the top of the form. Or apply online at tinyurl.com/ l485zbj or call 0161 968 7345
…turn to page 18 to find out more about the return of the ‘Forum’ our new online chat room…
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KICKING HOMOPHOBIA INTO TOUCH A toolkit designed to stamp out homophobia in football has been launched by the TUC as part of a concerted action by unions and their allies. The toolkit is to help unions challenge the prejudice faced by many LGBT people in football and wider sport. It was written and designed by members of the TUC alliance against homophobia and transphobia in football in association with The Professional Footballers Association (PFA), the Communication Workers Union (CWU) and Just a Ball Game! – a campaign which challenges homophobia and promotes LGBT participation in sport. The toolkit includes practical ideas and advice for union members on how they can best tackle homophobia at club level. The TUC alliance toolkit Tackling Homophobia in Football can be found at tinyurl.com/ortmhvx
DEC
No place for
CHARITY FUND NGSU’s Charitable Fund has been used to support victims of Ebola with a £1,000 payment made to the Disasters and Emergency Committee’s (DEC) Crisis Appeal. The fund was created in 2005 and allows the Union to make donations recognising our wider responsibility to the national and international community. Requests for donations are considered and authorised by the National Executive Committee (NEC). The Fund operates under the following principles: The recipient must be a registered charity Charity to be nationally recognised (possibly with the exception of charities local to NGSU Head Office). Donations should be used for the benefit of people within a community or group, or part of a disaster campaign.
homophobia in football
A TUC Allian ce toolkit
Above: A grave digging team supported by DEC member Concern are disposing of bodies safely and with dignity to help contain the spread of the disease
Suggestions for donations should be sent to Gill Grocott, President, at the Union Office in Middleton Cheney.
news&views NEW CARS, BEST RATES Is your car costing you a fortune in fuel, maintenance or tax? Do you think that a brand new car is out of your reach financially? If the answers to those questions is ‘yes’ why not approach NGSU partner Affinity Leasing who offer members discounts on brand new vehicles when taken on finance? What’s more, there is no Benefit in Kind tax on personal leases and Road Fund Licence is included for at least the first year! Cars are available with or without deposit and some are available immediately. Affinity Director Michelle Howles says; “for those drivers who need the lowest possible monthly rentals, the brand new Vauxhall Corsa, from just £124 per month for a 3 or 5 door model, offers spectacular value for money. “If fuel economy is paramount, the new Renault Clio can achieve up to 80mpg, all for just £150 per month. For those who need a larger car, the Honda Civic is available from just £169 per month, and for fans of German engineering, the fantastic Golf 2.0 GTD is currently on special offer at just £234 per month.”
UNFAIR DISMISSAL
Affinity can supply most makes and models, and they even deliver direct to home or work. Contact them free from a landline 0800 060 70 70, cheaper from a mobile on 01299 266610, email sales@affinity vehicleleasing.com or text 2Lease to 88802 and they will call you back.
If you are unfairly sacked from your job you now stand to win improved compensation. The Government has announced a new maximum payment for the compensatory award in unfair dismissal claims. From 6 April 2015, the cap on a weeks’ pay will rise to £475 (currently £464) and the maximum compensatory award for an unfair dismissal claim will rise to the lower of either a years’ gross pay or £78,335 (currently £76,574). However, triibunals can award a total of £92,585 in unfair dismissal compensation when the maximum basic award is also taken into account. The new rates will apply to events which give rise to compensation that occur on, or after, 6 April 2015. The old limits will apply to cases where the event occurred before 6 April 2015. Under the changes statutory redundancy pay will also be increased from £464 to £475 of a week’s pay.
SHARING THE CARING The new law on Shared Parental Leave, which came into force in December 2014, will enable eligible parents whose children are due to be born or placed for adoption on or after 5 April 2015, to share up to 50 weeks leave. This is a welcome addition to the range of family-friendly leave options and will give parents more
choice and flexibility in how they share childcare during their child’s first year. Nationwide’s Becoming A Parent Policy has been updated to reflect the Shared Parental Leave entitlements. The Policy and Manager/Employee Guides can be found in the HR Policy Point on the intranet or the NGSU website (Help at Work/HR Policies).
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Time of need A team of highly-trained NGSU officers are ready for any crisis.
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airi Jones, who works in customer care at Caledonia House in Dunfermline, opted for Disciplinary Officer (DO) training after becoming an NGSU rep following the Dunfermline merger. “The course sounded really interesting and though I had not been involved in any hearing I was aware that some people had and it had been difficult. After the training I thought this was something I really wanted to be involved in.” Mairi admits supporting someone at such a vulnerable time can be tough. “The outcome can seem dire at the start and you are very conscious of the predicament someone finds themselves in. But even in a situation that is not favourable people can see the value in the support given to them and that has embedded my commitment.” Mairi has worked for Dunfermline and now Nationwide for nearly 15 years in a number of roles in the business and says this offers her good experience in terms of knowing what can happen to someone as well as giving a good appreciation of the pressures people can find themselves in in any area of the business. Witnessing colleagues get the support and help they needed from DOs gave Nationwide’s Patrick Herring the impetus to train for the role himself. Patrick, a Technical Specialist
Marian Dean, the union’s Assistant General Secretary (Members)
in Technical Practice based at Swindon, has worked for the Nationwide for seven years. He opted to train as a DO because, he says: “I’ve seen colleagues helped by the Union before and seen what a big difference it can make. It’s something I felt like I’d be able to do that could really help people.” “Sometimes it’s making sure the member gets to say what they need to say, sometimes it’s making sure that the society is doing everything it should be doing, and sometimes it’s just providing morale support. It’s just good to know that you can help someone when they really need it.” Marian Dean, the union’s Assistant
ngsu – tHERE FoR you NGSU supports individual members in a variety of formal hearings and meetings. Over the past four years the number of cases has been pretty constant at around 500 cases per year Over this period we have challenged the Society about the high level of cases brought at dismissal level and have been successful in reducing the number of cases called. We continue to challenge the business about why cases are called at dismissal when this is not likely to be the actual outcome – it is unfair to put employees through the stress of believing that they may lose there job when the issues/evidence do not actually warrant such an outcome.
