Message for all CSMs from RMT

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One of the unspoken management aims of Fit for the Future was to weaken the unity of the grades. SAMF's and SCRA's were pushed into the old SS roles (for no extra pay) and former station supervisors were pushed into a DSM-type role. DSM’s in turn felt they lost some of their old status. There was an early attempt by LU to formally integrate the new CSM role into the old, separate, lower-management part of the trade union machinery, known as the MATS council. RMT successfully resisted this. RMT also ensured that no SS lost their salary or had to apply to keep their grade.

Although there were RMT members in the old DSM grade, (and some good ones too) there was no escaping the fact that with a few honourable exceptions the DSM grade was where the bullying started, where the strike-breaking was organised and where the disciplinary stick was first wielded.  In truth, most station staff played a very small violin, and a not very sad tune, as the DSM's lost their status.

However, there could yet be a sting in the tail. All of those most unpleasant DSM functions; (the LDI's, the unwanted phone calls if you're sick, etc) have been devolved down to the former SS's.

The SS grade always frustrated LU. For years they'd tried to foist management-type functions on to the SS's. By and large it was successfully resisted. The station supervisors were in many cases the backbone of the RMT on the stations. Sure, there were exceptions, like there are in any grade, but by and large they knew their stuff. They understood the Framework, the Working Reference Manual and later the Rule Book, and they combined running stations with a commitment to running a safe railway despite the constant pressure to keep unsafe or unstaffed stations open, regardless of safety implications. Many were superb trade union reps.

However, the world of FftF is bizarre. Under the guise of 'savings' we've gone from 37 station 'groups' to 96 'areas' each with an AM getting paid GSM-level money. Alongside this, whereas there were formerly less than 150 DSM's for the entire combine, there is now a vast army of CSM's (870 or so) and LU is desperately trying to convince them all that they're now 'managers', with wholly separate interests to the station staff that they 'manage'.

CSM's need to take hold of the processes they've had dumped on them and make them 'ours', in as much as that is possible. Members of staff on the stations and our TU reps have always argued that management were too quick to reach for the gun when staff make mistakes, either operationally or during customer incidents, going down the disciplinary road rather than coaching, training, support.

Likewise with the attendance procedure; SS's have been on the receiving end of thoughtless, spiteful refusals to rightfully 'link' items of sickness, or refusals to grant a/l in some domestic situations. Accidents at work have often been wrongly chalked up as items. SS's have been hassled at home with unwanted phone calls, and bullied back to work while still sick. Now there's a chance to apply the policy as fairly as is possible.

The Discipline at Work policy explicitly allows the manager to exercise discretion. If you feel it fits, you are entitled to use it. Too often the DSM would sit there at an LDI saying, 'sorry, but my hands are tied', meaning they didn't want to say to the GSM/AM 'you know what, this doesn't need to be a warning', or doesn't need to be 26 weeks long. CSM's can avoid recreating all the old failings of the DSM grade. You think the 'items' are linked? You can go ahead and link 'em. The AM might not be happy but as long as you’re fair and consistent, there’s nothing to fear.

CSM's will have to do fact findings. Do it properly, do it fairly. Too many former DSM's approached investigations with the view of shaping it up for a disciplinary. Too many wanted to make a name for themselves, (we had a name for them!). Don't go own that road. Instead, investigate it properly, apply your previous experience, and resolve the matter how you see fit. Also, too many DSM's allowed themselves to be pressured by the GSM/AM down another road. Some of course were quite happy to do their masters' bidding.

A lot of staff, SS's among them, have had a poor deal at the hands of People Management Advisors, (PMA's). Even where local management have on occasion wanted to deal with matters 'in house' and not use CDI's or even LDI's, PMA's have intervened and overridden the investigating manager and/or the employing manager. Now is the time to take control; if you're the investigating manager, You decide what happens. If a PMA tells you otherwise ask them to put their instruction in writing. You are the manager and you have the decision making role whether you are dealing with sickness or discipline.

 

RMT – One Union – All grades United

TfL have already told us they need to save £2.8bn as a result of the government subsidy being withdrawn by 2019. The Mayor has asked senior (Band 5) LU managers (those on six-figure salaries) if they’d consider VS. A few (in)famous names have already taken the Queen’s Shilling.

We will inevitably face further attacks on the conditions of station staff, CSAs, CSSs AND CSMs. We need to maintain the unity of all of our station grades. AM’s at Section 12 stations are already franticly trying to review and reduce minimum numbers. Open section stations are increasingly left unstaffed or are ‘babysat’. CSM’s should prioritise their operational role; if a station is short on numbers, drop the paperwork and head on over to assist the CSA; you might need their help when the axeman cometh.