EMBARGOED UNTIL 2.300PM TUESDAY 10 JANUARY 2017
No. 01/2017
TO ALL BRANCHES WITH TELEFONICA MEMBERS
10 January 2017
Dear Colleagues,
Reorganisation in Telefonica – Roles at Risk
The CWU has been informed today by Telefonica that following on from changes to the Senior Leadership Team in the latter part of 2016 and alignment of directives into Centres of Excellence, the next stage will be to reorganise and align the new model to ensure that the right roles and skills are in the right place within the organisation in order to deliver the customer led strategy effectively.
The changes are as follows;
- To align the right roles to the new model
- To ensure that the right roles and skills are in place to deliver the strategy effectively and efficiently
- To avoid duplication and ensure simplicity in the business model and in the delivery to customers
- To ensure a progressive forward looking organisation that is able to evolve and innovate in line with customer expectations
In order to achieve this the union have been informed that Telefonica intend to make some changes to team structures and roles and in some places create new roles that are necessary for the future success of the business.
The outcome of this on General Population grades will be;
- Some roles will stay the same or similar
- Some roles will be made redundant
- Some new roles will be created
Telefonica intend to place 160 general population roles at risk,of which 118 of these roles will remain and where 5 new roles will be created this will result in an overall reduction of 49 general population grades.
Telefonica has informed CWU that they are proposing to make changes in the following areas:
Areas in Scope
- Operations (CS and Transformation)
- Operations (Service Management )
- Operations ( business operations)
- Sales
- Some PA Roles
Individual consultation and support
For those individuals that are in scope there have been changes to the individual consultation approach which have been discussed with CWU. The reason for the change will be to enable the business to:
- Improve the employee experience
- Provide more training and support for line managers
- Manage the individual consultation process much more effectively
The individual consultation (IC) process will comprise of 2 meetings as follows;
Individual Consultation Meeting 1
IC 1 people impacted will find out if they have been provisionally selected for redundancy or into a remaining role
Those who have been provisionally selected for redundancy will have the option to apply for DVR or apply for alternative roles.
In between IC1 and IC2 - there will be informal meetings between the Line Manager and Employee if required, in addition workshops to support with cv writing and interview preparation will be available to all.
Individual Consultation Meeting 2
IC2 impacted people will be advised if their DVR request has been accepted or if they have been successful in their application for an alternative role.
Supporting impacted employee outplacements
Outplacement support will be in place very early in the process
All impacted employees will have access to these services
Support includes;
online classes through Linda.com
Interviewing skills
CV Writing
Development online profiles
There will also be face to face workshops from Cielo on cv writing as well support from AXA PPP 3 months after exit for those that leave the company and ongoing for those that remain
Selection Criteria
This process allows individuals to know their outcome quicker than in previous programmes and is a layered approach to selection
Level 1 – Current performance rating and previous 2 ratings
Current CAP Warnings
If insufficient differentiation there will a move to next level of assessments
Level 2- Assessment of 3 critical role elements by management team
As in previous DVR exercises the company reserve the right to use redundancy cost as a consideration
DVR Terms as follows
Compensation based on 3 weeks pay per year of service
Subject to minimum of 8 weeks and max 52 weeks
Part year service also including
PILON -Contractual notice of one week pay per year of every year of service minimum of 4 weeks, maximum of 12 weeks depending on length of service.
Timelines
Following the announcement on 10 January individual consultation meetings will commence immediately and throughout January and February there will be role advertisement and applications as well as interview and selections.
Outplacement support will be in place following the announcements. Individuals selected for DVR will be expected to leave by end of March 2017.
The CWU are at early stages of consultation with the business and further updates will follow.
Any queries should be raised with your local representative in the first instance contact details can be found
Yours sincerely
Sally Bridge
National Officer