General Secretary (Members) is in charge of all DOs and Individual Cases Officers (ICOs) and cut her teeth representing staff as part of her role as President when she was elected in 1992. “I got up to speed by being trained and supported and realised we could do with a training programme and getting other reps involved. “Representing someone in the union is something we take very seriously and we make sure people are fully supported to do it because if you don’t understand what you are doing you can’t support people who are very vulnerable at a difficult time. “The importance we place in making sure a rep is competent to do the role means we put them through a very rigorous programme of development.” Employment Relations Act 1999 (ERA 1999) All workers have a statutory right to be accompanied at formal disciplinary and grievance hearings by a trade union official; a representative of a trade union who has been certified as competent or a work colleague – as set out in the ERA 1999. The ERA also provides for a worker to request that a date of a hearing is postponed by up to 5 working days if their chosen companion is not available to attend on the original date. Nationwide acknowledges NGSU’s duty to represent its members as part of the Recognition Agreement – the document that defines the relationship between the two parties. NGSU has rights of individual representation for employees in job Levels 1-3 and Senior Executives. Members Only Our services include confidential help at all stages of the disciplinary
These are cases where NGSU has represented members and is not the number of cases actually held by Nationwide.
Formal Hearings/ Meetings at which NGSU supported members
and grievance process and representation at formal hearings and appeals. If appropriate, this will include seeking legal opinion and help from the Union’s solicitors. The Union will pay for further legal advice and representation at an Employment Tribunal, including Tribunal fees, where our solicitors believe the member has a better than 50% chance of winning a case. NGSU members have full access to our representation services once they have paid one month’s subscription, if joining during their probation period, or three month’s subscriptions, if joining after their employment has been confirmed. If you have colleagues who are not NGSU members please pass this article on to them and encourage them to think about the benefits of joining so that they are eligible for our full range of support if they need it. We hope they never have to face the unpleasant experience of disciplinary proceedings but, as the figures below show, hundreds of employees do.
Number of meetings that were disciplinary
Number of hearings set at dismissal
Number of dismissal hearings resulting in dismissal
2010
608
492
129
53
2011
501
360
101
26
2012
507
381
109
25
2013
486
360
86
24
2014
510
353
44
14
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on Farmhouse Tim’s Blog The view from Middlet political view, I’d urge you to vote and protect this fundamental freedom.
We’re covering a range of topics in this edition of Rapport with a common theme – the importance of having a ‘voice’. The number of people trapped into modern slavery is truly shocking. The victims often live in terrible conditions and in fear of violence against themselves and their families. This is why we are featuring the Modern Slavery Bill – it is vital that this is passed to give victims a voice and introduce effective measures to help end the misery of slavery. In May, we’ll all be given the chance to use our voice in the general election. I suspect most of us get fed up with the bickering that seems to be a feature of election campaigns. But we should all cherish our right to participate in democratic elections so, whatever your
As a union, our role is all about having a voice in the workplace. Nationwide has a good culture and actively promotes a ‘safe to speak’ ethic but it can be hard to challenge matters on your own. That’s why we recommend members should have Union representation at formal hearings. We can’t guarantee that we’ll change the outcome but we will make sure your voice is heard and that’s important in ensuring decisions are fair. I hope you’ll read our article about individual representation and call us if you need help. We’re approaching the time when everyone at Nationwide will participate in the annual performance rating process. A fair and transparent process has always been important for maintaining good employee relations but it now has an added significance for business reputation. The Financial Conduct Authority (FCA) has recognised that performance management can drive the wrong behaviours and is undertaking a review of processes across the financial services sector. We’ll be interested to
see how performance management evolves in the light of this additional scrutiny from the regulator. Having an effective appeals procedure is one way Nationwide can demonstrate that performance management is conducted properly. To help make the procedure more accessible it has been agreed that it will be a stand alone process and not part of the grievance procedure. If you’re thinking about making an appeal I hope you’ll find our Quick Guide, included in this edition of Rapport helpful in planning how to put an effective case together. Later this year, we’ll be holding our National Conference, where our elected Representatives come together to debate and determine the Union’s policies and negotiating agenda for the next two years. All NGSU members have a voice in this process through their local Rep - please talk to them about the issues you think are important and let’s make the most of our collective voice to ensure Nationwide continues to be a good place to work. You can follow Tim on twitter @TimPoil
Award to Team Tom Young footballers win NGSU grant.
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GSU member Tom Smith is helping to coach the soccer stars of the future thanks to a grant from the David Hopkins Trust. Tom coaches his local Suffolk village Stradbroke Youth Football Club and the Trust has paid for Tom to attend a Level 2 FA Coaching course. “It is pretty intensive,” explained Tom, “It started with six full days in October and there are then two follow-up days before a two day assessment in March as well as a lot of home study and drills you have to perform at your club. At 54, I’m the oldest on the course by some way, so I’m pleased to just be keeping up! My club is in a very rural location with all the disadvantages that presents. I help coach the Under 14s and U16s so the club gets good value out of my new learning.” Tom was Financial Planning Manager from Anglia region, but left the Society last year as part of the change programme in Financial Planning. “Although I’ve left Nationwide now, I am still a member of NGSU as I think the other benefits pay for my subscription. I am very grateful for the support given to me through the Trust grant.” Members wishing to apply for an award should write to Tim Poil, General Secretary with details of how it will support their local community.
DaViD Hopkins aWaRD David Hopkins was Head of Corporate Human Resources at Nationwide. He was an inspirational leader in the business and liked by everyone who met him. David died tragically in a road accident in 1996. His death was a real shock and a sad loss to all who knew him. Nationwide and NGSU set up a Trust Fund to support activities in David’s memory. NGSU members can apply for a grant of up to £500 to support personal development in an activity they carry out in their local community. Write to Tim Poil, General Secretary, setting out how much you’re requesting and how you will use the award.
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Youth vote Young people can make a difference – they have the power to swing the 2015 election.
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GSU is supporting the drive to help raise awareness of voter registration in advance of the General Election on Thursday 7 May. While NGSU has no political affiliation and believes that members should vote for whoever best represents their views, the union strongly urges everyone to register and use their vote. It is easy to register online and takes just a few minutes. www. gov.uk/register-to-vote. The League of Young Voters UK (www.leagueofyoungvoters.co.uk) was formed last year to address the challenge that not enough young people are registering and voting in the UK. Young people in the UK are simply not engaging in democracy at the same levels as their older counterparts. In the last general election, for example, only 44% of 18-24 year olds voted in comparison to 76% or 65+ year olds, and current voter registration rates suggest that this is set to continue. The League of Young Voters aims to see: 1.5 million more young people join the electoral register 1.2 million more young people vote by the end of 2015 A significant improvement in the way all major political parties communicate with young people. The coalition is led by a smaller group of organisations, including unions, that meet regularly to plan and develop the campaign and is chaired by the British Youth Council. The campaign is also part of a wider
National Voter Registration Day tinyurl.com/nq8lorl in February saw the British Youth Council www.byc.org.uk call on its members to register to vote.
European Movement. The UK charity, the British Youth Council, an umbrella organisation of over 200 youth voice organisations, including NUS, Scouts, Guides, local youth councils and UK Youth Parliament, is campaigning to mobilise youth influence in the election through the League of Young Voters, with a potential reach of 3 million young voters. A Demos report says that the youth vote could swing the 2015 general election, with 3 million young people yet to decide who they will vote for, and that up to 75% would vote (in contrast to 43% at the 2010 election). The British Youth Council has been urging all the parties to engage the youth vote, and the League of Young Voters was set up by BYC to address the shortfall in registration. Mita Desi, Chair of the British Youth Council, said: “Our campaign is targeting 18-24 year olds to be the new age for democracy. We are challenging the myth that youth people don’t care and won’t vote - we do and we will. The British Youth Council and hundreds of thousands we represent want to be a positive influence in our democracy so our message to all young people is Get Registered to Get Heard, Get Questioning to Get Answers, Get Voting to Get Represented.”
www.ngsu.org.uk pull out & keep
QUICKGUIDE Performance Ratings Appeals
Your annual performance rating is an important indicator of how your contribution at work is perceived and determines your pay review. If you are unhappy with your rating you are entitled to use the Appeals Procedure. We’ve produced this quick guide to help members prepare for an appeal. youR pERFoRmancE Rating is impoRtant Your annual rating determines your pay review and your bonus if you participate in the Group Bonus Scheme. It is also an important factor in selection procedures for promotion and can even feature in the selection criteria for redundancy. If you believe that your annual rating is not a fair reflection of your performance you should use the Appeals Procedure – it’s too important to ignore.
WHat you DiD?
Job DEscRiption & obJEctiVEs
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HoW you DiD it?
pRiDE bEHaViouRs
= YOUR PERFORMANCE/ CONTRIBUTION Source: Nationwide’s Performance Management Intranet site
Determining your performance rating Your annual rating should reflect your whole performance over the 12 month review period. In determining your rating your manager should consider what you did in terms of personal objectives and also how you did them. They should do this by comparing your performance against your performance plan and then match this against the descriptor of the five performance ratings. You should have regular discussions with your manager throughout the year
and this means that your annual rating should not come as a surprise. Your rating should reflect your individual performance and not be subject to any discrimination or bias. A part-time employee in Level One is entitled to be rated as Exceptional just as much as full-time employee in Level Three – it’s about what you did; how you did it; within the boundaries of your job role; while you were at work.
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QUICKGUIDE Performance Ratings Appeals What happens at calibration? Calibration is a process that is intended to ensure managers in a business area are rating performance in a consistent and fair way. Line managers will give their team members an ‘indicative rating’ and then come together with other managers and their senior team to discuss and compare the ratings. The indicative ratings can be adjusted to ensure performance is being fairly managed across peer groups. The senior management team in the area will sign off the final ratings.
Ratings cannot be changed once set at Calibration. The outcome of the appeal could be that your rating is reduced. These are NOT TRUE – ratings can be changed even after calibration and your rating can only stay the same or go up. Other reasons employees give for not appealing are: They think it will be seen a negative behaviour and so be career limiting. That nothing will change and so it's not worth the hassle. They think it will reflect badly on their manager.
What are the grounds for appeal? There may be a number of reasons that might give grounds for an appeal: There may be aspects of your performance that haven’t been taken into account. Your rating is only based on your most recent performance rather than looking back over 12 months. The rating focuses on just one element of your performance plan rather than being an assessment of your whole of role performance, for example, in the branch network, your success against referrals, norms or APE objectives. You’re told that the number of higher ratings that can be given are limited to fit in within a desired distribution of ratings.
These are understandable concerns but everyone should have confidence in raising an appeal. It is an official Nationwide process and fits with the Society’s values of fairness and transparency. Your rating has a direct impact on your pay and so it is right that you should have the opportunity to challenge it if you think it’s unfair.
tHE appEals pRocEDuRE The Appeals Procedure is now a ‘stand alone’ process and not part of the Grievance Procedure. Your annual performance meeting You should meet with your manager to discuss your annual rating. They should explain why they believe this is an appropriate assessment of your performance for the year.
These are examples and not an exhaustive list of reasons. You have the right to appeal if you feel your rating is unfair in any way. There are some myths about the appeals procedure There are some popular myths about the process that discourage employees from appealing:
You have the right to appeal if you feel your rating is unfair in any way.
Informal appeal If you are unhappy with the rating you’ve been given you should tell your manager, normally within five working days of being given the rating. Your manager will arrange a further
meeting to discuss your concerns and if they feel there are good reasons to re-consider the rating will discuss this with the senior management team. Your manager will either confirm that your rating will stay the same or be changed to a higher rating. Formal appeal – Stage one If you are unhappy with the outcome of the informal appeal you can submit a formal appeal request. You must complete the Appeal Form and send this, together with supporting documentation, to the Case Management Team in HR. You must do this, normally within ten working days of the outcome of your informal appeal. The Case Management team will consider your views when determining who will chair your appeal. You may prefer to have someone outside of your immediate management line hear the appeal, because they won’t have been directly involved in the calibration of your rating. But you may feel someone from your line will have a better understanding of what you’ve achieved. The person hearing your appeal will be more senior than your manager. You’ll be invited to a meeting and given the opportunity to explain why your rating should be changed. You have the right to be represented at the meeting by the Union or to be accompanied by a work colleague. The manager hearing your appeal will confirm their decision on the Appeal Form. Formal appeal – Stage two If you are still not satisfied with the outcome of your appeal you can
If you are unhappy with the outcome of the informal appeal you can submit a formal appeal request.
request a further meeting with a more senior manager. You must return your Appeal Form to the Case Management team, normally within ten days of receiving the decision from Stage One. You will be invited to attend another meeting and can be represented at this meeting by the Union or be accompanied by a work colleague. The manager hearing your appeal will confirm their decision and reasoning on the Appeal Form. This is the final stage of the procedure.
Making Your Case The key to a successful appeal is to prepare well. Here are a few tips: Read the Performance Management guidance There is a wealth of information on the Performance Management intranet site. It’s worth reading this so you know how the Society expects performance management to be conducted. This will help you challenge any local procedures that are out of line. Read the rating descriptors It is important to read the rating descriptors so that you understand what is required for each. This will help you construct your appeal case in a way that demonstrates why your performance meets the descriptor you think you deserve. Think about each element of your performance plan Go through your performance plan and write how you think you’ve performed against the objectives. Remember to cross reference this with the rating descriptor. For example, the descriptor for a ‘Met Objectives’ rating says:
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QUICKGUIDE Performance Ratings Appeals “You’ve usually done everything you’re supposed to in your role”.
colleagues and relevant facts and figures. Use the evidence to support the points you’ve noted down. Once you’ve got everything together, select the most compelling evidence to send with the Appeal Form. Don’t swamp the chair with a mountain of paper. You can always take additional evidence to the appeal meeting.
If you’ve just missed an objective that doesn’t mean you haven’t met the standard – the requirement is to “usually” do what’s expected. Summarise the full 12 month’s performance Go back over the whole year and jot down some bullet points that explain how you performed for each month. Make a note of any particular highlights, for example, if you took on additional tasks or responsibilities describe how they helped you raise the bar on the expected standards. Remember, your rating should reflect ‘what’ you did and ‘how’ you did it – so make a note of your achievements and the behaviours you’ve shown throughout the year. It’s also important to note any challenges you had to cope with, such as resourcing issues; changes to your business objectives; local market factors or things happening in your personal life that may have had an impact on your performance. Talk about your challenges but be positive If you have faced challenges during the year it’s important to note them but be positive and explain how you’ve succeeded despite any difficulties. Your rating is unlikely to be increased simply because you didn’t have regular 1to1’s with your manager or only got a performance plan part way through the year. It’s important to show how you’ve overcome such barriers. Evidence is the key Collect as much evidence as you can, such as your 1to1 notes, feedback from
Be realistic in the assessment your performance Once you’ve put your case together ask yourself if the evidence really matches the descriptor of the rating you want. If you’re making the case for an ‘Exceeded’ or ‘Exceptional’ rating – can you really show that you achieved above the expected standards or did you do what would normally be required in the role? Just because you were rated as ‘Exceeded’ last year, it doesn’t mean you should be rated the same this year – you need to prove why you deserve it. It’s a good idea to put yourself in the position of the Chair – what would you want to see and hear to convince you to increase the rating? If necessary collect more evidence to reinforce your case.
If you’d like to talk to someone about the appeals process you can call the Union for a confidential chat. If you decide to go ahead with an appeal we’ll arrange for a Union Officer or trained Representative to support you. E-mail us at ngsu@ngsu.org. uk or call us on 01295 710767.
Prepare for the meeting The appeal meeting is your chance to impress the Chair and make a compelling case. Make sure you’re organised and take all the relevant documentation. Be confident and positive in your approach. Ask for NGSU representation You are entitled to be represented at the meeting. We can’t guarantee that we can get your rating increased but we’ll help you make your case to the best effect. It’s good to have some moral support and we’ll make sure you’ve said everything you think is important.
benefits FIRST PRIZE DRAW RESULTS
WEDNESDAY 4 FEBRUARY 2015 Prize Chance Sum Winner Branch/Department 1st 087204 £11,683 Newton Mills Pension Fund Member WEDNESDAY 7 JANUARY 2015 Prize Chance Sum Winner Branch/Department 1st 133127 £11,735 Adele Wiles Telephone Channels NAC WEDNESDAY 3 DECEMBER 2014 Prize Chance Sum Winner Branch/Department 1st 127627 £11,558 Cara Wyles Tunbridge Wells WEDNESDAY 5 NOVEMBER 2014 Prize Chance Sum Winner Branch/Dept 1st 105260 £11,491 William Dommett Pension Fund Members TO ENTER THE DRAW OR INCREASE YOUR CHANCES OF WINNING, PLEASE CALL 01295 710767 For details of all winners see our website.
Left: Northampton Admin Centre (NAC) Reps Regional Council meeting. From left to right: Shaun McGuigan, Sarah Sanderson, Donna Clarke, Josh Golding, & Luke Ellis
bubbles Double FOR MARION Marion Olphert who works in the St Neots branch was delighted to win in the Janaury draw, only to scoop a huge further amount the following month. Marion won £500 in January when she picked up the 4th prize but just weeks later she could hardly believe her luck to discover she had won second prize of £5,000 in the February 2015 draw. “I was shocked but well happy,” said Marion of her two wins. “I am in the process of moving so it will come in handy. I have promised my daughter a corner sofa as hers is well old. I’m happy, happy, happy and beaming at work. Everyone is hoping next month it will be them!”
…and the winner is… JO JOYCE
We are pleased to announce that NGSU member, Jo Joyce, who works in BAC, is the winner of the Travel Club’s competition to win a trip for two to Dubai. Roger Benn from Benchmark Travel called Jo to tell her the good news on Valentine’s Day. A delighted Jo said: “Wow, that’s absolutely brilliant. I’ve never won anything like this before. Thank you so much, I’m so excited. “Congratulations Jo – have a fabulous time! And a big thanks to Roger for such a generous prize! The Travel Club is run for the Union by Benchmark Travel and offers a brilliant service for NGSU members and their families. Roger and his team at Benchmark work hard to find the best deal for all your travel needs. More details about the services on offer can be found on the Travel Club’s website www.ngsutravelclub. co.uk. This is not a price comparison site and you’ll need to call the Travel Club so they can help you get the best price. Call the Travel Club on 0800 9531263 or 01422 847847 and see how much money you can save!
12 80 MARCH 15
Thrilled to be reading Start a workplace book group and you could win a visit from a top author.
C
rime writer Paula Daly thrilled staff from an NHS Trust after they won a nationwide prize draw for workplaces who have successfully run the Six Book Challenge. The Challenge aims to get more people reading by inviting participants such as workplace reading groups to pick six reads and record their reading in a diary in order to get a certificate. Paula, who writes crime novels set in the Lake District, visited the Cumbrian trust after it won the Challenge draw. Print materials and incentives are available for the Challenge 2015 and well over 200 organisations, including a wide cross section of workplaces, have already launched this year’s scheme. Authors Adele Parks, Andy McNab and Martina Cole are supporting the scheme and completers will receive a certificate with all three signatures. There’s the chance to enter a national prize draw to win some great prizes each year - a trip to London and ereaders for the runners-up - as well as a workplace
Find out more about Quick Reads at www. quickreads.org.uk The Six Book Challenge is run in libraries, colleges, workplaces and prisons. Find out about running the challenge in your workplace at tinyurl.com/ oujvwsk
visit from an author like Paula. She said: “Books changed my life enormously and continue to do so every day. The more I read, the happier I am. It’s that simple.” But it’s not just Paula that’s happier as a result of reading. New research has revealed that those who read for just 30 minutes per week are 20 per cent more likely to be satisfied with their lives. The research was carried out by GALAXY chocolate, who, in partnership with Dr. Josie Billington at The University of Liverpool, found that readers are 21 per cent less likely to report feelings of depression and 10 per cent more likely to report good self-esteem versus non-readers, equipping them with a greater ability to cope with everyday life. As many as 42 per cent of the UK’s 16 million lapsed readers cited lack
‘Books changed my life enormously and continue to do so every day. The more I read, the happier I am. It’s that simple.’ of time as their biggest reason for not picking up a book. Of further concern still was the finding that 1.2 million UK adults have stopped reading as a result of some form of depression. Conversely, the report goes on to show that readers are less likely to experience low mood or feelings of depression if they read for as little as 30 minutes a week. One of the greatest benefits of being a reader was shown in the analysis around empathy. With just 30 minutes of reading a week, as many as two thirds of readers (64 per cent) reported a better understanding of other people’s feelings versus less than half (48 per cent) of non-readers. The Research was carried out for Quick Reads, which aims to get more people reading, with top authors writing short books to entice people back into the reading habit. For more on books see our books selection on page 19.
ngsu REcommEnDs… LONE WOLF BY JODI PICOULT GILL GROCOTT, PRESIDENT
This year’s Quick Reads title are: • Roddy Doyle – Dead Man Talking • Jojo Moyes – Paris for One • Sophie Hannah – Pictures Or It Didn’t Happen • Fanny Blake – Red for Revenge • Adèle Geras – Out of the Dark • James Bowen – Street Cat Bob
spREaD tHE WoRDs A reading champion is someone who shares and promotes their love of reading with others. You don’t have to be a teacher, librarian, or work in a bookshop to be a reading champion – just someone who loves reading, and loves to talk about it! You can be a reading champion at any age, and promote reading anywhere that you work, learn, volunteer or socialise. There is no formal training requirement, but the toolkit and accompanying training are designed to help you develop this role. Find out more at tinyurl.com/q2bshnb
Father, naturalist and wolf pack expert Luke is in a coma following an accident. His family struggles with what should happen to him. A fantastic read of family, hope and survival. DOMINION BY C J SANSOM TIM POIL, GENERAL SECRETARY
A novel based in the early 1950’s with a premise that Churchill wasn’t appointed as PM and Britain surrendered to Nazi Germany after Dunkirk. Thought-provoking ‘what if’ novel about the decisions that people make. HOW STEEPLE SINDERBY WANDERERS WON THE FA CUP BY J.L.CARR. TIM ROSE, ASSISTANT GENERAL SECRETARY (SERVICES)
This isn’t the Official History, “just a rough sketch”, so says Mr Gidner, who is charged with recording how a village football team from rural Lincolnshire go all the way to Wembley to beat Glasgow Rangers in the final of the FA Cup. The football is largely incidental; what makes this a must-read is the amazing cast of characters that come together to win against all of the odds.
14 80 MARCH 15
QA &
We answer your questions about working terms and conditions at Nationwide…
I’m worried about a meeting with my manager. Can I record what’s said using my smartphone? If you secretly record a conversation at work using a smart phone or other device, you could face disciplinary action for a breach of trust and confidence. Similarly, your manager should not secretly record you. Formal hearings are usually recorded but this is controlled by HR and is subject to everyone’s consent. It is reasonable to make notes about what is said at meeting, both during the meeting and afterwards and to keep these as a record of the conversation. Do I have to PIN notes on TracSmart if I disagree with the content? Only PIN a TracSmart event when you have read it thoroughly and are happy with what’s been said. If you’re concerned about the content, tell your manager and ask for it to be re-worded in a way that you can both agree. If you remain concerned insist that you include your own comments that reflect your view. It’s preferable for you and your Manager to PIN the document at the same time.
Remember, the document can still be changed until it’s been closed down.
Find all of the main HR Policies on the Union website at tinyurl.com/ qzndwt9
There is a growing expectation to use Twitter to promote activity at work. Do I have to do this? Using Twitter for work purposes should be a voluntary activity. If you are tweeting about work we suggest that you only use a Nationwide account that has the appropriate privacy settings and take extreme care in what you say. We strongly recommend that you do not tweet about work on your personal Twitter account. In a recently reported Employment Tribunal case (not Natiowide), a decision to dismiss an employee because of comments held to damage the company’s reputation was upheld. Employees are increasingly expected to participate in fund raising as part of the Society’s Citizenship agenda. Will I be considered to have poor behaviours if I don’t take part? Fundraising can be a fun and rewarding thing to do and can help generate great team spirit. However, it is a voluntary activity and you should not be required or pressurised to participate, for example, to buy or wear a “Christmas Jumper”. Managers should undertake appropriate risk assessments and should respect individual’s wishes when planning events.
here to help... card or other documentation relating to the care. Part-time employees are encouraged to book appointments in non-work time but are still eligible for paid time off if this is not possible.
The Equality Act 2010 provides protection against pregnancy and maternity discrimination. We consider some maternity-related issues. pREgnancy-RElatED sicknEss sHoulD not REsult in a DEtRimEnt A woman should not suffer any unfavourable treatment because of pregnancy-related sickness absence (including morning sickness). Any detriment that is directly related to the absence, such as disciplinary action or lower performance rating, will amount to pregnancy and maternity discrimination.
a Risk assEssmEnt Will HElp you stay saFE anD comFoRtablE at WoRk Your manager should complete a risk assessment checklist with you. This will identify potential risks and appropriate action. It is recommended that you and your manager review the risk assessment every month.
paiD timE oFF FoR antEnatal appointmEnts Employees are entitled to take paid time off to attend ante-natal care. A manager can ask to see an appointment
The Becoming A Parent Policy and accompanying employee guide sets out the terms and conditions that apply to maternity leave, adoption leave, paternity leave and shared parental leave. The Policy is available from the HR Policy Point on the Nationwide Intranet or from the Help At Work/ HR Policies section of the NGSU website. The New and Expectant Mothers Risk Assessment is available from the Health & Safety and HR Intranet sites.
youR RigHts WHEn REtuRning to WoRk At Nationwide, you can return to the same job in which you were employed before going on maternity leave. You are also able to work reduced hours for the first four weeks of your return. You have the right to request to work parttime but agreement to change your hours will be subject to operational needs – you’ll need to submit a formal Flexible Working request.
staying in toucH WitH WoRk It is reasonable for your manager to stay in touch with you while you’re on maternity leave. You should both discuss this before you start your leave and agree the best way for contact to be maintained. Keeping in Touch days allow you to work up to 10 days during your leave without losing your maternity pay but there is no requirement on you to work them or for your manager to agree to provide them.
more help… If you are concerned about your treatment while pregnant or on maternity leave, please can us on 01295 710767 and ask to speak to an Individual Cases Officer.
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Modern slaves Slavery is alive and thriving in Britain. A new law aims to stop it.
J
ust £25 pay for working an 80-hour week was the grim reality for a group of workers discovered by police after a raid on a Manchester factory at Christmas. Three suspected slave masters were arrested during the raid in an ongoing operation by the authorities against human trafficking. Police also found 10 immigrant workers living in terrible conditions in a house, with up to three or four people sleeping in each room. Officers discovered they were being taken to work in a factory in Rochdale each day, where they were being paid less than £2 an hour. DI James Faulkner of Great Manchester police said: “The men and women working in the factory have told us that they were subjected to physical and verbal assaults at the hands of their employers and forced to work more than 80 hours before ending up with around £25 for their week’s work. This is a typical example of how modern slavery can work in the UK.” For anyone who thinks slavery is only associated with the past, cases like this show that it is horrifyingly still with us. As well as instances of such
forced labour, the Human Trafficking Foundation has documented cases of children trafficked to the UK to work as sex slaves. The Foundation aims to create greater understanding of the rapidly changing realities of human trafficking as well as inform and shape future policy while ensuring that existing policy is effectively enforced. It has also documented examples of domestic servitude, with examples of servants exploited and made to work 16 hours a day without pay and forced to sleep on the floor. Work published by the Home Office Chief Scientific Adviser, Professor Bernard Silverman, last year estimates there are between 10 and 13 thousand potential victims of slavery in the UK. The Modern Slavery Bill now progressing through parliament, which has the backing of the NGSU, aims to put an end to such practices. The bill creates two new civil orders to prevent modern slavery, establishes an Anti-Slavery Commissioner and makes provision for the protection of modern slavery victims. Minister for Modern Slavery and Organised Crime Karen Bradley said: “Strengthening support for victims of modern slavery and targeting the perpetrators form the
two central planks of our work to eradicate this vile trade. Victims are at the heart of everything we do and I want to make sure those affected receive the best possible protection. These changes will help ensure child victims are better supported by the Criminal Justice System, and that they receive the help needed to allow them to recover from their ordeal.” Amnesty International UK, to which NGSU affiliates, last year made one of its media awards to newspapers and broadcasters which uncover abuses and corruption around the world to the Guardian newspaper’s exposure of Asian slave labour producing prawns for supermarkets in the US and UK. The report details how men were trafficked into slavery on Thai trawlers to catch food for prawns and how big supermarkets are selling prawns in a supply chain fed by slave labour. Their six-month investigation established that large numbers of men bought and sold like animals and held against their will on fishing boats off Thailand are integral to the production of prawns sold in leading supermarkets around the world, including the top four global retailers: Walmart, Carrefour, Costco and Tesco.
a nEW onlinE guiDE Listen to a BBC investigation into Britain’s legal slaves at www.bbc.co.uk/ programmes/ b052lntt
Find out more at www.human trafficking foundation.org
Tim Poil says…
“It is truly shocking that slavery still exists today and is something that is happening here in Britain and across the world. We must all come together to stamp out that appalling trade in human suffering and this is why NGSU is supporting the Modern Slavery Bill. We all need to take responsibility to understand about the modern types of slavery, how to spot the signs and report any concerns we have. We simply cannot stand by and let this happen.”
A new online guide to help combat the exploitation of migrant workers so that everyone is treated fairly has been launched by the TUC. The guide Working in the UK is available in 13 languages, including Polish, Bulgarian and Romanian. It provides workers with information and guidance on crucial issues such as pay, employment contracts, working hours, sick pay, and health and safety. It also explains how trade unions help workers deal with mistreatment, such as bogus self-employment or non-payment of the minimum wage, and bargain for better pay and conditions. TUC General Secretary Frances O’Grady said: “Migrant workers are regularly forced to accept appalling working conditions, low wages and a complete absence of rights. The issue of migrants undercutting existing workers has been exploited by some politicians to win support for anti-immigrant policies that only increase social tension and do nothing to clamp down on bad bosses and improve conditions for all workers. “Only when local and migrant workers are part of a trade union can they bargain with employers to be treated on equal terms.” The guide is available at www.tuc.org.uk/workingintheuk
18 80 MARCH 15
The forum’s back! TO CHAT – OUR NEW WE’RE BACK AND HERE UP AND READY TO GO!
All NGSU members have immediate access to the Forum – simply log in to the NGSU website and follow the Forum links. If you’d prefer to be anonymous you can edit your profile.
WHAT WILL YOU POST ABOUT? Tell us about your annual performance review? Share some tips and best practice What are your expectations for the pay review? Ask for help and advice. Suggest some ideas for the Union to debate at Conference.
FORUM IS
REMEMBER THE HOUSE RULES! Please think about what you write – no offensive, abusive posts. Keep all contributions civil, tasteful and relevant – no swearing! Respect copyright and other laws. Don’t impersonate someone else. Take care of your personal information. The Forum is restricted to NGSU members but, as with any social networking site, be careful about disclosing personal details such as your address or phone number. Visit the Forum at www.ngsu.org.uk
Film review… SELMA
127 minutes, Cert 12A
The 50th anniversary of many civil rights anniversaries in the US sees the launch of Selma, the biopic of Martin Luther King, covering three intense weeks in 1965 during the struggle for voting rights in the small Alabama town: a struggle that became international news after his arrival. King called for a 50-mile march from Selma to Alabama’s state capital, Montgomery,
demanding voting rights. But as the protesters left they were confronted by state troopers, some on horseback, armed with tear gas and billy clubs. They pummelled demonstrators indiscriminately, charging, beating and trampling them as they scattered on what became known as Bloody Sunday. Star David Oyelowo was nominated for an Oscar but in the end its politically-charged theme tune Glory won the gold statue.
coffee break... ELIZABETH IS MISSING EMMA HEALEY
Maud is forgetful. She goes to the shops and forgets why she went. But there’s one thing Maud is sure of: her friend Elizabeth is missing. The note in her pocket tells her so. And no matter who tells her to stop Maud will get to the bottom of it. FOURTH OF JULY CREEK SMITH HENDERSON
This hard-hitting, novel unusually focusses on the work of a US social worker, whose own life is as dysfunctional as any of his clients. Brilliantly written, the book follows Pete Snow as he tries to help a feral boy and his survivalist father in the Montana wilderness. THE HEN WHO DREAMED SHE COULD FLY SUN-MI HWANG AND KAZUKO NOMOTO
This is the story of a hen named Sprout. No longer content to lay eggs on command only to have them carted off to the market, she glimpses her future every morning through the barn doors, where the other animals roam free.
Pet’s corner
ALAN LAMPARD, GROUP INTERMEDIARY SALES, BOURNEMOUTH ADMIN CENTRE
I was sitting in my living room one evening when my partner came in saying: “Don’t panic”… I just found a snake on the kitchen floor!” There was a tiny snake no bigger than a worm just lying there. We called the RSPCA, who confirmed it was a harmless Corn Snake which had probably escaped. We offered to keep it – that was eight years ago, and he is now around six foot long! We decided, as he is a Corn Snake, that we would name him Flake. Corn Snake…Corn Flake! Tell us about you and your pet. Email or write to the address opposite.
PRIZE WORDSEARCH
WIN
£25 voucher
One lucky winner will receive £25 book or ibook token. Simply find the words which are all to do with the general election. Completed entries should be sent to Middleton Cheney by 24 April 2015 with your name and membership number filled in below.
G X O P I N I O N P O L L G X K J
O B A L L O T B O X D C L L C I A
V M N P O S T A L V O T E C O P C
E R A N B P I V L V E G H V MR S S N N NW J K P J O R A O P F A N
N I J J L B U T K I D J L L S U D
M F V V Z H I W N L C I I V V Y I
MANIFESTO POLITICIANS POLLING STATION VOTER BALLOT BOX CANVASSING WESTMINSTER
E E Y O R T B N K Y A T R Q O A D
N S Z T U W E S T M I N S T E R A
T T C E P R B U E C H V T W X I T
N A Y O C P N A O R G L M Y L X D I C T N N A G I M S B U T R S A G C T SW I O Y O MC N QMM E S J
CANDIDATES PARLIAMENT GOVERNMENT CONSTITUENCY OPINION POLL POSTAL VOTE WINNER
Name Membership number
Please return to: NGSU, Middleton Farmhouse, 37 Main Road, Middleton Cheney, Banbury, Oxfordshire OX17 2QT
G U I X Y S Z C A N V A S S I N G
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